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Damages, Discrimination, Human Rights
The Evolution of Human Rights Damage Awards: Tribunals vs. Courts
The Ontario Human Rights Code was amended in 2008 to include s. 46.1 allowing courts to award damages for violations of the Code in wrongful dismissal cases. However, to date, only a handful of decisions have included such awards – Strudwick being the first, awarding s. 46.1 damages at the Ontario Court of Appeal.
With the recent award in G.M. v. X Tattoo Parlour, 2018 HRTO 201, released February 26, 2018, in which a womping $75,000.00 was paid to a 15-year-old sexual harassment survivor, a trend of rising damage awards for human rights violations begins to become evident. The question, as always, remains: should I bring my case before the Tribunal, or the Courts?
Below, I've compiled a list of court vs. tribunal decisions spanning 2013-2018. One thing is evident for sure: human rights damage awards are now more prominent than ever.
Wilson v. Solis Mexican Foods Inc., 2013 ONSC 5799 (September 12, 2013):
Facts: The employee, in her early 50's and a certified general accountant ("CGA"), worked as assistant controller and thereafter business analyst for the employer. Slightly over one year into the employment relationship, the plaintiff stopped coming to work due to a back ailment. The plaintiff's physician advised the employer that the employee was medically fit to resume work on a graduated basis. This proposal was unacceptable to the defendant company, who demanded the plaintiff be capable of returning to work full-time before making the transition. Following the sale of a branch of the corporation, the employer advised the plaintiff that many of her functions had become redundant, and that they were terminating her immediately.
Breakdown of Damages Award: The only direct evidence before the Court regarding loss of dignity and feelings of self-worth was the deposition of the plaintiff, where she stated she was "shocked, dismayed, and angered" by the pre-termination letter of the employer, rejecting her proposal for a graduated return to work. In awarding damages, Justice Grace considered two factors: first, the fact that the plaintiff had lost the right to be free from discrimination and experienced victimization, and second, that the defendant's breach of the Code was serious, and their conduct disingenuous. In these circumstances, an award of $20,000 under section 46.1(1) of the Human Rights Code was appropriate.
Partridge v. Botony Dental Corporation, 2015 ONCA 836 (December 3, 2015):
Facts: Ms. Partridge, aged 36, worked for the employer for seven years initially as a hygienist, and thereafter as a dental practice office manager. Following her return from maternity leave, the employer demoted her to her initial hygienist position, with reduced hours and pay. Ms. Partridge objected to the material change in her employment and reminded the employer of its obligations under section 53(1) of the Employment Standards Act, 2000 to return the employee to its former position. Although the office manager position was still available, the employer did not return Ms. Partridge to this position. Instead, the employer deliberately increased her work hours, creating a conflict with her children's day care pick-up schedule. Ms. Partridge's employment was then terminated for cause within a week of her return after her maternity leave. The alleged cause for termination advanced by the employer was that Ms. Partridge removed patient day sheets from the employer's premises, in breach of her employment obligations. Accordingly, she was dismissed immediately without notice or pay in lieu of.
Breakdown of Damages Award: The trial judge allowed Ms. Partridge's claim for wrongful dismissal. Justice Healey of the Ontario Superior Court concluded that the employer did not have cause, and awarded Ms. Partridge a twelve-month notice period. In addition, she concluded that the employer discriminated against Ms. Partridge on the basis of family grounds, and awarded her $20,000 in damages. Ms. Partridge was also awarded costs on a substantial indemnity basis.
With respect to the trial judge's findings of discrimination, the Court was satisfied that the employer's willful misconduct and its effects on Ms. Partridge were well-grounded in the evidence that the trial judge was entitled to accept. The Court also accepted the trial judge's conclusion that the employer's refusals to reinstate Ms. Partridge to the position of office manager following her maternity leave as well as the employer's reprisals in the form of creating an inflexible working schedule amounted to discriminatory treatment based on family status, including, but not limited to, her childcare obligations. In addition, the Court noted that the trial judge was entitled to accept Ms. Partridge's uncontested evidence that she had made a very complex arrangement with relatives and others whom she had asked to pick-up her children from daycare, despite the fact that such arrangements were not sustainable.
Accordingly, the Court concluded that the employer's improper actions caused injury to Ms. Partridge's dignity, feelings, and self-respect. They also materially affected her family's economic security, because of her family's financial dependence on her salary.
Bray v. Canadian College of Massage and Hydrotherapy, 2015 CarswellOnt 1232 (January 31, 2015):
Facts: The plaintiff went on maternity leave for a year after working for 9 years as a massage therapy instructor. When she returned to work, she received fewer hours, and diminished responsibilities in a less senior position. Accordingly, Mrs. Bray filed a complaint with the Ministry of Labour. Three months later, after receiving the complaint, the plaintiff's employer advised her that they would not be able to schedule her at all for the upcoming term. The plaintiff alleged that she was constructively dismissed as a result of the complaint she filed, and that this amounted to discrimination against her as a new mother, i.e. on the basis of family status.
Breakdown of Damages Award: The Court accepted that the employer's actions amounted to constructive dismissal. The court also accepted, based on an email from the employer referencing how hard it would be to balance her responsibilities as a new mother, that the plaintiff's sex and family status were factors in her adverse treatment. In awarding damages, the court cited both Wilson and Partridge. The Court concluded that these cases were similar on the facts as they also involved discrimination committed by an employer in conjunction with a wrongful dismissal complaint, and fixed compensatory damages at $20,000 under s. 46.1(1) of the Code.
Silvera v. Olympia Jewellery Corporation and Bazik, 2015 ONSC 3760 (June 16, 2015):
Facts: A retail store employee was repeatedly sexually assaulted and harassed by her supervisor, only to have her employment wrongfully terminated when she was absent due to complications from dental surgery. Throughout the course of her employment, the plaintiff's boss frequently made inappropriate and derogatory racial comments towards her, touching her, calling her into work after-hours and asking her to model, and on a number of occasions, sexually assaulted her.
Breakdown of Damages Award: The Court awarded damages at $90,344.63 for wrongful termination, aggravated damages at $15,000, punitive damages at $10,000, and $57,869.13 for lost income. Also ruling that the plaintiff was subject to sexual and racial harassment and sexual assault by her manager, the Court found that the employer and manager were jointly and severally liable, awarding $90,000 for general and aggravated damages; $10,000 for punitive damages; $30,000 for breach of the Human Rights Code; $42,750 for costs of future therapy care; and $33,924.75 for future loss of income.
With respect to the breach of the Code, Justice Glustein found that the manager was liable for breach of the plaintiff's right to equal treatment in respect of employment without discrimination because of race or sex under s.5(1) of the Code, and for breach of her right to freedom from harassment in the workplace by the employer or the agent of the employer because of race or sex under ss.5(2) and 7(2) of the Code.
With respect to damages under s.46.1, Justice Glustein relied on the principles set out in the decision of ADGA Group Consultants Inc. v. Lane, 2008 CanLII 39605 in which the Ontario Divisional Court emphasized the need to ensure damages are not set too low. The following considerations are to be made: "humiliation; hurt feelings; the loss of self-respect; dignity and confidence by the complainant; the experience of victimization; the vulnerability of the complainant; and the seriousness of the offensive treatment." Noting that the plaintiff had suffered "the full list of consequences to be considered," Justice Glustein awarded $30,000 in damages under the Code.
Strudwick v. Applied Consumer & Clinical Evaluations Inc., 2016 ONCA 520 (June 30, 2016):
Facts: The plaintiff was employed by the defendant company as a data entry clerk, and later a recruiter. She lost her hearing after 14 years of employment, for undetermined medical reasons. Almost immediately after the plaintiff became deaf, her direct supervisors commenced a campaign of harassment and abuse against her, including communicating with her in a way that she would not understand and later verbally abusing her for not understanding; chastising her for not answering the phone; demanding a doctor's note identifying the exact cause of deafness, and later calling her "too cheap" when she produced hearing tests instead; and suggesting that she "just quit" and "go on disability". In addition, her supervisors advised others not to speak with her, and instructed them to torment her. Finally, all of the plaintiff's requests for accommodation were denied as "unnecessary".
Approximately one year and 8 months after her deafness occurred, the plaintiff's supervisor humiliated her in front of 13 employees, and proceeded to fire her in front of his colleague and another employee for wilful misconduct and insubordination, referring to a "stunt" that occurred the night before. She did not receive outstanding pay until the Labour Community Service of Peel Region intervened on her behalf. The employer also interfered with her ability to collect E.I.
Following her dismissal, the plaintiff was diagnosed with an adjustment disorder with mixed anxiety and depression as a result of her treatment at work. The plaintiff sought damages for wrongful dismissal at $240,000, restitution under s. 46.1 of the Human Rights Code, general damages for breach of good faith, punitive damages, exemplary damages, and an unspecified amount for loss of benefits during the notice period.
Breakdown of Damages Award: Justice Grant Dow awarded damages for wrongful dismissal in the amount of $113,782.79, including prejudgment interest, plus $40,000 in costs. In addition, considering the employer's "unconscionable conduct" and "abject failure to consider or accommodate the plaintiff despite repeated, reasonable and varied requests", he awarded $20,000 in damages under section 46.1 of the Code. The plaintiff appealed, seeking $1,019,384.80, and the employer cross-appealed the costs award. The plaintiff argued that $20,000 was "too low" for damages under the Code, considering her particular vulnerability and the egregiousness of the mistreatment. She also contended that the judge had erred in basing his award of damages for mental distress solely on the cost of her treatment rather than compensation for the injury itself. She claimed damages of $150,000, as well as $200,000 in aggravated and $150,000 in punitive damages. The employer maintained that the aggregate amount of the plaintiff's claim could not exceed the amount set out in her statement of claim of $240,000, plus compensation for loss of benefits.
The Ontario Court of Appeal allowed the appeal, ruling that the motion judge had erred in his assessment under several heads of damages, and increased the plaintiff's award to $246,049.92. First, the Court found that the plaintiff should have been allowed to amend her claim. Second, an appellate court could review a damages award as held in Naylor Group Inc. v. Ellis-Don Construction Ltd., 2001 SCC 58. The Court ultimately found that the judge had strayed "so far from well-established principles of damages for wrongful dismissal, notably, by failing to recognize and compensate for the particular egregious nature of the harassment suffered by a vulnerable employee over a significant period of time, forcing her out of her job." The Court emphasized that damages under s. 46.1 of the Code are designed to "remedy the effects of discrimination" and identified two flaws in the motion judge's analysis. First, the judge failed to consider the impact of discrimination on the plaintiff, including her "immediate feelings of isolation, anxiety, stigmatization, and humiliation", as well as subsequent diagnoses of depression, anxiety, and an adjustment disorder; her vulnerability; and her inability to object to the offensive conduct for fear of losing her job. Second, although acknowledging that the motion's judge considered the employer's "abject failure" to accommodate the plaintiff, the Court considered the judge to have erred by "not taking into account an important exacerbating factor – that the company's victimization of the plaintiff went beyond failing to accommodate her hearing loss; much of it was actually designed to increase the difficulties she was experiencing at work." Opining that the Court was "obliged to interfere" as a result of these two errors, Justice Epstein found that $40,000 was a more appropriate award. In her view, the effect of the employer's victimization was profound, and prolonged. The evidence demonstrated she suffered stringent emotional and physical difficulties as a result of the employer's abusive treatment of her. Her circumstances as a widow who had acquired a serious disability late in life and who had no other source of income, made the effects of the discrimination particularly severe. Moreover, the employer had refused every single one of the plaintiff's requests for accommodation, even those she offered to pay for herself. It then took steps to exacerbate the impact of her deafness on her ability to perform to force her to resign. When that did not work, it fired her for a "frivolous and particularly offensive reason and in a manner intended to cause maximum embarrassment." Justice Epstein also took issue with the motion judge's quantification of damages for the tort of intentional infliction of mental distress. She found the plaintiff was entitled to an additional $11,310 in damages for the cost of an interpreter while undergoing therapy. The motion judge had also erred in declining to award aggravated damages, though there was some overlap between the damages awarded. In any event, Justice Epstein awarded $70,000 in aggravated damages. Finally, she considered $55,000 to be a more appropriate amount for punitives.
Justice Epstein opined that the employer was jointly and severally liable for tort, and vicariously liable for discrimination under the Code, for failing to deal with the harassment and creating a poisoned work environment. She also saw no reason to vary the costs award, and dismissed the employer's cross-appeal.
Epstein therefore allowed the appeal, arriving at a damages total of $247,850.79. After taking into account the $240,000 limit on aggregate damages imposed by the initial statement of claim, and adjustments related to loss of benefits, a final total of $246,049.92 was awarded.
This is the first case where damages for human rights violations had been ordered by the Ontario Court of Appeal. In deciding to double the amount of damages under s. 46.1 to $40,000, the appellate court relied in part on Arunachalam v. Best Buy Canada, 2010 HRTO 1880, in which the Ontario Human Rights Tribunal set out two primary criteria for evaluating such damages: the objective seriousness of the conduct, and the effects on the applicant who has experienced discrimination. Ruling that the lower court judge failed to adequately consider the impact of discrimination on a particularly vulnerable employee, and that the failure to accommodate was intended to force her to leave her job, the Court of Appeal considered $20,000 inadequate. In its discussion, the appellate court referred to the decision Silvera v. Olympia Jewellery Corp., 2015 ONSC 3760. In its closing remarks, the Court indicated that it would have awarded higher amounts had it not been limited to the $240,000 set out in the original statement of claim.
Doyle v. Zochem Inc., 2017 ONCA 130 (February 15, 2017):
Facts: Doyle worked for the defendant Zochem for nine years as the company's plant supervisor. She was the only woman who worked at the company, and was sexually harassed by another employee, Rogers, the plant maintenance manager. At a July 14, 2011 meeting, Doyle raised legitimate safety concerns relating to operational logistics at the plant. In response, she was mocked by Rogers and another co-worker who, at the time, was aware that Doyle was going to be terminated in the near future. Doyle complained to the General Manger, Wrench, that she had been sexually harassed by Rogers.
On July 19, 2011, Doyle was terminated without cause. Among other things, the employer was found to have taken Doyle's keys from her purse without permission, in order to bring her car around to the front of the building at the time of her termination; pressured Doyle into signing a release upon termination; pressured Doyle not to pursue her claim of sexual harassment to protect Rogers' reputation; misrepresented to Doyle that her job was safe although the decision to terminate her employment had already been made; and recruited other employees to 'dig up dirt' on Doyle to discredit her in an attempt to justify her termination.
Breakdown of Damages Award:
Trial Decision:
In addition to notice of her termination, the trial judge awarded Doyle $25,000 in damages for violations of the Code, finding that the plaintiff's gender and her sexual harassment complaint were likely the most significant reasons for her termination. Furthermore, the Court awarded $60,000 in moral damages, as a result of the manner in which Zochem dismissed Doyle.
Decision on Appeal:
The employer appealed the trial judge's decision on the basis that the facts that gave rise to the human rights damages also gave rise to the award for moral damages, and thus the employee was compensated twice for the same wrong. Specifically, the issues on the appeal were as follows:
Should the award of $60,000 for moral damages be reduced?; and
Was the trial judge's decision to consider both pre and post termination conduct in its award of moral damages appropriate?
The Court of Appeal did not reduce the moral damages awarded by the trial judge due to the employer's "double recovery" argument. While there was some overlap in the conduct the Court relied on to award both human rights damages and moral damages, there were many instances of misconduct by Zochem which grounded the award of moral damages, but did not ground the award of human rights damages. In addition, the Court held that the $60,000 for moral damages was in line with previous case law. With respect to the consideration of pre and post termination conduct, the Court of Appeal held that it was reasonable to consider both in the assessment of whether moral damages are warranted.
Ellis v. Artsmarketing Services Inc., 2017 CanLII 51563 (March 16, 2017):
Facts: The plaintiff was employed by the defendant company for over nine years as a telemarketer. For the large majority of her employment, the plaintiff worked on Mirvish Productions campaigns, selling tickets to their numerous productions. She even won prizes for her top sales performances. Generally, telemarketers would sign an employment contract with the defendant company to work on a given campaign. The plaintiff had signed one of these employment contracts which commenced in February 2016.
Ms. Ellis was terminated from the Mirvish campaign on April 1, 2016, approximately two months after the commencement of the campaign, allegedly for her poor sales performance. There was some debate as to whether she had resigned from the company after being removed from the campaign or whether she had been terminated. The judge found that she had been terminated.
With respect to her Record of Employment ("ROE"), the plaintiff sought it as soon as she was dismissed. However, the defendant company seemed to delay providing it, based on its position that the plaintiff had not been terminated.
Breakdown of Damages Award: Deputy Judge Prattas of the Ontario Small Claims Court noted that regardless of the failure to agree on whether Ms. Ellis had been terminated or had quit, an employer wasrequired to provide a ROE directly to Service Canada within seven (7) days of an interruption of earnings. Deputy Judge Prattas went on to say the following:
[56] Even if the defendant felt that it had not terminated the plaintiff from the company on April 1, 2016, it certainly knew by June 2016, when it was served with the Plaintiff's Claim, which had been commenced on May 31, 2016. Yet despite this the defendant did not issue a ROE until August 12, 2016 and when it did issue it the defendant declared that the reason of termination was that the plaintiff had "quit".
[57] If the plaintiff had "quit" as alleged by the defendant, then, why didn't the defendant issue the ROE much earlier than August?
[58] This intentional act of the employer in inordinately delaying issuing the ROE and the declaration of "quit" resulted in the plaintiff being denied employment benefits, which in turn resulted in financial hardship of the plaintiff who had to borrow money from others, including family members, to meet her needs.
[59] It is trite to repeat that an employer must promptly submit the ROE whenever there is an interruption in earnings. This was acknowledged by [the company's Director of Human Resources] in his testimony. It is obvious that the dithering by the defendant for about five months before submitting the ROE is inexcusable and caused the plaintiff stress and inconvenience for no good reason.
[60] Jurisprudence has allowed the recovery of inconvenience damages under a variety of circumstances. See the following cases: Jarvis v. Swans Tours Ltd. [1973] 1 All ER 71; Fuller v. Healey Transportation Ltd. (1978), 1978 CanLII 1693 (ON SC), 22 O.R. (2d) 118; Tanglewood (Sierra Homes) Inc. v. Bell [2010] O.J. No. 2344; Foghi v. MCI Travel Ltd., [2013] O.J. No. 1759; Karampatos v Torabipoor, [2004] O.J. No. 4255;
[61] Taking into consideration what the plaintiff went through as a result of the defendant's deliberate act of not promptly submitting the ROE and the initial rejection of the plaintiff's application for employment benefits, I think that the sum of $1,000 is an appropriate, fair and proper amount under these circumstances for inconvenience damages to be paid by the defendant to the plaintiff.
The judge denied the plaintiff's claims for aggravated and punitive damages. Based on an annual salary of $13,712.40, the amount for reasonable notice damages for nine months in favour of the plaintiff was calculated to be $10,284.30.
University of British Columbia v. Kelly, 2016 BCCA 271 (June 24, 2016):
Facts: The respondent was a resident in family medicine at the University of British Columbia. He suffered from ADHD. The University attempted to accommodate the respondent to resolve his difficulties but finally dismissed him from the program, on the basis of unsuitability. The Tribunal found that the respondent's disorder was the sole or predominant factor in his dismissal, and constituted prima facie discrimination. The University had not discharged their duty to accommodate, up to the point of undue hardship. The Tribunal ordered substantial compensation for lost wages, and damages for injury to dignity. The trial judge found that the Tribunal's award with respect to lost wages was reasonable, but set aside the award for damages as it was more than double the previous high water mark for such an award.
Breakdown of Damages Award: The British Columbia Court of Appeal restored the Tribunal's award of $75,000 in general damages, for loss of dignity and self-respect. The Court did not believe that it was patently unreasonable for the Tribunal to exceed the range of previous awards for damages, so long as the award was based on the facts. There was ample support in the factual record supporting the deleterious subjective effect the conduct of the University had on the applicant. In the circumstances, a high award was reasonable.
Turning first to the analysis for prima facie discrimination, Justice Donald, writing for the court, endorsed the Tribunal's ruling that modifications should be considered only in the bona fide occupational requirement stage and were not relevant to the prima facie analysis, supported by a consideration of the scheme of the Code. Justice Donald also endorsed as reasonable the Tribunal's finding of a nexus between the plaintiff's disability and his adverse treatment. However, he did take issue with the lower Court's decision that the injury to dignity award was patently unreasonable, emphasizing that "ranges established by previous cases play a more diminished role in the Tribunal's determination of an award for injury to dignity." Ruling that the Tribunal's award was rational, and based on the evidence, CK suffered emotional hardship (e.g. depression, dejection, disturbance with personal relationships, embarrassment and despair), it was appropriate for the Tribunal to weigh in.
The Tribunal held that, with respect to injury to dignity, there was no legislative cap on the amount that may be awarded under this head of damages. An award for $75,000 was "reasonably proportionate." Stating that the "gravity of the effects of the discrimination in this award warrants a substantial award for damages…" because of the respondent's opportunity to complete his medical residency program, to apply for licensing, and to practice in the career of his choosing for which he had spent considerable time and resources, he was significantly delayed and was in a vulnerable position both as a student and resident who suffered from a mental disability.
(O.P.) v. Presteve Foods Ltd., 2015 HRTO 675 (May 22, 2015):
Facts: The complainants were two temporary foreign workers from Mexico working at a fish processing plant. The workers alleged that the employer subjected them to unwanted sexual solicitations and advances, sexual assaults and touching, a sexually poisoned work environment, and reprisal. The adjudicator described in detail a horrifying and persistent pattern of unwanted sexual solicitations and sexual touching in and outside of the workplace. There were pending criminal proceedings in relation to some of the complainants' allegations.
Breakdown of Damages Award: Given the truly outrageous nature of the conduct, the adjudicator granted an award of $50,000 as compensation for injury to dignity, feelings and self-respect for one complainant, and $150,000 for the other. Having found that the incidents alleged by both complainants occurred, Vice-Chair Hart held that the employer, as owner and principal of the company in a position to confer, grant, or deny a benefit, subjected the complainants to "a persistent and ongoing pattern of sexual solicitation and advances", and threatened retaliation if refused, contrary to ss. 7(2) and 7(3)(a) of the Code. Moreover, these sexual solicitations, advances, and harassment created a poisoned work environment, contrary to s.5(1) of the Code. Noting that the advances took place in the employer's office and therefore the workplace, Hart held that the incidents that took place outside of the workplace (in the car and at dinner) also had a "sufficient connection" to the women's employment to be considered sexual harassment in the workplace, citing C.U. v. Blencow, 2013 HRTO 1667. Vice-Chair Hart held that the actions of the employer in phoning one complainant outside of work hours was discriminatory and "manifestations of an attempt by him as a man to exercise power, control, dominance and authority", and phone calls to one complainant when she was in Mexico to meet were contrary to s. 7(3) of the Code.
Turning to liability and damages, Hart found that Presteve was clearly the directing mind of the corporation. Based on a review of past Tribunal decisions, an award of $150,000 was appropriate to compensate one complainant for injury to dignity, feelings, and self-respect, stating that "the unprecedented nature of [the employer's] conduct in this case justifies a very significant award" and was warranted on "the basis of [the complainant's] vulnerability as a migrant worker."
Noting that damages for injury to dignity are compensatory rather than punitive, Vice-Chair Hart cited the decision, ADGA Group Consultants Inc. v. Lane, 2008 CanLII 39605 in which the Ontario Divisional Court confirmed that an award to compensate for the "experience of victimization" is based upon a number of considerations, including: the impact of the infringement; the duration, frequency and intensity of the offensive conduct; the vulnerability of the complainant; objections to the offensive conduct; and knowledge that the conduct was unwelcome. The Vice-Chair also relied on the decision Arunachalam v. Best Buy Canada, 2010 HRTO 1880 in which the Tribunal set out two primary criteria for evaluating such damages: "the objective seriousness of the conduct and the effect on the particular applicant who experienced discrimination."
First, the respondent abused his position of power in relation to the complainants to sexually torment them. In the case of the second complainant with the higher damage award, the respondent was asked and felt compelled to perform certain sex acts with him. The objective seriousness of this conduct justified a large award. Second, both complainants were particularly vulnerable individuals, who feared that if they did not comply with the demands of their employer they would have their employment terminated and be sent back to Mexico. The conduct affected both complainants very seriously. This factor also militated in favour of a larger damage award.
Toronto Community Housing Corp. and OPSEU, Re., 2016 CarswellOnt 6420 (April 19, 2016):
Facts: In this case, the grievor was subjected to a poisoned work environment in that rumours were circulating in the workplace that she had engaged in an inappropriate sexual relationship with a supervisor and was thereby in receipt of preferential treatment at work. The Grievor alleged that the rumour caused resentment, anger, and frustration in co-workers who came to believe that the she was receiving unwarranted workplace benefits, leading to an untenable workplace environment for all. The rumour persisted in the workplace from at least early 2006 until sometime in 2008.
The employer failed at various opportunities to investigate, intervene, or act in any concrete way to counteract the resulting poisoned work environment. The plaintiff alleged failure to act on the part of the employer.
Breakdown of Damages Award: The Tribunal held that both the seriousness of the conduct, and the impact of that conduct in Presteve Foods Ltd., went far beyond the conduct here and was readily distinguishable. The decision in Staubach Ontario Inc. dealt with an employer's responsibility for a poisoned work environment. In that case, the applicant was subjected to a poisoned work environment for a period of about two years until her employment was terminated, contrary to the Code. The applicant, a real estate agent, had been disparaged on the basis of her sex by other agents working with her and a rumour had circulated that she was engaged in a sexual relationship with her manager. The employer failed to adequately respond, and then terminated her employment ostensibly because of her behaviour. An award of $30,000 in damages was made. In Heintz v. Christian Horizons, the Tribunal (prior to the 2008 Code amendments), ordered an employer to pay $10,000 in general damages in respect of the poisoned work environment, and a further $500 in damages for the willful and reckless infliction of mental anguish arising from the poisoned work environment. Of the cases referred to, the adjudicator found that Staubach Ontario Inc. and Christian Horizons provided guidance. "In my view, the circumstances in this case are more compelling than those in Quality Meat Packers. In this case the conduct leading to the poisoned work environment was specifically directed at the grievor (rumour mongering rather than generalized sexually explicit shop talk). It also continued for a significantly longer period without adequate intervention from the employer. Having regard to all of the above, I hereby direct the employer to pay to the grievor as general damages the sum of $10,500.00 within 60 days of the date of this award."
C.K. v. H.S., 2014 HRTO 1652 (November 13, 2014):
Facts: The applicant in this case alleged that the individual respondent sexually assaulted her shortly after she began working for the organization as a receptionist. She testified that she had trusted the respondent, who told her that he is a doctor and allowed him to take her blood pressure. It was then that he sexually assaulted her. The applicant argued that in the immediate aftermath of the assault she felt shaken, was frozen in shock, and was afraid the respondent may become violent. She stated that the assault was humiliating, and caused her to be hurt and embarrassed. Her evidence was that she could no longer be in a confined environment with a man and that the incident had left her anxious and had had serious negative effects on her. The applicant became socially withdrawn, and avoided contact for about a year after the incident.
Breakdown of Damages Award: The Tribunal held that there was no question that the respondent's sexual assault of the applicant amounted to sexual harassment under section 7(2) of the Code. The respondent was the applicant's co-worker, and the incident occurred in their workplace. The actions were obviously highly offensive and the respondent knew or ought to have known that his conduct toward the applicant was unwelcome:
"In my view, the incident … can be seen as a course of vexatious conduct as the respondent committed a series of escalating acts of touching the applicant in a sexual manner, albeit in a short period of time, which the applicant rejected. Alternatively, if the assault is seen as a single incident, I have no difficulty finding that the respondent's actions, a sexual assault, were sufficiently egregious to amount to sexual harassment under the Code."
The Tribunal found that in light of the finding of fact that the respondent exercised no authority over the applicant, the applicant could not establish the required elements of section 7(3) of the Code. With respect to injury to dignity, feelings and self-respect, the Tribunal quoted ADGA Group Consultants Inc. v. Lane, in which the Divisional Court confirmed that the factors to be considered in setting the amount of damages include: humiliation, hurt feelings, the loss of self-respect, dignity and confidence by the applicant, the experience of victimization, the vulnerability of the applicant, and the seriousness of the offensive treatment. Finally, in light of Smith v. The Rover's Rest, 2013 HRTO 700 (CanLII), in which the Tribunal noted that recent Tribunal decisions that have considered sexual harassment and related issues in the context of employment having resulted in a range of awards, ranging roughly between $12,000 and $50,000 depending on the severity of the harassment and the effect on the applicant, the facts of the case supported an award of damages for injury to dignity, feelings and self-respect at the upper end of the range identified in Smith. Accordingly, the Tribunal awarded $45,000 for injury to dignity, feelings and self-respect; $6,760 less deductions required by law as compensation for lost wages; and pre-judgment interest.
G.M. v. X Tattoo Parlour, 2018 HRTO 201 (February 26, 2018):
Facts: The complainant filed a complaint under the Code alleging discrimination in employment as a result of sex, sexual harassment, sexual solicitation or advances, gender identity, and age. The damages sought were for "injury to dignity, feelings and self-respect".
While alone in the employer's tattoo parlour, the respondent steered conversations between him and the applicant, who was a 15-year-old unpaid intern, to sexual topics, asking her which genders she was attracted to and which sexual positions she liked. He put his finger in her vagina and touched her breasts with his mouth, as well as invited her to touch his penis, which she did to appease him, the Tribunal said. He also offered her money and a free tattoo for sex.
Breakdown of Damages Award: In a separate criminal trial, the respondent-owner was convicted of sexual touching and sexual interference, and sentenced to nine months. He had also plead guilty to sexual assault but that charge was stayed.
The applicant asked that the findings of the criminal trial be accepted as fact at the Tribunal hearing, which they were. The respondents did not oppose the request.
Both parties agreed that the terms of the internship constituted employment under of s. 5 of the Code, which relates to equal treatment with respect to employment.
The Tribunal awarded $75,000 in damages. The Court held that the amount of damages reflected the egregiousness of the actions by the respondent. The applicant's counsel emphasized the power imbalance between a boss and family friend and a 15-year-old, the betrayal of trust and her vulnerability as an unpaid intern intent on pursuing a career in the tattoo industry. The applicant cited several other cases of sexual harassment and sexual assault where the damages awarded were on the high end, including O.P.T. v. Presteve Foods Ltd., where the damages were $150,000 and $50,000.
A.B. v. Joe Singer Shoes Limited, 2018 HRTO 107 (January 24, 2018)
Facts: The applicant was a retail store employee of the defendant for over 18 years. She immigrated to Canada in 1979. The applicant moved into the apartment above the retail store, shortly after the commencement of her employment making the defendant her landlord as well. The applicant alleged that her employer sexually harassed her and assaulted her over a period of several years, equally while working as an employee and living as a tenant. In addition, the defendant-employer/landlord engaged in harassment, scolding her for her physical appearance, language skills and making statements regarding her place of residence.
Breakdown of Damages Award: The Tribunal awarded $200,000.00 in monetary damages for the applicant's injury to dignity, feelings and self-respect. Although it noted that the evidence before it was overwhelmingly "he said/she said" , the Tribunal concluded, much like in Presteve, that the applicant was particularly vulnerable, and depended on her employer for both work, and her residence. She was unable to escape the harassment.
Lessons Learned: Human Rights Tribunal Awards vs. Court Awards:
In a wrongful or constructive dismissal case involving discrimination or harassment, a complainant and/or plaintiff is generally not distressed about the dismissal itself, but what the employer did to hurt them and/or their feelings. Human rights damages are not taxable, whereas entitlements to reasonable notice are. Therefore, a human rights complaint is ideal for both employers and employees – it allows the complainant or employee to walk away with a larger amount, and the employer to take a smaller hit. The opportunity to settle for a lower amount works to both sides' advantages. There are also benefits to litigating in one forum. Keeping in mind that despite s. 46.1 of the Code a civil action must have a stand-alone cause of action, the courts allow human rights complaints and civil remedies to be pursued in unison. The opposite is not true – therefore, a human rights complaint which is tossed by the Tribunal could bar the employee of all civil remedies.
On the other hand, it has been said that the Human Rights Tribunal has been consistent at moving fairly quickly to mediation. In addition, mediators in civil cases generally do not always have human rights expertise, and as a result, are not always well-equipped to provide the necessary advice.
Note that finally, the Human Rights Tribunal does not allow for the recovery of costs. As a result, applicants may recover on the merits of the case, but still must pay their legal fees. To balance this inconvenience, plaintiffs in civil claims may always face onerous cost awards.
Tara Vasdani
Articles by Tara Vasdani
Good Faith and the Unfettered Right to Terminate – the Ontario Court of Appeal Got it Right
What to do about federally-regulated employees? Can you bring a federal human rights complaint within the body of a civil suit?
Google's new AI System – What Does It Mean for the Legal World?
Gail Galea as THE face of Moral and Punitive Damages
The Escalating Reasonable Notice Period: What does it mean for Employers, and who are these "Exceptional" Employees?


text:
Wiener Spielkartenfabrik Ferd. Piatnik & Söhne, commonly referred to as Piatnik, is an Austrian playing card and board game manufacturing company based in Vienna.

History
The company was founded in 1824 by the card manufacturer Anton Moser (1784–1842) in Vienna's 7th district. Upon his death, his professional colleague the Hungarian-born Ferdinand Piatnik (1819–1885) took over in 1843, marrying Moser's widow a few years later.  Piatnik's three sons joined the ranks in 1882 adding their names to their father's company name.

Ferdinand died in 1885, leaving the successful business to his sons and his widow. In 1891, a new factory building was built on Hütteldorfer Straße in the 14th district. In 1896, the firm of Piatnik Nándor és Fiai was founded as a sister company. Piatnik continues to expand and in 1899 bought the playing card manufacturer, Ritter & Cie in Prague. As early as 1923 Piatnik received an 'irrevocable' national award and thus the right to use the Austrian coat of arms in its business in perpetuity. In 1939, the Viennese parent company was incorporated into the family limited partnership Wiener Spielkartenfabrik Ferd. Piatnik & Sons.

After the war, multi-colour offset printing was introduced in 1951. In 1956, the playing card factory expanded its range to include board games, and puzzles have also been produced since 1966.

Piatnik Wien has since established itself as a major business, having sold 25 million packs of cards (including Tarot, Tarock, Bridge, Préférence, Schnapsen, Double German and French packs), one million puzzles and one million board games (such as Activity, Tick Tack Bumm, Abalone, Pass the Pigs and Scrabble) in over 72 countries. The firm offers more than 200 social and family games and 1,000 play card pack variants.

In 1962, the factory premises in Vienna were expanded to include several reinforced concrete halls, and again in 1985.

In 1990, Activity was released, an entertainment game for children and adults that has been translated into five languages. Meanwhile, 15 different variants of the successful party game have appeared. Thanks to the ProSieben game show, Extreme Activity, this variant is now also available for purchase as a game.

The first subsidiary was founded in 1989, Piatnik of America. It was followed by subsidiaries in Germany, Czech Republic and Hungary.

Today Ferdinand G. Piatnik (4th) and Dieter Strehl run the business and the next generation is already in training. The company has around 200 employees worldwide, around 150 in Vienna. According to the company, around 10,000 board games, 100,000 playing card packs and 4,000 puzzles are sold in over 60 countries around the world every day.

In 1997 in Vienna, Penzing (14th district) the  Ferdinand-Piatnik-Weg  was named after the founder of the company.

In 2010 over 2 million games, 1 million puzzles and 25 million game packages were produced in Vienna. The turnover was 27 million euros.

Today, with sales subsidiaries in Germany, the Czech Republic, Hungary and the US, Piatnik is Austria's largest game publisher and a leading provider of games in Europe. The traditional Viennese company is represented in 72 countries with board games, playing cards and puzzles.

See also
List of game manufacturers

References

External links

  (German and English)
 Piatnik UK
 Spielemuseum.at: 175 Jahre Wiener Spielkartenfabrik Ferd. Piatnik & Söhne (pdf; 1.8 MB)
 Eva Offenthaler: Auf die richtige Karte gesetzt: der Spielkartenfabrikant Ferdinand Piatnik I. – Biography of the Month on the home page of the Austrian Biographical Lexikon (July 2015).

Manufacturing companies based in Vienna
Companies established in 1824
1824 establishments in the Austrian Empire
Playing card manufacturers
Austrian brands

redpajama_set_name: RedPajamaWikipedia


Get the Midas touch going for you with the E12C6545 eyeglasses from Graviate by Coolwinks. Identifying your true flair with rectangle frames in black color, these specs get you applauded for the niche style statement you carry. An ideal match for those with round & oval-shaped faces, these glasses pair along with every attire of your choice and are a worthy addition to your collection. Actual product colors may vary slightly from colors shown on your Computer/Mobile Screen.


text:
Praxis Precision Medicines, Inc. (PRAX)
NasdaqGS - NasdaqGS Real Time Price. Currency in USD
Market Cap 694.256M
Beta (5Y Monthly) N/A
Earnings Date Mar 15, 2022 - Mar 21, 2022
Praxis Precision Medicines Announces Publication of Preclinical Data Highlighting Differentiated and Potent Antiepileptic Activity of PRAX-562
PRAX-562 demonstrated robust preclinical antiseizure activity and exhibited an improved preclinical tolerability profile compared to standard-of-care Praxis expects to initiate a Phase 2 trial in the first half of 2022 to explore the potential for PRAX-562 to treat rare DEEs BOSTON, Jan. 18, 2022 (GLOBE NEWSWIRE) -- Praxis Precision Medicines, Inc. (NASDAQ: PRAX), a clinical-stage biopharmaceutical company translating genetic insights into the development of therapies for central nervous system
A number of insiders bought Praxis Precision Medicines, Inc. (NASDAQ:PRAX) stock last year, which is great news for shareholders
It is usually uneventful when a single insider buys stock. However, When quite a few insiders buy shares, as it...
As Annovis Bio, Inc.'s market cap (NYSE:ANVS) drops to US$117m, insiders might be questioning their decision to buy earlier this year
Bullish Rekor Systems, Inc. (NASDAQ:REKR) investors are yet to receive a pay off on their US$624k bet
Praxis Precision Medicines to Host Movement Disorder Day on December 17, 2021
BOSTON, Dec. 10, 2021 (GLOBE NEWSWIRE) -- Praxis Precision Medicines, Inc. (NASDAQ: PRAX), a clinical-stage biopharmaceutical company translating genetic insights into the development of therapies for central nervous system (CNS) disorders characterized by neuronal imbalance, today announced that the Company will host a Movement Disorder Day from 9:00 a.m. to 12:00 p.m. ET on Friday, December 17, 2021 virtually and in New York City. During the event, Praxis' management team will review the Compa

redpajama_set_name: RedPajamaCommonCrawl


Was this useful? Why not come and give us an example of this saying on our Facebook page or on Twitter @bell_englishAuthor: David HetheringtonI've been the target of personal attack several times as a minister in a church in Texas for 15 years: This bracelet will look awesome if you will appear in a blue or green dress, hotcourses? Velvet tailored cape is worn atop the same fabric pullover and teamed with knife pleated skirt, grey skinny pants and the same color booties, What is a preposition? What is a participle? And why should I care anyway? I'm not going to answer those questions, but I will say that grammar is important because it is useful, We see a great cover-up for making a statement in the streets; com and ASOS, We see a blue A-line shearling coat worn atop checMens Canada Goose MORAINE SHELL JACKET Red Mid Grey top sale 2016kered sweater that is styled with pleated camel ankle-length trousers, The results can be amazing!You may also liMens Canada Goose MORAINE SHELL JACKET Red Mid Grey top sale 2016ke: IELTS band descriptors, A quick fix for prefixes, Prepare for IELTS writing - part one!
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words and phrases by using an article from a weekly magazine like Prospect, New Statesman or The Spectator, or a long opinion piece in a broadsheet newspaper, An honest, personal account of your interest in your chosen subject will go a long way! What wisdom coming from a high school junior grade 2, This way works well for me, We see male model who appears on the runway wearing a black tailored outerwear atop waistcoat, black turtleneck and slim-fit pleated trousers tucked in glossy black rainboots; You could travel for a year, or get a job; We're sorry to say it, but the only way to get good at an exam is by doing practice papers, Yes, my boy!
Additionally, a 404 Not Foundy how words should be said, We see a burgundy striped dress styled with a long cape and burgundy wide-brim hat.


If you are managing properties on behalf of owners, you will want to provide them with income and expense reports or exports to show them the income and expense of each of the properties. This solution offers several reports and exports they may find useful.
Reports in Chintaro are in a paper based format. To see the income and expense reports in Chintaro, from the Home Screen, click Reports and Exports, then Reports, and Finance.
If you would like an Income and Expense report that shows the owner the total income, expense and amounts of each Property by transaction type, select the Property Income and Expense report.
Select the Property you would like to print the report for in the Select Criteria at the bottom of the screen (or leave blank to report on ALL properties) and enter the Start Date and End Date of the period you want to report on.
Exports from Chintaro can be viewed in several different formats, including CSV and Excel. To see the income and expense exports in Chintaro, from the Home Screen, click Reports and Exports, then Exports, and Finance.
If you would like an Income and Expense report that shows the owner the total income, expense and amounts of each Property by transaction type, select the Property Income and Expense By Transaction Type export.
Select the Property you would like to print the report for in the Select Criteria at the bottom of the screen (or leave blank to report on ALL properties), select the Program you would like to report on from the drop down list (or leave blank to populate the export with ALL Programs) and enter the Start Date and End Date of the period you want to report on.
If the owners of your properties prefer paper based reports, you have several options.
To print a ledger for a period of time, go in to the Property you'd like to print the statement for and click Property Transactions. In the middle of the screen, click the button Print Statement and an Optional Statement Start Date box will appear.
Click Print to print the statement for the owner.


IGAD was established in 1986 as IGADD, with a mandate to mitigate drought effects and combat desertification in the East / Horn of Africa region. The vision of the organization is "IGAD will be the premier regional organization for achieving peace, prosperity and regional integration in the Horn of Africa". IGAD Mission is "To assist and complement the efforts of the Member States to achieve, through increased cooperation; Food Security and environmental protection; Promotion and maintenance of peace and security and humanitarian affairs, and Economic cooperation and integration.
All these things are very good and important for the people of the region. But nothing delivered by this organization "IGAD". So, IGAD have failed or lacks capacity and commitment to bring solution for droughts and food insecurity and environmental protection; to assist and complement the efforts of the member states to achieve; to increase cooperation, cooperation and integration among the members; promote and maintain peace and security (critical analysis of conflict transformation and strategies for success in the Horn's Future), and also displacement.
IGAD is / was not willing to discuss and propose solutions for the humanitarian crisis and conflicts in the member states and the regions in these countries; for instance there was / is Ethiopian problems and interventions in the others issues (i.e. Somalia, Kenya, Sudan, Eritrea, etc); humanitarian crisis and human rights problems in the Ogaden region, the political problems in Ethiopia, the past and current Ethiopian crimes and genocides in Ogaden and Eretria, the Northern Uganda and Southern Sudan problems, issues about Darfur of Sudan and Ogaden of Ethiopia. Where is IGAD's role in the current issue of the Somalia, Eritrea and Northern Uganda? IGAD is not in position to meet the expectation of its countries and people "Regional Development, Peace Building, Disaster Risks Reduction, Sustainability and Integration, Youth Development and Employment Creation, etc".
There are people within the region who believe that, IGAD is not an organization, but a tool under control of the Ethiopians and there is a need for urgent reform and reactivate the organization's mandate and operations, so IGAD can be strong regional body and deliver its mandate in a appropriate and clear way. So, who can tell us what IGAD is doing in the region? There is a need for replacement of IGAD with Horn of Africa Initiative, with a leadership ofKenya andEritrea. IGAD leadership should think about their situation and original mandate, identify key issues and files "hot issues and regions" in the region, and develop response mechanism for the problems. IGAD should have some sort of capacity development for capacity – within the organization and for the member organizations. The news face should focus on disaster risks reduction, social justice and protection, climate change and hazard disasters index, conflict transformation for peace building and integration. IGAD must propose and bring solutions and end current humanitarian crisis and human right abuses in the Ogaden and Darfur regions, the northernUganda,Somalia and Ethio-Eretria issues, and improves its relationship with other organizations.


text:
Q: How can I search for text, select the line it's on, and bold it in Word VBA? I have created a word VBA system that takes information from excel spreadsheets and creates a word document. The document each time is a proposal for a job, so there is typically at least 1, often multiple lines that have a subtotal:
Sub-Total                                                         $1,000.00
I want to write a piece of code (to fit in a button) that finds "Sub-Total" in the document, selects the entire line, and makes it bold. It will always be on 1 line and the line will always start with "Sub-Total".
I tried to work with finding text, but the dollar amount changes with any new data import; only the word "Sub-Total" itself is static. Any help is appreciated. Thanks!

A: Note that its good practice to include a minimum, viable code sample which shows what you've tried when you're asking a stackoverflow question.
The first question is, if you're generating the Word document from Excel, why don't you format the "Sub-Total" line as you create the Word document(?); its probably easier than trying to find and format the text afterwards.
However, assuming you can't for some reason, here is a working example which opens a Word document, loops through all sentences, checks if the sentence starts with "Sub-Total ", and if it does, makes it bold. It assumes that the text (e.g. "Sub-Total $1500.00") is a complete sentence and the whole sentence needs to be bold.
Option Explicit

Public Sub FindAndBold()

    Dim WordApp As Word.Application
    Dim MyWordDocument As Word.Document
    Dim Counter As Long

    Set WordApp = New Word.Application
    Set MyWordDocument = Word.Application.Documents.Open("C:\test.docx")
    For Counter = 1 To MyWordDocument.Sentences.Count
        With MyWordDocument.Sentences(Counter)
            If Left$(.Text, 11) = "Sub-Total: " Then
                .Bold = True
            End If
        End With
    Next

End Sub

redpajama_set_name: RedPajamaStackExchange


text:
Download the OPEIU App
The OPEIU app is available for free download for iOS devices on the App Store and for Android devices on Google Play by searching OPEIU.
Welcome to the Office and Professional Employees International Union
The Office and Professional Employees International Union was chartered in 1945 and, with more than 100,000 members, we're one of the larger unions of the AFL-CIO. OPEIU has locals throughout the United States and Canada. You are not alone when you join OPEIU.
Find a Local or Guild
OPEIU Mourns the Loss of Justice Ruth Bader Ginsburg
OPEIU mourns the loss of Supreme Court Justice Ruth Bader Ginsburg. For decades, Justice Ginsburg played a pivotal role in expanding the rights of working people, women and all those without a voice in the nation she recognized as tipped in favor of the already wealthy and powerful. Her lifetime of work will continue to serve as inspiration for us all, especially young women and men who rightly considered her a role model and inspiration.
The stakes are too high to force through the nomination of a new justice just six weeks before the general election. We owe it to Justice Ginsburg to respect her last wishes and refuse to allow her seat to be filled until the American people vote on Nov. 3. OPEIU recognizes what's at stake this election, and pledges to devote all its energies in the fight for justice and equality.
Join Today's Vigil to Honor Birmingham Church Bombing Victims
Today, Sept. 15, marks the 57th anniversary of the 16th Street Baptist Church bombing in Birmingham, Alabama. The AFL-CIO plans to honor the legacy of the four young girls who perished that day – Addie Mae Collins, Cynthia Wesley, Carole Robertson, and Carol Denise McNair – with a virtual candlelight vigil today at noon. The AFL-CIO is also calling on members to sign a ten-point pledge for social, racial and economic justice.
No evil is extinguished unless good people act. OPEIU calls on all those who believe racial and economic justice are intimately intertwined to take action today to stand up against white supremacy.
OPEIU Free College Informational Session for Members
AFL-CIO Labor Day Greeting, Featuring OPEIU Member Theo Retos
Click here to video the video:
https://www.facebook.com/aflcio/videos/680432299226369
OPEIU wishes you, your family, your friends and your co-workers a happy Labor Day. Today marks a celebration of working people's contributions to our country, in both good times and bad. The COVID-19 pandemic has made the importance of working people — who we know have always been essential — even clearer.
While we celebrate with our loved ones, we ask you to remember those unable to celebrate today because they don't have the day off, took an extra shift to provide for their families or are no longer with us. We owe it to those without a voice — or rather, those whose voice has been stripped from them by decades of anti-worker animus in the halls of power — to ensure all working people are treated with dignity and respect.
UnionPlus Real Estate Rewards Program
Job relocation, lease expiration, space needs, and new financial circumstances are just a few reasons you may need to buy or sell a home right now. If you're looking for a real estate experience that gives you more cash in your pockets, look to the Union Plus Real Estate Rewards program, powered by SIRVA. When you buy or sell your home with a certified SIRVA agent, you can earn $500 cash back for every $100,000* in home value. SIRVA has over 4,700 experienced real estate agents ready to help you get cash back.
Find an agent near you: https://unionplus.deals/d24a3
*Certain state restrictions apply.
Download the OPEIU App!
The OPEIU app is available for free download. It's a great way to stay connected to your union, learn more about your membership benefits, find links to OPEIU's social media networks and much more. Available for free download for iOS devices on the App Store and for Android devices on Google Play by searching OPEIU.
Join the OPEIU Member Action Team
OPEIU members take action every day to make our world a better place for all. That's why we've created the OPEIU Member Action Team. We need members like you to call on for a rapid response to urgent situations impacting working people. The future of our labor movement and OPEIU depends on leaders who are committed to organizing and to advocating for justice.
Will you join us? It takes just a few moments to sign up for the OPEIU Member Action Team here
Stay Connected! Join the OPEIU Retiree Action Team
Sign up to keep abreast of exciting OPEIU retiree benefits and important developments affecting you and your family.
Your browser does not support inline frames. You may view the embedded docucument in a new browser window by clicking the following link: https://www.opeiu.org/signup.html


Basically, out of the clear blue yonder, our agency called us with a direct referral. Of an ADORABLE little TEENY TINY thing!
Unfortunately, Justin and I know how excruciating it is to have to turn down a file. We have poured over this one and are feeling very confident about it. (Did I mention she is SOOO cute?!) I will submit the medical files to our IAC (International Adoption Clinic) today for second and maybe even third opinions.
I know some people would prefer not to announce that they have only been given a referral. (I know some people end up having to turn down three and four files before finding their son or daughter.) :( Me? I'd like everyone to know so that we can be covered in as much prayer as possible in order to make the decision God wants us to make. Whatever decision we make, we want it to be God's will for her life and ours. And as much as it makes me cringe to even write this, my biggest prayer is that we say "No" if that is what God is leading us to say.
I'm also praying for understanding of her medical issues. I am a first grade teacher. Chicken Pox is over my head…. Please pray that our doctors/pediatricians are knowledgeable of her medical needs and that they can explain them to us in ways we can understand and grasp them. It is scary relying on someone else's understanding.
Ok? Got all that? Above all, please pray for God's will in both her life and ours. I can't wait to give a follow up. Happy Friday!!!
Did I mention she is ADORABLE?!
Ahhh so exciting!!! I'll be praying that y'all make the best decision for your family! I can't wait it hear the outcome!!
Hi, I came across your blog by chance. We're with Holt too & are waiting on a WC match. So excited for you! Hope you get all the info you need soon.
HUGE Blog Sale on Ruby's Auction Blog!!


text:
http://mapfinder.espon.eu/wp-content/uploads/OMF0726-TiPSE_old_age_dep_ratio_01-300x346.png 300 346 http://mapfinder.espon.eu/wp-content/uploads/OMF0726-TiPSE_old_age_dep_ratio_01-546x630.png 546 630 http://mapfinder.espon.eu/wp-content/uploads/OMF0726-TiPSE_old_age_dep_ratio_01-1250x1443.png 1250 1443 http://mapfinder.espon.eu/wp-content/uploads/OMF0726-TiPSE_old_age_dep_ratio_01.png 2243 2591 http://mapfinder.espon.eu/wp-content/uploads/OMF0726-TiPSE_old_age_dep_ratio_01-546x630.png 546 630 http://mapfinder.espon.eu/wp-content/uploads/OMF0726-TiPSE_old_age_dep_ratio_01-1250x1443.png 1250 1443 http://mapfinder.espon.eu/wp-content/uploads/OMF0726-TiPSE_old_age_dep_ratio_01.png 2243 2591 OMF0726 TiPSE_old_age_dep_ratio_01
Old Age Dependency rates, 2000-2005
Project TiPSE: Territorial Dimension of Poverty and Social Exclusion in Europe
Programme ESPON 2013 Programme
data source and more Map: ESPON TiPSE, Team HAS
Data sources: Eurostat 2012
Europe's population is ageing. However, the share of people aged 65 and older compared to the population in working age (i.e. old age dependency ratio) varies significantly in Europe – between below 15% and above 35%.
Especially in Southern Europe, regions can be found where the share of people aged 65 and older compared to the population in working age is above 35%. This implies that there is about one person in retirement age for three persons in working age.
Only in the candidate countries Turkey and Albania, a considerable number of regions have shares where the elderly represent less than 15% compared to the population in working age.
Ageing is a social challenge that affects social and territorial cohesion in Europe but can also bring new opportunities for future development.
Ageing poses a demographic challenge that will further intensify in the future. On a global scale, the EU27+4 represents only 7% of the world's total population (2012) but 17% of the people aged 65 and older (2012) which implies that the elderly's share of Europe is rather high compared to other world regions. Within Europe, regions with high old age dependency ratios are mainly concentrated on the Iberian Peninsula, in Southwest France, Northern and Central Italy, on the Balkan and in Greece, along the British coastline and in Sweden. As the need for new services and products will increase, ageing may also offer new opportunities for innovative enterprises in these regions. However, also the burden of social expenditures will increase and potentially lead to a reduction in social services. This may again increase the demand for new solutions and approaches.
Only a few regions in Europe show old age dependency ratios of less than 15% and can mainly be found in Turkey and Albania, but also in Poland, the Netherlands and Ireland, for example. Most regions are characterised by a ratio between 15 and 25%. However, ageing accelerates as the baby-boom generation turns 65 and older. As mentioned in the Europe 2020 Strategy, the active population of the EU has started to shrink in 2013/2014. On the other hand, the number of people aged over 60 will increase by about two million every year – compared to an annual increase of one million before 2007. Thus, also regions with comparatively low shares will be increasingly affected by demographic change, and will need to develop new ideas and initiatives to tackle this intensifying challenge.
The Territorial Agenda 2020 refers to ageing as a phenomenon that will imply changes in many regions, including rural and peripheral regions. It will challenge and influence social and territorial cohesion policies, namely public service provision, labour market and housing.
With regards to its objective of inclusive growth, the Europe 2020 Strategy highlights that Europe has to fully utilise its labour potential to face the long-term and intensifying challenge of ageing. For an ageing population the promotion of health-related aspects will become more important in the future. The Flagship initiative "An Agenda for new skills and jobs" addresses the Member States to promote new forms of work-life balance and active ageing policies.
Also EU Cohesion Policy refers to demographic change. It identifies products and services linked to care and health that cover societal demands and the needs of an ageing population as a future-oriented field for which it is necessary to promote innovation and SMEs.
In Europe, two candidate countries, namely Turkey and Albania, stand out as countries where the ratio between the population aged 65 and over and working age population (15-64 years) is below 15%. Only a few single regions in Poland, as well as Dutch regions close to Amsterdam, and capital regions like Dublin, Paris, and Skopje achieve such values. For the EU Member States as well as the EU28+4 this means that, considering the exception of Poland, only a few urban areas have a low share of elderly compared to the working age population.
Regions showing values between 15 and 25% can be found in all parts of Europe, but mainly in Central and Southeast Europe, Ireland, and Iceland. Regions with an old age dependency ratio above 30% can mainly be found in Southern Europe. They are concentrated in Serbia, Bulgaria, Central and Northwest Italy, Southwest France, Portugal's inland, Central and Northwest Spain, but also along the (Western) coastline of the UK, and in Central Sweden.
The map shows the old age dependency ratio which is ratio between the number of people aged 65 and over and the number of people aged 15-64. The old age dependency ratio indicates the relationship between people in retirement age and working age population. The ratio is displayed in six classes, increasing from less than 15% gradually by 5 percentage points up to more than 35%.
Ageing, Demographic Change, Old age dependency, Population Structure


The Holiday In France Equiry Form requires the Macromedia Flash plugin for your browser.
Please click here to download the required plugin.
The download is very quick and the plugin installs automatically.
If you would rather, please give us a call on 01225 310822 or 01225 310623 and we will be please to help.


text:
package angulate2.core

import angulate2.internal.ClassDecorator

import scala.annotation.StaticAnnotation
import scala.scalajs.js

class HostListener(eventName: String,
                   args: js.UndefOr[js.Array[String]] = js.undefined) extends StaticAnnotation

redpajama_set_name: RedPajamaGithub


HAVING attended the recent 'Leaders Forum' in Grappenhall on Tuesday I can only commend Russ Bowden and Steven Broomhead for finally facing the public in what was supposed to be a meeting to discuss a range of topics but ended up being solely about the local development plan (Warrington Guardian, April 4).
They will have left the meeting finally knowing the level of public anger at the LDO.
When the preferred development option was launched with minimal publicity 18 months ago the council eventually received 4,500 responses, the overwhelming majority of them being negative.
Having allegedly taken into account the public response they have now issued the LDO with no significant changes whatsoever.
WBC keep telling us that if they don't produce a plan the government will implement one.
I find it hard to believe it would be any worse than the one they have produced. Overall the plan is not just about the destruction of the south side of the town, it's about the implementation of a plan that is led by developers who are hand in glove with a council intent on pursuing an economically aggressive development strategy.
I urge all the people of Warrington to object to this plan as it will affect the people of Warrington for generations to come.


text:
Agriculture, Fishing & Forestry (5) Arts & Culture (7) Community & Economic Development (40) Education (10) Environment (13) Health (10) Human Rights (13) Human Services (18) Information & Communications (14) International Relations (3) Philanthropy (22) Public Affairs (21) Public Safety (18) Religion (0) Science (4) Social Sciences (6) Sports & Recreation (1)
Practicing Human Centered Design (13) Overcoming the Big Challenges (26) Empowering People (28) Expanding Access (42) Using Creative Financing (77)
Business with social goals (13) Providing cash instead of goods/services (1) Micro-enterprise (1) Crowdfunding (77) Microfinance/Microcredit (3) Using financial incentives (2) Using the market (8)
Cultivating Collaborations (25) Attacking Root Causes (15) Embracing the Power of Relationships (6)
Neighborhood (4) City (17) County (6) State/Province (6) Regional (3) National (27) International (14)
Under 800 Words (14) 800-1500 Words (30) 1500-3000 Words (20) Over 3000 Words (6) Under 3 Minutes (2) 3-5 Minutes (1) 5-15 Minutes (1) Over 15 Minutes (3)
Crowdfunding ×
Oakland's 'Pothole Vigilantes' Take Street Repairs Into Their Own Hands
Sonja Hutson
In Oakland, CA, two men deemed the Pothole Vigilantes have paired up to fix every pothole in the city. Made possible by crowdfunding the venture, the two have now developed public meetups to teach others how to fix po...
How Activists Freed 95 Black Moms From Jail This Mother's Day
Across the United States, the National Bail Out collective has been paying the bail for black mothers – and caregivers – who are often left out of conversations on criminal justice. Since 2017, the black-led collabora...
They threw this mom in jail over a probation violation. These activists bailed her out.
Natasha S. Alford
Across the United States, Black Mama's Bail out bailed out hundreds of black women in time for Mother's Day. The organization accepts donations to pay bail for women cannot afford it on their own as part of their larg...
#FreeBlackMamas works to bail black mothers out of jail in time for Mother's Day
Erin Evans
Community organizing groups around the country have mobilized to get black mothers out of prison. The initiative #FreeBlackMamas has raised over $1 million dollars in donations since 2017 and comes as a growing respon...
This Woman Spent Last Mother's Day in Jail. This Year, She's Bailing Moms Out.
The Black Mama's Bail Out initiative, part of the National Bail Out community organization collective, has bailed out hundreds of black mothers and caregivers across the United States. The black-led program raises mon...
Kids In America Are Missing School Because They Can't Afford Toothpaste And Tampons
Liza Ramrayka
Maynardville, Tennessee, United States
A lack of access to basic personal hygiene necessities will hinder anyone's everyday life, but it especially impacts children that have to attend school where they are often bullied because of it. To provide these chi...
This truck is making sure the homeless have clean clothes
Backed by $160,000 in philanthropic donations, two laundry trucks frequent 7-8 locations in Denver, Colorado to offer laundry services for people experiencing homelessness or extreme poverty. Clean clothes are vital t...
Perth's first ocean rubbish bin is sucking plenty of plastic out of the sea
ABC News (Australian Broadcasting Corporation)
Gian De Poloni
Two surfers, appalled by debris they found off of Australia's coast, crowdsourced a way to build Seabin, a floating trash collector. They are tracking and analyzing the debris collected. Though not yet a widespread s...
Black Lives Matter Is Making Single Moms Homeowners
Zenobia Jeffries
Louisville, United States
In West Louisville, the local Black Lives Matter is working and crowdfunding to buy homes for low-income single mothers and and transient families - and offering homeowner, where the only expense is taxes and utilitie...
In Baltimore, the future of film culture is an old-school video store
The Outline
Brandon Soderberg
Baltimore, Maryland, United States
Where rental stores couldn't compete, non-profits step in to preserve physical media in the digital age. Despite promises of unlimited access to media, online streaming services have actually reduced the variety of fi...
The Feat in Hojancha, the Town that Lost its Forest
Voz de Guanacaste
Noelia Esquivel
Hojancha, Guanacaste, Costa Rica
In 1976, the Costa Rican city Hojancha preserved only 2% of its land as forest, and as a result their water supply (the Río Nosara river basin) dried up from the lack of vegetation. Sixteen years into the crisis, two ...
This Woman Is Using Her Platform To Uplift Black Artists
Brittney Oliver
Creating new platforms allows underrepresented and often "tokenized" artists to drive their own narrative. To address the lack of representation of Black artists in legacy institutions, an art nonprofit in Memphis, Th...
A Community in Guanacaste Decided to Change the Destiny of Endangered Turtles
Playa El Jobo, La Cruz, Costa Rica
When a people in Playa El Jobo, La Cruz realized that their beaches were home to sea turtle eggs, they took action to protect the species by joining together. What started as a neighborhood effort to patrol the beache...
Dear Internet: Goats In Sweaters Are Cuter Than Kittens In Mittens
Danielle Preiss
Varanasi, India
A calendar featuring goats wearing warm clothing has raised thousands of dollars for local organizations in Varanasi, India. The creative gimmick draws on the power of large numbers of small donations, similar to the ...
A DU student withdrew from school to change the charity world, quarter by quarter
A web browser extension called PocketChange allows people to donate small amounts of money to social causes and have their donations matched by "cause-aligned" brands. The software taps into the desire of news readers...
'Rhino Coin': Can a Cryptocurrency Help Save Africa's Rhinoceroses?
Some South African ranchers who raise rhinos legally are advocating for a block-chain currency "Rhino Coin." They argue that secure stockpiles of rhino horn could generate much needed funding for wild populations. But...
Thousands of American Indian voters in N.D. getting free IDs
Blake Nicholson
Bismarck, North Dakota, United States
In the face of stricter voter ID rules, organizers are working to ensure that those deemed ineligible to vote in North Dakota because of their lack of street address - a group that is disproportionately Native America...
Trailer parks face rising rents. This one's residents found a way out.
Simon Montlake
Hudson, Massachusetts, United States
ROC USA, a New Hampshire nonprofit, has helped almost 15,000 mobile homes become part of cooperative ownership setups across the country. The need for this is clear. Many mobile home residents do not own the land on w...
Pakistan Tries a New Way to Pay for a Dam: Crowdsourcing
Meher Ahmad
Under financial strain, Pakistan is asking its citizens and Pakistanis abroad to donate money to build two dams. Only $48 million of the estimated cost of $14 billion has been raised so far, yet the country's new prim...
Saving Mila: How doctors raced to stop a young girl's rare disease
Meghana Keshavan
Doctors created a therapy for one young girl's supposedly fatal disease in record time. The patient's parents worked to fund research for the drug using social media and crowd funding. The drug is working, but the res...
How 'Operation Noah's Ark' Saved This African Park
Nick Fouriezos
Luanda, South Africa
A three-decade civil war left Kissama National Park in South Africa void of much of its formal animal population. To repopulate the area, officials reached out to a specialist, asking him to perform the nearly impossi...
Nosara Firefighters Manage to Respond to 260 Emergencies This Year With Their Cell Phones
Nosara, Costa Rica
In Costa Rica, a group of volunteer firefighters use donated equipment, gear, and their own cell phones to fill in a big gap in emergency services. More residents are now accustomed to calling them directly for fires ...
Bookstores are finding creative ways to survive and thrive in the age of Amazon
Crain's New York Business
Catherine Curan
Despite the looming competition from Amazon, independent bookstores in New York are finding ways to innovate and create bookstore experiences that go beyond the books. The Lit. Bar is a bookshop-wine bar in the Bronx ...
What crowdfunding is telling us about the future of Chicago education
Elaine Chen
Since Chicago Public Schools started using the crowdfunding platform DonorsChoose.org in 2004, educators from 500 schools have collected over $20 million in donations. Most notable is that teachers are not only using ...


text:
An anthrax epidemic in Heilongjiang province, which has infected 14 people, is under control, and all patients are in stable condition, according to a release from the Health and Family Planning Commission of Heilongjiang on Friday.
As of Thursday evening, 13 of the 14 patients were receiving hospital treatment in the provincial capital of Harbin and the cities of Jiamusi and Jixi. The other patient has been discharged from the hospital after recovery, according to the commission.
Anthrax is an acute disease caused by the bacterium Bacillus anthracis. Most forms of the disease are lethal and it mainly affects animals.
According to an expert with the commission, the anthrax outbreak in the province is limited to cutaneous anthrax, which has a low death rate. Immediate treatment is often effective.
On Tuesday, the Heilongjiang Animal Husbandry and Veterinary Bureau received a report from the animal epidemic prevention and control center of Hua'nan county, saying seven sheep had died of unknown causes at a farm in the county from July 29 to Aug 7.There were also five sheep presenting symptoms of suspected anthrax.
Experts from the province's animal epidemic prevention and control center concluded on Wednesday after consultation that the sheep were infected with anthrax.
At the same time, a total of 14 residents in the counties of Hua'nan and Yilan and the city of Qitaihe were reported to be infected with anthrax.
The provincial government immediately sent health experts to the three places.
Instructed by experts, 818 sheep in the counties of Hua'nan and Yilan were killed and buried.
Professionals have disinfected 2,278 farms with an area of 822,700 square meters in the two counties.
Nearly 10,000 livestock within the farms were immunized to forestall an anthrax outbreak, according to official releases.
Experts said that the best way to prevent infection is to avoid contact with affected livestock. Meat from animals that have died of anthrax must not be eaten.


Patti J. here with my Saturday post on here on the Great Impressions blog.
I'm pretty sure that Shirley and I are headed to a stamp show in a neighboring state, and that we are in a bit of a hurry to shop before someone else gets all of the bargains - what do you think?
Loved creating with this one - sorry the photo is so bad. Hard to capture with all of the glare of the glossy parts! If you have any questions about how I did this, just ask!
Labels: C478 Wild! , J117 – Mable & Vera Cruzn , Patti J.
Sure looks like you girls are in a hurry. Fabulous card in every detail. Totally cool card. I was in a hurry yesterday on my way to our yearly craft show and meet cyber friends for the first time and catch up with old ones. We had a BLAST!


The Health and Safety (First Aid) Regulations 1981 require all employers to make arrangements to ensure their employees receive immediate attention if they are injured or taken ill at work.
The Level 3 Award in First Aid at Work is designed for learners intending to act as a First Aider in the workplace. It is also ideal for people who have a specific responsibility to provide first aid for voluntary and community activities. This qualification will provide all the required first aid skills necessary to manage a patient that is not breathing normally, is unconscious, bleeding or is ill or injured prior to the arrival of the emergency services.
It covers a wide range of first aid emergencies including heart attack, stroke, epilepsy and asthma. It also provides practical experience with scenarios and role play to build knowledge and confidence.


Remember you found this company at Infoisinfo 186555844?
Ellie Sanderson - Oxford has an exclusive mix of award winning designers such as Sassi Holford, Suzanne Neville, Alan Hannah and Mia Mia to mention a few. So If its traditional you want or you have your heart set on a vintage style dress we know we have something a little bit different for you to fall in love with. We stock the best and most sought after designer wedding dresses in the world and are totally proud that so many are hand made in Britain.


Immersed in the arts since childhood, Loren studied drama and singing technique in Brazil, produced and recorded in many studios (with internationally renowned artists, including Mitar Subotic-Suba, Edson Cordeiro, Will Calhoun, and Lenine) and performed, singing and acting roles in the musicals "Evita", "Amapola" and others. A key singing role in "The Imaginary Invalid" of São Paulo's Ornitorrinco Group introduced her to the world of theater festivals in Madrid, Cadiz, Costa Rica, Mexico City and New York.
In 1992 in Brazil, Loren designed and performed a concept/show, "The Eight Deadly Sins" (based on Bertolt Brecht's play the "7 Deadly Sins."). Onstage, Loren and Director Wellington Nogueira, created a high level of energy among musicians, performers, acrobats, and dancers working with pyrotechnics, percussion, trapeze, and large screen projection. An innovative conceptual concert was created and acclaimed by critics and enthusiastic audiences alike.
In 2000, Loren was ready to launch her solo projects and artistic endeavors, and began her own production company in the USA.
At the Broward Center for the Performing Arts, she conceptualized and designed the local Taiko Drum group's performance – Sinergy – "When Japan meets Brazil." She was also Artistic Director for keynote shows for Miami Heat, TAM Airlines events, TIM & Blue Man Group, Morikami Museum, and Teleperformance. In 2011, she directed the musical production for the launch event for FIAT cars in the USA and created and supervised other international production projects for Embraer, Embratur and the Brazilian-American Chamber of Commerce of Florida.
With noted Brazilian singer and musician Beatriz Malnic, she founded the female vocal group Brazilian Voices, a non-profit organization, 11-time winner of the Brazilian International Press Award. With the support of the Broward County Cultural Division, she produced and co-directed a series of concerts: "Women That Rock", "Brazilian Voices & Friends", "Samba", "AfroBrazil", "Funky Jazz", "One Voice", "Celebrating Women", "Beyond Bossa", "Lounge Brazil", "Alegria", "Joy of Brazil", "Rhythm", "Melodia", "Jazz & Samba", and "From Brazil to the World", among others. She also worked on the project State to State, with the Consulate General of Brazil in Miami and other dignitaries from the Brazilian Ministry of Culture during the implementation of South Florida Points of Culture, at BCPA.
In the studio, she co-produced and served as musical director, singer, and composer for 7 Brazilian Voices CDs and 2 DVDs, and 2 CDs of the the Japanese Taiko drumming group Fushu Daiko, recorded with Nestor Torres, George Tandy, Mike Orta, Jorge L. Sosa, Ivo de Carvalho among others. With local Miami DJs, Loren created a series of events and recordings with fusion and remixes of classic Bossa Nova. As musical director, singer, and producer, she also created the "3 Space Project," a CD of original experimental compositions, blending sounds from different styles using musicians from Japan, New Zealand, Cuba, Brazil and the USA.


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Phoenix Capital
Capital Raise
Balance Sheet Restructuring
Phoenix Senior Advisors
Lending Survey
Customer Identification Program Disclosure
Michael E. Jacoby, CTP, CCM, CMC
Senior Managing Director & Shareholder
Michael Jacoby is a Senior Managing Director at Phoenix Capital Resources®. He is a skilled financial executive with extensive investment banking, transactional, operating, turnaround, and commercial banking experience. Michael has served as investment banker, financial advisor, independent director and interim manager for more than 325 Phoenix clients in a variety of industries.
Mr. Jacoby provides hands-on transactional leadership for middle market companies within a multitude of industries including retail, transportation, financial services, technology, distribution, and manufacturing. During his career, he has sold dozens of companies, raised capital for acquisitions, expansions and turnarounds, structured and negotiated financing transactions, and managed due diligence. In addition, Mr. Jacoby has managed the divestitures of companies and successfully executed numerous transactions in bankruptcy.
As a Senior Managing Director for Phoenix Management Services®, Michael's specific areas of expertise include business strategy, cash flow management, control and forecasting, workflow and project management, customer service improvement, inventory management, business and collateral valuations, and sales/marketing reinvigoration.
Life Before Phoenix
Before joining Phoenix in 1992, Michael worked for PNC Bank in Philadelphia, where he managed a $500 million commercial loan portfolio. He was recruited by senior management to spearhead a newly created unit responsible for restructuring complex transactions with substandard risk classifications.
Education & Affiliations
Michael earned a B.S. in Economics from The Wharton School of Finance, a B.A. from the University of Pennsylvania, and an M.B.A. in Finance from Temple University. Mr. Jacoby is registered with FINRA and holds his Series 79 license and is a Fellow of the American College of Bankruptcy. Mr. Jacoby is President of the Philadelphia Chapter of the Association for Corporate Growth and a Board Member of the Philadelphia Chapter of the Secured Finance Network and the Consumer Bankruptcy Assistance Project and is active with a number of other professional and charitable organizations. He is a former Board member of the Philadelphia Chapter of the Turnaround Management Association, and a former Steering Committee Member of the Eastern District of Pennsylvania Bankruptcy Conference.
Michael holds the Certified Turnaround Professional (CTP) designation from the Turnaround Management Association, the Certified Cash Manager (CCM) designation from the Association for Financial Professionals and the Certified Management Consultant (CMC) designation from the Institute of Management Consultants.
Investment Banker, Distributor of Heavy Equipment: Served as investment banker in the §363 sale of a distributor of heavy machinery.
Advisor, Manufacturer of Tailored Men's Clothing: Served as financial advisor in the sale of a manufacturer of tailored men's clothing.
Advisor, Computer and Technology Integrator and Consulting Firm: Developed the orderly wind down of a $40 million firm, ultimately avoiding a bankruptcy filing though the sale of various business segments to three separate purchasers.
CFO, Aggregator, Reseller and Transaction Processor of Physical and Email Gift Certificates: Led the Company to positive cash flow as he introduced and maintained financial discipline and controls at all levels within the organization.
CFO, Designer, Developer, and Marketer of Desktop Solutions: Migrated to a new contract manufacturer that reduced costs while improving quality, restructured several licensing agreements, and revamped the incentive compensation program.
CEO, Provider of Durable Medical Equipment and Health and Beauty Products: Led company through its Chapter 11 bankruptcy proceeding.
Advisor, Publicly-Traded Manufacturer of Fire Safety Sprinklers: Led the resolution of litigation with the Consumer Product Safety Commission and 7 Class Action litigants surrounding a recall of sprinklers that allowed the Company to return to profitability.
Interim Management Roles, Philadelphia Gas Works: Managed more than 300 employees in the Meter Reading, Customer Accounting, and Customer Support Departments and revitalized the credit and collection functions.
Financial Advisor and Manager, Clinical Phase Pharmaceutical Company: Led the §363 sales process for a company that resulted in a final sale—seven weeks after filing for bankruptcy—that was 3x the original "stalking horse" bid.
Interim CFO, E-commerce Client: Raised $13 million of convertible debt, a $7.5 million line of credit facility from a commercial bank, and more than $14 million of new equity.
Interim CFO, Early Stage Technology Company: Spun off certain technology into a separate corporation that raised $12 million of new capital, sold off the remaining operating assets to a publicly traded company, and wound down the business outside of bankruptcy.
Interim CEO, Healthcare Company: Structured, negotiated, and closed the sale of assets in more than a dozen transactions under §363 of the Bankruptcy Code.
Advisor, Developer of Web-Based Video Scan Technology: Orchestrated the sale of the majority of its operating assets to a publicly traded company.
Advisor, Apparel Company: Raised $6.5 million of debt for an apparel company.
Office Location: Philadelphia
Years with Phoenix: 29
Years of Experience: 31
Service Specialties:
Operational Assessments
Bankruptcy Advisory
Liquidation & Business Wind Down
Due Diligence Reviews
Expansion/Growth Financing
Management of §363 Sales Process
Balance Sheet Restructurings
Industry Specialties:
Computer Integrators
General Building Construction
Marketing & Incentives
Measurement & Instrumentation
Oil & Petroleum Products
Private Equity Fund
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Check the background of Phoenix Capital Resources® on FINRA's BrokerCheck.