disruption or the initiation of apoptosis [1–3].
of export substrates into the secretion system [8–10].
ery employed by a number of Gram-negative species to initiate infection.
the periplasm, thus being introduced directly into the eukaryotic cytoplasm.
slocon assembly and regulation are also discussed.
within the lcrGVHyopBD genetic element).
cytoplasm. IM, inner membrane; MO, outer membrane.
found in Shigella, Salmonella, and Burkholderia spp.
Ssa-Esc T3SS families will be discussed.
involved in protein–protein interactions (Fig. 3) .
predicted as interacting with the hydrophobic partner; a, predicted amphipathic helix. aa, amino acid.
as the intervening sequence from trypsinization .
SipB was shown to be hexameric .
lacks regions that are conserved in YopB and PopB.
out IpaC the pore cannot be functional .
63 carboxy-terminal residues play a key role .
ciently affect cytoskeletal rearrangement processes .
internal diameters, in the range 1.2–3.5 nm [70,71].
facilitate toxin translocation into the host cytoplasm.
species still awaits further study.
tive antigen, and was thus termed the 'V antigen' .
resides in its participation in toxin translocation.
their respective hydrophobic translocators [50,102].
pore into membranes as well as its functionality .
tion of two distinct models of translocon assembly.
lence in both Salmonella and Shigella [46,108,109].
into a large number of target bilayers.
sequently yielding the complete pore [98,112].
T3SS is highly dependent on translocon formation.
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from Shigella flexneri. J Biol Chem 278, 2792–2798.
YopD from Yersinia. Eur J Biochem 269, 3659–3668.
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high affinity interactions. BMC Microbiol 3, 21.
gamma interferon and tumor necrosis factor alpha.
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Shigella LPS. Science 307, 1313–1317.
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forming pili. Cell Microbiol 8, 613–624.
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As recently I&rsquo;ve been mostly using CentOS &amp; RedHat Linux, I wanted to get back to Archlinux, just to spice things a little and see what&rsquo;s going on in with my favorite distro.</description>
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redpajama_set_name: RedPajamaGithub


text:
Justin Bieber on Racist Joke: 'My Actions Were Continuing the Ignorance'
Written by DiversityInc Staff on June 2, 2014
More in :
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By Julissa Catalan
Justin Bieber is attempting some major damage control following the release of footage in which the singer is seen telling a racist joke.
In the video—obtained by TMZ—Bieber asks, "Why are Black people afraid of chainsaws"
He then uses the N-word several times while mimicking the sound of a chainsaw and giggling.
Click here to watch the clip.
According to TMZ, the video has been in its possession for four years but the gossip website did not release it because Bieber was only 15 at the time the video was shot.
Bieber, now 20, issued a public statement in which he apologized for the racist joke.
"As a young man, I didn't understand the power of certain words and how they can hurt. I thought it was OK to repeat hurtful words and jokes, but didn't realize at the time that it wasn't funny and that in fact my actions were continuing the ignorance," he said. "I take my friendships with people of all cultures very seriously and I apologize for offending or hurting anyone with my childish and inexcusable mistake. I was a kid then and I am a man now who knows my responsibility to the world and to not make that mistake again.
"Ignorance has no place in our society and I hope the sharing of my faults can prevent others from making the same mistake in the future. I thought long and hard about what I wanted to say but telling the truth is always what's right.
"Five years ago I made a reckless and immature mistake and I'm grateful to those close to me who helped me learn those lessons as a young man. Once again … I'm sorry."
Bieber has been the subject of plenty of negative media attention in recent months, having been arrested twice with a third investigation still pending.
In January, the star was arrested in Miami after being pulled over for street racing. He was charged with a DUI (testing positive for marijuana and Xanax), resisting arrest, and driving without a valid license.
A week later, Bieber was arrested again—this time in Toronto—on assault charges following an altercation with a limousine driver who picked up the pop star along with five friends outside of a nightclub. The limo driver was reportedly struck on the back of the head several times while driving, before pulling over and calling the police.
That same month, police searched Bieber's Los Angeles home after his neighbor's house was reportedly egged, resulting in $20,000 worth of damage. As of May, the L.A. district attorney wanted to charge Bieber with a felony.
Bieber's racist joke follows a string of other celebrities who have recently made headlines for some form of public racism.
Nick Cannon debuted his whiteface alter ego while promoting his newest album, White People Party Music. When accused of being racist, Cannon replied, "It's funny how people take themselves so seriously. People love drama! We feed off of it. Just relax and have fun!!"
Singers Katy Perry and Avril Lavigne, on the other hand, both apologized, calling their gestures an homage to another culture rather than racist.
Meanwhile, rapper Macklemore apologized for offending while insisting he didn't even intend on appropriating a culture with his costume in the first place.
Sheriff Donny Youngblood: 'Absolutely' Better 'Financially' to Kill Suspects Than to 'Cripple' Them
First Prosecuted 'Black Identity Extremist' Speaks Out: 'It's Tyranny at its Finest'
Rapper Meek Mill's Grandmother's Home Vandalized With Racist Message
How to Respond to 'What Does Your Husband Do'
Trump Has 'Racist Tendencies,' Former Republican Congressman Tells CNN's Don Lemon
'Roseanne' Tries to Make it OK for America to Hate Again
Di-for-you
13 − = 4
Terrill Thomas, who was only 38 years old, begged for water for days after Officer James Ramsey-Guy shut off all wa… https://t.co/jnUVU4t1Iq 5 mins ago

redpajama_set_name: RedPajamaCommonCrawl


Sideshow Collectibles are now taking pre-orders for their 2016 Toy Fair Exclusive Batman Sixth Scale Figure!
The Knightmare Batman Sixth Scale Figure will have a cost of $234.99 (which does not include shipping). Sideshow Collectibles have payment plans starting as low as $70.66 a month with a non-refundable deposit of $23.00! You can now click on our Sideshow Collectibles banner (conveniently located at the top right of your screen under the search bar) & purchase merchandise in a safe and secure way. Simply click the banner, and add to your collection. It's that easy!
The Batman Sixth Scale Figure will measure 12.59″ in height! This Sixth Scale Figure is strictly limited to just one piece per customer and is expected to ship Sept 2016 – Nov 2016.
In DC Comics' blockbuster Batman v Superman: Dawn of Justice, audience and fans were intrigued by the "dream" Bruce Wayne had. Equipped with desert gear and guns, Batman battles waves of Superman's minions and monsters in an apocalyptic world. Many fans have been anticipating the release of this unique look of Batman and today, Sideshow and Hot Toys is excited to officially introduce the Knightmare Batman Sixth Scale Figure as a 2016 Toy Fair exclusive item.
The movie-accurate collectible figure is specially crafted based on the image of Ben Affleck as Knightmare Batman in Batman v Superman: Dawn of Justice. It features a masked head sculpt with 3 interchangeable lower faces, specially developed body which can naturally portray Batman's muscular body, sophisticatedly tailored Batsuit, Knightmare Batman's desert gear, detailed weapons, and a specially designed Batman v Superman: Dawn of Justice themed figure stand.
Batman fans shouldn't miss out on having this new Knightmare Batman collectible figure in their prized collection!
Authentic and detailed likeness of Knightmare Batman in Batman v Superman: Dawn of Justice.
Muscular body with over 30 points of articulation which can naturally portray Batman's muscular body in the film.
Specially designed Batman v Superman: Dawn of Justice themed figure stand with Knightmare Batman nameplate and movie logo.
DC Comics Announces He-Man/Thundercats Crossover Series!


text:
Harry Styles Concert Films Harry Styles Top Tracks Related Artists Top Tracks on Qello
Harry Styles Concert Films
Harry Styles, the centrepiece of one of the biggest boy bands in history is the object of affection for millions of adoring 1D fans around the globe. Harry Styles became known to the world in 2010, when he auditioned for the UK's X factor. Styles was unfortunately eliminated from the competition as a solo artist, but was brought back to become a member of the newly formed boy band One Direction. The five boys finished in third place, but didn't let that stop from rapidly becoming the biggest boy band of the planet. He's dated some of Hollywood's hottest stars, from Pixie Geldof to Taylor Swift, and has performed to millions. Follow his story from obscurity, to pop royalty.
Harry Styles / 1 hr 1 min
Harry Styles Top Tracks
My World / Harry Styles / 09:41
...Live in Chicago
Two thousand eight was a big year for the Vegas quartet known as Panic At the Disco. After famously dropping the ! from their nomenclature, the band released their sophomore album Pretty. Odd., the follow-up to 2005's platinum debut, A Fever You Can't Sweat Out. The band eschewed their signature emo-dance party sound for classic Beatles-esque pop-rock. Touring in support of Pretty. Odd., the band headlined the annual Honda Civic sponsored tour with support acts Motion City Soundtrack, The Hush Sound and Phantom Planet. Their May 23, 2008 stop at the Congress Theater was filmed for Live In Chicago, the band's second live offering, and features new hits such as Nine In The Afternoon, That Green Gentleman (Things Have Changed) and Northern Downpour, as well as longtime fan favorites like I Write Sins Not Tragedies.
Panic! At The Disco / 1 hr 1 min
Live at V Festival 2014
Sam Smith's performance at the Live at V Festival 2014 is one of those performances that captures the audience in a heartbeat. Among the performed songs are the hits "I'm Not the Only One", "Lay Me Down", "La La La," and of course the ultimate chartbreaker "Stay with Me".
It comes as no surprize that in December 2014, Smith was nominated for six Grammy Awards, and at the 57th Annual Grammy Awards in February 2015 he won four: Best New Artist, "Stay with Me" for Record of the Year and Song of the Year, and In the Lonely Hour for Best Pop Vocal Album.
Sam Smith / 42 min
Through her own words, video and live performance, this documentary takes an incredible look at the life of this fantastic artist.
Adele / 1 hr
Live at Firefly
The British indie pop band Bastille knows how to throw a remarkable show as they take over the stage at the Firefly Music festival and perform some of their most notable tracks.
Bastille / 1 hr 10 min
Coldplay / 1 hr 6 min
In this eerily enchanting musical film by Melanie Martinez, Cry Baby, a strong and sensitive girl, is sent off to a disturbing sleepaway school that's hidden underneath a grandiose façade. Luckily, she has a sweet and unapologetic best friend who sticks up for her when she gets bullied by the other students whose brains are under control by the Principal and his wicked staff. With the help of the magical friends they meet along the way, as well as an Angelic Spirit Guide, they are able to gain the strength they need to fight off the school's belligerent patriarchal conditioning.
Melanie Martinez / 1 hr 32 min
PausePlay Interview
The amazingly talented Dua Lipa stopped by PausePlay to talk about making her Rockstar dad smile, Avatar Babies, and her debut album DUA LIPA coming out in February!
Dua Lipa / 12 min
All the Way to the Top
One Direction: All The Way To The Top tells the story of the British Irish boy band formed on British talent TV show, the X Factor. Their debut album Up All Night topped charts worldwide and the band became the first British group to debut at number one on the US charts. From being five individual X Factor hopefuls, we see the band become our generation's answer to the Beatles. Including interviews with the band, music industry experts and fans from around the world, we take an intimate look inside the wold of One Direction and discover how they have become one of the biggest breakthrough band of our time.
One Direction / 1 hr 1 min
Niall Horan first rose to fame in 2010 when he auditioned as a solo artist on the British X factor. His X Factor journey led him on a path that would see him become a member of the boy band One Direction. He quickly established himself as a fan favourite as One Direction started to become a global phenomena. As One direction started to become global superstars, it was Harry Styles who was expected to become the bands leading man, but as their popularity grew, it was apparent that the boy from Ireland was by far the most popular member, especially in the USA. As One Direction establish their name as the biggest boy band of all time, we invite you to follow the story of their leading man: Niall Horan.
Niall Horan / 1 hr 6 min
Live at Rock in Rio Brazil 2015
Katy Perry performs live at Rock In Rio Brazil in 2015. The show features performances of hits Part Of Me; Wide Awake.
Katy Perry / 1 hr 39 min
Live at the Hangout Music Fest
The 1975 perform live at Hangout Music Fest in 2014. The show, in support of their debut self-titled album features performances of "Robbers," "Chocolate" and "Sex".
The 1975 / 1 hr 10 min
How Did We End Up Here?
'How Did We End Up Here?' takes you through an up-close and personal journey of how 5SOS have become one of the biggest bands of today. The film includes all-access documentary footage with an exclusive behind-the-scenes view as they travel from continent to continent, revealing their incredible journey from their very first gig in Sydney in 2011 to selling out three consecutive nights at Wembley Arena during the 2015 tour. It is the band telling their story, their way, and includes some fantastic footage recorded live from one of the Wembley Arena shows.
5 Seconds of Summer / 1 hr 36 min
Post Addiction
God Bless Ozzy Osbourne


text:
Jersey & Colours
Club Crest
Cloone GAA Club Crest
Our club crest was first designed in 2005. The idea for obtaining a crest was first aired at a club meeting early in the year. After seeking ideas from club members as to what the crest should contain we started to sketch out what it might look like. Then after many trips back and forth to our designer Dianne Beirne we found agreement on the pictured crest.
The crest resembles the site of the foundation of the parish of Cloone. The early inhabitants Cloone was a catholic settlement on top of a hill overlooking the river. The celtic cross resembles this catholic settlement while it also resembles the shape of a Leitrim Senior Championship winning medal, to remind us of our successful past. The name of the parish appears in Irish below a Gaelic football containg the year 1906, the year the club first became affiliated to the Co. Board.


In addition to the more traditional lawyer referral services, Orange County has their pick among many online attorney referral services. Web based referral services can be found though Legal Resource Center, Attorney Search Network, FindLaw, Lawyers.com, AttorneyLink, California Legal Help, LegalZoom and LegalMatch. Each of these services varies in extent of their service and their strong points.
The Legal Resolutions Center is an online alternative to the legal-aid private organizations. The service claims their member attorneys agree to a 25% reduction from their ordinary billing rates and the attorneys are pre-screened. A client will receive the contract information for three attorneys and is entitled to a free consultation to discuss fees and suitability with any of them. Unfortunately, the service has a very limited number of attorneys. There are about 70-75 attorneys in their database and so clients may find themselves stuck with an attorney who is not specialized in their requisite field of law.
The Attorney Search Network also services the Orange County area. The referral is free and they claim to give referrals in every field. The organization guarantees that all fields are covered but there is no indication of how well represented attorneys are in each legal specialty. This service also does not help you find a match; instead they simply refer you to an attorney who they have accepted into their database.
FindLaw and Lawyers.com are both very bare as far as attorney referral services go. The sites are free to use but they do not offer referrals; just lists of attorneys. No information is provided and no benefits are supplied. These two sites do little more than a traditional Yellow Pages. These services may start a client on their path to finding an attorney but most of the actual work will still be done by the client.
AttorneyLink prompts the client to fill out certain bits of information about their case. The information is then sent to AttorneyLink who processes it and gives it over to their member attorneys. The service appears to be very attorney focused, and there are no satisfaction guarantees or assurances of quality. Additionally, the practice areas are not exhaustive.
LegalZoom is very much like a traditional lawyer referral company. LegalZoom promises to locate an Orange County attorney within 24 hours and offers a free 30 minute consultation with the attorney. There is some limited background checks performed on the attorneys, and the client is privy to where the lawyer went to school and how long they have been practicing law. LegalZoom will not provide a client past reviews of the attorney. Additionally, LegalZoom is very limited with the amount of attorneys they work with so it is quite possible that LegalZoom will have to refer the client to another referral service.
LegalMatch has a very different system all together. The client will post their case on LegalMatch's website and the case will be reviewed by attorneys in the Orange County area. These attorneys will respond to the client with a price quote, and make their profile information available which includes prior legal experience, education and past client reviews. A client can make a choice between several attorneys all of which are interested in the client's case. LegalMatch is also entirely free and places no obligations on the clients. Additionally, LegalMatch is unique in that it offers a Satisfaction Guarantee.


Ever year SplashData compiles a list of the most common passwords used by hackers and Identity thieves to separate you from your personal information. You will be surprised, as the average user usually has one or more of these in use as we speak.
The following list is the top 25 and their rankings from 2012. If you see a password or a variant that you use on this list beware, as these are loaded into most standard hacking libraries used by the bad guys. In short if its on this list "Change it Now".
Again these are the just the top 25 and there are many more commonly used passwords. Remember if its too easy to remember it's too easy. I will publish a guide that will help you create a more secure password and will l will publish it here.


We understand how difficult and emotional it is to deal with the paperwork after losing a loved one and that probate laws can be confusing and bewildering.
We have a really friendly team of highly experienced probate specialists that can help guide you through the probate process. The amount of work involved can depend on multiple factors including the size of the estate so we have created a handy calculator to give you an indication of what our fees might be.
Mrs Mayo's Will appointed two Executors, one of whom was a Mayo Wynne Baxter Partner. She had no property or shares. But she did have one bank account, one insurance, a personal pension and received state benefits.
There was only one beneficiary and it took 20 hours' work to complete the administration of her Estate from start to finish.
Mr Wynne-Baxter's Will appointed three Executors, one of whom was a Mayo Wynne Baxter Partner.
He owned one property with his wife. He also had eleven share investments, three bank accounts and money in national savings. Mr Wynne-Baxter also had one life insurance policy, an employment pension and received state benefits.
He left his Estate to his wife and it took 25 hours' work to complete the administration of his Estate from start to finish.
The calculator may not suit your exact circumstances so feel free to give us a call on 0800 84 94 101 or use the message box (on the right) and we can provide a personalised estimate.
We know some people find all the forms for probate quite daunting.
We would be happy to help complete these for you, based on the information provided by you and we can offer a fixed fee charge.
Where the estate is taxable or complex and form IHT400 is needed, our fees are £1250 plus VAT for the form, 3 schedules and the probate application.
Additional schedules are charged at £50 plus VAT per schedule.
In all other cases our fees are £990 plus VAT.
The Probate Registry charges a separate fee.


Looking For An Itinerary For Havana, Cuba? Check This Out!
Quiz: How Well Do You Know The African Diaspora?
Can The Black Middle-Class Leverage AirBnb?
Why Is Brazil Allowing Its Largest Slave Port To Decay?
Protect & Nourish Your Hair While You're On The Go With The Afro Hair & Skin Co.
What An Un-Belize-Able Dope Deal! Flights From Multiple U.S. Cities To Belize City From $179 RT!


text:
Duterte No Longer Has Disqualification Cases Against Him
'The Punisher will live to die another day.'
by Andrei Medina | Feb 4, 2016
Facebook/Rody Duterte
The Commission on Elections (COMELEC) on Wednesday has dismissed all four disqualification cases filed against presidential aspirant Davao City Mayor Rodrigo Duterte.
The Comelec First Division ruled in a 50-page resolution that the disqualification cases which were consolidated lacked merit, Philstar reported.
"The Comelec body has ruled that the punisher will live to die another day. It was a unanimous decision," Comelec Commissioner Christian Robert Lim said.
'The Punisher' became Duterte's moniker after being linked to the Davao Death Squad which allegedly exterminates crime in the city through extrajudicial killings.
The disqualification cases were filed by broadcaster Ruben Castor, UP Student Council head John Paulo delas Nieves, and presidential bets turned nuisance candidates Elly Pamatong and Rizalito David.
This was over technicalities with Duterte's substitution of then PDP-Laban standard-bearer Martin Diño's certificate of candidacy (COC) for the presidency.
The Comelec explained in its ruling that Diño made his intentions clear that he was going for the country's top post despite his COC indicating he was running as Pasay City mayor.
"The Commission's First Division finds no material misrepresentations in Duterte's COC for president. Hence, his candidacy is valid," it read.
However, the ruling is yet to be finalized as the petitioners were given 5 days to file a motion of reconsideration regarding the Comelec division's decision.
Including Duterte, voters currently have six options for the presidency with Senator Grace Poe, Vice President Jejomar Binay, Liberal Party standard-bearer Mar Roxas II, Senator Miriam Defensor-Santiago, and party-list Rep. Roy Señeres.


text:
Dourados Airport är en flygplats i Brasilien.   Den ligger i kommunen Dourados och delstaten Mato Grosso do Sul, i den södra delen av landet,  km sydväst om huvudstaden Brasília. Dourados Airport ligger  meter över havet.

Terrängen runt Dourados Airport är huvudsakligen platt. Dourados Airport ligger uppe på en höjd. Den högsta punkten i närheten är  meter över havet,  km norr om Dourados Airport. Runt Dourados Airport är det ganska tätbefolkat, med  invånare per kvadratkilometer.. Närmaste större samhälle är Dourados,  km öster om Dourados Airport.

Omgivningarna runt Dourados Airport är huvudsakligen savann.  Klimatet i området är fuktigt och subtropiskt. Årsmedeltemperaturen i trakten är  °C. Den varmaste månaden är november, då medeltemperaturen är  °C, och den kallaste är juli, med  °C. Genomsnittlig årsnederbörd är  millimeter. Den regnigaste månaden är juni, med i genomsnitt  mm nederbörd, och den torraste är augusti, med  mm nederbörd.

Kommentarer

Källor

Flygplatser i Mato Grosso do Sul

redpajama_set_name: RedPajamaWikipedia


text:
Entrepreneur. Innovator. Leader. Connector. Marketer. Educator. Coach.
Janet Tyler has done it all in her career. From climbing the corporate ladder to launching a successful startup. From growing regional companies to managing global brands. From building high-functioning teams to nurturing strategic partnerships. Now as the founder of True Depth, Janet is helping others maximize their performance.
Read Janet Tyler's Professional Bio
Connect with Janet Tyler on LinkedIn
Success and stress. Balance and burnout. Making millions and finding meaning.
Janet Tyler's professional journey makes for an exciting read. It all starts on the ice.
With Madonna's "Lucky Star" blasting from the arena speakers in Indianapolis, the competitive figure skater from Dearborn Heights, Michigan nailed the salchow, axel, and double lutz to close out her final routine. This was the culmination of ten years of endless lessons and ice time. If Janet medaled in the competition, she'd double down on her Olympic dreams. If she didn't, it was time for a new challenge.
She finished fourth, hung up her skates and made her first of many pivots.
She traded her ice time for study time, attending Eastern Michigan University. Between classes, she started her coaching career working with junior skaters to help pay for college. Janet graduated with honors and a degree in Organizational Communications.
While pursuing her masters as a graduate assistant, she took a position with New Horizons Learning Centers where she quickly rose up the ranks to Director of Marketing. Her skill at building relationships with technology partners was forged here as she developed programs with Microsoft, Lotus, and Novell.
It was time for another pivot.
Jumping from "client side" to "agency side," Janet joined the team at the venerable Franco Public Relations Agency in Detroit's Renaissance Center. She spearheaded Franco's new technology practice, bringing in significant telecommunications, IT and software brands to the agency's roster of clients, including Microsoft, Deloitte and Omnipoint (now T-Mobile).
Pivot.
Janet's entrepreneurial itch soon became too strong to ignore. In 2000, Janet co-founded Airfoil Group – a niche marketing communications agency serving the burgeoning tech and innovation sector.
Within months of the launch, the tech bubble burst.
Extreme pressure makes the brightest diamonds. With a clear vision, incredible passion and honest, open communication, Janet led Airfoil from startup to the Inc 5000 list. As Airfoil evolved into a full-service integrated marketing and communication firm, Janet opened offices in Detroit, Silicon Valley, and New York City while forging a network of global partners. She led several clients through mergers, acquisitions, IPOs, change management, crisis communications and more.
In between growing and coaching her internal team at Airfoil, Janet continued to inspire future leaders as a guest lecturer at EMU, an executive producer of TEDxDetroit and a keynote speaker at conferences around the world.
Her work with brand name clients like Microsoft, PayPal, LinkedIn, eBay, Faurecia, Delphi, Starbucks and Deloitte took her around the world, from Singapore to London to Shanghai. She earned a spot on PR Week's' 40 under 40 lists and Airfoil was named Technology Agency of the Year by the prestigious Holmes Report.
On a business trip to Lisbon, a quote from Stephen Covey stuck in Janet's mind. "I worked harder and harder at climbing the ladder of success, only to discover it is leaning against the wrong wall."
Another pivot.
Janet exited Airfoil after 14 years of growth and began a management consulting practice. An engagement with a great team led her to accept the role of COO for Red Level, a fast-growing technology consulting firm in the Detroit area. At Red Level, Janet oversees the company's marketing, sales, and other strategic initiatives in addition to providing guidance to the CEO and managing daily business operations.
In all periods and positions throughout her career, Janet's favorite role has always been that of a coach. She loves developing leaders and planning for strategic growth. She can't turn off the creativity that continues to draw new connections and new opportunities.
Her next pivot wasn't a pivot – but a realization of her true purpose.
Feeding her lifelong love of learning, Janet enrolled in the rigorous iPEC executive coach training program, earning her Associate Certified Coaching accreditation from the International Coaching Federation to better serve and guide the entrepreneurs she loves to work with.
Now, as a certified coach, management consultant, and meeting facilitator, Janet has found her next great company: True Depth. Through True Depth, Janet is helping executives and companies better a better way to achieving true leadership and growth.
You might even say she's their "Lucky Star."


The National Association of Realtors (NAR) reported that pending sales of existing homes declined 0.7% during July following a 1.0% June rise, revised from 0.9%. Sales fell to an index level of 106.2 (2001=100) and remained down 2.3% y/y. Sales were 6.0% below the peak in April of 2016.
Sales were mixed across the nation last month. Pending home sales in the South were off 1.7% (-0.9% y/y), the third decline in the last four months. Pending home sales in the West fell 0.9% last month (-5.8% y/y) and reversed the June rise. Working the other way last month were pending home sales in the Northeast which rose 1.0% (-2.3% y/y) to the highest level since December. Also improving in July by 0.3% (-1.5% y/y) were pending home sales in the Midwest, up 4.1% versus the low six months earlier.
The pending home sales index measures sales at the time the contract for an existing home is signed, analogous to the Census Bureau's new home sales data. In contrast, the National Association of Realtors' existing home sales data are recorded when the sale is closed. In developing the pending home sales index, the NAR found that the level of monthly sales contract activity parallels the level of closed existing home sales in the following two months. The series dates back to 2001, and the data are available in Haver's PREALTOR database.


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Raven Symones Net Worth in 2022
According to the most recent Forbes estimates, Raven Symone's net worth will reach $60 million in 2022. The actress and singer has been in the entertainment industry since the age of seven, when she made her debut on 'The Cosby Show.' Her other credits include 'Express Yourself', 'Kim Possible', 'For One Night,' and 'Revenge of the Bridesmaids'. Despite being a small child, Symone has been able to earn a large fortune through her acting career.
It's impossible to determine the exact amount of Raven Symones' net worth, however, due to the fact that she's not publicly sharing her salary or earnings with the public. While it's hard to estimate her salary and compensation, she has already earned a large sum of money through her music and film career. Her recent releases include four studio albums, many singles, and a couple of films.
In addition to her career on screen, Symone has a diverse portfolio of assets. She has several properties, including a villa in Atlanta and a Beverly Hills mansion. She has also earned millions from cameo roles and promotional deals. Despite this, her net worth is unlikely to exceed $50 million in 2022. By the end of her career, she'll probably have an additional $20 million to spend on a lavish lifestyle.


I wonder if the dog in the 2nd picture quit her/his job.
A hot hot hot Tuesday in Brooklyn I had lunch at a pub; french onion soup and an IPA.
Then I was ready to continue my walk and have more than one roll of film left to show you.
One of the best things about my trip to NYC was to walk around on my own while Johan was working (he was part of a project which had meetings in NY a couple of times, but no - we are not moving there).
It's such a small world! I was sitting at a café taking a picture of this super delicious coffee when the girl who made me the coffee all of a sudden said Hi! You have a great blog!. Kimmie, YOU make great coffee!
Pictures from when I met my friends for dinner in Brooklyn, a nice date which ended with coffee on a roof terrace with the best view. Thank you ladies for a great evening!


Local Hobby Shops (lhs) Should Support You!!!
I have done a blog on this matter, but I think it's time we take this out into the world and see what people think about this.
Over the last couple of weeks I have been hearing from multiple members that are saying they are going into their LHS and being treated like complete trash while in there. Maybe they are just there for some information or maybe they are looking for some new projects to work on. Either way it's come down to if you are not going to spend hundreds if not thousands of dollars with them, then you are an intruder in their shop.
Well I'm here to tell you, it's not the internet that is killing these businesses, it's the owners and employees of these shops. I have them around me.
I don't care if people are in there just to look, or if they are just wanting information, you can not treat your customers like crap and expect to stay in business. That's not how things work. That ONE customer will leave that store with the way they were just treated fresh in their minds and they will jump on the internet and bash your name all over the place. Not just in your town, but all over the world.
Now I do agree that a "paying" customer needs more attention paid to them while in the store than the person that is just in there for answers. Afterall this is a business and money pays the bills. But, when you are done with that paying customer, don't just go on your lunch break and forget about your other "potential" customer. They will never return if you treat them like crap.
I have heard all of these stories and quite frankly, they piss me off. Everyone is ******** that the internet is destroying the LHS and people are only going into their LHS so they can get info to buy online. Well guess what, stop treating your customers like trash and they just might buy from you. Yes, LHS has a higher over head than online retailers, this is why the price is a little more. But people will look past that to an extent if you treat them right.
I have always said since I started this forum, Support Your Local Hobby Shops! But here lately, the tables have turned and the Local Hobby Shops NEED to support YOU!
Pre-flight Inspections Are A Must!!!!


What are the celebrities naming their babies these days? Well, let's just say many celeb parents are choosing to think outside the baby name box and go with wacky, wild and wonderfully unique. Some you probably know all too well (hello Blue Ivy and North West) but others may surprise you (Auden… how cute is that?) If you're looking for some name-spiration, then check out our 100 celebrity baby names that are definitely worth adding to the list.
These baby names will leave you thinking 'aaww'. They are so pretty and just so adorable!
Watch out world, these names are sure to be picked up by celebrities and regular folk. We're predicting classrooms full of Olives, Emersons and Willows soon.
These natural names are inspired by plants, animals, food and even compass directions.
Some celebrities choose to name their bub after a famous song, person or character. And yes, there are some celebrities that have chosen names like Daenerys and Khaleesi for their children, but we chose to ignore them.
Unisex names are so hot right now and these celebrities hit the mark with these gender-bending names.
originality awards for these parents who dug deep to come up with adorable and unique monikers for their new additions.
These are the boy names that continue to pop up in Hollywood … and most likely in your playgroup as well.
I love a good unique baby name and some of these are just so cute! Would you go there?
Baby boys also get the natural treatment with names inspired by months, animals and food.
Naming baby after a location? We think so.
Finally, these baby names take the cake in the WTF category. Celestial-themed names can be pretty cute but some just cross the line.
Of course, many celebrities choose to go with the more 'normal' names such as Jack, John, William and Henry. But we think these ones are a little more fun! So what do you think? Are these celebrity baby names a little too out there for you? Would you consider any of them for your baby (or maybe your cat)?
Be sure to check out our other baby name posts for inspiration on what to name (and what not to name) your bub.


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text:
JEHOVAH'S WITNESS EMPLOYEES
BIRTHDAYS COURT CASES
DO NOT SING "HAPPY BIRTHDAY" TO ANY JEHOVAH'S WITNESS.
VEOLA KELLY v. THE OPEN DOOR SHELTER INC. is an ongoing 2017 Connecticut case in which a female Jehovah's Witness named Veola Kelly, aka Veola Flemming, age 63, of Damien, Connecticut, has filed a discrimination complaint with the Connecticut Commission on Human Rights and Opportunities, alleging workplace discrimination and harassment against her former employer.
Veola Kelly worked as the front desk receptionist for The Open Door Shelter, in Norwalk, Connecticut, from 2010 until she was terminated in May 2017. Veola Kelly alleges that all went well until April 2015, when Kelly refused to coordinate birthday cards for staff and clients because of her WatchTower beliefs and practices. Kelly further alleges that the shelter's Executive Director (MBA) then began to "harass" and "disrespect" her. In September 2015, Kelly sent a letter to the shelter's Board of Directors, stating that she was having continuous ongoing issues with the ED. In February 2017, Kelly sent a second letter.
In March 2017, Kelly sent a third letter in which she alleged that the ED had singled out Kelly for "bullying and harassment". Kelly further alleged that the ED had repeatedly found fault with Kelly where none existed, and that the ED constantly falsely accused Kelly of failing to complete her daily duties. Veola Kelly was terminated in May 2017. The Open Door Shelter alleges that their termination of Veola Kelly had nothing to do with her refusal to coordinate birthday cards, nor did it have anything to do with her first two complaints to the Board of Directors. Apparently, the issues in Kelly's third complaint are pertinent. Outcome pending.
At the beginning of the 2010 school year, in August 2010, Principal Jodi Beth Davidson, of the Westerfield Elementary School, in Westerfield, Missouri, sent a letter home to all parents indicating that the singing of "HAPPY BIRTHDAY" would no longer be permitted at her school. Dr. Jodi B. Davidson's letter gave as the reason, "because of the sensitivity of all student beliefs." Davidson's new policy created quite an uproar amongst parents in the Rockwood School District, and Davidson partially lessened the ban in response. Singing "HAPPY BIRTHDAY" would no longer be permitted in the school's cafeteria, where all students were assembled, but rather would be limited to the individual classroom of the students who were having a birthday. Various reports alleged that Jodi Davidson was attempting to force her, either new or recently re-newed, WatchTower Society beliefs on her students. Reports alternately alleged that Jodi Davidson and/or her then-husband was a Jehovah's Witness. In any event, that was Davidson's last year at that school. Davidson relocated to Cincinnati, Ohio.
GORMAN v. SHONEY'S. In 1993-4, a Jehovah's Witness in Pinellas Park, Florida, named Lois Gorman, was fired by the Kenneth City SHONEYS for refusing to sing "Happy Birthday" to customers. An Associated Press article stated: "Lois Gorman calls her firing a clear case of religious discrimination. She says her bosses at Shoneys knew of her beliefs as a Jehovah's Witness but insisted she join others around tables to sing Happy Birthday. 'For anybody to degrade my religion in such a manner is unthinkable to me,' stated Gorman." Lois Gorman first filed a complaint with a local city government human relations agency, which also alleged that SHONEY'S had refused to accommodate her religious meetings time and dates. Gorman won that battle. Evidently, that outcome did not satisfy Lois Gorman, because Gorman later also filed a federal lawsuit. Outcome unknown.
Interestingly, there is a 2003 Florida Worker's Compensation lawsuit filed by a "Lois J. Gorman" against RESTAURANT MANAGEMENT SERVICES and PROTEGRITY INSURANCE COMPANY. That "Lois Gorman" apparently lost that case before both the WC court and the appeal in state court.
EEOC v. ROCKY MOUNTAIN INNS INC. was a 1999 Colorado federal lawsuit involving a Jehovah's Witness named Trini Alonzo. Alonzo claimed that she was fired from Clancy's Restaurant in the Holiday Inn in Alamosa, Colorado, in June 1996, because she refused to serve birthday cake to a customer. Alonzo's religious discrimination lawsuit stated that her beliefs precluded her from participating in birthday celebrations or serving birthday cake, and that the employer failed to provide her with an "accommodation" by having one of the other servers serve her table. Settled for an unknown amount.
EEOC v. CHI-CHI'S was a 1993 Maryland federal court case which involved a Jehovah's Witness named Cora Miller. Cora Miller, age 44, was fired her second day on the job from Chi-Chi's Clinton, Maryland location for refusing to sing "Happy Birthday" to customers. An Associated Press article stated in part:
"Jehovah's Witness Cora Miller doesn't go to birthday parties. Under her religion, celebrating birthdays even the birth of Christ is considered a pagan ritual. She never found the rule a problem until she was fired from Chi-Chi's restaurant for refusing to sing 'Happy Birthday' to a luncheon customer. Ms. Miller said she tried to explain the rule to the manager of the Clinton eatery. 'I told him I could still serve the food. I can even work in the kitchen. I just can't sing the she said.' ... The rule is just one of many that bar Jehovah's Witnesses from joining in acts to which others give little thought. The order believes that saluting the flag is image worship. They believe blood transfusions are sacrilegious. Ms. Miller said she hopes the case would change the way employers treat Jehovah's Witnesses. ... 'Even if I get nothing out of this, I want every other Witness to ...' Ms. Miller said. 'No other Witness should be turned away from a job because of their belief.'"
A local newspaper reported: "A Jehovah's Witness who refused to sing "Happy Birthday" to customers in a Mexican restaurant was fired from her waitressing job. Cora Miller, 43, told the manager of a Chi-Chi's restaurant that her religion forbade the celebration of birthdays because the practice originated with atheistic kings."
Another newspaper quoted Miller: "From my study of the Bible, [birthday celebrations] stems from pagan teachings and the realm of magic."
EEOC filed a federal lawsuit for back pay and punitive damages on Miller's behalf. The lawsuit was eventually settled for $57,500.00, plus Chi-Chi's had to agree to adopt a new corporate religious policy emphasizing the company's commitment to reasonably accommodate the religious beliefs and practices of its employees, keep records of its handling of requests for accommodation, and apprise the EEOC of its accommodation efforts for two years.
EEOC v. RAZZOO'S CAJUN CAFE was a 2006-7 Texas federal lawsuit which involved a 19 year-old Jehovah's Witness in Mesquite, Texas named Sabrina Balentine. Balentine was allegedly fired by Razzoo's Cajun Cafe for refusing to sing "Happy Birthday" to customers. One local news report stated in part: "Balentine, who is a Jehovah's Witness, said such celebrations are forbidden by her religion. According to a news release issued by the EEOC Thursday, Balentine said she offered to cover the other waitresses' tables while her co-workers sang for the customers." Another local news report stated in part: "As a Jehovah Witness, Balentine said she can't sing the birthday song. 'Birthday celebrations, we believe, are spoken of against in the bible, and holiday celebrations...,' said John Priester, Jehovah's Witness elder. ... But Balentine said her bosses would not compromise. They suggested, '"Could you just clap and smile along with everybody else near the table and not actually sing the birthday song?"' Costas [attorney]said. 'But even that is contrary to the beliefs of her religion.'"
EEOC filed a federal lawsuit for back pay and punitive damages on Balentine's behalf. That lawsuit was settled in June 2007 for the amount of $38,750.00. Razzoos was also required to establish a company-wide anti-discrimination program, which will be actively monitored by the EEOC for two years or longer.
It is only rumored that the restaurant chain may also be sued by JW patron because JWs do not receive free cake as do other Razoo patrons. Maybe Razoos can develop a JW-friendly "non-birthday cake" which can be given free to all JW patrons who request such? Razoos should be cautioned that such a cake would only be acceptable to JWs if the flour is made from "miracle wheat".
CABALUNA v. HOAG MEMORIAL HOSPITAL was a 2009-14 California state appellate court decision which should encourage any and all Jehovah's Witness Employees who have been or who are being harassed or discriminated against by a supervisor or co-worker because of their religious beliefs and/or practices to continue to FILE MULTIPLE COMPLAINTS with their Employer until the offending supervisor or co-worker is disciplined or even terminated.
In this court case, the plaintiff, Cabaluna, was the TERMINATED former co-worker of a Jehovah's Witness Employee named Marilyn E. Dougher, of Huntington Beach, California. Despite having been employed by Hoag Memorial Hospital for 28 YEARS, and at the time of her discharge being the charge nurse in the hospital's dialysis unit, Cabaluna was FIRED by the Hospital in 2009 after she "conducted in the workplace a mocking birthday celebration for [Marilyn] Dougher during which she gave [Marilyn] Dougher a birthday cake and sang 'Happy Birthday, Bitch'." Marilyn E. Dougher, then age 56, complained about the "mocking birthday celebration" to her own supervisor, and the Hospital thereafter fired Cabaluna.
It is a widely known FACT that many Jehovah's Witnesses quietly CELEBRATE both birthdays and certain holidays such as Thanksgiving, Christmas, Mother's Day, Father's Day, etc -- particularly by JW Families with young, school-age children. Birthdays are held a few days before or after the exact birth date -- with generic party favors and decorations, and a cake that has no "birthday" lettering. Thanksgiving feasts are held either a few days before or after Thanksgiving Day. JW Families with young, school-age children give those children gifts a few weeks or days either before or after Christmas Day.
These Jehovah's Witness Families maintain the FARCE that they really are not celebrating the particular special occasion pretty much the same way they interpret the Bible -- they simply re-define terms to fit their own needs. Note this spinning, slicing, and dicing of the definition of "celebrate" which was published in September 2015 about a JW Family with a 5 year-old child:
[Tripp] Halstead's family are Jehovah's Witnesses so they don't celebrate birthdays but they do recognize it as a "special day," says Stacy [Halstead] (Tripp's Mom).
A 1997 New York unemployment compensation case is very informative. A Jehovah's Witness worked as a waitress from November 1994 through April 1995. When the JW Employee was hired, she told the employer that she did not celebrate holidays because of her religious beliefs as a Jehovah's Witness. The employer accommodated her restrictions. She was not required to wear a holiday hat on New Year's Eve, as did other staff. On her last day at work, claimant saw a cake with "Happy Birthday" written on it in the employer's kitchen. She quickly informed the employer that she could not serve the cake, since her religious beliefs prohibited her from participating in birthday celebrations. She suggested that another server handle the party group, or at least the serving of the cake. The employer ended up serving the cake that evening, but explained to the JW Employee that he could not accommodate claimant's religious beliefs on this matter in the future. The restaurant was small and operated at times with the JW Employee as the only server, and the employer was not always available to help out. The employer had other birthday parties scheduled, and the JW Employee was on notice that she would have to be prepared to serve these customers. The JW Employee told the employer she would have to quit.
Unemployment benefits were initially granted, but the employer objected, and won on appeal. That appeal was then reversed based on this reasoning: The JW Employee had advised the employer at the time of hire that she would not perform specific tasks because of her religious beliefs. The claimant took reasonable steps to protect her employment by suggesting alternative arrangements to the employer. Unemployment benefits cannot be denied because of conduct mandated by religious belief. The JW Employee voluntarily quit her job with good cause.
ORISELMA MENDEZ v. RIO GRANDE RESTAURANT CORP was a 2005 case which was heard by the Kentucky Commission For Human Rights. This Jehovah's Witness alleged she was subjected to a hostile work environment based on her sex and her religion. The restaurant denied all allegations, and asserted the complainant was not even on its payroll for failure to complete an employment application. The two parties agreed to settle. The restaurant agreed to pay the JW $5,000, comply with civil rights laws in the future, undergo civil rights compliance training, and report to the commission for three years with regard to such compliance.
CARRANZA v. DESTINATION RESORTS INC was a 1998 Arizona federal court case. In February 1998, a Jehovah's Witness, named Geoffrey Carranza, filed a religious discrimination lawsuit against the Hilton South Mountain Resort, near Tempe, Arizona. Carranza had been employed at the resort's Aunt Chilado's Restaurant, as a waiter's assistant, in April 1995. Carranza claimed that he had been fired for refusing to sing "Happy Birthday" to customers. However, the restaurant claimed that Carranza had voluntarily quit because he would not perform one of the essential duties of the position -- singing Happy Birthday" to customers. Outcome unknown.
In 1995, a Jehovah's Witness, named Karen L. Deady, filed an employment discrimination lawsuit against a Riverside, California restaurant, in which Karen Deady alleged that she had been fired after she refused to sing "Happy Birthday" to customers. The employer responded that Deady had quit, rather than being fired, and that she did so after refusing to work at a position in which she would not have to sing the "pagan" song. Outcome unknown.
A 1996 magazine article briefly mentions an incident involving an African-American Jehovah's Witness from Roseville, Michigan, named Georgette Evans. Georgette Evans supposedly refused to attend a co-workers birthday party, and was ridiculed by her co-workers. Her boss was also unsympathetic and gradually withdrew important projects from her charge. She was labeled a "woman with the attitude problem", and she later quit. Surrounding circumstances suggest that Evans likely attempted to file a complaint or lawsuit against her employer, but such is yet to be located.
A 2002 Connecticut case involved an African-American Jehovah's Witness named Chele Jenkins, who was employed as a coordinator with a city school system. Jenkins' lawsuit for racial and religious discrimination claimed that her failure to pick up a birthday cake and to participate in a rally for increased educational funding outside the state Capitol led to her receiving poor job evaluations. Jenkins noted that her Jehovah's Witnesses religion prohibits her from celebrating birthdays or participating in political functions.
O'MEARA-GARTMAN v. MAQUOKETA NEWSPAPER INC is a 2006 Iowa unemployment compensation case involving a Jehovah's Witness named Geneva O'Meara-Gartman, who had been employed by Maquoketa Newspaper from June 2001 until March 2006. The JW Employee worked full time in the composition department. On March 21, 2005, the advertising supervisor contacted the Production Manager at home and asked her to come into the office and talk with O'Meara-Gartman, who was very upset. The meeting lasted about 90 minutes during which time O'Meara-Gartman was a no-call/no-show to work March 22, 23 and 24, 2006. She decided she was too upset to come to work but could give no explanation as to why she did not call and notify the employer that she would be absent. She was aware of the provisions in the employee handbook which provides for separation from employment of any employee who is a no-call/no-show to work for three days. On Monday, March 27, 2006, she decided she did not intend to return to work but did not feel the employer was entitled to be notified of her decision. She did not think she would be able to do the work to the standard she would like to do it, even though she had never received any verbal or written disciplinary action for unsatisfactory work performance. In addition, she felt she was being treated differently because she had made it known last year that she suffered from bi-polar disorder, which had caused her to be absent from work on sick leave for a period of time in 2005. She had also changed her religion to Jehovah's Witnesses and made it known she no longer celebrated birthdays and then accused her co-workers of going out of their way to invite her to birthday celebrations in the office.
The claimant maintained that she was discharged in accordance with the policy in the handbook, which calls for separation from employment for any employee who is a no-call/no-show to work for three days. However, the record supports a finding that she voluntarily quit. The decision was based on her feelings of persecution from her co-workers because of her bi-polar disorder and her change in religion. But there is nothing in the record to support her contention that she was being constantly invited to birthday parties only after she announced her change in religion. There is also nothing to support her belief she was being prevented from working to the best of her ability by any other employee, and she acknowledged no one ever informed her that her work was not satisfactory. O'Meara-Gartman appears to have been overly sensitive to the work environment and her co-workers after making it known she had the bi-polar disorder and had changed her religion. However, "good cause" for leaving employment must be that which is reasonable to the average person, not to the overly sensitive individual or the claimant in particular. Her failure to come to work or report her absence to her employer for three days constitutes a voluntary quit without good cause, thus she was disqualified for benefits.
CALHOUN JEWELERS LLC v. UNEMPLOYMENT COMPENSATION BOARD OF REVIEW was a 2010 Pennsylvania state court decision which was widely reported because it REVERSED the Pennsylvania UNEMPLOYMENT COMPENSATION BOARD's earlier ruling in favor of the JW Employee and against the Employer. However, this unique decision rested on the unique facts of this case, which were somewhat similar to the "Donovan Moore" court case posted on our "Holidays" webpage.
The Jehovah's Witness Employee, named Trista Reichman, was employed at Calhoun Jewelers as a part-time sales associate from July 2006 until April 2008. At the time she was hired, Reichman informed Calhoun Jewelers that it was against her WatchTower beliefs to celebrate birthdays, Christmas, or any other holidays. Thereafter, when other Calhoun Jewelers employees' birthdays were celebrated, Reichman refused to participate in the singing of "Happy Birthday". Curiously, though, Reichman would eat and drink food and beverages brought for the celebration -- with the exception of the birthday cake itself. Further, Reichman sold the store's birthday and holiday themed jewelry, and occasionally Reichman wrapped such items as birthday and holiday presents.
In March 2008, Trista Reichman was told that Calhoun Jewelers was going to start sending birthday cards and anniversary cards to its' clients. Reichman was asked to make a computer template using Microsoft Word for both anniversary and birthday cards, which could then be printed onto Calhoun Jewelers' stationery. Reichman constructed the WORD template. However, Patrick Young, the store's goldsmith, told Reichman that "when the cards were to be written, to keep an eye on who the clients were so personal messages could be written inside to personalize the cards."
Reichman objected, and later testified:
"I didn't mind; I understood that the cards were for a general advertisement for the company, but when it came to personally writing the cards, that's when it was putting my own thoughts and my ... own handwriting inside the cards, and that's where my conscience drew the line. I knew that because I don't celebrate birthdays as one of Jehovah's Witnesses, that it would be displeasing to my god if I were to do that."
[Reichman] also testified that she talked to the Sales Manager, Michael Lamiaux, and explained why she would not write the cards:
"He asked me why I wouldn't write the birthday cards as well as the anniversary, and I said that I don't celebrate birthdays, so I wouldn't be comfortable writing them. And then he said that it was ridiculous because I wasn't signing my name to them, they were for the store, and they weren't from me. And I said still that I would not feel comfortable writing them. And he pushed it further, and I said but I still will not write those cards."
Although it is unclear as to who said such to Reichman, Reichman was told that "she needed to make a choice". Reichman took that statement as demanding that she write "personal messages" on the birthday cards, or quit, so Reichman "shook hands with the employer, said I've enjoyed working for you, and voluntarily left the job."
Calhoun Jewelers later alleged that the only personalization of the birthday cards asked of Reichman was for her to handwrite on the cards: "Stop in for a jewelry cleaning." Reichman denied that she was ever told that such was the "personal message" to be handwritten on the cards.
The UNEMPLOYMENT COMPENSATION BOARD ruled that Reichman established that she had cause of a "necessitous and compelling nature" for voluntarily quitting her employment:
"The claimant is a Jehovah's Witness. The claimant's sincere religious beliefs prohibited her from celebrating birthdays. The claimant did not want to write personal notes in birthday cards to clients because of her religious beliefs. The Board concludes that the claimant had good cause for her refusal to write personal notes in birthday cards[:] her religious beliefs. Therefore, the claimant had good cause to quit her employment ... ."
However, the Commonwealth Court of Pennsylvania REVERSED the Board's decision, stating in part:
Employer asserts that Claimant failed to establish what kind of message Employer wanted her to write on the card and whether she was required to put her own thoughts on the message. Employer also asserts that Claimant did not explain how writing a "canned message" would be offensive to her religious beliefs and that she failed to act with common sense and make reasonable efforts to preserve her employment.
While this Court is cognizant of Claimant's religious beliefs, this Court does not agree with the Board. It is Claimant's burden to demonstrate that she had a necessitous and compelling reason for quitting her employment based on her sincerely held religious beliefs.
Claimant established that she had sincerely held religious beliefs. However, the Board erred when it determined that the writing of a "personal message" on the card violated Claimant's religious beliefs when Claimant failed to describe the "personal message." Claimant had the opportunity to articulate what the message was that she was instructed to write and to establish how that violated her religion, but she failed to do so. Further, although Claimant testified that Patrick Young (Young), the goldsmith, instructed her to write personal messages on the cards, she did not establish whether Young had supervisory authority over her or was just making a suggestion. Claimant admitted that she prepared the card on the Microsoft Word template and that she sold jewelry for birthday gifts and wrapped the gifts. With regards to the birthday cards, even Claimant and [Jehovah's Witness Elder] [John] Schwankweiler admitted that they were used for advertising. Claimant failed to establish how her job duties conflicted with her sincerely held religious beliefs. Consequently, she failed to establish a necessitous and compelling reason for quitting her employment. ... Accordingly, this Court reverses.
Don't be surprised if Trista Reichman appeals this lower court decision and it is reversed by the appellate court.
MARIA ANTOINETTE THOMAS v. CITY OF CHICAGO was a 2010 federal USDC case which involved a Jehovah's Witness Registered Nurse and her employer, the City of Chicago. In April 2007, Maria A. Thomas was hired on a probationary basis as an Occupational Health Nurse for the Chicago Police Department's Medical Section. Maria Thomas was terminated in September 2007 before the end of her probationary period.
In December 2007, Thomas filed a charge of discrimination with the EEOC, alleging that the City terminated her because of her WatchTower religion. The USDC noted that this was the THIRD EMPLOYER against whom Maria Antoinette Thomas had filed discrimination charges. In February 2008, Thomas received a Right-To-Sue letter from EEOC based on her allegations of religious discrimination. Thomas filed her own lawsuit against the City in May 2008 alleging that she experienced various forms of employment discrimination. Specifically, in Counts I and II of her First Amended Complaint, Thomas claimed violations of Title VII of the Civil Rights Act of 1964 for harassment and discrimination, and retaliation. After the City moved for summary judgment on both counts, Thomas voluntarily abandoned her retaliation claim. In January 2010, the USDC granted the City's Motion for Summary Judgment on the balance of Thomas's lawsuit.
Approximately two or three weeks after Thomas started working with the City, her co-workers invited Thomas to a potluck dinner during their shift to welcome her and a second new employee to the group. Thomas eventually learned that a third co-worker's birthday would also be celebrated at the potluck dinner, so Thomas told co-workers that she would not attend due to her WatchTower beliefs. Only a few weeks later, Thomas' co-workers held another celebration at work. When Thomas did not participate, a co-worker told Thomas that a Jehovah's Witness female who used to work in the Medical Section used to attend the celebrations at the office. Thomas walked away from the conversation at the moment the co-worker said that the previous JW Employee would attend the celebrations.
As an occupational nurse, Thomas interviewed police officers to determine their need for additional treatment or additional time away from work, referred officers for treatment, determined dates that officers could return to work, determined potential work restrictions for officers returning to work and recorded her notes in the police department's computerized tracking system. Thomas did not provide medical care.
Oftentimes, the person in charge of referring officers for particular medical treatment, named Finnegan, disagreed with Thomas' proposed course of treatment. For example, approximately two weeks after Thomas started working for the City, Thomas told Finnegan that an officer should see a plastic surgeon to close a wound instead of receiving stitches due to the possibility that the officer had suffered nerve damage. Instead of following Thomas' recommendation, Finnegan told her supervisor, named Hemmerling, that the officer should see a doctor to receive stitches. Hemmerling agreed and had the officer see a doctor instead of a plastic surgeon. After observing the wound, the doctor sent the officer to the plastic surgeon to have the wound mended. Thomas believed that Finnegan disagreed with her assessments on a daily basis in order to undermine or sabotage her work. Thomas also believed that other employees took files from her office to sabotage her.
Hemmerling met with Thomas at least twice per week to discuss her performance issues at work. During the meetings, Hemmerling told Thomas that Thomas' entries into the computerized tracking system contained misspellings of common medical terms and unclear abbreviations, unsupported extensions of time off for officers, unclear documentation of medical conditions and evidence that Thomas failed to follow-up with officers when necessary. After discussing these concerns with Thomas, Hemmerling informed a superior of Thomas' performance issues, and in May 2007 documented her deficiencies in a memo to the Personal Division. In June 2007, Hemmerling assigned an occupational health nurse with more experience to oversee and assist Thomas, but her work did not improve. Proper administrative procedures and channels were followed leading to Thomas's eventual termination.
The USDC noted, in part:
Here, Thomas claims that the following incidents created a religiously hostile work environment for her: 1) receiving questions from co-workers regarding her faith; 2) exclusion from birthday parties; 3) Finnegan "undermining or sabotaging" her work; 4) Hemmerling making two comments about her religion; 5) someone placing fish in the trash can outside of her office; 6) receiving "less favorable" treatment than other employees with respect to days off during her probationary period; 7) not being able to place a name tag outside of her door; and 8) not being able to display all of her qualifications on her business cards. However, Thomas has offered no evidence to demonstrate that any of the allegedly harassing conduct was because of her religion or that it was sufficiently severe or pervasive as to alter the conditions of her employment.
For example, Thomas first claims that co-workers' questions about her faith and her subsequent exclusion from office birthday parties created a hostile work environment; however, the record establishes that Thomas was willing to discuss her faith with her co-workers and that questions about her religion did not offend her. The record also demonstrates that, contrary to Thomas contention, she was not excluded from office birthday parties, rather she herself decided not to attend these parties due to her religion. To be sure, the record reveals that when a co-worker told Thomas that another Jehovah's Witness used to come to the office parties, in an attempt to persuade Thomas to attend, Thomas simply walked away from the conversation. Additionally, the undisputed facts demonstrate that Thomas' co-workers never criticized Thomas for choosing not to attend the parties.... Therefore, the record is devoid of evidence to support Thomas' contention that allegedly harassing conduct was because of her religion or that it was subjectively and objectively hostile.
Next, Thomas claims she was subjected to a hostile work environment because Finnegan was "undermining or sabotaging" her work. However, even if Thomas could establish that Finnegan was "undermining or sabotaging" her work, she offers no evidence to support the inference that Finnegan was "undermining or sabotaging" her work based on her religion. In fact, the record reveals that Thomas did not mention her religion at all when she complained to Hemmerling about her co-workers, but instead maintained that her co-workers undermined her work because they disagreed with her assessment of the proper treatment and referrals for certain officers. Because the record is devoid of evidence to support Thomas' speculation that Finnegan's motivation for undermining her work was because of her religion, she can not maintain a claim of hostile work environment based on Finnegan's alleged conduct.
Thomas also claims that she was subjected to a hostile work environment because Hemmerling made two negative remarks about her religion. Although disputed by Hemmerling, Thomas asserts that Hemmerling made the first remark in May 2007, after Thomas received authorization to leave early to care for her sick daughter. Hemmerling went to Thomas' office and said, "I will pray for you but not a stupid Jehovah prayer." Thomas asserts that Hemmerling made the second remark after she and Thomas had a work related disagreement. While walking away from Thomas' office, Hemmerling mumbled under her breath that Thomas was "a stupid Witness." The record does not demonstrate that Hemmerling, or any other employee, made any other derogatory comments regarding Thomas's religion. As previously noted, in order to establish a hostile work environment, Thomas must show the harassment to be "both subjectively and objectively so severe or persuasive as to alter the conditions of employment and create an abusive working environment." ... Here, even accepting Thomas' assertions as true, the record supports that Hemmerling made only two isolated remarks to Thomas, as opposed to a "concentrated or incessant barrage," which would likely have a greater emotional impact ... Further, the remarks at issue were not made in public; if made, they were only made in Thomas' presence and one was barely audible as it was mumbled under Hemmerling's breath. Because Hemmerling's comments were infrequent and merely offensive as opposed to threatening and humiliating, Thomas has failed to establish that Hemmerling's two isolated remarks, over the period of her employment, were objectively so severe or persuasive as to create a hostile work environment. ...
Thomas next claims that she suffered from a hostile work environment because an unidentified co-worker, on two or three occasions, placed the remnants of a fish dinner in a garbage can outside her office. Thomas admits that she does not know who threw the fish into the trash can and has not offered any evidence, beyond her own assertion, to support her conclusion that the act of discarding fish into her trash can was critical of her religious beliefs. While Thomas may have felt that the act of discarding fish into a trash can outside her office was an affront to her religious beliefs, ... she has failed to set forth evidence to establish that this conduct was motivated by her religion or that a reasonable person would find this behavior objectively hostile.
Next, Thomas claims that was subjected to a hostile work environment when she received "less favorable" treatment than a co-worker when she asked for days off during her probationary period. The record indicates that Thomas wanted to take two days off in July, 2007, but did not file a written request to do so. Nonetheless, Thomas was allowed to take the time off and was not disciplined for her failure to follow proper procedure. Thomas asserts that another employee, who she does not identify, but who the court assumes is her co-worker Salinski, received more favorable treatment when she requested time off. However, the record reveals that Thomas does not know whether Salinski, unlike herself, submitted a written request for time off, and if not, whether she was disciplined for failing to follow proper procedure. Thomas also concedes that she does not know whether Salinski received pay while on vacation. Because Thomas can not even establish that Salinski was similarly situated and treated more favorably, she can not establish that she received "less favorable" treatment because of her religion. Additionally, Thomas' concession that she was not disciplined for her failure to file a written request for time off, and was still allowed to take the time off, establish that the treatment she did receive was not sufficiently severe to create a hostile work environment. Moreover, even if Thomas had established that she received "less favorable" treatment, Thomas has set for no evidence to indicate that her religion was in any way a motivating factor for the treatment she received.
Lastly, Thomas claims that she was subjected to a hostile work environment when she was not allowed to place a name tag outside her door and was not allowed to list all of her qualifications on her business cards. However, Thomas concedes that she does not know why Hemmerling removed her name tag from her door. And, the record reveals that police officers serving as occupational nurses could use the initials "PO, RN" on their business cards to reflect their status as sworn officers but that Thomas does not know how other civilian occupational nurses, such as herself, displayed their names on their business cards. In short, Thomas has provided no evidence to link the removal of her name tag or the changing of her business cards to her religion.
Finally, even if Thomas had established that the incidents she complains of were objectively and subjectively hostile, there is no basis for employer liability because the record reveals that she never complained to the City about the allegedly harassing behavior, despite the fact that the City had a complaint register where employees could file complaints and report harassment. ...
Because Thomas has failed to submit evidence that she was harassed because of her religion, or that the harassment was sufficiently severe or pervasive as to alter the conditions of her employment and create an abusive working environment, the City is entitled to judgment as a matter of law with respect to Thomas' hostile work environment claim.
In February 2015, a FOOD LION supermarket chain customer posted online their complaint that a Jehovah's Witness Employee in one of FOOD LION's bakery departments had refused to inscribe a cake with the words, "HAPPY BIRTHDAY JESUS", during a previous Christmas holiday season. Even after a manager instructed the Jehovah's Witness Employee to do as the customer had asked, the JW Employee waited until the manager walked away before again repeating to the customer their refusal to do so. The JW Employee handed the customer the plain cake and the frosting and told the customer that they should letter the cake themselves.
A recent 2007 court decision from Denmark is worth including here given the unique facts of the case, and that the Danish court ruled against the Jehovah's Witness Employee under that factual circumstance. Although Danish employment law is somewhat different from that in the United States, the facts of this case are such that an American court may very well have reached the same decision.
The employer of a low-level Jehovah's Witness Employee staged a birthday party at the worksite during regular business hours. Although unstated by the source, the honoree was probably an owner or upper-level manager. The JW Employee explained that she could/would not participate in birthday celebrations, and the JW Employee asked to be allowed to leave the premises when the party began.& The employer refused permission. The JW left the premises anyway. The employer later attempted to issue the JW Employee a formal warning, but the JW Employee also refused to accept the warning. It is unclear whether the JW Employee then resigned, or was fired, but the JW Employee thereafter began legal proceedings in accordance with Danish law.
The Danish court ruled against the JW Employee. Evidently, the court "hung its hat" on the facts that the party was held on the jobsite during regular business hours, and that the party was attended by not only employees, but was also attended by clients and owners of the firm. Thus, the party was more than a simple office birthday celebration. Although not stated in the source summary, in all likelihood, the court probably felt that the low-level JW Employee could have remain present in the office at this "smoozing session" without directly participating in any "birthday party specifics" that would have violated WatchTower rules. Instead of leaving the premises, the JW Employee could have simply made herself scarce during the time when "specifics" occurred which she found objectionable.
In mid-December 2009, parents living in impoverished Floyd County, Kentucky, which is located in the Appalachian mountains of far eastern Kentucky, were angered when a Jehovah's Witness school bus driver, named Deanna Boyd (a/k/a DeeDee Boyd), passed out copies of a self-composed ANTI-CHRISTMAS and ANTI-BIRTHDAYS "letter" to all the students who rode her school bus. DeeDee Boyd's letter instructed parents not to send Boyd any Xmas gifts nor Xmas cards because, "I do not celebrate Christmas because I have research (sic) the beginnings of the holiday & it has false teachings & lies associated with it." Deanna Boyd's letter then went on to include a lengthy summary of all the reasons that the WatchTower Society forbids Jehovah's Witnesses from celebrating Christmas. Boyd's letter also took time to demonize birthday celebrations. Boyd's letter ended with a series of questions to the parents, including, "Do you know how serious lying is to God?", along with Boyd's answer that "Satan is the father of a lie," and "God will destroy those speaking a lie." The local Board of Education began an investigation into Deanna Boyd's actions. Outcome unknown.
EEOC v. BELK was a 2010-1 North Carolina federal court case. A 49 year-old female Jehovah's Witness named Myra Jones-Abid was employed from May 2008 until November 2008, at a Belk's Department Store, located in the Crabtree Valley Mall, in Raleigh, North Carolina. Myra Jones-Abid worked in Belk's GIFT WRAP department wrapping birthday and holiday gift purchases. However, when all gift wrappers were instructed to wear a Santa Hat and Apron during the Xmas holiday season, Myra Jones-Abid refused. Myra Jones-Abid was terminated that same day. Myra Jones-Abid sued Belk Inc. for back pay, reinstatement, compensatory damages, punitive damages, and injunctive relief. EEOC alleged that while the vast majority of Jehovah's Witnesses would never accept employment as a gift wrapper continuously wrapping birthday and holiday gifts, their JW Client's personal religious beliefs allowed her to do so, thus the only legal issue was their client's personal religious belief against wearing the Santa Hat and Apron. In March 2011, Belk settled the case with EEOC by paying $55,000.00, and agreeing to regularly training employees on the issue of employment discrimination, and submitting periodic reports to EEOC on the issue.
JW ELDERS HYPOCRISY
Today, 2017, this editor stumbled across a business website owned and operated by a JW ELDER and his wife. Interestingly, one of the principal functions of this JW ELDER owned and operated business is to provide daily rentals of various amusement apparatus for children's parties -- primarily CHILDREN'S BIRTHDAY PARTIES. JW ELDER has been appointed as an Elder in multiple congregations in multiple states as he, his wife, and their two young children have moved around the United States.
That hypocrisy reminded this editor of TWO JW ELDERS and TWO JW ELDERTTES whom once owned and operated a retail discount jewelry store which offered for sale all kinds of jewelry for all occasions, including Christmas and other holidays, birth months, etc. (What about "crosses", or other items supposedly not stocked? IF a customer specifically requested a certain type item, they would "special order" such for that customer.) What made their situation more hypocritical was the fact that the TWO JW ELDERS and their wives were all from large, extended JW Families, and this jewelry store was not a previously existing business -- not purchased, nor inherited. The hypocritical situation was that these TWO JW ELDERS (both in their early 30s) refused to work public jobs where they would be subject to the continual management of non-JWs, and both JW ELDERS had failed at multiple attempts to earn a living as "independent contractors". So, they started a brand new retail jewelry store, where they all four took turns clerking 9:00 AM - 9:00 PM (except meeting times). The business eventually failed -- probably because it was located in a small city where the two JW Males' families were well known to be anti-birthdays, anti-holidays, and anti-everything else Jehovah's Witnesses.
The following question was posted in 2006 on MONSTER.COM's employment related discussion board:
"Five months ago I hired a young (mid 20s) guy knowing he was a [Jehovah's Witness], he has two 6 yr old twin daughters just starting school. This guy thinks the world should revolve around him and his family and he Is not shy about making fun of people who celebrate holidays or birthdays. I have had several employees ask me "whats up" with him? I have told people of his faith and asked them to respect his beliefs. This guy has tried to bait me Into a debate about religion and moral beliefs, and he makes fun"out loud" of the corporate parties and celebrations. I have reminded him of all the wars and people that have died fighting about religion, and that I have heard enough. He wont stop, what to do now?"
The following was posted on a public discussion board in September 2006:
"I'm Jewish, but I don't consider it offensive when someone wishes me a merry Xmas. I'm happy that people are spreading joy during the Winter season, and they certainly have the best of intentions. But I once made the mistake of wishing Happy Holidays to a Jehovah's Witness at my work, and she was very offended. We certainly can't please everyone, but I found this to be way over the top. I made sure to wish her a Happy Birthday the next year, which I'm sure she didn't appreciate."
The original author posted various versions of the following edited employment scenario on various "help" websites in 2006:
I work in a kindergarten run by a Christian organization and a Jehovah's Witness was hired. During the interview she had been asked if she would be able to participate in holiday events or teach the children songs, crafts, etc. related to certain holidays such as Christmas, and she answered "yes", but mentioned a few exceptions -- like dressing up for Halloween or wearing a Santa costume, leading birthday parties, etc.
Well, we are 2 weeks away from a big Christmas musical event where her class is supposed to sing about 4 or 5 songs including solo parts, learn lines, etc. -- this was all explained back in September as being part of the schools curriculum and she had no objection to teaching the kids the music and lines, but did say she could not be IN the musical -- and she hasn't even begun teaching them now claiming that "she doesn't do Christmas".
All of the other classes have already learned their songs and we are supposed to be in the final practice phase of putting it all together! The parents are livid, not to mention the school's staff -- especially me since I am the program director and was on maternity leave the last couple of months and assumed her class would be ready for the final practice by this week!. Of course, I am even more livid with the principal for hiring her in the first place! As for the kids, at the moment I am scrambling to help them learn as many songs and lines as possible within this short time frame and am trying to coral all the parents to work hard with their kids at home. All other curriculum has been scrapped (besides lunch and a shorter recess) in that class until the performance, so these kids are going to be spending their entire waking hours for the next two weeks learning their lines and songs so they can perform -- btw, they are supposed to be the "stars" of the show because they are the graduating class. Poor, poor kids is right!
SHORT BIBLE TOPIC READINGS SELECTED FOR THOSE WITH JEHOVAH'S WITNESSES BACKGROUNDS
Wifely Subjection: Mental Health Issues in Jehovah's Witness Women
Jehovah's Witnesses and the Problem of Mental Illness
The Theocratic War Doctrine: Why Jehovah's Witnesses Lie In Court
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While at the University of Texas my painting was completely abstract and was influenced by the light and land around me. In 1970 I received a scholarship to the Skowhegan School in Maine where I had an opportunity to meet and learn from some of the most important and influential artists of that time such as Brice Marsden and Kenneth Noland. While there I was also influenced by realist painters Jack Beal and Gabriel Laderman. It was at Skowhegan that I began to turn towards realism. I have, since, tried to understand, through painting, what it means to be a contemporary realist — a painter of my culture and of my time. Primarily, I try to understand light and its vicissitudes since light reveals form, color, everything. After I moved to Crockett California in 1990 I became fascinated with plein aire painting. I felt that plien aire was perfect for my 20th-century consciousness. The painter observes and experiences the changes of weather, the changes of light, the flow of people, and, in general, the social-ecological environment. During the last several I have become dedicated to work in the studio. However, I find that my studio work is now informed and enhanced by the salient experiences of plein aire painting as well as the formal and poetic aspects of my earlier abstract work. In particular, I have become preoccupied with still life (the landscape of the table). The ability to direct and control light, to select forms, and color is exciting and provides new opportunities to explore and express the mystery of being, which I believe is always at the heart of creative endeavors.


This is the Journal of Robert Vonada, a Pennsylvania Attorney with twenty years of experience in Pennsylvania Workers' Compensation Law.
To make a comment, click on the "comments" link under each post.
Employees may obtain workers' compensation information and forms by calling the Bureau of Workers' Compensation Help Line at 800-482-2383.
Concerns for the Court Reporting Industry.