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Public Offerings
Many offerings are available for custom or on-site delivery — Please contact ILR Customer Service or call 866-470-1922 for more information.
Training for Difficult Conversations
Effectively Approach and Facilitate Difficult Employee Conversations with this 2-Day Training Led by Cornell ILR Experts in Midtown NYC. Register Now.
Total Rewards: Compensation and Benefits
Successfully plan, execute and communicate a total rewards system that drives valuable business results. Examine crucial components of compensation and benefits planning to recognize which rewards attract, engage and retain employees.
The Union: Its Role in the Lives of Workers and Society
The objective of this course is to recognize the ways in which the union as an institution, and labor as a movement, protect the interests of workers on the job and in society. Students will focus on Social Movement Unionism that not only looks at working conditions of members, but also concerns itself with social issues affecting all working people.
The Law of Equal Employment Opportunity
The latest in-depth information on federal, state and local EEO and AA laws (e.g., Title VII, ADEA, ADA, Executive Order 11246). Topics include discrimination, reasonable accommodations, illegal harassment, retaliation, the relationship between EEO laws, AA and diversity, and the interplay of FMLA and ADA.
The Hobby Lobby Decision: Its Impact on the Workplace
In Hobby Lobby, the Supreme Court interpreted the Religious Freedom Restoration Act (RFRA) as providing new religious freedom rights to closely held corporations. How will the Federal and state RFRAs interact with the Title VII, ACA, NLRA, and state and local human rights laws? What are the implications of Hobby Lobby for employers, unions, and the rights of employees to be free from discrimination based on LGBT, gender, and religion?
The Fundamentals of Negotiation (Canada)
This two-day workshop teaches the fundamental skills that apply to negotiations in any setting as a building block for managing workplace disputes, consulting with union representatives and collective bargaining.
The Affordable Care Act
Prepare Now for Negotiations! This one-day workshop, offered once in Albany and once in Rochester, will provide union leaders with the information they need to help members, trustees and board members understand how to best manage the so-called Cadillac Tax. Included will be tips on reporting, contract language and building a strategy to help manage costs in order to "stay below the line." Learn how employers are preparing themselves and gain insight into how the provisions of the Cadillac Tax may change before 2018.
Talent Acquisition
Explore the talent acquisition process to hire the right candidate for the right job at the right time. Learn strategies to source, attract, assess and select qualified candidates while considering legal requirements throughout the recruiting process.
Supervising Successfully in a Union
For union leaders and staff with supervisory responsibilities. Topics discussed include transitioning into a supervisory position, framework for resolving supervisory issues, managing time to supervise, building trust, coaching, staff reporting, having difficult discussions, managing up, supervising during change and crisis.
Strategic Grievance and Arbitration Handling (Canada)
Through this workshop, labour relations practitioners will develop the knowledge, skills, and confidence necessary to promote productive, efficient, and successful handling of grievances, ensuring that management is gaining maximum benefit from the process.
Steward Training (online)
This tools-building workshop emphasizes the rights of stewards/committee persons in resolving disputes in the workplace. The right to information, the duty of fair representation, and member's right to representation of their Weingarten rights will be covered. Participants will learn how to protect the grievance process, the equality principle, the seven tests of just cause, and how to simplify grievance writing.
Steward Training
This on-line tools-building workshop emphasizes the rights of stewards/committee persons in resolving disputes in the workplace. The right to information, the duty of fair representation, and members right to representation their Weingarten rights will be covered. Participants will learn how to protect the grievance process, the equality principle, the seven tests of just cause, and how to simplify grievance writing.
Steward Training
This tools-building workshop emphasizes the rights of stewards/committee persons in resolving disputes in the workplace. The right to information, the duty of fair representation, and member's right to representation of their Weingarten rights will be covered.
Special Topics in Labor Law
Workshops and conferences provide an in-depth analysis of initiatives and changes emanating from the courts and the NLRB, as well as federal, state, or local labor governing bodies.
Special Topics in Employment Discrimination Law
Conferences and workshops focus on important issues related to workplace discrimination, such as online hiring practices, pre-employment background checks, criminal records discrimination, social media, employee privacy questions, or other relevant topics.
Resolving Internal Union Conflict
This course is designed as an introduction to dispute resolution theory and practice with special emphasis on its applications in the field of industrial and labor relations. The course examines the nature and sources of conflict in various areas of society and the role of negotiations, mediation, arbitration and fact-finding in the resolution of disputes.
Resolving Conflict
Conflict may have constructive or destructive consequences on individual or team performance. Acquire the ability to identify, confront, manage and resolve conflict.
Reporting Requirements Under the LMRDA
These offerings provide instruction for unions and employers on current regulations and reporting requirements under the Labor-Management Reporting and Disclosure Act.
Reinventing Your Career: The Practice and Profession of Dispute Resolution
Designed as the preliminary module, this program sets the foundation for building a viable career as a neutral. Throughout two days, we explore the nature of self-employment and development of your future practice, with the long-term goal of helping you to build a business plan that will launch your career.
Public Speaking for Labor Leaders
This workshop is designed to prepare union leaders and staff to speak with ease and confidence in any setting, whether during a meeting or delivering prepared speeches. This class will provide friendly support and concrete public speaking suggestions for every participant, from the inexperienced or shy to the accomplished speaker.
Privacy Rights in the Workplace
Topics addressed may include current issues and relevant law involving social media, credit and background checks, use of employment analytics, off-duty conduct, and other areas of privacy law.
Preparation for Collective Bargaining
Gain Strategies and Practical Skills for the Collective Bargaining Process with this 2-Day Training Led by Cornell ILR School Experts in NYC. Register Now.
Performance Management and Development
Maximize employee productivity through effective performance management by exploring every step of the performance management process. Learn to set objectives, deliver effective feedback and objectively evaluate performance to make the process a positive and engaging experience for both managers and employees.
Organizational Design: An Essential HR Capability
Better understand organizational design and how it fits within broader organizational development work. Hone consulting and analytical skills to strike a balance between a facilitative and expert role, and create alignment between components of the organization and the overall corporate framework.
Optimizing Pay for Performance and Managing Compensation Change
An organization's compensation philosophy centered on performance-based pay sends a message of accountability and establishes expectations for employees. But, the less prepared an organization is to manage this approach, the more difficult its execution will be. Understanding and knowing how these expectations will be rewarded plays a critical role in managing employee expectations. Throughout this process, it is essential to recognize the distinct values that different groups of employees place on compensation and how to best engage them while strengthening the pay and performance.
Occupational Safety and Health
Programs may cover federal, state, and local occupational health and safety regulations, as well as legislation and court decisions related to workplace health and safety and whistleblower cases.
Northwestern University and CAPA :The NLRB and College Football
The NLRB granted Northwestern University's request to review Regional Director Ohr's decision finding scholarship football players to be employees within the meaning of the NLRA. What will the Board's decision mean for the Brown, Boston Medical Center, and Specialty Healthcare decisions? This case has created national debate about how the student athletes as employees with the right to form unions and engage in collective bargaining would affect them, college sports, the NCAA, Title IX, and higher education.
NeuroLeadership 101
What if the breakthrough to critical talent challenges is all in our brain? The NeuroLeadership Institute has been using brain research to solve issues in performance management, diversity and inclusion, and learning and change. This special event introduces the latest thinking on neuroscience and its implications for business and leadership.
Managing With Labour's Values
This workshop provides a good foundation for supervising and managing with labor's values. Topics covered include the role of a supervisor/manger in a union or social justice organization, system for getting and maintaining positive performance, time and stress management in changing times, system for delegating and coordinating group projects, and matching management style to the needs of staff.
Managing with Labor's Values - Parts 1 & 2
Can you be an effective manager while staying true to the values of the labor movement?
Managing with Labor's Values - Part 4 - Team Building/Diversity
Topics covered include motivating members of teams to work together productively, resolving disputes, making all members of the team feel included, understanding the complexities of different teams for different objective, cultural aspects of interactions within teams, assigning roles within teams and maintaining accountability, and recognizing team phases and the leadership behaviors needed for each.
Managing with Labor's Values - Part 3 - Accountability
This workshop shows positive ways to build staff accountability while avoiding "monitoring" or other methods unions oppose when used by the employers of their members. Topics discussed include creating system of accountability, keys steps towards building accountability work plans as basis for accountability, and holding accountability meeting.
Managing with Labor's Values - Part 2: Building Accountability
This workshop focuses on understanding different behavioral styles at work and how to adapt when conflicting styles cause misunderstandings, unproductive efforts, and impede progress on reaching goals. Featured topics include approaches/techniques for influencing behaviors, impact v. intent, finding yourself in results, expanding your sphere of influence and understanding behavioral styles to improve communication, cooperation. This is Part 2 of a workshop series on Managing With Labor's Values.
Legal Issues in the Workplace
Managers and HR practitioners are frequently exposed to employee issues that may have legal implications for their organization. This interactive workshop focuses on the legal issues associated with day-to-day employment decisions and actions with an emphasis on practical techniques to address issues in a legally sound manner.
Leadership Skills for Success
Master critical communication and management skills to effectively manage employees, establish priorities and delegate responsibilities. Gain the commitment of others and add value to your organization by being clear about the results you want to achieve, the environment you want to create, and how you will develop and deploy talent. Become an effective leader with the ability to build relationships and manage workplace communications in order to be heard and understood by others.
Latin American Professional Certificate Program in Workplace Negotiations
Escuela de Relaciones Industriales de la Universidad de Cornell y Littler Presentan:
Programa Latinoamericano de Certificación Profesional en Negociaciones en el Lugar de Trabajo
Día 1: Manejo de Conflictos en el Lugar de Trabajo
Días 2 a 3: Técnicas y Habilidades de Negociación
Labour Relations Law (Canada)
Whether you are involved in the collective bargaining process, the administration of a contract, or a certification campaign, it is necessary to understand the applicable federal/provincial Acts and their practical impact on the workplace. This workshop is accessible for both non-lawyers and lawyers and gives participants an op
Labor Relations Law
Whether you are involved in the collective bargaining process, the administration of a contract, or a certification campaign, it is necessary to understand the National Labor Relations Act and its practical impact on the workplace. This workshop is accessible for lawyers and non- lawyers alike, and gives participants an opportunity to understand a host of legal principles and considerations.
Labor Relations in the Public Sector
This course is designed to acquaint labor relations professionals, union members, union stewards and officers with a basic understanding of public sector labor relations.
Labor Relations in Changing Times
Managers in a unionized workplace are challenged to manage effectively within legal and contractual parameters. This workshop is a solid understanding of labor relations issues managers confront on a daily basis, including disciplinary situations and investigations. Case studies and interactive real-world training exercises provide the opportunity to put your newly acquired skills to work.
Labor Relations for Managers: Managing Effectively in a Unionized Environment
Managers in a unionized workplace are challenged to manage effectively within legal and contractual parameters. This workshop is a solid understanding of labor relations issues managers confront on a daily basis, including disciplinary situations and investigations.
Labor Law
This workshop is specially designed to introduce union members and labor leaders to the National Labor Relations Act (NLRA) as it directly impacts union strategy, collective bargaining and contract administration. In addition to the primary provisions and principles of the NLRA, the workshop covers the new cases dealing with social media, small bargaining unit and joint employer cases .
Labor History
Labor History can be understood from the perspectives of both union history and the social, cultural, and political life of workers. To gain insights into labor's past, it is useful to explore not only union organizing, collective bargaining, and labor legislation, but also what workers thought, how they work and lived, and their impact of workers on the larger society.
Labor and Employment Arbitration Award Writing
Cornell University's Scheinman Institute on Conflict Resolution is pleased to announce its 2015 Arbitration Award-Writing Workshop. This interactive program is primarily designed for arbitrators of labor and employment disputes who desire to strengthen their award-writing skills.
Investigation Tools and Techniques (Canada)
Given the legislative and general legal requirements involved in conducting workplace investigations, it is critical for investigators to understand the necessary components and techniques to ensure a balanced and thorough result. This interactive workshop provides valuable information and practical skills on how to conduct workplace investigations effectively and fairly.
Investigation Tools and Techniques
Effectively dealing with complaints and conducting investigations is a critical part of creating a productive and fair workplace culture. This workshop focuses on both the strategic considerations as well as the nuts and bolts of investigating issues of employee misconduct. Special emphasis is placed on relevant contractual considerations, preparing an investigation plan and conducting investigatory interviews.
Introduction to Advanced Collective Bargaining Strategy (Canada)
This workshop provides an introduction to strategy and a framework for developing long term labour relations bargaining strategies. This includes a day on theory, strategic foundations, and preparation, and a day on applying this learning to collective bargaining planning and execution.
Internal Investigation Note-taking and Reports
Internal investigation notes, documentation, summaries and reports have come under heightened scrutiny. An investigation may be at risk if the supporting information and reports are not well written. Practice effective note-taking techniques while developing skills in writing fair, neutral reports that uphold findings. Prerequisite: CO231
Interest-Based Bargaining Strategies and Structures
Approach and Execute Interest-Based Bargaining that Improves Relationships Between Parties with this Intensive Training Led by Cornell ILR Experts. Register Now.
Integrated Talent Management: Aligning Talent with Organizational Demands
Explore what it takes to build the next generation of leaders by examining leading practices that develop organizational talent. Learn processes for aligning talent strategies and desired business outcomes to effectively deploy talent.
Increasing Effectiveness at Arbitration (Canada)
Contractual or disciplinary disputes that cannot be resolved by the parties are ultimately tried and resolved in arbitration. Instructed by experienced arbitrators and advocates, this workshop is designed for those who need to develop a strategy for preparing or presenting evidence in a labour arbitration case.
Inclusive Diversity and Inclusion Talent Management
Infuse talent management, recruiting, on-boarding and retention with new ways to work, think and communicate. Broaden organizational context by leveraging the impact of applying a strategy for talent management. Recognize the impact of unconscious bias. Align business, talent management and D&I as a systemic process.
Human Resources and the Law
Gain insights on preventing, identifying and managing employee issues that have potential legal concerns. This comprehensive and interactive workshop includes up-to-date information on employment laws and cases defining employer-employee rights and obligations, and practical implications of laws in day-to-day HR operations (e.g., discrimination, compensation and benefits). Current legal issues are highlighted, including a module on social media and privacy.
HR Analytics: Telling Better HR Stories Through Data
Communicate the impact of HR by leveraging data and engaging executives and line managers in making informed human capital decisions. Identify key business drivers and translate them into metrics that show the relationship between productivity and profitability, as well as performance elements that drive employee engagement and satisfaction.
Healthcare and Pensions
Collective bargaining often focuses on healthcare and pensions before turning to wages and other terms and conditions.
Harassment Prevention in the Workplace
For EEO/HR professionals and managers, prevention is the key to maintaining a productive workplace and avoiding illegal harassment on the job (sexual, racial, religious, ethnic, age, disability, etc.). This interactive workshop examines legal and policy concerns, and best practices for facilitating respect and dignity in the workplace.
Grievance Handling for Stewards
One of the primary duties of a union steward is dealing with alleged violations of the collective bargaining agreement. Come to this workshop to the difference between a complaint and a grievance, how to investigate a grievance, effective ways to interact with grievants, witnesses, and management, the importance of clear language and your legal rights and responsiblities.
Fundamentals of Diversity and Inclusion Initiatives
Use this workshop's step-by-step process to launch, enhance or revitalize initiatives with thoughtful planning and sound methodology. Acquire key competencies, developmental models and best practices to assess, optimize and drive effectiveness and sustainability of change initiatives.
Fundamental Negotiation Skills
This workshop takes participants through a series of experiential learning situations to understand and practice fundamental negotiation skills and approaches to one-on-one, small group, and collective negotiations settings in the workplace. Participants will gain insight into their own negotiation biases, weaknesses, and strengths, and build negotiation confidence and competency.
Finance and Compensation for Collective Bargainers
Agility with financial concepts and understanding their consequences in collective bargaining is an essential skill for an expert negotiator.
The program focuses on compensation strategies including fundamental issues on developing and executing a compensation strategy and the possibility of a system that drives performance in a unionized environment.
Facilitation Skills Training for Conflict Management
Learn Techniques for Workplace Conflict Resolution with this Facilitation Skills Training Led by Cornell ILR Experts. Approved for HCRI Credits. Register Now.
Facilitating Negotiations
Over the past twenty years, Cornell has worked in hundreds of collective bargaining and dispute resolution situations to facilitate the use of interest-based negotiation techniques. At this workshop, you will learn how to apply these facilitation techniques to structure and guide interest-based dispute resolution processes in commercial and employment settings.
Executive Compensation, and Key Talent and Superstar Pay for Performance
Executive compensation and superstar pay have become increasing controversial in recent years. Truly understanding the basics of compensating executives, key talent and superstars is key to re-thinking how to align performance, strategy and pay for "must-retain" employees and organizational leaders.
Evaluating Performance-Based Compensation Programs: Tools and Techniques
Explore quantitative and non-quantitative tools and techniques for assessing performance pay through a variety of lenses. Consider performance pay through multiple human resource and financial metrics that quantify returns to the organization from a performance-based pay system.
Ethics in the Workplace
Ethical dilemmas inevitably arise in the process of providing leadership. The causes of ethical tensions within unions and in the larger labor movement will be explored in this course through readings about democracy, ethical theory, union history and structure, and organizational values.
Ethics in ADR
Learn Techniques to Avoid and Address Sticky Ethical Situations in ADR with this 2-Day Training Led by Cornell ILR Experts in Midtown NYC. Register Now.
Ethics and Witnesses
Avoiding Impermissible Coaching, Ex Parte Communications, and Dealing with False Testimony
Do you know the difference between improper coaching and appropriately preparing your witnesses? Where is the line between zealous advocacy and unethical behavior? What is the impact of social media? What are your obligations when a witness provides false testimony?
Essentials of Human Resources
Examine ideas to work more effectively with client groups and understand HR's growing role in driving performance and productivity. Gain insights into applying competencies to optimize HR practices, influence business results and transfer learning to the workplace through case studies and group activities.
Enhancing Diversity and Inclusion Initiatives with Change Management Strategies
Organizations need to continuously assess their D&I initiatives and ensure they align with their mission. Learn new change management strategies used by successful businesses and practice relevant skills for engaging employees. Leave with a toolkit that includes an audit to assess engagement, self-assessment techniques to improve individual contribution, and a follow-up action plan to revitalize an organization's D&I initiatives.
Employment Law: Representing Union Members on the Job
This workshop is designed to introduce students to Anti-discrimination laws (Title VII. ADEA, ADA) OSHA, Wage and Hour laws in the context of representing and organizing workers.
Employment Law for Arbitrators, Mediators and HR Professionals
This course will provide a basic overview of employment law, focusing on the most significant laws and legal principles that may surface during an employment dispute.
Employment Law and Workplace Mediation Training
Become a Qualified Workplace Mediator with this Intensive 5-Day Training Led by Cornell ILR School Experts in Midtown NYC. CLE Credits Awarded. Register Now.
Employment Law
In this course students will examine both federal and state laws governing public and private sector workplaces and will use examples from a number of industries such as manufacturing and construction. The focus will be on the practical application of laws and their impact on the workplace and American society.
Employment Arbitrator Training
Effectively Arbitrate Both Statutory and Contractual Employment Claims with this 2-Day Training Led by Cornell ILR Experts in Midtown NYC. Register Now.
Employee Internal Investigations: Part I
Part I: Learn a step-by-step approach for conducting investigations and developing resolutions. Topics include: investigator's role, interviewing, managing emotional employees, confidentiality, information-gathering techniques, when to involve an attorney, and identifying outcomes. Prerequisite: CO100, CO111 or CO353
Emotional Intelligence: An Edge for Leaders
Emotional Intelligence (EI) is the ability to harness emotions in sensing, understanding and responding adeptly to social cues in the surrounding environment. Use EI to make pivotal decisions, plan projects and initiatives, solve problems, interact with clients, set performance expectations, communicate feedback and interact with colleagues of all levels. Develop and enhance EI competencies to achieve higher performance.
Emerging Trends: Recalibrating Diversity and Inclusion
Recognize the shifting demographics, technology and globalization that are changing business needs.
Effectiveness in Arbitration
Contractual or disciplinary disputes that cannot be resolved by the parties are ultimately tried and resolved at arbitration. Led by experienced arbitrators and advocates, this workshop is designed for those who need to develop a strategy for preparing, presenting, or assisting in presenting evidence in labor arbitration.
Effective Presentations
It will come as no surprise to some of you that the number one fear among Americans is the fear of public speaking. Many of us had to overcome the panic attacks, sleeplessness, and sense of dread that can be caused by the prospect of speaking in front of groups. This workshop is designed to help participants overcome fear so that they can reach their potential as activists and leaders.
Effective Preparation for Arbitration
This is a hands-on workshop for those with some familiarity with arbitration, either in the classroom or in practice. Participants will leave with a heightened understanding of the arbitration process and the skills they need to serve as effective advocates in arbitration hearings. This is a repeat performance of a session last offered in 2010.
Effective Interviewing
Enhance the necessary interpersonal skills that ultimately impact the quantity, quality and reliability of the information that interviewers obtain from candidates. Discuss the importance of these skills throughout the interviewing process while exploring their impact from the initial screening interview to extending an offer of employment.
Effective Grievance Handling: From Step One to Arbitration
Develop the knowledge, skills and confidence necessary to promote productive, efficient and successful handling of grievances, ensuring management is gaining maximum benefit from the process.
Effective Employee Resource Groups
ERGs and affinity groups have emerged in the workplace as a standard component of D&I initiatives to address issues of employee groups with shared interests. Examine characteristics of high-functioning ERGs as well as leading practices in group formation and operation.
Effective Employee Relations
Examine proactive initiatives and policy implementation that guide successful ER. Learn techniques for conducting effective conversations and managing performance issues. Practice communication skills and explore working styles and sources of conflict.
Effective Employee Discipline (Canada)
Your disciplinary decisions are subject to rigorous scrutiny. As a result, anyone involved in formulating or implementing disciplinary decisions must have command of the principles of progressive discipline as well as a solid understanding of the best practices for administering discipline. At this workshop, experienced arbitrators and labour relations professionals will provide you with practical knowledge and insight about the discipline process.
Effective Employee Discipline
Disciplinary decisions are subject to rigorous scrutiny. Anyone involved in formulating or implementing disciplinary decisions must have command of progressive discipline, establishment of cause for termination, as well as a solid understanding of the best practices for discipline management.
Effective Diversity and Inclusion Councils
Position D&I councils for successful impact in your organization with this workshop's integrated approach. Apply best practices for the formulation and operation of councils and understand the core competencies needed for positive impact.
Effective Communication Skills
For anyone who wants to improve oral presentation skills through instruction and practice in a supportive environment. Overcome reluctance to speak in public, analyze and understand your audience for maximum effectiveness, gain tools to organize your thoughts for a more effective/powerful presentation.
Effective Communication (online)
For anyone who wants to improve oral presentation skills through instruction and practice in a supportive environment. Overcome reluctance to speak in public, analyze and understand your audience for maximum effectiveness, gain tools to organize your thoughts for a more effective/powerful presentation.
Effective Communication
For anyone who wants to improve oral presentation skills through instruction and practice in a supportive environment. Overcome reluctance to speak in public, analyze and understand your audience for maximum effectiveness, gain tools to organize your thoughts for a more effective/powerful presentation.
Effective Collective Bargaining: Preparation and Negotiations (Canada)
This workshop focuses on both preparing a bargaining and negotiating strategy as well as executing "at the table" tools, tactics and techniques to reach an agreement using small group exercises and a full day collective bargaining simulation to hone skills learned during the workshop.
Effective Collective Bargaining Skills and Strategies
Transition from bargaining strategy to negotiating strategy by focusing on tools and techniques necessary to achieve results, "at the table." Participants will focus on developing and selling proposals, probing union proposals and the timing and sequencing of counter proposals and concessions.
Diversity and Inclusion Education and Training
Enhance critical skills for designing and implementing D&I training to ensure that management and employees have an experience that raises awareness, changes behaviors and does not reinforce stereotypes or biases. Acquire techniques, models and ideas to drive diversity messages across an organization.
Discussion with Richard Griffin, General Counsel, NLRB
Richard Griffin, the General Counsel of the NLRB, spoke before a live audience of labor lawyers on December 13, 2013. This course is based on a recording of that session and interviews with the speakers. Discussed are Griffin's priorities and possible future initiatives, his thoughts on inability-to-pay vs. "we don't want to pay" cases, what that means to the parties, and what management's responsibilities are.
Developing and Managing an Effective Supplier Diversity Program
Supplier diversity strategies and programs allow many organizations to gain a competitive advantage. Learn how organizations have approached, designed and implemented supplier diversity in effort to build positive supplier diversity relationships, comply with government regulations, as well as measure and track success to realize business goals.
Current Issues in Labor Law
Recent decisions of the courts and the NLRB, as well as federal, NYS and local legislation related to workers and their rights to organize, engage in concerted protected activity, and bargain collectively, are covered in this program area.
Current Issues in Employment Law
Included in these programs are topics such as federal, state and local wage and hour laws; pensions, healthcare and other benefits; the Wage Theft Prevention Act; and other trending areas of employment law.
Cross Cultural Issues in Conflict
This program provides a unique and detailed examination of the role that culture plays in conflict and conflict resolution. Mediators and other ADR professionals will analyze and attempt to resolve complex, multi-layered problems in this intensive hands-on workshop. Professor Ilhyung Lee, one of America's foremost experts on the subject of cross cultural issues, will serve as lead instructor for the program.
Costing the Contract
Participants learn and practice creating a collective bargaining cost-sheet and adjusting it based on the ebb and flow of negotiations.
Costing Out the Contract
This is a practical, how-to-workshop to give union negotiators and bargaining committee members the skills they need to prepare for contract negotiations. Exercises are used throughout the workshop to illustrate how to calculate the projected costs of an agreement.
Costing Out a Contract (online)
This is a practical, how-to-workshop to give union negotiators and bargaining committee members the skills they need to prepare for contract negotiations. Exercises are used throughout the workshop to illustrate how to calculate the projected costs of an agreement.
Costing Out a Contract
This is a practical, how-to-workshop to give union negotiators and bargaining committee members the skills they need to prepare for contract negotiations. Exercises are used throughout the workshop to illustrate how to calculate the projected costs of an agreement.
Contract Language and Interpretation (Canada)
Whether they are administering contract language or proposing language at the bargaining table, this workshop is designed to provide labour relations practitioners with a solid, practical understanding of what contract language means and how it will likely be interpreted by an arbitrator in the event of a contract language dispute.
Contract Language and Interpretation
Whether you are administering contract language or proposing it at the bargaining table, this workshop is designed to instruct labor relations practitioners on how contract language and past practices may be interpreted by an arbitrator.
Contract Administration
The contract lies at the center of day-to-day union practice. The interpretation and enforcement of contract language depends on the union representative. Students will discuss how to resolve problems that are contract-based by effectively utilizing grievance procedures. Class participants will learn how to creatively harness the energy of union members themselves to build the local union and address workplace issues.
Contemporary Labor Issues
The focus of this course is two-fold: on the one hand, to discuss the revitalization of the labor movement and, on the other, to examine the context in which this revitalization must occur. Among the topics discussed are the changing nature of work; the state of American unions; the globalization of business and labor; tensions between private and public sector.
Conflict Resolution Strategies for the Workplace
Design and Enact Conflict Resolution Strategies for the Workplace with this 2-Day Training Led by Cornell ILR Experts in Midtown NYC. Register Now.
Conflict Resolution
This tools-building workshop is designed as an introduction to dispute resolution theory with special emphasis on interest-based problem-solving. The workshop will utilize role plays, exercises, case studies and other tools to allow participants to practice what we teach. Special emphasis will be given to developing strategies to resolve conflicts at work (even with difficult people) without losing control.
Competencies to Advance Diversity and Inclusion Strategies
Assess key D&I competencies that drive business imperatives to ensure alignment with the vision and mission. Learn new change management strategies used by successful organizations and practice relevant skills for engaging employees.
Collective Bargaining
This course examines the principles of contract bargaining including bargaining environments and structures as well as standards used in negotiations. Students will learn to prepare bargaining demands, cost economic items, draft non-economic language, negotiate economic and non-economic issues, and resolve a bargaining impasse. Discussion will consider the impact of bargaining outcomes on workers, unions, employers, and the public.
Collective Bargaining
This introductory-level workshop is designed to develop the skills of union negotiators who do not have extensive experience in advancing a collective bargaining strategy and in conducting face-to-face negotiations at the bargaining table
Coaching for Performance and Potential
Establish an engaging coaching relationship to improve performance and grow talent by encouraging your team to perform at its best. Gain an understanding of when coaching is needed and practice using a coaching model to facilitate an effective coaching conversation. Review various theories for changing behavior and applying different strategies. Examine important coaching elements such as, setting clear and actionable goals, formulating a development plan, and dealing with conversational conflict.
Change Management: Turning Chaos into Opportunity
Today's organizations must operate in a constant state of change in order to be successful. This requires leaders to embrace what can sometimes feel like chaos, and turn change into opportunity.
Building Your Career as a Workplace Neutral
In this innovative and unique one day program, we explore the nature of self-employment and discuss the development of your practice, with the goal of helping you to build a business plan that will successfully launch or effectively enhance your career as an ADR neutral.
Building Successful Teams and Team Leaders
Build awareness and skill in the areas of team dynamics, group problem solving and decision making. Explore the structural and behavioral dimensions of building and leading an effective team. Learn techniques suited for self-directed work teams, interdepartmental project teams and other group situations where combined efforts are needed to reach optimal performance levels.
Building Effective Unions: Motivating and Organizing Union Members
In this course students will examine the history of workers' efforts to form and join unions and the development of the legal framework within which contemporary organizing typically occurs. New methods of organizing that consider the political, social, and economic environments will be explored along with the various factors that influence workers' willingness to join unions.
Beyond Base Pay - Using Incentives to Drive Performance
As the pressure to "do more with less" increases, many organizations are searching for ways to more efficiently utilize compensation budgets to achieve their strategic goals. Directly linking pay to performance is a key solution currently being discussed. Understanding how to link pay to performance, creating an appropriate compensation philosophy, and knowing what types of incentive pay are most effective for which groups of employees are critical to the successful incentive and merit pay programs.
Basic Negotiation Skills (online)
This introductory-level workshop is designed to develop the skills of union negotiators who do not have extensive experience in advancing a collective bargaining strategy and in conducting face-to-face negotiations at the bargaining table.
Basic Negotiation Skills
This introductory-level workshop is designed to develop the skills of union negotiators who do not have extensive experience in advancing a collective bargaining strategy and in conducting face-to-face negotiations at the bargaining table.
Basic Labor Leadership Skills Certificate Program - Online
Ready to make a difference in your union, organization, or company? Want to discover how you can become more involved and understand your role at a deeper level? Challenge yourself in the Labor Leadership Skills Bootcamp four intensive, experiential days with research-based learning and real-world experience.
Basic Labor Leadership Skills Certificate Program - Boot Camp
Ready to make a difference in your union, organization, or company? Want to discover how you can become more involved and understand your role at a deeper level? Challenge yourself in the Labor Leadership Skills Bootcamp four intensive, experiential days with research-based learning and real-world experience.
Assertive Grievance Handling
This workshop will help union representatives develop and improve basic skills needed to forcefully and effectively enforce the terms of the collective bargaining agreement in ways that build the union. It is for those newer to handling grievances, those who want a refresher or anyone not familiar with using member mobilization to resolve grievances.
Arbitration Advocacy Immersion Part II
Module 1: Evidence Part II
This module teaches additional evidentiary rules and principles and reinforces the practices of reintroducing facts into evidence, including:
Arbitration Advocacy Immersion Part I
Module 1: Case Analysis, Preparation and Opening Statements
From the perspective of both the union and management, participants practice how to develop a clear and effective theory of the case, create a proposed issue statement to be presented at the hearing, identify witnesses and evidence and prepare opening statements.
A full understanding of arbitration's role in the grievance process is key to successful outcomes. This one-day session provides a general introduction to the arbitration process. It is designed for both public and private sector unions, and is geared toward those with little or no experience in arbitration.
Agreement Writing
While negotiation effectiveness is critical, so is the ability to write clear enforceable contract language.
Affirmative Action Programs
Develop current and essential knowledge of affirmative action legal requirements and plans for government contractors – or employers who voluntarily establish affirmative action initiatives. Learn from an extensive case study and panel of experts.
Advanced Negotiation Skills
This one-day workshop will provide union representatives with the information they need to help members understand how the new health care law will affect them. Additionally, union reps will learn how the provisions of the Act may play out at the bargaining table for small groups, large groups, Taft-Hartley plans, and more.
Advanced Employee Internal Investigations: Part II
Part II: Through extensive practice, gain advanced skills for handling complex employee investigations, such as serious policy violations, EEO and compliance. Topics include: thorough investigation methods, strategies for avoiding common errors and the necessary steps for creating and implementing outcomes. Required: CO231
Advanced Diversity and Inclusion Strategies
Enhance D&I strategies' relevance, vibrancy, effectiveness and connection to organizational vision and goals. This workshop introduces D&I professionals to a unique assessment tool and a step-by-step strategic approach. Upgrade, relaunch or initiate a sustainable D&I process that links to – and reinforces – an organization's strategic business objectives, mission and marketplace to ensure long-term culture change.
Advanced Collective Bargaining Skills and Techniques
Collective bargaining has been described as containing the twin motivations of competition and collaboration. In this program, participants will deepen and expand their knowledge and practice of negotiation techniques learned in prior Cornell Labor Relations classes to increase effectiveness in a variety of negotiation situations.
ACA and Wellness Programs: At Odds With EEO Laws and Collective Bargaining Agreements?
Affordable Care Act regulations encourage employers to implement Wellness Programs (e.g., smoking cessation, weight loss, etc.) with assumed resulting reductions in coverage costs. Are these savings real? There also are legal implications, including possible disparate impact discrimination under Title VII, ADA, GINA, as well as HIPAA issues. Does this conflict with collective bargaining agreements? Panelists discuss issues facing employers, unions, benefit plans, and workers.


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Dan Ariely, a world recognized behavioral economist and I had an opportunity recently to sit down and talk about a number of issues and underlying unconscious choices that lead people in debt to make good or bad decisions in dealing with debt. Dan talks about the mistakes the financial services industry makes and the best approach to controlling spending to ... Read More »
How to Get Out of Debt. The Honest and Unvarnished Truth.
As a student of the history of debt, having lived through debt problems myself, and having founded and run a credit counseling organization I have a very unique view from inside and outside the debt world. If there were mistakes and beliefs to be had, I've had them. If there perceptions about debt, they've floated through my mind, If there ... Read More »
You Ain't Your Fucking Debt
On the way from a weekend visiting really good friends and having lots of laughs, yesterday I was talking with Pam in the car, in the rain, and on cruise control. I was just thinking back on how all the difficult moments of our nearly 28 year relationship have changed our course. There was the day our daughter stopped breathing ... Read More »
Survey Finds Debt Equals Depression For Many: Women at risk to suffer with financial depression
This is a previous study that I participated in but it is still relevant and important to understand the relationship between debt and depression. Nearly half of the people who have problems with debt are experiencing symptoms of depression, according to a survey by Myvesta, a nonprofit financial crisis center. The survey found that 49.3 percent of people with problem ... Read More »

subset: commoncrawl


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There are many evil politicians and judges ("public authorities") today telling us that an eternity clause does not serve the people, that "it hinders rather than protects." They say an eternity clause is an "entrenchment clause that makes change difficult in a changing world." Well, they are lying to you!
An eternity clause is to protect you by preserving freedom. Obama wants your guns so he and his friends can enslave you at whim. What he says is "gun control" is to control you, not guns.
The following is a comment written by someone named Benjamin Riches, who with his British spelling of the word "realise" most probably lives in the United Kingdom (U.K.) where the citizenry has already been deprived of their guns. Many people in the U.K. are in fact jealous of the freedom we have in U.S.A. and are with Obama now attempting to enslave us all. ("Misery loves company.") What Benjamin Riches failed to write in his comment (below) is that the British do not even have a constitution. Instead, they are the subects of their own rich "political and legal elites," including their "queen". Benjamin Riches wrote:
"You guys realise the constitution was written over 200 years ago. It's 2013, times have changed and your constitution appears to do more harm than good to the people of your country."
The following was my response:
"Benjamin, the Second Amendment is the eternity clause, and is in fact a human right to guarantee our freedom for all time. If by 'change' you mean to eliminate freedom, then you misinterpret our Second Amendment. Germany has an eternity clause in its Basic Law (Article 79 para. 3), but the 'political and legal elites' in Germany defraud the people—violating the eternity clause entirely. In fact these "elites" are using the same claim that you are — that an eternity clause hinders 'change'. Not so! The fact is that there is a conspiracy in Germany to willfully violate Germany's Basic Law: The three branches of government in the Federal Republic of Germany are conspiring with each other against Germany's highest laws—violating and alienating all of the basic rights (human rights) that were established by the Parliamentary Council (Parlamentarische Rat) in 1949. There's no freedom in Germany today — the country is in fact ruled by an oligarchy of 'elites' (all friends) that appoint one another to positions of 'authority' to protect themselves from accountability. It was in fact Hitler that first took all the guns away from the German citizenry, and the 'elites' in Germany today are continuing with Hitler's confiscation of guns."
Basic rights and other basic principles that have been laid down in democratically established constitutions and basic laws can only be restricted in accordance with the democratic rule of law, i.e., only with the authority of the people. All state authority emanates from the people, therefore, all "laws" (legislation) and court "decisions" that override (affect the essence of a right or rights) established in constitutions and basic laws are in fact void. And any government that implements laws that are void is an illegitimate government.
Our Second Amendment rights to "bear arms" (as all our other rights) are God given rights (human rights) to protect ourselves and our nation from a wayward illegitimate government. Arrogant members of parliament (legislature), judges (judiciary), president and police (executive) are our worse enemy, i.e., the three branches of government stealthily attacking from within. The American People would not give up their rights to defend themselves against tyranny unless they were lied to (were defrauded) which is exactly what happened to Germans in the Federal Republic of Germany (FRG) in 1968 when the "political elites" inserted paragraph 4 into Article 20 of the FRG's Basic Law (Grundgesetz–GG) along with other unlawful "supplements" (unlawfully amending the Basic Law) used to override the eternity clause (Article 79 paragraph 3 GG), Article 1 GG, Article 20 GG, and many other rights intended by the Parliamentary Council to protect freedom and the Sovereignty of the People. In practice paragraph (4) and other "supplements" that were simultaneously added have eliminated the democratic rule of law—eliminating human rights and the Sovereignty of the People.
NOTE: A "supplement" intended to override (or block) the law is in fact a false "amendment" of the law because in practice it wrongfully affects the law and life. In paragraph 4 (inserted into Article 20 GG) the "elites" claim that they have granted a new "right," but in fact they have supplanted "this Basic Law" entirely with their dictatorial regime which they have specifically labeled in paragraph 4 as "this order," displacing "the constitutional order" of Article 20 paragraph 3 GG. And "this order" includes all the additional "supplements" that these "elites" use to override "this Basic Law" defined by the eternity clause. In other words "this order" is used to entirely eliminate "the constitutional order of this Basic Law" and is presented to the German people under the disguise of an additional "right" — a wolf in sheep's clothing. Paragraph 4 reads as follows:
(4) Gegen jeden, der es unternimmt, diese Ordnung zu beseitigen, haben alle Deutschen das Recht zum Widerstand, wenn andere Abhilfe nicht möglich ist.
NOTE: Paragraph 4 does not refer to "the constitutional order" that is written in Article 20 paragraph 3 GG, and claims to give every German the "right" to fight a wayward government, i.e., a "right" to resist. But Germans had already been deprived of guns by Hitler and the "elites" today continue to confiscate guns.
Article 20 paragraph 3 GG reads as follows:
Artikel 20 Deutsches Grundgesetz (3) Die Gesetzgebung ist an die verfassungsmäßige Ordnung, die vollziehende Gewalt und die Rechtsprechung sind an Gesetz und Recht gebunden.
Obama knows the true purpose of the Second Amendment. He knows full and well that the purpose of the Second Amendment is to repel tyranny, (i.e., to resist tyranny), and instead of acknowledging the purpose of the Amendment he now deliberately points to "America's hunting and shooting tradition," which he says is also a part of the tradition at Camp David, the presidential retreat. He says, "Up at Camp David, we do skeet shooting all the time." Obama knows well that the vast majority of gun owners do not own a gun to "do skeet shooting." In fact most American gun owners do not go "hunting". Obama, by pointing to "hunting" and "skeet shooting" is in fact attempting to deceive (to defraud) the American people. Obama knows why there are so many Americans who are very strongly opposed to "gun control," (i.e., an attempt eliminate freedom), but he is deceiving many other Americans with a baited hook—claiming to be one of us by "skeet shooting up at Camp David." Obama is a wolf in sheeps' clothing.
NOTE: Truth is not necessarily what you believe and cannot be conformed to your opinion. Truth exists in and of itself outside your knowledge and opinion, and is a consistent pattern of facts. Without consistent truth you have nothing to rely on. You can be told ninety-nine truths and then one lie, all with the intent to deceive you. And in fact that one lie (after gaining your trust) can kill you. Anything said with the intent to lie… is a pattern of deception.
Obama is in fact conspiring in a traitorous movement to violate and alienate the entire U.S. Constitution — a conspiracy stealthily attacking the American people from within. This is also why Obama's wife, Michelle, is appearing on TV (even at the Oscars) attempting to put a humorous friendly face on what is in fact a monster. After two more years of lies, they will invite all Americans to vote for a constitutional amendment to "restrict," (i.e., in fact to eliminate), our present constitutional rights to bear arms under the Second Amendment. If this happens it will be because of fraud committed against the American people, because we will have lost our freedom based solely on their deception.
An eternity clause is usually established in a constitution or basic law as a final protection against those that would eliminate freedom, either entirely or with calculated restrictions. An eternity clause, if enforced, is to block all would be despots from unlawfully taking your rights. The right to bear arms in U.S.A. is not a privilege, but a right to resist attempts by dictators to usurp Sovereignty. And your rights do not require a license. Obama now wants background checks, not to control guns, but to disarm the citizenry, and what he is doing is betraying (defrauding) the American people by claiming that he is protecting them, i.e., in what he calls "security". That is what has been happening in Germany in the name of the false "emergency laws". And that is why these "emergency laws" were fraudulently "legislated"—claiming them to be protective measures when in fact they are used to eliminate freedom—arrogantly violating and alienating Article 79 paragraph 3 GG, Article 1 GG, Article 20 GG and all other basic rights established by the Parliamentary Council (Parliamentarische Rat) in 1949. This is also why the police show up at peaceful protests with their guns and sticks and start beating people. It is they who start violence at peaceful protests. They do not want people to protest so they intimidate with violence and false arrests.
NOTE: The Federal Republic of Germany's Parliament (Bundestag) stealthily defrauded the people of Germany when "legislating" these "emergency laws" and then the Federal Constitutional Court (Bundesverfassungsgericht), without deciding whether or not the "legislation" of these "laws" was lawful, endorsed the "legislation". As a result, Germany is today not only a police state, but ruled entirely by an oligarchy of "elites" (a dictatorship), i.e., political parties claiming to be different parties, the three branches (organs) claiming to be "separate," but in fact all are conspiring against the German people and human rights.
The "emergency laws" used in Germany are the same that were used in Tunesia, Egypt, Lybia, and Syria, and elsewhere, and are why the civil war is continuing in Syria today. These "emergency laws" in fact do not protect, but enslave. And these "emergency laws" are used daily in Germany for everything: Whenever the police choose (at their whim) they can arrest you and deprive you of your rights to be heard by a judge in a court of law, i.e., deprive you of due process and of rights to legal recourse in a court of law. And the police have their guns.
Without legal recourse you have no way to defend your other rights. Similarly, without a gun you have no way to defend your rights. Germany's citizenry has already been deprived of its guns. This was initiated by Hitler and has been continued by the "elites".
Rights to legal recourse have been eliminated in Germany by false "legislation," i.e., by "legislation" which falsely (fraudulently) "amended" this Basic Law and continues with the "legislation" of numerous other laws intended to violate and alienate all the human rights. What is interesting is that the German citizens were first deprived of their guns, and then their rights, not the other way around. And what is also interesting is that it is the Basic Law of the FRG that established the Bundestag and Bundesverfassungsgericht in 1949 and that these members of parliament, federal judges and police officers are willfully violating the very document (authority) that established their offices, i.e., violating their oaths.
In fact all of the human rights established in Germany's Basic Law, in the Treaty of Lisbon Charter of Human Rights of the European Union and the United Nations Universal Declaration of Human Rights are considered by the "political and legal elites" in Germany to be only ink on paper. Thousands upon thousands of German citizens and numerous others living in Germany are being denied their rights to legal recourse against the "public authorities".
In fact German "elites" have unlawfully "legislated" their own Guantanamo Bay in Germany—stealthily imprisoning an entire nation of German citizens and many others living in Germany. This oligarchy of "elites" is a group of friends that appoint one another to positions of "authority" to protect themselves from accountability.
NOTE: Benamin Riches (as seen in his comment and on his Facebook page) says that our U.S. Constitution is old and needs to be changed. What he may or may not know is that it is because our Constitution is difficult to change that we still have much of our freedom in U.S.A. In contrast, Germany's Basic Law has been "changed" over 65 times since 1949, and many of the "changes" are in fact not "changes," but unlawful. It is possible to still read the "human rights" written there, but they are not enforced, because Article 79 paragraph (3), Article 1 and Article 20 are not enforced. Instead, fraudulent paragraphs and sentences have been inserted into this Basic Law to supplant this Basic Law—using illegitimate "law" against the German people—committing fraud that most Germans are not aware of, not until they try to apply their rights and are then denied their rights.
And the German people are in fact being unlawfully denied a constitution, (still under a temporary Basic Law), because the "political and legal elites" want to retain the corrupted "Basic Law" that they have created—exercising illegitimate "law". These "elites" are all illegitimate traitorous Germans that are stealthily betraying the German people and other peoples within the European Union.
NOTE: The British and the Germans today, do not have a constitution. And that is because many "political and legal elites" really do not want the people to be sovereign. And for other peoples (nations) that do presently have a constitution, they must beware, there is an international conspiracy of tyranny, a conspiracy that does not serve and protect, but uses, abuses and enslaves.
Most Americans are very different from the people in Europe. The United States of America is in fact a young nation that fought against the British to secure their freedom. The people in the United Kingdom today and throughout Europe, with possibly the exception of the French, have been controlled for thousands of years. It is not so in the U.S.A., Americans have a constitution that has been, for the most part, enforced (with the exception of Roe v. Wade), and if our courts would act separately from the executive and legislative branches we would be safe. But as history has proven this does not always happen.
UPDATE: The U.S. Supreme Court on Tuesday February 26thin a claimed to strike down the 4th Amendment of the U.S. Constitution, claiming that no one can quest court of law the legitimacy of the government violating your privacy. This, my fellow Americans, is a wayward U.S. Supreme Court.
Everyone, the United States of America is a constitutional republic, i.e., where the law has been established to protect all minorities and individuals from mob rule. Americans, do not live under mob rule nor under the snob rule of "elites". Yes, constitutions can be amended, but only amended in accordance with the law, of which the U.S. Constitution is the highest — law that binds the executive, legislative and judiciary branches. For a president, member of parliament or judge to act contrary to the rights that are established in our U.S. Constitution by enacting or endorsing congressional "legislation" that infringes on our rights is in fact a willful violation of the law. We live in a country ruled by law and that law binds our employees, i.e., binds our public authorities. They are to serve us. Only amendments of our Constitution made in accordance with the law are lawful. Any attempt to infringe on our Constitutional rights with "legislation," or for a court to endorse such "legislation," (i.e., without first lawfully amending our Constitution), is a willful and arrogant violation of the law.
"Posterity! You will never know how much it cost the present generation to preserve your freedom! I hope you will make good use of it. If you do not, I shall repent in Heaven that I ever took half the pains to preserve it." — John Adams
This post is in progress. Please check back for additional content.
Related articles
- Obama Using Foreign Cops to bring MARTIAL LAW? (ConservativeActionAlerts.com)
- In a Republic, People Are Sovereign (tenthamendmentcenter.com)
- U.S. Circuit Court Of Appeals Rules: No Second Amendment Right To Carry Concealed Firearms (addictinginfo.org)
- Missouri Bill Makes It A Felony For Lawmakers To Propose Gun Safety Legislation (thinkprogress.org)
- Their War On Freedom: A Deconstruction (personalliberty.com)
- Nullification and Gun Control (economese.wordpress.com)
- Ind. Senate calls for U.S. constitutional convention (democraticunderground.com)
- Missouri House Democrat implies desire to sell citizens' gun rights to feds (fromthetrenchesworldreport.com)


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Teen Wolf – Season 3 Episode 20 – Sneak Peek – Echo House
Here's the sneak peek of Teen Wolf Season 3 Episode 20: "Echo House" on MTV.
In this sneak peek, Stiles is in a crazy house? Oh no! Stiles!!! He's getting drugged.
This aired during the Wolf Watch post show with guests Brian Patrick Wade, Stephen Lunsford and Haley Webb.
Also check: Teen Wolf 3×20 Promo!
Teen Wolf 3×20 Sneak Peek "Echo House" – Airs: February 24, 2014
More posts on Teen Wolf


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All Mostly False statements involving Herman Cain
Herman Cain
Says someone earning $50,000 a year will fare better under his "9-9-9" plan than under the current tax system.
— PolitiFact Florida
Herman Cain
"Every worker pays 15.3 percent payroll tax."
— PolitiFact National
Herman Cain
Muslims tried to use Sharia law to influence court decisions in New Jersey and Oklahoma
— PolitiFact Georgia
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There's plenty of available on-site parking, including allocated spaces for people with disabilities (located on Locomotive Street, directly in front of Bays 8, 4 and 16 of the Locomotive Workshops and outside the Biomedical Building on Central Avenue).
Australian Technology Park is located close to the CBD with excellent public transport connections. ATPSL encourages all tenants and visitors to ATP to travel by public transport.
However, for those needing to park, the parking fees are as follows:
First half hour $6.00
½-1 hour $12.00
1-3 hours $20.00
3+ hours $30.00 (Max daily rate)
Lost Tickets $30.00 Please note Pay Stations accept $20, $10, $5 notes and $2, $1, 50c, 20c, 10c coins and payment by credit card.
The entrance to the Australian Technology Park car park is from Henderson Road, Eveleigh. A Pay and Walk ticketing system has been installed for your convenience. Collect a ticket from the boom gate and drive through to the car park located on ground floor of 8 Central Avenue (Media City Building).Event/ Visitor car parking is available at 8 Central Ave (Media City Building). Collect a ticket from the boom gate and drive through to the Car Park, located at Ground Floor, 8 Central Ave.
Monthly parking rates for tenants
Onsite outdoor parking is $175 + gst per month (this is unavailble for tenants and employees in the Media City building)
Secure underground parking is $290 + gst per month
- 8 Central Avenue at the rear lift
- outside the Biodmedical Building
- Bay 4 Atrium (inside the Locomotive Workshops)
- Bay 8 Atrium (inside the Locomotive Workshops)
To gain access to the disabled parking area, please contact the security office on 9209 4666 or advise security at the boom gate when you first enter the Park.
The Australian Technology Park (ATP) is a key part of the Redfern-Waterloo area and is a major part of the urban renewal process occurring in this important part of Sydney. The Park is currently home to over 2,000 workers.
In order to minimise the impacts on the local community, Australian Technology Park Sydney Limited (ATPSL) has undertaken a parking study to address key parking concerns. This study has been conducted by Transport & Urban Planning to identify: the type of parking available in the surrounding streets; community concerns in regard to parking conditions; and potential solutions that can be implemented by the City of Sydney Council.
ATPSL has been working closely with the community on these issues and values your feedback. Following on from a community meeting in December 2009 and in August 2010, the parking study has been completed and is now available. A concern raised by tenants and the community was the cost of parking on the ATP site. Significantly discounted monthly packages are available to tenants. Casual parking fees for visitor parking are charged in line with relevant commercial practice, to manage parking demand and to encourage public transport use.
In addition to conducting the parking study, ATPSL:
1. Has written to each organisation of the ATP seeking their assistance by asking their staff to be considerate of the local community should they drive to work at ATP.
2. Is working with tenants and other key stakeholders to encourage the use of bicycles and public transport when travelling to and from ATP.
3. Is continuing the significantly discounted monthly care parking rate for tenants and their employees of the ATP site.
4. Is encouraging conference and events users to use public transport or coach transport to and from ATP venues.
5. Is ensuring the safety and security of pedestrians and users of the ATP site through its 24 hour, seven day security service which includes CCTV camera and site security patrols.
6. Is making a significant investment in improving the signage and way finding in the ATP site to assist the journeys people are making through and to the site.
7. Is working closely with major transport providers including State Rail and the Bus and Taxi Council.
8. Is investing in street lighting upgrades and landscaping improvements to make the journey through and to ATP more pleasant.
ATPSL is a not for profit company established in 1993. Any profits being made by the company's operations are reinvested in the Park. This reinvestment is vital to the ongoing sustainability of the Park, including to support the development of technology and the
important heritage of the site.
Read the Parking Study here.
ATPSL encourages all tenants and visitors to catch public transport when travelling to and from ATP.
Find out more about catching public transport to ATP here.
View more
Subscribe to the ATP newsletter and receive latest news, events and industry information straight to your inbox! We also run regular competitions.
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OFFICE OF EXTENDED STUDIES (Summer Term, Winter Term, Freshmen Connection, Freshmen First, Pre-College Programs, Professional Programs, Continuing Education Programs)
Appendix D: UNIVERSITY OF MARYLAND POLICY AND PROCEDURES ON THE DISCLOSURE OF STUDENT EDUCATION RECORDS III-6.30(A)
Appendix J: UNIVERSITY OF MARYLAND PROCEDURES FOR REVIEW OF ALLEGED ARBITRARY AND CAPRICIOUS GRADING--UNDERGRADUATE STUDENTS III-1.20(B)
Appendix M: UNIVERSITY OF MARYLAND POLICY ON THE COLLECTION, USE AND PROTECTION OF ID NUMBERS VI-26.00(A)
Appendix O: UNIVERSITY OF MARYLAND POLICY ON PROMOTING RESPONSIBLE ACTION IN MEDICAL EMERGENCIES (APPROVED BY THE PRESIDENT V-1.00(J)
Identification Cards
The photo ID card is issued at the time the student first registers for classes. This card is to be used for the entire duration of enrollment. Additionally, students who have food service contracts will use this photo identification card to access these services. Contact Dining Services directly for further information.
The photo ID card can be used by students for admission to most athletic, social, and cultural events, to withdraw books from the libraries, and as a general form of identification on campus.
University of Maryland photo ID cards will be replaced free of charge only when the most recent, active ID card is turned into the Office of the Registrar at the time of reissue AND:


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Click on a thumbnail to go to Google Books.
The Last River: The Tragic Race for Shangri-la
by Todd Balf
No current Talk conversations about this book.
A moderately interesting look at the 1998 Tsangpo kayak expedition. A lot of time is spent on setting up the various personalities, but I never felt any sense of connection to any of the participants. What was of most interest to me was the overview of other characters in and around the gorge at the same time - esp. Ian Baker (Frank Kingdon Ward's Riddle of the Tsangpo Gorges: Retracing the Epic Journey of 1924-25 in South-East Tibet). Also of interest were the author's thoughts about modern 'extreme' expeditioning - like him, I'm more than a little ambivalent.
A question - the phrase 'put on' is used throughout the book - I've always heard 'put in' (as in, launching the boat) - a regional diff? An editor screwing up?
As someone who has never been in a kayak I was pleasantly surprised at how well I could understand the mechanisms, skill level and passion involved in white-water kayaking. Balf does a great job describing not only the people involved in this tragic adventure, but just how dangerous it really was. Balf also is wonderful in giving cultural, historical and geographical backbone to the Tibetan landscape.
References to this work on external resources.
Wikipedia in English (3)
Amazon.com Amazon.com Review (ISBN 0609606255, Hardcover)As the 20th century neared its close, few corners of the globe remained unexplored. One exception was a "monstrous and largely obscure river in southeastern Tibet" that had already resisted several British expeditions: the Yarlung Tsangpo. Raging through a nearly impenetrable gorge in one of the most remote places on the planet, it was a place variously reported as the source behind the Western myth of Shangri-La and the "Everest of rivers." In 1998 a team of middle-aged American men--all of them expert river runners--aimed to notch their paddles with this last great stretch of virgin whitewater that many knowledgeable river people considered "beyond the means of what humans could do in a boat." But after securing crucial funding from National Geographic and flying halfway around the world, the team of four paddlers (three in expedition kayaks, one in a whitewater canoe) arrived in-country to find the river at flood stage. Their leader, a man with a "stubborn allegiance for things that look hopeless," decided they would continue anyway. Those familiar with the story know what happened next.
Fans of the man-versus-nature genre popularized by Into Thin Air and The Perfect Storm will not be disappointed by Todd Balf's fast-flowing reconstruction of events. All the elements are on board: rugged individuals, intensive logistical planning, a strange, unforgiving landscape--and death. While Balf, a former editor at Outside magazine, delivers the expected adrenaline-fueled adventure, the nuanced emotional and psychological dimensions that allowed Krakauer and Junger to rise above the genre are less in evidence in The Last River. Portages through personal histories, for instance, bog down with character portraits that sometimes read more like screen treatments ("His face bears out the Baby Boomer ideal: seasoned but searching"). But once Balf plunges into the heart of his narrative--the river navigation itself--he finds the right stroke:
Paddling hard to get to the protected shore-side of a house-sized rock, he missed the move, then plunged over another small drop. Flipped again, Jamie got spit out and tried to roll but couldn't. Seconds later he felt the boat getting pushed beneath an undercut rock....
What happened on the Tsangpo is not so much a tragedy as another sad loss in the increasingly competitive realm of extreme sports. One wonders about the actual tragedies (i.e., cultural fallout, environmental degradation) ready to unfold as the world's last remote places become playgrounds for the burgeoning adventure-travel industry. The Last River avoids speculating. It's first and foremost an action-packed chronicle of an expedition gone bad that will appeal to landlubbers and water rats alike. --Langdon Cook
(retrieved from Amazon Thu, 12 Mar 2015 18:24:14 -0400)
A team of extreme whitewater paddlers takes on the remote and fearsome Himalayan rivers in 1998.
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I am trying to get back into cycling after a 40+ year layoff...
I bought a Specialized Sequoia Comp at the beginning of the
I have had several misadventures trying to free/enter my rockport
brogans into the toe-clips.
I read (mostly here ) that Adidias indoor soccer shoes make a
fairly nice shoe for use with toe-clips.
I went out an bought a pair (Adidias Sambas)and indeed they escape the toe-clips
fairly easily ( I keep the straps very loose) because the shoes have
a fairly flat bottom.
I am having a ridiculous problem trying to flip the pedal ( the left one)
so I can enter the toe-clip.
I don't seem to be able to use the small tooth to flip the pedal !
If I am going uphill from a dead stop I have to wait till the top of
the hill before I can even attempt to enter the left hand pedal toe-clip.
I suppose that, given enough time, flipping the pedal will become
second nature...
I think that part of the problem is the low quality of the supplied pedals.
Any suggestions as to flipping the pedal and or suggestions of a more
user friendly pedal to use would be appreciated.
I don't think that I am psychologically ready for clipless pedals.
Bouncing on the pavement cuz of toe-clip exit problems has
made me a bit gunshy of being tightly locked to the pedals.


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Your Student's Transition to College: Help without Hovering
Danette Norman Till, Director of Counseling Services
During Advising and Registration Days for our new first year students I had the opportunity to meet many of you this summer and together we prepared for the excitement and angst of your son or daughter heading off to college. Just a few reminders of what you can expect within yourself, particularly if you are a parent of a first year student:
Your son or daughter may have different reactions to starting to college which may include:
We encourage you to stay connected to your student, while also letting go. Encourage your student to stay on campus, particularly the first few weeks. This is the time to connect to other students and if your student is struggling with homesickness, the easiest thing to do is to return home. Encourage them to check out activities on campus or attend sporting events. As a parent, write emails, send notes/cards or care packages, visit campus and attend events, celebrate successes of your student, and offer support. Additional tips to remember:
Click here for Important Dates and New Student Resources
Community Resources/Numbers:
Campus Store: 260-982-5275
Cottage Creations Florist & Gift Shop 260-982-2028
North Manchester Greenhouse & Florist 260-982-8023
Motel/Hotel in North Manchester:
(see http://www.manchester.edu/Common/VisitingManchester/accommodations.htm for full listing of area accommodations):
North Manchester Police Department: 260-982-8555
Wabash County Hospital: 800-346-2110
We are glad that you and your student have chosen Manchester University and it will be exciting to watch as your student finds his or her place here. We welcome you!


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Is This It For Bucks?
Aging Team Eyes One Final 'Run'
HARRISONBURG – "One last run."
That's how eighth-year manager Mike Martin described the approach to this year's Rockingham County Baseball League season for perennial league power Clover…
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