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The business community has a significant role to play in advancing progress towards ending human trafficking, including all forms of forced labor and sex trafficking, which are the 21st century's manifestation of slavery.
"Fully engaging the corporate community is a critical step in the war to end modern day slavery. Human trafficking is a global problem which can only be eradicated by mobilizing global solutions. Corporations need to take action, get involved and become part of the solution."
David Arkless, Founding Counselor and Board Member, gBCAT
gBCAT accomplishes its mission by supporting companies through the following:
• Providing a resource for orientation and operational guidance to companies who desire to understand human trafficking and how it affects business.
• Championing and disseminating best practices in business to end human trafficking, including all forms of forced labor and sex trafficking.
• Driving connections between businesses and governments, international organizations, non-profits and civil society for the purpose of knowledge- and idea-sharing on solutions to address human trafficking.
• Training and Education: Employee, vendor and sub-contractor training programs.
• Supply Chain: Identifying and preventing forced labor in supply chains and operations.
• Sex Trafficking: Raising awareness of company policies to combat sex trafficking notably in travel and tourism.
• Communication and Outreach: Thought leadership and transfer of best practices.
To mobilize the power, resources and thought leadership of the business community to end human trafficking, including all forms of forced labor and sex trafficking
"Trafficking in Persons" and "Human Trafficking" have been used as umbrella terms for the act of recruiting, harboring, transporting, providing, or obtaining a person for compelled labor or commercial sex acts through the use of force, fraud, or coercion. The Trafficking Victims Protection Act (TVPA) of 2000 (Pub. L. 106-386), as amended, and the Palermo Protocol describe this compelled service using a number of different terms, including involuntary servitude, slavery or practices similar to slavery, debt bondage, and forced labor.
Human trafficking can include but does not require movement. People may be considered trafficking victims regardless of whether they were born into a state of servitude, were transported to the exploitative situation, previously consented to work for a trafficker, or participated in a crime as a direct result of being trafficked. At the heart of this phenomenon is the traffickers' goal of exploiting and enslaving their victims and the myriad coercive and deceptive practices they use to do so.
Training and Education:
vendor and
training programs.
Sex Trafficking:
Raising awareness of company policies to combat sex trafficking notably in travel and tourism.
Supply Chain:
Identifying and preventing forced labor in supply chains and operations.
and Outreach:
Thought leadership and transfer of best practices.
Robert Rigby-Hall is Executive Vice President & Chief Human Resources Officer for NXP Semiconductors (NASDAQ: NXPI) a global semiconductor company with operations in more than 25 countries, 26,000 employees and revenues in excess of US$4 billion. With over 25 years of global experience as an HR leader for large global corporations; he is unique in his field in that he has run businesses and lived and worked internationally in the UK, Europe, Asia-Pacific, and the United States.
Robert is involved in industry organizations and is a speaker at business conferences around the world, including the Beijing International Publishing Forum, Financial Services Technology Expo, Annual Recruitment Learning Conference, Net Impact Conference, The Human Resource Forum, Global Roundtable on Advanced Management Education Reform, The Vatican / U.S. Department of State – Building Bridges to Freedom, and CEO Connections.
He sits on the Advisory Boards of Kiddy & Partners, Qualigence and The Economist Education. He is the past Chair of Boys Town of New York; past Chair of the Somaly Mam Foundation; and Co-Chair of the Global Business Coalition Against Human Trafficking. In 2010 he was awarded the "Business Leader Award" by the UN Global Initiative to Fight Human Trafficking & UN Global Compact.
He attended Portsmouth University in the United Kingdom and completed the Harvard Executive Development Program and the Kellogg Certificate in Corporate Board Governance at Northwestern University. Robert has three school-age children and lives in Singapore.
Dawn Conway is currently the Chief Operating Officer for Cision US, Inc. Cision is a leading provider of cloud-based PR software, services and tools for the marketing and public relations industry. Marketing and PR professionals use our products to help manage all aspects of their brands – from identifying key media and influencers to connecting with audiences; monitoring traditional and social media; and analyzing outcomes.
Prior to joining Cision in 2012, Conway spent over 20 years at LexisNexis in a number of key leadership positions including serving as Senior Vice President, Corporate Responsibility for LexisNexis. In this role she led a number of initiatives focused on advancing the rule of law and is a founding member of the Global Business Coalition Against Human Trafficking. Conway is the recipient of the 2011 Nomi Network Corporate Social Responsibility Award and a frequent speaker on the role of business in combatting human trafficking.
Her public speaking engagements include Engaging Business: Addressing Human Trafficking in Labor Sourcing sponsored by the U.S. Council International Business, U.S. Chamber of Commerce and International Organization of Employers; Creating the Ripple Effect: the Global Women's Initiative sponsored by Womenetics; CSR and Human Trafficking What Every Business Needs to Know The Role of Business in Human Trafficking; Social Entrepreneur Conference hosted by the Harvard Business School and Kennedy School of Business and HumanTrafficking and The Rule of Law; the World Justice Forum III.
Conway is the co-author of Doing Well by Doing Good "CSR for Bars" published in the Spring 2012 Bar Leader Magazine, an ABA publication. She has her J.D. and is a member of the District of Columbia Bar, National Association of Women Lawyers and a member of the American Bar Association Anti Human Trafficking Presidential Task Force
David Arkless was until 2013, ManpowerGroup's Global President of Corporate and Government Affairs. Mr. Arkless is a world-renowned expert on labor market trends and has widespread experience of helping countries to develop their labor market strategies. In 2011, he became Vice President of Ciett, the international confederation of private employment agencies. He is responsible for governmental and international affairs, and as such has been called to advise the governments of China, Mexico, Vietnam, Serbia and Singapore, as well as to the US Department of State, the European Union and the cities of Shanghai, Tianjin, Dalian and El Paso/Juarez regarding skills, talent, employment and social policy. In May 2010, he became Vice President of the China International Council for the Promotion of Multinational Corporations (CICPMC) in Beijing and is an advisor and supporter of the All Party Political Group on East Asia, empowering the Asian diaspora in the UK society and building links between the East Asian and UK business communities. Mr. Arkless also managed ManpowerGroup's strategic relationships with high-profile organizations such as the World Economic Forum, where he is one of the founding members of the WEF's Global Agenda Council on the Skills Gap. He also supports partnerships with the European Policy Centre and the Clinton Global Initiative, and is an Ambassador for the Centre For Social Justice, an independent think tank based in the UK.
His global areas of social contribution involve, amongst others, being a highly influential campaigner in the fight to end human trafficking and giving refugees real hope for the future through training and work. Mr. Arkless was President of the Board of End Human Trafficking Now, the leading global organization empowering the business community to eradicate human trafficking and modern day slavery, and co-founder of the Washington Business Ending Slavery and Trafficking organization, launched in the first quarter 2012, a not for profit focusing on mobilizing small to medium sized enterprises against trafficking in the US. He has also been at the forefront of ManpowerGroup's involvement in www.ninemillion.org, a UN initiative to provide education to the 9 million young refugees all over the world. Mr. Arkless is also a founding member of the Demand Abolition Advisory Council, based in the United States. Additionally, Mr. Arkless serves as an Advisory Board Member of both the International Organization for Migration and the office of the United Nations High Commissioner for Refugees (UNHCR). He also serves as a Board Member of Education For Employment, the pre-eminent US-based foundation that helps unemployed young people and the long-term unemployed in the Middle East and Africa. He is also a board member of the Club of The Hague. In 2011, Mr. Arkless joined the advisory board of PNB-NAPEO a public-private partnership that exists to better link young entrepreneurs and business leaders in the United States and the Maghreb. Earlier this year, he was voted onto the Board of the Arab International Women's Forum – an organization empowering women and working on inclusion in the Arab world as well as building bi-lateral business links between the Arab world and British business.
He serves as a regular speaker at high profile events including the World Economic Forum Annual Meeting in Davos, the Organisation for Economic Co-operation and Development (OECD), the United Nations, European Parliament, UK Parliament & House of Lords Select Committees, US Congressional and Senate committees, and at various internationally renowned business schools. Mr. Arkless also led ManpowerGroup's involvement with the United States Council on Competitiveness. Mr. Arkless received his bachelor's degree from the University of Durham, UK and has completed executive programs at INSEAD, IMD, and the San Jose College of Business. Mr. Arkless is also a Fellow of the Royal Society of Arts in London.
Letty Ashworth is currently the Manager of Global Diversity for Delta Air Lines, Inc., the world's largest airline. As manager of Global Diversity, Letty has oversight of the strategy and implementation of diversity initiatives for the company. As part of the broader HR group, she works closely with recruiting, marketing and community affairs. She also has oversight of the company's Employee Network Groups and an external Diversity Alliance comprised of corporate, non-profit and educational representatives from the Atlanta community.
Dan Bross, Microsoft's Senior Director of Corporate Citizenship, has over twenty-five years of experience in the public, private and nonprofit sectors. With a background in public policy and government and public affairs, Dan has led government affairs and policy teams at both the federal and state levels for two Fortune 100 companies.
He joined Microsoft in 1998 and in 2002 led a cross company virtual team that developed Microsoft's global Citizenship Program. Today, Dan leads a team with Citizenship responsibilities focused on issues management, reporting, stakeholder engagement and strategic relationship management.
In addition to his corporate experience, Dan has management and program development experience in the nonprofit sector. During his tenure as Executive Director AIDS Council, the nation's leading AIDS advocacy organization, he chaired a broad national coalition of health and human service organizations and non-governmental organizations and served as an advisor to President Clinton's Domestic Policy Advisor on the structuring and staffing of the White House Office of National AIDS Policy.
He holds a B.A. in Political Science from Catawba College in Salisbury, NC and a master's degree in Public Administration from the George Washington University in Washington, DC.
Dan currently is currently a member the Board of Trustees of Catawba College; the Executive Leadership Forum of Boston College's Center for Corporate Citizenship; Co-Chair of The Conference Board Committee on Corporate Political Spending and Co-Chair of the Board of Directors of Net Impact.
Mark P. Lagon is Professor in the Practice of International Affairs, and Global Politics and Security Chair, at the Master of Science in Foreign Service Program at Georgetown University. He is also Adjunct Senior Fellow for Human Rights at the Council on Foreign Relations. He is Founding Counselor of GBCAT and serves on its Board of Directors.
Lagon was previously Executive Director and CEO of the leading anti-human trafficking nonprofit, Polaris Project, which operates the U.S. Government's national anti-trafficking hotline (1-888-3737-888).
From 2007 to 2009, with rank of Ambassador, Lagon directed the Office to Monitor and Combat Trafficking in Persons (TIP) at the U.S. Department of State. As such, he chaired by statute the Senior Policy Operating Group coordinating all U.S. agencies efforts to combat human trafficking domestically and internationally.
From 2004 to 2007, Lagon served in the Bureau of International Organization Affairs at the U.S. Department of State as Deputy Assistant Secretary, where he had lead responsibility for United Nations-related human rights and humanitarian issues, UN reform, and outreach.
Lagon previously served as a member of the Secretary of State Colin Powell's Policy Planning Staff, where he focused on UN, democracy and human rights (2002-2004).
From 1999 to 2002, he was on the senior staff of the Senate Foreign Relations Committee, with responsibility including the United Nations and human rights.
Previously he won a Council on Foreign Relations Fellowship, where he specialized on U.S. policymaking toward in China (1998-1999); served at House Republican Policy Committee (1997-1998); worked for former UN Ambassador Jeane Kirkpatrick as her principal aide at the American Enterprise Institute.
Dr. Lagon is currently a Member of the Leo Nevas Task Force on Human Rights of United Nations Association; the Board of Directors of the Council for a Community of Democracies, as well as the Advisory Boards of ECPAT-USA (End Child Prostitution Child Pornography and Trafficking of Children for Sexual Purposes) and The Stanley Foundation.
He is author of the book, The Reagan Doctrine: Sources of American Conduct in the Cold War's Last Chapter, and dozens of published essays on human trafficking, human rights, the UN, and U.S. policy making, notably regarding China. He is co-editor with Anthony Arend of the forthcoming book, Human Dignity and the Future of Global Institutions. He has a Ph.D. from Georgetown University and an A.B. magna cum laude from Harvard College.
Thomas Niemann is the Social Sustainability Manager in the Sustainability & Vehicle Environmental Matters department at Ford Motor Company. He has been at Ford since December 1999. Thomas' previous positions within Ford include Sustainability Reporting Manager; Manager, Executive Chairman's Office; and Program Manager, Environmental Outreach and Strategy.
Thomas is responsible for the Company's Policy Letter 24 regarding Code of Human Rights, Basic Working Conditions and Corporate Responsibility, which includes assessment and compliance; identification of emerging issues (e.g., conflict minerals) and stakeholder engagement.
Thomas, a retired U.S. Army Lieutenant Colonel, holds Bachelor and Master's Degrees in Communications from the University of Michigan (Ann Arbor).
Mr. Pepper spent a 40 year career in various positions at Procter & Gamble, including Chief Executive Officer and Chairman from 1995 – 1999 and Chairman of the Board from 2000 – 2002. He served as Director of Procter & Gamble from 1984 – 2003 and President from 1986 – 1995.
John E. Pepper, Jr. currently serves as Co-Chairman of the Board of the National Underground Railroad Freedom Center and was CEO from January 2006 – May 2007. Mr. Pepper served as Chairman of the Board of the Walt Disney Company from January 2007 through March 2012 and had served as a member of its board since January 2006. He also served as Vice President of Finance and Administration at Yale University from January 2004 to December 2005.
Pepper also serves on the Board of the Stellar Restaurant Group (Boloco) and was a co-founder and currently is a member of the Executive Committee of the Cincinnati Youth Collaborative.
Pepper graduated from Yale in 1960, where he served on the Board of the Yale Daily News. He served as Fellow of the Yale Corporation from 1995 – 2003, including two years as Senior Fellow.
A native of Pottsville, Pennsylvania, Mr. Pepper holds honorary doctorate degrees from Yale University, Xavier University, Mount St. Joseph College, St. Petersburg University (Russia), the Ohio State University, the University of Cincinnati and St. Joseph's University.
Mr. Pepper and his wife Francie have four children and reside in Wyoming, Ohio.
Ed Potter is currently Director, Global Workplace Rights for The Coca-Cola Company.
He is currently the Chairman of the Labor and Employment Policy Committee, U.S. Council for International Business and a member of President Obama Administration's Consultative Group focusing on forced and child labor in agriculture.
He is currently a member of the National Advisory Committee on Free Trade Agreements. Since 1997, he has held the role of the U.S. Employer Delegate of the International Labor Organization (ILO).
In 1998, Ed was the employer spokesperson for the negotiation of the ILO Declaration on Fundamental Principles and Rights at Work. Since 2005, he has held the role of the employer spokesperson for the ILO Committee on the Application of Conventions and Recommendations, which holds countries accountable for their obligations resulting from the ratification of ILO conventions.
He has an extensive background in international labor, workplace rights and employment law issues, with 26 years' experience as attorney.
He holds a BA, Economics, Michigan State University and a Master's, Labor Economics and Collective Bargaining from Cornell University. He holds a law degree from American University.
Nigel is responsible for managing the LexisNexis relationships with international legal associations and leading industry groups, including the International Bar Association, the Commonwealth Lawyers Association, the Union Internationale des Avocats and Lex Mundi. Nigel has previously managed key industry relationships with state, local and national bar associations across the US.
In recent years, Nigel's role has included partnering with global associations on various CSR and rule of law projects, including programs and initiatives to help combat human trafficking.
Nigel is a Vice-Chair to the American Bar Association Section of International Law Corporate Social Responsibility Committee and International Corporate Counsel Committee, and liaison to the American Bar Association Center for Human Rights Human Trafficking Project Advisory Committee. Nigel is a Court Appointed Special Advocate (CASA), in New Hampshire.
Nigel joined LexisNexis in 1984. Prior to his relocation to the U.S. in June 1993, Nigel had a successful career as an Area Manager for Butterworths in the U.K. with responsibility for sales of legal and tax information. Nigel holds a BA in Legal Studies and was admitted as a Fellow of the Institute of Legal Executives in the U.K. where he spent ten years working in private practice and with a local government legal department, prior to joining Butterworths.
As Director of Responsible Business at Carlson Rezidor Hotel Group, Ms. Schultz is responsible for all aspects of social, ethical and environmental responsibility for a portfolio of more than 600 hotels in the Americas. Her duties include hotel training, communications, environmental measurements; and support for the International Tourism Partnership, World Childhood Foundation, and The Code of Conduct for the Protection of Children from Sexual Exploitation in Travel and Tourism (The Code); for which she currently serves on the Board of Directors.
Ms. Schultz has championed anti-trafficking initiatives within Carlson, developing and launching robust human trafficking awareness training for employees and sharing that training within the industry.
She has joined with others in law enforcement, government, non-profit and private sectors to bring awareness of human trafficking to Minnesota Congress and Senate members, and participates on the US Department of Transportation's Transportation Leaders Against Human Trafficking committee. She has spoke on the topic of human trafficking for organizations such as the American Hotel & Lodging Association, Harvard Kennedy School and Georgetown University among others.
A native of Forest Lake, Minnesota, Ms. Schultz holds a bachelors degree from the University of Wisconsin at River Falls.
Dirk Vande Beek is Senior Vice President, Corporate and Government Affairs for Travelport. In this role, Dirk provides strategic direction and manages relationships with governments and international organizations through strategic and tactical global public affairs programs. Dirk also directs Travelport's Corporate Social Responsibility and philanthropic programs and projects.
Dirk joined Travelport from CA, formerly Computer Associates Inc., where he was instrumental in creating and managing its government relations function. Previously, Dirk served as Vice President of Public Relations for The Coca-Cola Company, where he developed and implemented global public relations strategies. Dirk also served as Global Manager of Public Relations at the Halliburton Company.
Dirk's experience in Washington D.C. includes serving as the Director of Communications and Press Secretary for Vice President Dick Cheney in the 2000 Presidential Campaign, as well as Deputy Director of Communications for the 2001 Presidential Inaugural Committee. From 1988-1993, he was Senior Assistant to the Director of the Federal Emergency Management Agency (FEMA). He also served in the Communications Department in the U.S. Department of Labor.
In 1993, Dirk was awarded the Distinguished Civilian Service Medal for his service to the U.S. Federal Government.
Dirk holds a bachelor's degree in History from Westmont College in Santa Barbara, California
Microsoft's firm commitment to fighting human trafficking has been demonstrated by a number of corporate initiatives in collaboration with partners from NGOs and the public sector. Microsoft technically developed and sponsored an e-learning tool in collaboration with End Human Trafficking Now and UN.GIFT by the United Nations Office on Drugs and Crime. It is an online training program for business leaders, managers and employees of businesses to help them understand what human trafficking is, identify where it might be a risk to their business, and point to actions they can take to address this risk. The tool can be easily retrieved at http://www.microsoft.com/middleeast/humantrafficking/. In particular, the Microsoft MEA Citizenship Team was recently approached by Nike to integrate the e-learning tool on the Nike Corporate website, in Nike's effort to fight Human Trafficking in the company's supply chain.
Furthermore, the Child Exploitation Tracking System (CETS) represents another successful initiative. Upon the Toronto Police's request, Microsoft developed this unique software tool designed by investigators for investigators to share, search and collaborate on investigations relating to child exploitation. The program integrates and complements current database systems in use, basing its reporting and tracking features on a particular field (nickname, IP address, etc.) or user. To date, Microsoft invested over $10 million in CETS in Brazil, Canada, Chile, Indonesia, Italy, Romania, Spain and the UK, and an additional 13 countries are actively evaluating its adoption. A total of 1,400 investigators were trained, with 800 investigators currently using CETS worldwide. To date, 220 users were arrested in 9 Canadian provinces – multiple arrests were also attributed to CETS.
For more info click here
"Carlson has set the standard with its efforts to raise awareness of child sex trafficking and child sex tourism."-Luis CdeBaca, Ambassador-at-Large to Monitor and Combat Trafficking in Persons – U.S. State Department
Carlson is a global hospitality company and the world leader in business travel management. Carlson was one of the early industry leaders to combat child sex trafficking by committing to increasing awareness of this issue among its worldwide network of 170,000 people employed in more than 150 countries. For more than a decade, Carlson has served as a model to others who wish to ensure that the travel and hospitality industry is not used as an enabling environment for the trafficking of children.
Carlson began working to end child sex trafficking in 1999 by joining with Her Majesty Queen Silvia of Sweden in the establishment of the global organization, World Childhood Foundation, which is committed to helping the world's street children – those who are most vulnerable to human trafficking. In 2004, Carlson signed the travel industry's universal "Code of Conduct for the Protection of Children from Sexual Exploitation in Travel and Tourism" (The Code). The Carlson Rezidor Hotel Group deploys a unique child protection training program for its employees which enables them to be watchful and appropriately report suspicious activity. . The training includes a film clip from the renowned documentary depicting the horrors of human trafficking, "Not My Life," which was partially funded by the Carlson Family Foundation., The training is required of all Carlson Rezidor hotel and corporate employees. In this way, the company is able to enlist its extensive employee network as a "global army of eyes and ears" in the fight to protect the world's children.
The company's work has been recognized by several organizations including the United Nations which honored former CEO Marilyn Carlson Nelson with the UN. Gift and "End Human Trafficking Now!" Business Leader's Award for her efforts to inspire others to join in this endeavor. Carlson continues to increase its engagement and collaboration with governments, national and international organizations as well as other hospitality and travel companies through the course of their work in the anti-trafficking movement. As one of the founding members of gBCAT, Carlson will continue to work with businesses across industries to leverage their voices to eliminate all forms of human trafficking.
The Coca-Cola Company (the Company) is a US-based multinational with over 130,000 employees worldwide. It manages a portfolio of more than 500 brands with over 3,500 different beverage products, from sparkling and still beverages to fruit juices, energy drinks, teas and coffees. The company brands are sold in over 200 national markets globally.
Within The Coca-Cola System, there are nearly 250 bottling companies that are partners of the Company. These are mostly independently-owned companies with a long-standing and close relationship with The Coca-Cola Company. As bottlers, they are the ones that manufacture, package and distribute the finished branded products to retailers and customers such as grocery stores, convenience stores, restaurants and movie theatres . An average of more than 1.8 billion servings of Coca-Cola products are sold every day.
In the Gulf Region – which is part of Coca-Cola's operations in the Middle East and Eurasia region – 21 bottling plants operate within the Company's system. Two of these are directly owned by the Company, with the remainder operating independently. These plants employ between 250 and 500 workers each, with employees typically engaged in production (25%), distribution (30%) and delivery, sales and other operations (45%). These bottling plants themselves have a further 28 core suppliers providing key ingredients (such as sugar) and packaging, for example cans and printed material. Supplier companies, in turn, employ between 100 and 500 workers, depending on the nature of their work and their level of mechanisation.
Workplace rights at the Coca-Cola Company
The Coca-Cola Company's corporate responsibility expresses an over-arching concern for social and environmental sustainability. Within this context, the Company develops programmes on issues as diverse as water stewardship, sustainable packaging, community engagement, economic impact, and workplace rights.
In addressing the latter, the Company has developed a broad set of principles framed within its Workplace Rights Policy . These principles are guided by international human and labour rights standards, including the ILO's Declaration on Fundamental Principles and Rights at Work . They apply to workplace rights in The Coca-Cola Company itself and to entities which the Company owns or in which it holds a majority interest, for example the two bottling plants in the Gulf Region. The policy commits to fair and dignified treatment of all employees and prohibits all forms of forced or compulsory labour, including prison labour, indentured and bonded labour, military labour and slave labour. The policy aims to ensure that a consistent approach is applied to workplace rights across global operations and that these principles are integrated into day-to-day business operations, strategy and corporate culture.
The Coca-Cola Company's workplace rights commitment also extends to its direct and authorised suppliers (e.g. bottling plants) and their business partners, the companies that supply the packaging, key ingredients, and other goods and services. The Coca-Cola Company acknowledges a responsibility to hold these suppliers to standards no less than those required by applicable laws and regulations.
These expectations are outlined in the Company's Supplier Guiding Principles , which provide a set of standards integrated into all supplier agreements. The guiding principles emphasise:
• The importance of responsible workplace policies and practices;
• The minimum requirement to comply with applicable labour (and environmental) laws and regulations;
• The explicit prohibition of forced labour and other forms of coercion and abuse in the workplace; and
• The expectation that suppliers will develop and implement internal business processes to ensure compliance.
The Supplier Guiding Principles are supplemented by implementing guidelines that provide detailed information on issues such as compliance assessment process, steps that suppliers can undertake to comply with policies, examples of policy violations, corrective measures, best practices and supplier's roles and responsibilities.
Significantly, these policies clearly outline the risks of forced labor among migrant workers hired through labor brokers. The Company restricts certain practices to mitigate these risks as further explained below.
To assess compliance with these policies and principles, The Coca-Cola Company uses independent, third-party social audits to review workplace rights at suppliers across its supply chain. These audits involve confidential worker interviews with employees and contract workers, and follow protocols and guidelines developed by the Company following extensive validation with external stakeholders.
A diagram representing these diverse layers or spheres of The Coca-Cola Company's anti-trafficking policies looks like this:
For more information on The Coca-Cola Company's Workplace Rights Policy, please visit: http://www.coca-colacompany.com/our-company/workplace-rights-policy
The issue: Migrant workers and document retention in supply chains
In early 2009, The Coca-Cola Company began auditing its suppliers in the Middle East and Gulf Region. This included the 19 independent bottling plants and 2 owned and operated by the Company itself. The countries covered included Bahrain, Kuwait, Oman, Qatar, United Arab Emirates and Yemen.
In the first several assessments by third party auditors, it became immediately clear that almost all of the supplier facilities in the region were withholding the passports of migrant workers. When asked why this was taking place, managers typically informed the auditors that this was either required by law, a customary practice or a requirement of insurance companies to safeguard against significant cash theft.
Although the withholding of personal documents is not automatically an indicator of forced labour or coercion in the workplace, nevertheless the practice can be considered an indication of abuse if workers cannot access their passports at their own discretion or if they feel unable to leave their jobs without the risk of losing the document. Withholding the passports of migrant workers can:
• Limit their freedom of movement;
• Indicate a lack of consent to employment;
• Inhibit their ability to obtain another job should they want to do so; and
• In some cases, even limit their access to social or health care services to which they might be entitled.
The Coca-Cola Company response
The Coca-Cola Company response to these audit findings was immediate. The Company commissioned a third party review of national laws and regulations of the countries concerned, and followed up with an immediate tour of the region and its suppliers by senior management from regional and global headquarters.
On the basis of this research, the Company developed further guidance and implementation guidelines on the issue of passport retention, which supplemented its Supplier Guiding Principles. This guidance was developed and validated in a two stage process in the early months of 2009, and subsequently completed in May of that year. The guidelines were then shared with supplier facilities in the region and supported by face-to-face training, ongoing written communications and one-to-one follow-up with supplier relationship managers. Once the new guideline had been distributed, a one-day seminar was held by The Coca-Cola Company for all of its suppliers in these countries. The seminar offered suppliers the opportunity to discuss the new policies, raise questions about them and address next steps in implementing operational changes. This consultative process and the clarity of the new guidelines led to rapid agreement by suppliers and the immediate implementation of changes.
The results
Since the implementation of the new guidelines in mid-2009, no instances of passport retention have been reported or detected by audits. In order to sustain this improvement, The Coca-Cola Company maintains ongoing monitoring and has built the issue and guidelines into routine supplier communications and forums.
Building on the success of this engagement, the Company has implemented additional global polices and guidance to address risks of forced labor among migrant workers. The policies cover both the recruitment and the employment phase and require that:
• Work shall be represented in a truthful, clear manner and in the local language;
• Worker shall not pay recruitment fees (including transportation to and from host country); and
• Worker shall have access to personal identity documents.
Lessons learned:
• Social auditing can play an essential role in bringing to light certain risks of abuse within the supply chain.
• A collaborative approach of engaging suppliers directly in the change process can greatly facilitate such change and improvements in the supply chain.
• Long-term business relationships and ongoing, regular contact between buyers and suppliers can have a positive impact in implementing changes in the workplace.
• Leading by example and pioneering change and improvements at directly owned facilities can enhance the credibility and legitimacy of those requesting improvements.
• A company's sphere of influence may extend not only to its immediate suppliers, but to sub-contractors and even third party business partners that provide labour or other services.
• Companies that supplement codes of conduct with implementing guidelines and that assist suppliers in capacity building and in developing management systems usually experience a greater success in ensuring suppliers' compliance with policies.
The automotive supply chain is one of the most complicated of any industry. Automakers like Ford rely on thousands of suppliers to provide the materials, parts and services necessary to make their final products. Many suppliers serve numerous automakers, and each of those suppliers, in turn, has multiple sub-suppliers. There are often 6 to 10 levels of suppliers between an automaker and the source of raw materials that eventually enter the manufacturing process. The breadth, depth and interconnectedness of the automotive supply chain make it challenging to effectively manage business and sustainability issues.
Understanding and, where necessary, working with suppliers to help improve working conditions in their facilities is one of the key focus of Ford's human rights efforts. This is a major undertaking, as Ford has tens of thousands of supplier facilities globally (see below). It is also a critical task, as they have less control in suppliers' facilities than in their own, and sourcing is increasingly expanding to emerging economies.
Ford's Global Working Conditions Program:
Human rights and working conditions are a primary focus of Ford's work with suppliers. The Company aims to ensure that everything they make – or others make for them – is produced consistent with local laws and Company policies. This can be particularly challenging at the sub-tier level, where the risk for substandard working conditions is often heightened and the Company has less control. For this reason, Ford had to define its approach carefully and involve suppliers, other automakers, governments, nongovernmental organizations (NGOs) and other stakeholders.
Ford has extensive policies addressing workplace rights, including forced labor and human trafficking, both in company's own and suppliers' facilities. The key principles of this policy are framed in the Company's Code of Human Rights, Basic Working Conditions and Corporate Responsibility. The Code is based in international standards and provides guiding principles for human rights, labor, and environmental standards throughout its global operations.
Ford's engagement and commitment to fair labor practices extends beyond a formal code of conduct. Among other things, the Company:
• Assists suppliers in building capacity and provides training in working conditions in the framework of the Automotive Industry Action Group (AIAG). Participants are required to cascade the information they learn to management and all personnel within their own company, as well as to their direct suppliers. As of 2012, the Company had directly trained 2,100 suppliers. Through the aforementioned cascading process, the training has impacted to nearly 25,000 supplier managers, more than 430,000 individual workers, and nearly 85,000 sub-tier supplier companies.
• Assesses direct suppliers' compliance with company policies and labor standards. Assessments are conducted by third party qualified social auditors and include a detailed questionnaire, a document review, factory visits, management and employee interviews, as well as a corrective action plan, if any nonconformity is detected.
• Requires all direct suppliers to abide by the Company's Global Terms and Conditions, which prescribe that both the Company's own suppliers and their sub-tier suppliers meet specific expectations, including assuring proper working conditions. They specifically include prohibition of the use of forced labor, child labor and physical disciplinary abuse. In addition, the Global Terms and Conditions serve to:
o Set the expectation that suppliers will work toward alignment with the Company's Code in their own operations and their respective supply chains
o Make clear Ford's right to perform third-party site assessments to evaluate supplier performance
o Communicate that Ford can terminate the relationship for noncompliance or for failure to address noncompliance in a timely manner
• Provides suppliers with detailed implementing guidelines. These web-guides amplify the expectations set out in the Global Terms and Conditions, provide specific guidance and recommendations for self-assessments, and inform suppliers on the availability of training programs.
For more information on Ford's sustainability efforts, please visit www.corporate.ford.com
The issue: Use of forced labor by raw materials sub-suppliers in Brazil
The International Labour Organization (ILO) estimates that 25,000 to 40,000 workers are still victims of conditions analogous to slavery in Brazil. The problem is particularly serious in the Amazon region, where widespread poverty and the vast distances make it very difficult to detect violations. Although most of the workers start their employment voluntarily, they end up trapped in bonded labor due to vast debts with labor brokers that use misleading and abusive practices to recruit workers .
In 2006, Ford discovered that charcoal produced in Brazil with the use of slave labor had found its way into its supply chain. Pig iron is a key ingredient in steel production, and in Brazil, charcoal is often used as fuel in the production of pig iron. The charcoal is made from wood harvested in remote areas of Brazil where instances of forced labor have been found to occur. At the time this issue was brought to the Company's attention in 2006, pig iron was purchased directly by Ford and used at their Cleveland Casting Plant.
Ford's response:
Upon learning of the situation in Brazil, Ford immediately decided to stop sourcing from the site that was identified in the investigation. However, they continued dialogue with the pig iron supplier and helped them to develop management systems until such time as the supplier could ensure it was not supporting forced labor in the supply chain for pig iron. The Company then identified all potential points of entry for pig iron in Ford's value chain and engaged with all relevant suppliers, seeking assurances from them that forced labor was not employed anywhere in their value chain. This included an intensive mapping of five to six tiers of suppliers (including importers, exporters and trading companies). The Company also requested additional details regarding tier 1 suppliers' systems for safeguarding human rights throughout their operations, including procurement.
The Cleveland Casting Plant was closed in 2010, and Ford no longer directly purchases pig iron. Regardless, the Company has continued, through integrated supplier development programs, to convey the prohibition of forced labor and to validate, where possible, supplier compliance. Validation continues to be challenging given the number of supply chain actors between Ford and the charcoal camps in Brazil. For this reason, in 2011 the Company renewed an inquiry into the potential points of entry for Brazilian pig iron to its supply chain and is evaluating specific supplier progress on management systems to ensure responsible procurement of this material. Ford is also working with the U.S. State Department, the ILO and the governing committee of the Brazilian National Pact to Eradicate Forced Labor to seek multilateral solutions that will help to validate information and improve transparency.
Collective response:
In response to this situation, Ford together with other U.S. automakers decided to start to work together to offer collective training for suppliers on how to avoid purchasing supplies produced using forced labor. This initiative was first coordinated by the Automotive Industry Action Group (AIAG) and then by Business for Social Responsibility. Initial projects from the initiative include joint statements to create a shared industry voice on various issues relating to working conditions, including forced labor.
In addition, several local companies together with international organizations and the Brazilian government created the Citizens Coal Institute (ICC) with the aim of preventing forced labor instances in the Brazilian charcoal industry. The organization has created a code of conduct and sends inspectors to assess compliance and to disseminate the code. Non-compliant suppliers are decertified and purchases by ICC's members are discontinued .
Lessons learned:
This case study illustrates Ford's proactive approach to addressing human rights issues deep in the Company's raw materials supply chain. It also underscores the importance of the major effort the Company is undertaking to assess, train and engage suppliers on the Company Code of Conduct and assist them in integrating the Code into their own policies and systems.
Companies face important challenges in managing forced labor impacts in complex supply chains with multiple tiers of suppliers over which little control can be asserted. Ford's initiative requiring tier 1 suppliers to cascade policies and training to their own suppliers is an effective tool to disseminate best practices and to improve working conditions in sub-tier suppliers. In addition, companies must be ready and able to react to force labor allegations by quickly launching "ad hoc" investigations. Finally, contract clauses enabling companies to cease commercial relations until noncompliance cases are remediated provide suppliers with an important incentive to comply with policies.
A code of conduct is just the first step to ensure fair labor practices in supply chains. Companies need to engage suppliers and assist them developing their own policies and management systems to ensure compliance. Suppliers should do the same with their own suppliers, and so on.
Broader patterns of forced labor like the one described in this case, require not only individual responses by companies, but also coordinated action by industry organizations, governments and other stakeholders, both in the country of origin and of destination. The actions by the ICC illustrate a good step in this direction.
Supply Chain
Sex Trafficking
Human Trafficking
Communication and
The mission of gBCAT Supply Chain Subcommittee is to reduce risks of human trafficking in business operations by exchanging best practices and sharing information among companies, and by developing tools to prevent, detect and eradicate forced labor in supply chains. During the Subcommittee meetings, members exchange points of view and share best practices to manage human trafficking impacts in complex supply chains. Currently, the Subcommittee is working on a Supply Chain Toolkit that will include the following components:
• Anti-trafficking policies assessment tool
• Tool for detecting risks of products manufactured with forced labor
• Strategies for mapping supply chains in a cost-effective manner
• Questionnaire for assessing suppliers' compliance with company anti-trafficking policies
• Best practices compilation and case studies
The mission of gBCAT Sex Trafficking Subcommittee is to develop innovative policies and tools to address sex trafficking, especially in the travel and hospitality industry. During the Subcommittee meetings, members exchange their experiences and challenges in developing and raising awareness of company policies. The Subcommittee is working on a Sex Trafficking Toolkit that will include the following components:
• Strategies for detecting sex trafficking instances
• Policies and procedures for what may or may not be done if trafficking is suspected
• Strategies to raise awareness on company anti-trafficking policies among employees
• Strategies on how employees can get involved in the solution by personally volunteering at a shelter and making financial contributions, including the creation of company matching programs
• Compilation of best practices and case studies
gBCAT will develop training resources for orientation and operational guidance to companies who desire to understand human trafficking and how it affects business. Separate training programs will be created for supply chain and for the travel and hospitality industry.
In supply chain, gBCAT will develop additional modules to the e-learning tool developed by Microsoft Corporation together with EHTN and UN.GIFT. In the travel and hospitality industry, gBCAT will develop a core curriculum following the example of our members Delta Air Lines and Carlson Rezidor. Training programs will be then customized to the specific needs of each company/industry.
gBCAT believes that a multi-stakeholder collaborative approach is key to succeed in the fight against human trafficking. gBCAT is continuously seeking partnerships with governments, international organizations, non-profits and civil society in order to identify and formulate solutions to prevent forced labor in supply chains and business operations, and to raise awareness among the business community and the general public. gBCAT frequently organizes and participates in conferences and forums to discuss emerging challenges and solutions.
Download our Corporate Brochure as PDF file
JANUARY 10, 2014, 9:30am – 3:00pm
Hosted by Delta Air Lines
1030 Delta Blvd
Atlanta, Georgia
Sponsored by the Global Business Coalition Against Human Trafficking – gBCAT
Join us for a business-to-business discussion on how companies can get involved in the fight against human trafficking:
This conference will focus on business solutions to address emerging challenges in managing human trafficking risks, including mapping supply chains, hiring migrant workers, training employees, implementing codes of conduct and anti-trafficking reporting. The panelists will emphasize practical ways any company and their employees can use to get involved in the fight against trafficking, offering tools, networks and sharing best practices. This event is directed to CSR, supply chain, HR, legal and compliance leaders, interested in human trafficking, in networking with other likeminded professionals and in getting straight responses to hard questions.
The event will feature panels with experts in the following topics:
• Human Trafficking Update: New Anti-Trafficking Legislation
• Best Practices in Hiring Migrant Workers
• The Role of Technology in Human Trafficking
• Best Practices to Fight Human Trafficking in the Travel, Hospitality and Entertainment Industries
• Challenges of Managing Human Trafficking Impacts in Complex Supply Chains
For more information please contact us at email@example.com
What Can the U.S. Government and American Companies Do to End Human Trafficking?
On December 5, gBCAT Directors Ambassador Mark Lagon and Letty Ashworth (Delta Air Lines) joined Cindy McCain to discuss multi-stakeholder collaborative approaches for fighting human trafficking and insisted on the need of bringing governments, NGOs and businesses together to reduce the number of trafficking victims. The event was organized by Human Rights First as part of their 2013 Human Rights Summit.
(Read more here)
Preventing Child Trafficking & Exploitation: Strategies and Programmes That Work!
On the International Day of the Rights of the Child, November 19, gBCAT Co-Chair David Arkless, joined other human trafficking experts on a panel addressing the ways that governments and civil society, including children themselves, have taken steps to stop trafficking, as well as the critical success factors in the efficacy of official state-sponsored programmes and those implemented by civil society. The panel was hosted by the UN Headquarters in New York.
2014 TIP Report
The U.S. Department of State Trafficking in Persons (TIP) Report is a comprehensive document outlining government efforts in the fight against human trafficking. It includes an assessment of the anti-trafficking framework of countries globally. Each country is placed onto one of three tiers based on the national government's efforts to tackle human trafficking.
Dark Chocolate
gBCAT member LexisNexis partnered with STOP THE TRAFFIK to develop a white paper dedicated to understanding the impact of human trafficking on the global cocoa supply chain. The resources leverages LexisNexis' extensive database of digital articles, which includes nearly 500 English-language articles related to global human trafficking and cocoa supply chains.
Human Trafficking e-learning Course
This e-learning course is designed to provide a better understanding of human trafficking and its challenges. Designed to serve as an interactive, web-based resource, the e-learning tool will help identify the potential risks of human trafficking in a business and point out actions that can be taken to address them. The e-learning course was created by UN.GIFT and the EHTN! Campaign, with the support of private partners. The tool is technically developed and sponsored by Microsoft.
Profits and Poverty: The Economics of Forced Labor
According to this new ILO report, forced labor in the private economy generates $150 billion in illegal profits every year, about three times more than previously estimated. This report contains detailed information on the profits generated by different types of forced labor and breakdowns by region, industry and vulnerable populations.
Trafficking in Persons Report 2013
The Trafficking in Persons Report is a comprehensive resource for the study of government efforts in the fight against human trafficking. It includes an examination of the anti-trafficking framework of countries around the world. Each country is placed onto one of three tiers based on the government's efforts to tackle human trafficking.
U.N. Guiding Principles on Business and Human Rights
The U.N. Guiding Principles represent the first internationally endorsed set of guidelines on business and human rights. The Principles, developed by former UN Special Representative of the Secretary General on business and human rights, John Ruggie, are organized under the "Protect, Respect and Remedy" framework.
U.S. Department of Labor's List of Goods Produced by Child Labor or Forced Labor, 2013
ILO Global Estimate of Forced Labour 2012
United Nations Protocol to Prevent, Suppress and Punish Trafficking in Persons, Especially Women and Children
The UN Trafficking Protocol is one of the three Palermo Protocols that supplements the UN Convention Against Transnational Organized Crime. It establishes the international legal framework for the fight against human trafficking based on the three internationally recognized themes of prevention, protection and prosecution (the 3Ps) and national and international cooperation and coordination.
Trafficking Victims Protection Act
Please fill out the form below, or contact gBCAT at firstname.lastname@example.com


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Kenny Rogers Returns to the State Theater, 3/9
Kenny Rogers has recorded 24 No. 1 songs including "The Gambler," "Lady," "Lucille," "Islands in The Stream," "Through The Years" and "She Believes in Me" and 12 #1 albums in a career that spans over 5 decades.
Show time is Saturay, March 9 at 8:00 PM. Tickets are $67.50 & $62.50 and can be purchased by visiting the State Theatre Box Office, 453 Northampton Street, Easton, by calling 1-800-999-STATE, 610-252-3132 or online at www.statetheatre.org.

subset: commoncrawl


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'Todd Fedoruk's second-period fight with Sabres enforcer Rob Ray certainly was not pretty, especially when Ray decked Fedoruk with a punch and then egged on the crowd as he skated to the penalty box. But it apparently was the fuel the Flyers needed to snap out of their funk. "That energized a lot of guys," center Jeremy Roenick said. "He deserves a lot of credit for lifting us up tonight."'
You are here: Home / SabresBeat / Flyers rally to beat Sabres, 3-2


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ONLINE shoppers can now keep the Midlands Air Ambulance flying high, by purchasing their goods through a charity's website.
The charity will receive funds each time shoppers purchase goods from the UK's leading high street brands via the Care2Save website.
Billions of pounds is spent every year by consumers shopping online, generating a commission which boosts profits in the corporate sector.
As a registered charity, Care2Save takes 100 per cent of the commission generated on purchases made through www.care2save.co.uk and ensures that every penny is given to good causes.
Eighty per cent of the commission made via the Care2Save website will go directly to shoppers' favourite charity, which is why Midlands Air Ambulance is urging those living in the region to use the website and name the life saving service as their chosen charity.
The remaining 20 per cent also goes to charity, in the form of the Care2Save Charitable Trust, which will distribute all profits to hospices and palliative care projects in the UK and around the world.
Jason Levy, fundraising and marketing director at Midlands Air Ambulance Charity, said: "While we remain in an economically challenging period, it is clear that there is less disposable income available to our donors, so our supporters can still give to our charity and make a difference to our life saving work, while shopping online through Care2Save.
"I am encouraging those who like to shop online to check our the Care2Save website, as your support will make an extremely important impact on our service."


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SHEPHERDSVILLE - As part of the quest toward preparing students for life after high school, officials looked at some very poor numbers last year.
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— UPDATE: Mikhail Grabovski to face NHL disciplinarian Brendan Shanahan
Saturday's Maple Leafs-Canadiens game got out of hand in more ways than one.
With Toronto collecting a 6-0 win over its rivals, the Maple Leafs' Mikhail Grabovski may have bitten the Canadiens' Max Pacioretty during a multi-man scrum against the boards in the third period of Saturday's game. RDS Hockey reporter Renaud Lavoie reports that that's what Pacioretty told the linesman.
Grabovski could have been doing it for self-preservation. Pacioretty's hand covered Grabovski's face, so you wonder if Grabovski wasn't just trying to breathe.
Whatever the case, the next time these two rivals meet is Feb. 27 in Toronto.
As for the rest of the game, James Reimer made 37 saves and Phil Kessel had a goal and two assists as the Maple Leafs rolled.
Leo Komarov added his first NHL goal 59 seconds into the game.
Tyler Bozak scored later in the first period, James van Riemsdyk and Kessel added second-period goals.
Korbinian Holzer and Dion Phaneuf scored in the third for Toronto.
The Maple Leafs completed a sweep of a three-game road trip and are 6-1-0 away from the Air Canada Centre this season, including a 2-1 victory at Montreal in their season opener Jan. 19.
Reimer was strong in the second period when Montreal had a 20-8 edge in shots. He made a nice glove save on an Erik Cole one-timer and stopped Brian Gionta on back-to-back chances for his seventh career shutout.
Montreal outshot Toronto 37-27.
The Associated Press contributed to this report.


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Cedar Key cross country team travels the world
By Lauren Bartholemy
Shark Correspondent
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Sebastian Vettel has been allowed to keep his Japanese Grand Prix pole position but has been reprimanded by the stewards for impeding Ferrari's Fernando Alonso during qualifying.
Red Bull driver Vettel struck early in the final part of qualifying to take his fourth straight pole at Suzuka with a lap of one minute 30.839 seconds.
It is Vettel's 34th in all, moving him to an outright third on the all-time list behind only Michael Schumacher and Ayrton Senna.
But, shortly after the session finished, Vettel and championship leader Alonso, who set the seventh-fastest time, were summoned to appear before the stewards to investigate allegations he had baulked the Spaniard at the chicane during the final moments of qualifying.
A grid penalty would have dealt Vettel's title hopes a blow, but the reprimand means he will lead the field away at the start of Sunday's 53-lap race with Red Bull the dominant force thus far this weekend.
The incident between the title rivals - Vettel trails Alonso by 29 points - came during a dramatic finish to the session. Kimi Raikkonen's spin at Spoon Curve brought out the yellow flags and ruined the final attempts of the likes of Jenson Button and Lewis Hamilton on a disappointing day for McLaren.
Button ultimately ended up third fastest, behind Vettel and his Red Bull team-mate Mark Webber, but his five-place grid penalty for a gearbox change means he will start eighth. That will still see him start ahead of Hamilton, who could only manage ninth after telling his team during Q1 he was in for a "struggle".
Hamilton may also have cause for concern in the performance of Mercedes, who he will join next season. The Silver Arrows set times only good enough for 13th and 15th in the hands of Michael Schumacher and Nico Rosberg, although Schumacher will drop to the back row due to a 10-place penalty.
Sauber's Kamui Kobayashi will start third, moving up a spot as a result of Button's penalty, while Romain Grosjean will line up fourth in the leading Renault with new McLaren signing Sergio Perez underlining Sauber's pace this weekend as the Mexican secured fifth on the grid.
Alonso will start sixth, but the Spaniard will be concerned as Ferrari find themselves off the pace of Red Bull and McLaren for the fifth race in a row.


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Cincinnati officials are denying the account of a Texas Tech recruit who implied coach Tommy Tuberville left the dinner table on an official visit with players in order to accept the job at Cincinnati.
Offensive line recruit Devonte Danzey says he, other recruits and eight to coach Texas Tech coaches were all at dinner at the 50-Yard Line Restaurant when Tuberville left the table and did not return.
During dinner conversation, Danzey says he asked the coaches how long they expected to be at Texas Tech.
"I asked Coach (Charlie) Weis at KU and Coach (Dana) Holgorsen at West Virginia (the same question), just so I know my relationship," Danzey told 247Sports.com. "(Tuberville) was just telling me he coached at Miami and Auburn, he coached 10 years and recruited Ray Lewis and kind of blew the question off I didn't even realize."
He added: "The waitress brought our food out, and we thought (Tuberville) went to the bathroom, but he never came back to dinner. The next thing I know, the next day, he made an announcement that he's going to Cincinnati."
UC says, through a statement released by the school, that's not how it happened at all.
"Those reports are inaccurate. There was no contact between Coach Tuberville and Cincinnati prior to Saturday morning. Coach said he was at dinner, talked with everyone, and went home."
UC athletic director Whit Babcock, who worked with Tuberville at Auburn, says the first time he talked to Texas Tech AD Kirby Hocutt about Tuberville was Saturday morning. The same day, Tuberville took the job and was introduced as the Bearcats' new coach Saturday evening.
While Tuberville's job change was surprising, it would be even more unbelievable if Tuberville indeed never had a conversation with Cincinnati until Saturday and was introduced that same night as coach. But that's exactly the way Babcock described it as he hurried to fill the job left open by Butch Jones' departure to Tennessee.
The morning after dinner, Danzey said the recruits were told Tuberville was Cincinnati's new coach and that Chris Thomsen would be the interim coach.
Danzey, meanwhile, still has Texas Tech on his list, but is also interested in Baylor and West Virginia, along with Kansas, Auburn and Washington State.
— College football coaching changes: Breaking down all the movement


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Uncover the "Mystery of the Flamingos"...
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From Disneynature, the studio that brought Earth and Oceans to the theaters, has returned to bring The Crimson Wing: Mystery of the Flamingos directly onto BLU-RAY and DVD disc for American audiences on October 19, 2010 (the film was released last year in the United Kingdom). The Crimson Wing, as the title suggests, tells the story of the crimson-winged flamingos in a remote area of Northern Tanzania: Lake Natron, a toxic lake that is a character in itself, changing throughout the seasons. This lake is filled with such a high concentration of salt that hardly anything can exist in these waters; but once a year like clock-work during the rainy season, the flamingos fly in by the millions to perform their mating ritual, lay eggs, and raise their chicks... all in this shallow body of salt-filled waters.
The 78 minute feature offers viewers a stunning display of photography captured in an area of Africa rarely seen and for that, it is a real marvel. The story of these flamingos is also not well known. The narration by Mariella Frostrub, dubbed one of the sexiest voices on TV, may work for UK audiences but tends to be dry and not very engaging for me personally. This being a Disneynature film also spares us many facts and allow you to focus on the story of the animals instead. Whether that is your cup of tea or not, may change your opinion on this film.
The subject matter of the film being about flamingos does have its disadvantages and the fact that the entire film revolves around this singular topic doesn't make it easier. Disneynature's previous releases Earth as well as Oceans were very broad subjects that encompassed all types of locations and/or animals... almost moving too quickly. The Crimson Wing by contrast almost moves too slowly and shares a very similar story with the successful March of the Penguins.
While watching The Crimson Wing, I felt that I wanted more information, more facts, and because the setting was a world I'm not well versed in, the long silences between the narration was trying. Fortunately for us, we get this on Blu-ray and the bonus features fill in that void. Included in the bonus features is a series of featurettes titled Lake Natron Diaries: Behind The Crimson Wing. These mini documentaries really help you understand what it went into making this film and how important it really was. While watching the film, you can also activate Filmmaker Annotations, a cine-explore feature which offers pop up facts as well as picture-in-picture dialogue with the filmmakers about the production of the film. There's also a Living Planet bonus feature that allows you to hop around the planet with facts and videos on animal migration and other wildlife.
The Blu-ray edition also comes with 2nd disc which is the standard DVD with feature film as well as the Lake Natron Diaries: Behind The Crimson Wing bonus.
The Crimson Wing: Mystery of the Flamingos is rated G, suitable for the entire family and can be found on October 19, 2010 wherever DVD and Blu-ray are sold.
Review by David Yeh
Review Sample Courtesy of Walt Disney Home Entertainment


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Interested in adopting me? Click here to fill out an application!
Happy Tails Rescue Minnesota is located at 7940 University Ave NE, Fridley MN 55432. We are open for adoption events from 12-5 every Sunday and 5:30-8:30 every Wednesday. If there is a certain animal you want to meet at one the events please fill out a preadoption application to directly contact their foster family or check our Facebook page to see if they will be there! Their event attendance is based on the availability of their foster family.
Home visits (video tours or in person) are required for all dog adoptions.
All of our cats and dogs are INDOOR pets and are NOT to be left outside unattended (even in a fenced yard), or running loose!
We could use your help in many areas, including foster care, providing transport for animals, help at fundraising and adoption events and donated pet supplies and financial support. There are many other things to help with, please give us a call or send an email. We'd love to hear from you!
We generally have dog adoption events on the 2nd Saturday of the month at PETsMART in Richfield (494 and Lyndale) and on the 4th Saturday of the month at PETsMART in Maple Grove (94/Hemlock Ln). However, our schedule will sometimes vary when special events conflict, so please check our website at www.htr.petfinder.com of time to confirm that the dog you are interested in will be there to meet you.
Many of our cats stay at the Richfield Petsmart and are available for showing anytime that Petsmart is open. Our wonderful friends at the Richfield Petsmart will be happy to assist you with the adoption process.
Our dogs and cats are also available for private showing. Please call us at 612-588-0188 to confirm our adoption event schedule or to arrange a private showing.
Thank You!
Your message has been sent to Happy Tails Rescue.
You'll receive a copy, too, at to help you keep track of which pets you've inquired about, and which shelters and rescues you've emailed.
NOTE: Some shelters have physical locations you can visit; some of these shelters may only have pets for a limited time, so please do not wait for a reply—just go visit the shelter! Other organizations are rescue groups run by busy volunteers who may take a while to reply. You can find information about the shelter or rescue group caring for this pet, and their adoption procedures, on the pet's details page on Adopt-a-Pet.com.


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ACParadise Network: American Cosplay Paradise American Cosplay Experience American Cosplay Snapshots
I've been cosplaying for about nine years now. In 2001, I made my first costume, I was nine at the time. I attended my first convention in 2005. I also enjoy wearing Gothic and Lolita.
Costumes: I have purchased and handmade costumes. But I never take credit for something I did not make.
Wigs: I style the majority of my wigs. Some I have purchased and didn't need to be cut or styled at all.
Props: I can make some props. Bigger props I have mostly had commissioned. But I find that making props with my father is the best. Good old bonding time.
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Social Innovation in Education | AT&T Aspire Educational Foundation
Read how AT&T Aspire and the AT&T Foundry foundations are helping innovate the education system in the United States.
Outside Voices | AT&T Aspire Educational Foundation
eaders in education support AT&T?s educational foundation, AT&T Aspire. Since 2008 our grants have helped students become workforce ready after graduating high school.
Educational Foundation Grants from AT&T Aspire
Grants for education from AT&T Aspire have helped over 1,000 organizations provide support to high school students.
High School Success Stories from the AT&T Aspire Education Foundation
Watch how education grants to students have helped prepared students for the workplace and college. Learn how AT&T Aspire has been helping fund high school dropout prevention programs.
High School Dropout Prevention & Workforce Ready Program | AT&T
Education grants from AT&T Aspire are helping programs aimed at getting high school students ready for the workplace and lowering the high school dropout rates.
No Texting While Driving | AT&T Texting and Driving Campaign
AT&T's It Can Wait texting and driving campaign promotes no texting while driving. Learn more about AT&T's campaign to curb texting and driving and take the pledge today." />
High School Job Shadowing Programs from AT&T Aspire
Career shadowing and education grants from AT&T Aspire have helped high school students prepare to enter the workplace after school.
Supporting our Military Troops, Veterans | AT&T is Helping our Military Heroes
Learn how AT&T is supporting our military troops and veterans returning home. Our military support services include the Cell Phones for Soldiers program and working with military families.
Connected Communities Provides Internet & U-verse
AT&T Connected Communities program provides high-speed Internet, U-verse and phone service. Learn about advanced communications and fiber technology.
This page can now be found here: http://about.att.com/media-gallery-all.html


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The CTW document is a 20 page manuscript describing in very fine detail how to construct the clever gimmicks which will allow you to perform the classic Card through Window effect using 'desktop technology' (scissors, tape, glue, etc.) and materials included with this booklet.
Each step of the process is very easy to follow thanks to clear and concise text, assembly diagrams and cutting templates, making the construction of the gimmicks simple and straight forward.
Effect 1:
A spectator selects a card from a deck. A corner is torn from the card and given to the spectator as a receipt. The magician claims he will make the card completely disappear and, after some by-play does exactly that! "Do you know where it went?" he asks. The spectators confess that they do not. "Look over there, do you see what's taped to that window?" The spectator turns around to find their selection taped firmly to a nearby window, the corner receipt matches perfectly! "That's pretty weird how I made your card appear there isn't it?" The spectator agrees. "I'll show you what's even weirder though." The magician passes a fan of cards over the selection and it very visually jumps right through the window! The tape is removed and the spectator can remove the card from the other side of the glass! The corner still matches perfectly!
Effect 2:
A spectator selects a card from a deck. A corner is torn from the card and given to the spectator as a receipt. The card is placed face up into the middle of the deck, the deck is bound with a rubber band and the spectator holds it between her palms. The magician leads the spectator to a nearby window where a small 'curtain' bearing a large question mark is seen.
He explains that earlier on in the day he taped a playing card on to the window as a prediction, the tape is seen to be protruding from either side of the curtain. After a suitable build up the magician lifts the curtain and a card matching the spectator's selection is seen to be taped firmly to the window. The magician points out that his prediction card also has a corner missing and asks the spectator to go through the deck and find his face up selection. The spectator finds that his selection is gone! The corner receipt is compared to the card on the window and they are seen to be a perfect match! Here comes the best part:
The magician passes a fan of cards over the selection and it very visually jumps right through the window! The curtain is removed and the spectator can remove the tape and the card, which really is on the other side of the glass, and everything is examinable. The corner still matches!
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Good article about LaBrawn's development over the last few years.Most of it is well knows, but nice charts and a few interesting points.
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Good article about LaBrawn's development over the last few years.Most of it is well knows, but nice charts and a few interesting points.
A bird in the hand is worth two in the bush.
Or throw in a first-round pick and flip it for a max-level point guard...
JaVale McGee, outspoken mother to get reality show
Kurt Helin Apr 4, 2013, 2:01 PM EDT
8 Comments
You wanted more JaVale McGee, you got him.
McGee is one of the NBAs best athletes but is as capable of making a head-scratching decision on the court as he is making your jaw drop with this athleticism. His mother a former college player at USC is an outspoken defender of her son. McGee can stand is own ground, too.
So, that makes a television show for the Oprah Winfrey Network (OWN), according the Hollywood Reporter. Thanks to CSNWashington.com for finding that.
McGee became synonymous with some of the problems with the Washington Wizards in past seasons that was a team with a lot of talent and an unprofessional locker room. Its part of the reason McGee was traded to the Nuggets, where even coach George Karl said, Hes got to understand that lazy and crazy isnt going to make it work. However his teammates like Andre Iguodala has got his back.
McGee with his mother could make good television, JP Finlay says at CSNWashington.com. He explains why.
Pamela McGee made news in D.C. when JaVale played for the Wizards by defending her sons actions on and off the court . The term knucklehead became synonymous with those Wizards teams, to the point where Pamela McGee spoke with Washington Post columnist Mike Wise to defend her son and tell the world JaVale is not a knucklehead.
In reply, Charles Barkley was quoted at the time saying, Im so disappointed in JaVale McGee. He has not gotten better as a player. Now, hes just doing stupid stuff. When your mom has to tell people youre not a knucklehead, you probably are a knucklehead.
That sounds like a reality show to me.
remembered this post from a few days ago.
I sat down to watch the recent Raptors-Pistons games and man, Amir Johnson cheat on jump ball every time. How is this possible? He clearly holds Drummond's arm and then wins the jump ball with his off arm. How does he not get called time and time again? it looks clearly illegal
What you'll find is that teams that have a single affiliate tend to use them more than teams that share D-League teams.
28 and 18 for Boozer damn.
Nate Robinson again.
did i miss Gallo injury?
yeah, it seems he got injured (knee). well, no point to speculate what kind of injury but if it's serious and they miss both Lawson/Gallo, they aren't getting out of rd 1
Gallo was driving and his left knee just buckled, no contact, Robbie Hummel style. shame.
God I love Popovich's in-game interviews.
I think its a great tool if you own the team. If you dont own the team I would do what the Pacers do and just use it in certain situations. But with full control it is a no brainier to use. Happy for Terrence Jones I like his skill set. I have been watching him in the dleague all year and he is starting to understand how hard you need to play at this level. The dleague has been good for him IMO.
yeah, that injury was ugly. damn. a shame for him and for the Nuggets, they might be the Bulls of last year.
Poor Gallo.
Gallo is going to be out for a while feel bad for the guy.
I can't stand Russell Westbrook, dude acts a fool any time he makes a shot. Arms flailing, high stepping, he looks like Ray Lewis out there.
LOL, they just showed an exit clip of Durant clearly committing a foul on Kawai Leonard, and talking about Durant's excellent defense. Amazing that he didn't get called for it.
You can't get champagne from a garden hose.
Initial exam suggests likely torn ACL for Denver's Danilo Gallinari, source tells Y! "Ligament was loose," source says. MRI Friday.— Adrian Wojnarowski (@WojYahooNBA) April 5, 2013
Looks like Wilson Chandler will be getting plenty of PT. Wilson is a player I wanted the Pacers to get last year coming back from China. If they could have, they wouldn't had to sign Green, and would've had a good bench player who can score.
Another one of my South American players(the only ones I like of course) is out for the season, Gallinari has torn ACL, this sucks for Denver.
When did Italy become part of South America?
Good thing I logged onto PD today
I was trying to be sarcastic to some people guys
New York won.


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This game was classified by the community with the following category scores - Violence=1/3, Sex=2/3, Mature Content=1/3. Let the creativity flow! Pixel Animator 3D is a modelling and animation suite for your XBox360! Use boxes to build your props and actors, and make whatever scene or story you want. The easy to use model editor lets you quickly make models, or use premade models and avatars to build your scenes.
Buy Xbox content on Xbox.com. Your Xbox 360 console will automatically download the content next time you turn it on and connect to Xbox Live.Learn More


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Barrett: On the season's final day of fishing Wednesday, 38 anglers reported 569 bass, all released. Waterfowl season starts Oct. 24. Reservations for blinds go on sale at 7:30 a.m. Saturday at the city of San Diego's facility at the base of the dam at San Vicente.
Chollas: Open daily to youngsters 15 and under. San Diego Fly Fishers sponsors a Lend-A-Rod program Sundays from 10 a.m. to 2 p.m. It includes free bait and tackle and fishing tips.
Cuyamaca: Kayaks and canoes are allowed until Nov. 1. Fishing remained good after the stocking of trout for the Kids Fishing Derby. Jesus Ortega, National City, 3-pound trout, Power Bait and night crawlers, Dike area. Donald Duffy of Chula Vista, 5 trout, 6-0, with a 2-pounder, night crawlers, North Shore. Don Murphy, San Diego, 18-0 channel catfish, T-Dock. Jim Bennett, Serra Mesa, 5 trout, 7 pounds, largest a 1.75-pounder, rainbow Power Bait. Open daily.
Diamond Valley Lake: Fair for bluegill and crappie, but poor for bass, trout and striped bass. Open daily. Launch ramp closed.
Dixon: Open daily.
El Capitan: Fishing and water activities permitted Thursdays through Saturdays, with Sundays reserved for water contact only. Fishing only on Mondays. Water contact activities include water-skiing, wake-boarding, Jet Skis, towing inflatables. All persons entering reservoir property must purchase a day-use permit.
Henshaw: Open daily.
Hodges: All private boats must be inspected for quagga mussels before being launched. Open Wednesday, Saturday and Sunday.
Jennings: Lake level is dropping, and bass have been biting, but done by 9:30 or so. Fish close to the bank with creature baits for best results. And fish painfully slow, according to Hugh Marx, supervising ranger. Notable catches included Mike Harris, San Diego, 8-13 bass, Senko, Hermit Cove. Charlie Woolsey, Oceanside, 8-9 bass, garlic-flavored night crawler, Sentry Point. First trout plant due week of Oct. 19. Marx said he's testing the new strain of trout from Mount Lassen, the Sierra Bow, a trout that reportedly fights harder and tastes better than other trout. Lake Jennings Campground now is managed by the Helix Water District and has WiFi service at every campsite.
Open Friday, Saturday and Sunday. Check lakejennings.org for information.
Loveland: The 42 anglers reported 3 bass kept (13 bass released), 2 bluegill, 3 channel catfish, 1 crappie and and 4 carp. Open daily to hike-in fishing only on a limited area of shoreline. No permits required. Fishing license is required. New 140-foot fishing pier open on the west side of the fishing cove.
Miramar: Open daily to fishing and boating. Pay fees at iron ranger or electronic pay station near the concession building.
Morena: Launch ramp closed due to low water conditions. Open daily.
Murray: Open daily to fishing and boating. Pay fees at iron rangers near the abandoned concession building or at key access points.
Otay, Lower: The 29 anglers reported 8 bass kept (17 bass released), 59 bluegill, 19 channel catfish and 1 carp. Leonard Jones, San Diego, 9.10 bass (released), crankbait. Open Wednesday, Saturday and Sunday. Pay fees at iron rangers near the boat launch and abandoned concession building. Boat rentals available.
Otay, Upper: Open Wednesday, Saturday and Sunday for fishing, sunrise to sunset. Upper Otay is a catch-and-release fishery. Bait is not permitted, only artificial lures with barbless hooks. Boats are not permitted on Upper Otay, only shore fishing, waders and float tubes.
Poway: Open Wednesday through Sunday. In order to prevent the introduction and infestation of quagga mussels, the following items are prohibited at Lake Poway: float tubes, private motors and anchors, live bait containers, fish finders, floating catch baskets, live bait from any source other than the Lake Poway concession, any items the staff considers to be potential contaminants.
Santee Lakes: Next channel catfish plant due Oct. 16, with 1,000 pounds set to go into Lakes 3 and 4. Those lakes remain the most consistent for producing limits of catfish. Only two more plants remain for the season before the lake transitions to trout fishing. The last plant of the season is Oct. 23. The trout opener is set for Nov. 7 with 2,000 pounds of Mount Lassen's Sierra Bows due. The trout will be planted in Lakes 2, 3 and 4. The lake will be stocked with trophy trout up to 12 pounds. Last year's season produced a 16-8 trout. Check santeelakes.com. Open daily.
San Vicente: Closed. For construction schedules and information on the Emergency Storage Project, go to the San Diego County Water Authority's web site at sdcwa.org and click on San Vicente Dam Raise.
Sutherland: All boats must be inspected for quagga mussels before entering the lake. Open Saturday and Sunday for fishing and boating, Monday for shoreline fishing only.
Sweetwater: The 9 anglers reported 3 channel catfish and 7 carp. Open Saturday, Sunday and Monday to limited shoreline fishing only.
Wohlford: Catfish biting along the west and of Senior Shoreline. Bass fishing has slowed. Open weekends only. Ban on private boats remains in place due to the threat of quagga mussels. Other banned equipment includes canoes, kayaks, float tubes, trolling motors, fish finders, anchors, etc. Rental boats available.
Eastern Sierra: At Lake Sabrina, cold temperatures have slowed things down and knocked the colorful leaves from the trees. Temperatures already in the low teens at night, and winds up to 30 to 40 mph. There's snow already sticking on the DingleBerry Knob and on the higher peaks. Those who got in before the weather turned found good fishing. Gebby McMurrey, Bishop, along with daughters Cathy and Dara, had good fishing. Gebby landed a 3-pounder.
Catfish stocking schedule: Santee Lakes, 1,000 pounds.
Pt. Loma Sportfishing, H&M Landing, Fisherman's Landing: 19 anglers, one half-day boat: 40 bonito.
Seaforth: 8 anglers, one three-quarter day boat: 37 bonito, 38 rockfish, 1 lingcod; 31 anglers, two half-day boats: 41 bonito, 78 calico bass, 3 rockfish, 2 sheephead.
Oceanside: 16 anglers, two charter boats: 2 yellowtail, 7 sand bass, 13 calico bass, 10 bonito, 1 sculpin, 2 rockfish, 28 lobster.
East Cape: John Ireland at Rancho Leonero Resort reports excellent fishing for big yellowfin tuna. "Big powerful tuna outside," Ireland reports. "Fish from forty to 200 pounds are being taken daily outside under the porpoise. Squid is the best bait, and anglers are reporting fighting these fish for two or more hours. Smaller tuna being caught on sardines and squid near the Lighthouse. Very good dorado fishing, with limits for all anglers. Kayakers having fun with dorado from 5-to 40 pounds, closer to shore."
Cabo San Lucas: Larry Edwards of Cortez Yacht Charters reports a good mix of fish being caught. Cabo Falso drop-off is producing fair marlin fishing for boats drifting baits deep. "This type of fishing is normal in December but abnormal in September and October," Edwards said. "It's very difficult to explain to anglers that have fished billfish before, either by trolling or live-baiting a visual fish, such as a tailer, sleeper or feeder. Anglers are just not used to fishing marlin using an 8-10 oz. torpedo sinker, but the method is very effective at certain times off the year." There are fair numbers of dorado, and some tuna showing, with one topping 120 pounds. Also some striped marlin and a few dorado.– Ed Zieralski: (619) 293-1225; firstname.lastname@example.com


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Steve Harvey Morning Show's Daily Strawberry Letter
Every day we feature the beloved "Strawberry Letter" franchise that is so popular on "The Steve Harvey Morning Show" heard nationwide. Send in your letters and Shirley Strawberry will dish out the necessary advice. Today's topic: Three is a crowd
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In his 11,000-word manifesto, former police officer Christopher Jordan Dorner writes he'll kill his way through the Los Angeles Police Department until he reclaims his name and identity.
"This is a necessary evil that I do not enjoy but must partake and complete for substantial change to occur within the LAPD and reclaim my name," he wrote.
His chilling statements, found on his Facebook page, portray a deeply intelligent and opinionated man, one who promotes gay rights and gun control, but whose mind has unraveled, likely due to mental illness, paranoia and possibly unresolved trauma, experts said Thursday.
"It's not about him being against law enforcement," said Brian Levin, a professor of criminal justice at Cal State San Bernardino and a former LAPD officer.
"We're talking about someone who basically perceives that a tremendous injustice has been done to him that took his life and his identity," Levin said. "Now he's at war."
Dorner, 33, of La Palma is wanted in the killings of Cal State Fullerton assistant basketball coach Monica Quan and her fiance, Keith Lawrence, in Irvine on Sunday. Quan is the daughter of former police captain Randal Quan, who represented Dorner in his departmental hearing that resulted in his firing from the LAPD in 2008.
Police said Dorner exchanged gunfire with police officers in Corona about 1 a.m. Thursday, grazing the head of one of them. About a half hour later, Dorner then ambushed two Riverside officers, killing one, police said.
Experts who examined his manifesto said Dorner expresses a range of emotions, from outrage over racism he experienced as a first-grader to a violent incident as a rookie police officer, to his anguish witnessing a fellow cop beating a mentally ill man. Dorner also offers his admiration for Ellen DeGeneres, Charlie Sheen, Hillary Clinton and President George H.W. Bush.
But it was his dismissal as commanding officer of a Naval Security Forces reserve unit this month that may have unleashed frustration from years of feeling disrespected, experts said. As a result, he wants to "eradicate the symbols of injustice," Levin said.
"The Violence of action will be HIGH," Dorner writes on his manifesto. "I am the reason TAC alert was established. I will bring unconventional and asymmetrical warfare to those in LAPD uniform whether on or off duty ... You will now live the life of prey."
Levin and others say Dorner is not only a risk to police, but others, because he justifies the killings.
"He clearly believes that by his current actions, that he is going to be able to trigger major changes in the way LAPD treats people,' said Diane Vines, a professor of nursing at Mount St. Mary's College in Los Angeles who specializes in post-traumatic stress disorder among veterans and civilians.
"It's almost a duty in his mind to make these things right, for the sake of other people, not just his own sake," Vines said. "It's a calling that he's taken on."
Vines noted Dorner portrays himself as a victim of racism and injustice, but deals with it violently, which may explain why he says he estranged from his mother, sister and friends.
"We know PTSD sufferers have unexplained anger," Vines said.
Jorja Leap, adjunct associate professor of Social Welfare at the UCLA Luskin School of Public Affairs, said the manifesto shows a trifecta of intelligence, mental illness and paranoia.
Leap, who is married to a retired LAPD officer, also advises the department about gangs. She said she does not believe the department fired Dorner for reporting an abusive cop.
"From what I've reviewed, he was correctly fired," she said. "What makes this all the more disturbing is this man has been trained to be an effective offender as well as defender."


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I had a moment like that at a local tournament once. It was a slightly uphill, 280' shot that sloped down on the left side of the basket. The guy before me threw a Wraith or Surge or something way to the right of the basket hoping to play the fade. I grabbed a beat Roc and threw it slightly to the right of the basket. He must have thought I threw something faster because I heard him comment to his girlfriend that I was going to skip way past the basket. He was pretty surprised when I slid under the basket and he found out what I threw.JimW wrote:zj1002 wrote:This kinda reminds of something yesterday. A guy in the group I was playing with was talking to me at the pad about the route to the hole (which was a 280ish straight shot with a kinda low ceiling, not much room on the left side of the fairway but plenty of room to the right). He throws RHFH, I'm LHBH, so we can take the same lines. He planned to take this crazy hyzer line out way to the left, over an OB fence, and with various trees that could really mess up an offline shot and was saying I should be doing the same thing.
Me: Why? It's just a straight shot to the hole from here.
Him: But your shot is going to hyzer away from the basket at the end.
Me: Not my shot.
I put a Gazelle 20 feet from the basket (despite getting too much turn on it), his Boss barely made it back in bounds and was well deep.