text:
U.S. Equal Employment
Opportunity Commission
This guidance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission.
|OLC Control #
|Epilepsy in the Workplace and the ADA
|Date Issued
|General Topics
|This document provides information on how the ADA may apply to job applicants and employees who have or had epilepsy, including questions that may be asked, accommodations that may be needed, safety concerns, and harassment.
|Date Posted
|Statutes/Authorities Involved
|ADA, Rehabilitation Act, 29 CFR Part 1630
|Employees, Employers, Applicants, HR Practitioners
The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.
The Americans with Disabilities Act (ADA), which was amended by the ADA Amendments Act of 2008 ("Amendments Act" or "ADAAA"), is a federal law that prohibits discrimination against qualified individuals with disabilities. Individuals with disabilities include those who have impairments that substantially limit a major life activity, have a record (or history) of a substantially limiting impairment, or are regarded as having a disability.1
Title I of the ADA covers employment by private employers with 15 or more employees as well as state and local government employers. Section 501 of the Rehabilitation Act provides similar protections related to federal employment. In addition, most states have their own laws prohibiting employment discrimination on the basis of disability. Some of these state laws may apply to smaller employers and may provide protections in addition to those available under the ADA.2
The U.S. Equal Employment Opportunity Commission (EEOC) enforces the employment provisions of the ADA. This document, which is one of a series of question-and-answer documents addressing particular disabilities in the workplace,3 explains how the ADA applies to job applicants and employees with epilepsy. In particular, this document explains:
Epilepsy is a chronic neurological condition characterized by recurrent seizures. It is also called a seizure disorder.4 A seizure happens when abnormal electrical activity in the brain causes an involuntary change in body movement or function, sensation, awareness, or behavior. People diagnosed with epilepsy have had at least two seizures and may have had more than one type of seizure. A seizure can last from a few seconds to a few minutes. Some individuals recover immediately from a seizure, while others may be dazed and sleepy for a period of time following a seizure. The severity of epilepsy and the type of seizure vary from person to person.5
Today, almost three million people in the United States have some form of epilepsy, and about 200,000 new cases of seizure disorders and epilepsy are diagnosed each year.6 One in ten adults will have a seizure sometime during his lifetime.7 Although there is no cure for epilepsy, antiepileptic drugs successfully prevent seizures in the majority of people who take them regularly and as prescribed. It has been estimated that seizures can be completely controlled in 50 percent of individuals with epilepsy for substantial periods of time, while another 20 percent experience a significant reduction in the number of seizures.8
As a result of changes made by the ADAAA, individuals who have epilepsy should easily be found to have a disability within the meaning of the first part of the ADA's definition of disability because they are substantially limited in neurological functions and other major life activities (for example, speaking or interacting with others) when seizures occur.9 Additionally, because the determination of whether an impairment is a disability is made without regard to the ameliorative effects of mitigating measures, epilepsy is a disability even if medication or surgery limits the frequency or severity of seizures or eliminates them altogether.10 An individual with a past history of epilepsy (including a misdiagnosis) also has a disability within the meaning of the ADA.11 Finally, an individual is covered under the third ("regarded as") prong of the definition of disability if an employer takes a prohibited action (for example, refuses to hire or terminates the individual) because of epilepsy or because the employer believes the individual has epilepsy.12
Title I of the ADA limits an employer's ability to ask questions related to epilepsy and other disabilities and to conduct medical examinations at three stages: pre-offer, post-offer, and during employment.
Before an Offer of Employment Is Made
1. May an employer ask a job applicant whether she has epilepsy or about her treatment related to epilepsy before making a job offer?
No. An employer may not ask questions about an applicant's medical condition13 or require an applicant to have a medical examination before it makes a conditional job offer. This means that an employer cannot legally ask an applicant questions such as:
Of course, an employer may ask questions pertaining to the qualifications for, or performance of, the job such as:
2. Does the ADA require an applicant to disclose that she has epilepsy or some other disability before accepting a job offer?
No. The ADA does not require applicants to voluntarily disclose that they have epilepsy or another disability unless they will need a reasonable accommodation for the application process (for example, permission to bring a service animal to an interview). Some individuals with epilepsy, however, choose to disclose their condition because they want their co-workers or supervisors to know what to do if they have a seizure. Often the decision to disclose depends on the type of seizure a person has, the need for assistance during or after a seizure, the frequency of seizures, and the type of work for which the person is applying.
Sometimes, the decision to disclose depends on whether an individual will need a reasonable accommodation to perform the job (for example, breaks to take medication). A person with epilepsy, however, may request an accommodation after becoming an employee even if she did not do so when applying for the job or after receiving the job offer.
3. May an employer ask any follow-up questions if an applicant voluntarily reveals that she has epilepsy?
No. An employer generally may not ask an applicant who has voluntarily disclosed that she has epilepsy any questions about her epilepsy, its treatment, or its prognosis. However, if an applicant voluntarily discloses that she has epilepsy and the employer reasonably believes that she will require an accommodation to perform the job because of her epilepsy or treatment, the employer may ask whether the applicant will need an accommodation and what type. The employer must keep any information an applicant discloses about her medical condition confidential. (See "Keeping Medical Information Confidential.")
Example 1: An individual applies to be a clerk for a law firm, a job that sometimes requires going out to purchase office supplies and picking up and delivering documents. When the interviewer explains that clerks typically walk, take a taxi, or occasionally use the company car to run errands, the applicant discloses that she does not have a driver's license due to epilepsy and, therefore, would have to use some other form of transportation to run errands if she could not walk or take a taxi.14 Because there is no reason to believe that the applicant will need an accommodation to do the job, the interviewer may not ask the applicant follow-up questions about her epilepsy, such as when she was diagnosed, whether her license was suspended because she had a seizure, or whether anyone else in her family has epilepsy.15
After an Offer of Employment Is Made
After making a job offer, an employer may ask questions about the applicant's health (including questions about the applicant's disability) and may require a medical examination, as long as all applicants for the same type of job are treated equally (that is, all applicants are asked the same questions and are required to take the same examination). After an employer has obtained basic medical information from all individuals who have received job offers, it may ask specific individuals for more medical information if it is medically related to the previously obtained medical information. For example, if an employer asks all applicants post-offer about their general physical and mental health, it can ask individuals who disclose a particular illness, disease, or impairment for more medical information or require them to have a medical examination related to the condition disclosed.
4. What may an employer do when it learns that an applicant has epilepsy after he has been offered a job but before he starts working?
When an applicant discloses after he has received a conditional job offer that he has epilepsy, an employer may ask the applicant additional questions about his epilepsy, such as whether he has held the same or a similar job since his diagnosis; whether he takes any medication; whether he still has seizures and, if so, what type; how long it takes him to recover after a seizure; and/or, whether he will need assistance if he has a seizure at work. The employer also may send the applicant for a follow-up medical examination or ask him to submit documentation from his doctor answering questions specifically designed to assess the applicant's ability to perform the job's functions safely. Permissible follow-up questions at this stage differ from those at the pre-offer stage when an employer only may ask an applicant who voluntarily discloses a disability whether she needs an accommodation to perform the job and what type.
An employer may not withdraw an offer from an applicant with epilepsy if the applicant is able to perform the essential functions of the job, with or without reasonable accommodation, without posing a direct threat (that is, a significant risk of substantial harm) to the health or safety of herself or others that cannot be eliminated or reduced through reasonable accommodation. ("Reasonable accommodation" is discussed in Questions 10 through 15. "Direct threat" is discussed in Questions 6 and 16 through 19.)
Example 2: An experienced chef receives an offer from a hotel resort. During the post-offer medical examination, he discloses that he has had epilepsy for ten years. When the doctor expresses concern about the applicant's ability to work around stoves and use sharp utensils, the applicant explains that his seizures are controlled by medication and offers to bring information from his neurologist to answer the doctor's concerns. He also points out that he has worked as a chef for seven years without incident. Because there is no evidence that the applicant will pose a significant risk of substantial harm while performing the duties of a chef, the employer may not withdraw the job offer.
The ADA strictly limits the circumstances under which an employer may ask questions about an employee's medical condition or require the employee to have a medical examination. Once an employee is on the job, his actual performance is the best measure of ability to do the job.
5. When may an employer ask an employee whether epilepsy, or some other medical condition, may be causing her performance problems?
Generally, an employer may ask disability-related questions or require an employee to have a medical examination when it knows about a particular employee's medical condition, has observed performance problems, and reasonably believes that the problems are related to the medical condition. At other times, an employer may ask for medical information when it has observed symptoms, such as extreme fatigue or irritability, or has received reliable information from someone else (for example, a family member or co-worker) indicating that the employee may have a medical condition that is causing performance problems. Often, however, poor job performance is unrelated to a medical condition and generally should be handled in accordance with an employer's existing policies concerning performance.16
Example 3: Several times during the past three months, a supervisor has observed a newly hired secretary staring blankly, making chewing movements, and engaging in random activity. On these occasions, the secretary has appeared to be unaware of people around her and has not responded when the supervisor has asked if she was okay. The secretary has no memory of these incidents.17 The supervisor may ask the secretary whether a medical condition, such as epilepsy, is affecting her ability to perform the essential functions of her job.
Example 4: Lately, a normally reliable receptionist with epilepsy has been missing work on Mondays and leaving work early on Fridays. The supervisor noticed these changes soon after the receptionist's fiancé moved to another state. The supervisor can ask the receptionist about her attendance problems but may not ask her about her epilepsy.
6. May an employer require an employee on leave because of epilepsy to provide documentation or have a medical examination before allowing her to return to work?
Yes. If the employer has a reasonable belief that the employee may be unable to perform her job or may pose a direct threat to herself or others, the employer may ask for medical information. However, the employer may obtain only the information needed to make an assessment of the employee's present ability to perform her job and to do so safely.
Example 5: A newspaper reporter, who has been on leave for four months following experimental surgery for frequent seizures, notifies her employer that although she appears to be seizure free, she will need to have follow-up appointments with her doctor for the next six months. Because the reporter's job frequently requires her to travel on short notice, the employer may ask her to provide a doctor's note indicating whether she can travel during the next six months and, if so, whether there are any limits on how long she can be away.
7. Are there any other instances when an employer may ask an employee with epilepsy about her condition?
Yes. An employer also may ask an employee about epilepsy when it has a reasonable belief that the employee will be unable to safely perform the essential functions of her job because of epilepsy. In addition, an employer may ask an employee about her epilepsy to the extent the information is necessary:
With limited exceptions, an employer must keep confidential any medical information it learns about an applicant or employee. Under the following circumstances, however, an employer may disclose that an employee has epilepsy:
8. May an employer tell employees who ask why their co-worker is allowed to do something that generally is not permitted (such as have more breaks) that she is receiving a reasonable accommodation?
No. Telling co-workers that an employee is receiving a reasonable accommodation amounts to a disclosure that the employee has a disability. Rather than disclosing that the employee is receiving a reasonable accommodation, the employer should focus on the importance of maintaining the privacy of all employees and emphasize that its policy is to refrain from discussing the work situation of any employee with co-workers. Employers may be able to avoid many of these kinds of questions by training all employees on the requirements of equal employment opportunity laws, including the ADA.
Additionally, an employer will benefit from providing information about reasonable accommodations to all of its employees. This can be done in a number of ways, such as through written reasonable accommodation procedures, employee handbooks, staff meetings, and periodic training. This kind of proactive approach may lead to fewer questions from employees who misperceive co-worker accommodations as "special treatment."
9. If an employee has a seizure at work, may an employer explain to other employees or managers that the employee has epilepsy?
No. Although the employee's co-workers and others in the workplace who witness the seizure naturally may be concerned, an employer may not reveal that the employee has epilepsy. Rather, the employer should assure everyone present that the situation is under control. The employer also should follow the employee's plan of action if one has been created.21
Example 6: During a staff meeting, an attorney's arm and leg suddenly start jerking. Although she appears awake, she does not say anything. When another employee asks whether he should call an ambulance, a manager calmly explains that no first aid is necessary and assures everyone that the attorney will be okay in a few minutes. He adjourns the meeting and stays with the attorney until she recovers from her seizure.
An employee may voluntarily choose to tell her co-workers and others that she has epilepsy and provide them with helpful information, such as how to recognize when she is having a seizure, how long her seizures generally last, what, if anything, should be done if she has a seizure, and how long it generally takes her to recover. However, even when an employee voluntarily discloses that she has epilepsy, the employer must keep this information confidential consistent with the ADA. An employer also may not explain to other employees why an employee with epilepsy has been absent from work if the absence is related to her epilepsy or another disability.
The ADA requires employers to provide adjustments or modifications -- called reasonable accommodations -- to enable applicants and employees with disabilities to enjoy equal employment opportunities unless doing so would be an undue hardship (that is, a significant difficulty or expense). Accommodations vary depending on the needs of the individual with a disability. Not all employees with epilepsy will need an accommodation or require the same accommodations, and most of the accommodations a person with epilepsy might need will involve little or no cost. An employer must provide a reasonable accommodation that is needed because of the epilepsy itself, the effects of medication, or both. For example, an employer may have to accommodate an employee who is unable to work while undergoing diagnostic tests to determine the reason for her seizures or because of the side effects of medication. An employer, however, has no obligation to monitor an employee's medical treatment or to make sure she is getting enough rest or taking medication as prescribed.
10. What other types of reasonable accommodations may employees with epilepsy need?
Some employees may need one or more of the following accommodations:
Example 7: A library schedules employees to work eight-hour shifts starting as early as 8:00 a.m. and as late as 1:00 p.m. A librarian with epilepsy, who experiences nocturnal seizures that leave her tired in the early morning, requests that her shifts start in the late morning or early afternoon. The employer determines that because there is sufficient staff available between 8:00 a.m. and 10:00 a.m. to respond to requests from the public for assistance, the accommodation can be granted without undue hardship.
Example 8: A home nurse rotated from working the 7:00 a.m. to 3:00 p.m. shift to the midnight to 8:00 a.m. shift. His doctor wrote a note to the employment agency indicating that interferences in the nurse's sleep were making it difficult for him to get enough rest and, as a result, he was beginning to have more frequent seizures. If eliminating the nurse's midnight rotation would not cause an undue hardship, this would be a reasonable accommodation.
Example 9: A box packer frequently had absence seizures23 while packing boxes and forgot what he was doing. The supervisor created a checklist for each step of the job. Now, when the box packer has a seizure, he simply looks at the checklist to see what steps he has completed.
Example 10: A telephone repair technician submits a note from his doctor stating that he recently was diagnosed with epilepsy and must avoid climbing and working at heights above ground level, an essential function of his job. Because there is no reasonable accommodation that would allow the repair technician to do his current job, the employer should determine whether there is another vacant position for which he is qualified that would meet his restrictions. Although the employer does not have to "bump" another employee to create a vacancy, it should determine whether the technician is qualified for another position and whether it would be an undue hardship to reassign him. The vacant position must be equivalent in terms of pay and status to the original job, or as close as possible if no equivalent position exists. The position need not be a promotion, although the employee should be able to compete for any promotion for which he is eligible.
Although these are some examples of the types of accommodations commonly requested by employees with epilepsy, other employees may need different changes or adjustments. Employers should ask the particular employee requesting an accommodation what she needs that will help her do her job. There also are extensive public and private resources to help employers identify reasonable accommodations. For example, the website for the Job Accommodation Network (JAN) (www. askjan.org/media/epilepsy.html) provides information about many types of accommodations for employees with epilepsy.
11. How does an employee with epilepsy request a reasonable accommodation?
There are no "magic words" that a person has to use when requesting a reasonable accommodation. A person simply has to tell the employer that she needs an adjustment or change at work because of her epilepsy. A request for reasonable accommodation also can come from a family member, friend, health professional, or other representative on behalf of a person with epilepsy.
Example 11: A teacher tells her principal that she recently has been diagnosed with epilepsy and needs three weeks off to find out whether medication will control her seizures. If leave for this length of time and/or for this reason would not be allowed under an existing leave policy, the employee's request for leave is a request for reasonable accommodation (that is, an exception to or modification of the leave policy).
12. May an employer request documentation when an employee who has epilepsy requests a reasonable accommodation?
Yes. An employer may request reasonable documentation where a disability or the need for reasonable accommodation is not known or obvious. An employer, however, is entitled only to documentation sufficient to establish that the employee has epilepsy and to explain why an accommodation is needed. A request for an employee's entire medical record, for example, would be inappropriate as it likely would include information about conditions other than the employee's epilepsy.25
Example 12: When a medical transcriber started having frequent, unpredictable seizures at work, she asked her supervisor if she could work at home until her seizures were controlled. Before granting or denying the request, the employer asked the employee to submit a doctor's note. The employee provided a note from her neurologist explaining that she has epilepsy, that she is experiencing more frequent seizures because her current medication has become less effective, and that working from home for a month or two would enable the employee to get additional sleep (by avoiding the time it took to travel to and from the office) and avoid stress that might aggravate her condition while adjusting to new medication. If, after returning from her telework accommodation, the employee later requests another accommodation related to her seizures (such as a shift change) and the need for accommodation is not obvious, the employer may ask for documentation explaining why the new accommodation is needed, but may not ask for documentation establishing that she has epilepsy.
13. Does an employer have to grant every request for a reasonable accommodation?
No. An employer does not have to provide an accommodation if doing so will be an undue hardship. Undue hardship means that providing the reasonable accommodation would result in significant difficulty or expense. An employer also does not have to eliminate an essential function of a job as a reasonable accommodation, tolerate performance that does not meet its standards, or excuse violations of conduct rules that are job-related and consistent with business necessity and that the employer applies consistently to all employees (such as rules prohibiting violence, threatening behavior, theft, or destruction of property).
If more than one accommodation would be effective, the employee's preference should be given primary consideration, although the employer is not required to provide the employee's first choice of reasonable accommodation. If a requested accommodation is too difficult or expensive, an employer may choose to provide an easier or less costly accommodation as long as it is effective in meeting the employee's needs.
14. May an employer be required to provide more than one accommodation for the same employee with epilepsy?
Yes. The duty to provide a reasonable accommodation is an ongoing one. Although some employees with epilepsy may require only one reasonable accommodation, others may need more than one. For example, an employee with epilepsy may require leave because of frequent seizures and later may request a part-time or modified schedule to get more rest to control her seizures. An employer must consider each request for a reasonable accommodation and determine whether it would be effective and whether providing it would pose an undue hardship.
15. May an employer automatically deny a request for leave from someone with epilepsy because the employee cannot specify an exact date of return?
No. Granting leave to an employee who is unable to provide a fixed date of return may be a reasonable accommodation. Although epilepsy often can be successfully controlled, some individuals may be need to take extended leave because of the frequency or severity of their seizures and may be able to provide only an approximate date of return (for example, "in six to eight weeks," "in about three months"). In such situations, or in situations in which a return date must be postponed because of unforeseen medical developments, employees should stay in regular communication with their employers to inform them of their progress and discuss the need for continued leave beyond what originally was granted. The employer also has the right to require that the employee provide periodic updates on his condition and possible date of return. After receiving these updates, the employer may reevaluate whether continued leave constitutes an undue hardship.
16. If an employee does not have a driver's license because of epilepsy, does an employer have to eliminate driving from his job duties?
It depends. If driving is an essential function of a job, an employer does not have to eliminate it. However, an employer should carefully consider whether driving actually is an essential job function, a marginal job function, or simply one way of accomplishing an essential function. If an accommodation is available that would enable an employee with epilepsy to perform a function that most employees would perform by driving, then the employer must provide the accommodation, absent undue hardship. Similarly, if driving is a marginal (or non-essential) function, the fact that an individual with epilepsy does not have a driver's license cannot be used to deny the individual an employment opportunity.
Example 13: A qualified sales clerk applies for promotion to assistant manager of a store. The employer promotes someone else because it claims that an essential function of the assistant manager's job is driving store receipts to the bank. Because depositing the receipts in a safe and timely manner, not driving, is the actual function of the job, the employer should have determined whether the sales clerk could have done the job with a reasonable accommodation (for example, having another employee drive her or paying for her to take a taxi).
Example 14: College orientation guides are hired to hand out information packets and give tours of the campus. Occasionally, a guide also may be asked to drive prospective students to and from the airport. Not every guide is asked to perform this function, and there are always other guides available to perform the function if a particular individual is unavailable. Because driving is not an essential function of the job, the college cannot refuse to hire a person to be a guide who does not have a driver's license because of epilepsy but, rather, would have to assign someone else to perform that task.
When it comes to safety, an employer should be careful not to act on the basis of myths, fears, generalizations, or stereotypes about epilepsy. Instead, the employer should evaluate each individual on his knowledge, skills, experience, and how having epilepsy affects him.
17. When may an employer refuse to hire, terminate, or temporarily restrict the duties of a person with epilepsy because of safety concerns?
An employer only may exclude an individual with epilepsy from a job for safety reasons when the individual poses a direct threat. A "direct threat" is a significant risk of substantial harm to the individual or others that cannot be eliminated or reduced through reasonable accommodation.26 This determination must be based on objective, factual evidence, including the best recent medical evidence and advances in the treatment of epilepsy.
In making a direct threat assessment, the employer must evaluate the individual's present ability to safely perform the job. The employer also must consider:
The harm must be serious and likely to occur, not remote or speculative. Finally, the employer must determine whether any reasonable accommodation (for example, temporarily limiting an employee's duties, temporarily reassigning an employee, or placing an employee on leave) would reduce or eliminate the risk.28
Example 15: A tool inspector with epilepsy applies to be a welder for the same company. During the past two years, the employee has on several occasions failed to take prescribed medication and has experienced several seizures at work. Because of the likelihood that the employee would experience sudden and unpredictable seizures and the serious consequences that would result if the employee had a seizure while working as a welder, the employer may deny the employee the job.
18. May an employer require an employee who has had a seizure at work to submit periodic notes from his doctor indicating that his epilepsy is under control?
Yes, but only if the employer has a reasonable belief that the employee will pose a direct threat if he does not regularly see his doctor. In determining whether to require periodic documentation, the employer should consider the safety risks associated with the position the employee holds, the consequences of the employee's inability or impaired ability to perform his job, how long the employee has had epilepsy, and how many seizures the employee has had on the job.
Example 16: An x-ray technician who had been seizure free for ten years, has had four seizures at work in the past six months, each time hitting his head and/or biting his tongue and cheek. The technician explained that he and his doctor were trying to determine whether his new medication or something in the environment (e.g., fluorescent lighting) was responsible. Although the technician was not with a patient during any of his seizures, given the safety risks associated with his job, the employer can ask for periodic documentation to make sure that he does not pose a direct threat to himself or others.
Example 17: A budget analyst with epilepsy has a seizure at work and explains to her manager that following a seizure she typically is very tired and needs to rest for several hours. The analyst says that she will be fine the next morning and will be back at work, but asks if she can call someone to drive her home and can take off the rest of the day. Because there is no reason to believe that the analyst poses a direct threat, the employer may not require her to submit periodic notes from her doctor clearing her to work.
19. What should an employer do when another federal law prohibits it from hiring anyone who has epilepsy?
If a federal law prohibits an employer from hiring a person with epilepsy, the employer is not liable under the ADA. The employer should be certain, however, that compliance with the law actually is required, not voluntary. The employer also should be sure that the law does not contain any exceptions or waivers. For example, although the regulations of the U.S. Department of Transportation's Federal Motor Carrier Safety Administration (FMCSA) provide that a person is qualified to drive a commercial motor vehicle if he has no established medical history or clinical diagnosis of epilepsy or any other condition which is likely to cause loss of consciousness or any loss of ability to control a commercial motor vehicle, an individual with epilepsy may apply for an exemption where he can show that safety would not be diminished by granting the exemption.29
The ADA prohibits harassment, or offensive conduct, based on disability just as other federal laws prohibit harassment based on race, sex, color, national origin, religion, age, and genetic information. Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Although the law does not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
20. What should employers do to prevent and correct harassment?
Employers should make clear that they will not tolerate harassment based on disability or on any other basis. This can be done in a number of ways, such as through a written policy, employee handbooks, staff meetings, and periodic training. The employer should emphasize that harassment is prohibited and that employees should promptly report such conduct to a manager. Finally, the employer should immediately conduct a thorough investigation of any report of harassment and take swift and appropriate corrective action. For more information on the standards governing harassment under all of the EEO laws, see www.eeoc.gov/policy/docs/harassment.html.
The ADA prohibits retaliation by an employer against someone who opposes discriminatory employment practices, files a charge of employment discrimination, or testifies or participates in any way in an investigation, proceeding, or litigation related to a charge of employment discrimination. It is also unlawful for an employer to retaliate against someone for requesting a reasonable accommodation. Persons who believe that they have experienced retaliation may file a charge of retaliation with the EEOC as described below.
Any person who believes that his or her employment rights have been violated on the basis of disability and wants to make a claim against an employer must file a charge of discrimination with the EEOC. A third party may also file a charge on behalf of another person who believes that he or she experienced discrimination. . For example, a family member, social worker, or other representative can file a charge on behalf of someone who is incapacitated because of epilepsy. The charge must be filed by mail or in person with the local EEOC office within 180 days from the date of the alleged violation. The 180-day filing deadline is extended to 300 days if a state or local anti-discrimination agency has the authority to grant or seek relief as to the challenged unlawful employment practice.
The EEOC will send the parties a copy of the charge and may ask for responses and supporting information. Before formal investigation, the EEOC may select the charge for EEOC's mediation program. Both parties have to agree to mediation, which may prevent a time consuming investigation of the charge. Participation in mediation is free, voluntary, and confidential.
If mediation is unsuccessful, the EEOC investigates the charge to determine if there is "reasonable cause" to believe discrimination has occurred. If reasonable cause is found, the EEOC will then try to resolve the charge with the employer. In some cases, where the charge cannot be resolved, the EEOC will file a court action. If the EEOC finds no discrimination, or if an attempt to resolve the charge fails and the EEOC decides not to file suit, it will issue a notice of a "right to sue," which gives the charging party 90 days to file a court action. A charging party can also request a notice of a "right to sue" from the EEOC 180 days after the charge was first filed with the Commission, and may then bring suit within 90 days after receiving the notice. For a detailed description of the process, you can visit our website at www.eeoc.gov/employees/howtofile.cfm.
If you are a federal employee or job applicant and you believe that a federal agency has discriminated against you, you have a right to file a complaint. Each agency is required to post information about how to contact the agency's EEO Office. You can contact an EEO Counselor by calling the office responsible for the agency's EEO complaints program. Generally, you must contact the EEO Counselor within 45 days from the day the discrimination occurred. In most cases the EEO Counselor will give you the choice of participating either in EEO counseling or in an alternative dispute resolution (ADR) program, such as a mediation program.
If you do not settle the dispute during counseling or through ADR, you can file a formal discrimination complaint against the agency with the agency's EEO Office. You must file within 15 days from the day you receive notice from your EEO Counselor about how to file. Once you have filed a formal complaint, the agency will review the complaint and decide whether or not the case should be dismissed for a procedural reason (for example, your claim was filed too late). If the agency doesn't dismiss the complaint, it will conduct an investigation. The agency has 180 days from the day you filed your complaint to finish the investigation. When the investigation is finished, the agency will issue a notice giving you two choices: either request a hearing before an EEOC Administrative Judge or ask the agency to issue a decision as to whether the discrimination occurred. For a detailed description of the process, you can visit our website at www.eeoc.gov/federal/fed_employees/complaint_overview.cfm.
1 See U.S.C. §12102(2); 29 C.F.R. §1630.2(g).
2 For example, disability laws in California, Pennsylvania, New Jersey, and New York apply to employers with fewer than 15 employees.
3 See "The Question and Answer Series" under "Available Resources" on EEOC's website at www.eeoc.gov/laws/types/disability.cfm.
4 See generally About Epilepsy, www.epilepsyfoundation.org/about/ and Centers for Disease Control (CDC), www.cdc.gov/nccdphp/epilepsy/index.htm.
5 For example, some seizures result only in small involuntary movements or brief lapses of attention. In other instances, consciousness (the ability to react to external stimuli in a meaningful and appropriate way) may be unaffected, lost completely, or altered but not lost completely. In addition, motor control may be partially affected (e.g., a person's hand may shake or she may be alert but cannot speak) or completely lost. Id.
6 Epilepsy and Seizure Statistics, www.epilepsyfoundation.org/about/statistics.cfm
8 Treatment Options: Medications, www.epilepsyfoundation.org/about/treatment/medications/index.cfm
9 An impairment that is episodic or in remission is a disability if it would substantially limit a major life activity when active. 29 C.F.R. §1630.3(j)(1)(vii).
10 The determination of whether an impairment substantially limits a major life activity shall be made without regard to the ameliorative effects of mitigating measures. Id. at §1630.3(j)(1)(vi). An individual who, because of the use of a mitigating measure, has experienced no limitations (e.g., seizures), or only minor limitations, related to the impairment may still be an individual with a disability, where there is evidence that in the absence of an effective mitigating measure the individual's impairment would be substantially limiting. Id. at Part 1630, app, § 1630.3(j)(1)(vi).
13 Federal contractors are required under 41 C.F.R. § 60-741.42, a regulation issued by the Office of Federal Contract Compliance Programs (OFCCP), to invite applicants to voluntarily self-identify as persons with disabilities for affirmative action purposes. The ADA prohibition on asking applicants about medical conditions at the pre-offer stage does not prevent federal contractors from complying with the OFCCP's regulation. See Letter from Peggy R. Mastroianni, EEOC Legal Counsel, to Patricia A. Shiu, Director of OFCCP, www.dol.gov/ofccp/regs/compliance/section503.htm#bottom.
14 Every state licenses people with epilepsy to drive, though eligibility requirements vary. The most common requirement is that individuals be seizure free for a specified period of time and submit a physician's evaluation of their eligibility to drive safely. Some states require individuals with epilepsy to submit periodic medical reports for as long as they remain licensed.
15 Some types of epilepsy can be inherited. Parents with a history of generalized absence seizures are more likely to have children with the same condition than those with other generalized seizures. www.epilepshyfoundation.org/about/ Asking applicants or employees about medical conditions that their family members have also violates Title II of the Genetic Information Nondiscrimination Act (GINA), 42 U.S.C. 2000ff et seq., which prohibits employers from requesting, requiring, or purchasing genetic information (including family medical history) about applicants or employees. 29 C.F.R. §1635.8(a).
16 An employer also may ask an employee about his epilepsy or send the employee for a medical examination when it reasonably believes the employee may pose a direct threat because of his epilepsy. See "Concerns About Safety."
17 Symptoms of "absence" or "petit mal" seizures, which can last from two to 15 seconds, include staring, eye fluttering, "automatisms" (such as lip smacking, picking at clothes, or fumbling). Following this type of seizure, a person may have no memory of the seizure occurring. See Types of Seizures, www.epilepsyfoundation.org/about/types/types/index.cfm
18 An employer also may ask an employee for periodic updates on her condition if the employee has taken leave and has not provided an exact or fairly specific date of return or has requested leave in addition to that already granted. Of course, an employer may call employees on extended leave to check on their progress or to express concern for their health without violating the ADA.
19 The ADA allows employers to conduct voluntary medical examinations and activities, including obtaining voluntary medical histories, which are part of an employee wellness program (such as a smoking cessation or diabetes detection screening and management program), as long as any medical records (including, for example, the results any diagnostic tests) acquired as part of the program are kept confidential. See Q&A 22 in EEOC Enforcement Guidance on Disability-Related Inquiries and Medical Examinations of Employees Under the ADA, http://www.eeoc.gov/policy/docs/guidance-inquiries.html
20 Although many individuals who have seizures do not require any first aid or assistance, an employee who might need assistance may want to work with his employer to create a plan of action that includes such information as: who to contact in an emergency; warning signs of a possible seizure; how and when to provide assistance; when to call an ambulance, etc. The employee and employer also should discuss who in the workplace should know this information. Some individuals also might want to ask their employers for an opportunity to educate their co-workers about epilepsy to dispel any misperceptions or unsubstantiated fears that co-workers may have about the condition.
22 An employee with epilepsy who needs continuing or intermittent leave, or a part-time or modified schedule, as a reasonable accommodation also may be entitled to leave under the Family and Medical Leave Act (FMLA). For a discussion of how employers should treat situations in which an employee may be covered by both the FMLA and the ADA, see Questions 21 and 23 in the EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act (rev. Oct. 17, 2002) at www.eeoc.gov/policy/docs/accommodation.html.
24 Service animals are animals that are trained to perform tasks for individuals with disabilities such as guiding people who are blind, alerting people who are deaf, pulling wheelchairs, alerting and protecting a person who is having a seizure, or performing other special tasks.
25 Requests for documentation to support a request for accommodation may violate Title II of GINA where they are likely to result in the acquisition of genetic information, including family medical history. 29 C.F.R. §1635.8(a). For this reason, employers may want to include a warning in the request for documentation that the employee or the employee's doctor should not provide genetic information. Id. at §1635.8(b)(1)(i)(B).
28 If the individual is a current employee, reasonable accommodation must include consideration of reassignment to a vacant position for which the employee is qualified.
29 See FMCSA regulations at 49 C.F.R. §341.41(3)(b)(8) and 49 C.F.R. §381.300.


text:
Fort Boggy State Park
Things to Do
Swimming, fishing, hiking and mountain biking are allowed. There is a boat ramp and the 15-acre lake is open to small boats, canoes, kayaks, etc. The park also has a day use group pavilion, that can be reserved.
Stay overnight in one of the new cabins.
Ranger Programs
The park offers a variety of educational opportunities. Check the calendar for upcoming events or contact the park for special tours.
Ask about the Junior Ranger Explorer Packs available for free checkout at the park!
Connect with us on Facebook.
Equipment Rentals
This park participates in the Angler Education "Tackle Loaner Program"; individuals can borrow rods, reels and tackle boxes with hooks, sinkers and bobbers.
Area Attractions
Nearby points of interest include Fort Parker State Park; Texas State Railroad; Old Fort Parker (operated by the city of Groesbeck); Confederate Reunion Grounds State Historic Site; and the cities of Rusk, Palestine and Fairfield (where the Freestone County Museum in the century-old jail is located).

subset: commoncrawl


text: We understand that being separated from your loved ones can be difficult and we want you to feel closer to them with the gift of recharge. We work hard to make it easy for you to send recharge to Colombia. So go ahead, let's recharge their phone and brighten their day.


text:
Select Help --> System Info from the drop-down menu on the Back-end of your Joomla! installation.
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These screen shows the Relevant PHP Settings information. If any of
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All the settings that are ever likely to be needed are displayed here. Any changes that are required would be made within the php.ini and other configuration files on the web server.
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If you are having problems installing extensions, uploading, or
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text:
Peter Ragonetti
A series of rolling mobility toys for children.
Collect your best work and submit it to the 2020 Core77 Design Awards — it will go in front of a group of the top designers practicing today, and winners will claim vast bragging rights, media attention and an amazing trophy.
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text:
|The CIRP
|Автор: Administrator
|15.12.2010 13:15
The Centre of International and Regional Policy (CIRP) is non-governmental non-profit organization founded in St. Petersburg in 2001 to provide closer cooperation between Russia and its neighbors in the Baltic – Black Sea area
The CIRP is committed to exploring and examining the variety of policy options available to Russia to promote its development as an integrated, active and responsible member of a regional community where freedom, opportunity, cooperation, security, and prosperity flourish.
The CIRP team pursues this mission by providing research on public policy and international cooperation in the Baltic – Black Sea area, disseminating its findings among the academic and policy communities as well as the regional mass media, conducting education and training work. The CIRP' products include publications, public discussion club, conferences, workshops , journalist' and youth co-operation programs.
CIRP key research areas :
* Russia 's relations with EU and NATO, especially new member-states
* Regional developments in the Baltic – Black Sea area
* Dynamics of political, economic and societal developments in the Russian Federation , especially in the Northwest federal district.
The CIRP School Program
The CIRP School Program is an initiative addressed to educate a responsible young generation in Russia and neighboring countries, to support young policy analysts and public activists
Senior and post-graduate students, young researchers and university teachers, NGO activists and individuals at the early stages of their careers in public policy from Russian regions as well as from Central and Eastern European countries are invited by CIRP to one week seminars. Seminar program includes training sessions, panel discussions and round-tables involving both the participants and the international faculty composed of prominent experts and policy-makers. This facilitates an open discussion between those actively involved in the policy process and the coming generation as well as among the young people themselves. Since the launch of the program six School Sessions were held:
"Values of Humanity and Regional Conflicts" (April 2000)", "Russia and Central Europe: a Need for a Partnership " (October 2000), "Russia's Strategic Choices in a Changing World" (March 2001), "Enhancing the European Vector of Russian-Ukrainian Relations" (May 2002); "Changing the Security Agenda in Europe' North" (July 2003), "Future Leaders for Northern Europe" (July 2004), "Wider Europe without Dividing Lines" (July 2005), "Transforming Borders: Global Trends and Regional Dimemsion" (February 2006), "Russia' Borders in Transforming World" (July 2006), "Demographic Challenges, Ethnic Diversity and Multiculturalism in the Baltic Sea Area" (February 2007)
Since 2000, more than 500 young participants from Russia, Belarus, Estonia, Latvia, Lithuania, Poland, Moldova, Ukraine, Bulgaria, Slovakia, Croatia, Germany, Denmark have actively participated in CIRP School sessions.
The CIRP and Partners
The CIRP has established close and cooperative relationship with local authorities and various GOs and NGOs from Russian regions. Among our partners: Lativian Tranatlantic Organization (LATO), Estonian Atlantic Treaty Association (EATA), Center for Geopolitical Studies (Lithuania), Center of International Relations (Poland), Institute of Eastern Studies (Poland), Moldovian Association of Foreign Policy, Ukrainian Center for Economic and Political Studies (Razumkov Centre), Centre for Transborder Cooperation "Chudskoy Project" (Pskov), NGO "Molodezhnyi Parliament" (Vologda), Association "Norden" (St.Petersburg), Center "Strategy" (St.Petersburg) etc. The CIRP staff has regularly visited Russian regions to get feedback and keep in touch with regional developments. CIRP has a status of a member of Russian Association of European Studies (AES).
Since its establishment, the CIRP has collaborated with numerous institutions, organizations and foundations that provided academic, organizational, and financial support of CIRP' activities. CIRP projects were sponsored and supported by the Delegation of European Commission in Russia, British Foreign and Commonwealth Office, Swedish Ministry of Foreign Affairs, Danish Ministry of Foreign Affairs, German Foreign Office, Norwegian Ministry of Foreign Affairs, Polish Ministry of Foreign Affairs, Latvian Ministry for Foreign Affaires, Lithuanian Ministry for Foreign Affaires, Konrad Adenauer Stiftung, International Institute of Strategic Studies (London), Freedom House (Budapest), Open Society Institute, USAID, NATO Information Office in Moscow.
|Обновлено 29.11.2019 14:28


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The Role of Regional Economic and Political Groups in the Globalization Process: A Case Study of the Economic Community of West African States (ECOWAS) (1982-2002)
Full Text:PDF
Baran, P. (1962). The political economy of growth. New York: Monthly Review.
Beyond the national state: Functional and international organisation. (1964).
Business Week. ( 1994). Oct. (10), 18-19.
Business Week.(1999). Dec. (13), 20.
Business Week. (1999). Nov. (15), 49.
Business Week. (1999). Sept. (19), 41-42.
Cockcroft, J. D., Frank, A. G., & Johnson, D. L. (1970). (Eds.) Dependence and underdevelopment: Latin America's political economy. New York: Doubleday.
Deutsch, K. W. (1954) Political Community at the international level: Problems of definition and measurement. New York: Doubleday.
ECOWAS News Update. (2001, May 3). (45).
ECOWAS News Update. (2001, 16 February). (17).
ECOWAS News Update. (2001, 9 March). (23).
ECOWAS News Update. (2001, 30 July). (30).
ECOWAS News Update. (2001, 29 March). (33).
ECOWAS News Update. (2001, 9 April). (36).
ECOWAS News Update. (2001, 12 April). (37).
ECOWAS News Update. (2001, 19 April). (40).
ECOWAS News Update. (2001, 24 April). (43).
ECOWAS News Update. (2001, 10 May). (48).
ECOWAS News Update. (18 May, 2001). (50).
ECOWAS News Update. (17 May, 2001). (51).
ECOWAS News Update. (18 June, 2001). (58).
ECOWAS News Update. (23 July, 2001). (64).
ECOWAS News Update. (25 July, 2001). (66).
ECOWAS News Update. (2001, 22 January). (8).
ECOWAS News Update. (2001, 15 February). (16).
ECOWAS News Update. (2001, 12 April). (38).
ECQWAS News Update. (2001, 16 Febi-; JOi). (19).
Fafowara, O. O. (1998). Management imparative of globalization. Management in Nigeria, 34(2-4), 365 -370.
Haas, E. B., & Philippe, G. S. (1964). Economic and differential patterns of political integration: Projections about unity in Latin America. International Organisation, 18, 705-737.
Haas. E. B. (1961). International integration: The European and universal process. International Organisation, 15, 306-392.
Haas, E. B. (1964). Beyond the national state: Functional and international organization. Stanford: Stanford University Press.
Haas, E. B. (1968). The uniting of Europe: Political, social and economic forces 1950-1957. Stanford: Stanford Univ. Press.
Jacob. E. P., & Tescano, H. (1964). The integration process: Guideline for analysis of the bases of political community. In P. E. Jacob & J. V. Tescano (Eds), The integration of political communities. Philadelphia; Lippincott.
Kemp, T. (1980). The Marxist theory of imperialism. In R. Owen & B. Sutcliff (Eds.), Studies in the theory of imperialism. London: Longman.
Kwanashie, M. (1998). The concept and process of globalization. CBN Economic and Financial Review, 36 (A), 340-351.
Lindberg, L. (1963). The political dynamics of European economic integration. Stanford: Stanford University Press.
Lindberg, L. (1965). 11 decision making and integration in the European community. International Organisation, 19, 50-80.
Magdoff, H. (1980). Imperialism without colonies. In R. Owen & B. Sutchiff (Eds.), Studies in the theory of imperialism. London: Longman.
Mitrany, D. (1966). Working peace system. Chicago: Quadrangle Books.
Nemedia, C. E. (1998). Merits and demerit of globalization process. CBN Economic and Financial Review, 36(4), 405-414.
Odozi, V. A. (1998). Trends in the globalization of the world economy and implications for Niooria. CBN Economicend Financial Review, 36(4), 330-333.
Oloyede, A. (1998). Regional political and economic groupings as vehicles for the globalization. CBN Economic and Financial Review, 36(4), 365-370.
Olusanya. G. A. (1998). Preparing Nigeria managers for globalization. Management in Nigeria, 34(2-4).
Osagie, E. (1976). Elements of economics. Benin City: Ethiop Publishers.
Political community and the North Atlantic Area. (1957). Princeton: Princeton
Schmitter, P. G. (1969). The neo-functional hypothesis about international integration. International Organisation, 23(1).
Schmitter. P. G. (1970). A revised theory of regional integration. International Organisation, 24(4).
The Economist (1995). Dec. 9-15. pp.13-14.
The Economist. (1988). April 22-29. pp.81-84.
The Economist. (1995). June 17-23. p.85.
The Economist. (1999). Jan. 30-Feb. 15. p.17.
The functional approach to world organisation. (1948). International Affairs, 24(3).
The progress of international government. (1933). New Heaven: Yale University Press.
The road to security. (1944). London: National Peace Council.
The uniting of Europe: Political, social and economic forces 1950-1957. (1968). Stanford: Stanford Univ. Press.
Time (US) Magazine (2000). February. p.48.
Viner, J. (1950). Custom union theory. Cambridge: Cambridge University Press.
DOI: http://dx.doi.org/10.3968/j.css.1923669720130906.2885
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text:
ADT has been protecting homes, families, and businesses for over 140 years and are the most respected name in the industry. They now have over 6.5 million customers in North America. They have 6 monitoring stations watching over those customers 24 hours a day and 7 days a week. They also have the latest technology and home automation. Clearly the best choice for security in ADT Manteca.
Zions Security Alarms is the only local ADT Authorized Dealer for ADT Manteca, California. These are some of the reasons why you should call us now for an estimate.
Most people are choosing one of the options below. Particularly the ADT Pulse options where you can control the system and home from your smart phone.
ADT Cellular Monitoring Features
|ADT Pulse
ADT Pulse Basic Features
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ADT Pulse Premier Features
|Starting Install Cost
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Monthly Rate
Other options available starting at $36.99/mo
that require a landline, but these are the most popular.
Go here for more monitoring options.
|Mobile Access
Mobile Access Features
With mobile access through ADT Pulse℠,
you control your home from the palm of your hand.
Use your smartphone to arm or disarm your system and
receive alerts through the app to notify you of intrusion,
fire, or flood. You can use as many devices as you would
like and even tablets or computers.
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Text Alert Features
Through ADT Pulse℠, you could receive alerts for a variety of events. Like:
You can also set custom notifications to know when a door is opened or if there is motion or not motion.
Examples like your child arrives home from school, there is no motion at your mothers home,
or when a child opens a cupboard.
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ADT Pulse Security Cameras
You can have up to 10 wireless cameras added to your ADT Pulse system. These cameras can record unlimited 30 second clips for one month when there is motion or another trigger. You can view live video to check on your home or business. There are indoor and outdoor cameras available.
|Home Automation
Home Automation Features – Make your Home a Smart Home
The crime rate in Manteca is considerably higher than the national average across all communities in America from the largest to the smallest, although at 32 crimes per one thousand residents, it is not among the communities with the very highest crime rate. The chance of becoming a victim of either violent or property crime in Manteca is 1 in 31. Based on FBI crime data, Manteca is not one of the safest communities in America. Relative to California, Manteca has a crime rate that is higher than 81% of the state's cities and towns of all sizes.
Manteca's rate for property crime is 30 per one thousand population. This makes Manteca a place where there is an above average chance of becoming a victim of a property crime, when compared to all other communities in America of all population sizes. Property crimes are motor vehicle theft, arson, larceny, and burglary. Your chance of becoming a victim of any of these crimes in Manteca is one in 33.
Importantly, we found that Manteca has one of the highest rates of motor vehicle theft in the nation according to our analysis of FBI crime data. This is compared to communities of all sizes, from the smallest to the largest. In fact, your chance of getting your car stolen if you live in Manteca is one in 178.
It is important to remember that you can keep you, your family, and everything you own safe and sound. With our easy to install, affordable and quality ADT equipment and systems you can do your part in keeping the things that are important to you secure.
Manteca does require an alarm permit, which is free and must be renewed at the beginning of every year.


text:
|Finance Application
2012 Ford F-150 XL SuperCrew for sale in Fontana CA from Don's Auto Center
|Shop with Confidence
|Shop with Confidence
|Options and Features
|Contact Information
|Please Contact Internet Department
Don's Auto Center
Web : donsautocenter.com
Email : email@example.com
16282 Valley Blvd.
Fontana, CA 92335
|RE : 2012 Ford F-150 XL SuperCrew
Questions? - Contact Us!
Prices subject to change without notice and do not include Title, License, Registration Fees, State or Local Taxes or Processing Fees, if any. Please contact seller first for vehicle availability. Although every effort is made to present accurate and reliable information, use of this information is voluntary, and should only be deemed reliable after an independent review of its accuracy, completeness, and timeliness. It is the sole responsibility of the customer to verify the existence of options, accessories and the vehicle condition before time of sale. Any and all differences must be addressed prior to time of sale. No expressed or implied warranties, including the availability or condition of the equipment listed is made. EPA mileage estimates for comparison purposes only. Actual mileage may vary depending on driving conditions, driving habits, and vehicle maintenance.
*Advertised discount pricing applies to cash buyers, buyers with average or better credit, and buyers who secure their own financing. Sale price may differ for buyers requiring special or discount financing.
© 1999-2020 AutoRevolution.com
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text:
GoodReader is a PDF reader with advanced reading and annotating capabilities. With GoodReader on your iPhone, you can read virtually anything, anywhere: books, movies, maps, pictures.
GoodReader features the ability to mark-up PDFs; use typewriter text boxes, sticky notes, lines, arrows, and freehand drawings on top of a PDF file.
This version is for iPhone / iPod touch. For iPads use our other app called "GoodReader for iPad".


text: Insights The latest thinking about higher education trends, innovations, and challenges. Advancement (-) Analytics and Data Integration Enrollment and Retention Financial Management and HR Modernizing the Campus Operational Efficiency Student Experience Workforce Development Facet Topic 4-year Public Institution 4-year Private Institution 2-year Public Institution 2-year Private Institution University Consortium System (-) Continuing Ed / Workforce Development For-Profit Institution Facet Institution Type Article (-) eBook Infographic Spotlight Video White Paper Facet Resource Type Reset Filters Featured Article How to implement a modern one-stop student service center And why a one-stop student service center is important. Dive Deeper Article How chatbots benefit higher ed Chatbots provide information quickly, meeting the needs and expectations of students and staff. This primer explains how chatbots work and how they benefit higher ed. Dive Deeper Video Sharing best practices to improve equity and efficiency Learn how Foothill-De Anza Community College District is ensuring equity in higher education by providing consistent services and resources through shared technology. Dive Deeper Article Change leadership models and methods How can your institution best handle change? Consider one of these change leadership models. Dive Deeper Article How to get started with systems integration Looking to implement a modern integration system but don't know where to begin? Here are 5 tips to get started including advice on how to choose your first integration project. Dive Deeper Recommended Reading Article Multi-Factor Authentication: Your Belt-and-Suspenders Approach How can institutions lessen the impact of compromised passwords? By implementing multi-factor authentication. Learn more. Dive Deeper Article How Schools Can Protect Themselves From the Most Dangerous Cybersecurity Threats Josh Sosnin, Chief Information Security Officer for higher education technology provider Ellucian, shares his on-the-ground perspective about the top cybersecurity threats facing schools today. Dive Deeper Article Cloud technology enhances higher ed data security Josh Sosnin, CISO, Ellucian, shares best practices for data security on campus. Dive Deeper Latest Insights eBook Considering CRM? Ask these 5 questions. Weigh your options for the best path forward. Dive Deeper Total Insights: 1


text:
Sandbox: A Place to play…
- Home
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Followers: 6653
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text:
Alan C necesitaba un nuevo diseño de logotipo y lanzó un concurso de diseño en 99designs.
Un ganador ha sido elegido entre 36 diseños de 11 diseñadores freelance.
'Gataway Grips
I'm an avid athlete who loves the thrill of competition, and believes lacrosse is one of the most exciting sports in the nation.
-'Gataway Grips comes from the Native American word for lacrosse "Bagataway." The sport was known as the "little brother of war," as Native American tribes often used it to settle disputes.
-Today, the game has transformed into an exciting, fast paced sport that combines the physicality of football and hockey with the finesse needed for basketball and soccer.
-The goal is to individualize a player's lacrosse stick, so I am targeting male lacrosse players, ages 8 to 20.
-Lacrosse is the fastest growing sport in the US, is deeply rooted in its Native American traditions, and is constantly evolving.
-While is is a team game, the stick is as unique as the individual player and is often a source of pride for the player, always fine tuning the stick to get it just right (Native American sticks were decorated with strings and feathers to set them apart).
I am looking for a logo that will be printed on the packaging and on the grips themselves.
I would like 'Gataway to be stacked on top of Grips
I want the logo to be very bold and eye-catching (it will be used for packaging as well as on the gear so I need people to notice it)
I do not want any pictures of a lacrosse player
I would prefer to have some lacrosse imagery within the logo
I thought it would be cool if the apostrophe before Gataway was a feather and then the logo had other Native American lacrosse imagery within it, here are some pictures of old sticks for reference:
*This was just my initial thought but feel free to be creative and come up with what you like
Please no clip art or stock photos
Aside from those guidelines be as creative as you want and have fun! I will be checking in often making reviews so feel free to ask any questions for verification!
(I have also attached a picture of the grips so you can see what they look like)
Descubre cómo funciona un concurso de diseño u obtén más información sobre nuestros servicios de diseño de logo.


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Too Neurotic to be Suitably Aquatic
You ever see those movies where they ask volunteers to step forward, and everyone but one person takes a giant step backward? That's how I became the co-captain of FISH (Federated Independent Swimmers of the Hudson) Masters.
Our team used to work out to music, but the speaker system has been broken all year.
I've just completed my 3rd year of competitive swimming after a lifetime of sitting on the couch and just playing around in the water. I'm very into breaking personal best times.


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All orders $25+ qualify for FREE domestic SHIPPING!
Use code FREESHIPPING at check out!
This listing is for FEATHERS ONLY - Vase and other accessories pictured are not included.
**SOLD PER 1/4LB***BESTSELLER : OP12 - BULK Ostrich Feathers 9-12"
***Perfect size for small tabletop feather centerpieces! ***
SIZE: 9-12" (approx. 100 pcs per 1/4 pound)
OP12 Ostrich Feather Drabs will range in size from 9-12 inches long and are available in a variety of colors for all of your projects. OP12LB Ostrich Drabs have wispy hair-like feathers coming out from a stiff center quill (between 1.5-3 inches long) and will range 3-6 inches wide. These feathers come from the body of the ostrich. Purchasing Ostrich Feathers by the pound are subject to a 10% variance in quality and size.
Image details: Made with only 12 OP12 Ostrich Drab Plumes 9-12" and glitter sprayed Babies Breath Flowers in a 5 1/2" round glass vase - Make sure to order accordingly.
TIPS for DIY Feather Centerpieces :
We recommend using a belle-style fresh floral bouquet holder and 18" Eiffel tower glass vases filled with sand for stability. Using a mixture of ostrich feather sizes for your arrangements with at least 18-25 feathers per centerpiece, start pushing the larger feathers at the top of the floral foam bouquet holder to add height and drama. Use the smaller feathers all around and fill in any gaps.
This product is part of our Ostrich Feathers - Ostrich Drabs category.
SUGGESTED USES: Ostrich Feathers are used for Carnival Costumes, Masks, and Headdresses. Depending on the length, Ostrich feathers are also used in Floral Decor, Wedding Bouquets, Boutonnieres, Wedding Decor (Ostrich Feather Eiffel Tower or Palm Trees), Home Decor, Holiday Decorations, Gift Wrapping Embellishments, Wedding Invitations, Feather Pens, Feather Fashion Design & Accessories, Millinery (hat design), Arts & Crafts, and more.
INTERNATIONAL SALES AND EXPORT: Unfortunately we cannot ship Peacock, Pheasant, Ostrich or Partridge Feathers out of the USA without going through the proper US Fish & Wildlife, USDA and CITES documentation and inspection. Please refer to our policies link >> http://www.zuckerfeather.com/export-services
All Custom Fees or Duty Taxes associated with the international purchase of Peacock, Pheasant, Ostrich or Partridge Feathers are the responsibility of the buyer and are Non-Refundable. In rare circumstances, Customs or Immigration can seize items and/ or can cause a delay in delivery. Our products are made with natural materials; therefore each item will have unique differences and variances.
Some handmade items or parts have been manufactured by our partners in China.
1-3 business days
I'll do my best to meet these shipping estimates, but can't guarantee them. Actual delivery time will depend on the shipping method you choose.
Buyers are responsible for any customs and import taxes that may apply. I'm not responsible for delays due to customs.
Just contact me within: 3 days of delivery
Ship items back to me within: 7 days of delivery
Request a cancellation within: 3 hours of purchase
But please contact me if you have any problems with your order.
Because of the nature of these items, unless they arrive damaged or defective, I can't accept returns for:
Buyers are responsible for return shipping costs. If the item is not returned in its original condition, the buyer is responsible for any loss in value.
Please contact me if you have any problems with your order.
YES! Wholesale and Bulk Purchases are available!
Please email us or visit the site listed below to open an online Wholesale Account.
Wholesale purchasing privileges are reserved for established
businesses that distribute feather products or produce products
for distribution from feathers to the retail market.
Call >> Our wholesale department at 573-796-2183
Visit >> https://www.zuckerfeather.com/customer/account/login/
Share the love and tag us on Instagram @thefeatherplace! We are always on the lookout for fun and unique #feather #DIY decor, fashion and craft projects! #FromCostumetoCouture we want to see how you are using feathers!
Unfortunately we cannot ship any Peacock, Pheasant, Ostrich or Partridge Feathers or Products with these feathers Internationally without going through the proper US Fish & Wildlife $93, USDA Health Export Certificate $62 or CITES Documentation and Inspection $191 (Peacock). If your purchase includes any of the above feathers mentioned; you will be subject to some or all of these additional fees. Please refer to our policies link >> http://www.zuckerfeather.com/export-services
ALL Custom Fees or Duty Taxes associated with the international purchase of these Feathers and Products are the responsibility of the buyer and are Non-Refundable. In rare circumstances, Customs or Immigration can seize items and/ or can cause a delay in delivery.
The ZuckerFeatherPlace is an eco-friendly company! With the exception of natural molting feathers, ALL the feathers we sell are Biodegradable Cruelty Free By-Products of other industries and would have otherwise been discarded.


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Yesterday we learned how Gunther Holtorf has spent the past 23 years driving 500,000 miles in an '88 Mercedes G Wagen diesel. In what car would you do such a trip?
If we had to drive the equivalent of 20 times around the equator in one car, we'd pick a Lada. Rugged, durable, simple like you wouldn't believe and with parts available everywhere. That and it would finally avenge the death of our last great road trip at the hands of a Subaru Sumo.
What car, new or old, would you choose as your companion for a 23-year road trip?
(QOTD is your chance to address the day's most pressing automotive questions and to experience the opinions of the insightful insiders, practicing pundits, and gleeful gearheads that make up the Jalopnik commentariat. If you've got a suggestion for a good Question of the Day, send an email to tips at jalopnik dot com.)
(Hat tip to B Z Rong!)
Photo Credit: David Lemke/BBC News Magazine


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On This Page
ToxFAQsTM for Benzene
August 2007
This fact sheet answers the most frequently asked health questions (FAQs) about benzene. For more information, call the ATSDR Information Center at 1-800-232-4636. This fact sheet is one in a series of summaries about hazardous substances and their health effects. It is important you understand this information because this substance may harm you. The effects of exposure to any hazardous substance depend on the dose, the duration, how you are exposed, personal traits and habits, and whether other chemicals are present.
Benzene is a widely used chemical formed from both natural processes and human activities. Breathing benzene can cause drowsiness, dizziness, and unconsciousness; long-term benzene exposure causes effects on the bone marrow and can cause anemia and leukemia. Benzene has been found in at least 1,000 of the 1,684 National Priority List sites identified by the Environmental Protection Agency (EPA).
What is benzene?
Benzene is a colorless liquid with a sweet odor. It evaporates into the air very quickly and dissolves slightly in water. It is highly flammable and is formed from both natural processes and human activities.
Benzene is widely used in the United States; it ranks in the top 20 chemicals for production volume. Some industries use benzene to make other chemicals which are used to make plastics, resins, and nylon and other synthetic fibers. Benzene is also used to make some types of rubbers, lubricants, dyes, detergents, drugs, and pesticides. Natural sources of benzene include emissions from volcanoes and forest fires. Benzene is also a natural part of crude oil, gasoline, and cigarette smoke.
What happens to benzene when it enters the environment?
- Industrial processes are the main source of benzene in the environment.
- Benzene can pass into the air from water and soil.
- It reacts with other chemicals in the air and breaks down within a few days.
- Benzene in the air can attach to rain or snow and be carried back down to the ground.
- It breaks down more slowly in water and soil, and can pass through the soil into underground water.
- Benzene does not build up in plants or animals.
How might I be exposed to benzene
- Outdoor air contains low levels of benzene from tobacco smoke, automobile service stations, exhaust from motor vehicles, and industrial emissions.
- Vapors (or gases) from products that contain benzene, such as glues, paints, furniture wax, and detergents, can also be a source of exposure.
- Air around hazardous waste sites or gas stations will contain higher levels of benzene.
- Working in industries that make or use benzene.
How can benzene affect my health?
Breathing very high levels of benzene can result in death, while high levels can cause drowsiness, dizziness, rapid heart rate, headaches, tremors, confusion, and unconsciousness. Eating or drinking foods containing high levels of benzene can cause vomiting, irritation of the stomach, dizziness, sleepiness, convulsions, rapid heart rate, and death.
The major effect of benzene from long-term exposure is on the blood. Benzene causes harmful effects on the bone marrow and can cause a decrease in red blood cells leading to anemia. It can also cause excessive bleeding and can affect the immune system, increasing the chance for infection.
Some women who breathed high levels of benzene for many months had irregular menstrual periods and a decrease in the size of their ovaries, but we do not know for certain that benzene caused the effects. It is not known whether benzene will affect fertility in men.
How likely is benzene to cause cancer?
Long-term exposure to high levels of benzene in the air can cause leukemia, particularly acute myelogenous leukemia, often referred to as AML. This is a cancer of the bloodforming organs. The Department of Health and Human Services (DHHS) has determined that benzene is a known carcinogen. The International Agency for Research on Cancer (IARC) and the EPA have determined that benzene is carcinogenic to humans.
How can benzene affect children?
Children can be affected by benzene exposure in the same ways as adults. It is not known if children are more susceptible to benzene poisoning than adults.
Benzene can pass from the mother?s blood to a fetus. Animal studies have shown low birth weights, delayed bone formation, and bone marrow damage when pregnant animals breathed benzene.
How can families reduce the risks of exposure to benzene?
Benzene exposure can be reduced by limiting contact with gasoline and cigarette smoke. Families are encouraged not to smoke in their house, in enclosed environments, or near their children.
Is there a medical test to show whether I've been exposed to benzene?
Several tests can show if you have been exposed to benzene. There is a test for measuring benzene in the breath; this test must be done shortly after exposure. Benzene can also be measured in the blood; however, since benzene disappears rapidly from the blood, this test is only useful for recent exposures
In the body, benzene is converted to products called metabolites. Certain metabolites can be measured in the urine. The metabolite S-phenylmercapturic acid in urine is a sensitive indicator of benzene exposure. However, this test must be done shortly after exposure and is not a reliable indicator of how much benzene you have been exposed to, since the metabolites may be present in urine from other sources.
Has the federal government made recommendations to protect human health?
The EPA has set the maximum permissible level of benzene in drinking water at 5 parts benzene per billion parts of water (5 ppb).
The Occupational Safety and Health Administration (OSHA) has set limits of 1 part benzene per million parts of workplace air (1 ppm) for 8 hour shifts and 40 hour work weeks.
Agency for Toxic Substances and Disease Registry (ATSDR). 2007. Toxicological Profile for Benzene (Update). Atlanta, GA: U.S. Department of Health and Human Services, Public Health Service.
Where can I get more information?
If you have questions or concerns, please contact your community or state health or environmental quality department or:
For more information, contact:
Agency for Toxic Substances and Disease Registry
Division of Toxicology and Human Health Sciences
1600 Clifton Road NE, Mailstop S102-1
Atlanta, GA 30333
Phone: 1-800-CDC-INFO · 888-232-6348 (TTY)
Email: Contact CDC-INFO
ATSDR can also tell you the location of occupational and environmental health clinics. These clinics specialize in recognizing, evaluating, and treating illnesses resulting from exposure to hazardous substances.
- Page last reviewed: February 12, 2013
- Page last updated: March 12, 2015
- Content source: Agency for Toxic Substances and Disease Registry


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Check out the latest RPG news | Podcasts | Twitch Streams
I actually think the gameplay in 1 has held up pretty well. It's not as well-defined as 2, but it's by no means not fun, at least in my estimation. The voice acting IS goofy, but the writing is solid, so it's give and take. And while it isn't going to blow your eyeballs out, the art design is great-- and those line drawings for character portraits and on the menu are siiiiick.and just like cj said, you will appreciate 2 so much more if you play 1 first.


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This is the official page from which you can Download HTC Desire 620 Dual SIM Stock Firmware ROM (flash file) package on your Computer.
The firmware package comes as a compressed file (zip file) which contains Flash File, SP Flash Tool, USB Driver and How-to Flash Manual.
HTC Desire 620 Dual SIM Stock Firmware ROM (flash file)
The HTC Stock ROM Will help you to downgrade or Upgrade the Stock Firmware of your HTC Mobile Device. It will also help you to fix your HTC Device if it is facing any Software related issue, bootloop issue, IMEI related issue.
Package Name: HTC_Desire_620_Dual_SIM_Asia_India_1.12.720.001_MT6592_19122014.zip
Package Size: 865 MB
How-to Flash: Follow Guidelines
How to Flash HTC Desire 620 Dual SIM Stock ROM
Step 1: Download and upzip the firmware on your computer.
Step 2: After unzipping the Firmware package, you will get the Firmware (ROM), SP Flash Tool and Driver.
Step 3: Install the provided USB Driver on your computer.
Step 4: Open the SP Flash Tool and Load the Firmware.
Step 5: Connect your HTC Desire 620 Dual SIM device to the computer.
Step 6: Click on the Download button to begin the Flashing process.
Step 7: Once flashing is done, disconnect the device from the computer and restart it.
[*] Flash Tool: If you are looking for the latest version of SP Flash Tool, then head over to SP Flash Tool for Windows or SP Flash Tool for Linux page.
[*] HTC Driver: If you want to download the latest version of HTC USB Driver, then head over to the HTC USB Driver Download Page.
[*] Take a Backup: Flashing the above Firmware will delete the personal data from the device and you wont be able to recover it in anyway. Therefore, we recommend you to take a backup of the personal data before flashing the above firmware.