On Monday evening, NBC News broke the story that the Kanye West has been hospitalized. This comes after several rants, most notably about his support for Donald Trump and frustration with Beyonce and Jay Z. Then, came this morning's news that the rapper had canceled all remaining dates on his Saint Pablo tour following a set cut short in Sacramento.
According to NBC, the rapper was under observation at a Los Angeles hospital after the police responded to a medical welfare call around 1:20 PM PST. Sources say the decision to hospitalize West wasn't due to criminal activity but out of concern "for his own health and safety." TMZ reports that the hospital Kanye was treated at is UCLA Medical Center and that he is there for a psychiatric evaluation after being examined by a doctor for possible severe sleep deprivation. Reportedly, he did not want to go and had to be restrained while transported.
Further reporting from The Los Angeles Times reveals that paramedics, police, and fire fighters responded to a 911 call regarding Kanye from an address in Beverly Grove, south of West Hollywood. The situation escalated into a "medical emergency" during which the LAFD took over, but Kanye was "medically stable" when paramedics took him to the hospital, which was confirmed to be Ronald Reagan UCLA Medical Center. The LA Times reports that he is being treated for stress and exhaustion.
The Saint Pablo tour has been packed with drama and confusion, including a diss from his former protege Kid Cudi, who Kanye later completely forgave and dedicated his own song to, and relationship issues with Jay Z that remain unaddressed by Hov.


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DGA Cares
DGA is committed to giving back to our local community:
This month, DGA has partnered with the March of Dimes to support research and programs that help moms have full-term pregnancies and babies begin healthy lives. Proceeds from the event will be used to bring comfort and information to families with a baby in newborn intensive care.
The DGA family is walking in support of the March of Dimes on Saurday April 23rd, 2016 at 9am in Baltimore, MD.
Please join DGA as we show our support for the March of Dimes! Sign up to walk with us and/or donate at: www.DGAcares.com.
Why We Walk:
Right now, babies need all the help they can get. Premature birth affects about 450,000 babies here in the United States. I'm walking in March for Babies to get the message out about this terrible problem and you can help. Please make a secure donation to help me reach my goal. Together we can help the March of Dimes fight prematurity so more babies can get the strongest start possible.
www.DGAcares.com
Dealer's Greatest Assets Is Now An Official Google Business Partner!
Dealer's Greatest Assets (DGA) is now an official Google Business partner! Whether searching on Google.com or looking for directions on Google Maps, DGA is now even more visible on the web. The Google Partner Program will not only increase visibility for DGA but also prepare the company to continue to meet our customers evolving needs.
BDC DIAG: Trust
When it comes to your business and your customers, you cannot trust just anyone. Since 1993, Dealer's Greatest Assets, Inc. (DGA) has been a leading strategic partner for dealerships nationwide. After more than 20 years, we have a superior track record of success with proven results. Unlike our competitors, we don't outsource your customers to offshore call centers. Our well-trained, specialized agents answer your calls in-house, with our headquarters located in Ellicott City, Maryland.
DGA's management team possesses the necessary vision and industry expertise required for your dealership's BDC to succeed and increase your bottom line. Unlike our competitors, whose teams consist of retired automotive insiders, our team consists of BDC development specialists with more than 50 years of automotive call center experience combined. If you want to increase your service and parts RO's, schedule more sales appointments, and turn your customers into advocates for your dealerships, call DGA today at 1-800-678-7269 and schedule a demo at www.DGAauto.com.
Let DGA fuel your dealership's business!
Dealer's Greatest Assets In The News!
Dealer's Greatest Assets (DGA) featured in Google News on 3/26/2016
Dealer's Greatest Assets: Media Kit
The Dealer's Greatest Assets Media Kit includes essential media and brand information that may be used for editorial and publishing purposes.
dga_media_kit_2016_dgaauto.pdf
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Arizona Renaissance Festival Review by Jamie Tomkins | The 2018 Arizona Renaissance Festival is Here!
One again, great times were had at the 2018 Renaissance Festival in Arizona! So many great things to see, and do....and yummy food to eat (maybe too much)! It's a lot of fun for the family…adults and children.
For those that haven't been, the Renaissance Festival is a fun outdoor event that combines fun shows and things that are from a 16th Century European village market celebrating the arrival of the King and Queen to their shire. You get to walk into the event and are taken back to a simpler, more jovial time, which is something that a lot of us wish for in today's world. You can see many different costumed characters, and have a great meal; then take part in all of the fun and exciting games of chance, as well as skill (if you dare)…there is so much to see and do, at this great event.
There is fun for the whole family at the Arizona Renaissance Festival!! It is a medieval amusement park, a 13-stage theater, a 30-acre circus, an arts and crafts fair, a jousting tournament and a feast -- all rolled into one non-stop, day-long family adventure!


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Third Sector Awards 2017: Corporate Partnership of the Year - Macmillan Cancer Support with npower
Third Sector Promotion
Awarded to a partnership between a charity, social enterprise or other kind of voluntary organisation and a business that has brought strong mutual benefits to both
What was the partnership?
Macmillan and npower have been working together since 2004 after the cancer support charity was named the energy provider's charity of the year. People living with cancer often feel the cold more and can find their energy bills increase at a time when they might be unable to work. Working in partnership, Macmillan and npower aimed to make energy costs one less worry for cancer patients.
What did they do?
In 2007, the partners launched npower's Macmillan Fund, offering bespoke support to people living with cancer by capping bills and writing off debt. In 2014 npower and Macmillan created the Energy Advice Team, offering guidance to people struggling with their bills. In 2016 the partnership launched a PR campaign, raising awareness of why people living with cancer face fuel poverty and signposting cancer patients to targeted information and advice. Npower has committed to funding Macmillan until 2019.
What has been the impact of the partnership?
Since 2004, npower has given more than £9m to help more than 34,000 families affected by cancer, as well as volunteering hundreds of hours of support with a direct cost saving benefit for Macmillan. Included in this, npower has paid out £4.5m through the Macmillan Fund, supporting 4,113 families. That support is growing: £1.4m of fuel debt was cleared in 2016, 32 per cent up on 2015.
What did the judges say?
"This is a wonderful example of an organisation focusing on its own specialist area and finding a way to benefit incredibly needy people," said Neil Peters, project manager at Samaritans. "A fantastic partnership."
FareShare with Tesco
Marie Curie with Yorkshire Building Society
The Prince's Trust with NatWest
WellChild with GSK
Working Chance with Pret A Manger
Sightsavers: Work for an award-winning charity tackling blindness worldwide
Why I chose to be a fundraising researcher at Cancer Research UK
BHF: What is it like to work in the philanthropy team?
What is it like to work in the individual giving team at the British Heart Foundation?
Third Sector Awards 2018: Charity of the Year - the Brain Tumour Charity


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Biner may refer to:

 Joseph Biner  (1697—1766), Swiss Roman Catholic canonist, historian and theologian
 Earnest Byner (born 1962), former American football running back in the National Football League

See also
 Carabiner

redpajama_set_name: RedPajamaWikipedia


Talk to anyone at EY and they'll tell you it's a rewarding place to work in so many ways.
Recruiting outstanding people is just the start. Inclusiveness at EY means making sure all our people's voices are heard and valued. This not only helps attract and retain the best people, but also it helps get better answers for our clients and our organization.
Our approach to development involves offering the learning, experiences and coaching all our people need to enrich their careers and deliver the best results for clients, as well as offering additional programs for current and future leaders of our organization.
We want all our people to feel enthused by their work and their colleagues and to be comfortable in an organization that gives them the flexibility to achieve their professional and personal aspirations. We engage our people in many ways, from selecting the right people to lead major change, to taking an interest in our people as individuals, to being sure to say thank you for a job well done.
There is a wide range of opportunities for you to increase your sense of belonging at EY. Among our many communities, Corporate Responsibility provides the chance to give something back to the local and wider community, while our Alumni network provides you with networking opportunities among your peers.
In exchange for meeting challenges and bringing your best to every project that comes your way, you deserve to be rewarded for your contribution to EY's success. Learn more about the rewards and benefits we offer.
At EY, you'll be given the experiences, training and coaching you need to achieve your potential.
We'll work together to ensure your career takes you in a direction where you'll be able to reach your goals.
By being a part of EY you will have the satisfaction of feeling part of something big. You will feel like you are making a genuine difference to clients, communities and the world in general.
Our commitment to engaging you in what we do will add to your enthusiasm for your work, your colleagues and our organization. We also want you to feel confident that you have the support you need to achieve your professional and personal aspirations.
From our Corporate Responsibility work to our Alumni network, we give you the chance to be more involved with local communities and your peers.
We'll listen to you and engage in open and authentic dialogue at all levels of our organization.
We believe that people perform best in organizations to which they feel truly connected and empowered to make their own choices. EY has earned a reputation for having a culture that enables people to meet both their personal and professional goals. More than work/life balance, our efforts to create a supportive culture have grown to focus on workplace flexibility: helping our people navigate where, when, and how their work gets done.
To support and motivate you to continue achieving your potential your performance will be rewarded and recognized.
There is a wide range of opportunities for you to increase your sense of belonging at EY. Corporate Responsibility provides the chance to give something back to the local and wider community, while our Alumni network provides you with networking opportunities among your peers.
At EY, corporate responsibility (CR) is integral to our business strategy and our dedication to increasing transparency and accountability in the global marketplace. We're firmly anchored in the communities where we live and work, and we recognize that we have a responsibility to help those communities grow and flourish. Learn more.
When you join EY, you do more than launch a career.
You may spend your entire career with us or you may seek new challenges elsewhere at some point. Regardless, we believe you'll want to stay connected with your EY colleagues, as these relationships will prove invaluable throughout your career.
As an EY alumnus, you'll be offered many opportunities to network with your peers. So whatever direction you choose to take your career, you'll benefit from your time with us. And if you do leave to explore other opportunities, we hope you'll become one of the many people who rejoin, bringing valuable experience and perspectives that enrich our organization.


Since the unfortunate events following the tsunami that hit Japan in 2011, the Japanese Transport Authority (MLIT) has started to record whether cars have been used in a radiation contaminated region and / or have failed a radiation contamination test.
Radiation contamination is not a common problem for cars exported from Japan but it may give you or a potential buyer peace of mind knowing that there are no issues of concern.
If this information has been recorded by MLIT for your vehicle it will be included in our Intermediate and Full Japanese Car History Check Reports.


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Gopalganj may refer to:

Bangladesh
Gopalganj District, Bangladesh, a district of Dhaka Division
Gopalganj, Bangladesh, a town and headquarter of Gopalganj district
Gopalganj Sadar Upazila, an upazila of Gopalganj District
Gopalganj-1, a parliamentary constituency
Gopalganj-2, a parliamentary constituency
Gopalganj-3, a parliamentary constituency

India
 Gopalganj (Lok Sabha constituency), Bihar
 Gopalganj (Vidhan Sabha constituency), Bihar
Gopalganj, Bihar, a town, municipality and headquarters of Gopalganj district
Gopalganj district, India, a district of the state of Bihar
Gopalganj Subdivision, a subdivision of Gopalganj district
Gopalganj, Madhya Pradesh, a village in Madhya Pradesh; see Wainganga River


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A Senior Nurse from the Hospice of the Good Shepherd will be available to discuss patients with complex symptoms. More complex cases may be passed on to our on call Hospice Doctor. All calls to this line will be recorded.


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Dunkin's Many Donuts
By Matt EllisPublished June 28, 2014 Category Features
Introducing new donut and Munchkin varieties is an important way to keep excitement in the product line. Chocolate Butternut Munchkins are one of the popular new flavors, which CML operators say are helping increase sales.
On June 6, 2014 – also known as National Donut Day – customers flocked to their local Dunkin' Donuts shop for a free treat. Giving away free donuts on the first Friday in June is a tradition that goes back more than 70 years. In the years after World War I, the Salvation Army established the recognition to honor those who served donuts to soldiers in the Great War.
"National Donut Day is a perfect opportunity to connect with our fans and celebrate the many ways donuts make any moment in a busy day much sweeter," John Costello, President, Global Marketing and Innovation at Dunkin' Brands said in a press release last year.
Look in the donut case of any Dunkin' Donuts Brands and you'll see old standards like the Glazed, the Chocolate Frosted and the Powdered Sugar. But, several times a year, new varieties like the Vanilla Peanut Butter Kreme, the Maple Frosted Cocoa and the Coconut Caramel are also carefully placed on pink paper in the case. Dunkin' consistently introduces new donut varieties. Sometimes they are available for a limited time only; sometimes they become permanent favorites. In either case, the goal is to keep the category exciting and relevant—and drive sales.
"Donuts are timeless favorites, and are a great canvas for design and flavor innovation. Over the years, Dunkin' Donuts has developed hundreds of varieties and flavors of donuts. Our fans really enjoy when we experiment with unique shapes and flavor combinations, and our commitment to donut innovation is a key reason why we remain the category leader, and why our donuts continue to be so popular in the market," according to Michelle King, Senior Director of Global Public Relations at Dunkin' Brands.
Dunkin' Brands says it sells 2.5 billion donuts and Munchkins® a year. Baked goods make great anytime snacks and some Dunkin' customers love a sweet treat with their coffee. When asked about donut sales, franchisees say they can differ by day-part, by season and by geography. People in the Southeast may see donuts as a special dessert for the family to share, while office workers in the Northeast may grab a dozen on their way to work to brighten the day for their colleagues. In either case, franchisees say, new varieties help catch the eye of donut aficionados.
"Generally speaking, remodeling and new product news are important sales drivers to the QSR space," according to John A. Gordon, principal of Pacific Management Consulting Group and DDIFO's restaurant analyst. "In the Dunkin' environment, the introduction of many new manufacturing specs can produce challenges for the CML (central manufacturing locations) and for the shops that get new donut products."
For franchisees and for operators of central kitchens, new products can require new baking and finishing procedures—as well as pre-ordering ingredients to make a lime green frosting or blue swizzle decoration. Sometimes that means allocating additional time for training and practice.
"It's up to our plant manager to work on making sure end product meets specs and processes are followed. For new, somewhat unfamiliar varieties, we will usually institute a sample night just before roll-out. We'll practice manufacturing the new varieties to make sure we get the processes and end product specifications just right. That way, we can ensure proper quality products the very first day new varieties are made available for sale to our member shops," says Mark Dubinsky who operates a Level 4 CML, serving 94 Dunkin' Donuts shops in two states.
In New Jersey, Jolanta Halicki and her husband Dariusz run a Level 3 CML that produces 5500 dozen donuts a week. The kitchen employs 50 people and all of them need to know the specs for all new donut varieties.
"We have a very good crew with many employees working with us for a long time. When they come up with new shapes, you have to spend time watching over all the processes like proofing and frying. It might take time to get the perfect shape. You have to watch carefully to be sure it's made with good quality," she says.
Dunkin' Brands introduces new donut varieties several times a year. Many are variations on existing themes, but CML operators must ensure each new donut is made according to brand specifications.
One example of a recent limited time only (LTO) donut was the flower-shaped shell decorated with pastel pink or green icing and topped with a pink or yellow PEEPS® Marshmallow Chick.
"PEEPS are synonymous with fun and happiness, and we are excited to combine two American favorites to create unique flower-shaped donuts adorned with a marshmallow chick that will sweeten any spring or Easter celebration," according to Stan Frankenthaler, Dunkin' Brands' Executive Chef and Vice President of Production Innovation.
The PEEPS® donut was a huge success. Franchisees say it gave Dunkin' a "huge marketing pop" and created "vitality and excitement for the whole line." Franchisees use words like "pretty and exciting" to describe how LTO varieties, especially those that bring new color schemes and shapes into the donut case, are a strong driver of donut sales.
But, at the same time, these varieties can also require additional labor at the kitchens and at the individual shops. The marshmallow chicks on top of the PEEPS® donuts, for example, were done by hand at local Dunkin' locations. Some shops are better equipped to handle donut finishing on site than others.
As far as kitchens are concerned, Jolanta Halicki in New Jersey says keeping up with the new varieties and their procedures is not a problem, even at her Level 3 CML. "We just follow the same procedures for frosting and filling and cut the dough into different shapes," and Halicki says the effort is definitely worth it. "New varieties help the business do better. We're selling more donuts now than we have in the 15 years that I've been doing this."
"We factor in a small drop in productivity for the first few days. As windows keep changing we know in the first few days of that window we are not going to have maximum efficiency," Dubinsky says. "We are used to the change. It's become the new normal."
At the Advisory level, franchisees are intimately involved with the process to ensure new donut varieties will be well received and, hopefully, good sellers. The strategy of introducing new donut varieties has now extended to Munchkins. Popular donut flavors like blueberry cake and chocolate butternut are now being made as Munchkins to invigorate that category as well.
"It seems to be working; from a sales standpoint, it's a 25-30% increase in sales by adding new vitality," says Dubinsky.
Dunkin's donut (and Munchkin) recipe seems to be working. New varieties like the new Blueberry Cobbler Donut, a yeast shell donut with delicious blueberry filling, white dipping icing and coffee cake streusel topping, which was introduced for this year's National Donut Day, may wind up a memory next year. On the other hand, it might soon join the Glazed and Chocolate Frosted as a mainstay of a category that, despite its limited nutritional value, remains a surefire way to put a smile on someone's face.
Life After Dunkin' March 11, 2021
Dunkin' Doings March 26, 2021
Medium Iced and a Salad?: Dunkin' tests prepacked greens in Illinois and New Jersey March 1, 2021
Inspire's Big Data Push: Will Analytics Give Dunkin' a Competitive Advantage? March 1, 2021
More Life After Dunkin' April 22, 2021
Life After Dunkin' May 13, 2021
CML, Munchkin, National Donut Day


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Congress Must Reclaim War-Making Authority
Marjorie Cohn,
Human Rights and Global Wrongs
A US Air Force MQ-1B Predator unmanned aerial vehicle, carrying a Hellfire air-to-surface missile lands at a secret air base in the Persian Gulf region on January 7, 2016. (Photo: John Moore/Getty Images)
The House Appropriations Committee unexpectedly passed an amendment to the Department of Defense Appropriations bill last week that would repeal the Authorization for Use of Military Force (AUMF) passed by Congress in 2001 after the 9/11 terrorist attacks. If this effort to revoke the AUMF proves successful, the repeal would effectively limit Donald Trump's ability to use military force against North Korea, Iran and elsewhere.
In the 2001 AUMF, Congress authorized the president to use military force against groups and countries that had supported the 9/11 attacks. Congress rejected the George W. Bush administration's request for open-ended military authority "to deter and preempt any future acts of terrorism or aggression against the United States." ISIS (also known as Daesh) did not exist in 2001.
Although Congress limited the scope of the AUMF, it has nevertheless been used as a blank check for military force more than 37 times in 14 different countries, according to the Congressional Research Service.
To read more stories like this, visit Human Rights and Global Wrongs.
Bush relied on the 2001 AUMF to invade Afghanistan and start the longest war in US history. Barack Obama used the AUMF to lead a NATO force into Libya and forcibly change its regime; ISIS then moved in to fill the vacuum. Obama also invoked the AUMF to carry out targeted killings with drones and manned bombers, killing myriad civilians. Trump relies on the AUMF for his drone strikes in Syria, Iraq, Yemen, Somalia, Libya and Afghanistan, which have killed thousands of civilians.
Rep. Barbara Lee (D-California) introduced the new amendment, tweeting, "GOP & Dems agree: a floor debate & vote on endless war is long overdue." Lee was the only Congress member to vote against the AUMF in 2001. She said, "I knew then it would provide a blank check to wage war anywhere, anytime, for any length by any president."
Lee clarified that her amendment would repeal "the overly broad 2001 AUMF, after a period of eight months after the enactment of this act, giving the administration and Congress sufficient time to decide what measures should replace it."
It remains to be seen whether Lee's amendment will be defeated in the House of Representatives, as it is opposed by the House Foreign Affairs Committee, which said it "should have been ruled out of order" because the Appropriations Committee lacked jurisdiction over the matter.
The AUMF Should Be Repealed to Constrain Trump's War-Making
Lee's amendment raises the issue of how much war-making authority Congress should delegate to the president.
The 2001 AUMF should be repealed. But Congress should not give Trump a newer, more tailored, one. Trump cannot be trusted with war-making authority.
Tensions with North Korea continue to escalate. In response to Pyongyang's ballistic missile test, the Trump administration participated with South Korea in a massive live-fire ballistic missile exercise as a warning to Kim Jong-un. Trump warned he is considering "some pretty severe things."
Trump's recent saber-rattling against North Korea led Laura Rosenberger, a former State Department official who worked on North Korea issues, to warn that Trump is "playing with fire here — nuclear fire."
Trump has indicated his willingness to use nuclear weapons. As he said on MSNBC in 2016, "Somebody hits us within ISIS, you wouldn't fight back with a nuke?"
Secretary of Defense James Mattis cautioned against war with North Korea. In May, he stated on CBS's "Face the Nation" that a conflict in North Korea "would be probably the worst kind of fighting in most people's lifetimes." It would be "tragic on an unbelievable scale," he said at a Pentagon press conference.
Nikki Haley, US ambassador to the United Nations, warned the Security Council, "One of our capabilities lies with our considerable military forces. We will use them if we must, but we prefer not to have to go in that direction." But, she said, North Korea is "quickly closing off the possibility of a diplomatic solution."
The UN Charter requires the pursuit of peaceful alternatives to the use of military force. Christine Hong, associate professor at the University of California, Santa Cruz, wrote in the Progressive, "Unsurprisingly, few media outlets have reported on North Korea's overtures to the United States, even as these, if pursued, might result in meaningful de-escalation on both sides. To be clear: peaceful alternatives are at hand. Far from being an intractable foe, North Korea has repeatedly asked the United States to sign a peace treaty that would bring the unresolved Korean War to a long-overdue end."
But Trump, not known for his patience, is unlikely to pursue a diplomatic solution for long.
Moreover, his uses of military force thus far have been conducted unlawfully.
Trump's Unlawful Military Attacks
Trump's drone strikes cannot be justified by the 2001 AUMF or any other act of Congress. They thus violated the War Powers Resolution.
Passed in the wake of the Vietnam War, the War Powers Resolution requires the president to report to Congress within 60 days of initiating the use of military force. The Resolution allows the president to introduce US Armed Forces into hostilities or imminent hostilities in only three situations:
First, after Congress has declared war, which has not happened since World War II. Second, in "a national emergency created by attack upon the United States, its territories or possessions, or its armed forces," which has not occurred. And third, when there is "specific statutory authorization," such as an AUMF.
The UN Charter requires that countries settle their disputes peacefully. The Charter forbids a country from using military force against another country, except in self-defense or with the approval of the Security Council.
Trump launched 59 Tomahawk cruise missiles against Syria in retaliation for an unproven claim that the Syrian government was responsible for a deadly chemical attack in Khan Sheikhoun.
"There's no doubt that international law, the UN Charter, prohibits the use of military force for retaliation or for reprisal, punishment," said Mary Ellen O'Connell, professor of international law at the University of Notre Dame. "You can only use military force in self-defense, and he did not."
Trump's Tomahawk missiles in Syria did not comply with the UN Charter or the War Powers Resolution.
The Trump administration utilized a self-defense rationale for shooting down a Syrian fighter jet and two Iranian-made drones. But neither Syria nor Iran had attacked the United States. And the Security Council did not sanction the US strikes. Those shoot-downs also violated the UN Charter.
The Stakes of the Effort to Repeal the AUMF
Trump's military interventions and the frightening prospect that he may attack North Korea raise the question of whether the 2001 AUMF should be repealed.
In 2015, Obama proposed repealing the 2001 AUMF and replacing it with a new one. Obama's proposal contained no geographical limitation and would have allowed the use of military force against ISIS and "associated forces," which is overly broad. And although it would have prohibited "enduring offensive operations," it contained a loophole that would have permitted the limited use of ground troops by labeling operations "defensive."
Obama essentially asked Congress to bless endless war against anyone he wanted, wherever he wanted. Congress declined Obama's invitation.
Article I of the Constitution gives Congress the power to declare war. Congress should retain that authority as the framers intended, not hand it over to an unpredictable and volatile president. The fate of the world is at stake.
Marjorie Cohn is professor emerita at Thomas Jefferson School of Law, former president of the National Lawyers Guild, deputy secretary general of the International Association of Democratic Lawyers and a member of the advisory board of Veterans for Peace. Her most recent book is Drones and Targeted Killing: Legal, Moral, and Geopolitical Issues.
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UN Secretary-General Ban Ki-moon told UN Security Council members of credible reports of civilians in Aleppo being summarily executed.
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text:
美国之音 > VOA Standard English > Latest Updates
Young Afghan Messi Fan Becomes Internet Celebrity
Zlatica Hoke
Murtaza Ahmadi's improvised shirt is made from a plastic bag and has Lionel Messi's name scrawled on it with a marker pen.
His brother posted a photo of Murtaza wearing it on Facebook last month. The photo went viral and the boy became an Internet sensation, attracting reporters to his farm in a remote rural area of Afghanistan.
"I wear this plastic bag shirt for Messi. I would like to meet him. I love him so much," little Murtaza says.
Lionel Messi is a professional footballer who plays for the Spanish team Barcelona and the Argentina national team. Last month, he was awarded a fifth FIFA Ballon d'Or that goes to the world's best male player.
Murtaza plays soccer near his house and does not have a proper field, football jersey or sports shoes. But he dreams of becoming a famous player like Messi, his father says.
"We want to go to Spain so that Murtaza would be able to meet his idol Messi face to face, since he is a huge fan of him. Even when he wakes up he says 'I love Messi,' " Mohammad Arif Ahmadi says.
Murtaza's wish may yet be fulfilled. His new celebrity status has prompted Afghan football officials to contact's Messi's charitable organization to see if a meeting can be arranged.
Official sport was rarely played under the Taliban Islamist rule, and the football stadium in Afghanistan's capital, Kabul, was used for executions, stonings and mutilations.
Although it is now free from the Taliban, Afghanistan is still riddled with violence.
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text:
Tipula (Odonatisca) kamchatkensis is een tweevleugelige uit de familie langpootmuggen (Tipulidae). De soort komt voor in het Palearctisch gebied.

kamchatkensis
Langpootmug uit het Palearctisch gebied


text:
extern "Java"
{
  namespace gnu
  {
    namespace java
    {
      namespace awt
      {
          class EmbeddedWindow;
        namespace peer
        {
          namespace gtk
          {
              class GtkEmbeddedWindowPeer;
          }
        }
      }
    }
  }
}

class gnu::java::awt::peer::gtk::GtkEmbeddedWindowPeer : public ::gnu::java::awt::peer::gtk::GtkFramePeer
{

public: // actually package-private
  virtual void create(jlong);
  virtual void create();
  virtual void construct(jlong);
public:
  virtual void embed(jlong);
  GtkEmbeddedWindowPeer(::gnu::java::awt::EmbeddedWindow *);
  static ::java::lang::Class class$;
};

#endif // __gnu_java_awt_peer_gtk_GtkEmbeddedWindowPeer__

redpajama_set_name: RedPajamaGithub


In recent weeks, our organization has FOILed and reviewed the Kingston Police Departments current PBA contract that expired in 2016 in an effort to find ways to increase accountability, transparency and security among our police force. We have found several problematic portions of the contract that we believe need to be removed, amended or otherwise improved upon in order to achieve these goals. We have compiled them here along with suggested replacements when appropriate, and appreciate your time in reviewing this document.
We also encourage you to read the contract in full yourselves, in order to gain a better appreciation of the protections and entitlements granted to officers of the Kingston Police Department by the Common Council when a new final contract is approved. Given that Mayor Steve Noble is in active negotiations right now, we feel this matter demands your attention. The nature of these problematic provisions presented here is in our estimation currently a grave disservice to Kingston residents, and if these provisions remain unchanged we ask you to vote NO on the new contract.
A. A police officer who is off duty is not relieved of his/her obligation to preserve the peace, or protect lives and property. By reason of the foregoing, the City agrees that an employee who makes a valid arrest off duty shall be fully covered, insured and indemnified against claims of false arrest, imprisonment, assault, and other personal liability, and by applicable law, to the same extent as if he/she had made the arrest while on duty. The term valid arrest, as used herein, shall mean an arrest which has been declared to have been lawfully made by a Court of competent jurisdiction under the laws of the United States or the State of New York under an interstate compact. In addition, any police officer who is injured in the course of, or is taken sick as a result of, making an off duty arrest or booking a prisoner, shall be afforded the benefits provided by General Municipal Law Section 207-c, and all rights, entitlements and benefits of a police officer on duty. The City agrees that a police officer who makes an off duty arrest shall be paid a minimum of four (4) hours of overtime pay, except as set forth below, or the actual time spent on the arrest or booking of the prisoner, whichever is greater.
B. Police" officers who are injured in the course of making an arrest or booking a prisoner pursuant to such off duty incidents shall be afforded the benefits provided by General Municipal Law Section 207-c. Effective November 17,2009, this section shall be deleted.
C. For all purposes other than General Municipal Law Section 207-c, such police officers are deemed to be off duty, without any right to compensation, benefits, or any of the other entitlements of a police officer on duty. Effective November 17, 2009, this section shall be deleted.
E. A police officer who is off duty is not relieved of his/her obligation to preserve the peace or protect lives and property. By reason of the preceding, it is agreed that the entitlement to General Municipal Law Section 207-c benefits, as herein provided, is limited to the situation in which the off duty police officer is injured while making an arrest or processing and booking a prisoner within the course and scope of the police officer's duties as a police officer and that such General Municipal Law Section 207-c entitlement shall not be due or received where the injury occurred while the police officer was protecting the interests of a private employer outside the scope of the officer's otherwise applicable responsibility, on duty or off duty, for the preserving of the peace and the protecting of lives and property. Effective November 17, 2009, this section shall be deleted.
The off duty police officer shall notify Police Headquarters and advise the on duty Watch Commander or designee of the available facts pertaining to the incident and arrest.
The Watch Commander or designee receiving the notification that a police officer working off duty employment has taken police action, the Watch Commander or designee shall have an on duty police officer respond to the location of the incident.
The on duty police officer(s) shall complete all aspects associated with the arrest and booking of the prisoner. This includes, but is not limited to, transporting the defendant, processing the defendant (including all associated reports such as the arrest report and booking reports, informations or accusatory instruments, etc.). The off duty police officer shall complete a detailed report upon returning to his/her next regularly scheduled tour of duty, unless the Watch Commander or designee directs that the report be completed earlier than set forth herein. In that event, the off duty police officer shall be paid the guaranteed minimum four (4) hours of overtime as set forth in Section 7(A) above.
In the event the Watch Commander or designee determines that there is no available on duty police officers) available to respond in a timely manner, the Watch Commander or designee shall activate the off duty employee to on duty status who shall complete all aspects associated with the arrest and booking of the prisoner. This includes, but is not limited to, transporting the defendant, processing the defendant (including all associated reports such as the arrest report Poughkeepsie 2009-2011 Final Agr - 7/26/10 9 and booking reports, informations or accusatory instruments, etc.). In that event, the off duty police officer shall be paid the guaranteed minimum of four (4) hours of overtime as set forth in Section 7(A) above.
Source: Collective Bargaining Agreement between City of Poughkeepsie and City of Poughkeepsie PBA, effective 2009-2011.
It is the policy of the City of [Kingston] New York to eliminate the use of alcohol and drugs in the workplace and to provide rehabilitation and treatment services to those employees who recognize and seek assistance with problems related to the use of drugs or alcohol. Absenteeism, disciplinary problems, high utilization of health insurance and accidents have all been shown to be adversely affected by substance abuse. It is the purpose of this procedure to eliminate the use of alcohol and drugs in the workplace with the goal of creating a safer, healthier and more efficient workplace while providing support and assistance to employees who affirmatively act to treat problems with alcohol and/or drugs. A violation of this procedure may result in disciplinary action and/or criminal charges against the employee.
PRE-EMPLOYMENT SCREENING The City reserves the right to test all prospective employees for alcohol and/or drugs in all pre-employment physical examinations. The City expressly reserves the right to use the test results in its new hire employment decision.
PROBATIONARY PERIOD The City reserves the right to test all probationary employees through the use of physical examinations and/or the use of the testing procedures herein during that employee's probationary period. A probationary employee shall not be limited to Sections 3.1 and 3.4 of this procedure.
USE/POSSESSION The sale, distribution or unauthorized use or possession of alcohol or drugs or the paraphernalia associated with.these substances is expressly prohibited. It is understood that in the event criminal charges are filed based on the foregoing, it provides grounds for disciplinary action. The disciplinary action and/or penalty sought shall also include the penalties stated in the Rules of Conduct. Reporting for work under the influence of alcohol and/or drugs provides grounds for disciplinary action. The disciplinary action and/or penalty sought shall also include the penalties stated in the Rules of Conduct. It is recognized that the use of prescription drugs may affect the ability of an employee to work safely. However, such use is not intended to be covered by this procedure.
e) an employee will be required to submit to testing whenever there is a reasonable basis to believe he/she is improperly using or "under the influence" ** of drugs or alcohol. As a safeguard for the suspected employee, two (2) supervisory employees (a supervisor and the Chief of Police or designee) must witness the behavior and concur that a reasonable basis exists to believe that the employee is under the influence of alcohol or drugs. They must each reduce to writing the factual basis for their "reasonable basis to believe" and the events leading up to their decision to require a test.
1.1 Upon reasonable suspicion to believe an employee is under the influence of alcohol or drugs, the City may require such officer to submit to an alcohol test as set forth in paragraph 2.1 below. A positive test for alcohol is any result above 0.00%. The test shall not be administered until thirty (30) minutes after notification to submit as set forth in paragraph 2.1 below. Reasonable cause to believe an employee is under the influence of alcohol or drugs exists when objective facts and observations are brought to the attention of the department head/supervisor, as hereinafter defined, and based upon the reliability and weight of such information, he/she can reasonably infer or suspect that the employee is under the influence of alcohol or drugs. Reasonable cause must be supported by specific articulable facts and a written report of the findings and facts provided to the employee.
2.1.1 Tests for alcohol shall only be conducted by a breath alcohol technician using a Datamaster breath-testing device. Such device shall be approved by the National Highway Traffic Safety Administration and placed on the Conforming Products List of Evidential Breath Measurement Devices. Effective September 1, 2009, tests for alcohol shall only be conducted by Department of Health and Human Services certified laboratories by conducting a breath test, if possible, using breath analysis equipment that is currently being used by such laboratories, or urine test. The employee(s) shall be transported to the testing site. The testing facility will be designated by the City. The City reserves the right to have the test for alcohol conducted at a certified hospital room in the event the laboratory used is not open for business.
2.1.2 A department supervisor who has not observed or witnessed the alleged violation will administer the alcohol test using the Datamaster device. The supervisor shall be certified to use and operate a Datamaster device. Effective September 1, 2009, this section shall be deleted.
2.1.3 The person designated to make the determination of reasonable suspicion shall not administer the test. Effective September 1, 2009, this section shall be deleted.
2.1.4 An employee shall be paid for all time pertaining to an alcohol test including providing a breath sample and travel time to and from the test site. Such time shall be considered as time worked for the purpose of computing overtime and employee benefits.
2.1.5 Tests for alcohol shall only be conducted during an employee's regularly scheduled work hours.
2.2.1 Random Alcohol Tests: The City shall not administer random alcohol testing to more than 33.3% of the employees annually covered by the collective bargaining agreement.
2.2.2 PBA Observation: During random tests, the PBA shall be afforded an opportunity to be present to observe the testing, subject to the consent of the individual to be tested. Reasonable efforts shall be made to contact the PBA representative of the employee being tested and to give such representative the opportunity to accompany an employee throughout the testing process if requested by the employee. The PBA representative shall have thirty (30) minutes to respond to the testing location from the time contacted, at which time the testing shall begin.
2.2.3 Selection of Employees: The City shall select employees for testing only through a computer-based random number generator utilizing an appropriate employee identification number. Upon request, the City shall provide the PBA with a list of all employees tested, as well as the computer-generated list, so the PBA can verify the randomness.
2.3.1 Tests for prohibited drugs shall be conducted only by urinalysis and shall be performed only by Department of Health and Human Services certified , laboratories. The employee(s) shall be transported to the testing site.
2.3.2 A specimen may be tested only for cocaine, marijuana, opiates, amphetamines and phencyclidine. A specimen may not be used to conduct any other analysis or test except as herein after described.
2.3.2. Any level which tests positive at the highest cutoff levels, as set forth in Federal Regulations 49 CFR40, on an initial screening test will be confirmed by Gas Chromatography/Mass Spectrometry (GC/MS). Only those specimens which are confirmed as positive in the GC/MS tests are reported as such. Both specimens will be paid for by the City.
2.3.4 A "split sample" method of collection shall be used. The employee shall urinate into a collection container which the collection site person, in the presence of the donor and after determining specimen temperature, pours into two (2) specimen bottles.
A. The first bottle is to be used for the test pursuant to this procedure and. 60 ml. of urine shall be poured into it. Up to 60 ml. of the remainder of the urine shall be poured into the second specimen bottle.
B. All requirements of this procedure and any applicable regulations shall be followed with respect to both samples, including the requirement that a copy of a chain of custody form accompany each bottle processed.
C. Any specimen collected under "split sample" procedures must be stored in a secured, refrigerated environment and an appropriate entry made in the chain of custody form.
D. If the test of the first bottle is positive, the employee may request that the Medical Review Officer (MRO), as hereinafter defined, direct that the second bottle be tested for presence of the drug(s) for which a positive result was obtained in the test of the first bottle. If the result of the second test is negative, no further action shall be taken against the employee. In the event both tests are positive, the affected employee has the option to have an independent test of either or both samples, at the City's expense, within forty-eight (48) hours of receiving notification of the second positive result, by a certified hospital or laboratory as described herein. The purpose for such a test is to rule out the interference of food and/or over the counter drugs which may give a false reading of a "positive" for a new prescription drug.
2.3.5 Visual observation of urination shall be by an individual that is the same gender as the employee providing the specimen.
2.3.6 In accordance with the Federal Regulations, the employee shall be permitted to be present to observe the sealing and tagging of the specimen containers.
2.3.7 An employee shall be paid for all time pertaining to a drug test including providing a urine sample and travel time to and from the collection site in the event the test is negative. Such time shall be considered as time worked for the purpose of calculating overtime and employee benefits. If an employee tests positive for prohibited drugs following a reasonable suspicion test, the City shall not be obligated to pay the employee beyond the regular hours of work.
2.3.8 All drug testing shall be conducted during an employee's regularly scheduled work hours or the two (2) hours immediately preceding or subsequent to a regularly scheduled tour of duty. The payment of overtime shall be as set forth in Section 2.3.7 above. The City reserves the right to have the drug test conducted at a certified hospital emergency room in the event the laboratory used is not open for business.
2.3.9 Each drug test shall be reviewed by the MRO to ensure compliance with all procedures, as well as all Federal Regulations, including the validity of the test.
Random Drug Tests: The City shall not administer random drug testing to more than 33.3% of the employees annually covered by the collective bargaining agreement.
3.2 PBA Observation: During random tests, the PBA shall be afforded an opportunity to be present to observe the testing, subject to the consent of the individual to be tested. Reasonable efforts shall be made to contact the PBA representative of the employee being tested and to give such representative the opportunity to accompany an employee throughout the testing process if requested by the employee. The PBA representative shall have thirty (30) minutes to respond to the testing location from the time contacted, at which time the testing shall begin.
3.3 Selection of Employees: The City shall select employees for testing only through a computer-based random number generator utilizing an appropriate employee identification number. Upon request, the City shall provide the PBA with a list of all employees tested, as well as the computer-generated list, so the PBA can verify the randomness.
3.4 Limitations: No employee shall be subject to random drug testing more than two (2) times in any twelve (12) month period.
4.1 Determination of Reasonable Suspicion: The persons designated to determine whether reasonable suspicion exists to require a covered employee to undergo alcohol or drug testing (hereinafter referred to as the "designated supervisor") shall be the department head/supervisor who must be of the rank of Sergeant or above.
4.2 Removal Based on Behavior or Appearance Alone: Whenever no approved testing devices are available and an employee is removed from the employee's safety-sensitive function based on behavior and/or appearance alone, the employee shall be assigned to duties within the employee's job description which do not require the performance of safety-sensitive functions, or the employee shall be sent home without loss of pay or leave credits.
4.3 Documentation of Reasonable Suspicion: Whenever the designated supervisor finds the available facts objectively indicate that reasonable suspicion exists that a test of the employee would yield a positive result for the misuse of alcohol or prohibited drugs, and as soon as practicable after an order to test is given, without causing an undue delay in the testing process, the City shall document the facts contributing to and forming the basis for the reasonable suspicion.
(3) if the employee's appearance, behavior or speech is not the basis for testing, the facts used to support a determination of reasonable suspicion and the source of the information. A written memorandum setting forth the basis of the reasonable suspicion shall be provided to the affected employee within twenty-four (24) hours of the test decision.
4.4 Initial Training of Supervisors: Supervisors designated to determine whether reasonable suspicion exists to require a covered employee to undergo alcohol or drug testing shall receive two (2) hours of formal training on the physical, behavioral, speech and performance indicators of probable misuse of alcohol or use of prohibited drugs.
1. Improved Sobriety Testing Program through a certified class of the NYS Division of Criminal Justice Services.
2. Alcohol Enforcement Program through a certified class of the NYS Division of Criminal Justice Services.
3. Standardized Field Sobriety Testing Program through a certified class of the NYS Division of Criminal Justice Services.
4. One (1) hour of formal training on the physical, behavioral, speech and performance indicators of the possible misuse of alcohol.
The framing and/or certification shall be completed before and any supervisor can require an employee to undergo an alcohol test based on reasonable suspicion. All Supervisors shall attend any additional and/or Recertification Training as required.
1. Drugs that impair driving class through a certified class of the NYS Division of Criminal Justice Services.
2. One (1) hour of formal training on the physical, behavioral, speech and performance indicators of the possible misuse of drugs.
All Supervisors shall attend any additional and/or Recertification Training as required.
Follow-up Training of Supervisors: Supervisors designated to determine whether reasonable suspicion exists to require a covered employee to undergo alcohol or drug testing shall attend a refresher course each year on the physical, behavioral, speech and performance indicators of probable misuse of alcohol or use of prohibited drugs. If a supervisor has not attended and completed the refresher course within twelve (12) months of the previous course, the supervisor shall not qualify as a designated supervisor with authority to require an employee to undergo a test. Supervisors who have completed the Municipal Police Training Council Supervisory Course or the refresher course within the preceding twelve month period will be considered as designated to determine reasonable suspicion. Effective November 17, 2009, this section shall be deleted.
4.6 Right to Representation: During reasonable suspicion testing, the PBA shall be afforded an opportunity to be present to observe the testing, subject to the consent of the individual to be tested. Reasonable efforts shall be made to contact the PBA representative of the employee being tested and to give such representative the opportunity to accompany an employee throughout the testing process if requested by the employee. The PBA representative shall have thirty (30) minutes to respond to the testing location from the time contacted, at which time the testing shall begin.
4.7 Statement of Charges and Facts: When a decision is made to test, and to the extent practicable without unduly delaying the testing process, the employee shall be given a verbal explanation of the charges and the factual basis for the reasonable suspicion which shall include a description of the conduct leading to the formation of a reasonable suspicion and the relevant dates, places and times thereof and source of information. A written memorandum setting forth the basis of the reasonable suspicion shall be provided to the affected employee within twenty-four (24) hours of the test decision. If the employee has requested the opportunity to consult with a PBA representative, this explanation shall be made in the presence of a PBA representative. If this cannot be done prior to the test, then it shall be done as soon as practicable thereafter.
5.1 Due Process Rights: An employee who has tested positive for alcohol misuse or controlled drug use and, consequently, is prohibited from performing safety sensitive functions, shall be given a verbal explanation of the charges and the factual basis for the removal from performing safety-sensitive functions prior to being removed from the safety-sensitive function. In the event the City determines that disciplinary action is warranted, it reserves the right to remove that employee pursuant to Section 75 of the Civil Service Law, if available, to the employee.
The City shall provide the affected employee with a Notice of Discipline within fifteen (15) calendar days after removal.
Reassignment to Non-safetv-sensitive Job Duties: If an employee seeks evaluation and treatment pursuant to Section 6 of this procedure, the City shall make every reasonable effort to assign the employee to duties within the employee's job description excluding safety-sensitive functions until the employee has been recommended by the substance abuse professional for return to full duty provided that said assignment is not inconsistent with the goals and functions of the police department.
5.3 Reassignment to Another Non-safetv-sensitive Position: If the City is not able to assign an employee to duties within the employee's job description pursuant to Section 5.2 above, the City shall make every reasonable effort to assign the employee to another position which does not require the performance of safetysensitive functions until the employee has been recommended by the substance abuse professional for return to full duty in the employee's normal position provided that said assignment is not inconsistent with the goals and functions of the department to which he has been assigned.
5.4 Leave Pending Disciplinary Action: If the City is not able to assign the employee to another position which does not involve safety-sensitive functions pursuant to Section 5.3 above, the employee shall be entitled to utilize available leave time unless the employee takes a leave of absence in accordance with Section 6.6 below.
5.5 Other Alcohol-related Conduct: Whenever an employee is found to have an alcohol concentration above 0.00%, the employee shall be relieved of his/her work assignment for that day. The relieved employee shall have the option to credit that day to any leave time to which he/she is entitled.
6.1 The City will assist employees who have a drug or alcohol dependency problem to recover from such addictions, provided the employees seek and accept assistance. This will be kept confidential and is unrelated to the drug and alcohol testing process. The City will provide assistance, referral and advise employees with respect to drug and alcohol abuse when requested. It is important to emphasize that employees with alcohol and/or drug problems who wish to avail themselves of rehabilitative services after informing the City, or seeking other means of rehabilitation, should pursue help before they are required to undergo either random or reasonable suspicion testing, at which point they will be placed in a safety-sensitive position until all rehabilitation requirements are met. The safety of the City's employees is the first and foremost concern. Failure to meet rehabilitation requirements may lead to disciplinary action pursuant to applicable law and the parties' collective bargaining agreement. This is to be considered an employee benefit, not an excuse to condone the use of drugs or alcohol in the workplace.
6.2 Prior to being notified that he/she will be tested for drugs or alcohol, an employee may notify the department head or Mayor that he/she is abusing or misusing drugs or alcohol. An employee who has admitted to such conduct shall be permitted to enter a rehabilitation program for treatment. The time required to be absent from work for such rehabilitation shall be treated as any other illness pursuant to the contract and existing terms and conditions of employment between the City and PBA. An employee who admits to such conduct and enters and successfully completes a rehabilitation program shall not be subject to discipline.
6.3 Designation of Substance Abuse Professional: The substance abuse professional shall be either a licensed physician or a licensed or certified psychologist, social worker or addiction counselor certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission with clinical experience in the diagnosis and treatment of alcohol and prohibited drug related disorders.
6.4 Rehabilitation Program: The City shall make available to employees, a rehabilitation program through the contractual health insurance provider.
6.5 Upon request, an employee shall be provided copies of any reports, results, etc., which are provided to the City by the Substance Abuse Professional (SAP) or rehabilitation program. Such request shall be in writing.
6.6 Rehabilitation/Leave of Absence: An employee may use all accumulated sick leave credits, vacation leave credits, holidays and other such accrued leave time up to the limits set forth in the Collective Bargaining Agreement or other applicable laws, rules or regulations, including any discretionary leave rights prior to requesting a leave of absence. An employee may request a leave of absence without utilizing the said leave credits noted herein above. A leave of absence without pay will be allowed for treatment on an in-patient or out-patient basis. Nothing herein shall be construed to diminish any rights which may apply under the Americans With Disabilities Act, the Family Medical Leave Act or other relevant laws.
6.7 The City will use its best efforts to schedule employees participating in a rehabilitation program to minimize conflicts with the requirements of the rehabilitation program.
6.8 Return to Work: Reinstatement to the employee's position or an equivalent position after completion of a rehabilitation program shall occur upon certification from the program that the employee has satisfactorily participated in the program and the program recommends return to regular duty assignment. The final decision as to whether to permit an employee to return to full duties in the employee's position or an equivalent position shall be made after consultation with the SAP.
6.9 An employee who enters an Employee Assistance Program (EAP) shall not be entitled to enter such a program if he/she should again test positive, unless the City shall agree. Employees who are arrested for a crime, including drugs or whose use of drugs or alcohol, has become known to the City through the employees involvement in an accident that resulted in physical injury or property damage, shall be able to enter an EAP only with the consent of the City.
6.10 Follow-up Testing - Frequency: The number and frequency of follow-up tests shall be as directed by the SAP and consist of at least six (6) tests in the first twelve (12) months following the employee's return to duty involving a safety sensitive function. The City shall not impose follow-up testing beyond the first six (6) tests unless the SAP determines that such further testing is necessary for that particular employee. The total period of follow-up testing shall not in any event exceed sixty (60) months from the date of the employee's return to duty.
If, as a result of a positive test, the City believes that disciplinary action exists, then discipline may be sought. Time in service and prior offenses, or lack thereof, and the Rules of Conduct shall be considered in determining appropriate penalties to be sought together with any other relevant factors. If the City, as a result of a positive test takes any formal disciplinary action, it shall be processed through the procedures for disciplinary action set forth in the Collective Bargaining Agreement.
8.1 The Medical Review Officer (MRO) is a physician knowledgeable in the medical use of prescription drugs, the pharmacology and toxicology of illicit drugs. The MRO's primary responsibility is to review and interpret positive test results. In fulfilling these responsibilities, the MRO is to be guided by the U.S. Department of Health and Human Services (DHHS) Mandatory Guidelines. The City and the affected employees shall agree on the appointment of an MRO. The employees consent to the appointment shall not be unreasonably withheld.
8.2 If any question arises as to the accuracy or validity of a positive test result, the MRO should, in collaboration with the laboratory director and consultants, review the laboratory records to determine whether the required procedures were followed. The MRO then makes a determination as to whether the result is scientifically sufficient to take further action. If records from collection sites or laboratories raise doubts about the handling of samples, the MRO may deem the urinary evidence insufficient and no further actions relative to individual employees will be taken.
8.3 The MRO must also assess and determine whether alternate medical explanations could account for any positive test result. In reviewing the laboratory results, the MRO shall conduct a medical interview with the employee, review the employee's medical history, and review any other relevant biomedical factors. The MRO shall also review any information provided by an employee attempting to show legitimate use of a drug.
8.4 The MRO must ultimately determine whether some reason other than illegal drug use explains a drug-positive urine. If the MRO verifies illegal drug use, the information related to the use of illegal drugs will be disclosed to the City Administrator and to the Chief of Police or designee. Any medical information provided to the MRO that is not specifically related to use of illegal drugs will be treated as confidential and not disclosed. If it is determined with reasonable certainty that there is a legitimate medical or other reason to account for the positive laboratory findings, no information identifying the specific employee will be disclosed and the test results will be reported as negative.
9.1 The results of all individual drug and alcohol tests will be kept in a secure location with controlled access.
9.2 All individual test results will be considered confidential. The release of an employee's results will only be given in accordance with the individual employee's written authorization, or as is otherwise required by applicable federal or state law or for use in a disciplinary hearing pursuant to this procedure.
9.3 It is understood that any medical explanation given by an employee to any person involved in this process is strictly confidential.
10.1 Any dispute, violation, misapplication or misinterpretation of the Substance and Alcohol Abuse Policy and Testing Procedure shall be subject to and go directly to arbitration of the Grievance Procedure as set forth in the Collective Bargaining Agreement.
11.1 The department head/supervisor must be of the rank of Sergeant or above for the purposes of this procedure.
No clause such as this found in any other contract reviewed. No replacement suggested at this time.
staffing levels are set by the Board of Police Commissioners, and "prior to any change in the minimum staffing levels by the BoPC, it shall provide a minimum of 60 calendar days written notice to the PBA President of the change."
minimum staffing ratio is calculated by dividing the minimum staffing level requirement by the total # of officers assigned to a tour of duty, the ratio must be between .325 and .425.


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