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Home › Article › Back to School?
Back to School?
42 Districts, 42 Plans
by Julia Fraser
Image via rawpixel
Back-to-school shoppers are scooping up tracksuits, vintage 1990s oversized tees and everything tie-dye. But this year, many local students will debut their first day of school outfit on Zoom or coordinate the look with a face mask when they step on the school bus.
Since the COVID-19 pandemic disrupted the school year last March, schools in Allegheny County and across the state and nation have struggled with how to keep children safe while resuming their education in some way, shape or form.
They face an unprecedented problem cloaked in uncertainty without a battle-tested curriculum to lean on. Over the summer, public schools in the region scrambled to figure out how to reopen during the pandemic, reaching out to their communities, other districts, local intermediate units and state officials for guidance.
"How do we have a clear voice when even folks in the medical community don't agree on what we should do?" said Bob Scherrer, executive director of the Allegheny Intermediate Unit (AIU), which represents the school districts in Allegheny County, excluding Pittsburgh Public Schools. "In Pennsylvania you have local control and school districts make their own decisions. You'll have variations in plans from district to district.
"What we're trying to do is say, 'based on the best information, these are the recommendations that you can use to make those decisions.'"
On August 13, the Pennsylvania Department of Education issued guidelines for reopening pre-kindergarten to grade 12 schools. They included thresholds for using approaches ranging from fully remote learning to fully in-person instruction that are based on the spread of coronavirus in their communities. Also included are recommendations on how to adapt to positive COVID-19 tests among students and staff, should they arise.
But the state reopening guidelines arrived after many southwestern Pennsylvania school districts had finalized their plans and presented them to their school boards for approval. The result: 42 school districts in Allegheny County with 42 plans for reopening, employing a broad swath of strategies they hope will prepare them for meeting the biggest challenge they've ever faced.
Zoom calls and surveys
When the coronavirus pandemic reached the Pittsburgh region, schools and administrators went online. The AIU hosted conference calls with all superintendents on Zoom once or twice a week to share guidance or sometimes speak to local, state and federal officials for their input, including those with the Allegheny County Health Department, state departments of education and health, and the national Centers for Disease Control and Prevention.
Talks with health officials were critical, "especially as we came out of last school year and into the current school year, because the guidance really shifted and changed," Scherrer said.
Weekly Zoom meetings also provided an opportunity for superintendents to speak to one another, swap best practices from the past school year and share their plans for their district's reopening in the fall. "Connecting districts so they can share plans has been vitally important for the coming school year," Scherrer said.
Many superintendents surveyed their communities to gauge their expectations and comfort level with various reopening strategies, such as holding in-person classes, and to assess the need among families to adapt to the changes, including whether they have access to Wi-Fi and the devices that enable them to use it.
Nancy Hines, superintendent of Penn Hills School District, conducted two surveys in the district—one in late May and a follow-up survey mid-July. The surveys showed that the community was in favor of some form of on-site learning.
"I felt compelled to offer a recommendation that would allow some in-person learning because the taxpayers hired us to perform an essential service for their children," Hines said. "They are certainly well-informed and I believe that we can offer that in a safe way. But we have to be aware of the guidelines from the county and the state, and have to be able to shift to fully remote, if necessary."
Range of plans
Schools faced two main challenges: Protect the health and safety of students, teachers and staff, and settle on a strategy for instruction that best serves their students' education under the circumstances.
"Every school district had to look at three different plans as they go into the school year," Scherrer said. "What does it look like when you have all students go into school? What does it look like if you're in a complete remote environment? What does it look like if you're in a hybrid plan that maybe you only have half students in on any given day?"
On July 31, Pittsburgh Public Schools' board voted to postpone in-class instruction for the first nine weeks of school. All students in the district will begin the year enrolled remotely.
On the other end of the spectrum, Peters Township School District's board approved a plan to open its buildings for students to attend in-person classes all five days a week. The district also offers full remote learning as an option for those who choose not to attend in person.
Penn Hills School District is offering a hybrid model for the school year. The school board approved an instructional model that allows families to choose fully remote learning or to have students attend in-person classes two days a week and online classes the other three days.
All districts with in-person instruction require students to wear masks at all times indoors. Some schools have mandatory temperature checks. Many will space desks or have reduced classroom and building capacities. Some restrict movement in the halls between classes.
In Penn Hills, high school students will have to move from class to class. "I'm confident they understand that they have to wear that mask, they have to wash their hands," Hines said. "I feel confident that the kids are going to cooperate and help us do this."
The Pennsylvania Department of Education issued reopening guidance for choosing instructional models based on the spread of COVID-19 in each school district's county. The thresholds are based on the rate of new virus cases per 100,000 residents for the most recent seven days and/or the percentage of COVID-19 tests that come back positive.
A low level of community transmission is considered to be less than 10 new cases per 100,000 residents over the past seven-day period and/or a percentage of positive tests of less than 5 percent. In this scenario, the Department of Education recommends a full in-person model or a blended-learning model of in-person and remote instruction.
As of Aug. 22, Allegheny County had five cases of COVID-19 per 100,000 people in seven-day moving average, according to county data.
State guidelines also provide a model for how and when to shift to an alternative instructional model if students or staff should test positive for COVID-19 based on the spread of the virus in the county and the number of positive tests in the school.
The state recommends, for example, that a school close for three to five days and take other measures under these scenarios: There is a low level of community transmission in the county and two to four students or staff members in the same school building test positive for COVID-19; or the number of cases is less than 5 percent of the total number of students and staff in a school building; or there are cases in multiple school buildings with individual cases who are not members of the same household.
Shifting challenges
All district models contain at least an option for remote learning.
While remote learning may be the safest option when there is community spread of COVID-19, it is not without challenges for teachers and other professionals who work with students.
Special education students, for example, have Individualized Education Programs (IEPs), which require specific, individualized instruction that can be difficult outside of a school setting.
"For kids who have more significant cognitive disabilities, what's the likelihood that they're going to get meaningful instruction in a remote learning platform?" said James Palmiero, assistant executive director for special education and pupil services at Allegheny Intermediate Unit. "It might be difficult for those children to access information from a computer and it may be better for them to receive that experience in a face-to-face environment."
He said many special education students also receive related services, such as occupational therapy or speech language therapy. In such cases, a student able to learn remotely might still need to meet face-to-face with therapists to receive those related services.
Access to technology, such as laptops and tablets, vary across and within districts. Many districts, such as Pittsburgh Public Schools, have plans to provide each child in the district with a device. Since spring, the district has been ordering thousands of devices. But demand for them is high, deliveries have been delayed and some orders are expected to arrive as late as Oct. 20, according to the district.
Schools don't know what awaits them after classes resume. But it is clear much will depend on the course of the coronavirus in the coming months. "The public needs to understand how incredibly complex this challenge is," Scherrer said. "We all want to be back in in-person education. But we know there are health and safety challenges we have to contend with and we need help from our county. We can't get back to all in-person until we get the county's COVID numbers down, so everyone can do their part."
Categories: Regional News
Tags: COVID-19 education
Julia Fraser
Julia Fraser is a Pittsburgh Today staff writer and research specialist.
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Staff support & performance improvement procedure
A policy to support staff who are struggling to meet the aims of their role, rather than treating under-performance as a disciplinary issue, like behavioural or ethical concerns. Acknowledging the ableism that is often implicit in disciplinary policies and offering comprehensive collective support for staff, with a recognition that disability, illness and other wider life circumstances may affect someone's ability to do their job.
Home » Policy Library » Staff support & performance improvement procedure
This is a code of conduct / staff supervision and reviews policy that's been used for 3+ years by a self-managed / flat activist group / co-op with 05–14 people and a turnover of £300–£500k.
Policy areas:
Staff supervision and reviews
Related policies:
Known Legal issues:
Organisation info
Campaign Against Arms Trade (CAAT)
Activist Group
Self-managed / Flat
£300–£500k
support-performance-improvement-procedure-2019.pdf
By the person or group who shared the policy:
ROLES NEEDED: Staff Support Group / Operations Manager / Static Reviewer / Rotating Reviewer
Start the discussion at community.radhr.org
2. What is not covered by this policy
3. How staff responsibilities and standards of work are agreed
4. The Static Reviewer
5. The Staff Support Group
6. Performance improvement procedure: extra support
7. Performance improvement procedure: involving the Staff Support Group (SSG)
The meeting
The first formal review meeting
The second formal review meeting
The final performance improvement review meeting
Written Confirmation of the Decision of the Panel
8. Appealing a decision
10. Grievance
The purpose of this procedure is to ensure CAAT staff are properly supported so they can fulfil their job descriptions and work effectively and efficiently together. It also serves to provide a clear and fair
procedure for resolving issues regarding unsatisfactory levels of performance.
This policy aims to support staff in all matters related to their skills, aptitudes or competence and their application of those. If a member of staff fails to maintain adequate standards of behaviour, conduct or reliability rather than a lack of skills or application, the situation should be dealt with through the disciplinary procedure as set out in the CAAT Handbook.
Where a member of staff has an underlying health condition or is disabled, CAAT has an obligation to consider making adjustments to their role or working conditions to allow them to work as effectively as possible. If you have an underlying health condition or you consider yourself to be disabled, please talk to your static reviewer who will consider with you whether there are any adjustments that we can make to your role or working conditions to better support you at work.
Each member of staff has a job description that outlines the roles and responsibilities for their post. These are reviewed, usually once a year, to ensure they remain up to date and relevant.
Peer review (PR) sessions
Peer review is used to support staff and help them to identify areas of strength and development opportunities, and to highlight any issues that need to be resolved. PR sessions are also used to agree personal objectives for the next six months. (See the Staff Review Procedure in the CAAT Handbook).
At planning meetings throughout the year further temporary responsibilities, specific to a project, might be agreed between staff. The minutes/notes of these meetings outlining any agreed additional responsibilities should be saved in a logical place in the shared work area.
Each member of staff is allocated a Static Reviewer. This is a colleague who attends all of the staff
member's PR meetings and is there to support them between those sessions. The role of the Static
Reviewer is to:
Check in with the reviewee (member of staff you are the Static Reviewer for) between PRs to
check that:
they are on track to meet their agreed objectives
they are happy that their workload is manageable
there is no additional support, training or mentoring required
Pass on any feedback from other staff regarding their reviewee between PR meetings.
Guide and monitor any enhanced programme of support for their reviewee, if necessary.
Ensure the method the reviewee prefers to receive constructive feedback is noted in the PR folder in the work area and followed.
Make sure a discussion happens about an issue anyone (staff, volunteer, supporter, SC member or other) has regarding the reviewee, and bring to PR or any other relevant forum to find a
Support their reviewee during certain staffing procedures as specified in the policy documents in the CAAT handbook.
During the PR meeting to:
Look at the last few PR notes before meetings to see if there are any recurring issues that haven't been resolved yet and may need further discussion.
 Collect feedback from other staff regarding how the reviewee has achieved their objectives and planned their future work, and gather comments on how the reviewee manages relationships and behaviours. Then pass this feedback on at the PR meeting and discuss any changes, support or training required.
 Take notes at their PR of any issues that need taking forward and any discussions/ agreements reached.
Selection of Static Reviewers is made by the Office Manager and where possible takes the preferences of the individual into account.
The Staff Support Group (SSG) are four members of non-staff Steering Committee members and exists to provide support from individuals outside the staff team. Members of staff should feel free to speak to the SSG about any issues they are having at CAAT. Staff can contact individual SSG members at any time and should regard SSG members as listening ears who will respect confidentiality whether the member of staff is having an issue themselves with their work, with a colleague or other issue. More details regarding the role and remit of this group can be found in the CAAT handbook.
If it is decided during a PR session (or any other support meeting between a staff member and their static reviewer) that a member of staff is consistently not meeting their agreed objectives, or if their standard of performance is otherwise considered by other staff to be below the levels expected of them, the individual will be offered extra support. The aim of this support is to ensure that the individual is able to work at the standard expected of them and to identify and remove any barriers to them doing so.
Any staff member can specifically say they think an enhanced support programme should be developed for a colleague to that person's static reviewer at any time. If the static reviewer needs help in understanding the technical aspects of a staff members job, they should approach another staff member or steering committee member who may be able to help with this, or if needed pay for outside expertise to help assess technical abilities. Then enhanced programme of support will be put together by their static and latest rotating reviewer.
Ideally, the decision to offer a programme of enhanced support will be agreed between the individual and their reviewers. However, this decision may otherwise be made by the static and the latest rotating reviewer if they consider it necessary. Any agreed programme will include:
New objectives for the next period (up to three months)
Short regular meetings between Static Reviewer and staff member to assess progress
Review/discussion of working practices or arrangements
Consideration of any training, mentoring, counselling or mediation that may be beneficial
The Static Reviewer will keep notes of all the meetings. At the end of the agreed period of the programme the Static and Rotating Reviewer will meet with the individual to discuss progress against the agreed objectives. If it is agreed by the static and rotating reviewer that sufficient progress has been made, the individual support programme will come to an end, but with support measures continuing for an agreed period, if considered necessary. If, however, the Static and Rotating Reviewer believe there has not been sufficient progress in the individual's performance, the member of staff will be informed that the process will move to CAAT's formal 'Performance improvement procedure: involving the Staff Support Group'.
If, in the opinion of the static and rotating reviewer, there has been unsatisfactory progress following the enhanced support programme, the static reviewer and rotating reviewer will inform the Office Manager that they would like a performance improvement procedure to begin. The Office Manager will then meet with the staff member to explain the formal process and the potential consequences of continued under performance.
The Office Manager will contact the Staff Support Group (SSG) who will nominate a member to be
involved in the process. (If the Office Manager is already involved in the process, another member of the HR working group will fulfil their role).
The Office Manager will arrange a meeting with the staff member, their Static reviewer and the nominated SSG member. The staff member is advised to be accompanied to this meeting by a colleague, friend or trade union representative if they would like.
The Static Reviewer will summarise the work issues and send these to the staff member, the Office Manager and SSG member at least a week before the meeting. These will be based on the records from support meetings, peer reviews, catch-ups and any relevant additional information.
If the individual wishes, having received the initial summary, they can write a response to this, and share with all the attendees at least two days before the meeting.
At the meeting the Static Reviewer will verbally summarise agreed objectives, support offered, and which objectives have still not been met and the staff member will be asked to explain anything they disagree with or any other factors which should be taken into consideration. The SSG member and Office Manager will then be able to ask questions of both the Static Reviewer and staff member in order to identify:
What the agreed objectives for the staff member have been, whether they have been met and if
not all the factors which might have had an effect on the member of staff's performance, including the volume of work, the available resources, training, personal matters, ill health and changes in working practices;
Any need for changes in working arrangements and practices designed to support the achievement of the required standards of performance;
Any further training or personal development measures that could be undertaken, including
counselling or advice from an external source.
A performance improvement programme will be developed and agreed at the meeting, with the final recommendation coming from the Static Reviewer, SSG member and Office Manager. This will include specific, measurable, time-bound goals, as well as additional support such as training, mentoring, counselling or mediation if considered helpful. A timescale will also be agreed for improvements to be made. The length will depend on the specific role and the length of time that the Office Manager, SSG member and Static Reviewer expect it will take to see an improvement in performance; it will usually be up to 8 weeks depending on the circumstances, but could be shorter or longer.
At the end of the agreed period there will be a review meeting to discuss and review progress towards the agreed objectives. The individual is advised to be accompanied to this meeting by a colleague, friend or trade union representative as well if they wish. The individual will be given every opportunity to give their point of view and if necessary to explain any reasons for their failure to meet the agreed objectives. The SSG member and Office Manager will decide whether:
a) The individual has met, or largely met, their agreed objectives and is now performing at the level expected of them. If so, this will be communicated to the staff member and Static Reviewer in writing immediately. The written communication should explain that there will continue to be additional review sessions for at least a further 2 or 3 months to ensure goals and objectives continue to be met. The staff member, Static Reviewer, Office Manager and SSG member should discuss and implement the continuation of any parts of the enhanced support programme which were useful for the staff member to help meet their goals. Or,
b) The individual has not met the agreed objectives and continues to perform at a level below that which is expected of them. The Office Manager and SSG member will confirm this in writing to the individual involved, explaining where they are falling short of expectations, the steps they need to take in order to improve, and the date agreed for the next review meeting (usually in eight weeks time, but could be shorter or longer depending on the circumstances). The letter will also explain that the staff member is being issued with a written warning and set out the consequences for continued failure to improve.
If, at the end of the agreed further period performance had still not improved another review meeting will be held. This will follow the same format as the first formal review meeting. At the end of this meeting, there will be the same two potential outcomes, except that if there has not been sufficient improvement in performance the staff member will receive a final written warning.
If, at the end of the final agreed period following a final written warning the member of staff is still under performing, they will be invited to a final performance improvement review meeting with a panel comprising two different members of the SSG. The invite letter will explain that the outcome of the meeting might be dismissal. The staff member is advised to be accompanied to this meeting by a colleague, friend or trade union representative as well if they wish. The static reviewer, Office Manager and original SSG member involved will also attend this final performance improvement review meeting.
At the meeting the employee's performance will be discussed, including the steps that have been taken to secure improvements, any improvement that has been made, and, where appropriate, any areas where the staff member's performance is still falling short of expected standards.
The panel will review all written documentation from previous PR and performance review meetings and ask for any additional information that they deem necessary. They will also consider whether illness or disability may have had any impact on the employee's standard of performance and review whether appropriate workplace adjustments have been made. Where appropriate, the panel may offer the member of staff, the Static Reviewer, the Office Manager and the SSG member the opportunity to call witnesses and to ask questions of them.
If they deem it would be helpful, the Panel can choose to have the staff member and friend/trade union representative in one room, and the Static Reviewer, Office Manager and SSG member in another room, and move between the two rooms during the meeting to avoid confrontation.
At the end of the meeting, and following a period of deliberation, the panel may decide to:
a) take no further action,
b) implement some agreed adjustments to the employee's role or working conditions, or
c) dismiss the employee
The Panel will inform the member of staff of their decision in writing within five working days of the hearing. The letter will explain the reasons for the decision and the procedure the employee should follow should they wish to appeal.
All records of the formal performance improvement procedure will be held by the Office Manager. If no further action is decided then documentation of the process will remain on the member of staff's file for two years before being permanently deleted.
A member of staff may appeal a decision at any stage of the formal performance improvement procedure. They should write to the Office Manager explaining their reason for appealing within five working days of receiving their outcome letter.
The Office Manager will appoint an Appeals Committee of three non-staff members of Steering Committee who, ideally, have not been involved in the case so far. If necessary, for example due to a conflict of interest, an individual who is not on Steering Committee may be brought on to the Appeals Committee provided they are approved by the other members of the Committee. The staff member will be given prior notice of the members of the Appeals Committee so that they may report any conflict of interest if necessary.
An appeal meeting will be held within 20 working days of receipt of the appeal, unless otherwise agreed in writing between the parties. Any performance improvement programme taking place should not be interrupted to carry out an appeal process. The staff member is strongly advised to be accompanied to the meeting by a friend or trade union representative should they wish. The staff member will be informed in writing within five working days of the appeal hearing of the decision of the Appeals Committee. This decision will be final.
CAAT will attempt to keep the fact of any ongoing processes under this policy confidential, but this might not always be possible. Where information does need to be shared with other members of the staff team (to check facts for example) the bare minimum of information will be disclosed to allow the process to be completed effectively.
If the staff member who is part of a performance improvement procedure wants to tell anyone else about any of these processes it is their right to do so. However, if they want to tell anyone CAAT works with (eg, Steering Committee member, local group member or member of an organisational ally) they should agree with their Static Reviewer or the Office Manager how the information is shared so that the person they are telling is given a full picture of the situation. This obviously doesn't apply to discussing the process with a friend or trade union representative who will be accompanying the member of staff at any of the process meetings.
If at any point during the application of this policy the staff member involved has any concerns about how it is being implemented they should raise this at one of their review meetings. If they are still unhappy, or if they don't feel able to do this, they can use the Grievance Procedure as set out in the CAAT Handbook.
Since CAAT has a non-hierarchical management structure there are some additional measures that need to be considered when this procedure is used.
The static reviewer, rotating reviewer and Office Manager have an important role to play in this
procedure and will almost certainly require support from their static reviewers during the process. They're working objectives will also need revising.
Since CAAT is a relatively small organisation it will be difficult to keep any performance
improvement process completely confidential, but all effort should be made to ensure that any
information is shared between staff and Steering Committee on a need to know basis.
caat.org.uk/app/uploads/2020/10/support-performance-improvement-procedure-2019.pdf
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Jaime and Joey of Interwoven will be doing a presentation at the meeting on November 18.
They will be bring a loom, fleece and spinning equipment for demonstration and explanation of techniques. Joey has also been dying lots of wool using natural ingredients.
They will have a display of rugs and their beautiful pillows, and will explain what our designs and patterns represent and cultural history. See more details and a link to their website below.
Zenon Hipolito, a Zapotec born in a small village of Teotitlan Del Valle in Oaxaca, Mexico. Zenon has been weaving for 45 years, following in his footsteps is his second son Jaime Hipolito born in Stockton, California, the eighth generation weaver and Joseph Young born on the island of Oahu, Hawaii, the third generation weaver. Weaving textiles is a Zapotec art form that has been passed down for many generations. Through their weavings they express thier artistic ideas, revive their history and honor their ancestors. Joseph Young & Jaime Hipolito are creating thier own signature pieces by using hand spun, natural dyed yarns, combining contemporary and traditional motifs while creating new color combinations. They believe their textiles are a link to the past to better understand the present.
They use two different methods to create their art. The first method is creating geometric designs such as pyramids, diamonds, and grecas(steps of life). This method begins after the warp strings has been threaded onto the loom and tension properly adjusted. The warp strings are counted by odd and even numbers and marked. The second method, non geometric forms which include spirals figures, birds, flowers and circular designs. First they draw the design on a blank piece of paper, then place the drawing behind the warp and dot the design on the warp which allows them to create a perfect piece of art.
Snack for the meeting: Pam M., Joan A.
Textiles will also be available to view at her home the first weekend in December.
Buy Fair Trade - support international and local artisans and their communities!
Your purchases provide artisans and groups with fair wages and support local refugee work, women's coops in Central America, Asia and Africa, and educational and arts programs for children in Haiti!
Just a short 4-block walk from the Downtown Berkeley Bart. Admission is free.
One of a kind, handmade gifts and gourmet foods. Over 45 local artisans.
This loom and stand are in perfect condition - barely used. Together, the retail price is $1,432. Looking for a new home.
Mimi Luebbermann of Windrush Farm has been raising sheep just outside Petaluma. The farm is also a site for classes, farm tours, and other events. A Holiday Art Fair will be Sunday, November 27th from 10:00 am - 4:00 pm. For details see the link below.


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text:
Home / About Us / Meet the VíllaMía Team
Michelle Hughes - owner
Michelle is the owner of Mia Costa Blanca SL, including VíllaMía and Mía Cars.
With a BA (Hons) in Business Administration, Michelle always wanted to run her own business. After 13 years working in public relations in Wales, she moved to Spain with her son. Two years later the opportunity arose for her to buy VíllaMía so she jumped at the chance to build on an established business. Michelle has used her skills in social media and marketing to improve the business tremendously with her strengths. Her PR background has meant she is extremely organised, works to tight deadlines and is used to juggling several things at once without getting stressed and still keeping a big smile on her face.
Outside the office Michelle's time is spent looking after her teenage son and lovely cocker spaniel and likes to let her hair down with friends. Some of her claims to fame have been winning a lovely legs competition in Butlins, Kim Katrell saying she liked Michelle's Doc Martin's when working as an extra on a film set and through her PR work being splashed across hundreds of newspapers in the UK. Her idol is Richard Branson and only regret in life is not speaking to him at an event in London she was involved with and he was on the next table!
Although living in Jávea, Michelle still likes to travel and her favourite holidays have been a Mediterranean cruise, experiencing Las Vegas, and explored Spain's amazing city of Seville, Salou and Estarti. Javea is great for easy weekends in Valencia and Alicante which she makes the most of.
Michelle's favourite food is Chinese but enjoys eating out at various restaurants in Javea. On Sundays she is happy relaxing by the pool with a book and her favourite author is Sophie Kinsella. Her guilty pleasure is Peter Andre and she spent most her childhood obsessed with Shakin' Stevens - although she may deny this!
As a Leo she is independent and likes to be in control and still has bigger plans for VíllaMía. Her motto is work hard play hard and anybody that knows her will understand she definitely lives by this.
Verena Geis - sales manager
Verena is a professional photographer and certified drone pilot and a huge asset for VíllaMía. Brought up in Germany, she studied business administration at Frankfurt and psychology of handwriting before moving to Spain in 2009 and is the Mum of two lovely daughters. She set up her own business ' Higher Vision' and works outside of VíllaMía with extra contracted work.
Outside of work, Verena loves skiing, swimming, dancing, yoga and Zumba. She spends a lot of time with friends and looking after her pets - 2 dogs, 3 cats and 2 chickens so there isn't much spare time! Favourite places she has visited is South Africa, Lisbon and Marrakesh. On her bucket list is a holiday to Peru.
She speaks German as course as well as Spanish, French and English.
Verena eats anything with avocados and loves sushi but is also known for her coffee drinking and soft spot for chocolate.
Jenni Hyde - rentals manager
Jenni moved to Spain almost 40 years ago and started as a holiday rep at various parts of Spain so picked up the language and got her teaching exams then set up a language school. After this she went into property sales for eight years before translating and moving to VíllaMía almost 5 years ago.
Outside of work Jenni goes to Australia about every 9 months to visit her son, daughter-in-law and granddaughter Penelope. She is keen on fitness and a regular Zumba goer and walking her dog. Her favourite places are route 66, sailing around the Greek islands and Cambodia is on her wish list.
Thai and sushi are her favourite foods and she is often spotted with an aperol spritz on a Friday - she has even scored every bar along the Arenal.
Victoria Suprun - administration manager
Victoria was brought up in Kazakhstan where she studied English with a view to be a translator or a teacher. She moved to Spain in 2005 and is now married with 2 daughters.
Victoria has over 10 years experience within the property market in the Javea and surrounding areas. Full-time at VíllaMía, Victoria is the face of the agency and the first one you will probably be in contact with.
Highly organised and focussed in work, she often leaves exhausted but would like to travel more to places like Switzerland and learn new languages.
Victoria has to start the working day with a cafe con leche and tries to stay healthy with salads and bread sticks but pizza is her weak spot!
Lumi Mitescu - CRM manager
Lumi was brought up in Romania, has a Bachelor's Degree in Materials Engineering but never worked as an engineer.
After living in Japan for almost 4 years and traveling through Asia and Europe, the dream of finding 'A place in the sun' arose. Since 2018, Javea has been her happy place. Outside of work, Lumi loves hiking, spending time with her family and her two dogs, meeting her friends and traveling.
Fascinated about architecture and historical buildings, Lumi's favourite cities are Barcelona and London. On her bucket list are seeing the Northern Lights in Iceland and visiting the Great Wall of China.
She speaks Romanian, English, Japanese and Spanish.
Favourite foods are sushi, seafood, and anything with coconut.
Callam Walsh - property manager
Callam has more than 20 years of experience in managing businesses in the UK. These included a Creative Marketing, web development/design & Print company, a property portfolio business, and more recently played role as a partner in a Property Sales & Lettings business. Callam spent 10 plus years with his wife building up a successful Creative business employing a team of designers supporting over 250 clients in maximising brand impact through graphic and web design, social media marketing, marketing advertising, and print strategies. This experience was invaluable in developing skills around business planning, relationship management, marketing strategies, and customer service.
Callam in 2010 began to focus more on property management taking on multiple occupancy sites for his portfolio including a Victorian House renovation and then taking up a partner role in a Property Sales & Management business. In his most recent role, he worked to build up a letting business from very few properties to many hundreds. He successfully delivered new platforms within the business delivering excellence in service and improved efficiencies in ways of working to support all clients from day-to-day enquires to monthly or yearly maintenance checks including the processing of legal documentation. He was able to manage many relationships including bringing in the right teams at the right times to support all property maintenance requirements. He has extensive experience in property development and management to support clients through all stages from the initial finding of property to valuation through to negotiation and development. He still manages his portfolio of properties today. This extensive experience and skills allow him to bring a real personal touch to all our clients.
Callam is highly experienced and will be joining Michelle & the VillaMia Team to focus on developing the letting side of the business to meet new and future needs.
He moved to Spain with his wife and three boys in 2020 and is now very pleased to call it home. Outside of work, Callam is a busy dad of three boys and loves to hit the road for a gruelling cycle ride or can be found in the gym. Other loves include exploring the beautiful local surroundings and experiencing great food with friends.
Bobby Frost - administration assistant
Bobby was born in Germany but spent many of her formative years in Singapore. Having left school Bobby gained her teaching diploma in equitation then went on to work with racehorses and raced as an amateur jockey. Following a serious racing accident, she retrained and then travelled extensively as a PA to various company directors in Europe, the Bahamas and Dubai, where she met her husband. They then moved to Spain, their son was born the following year. Bobby is a fluent Spanish speaker and also speaks basic French and Italian.
Hobbies include sailing and combat fencing. Bobby would love to visit Monaco and San Marino. She adores the "Mediterranean diet", and having fallen in love with Spain all those years ago, continues to celebrate all things Spanish.


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Virginia Shorin-ryu Shorinkan Karate School
Virginia Beach karate school
Shorinkan directory
Shorin-ryu Shorinkan Association
Shugoru Nakazato
Shorin-ryu Shorinkan Terminology
You have found the oldest Virginia beach karate school, established in 1968 by Sensei Noel Smith after he returned from Okinawa.
Virginia Beach Martial arts
Shorinkan Karate
Virginia beach karate school is just a few miles West of the Virginia Beach Towncenter, and East of Newtown road is where you will find O.B.I. Karate school. In 1975 O.B.I Karate school was the first Dojo to become a member of the Shorin-ryu Shorinkan Association. We teach Karate as it was intended.
Virginia beach karate school is a traditional Okinawan Karate Dojo, unlike most other schools in the area we only teach one system, Okinawan Kobashy-te, or Shorin-ryu. What sets us apart from the others is that we still teach it the way it was learned by Sensei Noel Smith in the 60's from Sensei Shugoro Nakazato.
Karate is a serious aspect of the Okinawans lives, 350+ years ago it could have been the difference of life or death. To this day, it still plays a vital role on the Island of Okinawa, and this is the seriousness in which Sensei Smith learned Karate.
What is Martial Arts?
On the surface, most people think that Martial arts is all about kicking and punching. Martial arts is really a Mental, Physical and Spirital persuit that will get you in shape, and teach you to protect yourself and others. Karate is never about offense, it is always defense first and last. At Virginia beach karate school this is our underlying philosophy.
What do we teach?
To learn effective Martial arts you must retrain your body through challenging workouts. These workouts, kata, will strengthen your body, and create new muscle memory, help you lose body fat through an aerobic and anaerobic exercises, kata.
Okinawan karate teaches all the elements you would expect to find in a fighting art, strikes with the hands, elbos, knees and feet. Defensive techniques centered around blocks and parrys that take away your opponents balance. These are the basics of Open Hand "Karate", in addition our students also learn weapons too.
We train in a system specifically for our self development and personal defense. What we learn can be applied in competitions as well. Once you have reached a particular point in your training, you will begin going to competitions
Kata is the corner stone of Karate, without Kata there is no Karate. What we practice is a history of Okinawan Martial arts recorded in physical movements, expressed with explosiveness and purposful execution. Each movement and series of movements can have multiple interpretations. Visualization of the executing these movements while doing kata is the mental execerise, and what creates 'second nature' or muscle memory.
Kata has been handed down to us from those who came before us, and little if any has been changed in our dojo. We continue to teach the blended art of Okinawan Te and Chinese Kungfu called SHorin-ryu.
obibudo@gmail.com
5465 #D Virginia Beach Blvd
Virginia Beach, Va. 23462
Copyright © 2020 Virginia Shorin-ryu Shorinkan Karate School


It's great to sunbath, but sometimes this pleasure left you with irritations and reddened skin that hurts and burns. And even when you don't experience such unpleasant effects, it's good to use a soothing lotion for your skin after sunbathing.
Try to prepare yourself a lotion after sun. It's simple and inexpensive and your skin will thank you for not treating it with chemicals, but with natural ingredients that moisturize, soothe and soften it!
Aloe vera (as a gel or oil) – has a strong astringent and anti-inflammatory effect, allowing the loss of water in the skin. Sculpting and regenerating, aloe vera soothes the irritated skin, stimulating its healing.
Lavender essential oil – it has a pleasant smell, being excellent in healing, calming and regenerating the skin. Reduces the fatigue and heatiness caused by sunburns and can prevent blistering.
Marigold essential oil – anti-inflammatory, calming and healing, is an excellent remedy for skin affected by sunburn, inflammation and irritation.
Chamomile essential oil – not only smells nice and soothes your nerves, but is also anti-inflammatory, antiseptic and soothing remedy, reducing irritation, redness and spots on the skin.
Olive oil – nourishing, strong moisturizing, soothing and slightly anti-inflammatory, soothes the skin and reduces redness and irritation.
You can take any of these essential oils or combine them for a great effect. If you want a creamy lotion, mix them with shea butter or cocoa butter, both extremely moisturizing and effective in curing sunburns.


The phone comes with a 5.50-inch touchscreen display with a resolution of 1080 pixel by 2160 pixels. The Huawei nova 2I is powered by 1.7GHz octa-core processor and it comes with 4GB of RAM. The Huawei nova 2I is powered by a 3340mAh non removable battery.
Contact mail@maruads.com with the reference number 69092, if you need more information.


2 inch wide 3 ply, Reverse Eye Nylon slings from 4' to 20' long. All of our Slings are made of Heavy Duty 9800 lb. per Inch nylon webbing.
4 inch wide 3 ply, Reverse Eye Nylon slings from 4' to 20' long. All of our Slings are made of Heavy Duty 9800 lb. per Inch nylon webbing.
6 inch wide 3 ply, Reverse Eye Nylon slings from 4' to 20' long. All of our Slings are made of Heavy Duty 9800 lb. per Inch nylon webbing.
8 inch wide 3 ply, Reverse Eye Nylon slings from 4' to 20' long. All of our Slings are made of Heavy Duty 9800 lb. per Inch nylon webbing.


text:
Marius Gersbeck est un footballeur allemand né le  à Berlin. Il évolue au poste de gardien de but au VfL Osnabrück, en prêt du Karlsruher SC.

Carrière
 2013-2019 : Hertha Berlin ()

Palmarès
 Vainqueur du Championnat d'Europe de football des moins de 19 ans 2014.

Liens externes

Gardien de but allemand de football
Gardien de but du Hertha Berlin
Joueur du VfL Osnabrück
Gardien de but du Karlsruher SC
Naissance en juin 1995
Naissance à Berlin

redpajama_set_name: RedPajamaWikipedia


Oh dear. I just watched a trailer for a movie called White Noise, and yes, it scared me.
Doesn't help that I'm sitting in the computer room with the desk lamp on at 11pm and the girlfriend is already in bed.
This looks like it could have potential, especially with Micheal Keaton who I think is a wonderful actor. It just looks dead spooky…the bit that got me was the intro talking of the recordings before the movie!
No way am I going to that site at the end of the trailer until it's daylight…and early in the day so I have lot's of hours of daylight to forget about it!
It's almost as scary as the trailer for Saw. Oooh…this could be really good too. Here's hoping, I love being scared!


text:
Estadio Metropolitano è una stazione della linea 7 della metropolitana di Madrid.

Si trova in prossimità dello stadio Cívitas Metropolitano, nel distretto di San Blas-Canillejas.

In questa stazione bisogna effettuare un cambio di treno per poter continuare sia in direzione di Pitis che in direzione di Hospital del Henares e a questa stazione corrisponde un cambio di tariffa.

Storia
La stazione è stata inaugurata il 5 maggio 2007, col nome di Estadio Olímpico, insieme alle stazioni che si trovano nei comuni di Coslada e San Fernando de Henares. Si tratta di una delle stazioni più grandi dell'intera rete metropolitana di Madrid poiché i suoi quattro binari misurano 160 m.

Il 21 giugno 2017 la stazione cambia denominazione per via della vicinanza col Cívitas Metropolitano. Il 7 settembre sono state installate le figure dei calciatori, lo stemma e le immagini dei precedenti stadi dell'Atlético Madrid. Inoltre il club, insieme alla presidentessa della Comunità autonoma di Madrid Cristina Cifuentes, ha promosso l'utilizzo della metro per arrivare allo stadio.

Accessi
Vestibolo Estadio Olímpico
Estadio de Madrid Avenida Arcentales
Estocolmo Calle Estocolmo (angolo con Calle Sofía)
 Ascensor (Ascensore) Calle Estocolmo (angolo con Calle Sofía)

Note

Altri progetti

Collegamenti esterni

Stazioni della metropolitana di Madrid


Donald Trump threatened to close the U.S.-México border this week unless México started to intercede Central American immigrants intent on reaching the United States. Yesterday, Donald Trump said that México "deported 1,000" immigrants in one day, insinuating that he had strong-armed México into doing America's immigration work. But like everything else about immigration, all is not what it seems. Enter Programa Frontera Sur, a Mexican immigrant control plan launched in the summer of 2014.
Yes, you read that right, in the summer of 2014 the Mexican government launched a program to control the flow of Central American immigrants trying to reach America.
What many readers may have forgotten is that in 2014, the United States government declared a "humanitarian crisis" on its southern border mostly because of the number of children seeking asylum in the U.S. No, it wasn't Trump that was screaming a border emergency, rather it was Barak Obama who declared the border emergency. As a result, and with the help of the American government, former Mexican president Enrique Peña Nieto launched the Programa Frontera Sur on July 7, 2014.
The program established a Mexican border crossing card for citizens of Belize and Guatemala to give them short-term access to southern areas of México. Ten official border crossing points were established along the Guatemala border and two others with Belize.
Additionally, humanitarian centers were established and regional multinational strategies to alleviate the migrant problems were established. The goal was to lower the number of unaccompanied child immigrants reaching the U.S. border.
The Mexican government deployed police, immigration agents and the army to control the flow of Central American migrants via the program. In addition to interceding migrants headed to the United States, the program also captures the biometric data of immigrants. Those are sent to the U.S. for pre-screening purposes.
According to U.S. Customs and Border Patrol statistics, in 2014, there 67,339 unaccompanied children reaching the American border. In 2015, after the Programa Frontera Sur was implemented, the number of unaccompanied children reaching the American border dropped to 39,399 and it further dropped to 20,164 in 2016.
One of the results of the program was a significant increase in asylum requests to stay in México made by Central American migrants. In 2013, about 1,300 migrants sought asylum in México. By 2017, over 20,000 asylum seekers in México were projected by the U.S. government.
In a June 2017 WOLA research report presented to the U.S. Justice Department, the Programa Frontera Sur resulted in "a sharp increase in the number of migrants and asylum seekers" who intended to stay in México, and "decreased migration flows" through México to reach the American border.
The program remains active and the policy of the government of México today.
In 2016, the Human Rights Watch published a report accusing the Mexican government of violating the human rights of the immigrants it was interceding. Human Rights Watch is an American non-governmental organization (NGO) that is funded via donations. The HRW is an American-based organization that wields power via reports of human rights violations across the globe.
The Mexican government continues to be criticized for the interdiction program supporting American immigration policies on México's southern border.
In other words, damned if you do, damned if you don't. The U.S. government expects México to help control Central American migration patterns while other Americans criticize México for abuses.
Although the program remains controversial the Mexican government has stayed the course and has kept it operational.
Ironically, Donald Trump and other American anti-immigrant advocates argue that México's own immigration policies are draconian. But at the same time, they argue that México should stop the Central American immigrants from traversing México to get to the U.S. border.
Through all the vitriol, México continues to be a good neighbor and help America deal with its own problems. It is important to point out that Programa Frontera Sur is an American scheme. México must do better in how it treats immigrants that traverse through the country.
But when Donald Trump argues that México does nothing to help America it is an outright lie. Programa Frontera Sur proves this.
Clearly, Donald Trump has no understanding of how lucky America is to have a neighbor like México on its southern border. Imagine a Venezuela or a North Korea on America's southern border? Trump and cohorts should thank their lucky stars that México is America's neighbor each day.
Posted in Politics and tagged border crisis, border security, immigrants, immigrants make america, immigration reform, open borders. Bookmark the permalink.
Last I read about half coming across are still Mexicans. So much for your good neighbor theory.


text:
Home/NEW CARS/SUVS/The Chevrolet Corvette Debuted 70 Years Ago; Now, It's an SUV
The Chevrolet Corvette Debuted 70 Years Ago; Now, It's an SUV
It might be hard to believe, but 70 years ago one of the most iconic sports cars made its debut. The Corvette has been a mainstay of the General Motors lineup since 1953 and has been inspiring auto enthusiasts ever since it rolled off the production line. But, for 2025, something big is on the way for Corvette. And that's the fact that a Corvette SUV.
Is Chevy Making a Corvette SUV?
Love it or hate it, Chevy plans to introduce a Corvette in 2025. The SUV will feature the Corvette logo and the modern styling you'd expect from the sports car. A is certainly a controversy on its own, but this is a full-blown SUV. And understandably, some people aren't too keen on it.
, GM plans to build the Corvette into a performance-focused EV sub-brand. The Corvette SUV will be one of the first that isn't just a two-seater.
A Corvette SUV will arrive in 2025
There's a lot to unpack SUV. The Corvette name is hugely important to both Chevy and GM, and that's because it's been around since 1953. That's a claim to fame that not many vehicles share.
2023 Chevrolet Corvette Z06 | Chevrolet
The 2020 model year marked the introduction of the C8 Corvette. And it's quite different from because of one key feature. It is the first production model to feature mid-engine construction, which means that the engine is not positioned at the front. GM hasn't made a rear mid-engine car since the 1984 Pontiac Fiero. So, it's definitely a big deal.
While a Corvette SUV is bound to ruffle a few feathers, I can't blame GM for going this route. Second , SUVs are extremely popular. They're also very practical, especially when compared to a two-door sports car like the Corvette. So, adding such an SUV is likely to boost sales.
Is Chevy Killing Its Sports Car?
No, Chevy and General Motors aren't going to kill the Corvette. Chevy is just attempting to bring its iconic sports car into the modern age. And unfortunately, that means adding an SUV to the lineup.
2024 Chevrolet Corvette E-Ray | General Motors
This news may be inspired by what Ford did with its Mustang. You can still buy a traditional Mustang, but it's an electric SUV that uses the nameplate. The Mach-E doesn't make the regular Mustang any less of a sports car. But some may see it as a dilution of the brand image.
Now, this new Chevy electric SUV isn't expected until 2025. And details about it are pretty limited. As we get closer to the release date, more specifications are expected to be released. But for now, there are probably a lot of people on the Corvette forums who aren't too keen on it.
What SUV Has the Most Comfortable Seats?
The 2023 Mazda CX-30 Has Clear Advantages Over the Kia Seltos
2023 Kia Telluride Has 1 Huge Advantage Over Honda Pilot
The 2023 Mitsubishi Outlander PHEV Has a Rare Feature for a Plug-in Hybrid


Join us for lunch and hear from the Director of the Ohio Department of Natural Resources, James Zehringer, on Dec. 9 at Malone University's Brehme Centennial Center.
As the oil and gas community knows, Zehringer's department is the regulatory body for oil and gas exploration and production in Ohio. He is coming to Canton, the Utica Capital, to talk about the work of his agency and the progress of Utica exploration, and to answer your questions.
Hear insights from James Zehringer and enjoy an opportunity for business networking before the end-of-year holidays.


text:
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<feed><tipo>Rua</tipo><logradouro>Seis</logradouro><bairro>Carmelo</bairro><cidade>Montes Claros</cidade><uf>MG</uf><cep>39402707</cep></feed>

redpajama_set_name: RedPajamaGithub


EVANSVILLE – My, how the game has changed. But whether it's playing in space or playing old-fashioned physical football, Memorial's current team is versatile enough to win either way.
John Hurley was a captain on Memorial High School's undefeated regular-season football team in 1988 and now has guided the Tigers to a 9-0 record this year as a coach.
But it was Memorial baseball coach Rip Collins who played for the Tigers' most recent unbeaten regular-season team, back in '89, when Hurley was a freshman at the University of Evansville.
Michael Lindauer was his usual diversified self, passing for two touchdowns and running for two others in Memorial's 39-7 victory over Castle at eerie, rainy and ancient Enlow Field.
"I'm proud of our kids," Hurley said. "That was one of our goals coming into the season. We talked about it at the beginning of the year with our senior lettermen. That's a tall order, to run the table. Memorial hasn't done it since 1989."
Hurley laughs at the thought of the old guys grumbling about how much more physical they were than in today's wide-open finesse-filled game.
"It's kind of neat to watch how the game has changed over the years," he said. "The game is played so much in space today. You guys at the Courier & Press talk about the all-time teams. It's interesting to get the old guys going about how physical they were and how the game is played today."
But Hurley thinks the current Tigers have the best of both worlds. They have the speed to play in space and the strength to play physically.
Lindauer said Memorial has been working since last summer to go undefeated.
"We knew we had the talent," Lindauer said. "It took hard work every single week to get to this point."
Although this year's team has been even more dominant, so far, Hurley wasn't about to say they are better than last year's Class 3A state championship team - the Tigers' first since the IHSAA postseason format began in 1973.
"We've got a long way to go," Hurley said. "Last year's team finished it. This year's team is just getting started in the second season."
Memorial (9-0) will host Princeton (3-6) next Friday in the first round of Class 3A Sectional 32. Princeton has lost five in a row.
After Friday's dominant victory, the Tigers proudly hoisted the Neighborhood IGA Bowl trophy aloft. Memorial achieved one of its goals – ending the regular season undefeated and winning the outright Southern Indiana Athletic Conference championship with a 7-0 record after finishing in a three-way tie with Central and Reitz last season.
Lindauer finished 21-for-34 passing for 284 yards with one interception. He also gained 54 yards rushing on eight attempts. As usual, Branson Combs was his top target, with six receptions for 90 yards, including one touchdown.
"It's fun to see the ball go up and see if Branson can get it," said Memorial linebacker-fullback Max Goodwin. "He usually comes down with it."
Darrius Johnson led Memorial's rushing attack with 64 yards on 14 carries and one score.
In 1988, the Tigers started 12-0 before losing to Indianapolis Roncalli 3-0 in the semistate. In 1989, Memorial began 10-0 before losing to Charlestown 32-22 in the sectional championship game.
While the high-powered offense deserves all of the hype it receives, the Tigers' defense, led by Goodwin and defensive end Brock Combs has quietly become a powerhouse in its own right.
"Our offense has gotten a lot of hype, but we have the best defense in the conference (as well)," Lindauer said. "'Goody' is the toughest guy on the field. Nobody fills the holes better than 'Goody.' He also plays fullback and can run somebody over. Max Goodwin doesn't get the credit he deserves."
Goodwin doesn't care who gets the accolades.
"We're used to it, the offense is scoring touchdowns," said Goodwin, who has six tackles and two assists. "We're still doing the work on defense. We both embrace it."
Goodwin said Brock Combs is kind of like his little brother.
"He kind of looks up to me," said Goodwin, who was tutored by Collins, formerly his linebackers coach. "We help each other out and do our thing."
Castle, ranked No. 10 in Class 5A, had a three-game winning streak snapped. The Knights, 5-4 overall and 4-3 in the SIAC, are idle next week.
As for Memorial, Hurley said the Tigers hadn't played that well the last few games, leading up to Castle.
"We hadn't played real strong and made a lot of mental mistakes," Hurley said.
That all changed on Friday, just in time for the playoffs.
Lindauer said bring on the playoff weather.
"That goes with mental toughness," he said. "We have more mental toughness than most people. We work hard in practice and hopes it keeps working out."


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The man who is third in line to be president has appeared in five different Batman movies
Patrick Leahy might not be a name that everyone is aware of but if you've seen the 2008 Oscar-winning movie The Dark Knight you will definitely know who he is.
In his day job Leahy is a US Senator from Vermont and was recently appointed by Joe Biden as the new president pro tempore of the Senate, replacing the Republican Chuck Grassley in the role.
Thanks to this Leahy is now third in line to the presidency behind vice president Kamala Harris and speaker of the House Nancy Pelosi. 'That's all well and good, but what does this have to do with The Dark Knight?' you might say.
Well, 80-year-old is an avid comic book reader and is a huge fan of Batman. He has even written essay and forwards about the Caped Crusader for books published DC Comics. His fandom hasn't ceased there though. It has even gone as far as appearing in five different Batman movies.
Leahy has had cameos dating back to 1995 when he had an uncredited role in Batman Forever. Since then he has appeared in Batman and Robin (1997), The Dark Knight (2008), The Dark Knight Rises (2012) and Batman v Superman: Dawn of Justice (2016).
You will probably best remember him in The Dark Knight when he confronts Heath Ledger's Joker, who tells the senator that he reminds him of his father.
Leahy even had a role in the iconic and critically acclaimed Batman: The Animated Series when he played a territorial governor in the episode Showdown from 1995.
Sen. Patrick Leahy is now Senate President Pro Tempore, the third in line for POTUS. Here's a picture of him getti… https://t.co/hKAHXei7q8
— Frank Pallotta (@Frank Pallotta) 1611180458
Sen. Patrick Leahy, the new Senate President Pro Tempore and therefore third in line for POTUS, is a HUGE Batman fa… https://t.co/vbqu2xGP71
— Post Cred Pod (@Post Cred Pod) 1611182852
The Hill reported in 2012 that despite making all of these appearances Leahy has always dedicated his paycheck and any subsequent royalties to the children's wing of the Kellogg-Hubbard Library in Montpellier, Vermont, the very place where he used to read Batman comics as a child.
As for his actual job, this won't be the first time that he's held the position of Senate president. He held it between 2012 and 2015 but joked that he might not be too happy to get the position back. After being congratulated on the role, Leahy reportedly said in an interview, "Do you mean congratulations or condolences?"
Regardless how he feels about the job there is definitely not going to be any politician in the world who has rubbed shoulders with the likes of Christian Bale, George Clooney and Ben Affleck in Gotham City, is there?
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Equity benchmark indices ended higher on Monday as rally led by Reliance Industries, Axis Bank, HDFC Bank.
The Sensex ended higher by 71 points at 38,098, while the rose 35 points to 11,462. The market breadth was negative with 740 shares advancing, 1,015 shares declining, and 347 remaining unchanged on the NSE.
Volatility index India VIX was up 7.26% at 17.01.
Equity benchmark slipped into negative territory amid selling in auto, pharma and PSU Bank stocks. However, the stock market has regained the momentum as the rally was led by RIL, HDFC Bank, Power Grid, Bajaj Finance, and HDFC Bank.
Shares of Bharti Infratel gained 1.5% on the BSE in Monday's afternoon session; ~16cr shares of the company worth over Rs5,000cr changed hands in a block deal during pre-market trade, as per media reports.
Equity benchmark indices were trading lower on Monday, with the Sensex slipped below 38,000, down 39 points. The Nifty dropped below 11,450 mark.
IOC, BPCL, HPCL, and Axis Bank were top gainers on Nifty50, while, Maruti Suzuki, Wipro, and HeroMoto Corp fell the most on the index.
Nifty Bank pared gains with RBL Bank, Federal Bank, SBI and Yes Bank among the top losers.
Shares of Ratnamani Metals & Tubes gained 2% in intraday trade on Monday.
Equity benchmark indices were trading flat in the afternoon session, as selling pressure was seen in auto, pharma, and banking stocks.
The Sensex rose 36 points to 38,060, while the Nifty rose 24 points to 11,450. The market breadth was negative with 692 shares advancing, 1,032 shares declining, and 376 remaining unchanged on the NSE.
The Indian rupee has extended its gains and trading higher by 0.62% at 68.47/$.
The Nifty Auto index declined over 1.4% on Monday led by sharp fall in Maruti Suzuki, Ashok Leyland, Bharat Forge, and Hero MotoCorp. The Nifty auto index was trading at 8,622.75.
SPML Infra Limited received four new orders for water supply and irrigation projects with the combined cost of over Rs883cr from Gujarat, Manipur and Punjab.
Indian equity markets are witnessing a profit booking as the majority of sectoral indices are off their opening highs.
INR continue to appreciate, trading at 68.63, gaining 0.67%.
Shares of Mindtree rose 1% in the morning trade after the company said that its board will meet on March 20, to consider the proposal to buyback the fully paid-up equity shares of the company.
Wadhawan Global Capital (WGC) announced that they have entered into a definitive agreement with an affiliate of the Warburg Pincus Group to sell its stake in its education finance subsidiary, Avanse Financial Services limited. As a part of the deal, WGC will be selling the entire 49.04% of its stake in the company.
Equity benchmark indices extended rally for the sixth consecutive session, with the Nifty Bank index trading 1.3% higher.
The Sensex rose 306 points to 38,331, while the Nifty jumped 92 points to 11,519. The market breadth was positive with 1,029 shares advancing, 569 shares declining, and 487 remaining unchanged on the NSE.
The Indian rupee rose for the sixth consecutive day, and opened at 68.92/$, up 18 paise against the US dollar. The sharp rally in the Indian rupee could be attributed to robust foreign inflows ahead of general elections.
The currency has gained past 69 levels against the US dollar for the first time since August 10, 2018, in the early trade on Monday.
Embassy Office Parks REIT ("Embassy REIT"), the first ever by a Real Estate Investment Trust in India, initial public offering (IPO) will open today. The price band for the Embassy Office Parks REIT IPO is Rs299-300 apiece.
Embassy REIT owns one of India's largest office portfolios and believes that replicating such a platform would be difficult given land acquisition complexities and long development timelines in India.
Asian stock markets were trading higher on Monday as investors awaited developments on the US-China trade front and US Federal Reserve policy meeting in focus.
Japan's Nikkei 225 advanced nearly 1% even after the Ministry of Finance data showed the country's exports fell for a third straight month in February.
Equity benchmark indices began the week with a positive note, with the Nifty reclaimed 11,500 mark.
The Sensex was up 288 points at 38,313, while Nifty is up 75 points at 11,502.
Power Grid, Kotak Mahindra Bank, and M&M were among top gainers on the Sensex, while Maruti, Vedanta, NTPC are among top losers.
The Indian rupee opened higher by 18 paise against the US dollar.
MSTC IPO on Friday has subscribed 1.12 times on the last day of bidding. The price band of the offer has now been revised to Rs120-128 from Rs121-128 per share. The deadline for the offer has been extended till March 20.
Equirus Capital Private Limited is the Book Running Lead Manager (BRLM) to the Offer. Read more.
Punjab & Sind Bank, in its filing to the exchanges, informed that the bank will raise up to Rs500cr by issuing fresh equity shares through qualified institutional placement.
The decision was taken at the extraordinary general meeting of shareholders, the bank said in a statement after markets hours to the exchanges on Friday. Read more.
Jammu & Kashmir (J&K) Bank in its filing to the exchanges informed that the bank has proposed to sell its stake in PNB Metlife India to private equity player Oman India Joint Investment Fund II for Rs185cr.
Accordingly, the bank has executed a share purchase agreement with Oman India Joint Investment Fund II for sale of 4.1cr shares of PNB MetLife India Insurance Company Ltd, the bank said in a statement to the exchanges on Sunday. Read more.
CLSA maintained 'Sell' on Lupin; cut a TP to Rs730 from Rs760.
Lupin faces significant regulatory challenges.
Somerset accounts for 5-7% of total sales and 25% of ANDAs pending approvals.
Removing Somerset launches from estimates leads to 6-7% EPS cut for FY20-21.
1% change in cement prices impacts FY20 EPS estimates by 5-8%.
Industry behaviour and discipline are key pricing drivers.
Strong demand should result in better pricing but trends suggest a limited correlation. Read more.
SGX Nifty is at 11498, up 24 points. On Friday, Nifty saw another day of big gains on Friday as huge foreign buying saw the Nifty surge intraday near 11500 before profit booking by local funds cooled the index to close up 85 points.
Further, banks led from the front as large-cap index heavyweights touched new life highs. FMCG stocks were on the losing side as money rotated out of expensive sectors into high beta midcaps where valuations seem cheaper. Read more.
FII/DII Data: In yesterday's trading session, FIIs bought 4323cr worth of stock in cash, whereas DIIs sold 2130cr worth of stock. In the derivative market, FIIs bought 2362cr of Index futures and sold 1534cr worth of Index options. In the Stock futures segment, FIIs sold 2475cr worth of stock futures and sold 45cr stock options.
FII View: In Index future segment, FIIs index future long/short ratio shifted from 1.5x to 1.6x on account of heavy buying to the tune 32905 contracts of index futures. However, they continued the trend of writing speculative index put options as fresh short positions to the tune of 40843 contracts of index put options were created, indicating that a formation of a strong base for the March F&O series and continued upward market momentum.
HDFC has received the RBI's approval to acquire the shareholding of 9.9% or less of the paid-up voting capital of Bandhan Bank post amalgamation of Gruh Finance with Bandhan Bank. The Corporation had applied for a maximum of 14.96% stake in the aforementioned entity to RBI.
SRF: Kotak MF acquired 7.2 lakh shares or 1.26% equity at Rs2,400 each.
NBCC: ICICI Pru MF acquired 1.4cr shares or 0.78% equity at Rs65.73 each. Reliance Communications: IndusInd Bank sold 1.57cr shares or 0.57% equity at Rs4.43 each.
RBL Bank: Vanguard Group acquired 1cr shares or 2.36% equity at Rs648.49 each. Integrated Core Strategies (Asia) sold 27.5 lakh shares or 0.65% equity at Rs647.8 each.
CARE Ratings: Virtus Emerging Markets Small Cap Fund acquired 5.2 lakh shares or 1.77% equity at Rs999 each. Reliance MF sold 5.19 lakh shares or 1.76% equity at Rs999 each.
Unitech: Vanguard Group sold 1.47cr shares or 0.56% equity at Rs1.5 each.
Spencer's Retail: Promoter Rainbow Investments acquired 4 lakh shares at Rs169.98 each.
Markets to open higher; Nifty support @ 11370, resistance 11540.
FIIs bought 4,323.49cr (cash), 2362 in Index futures.
US, Asian stocks up as investors await US-China trade developments.
Rupee jumps 24 paise to 69.10/$.
IL&FS will receive first set of bids under asset monetization process today. Read more.
Banking heavyweights like Kotak Bank & ICICI Bank added fresh long positions with a rise in the underlying price of ~ 4%/2%.
FMCG heavyweights like ITC and HUL added open interest to the tune of 24% and18%, respectively, consisting mainly of short positions.
Nifty & Bank Nifty index posted its biggest weekly gains since October 2018 gaining ~3.5% and ~6%, respectively, during the week.
Tracking the open positions, from the beginning of the March F&O series, Bank Nifty futures has added 1.5x in open interest, consisting of mainly of long positions.


Home » The Franchisor is Liable for Franchisee's Submission of Fraudulent Tax Statements?!
The Franchisor is Liable for Franchisee's Submission of Fraudulent Tax Statements?!
In Lomeli v. Jackson Hewitt, Inc., the United States District Court in the Central District of California held that the plaintiff, Luis Lomeli ("Lomeli"), had submitted enough evidence to hold the franchisor ("Jackson Hewitt") vicariously liable for potential class actions due to a franchisee's preparation and submission of fraudulent tax returns. The most concerning part of this decision is that the Court held that Jackson Hewitt could be directly liable for the fraud claims. This decision is another lesson in the necessity of leaving a certain level of discretion to a franchisor's franchisees.
Under the direct liability claim, the Court examined Jackson Hewitt's level of involvement in the submission of a franchisee's tax returns. Specifically, the Court noted that the franchisee was required to use Jackson Hewitt's proprietary software to submit the fraudulent tax returns and that Jackson Hewitt controlled the software. Further, despite the fact that Jackson Hewitt had approved the submission of a tax return for Lomeli mere days before, Jackson Hewitt approved a second submission for Lomeli with a markedly different tax return. As such, Jackson Hewitt had and controlled the information that gave rise to the fraudulent filing of the tax returns. To make matters worse, Jackson Hewitt had recently run an advertising campaign touting its 100% accuracy guarantee and superiority to "mom and pop" tax preparers. The Court held that these affirmative statements to the public had the explicit purpose of engendering their trust. Further, Jackson Hewitt could not run these advertisements to convince consumers to use them and then immediately turn around and dismiss any reliance on them. As such, Lomeli could proceed with its fraud claim directly against Jackson Hewitt.
As a secondary claim if the direct liability claim fails, the Court examined the level of control Jackson Hewitt exerted over certain areas of the operation of the franchise to determine vicarious liability. In holding that Jackson Hewitt could be vicariously liable for Lomeli's fraud claim, the Court highlighted Jackson Hewitt's ability to hire, direct, supervise, discipline or discharge the franchisee's employees, the required use of Jackson Hewitt's Code of Conduct for employee relations and required attendance by franchisee's employees at training sessions aimed at preventing the specific harm claimed by Lomeli. The Court noted that Jackson Hewitt's control of the instrumentality that caused the harm, the hiring of tax preparers, directly contributes to its vicarious liability.
Unfortunately for Jackson Hewitt (and franchisors everywhere), Jackson Hewitt could be 100% liable for the filing of the inaccurate and fraudulent tax returns.


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Home News by type Business Support Innovation pops up in Liskeard
Innovation pops up in Liskeard
A new Pop-up Innovation Centre has opened its doors on Liskeard's high street.
Located where the fruit shop once stood, the space will now offer a range of free business support and innovation advice to help drive business growth in the area.
The premises has been fully kitted out with five hot desks, meeting space, free Wi-Fi and printing facilities. One-to-one business consultancy is also offered and businesses are encouraged to drop in to speak with a business innovation advisor.
The service is being delivered by Acceleration Through Innovation (ATI), a project which has engaged with over 230 businesses across Cornwall and the Isles of Scilly since launching last September.
Pop-up centre coordinator, Adrienne Silcock, said: "We see a real variety of people visiting our Pop-up Innovation Centres and welcome all businesses with fewer than 250 staff to use the facilities."
Led by the University of Plymouth, ATI is providing access to grant funding for innovative projects within Cornwall and the Isles of Scilly, thanks to the support from the European Regional Development Fund.
Mayor of Liskeard Town Council, Christina Whitty, spoke at the launch event and said: "There are a lot of businesses in Liskeard and there's a lot that need help to thrive. I hope those of us at the launch today can help by spreading the word about this project and get Liskeard innovating."
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liskeard business support
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It is well recognised that the media plays an enormously influential role in public responses to health issues. The mass media - print, television, radio and internet - has an unparalleled reach as a communication mechanism. It has substantial power in setting agendas, that is, what we should be concerned about and take action on, and framing issues, that is, how we should think about them.


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These 3 California Missing Persons Rank at the Top of FBI List
Dan Perez | October 24, 2019 | News
The FBI, along with local law enforcement, seek assistance in locating the following three victims who were reported missing between 2016 and 2018.
If you or anyone you know has information about these missing persons, contact the FBI's Toll-Free Tipline at 1-800-CALL-FBI. You can also contact the nearest American Embassy or Consulate.
Karlie Lain Gusé: Mono County, CA – October 13, 2018
Physical Description: Karlie has dark blonde hair and blue eyes. She is 5'7″ and weighs approximately 110 lbs. She is a white American female with a slim build born in Mono County, California, on May 13, 2002.
At the time of her disappearance, Karlie had her left nostril pierced.
Details: 16-year-old Karlie's family reported her missing on October 13, 2018. She was seen by family members before dawn the same day. Sometime in the early morning, Karlie left her home in the White Mountain Estates area of Chalfant Valley, CA, with none of her belongs, including her cell phone.
Witnesses spotted Karlie walking about 30 yards east of Highway 6 and approximately 100 yards south of Sierra View Road wearing gray sweatpants or jeans, a white t-shirt, and Vans shoes. This location was the last anyone had seen Karlie, and she has not made any contact with friends or family members since.
Reward: The FBI is offering up to $5,000 for information that leads to the whereabouts of Karlie Lain Gusé.
Contact: If you have any information, please contact the FBI Sacramento field office at (916) 746-7000. You are also encouraged to contact the Mono County Police Office directly by calling 760-932-5678 or sending an email to karliegusetips@monosheriff.org.
Enrique Rios & Elijah Moore: Espart0 & Woodland, CA – Oct, Nov 2016
Physical Description: Enrique has brown hair and brown eyes. He is 5'7″ and weighs approximately 140 lbs. He is a white Hispanic American male born in Esparto, California, on January 2, 2000.
Elijah has black hair and brown eyes. He is 5'11" and weighs about 200 lbs. He is a black American male born in Woodland, California on November 3, 1999. Elijah has a scar on his left hand as a result of a burn.
Details: On Wednesday, October 19, 2016, Enrique's mother reported her son missing. He was last seen at his family's home on October 16, 2016, around 9 in the evening.
Elijah's mother also reported her son missing on Sunday, November 6, 2016. He was last seen two days prior and had cashed a check at 115 Main Street in Woodland.
Tragically, the young men were murdered. According to Sacbee.com, "Rios was shot to death and Moore was bound at the hands and feet, bludgeoned to death, then shot in the head. Their bodies were burned and buried in a shallow grave." The bodies have yet to be discovered.
David Froste (27), Jonathan Froste (21), Chandale Shannon (21), and Jesus Campos (18) were all involved in the deaths of Rios and Moore. The crimes were committed over three ounces of stolen marijuana.
Reward: The FBI is offering up to $5,000 for information that leads to the remains of Enrique Rios and Elijah Moore.
Contact: If you have any information, please contact the FBI Sacramento field office at (916) 746-7000. You are also encouraged to contact the Woodland Police Department at (530) 666-2411.
Fugitives Wanted by FBI for Human Trafficking
FBI Seeks Information About the Following Three Murder Victims


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Arthur Schaarschmidt (* 21. Oktober 1879 in Dresden; † 20. Februar 1959 in Mimberg bei Nürnberg) war ein deutscher Radiologie-Ingenieur.

Leben
Arthur Schaarschmidt war ein Wegbereiter der medizinischen Radiologie. 1904 trat er dem Unternehmen Koch und Sterzel bei, seine letzte Position war Oberingenieur. Im Laufe seines Wirkens wurde er im In- und Ausland zu einem Gast bei Tagungen und Kongressen. Er starb, wie fast alle seine Kollegen, an einem Strahlen-Karzinom.

Leistungen
Über 70 Patente wurden auf seine Konstruktionen erteilt:

Ehrungen

Schaarschmidt wird im Ehrenmal der Radiologie sowie im Ehrenbuch der Radiologen aller Nationen geführt.

Literatur
 Gerhard Küsterer: Lebensdaten verdienter Persönlichkeiten in den ersten Jahrzehnten der Röntgenologie, Books on Demand: Norderstedt, 2015, ISBN 978-3-7392-9619-7 ().
 Nachruf in Röntgen-Blätter, Ausgabe 2/1959, Seite 126,

Ingenieur
Person (Dresden)
Geboren 1879
Gestorben 1959
Mann