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Summary of NLRB Decisions for Week of December 21 - 24, 2015
The Summary of NLRB Decisions is provided for informational purposes only and is not intended to substitute for the opinions of the NLRB. Inquiries should be directed to the Office of Public Affairs at Publicinfo@nlrb.gov or 202‑273‑1991.
Summarized Board Decisions
SolarCity Corp. (32-CA-128085; 363 NLRB No. 83) San Mateo, CA, December 22, 2015.
Affirming the administrative law judge's application of D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14-60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015), a Board majority consisting of Chairman Pearce and Members Hirozawa and McFerran found that the Respondent violated Section 8(a)(1) by maintaining a mandatory Arbitration Agreement and a Revised Agreement (the Agreements) that require employees, as a condition of employment, to waive their rights to maintain class and collective actions in all forums, arbitral or judicial. The Board majority further found that the Respondent enforced the Arbitration Agreement in violation of Section 8(a)(1) by filing a motion in a state court in California to compel the Charging Party to submit her class action wage and hour claim to individual arbitration. Deciding an issue for the first time, the Board majority rejected the Respondent's argument that the Agreements are lawful because, unlike those in D. R. Horton and Murphy Oil, they contain an exception permitting employees to file employment claims or charges with Federal administrative agencies such as the Equal Employment Opportunity Commission (EEOC), the U.S. Department of Labor (DOL), and the NLRB, thereby providing employees an adequate forum to pursue class or collective employment claims. The majority explained that the exception in the Agreements that permits the filing of claims or charges with administrative agencies does not satisfy the requirement of an alternative judicial forum under D. R. Horton and Murphy Oil because: (1) there is a wide range of employment-related claims that are not within the purview of any administrative agency; (2) even if the administrative agency has the authority to pursue employees' claims, it typically also has the discretion to decline to do so—thus, access to the agency is not access to a forum for adjudication; and (3) unlike a court, administrative agencies like the EEOC and DOL cannot adjudicate employment-related claims.
The Board majority found separately that the Agreements violated Section 8(a)(1) by causing employees to reasonably believe that they were barred or restricted from filing unfair labor practice charges with the Board. Although the Agreements state that employees are permitted to file charges with the Board, the majority found that other language in the Agreements rendered ambiguous the language permitting the filing of Board charges and would reasonably be construed by employees to prohibit the filing of charges.
Dissenting consistent with his partial dissenting opinion in Murphy Oil, Member Miscimarra would find that maintenance of the Agreements and the Respondent's enforcement are lawful because, among other reasons: (1) the NLRA creates no substantive right for employees to insist on class-type treatment of non-NLRA claims; (2) a class-waiver agreement pertaining to non-NLRA claims does not infringe on any NLRA rights or obligations, and (3) enforcement of non-NLRA class-action waivers is warranted by the Federal Arbitration Act. Member Miscimarra would also find that the Agreements do not violate Section 8(a)(1) by interfering with the filing of Board charges or their resolution by the Board. In his view, employees would not reasonably construe the Agreements to prohibit them from filing charges with the Board because the Agreements clearly and unambiguously state that they do not impose any restriction on the right to file Board charges. Finally, because he disagrees with the Board's decisions in D. R. Horton and Murphy Oil, and because he believes that the Act does not render unlawful arbitration agreements that provide for the waiver of class-type litigation of non-NLRA claims, Member Miscimarra would find it unnecessary to reach whether such agreements should independently be deemed lawful to the extent, per D. R. Horton, they "leave[] open a judicial forum for class and collective claims" by permitting the filing of complaints with administrative agencies that, in turn, may file class or collective action lawsuits on employees' behalf.
Charge and amended charge filed by an individual. Administrative Law Judge Kenneth W. Chu issued his decision on March 31, 2015. Chairman Pearce and Members Miscimarra, Hirozawa, and McFerran participated.
Domino's Pizza, LLC (29-CA-103180; 363 NLRB No. 77) Brooklyn, NY, December 22, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015), a Board panel majority consisting of Chairman Pearce and Member Hirozawa affirmed the administrative law judge's finding that the Respondent violated Section 8(a)(1) by maintaining an arbitration agreement (Agreement) that required employees, as a condition of employment, to waive their rights to pursue class or collective actions involving employment-related claims in all forums, whether arbitral or judicial. Relying on SolarCity Corp., 363 NLRB No. 83 (2015), the majority rejected the Respondent's argument that its Agreement was lawful because it permitted employees to file charges with administrative agencies, including with the Board. Relying on On Assignment Staffing Services, 362 NLRB No. 189 (2015), the majority also rejected the Respondent's argument that its Agreement was voluntary and thus lawful because it contained a provision allowing employees to opt out of the arbitration requirement within 30 days after signing the Agreement.
Member Miscimarra, dissenting in part, would have dismissed the complaint. Consistent with his dissents in Murphy Oil and Pama Management, 363 NLRB No. 38 (2015), he concluded that the Agreement did not violate the Act and that its enforcement was warranted by the Federal Arbitration Act. However, he found it unnecessary to reach whether agreements containing an exemption permitting filings with administrative agencies should independently be deemed lawful to the extent, per D. R. Horton, they "leave[] open a judicial forum for class and collective claims."
Charge filed by Fast Food Workers Committee. Administrative Law Judge Mindy E. Landow issued her decision on March 27, 2015. Chairman Pearce and Members Miscimarra and Hirozawa participated.
Covenant Care California, LLC (21-CA-090894; 363 NLRB No. 80) La Jolla, CA, December 22, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015), the Board affirmed the administrative law judge's findings that the Respondents violated Section 8(a)(1) by maintaining and enforcing an Arbitration Agreement that required employees, as a condition of employment, to waive their rights to pursue class or collective actions involving employment-related claims in all forums, whether arbitral or judicial, and that required employees to keep information about arbitral proceedings confidential. Relying on SolarCity Corp., 363 NLRB No. 83 (2015), the Board rejected the Respondents' argument that the Arbitration Agreement was lawful because it included an exemption allowing employees to file charges with administrative agencies, including with the Board.
Charge filed by an individual. Administrative Law Judge Gerald A. Wacknov issued his decision on December 20, 2013. Chairman Pearce and Members Hirozawa and McFerran participated.
RPM Pizza, LLC (15-CA-113753; 363 NLRB No. 82) Gulfport, MS, December 22, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015), a Board panel majority consisting of Chairman Pearce and Member Hirozawa affirmed the administrative law judge's findings that the Respondent violated Section 8(a)(1) by maintaining, threatening to enforce, and enforcing an Arbitration Agreement that requires employees, as a condition of employment, to waive their rights to pursue class or collective actions involving employment-related claims in all forums, whether arbitral or judicial. Relying on SolarCity Corp., 363 NLRB No. 83 (2015), the majority rejected the Respondent's argument that its arbitration policy was lawful because it permitted employees to file charges with administrative agencies, including with the Board. Relying on On Assignment Staffing Services, 362 NLRB No. 189 (2015), the majority also rejected the Respondent's argument that its arbitration policy was voluntary and thus lawful because it contained an opt-out provision that allowed employees to choose not to be bound by the policy.
Dissenting consistent with his dissents in Murphy Oil and Pama Management, 363 NLRB No. 39 (2015), Member Miscimarra would find that the Respondent did not violate Section 8(a)(1) by maintaining, threatening to enforce, and enforcing the Arbitration Agreement. In his view, the Agreement was lawful, especially in light of its opt-out provision. Because the Agreement was lawful, the Respondent's actions in sending a letter stating that it would file a motion to dismiss the Charging Party's FLSA complaint in Federal court unless he voluntarily withdrew it, and, after he did so, filing a motion to dismiss the Charging Party's class allegations before the arbitrator, were also lawful.
Charge and amended charge filed by an individual. Administrative Law Judge Donna N. Dawson issued her decision on July 11, 2014. Chairman Pearce and Members Miscimarra and Hirozawa participated.
The Rose Group d/b/a Applebee's Restaurant (05-CA-135360; 363 NLRB No. 75) Newtown, PA, December 22, 2015.
Citing D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015), a Board panel majority consisting of Chairman Pearce and Member McFerran affirmed the administrative law judge's finding that the Respondent violated Section 8(a)(1) by maintaining a Dispute Resolution Program and Agreement that required employees, as a condition of employment, to waive their rights to pursue collective actions involving employment-related claims in all forums, whether arbitral or judicial. The majority also found that the Respondent violated Section 8(a)(1) by maintaining the Dispute Resolution Program and Agreement because employees would reasonably construe the arbitration program to bar employees from filing charges with the Board or to restrict employees' access to the Board and its processes.
Member Miscimarra concurred in part and dissented in part. Relying on his partial dissent in Murphy Oil, Member Miscimarra dissented from the majority's finding that the Respondent's Dispute Resolution Program and Agreement violate Section 8(a)(1) because they waive the right to participate in class or collective actions regarding non-NLRA employment claims. Member Miscimarra also dissented from the majority's finding that the Dispute Resolution Program violates Section 8(a)(1) based on interference with the right of employees to file charges with the Board, noting that the Program document states that "the Program will not prevent you from filing a charge with any state or federal administrative agency." However, Member Miscimarra concurred with the majority's finding that the Agreement unlawfully interferes with the filing of charges with the Board in violation of Section 8(a)(1).
Charge filed by an individual. Administrative Law Judge Susan A. Flynn issued her decision on April 22, 2015. Chairman Pearce and Members Miscimarra and McFerran participated.
Citi Trends, Inc. (10-CA-133697; 363 NLRB No. 74) Darlington, SC, December 22, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015), a Board panel majority consisting of Chairman Pearce and Member McFerran affirmed the administrative law judge's finding that the Respondent violated Section 8(a)(1) by maintaining a Mandatory Arbitration Agreement (MAA) that requires employees, as a condition of employment, to waive their rights to pursue class or collective actions involving employment-related claims in all forums, whether arbitral or judicial. Dissenting in part, and relying on his partial dissenting opinion in Murphy Oil, Member Miscimarra would find that Section 8(a)(1) does not vest authority in the Board to dictate any particular procedures pertaining to the litigation of non-NLRA claims, nor does the Act render unlawful agreements in which employees waive class-type treatment of non-NLRA claims. However, the panel unanimously reversed the judge's finding that the MAA was independently unlawful because employees would reasonably believe that it bars or restricts their right to file charges with the Board, stating that the General Counsel did not litigate this theory of a violation.
Charge filed by an individual. Administrative Law Judge Ira Sandron issued his decision on March 9, 2015. Chairman Pearce and Members Miscimarra and McFerran participated.
Advanced Services, Inc. (26-CA-063184 and 26-CA-071805; 363 NLRB No. 71) Memphis, TN, December 22, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015), the Board affirmed the administrative law judge's finding that the Respondent violated Section 8(a)(1) by maintaining a mandatory dispute resolution policy that requires employees, as a condition of employment, to waive their rights to maintain class or collective actions in all forums, whether arbitral or judicial. Relying on SolarCity Corp., 363 NLRB No. 83 (2015), the Board rejected the Respondent's argument that its policy was lawful because it contained an exemption permitting employees to file charges with administrative agencies, including with the Board. The Board also adopted the judge's finding that an overly broad confidentiality provision in the policy's acknowledgement form independently violated Section 8(a)(1). Finally, the Board adopted the judge's finding that the Respondent violated Section 8(a)(1) by instructing employees not to discuss performance improvement plans with other employees and her dismissal of the allegation that the Respondent violated Section 8(a)(1) by terminating one of the charging parties.
Reversing the judge, the Board found that the Respondent violated Section 8(a)(1) by instructing employees to keep any discussion of an investigation into alleged supervisory misconduct confidential. The Board noted that the Respondent reflexively imposed this confidentiality requirement without demonstrating a legitimate and substantial justification.
Charges filed by two individuals. Administrative Law Judge Margaret G. Brakebusch issued her decision on July 2, 2012. Chairman Pearce and Members Hirozawa and McFerran participated.
Everglades College, Inc. d/b/a Keiser University and Everglades University (12-CA-096026; 363 NLRB No. 73) Fort Lauderdale, FL, December 23, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015), a Board panel majority consisting of Chairman Pearce and Member McFerran found that the Respondent violated Section 8(a)(1) by maintaining a mandatory arbitration agreement under which employees were compelled, as a condition of employment, to waive the right to maintain class or collective actions in all forums, whether arbitral or judicial. For the reasons stated in his partial dissent in Murphy Oil, Member Miscimarra dissented from the majority's finding that the mandatory arbitration agreement was unlawful because it waived the right to participate in class or collective actions regarding non-NLRA employment claims. However, he concurred with the majority that the mandatory arbitration agreement violated Section 8(a)(1) because employees reasonably would construe it to bar or restrict their right to file unfair labor practice charges with the Board. Accordingly, the panel unanimously found that the Respondent unlawfully discharged an employee for refusing to sign the agreement. In agreeing to find the discharge unlawful, Member Miscimarra relied solely on the latter violation.
Charge filed by an individual. Administrative Law Judge Melissa M. Olivero issued her decision on August 14, 2013. Chairman Pearce and Members Miscimarra and McFerran participated.
Ross Stores, Inc. (31-CA-109296 and 31-CA-114107; 363 NLRB No. 79) Thousand Oaks, CA, December 23, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015), a Board panel majority consisting of Chairman Pearce and Member Hirozawa affirmed the administrative law judge's finding that the Respondent violated Section 8(a)(1) by maintaining an Arbitration Policy (Policy) and Dispute Resolution Agreement (Agreement) that required employees, as a condition of employment, to waive their rights to pursue class or collective employment claims in all forums, whether arbitral or judicial. Relying on SolarCity Corp., 363 NLRB No. 83 (2015), the majority rejected the Respondent's argument that its Agreement was lawful because it contained an exemption permitting employees to file charges with administrative agencies, including with the Board. Relying on Bristol Farms, 363 NLRB No. 45 (2015), the majority also rejected the Respondent's argument that its Agreement was voluntary and thus lawful because it contained an opt-in provision. Contrary to the judge, the majority found that the complaint allegation regarding the Respondent's enforcement of the Policy was timely, and the majority reversed the judge and found that the Respondent violated Section 8(a)(1) by asserting the Policy in litigation. Finally, the majority disagreed with the dissent's view that Sections 7 and 9(a) of the Act require the Board to permit individual employees to prospectively waive their rights to engage in concerted legal activity. The majority also rejected the dissent's argument that the Respondent's motion to compel arbitration was protected by the First Amendment's Petition Clause.
For the reasons explained in his dissenting opinions in Murphy Oil and Bristol Farms, 363 NLRB No. 45 (2015), Member Miscimarra dissented from the majority's finding that the Policy and the Agreement were unlawful because they required employees to waive their rights to pursue class or collective actions regarding non-NLRA claims. In his view, the Agreement was lawful, especially in light of its opt-in provision. Because Member Miscimarra would find the Policy lawful, he also dissented from the majority's finding that the Respondent's enforcement of the policy violated Section 8(a)(1). In so doing, he noted that because there was no illegal objective for the enforcement litigation, the Respondent's motion to compel arbitration was arguably protected by the First Amendment's Petition Clause.
Charges filed by an individual. Administrative Law Judge Jay R. Pollack issued his decision on October 21, 2014. Chairman Pearce and Members Miscimarra and Hirozawa participated.
The Pep Boys Manny Moe & Jack of California (31-CA-104178; 363 NLRB No. 65) Inglewood, CA, December 23, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015, a Board panel majority consisting of Chairman Pearce and Member Hirozawa affirmed the administrative law judge's finding that the Respondent violated Section 8(a)(1) by maintaining a Mutual Agreement to Arbitrate Claims (Agreement) that required employees, as a condition of employment, to waive their rights to pursue class or collective employment claims in all forums, whether arbitral or judicial. Relying on SolarCity Corp., 363 NLRB No. 83 (2015), the majority rejected the Respondent's argument that its Agreement was lawful because it contained an exemption permitting employees to file charges with administrative agencies, including with the Board. The majority disagreed with the dissent's view that Sections 7 and 9(a) of the Act require the Board to permit individual employees to prospectively waive their rights to engage in concerted legal activity.
For the reasons explained in his dissenting opinion in Murphy Oil, Member Miscimarra dissented from the majority's finding that the Agreement was unlawful because it required employees to waive their rights to pursue class or collective actions regarding non-NLRA claims. He found it unnecessary to reach whether agreements containing an exemption permitting filings with administrative agencies should independently be deemed lawful to the extent, per D. R. Horton, they "leave[] open a judicial forum for class and collective claims."
Charge filed by an individual. Administrative Law Judge Gerald A. Wacknov issued his decision on March 7, 2014. Chairman Pearce and Members Miscimarra and Hirozawa participated.
Logisticare Solutions, Inc., a Subsidiary of Providence Service Corporation (16-CA-134080; 363 NLRB No. 85) Austin, TX, December 24, 2015.
Citing Convergys Corp., 363 NLRB No. 51 (2015), a Board panel majority consisting of Chairman Pearce and Member McFerran affirmed the administrative law judge's finding that the Respondent violated Section 8(a)(1) by maintaining a rule that requires employees, as a condition of employment, to waive their rights to pursue class or collective action lawsuits. The majority also found that the Respondent's rule was independently unlawful because, given ambiguity in the agreement about whether employees could file charges with or on behalf of other employees, employees would reasonably read the rule as restricting their right to file unfair labor practice charges with the Board. Member Miscimarra dissented from both findings. Member Miscimarra would find that the rule was lawful because it did not restrain or coerce employees in the exercise of Section 7 rights; he would further find that employees would not reasonably construe the rule to bar or restrict their right to file charges with the Board where the rule explicitly states that it applies only to class- or collective-action lawsuits.
Charge filed by an individual. Administrative Law Judge Joel B. Biblowitz issued his decision on April 15, 2015. Chairman Pearce and Members Miscimarra and McFerran participated.
Whole Foods Market, Inc. (01-CA-096965, 13-CA-103533, and 13-CA-103615; 363 NLRB No. 87) Cheshire, CT and Chicago, IL, December 24, 2015.
Reversing the administrative law judge, a Board panel majority consisting of Chairman Pearce and Member Hirozawa found that the Respondent violated Section 8(a)(1) by maintaining two similar rules in its General Information Guide prohibiting employee recording in the workplace without prior approval by management. The majority found that the rules, which unqualifiedly prohibit all workplace recording (including that which is part of the res gestae of protected concerted activity), are overbroad and would reasonably be construed by employees to prohibit activity protected by the Act. Member Miscimarra, dissenting, would affirm the judge's decision to dismiss the complaint. In his view, the rules do not unlawfully interfere with, restrain or coerce employees in the exercise of rights protected under the Act because the rules "obviously are intended to encourage all communications, including communications protected by Section 7." He found that employees would reasonably interpret the rules to protect Section 7 activity, not to prohibit it.
Charges filed by United Food and Commercial Workers, Local 919 and Workers Organizing Committee of Chicago. Administrative Law Judge Steven Davis issued his decision on October 30, 2013. Chairman Pearce and Members Miscimarra and Hirozawa participated.
24 Hour Fitness USA, Inc. (20-CA-035419; 363 NLRB No. 84) San Ramon, CA, December 24, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015, a Board panel majority consisting of Chairman Pearce and Member McFerran affirmed the administrative law judge's findings that the Respondent violated Section 8(a)(1) by maintaining and enforcing a binding arbitration policy that required employees, as a condition of employment, to waive their rights to pursue collective actions involving employment-related claims in all forums, whether arbitral or judicial. Citing On Assignment Staffing Services, 362 NLRB No. 189 (2015), the majority rejected the Respondent's argument that the policy's opt-out provision rendered the policy lawful. The majority further rejected the Respondent's argument that the asserted potential for joinder of claims under the policy rendered it lawful.
Dissenting in part, and relying on his dissents in Murphy Oil and Pama Management, 363 NLRB No. 39 (2015), Member Miscimarra would find that agreements between employers and employees that waive the right to participate in class and collective actions regarding non-NLRA employment claims do not violate Section 8(a)(1), especially when they contain an opt-out provision. Moreover, in his view, the legality of the policy is further reinforced by the fact that the policy permits joinder of claims before an arbitrator. Because he would find the policy lawful, he would find it similarly lawful for the Respondent to file motions in Federal and State courts seeking to enforce the policy.
Charge filed by an individual. Administrative Law Judge William L. Schmidt issued his decision on November 6, 2012. Chairman Pearce and Members Miscimarra and McFerran participated.
MasTec Services Company, Inc. (16-CA-086102; 363 NLRB No. 81) Fort Worth, TX, December 24, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015, a Board panel majority consisting of Chairman Pearce and Member Hirozawa affirmed the administrative law judge's finding that the Respondent violated Section 8(a)(1) by maintaining a Dispute Resolution Policy (Policy) that required employees, as a condition of employment, to waive their rights to pursue class or collective employment claims in all forums, whether arbitral or judicial. The majority rejected the Respondent's arguments that the Policy was lawful because it contained an opt-out provision and because it included an exemption allowing employees to file charges with administrative agencies. Although the Respondent argued that the Policy was lawful because it permitted employees to pursue permissive joinder, the majority found that, because the Policy contained a confidentiality provision, the possibility of joinder was illusory. The majority also rejected the Respondent's argument that the Board's decisions in D. R. Horton and Murphy Oil conflict with the Rules Enabling Act. Finally, the majority disagreed with the dissent's view that Sections 7 and 9(a) of the Act require the Board to permit individual employees to prospectively waive their rights to engage in concerted legal activity.
Dissenting consistent with his dissents in Murphy Oil and Pama Management, 363 NLRB No. 39 (2015), Member Miscimarra would find that agreements between employers and employees that waive the right to participate in class and collective actions regarding non-NLRA employment claims do not violate Section 8(a)(1), especially when they contain an opt-out provision. Moreover, in his view, the lawfulness of the Policy is all the more apparent because it incorporates procedural rules that allow for permissive joinder.
Charges filed by an individual. Administrative Law Judge Joel P. Biblowitz issued his decision on June 3, 2013. Chairman Pearce and Members Miscimarra and Hirozawa participated.
CPS Security (USA), Inc., a wholly owned subsidiary of CPS Security Solutions, Inc. (28-CA-072150, 28-CA-075432, and 28-CA-075450; 363 NLRB No. 86) Las Vegas, NV, December 24, 2015.
Applying its decisions in D. R. Horton, Inc., 357 NLRB No. 184 (2012), enf. denied in relevant part 737 F.3d 344 (5th Cir. 2013) and Murphy Oil USA, Inc., 361 NLRB No. 72 (2014), enf. denied in relevant part No. 14–60800, 2015 WL 6457613, __ F.3d __ (5th Cir. Oct. 26, 2015, a Board panel majority consisting of Chairman Pearce and Member Hirozawa affirmed the judge's findings that the Respondent violated Section 8(a)(1) by maintaining and enforcing an arbitration policy that requires employees, as a condition of employment, to waive their rights to pursue class or collective actions involving employment-related claims in all forums, whether arbitral or judicial. The Board further adopted the judge's finding that maintaining the arbitration policy violated Section 8(a)(1) because employees reasonably would believe that it bars or restricts their right to file unfair labor practices with the Board.
Member Miscimarra concurred in part and dissented in part. Relying on his dissents in Murphy Oil and Pama Management, 363 NLRB No. 39 (2015), Member Miscimarra would find that agreements between employers and employees that waive the right to participate in class and collective actions regarding non-NLRA employment claims do not violate Section 8(a)(1), especially when they contain an opt-out provision. Because he would find the policy lawful, he would find it similarly lawful for the Respondent to file motions in State court seeking to enforce the policy. However, he concurred with the majority's finding that the arbitration policy violates Section 8(a)(1) because employees would reasonably construe it to restrict their right to file unfair labor practice charges with the Board.
Charges filed by individuals. Administrative Law Judge Michael A. Marcionese issued his decision on February 11, 2014. Chairman Pearce and Members Miscimarra and Hirozawa participated.
Unpublished Board Decisions in Representation and Unfair Labor Practice Cases
R Cases
First Transit, Inc. (21-RC-147424) Pomona, CA, December 22, 2015. Order denying the Employer's Request for Review of the Regional Director's Supplemental Decision on the basis that it raised no substantial issues warranting review. Petitioner – Wholesale Delivery Drivers, General Truck Drivers, Chauffeurs, Sales, Industrial and Allied Workers, Teamsters Local 848, International Brotherhood of Teamsters. Chairman Pearce and Members Miscimarra and Hirozawa participated.
The Trustees of Columbia University in the City of New York (02-RC-143012) New York, NY, December 23, 2015. Order granting Petitioner's Request for Review and the Employer's Conditional Request for Review of the Regional Director's Supplemental Decision and Order Dismissing Petition on the basis that they raise substantial issues warranting review. The Board intends to issue a subsequent notice establishing a schedule for the filing of briefs on review and inviting amicus briefs. Member Miscimarra, concurring in part and dissenting in part, would deny the Petitioner's Request for Review but concurs with the majority's decision to grant the Conditional Request for Review. Chairman Pearce and Members Miscimarra, Hirozawa, and McFerran participated.
C Cases
Columbia Memorial Hospital (03-CA-142160 and 03-CA-144364) Hudson, NY, December 22, 2015. No exceptions having been filed to the November 10, 2015 decision of Administrative Law Judge Robert A. Ringler finding that the Respondent had engaged in certain unfair labor practices, the Board adopted the judge's findings and conclusions, and ordered the Respondent to take the action set forth in the judge's recommended Order. Charges filed by an individual and 1199 SEIU United Healthcare Workers East.
Amcor Rigid Plastics (13-CA-145992) Batavia, IL, December 23, 2015. No exceptions having been filed to the November 6, 2015 decision of Administrative Law Judge Thomas M. Randazzo finding that the Respondent had engaged in certain unfair labor practices, the Board adopted the judge's findings and ordered the Respondent to take the action set forth in the judge's recommended Order. Charge filed by Chicago & Midwest Regional Joint Board, Workers United/SEIU.
Electrolux Home Products, Inc. (15-CA-157407) Memphis, TN, December 24, 2015. Order denying the Employer's petition to revoke an investigative subpoena duces tecum. The Board found that the subpoena sought information relevant to the matters under investigation and described with sufficient particularity the evidence sought. Further, the Board held that the Employer failed to establish any other legal basis for revoking the subpoena. The Board also stated that, in considering the petition to revoke, it evaluated certain subpoena paragraphs as modified by the Region in its opposition brief. Charge filed by an individual. Chairman Pearce and Members Miscimarra and Hirozawa participated.
Appellate Court Decisions
Pessoa Construction Company, Board Case No. 05-CA-034547 (reported at 361 NLRB No. 138) (4th Cir. decided December 21, 2015)
In an unpublished opinion, the court enforced the Board's backpay order that was issued to remedy this construction company's discharge of one of its drivers for his union activities in violation of Section 8(a)(3) of the Act. Previously, the same court enforced the Board's underlying unfair-labor-practice order.
On review, the court rejected the employer's challenges to the backpay order. Contrary to those claims, the court held that Department of Transportation (DOT) regulations "did not require [the discriminatee] to voluntarily undergo a DOT physical at his own expense or hold a current DOT card in order to search for suitable interim employment." Further, the court held that the Board did not abuse its discretion in finding that the employer failed to establish that the discriminatee suffered from a medical condition that would have disqualified him from obtaining a DOT card and safely operating a commercial vehicle, or in failing to toll the backpay period based upon his misrepresentations on applications to his interim employers. Finally, the court agreed with the Board that the administrative law judge properly excluded evidence of the discriminatee's prior convictions that were more than ten years in the past. Accordingly, the court denied the petition for review and enforced.
The court's unpublished opinion is here.
Pac Tell Group, Inc., d/b/a U.S. Fibers, Board Case No. 10-CA-139779 (reported at 362 NLRB No. 4) (4th Cir. decided Dec. 23, 2015)
In an unpublished opinion, the court enforced the Board's bargaining order against this recycler of polyester fibers after production and maintenance employees at its Trenton, South Carolina plant voted in the May 2013 election to be represented by Local 7898 of the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied-Industrial and Service Workers International Union. In doing so, the court upheld the Board's application of the standards of Oakwood Healthcare, Inc., 348 NLRB 686 (2006), and rejected the employer's contention that four employees were supervisors within the meaning of Section 2(11) of the Act. The court also agreed with the Board that the employer did not carry its burden of proving its alternate claim that those employees, if not supervisors, nonetheless engaged in objectionable third-party conduct materially affecting the election.
In the underlying representation case, dispensing with the employer's claim of supervisory status, the Board adopted the Regional Director's findings that the four employees did not have the authority to assign, responsibly direct, or effectively recommend discipline or reward. The Board also adopted the Regional Director's application of the standard governing third-party election misconduct and his recommendation to overrule the employer's objections that claimed that statements by those employees to coworkers that they might lose their jobs if they did not support the Union had affected the election. After the Board certified the union and the union requested bargaining, the employer refused to bargain in order to test the certification.
On review, the court held that the Board reasonably found that the employer had not shown that the four employees were statutory supervisors. The court agreed that the employees did not assign work with independent judgment "because the decisions were made according to parameters set by management or to equalize employee workloads," and similarly did not responsibly direct other employees because the work was routine and generally established by management's own work orders. Regarding effectively recommending discipline, the court rejected the employer's reliance on evidence that the four employees filled out warning forms issued to workers who disobeyed safety rules, noting that this was done either at the explicit direction of managers or to "simply implement[] in a routine fashion the requirement that they warn employees who did not comply with certain workplace rules." Regarding effectively recommending reward, the court upheld the Board's finding that evidence of the putative supervisors' involvement in pay raises received by other employees was inconclusive because it did not show what effect, if any, the recommendations had on the employer's ultimate decisions. Finally, the court held that the Board did not abuse its discretion in overruling the employer's election objections on the basis of the challenged statements which did not meet the standard for objectionable third-party conduct.
Lifeway Foods, Inc. (13-CA-146689, et al.; JD-67-15) Niles, IL. Administrative Law Judge Mark Carissimi issued his decision on December 21, 2015. Charges filed by Bakery, Confectionery, Tobacco Workers and Grain Millers International Union, AFL-CIO-CLC, Local Union No. 1.
Service Employees International Union, Local 87 (Universal Building Maintenance) (20-CB-153693, et al.; JD(NY)-47-15) San Francisco, CA. Administrative Law Judge Joel P. Biblowitz issued his decision on December 22, 2015. Charges filed by individuals.
Elite Ambulance Inc. (31-CA-122353, et al.; JD(SF)-53-15) Los Angeles, CA. Administrative Law Judge Dickie Montemayor issued his decision on December 23, 2015. Charges filed by International Association of EMTs and Paramedics (IAEP)/NAGE/SEIU Local 5000.
Red Rock Riding Stables, Inc. (28-CA-149983; JD(SF)-52-15) Las Vegas, NV. Administrative Law Judge Dickie Montemayor issued his decision on December 23, 2015. Charge filed by an individual.
Minteq International, Inc., and Specialty Minerals, Inc., Wholly Owned Subsidiaries of Mineral Technologies, Inc. (13-CA-139974; JD-68-15) Gary, IN. Administrative Law Judge Arthur J. Amchan issued his decision on December 23, 2015. Charge filed by International Union of Operating Engineers, Local 150, AFL-CIO.
CVS RX Services, Inc. (29-CA-141164 and 29-CA-155028; JD(NY)-48-15) Brooklyn, NY. Administrative Law Judge Lauren Esposito issued her decision on December 24, 2015. Charges filed by an individual.
UPS Supply Chain Solutions, Inc. (12-CA-144578; JD(ATL)-23-15) Doral, FL. Administrative Law Judge Donna Dawson issued her decision on December 24, 2015. Charge filed by International Brotherhood of Teamsters, Local Union No. 769.
To have the NLRB's Weekly Summary of Cases delivered to your inbox each week, please subscribe here.


You've found your soulmate, you've set your wedding date and you've found your venue. Now you need to plan your wedding reception. And what would a reception be without music and entertainment?
But if you've never planned a wedding reception or reserved a DJ before, what should you look for? What are the things that an entertainment company should provide so that you get more than just a DJ playing music? How do you make sure you get the right type of music and entertainment, tailored specifically to you, your guests, and your event?
On your wedding day – one of the most important days of your life – you want to know that you are entrusting your wedding entertainment to a company and a DJ who knows what they are doing. Because Midwest Sound performs at more receptions than anyone, our entertainers perform at more receptions than anyone. Last year alone, more than 1900 brides and grooms trusted our DJs to perform at their wedding reception. Our experience is not just based on how many receptions we handle, but on the depth and quality of the personal experience our DJs bring to each event. We have developed a proven mentorship and knowledge-sharing program so that all of our DJs benefit from the wealth of experience that our team of DJs bring to our company.
Simply put, this is what a company does to ensure that your entertainer will be there on time and that the equipment will work. Needless to say, life happens. People get sick, family emergencies occur and equipment can malfunction. These things cannot be predicted, so you must be prepared for them. Midwest Sound staffs on-duty supervisors, on-duty technicians and on-call DJs. We are prepared for any potential pitfall. We have not missed a reception in our entire history, and we never will! Whether you are just starting to plan, or you are nearing the point of making final decisions, give us a call to learn more about how Midwest Sound can help you host the best wedding reception possible.
No one can read minds, yet this is what some entertainment companies, and DJs who only perform as a hobby, try to do. This may lead to unexpected or uncomfortable situations at your reception. At Midwest Sound, we don't try to read your mind. We take the time to have a thoughtful conversation with you regarding your preferences for music, reception events and the level of interaction you want from your entertainer. You can have as much or as little control as you wish. We will answer all of your questions, and offer advice based on our 40 years of experience. In the end, Midwest Sound goes to great lengths to learn about your vision for your perfect evening. Then, we provide exceptional service that is customized to align with that vision.
It is also helpful to hire a DJ who knows your venue (if possible). The DJ's familiarity with the layout, equipment and staff at your venue can go a long way toward making sure everything goes according to plan. We always make an effort to send an entertainer back to venues he or she has performed at before. To us, that approach just makes good sense. This has led to our DJs having extensive familiarity with many venues throughout Minnesota and Wisconsin, and to Midwest Sound being the most referred entertainment company by catering and hall managers in the Twin Cities area. More importantly, clients have told us that it gives them peace-of-mind to know that they are working with entertainers who have performed in their venue before.
Midwest Sound customizes our performances around three specific areas - the music, the events and the level of interaction from your entertainer. You can have as much or as little control as you wish.


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Home » News » Kirby And The Forgotten Land Is The First In The Series To Contain "Fear"
Kirby And The Forgotten Land Is The First In The Series To Contain "Fear"
Kirby and the Forgotten Land is the first game in the series to be given content warnings for "fear".
Despite starring a round pink ball of love, fans of the Kirby series are well-aware that the lore is much deeper than it seems. From a frozen planet that looks suspiciously like our own to bosses that are pure nightmare fuel, Kirby games often get surprisingly dark during the last few hours.
Still, a little darkness apparently doesn't phase most age rating boards, as every Kirby game has been rated "E for Everyone" and "E10 For Ages 10 And Up" in America, or "3" and "7" in the UK. The only age rating warning that comes with Kirby games is one for "Violence", which makes sense considering how many enemies you're pelting with a massive hammer.
As spotted by Twitter user LuigiBlood, that looks set to change with Kirby and the Forgotten Land, which has been rated by both PEGI and the ESRB. Although the ESRB rating is fairly typical and just says "E10 For Ages 10 And Up", the PEGI rating goes a little bit further, giving the game a "7" age rating and noting that it contains "Violence" and "Fear".
Although this can't yet be seen on PEGI's own website, it can be seen if you view Kirby and the Forgotten Land's official Nintendo page in the UK. This seems to confirm that Kirby will once again feature some dark enemies during its later sections, likely in the form of some twisted boss that screams at the player and somehow represents some dark lore.
This has also caused fans to start speculating on what sort of twist the Forgotten Land might contain. Previous Kirby games have had cute, unassuming characters transform into horrific demons, and the community is starting to speculate that the green mouse creature that is seen with Kirby throughout the trailer might be the one that's apparently going to introduce a new level of fear into the series.
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redpajama_set_name: RedPajamaCommonCrawl


Sl. No. Title with Page no. Journal ISSN/ISBN No.
Sl.No. Title with Page no. Details of Conference Publication ISSN/ISBN No.
Edited a book named "Role of CSR on Modern Business Era" with ISBN 978-81-927911-5-9 Proceedings of the UGC sponsored National Seminar on Role of CSR in Modern Business era by the Department of Commerce S S V College, Valayanchirangara on 6-7 August 2015.
No Book Title editor & publisher Article Name ISSN/ISBN No.
UGC Sponsored Two Day National Seminar on Emerging Trends in Indian Banking Sector in MES College, Marampally.


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Payroll tax cut in South Australian budget
Businesses in South Australia are celebrating after South Australian Treasurer Kevin Foley announced payroll tax will be cut from 5% to 4.95% and the threshold increased from $504,000 to $600,000.
The SA Government estimates the move will save businesses about $136 million a year from 2009-10. It is the second consecutive cut to payroll tax.
Foley says South Australia could not afford to slip behind states like NSW and Queensland, which cut payroll tax in their budgets earlier this week. "It is vitally important that our state remains competitive."
While Foley did not cut land tax or stamp duty, he did abolish a stamp duty concession for first home buyers, replacing it with a $4000 first-home bonus for purchases of up to $400,000.
The SA Government also announced it will spend $10.3 billion on infrastructure over the next four years, including $1.5 billion on a desalination plant and $2 billion on public transport initiatives.
Economic growth in South Australia is expected to fall from 3.75% to 2.75% next year.
Read more on payroll tax


This training programme was started by introductory session given by Dr. Paromita Chaubey. Video based Documentary on the previous project on "Quality Learning in Science and mathematics" was presented by Dr. Paromita Chaubey.
Further Dr. Alok Gardia, BHU gave a brief introduction about the proposed programme. He explained the participants about the government scheme Ayushman Bharat and Health Programme of Ministry of AYUSH and its integration in the current running programme. Integrated approach to health and education envisages that available health services in the community be utilised to the maximum along with incorporating elements of health and physical education in the process of learning of children not as a subject matter but as practice in day to day activities.
Next speaker Prof. V. P. Singh, NCERT explained the basic concepts of mathematics to teachers. He described teachers to explain the content through process and make it interesting so that students take interest in studying mathematics. Prof. V.P. Singh motivated teachers to change their attitude towards teaching methodology. He also recites some motivational stories of renowned mathematicians and suggested teachers to include it in their teaching practices. He also gave advice to participants to go beyond the textbooks for the better understanding of the students.
Dr. Alok Gardia, BHU started the afternoon session and spoke about the Importance of Education and Health: Understanding school children health and school based health education programme. He explained about different disorders present among the students and also described integration of effective health education in the curriculum.
Further Dr. Paromita Chaubey, IUCTE started her lecture on the teaching methodology on social studies and performed an activity to explain the concept of government. Further she describes that social studies is a subject which is close to the life of an individual. Thus, a teacher has to plan activities like problem solving, dramatisation, role play along with utilisation of resources like audio visual materials, photographs, charts, maps and models to take care of the diverse learning needs of children in the classroom. She also discussed some salient points of NCF 2005.
In the end, Dr. Ruhi Dixit, IUCTE discussed the importance of science in everyday life. She suggested implementing a "Learner Driven Approach" in teaching and involvement of the students. She explained the basic concepts of combustion, incomplete combustion with the help of some demonstration. She has shown some activities video related to carbon compounds and relate it with the component Health.
Then, Dr. Gyan Singh asked the participants to give their feedback on the training programme. Participants were very excited and discussed the benefits of the programme. They also said they will go to implement these changes in their teaching from the very next day.
DIET professor Dr. Umesh Shukla delivered his vote of thanks speech. He said that this programme will be successful if the teachers keep an approach based on Learning Outcome.


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Taste of Cinema - Movie Reviews and Classic Movie Lists > Lists > People Lists > 10 Brilliant Directors Who Should Make More Films
10 Brilliant Directors Who Should Make More Films
Posted on July 9, 2018 March 26, 2019 by John Cordes
A film director's first successful motion picture usually serves as their ticket to make more films in the future. However, the directors interests or for reasons unknown sometimes interfere with the production of future projects. When the director doesn't follow up an acclaimed film immediately, it can be frustrating especially if you really admired the particular filmmaker. It can be even more crushing if the director never even makes another film at all.
As a fan, it can be tantalizingly disappointing, but there is a simple truth to remember: Sometimes less is more. One amazing timeless masterpiece is still better than four average great films. The following directors have accomplished some amazing feats in filmmaking with a limited number of films, and they deserve to be recognized.
10. Gaspar Noe
Noe, an Argentine filmmaker who lives in France, is known for his nihilistic and confrontational films involving sex and violence. After taking Cannes by storm in 2002 with his very controversial sophomore film, Irreversible, and snagging a Palme d'Or nomination in the process, he forever etched himself a place on the world cinema map. Since then, he has only made three feature films, including his latest film, Climax, released in 2018. Considering how Noe's 2015 film, Love was perhaps his least favorably reviewed film, Climax looks like it may be a return to form for the director, receiving positive early reviews from film critics.
Despite having only five feature films to his name, it looks like Noe is beginning to release films more frequently with only three years passing between Love and Climax. This is a much smaller gap compared to his previous six and seven year gaps. Hopefully he continues this trend, as it would be nice to see more dark and beautifully twisted imagery from this brave and talented director.
Gaspar Noe's feature films: I Stand Alone (1998), Irreversible (2002), Enter the Void (2009), Love (2015), Climax (2018)
9. Juan Jose Campanella
Another Argentine film director, Juan Jose Campanella had made a few films before receiving major international recognition with his much loved and praised, The Secret in Their Eyes in 2009. Winner of the Best Foreign Language Oscar, this crime/mystery/thriller is beautifully shot and has a surprising twist that is hard to see coming. After Campanella's success, he seemed to shift his focus to TV shows and hasn't made a film since.
Hopefully, Campanella will make another film sometime in the next five years or so. The genre he is best at is quite clearly the mystery/thriller. The way he crafted Secret was very cinematically satisfying and felt new among a beaten-to-the-ground genre. These types of thrillers can be hard to make feel original and this accomplishment is an impressive feat not to be overlooked. However, the void needs to be filled with more imaginative thrillers and there is nobody filling his shoes at this point in time.
Side Note: In a pathetic attempt to cash in on The Secret in Their Eyes, Hollywood remade it in 2015 and failed miserably.
Juan Jose Campanella's feature films: The Boy Who Cried Bitch (1991), Same Love, Same Rain (1999), Son of the Bride (2001), Avellaneda's Moon (2004), The Secret in Their Eyes (2009)
8. Lucile Hadzihalilovic
Being married to Gaspar Noe, it comes as no surprise that Hadzihalilovic releases few films. However, she releases so few films that she makes her husband's gaps between films appear normal. After making her debut in 2004 with Innocence, – a strange look at a young girls boarding school– it would be another eleven years before she made another film. Innocence won the Bronze Horse at the Stockholm Film Festival in 2004 and Evolution received a nomination for it in 2015.
As is with some directors, they don't plan on putting out films on a consistent basis, yet only when they feel a creative need or urge to put something important up on the screen. This is admirable because we know we aren't simply getting a film from someone just to make some bucks—they are doing it because they are passionate about a certain subject or vision and feel that it deserves recognition by a wider audience. This seems to be the case with Hadzihalilovic.
It's clear that this director doesn't have any intention of making films more frequently. Eleven years is a long time she isn't getting any younger. Although we probably won't see a whole lot more from her, it would be refreshing if we did. I'm sure Sweden agrees.
Lucile Hadzihalilovic's feature films: Innocence (2004), Evolution (2015)
7. Ursula Meier
This French-Swiss director makes films about families that are atypical. Whether it is their living environment, relationships with one another, or behavior, they are depicted as abnormal.
It is when the characters are examined throughout the films that we learn they are just products of their situation. They are simply dealing with their environment and normalizing it in order to survive. Although Meier has only made two films, they contain these qualities which are conveyed strongly, through complex emotional characters.
Another thing that makes Meier's films stand out is the distinctive settings in which they take place. Home takes place right on the side of an unused highway, where the family's house is built. When the highway finally opens up, the family refuses to move. In Sister, the setting is a Swiss ski resort, with the Swiss Alps serving as a very cool backdrop and unmistakably European cinematography.
The unconventional stories and characters in Meier's films add an eccentric realism to her films and leave us wanting more—more films as well.
Ursula Meier's feature films: Home (2008), Sister (2012)
6. Gotz Spielmann
Spielmann's major breakthrough came with 2008's Revanche. Receiving much critical acclaim and accolades, it was nominated for the Best Foreign Language film Oscar. The crime/romance film contains complicated emotions from its often confused characters, and beautifully crisp cinematography. The characters are so well drawn that one finds themselves being completely absorbed into them. Watching this film is a very rich experience and one that will not be forgotten any time soon. Overall, the filming techniques are very thoughtful and fitting for the film's central themes.
As is the case with many entries on this list, Spielmann hasn't been heard from very much since his success. He had one follow up film since Revanche and it didn't make much of a splash anywhere. This isn't to say that he should compromise his quality for a more mainstream appeal, but he should take chances like in Revanche and hone his focus to the same flavor. If he can do this, we are in for some more cinematic treats.
Gotz Spielmann's feature films: The Neighbour (1993), Antares (2004), Revanche (2008), Oktober November (2013)
Brilliant Directors Who Should Make More Films
All 30 Joaquin Phoenix Movies Ranked From Worst To Best
10 Criminally Underseen Cult Films That Are Worth Your Time


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Let's be honest. How many seven year old junglists do you know of? Well, the boy who would become Command Strange was just such a child. Growing up in Kazakhstan, the lure of his older brother's jungle and drum 'n' bass proved irresistible, and exposure to the music of icons like Roni Size, Aphrodite, and LTJ Bukem laid the foundations for what was to follow.
By the age of sixteen Command Strange was already releasing music. With a focus on the melodic side of DnB, he quickly got the attention of the scene's elite. The likes of Bryan Gee, Jumpin Jack Frost, Goldie, Hype, Bukem, Fabio & Grooverider regularly supported his productions, and with airplay on prestigious stations like BBC Radio 1 and 1Xtra, his reputation as one to watch was secured.
And he hasn't slowed down since.
Releases on Fokuz, Metalheadz, Good Looking, Grid, Hospital and Med School have proven his versatility, with the Command Strange sound evolving to encompass harder, nastier styles alongside his pristine musicality. In a scene where releasing one artist album is a major achievement, Command Strange's back cat already includes three of them, "Soul Booster" and "Episode 91" on Fokuz, and "Joy", his team-up with Intelligent Manners, on Marky's Innerground imprint.
Now exclusively signed to the V Recordings family, and with a reputation as a deejay that's seen him hype crowds across Europe and beyond, Command Strange has racked up achievements that are distant dreams for many artists twice his age. Even so, as he continues to develop, collaborate, and innovate, there's no doubt there are many more incredible things to come for Command Strange. Watch carefully.


Supporters lunch 10th September 2016. Chobham 1st XV Chiswick & 2nd XV v Cobham.
We start the first supporters lunch of the season by celebrating the beginning of Chobham RFC's 50th anniversary, by hosting Chiswick 1st XV at Fowlers Wells. With Chiswick finishing only two positions behind Chobham last season, it has the hall marks of being a close and exciting contest. We also have the pleasure of hosting Cobham 2nd XV who play The Cannons. Both matches due to kick off at 3pm.
So please join me in an afternoon of fine rugby, great food and fine ale and wine by coming to the pre match lunch.
We will be serving a beef curry followed by some fine cheeses at a cost of £13 per head.
There will be no post-match live band as this is an opportunity for all of us as #oneclub, to get together to meet friends old and new.
E-mail at Geraint here or on 07947 824 058. Unfortunately we have to limit our covers to 75 places so bookings will be taken on a first come first served basis. No further bookings will be taken after Wednesday 7th September.


sigh, another flawless release for Tich eh.
Oh hey! I finally got to my character screen! Let's see if I can log in now lol.
Edit: Now stuck on a half loaded blue bar. GG!
Sylvanas: "Where are my champions?!"
Nathanos: "They play on Tich, my Lady."
Sylvanas: "Then this war is truly lost."
Because you're downplaying load balancing and how the algorithms work, nor how those algorithms scale with large usage. You don't just hit a button and have "load-balancing" enabled. You either write your own algorithms off the back of round robin/least connections, or use established software that was never meant for this.
I'm laughing because we both know you're playing armchair expert.
Boys I'm on, but i'm trying to teleport out of Magni's chamber. And after 3 different hearthstones and the teleporter multiple times I am stuck. I am growing to like his blue ambiance.
Been on Tich since the days when Steelballa roamed Azeroth.
Rip Tich, knew you well!
I wonder why all the streamers arent dcing?


I am delighted to be part of the team that has launched enhanceR2P. The project has been selected for National Project Funding by Ako Aotearoa. enhanceR2P is a social work education research project designed to enhance the readiness to practise of newly qualified social workers (NQSWs) in Aotearoa New Zealand. For the first time in my career a team has achieved access to contestable funding to carry out important research on social work education in New Zealand.
The project is collaborative, with social work researchers from the Open Polytechnic of New Zealand ( Neil Ballantyne) , the University of Auckland (me), Massey University (Kath Hay) and the University of Canterbury (Jane Maidment).
The project is funded for three years and each year will have a different but related focus or phase: phase one will map the social work curriculum in Aotearoa New Zealand investigating the topics taught in all participating institutions; phase two will inquire into the readiness to practise of NQSWs in their first year of post-qualifying practice; and phase three will involve a a highly participatory process for the co-production of a Professional Capabilities Framework clarifying the capabilities of NQSWs and social workers at experienced, advanced and expert levels of practice.
The official start date for the project is the beginning of 2016, but the team is now in project start-up mode preparing and making plans for the work ahead. The research team regard this project as a three-year long conversation with the social work community – social workers, employers, service users, educators and students – in order to arrive at a framework that can be used to support learning and development across the whole social work career journey.
This entry was posted in Uncategorized and tagged New Zealand social work, Social Work Education, social work profession, social work research. Bookmark the permalink.


Posted by thegulfblog.com in The Emirates, UK.
Courts in Dubai have upheld the decision to jail the British couple who kissed in a restaurant in the city for one month. This is a despicably stupid and hypocritical decision by an Emirate where prostitution is rife and obvious and which relies to a staggering degree on foreigners working there. The absurd nature of this incident is encapsulated by the fine that the defendants had to pay for consuming alcohol…in a restaurant that legally serves alcohol.


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CDC urges plastic surgeons to be alert for rapidly growing Mycobacterium infections from cases performed in the Dominican Republic
The Division of Global Migration and Quarantine and the Division of Healthcare Quality Promotion (DHQP) at the Centers for Disease Control (CDC) are investigating cases of surgical-site infections caused by rapidly growing Mycobacterial species (e.g. M. abscessus and M. chelonae) following plastic surgery in the Dominican Republic.
Fifteen cases – all resulting from procedures performed in the Dominican Republic – have been identified in five states, prompting several state and local health departments in the northeast United States to issue an advisory for health-care providers to be aware of the condition, and to notify their local health department in the event they should identify or suspect a case.
"Though the cases so far appear to have been identified only in the northeast, it's important for all ASPS members to be alert to the potential of this infection," says ASPS President Robert X. Murphy Jr., MD." Ease of travel has turned medical tourism into a booming industry. Unfortunately, people often don't think of the downside of medical tourism – you're not guaranteed the same quality of safety measures that exist in this country, and should you have problems after you return, your surgeon is not there to take care of you."
The advisory is aimed at all plastic surgery; dermatology; primary care; family, emergency and internal medicine; general surgery; infectious disease; laboratory medicine (including Mycobacteriology laboratory and staff) and infection control staff.
The American Society of Plastic Surgeons is now collaborating with the CDC, in order to effectively disseminate this information to the ASPS membership.??"These surgical-site infections represent a serious public health problem affecting patients who opt for low-cost cosmetic plastic surgery procedures overseas, in this case, the Dominican Republic," says ASPS Patient Safety Committee Chair C. Bob Basu, MD, MPH. "Medical tourism may attract patients with 'cheap deals,' but unfortunately, these deals may compromise, or worse, completely ignore recognized quality and safety standards.
"It underscores why it is vital for patients to choose a board-certified plastic surgeon who is an ASPS member," he adds. "Our members only perform procedures in fully accredited facilities that ensure the highest standards for infection control and patient safety."
Initial cases were reported by the Maryland Department of Health and Mental Hygiene in August 2013, with additional cases identified since then in Connecticut, Massachusetts, New York and Pennsylvania. All patients were women in the 18-50 age range who had undergone elective procedures that include abdominoplasty, mammaplasty and liposuction in the Dominican Republic from April through September in 2013. Symptoms have included abdominal abscess, pain, fever and wound discharge.
No deaths have occurred.
"At least nine of the case-patients had surgery at the same surgical center and were attended by the same surgeon," notes Duc Nguyen of the CDC's Prevention and Response branch of the DHQP, via e-mail. "Symptoms of infection developed after return to the United States; several patients consulted with plastic surgeons after their return who, in turn, notified their state and local health departments."
"Given that at least nine of the cases are arising from the same surgery center in the Dominican Republic," adds Dr. Basu, "it raises deep concerns about the violation of sterilization procedures and the quality of the sterile products utilized."
Others who may have undergone surgical procedures in the Dominican Republic may be at risk for the "rapidly growing non-tuberculous mycobacterium" (RG-NTM) infections.
"It is possible that additional infected patients have not yet been reported," notes Nguyen.
Healthcare providers should be aware of these cases and obtain cultures for mycobacterial culture from patients with cellulitis, soft tissue infection or cutaneous abscess who had a surgical procedure in the Dominican Republic after April 1, 2013.
Physicians should notify their local health department if a case is identified.
For more information, visit the following websites:
www.csms.org
www.nyc.org
www.health.ny.gov
www.bphc.org
www.portal.state.pa.us
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Mahesh Babu's swag as an army officer in his latest movie is breaking the internet!
Ever since Mahesh Babu's look from his upcoming movie was released, the superstar has broken the internet with his fans flooding social media to express how much they are loving it.
The teaser of Mahesh Babu's film has been trending on the No 1 spot on YouTube for six days in a row, garnering a whopping 24 million views and counting. Mahesh Babu fans are in awe superstar's never seen before action avatar and his hard-hitting dialogue delivery. Mahesh Babu will be donning the Army uniform for the first time.
Recently, a huge 81 feet cutout of a superstar at erected in Sudharshan 35mm theatre, This has made a lot of noise across social media and has raised the excitement amongst fans
Mahesh Babu is thrashing enemies of the country in this high octane action thriller which is shot in various locations across India. The action-packed teaser is making waves across India.
Starring the Superstar Mahesh Babu as Army Major Ajay Krishna, Sarileru Neekevvaru is directed by Anil Ravipudi. The film is slated for a release on Sankranthi 2020. Sarileru Neekevvaru is jointly bankrolled by Anil Sunkara, Dil Raju and Mahesh Babu under their banner AK Entertainments and GMB Entertainment.
The post Mahesh Babu's swag as an army officer in his latest movie is breaking the internet! appeared first on Popdiaries.


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Home /NFL
49ers Tight End George Kittle Was Mere Minutes From Catching Passes From Russell Wilson With the Seahawks
by Luke Norris twitter facebook linkedin | More Articles: NFL
San Francisco 49ers superstar George Kittle is easily one of the top tight ends in the National Football League. Just four seasons into his pro career, the former Iowa Hawkeye has appeared in a Super Bowl, is already a two-time Pro Bowler and a two-time All-Pro, and is clearly a big part of the Niners' future as they signed him to a five-year/$75 million extension ahead of the 2020 season. But according to Kittle himself, he nearly never wore the red and gold as he was very close to being drafted by the Seattle Seahawks.
George Kittle didn't put up crazy numbers at Iowa but was still seen as a solid NFL prospect
Following in his father's footsteps, Kittle took his talents to the University of Iowa after high school but got caught up in a crowded tight end unit in his first two seasons with the Hawkeyes, catching just six passes for 133 yards with zero touchdowns.
His role in the offense expanded during his junior season in 2015, a year in which he caught 20 passes for 290 yards with six touchdowns, good for sixth in the Big Ten. Kittle added 22 receptions for 314 yards with four touchdowns as a senior to finish his collegiate career with 48 catches for 737 yards with 10 touchdowns.
Despite not putting up monster numbers, Kittle was still seen as a solid pro prospect and was one of just 19 tight ends to receive an invite to the NFL Scouting Combine, where he finished sixth in the vertical jump, fifth in the 40-year dash, and third in the broad jump among his position group. Most "experts" had him going in the middle rounds of the 2017 draft, which is exactly where he was taken by the 49ers — but only after a little drama with the Seahawks.
The Seahawks were ready to trade up to draft Kittle in 2017 just before the 49ers nabbed him
San Francisco 49ers tight end George Kittle | Thearon W. Henderson/Getty Images
With Kittle still on the board as the fifth round of the 2017 NFL draft began, the Seahawks, who were apparently interested in adding him as another weapon for Russell Wilson, found themselves in a little bit of a pickle as they'd had to forfeit their fifth-round selection after violating CBA rules regarding offseason workouts. But even if they had the pick, it was still only the 26th pick of the round (what would have been No. 170 overall).
In either scenario, Seattle would have had to make a trade to move up to take Kittle and were actually ready to do so just before the 49ers grabbed him with the second pick of the fifth round. Here's how Kittle says things went down on the Stacking the Box podcast.
"It was probably a minute before the Niners called me. My agent says 'the Seahawks are calling me and they're trading up to get you.' Then literally, I'm on the phone with him my agent, and I get a call from the Bay Area.
"He's like, 'hang up on me and answer that.' And then I'm talking to John Lynch and Kyle Shanahan saying that they're drafting and they're excited to work with me."
The 49ers took Kittle with the 146th overall pick and that was that. But can you imagine Russell Wilson having Kittle as another option alongside the likes of DK Metcalf and Tyler Lockett? Scary, right? Think the Niners still would have made that Super Bowl?
The two-time All-Pro has been one of the best tight ends in the NFL with the 49ers
Kyle Shanahan Is Actually Hoping Jimmy Garoppolo Is 'Pissed Off' at the 49ers Trading Up to Take a QB in the NFL Draft
Kittle came in and made an immediate impact with the 49ers, catching 43 passes as a rookie, just five less than his entire career at Iowa, for 515 yards and a pair of touchdowns. He earned Pro Bowl and All-Pro honors the next two seasons (Second Team in 2018, First Team in 2019) with a combined 173 receptions for 2,430 yards with 10 touchdowns, adding an additional eight catches for 71 yards in the postseason as he helped San Francisco to Super Bowl 54.
Injuries limited Kittle to just eight games in 2020 but he should be ready to roll when the 2021 season begins. There's now just the matter of exactly who will be throwing him the ball.
Stats courtesy of Sports Reference
Tags:NFL Draft NFL players San Francisco 49ers Seattle Seahawks


Dun & Bradstreet (defendant) sent a credit report to five subscribers indicating that Greenmoss Builders, Inc. (Greenmoss) (plaintiff) had filed for bankruptcy. The report was false, but it was sent due to the good faith mistake of a Dun & Bradstreet fact checker. Greenmoss sued Dun & Bradstreet for libel and obtained a verdict for presumed and punitive damages. The trial court granted Dun & Bradstreet's motion for new trial, but the Vermont Supreme Court reversed and reinstated the verdict in favor of Greenmoss. The United States Supreme Court granted certiorari.


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'It's going to take some looking at' - Danny Wilson gives Glasgow Warriors verdict after 'collapse' at Exeter Chiefs
Rangers' Joe Aribo shines yet again for Nigeria as Celtic nightmare scenario becomes more of a reality
Celtic's Scott Sinclair relishing Ibrox trip after Pittodrie treble
The big occasions are made for Scott Sinclair and the player in turn is made for them, said the Celtic winger's manager Brendan Rodgers on Boxing Day.
Friday, 28th December 2018, 6:00 am
Scott Sinclair has rediscovered his goalscoring form and grabbed a hat-trick in the 4-3 win over Aberdeen. Picture: Ian Rutherford/PA
The comment followed a hat-trick from the Englishman that underpinned the fizzing 4-3 success over Aberdeen. But it could refer to what awaits the 29-year-old and his team-mates in tomorrow's derby at Ibrox.
Sinclair has been an integral member of the history-making squad that Rodgers has assembled these past two-and-a-half years and another feat for the annals is on offer to Celtic in Govan.
The Scottish champions are on a run of four straight wins at the home of their ancient adversaries. They have never
won five on the spin in games covered by the three major competitions played in the country – a sequence of five such victories at Ibrox between 1907 and 1909 achieved with a Glasgow Cup semi-final success.
Sinclair has enjoyed some of his finest moments in Celtic colours at Ibrox. He has netted in two of the four victories across the past two years. Both these goals were netted during his first season following his £4.5 million move from Aston Villa in August 2016. In that campaign, he netted four times in the derbies before failing to add to his Rangers tally in the term that followed.
His treble this week, which allowed him to move on to the 52-goal mark for his Celtic career, ensures he will go to Ibrox brimming with belief that he can find the target to help his club claim a victory
that would allow them to break new ground.
"You can't do much better than score a hat-trick when it comes to your own confidence going into the next game," he said. "As a team, we're all in good spirits in the camp and we are all going to be ready for the weekend game. I enjoy the big games. I think when you go to a place such as Aberdeen, all the players are up for it. The big occasions are exciting. It's like that for a player to be involved in these type of games.
"We have got some good memories [of Ibrox], but this is another game and we go into it the way we would against anyone else."
It won't be just another game away to Rangers, never mind just another game, owing to a reduction in Celtic's ticket
allocation that will mean they only have around 700 supporters where previously they would have had almost 8,000 filling out the Broomloan Road end. The unwelcome development is not one Sinclair believes that he and his team-mates need fret over, though.
"I'm sure it'll be a little bit different in terms of the crowd," he said. "But, for us as players and professionals, we get our heads down and forget about things like that. We just try to make sure that we play good football. I think we are a top-level team. Players have come into it. Ryan [Christie] in the past couple of months has been exceptional and has added goals to his tally.
"There are a few other players, but as a team, there is a lot of competition and everyone keeps everyone else on their toes. Going forward now, it's about the whole team and how we perform. I think you can see that with the characters in the squad [that we are as hungry as ever]. Obviously, at Aberdeen in the last 20 minutes when we had to dig deep, we did so and got a result."
Sinclair has had to dig deep to rediscover the form that brought him a 25-goal haul in his first treble-winning season, and with that the players' and the football writers' player of the year awards. He lost his place in the starting line-up in late September and didn't regain it for more than a month. He is philosophical about the dip he had to overcome. "I think that, sometimes, you have got to go through tough times," he said.
"The first years that I have been here at Celtic, there has been nothing better. There was no negativity, just all positive. But there is always going to come a time when you get negativity, but, for me, it's about just getting my head down and continuing to keep working hard and having a never give up attitude, which I've always had."


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– Network speed is determined by factors other than just cables, like a router/switch box. The speed of the network can only be as fast as the slowest component.
CERTIFIED: This Mediabridge™ Cat6 Ethernet cable with CM Grade PVC Jacket is UL Listed, complies with TIA/EIA 568B.2 and adheres to ISO/IEC 11801. APPLICATIONS: High bandwidth of up to 550 MHz guarantees high-speed data transfer for server applications, cloud computing, video surveillance and online high definition video streaming.


"This is a targeted enforcement operation that is part of an ongoing ICE investigation that has revealed that illegal aliens are employed at Howard Industries," Gonzalez said, adding late Monday that agents were still interviewing plant workers.
The employer will likely say that he had to bring in cheap illegals because there is 0% unemployment in Mississippi and that wages of Americans there is far far too high.
This is a perfect example of what illegal immigration is all about. A state with high unemployment, lack of jobs for it's people and someone is bringing in all kinds of illegals to work.
It's all about lowering of wages, keeping people desperate because some like desperate workers. They're more submissive.
Mississippi, poorest State in the country.
426,116 Mississippians use food stamps to buy food every month. That amounts to 15 percent of the people in Mississippi, or 1 in 7 (Note : West Virginia, 2nd poorest State is 1 in 6 because of higher food costs).
About 82 percent of Mississippi food stamp benefits go to households with children, many of them in working families. Most of the rest go to households containing elderly people or people with disabilities.
Why can't employers use prisoners who are in a setting known as "work release." These people serving time in jail for lower level crimes go to a facility that is locked down at night, they find work and go to jobs every day, they are unguarded and get their own transportation to and from the facility either using the bus system or getting rides. The employers would pay the county, they are getting cheap labor and the hard labor might be a deterrent. The employers would be heros. It would be a heck of a lot cheaper than the millions upon millions in welfare benefits being paid to illegals, and there are hundreds and thousands of prisoners in every state and county sitting on their back ends.
The town Mayor,etc is as much to blame as the employer .
Infact if the Town Mayor,council was put in jail all this would come to an abrupt end .
Politician's at the local level KNOW what is going on they prefer to play the role of the "blind man/woman" .
If you look at some of the youtube link's that are posted here you see citizen's yelling,etc at illegal's which acheives nothing but the real cuplrit they give a free pass .
Good post. I differ with you on a few points however. I blame the politicians, I blame the employers, I blame the enablers. Those who know whats going on and don't report it. I also blame the illegals. The bottom line is they made the choice to violate our laws, to come here as criminals and to be used by the greedy employers. They know and understand that they are hurting honest citizens but just don't care.
The feds need to hit the carpet mills in Dalton Ga next.
They don't care because they are looking for a better life .
However in the process they are taking job's from citizen's ,they are lowering working wages , hurting union's, using social services-huge hospital bill's citizen's pay,etc.
In an Ideal Utopian world where criminal's dont come in via the border ,where money grow's on tree's thus no problem with paying for social service's,etc than I say great .
Since that is not the case .
The well being of this country and citizen's must come first which is why I subscribe to closed border's and enforcing all visa,worker permit's.
People who demonstrate any place but a politician's office,etc are demonstrating at the wrong place.


I want to sey something for programing group. Can they post in this board or create a file where the new tag must be updated with new version. The day before yesterday i doing the translation of version beta 5. I finished this and in this moment the new version is public. Please do a changelog for language.
The changelog contains language information.... you can also use file comparison tools (such as ConTEXT - free..) to see the differences between the Beta 5 Public and RC1 files.
From RC1 on to 1.0, a more detailed log of changes to the language files will be made - this has been planned for months now. However, the previous release was just a beta.


The requirements are nearly the same as Windows 8 and Windows 8.1. Windows will also check your system before installing.
Also, This preview may delete files from your system as there will be unexpected crashes so it's better you backup everything.
You can read more about it on Microsoft's Site.
Stay tuned with us to get a Installation Guide and Review on Windows 10.
We will be writing how to make backups so if you mess it up, you have a way back.


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Frank Peiler joined Collectible Automobile®'s parent company in 1972 as the young firm's first art director and only its eighth employee. Though responsible for the look of books and magazines on topics as varied as guns, golf, bicycles, and bridal fashions, Frank brought with him the special knowledge and experience of a lifelong car enthusiast, which quickly benefited the company's Consumer Guide® automotive titles. Within a few years, he was named a vice president of the growing company and headed a much-expanded art department. After spearheading the company's successful move into the "classic car" realm, Frank was named publisher of a separate automotive division formed in 1979. Five years later, he conceived Collectible Automobile® magazine as the kind of old-car periodical he himself wanted to read. Popular from the first, CA marked its 30th anniversary in 2014 as the recognized leader in its field and the winner of numerous awards. In recent years, Frank has lent his executive and creative talents to Consumer Guide®'s online operations. He is a member of the Society of Automotive Historians.
John Biel was named Collectible Automobile®'s third editor on June 12, 1995. He began his automotive journalism career on February 21, 1994, when he was hired by CA's parent company to be price editor for its Consumer Guide® new-vehicle buying guides. Several months later John also became part of the Collectible Automobile® staff as an assistant editor—itself something of a dream come true for someone who had been a passionate fan of CA practically from its start. Aside from his duties with the magazine, John remains a part of the Consumer Guide® Automotive new-car test program and contributes to CG's Daily Drive blog. Blog entries that he wrote won International Automotive Media Competition medals in 2015 and 2016. He has also contributed to many Consumer Guide® books. John is a member of the Midwest Automotive Media Association, formerly served as a juror for the North American Concept Vehicle of the Year program, and has been a judge at the EyesOn Design car show in the Detroit area. Following graduation from Ball State University, he was a newspaperman for almost 15 years before coming to Consumer Guide® and Collectible Automobile®. The Chicago resident is married and has an adult son.
With a passion for automobiles that has been growing every day since his childhood, Harry Kapsalis is ideally suited to be art director of Collectible Automobile®. He has held that role since late 2007 but has been involved in technical and design aspects of CA and Consumer Guide® automotive titles since 1997. In 2014, a photo illustration that he created for the magazine won a bronze medal in the International Automotive Media Competition. Before coming to Collectible Automobile®, Harry studied design and earned a degree in photography from the University of Illinois at Chicago. (He has photographed numerous cars for CA articles and Consumer Guide® books.) Harry is an avid collector of vintage automotive paraphernalia and is the proud owner of a 1966 Pontiac GTO and 1962 Pontiac Catalina.


text:
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                });
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        it("should correctly list languages", function() {
            book.should.have.property("books");
            book.books.should.have.lengthOf(2);

            book.books[0].options.language.should.be.equal("en");
            book.books[1].options.language.should.be.equal("fr");
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    });

    describe("Generation", function() {
        var book;

        before(function() {
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                .then(function(_book) {
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        it("should correctly create books", function() {
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            book.should.have.file("en/index.html");
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A smart old bird had vision.
She never lost sight of the rich landscape.
while awkwardly trying to flap her compromised wings.
chose to look at her clipped wings for the very first time.
and not clipped at all.
even more than viewing the entire landscape.
to look for other birds to fly beside.


Become a Premium Member and post notes and photos about your poem like Connie Marcum Wong.
LOVE IT! My favorite bird even though we don't have them in California. Love them in red or yellow. Just a beautiful bird and you summed it up here most gracefully. Congratulations on this!
Hi Connie, your wonderful fluttering of wings has very deservedly flown to you with a win! Congratulations. Love this Haiku! Poetry hugs, Jennifer.
Well deserved win for this perfect haiku Connie, congratulations. Tom.
Beautiful, Connie. I love seeing cardinals among the pine branches, their color is such a bright spot. Congratulations!
Gorgeous imagery, love cardinals, congratulations on your win!
I really like the way you made the SOUNDS in this one, Connie. Congrats for your win.
Lovely image Connie. Good luck. Tom.
I love this little tribute to the cardinal! I have a mamma and pappa in my back yard most mornings.
gorgeous imagery and picture you showed us too. I did a summery haiku. Did it need to be winter?? I better check and see.
No Andrea, just about nature. Tom.
Connie, vividly enchanting haiku. Perfect!
You captured that imagery brilliantly in your poem, Connie.


If you're stuck in Disney's Timon & Pumbaa's Jungle Games, ask your fellow GameFAQs members for help.
You know you're in trouble when a warthog critiques your form.
Stretch some vine. Grab a handful of barries. Twaaang. Abrrgb! Splat! That's life in the jungle.
Is it a river of carnivores or a river of hyena slobber? Your challenge is to not find out.
Your odiferous task? Burp bugs into oblivion.
- Multiple game levels challenge players of all ages!
- Hundreds of wacky sound effects!
- Play alone or with a friend - for 10 minutes or 10 hours!