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Court was right to douse disparate impact' fire
Were the tests job-related? That is where you have to start when considering the case of whether white firefighters in New Haven, Conn., were discriminated against when the city dumped a set of promotional exams after no African-American firefighter scored highly enough to be promoted.
When race is involved no case is minor, but Ricci v. DeStefano gained blockbuster status after the Supreme Court nomination of Judge Sonia Sotomayor. She was part of an appellate panel that threw out the claims of the 18 white firefighters, one of whom is Hispanic, who lost out on promotions due to the city�s actions.
I believe that she and her fellow appellate judges were wrong as a matter of law and basic fairness.
Firefighter Frank Ricci said that due to his dyslexia he paid his neighbor to read instructional materials onto tapes and studied 8-13 hours a day. Other firefighters also studied hard and spent significant sums on study materials. They should have been rewarded for doing well. That�s the fairness part.
But the legal guts of this case turn on the tests themselves. Did they test the breadth of knowledge and situational skills needed for the job of fire captain or lieutenant? If so, then it shouldn�t matter that exams had a �disparate impact� on black firefighters, who, as a group, didn�t perform as well as whites.
The nation�s civil rights laws also protect white firefighters from having their ambitions squelched due to their race. Last Monday�s 5-4 ruling by the Supreme Court said as much.
In the majority opinion by Justice Anthony Kennedy and joined by the court�s conservatives, the court said that test results cannot be discarded for the purposes of racial balance unless there is a strong showing that the test is deficient or there were other equally valid but less discriminatory tests readily available.
First, we should acknowledge that the very reason cities like New Haven use combination written/oral exams as a basis for promotion is because they measure knowledge and skill. This is a huge improvement over the nepotism, political patronage and overt racism that used to drive firehouse employment decisions.
And as to the tests given these firefighters in 2003, the city did its level best to ensure that they were unbiased and germane.
It hired a national firm experienced in the development of testing protocols for fire departments. The firm interviewed incumbent captains, lieutenants and their supervisors, and participated in ride-alongs in order to gain a real-life understanding of New Haven�s fire department operations.
Based on all this, questionnaires were developed and administered to the department�s battalion chiefs, captains and lieutenants. Those answers plus department training materials were used to design the written questions, using language below a 10th-grade reading level.
On the oral exam, candidates were given a series of hypotheticals to test their incident-command skills, firefighting tactics and leadership abilities. The 30 assessors came from similar-size fire departments and held ranks higher than the candidates. Each three-member panel of assessors had two minority members.
But in the end, the pass rate for minority candidates was about half that of whites. When the results became known in a city that was increasingly minority, it was explosive. After a series of raucous public hearings tinged with racial overtones, the Civil Service Board refused to certify the tests.
To my mind, the real point of disparate-impact discrimination is to ferret out insidious bigotry by employers who use employment criteria that appears neutral but is really a subtle attempt to disqualify certain racial groups. Racial disparities alone don�t prove discrimination. They should just provoke a closer look to see if the criteria is really job-related. And in New Haven�s case it was.
The court�s dissenters argued that a written test for a firefighter is inherently racially discriminatory, and more practical assessments are better gauges of leadership and skill. Here�s my alternative suggestion to those who failed to qualify for a promotion, a group that included dozens of white candidates: Study harder next time.
Robyn Blumner is a civil liberties and labor law expert who writes about individual freedom, trade, globalization and workers� rights. She is a columnist for the St. Petersburg Times in St. Petersburg, Fla., and syndicated by Tribune Media Services. E-mail her at firstname.lastname@example.com.
Last updated: 11:00 am Thursday, December 13, 2012


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Enhanced Uniform Distributed Clustering Algorithm (UDCA) in Wireless Sensor Network
The use of wireless sensor networks increased in applications such as intrusion detection, forest fire detection, disaster management and battle field. As sensor nodes are generally battery-powered devices, the critical aspects to face concern how to reduce the energy consumption of nodes, so that the network lifetime can be extended to reasonable times. Node clustering is one of the most promising techniques for energy conservation. This paper presents an Enhanced UDCA (Uniformly Distributed Clustering Algorithm) which maximizes the network lifetime by reducing the number of communication among sensor nodes and base station.
Provided by: International Journal of Emerging Technology and Advanced Engineering (IJETAE) Topic: Mobility Date Added: Jun 2012 Format: PDF

subset: commoncrawl


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NW girls claim title
nancy scholz/times news Northwestern's Haley Yost finished second in the CL girls race.
CENTER VALLEY Change may be inevitable, but not when it comes to the certain aspects of the 2013 Colonial League Cross Country Championships.
In the girls meet, Saucon Valley's Elizabeth Chikotas wrapped up an unprecedented fourth consecutive individual title while the Northwestern girls captured their third straight team title after another 26-0 regular season.
The victory puts Chikotas in a league of her own as the first girl to ever claim four Colonial League meet wins. The senior did it in style, finishing with a time of 18:43, her fastest ever at the De Sales University course.
"I'm just having a good season," Chikotas said. "I've been running consistently faster at almost every meet this season. Finally things are just kind of coming together and I'm really lucky to have it happen during my senior year."
While Chikotas is no doubt having an impressive season, the consistently strong performance demonstrated by Northwestern senior Haley Yost has been just as remarkable. Yost finished second with a time of 19:43, a personal best and an improvement on her third place finish a year ago.
Going up against one of the top runners in Colonial League history is no easy task, but Yost has adjusted and tailored her style accordingly.
"In races, I don't focus on her and just try to focus on running my own race," Yost said. "If I close the gap, I close the gap. Today I closed it to a minute as opposed to two minutes at the beginning of the season.
"I've been trying to run with Carly (Pierce), and for the majority of the races (this year) we've been running the first mile together and then picking it up as we go."
Northwestern's Pierce took third in the meet with a time of 20:07 and the Lady Tigers placed five girls in the top-12 to win the league meet title by 28 points over second place Southern Lehigh.
Paige Stitzel and Rachele Cerrone were ninth and 10th, respectively, and sophomore Rachele Mikols followed closely behind in 12th.
The win has Northwestern primed for even more postseason success in the weeks to come.
"As a team, we want to win the title again at districts," Yost said of capturing a potential second consecutive district championship. "At states, we just want to go out there and lay it on the line and see if we have a shot at the title."
Northern Lehigh's Nina Schnyder was the top finisher for the Lady Bulldogs, coming in 47th.
In a boys meet that was full of contenders, Salisbury's Kyle Gonoude used a midrace surge on the hilly course to take the win with a time of 16:58, 13 seconds ahead of Bangor's Brandon Tocket.
Tocket's second place finish helped a Bangor squad that finished 26-0 in the regular season claim its second consecutive team title, 58-71 over Northwestern.
Ryan Cerrone paced the Tigers with a ninth place finish in a time of 17:52 to earn a medal for a second consecutive year. Teammate Collin Furchner was 11th, just six seconds behind Cerrone.
Although the result wasn't what he was hoping for on this day, Northwestern coach Chris Stitzel knows the Tigers will have a chance to defend their district title against a field that will have a slightly different look to it next week.
"We don't have Bangor anymore since they move up to AAA, so our chances are really good," Stitzel said. "But Notre Dame (Green Pond) is going to be tough; Jim Thorpe will also be tough.
"It's going to be a tight race. But if we can keep our top five guys healthy and they have a good race, we should be able to take the title again this year."
Northern Lehigh's Gavin Kemery paced the Bulldogs with a 22nd place finish in a time of 18:24 while Shaun Seiler had the best run for Palmerton, finishing 39th in 18:57.


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If you're a YouTube personality (or want to be one) you're probably not making a living just off videos. Okay, if you're Joe Penna, aka MysteryGuitarMan, you are, but if you're almost anyone else, you've got a day job too.
Still, the low-paying gig does have its perks: you get to play around with videos, have your work seen by millions…oh, and Google occasionally sends you free shit.
That's right: YouTube is giving 500 of its partners (what it calls invited content creators) $1,000 to spend on video equipment "to produce even higher quality videos and ultimately drive bigger audiences to their work."
(Translation: We want our share of your ad revenue to increase.)
The 500 lucky partners include "well-known YouTube stars" as well as musicians and "promising new talents."


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1.Don't Touch – If you evaluate, you will notice that you touch your skin several times a day, don't do it. This only increases the skin contact with germs. Hands are always exposed to bacterias and touching your face continuously will lead to more bacterial reactions. Even after washing your face wipe it with a clean napkin.
2.Cleanse – One of the basic teenage skin care tip is to cleanse your skin. At this time your skin tends to be oily, which leads to blocking of the skin pores and the blocked pores thus react as pimples, acne and blackheads. To avoid this, cleanse your skin with home remedies. Washing your face with milk, using a face pack of flour, honey and rose water, wiping your face with rose water are some of the skin cleansing suggestions.
3.Prevent Tanning – Another major teenage skin care tip is to prevent oneself from tanning, which is prevalent in the summer season. One of the best way t prevent sun tanning is to use sunscreen but as your teenage skin is delicate, use a 15 SPF sunscreen. Other natural ways are to apply potato juice, tomato pulp and honey on your skin. These are all natural bleach and clears the skin of dark patches.
4.Avoid Cosmetics – Though many won't agree but one of the teenage akin care tips is to avoid the use of harsh cosmetics. Teenage skin is delicate and can easily react to cosmetics chemicals. During teenage, your skin is naturally beautiful, so, flaunt it and in 2011 the trend too is that of natural beauty.
5.Diet – Most of the youth these days are depended on junk diet. Burgers, french fries, soda is their regular diet and reason for skin troubles. Unfortunately, one of the teenage skin care tips also recommends avoiding junk diet. These are oily food which if taken regularly forces the system to be used for skin. The use of bad oil for skin, needless to say results in ill effects on skin. Thus, keep your diet right. Citrus fruits, green vegetables, lean protein, vitamin – specially B12 is your way to a beautiful self.
Follow these teenage skin care regime and enjoy the beautiful years of youthful self.


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For the second consecutive week, Dynamo midfielder Brad Davis has been named to the MLS Team of the Week. His performance in Week 22 helped Houston defeat the New York Red Bulls 2-0 and leapfrog them into first place in the Eastern Conference.
Davis completed a game-high 69 passes against New York, and provided the service on the 2nd-minute free kick that led to the Dynamo's first goal.
This is Davis' fourth time this year being named to the Team of the Week. Fellow Dynamo players Corey Ashe, Macoumba Kandji and Jermaine Taylor earned honorable mention nods.


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Pentel of America® Wants To Give $250,000 to Your School - and $250,000 to You
Power of Pentel™ Sweepstakes shows you how to be a school hero this summer
Jun 06, 2013, 08:30 ET
TORRANCE, Calif., June 6, 2013 /PRNewswire/ -- Have you ever dreamed of being a superhero? You now have the chance with the summer-long Power of Pentel Sweepstakes, a promotion that gives consumers the chance to win $500,000 – $250,000 for the winner and $250,000 for a school of the winner's choosing.
(Logo: http://photos.prnewswire.com/prnh/20130606/PH27083LOGO-a )
(Logo: http://photos.prnewswire.com/prnh/20130606/PH27083LOGO-b )
To participate, simply buy marked packages of Pentel EnerGel-X® pens or mail in for a code (no purchase necessary). Then visit http://www.pentel.com/power/how-it-works/ and enter the code to see if you can "Unleash the Power of Pentel." There is no limit to the number of entries and Pentel will be awarding second chance prizes via random drawings every week. Plus, fans of Pentel can engage in fun, hero-themed contests on the company's social sites, like Facebook®, Instagram®, Twitter® and Pinterest®.
"In this time of cutbacks to education, Pentel really wanted to give back to our schools," states Pentel of America's Director of Marketing, Ilene Albert-Nelson. "Everyone wants to give more to their neighborhood school or alma mater. The Power of Pentel Sweepstakes gives them the chance to do more when they purchase EnerGel-X pens as part of their office, home or back-to-school supplies."
What would you do with $250,000? Pay for college tuition, take the family on a cruise around the world, pay off your mortgage or start a small business? Now imagine what your school could do with $250,000 – build a new library, buy laptops for every student, create a scholarship program or install new playground equipment. The possibilities are endless with the "Power of Pentel."
EnerGel-X pens feature a blend of liquid and gel inks that offer a smooth writing experience. These quick-drying pens are a favorite of left-handers since they won't smear, smudge or glob. Plus EnerGel-X pens are part of Pentel's exclusive Recycology™ program and are made from 84% recycled materials. Not only can you be a local school hero, you can also be a hero for the environment with EnerGel-X.
About Pentel of America
Pentel of America is a division of Pentel Company, Ltd., which has been producing the world's favorite writing instruments for over half a century. Pentel is committed to quality, is known for innovation and is responsible for the development of many of the writing instruments in use around the world today. Pentel developed the Sign Pen®, the world's first acrylic fiber tipped pen; Pentel Arts®, high-quality arts and crafts supplies; Recycology™, an eco-friendly line of writing instruments; and Super Hi-Polymer® lead - the #1 selling lead refill in the United States. Pentel of America is based in Torrance, California.
For more information, visit www.pentel.com.
Contact: Jason Cole
Digital Marketing Manager
Pentel of America
This press release was issued through eReleases® Press Release Distribution. For more information, visit http://www.ereleases.com.
SOURCE Pentel of America


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Java Draw Created Jan 22, 2013 1024 x 736px Unless noted Copyright 2013 sistercool.
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Gaius Valerius Catullus (84BC?- 54BC) lived in almost the same years at Lucretius, but everything about him and his history is of an entirely different cast. Coming from a middle-class family from Verona in the north of Italy, he went early to Rome with the same enthusiasm with which everybody of importance in 20th c. American literature went first to New York and then to Paris. The varied life of The City (the Urbs as Rome was called informally) suited his volatile nature, and gave him the city sharpness of wit we see in his slim volume of poetry.
We know much about his life, his connections with Caesar, Cicero, and above all Clodia, whom he styles Lesbia in his verse for her literary rather than lesbian interests. Dying about his thirty third year, he left a small volume which prints up now in less than eighty pages of text. But into this small compass he injects love, hate, sneers at the rich and noble, as well as poems of the utmost tenderness, delicacy and madness.
Coming from an upper-class background, versed in city ways and interested in what the new Alexandrian poets in Egypt were doing in Greek verse, Catullus is aware of everything, vitally involved in everything, a young man plunging headlong into "life" on every level. Involved with Clodia, his great but clearly disappointing love, he goes in with tenderness, struggles with anger and bitter reproaches, and ends with a sad sense of resigned malaise. He dies young, it is hard to think of this flashing phenomenon of Roman literary brilliance living to grow old. The only complaint we can have about Catullus' writing is that there is so little of it, but even so Catullus is a major figure in literature, his fire and romantic sense of involvement is rare overall, and unique in the annals of Roman writing.
Catullus is often brutal, and never hesitates about being obscene. Part of this comes from the general Roman lack of verbal restraint, as compared with the prissy and controlling literary forces which have monitored English writing well into this century. That Steinbeck's Grapes of Wrath or D H Lawrence's Lady Chatterley's Lover could have been banned on the basis of one or two elemental words, would have seemed insane to any educated Roman. But there are different levels of obscenity. Body function words, whether sexual or excretory, are in our times considered to belong to the lowbrow speech of the working classes. But in Catullus' world it was the emancipated men of the upper-classes who could use obscenity with a telling punch. Catullus is an aristocratic young man-about-town, and while his obscenities may be gross, they belong to his class. Reading him in English translation, we often get a mistaken idea about his place in the social spectrum of late Republican Rome. When Frank Copley translated Catullus many years ago, and put the indecent poems into a mock Brooklyn-ese dialect, he missed the social aspects of Catullus' obscenities entirely. Catullus is obscene as EE Cumming can be obscene when the mood moves him.
The wide variety of metres which Catullus employs stems from his interest in the Alexandrian experimentalists. When one reads Catullus, it is important to get the meters in focus, which can be done with the aid of any good commented text. Merrill's turn of the century school text (reprinted various times) still has the clearest exposition of the Catullan metrical schemes. Perhaps the best test of one's ability to read Latin verse well is to be found in Poem #63, with its unique and brilliantly involved Galliambic metre. The later part of the volume is largely elegaic, and an easier place to start for an uncertain metricist.
There is very little more to say about Catullus, except that if you get into his writing early and sincerely, there will be enough artistry and brilliance there to last you the rest of your years. One changes gears over the years, and some early favorites pall as time passes. It seems safe to say that if you once really "perceive" Catullus, his poems will stay with you for life.
Crede experto.
Return to Latin Author index
William Harris


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Judy Hall Workshop
Tree of Life
Saturday, 6 May 2017 from 10:30 to 17:00 (BST)
Who's Going
San Francisco, California
London, United Kingdom
Florence, Italy
Event Details
One Day Workshop with Judy Hall, Best Selling Author of the Crystal Bible
The Crystal Wisdom Oracle: life guidance, healing and self-knowledge.
Crystals have been used for divination since ancient times. Their powerful intrinsic energies serve as mirrors to reveal your true path and link you to that part of yourself that is all-seeing and all-knowing: your soul. Created by bestselling crystals expert Judy Hall, The Crystal Wisdom Healing Oracle connects you to your higher, intuitive self, and, in the process, gives you amazing insights into your past, present, and future. But the cards do much more than this. They can actually help you to heal. Because of the extraordinary quality of the photographs, they capture the energy of the crystals, offering you access to rare, high vibration crystals in addition to earthy healing stones. Five card suites reflect the vibrational frequencies of the crystals within them, facilitating divinations and healings at various levels, from the material to the spiritual. In this interactive, practical hands-on workshop we will explore how you can use the cards for your own divination and healing and to assist others in their journey.
Note: The entry price includes a pack of The Crystal Wisdom Oracle.
Saturday 6 May 2017, 10.30am - 5pmBirmingham Buddhist Centre, 11 Park Rd, Moseley, Birmingham B13 8AB
When & Where
Birmingham Buddhist Centre
11 Park Rd
B13 8AB Birmingham
United Kingdom
Saturday, 6 May 2017 from 10:30 to 17:00 (BST)
Add to my calendar


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Gangs and Society: Alternative Perspectives
(Columbia University Press, 2003; 352 pp.)
Gangs and Society brings together the work of academics, activists, and community leaders to examine the many functions and faces of gangs today, covering the spread of gangs from New York to Texas to the West Coast. Fifteen timely essays represent an eclectic range of topics, such as the spirituality of gangs, the place of women in gang culture, and the effect on gangs of a variety of educational programs and services for at-risk youth. The final chapter, featuring a photographic essay by award-winning journalist Donna DeCesare, examines the "gang-photography phenomenon." Gangs and Society is edited by Louis Kontos, associate professor of sociology at Long Island University, C. W. Post Campus; David C. Brotherton, associate professor of sociology and criminal justice at the John Jay College of Criminal Justice and The Graduate Center; and Luis Barrios, assistant professor of psychology at the John Jay College of Criminal Justice
Purchase this book
Submitted on: JUN 15, 2003
Category: Criminal Justice | Faculty Books | Psychology | Sociology


text: I would like to change the bridge and update my Squier VM Jaguar Sp. I like the Hipshot A, but anyone knows what is the lenght between strings at the bridge (0.75", 0.78"...). In the other hand, I am not sure if it fits in the Jaguar model (5 screws). Thanks!


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When the distributor for Mel Gibson's film, "The Passion of the Christ," was sending out copies to theaters across the country, it sent one print to Utah's hometown theater chain, figuring that would be more than enough.
That's what Angelina Kendzior, event manager for Larry Miller's theaters at The Gateway and Jordan Commons, thought. Until local clergy started calling to buy blocks of tickets, some of them asking to book an entire 600-seat theater.
"It totally took us by surprise," she said, adding that the calls started coming as early as October and November for the movie that opens Wednesday.
As of midweek, at least 18 churches had purchased between 5,000 and 6,000 tickets, she said, most of them at Jordan Commons, where two copies will play, and the rest at The Gateway, which has one copy.
A variety of churches have called, she said, "Baptists, Lutherans, Presbyterians, Catholics. We haven't had any Jewish calls, and no one from the LDS Church."
A couple of private schools have also called, and some churches are asking about bringing youth groups. "That puts us into a weird territory we haven't been before because we have to have a parent's signature on a form" because of the R rating, she said. Distributors have echoed Gibson himself, who has said the film is so graphic that "absolutely 13 and under, there's no way they should see this."
R rating
The interest here has "taken people out of state in the industry by surprise," Kendzior said. There has been no local advertising, other than "posters in the lobby."
"We haven't been calling them they've been calling us."
Pastor Jeff Nellermoe of Good Shepherd Lutheran Church said he bought 575 tickets for a showing on Feb. 28 and the church is selling them in-house, inviting people to bring their friends. After the screening he's inviting moviegoers back to the sanctuary for a discussion and Communion.
While he has not seen the film, Pastor Nellermoe said he has learned enough to "satisfy our curiosity as to why it's rated R."
He believes his 12-year-old daughter is ready for what she'll experience, but "it's a fine line."
"I think people of more sensitivity may understand what's going on but would not benefit at all from seeing the film." Though the crucifixion of Christ is a major theological building block for Christians, "you can understand that without having to be traumatized."
Pastor Sieg Krueger of Mountain View Christian Assembly said he bought an entire theater's worth of tickets for March 1. After he saw the film in Orlando, Fla., and heard Gibson describe to a group of 5,000 clergy why he made the film, "that started it for me."
Corky Seevinck, pastor at Salt Lake Christian Fellowship, said he isn't buying blocks of tickets but simply telling people to take their friends and go.
Clergy to gather
The film is also bringing local clergy together for an experience they wouldn't otherwise have, according to Pastor Greg Johnson, organizer of a group of local evangelical pastors called Standing Together.
More than 100 local clergy from a variety of faiths, including Catholic Bishop George Niederauer, are scheduled to view the film Tuesday and respond to its content in a press conference after the screening. Local Jewish leaders, including three rabbis, have also been invited, he said, noting the warm reception he got when he approached a contact at the Jewish Community Center.
"Originally I didn't intend to invite them. While I don't think the film is anti-Semitic, I wanted to be sensitive" to the concern expressed by national Jewish leaders about the film's potential to ignite religious hatred. But he found they had been trying to arrange a prescreening. "They said the fact that you would set that up and be thoughtful enough to include them was great."
Pastor Johnson said he believes religious leaders "really ought to be informed and step forward on this and not be in the background.
"This is our turf, and we should have something to say about it."
Gibson's messageComment on this story
Pastor Harry Berg of Draper Friends Christian Church plans to take members of his congregation as a block on Feb. 28. "The congregation has been talking about it. Within the Christian community it has been a point of conversation for a while."
They're talking as much about Gibson as they are about his film, Pastor Berg said. The fact that Gibson is Catholic hasn't been a barrier.
"He gave the salvation message in the first two minutes of Diane Sawyer's interview," which aired Monday on ABC's "Primetime." Pastor Berg has been intrigued watching reporters who don't normally talk about religion "stumble through it a bit."Local reporters aren't exempt, Pastor Berg said, noting one who was questioning how the film would be used by a church in follow-up discussions. "It's fun watching the media struggle with the gospel. I'm shaking my head and saying, 'This is incredible we'll take it any way we can get it.' "
E-mail: email@example.com


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Le vallate che si aprono dietro Chacas
Le vallate che si aprono dietro Chacas Chacas, Ancash, Peru. A group of brave Italian volunteers of the no-profit Italian movement OMG, Operazione Mato Grosso, together with their spiritual leader Father Ugo De Censi, fight against poverty and misery in the villages of the Peruvian Andes since 1967, helping these poor people with their hard work. They gave everything for them, they dedicated their life to them, without never asking anything in return. A great life adventure, based on compassion and love.
- Filename
- OMGPERU136.jpg
- Copyright
- Giulio Paletta
- Image Size
- 5616x3744 / 9.5MB
Lima OMG Padre Ugo Perù america christian christians father grosso interview latin mato mission missions operazione religion salesian salesiani salesianos south operazione mato grosso brasile bolivia peru ecuador movimento noprofit volontari volunteers brazil operation onlus ong church churches catholic missionaries mission missions south ancash tourism andes trekking mountains mountain
- Contained in galleries


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Here in Texas, businesses have the same rights when it comes to choosing an electricity supplier as individual residents do. Deregulation does not keep businesses in the dark when it comes to benefiting from the increased competition among retail electricity providers that the system was designed to foster. Whether you have a small business or a large firm with numerous locations, shopping for business electricity plans doesn't have to be difficult. There are a number of tools available to business owners to make the entire process less complicated.
Taking the first step
Before you go any further toward choosing an electricity plan, it's important to take a close look at your business' historical electricity usage to develop the clearest picture of what your electricity needs actually are. Depending on your business' normal use, there are options when it comes to rate structures that might help you to save money on the unavoidable costs of supplying your location or locations with electricity.
For some businesses, electricity plans with fixed rates may be the best option. For one, a fixed rate will allow your accounting department to better predict what your electricity expenses will be from one month to the next, particularly if you've historically used about the same amount of electricity each month.
If you operate a business that doesn't use a lot of electricity regardless of what month it is, you may want to look into a plan with a variable rate instead. Variable rates can fluctuate depending on the overall conditions of the energy market, but that can work to your advantage. If market pricing goes down, your rates will go down and vice versa.
Shopping around
As with any other significant purchase, you need to shop around for business electricity rates. You wouldn't buy a new fleet of vehicles or a new point-of-sale system without doing your homework, and the same should go for electricity plans. Get some offers to compare from a variety of reputable retailers. You can even select plans with different rate structures and do a little analysis before making a final decision. Your accounting department may be able to extrapolate some predictions based on the information you already gathered about your usage in the past.
If you don't have the luxury of a dedicated accounting department to do the number crunching for you, don't despair. With so many options available, shopping for the right electricity plan can be a little overwhelming. If you don't know where to begin, you've already gotten off to a good start. Educating yourself on the process and your options is critical to getting the right electricity plan for your business.
There are even some services available to business owners that can help make the process easier. If you're particularly pressed for time, brokerages can help take apart your usage history and search around for electricity plans for you. The advantages to enlisting the help of a professional are numerous. In many cases brokers have unique relationships with retailers, sometimes going back years. These relationships can help you get better deals on your electricity rates, and their industry experience can help you steer clear of retailers that don't have the best reputation for service to businesses.
If you don't have the funds in your budget for paying a private broker, there are other resources. Many independent websites today offer price comparisons online, allowing you to see the details of different electricity plans before you buy. In some cases these sites even have entire departments geared specifically to the needs of businesses with representatives who can help you negotiate deals with any retailer in your service area.
Securing the rate you want
Once you find an electricity plan that fits your business' needs perfectly, sign up! There's no reason to spend more than you have to on electricity, particularly if you are dealing with contract stipulations that limit the profitability of your business. Making a good decision on your electricity plan can result in positive ripples for your entire business, so take your time and find the right solution. Your bottom line will show its appreciation!


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converting a full into semi
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January 14, 2011, 01:49 PM
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Location: youngsville nc
Posts: 195
no i was insuating that not every one is a uptight teeth grinding gun owner . I live in a very lax , low crime terrorist hating buy in the usa only area . nfa items with out papers is illegal , so is speeding , tweaking your taxes , maybe a lil puff puff , last but not least , not using your turn signal . If a person here was too have such items most law enforcment in this area would be the first to want to shoot . Most do not know enough about the nfa items to do anything nor do they care . I just cant get over how up tight you folks get on this site when talking about such items , most of you act like pure talking about it it a fed crime . Its the internet ! Yea I have 4 sets of 100th anniversary colt 1911 and 2 crates full of uzis and i carry a colt python every where i go . You have no means to prove different . If the feds read such post as this then be my guest to search my home , i promise it would be a waste of time . You dont have to worry about the guy braggin about somthing. You need to worry about the guy buy 100lbs of A.N to make anfo and linked ammo. No one here is talking or asking HOW to convert INTO . This use to be a good site but I think the liberals are taking over sometimes . Most of us love our 2nd but I can also exercise my 1st . My o.p was if i were to buy such items could they be converted into semi and avoid paper work or paranoia . I take my lil taurus every where , do i have a carry permit ? hell no , dont want one . do i conceal when i go into wally world ? yes , its under the seat , oh wait thats a no no maybe i should not talk about it . do i tell the l.eo when i get pulled or go thru a check points ? yes , i call them by their first name and tell them it loaded and ready , do they care or ask my permit ? no . My point was that if i could get such items for way way under market price then why not ? convert to semi and go play ? Not every one here cares about gun values or getting a loan for ammo to fire in full auto. If it shoots and it pisses off the liberals then i love it .
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Truline Steering & Suspension was established in 1985 with a vision to provide an independent, front end, steering and brake service, offering a quality service to its customers free from the limitations often found in larger organisations and franchises. We are a small but effective business, with an excellent reputation in our chosen field of steering and suspension, Truline Steering & Suspension is a VACC member and holds an "Under Car Specialist" Accreditation.
Monday 08:30am - 05:30pmTuesday 08:30am - 05:30pmWednesday 08:30am - 05:30pmThursday 08:30am - 05:30pmFriday 08:30am - 05:30pmSaturday ClosedSunday Closed


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Same-sex marriage continues its march back to the Supreme Court
Typical of the recent drama was the scene last Wednesday in Cincinnati, Ohio, when hundreds of engaged citizens gathered outside the U.S. Court of Appeals for the Sixth Circuit as same-sex marriage bans faced yet another test in federal court.
A three-judge panel consisting of two Republican appointees and one Democratic appointee—mirroring the ideological divide on the full Sixth Circuit bench—heard oral arguments on Wednesday in six cases across four states.
Lawsuits from Kentucky and Michigan ask the court to rule on whether the Constitution allows the states to ban same-sex marriage. Challenges from Ohio and Tennessee, on the other hand, ask whether the Constitution requires states to recognize same-sex marriages performed in other states where the practice is legal.
Judge Martha Craig Daughtrey made no bones about where she stood on the matter, making repeated reference to previous civil rights battles and drawing an analogy between the current cases and Loving v. Virginia (1967), in which the Supreme Court ruled bans on interracial marriages unconstitutional.
When Ohio Solicitor General Eric Murphy suggested gay rights activists would be better served by seeking change at the ballot box, calling "a victory that comes through the political process" the "truer victory," the judge would have none of it, according to the Cincinnati Enquirer.
"If I told you it took 78 years crossing the desert back and forth and back and forth, would you be surprised?" Daughtrey asked, referring to efforts to achieve the right to vote for all women. "The point is you want to do this state by state … and that doesn't always work," she said, adding, "I just thought you might want to know that in case you're ever on Jeopardy."
For her part, Judge Deborah L. Cook made few remarks throughout the proceedings but "seemed inclined to side with the states," the Washington Post reports. She noted that legally married same-sex couples know full well if a state recognizes their relationship when they move there. Cook also expressed concern about undermining voters who approved the state bans.
All eyes, then, fell on Judge Jeffrey S. Sutton, who appeared genuinely divided on the questions at hand.
On the one hand, Sutton expressed skepticism of procreation as a reasonable justification for same-sex marriage bans, saying "love, affection and commitment" were the heart of modern marriages.
On the other hand, he seemed sympathetic to opponents who point to the will of the voters. "Changing hearts and minds happens much more effectively through the Democratic process than through the courts," he said.
But with same-sex marriage now legal in 19 states and the District of Columbia, Sutton saw the writing on the wall. "The trajectory favors the plaintiffs," he said bluntly.
A new report by the Alliance for Justice details that striking trend, noting that every state with a same-sex marriage ban faces a challenge in state or federal court.
Indeed, the Supreme Court has already been asked to review cases from Utah and Oklahoma in which the U.S. Court of Appeals for the Tenth Circuit struck down bans in those states. On Friday, Virginia state officials filed a petition with the high court as well.
Lyle Denniston, the National Constitution Center's adviser on constitutional literacy and a correspondent for SCOTUSblog, says "the clues add up" to a ruling very soon, likely in the next term.
"But predicting how the court will react is fraught with uncertainty," he noted. "Because the Justices have such wide discretion, they need not step into this controversy yet, and they do not even have to explain it if they just let it develop further for a time.
"Even so," said Denniston, "they, too, recognize the signals that they have been sending."
Nicandro Iannacci is a web strategist at the National Constitution Center.
Recent Stories on Constitution Daily
Constitution Check: When and how will the Supreme Court act on same-sex marriage?
Submit your questions for another edition of 'Ask Jeff'
Podcast: Debating two ways of changing Citizens United
Rap lyrics get their day in two court cases


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You've heard of the movie Flock of Dodo's. … But have you seen the out takes?Me neither. But I do have this for you (warning: Includes PZ Myers Footage)…(Do wait for the end. The best bit is at the end. Don't miss it!!!!!)
5 thoughts on "Flock of Dodos Extras"
His kids do not go to public schools, so why should he care? The ignorant do not need others to expose them. Eventually they will do it on their own. Expose themselves.Anyway, of course he would not send his kids to a school that may broaden their exposure to thoughts other than daddy's.
Actually, it looks to me like Behe is possibly joking when he makes that remark about public schools. Certainly the facial expression supports that.
Joshua Zelinsky: Randy Olson, the film's creator and director, did in fact leave this clip out of the original film. But there are probably a dozen common reasons why one leaves out a particular clip. I suppose we'd have to ask him.
Yes, as Joshua says, Behe made the comment in jest, so it would have been a bit of a dirty trick to pull it out of context and set it up to make him look as bad as possible. The movie starts with the phrase Res Ipsa Loquitur, meaning roughly "it speaks for itself." As we edited the movie, we found ourselves saying that over and over again — we don't need to do any parsing or creative editing of these guys' words. Just let them speak in their own hackneyed, paranoid, ill-informed, and even dishonest voices.The general public does not have a very high intellectual intelligence, but their intuitive intelligence (if thats really a viable term?) is very high. They may not know the facts that show these guys are wrong, but they can just sense from them that they are lost and making things up. They speak for themselves.
Randy,Thanks very much. That is actually an important clarification. My gut feeling and I think, in fact, the clear message from your main corpus (as well as the extra) regarding Behe is that he is not really taking most of this seriously. That actually makes me mad. I'd rather he say what he believes (I suspect he is a Darwinist) than just saying what he needs to say to maintain his position in this niche publishing market. Or am I over-reading him?I've gotta go back and watch the film again….


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If Christian youngsters find difficulty in finding a marriage partner, perhaps widowed or divorced Christians who are not so young have similar difficulties. Two of the groups with the lowest divorce rates (although these are not far below the wider society) are self-identified evangelical Christians and groups with higher education (these overlap of course). (www.christianpost.com)
These are the two groups in society that would 'seem' to be the fussiest in choosing a partner with similar ideals and philosophies. The higher education group would want a partner they could 'talk to', where both partners felt free to pursue a career if they wanted, and who had a compatible philosophy of life and standard of living.
The most committed 'evangelical' Christians would want these things too, with the added provision they would want a partner whose beliefs indicated that Jesus was a central part of their life, and they would want a commitment to bring up their family in this faith. (This also generally applies to Jews, Muslims … whomever).
It would seem to Mark Tronson, therefore, that the extra effort involved in looking for these 'ideals' in a partner is working as well as anything works in our society – certainly in the Australian situation. It would seem that, in America at least, those two groups who are specifically looking for someone to share not only their house and bed with, but to share a common faith and commitment to family values, are those who are more likely to stay together.
The problem that is continually aired in popular press and TV programs, and which Mark Tronson sees with relatives and friends, is that young people are having trouble finding places to meet such compatible partners. In the past generation, since higher education has become available to more and more young people, many couples met while at University or in the workplace where they may have been doing similar work. Christian young people met at a variety of church functions or young peoples' Christian camps or activities.
Mark Tronson says that from his observation, a paradigm shift amongst Christians is in a process of change in relation to this specific question. It has largely come out of the Pentecostal movement where the Holy Spirit is the guiding force for all of life's decisions.
In this new paradigm, it doesn't matter what the venue is, in its simplest form, the Spirit of the Lord will guide you to your soul mate.
This is where it becomes a bit tricky, Mark Tronson explains. This new paradigm says it does not matter that the 'venue' might be a wine bar, a holiday on a cruise or on the Whitsundays, a Kakadu trek, a disco club, a hobby destination such as a walking club, the work place, a university college, on-line (which is very popular today) … but it may not be, and quite possibly unlikely to be the church or the youth group or the Christian camp.
The emphasis has changed.
Indeed, the place where the Holy Spirit will surprise you with the romance of your dreams features less on the church and reading your Bible, as it does on your personal and individualistic sense on the Spirit of the Lord's wisdom and guidance.
Mark Tronson says that it will be interesting in a generation or so to look back and ascertain whether this changing paradigm has achieved what it set out to do, finding marriageable partners and tying the knot.


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QuickBooks automatically tracks all the additions, deletions, and modifications made to transactions in your data file. This record of tracked changes is called an audit trail. The audit trail ensures that an accurate record of your data is maintained.
What happens to audit trail information when you condense your company data?
When you condense your company data, QuickBooks removes all audit trail information related to deleted transactions.
Learn more about condensing company data.
See also
About the Audit Trail


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After eight years, Spider-Man has finally joined the Marvel Cinematic Universe. Tom Holland's appearance as Marvel's flagship hero in Captain America: Civil War was a triumph for Marvel Studios, and it all happened thanks to an agreement with Sony. In early 2015, the news we had all waited for broke after Sony and Marvel agreed to a deal that would allow Spider-Man to appear alongside the likes of Iron Man, Captain America and the rest of Marvel's heroes.
Now, we eagerly anticipate the release of Spider-Man: Homecoming, the appropriately named solo-debut of Spidey in the MCU. His appearance in Captain America: Civil War was met with universal acclaim, critics and fans alike raved about Tom Holland's portrayal of the web-slinger. I've said already that I think this was the quintessential film version of Spider-Man. It seemed that having Spidey back in Marvel's hands was the perfect move - and now, Sony has confirmed that they are ready to co-operate further.
A Match Made in Heaven
Sony Entertainment Chairman, Tom Rothman, was recently asked about the possibility of further collaboration between the two studios. Two questions were posed, would Sony be working with Marvel on other projects (presumably, non-Spider-Man projects!) and would they be building a Spider-Man movie universe:
"Yes to both those questions. It's been fantastic, our relationship with Marvel."
The future looks bright, it seems that Marvel and Sony have formed a great working relationship and this can only benefit Spidey's cinematic future. The interesting thing is the answer regarding the Spider-Man movie universe. Of course, Spider-Man will now be part of the MCU, but Sony does have a history in attempting to create a universe based around the wall-crawler.
What Might Have Been...
The Amazing Spider-Man 2 was met with mixed reviews and one of the main criticisms was the heavy world-building element. Sony had a grand plan, a plan that involved a whole cinematic universe exclusively for Spider-Man (basically, they were trying to compete with Marvel). Electro was the main villain of the film, though we also had appearances from The Rhino and Green Goblin, but there were strong hints towards the future that Sony was building towards.
The Sinister Six have been a thorn in Spider-Man's side for many years, and Sony wanted to utilise this. The Amazing Spider-Man 2 features Easter eggs showing the Vulture's wings and Doctor Octopus's arms, along with a tease in the credits for Mysterio and Kraven to complete the set. Perhaps due to the success of the Superior Foes of Spider-Man comic, based on another incarnation of the Sinister Six, Sony had decided that they would make a standalone film about this villainous team. But that wasn't all. Sony intended to make a Venom standalone film (which could have been interesting) and there was even a plan to make an Aunt May film!
If that wasn't enough, the plans for The Amazing Spider-Man 3 were even crazier. Denis Leary, who played Captain Stacy in the series, has said that the film would have seen Peter Parker struggling to deal with Gwen's death in the previous film. This all sounds totally reasonable, but just wait, Leary went on to say this:
"Part of the discussion was the possibility in 3 there was this idea that at one point Spider-Man would be able to take this formula and regenerate the people in his life that had died […] so there was this discussion that Captain Stacy would have come back even bigger in episode three"
Yes, you read that right - Spider-Man was going to revive the dead! I understand that revival is commonplace in comics, but I have to say we have dodged a bullet there!
So, Who Has Creative Control?
Obviously, an agreement such as this one between the two studios is a delicate thing. There must be a balance that satisfies both parties, and this begs the question - who has creative control over Spider-Man? We've seen where Sony would have taken the character, and it seems like we have had a lucky escape. But how do we know that the studios won't follow a similar route? Thankfully, Tom Rothman was kind enough to clarify this for us:
"Sony has the ultimate authority. But we have deferred the creative lead to Marvel, because they know what they're doing."
The world can breathe a sigh of relief - Marvel will have creative control over Spider-Man. Yes, Sony have to agree to Marvel's decisions, but I think the key part of that quote is the final six words - because they know what they're doing. If anything proved that, it was Spidey's appearance in Captain America: Civil War! As well received as Andrew Garfield was in the lead role, Tom Holland and Marvel showed the very essence of Peter Parker. He wasn't in the film for long, but he made a huge impression, as I explained in my previous article.
The Future is Bright!
It's probably fair to say that Sony were desperate to keep Spider-Man, so desperate in fact that they lost their way slightly. I personally enjoyed The Amazing Spider-Man and its sequel, but having now seen Marvel's version, I can see their flaws (though the costume in The Amazing Spider-Man 2 was PERFECT!). When it was announced that Peter Parker would be recast for the MCU, I initially thought that Andrew Garfield was a bit hard done by as he was very good. But if there is one thing I have learned from watching the MCU films, I trust Marvel, as does Tom Rothman, who goes on to say:
"A movie like Spider-Man by Marvel, that's not inexpensive. But it's a great investment. Knowing that Marvel has such a clear, creative vision, I sleep very well at night."
The MCU is a film juggernaut that just keeps on growing. I have already alluded to my theory that Iron Man's appearance in Spider-Man: Homecoming could be a passing of the torch. Iron Man is the undoubted figurehead of the MCU at the minute, but with a younger Spider-Man we could well see the beginning of a new age of Marvel films. Spider-Man has retaken his rightful place in the MCU, it seems to me that it is only a matter of time before he takes his place as Marvel's flagship hero on the big screen as well!


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Leave Programs
10: Paid/Unpaid Time-Off and Leave Programs
- 10.1 Paid Time Off
- 10.2 Leave (Unpaid)
The university supports its employees' abilities to balance their work and personal lives (including support for employees' personal and family health) by providing a variety of paid time off and unpaid leave options. For example, GW provides paid annual time and paid sick time, an above average number of paid holidays, birthday time (after 10 years of full-time service), time off for bereavement after a death in the family, and so on. The university also provides unpaid leave such as leave for military duty, Family and Medical Leave, Personal Medical Leave, Parental Leave, and others.
Administration of Paid Time Off and Leave
You, with the help of your supervisor, are responsible for managing your paid time off and leave, to ensure that you have accumulated paid time off and leave to use when you most want and need it while ensuring that the requirements of your position at GW and the operational needs of your department can be met in a satisfactory manner during your absences. You are also responsible for reporting your paid-time off and leave that you have taken, honestly, accurately, and in a timely manner.
Questions About Your Paid Time Off:
If you have questions or issues about your paid time off that cannot be resolved by working with your direct supervisor, you should contact the HR Client Partner assigned to your department or another HR representative. You can contact Payroll Services at 571-553-4277 for issues directly related to payroll. If you aren't sure who to contact, please contact the HR Faculty & Staff Service Center at 202-994-8500, Rice Hall, 2121 Eye Street, N.W., First Floor.
Questions about Other Types of Leave (as described in Section 10.2 below): Questions about leave relating to personal health issues and/or health issues of a family member, your birth/adoption of a child, the military deployment of your family member, your short-term or long-term disability issues, or other leave that has been described earlier in this handbook, please contact the Benefits Administration Department at 571-553-8382.
The university reserves the right to modify or discontinue its benefits programs in whole or in part at any time.
10.1 Paid Time Off
Full-time Employee Annual Time Off Accrual
If you are a full-time regular employee (not in research and not faculty), the schedule below shows how your annual time is calculated and accrued.
Years of Service
Months of Service
Nonexempt Employees
Exempt Employees
0 - 2
0 – 24 months
3 - 4
25 – 48 months
5 - 15
49 – 180 months
15 +
Please note: For annual time calculation purposes, one day equals eight hours.
Part-time Employee Annual Time Off Accrual
If you are a regular part-time employee, your annual time accrual rate is based upon your percentage of effort; the number of hours you are scheduled to work per week divided by 40, and does not increase with years of service. For nonexempt employees, the accrual rate is the percentage of effort multiplied by one (1) day per month. If you are an exempt employee, your accrual rate is the percentage of effort multiplied by 1.25 days per month.
Upon transfer from a regular full-time position to regular part time position, a maximum of 40 hours of accrued annual time may be carried over to a regular part-time position. All accrued annual time may carry over upon transfer from a regular part-time position to a regular full-time position. Employees must use all annual time during the fiscal year (July 1 to June 30) in which it is accrued. Under normal circumstances, employees may not carry over annual time across fiscal years. Any annual time that is not used by the end of each fiscal year is forfeited.
Research Employees and Medical Residents Annual Time Accrual
Full-time Research employees accrue annual time at the rate of 1.75 days per month. The accrual rate for full-time researchers does not change with years of service. Residents should consult the Resident Manual provided by the Office of Graduate Medical Education.
Supervisor Approval of Annual Time Use
Your supervisor must approve your scheduled annual time in writing, using a completed Paid Time Off Request Form, before it begins or be notified through established departmental procedures if you are not able to schedule the annual time beforehand. Upon your return from unscheduled annual time, you must complete a Paid Time Off Request Form for your supervisor's signature. Annual paid time can be taken in a minimum of one-hour increments (unless usage is concurrent with FMLA).
Impact of Absence Without Approved Leave/Time Off (AWOL) on Annual Time Accrual
An employee who is "absent without approved leave" (time off), frequently referred to as AWOL, will not accrue annual time for the month in which the AWOL occurs. As importantly, the employee is not paid for the day(s) for which s/he was AWOL. Three absences without approved leave (AWOL) can result in disciplinary action up to and including termination.
Prorating Annual Time
Normally, annual time is accrued on the basis of a full calendar month of employment and is credited on the last working day of the month. You must use your annual time in the fiscal year in which you accrue it. You may use annual time in advance of accruing it, with the approval of your supervisor. Except as provided below, you may not carry over annual time across fiscal years. Any accrued annual time that is not used by the end of the fiscal year is forfeited. The fiscal year begins on July 1 and ends on June 30.
You are not eligible to use annual time during your first 90 calendar days of employment. However, at the end of your first 90 calendar days, you will be credited with the annual time that would have accrued during this period. If you leave the university for any reason during your first 90 calendar days, you will not be paid for any annual time. If you are hired on or after March 1 and successfully complete your first 90 calendar days of employment, you may be granted a one-time exception to permit carryover of annual time to the next fiscal year.
Under certain circumstances, your monthly accrual of annual time may need to be prorated. For example, if you started your employment at GW on the 14th of the month you would earn one-half day (4 hours) of annual time for that month. Annual time may also need to be prorated if you have periods of unpaid absences.
Borrowing Annual Time
Employees who borrow annual time before they have accrued it and then conclude their employment with the university will have an amount equal to the borrowed time deducted from their final paycheck.
GW will provide six continuous weeks of paid parental leave for eligible regular full-time staff. This applies to staff members who have given birth or are the spouse/partner of the birth mother; the placement of a child with the employee for adoption; or the placement of a child with the employee for whom the employee permanently assumes and discharges parental responsibility. The leave must be taken immediately following the birth, adoption, or other eligible circumstance.
Eligibility for paid parental leave will begin the first of the month following an employee's two year benefit eligible service anniversary date or coincident with that date if the anniversary date falls on the first of the month. If a regular full-time staff member ends employment and is then rehired into another regular full-time position within 12 months, previous service will apply towards the two year service requirement.
Read more about Paid Parental Leave.
Regular employees receive paid bereavement time should you require time off from work because of the death of a family member.
Like other paid time off, you need to complete a Paid Time Off Request Form, as soon as possible, whether it is before the leave starts or when you return to work. If you need to make a verbal request for bereavement time you need to contact your supervisor through established call-in procedures as soon as possible. When completing the university's Paid Time Off Request Form for bereavement time, it should also include the following: the name of the deceased, your relationship to the deceased, and the date of the death. Your supervisor may also request verification of the death, such as a funeral program or obituary. Once received, your supervisor will maintain the documentation with your time off record.
Bereavement time is paid time off due to a death of an immediate family member. For these purposes, immediate family members include an employee's:
- spouse or domestic partner
- child, stepchild, the child of a domestic partner
- brother or sister (including step-siblings)
- parent or stepparent
- grandparent
- grandchild
- son-in-law or daughter-in-law
- mother-in-law or father-in-law
- brother-in-law or sister-in-law
As a regular full-time employee, you may request paid bereavement time for a period up to three consecutive workdays. If you are in a regular part-time position, you may request paid bereavement time equaling the hours you are usually scheduled to work during the three consecutive workday absence.
Paid time off for jury duty is provided to regular employees who have been summoned by the courts to serve on a jury. Your supervisor will approve paid time off for scheduled work hours and workdays that are missed due to the required jury duty.
If you are summoned to jury duty you are expected to complete the university's Paid Time-Off Request Form and attach to it the supporting court documents. Your supervisor will forward all approved requests and supporting court documentation to HRIS for inclusion in the employee's permanent record.
Employees are required to report to work on those days or partial days when court attendance is not required, unless otherwise instructed by their supervisor.
The university generally recognizes the following paid holidays:
- Independence Day
- Labor Day
- Thanksgiving
- Day after Thanksgiving
- Winter Holiday
- New Year's Day
- Martin Luther King, Jr. Day
- Inauguration Day (In any given year, if inaugration day coincides with THE DATE Martin Luther King Day IS OBSERVED the university will observe both holidays on the same day.)
- President's Day
- Memorial Day
Exact dates for observance of these holidays are announced annually by the university in a memorandum to department heads and are posted as the Holiday Schedule on the Human Resources website. Collective Bargaining Agreements may supersede the holiday schedule. An employee who is covered by a Collective Bargaining Agreement should review the Agreement for specific information on paid holidays.
Regular full-time employees are eligible to receive 8 hours of holiday time for each paid university holiday. Regular part-time employees receive prorated holiday time based upon percentage of effort; the number of hours you are scheduled to work per week divided by 40.
Because of the nature of some of the university's operations (operating on a 24/7 schedule), some employees must work on scheduled holidays. An employee who works on an official university holiday will be compensated (paid) on the same basis as if the day were not a holiday and will be provided an alternate day off.
Regular employees must be in paid status immediately preceding a holiday to be paid for that holiday.
Holidays and Other Approved Paid Time Off
University holidays that occur during approved periods of paid time off (annual or sick) should be charged to holiday time on the employee's timesheet, not to accrued annual or sick time.
Holiday Time for Part-Time Employees
Regular part-time employees receive prorate holiday time based upon percentage of effort.
The number of prorated holiday hours is equal to an employee's weekly scheduled hours divided by 5 (days). See the table below for examples:
Scheduled Work Hours
Holiday Proration Hours
Below are a number of scenarios for using prorated holiday leave.
Holiday falls on an employee's regular work day:
- Option 1 - Employee takes prorated holiday time (based on % of effort) and does not receive pay for the remaining hours not worked, if any.
- Option 2 - Employee takes prorated holiday time and uses annual time for the difference between the prorated holiday time and any additional time normally worked.
- Option 3 - Employee takes prorated holiday time and, if approved by supervisor, works any additional hours that would normally be worked on another day during the same week.
Holiday falls on a day an employee does not work:
- Option 1 - Employee works a regular day and gets additional pay for their prorated holiday time.
- Option 2 - Employee takes their prorated holiday time on a regular work day in the same week as the holiday.
One additional day of time off is awarded for an employee's birthday once an employee completes a minimum of 10 years of full-time service. This leave is credited annually; starting with the birthday after the employee earns a 10-year career milestone, provided that the employee remains in a regular position at the university.
Employees must take time off on their birthday or within 10 calendar days before or after their birthday. Birthday time is not compensable upon termination or transferrable to a temporary position.
10.2 Leave (Unpaid)
10.2.1 Family and Medical Leave (FMLA)
The Family and Medical Leave Acts, enacted by the District of Columbia government in 1991 and the federal government in 1993, provide unpaid, but job-protected, leave to eligible employees so that they can care for their families or themselves in the event of specified family and medical conditions. In some cases, benefits under the D.C. Act are more generous than those under the federal Act, and you, as a GW employee, are entitled to the most favorable benefits. The George Washington University follows the provisions of the District of Columbia Family and Medical Leave Act, no matter where your work is located, unless the federal Act has more lenient provisions (i.e., military related family leave) that are not covered by the D.C. Act. If something is not covered under the D.C. Act then GW follows the provisions under the federal FMLA.
The D.C. Act provides up to 16 weeks of medical leave if you, the employee, are unable to perform the functions of your position because of a serious health condition.
In addition, the D.C. Act provides up to 16 weeks of family leave, for one or more of the following reasons:
- The birth of an employee's child
- The placement of a child with the employee for adoption or foster care
- The placement of a child with the employee when s/he permanently assumes and discharges parental responsibility for that child
- The care of a family member of the employee or a person with whom the employee shares a mutual residence and with whom the employee maintains a committed relationship who has a serious health condition
Leave can be taken intermittently, continuously, or on a reduced work schedule basis during a defined 24-month period, depending on the reason for the leave and the individual circumstances as documented in the employee's request for such leave (see below).
See below for military-related caregiver and exigency family leave available under the federal FMLA.
Definition of Family Member under D.C. and the federal FMLA
Under the D.C. FMLA, a family member is defined as a person to whom the employee is related by blood, legal custody, or marriage; a child who lives with an employee and for whom the employee permanently assumes and discharges parental responsibility; or a person whom the employee shares or has shared, within the last year, a mutual residence and with whom the employee maintains a committed relationship (D.C. Code Ann. § 32—501(4)). The federal FMLA defines family member as a spouse, child, or parent.
The National Defense Authorization Act's Impact on the Federal FMLA
In 2008 and 2009, the National Defense Authorization Act amended the federal FMLA by allowing eligible (see below for the federal eligibility requirements) employees to take unpaid military family leave of up to either 12 workweeks during any 12 month period for qualifying exigencies (see below) or up to 26 workweeks during a single 12 month period for military caregiver leave (see below). An eligible employee is limited to a combined total of 26 workweeks of leave for any federal FMLA-qualifying reason during the "single 12-month period."
Caregiver Leave
Under the federal FMLA, as amended, an eligible employee is able to take up to 26 workweeks of FMLA leave in a specifically designated 12-month FMLA leave year — measured forward from the first time an employee takes FMLA leave for this purpose — in order to care for a covered service member with a serious illness or injury, where the employee is the spouse, son, daughter, parent, or "next of kin" of the covered service member. The definition of a "covered service member" has been expanded to include a veteran who is undergoing medical treatment, recuperation or therapy for a serious injury or illness and who was a member of the Armed Forces, including the National Guard and Reserves, at any time during the five-year period preceding the date on which the veteran undergoes medical treatment, recuperation, or therapy.
Leave for Other Covered Exigencies
Also under the federal FMLA, as amended, an eligible employee is able to take up to 12 workweeks of FMLA leave during a designated 12-month FMLA leave year when the employee's son, daughter or parent — who is a "covered military member" — is on active duty or call-to-active-duty status for one or more qualifying exigencies, including: short-notice deployment, military events and related activities, certain childcare and related activities, financial and legal arrangements, counseling, rest and recuperation, post deployment activities and any other event that the employer and employee agree constitute a qualifying exigency. Covered active duty is when a member of the regular or reserve components of the Armed Forces is deployed to any foreign country.
Coverage under both the federal and D.C. FMLA
Although the university generally follows the provisions of the District of Columbia FMLA, there are additional provisions in the federal Act, as described above, that are not currently part of the D.C legislation. So, if a GW employee requests FMLA leave that is only available under the federal Act, s/he must meet the eligibility requirements of the federal Act (See below, Eligibility Requirements). Additionally, if an employee takes leave that is qualifying under both Acts, s/he would have to meet the eligibility requirements of both Acts and the leave taken under those Acts would run concurrently.
Employee Eligibility for FMLA
Under both Acts, an employee must have worked at the university for a period totaling 12 months during the previous seven years to be eligible to take FMLA leave. Breaks in employment during the seven years are allowed. The D.C. Act requires an employee to have been paid for a minimum of 1,000 hours during the previous 12-month period to be eligible for FMLA while the federal Act requires 1,250 hours of work immediately preceding the beginning date of the FMLA leave.
FMLA Allowances
You may choose to request the use of your accrued paid time off for some or all of an approved FMLA period, provided that the occurrence qualifies for the use of such leave under university policy. For example, you use accrued sick time during an FMLA absence for purposes of your own or your family member's serious health condition. Any paid period during family and medical leave also counts as part of the allowable period of FMLA leave.
Your GW Benefits during FMLA Leave
The university continues to make the employer's share of contributions of benefits premiums during your periods of Family and Medical Leave, but you continue to be responsible for your portion of benefits premiums.
The university will bill you directly for your portion of benefits premiums if you are on unpaid status for over 30 days. Your failure to make timely payments for premiums may result in cancellation of your benefits. If you are on an approved FMLA leave of absence you can choose to cancel or change your benefits coverage. To cancel or change benefits coverage, employees must visit the Benedetails system on the Benefits Administration website within 30 days of the start of the leave.
Upon return to active employment, you may re-enroll or make a change (this is a qualifying life event) to your benefits within 30 days of returning to work. If you canceled your benefits while on leave, you must remember to re-enroll in your benefits through the Benefits Administration website within 30 days of returning to work or you will have to wait until the next Open Enrollment period to enroll.
If you do not return to work following your FMLA leave, you may be required to reimburse GW for the share of benefits premiums paid on your behalf, unless you are not returning for one or more of the following reasons:
- The continuation, recurrence, or onset of a serious health condition which would entitle the employee to FMLA leave;
- The continuation, recurrence, or onset of a covered service member's serious injury or illness which would entitle the employee to FMLA leave; or
- Other circumstances beyond the employee's control.
Your Obligations under FMLA
When possible, you should provide a minimum of 30 days advance notice for the need to take FMLA leave, particularly if you are going to require an absence of consecutive days, weeks, or months. When 30 days advance notice is not possible, you should provide notice as soon as practicable and, if applicable, comply with your normal call-in procedures.
GW will request you to provide a medical certification from a health care provider if you are requesting leave (under FMLA) because of a serious health condition for yourself or a family member. The certification should include the following:
- Date on which the health condition began;
- Probable duration of the condition; and
- "Appropriate medical facts within the knowledge of the health care provider" that qualifies you to take family and medical leave.
If you are taking leave for your own serious medical condition, you will also need to provide a statement from your health care provider stating that you are unable to perform the functions of your position. GW, in specific circumstances, has the right to require you to obtain second and third medical opinions, at GW's expense. Employees may also be required to provide a periodic recertification to support the need for continued leave.
The University's Obligations under FMLA
The university cannot take away any employment benefits or seniority accrued before your Family and Medical Leave. Additionally, upon return from FMLA leave, you must be restored to your position or to an equivalent position with equivalent benefits, pay, seniority, and other terms and conditions of your previous employment at GW. The only exceptions to this rule are if: 1) you are among the 10% highest paid employees at the university, 2) the university can demonstrate that denial of restoration of employment is necessary to prevent substantial economic injury to GW's operations, and 3) GW has notified you of the intent to deny restoration of employment and the basis for that decision.
Who to Contact Regarding FMLA
You and your supervisor should work together with Benefits Administration to assess your specific needs as they relate to the provisions of FMLA leave. Or, you can seek the assistance of Benefits Administration directly if you believe you may be eligible for this leave and/or have questions that are not answered in this handbook.
The D.C. Parental Leave Act requires the George Washington University to provide 24 hours of Unpaid Parental Leave per year to allow you to attend school-related events for your own children or other children in your direct family. When practicable, please give ten days' advance notice, or as much notice as possible. A supervisor may only deny Unpaid Parental Leave if it creates an undue hardship on the department's operations. If you are a parent, an uncle, aunt, or grandparent, you qualify for Unpaid Parental Leave to attend school-related events sponsored by a teacher, school, or parent-teacher association, including: concerts, plays, rehearsals, sporting games or practices, and meetings with teachers or counselors.
To request Unpaid Parental Leave, you should submit a written request to your supervisor. Parental Leave under the D.C. Parental Leave Act is unpaid, although an employee can elect to use his or her paid annual time off for school related events.
Recent updates to federal laws and legislation protect members of the uniformed services from certain workplace uncertainties, allowing uniformed service members to leave their civilian posts to serve their country without having to worry about job security, delayed compensation, revoked benefits, or other adverse reactions by an employer.
Job Protection for Uniformed Service Members
Since service members are at the mercy of their country's needs, certain rights safeguard their full-time work lives. The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) outlines the protections afforded to service members called into active duty. Under USERRA, it is unlawful for an employer (such as GW) to deny initial employment, reemployment, promotion, or any benefit of employment to a person who is obligated to perform in a uniformed service.
If a service member employed by a civilian employer is activated by order of the U.S. government, s/he is required to notify their employer, verbally or in writing. An employer does not have "right of refusal" for a military leave of absence, except in extreme cases. Employees are also not responsible for finding a replacement or altering their work schedule – that is the employer's responsibility.
Pay Protections
USERRA forbids an employer from requiring an employee to use his or her vacation or similar accrued time off/leave during a period of military service. In some cases, an employee may ask to use his or her accrued annual time off for military duty; and, in such cases, the time off would be paid at the employee's regular base pay rate.
Healthcare Protections (VBIA)
When activated for duty, uniformed service members receive military healthcare. The Veterans Benefits Improvement Act (VBIA) of 2004 also expands the rights of military personnel to continue their employer-sponsored health insurance coverage for 24 months.
Under VBIA, the amount that an employee can be charged for continued coverage now depends on the length of the employee's military service. If the employee is absent for less than 30 days as a result of military service, the employee cannot be charged more than the employee's normal share of the cost of coverage. However, if the employee's military service results in an absence of 31 days or more, the maximum amount that an employee can be charged for continuing coverage is 102% (2% for the employer's administrative costs) of the full premium under the plan. Finally, an employee may not be subjected to a waiting period for health insurance coverage after the employee returns from military service and is reemployed.
Reemployment Guarantees
Employers must reemploy service members when they return from active duty, but may fill positions with temporary or contract workers for the duration of the original employee's service. Employers must notify temporary workers when service members are slated to return, and keep the positions open for the returning employees. Service members must return to their jobs within a predetermined period after they are deactivated, based on how long they were gone.
According to USERRA, returning service members are "required to be reemployed in the job that they would have attained had they not been absent for military service, with the same seniority, status, and pay, as well as other rights and benefits determined by seniority." This has been coined the "escalator principle," as the absent employee moves up in rank and seniority in their job placement even though the actual person is on active military duty. USERRA also requires that an employer make concerted efforts to train or retrain returning service members to refresh or upgrade their skills.
Reasonable accommodation must be made for returning employees who have become disabled during their service. If the employer is unable to make reasonable accommodation within the old job, the employee will be offered another position for which he or she is qualified or could become qualified. Disabled veterans have two years to return to their jobs after their service ends.
10.2.4 Personal Leave
Unpaid Personal Leave may be requested after completion of 90 days of employment. All applicable accrued paid time off must be exhausted before a request for personal leave is approved. Employees may request Personal Leave for situations that do not fall within the provisions of other university leave categories, such as FMLA, military duty, etc.
For guidance on requesting a personal leave of absence, please contact Benefits Administration.
10.2.5 Leave for Religious Observances (other than scheduled university holidays)
Employees may request the use of annual time for religious observances that are not part of the university's regular Holiday Schedule by providing his or her supervisor a request in writing. Since religious holidays are scheduled events, it is expected that an employee will provide his or her supervisor with as much notice as possible when requesting leave for this purpose. A supervisor may only deny leave when an employee's absence from work would create an undue hardship on the department's operations. If you need additional support regarding Religious Accommodations, please call the Office of Equal Employment Opportunity and Employee Relations at email@example.com.
If you have questions or comments about the Employee Handbook, please fill out the feedback form or email firstname.lastname@example.com.


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00:46:62 is the best I got!
00:46:62 is the best I got!
Sonic lives on Mobius NOT "Earth". It's Dr. Ivo Robotnik NOT "Eggman".
Hmm... No one can beat that?!
Sonic lives on Mobius NOT "Earth". It's Dr. Ivo Robotnik NOT "Eggman".
Well, most people aren't going to accept your results if you cheat.Originally Posted by SUPASONICBOOM
I'd have to go check my game again sometime to see what result I have.
You can't "check" old results for Green Hill, since there's no record of anything you get once it disappears past the clear screen.
Oh, that's right. I haven't played in a long time. I do know I got an A-rank there.
The record is like 25 seconds, isn't it? I don't know what my best time is, but I know it wasn't all that close.
Wishes are Eternal