text:
UBS (UBS) said Thursday it recruited an advisor from Merrill Lynch (BAC) to join its Private Wealth Management office in Los Angeles.
Scott Harries and his team moved from Merrill Lynch's Private Bank and Investment Group to UBS on Oct. 29 with about $500 million in client assets. Harries had been with Merrill since 2000, after working for 12 years with Goldman Sachs in the private-client business.
Last week, UBS said it had recruited 11 Bank of America Merrill Lynch (BAC) advisors in Southern California with a total of about $4.9 billion in client assets.
In other news, National Planning Corporation recently recruited an advisor formerly affiliated with Ameriprise Financial (AMP) and a rep who worked with LPL Financial (LPLA). The two advisors used The Advisor Center, a website for FAs looking to switch firms, to affiliate with NPC.
The Advisor Center said Wednesday that Robert Milan, previously affiliated with Ameriprise, is now working with NPC out of his office in Canton, Ohio. The broker that moved from LPL chose not to disclose his name and location; he had been affiliated with LPL for 22 years.
Since its start in December 2012, The Advisor Center has helped 14 advisors "streamline the search process" and change affiliations by using its website; these reps had more than $5.2 million in yearly fees and commissions, the group says.
"NPC is pleased to welcome these new advisors to our broker-dealer," said NPC President and CEO John Johnson, in a press release. "We joined The Advisor Center community for precisely this outcome — to engage with advisors on their desired back-office support and technology needs, determine if we are a right fit and dramatically shorten the recruiting cycle."
On The Advisor Center, advisors create anonymous profiles that get validated by the group. These are shared with the website's partners, including LPL Financial, Pershing Advisor Solutions, Cetera Financial Group, Commonwealth Financial Network and TD Ameritrade (AMTD).
"I was drawn to The Advisor Center's centralized platform for exploring a variety of firm offerings and appreciated their attentive customer service when I reached out with questions," said Milan, who manages some $11 million in client assets. "I couldn't be more pleased that my search led me, and ultimately my clients, to NPC, which has the right innovative tools and solutions to help me build my business."
The Advisor Center is led by Tom Daley, who has more than 25 years in the business. He spent more than 10 years at LPL, where he recruited advisors with about $250 million in annual production, after starting his career at American Express.)
"We've made our process as easy as possible for everyone involved," said Daley, in a statement. "Our platform is simple enough to navigate without much additional instruction, but we are also able to provide an advisor with step-by-step guidance throughout their transition, if they so desire. These advisors might still be going through the transition process, had they not found The Advisor Center."
NPC has about 1,400 affiliated advisors. It is part of National Planning Holdings, which includes four independent broker-dealers with roughly 3,500 reps and is part of the Prudential plc-owned (PUK) Jackson National Life Insurance Co.
Check out Edward Jones Hires 336 Military Veterans as Financial Advisors on ThinkAdvisor.


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South Dakota Wild Horse Sanctuary Featured in Film at Icon Lounge
Cinema Falls is hosting the Midwest Premiere of RUNNING WILD: THE LIFE OF DAYTON O. HYDE this Sunday, April 21st at ICON Event Hall + Lounge, on Main Avenue, just north of Sixth Street, in Sioux Falls.
The film is billed as "the inspiring journey of a remarkable cowboy who triumphs in his quest to protect wild horses and the American West."
The founder and protector will be attending the screening. Dayton O. Hyde, who at 88-years old will travel across South Dakota and be joined by the film¹s director, Suzanne Mitchell of NYC.
Mr. Hyde will be in the faculty lounge on Viewpoint University Friday Afternoon on 1140 KSOO.
This film won the Audience Award at the Sarasota Film Festival. It is also an official selection at Slamdance, Sedona, CineQuest, and Palm Beach International film festivals. The film is produced by two-time Academy Award documentary winner, Barbara Kopple.
As of 2013, over 500 wild horses roam freely on the 12,000 acres that Dayton Hyde has worked to preserve and protect. A published author and poet and ardent nature lover, Dayton has won both literary and conservation awards. He has made over 20 television appearances from Dick Cavett to Jeff Corwin.
"We¹re so pleased that after traveling to Utah, Arizona, California, and Florida this film and its founder are coming home to South Dakota," said Cinema Falls founder, Julie Anderson Friesen. "We're the first stop as this film moves on to the Black Hills Film Festival in early May. The sights and sounds of the lush, wild South Dakota landscape couldn't arrive at a better time for our city."
RUNNING WILD: THE LIFE OF DAYTON O. HYDE is currently scheduled for two screenings on Sunday, April 21st. The first is a VIP Matinee Fundraiser at ICON with doors opening at 2PM and film starting at 2:30PM. The $75 ticket includes a donation to the sanctuary, film admission, a movie poster signed by Dayton Hyde, post-film Q&A with both founder and filmmaker, and a gourmet dessert reception including "meet & greet."
The doors will re-open at 5:30pm with live music from respected singer, songwriter Dan Mahar with the film beginning promptly at 6:30pm. A post-film Q&A will follow. Tickets are $11.50.
Tickets available on the www.CinemaFalls.com website TICKETS tab.
Movie Trailer: Cinema Falls: RUNNING WILD: The Life of Dayton O. Hyde

subset: commoncrawl


text:
Buying Time
This story appears in the March 1999 issue of Business Start-Ups magazine. Subscribe »
The question I get asked the most is, "If I don't have enough money for a patent, what else can I do?" In the long run, a patent is the only way to protect your invention. However, in June 1995, the U.S. Patent and Trademark Office (PTO) created another way to protect your invention and buy you some time. For a small fee, you can file a provisional application for a patent.
Tomima Edmark, the woman famous for her Topsy Tail invention has now turned her creative talents to the competitive retail arena of intimate apparel, HerRoom and HisRoom.
To Save and Protect
The provisional application was created to provide an inexpensive way to file an initial application for a utility patent. (Provisional applications for design inventions are not allowed.) To that end, it allows an applicant to file without providing all the information required for a standard patent application, such as patent claims, oath, declaration, information disclosure statement and all prior ideas that could be similar to yours.
So what do you get when you file a provisional application? For starters, you get to establish an early effective filing date on your invention, avoiding, at least for a while, the considerable time and expense of an official patent application. In effect, a provisional application holds your place in the patent application line.
This type of application also allows you to mark your product with the notice "Patent Pending" for one year, should you place your idea on the market. This notice serves as a warning to potential copiers that you are protecting your idea.
The provisional application for a utility patent also provides a quick and inexpensive way to test an idea's commercial potential before you make the expensive and time-consuming commitment involved in filing a formal patent. The fee for a standard utility patent is $380, while a provisional patent as an individual applicant costs only $75, and it gives you some security against having your idea stolen during its commercial promotion.
Unlike a patent, which is eventually disclosed, a provisional application is always kept confidential. Additionally, you could file many provisional applications for a patent on an idea and then consolidate them into one formal patent application within a year of filing the first provisional patent. This is of great benefit should you discover more patentable qualities after filing the initial provisional application: You won't lose the opportunity for inclusion as you would with a formal application, which can't be altered once it's filed.
A formal patent application requires all inventors of the idea to be included on the application. If you fail to include a name or wish to exclude a name, there's quite a bit of paperwork involved, which can prove to be expensive. With a provisional application, submission or omission of an inventor's name is simply achieved by the filing of a petition.
Should you decide, after one year, to turn your provisional application for a patent into a formal patent application, the result will be protection for 21 years from the provisional application filing date.
Words to the Wise
As wonderful as this type of application sounds, I have a few words of caution. You should know that a provisional application for a patent is not examined on its merits. Therefore, don't assume that because you have a provisional application on file, you'll automatically receive a patent when you file a formal application.
Also, when you disclose your invention, be as complete and comprehensive as possible. If, for some reason, the claims in your formal application aren't supported by your earlier provisional application, you won't be allowed to use the filing date of the provisional application. Also, there must be at least one common inventor on both the provisional and nonprovisional applications, or you not only lose your place in the application line, you forfeit the rights to your idea altogether.
There are some additional rules you need to follow to keep your provisional application legitimate. You must file a formal patent application before the one-year deadline. If that deadline falls on a Saturday, Sunday or federal holiday, your formal patent application must be filed beforehand. If you take no action to turn a provisional application into a formal patent application within the one-year time frame, the application will automatically be abandoned by the PTO. Also, filing a provisional patent without the appropriate cover sheet and filing fee will result in a surcharge of as much as several hundred dollars.
Although a provisional application (as well as a formal patent application) can be filed without the help of an attorney or agent, it's highly recommended that you at least consult with one or the other before filing. The laws and filing procedures are very complex; it would be a shame to unknowingly make a mistake and have it negatively impact your invention. For a listing of patent attorneys and agents in your area, you can go to the PTO Web site (http://www.uspto.gov) or call (202) 512-1800.
Strategic Planning
Intellectual property attorney Robert Chiaviello of Baker & Botts LLP in Dallas has some sound advice for anyone filing a provisional application for a patent. "When discussing your idea with someone else, never tell them if the application you have on file is provisional rather than formal," he says. If they know it's provisional, according to Chiaviello, they know you'll probably wait a year before starting the formal patent process. A competitor can put your idea on the market and sell it with impunity during your "patent pending" phase. If they know your filing date, they know they have one to three years before your patent will be issued. You should keep all filing dates a secret to protect your idea from competitors who make a business out of bringing ideas to market before the rightful owner of the idea can get a patent issued.
Starting the Process
If, once you examine the pros and cons carefully, you decide a provisional application is a good idea for your invention, you can begin the application process. The nuts and bolts of filing a provisional application for a patent are pretty straightforward. Here's what you need to include:
- A written description of the invention
- Any drawings that will aid in the understanding of the invention
- The names of all inventors
- The appropriate filing fee. This must be a certified check or money order made out to the Commissioner of Patents and Trademarks
- A cover sheet identifying your patent application as provisional
The cover sheet, which labels your application as a provisional one, must include the inventor's name(s) and residence(s), invention title, attorney or agent information, a correspondence address, and the name of any U.S. government agency that might have a property interest in the application. You can download a sample cover sheet from the PTO Web site. The cover sheet form number is PTO/SB/16.
For more information on provisional applications for patents, you can call the Office of the Deputy Assistant Commissioner for Patents Policy and Projects at (703) 305-9285. For a copy of a brochure on provisional patents or to listen to general patent information, call the PTO General Information Services Division at (800) 786-9199


text:
Web site by Dealer.com
8278 Hwy 3B
Directions Trail, BC V1R 4W4
Introducing a brand new vehicle platform that allows for available hybrid technology and best-in-class highway fuel economy1, up to eight-passenger seating, a quiet interior and roomy cargo space. The ultimate family vehicle.
It all started with a clean sheet of paper and the desire to create a true original. The result is a minivan with a brand new vehicle architecture, striking good looks and unprecedented functionality.
The Chrysler Pacifica features several innovations and more than 100 standard and available safety and security features. That means you'll always feel well protected inside.
Life is just better when you're entertained. That's why you'll find awesome features like available Uconnect® Theatre system featuring dual 10-inch touchscreens mounted to the first-row seatbacks with a Blu-ray®/DVD player, video USB port and HDMI inputs. Integrated apps and games include Backseat Bingo, Sudoku and "Are We There Yet?", a fun app that allows passengers to view the distance remaining to their destination and estimated arrival time on navigation-equipped models.


text:
Teaser - next project
For anything related to customising basses. Tuners, Bridges, Pickups
Re: Teaser - next project
Onto the most terrifying and fun bit to date - shaping the neck. This has all been done with a rasp to take it down close to where I want it, a file to smooth off and a tidy up with sandpaper. I've used a technique called faceting. I bevelled each side at 45 degrees getting close to the depth I wanted, and then filed off the two new edges I made, and then the four new smaller edges and so on (over and over until you end up with it nicely rounded).
Here is another view. Still a few rasp marks to sand out and need to blend the ends to make nice transitions, but it feels pretty good already.
Here is another view. Still a few rasp marks to sand out and need to blend the ends to make nice transitions, but it feels pretty good already.
- Fenderfan
- Silver Member
- Posts: 229
- Joined: Wed Oct 27, 2010 5:44 pm
- MySpace Page: myspace.com/snowblindnz
- Bands / Groups: Snowblind
- Location: Auckland
Re: Teaser - next project
awesome, looks like fun. What radius / profile are you shaping the neck to?
Fender MIA Precision, Squier Jazz, Genz Benz Shuttle 6.0, Ashdown ABM 1x15, 2 x DIY Jack 112 now complete!
Re: Teaser - next project
I was afraid someone was going to ask that. I modelled the neck on my Vintage Modified fretless Jazz which I reall like. The fretboard radius is 9.5 inches and it has the skinny little 39mm width at the nut. The neck is a little bit deeper than I planned. The fretboard wood is really nice so made that a bit thicker than normal. Then I realised that made the truss rod slot sit a little deeper in the neck, so couldn't take as much wood off the back of the neck as I thought. It feels like a telecastor bass neck to me.
Re: Teaser - next project
I was wondering about this project the other day. Looking good Joppo, so exciting
Re: Teaser - next project
Great work Joppo. I agree with John, this is an exciting thread!
2x BFM Jack 112 (DIY), Cort Action A, GenzBenz Streamliner 600.
Re: Teaser - next project
Somewhat overdue for an update. Haven't had too much time to work on the neck over summer, but have finished shaping the neck and just down to the fine sanding. I have sealed the neck with shellac and oiled the fingerboard, so it now looks pretty much what it will be like when finished. The shellac show up any blemishes that need further sanding, so I'm just sanding, adding another layer of shellac and repeating until I'm really happy with it. Then I'll spray the neck with Nitrocellulose to finish it.
Re: Teaser - next project
Finally made some decisions about the body, and cut the timber! This is gluing the two halves together to make the body blank.
Re: Teaser - next project
A rough tracing of the body shape on the Kauri blank
Re: Teaser - next project
To give an idea of perspective, here it is with the neck sitting in place. Probably a little hard to see the pencil line in this one, but hopefully enough to get the idea
Re: Teaser - next project
I like it. It is kind of like a gretsch body
- pins
- Gold Member
- Posts: 810
- Joined: Wed May 05, 2010 1:43 pm
- Bands / Groups: Naked Gun (Covers),still just filling in on bass after 26 years.
Butt Scratch (Bus Crash) originals band.
- Location: Napier
Re: Teaser - next project
Cool shape and Kauri,I like it.
Re: Teaser - next project
Zombie thread! Finally made a decision about electronics and hardwear, so time to get back on the job and finish this bass. Here is the body template with the bridge and a chromed control plate. I am thinking of making the control plate out of wood so I can shape the top, so might change the shape of that a little bit.
- Gold Member
- Posts: 1820
- Joined: Fri Dec 01, 2006 8:36 pm
- MySpace Page: not available
- Bands / Groups: Pony Jones
- Location: Chch
Re: Teaser - next project
Good work Nev
Slave to the Rhythm Changes
Re: Teaser - next project
Oh boy oh boy oh boy!!! Pickups have arrived. Time to get routing
Re: Teaser - next project
That's cool man... I bet you can't wait to try it out!
Musicman Sterling, Fender Jazz, GK 800RB, 400RB, Neo412, Neo112, 410T


text:
ISO 37001:2016 Introductory Course
Monday 22nd October 2018
9:00am - 5:00pm
This event took place on 22nd October 2018, so you won't be able to enquire. They may run the event again in the future. Contact the member by visiting their profile using the 'Member Profile' link above.
Achieving ISO 37001:2016 training is the first step of demonstrating your organization's commitment to implementing an effective Anti-Bribery Management System. Our?ISO 37001:2016 Introductory training will provide you with core knowledge of the standard and the global regulatory framework.
ISO 37001:2016 Introductory Course
Corporate Research and Investigations Group
Thank you for you enquiry.
Your CPD request has been sent to the relevant accredited CPD provider. We hope this is of help.
Click here to search for more CPD courses and events.
Kind regards
The CPD Service


text:
I'm signing out for the day.
My mood sucks.
Work is killing me so badly that I want to poke my eyes out.
I need a massage, but when I tried to schedule one for tonight, only **Chris** was available and **Chris** is a man, so that's out for me.
Going to the gym this evening to get it all out.
Then home to paint my toe nails and watch a scary movie alone.
Friday, January 30, 2009
Poopy Attitude
I'm signing out for the day.
Posted by Danica at 1:42 PM 6 comments
Labels: gym, scary movie, work
Wednesday, January 28, 2009
Take one...take two....action!
I've been trying out my new Nikon D40 camera this month and here are some of my favorite shots.
Boots and Boomer
LW officiating a basketball game at the Schott
Snowstorm January 28th
My favorite random shot
Tuesday, January 27, 2009
He wants to go away Valentine's Day weekend!
LW has a 17 year old daughter that lives in Arizona. He hasn't seen her since this summer, so he was planning a trip out there soon to go see her. With my work schedule being crazy and my project implementation date being the weekend of Valentine's Day, he decided to go see Lauren that weekend.
I have two feelings about this. One, I know he misses Lauren like crazy, so I so badly want him to get out to see her and I know it would make him so much happier. BUT there's that part of me that's a little sad that he won't be home for V-Day. I'm not a huge supporter of V-Day but I was hoping that maybe I would be since I finally found someone I can love and someone who loves me.
I want him to go see Lauren. He needs to go see her. She misses him and he misses her. I see it on his face every day he looks at her picture. I can't imagine how hard it is to be away from your child. I just wish he would have picked a different weekend.
I'm not stopping him from going because that would be wrong. I just needed a place to express my saddness because I don't want to let him know how down it would make me for him to be gone during Valentine's Day. Odds are I will be working the most crazy hours that day, so it wouldn't be fair of me to ask him to stay home, when quite frankly I don't know if I'll be home.
I did mention this morning that I hope that him, Kassidy and I can all go see Lauren this summer....a family vacation of sorts. He seemed excited that I would want to take time off to be with his children. Why not? I hope one day they become my family.
Posted by Danica at 11:03 AM 7 comments
Labels: Kassidy, Lauren, LW, Valentine's Day
Monday, January 26, 2009
Crispy Critter
I am one crispy critter!!! I thought it was time I get my tan back. HA! I've been tanning off an on over the years and last year I took a break due to a skin cancer scare (had a mole removed, but all was good!). I decided yesterday, of all days, to get back into the tanning beds. OUCHIE
I was fine until last night when LW thought he was going to put the moves on me. As soon as his hand hit my back I yelped in pain. That's right pain!!!! The kind of pain that begs me to have him leave me alone...the kind of pain that is visible from the outside. I am a lobster. Red as can be. Shiney like Rudolph!
I wish I had a picture to share, but my arms are too sore to reach that high.
I can't wait for all of the comments from my fellow co-workers today!
It's gonna be a fantastic day!
Posted by Danica at 7:58 AM 4 comments
Thursday, January 22, 2009
Weight Loss
I swear my weight loss journey has had it's ups and downs lately. But with work being so stressful the only thing that is helping is going to the gym. Imagine that. HA! These last two weeks I have worked from 7am to 4pm, ran to the gym for 45 min cardio and 15 min weight training, home to shower and then I log into work from 7:45 to 10 or 11pm. While it stinks, I seem to get more done in the evening when I am de-stressed. Amazing what an hour at the gym can do for your mind and your body.
With that said, I am down 11 pounds from last year. I know that seems like a small amount lost in a great big amount of time, but I feel good saying it. When my Mom died I was at my heaviest weight ever. I never had time for the gym because I was taking care of her, running to the hospital, feeling sad, etc.
So it's about time that darn weight is coming off. My goal is to reach another 12 pounds lost. I can do it, if I put my mind to it. I'm committed but can I stay committed?
Weight loss is such a huge struggle for me. Never in my life did I have to worry about it. I was always active and always skinny. Food was never super appealing to me, although I never passed up a chocolate bar. :-) It's hard admitting that I lost control along the way. But I'm gaining it back and slowly realizing what's good for my body. I want to live a long healthy life. I don't want to die young like my Mother. I don't want to say I can't do something when I know I can!
So today I record 11 pounds lost, 12 pounds to go!!!!
Posted by Danica at 7:48 AM 7 comments
Wednesday, January 21, 2009
Cry Baby
Today I woke up feeling miserable...emotional, frustrated, tired. My problem...work. I'm tired of working late...I'm tired of logging into work when I get home...I'm tired of giving up my weekends or shortening my weekends for work.
So this morning, after not sleeping because I'm thinking about how to fix a problem with a test case, I get out of the shower and bang the hell out of my elbow. The elbow I broke on NYE a few years back (funny story!)...the elbow that if it is touched the wrong way, will send me into a crying spree.
I cry. LW says, "Are you okay?" And I cry and I cry and I can't catch my breath and then I start spewing how tired I am, how I need a vacation, how I wish George (my monthly friend) would go away and how I wish for once I could take a day off and not think about work.
Then I realize...my elbow is swollen and bruised. SHIT
Damn that hurt.
And so it is...I go to work with a swollen elbow, bloated as hell, and realize the only good thing coming out of this day is that I get to watch LOST tonight.
All is well now (as I type with a bruised elbow!).
Posted by Danica at 12:47 PM 9 comments
Sunday, January 18, 2009
No Time...really?
Life is so busy right now. I try to remind myself that I have to slow down or else. Or else what? Yesterday I took a nap which is something I never do. I was so tired from work I could hardly stand it. So I slept for three hours. Then got up...ate, played a little Wii, and went right to sleep by 9pm on the couch.
I can't get enough sleep these days. Dunno if it's the stress from working or what. Thankfully LW is supportive and just lets me sleep.
Anyhow I feel like I have no time to blog, to chat or to read other's blogs. So I'll do my best to get all caught up this week.
So now I'm off to work. Yes..I said work. It's 7:17pm on Sunday night and I need to work. Right now life revolves around work until Feb 16th when the upgraded system goes live. I have given my life to this project and I hope and pray that I can survive and that it goes in without any flaws.
Shew....should I nap or work?!
Posted by Danica at 7:15 PM 3 comments
Labels: LW
Wednesday, January 14, 2009
Changing my blog!
I've decided my blog needs some big time changing! I'm no longer single so it didn't make sense and I also need to get a new layout going. Hopefully the layout will be coming soon!
And for those that ask...Happy Girl is a screen name I use on a chat board, and it fits my life right now, so walah!
Posted by Danica at 12:15 PM 10 comments
I've been tagged!!
Here is how it goes: go to your 4th folder (where your pictures are stored) and find the 4th picture....and post it. then explain it.
This is a picture of me and my friend Bev. We were at a 50th birthday dinner for a friend of ours (Brad).
I'll tag: oh crap everyone I know has already been tagged...how about Emily, Cassie and Natalie.
Posted by Danica at 12:04 PM 0 comments
Let it snow, let it snow, let IT snow!!!!
I love it! It's cold (not the best part) and it's snowing (the greatest part of winter)!! I love snow. It's unbelievable how much I love snow. I could talk about snow all day that's how much I love it! I love building snowman, being inside watching it fall and the list goes on! I think it's in my blood as my Dad is from North Dakota and there you can have snow in August!!!
What I don't love is that LW and Chuck will be driving to PA this afternoon to officate a college basketball game this evening. I worry enough as it is when he travels to these games...add snow and I'm doubly worried. Good thing Chuck and him will be together (usually he goes alone). I'm more comfortable with him having company (Chuck's an official too).
Wish I had pictures to share. Oh and right before the wonderful snow started falling, the most beautiful sunrise was happening. It was orange and in the cold of the city it looked all mysterious. LW said he snapped a shot for me from home (he's working from home until he leaves for the game), so I'll have to post it if I have time tonight.
Posted by Danica at 11:41 AM 1 comments
Labels: basketball, Chuck, LW
Monday, January 12, 2009
Friday Rewind
I'm an idiot!!! LW and I have only been together 8 months. I guess it feels like the time has gone by quicker than what it really has. Amazing....
I'll post more about the weekend with K and the basketball tournaments. Just super busy with work right now. Suffice it to say, all of us had a great weekend! :-)
Posted by Danica at 7:34 AM 1 comments
Friday, January 9, 2009
Happy 9 Months
Today LW and I are celebrating our 9 months of being together. It seems like forever ago when I saw him walking down the aisle at work wondering if he was single and looking or single and wishing to hell women would leave him alone.
I have completely fallen in love with this man. And I am so fortunate that him and K have entered into my life.
As for a celebration...he has a basketball game tonight. Go figure! So K and I will watch him officiate and have dinner with him...together...as a family. The way life was meant to be celebrated...with family and with those you love.
Posted by Danica at 1:02 PM 7 comments
Monday, January 5, 2009
Sometimes I Just Want to Fit In
That's how I feel today. I feel like I try so hard to be friends with people and fit into their cliques and I just don't. I don't know why, but I wish I did.
Ever since I was in grade school I was the nice girl you wanted to be friends with, but for some reason I wasn't invited to parties or social gatherings. It always bothered me as a kid. And now as an adult, those cliques still exist and yet I'm still the nice girl you want to know, but not the one you want to hang out with. If I'm not the one planning the party, lunch, dinner, etc, then people most likely aren't calling me to come to a gathering, or a cookout or shopping.
It's lonely sometimes.
I know it doesn't make sense but it's bothered me the last couple of days and talking about it helps.
Posted by Danica at 7:31 AM 12 comments
Saturday, January 3, 2009
A year ago today we buried my Mom. It was a day unlike today...which if you're in Ohio...it's sunny out and not too bad on the chilly side. When we buried my Mom it was snowing out! Snow was everywhere and I swear my Mom ordered it up because she loved snow so much. I'm alot like her...I could sit and watch it fall for hours.
I spoke at her funeral. It was very short and sweet, although I don't remember much of what I said because I think I was still in shock. Plus when I looked to the back of the church, there sat my first ex-husband (yes I have been married and divorced twice). He was invited as my Mom loved him to pieces and of course so did I; we just couldn't figure out how to be married. He even came to the hospital to say good-bye to her and I can't tell you how much that meant to me and to my Mom. We both loved him very much.
At the graveside it was SO darn cold out. And here I sit in chronological order of age next to my siblings, who all had their spouses standing behind them holding their shoulders. For a minute I felt sorry for myself. It was the wrong moment for that, but sometimes with grief comes feeling sorry for yourself for being alone, but then out of no where comes three of my dearest friends, one them handing me hand warmers over my shoulder. And of course all three of them stood behind me and for once I felt like I wasn't alone.
It's just so hard to think a year has come and gone. I've lost grandparents before and Aunts and Uncles, but no one that I was this close to. It's tough. And when you lose someone, there's a process your emotions go through. I think I have cycled through most of them...denial, saddness, grief, devestation, lonlieness, guilt, forgiveness.
Now it's time for rememberance through laughter. I know there will be tough days...her birthday, my birthday...weddings..anniversaries, but some how some way the better days will now out weigh the bad ones.
I love you Mom. And I miss you like crazy.
Posted by Danica at 2:27 PM 3 comments


text:
Searched for:
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- document
Purpose: In biomedical research, imaging modalities help discover pathological mechanisms to develop and evaluate novel diagnostic and theranostic approaches. However, while standards for data storage in the clinical medical imaging field exist, data curation standards for biomedical research are yet to be established. This work aimed at...journal article 2019


text:
Bibliographic record and links to related information available from the Library of Congress catalog
Copyrighted sample text provided by the publisher and used with permission. May be incomplete or contain other coding.
Flirtin' with the Monster
Life was good
before I
the monster.
was great.
for a little while.
Text copyright © 2004 by Ellen Hopkins
So you want to know all
about me. Who
I am.
What chance meeting of
brush and canvas painted
the face
you see? What made
me despise the girl
in the mirror
enough to transform her,
turn her into a stranger,
only not.
So you want to hear
the whole story. Why
I swerved
off the high road,
hard left to nowhere,
indifferent to those
coughing my dust,
picked up speed
no limits, no top end,
just a high velocity rush
to madness.
Text copyright © 2004 by Ellen Hopkins
everything changes.
Some might call it distorted reality,
but it's exactly the place I need to be:
no mom,
Marie, ever more distant,
in her midlife quest for fame
no stepfather,
Scott, stern and heavy-handed
with unattainable expectations
no big sister,
Leigh, caught up in a tempest
of uncertain sexuality
no little brother,
Jake, spoiled and shameless
in his thievery of my niche.
there is only the person inside.
I've grown to like her better
than the stuck-up husk of me. She's
not quite silent,
shouts obscenities just because
they roll so well off the tongue
not quite straight-A,
but talented in oh-so-many
enviable ways
not quite sanitary,
farts with gusto, picks
her nose, spits like a guy
not quite sane,
sometimes, to tell you the truth,
even I wonder about her.
there is no perfect daughter,
no gifted high-school junior,
no Kristina Georgia Snow.
There is only Bree.
Text copyright © 2004 by Ellen Hopkins
On Bree
I suppose
she's always been
there, vague as a soft
copper pulse of moonlight
through blossoming seacoast
I wonder
when I first noticed
her, slipping in and out
of my pores, hide-and-seek
spider in fieldstone, red-bellied
I summon
Bree when dreams
no longer satisfy, when
gentle clouds of monotony
smother thunder, when Kristina
I remember
the night I first
let her go, opened the
smeared glass, one thin pane,
cellophane between rules and sin,
Text copyright © 2004 by Ellen Hopkins


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Agatha Ruiz de la Prada started her fashion career in 1980 and has since maintained her style throughout the international fashion movement. She has designed her own global language of fashion- an authentic revolution against the already established. Her designs reflect love, humour and optimism which she achieves through her extraordinary use of colours and shapes as the basis for the world she has created. From this, Agatha obtains a unique and organic element in all of her works. Agatha Ruiz de la Prada's concept is that life should embrace the smallest details to compose a world full of colour and vitality.
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KALAMAZOO — Okay, let's start with full disclosure: My son, brother and two nephews went to Western Michigan University. So it's hard for me to be entirely objective about the home of the Broncos.
But heck, even a Central Michigan Chippewa would be impressed by what I saw Thursday as the Great Lakes Innovation and Technology Report's 2012 Fall Tech Tour stopped in southwest Michigan.
My day began with breakfast at the best breakfast place arguably on, oh, THE ENTIRE PLANET, Rykse's on Stadium Drive, with Cheryl Roland, WMU executive director of university relations, and Dan Litynski, WMU vice president for research.
Litynski said the university is about a year into a project to bring focus groups of university staff together to identify areas where WMU could pursue more research dollars. The university currently does about $29 million a year in sponsored research, out of about $100 million in applications. An effort is also afoot to boost the approval rate, Litynski said.
The big news now at Western is that its Parkview Campus, also known as the Business Technology and Research Park, is within seven acres of filling its 183-acre site. An adjacent strip of land between Parkview Drive, US-131, Drake Road and Stadium Drive is being considered for a BTR Park expansion.
Western's also building a medical school that plans to open in August 2014 with an initial class of 50. Its home will be in downtown Kalamazoo, a 330,000-square-foot, seven-story former Upjohn Co. building with plenty of laboratory space. No less than 300 people in the Kalamazoo community have been involved in planning committees for the med school.
After a world-class omelet it was off to WMU's Parkview Campus to the College of Engineering and Applied Sciences, to visit a true engineering renaissance man, John Patten, chair of WMU's manufacturing engineering department.
Patten and a recent WMU Ph.D. graduate, Deepak Ravindra, have developed a method to machine extremely hard and brittle materials that previously couldn't be machined. They take a powerful laser and shine it through an optically transparent cutting tool. The diamond cutting tool focuses the laser's power, softening the material so the diamond can cut it. Ravindra said the technology concentrates gigawatts of power on a tiny spot out of a 100-watt laser.
Micro-Laser Assisted Machining Technologies LLC was formed in June 2011, licensing the technology from the university. It's received a federal Small Business Innovation Research grant to further develop the technology and has an office in the engineering building.
Patten said he's been interested in the technology since 1985 and spent over a decade researching the science behind it — how the process works — before attempting to commercialize it.
"People cut with diamonds, people cut with lasers, we merged the two into a hybrid device," Patten said. "We knew the science behind it and we were able to take advantage of that. We're working on machining very hard, brittle materials — silicon for the semiconductor industry, silicon carbide and glass."
Ravindra said the technology could replace the current method for making silicon carbide smooth — a lengthy and expensive polishing process. The technology could revolutionize the processing of brittle materials, dramatically reducing the time and cost to manufacture everything from complex semiconductors to optical mirrors.
Patten and Ravindra also attended a federal Innovation Corps boot camp with their business idea, in which they had to interview a minimum of 100 potential customers, and they're convinced they'll quickly have customers in what Ravindra said is a $90 billion potential market. Acceptance into I-Corps came with a $50,000 grant. The company is also a semifinalist in the Accelerate Michigan business plan competition.
Ravindra, who earned bachelor's, master's and doctoral degrees in mechanical engineering from WMU, is the entrepreneurial lead, while Tom Gross, a senior entrepreneur and CEO of another university startup, is the team's business mentor.
They're already talking to potential investors, including the Grand Angels in Grand Rapids, about investments to keep the company moving forward when the SBIR runs out next year.
"We'd like the machine tool companies to market this is an accessory," Patten said.
And that's not Patten's only research area, either. A longtime Toyota Prius driver who modified his car to become a plug-in hybrid before Toyota made them, Patten and his students are now experimenting on electric heating on a 2012 Prius. Patten said the engineering department is now home to four electric vehicles, which are charged by a wind turbine he had installed in front of the school.
He said he'd like to have a larger turbine installed as a demonstration project. It's certainly a highly visible location — 50,000 cars go by the engineering campus each day on US-131.
From the engineering campus it was back to Wood Hall in the heart of main campus and a visit with Charles "Jay" Emerson, an associate professor of geography who joined Western in 1999.
Emerson and colleague Robert Anemone, an anthropologist with a deep knowledge of paleontology, are developing a method to use satellite photography, spectral analysis, geological maps and elevation models to predict where scientists are likely to find fossils in Wyoming's Great Divide Basin.
That's a huge step, because the current method is straight out of Indiana Jones.
"Traditionally, you'll have a team of cars driving for miles and miles… and if they see a rock formation that looks kind of promising, they'll hop out and crawl the area, looking for fossils," Emerson said.
In that area, they're looking for fossils from the Eocene, around 55 million years ago, where you find fossils of early mammals — early ancestors of horses, rodents, and primates, the latter of which evolved into that flower of creation, homo sapiens — us.
That long ago, however, our great-times-practically-infinity grandma was "a pre-lemur, a little shrew-like creature. And these fossils are incredibly tiny. The gold standard is finding a jawbone."
Searching for stuff that small based on scientific intuition is "a very tedious and time consuming thing." But Emerson's and Anemone's method, published in the scholarly journal Evolutionary Anthropology, takes some of the guesswork out.
Using imagery from the Landsat 7 satellite, the two researchers trained an artificial neural netowrk to recognize the spectral signature of promising fossil sites along with four other types of land — wetlands, barren soil, forest and scrubland.
The computer searches the basin and picks out areas that are most similar to known fossil find areas. Since the researchers used 75 of their 100 known fossil sites to train the neural net, they tested the model on the remaining 25 sites, and found it to be 90 percent accurate.
Anemone and Emerson have now received a $180,000 grant to look at the technology in more detail, which will allow them to hire more researchers. And they're now using a more precise private satellite for imagery. The Landsat's images' pixels were about 14 meters in size, while the pixels of the private WorldView II are as small s half a meter.
The technology also has potential applications in monitoring crops, forestry and mining.
My final stop of the day was Western's College of Aviation, housed in the former passenger terminal of the Battle Creek Airport about 20 miles east of Kalamazoo.
There, Western trains about 700 students — around 450 flight students, 130 in airframe and powerplant maintenance and another 120 in aviation science and administration (which means running airlines, airports and air traffic control operations).
Captain Dave Powell, a former Air Force fighter pilot and 18-year veteran of United Air Lines, is dean of the school. He and associate dean Ray Thompson, a longtime aviation educator at Purdue University and in the United Arab Emirates, have successfully made Western part of PEGASAS, the Partnership to Enhance General Aviation Safety, Accessibility and Sustainability.
General aviation covers a broad spectrum, from business jets flying executives to hobbyists who build and fly their own kit aircraft. PEGASAS aims to make general aviation safer — while also making it more accessible to more people, meaning improvements in aircraft and in air traffic flow. And the effort aims to boost sustainability, through efforts to reduce aircraft noise and emissions.
Western is one of 12 schools that are part of the effort, which is led by Purdue. Western's role in the program will emphasize its longtime leadership in aircraft safety research, human factors research, crew training and pilot training. Western's engineering college will also assist in the effort.
WMU is also leading an effort to replace pilot flight bags with iPads.
That might sound simple and intuitive, but it's a huge step. Today's pilots carry suitcase-like bags full of technical manuals for the aircraft they're flying, plus air charts and maps of everyplace they might fly. And those charts — which show everything from obstructions on the ground to restricted airspace around airports — have to be updated every 56 days.
Powell said it's much easier to put those maps of highways in the sky onto an iPad.
As part of the initiative, the college has entered into an educational licensing agreement with ForeFlight LLC, a leader in the development of mobile apps for pilots. ForeFlight's app offers weather maps, instrument procedures and more.
The tool costs $725, and $50 a year to keep updated.
Well, that wrapped up my visit to Western. Impressive, huh? Some day, I'm going to get to the aviation college with enough spare time to let Capt. Powell take me up in one of the school's high-tech Cirrus four-seat aircraft. Until then, keep 'em flying, WMU!


text: by Bengt Nyman If you should be a drummer, you have to take into account that before you start playing, you must very first do warm-up moves. Usually, warm-up exercises for playing the drums needs drum rudiments or grinds. That being said, if you prefer your body to be all […] Warm-up Moves Ahead Of Playing The Drums10 Jan, 2015 in Drums tagged Ahead / alesis / Ancient literature / bass drum / Caribbean / celebrity / Crash/ride cymbal / Disc jockey / DJ Hype / Drum kit / drums / DVD / Moves / playing / Warmup by Manuel Marino


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There were a few moments Tuesday night at Seattle's Crocodile Cafe where I thought I was on the set of American Idol.
Yes, the karaoke was that good, and GeekWire's Fall Meetup was just the same, from the four intriguing elevator pitches to the awesome networking to the fantastic singing.
More than 200 people made it out to the Crocodile last night for a fun, high-energy Tuesday evening. GeekWire is proud to announce that we raised $1,600 for Year Up Puget Sound, a training program that provides low-income young adults with a combination of hands-on skill development, college credits, and corporate internships.
After everyone had a chance to grab a drink and mingle with the crowd, our three judges – Dan Shapiro, Liz Pearce and GeekWire's Jonathan Sposato – listened to four startup pitches and eventually awarded Rodney Stearns' Text No More, an app that rewards people for not texting and driving, with the first place grand prize package. Stearns won four gold passes to the Seattle Interactive Conference, one pass to NWEN's Entrepreneur University, and a $100 gift certificate to Amazon.
Here are the four presenters that pitched and took questions from the audience afterward:
- Rodney Stearns, A Safe Way Home/Text No More — Winner
- Phil Gordon, Jawfish Games — Runner-up
- Brian Monnin, Happly,
- Kristoph Cichocki-Romanov, Portals
Some impressive karaoke followed for two hours after that. We'll have a highlight video of our favorite clips — there were many — a bit later today.
It was great seeing our GeekWire friends, as well as so many new faces in the community. For now, enjoy some photos from the event below. We've also posted them on Facebook for tagging and sharing.
Thanks to our sponsors Microsoft Outlook, DLA Piper, Microsoft User Research, Silicon Valley Bank,Twilio and Turnstone.
[justified_image_grid limit=100 facebook_id=194162997274121 facebook_album=495730427117375]


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Edward Mallett is a native Houstonian. He is a graduate of Lamar High School, Dartmouth College, and the University of Texas, School of Law. He has served as President of the National Association of Criminal Defense Lawyers, President of the Texas Criminal Defense Lawyers and President of the Harris County Criminal Lawyers Association and, on June 17, 2016, was inducted into the Texas Criminal Defense Lawyers Association's Hall of Fame. Ed has served as a Special Prosecutor, appointed by the President of the State Bar of Texas. He has been board certified in criminal law by the Texas Board of Legal Specialization since 1975.
Ed returned to Houston after taking the Bar Examination, and has been in private practice ever since. His career in criminal defense started with court appointments. His early successes quickly led to retained cases, including serious felonies in state and federal courts. He is admitted to practice law by the State of Texas, the State of New York and the United States Supreme Court.
Ed's academic career also includes attending the Graduate School of Business at the University of Chicago, ten years on the faculty of the University of Houston School of Law, fifteen years teaching at the National Criminal Defense College and more than 100 publications and presentations on criminal law to bar associations and law students throughout the United States.
Gus Saper
I am Gus Saper, a fifth generation Houstonian and a third generation Texas A & M "Aggie". I have devoted my 42 year career as a trial lawyer dedicated to criminal defense work. However, over the years as the business world has become more regulated, I have found that my practice overlaps with that of a commercial trial lawyer. Often, civil litigation involving the SEC, CFTC and other government regulatory agencies is the precursor to criminal charges. Being able to handle these quasi-civil/criminal investigations is essential to a good outcome for the client. I pride myself in being able to do both. In addition, I represent those accused in both state and federal court with drug offenses, bank fraud, Medicare/Medicaid fraud, DWI/DUI, and various violent criminal offenses such as murder, robbery, and assault.
I am admitted to practice law in Texas, but I have and continue to take cases around the country. My practice has taken me to St. Croix in the U.S. Virgin Islands, California, Washington, as far west as Alaska, as well as England, Canada and Mexico.
I encourage you to contact my office and schedule a free evaluation of your case.
Fill out the form below to recieve a free and confidential intial consultation.


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In the Blog
Rock and Roll Manga
The cover of Inio Asano's new manga, Solanin, caught my eye–this band-aid faced, toque wearing, worried looking girl. What's her deal?
Meanwhile, her boyfriend Taneda is getting his old band, Ratti, back together, and thinking about quitting his day job too. They live like this for a while–Taneda writing new songs, and recording a demo, and Meiko spending her days in that bored/blissful state of unemployment, mostly playing video games and meeting friends for coffee.
And then, (spoiler alert!) I'm going to tell you what happens because I feel like this is where Solanin gets good.
Taneda dies. And Meiko decides that the best way to honour Taneda is for her to take his place in his band, and play his songs. Although she's never played guitar or sang before, Meiko becomes Ratti's new front-woman.
I like that it's not immediately easy for Meiko to play music. It's not like the power of her love for Taneda magically makes her play really well.
I feel like most fictional depictions of bands are pretty brutal ("Our first show! And all the record company big-wigs are in the audience! Now I'm gonna rock out on my $6000 guitar that doesn't seem to be plugged into anything!"). And while Solanin has a few of those moments, it also shows Rotti having grueling band practices, Meiko learning how gear works properly, and the excitement of just playing a song through.
And the epic first show? Opening for another local band who are getting sort of big. These are the low standards people familiar with indie music can relate to.
But that doesn't make it any less exciting.


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Homeschooled Student Guidelines
At Claremont McKenna College we acknowledge that students engage in a variety of approaches in order to achieve their education goals. Below you will find guidelines to assist homeschooled students in the process of applying to CMC. We encourage you to contact the office directly should you have any questions or need further clarification. If you are applying for admission as an Early Decision or Regular Decision student, you are required to follow regular application procedures. This process begins by completing your application online at www.commonapp.org.
We understand that perhaps you have chosen a non-traditional path to obtain a high school education. For this reason, in addition to the documents required on the Common Application, we ask that you submit the following documentation to assist us in understanding your educational journey.
Diploma/Curriculum Requirement
Please mail a homeschool transcript as organized by a parent, teacher, or educational agency. This record should include coursework information and/or an explanation of curricular approach. We are interested in understanding the philosophic reasons for homeschooling and approaches to obtaining your education. This document can include a description of what was studied, coupled with an annotated reading list (for less-structured curricular approaches).
Standardized Testing Requirement
Any student who applies to Claremont McKenna College must take the SAT or the ACT. Either exam must be taken with the writing section of the exam.
In addition, we ask homeschooled students to take two SAT Subject Tests. The first exam must be in math and the second should be taken in an academic discipline of the student's choosing (such as Foreign Language, History or Science). Individual tests can potentially be waived if college courses have been successfully completed in the disciplines required. Please contact the admission office if you think this is a possibility.
Interview Requirement
In an effort to get to know you better, we highly recommend that students travel to campus and participate in an interview. We also offer the opportunity to interview with our alumni in various cities throughout the country and abroad. If you live in an area where we do not offer alumni interviews, and you are unable to travel to campus, we will overlook this recommendation so long as a good-faith effort has been made.
Recommendation Requirement
We ask that homeschooled students submit four letters of recommendation.
- One Counselor Recommendation Letter: preferably from an educational supervisor, but it can be written by a parent.
- Two Teacher Recommendation Letters: preferably from those persons who have taught you in an academic subject.
- Extracurricular Letter: preferably written by a non-family member who knows you in a social or extracurricular context (examples are peers, clergy members, employers, coaches, etc).
The goal of the Admission Committee is to find the right match for Claremont McKenna College and to admit students who will be successful members of our community. If you would like to submit an extra statement explaining anything that you feel we have not asked, or if you would like to submit supplemental documentation with your application, it is welcome.
If you have any questions regarding your application, feel free to contact our office at (909) 621-8088 or at firstname.lastname@example.com. We look forward to working with you throughout this process.


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Read Microsoft Word - Instructions.January 2006.oitfix.1.31.DOC text version
Equal Employment Opportunity Commission Office of Federal Contract Compliance Programs
O.M.B. No. 3046-0007 Approval Expires 1/2009
EQUAL EMPLOYMENT OPPORTUNITY STANDARD FORM 100, REV. January 2006, EMPLOYER INFORMATION REPORT EEO-1
The Employer Information EEO-1 survey is conducted annually under the authority of Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e, et. seq., as amended. All employers with 15 or more employees are covered by Title VII and are required to keep employment records as specified by Commission regulations. Based on the number of employees and federal contract activities, certain large employers are required to file an EEO-1 report on an annual basis. See the Appendix for the applicable provisions of the law, Section 709(c) of Title VII, and the applicable regulations, Sections 1602.7-1602.14, Chapter XIV, Title 29 of the Code of Federal Regulations. State and local governments, school systems and educational institutions are covered by other employment surveys and are excluded from Standard Form 100, Employer Information Report EEO-1. In the interests of consistency, uniformity and economy, Standard Form 100 has been jointly developed by the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs of the U. S. Department of Labor, as a single form which meets the statistical needs of both programs. In addition, this form should be a valuable tool for companies to use in evaluating their own internal programs for insuring equal employment opportunity. As stated above, the filing of Standard Form 100 is required by law; it is not voluntary. Under section 709(c) of Title VII, the Equal Employment Opportunity Commission may compel an employer to file this form by obtaining an order from the United States District Court. Under Section 209(a) of Executive Order 11246, the penalties for failure by a federal contractor or subcontractor to comply may include termination of the federal government contract and debarment from future federal contracts. 1. WHO MUST FILE Standard Form 100 must be filed by -- (A) All private employers who are: (1) subject to Title VII of the Civil Rights Act of 1964, as amended, with 100 or more employees EXCLUDING State and local governments, primary and secondary school systems, institutions of higher education, Indian tribes and tax-exempt private membership clubs other than labor organizations; OR (2) subject to Title VII who have fewer than 100 employees if the company is owned or affiliated with another company, or there is centralized ownership, control or management (such as central control of personnel policies and labor relations) so that the group legally constitutes a single enterprise, and the entire enterprise employs a total of 100 or more employees. (B) All federal contractors (private employers), who: (1) are not exempt as provided for by 41 CFR 60-1.5; (2) have 50 or more employees; and (a) are prime contractors or first-tier subcontractors, and have a contract, subcontract, or purchase order amounting to $50,000 or more; or (b) serve as a depository of government funds in any amount, or (c) is a financial institution which is an issuing and paying agent for U.S. Savings Bonds and Notes. Only those establishments located in the District of Columbia and the 50 states are required to submit Standard Form 100. No reports should be filed for establishments in Puerto Rico, the Virgin Islands or other American Protectorates. 2. HOW TO FILE NOTE: Submission of EEO-1 data through the EEO-1 Online Filing System or as an electronically transmitted data file is strongly preferred. See paragraph 6, "EEO-1 Alternate Reporting Formats." Single-establishment employers, i.e., employers doing business at only one establishment in one location must complete a single EEO-1 online data record or submit a single EEO-1 paper report. Multi-establishment employers, i.e., employers doing business at more than one establishment, must complete online: (1) a report covering the principal or headquarters office; (2) a separate report for EACH establishment employing 50 or more persons; and (3) a separate report (Type 8 record) for each establishment employing fewer than 50 employees, OR an
Establishment List (Type 6 record), showing the name, address, and total employment for each establishment employing fewer than 50 persons, including a Type 6 employment data grid that combines all employees working at establishments employing fewer than 50 employees by race, sex, and job category. For the EEO-1 online application, keyed employment data automatically transfers to the overall Consolidated Report. The total number of employees indicated on the headquarters report, PLUS the establishment reports, PLUS the list of establishments employing fewer than 50 employees, MUST equal the total number of employees shown on the Consolidated Report. Employment data for multi-establishment companies, including parent corporations and their subsidiary holdings, must report all employees working at each company establishment or subsidiary establishment. For the purposes of this report, the term parent corporation refers to any corporation which owns all or the majority stock of another corporation so that the latter relates to it as a subsidiary.
All reports and information from individual reports will be kept confidential, as required by Section 709(e) of Title VII. Only data aggregating information by industry or area, in such a way as not to reveal any particular employer's statistics, will be made public. The prohibition against disclosure mandated by Section 709(e) does not apply to the Office of Federal Contract Compliance Programs and contracting agencies of the federal government which require submission of SF 100 pursuant to Executive Order 11246. Reports from prime contractors and subcontractors doing business with the federal government may not be confidential under Executive Order 11246.
Public reporting burden for this collection of information is estimated to average three and five tenths (3.5) hours per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed and completing and reviewing the collection of information. A response is defined as one survey form. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden to: The EEOC Clearance Officer Office of the Chief Financial Officer and Administrative Services Room 2100 1801 L Street, N.W. Washington, D.C. 20507 AND Paperwork Reduction Project (3046-0007) Office of Management and Budget Washington, D.C. 20503 The full text of the OMB regulations may be found at 5 CFR Part 1320. PLEASE DO NOT SEND YOUR COMPLETED REPORT TO EITHER OF THESE ADDRESSES.
This annual report must be filed not later than September 30. Employment figures from any pay period in July through September may be used.
4. WHERE TO FILE [Paper EEO-1 form(s) ONLY]
Mail one copy to the address indicated in the annual survey mailout memorandum.
An employer who claims that preparation or the filing of Standard Form 100 would create undue hardship may apply to the Commission for a special reporting procedure. In such cases, the employer must submit in writing a detailed alternative proposal for compiling and reporting information to: The EEO-1 Coordinator, EEOC-Survey Division, 1801 L Street, NW, Washington, DC 20507. Only those special procedures approved in writing by the Commission are authorized. Such authorizations remain in effect until notification of cancellation is given. All requests for information should be sent to the address above.
EEO-1 Terms Applicable To All Reporting Formats
Type of Report (Status Code) 1 Single-establishment company Multi-establishment company 2 Consolidated Report (Required) 3 Headquarters Report (Required) 4 Establishment Report (50 or more employees) 6 Establishment List (Option 1) 8 Establishment Report (less than 50 employees) (Option 2)
EEO-1 reporting is an electronic, online application. Pursuant to the Government Paperwork Elimination Act of 1998, we STRONGLY recommend that EEO-1 reports be submitted via the EEO-1 Online Filing System, or as an electronically transmitted data file. A copy of the prescribed EEO-1 data file format is available at the website address in the survey mailout memorandum; or by calling the telephone number or writing to the address in the survey mailout memorandum. Paper EEO-1 forms will be generated on request only, in extreme cases where Internet access is not available to the employer. An EEO-1 report submitted on paper must be prepared following the directions in paragraph 2, "HOW TO FILE".
Company Identification Refers to the company name and address of the headquarters office of the multi-establishment company (Report Types 2 and 3); or the establishment name and address. Employers Who Are Required To File Questions 1, 2 and 3 MUST be answered by all employers. If the answer to Question C-3 is "Yes", please enter the company's Dun and Bradstreet identification number if the company has one. If the answer is "Yes" to question 1, 2, or 3, complete the entire form. Otherwise skip to Section G. Employment Data Employment data must include ALL full-time and part-time employees who were employed during the selected payroll period, except those employees specifically excluded as indicated in the Appendix. Employees must be counted by sex and race or ethnic category for each of the ten occupational categories and subcategories. See Appendix for detailed explanation of job categories and race and ethnic identification. Every employee must be accounted for in one and ONLY one of the categories in Columns A thru N. Occupational Data--Employment data must be reported by job category. Report each employee in only one job category. In order to simplify and standardize the method of reporting, all jobs are considered as belonging in one of the broad occupations shown in the table. To assist you in determining where to place your jobs within the occupational categories, a description of job categories is in the EEO-1 Job Classification Guide or you may consult the "EEO-1-Census Codes Cross Walk" on the Commission's web site. For further clarification, you may wish to consult the Alphabetical and Classified Indices of Industries and Occupations (2000 Census) published by the U.S. Department of Commerce, Census Bureau. Establishment Information The major activity should be sufficiently descriptive to identify the industry and product produced or service provided. If an establishment is engaged in more than one activity, describe the activity at which the greatest number of employees work. The description of the major activity indicated on the Headquarters' Report (Type 3) must reflect the dominant economic activity of the company in which the greatest number of employees are engaged. Remarks Include in this section any remarks, explanations, or other pertinent information regarding this report. Certification If all reports have been completed at headquarters, the authorized official should check Item 1 and sign the Consolidated Report only. If the reports have been completed by the individual establishments, the authorized official should check Item 2 and sign the establishment report.
a. "Commission" refers to the Equal Employment Opportunity Commission. b. "OFCCP" refers to the Office of Federal Contract Compliance Programs, U.S. Department of Labor, established to implement Executive Order 11246, as amended. c. "Joint Reporting Committee" is the committee representing the Commission and OFCCP for the purpose of administering this report system. d. "Employer" under Section 701(b), Title VII of the Civil Rights Act of 1964, as amended, means a person engaged in an industry affecting commerce who has fifteen or more employees for each working day in each of twenty or more calendar weeks in the current or preceding calendar year, and any agent of such a person, but such term does not include the United States, a corporation wholly owned by the government of the United States, an Indian tribe, or any department or agency of the District of Columbia subject by statute to procedures of the competitive service (as defined in section 2102 of Title 5 of the United States Code), or a bona fide private membership club (other than a labor organization) which is exempt from taxation under Section 501(c) of the Internal Revenue Code of 1954; OR any person or entity subject to Executive Order 11246 who is a federal government prime contractor or subcontractor at any tier (including a bank or other establishment serving as a depository of federal government funds, or an issuing and paying agent of U.S. Savings Bonds and Notes, or a holder of a federal government bill of lading) or a federally-assisted construction prime contractor or subcontractor at any tier. e. "Employee" means any individual on the payroll of an employer who is an employee for purposes of the employer's withholding of Social Security taxes except insurance sales agents who are considered to be employees for such purposes solely because of the provisions of 26 USC 3121 (d) (3) (B) (the Internal Revenue Code). Leased employees are included in this definition. Leased Employee means a permanent employee provided by an employment agency for a fee to an outside company for which the employment agency handles all personnel tasks including payroll, staffing, benefit payments and compliance reporting. The employment agency shall, therefore, include leased employees in its EEO-1 report. The term "employee" SHALL NOT include persons who are hired on a casual basis for a specified time, or for the duration of a specified job (for example, persons at a construction site whose employment relationship is expected to terminate with the end of the employee's work at the site); persons temporarily employed in any industry other than construction, such as temporary office workers, mariners, stevedores, lumber yard workers, etc., who are hired through a hiring hall or other referral arrangement, through an employee contractor or agent, or by some individual hiring arrangement, or persons (EXCEPT leased employees) on the payroll of an employment agency who are referred by such agency for work to be performed on the premises of another employer under that employer's direction and control. It is the opinion of the General Counsel of the Commission that Section 702, Title VII of the Civil Rights Act of 1964, as
amended, does not authorize a complete exemption of religious organizations from the coverage of the Act or of the reporting requirements of the Commission. The exemption for religious organizations applies to discrimination on the basis of religion. Therefore, since the Standard Form 100 does not provide for information as to the religion of employees, religious organizations must report all information required by this form. f. "Commerce" means trade, traffic, commerce, transportation, transmission, or communication among the several States; or between a State and any place outside thereof; or within the District of Columbia, or a possession of the United States; or between points in the same State but through a point outside thereof. g. "Industry Affecting Commerce" means any activity, business or industry in commerce or in which a labor dispute would hinder or obstruct commerce or the free flow of commerce and includes any activity or industry "affecting commerce" within the meaning of the Labor Management Reporting and Disclosure Act of 1959. Any employer of 15 or more persons is presumed to be in an "industry affecting commerce." h. "Establishment" is an economic unit which produces goods or services, such as a factory, office, store, or mine. In most instances, the establishment is at a single physical location and is engaged in one, or predominantly one, type of economic activity. (definition adapted from the North American Industry Classification System - 2002). Units at different physical locations, even though engaged in the same kind of business operation, must be reported as separate establishments. For locations involving construction, transportation, communications, electric, gas, and sanitary services, oil and gas fields, and similar types of physically dispersed industrial activities, however, it is not necessary to list separately each individual site, project, field, line, etc., unless it is treated by you as a separate legal entity. For these types of activities, list as establishments only those relatively permanent main or branch offices, terminals, stations etc., which are either: (a) directly responsible for supervising such dispersed activities; or (b) the base from which personnel and equipment operate to carry out these activities. (Where these dispersed activities cross State lines, at least one such "establishment" should be listed for each State involved.) i. "Major Activity" means the major product or group of products produced or handled, or services rendered by the reporting unit (e.g., manufacturing airplane parts, retail sales of office furniture) in terms of the activity at which the greatest number of all employees work. The description includes the type of product manufactured or sold or the type of service provided.
services required for the performance of a government contract or federally assisted construction contract. e. "Contracting Agency" means any department, agency and establishment in the executive branch of the government, including any wholly-owned government corporation, which enters into contracts. f. "Administering Agency" means any department, agency and establishment in the executive branch of the government, including any wholly-owned government corporation, which administers a program involving federally-assisted construction contracts.
a. At the time of an award of a subcontract subject to these reporting requirements, the prime contractor shall inform the subcontractor of its responsibility to submit annual EEO-1 employment data in accordance with these instructions. b. If prime contractors are required by their Contracting Officer or subcontractors by their prime contractors, to submit notification of filing, they shall do so by ordinary correspondence. However, such notification is not required by and should not be sent to the Joint Reporting Committee.
a. "Order" means Executive Order 11246, as amended. b. "Contract" means any government contract or any federally-assisted construction contract. c. "Prime Contractor" means any employer having a government contract or any federally-assisted construction contract, or any employer serving as a depository of federal government funds. d. "Subcontractor" means any employer having a contract with a prime contractor or another subcontractor calling for supplies or
Self-identification is the preferred method of identifying the race and ethnic information necessary for the EEO-1 report. Employers are required to attempt to allow employees to use selfidentification to complete the EEO-1 report. If an employee declines to self-identify, employment records or observer identification may be used. Where records are maintained, it is recommended that they be kept separately from the employee's basic personnel file or other records available to those responsible for personnel decisions. Race and ethnic designations as used by the Equal Employment Opportunity Commission do not denote scientific definitions of anthropological origins. Definitions of the race and ethnicity categories are as follows: Hispanic or Latino - A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race. White (Not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa. Black or African American (Not Hispanic or Latino) - A person having origins in any of the black racial groups of Africa. Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) - A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands. Asian (Not Hispanic or Latino) - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam. American Indian or Alaska Native (Not Hispanic or Latino) A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment.
Two or More Races (Not Hispanic or Latino) - All persons who identify with more than one of the above five races. Instructions for assigning employees into the race/ethnic categories: Hispanic or Latino - Include all employees who answer YES to the question, "Are you Hispanic or Latino". Report all Hispanic males in Column A and Hispanic females in Column B. White (Not Hispanic or Latino) - Include all employees who identify as White males in Column C and as White females in Column I. Black or African American (Not Hispanic or Latino)- Include all employees who identify as Black males in Column D and as Black females in Column J. Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) - Include all employees who identify as Native Hawaiian or Other Pacific Islander males in Column E and as Native Hawaiian or Other Pacific Islander females in Column K. Asian (Not Hispanic or Latino) - Include all employees who identify as Asian males in Column F and as Asian females in Column L. American Indian or Alaska Native (Not Hispanic or Latino) Include all employees who identify as American Indian or Alaska Native males in Column G and as American Indian or Alaska Native females in Column M. Two or More Races (Not Hispanic or Latino) - Report all male employees who identify with more than one of the above five races in Column H and all female employees who identify with more than one of the above five races in Column N. As to the method of collecting data, the basic principles for ethnic and racial self-identification for purposes of the EEO-1 report are: (1) Offer employees the opportunity to self-identify (2) Provide a statement about the voluntary nature of this inquiry for employees. For example, language such as the following may be used (employers may adapt this language): "The employer is subject to certain governmental recordkeeping and reporting requirements for the administration of civil rights laws and regulations. In order to comply with these laws, the employer invites employees to voluntarily self-identify their race or ethnicity. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information obtained will be kept confidential and may only be used in accordance with the provisions of applicable laws, executive orders, and regulations, including those that require the information to be summarized and reported to the federal government for civil rights enforcement. When reported, data will not identify any specific individual."
The major job categories are listed below, including a brief description of the skills and training required for occupations in that category and examples of the job titles that fit each category. The examples shown below are illustrative and not intended to be exhaustive of all job titles in a job category. These job categories are primarily based on the average skill level, knowledge, and responsibility involved in each occupation within the job category.
The Officials and Managers category as a whole is to be divided into the following two subcategories: Executive/Senior Level Officials and Managers and First/Mid Level Officials and Managers. These subcategories are intended to mirror the employer's own well established hierarchy of management positions. Small employers who may not have two well-defined hierarchical steps of management should report their management employees in the appropriate categories. Executive/Senior Level Officials and Managers. Individuals who plan, direct and formulate policies, set strategy and provide the overall direction of enterprises/organizations for the development and delivery of products or services, within the parameters approved by boards of directors or other governing bodies. Residing in the highest levels of organizations, these executives plan, direct or coordinate activities with the support of subordinate executives and staff managers. They include, in larger organizations, those individuals within two reporting levels of the CEO, whose responsibilities require frequent interaction with the CEO. Examples of these kinds of managers are: chief executive officers, chief operating officers, chief financial officers, line of business heads, presidents or executive vice presidents of functional areas or operating groups, chief information officers, chief human resources officers, chief marketing officers, chief legal officers, management directors and managing partners. First/Mid Level Officials and Managers. Individuals who serve as managers, other than those who serve as Executive/Senior Level Officials and Managers, including those who oversee and direct the delivery of products, services or functions at group, regional or divisional levels of organizations. These managers receive directions from the Executive/Senior Level management and typically lead major business units. They implement policies, programs and directives of executive/senior management through subordinate managers and within the parameters set by Executive/Senior Level management. Examples of these kinds of managers are: vice presidents and directors, group, regional or divisional controllers; treasurers; human resources, information systems, marketing, and operations managers. The First/Mid Level Officials and Managers subcategory also includes those who report directly to middle managers. These individuals serve at functional, line of business segment or branch levels and are responsible for directing and executing the day-to-day operational objectives of enterprises/organizations, conveying the directions of higher level officials and managers to subordinate personnel and, in some instances, directly supervising the activities of exempt and non-exempt personnel. Examples of these kinds of managers are: first-line managers; team managers; unit managers; operations and production mangers; branch managers; administrative services managers; purchasing and transportation managers; storage and distribution managers; call center or customer service managers; technical support managers; and brand or product mangers. Professionals. Most jobs in this category require bachelor and graduate degrees, and/or professional certification. In some instances, comparable experience may establish a person's qualifications. Examples of these kinds of positions include: accountants and auditors; airplane pilots and flight engineers; architects; artists; chemists; computer programmers; designers; dieticians; editors; engineers; lawyers; librarians; mathematical scientists; natural scientists; registered nurses; physical scientists; physicians and surgeons; social scientists; teachers; and surveyors. Technicians. Jobs in this category include activities that require applied scientific skills, usually obtained by post secondary education of varying lengths, depending on the particular occupation, recognizing that in some instances additional training,
certification, or comparable experience is required. Examples of these types of positions include: drafters; emergency medical technicians; chemical technicians; and broadcast and sound engineering technicians. Sales Workers. These jobs include non-managerial activities that wholly and primarily involve direct sales. Examples of these types of positions include: advertising sales agents; insurance sales agents; real estate brokers and sales agents; wholesale sales representatives; securities, commodities, and financial services sales agents; telemarketers; demonstrators; retail salespersons; counter and rental clerks; and cashiers. Administrative Support Workers. These jobs involve nonmanagerial tasks providing administrative and support assistance, primarily in office settings. Examples of these types of positions include: office and administrative support workers; bookkeeping; accounting and auditing clerks; cargo and freight agents; dispatchers; couriers; data entry keyers; computer operators; shipping, receiving and traffic clerks; word processors and typists; proofreaders; desktop publishers; and general office clerks. Craft Workers (formerly Craft Workers (Skilled)). Most jobs in this category includes higher skilled occupations in construction (building trades craft workers and their formal apprentices) and natural resource extraction workers. Examples of these types of positions include: boilermakers; brick and stone masons; carpenters; electricians; painters (both construction and maintenance); glaziers; pipelayers, plumbers, pipefitters and steamfitters; plasterers; roofers; elevator installers; earth drillers; derrick operators; oil and gas rotary drill operators; and blasters and explosive workers. This category also includes occupations related to the installation, maintenance and part replacement of equipment, machines and tools, such as: automotive mechanics; aircraft mechanics; and electric and electronic equipment repairers. This category also includes some production occupations that are distinguished by the high degree of skill and precision required to perform them, based on clearly defined task specifications, such as: millwrights; etchers and engravers; tool and die makers; and pattern makers. Operatives (formerly Operatives (Semi-skilled)). Most jobs in this category include intermediate skilled occupations and include workers who operate machines or factory-related processing equipment. Most of these occupations do not usually require more than several months of training. Examples include: textile machine workers; laundry and dry cleaning workers; photographic process workers; weaving machine operators; electrical and electronic equipment assemblers; semiconductor processors; testers, graders and sorters; bakers; and butchers and other meat, poultry and fish processing workers. This category also includes occupations of generally intermediate skill levels that are concerned with operating and controlling equipment to facilitate the movement of people or materials, such as: bridge and lock tenders; truck, bus or taxi drivers; industrial truck and tractor (forklift) operators; parking lot attendants; sailors; conveyor operators; and hand packers and packagers. Laborers and Helpers (formerly Laborers (Unskilled)). Jobs in this category include workers with more limited skills who require only brief training to perform tasks that require little or no independent judgment. Examples include: production and construction worker helpers; vehicle and equipment cleaners; laborers; freight, stock and material movers; service station attendants; construction laborers; refuse and recyclable materials collectors; septic tank servicers; and sewer pipe cleaners. Service Workers. Jobs in this category include food service, cleaning service, personal service, and protective service activities. Skill may be acquired through formal training, job-related training or direct experience. Examples of food service positions include:
cooks; bartenders; and other food service workers. Examples of personal service positions include: medical assistants and other healthcare support positions; hairdressers; ushers; and transportation attendants. Examples of cleaning service positions include: cleaners; janitors; and porters. Examples of protective service positions include: transit and railroad police and fire fighters; guards; private detectives and investigators.
SECTION 709(c), TITLE VII, CIVIL RIGHTS ACT OF 1964, AS AMENDED Recordkeeping; reports Every employer, employment agency, and labor organization subject to this title shall (1) make and keep such records relevant to the determinations of whether unlawful employment practices have been or are being committed, (2) preserve such records for such periods, and (3) make such reports therefrom as the Commission shall prescribe by regulation or order, after public hearing, as reasonable, necessary, or appropriate for the enforcement of this title or the regulations or orders thereunder. The Commission shall, by regulation, require each employer, labor organization, and joint labor-management committee subject to this title which controls an apprenticeship or other training program to maintain such records as are reasonably necessary to carry out the purposes of this title, including, but not limited to, a list of applicants who wish to participate in such program, including the chronological order in which applications were received, and to furnish to the Commission upon request, a detailed description of the manner in which persons are selected to participate in the apprenticeship or other training program. Any employer, employment agency, labor organization, or joint labor-management committee which believes that the application to it of any regulation or order issued under this section would result in undue hardship may apply to the Commission for an exemption from the application of such regulation or order, and, if such application for an exemption is denied, bring a civil action in the United States District Court for the district where such records are kept. If the Commission or the court, as the case may be, finds that the application of the regulation or order to the employer, employment agency, or labor organization in question would impose an undue hardship, the Commission or the court, as the case may be, may grant appropriate relief. If any person required to comply with the provisions of this subsection fails or refuses to do so, the United States District Court for the district in which such person is found, resides, or transacts business, shall, upon application of the Commission, or the Attorney General in a case involving a government, governmental agency or political subdivision, have jurisdiction to issue to such person an order requiring him to comply. TITLE 29, CHAPTER XIV CODE OF FEDERAL REGULATIONS NOTE: A few aspects of the following regulations will need to be revised to conform with the EEO-1 Report to be used beginning with the 2007 reporting period. Subpart B--Employer Information Report §1602.7 Requirement for filing of report. On or before September 30 of each year, every employer that is subject to Title VII of the Civil Rights Act of 1964, as amended,
and that has 100 or more employees, shall file with the Commission or its delegate executed copies of Standard Form 100, as revised (otherwise known as "Employer Information Report EEO-1"), in conformity with the directions set forth in the form and accompanying instructions. Notwithstanding the provisions of §1602.14, every such employer shall retain at all times at each reporting unit, or at company or divisional headquarters, a copy of the most recent report filed for each such unit and shall make the same available if requested by an officer, agent, or employee of the Commission under the authority of section 710 of Title VII. Appropriate copies of Standard Form 100 in blank will be supplied to every employer known to the Commission to be subject to the reporting requirements, but it is the responsibility of all such employers to obtain necessary supplies of the form from the Commission or its delegate prior to the filing date. §1602.8 Penalty for making of willfully false statements report. on
the right to impose recordkeeping requirements upon individual employers or groups of employers subject to its jurisdiction whenever, in its judgment, such records (a) are necessary for the effective operation of the EEO-1 reporting system or of any special or supplemental reporting system as described above; or (b) are further required to accomplish the purposes of Title VII or the ADA. Such recordkeeping requirements will be adopted in accordance with the procedures referred to in section 709(c) of Title VII, or section 107 of the ADA, and otherwise prescribed by law. § 1602.13 employees. Records as to racial or ethnic identity of
The making of willfully false statements on Report EEO-1 is a violation of the United States Code, Title 18, section 1001, and is punishable by fine or imprisonment as set forth therein. § 1602.9 Commission's remedy for employer's failure to file report. Any employer failing or refusing to file Report EEO-1 when required to do so may be compelled to file by order of a U.S. District Court, upon application of the Commission. § 1602.10 requirements. Employer's exemption from reporting
Employers may acquire the information necessary for completion of items 5 and 6 of Report EEO-1 either by visual surveys of the work force, or at their option, by the maintenance of postemployment records as to the identity of employees where the same is permitted by State law. In the latter case, however, the Commission recommends the maintenance of a permanent record as to the racial or ethnic identity of an individual for purpose of completing the report form only where the employer keeps such records separately from the employee's basic personnel form or other records available to those responsible for personnel decisions, e.g., as part of an automatic data processing system in the payroll department. § 1602.14 Preservation of records made or kept.
If an employer claims that the preparation or filing of the report would create undue hardship, the employer may apply to the Commission for an exemption from the requirements set forth in this part, according to instruction 5. If an employer is engaged in activities for which the reporting unit criteria described in section 5 of the instructions are not readily adaptable, special reporting procedures may be required. If an employer seeks to change the date for filing its Standard Form 100 or seeks to change the period for which data are reported, an alternative reporting date or period may be permitted. In such instances, the employer should so advise the Commission by submitting to the Commission or its delegate a specific written proposal for an alternative reporting system prior to the date on which the report is due. § 1602.11 Additional reporting requirements.
The Commission reserves the right to require reports, other than that designated as the Employer Information Report EEO-1, about the employment practices of individual employers or groups of employers whenever, in its judgment, special or supplemental reports are necessary to accomplish the purposes of Title VII or the Americans with Disabilities Act (ADA). Any system for the requirement of such reports will be established in accordance with the procedures referred to in section 709(c) of Title VII or section 107 of the ADA and as otherwise prescribed by law. Subpart C--Recordkeeping by Employers § 1602.12 Records to be made or kept.
Any personnel or employment record made or kept by an employer (including but not necessarily limited to requests for reasonable accommodation, application forms submitted by applicants and other records having to do with hiring, promotion, demotion, transfer, lay-off or termination, rates of pay or other terms of compensation, and selection for training or apprenticeship) shall be preserved by the employer for a period of one year from the date of the making of the record or the personnel action involved, whichever occurs later. In the case of involuntary termination of an employee, the personnel records of the individual terminated shall be kept for a period of one year from the date of termination. Where a charge of discrimination has been filed, or an action brought by the Commission or the Attorney General, against an employer under Title VII or the ADA, the respondent employer shall preserve all personnel records relevant to the charge or action until final disposition of the charge or the action. The term "personnel records relevant to the charge," for example, would include personnel or employment records relating to the aggrieved person and to all other employees holding positions similar to that held or sought by the aggrieved person and application forms or test papers completed by an unsuccessful applicant and by all other candidates for the same position as that for which the aggrieved person applied and was rejected. The date of final disposition of the charge or the action means the date of expiration of the statutory period within which the aggrieved person may bring an action in a U. S. District Court or, where an action is brought against an employer either by the aggrieved person, the Commission, or by the Attorney General, the date on which such litigation is terminated.
The Commission has not adopted any requirement, generally applicable to employers, that records be made or kept. It reserves
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