text:
ST. PAUL, Minn., Feb. 17, 1998--The EPA, acting under the Clean
Air Act, will be phasing out methyl bromide in just three years,
with all U.S. production and importation ending on January 1,
2001. Considerable research indicates methyl bromide a fumigant
against weeds, insects, nematodes and microorganisms is a potent
ozone depletor. The phase out leaves the agricultural industry
in a transitional situation, looking for alternatives.
In response, plant pathologists are hard at work testing new management
practices for disease control, especially in tomatoes and strawberries.
"The phase out of methyl bromide in the U.S. has stimulated
a great deal of creative research," says Jean Beagle Ristaino,
associate professor of plant pathology at North Carolina State
University and member of the American Phytopathological Society
(APS). Her research has led to improvements in the management
of soilborne plant pathogens by encouraging the use of ecologically-based
Use of practices that are less dependent on single-chemical strategies and more biologically and culturally focused may lead to long-term success. Promising tactics include:
What ever the alternative, "The loss of methyl bromide certainly
presents a significant challenge to American agriculture,"
says Bill Thomas, EPA. "Currently some 75% of the methyl
bromide used in the U.S. is applied to soils prior to planting,
and another 11% is used on commodities to control pests after
harvest. Without the good work agricultural scientists, like plant
Contact: Cindy Ash, Director of Scientific Services
American Phytopathological Society


text:
Petition: Ban disproportionate restraint
Ban disproportionate restraint on disabled children and adults and listen to them in court. Children disabled or not, should not be subject to disproportionate restraint.
The crown office does not accept medical notes, hospital statements and pictures of the bruising as compelling evidence. The crown office should be doing more to protect the most vulnerable in our society.
Why is this important?
My daughter who has Prader-Willi Syndrome was disproportionately restrained by four male staff at school. The restraint technique used was degrading and humiliating for my daughter. Two of the staff were charged by police. My daughter had numerous bruises all over her body after being restrained.
The crown office has decided to take no further action as my daughter is unable to give evidence in court due to her disability. The crown office actions are denying my daughter access to a fair hearing on the grounds of her disability.
This is important as our most vulnerable people need to be protected. The justice system hasn't protected my daughter and I never want this to happen to anyone again.
Sign this petition here
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subset: commoncrawl


text:
Kean Bill to Support Veterans in College Advances
Please Share:
Senate Republican Leader Tom Kean's legislation to help veterans further their education while serving their country has unanimously passed the Senate Military and Veterans' Affairs Committee.
"Going to school while serving is a difficult undertaking in itself, let alone trying to manage the traditional college semester timeline around deployment dates and other military obligations," said Kean (R-21). "New Jersey should do everything in its power to be more accommodating to the brave men and women who are willing to put their lives on the line to protect our freedoms. Offering military members the flexibility to register late for classes and refunds for course tuition that conflicts with deployments is a small way to express our gratitude to those who have sacrificed so much to defend our country."
Kean's legislation, S-278, would require New Jersey's public colleges and universities to refund course tuition and fees to military members called to duty during a school semester.
If a veteran is unable to finish a course due to military obligations, a student who has completed as least eight weeks of attendance may choose to receive a letter grade, a pass/fail grade, a grade of incomplete, or withdraw from the course.
A military member student who has completed less than eight weeks of attendance may choose to receive a grade of incomplete or withdraw from the course.
The legislation would also permit veterans to register late for classes without incurring late fees.
Kean has been a dedicated advocate for veterans throughout his time in the legislature. This bill is part of a comprehensive legislation package aimed at making college attendance more accommodating and affordable for military members and their families.
"Expanding enrollment options and support for our veterans is our way of thanking members of our armed forces who have left the safety of their homes to serve our nation," added Kean. "We appreciate your heroically answering the call to defend our country."


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SoCal Families | Amy's Farm Pumpkin Patch
By: Jamie Durante
If there is one tradition I look forward to throughout the year, it is visiting the pumpkin patch with my family. That is why my recent trip to Amy's Farm Pumpkin Patch in Ontario is already one of my favorite season's top highlights.
Eager to get a head start on the Halloween season, my daughter and I made our way to Amy's Farm on the first day the pumpkin patch opened. As we approached the farm and pumpkin patch, we were greeted by friendly cows living on small, family farms. I instantly felt like I was in my element; living on a farm one day with chickens, a garden and open, green space is a dream I hold onto.
On the north side of the street, I saw pumpkins sitting atop a wooden gate with a sign, and I knew we had arrived at Amy's Farm. We pulled into the farm and drove down the dirt road toward the parking area. There were animals lining both sides of the road, welcoming us to our first pumpkin patch adventure for 2015.
It was the middle of the day, so it was hot. This meant that we essentially had the farm to ourselves. While tours require a reservation, I have a young, energetic toddler, so I knew visiting without a tour would prove more successful. My kid loves to run!
When we got out of the car, my daughter instantly bolted toward the pigs. Some of these plump, mellow creatures were just snorting in the sticky brown mud, soaking up the sun. Three others were wrestling around in the dirt, kicking up a mini sand storm.
I was determined to get a picture of my daughter with the pumpkins while taking advantage of the cute photo opps they have set up, so I gently led her to the hay encircling that is Amy's Farm Pumpkin Patch. All the pumpkins in this circle were only $3 a piece on the day we visited, and this ranged from small pumpkins my daughter could carry, to medium sized pumpkins that were a little too heavy for her to maneuver, although you better believe that she tried!
After she picked her sweet little orange pumpkin, I knew that I wanted something I could carve. I went to the row of larger pumpkins, where each price was listed on the bottom of the pumpkin. I chose a large sized, dark orange pumpkin that was smooth on almost all sides—that's the perfect carving pumpkin. I turned it over, and it was only $10 . . . I considered it sold!
We put our pumpkins to the side, because my toddler had now discovered the cage of friendly goats . . . and when I say friendly, I mean extremely sweet and affectionate animals. These little goats were sticking their heads as far out of the cage as they could in order to get a little cuddle and pet.
We have dogs, so my daughter is accustomed to being gentle with animals. She gently petted their heads and pointed out their "ears," "eyes," "noses" and "heads." At one point she puckered up and leaned in for a kiss, and the goat complied. I'm not saying I encouraged this, but it was kind of sweet once it was over.
We continued to run around and explore the different animals that live at Amy's Farm. It was a hot day, and it was only getting hotter, so we decided after about an hour to go visit the farm stand and purchase our pumpkins.
The farm stand is very unique in that it is self-serve. They offer a wide variety of products from fresh produce to soaps, free-range pork and more. It smells so fresh and beautiful in there, and with the air conditioning blasting, we took a little extra time checking out everything the store had to offer.
We paid for our pumpkins with cash, however they do accept credit and debit as well, and we set out to head back home. We carried our pumpkins one by one to the car, and we assured the goats we would be back soon! If you're looking for more local pumpkin patches, check out our Inland Empire Pumpkin Patches Guide!
Amy's Farm Pumpkin Patch is open Monday through Saturday from 9a.m. to 5p.m. Tours of the farm are available. Contact email@example.com to make a reservation. If you plan on visiting and are not going on a guided tour, it's best to visit after 1p.m. on Monday through Friday.
Amy's Farm is located at 7698 Eucalyptus Avenue in Ontario, California. Please call (844) 426-9732 or visit their website for more information.


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CODI: Cornucopia of Disability Information
EMPLOYMENT: Rights and Responsibilities of Persons with Disabilities
EMPLOYMENT People are employed for their abilities -- and people with disabilities do have abilities which can be of value to your agency. From recruitment, through preemployment inquiries, hiring, benefits, discipline and discharge, people with disabilities must be treated like all other current or prospective employees, except to the extent that reasonable accommodation may be necessary. In some cases (where your agency is a Federal contractor) affirmative action must be taken to employ people with disabilities to overcome historical underemployment of such individuals. In still other cases, Civil Service laws make it possible to employ people who, due to disabilities, may be unable to take a competitive examination. This section will provide guidance on each stage of the employment process, indicating when elements are required or optional, depending on whether your agency is a Federal contractor. As discussed, affirmative action requirements cover Federal contractors and their subcontractors, but other agencies may choose to adopt similar policies voluntarily. Employment Discrimination Prohibited New York City and State Human Rights Laws prohibit any employer of four or more people from discriminating on the basis of disability in employment. Employers may not: * refuse to employ * pay less to * deny privileges to * provide less favorable conditions or terms of employment to an individual in whole or in part because the individual has a disability. If a person cannot perform the essential functions of the job in question -- even given reasonable accommodation -- such conduct would not be prohibited since it would not be based in whole or in part on that individual's disability. The person simply would not be protected. Among activities in which discrimination is prohibited are: * recruitment, advertising, processing of applications for employment; * interviewing; * hiring (including rehiring); * rates of pay, any other form of compensation, changes in compensation; * job assignments, job classifications, organizational structures, position descriptions, lines of progres sion, seniority lists; * leaves of absence, sick leave, any other leave; * fringe benefits of any nature available by virtue of employment, whether or not administered by the recipient; * working conditions; * training opportunities, such as apprenticeships, professional meetings, conferences (including finan- cial assistance for such opportunities); * employer sponsored activities, including social and recreational programs; * promotion, upgrading, award of tenure; * transfer; * discipline, demotion; * layoff, right of return from layoff; * separation; * any other term, condition or privilege of employment.[16] Discrimination on the basis that an individual has a disability and is accompanied by a guide, hearing or service dog similarly is prohibited by the State Civil Rights Law without regard to the number of people employed.[17] Section 504 of the Federal Rehabilitation Act also provides protection against employment discrimination analogous to that under the City and State Human Rights Laws, without regard to the employer's size, but, as discussed above, covers only recipients of Federal financial assistance.[18] Employers may not limit, segregate or classify applicants or employees in any way which adversely affects their opportunities or status because of their disabilities.[19] Defining Who Is Protected An individual is protected from employment discrimination on the basis of disability if that person can, with reasonable accommodation to the person's disability, perform the essential functions of the job in a reasonable manner. Although definitions under City, State and Federal laws vary, this is the essence of the standard which has evolved.[20] Determining who is a covered individual requires (1) defining "disabilities", (2) identifying the "essential functions" of a job, and (3) determining what accommodations are reasonable. (1) Individual with disabilities means any person who: * has a physical or mental impairment that substan- tially limits one or more major life activities such as walking, seeing, hearing, talking, selfcare, learning, working; or * has a record of such an impairment, such as a past mental illness or a history of cancer; or * is regarded as having such an impairment, for exam- ple, because of a scar or limp, or testing positive for HIV infection.[21] (2) Physical or mental impairment means: * any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: Neurological; musculoskeletal; special sense organs; respiratory, including speech organs; cardiovascular; reproductive; digestive; genitourinary; hemic; lymphatic; skin; or endorcrine; or * any mental or psychological disorder, such as mental retardation, organic brain syndrome, emotional or mental illness, and specific learning disabilities. Examples of "physical or mental impairments" include orthopedic, visual, speech, hearing and learning diseases and conditions, cerebral palsy, epilepsy, muscular dystrophy, multiple sclerosis, cancer, heart disease, diabetes, mental retardation, emotional illness, and addiction to drugs or alcohol. These are only examples; other impairments are covered as well.[22] Consistent with the general definition, for purposes of employment, the term "individual with disabilities" does not include any person who is an alcoholic or drug abuser whose current use of alcohol or drugs prevents that individual from performing the duties of the job in question, or whose employment, because of current alcohol or drug abuse, would constitute a direct, substantial threat to the safety or property of others.[23] Alcohol and drug abusers who are performing their jobs in a reasonable manner and who do not pose a threat to the safety or property of others are covered by the State Human Rights Law. This is a rapidly developing area of the law and actions planned in this area should be reviewed carefully in light of current law. It may be appropriate to offer opportunities for treatment for these conditions as a reasonable accommodation if such treatment would enable the individual to perform the essential functions of the job. A similar distinction is made for people with currently contagious diseases. People are not protected by law if they have a currently contagious disease or infection and, because of that condition, would be (1) a direct and substantial threat to the health or safety of other individuals or, (2) unable to perform the essential duties of the job.[24] However, a contagious disease would not pose a direct or substantial health threat unless there is a significant risk of transmission in the ordinary course of employment -- and if that risk cannot be alleviated by reasonable accommodations. People with contagious diseases who pose no direct, substantial health or safety threat and who are able to perform their jobs with reasonable accommodation are protected.[25] substantial health threat unless there is a significant risk of transmission in the ordinary course of employment -- and if that risk cannot be alleviated by reasonable accommodations. People with contagious diseases who pose no direct, substantial health or safety threat and who are able to perform their jobs with reasonable accommodation are protected.[25] In reality, these "special" rules for people with contagious diseases or who abuse alcohol or illegal drugs boil down to the same basic rule used for everyone else: can they, with reasonable accommodation, perform the essential functions of the job? A person whose abilities are impaired by substance abuse will not be able to perform the job and one who presents a substantial and direct threat of harm to coworkers or the general public cannot perform the job with the essential element of safety. From the standpoint of considering the person's ability, the analysis would be no different for a bus driver whose eyesight had become impaired. (3) Reasonable accommodation may include: * making facilities used by employees accessible and safe, for example, by use of ramps, wider doorways, lever door handles, adequate tactile warnings (such as raised, scored strips before stairways), signage, limitations on protruding objects in accessible routes, audible/visible signals, and control place- ment (such as location of light switches where a person who uses a wheelchair can reach them); * job restructuring, for example, by having a person who is deaf pick up more filing or correspondence duties from a coworker who handles most of the first employee's telephone tasks; by having a person who uses a wheelchair do proofreading in exchange for a colleague retrieving books from high shelves; by eliminating nonessential tasks; or by permitting a person who has dyslexia or a visual impairment to listen to a memorandum as dictated on tape, rather than requiring that he or she read the typed version; * modifying work schedules, such as by permitting flextime; by allowing an employee with a mobility impairment to arrive and leave early or late to avoid peak rush hour travel; * purchasing or modifying equipment, for example, by raising or lowering of office equipment, by providing a Telecommunication Device for the Deaf (TDD), large print copiers, magnification devices, braillers, special tape recorder/players, reading machines, or adaptive equipment for telephones, computers and other machines; * provision of assistive services, such as readers and interpreters, or permitting use of directory assist- ance rather than requiring use of telephone books.[26] Employers are required to make reasonable accommodation to the known physical or mental limitations of an applicant or employee with disabilities who, when such accommodations are made, could perform the essential tasks of the job. An employer who claims that a reasonable accommodation cannot be made must prove the accuracy of that assertion. Just as the accommodation needed by different individuals will vary, the accommodation which will be reasonable generally will depend on the circumstances of each situation. An accommodation would not be reasonable if it would impose undue hardship on the employer. Factors in determining undue hardship include: * the overall size of the program in terms of the number of employees, the number and type of facilities, and size of budget; * the nature of the employer's operation, such as the composition of its workforce; and * the nature and cost of the accommodation needed.[27] For most City agencies, accommodation would be considered reasonable in many instances. However, in monitoring compliance among smaller subrecipients (including subcontractors), analysis of the listed factors may indicate that not all forms of accommodation would be reasonable. MOPD will be happy to assist in analyzing requirements as well as regulatory and case law. One example often cited is that a small day-care center (which is not part of a large agency) might not be required to expend more than a nominal sum, such as that necessary to equip a telephone for use by a secretary with impaired hearing, but a large school district might be required to make available a teacher's aide to a blind applicant for a teaching job.[28] A state social service agency with a $300,000,000 budget was required to provide readers, electronic devices or other suitable accommodations to income maintenance workers who were blind. These workers required assistance to read various materials and to complete standardized public assistance forms. The court ruled that the agency was required to provide, and to absorb the expense of, reasonable accommodation of the blind workers. The modest cost of providing half-time readers, and the ease of adopting that accommodation without any disruption of the agency's services, did not impose undue hardship on the agency. Note that the court looked to the agency as a whole, rather than to the unit, or even the division, in which the employees worked.[29] Reassignment of some heavy work from an employee whose asthmatic condition restricted her ability to perform strenuous work was required when the strenuous tasks accounted for 12% of her time over a three-year period and light-duty assignments occupied at least 75% of her work hours during the same period. Reassignment of some of the heavy work to other employees to the extent necessary did not require elimination of essential functions of the individual's job.[30] However, in an agency with a small staff, each member of which has substantial independent responsibilities, shifting of tasks may not be reasonable. An individual with a nervous condition and a heart condition was denied a position as a park technician without discrimination on the basis of disability where it would have been necessary for other park technicians to perform many of the applicant's duties had he been hired. Given that only two to four other workers were available at any one time to patrol 150,000 acres and in light of the agency's limited resources, such doubling up would impose an undue hardship on the employer.[31] The employee or prospective employee generally knows best which accommodations he or she has found most helpful in performing tasks likely to be encountered on the job, as well as which resources may provide the best advice about making accommodations appropriate to the job. MOPD also may be able to provide suggestions and/or work with the indi- vidual, as well as with agencies and organizations familiar with the type of disability involved. The timing and phrasing of questions about disabilities and accommodations present some legal issues and are discussed later in this volume. While knowledge gained from the employee and other sources should be given serious consideration, the employer is not necessarily required to honor the employee or prospective employee's request. However, the alternative adopted by the employer must be comparably effective in permitting the individual to do the essential tasks of the job. For example, if a $1 dial overlay with large numbers will enable an employee with a visual impairment to read the telephone dial well enough to dial numbers efficiently in the context of the employee's tasks, the employee cannot demand installation of a touchtone telephone, although remembering the positioning of the buttons and the tone each produces makes it easier to dial than a rotary telephone. Of course, if the visual impairment is severe enough, or if extensive dialing is needed, large numbers on a rotary dial may be of little help -- and a touchtone telephone may be required. An employer is not required to alter fundamentally its program.[32] Many accommodations, however, do not fundamentally affect the nature of an operation, and many accommodations are not costly. Accommodation may require allowing the performance of certain job tasks in a nontraditional manner that is just as effective as more conventional methods. As noted above, the person determining the accommodation to be made should discuss the situation with the individual with a disability in an appropriate context. New York State has specific laws protecting people who have disabilities and are accompanied by guide, hearing or service dogs. Not only is it prohibited to discriminate against such people because of their disabilities and use of dogs, but they also have the right to keep their dogs with them at all times. People who are blind and use canes likewise may keep their canes with them.[33] Affirmative Action As discussed earlier, under Sec. 503 of the Federal Rehabilitation Act, employers with Federal contracts of $2,500 or more annually (for services, supplies, use of real property, etc.) must: * take affirmative action to employ and promote people with disabilities at all levels of employment; * continue advising employees of the employer's duty to comply with the law; * review all personnel processes to determine whether present procedures assure thorough consideration of the job qualifications of applicants and employees with disabilities for job vacancies and training opportunities;[34] and * include an affirmative action clause in each of its covered contracts and subcontracts (including modifi- cations, renewals, or extensions if not included in the original contract).[35] If your agency has 50 or more employees and Federal contracts of $50,000 or more (at least one of which reaches $2,500) in any 12 month period, it also must: * have a written affirmative action plan at each establishment (for example, each day care center, each police precinct) within 120 days of becoming covered by this provision which sets forth the agency's affirmative action policies, practices and procedures (this may be part of your other affirmative action programs); and * designate responsible employees to carry out the affirmative action plan.[36] Affirmative action applies to all employment practices, including those listed earlier in connection with employment discrimination prohibited under Sec. 504 (as well as under City and State laws).[37] Of course, Federal contractors are also recipients of Federal funds and so must meet the requirements of Sec. 504 as well. Again, necessary contract provisions should be sought from the Law Department. Making It Work To implement nondiscrimination and affirmative action policies effectively, all employees throughout each agency should be made aware of the information in this manual -- and that this represents the policy of the City, including your agency. Interviewers must be trained to conduct an interview with an individual who has a disability so that applicant has the same opportunity to demonstrate his or her abilities as an applicant without a current disability and to ensure, as discussed later, that inappropriate questions about disabilities are not asked. Supervisors should be given guidance on how to respond to requests for reasonable accommodation. Employees without current disabilities should be made aware of the importance your agency places on accommodating people with disabilities, both so that those nondisabled employees can participate with more understanding when called upon to help make accommodations and so such employees will appreciate that they can expect nondiscriminatory treatment should they develop a disability. Employees with disabilities also should be made aware of the parameters of reasonable accommodations so that their expectations can be realistic. People outside the agency must learn of your policy as well if you are to attract the best talent available and to do your part in the City's effort to set a positive example for employers in the private sector. Getting the Word Out -- Inside Internal dissemination of agency policy can be accomplished in a variety of ways, including: * conducting special meetings with executive, manage- ment, and supervisory personnel to explain the importance of not discriminating, and, where appro- priate, affirmative action policy and individual responsibility for effective implementation; * discuss agency policy in employee orientation; * develop internal communication through agency news- letters, bulletins and otherwise, to foster under- standing, acceptance and support among the agency's executive, management, supervisory and all other employees. Federal contractors should develop procedures to ensure that their affirmative action obligations to employ and promote individuals with disabilities as well as the similar obligations of any subcontractors -- are being fully implemented; (non-contractors may want to undertake similar action to further City policy in this area). The Office of Federal Contract Compliance Programs has established the procedures above as ways for Federal contractors to fulfill their affirmative action obligations;[38] these methods also may be useful in any agency's efforts to prevent unlawful discrimination. Another key component of an agency's communication with its employees regarding the importance of nondiscrimination is the designation of an employee who is responsible for coordinating the agency's compliance efforts under City, State and Federal laws prohibiting discrimination against people with disabilities. Secs. 503 and 504 have some specific requirements in this regard.[39] The name of the executive employee who must be designated to manage affirmative action activities under Sec. 503 should appear on all internal and external communications regarding the contractor's affirmative action program.[40] The executive employee responsible for Sec. 503 compliance should be the same person designated as responsible for all other Equal Employment Opportunity functions so that disability issues receive the same level of visibility and treatment as issues affecting other minorities and women. Although City and State laws do not require such a designation, the Equal Employment Opportunity Officer also should be responsible for compliance with those laws. In the area of disability, as discussed in a later portion of this volume, issues of program accessibility, as well as of employment, arise. To the extent that an agency's size and/complexity indicate, a Disability Access Coordinator might be named to work with the Equal Employment Opportunity Officer on program accessibility matters. Additionally, for Federal contractors and subcontractors (as discussed under the Affirmative Action section above), the agency must: * include its affirmative action plan in its policy manuals, setting forth its affirmative action policies, practices and procedures; and * maintain its written affirmative action program at each establishment (e.g., each day care center, each police precinct), available for inspection by any employee or applicant for employment upon request.[41] Even those not required to do so may wish to include nondiscrimination policies in policy manuals. Outreach and Recruitment To find people with disabilities who may meet the needs of your agency, you might, among other things: * use the assistance of recruiting sources, such as MOPD; * establish contacts with social service agencies (for example, the New York Lighthouse, the Jewish Guild for the Blind), placement offices of local colleges and high schools, or vocational rehabilitation agencies (for example, the New York State Office of Vocational and Educational Services for Individuals with Disabilities (VESID, formerly the Office of Vocational Rehabilitation (OVR)) and the New York State Commission for the Blind and Visually Handicapped (CBVH)), the Mayor's Office for People with Disabilities, the Independent Living Centers in each borough (namely, Bronx Independent Living Services, Brooklyn Center for Independence of the Disabled, Center for Independence of the Disabled in New York, Queens Independent Living Center, Staten Island Center for Independent Living), membership groups (such as the New York City Civic Association of the Deaf and Disabled In Action), or groups such as the MS Society and United Cerebral Palsy, for such purposes as advice, technical assistance and referral of potential employees; and * review employment records to determine the availabil- ity of promotable and transferable individuals with known disabilities presently employed, considering whether their present and potential skills are being fully utilized or developed. Whether or not your agency has an affirmative action obligation to take these steps,[42] they can be helpful in finding eager and qualified employees. In any event, the following notice requirements apply to recipients of Federal financial assistance, whether or not they are contractors. If your agency is a recipient of Federal financial assistance, subject to Sec. 503 and/or Sec. 504, you must take appropriate steps to notify participants, beneficiaries, applicants, employees, as well as any unions or professional organizations holding collective bargaining or professional agreements with your agency, that your agency does not unlawfully discriminate on the basis of disability. Special means of communication such as sign language interpreters, large print and Braille should be used to notify those with impaired vision or hearing. The notice must identify the designated employee responsible for coordinating your agency's nondiscrimination and/or affirmative action efforts.[43] Pre-Employment Inquiries and Tests Employers may not use any kind of employment application form or ask any question during the interviewing process which either directly or by implication expresses any discriminatory policy or practices based upon disability.[44] Nor may an employer make a preemployment inquiry or conduct a preemployment medical examination of an applicant for the purpose of determining whether the applicant is an individual with a disability -- or the nature or severity of a disability.[45] The New York State Division of Human Rights has ruled that it is a violation of the State Human Rights Law (which applies to all City agencies) to ask any of the following questions: "Do you have a disability?" "Have you ever been treated for any of the following diseases ...?" "Do you have now, or have you ever had, a drug or alcohol problem?" "It is unlawful to inquire, either directly or indi- rectly, about an applicant's/employee's disabilities. An employer may inquire only whether a prospective employee can perform specific tasks in a reasonable manner. An employer may not disqualify an applicant/ employee because of suspected future risk to his/her health of performing a specific job. The above limita- tions apply equally to questions which may be asked of an employee who applies for or is under consideration for promotion, transfer, upgrading, etc. They also apply equally to questions asked by a prospective employer, either orally, by telephone, in writing or otherwise, of a former employer, with reference to an applicant or a person under consideration for employment."[46] The above prohibitions should not be confused with the ability to make pre-employment inquiries into a potential employee's ability to perform job-related functions. The objectives of the legislation are to limit practices which are based on assumptions that people with disabilities have limited ability to perform jobs, and to promote practices which permit each individual an equal opportunity to demonstrate his or her ability to do the job in question. The distinction between conducting discriminatory testing and the need to determine an applicant's individual skills must be maintained. Although general questions, such as "do you have or have you had a heart condition" or "have you been treated for any of the following conditions" are impermissible, an employer may make a pre-employment inquiry into the ability of any applicant to perform job-related functions; the fact that a person has an apparent disability should not make that individual any more or less subject to such inquiries. However, care must be taken to ensure that such inquiries are specific, objective and verifiably job-related. An employer may not ask if an applicant has a visual impairment, but may inquire whether the applicant has a current, valid driver's license, if driving is an essential duty for the position in question. Questions concerning whether or what accommodations might be needed are not permissible until after the employer has decided to offer the position to the individual in question (subject to the reasonableness of any necessary accommodations). Since this subject is so important, it is worth considering several different interview situations which are likely to arise: (1) a person with a disability who identifies it and raises the subject of needed accommodations; (2) a person with an apparent disability who does not raise the subject; and (3) a person who the interviewer suspects has a disability but who does not raise the subject. In all instances, whether or not a disability is involved, the interviewer should review with the candidate the agency's equal employment opportunity policy, as well as all the functions of the job, asking what experience the applicant has had performing each task and whether the applicant foresees any difficulty performing each function in the context of the job sought. (1) Person with a disability (whether apparent to the interviewer or otherwise identified by the applicant) seeking reasonable accommodations. The interviewer always should bear in mind that the initial hiring (promotion, transfer, etc.) decision may not be based on the possible need for an accommodation; whether an accommodation is needed, what form or forms that accommodation might take and whether such accommodation would be reasonable are issues for determination after the initial decision. Any person requesting an accommodation to a disability should be told that whether and to what extent accommodations might be needed are issues to be decided after a determination of the applicant's qualifications in relation to the requirements of the job and the relative qualifications of other applicants. If, when asked whether he or she could perform a function in question, the applicant states that he or she could -- if an appropriate accommodation were provided -- the answer should be considered as being affirmative. With this in mind, however, once the applicant has raised the subject of disability and/or accommodation, the person may be asked -- in a separate interview, after an initial decision has been made to hire the individual (subject to the reasonableness of any necessary accommodations) -- to specify which job functions might be affected and the interviewer might explore with the applicant alternate ways in which those job functions could be performed. If one or more non-essential functions could not be performed, even with reasonable accommodation, discussion then can shift to functions of other jobs which the person could perform, leading to possible function swapping with an employee in another job. (2) Person with apparent disability who does not raise the subject. After reviewing the functions of the job with the applicant (in the same way this would be done with any applicant), if the interviewer believes that the apparent disability is likely to interfere with performance of essential job functions, the interviewer might become more specific in describing particular job functions and ask whether the individual would be able to perform those functions (for example, focussing on past experience in using a telephone in a job which requires substantial telephone use). Of course, it would be better to incorporate that degree of specificity in the initial questions, since a person with a disability is to be treated in the same way as all other applicants. (3) Interviewer suspects disability, but individual does not mention it. If the preliminary review of equal employment opportunity policy, job functions, experience and possible difficulties in performing the functions in the context of the particular job has not brought forth some statement concerning the disability, the interviewer should review carefully in his or her own mind the evidence which leads him or her to believe that the candidate has a disability which might affect job performance. If this review does not dispel the suspicion, the interviewer might focus discussion generally on the function the interviewer believes might be affected. As in any situation where an interviewer has doubts about an applicant's ability to perform a function (based on the applicant's experience), the interviewer may press for more information about the applicant's experience with tasks such as those in question. It always should be borne in mind that all applicants -- including those with suspected disabilities -- are entitled by law to equal consideration. In the final analysis, if even such general questions do not elicit discussion of disability and accommodations from the applicant, the matter should not be pursued. If the applicant proves incapable of doing the job and reasonable accommodations cannot alleviate the problem at that time, the employee may be separated. In no event should the interviewer make assumptions about whether a person with a disability might be prevented by the disability from performing functions of a job. This is particularly true with respect to functions unrelated to the disability the person does have. For example, one who uses a wheel-chair will not necessarily have difficulty reading, writing, or using a typewriter or a telephone. Franklin D. Roosevelt was able to serve as President; Peter Stuyvesant was one of our City's first leaders; this book was written and typed largely by a blind lawyer; and thousands of other City employees with disabilities use their abilities to serve our City throughout the years. An employer may not use employment tests or criteria which are unrelated to essential job elements or which tend to screen out qualified individuals with disabilities.[47 Where a test does tend to screen out individuals with disabilities, it may be used only if (1) the test or other selection criteria are shown to be job-related for the position in question,[48] and (2) alternative job-related tests are unavailable.[49] Similarly, contractors have an affirmative obligation to review physical or mental job qualification requirements to ensure that, to the extent qualification requirements tend to screen out qualified individuals with disabilities, they are job-related and are consistent with business necessity and the safe performance of the job.[50] Some impairments affect an applicant's speaking or reading skills and some applicants may be unable to demonstrate fully their ability to perform job tasks based on traditional tests. An employer must ensure that tests given to applicants or employees with impaired sensory, manual or speaking skills accurately reflect what they purport to measure.[51] This may require that tests be adapted for those individuals.[52] For individuals with disabilities who are unable to take competitive examinations, Section 55-a of the New York State Civil Service Law permits the employment of persons with physical or mental disabilities in Civil Service positions on a noncompetitive basis. A City agency, on its own initiative or at the suggestion of an applicant or of MOPD, may request conversion of a Civil Service job at any level to noncompetitive status. Next, the agency will either refer the applicant it wants to hire to MOPD for processing or seek assistance from MOPD in finding an appropriate applicant. Potential employees must be certified by VESID or CBVH as having a disability and as being able to perform the duties of the job in question. Conversion of a position to noncompetitive status under Section 55-a does not change the head count or budgetary status of the position. The position continues under Sec. 55-a and MOPD must be notified when the employee is leaving. There may be valid physical requirements for certain positions. For example, where a job regularly entails lifting 30 pound boxes, an applicant's physical condition, as it affects his or her ability to do such work, is relevant. Statutes and regulations do not prohibit conditioning an offer of employment on the results of a medical exam conducted prior to an employee's commencement of work, as long as certain standards are met. Medical examinations may be used only if they are designed to determine the applicant's current fitness for the job in question and if all applicants for the position, whether or not they have a disability, are required to take the examination.[53] To ensure people are not screened out based on assumptions or generalizations about certain medical conditions, any medical examination should be at the end of the hiring process. Under appropriate circumstances (such as when a person is applying to be a police officer) applicants who have met other criteria for a position should be told that they will be hired on the condition that they meet job-related medical standards. MOPD may be able to provide technical guidance in this area. Employees should be told that, while information regarding medical conditions will be maintained on separate forms and treated confidentially,[54] * immediate supervisors may be informed of restrictions on the duties of an individual with disabilities [55] and of necessary accommodations; * first aid and safety personnel may be informed, where appropriate, when an employee's medical history indicates that medical emergencies may arise (medical personnel and supervisors should be trained to treat medical information in a confidential manner);[56] and * government officials investigating compliance with the law will be provided relevant information upon request.[57] Breaches of confidentiality may result in violations of State or City Human Rights laws if the information disclosed as a result of the breach leads to any adverse employment action.[58] All personnel receiving such information should be trained to maintain confidentiality. The law has very strict requirements regarding the circumstances under which disclosure of confidential HIV- related information may occur because of the discrimination often suffered by persons who are known or suspected to be HIV positive or who are diagnosed as having AIDS. Improper disclosures can result in legal actions alleging intentional infliction of emotional distress and/or violations of constitutional rights to privacy, anti-discrimination laws and confidentiality statutes.[59] Health care and social service providers must also keep AIDS and HIV-related information obtained in the course of providing services confidential.[60] Personnel handling benefit forms also might become privy to such confidential information and should be advised of their obligations to maintain that confidentiality. Since the Confidentiality Law specifically defines the circumstances under which this information may be disclosed, and the steps to be followed when such information is disclosed, you should contact the AIDS Discrimination Unit of the New York City Commission on Human Rights or the New York City Department Of Health for more detailed information on this law and appropriate release forms.[61] Employment decisions should be made on an individual basis with consideration of specific job duties. For instance, an oral test for a job that, with reasonable accommodation, does not require the ability to speak clearly would discriminate against someone with a speech impairment who may be qualified to perform the essential duties of the job in question. Current Impairment vs. Future Risk Where an individual is presently able to perform the essential functions of a job in a reasonable manner, even current disability is irrelevant to the job and can form no basis for denying an employment opportunity.[62] It also is unlawful to discriminate against a person because a current disability may make the person more prone than most to other serious illness or where the person's employment may have an adverse effect on disability or life insurance programs, since such conclusions are highly speculative and irrelevant.[63] Even the fact that the disability is considered possibly treatable (such as extreme obesity) makes no difference.[64] Employment opportunities may not be denied based on speculation and mere possibilities, especially when such determination is premised solely on the fact of a person's inclusion in a class of persons with a particular disability rather than upon an individualized assessment of the specif- ic individual.[65] However, some courts have held that employment opportunities may be denied in the limited situation where there is specific medical evidence, based on a particular individual's medical history and present condition, that the individual, even with reasonable accommodation, would be unable to perform the essential functions of the job in question in a reasonable manner without substantial risk of imminent serious injury.[66] A commonly cited example is that of a particular person, given a particular job, when the employer could prove that the individual would have a 90% chance of suffering a heart attack within one month.[67] Again, employment decisions must be made on an evaluation of an individual's condition, not on generalizations or assumptions about a disability, as well as on an assessment of what is required to perform the essential functions of the job in question.[68] Self Identification Recipients of Federal financial assistance taking remedial action and employers taking affirmative action may invite applicants to indicate their disabilities [69], provided that the recipient makes clear that: * the requested information is intended for use solely in connection with the remedial action obligations or its voluntary or affirmative action efforts; * the information is voluntarily provided; * the information will be kept confidential; * refusal to provide information will not subject the applicant or employee to any adverse treatment; and * the information will be used only in accordance with Secs. 503 and 504 and applicable regulations.[70] The restrictions on pre-employment inquiries discussed earlier also must be followed. New York State and City Civil Service Departments may make inquiries as to disabilities for study purposes to ensure equal employment opportunities.[71] Benefits Discrimination on the basis of disability in leaves of absence, sick leave, or any other leave and in fringe benefits available by virtue of employment is prohibited. This would include the opportunity to participate in afterhours, off-premises social or recreational activities arranged by or with the approval of an employer, such as a holiday party or picnic.[72] Potential insurance or benefits costs may not be considered in employment decisions.[73] The assumption or the fact that an individual with a certain disability will use health insurance more than the average employee can not be used as a basis for making an employment decision. It also would be impermissible to deny a promotion on the basis of a disability which causes extensive use of allotted sick leave, so long as the absences do not significantly inhibit the employee's ability to do the job. It is permissible, however, to require that all employees submit documentation when using sick leave. If an employer provides for a specified number of sick leave days, it may be presumed that use of those days is reasonable. However, abuses such as failure to give notice or provide documentation (when such things are required of all similarly situated employees) might be viewed as unreasonable. Taking more than the allotted number of sick days should not be presumed to be unreasonable, depending on the circumstances. When a specific amount of sick leave is not established by employer policies (or union contracts), that flexibility may not be used in a discriminatory fashion against people with disabilities; reasonable accommodation requirements should be considered in such cases. When absenteeism reaches a level which shows an inability to do the job, removing the person from the job might be neither discriminatory nor unlawful; the person may no longer be protected as "otherwise qualified". Evaluations and Discipline An employee who has a disability is expected to perform job duties in a "reasonable" manner with the assistance of any reasonable accommodations which may be necessary.[74] This does not mean that an employee with a disability is immune from discipline. It does mean that you must examine whether poor performance, attendance or attitude is due to a disability and, if so, try to make reasonable accommodations to the disability to enable the employee to meet reasonable standards. For example, reassigning certain duties among employees may be an appropriate solution. Examples: * If a clerk/typist with a psychological disorder who sometimes is asked to help answer phones does not always deal appropriately with the public, determine if another employee can help with the phones. (The shift of a nonessential job task is a reasonable accommodation.) * If an employee has to do physical therapy or have kidney dialysis in the mornings and is often an hour late, but is able to work past the usual ending time, consider whether flextime will resolve the situation. (Provision of flextime is a reasonable accommoda- tion.) If no accommodation which is reasonable can enable a person to do the job, the personnel action taken should not be viewed as disciplinary, but rather as the result of an inability to accommodate the employee within the requirements of the law, without undue hardship on the employer. The person with the disability should not be blamed for having it, even if it is considered that the disability is treatable; the employer nonetheless is entitled to be able to get the job done. Generally, an employer is not required to create an alternate position for an employee who cannot perform his or her job. However, an employer may not refuse to transfer an employee with a disability to another position for which he or she would be qualified if existing personnel policies and practices provide for such transfers or reassignments for employees generally.[75] If the problem is not related to the employee's disability, it should be handled as any other disciplinary matter,[76] although care should be taken to ensure that the employee has a full and fair opportunity to understand what is taking place at all stages. For example, an employee who has a hearing impairment must be provided an interpreter for any informal or formal proceedings. Similarly, an employee with a visual impairment (or one with dyslexia) in such a setting must be read written material which is being presented so that he or she can comprehend it.


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Kawasaki Ninja ZX-6R bookings open in India
- The Ninja ZX-6R has officially been confirmed to launch in India. The bike will be locally assembled by Kawasaki India and its bookings are now open until November 30, 2018, for a token amount of Rs 1.5 lakh.
- India will get the recently revealed 2019 ZX-6R which sports a heavily updated design. Also, our market will only get the bike in a single KRT Green colour option.
- The bike is powered by a 636 cc, inline 4-cylinder engine that pumps out 128 bhp of power. Such power allows it to dismiss the 0-100 km/h sprint in under 4 seconds.
- Premium equipment like Showa Big Piston forks, adjustable rear monoshock damper, Nissin monobloc brake calipers, Battlax Hypersport S22 tyres, etc. comes standard. On the safety front, the ZX-6R features a three-stage traction control, two power modes and ABS.
- The Kawasaki Ninja ZX-6R will likely be priced around Rs 10 lakh (ex-showroom) in India. Since it will be the only middleweight supersport motorcycle in the country, it does have the potential to fly off the shelves real quick!


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Chris Kane – Closing Manager
Direct Line (404) 410-1399
Chris joined the firm at its inception in November of 2015. She brings with her a great knowledge of real estate closings, both retail and REO, having been in the industry for over 25 years.
In 2004 Chris was hired to create and run the REO Department for McCurdy & Candler, LLC. It started with just she and one attorney and grew over the years to upwards of 30 people. At the beginning she was responsible for it all from pre to post closing and everything in between. As the department grew, she was moved to a managerial position and as such oversaw the day to day operations, such as payroll, escrow accounting and interaction with clients and staff.
Chris was born in St. Louis, Mo, but has been in Atlanta since 1975. Her hobbies include cooking and travelling. She attended the University of Kansas and Emory University concentrating her studies on Math and French.


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Bill Winhall
A rescue and rehab expert, Bill Winhall is assistant curator of mammals at SeaWorld San Diego. He's also a valuable member of the PBI Sustainability Alliance and co-chair of the PBI Polar Bear Well Being team. Bill has over three decades of marine mammal experience, with a strong background in polar bear husbandry, training, enrichment, and exhibit design.


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Everthing possesses one thing really good or even poor in all of them. Although there have actually been actually some unsatisfactory problems associated with the Philippines, you can not refute the reality that what produces the nation as stunning as ever before is actually certainly not merely its own impressive locations yet additionally its own desirable women.
For somebody that is actually drawn in to Filipino women, you will absolutely like to know the greatest areas in the Philippines to discover a wife or even sweetheart. Today, you will figure out!
As the principal city and also the 2nd most extensive area of the Philippines, Manila will definitely certainly never run out our checklist being one of the most ideal metropolitan areas to find solitary Filipino women. Since 2016, Manila possesses a populace of over 1.78 thousand folks. Along with a populace that large for a solitary area, it is actually certainly not challenging to discover a suitable suit in the exciting as well as outrageous roads of Frenzy.
Just how to encounter Filipino women in Manila?
Thus what are actually the most ideal spots in Manila to locate Filipino women?
Good idea for you, there are actually pretty a variety of spots in Manila to come across bachelor girls relying on the kind you are actually trying to find. Depending On to Worldwide Ladies' Man, there are actually a considerable amount of spots where you may find females in Manila. You may come close to women in shopping centers as well as in the renowned Rizal Playground if you like autists. Or even you may see educational institutions and also Makati, if you enjoy career-oriented women. There are actually likewise various other alternatives like nightclubs and also clubs.
Depending on to the 2015 demographics, Cebu is actually the 5th district along with the best populace. As the 2nd significant district in the Philippines, Cebu is actually essentially an extremely urbanized district that is actually a lot less brawler matched up to Manila.
Cebu does not just give remarkable areas, it additionally uses wonderful women that you'll certainly would like to comply with as well as time. Thus discover the urban area as well as be actually surprised at just how helpful and also friendly individuals are actually.
Exactly how to comply with Filipino women in Cebu?
Prior to everything else, prior to encountering Filipino women in Cebu, you would certainly must recognize where to locate all of them initially.
While there is actually regularly on the web dating, you are actually most definitely losing out if you stay with it while you remain in Cebu. International Ladies' man's leading selections for dating in Cebu is actually to see areas like company playgrounds if you wish to fulfill individual as well as career-oriented women, shopping malls if you are actually searching for a person to tease along with, and also nightclubs if you enjoy one thing much more laid-back.
Exactly how to time Filipino women in Cebu?
The trick to effectiveness is actually definitely easy. You only need to merely be actually self-assured along with on your own. Summarize that nerve along with a little your surprise attraction as well as create her succumb to you.
Being actually the best metropolitan area in the Philippines, Davao is actually a safe house for every person of all ethnicities and also faith. Though matched up to Manila and also Cebu, this urban area is actually certainly not as urbanized yet you can easily still take pleasure in the serene atmosphere it possesses.
Davaoeños(individuals of Davao) are actually usually pleasant as well as get on to everyone, particularly to immigrants. The women might be actually much more on the modest and also conventional edge yet definitely friendly.
Just how to come across Filipino women in Davao?
In Davao, you are actually more probable to comply with women that possess sturdy household market values that date along with marital relationship in thoughts. Therefore if you are actually aiming to settle, Davao is actually the location for you!
There are actually rather a lot of areas in Davao where you can easily come across singular Filipino women. Yet a number of the very best spots are actually stores, educational institutions, as well as some nightclubs as well as pubs if you enjoy partying as well as consuming alcohol.
Exactly how to time Filipino women in Davao?
Some of the tricks to helping make a Davaoeño succumb to you is actually to possess a funny bone and also inform her the main reason why you selected to explore Davao is actually that you are actually searching for affection.
Likewise, be actually a gent and also handle her to an intimate supper in Davao to spots like Bondi & Bourke Davao or even Claude's Le Coffee shop de Ville. These areas certainly not merely howls passion to its own customers yet their likewise spending plan welcoming.
Dating Internet sites
If you do not feel that you will not satisfy high quality women in internet dating internet sites, at that point you will be actually verified incorrect. If you really want a prompt and also effortless means to comply with Filipino women coming from various areas in the Philippines, a Filipino dating internet site like TrulyFilipina would certainly be your bestfriend.
Straight in the convenience of your chair, you may effortlessly pick which urban area you wish to fulfill Filipino single people as well as begin conversing along with all of them.
Exactly how to fulfill Filipino women in dating internet sites?
In a Filipino dating website, you'll fulfill songs along with various kinds of individuals as well as passions yet you'll more than likely meet women that have an interest in severe partnerships.
The trick is actually to understand your target and also calculate your courting inclinations so you may remove participants that may not be appropriate suits.
Following is actually to be sure your profile page contends the very least 1 or 2 pictures of you, a great profile page explanation, and also a reference of that you are actually looking for on the internet site.


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Job Description
The Company
Our client is a leading supplier of high quality parts and ground engaging tools. Due to increased demands, there is a requirement for a Storeperson.
The Benefits
- Potentially long term position with a well renowned company
- Full-time hours, plus overtime possibilities
- Work locally in South Brisbane
The Role
- Perform general hand duties, lifting, stock control, and forklift operation
- Container unloading
- Maintain a safe and clean environment
- General cleaning of warehouse
- Undertake daily housekeeping tasks
- Load/unload trucks with forklift
- Punctuality is all important
- Spray painting machinery
- Valid driver's licence
- Forklift licence
- Previous spray painting, blasting or powder coating experience is highly regarded
- Strong commitment to work
- Very high safety awareness
How to Apply
If you are interested in this outstanding opportunity then please Apply Now!


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A bowl of curry chicken rocks every household with their own recipe. Some may even funk it up with more spices to add more tasteRead more
Make an Extra Delicious Chicken by Using Curry
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Spicy Indian Chicken Curry Recipe – North Indian/ Restaurant /Dhaba Style….
Spicy Indian Chicken Curry Recipe – North Indian Style…. Today we went to eat with some friends at a very popular curry restaurant in japan,Read more
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Andhra Chicken curry is tasty and spicy recipe with rich gravy.the two main ingredients which makes this recipe special is coconut and poppy seeds…for thisRead more
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Kon'nichi wa FoodTubers! Gizzi's back with a really tasty Japanese curry recipe. So easy to make this mild flavoured dish will impress your friends asRead more
The Best Jamaican Style Curry Chicken Recipe: How To Make Jamaican Style Curry Chicken
Jamaican Style Curry Chicken Recipe Jamaican style curry chicken Place chicken meat in a big bowl. Add 2 tbs of salt and cover with water.Read more
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Kitchens of India Paste for Butter Chicken Curry, 3.5-Ounce Boxes (Pack of 6) Delicious and mildly spiced curry made with tomato paste and simmerd withRead more
Chicken Curry (Pinoy Style) Recipe
Get the details of this recipe (in English) here: http://panlasangpinoy.com/2009/04/05/chicken-curry-pinoy-style/ Chicken Curry is a popular South Asian chicken dish. Chicken is cooked in coconut milkRead more
Indian Chicken Curry
Indian chicken curry home style as made by mother. Video Rating: / 5 Traditional recipe for Indian Curry http://www.facebook.com/ChefSanjeevKapoor http://twitter.com/#!/khanakhazana SaveRead more


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Cell Phone Locator System from Airpatrol – What Is It?
Find out More about Airpatrol's WLS Manager – Wireless Locator System
AirPatrol's Wireless Locator System has been introduced to prison phone services to protect prisons from the unauthorized use of cell phones. It has been acclaimed the best alternative for illegal cell jamming equipment according to a report that appeared in Business Wire on July 27th, 2009. The AirPatrol Company offers management solutions for mobile and wireless threats and their Wireless Locator System won awards at the 64th Annual US Deputy Wardens Association in Lake Ozark, MO.
The CEO of the AirPatrol Company, Ozzie Diaz, has stated that the biggest issue facing correctional facilities is the use of illegal cell phones by inmates. Inmates manage to make use of contraband cell phones in order to conduct illegal gang activities and crimes. They are able to smuggle several items inside jails with the use of banned cell phones. The only way to end the problem was with the help of a Wireless Locator system. The WLS system from AirPatrol makes use of WLS Cell and WLAN Sensors which the jail authorities can install at several locations to monitor their correctional facilities. The sensors are connected by Ethernet cables to a central WLS manager.
The AirPatrol's MapView technology, applied by the WLS Manager, surveys and monitors the specified area on a continual basis and provides a wide view of the entire network, so that the authorities can view and monitor the events through on their own computer screens. If there is any unauthorized use of cell phones, 802.11 or RF devices, the system is capable of alerting the authorities and pinpointing the location of the use within 6 ft or less.
The Main Advantages of the System along with Key Features:
- Intrusion alerts in real time
- Automatic self calibration
- The system offers network planning, forensic and optimization tools
- Both 802.11 a/b/g/n devices and cell phones can be located
- A unified view of the wireless network can be obtained at a glance
- A single console offers a display of both 802.11 a/b/g/n and cellular devices
- Features are license enabled and can be customized according to the facilities' needs
The Check Point SMART security management architecture is integrated with the WLS Manager. The system is able to accurately detect and alert the network administrator in real time regarding any threats. The system is automatically alerted upon the use of a rogue cellular device. The alerts can be sent to several devices at a time and in several formats as well. The zones for the alarm can also be configured and this eliminates the possibility of false positives. When an unauthorized call takes place through a cell phone, pictures of the event are taken so that authorities are able to view the exact location of the cell phone. The device can then be blocked through automatically generated traffic blocking. It can be activated either remotely or at the packet level and can be targeted towards the device or DNS attacks.
Features of WLS Connect
It is also possible for prison authorities to view of various past incidents of wireless threats, including incidents that occurred several weeks or months ago or even just a few hours ago. They can collect the necessary data in this way and use it to analyze several security incidents. This can be done by correlating it with information such as video surveillance, identity management and information regarding manual access control.
The Information Provided By WLS Connect:
- MAC addresses, SSIDs and association states of the 802.11 WLAN devices
- The precise spot where the cell phone or 802.11 WLAN device is being used within the area being monitored
- Cellular protocol type and transmit frequencies
- Starting and stopping times of voice mail, email or SMS text that has been sent from the offending cell phone.
The web consoles provided by WLS Connect are capable of authorizing installations by several users from network locations that are remotely located and all under one centralized operation.
What Are The Features Of Airpatrol WLS Cell/ WLAN Sensors?
The sensor supplied by AirPatrol's WLS Cell/WLAN sensors are Ethernet capable and can detect 802.11 a/b/g/n and cell phone devices. The 800.11 a/b/g/n and cell phone activity that take place within the bands of 800 and 1900 MHz can be detected very accurately with the help of the sensors. The sensors are equipped with two Ethernet ports and can pass through the existing network.
What Are The Main Benefits And Features Of WLAN Sensors?
- Network pass through data port
- Detects 802.11 a/b/g/n devices
- Sensors are of highest industrial quality and in compact build
- Rapid setup and configuration of sensors
- IDEN cellular devices detected accurately with WLAN sensors
- 824-849 MHz and 1850-1910 bands used cell phones detected with accuracy
The sensor can withstand all weather conditions and is tamper resistant as it is secured in a metal enclosure. These sensors are:
- Provided with water resistant rubber seals and can withstand all weather conditions
- Provided with a heat sink for operation in high temperatures
- Able to be operated in extreme conditions as they are tested at temperatures ranging from -40° F to +185°F
- Enclosed in a tough and durable aluminum case which protects the hardware and makes it tamper proof.
Users can view the product and the system at:
http://www.airpatrolcorp.com/videowisoverview.phpDon't miss our guide to making Prison Phone Calls.
Learn more about Prison Telephone Providers, Prison Phone Service or Contact Us.
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Wireless Locator System AirPatrol WLS Manager
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text: I'm Not Talking to Mummy 18/12/201418/01/2015 Mummy took me to a place that made me cry. She said it was for the best and that she was sorry. Although I cannot pronounce the word, it was something like "immunisations". I didn't smile at her for the rest of the day. 😦 Share this!FacebookTwitterPinterestMixFlipboardLike this:Like Loading... Related


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'Be strong in the Lord and in the strength of His might'
(Ephesians 6:10)
The Holy Father, Pope Francis, recently called for all of us to make a point of praying for the Church; all of us are aware that the Church is presently in need of renewal and conversion, in the midst of the trials besetting her in these days.
Pope Francis was specific in the prayers he requested us to pray for the sake of the Church – the holy Rosary of the Blessed Virgin Mary, followed by the 'Sub Tuum Praesidium' and the Prayer to Saint Michael the Archangel. The Sub Tuum is the oldest written prayer in honour of the Mother of God, dating back to the second century; it is very short and direct and is as follows –
"We fly to Thy protection, O holy Mother of God.
Despise not our prayers in our necessities
But ever deliver us from all dangers,
O glorious and blessed Virgin."
The Holy Father is very clear about the nature of the attacks upon the Church, which was explicit in the communiqué he issued –
"The Holy Father has decided to invite all the faithful, of all the world, to pray the Holy Rosary every day, during the entire Marian month of October, and thus to join in communion and in penitence, as the people of God, in asking the Holy Mother of God and Saint Michael Archangel to protect the Church from the devil, who always seeks to separate us from God and from each other."
The various forms of attack which are occurring have, ultimately, their origin in the Deceiver, working in many different ways but always with the same aim – to separate us from the good God and to cause division amongst the faithful. Where the faithful are divided, the evil one has greater reign; and when the sheep are separated from the Shepherd, they are in greatest danger.
And it is because this is a spiritual attack, regardless of the specific forms it may take, that the Pope calls for this particular spiritual response – an appeal to the motherly intercession of the Blessed Virgin, who is the Mother of the Church and who appears in the Protoevangelium as Woman who crushes the head of the Serpent; and to Saint Michael, whose victory is decisive in the great battle of Revelation. The Holy Father writes –
"With this request for intercession the Holy Father asks the faithful of all the world to pray that the Holy Mother of God place the Church beneath her protective mantle: to preserve her from the attachks by the devil, the great accuser, and at the same time to make her more aware of the faults, the errors and the abuses committed in the present and in the past, and committed to combating without any hesitation, so that evil may not prevail."
Mindful of the great work of the Church for souls and for the world, let all of us respond generously to the request of the Holy Father for prayer.


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A tricky topic is credit without German citizenship. It always depends on which nationality the loan applicant belongs.
Basically, banks in Germany can not simply reject a loan for people without German citizenship. If, for example, citizens from EU countries are concerned, the rejection of credit inquiries would violate the existing prohibition of discrimination enshrined in the Basic Law. There is credit without German citizenship if the applicants prove a fixed income and a German residence with residence permit and work permit. This also applies to non-EU citizens.
The credit without German citizenship for EU citizens
In recent years, EU law has become so prevalent in Germany that it also provides credit to people without German citizenship who come from the countries of the European Community. Refusals of credit requests that are based solely on being a non-German are prohibited by law. This means that the Italians living in Germany, Greeks, Spaniards or French, if they meet the requirements for lending, can take out a loan without being German citizens, for example, if they want to finance a car.
In practice, however, it appears that there are some banks that, despite the prohibition of discrimination, loans for foreigners. Of course, the foreign citizenship is never stated as the reason for the refusal. That can only be suspected. But that is why it is still difficult in Germany to get a loan if you are a foreigner – no matter what your nationality.
How the loan becomes possible even without German citizenship
However, there are ways and means of obtaining a loan without German citizenship. Increasingly, the banks are renouncing their strict guidelines. They also grant loans if they do not have German citizenship. In these cases, banks expect foreign citizens to meet the same requirements that German citizens must meet if they wish to take out a loan. For example, they must be able to prove that they have a regular attachable income from a non-self-employed employment, from which the monthly installment can be paid. In addition, it is necessary to have a permanent residence in Germany and to prove this by presenting a registration certificate. Foreign citizens are a little harder to get a loan, but it's usually not hopeless.
Anyone who gets informed on the Internet will certainly find testimonials from other foreign borrowers and banks, where it is no problem to take out a loan without German citizenship.


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[This post is a "reprint" of the official communication sent to all customer contacts of record via e-mail. It has also been updated to reflect any impacts from the Broadcom acquisition.]
January 12, 2018
To: Clarity Project & Portfolio Manager (PPM) Customers
From: The Clarity PPM Product Team
Subject: New Customer Innovation Process for Clarity PPM
On behalf of Broadcom, we appreciate your business and the opportunity to provide you with high-quality, innovative software and services. As part of our ongoing commitment to customer success, we regularly solicit customer feedback and ideas to inform our development process. Today, we are pleased to invite your organization to participate in the New Clarity PPM Innovation process. This process has been introduced to address suggestions we have received regarding the handling of ideas on our current Clarity PPM Communities idea site.
A summary of the new Clarity PPM innovation process:
· There is a new idea site at https://clarity.brightidea.com. Access to this new idea site is only available to official voting representatives (more on that below). The previous idea site will remain available for a limited time to allow voting representatives to use previously submitted ideas as a reference for new submissions.
· Voting on the new site works differently. Each voting representative gets 3 votes to distribute as they see fit. This is intended to help us prioritize.
· Representatives are welcome to submit new ideas. To make them available for voting, however, they (or a proxy) must pitch them on the monthly call, which is held on the 3rd Tuesday of every month at 11:00a ET.
· Ideas that rise to the top of the list AND receive a required minimum number of votes will progress further into the prioritization process and receive status updates during the monthly calls.
· Ideas that do not maintain a minimum number of votes will be archived from the site once per quarter. This allows us to maintain focus on those ideas that have attracted a reasonable consensus of support from across our customer community.
As of this writing, each customer organization is limited to one voting representative per Clarity PPM production instance. Representatives will be asked to participate in the process as described below. To nominate your organization's representative, please provide their name and e-mail address to email@example.com.
Customer voting representatives will be asked for the following time and effort:
· An hour each month (on the 3rd Tuesday of every month at 11:00a ET) for a review call that provides Clarity PPM product management updates, gives an opportunity to pitch new ideas for inclusion in the product, and highlights ideas that have been selected for further analysis. (If the representative is unable to attend a particular call, they are welcome to send a proxy in their place.)
· A modest amount of additional time reviewing the ideas on our new idea site (powered by Brightidea) and deciding where to cast your organization's votes.
Once we receive the official designation of your company representative, we will provide them with more details related to their participation – including a Welcome Guide with answers to many frequently asked questions. We do, however, want to highlight one specific question that came from many customers participating in the process pilot:
Q: What happens to the ideas submitted previously to the CA PPM communities site?
A: The 'Ideas' portion of the communities site was deactivated as of June 30, 2018 and this new site is now the appropriate way to suggest product enhancements. A small set of top ideas were transferred before the old 'Ideas' area was deactivated; otherwise, ideas must be resubmitted to be considered for prioritization. This new process is intended to help us focus more on the top few ideas that really garner your support.
[Note for Clarity PPM Partners: Partners are not eligible to participate directly in this process unless they also qualify as a customer operating a paid Clarity PPM production instance. We request that Clarity PPM partners encourage customers to take full advantage of the new process by nominating their voting representative and pitching ideas that they believe will add value.]
Please direct any additional questions you may have about the new innovation process to Clarity PPM Product Management at firstname.lastname@example.com. [Note that only messages related to the new innovation process are handled at this e-mail address. Please continue to use your usual Support or Account-related channels for all other Clarity PPM inquiries or concerns.]
Your success is very important to us, and we look forward to continuing our successful partnership with you. Thank you again for your business.
Answered in a UG meeting: The champions are free to vote if they are voting representatives.
I think that the CA Champions should have been added automatically to this.
Thank you for updating the community Brian!
New Customer Innovation Process for Clarity PPM
As mentioned in this post, the old Ideas portion of the community is slated to be removed from the site on June 30, 2018. This shutdown is being effected to help customers and other stakeholders avoid confusion about the official channel for registering enhancement requests with Product Management. Please be sure to retrieve any information you may wish to save from that portion of the community prior to that date. We continue to gladly accept your enhancement requests via the new process defined in the original post. Thanks!


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Too bad it's made of like thread and I can't wear it in this weather, because it's colder than a witch's tit.
And I am going to work day and night to cleanse my rheum so that I can have Lauren over and entertain guests this cold holiday.
Jessica saw Harry Potter yesterday. She shares the same enthusiasm for Snape and half of the other characters that I do. It is delicious.
We are getting each other Harry Potter stuff for Christmas.
Woo woo woo!


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Join roundtable discussions over Zoom and hear from the current parents and alumni of schools you're considering.
Panelists are answering questions and sharing their insights—about their school's culture, strengths, and weaknesses.
I've found the administration to be very thoughtful and kind. Communication is through email or phone - very friendly and open. They use QuickSchools as well for reports and personal info. The staff know all the children's names and what their interests are. I remember the head of curriculum having a number of girls-only meetings for my daughter's grade, when there was a bit of turbulence between the different personalities. She let them chat through any issues in a safe, non-judgmental way, and the group is now tight-knit.
It starts at the top. The leadership of the school through to the teaching staff and admin team are invested in my children. They know their names, their habits, their strengths and certainly their weaknesses. They know our children and respond proactively to situations across the spectrum of issues - academics, behavior, peer relationships, mental and physical health and general well being. The dynamics of any young pre-teen and primary student can perilous (ours included) and the entire Hudson team looks upon each child as an individual and with tremendous empathy. Their teachers and the leadership respond quickly and positively when we call or email. In turn, they reach out frequently with updates, information and any concerns they may have. There are many touch points that give us not only a very clear picture of what and how our children are doing while still being very responsive to feed back.
I have great respect for the people helping me in my education, because everyone wants the best for you at Hudson. I think that all the teachers and the guidance counsellor are great at motivating the students, and inspiring them to do their best. When I was applying to SHAD a couple of months ago, my math teacher and guidance counsellor were happy to assist me with the application, and all the staff at Hudson were overjoyed to hear that I was accepted. I feel that my success is very supported here.
At Hudson College the leadership here is always looking out for the students to make sure that everyone is having an enjoyable and safe experience. They also go through extensive lengths to help you achieve the grades that you want and need so you can move on the next chapter of your life. The staff does a great job of resolving the very few and minor conflicts that happen between the students in a timely and respectful manner. They also do a wonderful job of making time to see the students when the students need them so they aren't waiting for days. And they will even go around and ask the students how everything is going and to check in on them.


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Hoes should be wary of 8th grader's relationship contract
When your romantic entanglements grow too messy to bear, consider drafting a clear-cut list of relationship dos and don'ts.
An example, courtesy of a shrewd middle school student:
Found on the floor after class in a middle school: a relationship contract between 8th graders. (He signed it) pic.twitter.com/SPmDjNdjVi
— max linsky (@maxlinsky) June 10, 2016
All fair points.
[H/T: The Cut]
Have something to add to this story? Share it in the comments.
BONUS: Side Hustle: Love & Paint


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Pilot Ultra Fine Permanent Marker - Blue
$ 1.50
This listing is for one blue, Ultra Fine Pilot Permanent Marker. This pen will write on the stickers as long as you give it at least a minute to dry. Writing pressure will also dictate drying times, a lighter stroke gives a finer line which in return requires less drying time.


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Baily Trousers
Product out of stock
Free shipping and free returns
Order Today: Estimated Delivery Date 30/10/2020Should an item not fit you or not be to your liking, you can simply return the goods to us at any time within 30 days of receipt, free of charge.
Highly versatile: These narrowly-cut trousers made from high-quality viscose jersey boast a slim fit and feature side pockets. The sewn-in crease makes the leg appear longer and the elasticated waistband sits just below the navel, ensuring a comfortable fit. The imitated zip section flatters the figure.
- Close fit
- A wonderful combination item for many occasions
- main material 69% viscose, 25% nylon, 6% elastane


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The No. 3 Ohio State Men's volleyball team (5-2) swept No. 8 Penn State (3-2) in straight sets, winning 3-0 Sunday night at St. John Arena.
Head coach Pete Hanson said prior to the game, his team did not know what type of line-up to expect from Penn State due to an injured Nittany Lion, but that the Buckeyes still prepared for a tough match in the days leading up.
"The last few days in practice, it was a lot about our blocking and our defense in terms of, when we got Penn State into trouble, could we win that point by blocking them?" Hanson said. "Could we win that point by digging the ball and then letting Sanil set a hitter and kill that ball?"
Ohio State came out aggressive and big on the net in the first set, setting the tone for the rest of the match by winning 25-19. As a team, the Buckeyes hit .500, swinging hard from the middle and wing positions, while committing only two service errors in the first set.
Powerful serves by Ohio State challenged Penn State's defense and forced out of system plays for the Nittany Lions. Ohio State redshirt junior middle blocker Blake Leeson stayed ready on the net, putting down at least three of Penn State's overpasses. Redshirt freshman opposite Jake Hanes and senior outside hitter Maxime Hervoir had seven and five kills, respectively, in the first set, to contribute to the Buckeyes' effective offense. Senior outside hitter Nicolas Szerszen had five of Ohio State's seven digs in the set.
Ohio State showed improved stats in both blocks and digs from previous matches. Szerszen said the Buckeyes have been spending time in practice trying to improve in blocking and controlling the ball for stronger counter-attacks.
"We want to serve tough. When we serve tough the other team struggles and then it's easier for us to get blocks and digs," Szerszen said. "It's really frustrating when we do that and then we don't get those blocks or digs and counter-attack on them. The first couple matches we struggled a little bit with that."
The Buckeyes got off to a slower start in the second set. They battled Penn State point-by point until the two were tied at 14 when Szerszen scored a kill for the side-out and served for an eight-point run. After a service error, Penn State got the ball back, but lost it in the next play when Leeson put the ball down for Ohio State.
Though Penn State provided stiff competition for the first half of the second set, Ohio State's aggressive offense picked back up in the second half, shutting down the Nittany Lions.
Penn State redshirt sophomore setter Luke Braswell, named last week's EIVA player of the week for averaging 9.86 assists per set and helping his team hit an overall hitting percentage of .522, had only four assists in the second set. The team hit a .409 in the second set with six kills and six attacking errors. Penn State lost the second set by 10 points, 25-15.
Ohio State started the third set with a large presence on the net, a stark contrast to Penn State's diminished energy. The Buckeyes hit a .520, with which Penn State could not keep up. The Nittany Lions raised their hitting percentage to .125, but had only eight kills. Ohio State finished the set quickly, beating Penn State 25-17 and sealing the match victory.
Topping the kill leaderboard were Hanes (16), Hervoir (10) and Szerszen (9). Ohio State junior setter Sanil Thomas had fewer assists than usual, but still topped the leaderboard with 29. Szerszen's 10 digs were the most in the match and Leeson finished first in blocks with four.


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My Name is Scott Wooten, formally an Anglican priest. I live in Weatherford Texas and work in Fort Worth. I am in discernment for the Catholic priesthood with The Ordinariate of the Chair of St. Peter. At the moment, I work in the secular world and seek opportunities, like this blog, to minister as I am called by God. Have an idea for ministry? Let me know if I can help!
Contact Info:
Scott Wooten: email@example.com


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CoreNet Global Summits offer opportunities for members to network, learn and be recognized for professional achievements. CoreNet Global Summits bring corporate real estate (CRE) professionals together from across and from all aspects of the profession.
Expand your career through professional designation programs with CoreNet Global and grow your leadership skills in development programs customized for corporate real estate professionals.
Join in the vision of CoreNet Global as we continue to connect professionals, and the corporations they represent, worldwide through the offering of resources that help make CoreNet Global indispensable to the successful practice of corporate real estate.
CoreNet Global is an opinion leader in corporate real estate benchmarking, workplace and infrastructure management. Enhance your knowledge with resources like research papers, exclusive member survey reports and presentations from top speakers on hot industry topics. Members of CoreNet Global benefit from a wealth of research knowledge and resources.
CoreNet Global offers several ways for members to stay connected to the latest resources, trends and news as it relates to corporate real estate (CRE).
Join with CoreNet Global in our mission to advance the practice of corporate real estate through professional development opportunities, publications, research, conferences, and chapters and networking groups. Build life-long connections through interactions with like-minded professionals who are also looking for ways to gather and share corporate real estate knowledge.
Presentations for the recent CoreNet Global Summit | North America can now be viewed at the Knowledge Center! Simply click on the Summit Connect icon for Orange County or sort for OrangeCounty2019. Get inspired and learn about the latest trends and research as you listen to and view presentations by the best minds in corporate real estate. Access is limited to 30 days for non-members. www.corenetglobal.org/SummitConnect


text: I just had a client come in to see me that owned a commercial rental property that he no longer wanted. Researching his tax basis we determined that he will have a $150,000 capital gain on sale. Instead of selling the property his realtor has suggested that he do a 1031 like-kind exchange for a residential rental property to defer the gain. The realtor further suggests that he should only rent it out for a year or so, then move in and treat it as a personal residence. By doing this the realtor insists that the deferred gain of $150,000 on the 1031 like-kind exchange would be excluded under Code Section 121 (non taxable gain on personal residence) as long as the client lives in the residence for two years.


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Puma Debuts Global Flagship Location in Manhattan
- By
- May 21, 2018
Shortly after inking a full-building retail lease two blocks away, SL Green Realty Corp. has signed a 24,000-square-foot lease with Puma in one of its Midtown Manhattan assets. The sports brand will spread across three floors and will take up all the available retail space, following American Girl's relocation.
Located at 609 Fifth Ave., the 156,700-square-foot office building is in the heart of the city's premier shopping district and right across Saks Fifth Avenue and Rockefeller Center. Grand Central Station is a few blocks away, while multiple subway and bus stations facilitate access throughout the entire area. According to Yardi Matrix, the 1925-built asset underwent renovations in 1989. The owner plans to reposition it by relocating the lobby from Fifth Avenue to 49th Street, as well as to upgrade Puma's store with 160 feet of wraparound frontage featuring high-end double-height storefronts.
"Fifth Avenue will always be the destination for global flagships amongst international retailers," said SL Green Managing Director Brett Herschenfeld, in a prepared statement. "The retail market in New York City continues to attract the best of both new and established brands."
Cushman & Wakefield's Steve Soutendijk, Michael O'Neill, Jason Greenstone, Alan Schmerzler and Sean Moran represented the landlord in the transaction. JLL's Robert Gibson and Greg Covey acted on behalf of the tenant.
Image courtesy of SL Green


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A start-up business in Finland used RDP financing to carry out a feasibility study which helped lower the risks in upscaling their production capacity of biocomposites.
Projects & Practice
Responding to clients' needs by offering new integrated veterinary services using a mobile laboratory.
Financed by the Romanian rural development programme, a small patisserie and confectionary workshop upscaled its business by constructing a new building to increase its production capacity and offer utility areas to customers.
A Finnish NGO used EAFRD funds to develop a network of nature-based service providers and activities to support their development such as study trips and work groups.
A young and dynamic team of veterinary sector experts received EAFRD support to establish a private laboratory offering high quality veterinary services to farmers.
LEADER funding in two subsequent projects helped a small metalware company grow its size and capacity and take advantage of new market opportunities.
A Hungarian woodworking business used LEADER support for the construction of a new environmentally friendly manufactory hall.
A small Finnish start-up company developed nutritional supplements based on traditional herbs and plants from Lapland.