Only one person showed up to my playshop today. So we had a chance to focus in. We started with what Music for People calls "One Quality Sound" where everybody just sings whatever note happens to come out of their mouth and we listen to the quality of that spontaneous chord. In our case it was just a two note chord and of course it was beautiful so we did it again with different notes and it was even better because whatever happens in the moment is the best there is. Then we picked out a couple of nice Djembes and got into some very flexible grooves that were able to meander freely because we were listening so intently to each other. We added conversational singing which is just like talking but the attention is on melody. She would sing a phrase then I would respond and we'd go back and forth until we found ourselves weaving our melodies together much like people do when they're talking about something very exciting. They'll talk over each other but not in an interrupting kind of way but more like a duet. Then we did some mirroring whereby one of us would sing slow enough that the other could follow all the nuances of pitch, timber, and volume exactly.
Basically what we were doing was honing our listening with each exercise. And now we were ready to just play some duets with whatever instruments struck our fancy. She played an mbera and I played ukulele. We both sang. And then we looked at each other when we both felt it was time to end and we made the ending extra special. We did it again with me on guitar and lo and behold it was even better of course. To me it was just as beautiful as anything I have ever heard even from my musical heros.
Then we talked about what makes great music. We decided that it's all about intention. If you intend to go deep with each note and not spiral with judgment after it is played how can it not be beautiful? She said that sounds like a spiritual practice. I had to agree.
How I love the vitality and spontaneity and downright feel-goodness of your music playshops! Everywhere you go, Jonathan, you make people want to vocalize their joy. Thank you for being who you are. Now make more music!


Every year we organise teams of employee-volunteers from local businesses in York to go into elderly people's homes to put on fabulous, all-singing, all-dancing Christmas parties. This year we have teams going to seven different care homes in the York area, including a team from Waitrose who are returning to Willow House for the second year running.
Helen Liddle, from Waitrose, said of their party last year: "It was great to get into the festive spirit, and we enjoyed eating, singing and even dancing. The ladies requested that we bring back some dance partners this year." So watch this space Willow House, they may well have you on your feet.
Earlier this year, York Cares also organised a Team Challenge at Willow House as part of a series of challenges taking place at elderly people's homes. The events were part of a council initiative to make residential homes friendlier and less institutional.
Employees from Aviva set to work at Willow House painting the bathroom, hair salon and halls; tending to the garden and generally brightening things up for residents.
She also commented that the outdoor work done in the garden led to the area being used a lot more this summer, and the home even held their very first garden party.
Team Challenges also took place at Morrell House, Woolnough House and Oak Haven. These homes are now all being returned to over the Christmas period, as well as another three, with festive parties being hosted by teams of employee-volunteers during the week commencing 8 December.
Hosting a Christmas party is not the only way of spreading some Christmas cheer however, we are also recruiting teams of employee-volunteers to collect items of food and gifts for people in need across the city. The collections will be delivered to a number of hostels and charities in time for Christmas.


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Home > Formula One > Pirelli continues F1 tyre testing at Paul Ricard
Pirelli continues F1 tyre testing at Paul Ricard
Pirelli has resumed its tyre development programme for its 2011 re-entry into Formula 1, with a further test session conducted at France's Paul Ricard circuit.
Nick Heidfeld continued behind the wheel of a 2009 Toyota over the two-day test session, after his maiden test at Mugello two weeks ago.
"We're very happy with the progress we've made so far, which actually puts us slightly ahead of where we expected to be at this point in time," Pirelli's motorsport director Paul Hembery said.
Pirelli has also confirmed its withdrawal from the World Rally Championship at the end of the current season to concentrate on its return to Formula 1.
Pirelli's next tyre test will take place at Spain in a fortnight's time.
[Original image via Sutton Images]
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Protests launched over Pirelli tyre testing…
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Star Wars' Daisy Ridley A Top Choice To Don The Batsuit For Batgirl
Daisy Ridley impressed audiences with her gritty, tough-as-nails demeanour and fighting finesse back in Star Wars: The Force Awakens, so perhaps it's not too big of a surprise that Warner Bros is eyeing the actress to don the Batsuit as Batgirl for their planned movie of the same name.
According to We Got This Covered, the studio is looking to announce their casting for the role very soon, with the Star Wars star being one of their top picks. And while nothing has been confirmed as of yet, it certainly sounds like a logical choice, considering the occupational crossover similarities between a Jedi and the caped superheroine.
With Batgirl being left out of the upcoming Birds of Prey (and the Fantabulous Emancipation of One Harley Quinn) movie, this would prove to be a good chance for her to break into the big screen. It will also mark Barbara Gordon's long-time return to theatres – her last appearance was in 1997's Batman and Robin, which saw Alicia Silverstone taking up the role.
READ ALSO: Elden Ring Promises More Open Gameplay & Stronger Stories, Says Hidetaka Miyazaki
Since then, the superheroine's path to the screen has been a painful one. Initially announced as an accompanying project The Avengers and Buffy the Vampire's Joss Whedon, it was subsequently cancelled due to the failure of the Justice League, and alleged sexual misconduct on Whedon's part.
It's, thus, due time for Batgirl to finally get a standalone movie that she deserves, so hopefully Warner Bros. does it well. If anything, at least the team would have gotten off on the right foot if the main star is indeed Daisy Ridley herself. The report checks out, too – with the impending Star Wars: The Rise of Skywalker set to round up the trilogy, the actress is going to be available for new roles.
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Star Wars: Galaxy's Edge Expansion Reportedly Coming To Disneyland Paris In 2024
A potential good alternative should you find it hard to enter the one in California!
Daisy Ridley Confirms Star Wars: The Rise of Skywalker Will Address Rey's Parentage
Rey may just get the backstory she deserves.


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Home News Trump: US companies can sell to Huawei
Trump: US companies can sell to Huawei
By Jasper Hart -
President's comments come at G20 press conference
Donald Trump has eased his stance on Huawei by saying that American companies will still be able to sell products to the Chinese vendor.
Speaking at a press conference at the G20 summit in Osaka, Japan, Trump said that there was no change on Huawei selling its products in the US, and that negotiating on this issue would wait until the end of the summit.
"One of the things I will allow, however, is, a lot of people are surprised we send and we sell to Huawei a tremendous amount of product that goes into the various things that they make. And I said that that's okay, that we will keep selling that product," he said.
He added: "These are American companies… that make product and that's very complex, by the way, and highly scientific. And in some cases we're the ones that do it, we're the only ones that do it. What we've done in Silicon Valley is incredible, actually and nobody has been able to compete with it, and I've agreed and pretty easily, I've agreed to allow them to continue to sell that product.
"So American companies will continue and they were having a problem, the companies will continue and they were having a problem, the companies were not exactly happy that they couldn't sell because they had nothing to do with whatever it was potentially happening with respect to Huawei, so I did do that."
White House economic advisor Larry Kudlow said that Huawei remains on the US' entity list.
"This is not a general amnesty, if you will," Kudlow said. "Huawei will remain on the so-called entity list where there are serious export controls and in national security inferences or suggestions there won't be any licenses."
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First Teaser Trailer for THE PREDATOR Released!
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PIRATES OF THE CARIBBEAN: DEAD MEN TELL NO TALES Blu-ray Review
Set sail with Captain Jack Sparrow (Johnny Depp) as deadly ghost sailors, led by the terrifying Captain Salazar (Javier Bardem), escape from the Devil's Triangle bent on killing every pirate at sea-notably Jack- in an epic story packed with humor, suspense, and amazing special effects!
Directed By: Joachim Rønning, & Espen Sandberg
Written By: Jeff Nathanson, Terry Rossio, Ted Elliott, Stuart Beattie, & Jay Wolpert
Starring: Johnny Depp (Captain Jack Sparrow), Javier Bardem (Captain Salazar), Geoffrey Rush (Captain Hector Barbossa), Brenton Thwaites (Henry Turner), Kaya Scodelario (Carina Smyth), and more.
Genre: Action, Adventure, & Fantasy
Runtime: 2 hours, 9 minutes
French: Dolby Digital 5.1
Spanish: Dolby Digital 5.1
Subtitles: English SDH, French, & Spanish
Aspect ratio: 2.40:1
Dead Men Tell More Tales: The Making of A New Adventure: Get unique access into the making of this exciting new pirates movie with the collection of revealing and entertaining stories.
A Return to the Sea
Telling Tales: A Sit-Down with Brenton & Kaya
The Matador & Bull: Secrets of Salazar & The Silent Mary
First Mate Confidential
Deconstructing The Ghost Sharks
Wings Over the Caribbean
An Enduring Legacy
Bloopers of the Caribbean
I give the Pirates of the Caribbean: Dead Men Tell No Tales Blu-ray a B+.
I haven't honestly seen a Pirates of the Caribbean film since the first one, Pirates of the Caribbean: The Curse of the Black Pearl which was released in 2003. I loved Johnny Depp as Jack Sparrow then and I still do now.
There are many things I loved about this Blu-ray. One was the special effects. It wasn't overly CGI'd or if it was it didn't look it one bit. The "skeleton crew" of Captain Salazar and even Captain Salazar himself (played by Javier Bardem) was amazing. They were hauntingly scary and I could imagine them popping up in a nightmare or two. The Pirate ships. Who wouldn't love them! The Black Pearl when it erected from the bottle was just plain beautiful. One magnificent ship. Yes, it may be a bit gothic but beautiful at the same time. The cinematography was just as amazing. I found myself looking more at the scenery than the actors. As stated above I also loved Jonny Depp as Jack Sparrow. Just a brilliant performance yet again by an amazing actor.
Catch Pirates of the Caribbean: Dead Men Tell No Tales out on Blu-ray, DVD, & Digital HD Tuesday, October 3rd.
A GHOST STORY Blu-ray Review
Win Free Screening Passes to BLADE RUNNER 2049 in Kansas City


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Paid Sick and Safe Leave Time (260-RICR-30-05-5)
The purpose of this regulation is to provide clarity on the paid sick and safe leave provisions pursuant to the Healthy and Safe Families and Workplaces Act, R.I. Gen. Laws Chapter 28-57.
5.2 Authority
This regulation is promulgated pursuant to the authority granted by R.I. Gen. Laws § 28-57-9.
A. As used in this regulation, the following terms shall be defined as follows:
1. "Adverse action" means the denial of any right guaranteed under the Healthy and Safe Families and Workplaces Act, R.I. Gen. Laws § 28-57-1 et. seq., and these regulations, and any threat, discharge, suspension, demotion, reduction of hours, reporting or threatening to report the citizenship or immigration status of the employee or their family member to a federal, state or local agency, or any other action that would cause harm to the employee in any way.
2.	"Employee" means any person suffered or permitted to work by an employer, including those working on a full-time, part-time or per diem basis, except for those exempted from the requirements of R.I. Gen. Laws § 28-57-1 et seq. per R.I. Gen. Laws § 28-57-4 (f) and those not considered employees as defined in R.I. Gen. Laws § 28-12-2. Independent contractors, subcontractors, and work study participants as described pursuant to 42 U.S.C. § 2753.23, and apprenticeships and interns as defined under the Fair Labor Standards Act, 29. U.S.C. § 201 et seq., shall not be considered to be employees, pursuant to R.I. Gen. Laws § 28-57-3 (7).
3.	"Food employee" means any individual working with unpackaged food, food equipment or utensils, or food-contact surfaces, as defined by the Rhode Island Food Code (216-RICR-50-10-1).
4. "Member of employee's household" means a person that resides at the same physical address as the employee or a person that is claimed as a dependent by the employee for federal income tax purposes.
5. "New employer" means any employer that establishes an entity subsequent to January 1 of the requisite calendar year except that a firm or establishment that formerly existed, but has changed ownership, is not to be considered a new employer under these regulations.
6.	"Public employer" means the State of Rhode Island, Rhode Island quasi-public agencies, Rhode Island cities and towns and local public employers not covered by the term "cities and towns," including, but not limited to: school committees, school districts, regional schools and educational collaboratives, and any other public entity.
7. "Same hourly rate" means the following based on the employee's regular compensation:
a.	For employees compensated on an hourly basis, the same hourly rate means the employee's regular hourly rate.
b.	For employees who receive different rates of pay for hourly work from the same employer, the same hourly rate means either:
(1)	The wages the employee would have been paid for the hours absent during use of paid sick and safe leave time if the employee had worked; or
(2)	The blended rate, determined by taking the weighted average of all regular rates of pay over the previous pay period, month, quarter or other established period of time the employer customarily uses to calculate blended rates for similar purposes.
c.	Whichever above method employers elect to determine the same hourly rate must be used consistently by those employers throughout a benefit year.
d.	For employees paid a salary, the same hourly rate means the employee's total earnings in the previous pay period divided by their total hours worked during that pay period. Employees who are exempt from overtime requirements under 29 U.S.C. § 213(a)(1), the Fair Labor Standards Act, shall be assumed to have worked forty (40) hours in each week unless their normal work week is less than forty (40) hours, in which case the same hourly rate shall be calculated based on the employee's normal work week. Under no circumstances may the same hourly rate equal less than the effective minimum wage as required per R.I. Gen. Laws § 28-12-3.
e.	For employees paid on a piece work or fee-for-service basis, the same hourly rate means a reasonable calculation of the wages or fees the employee would have received for the piece work, service or part thereof, if the employee had worked. Regardless of the basis used, the same hourly rate shall not be less than the effective minimum wage as required per R.I. Gen. Laws § 28-12-3.
f.	For employees paid on commission the same hourly rate means the greater of the base wage or the effective minimum wage as required per R.I. Gen. Laws § 28-12-3.
g.	For tipped employees who ordinarily receive the "tipped minimum wage" or minimum wage for employees receiving gratuities, the same hourly rate means the effective minimum wage as required per R.I. Gen. Laws § 28-12-3.
h.	The same hourly rate shall not include:
(1) Sums paid as commissions, drawing accounts, bonuses, or other incentive pay based on sales or production;
(2) Sums excluded under 29 U.S.C. § 207(e), including contributions irrevocably made by an employer to a trustee or third person pursuant to a bona fide plan for providing old-age, retirement, life, accident, or health insurance, and any other employee benefit plans;
(3)	Overtime, holiday pay or other premium rates. However, when an employee's regular hourly rate is a "differential rate," meaning a different wage paid for the same work performed under differing conditions (hours, etc.), the "differential rate" is not a premium and shall be considered as regular wages for the purpose of determining the same hourly rate.
8. "Seasonal employee" means an employee who is hired into a position for which the customary annual employment is six months or less, pursuant to R.I. Gen. Laws § 28-57-3(13).
9. "Temporary employee" means persons that are employed by an employment agency or temporary staffing company and are placed for assignment with other entities pursuant to R.I. Gen. Laws § 28-57-3(18).
10.	"Written notice or In writing" means any printed or printable communication that is provided in a physical or electronic format, including communications that are transmitted through electronic mail, a computer system or is otherwise sent and stored electronically. Provided, however, that such notice shall be provided via hard copy upon the request of the employee.
5.4	Paid Sick and Safe Leave Time - Exemptions
5.4.1 Employers with Paid Time Off Policies
A. Any employer with a paid time off policy who makes available at least twenty-four (24) hours during calendar year 2018, thirty-two (32) hours during calendar year 2019 and forty (40) hours per calendar year thereafter of paid time off to employees is exempt from the following requirements of the Healthy and Safe Working Families Act, R.I. Gen. Laws Chapter 28-57:
1.	Providing earned or paid sick and safe leave time in accordance with the schedule or formula provided in R.I. Gen. Laws §§ 28-57-5(a), (b) and (c); and
2. Allowing employees to carry over unused sick and safe leave as required per R.I. Gen. Laws § 28-57-5(e).
B. Any employer with a paid time off policy who makes available at least twenty-four (24) hours during calendar year 2018, thirty-two (32) hours during calendar year 2019 and forty (40) hours per calendar year thereafter of paid time off to employees that can be used for purposes consistent with the Healthy and Safe Working Families Act, R.I. Gen. Laws Chapter 28-57, and is made available in full at the beginning of each benefit year, is exempt from tracking the accrual of such leave, allowing for carryover, or paying employees for unused time.
C.	For the purposes of these exemptions the method of accrual chosen by the employer must result in a full-time employee working a full year accumulating the minimum amount of sick leave as required by R.I. Gen. Laws § 28-57-5. All employees should otherwise be provided the requisite hours on a pro-rata basis, based upon their start date and the number of hours worked.
5.4.2	Food Employees
A.	For food employees or someone who manages food employees:
1.	If an employee notifies their employer of their intent to use earned sick time, the employer may ask if the reason for the absence would trigger the employer's obligations under the Rhode Island Food Code (216-RICR-50-10-1).
2.	If the employee answers in the negative the employer is prohibited from asking further questions about the nature of the illness.
3.	If the employee answers in the affirmative, the employer may inquire about the symptoms on a limited basis to determine what steps they must take in order to remain in compliance with their obligations under the Rhode Island Food Code (216-RICR-50-10-1).
4.	If the employee states that they are suffering from any of the symptoms described in the Rhode Island Food Code (216-RICR-50-10-1) the employer shall follow any actions as required under the Rhode Island Food Code.
5.4.3 Public employers
Public employers are exempt from providing paid sick and safe leave pursuant to R.I. Gen. Laws § 28-57-4.
5.5	Accrual of Paid Sick and Safe Leave
5.5.1	Covered Employers
A. Employer Size
1. Employers must provide paid sick and safe leave time to all employees if the employer maintained an average of eighteen (18) or more employees in Rhode Island during the previous payroll year's highest two employment quarters.
2. For the purpose of this determination, employers shall count all unique positions and that total shall represent the number of employees that they employed during that time period.
3.	This calculation shall be performed on an annual basis using that year's employment data.
4. Employers must establish annually whether they employ eighteen (18) or more employees and are required to provide paid leave. This determination remains in effect, regardless of the size of the employer, for the following twelve (12) months.
5. New employers must provide paid sick and safe leave to all employees once they have a total of eighteen (18) or more employees on their payroll.
5.5.2 Covered Employees/Rhode Island Employees
A.	An employee is considered to be employed in Rhode Island if their primary place of employment within the last twelve (12) months was in Rhode Island regardless of the location of their employer.
B.	An employee need not spend fifty percent (50%) or more of their time working in Rhode Island to be considered a Rhode Island employee, so long as the employee spends more time working in Rhode Island than in any other state.
C.	If an employee is eligible to accrue and use PSSL benefits, all hours worked by that employee and all hours they are paid for, regardless of the location of the work or the employer, shall be counted while accruing PSSL benefits.
5.5.3	Accrual and Discharge
A.	Waiting Period
1.	Employers that impose a waiting period of up to ninety (90) days for new employees, for the use of sick and safe leave, pursuant to R.I. Gen. Laws § 28-57-5(d), shall notify new employees in writing of this requirement upon hire.
a. No waiting period may be imposed on the accrual of sick and safe leave.
2.	Employees working for employers that require such waiting period may begin to use sick time on the day following the end of their employer's waiting period, established per their employer policy, or on their ninety-first (91st) day of employment, whichever is sooner.
B. Advanced/loaned Paid Sick and Safe Leave time
1. Employers that have loaned Paid Sick and Safe Leave time to employees, pursuant to R.I. Gen. Laws § 28-57-5(i), that have since separated from employment, are permitted to deduct any monies owed to the employer for this purpose from the final payroll that is to be issued to that employee so long as they have obtained written permission to do so, in accordance with R.I. Gen. Laws § 28-14-3.2.
2. Employers should clearly state in their employment policies that prior to advancing or loaning paid sick and safe leave time they will require employees to agree, in writing, to allow them to recover any outstanding amounts owed from advanced or loaned paid sick and safe leave time via payroll deductions in the final payroll to be issued to the employee.
C.	Accrual of earned sick time/Paid Sick and Safe Leave while on paid leave
1. Employees shall accrue earned sick time or PSSL benefits for all hours worked and all hours paid by their employer while collecting paid time off benefits, including, but not limited to holiday pay, personal time, sick time and vacation time.
D.	Discharge of earned sick time/Paid Sick and Safe Leave
1.	For employees that work irregular schedules, such as those without a definite end time, the employer shall use a reasonable method for determining the number of hours of PSSL used.
5.6 Use of Paid Sick and Safe Leave Time
5.6.1 Employee's Right to Access Sick Leave
A. Adverse Action
1. Employers may not take adverse action against any employee for making use of the rights and protections provided in these regulations or in R.I. Gen. Laws § 28-57-1 et. seq.
5.6.2	Notice Requirements
A. Foreseeable Leave
1. Leave shall be considered foreseeable when it is planned at least twenty-four (24) hours in advance of when it is required.
2.	Notice shall be provided by the employee requesting to use PSSL benefits for a foreseeable leave within a reasonable timeframe.
B. Unforeseeable Leave
1.	In instances of unforeseeable leave, consistent with the statutory provisions required per R.I. Gen. Laws § 28-57-6(d), employer's policies must be reasonable.
5.6.3 Documentation
A.	Employer requirement to provide reasonable documentation
1. Employers that require reasonable documentation when an employee has been absent for more than three (3) consecutive work days shall notify employees in writing of this requirement in their employee handbook or employment policy
2.	Employers shall accept such documentation within a reasonable timeframe.
3. Any expense or burden on an employee shall be considered to be unreasonable if the total cost to the employee to obtain certification regarding their absence is more than two times their hourly rate of pay. In determining the total cost to the employee, costs such as administrative, governmental or medical fees, and transportation costs shall be included.
4. If the total cost to an employee for obtaining documentation is considered unreasonable, employers may require their employees to submit a signed statement indicating that their use of earned sick time or PSSL benefits was for purposes consistent with R.I. Gen. Laws § 28-57-6(a).
5. When in conflict with the Rhode Island Food Code (216-RICR-50-10-1), this provision shall not apply to Food Employees, per § 5.4.2 of this Part.
5.7.1	Administrative Enforcement
A. Penalties
1.	Employers who have been found in violation of this chapter by the director or his or her designee shall be liable for a penalty of one hundred dollars ($100) for a first offense.
2.	Subsequent violations will result in a penalty of one hundred to five hundred dollars ($100-$500) per offense.
a. Each day of violation shall constitute a separate offense
b.	In determining the amount of the penalty, the director or his or her designee shall consider the size of the employer's business; the good faith of the employer; the gravity of the violation; the history of previous violations; and whether or not the violation was an innocent mistake or willful.
B.	Appeals
1.	Any employer or employee aggrieved by a decision of the Department may file an appeal in accordance with the procedure outlined in Rules of Procedure for Administrative Hearings (260-RICR-10-00-5).
A.	Employers shall keep confidential any information regarding their employees' use of PSSL or earned sick time benefits.
1.	Employers shall be permitted to disclose, on a limited basis, as part of their defense during any administrative or judicial proceeding, whether or not an employee has accrued, used, or requested to use, the benefits prescribed by this chapter.
2.	Employers shall also be permitted to disclose whether the employee adhered to their previously established and distributed employer policy while using such benefits.
a. Employers are not permitted to disclose any details pertaining to their employees' use of the benefits prescribed by this chapter other than as described in § 5.8(A)(1) of this Part. This includes, but shall not be limited to: the details of any illness, injury, incident or legal action that pertained to the use of such benefits.
Title 260 Department of Labor and Training
Chapter 30 Workforce Regulation and Safety
Subchapter 05 Labor Standards
Part 5 Paid Sick and Safe Leave Time (260-RICR-30-05-5)
R.I. Gen. Laws 28-57-1, et seq.
To provide clarity on the sick and safe leave provisions pursuant to the Healthy and Safe Families and Workplaces Act, R.I. Gen. Laws Chapter 28-57. The following changes were made between the proposed and the final version of the regulations: 1. Definitions - Added a new definition for the term "Written notice or In writing." 2. Exemptions - Clarified how employees working for employers with paid time off policies must accrue paid sick and safe leave hours. 3. Accrual - broadened the timeframe by which employers establish if they offer paid leave or unpaid leave time. 4. Covered Employees - added a look back period to determine if an employee is covered by these regulations. 5. Accrual and Discharge - clarified that employers may impose a waiting period only for the use of benefits and not for the accrual of said benefits. 6. Accrual and Discharge - deleted the requirement to obtain written permission from employees at the time loans of sick time are made. 7. Accrual and Discharge - clarified that sick time accrues for all hours worked and paid by the employer. 8. Accrual and Discharge - clarified that employers that have employees who work irregular schedules, like those without a definite end time, may use a reasonable method to determine the amount of hours of leave to provide. 9. Documentation - added a new provision which states that when in conflict with the RI Food Code, the documentation provision contained in 5.6.3(5) shall not apply to Food Employees. Arguments that were rejected: 1. Definition - Member of Employee's Household - argument was that the definition was too broad and should be limited to persons claimed by an employee for tax purposes. We rejected this argument as the statutory purpose was to provide this new benefit to working Rhode Islanders to help support themselves and their loved ones, including those they reside with. 2. Definition - Argument was to add a definition for the term "Public Health Emergency." This term is not defined by the Department of Health. 3. Employer Size - Argument was that there were less costly alternatives available to determine which employers must offer paid leave versus unpaid leave. This argument was rejected because the option selected provides paid sick and safe leave benefits to a greater amount of people in furtherance of the intent of the legislation. 4. Accrual of Paid Leave - argument was that employees should not accrue paid sick and safe leave benefits while collecting paid leave. This argument was rejected because the statutory definition of "Same Hourly Rate" requires employers to provide the same rate of pay with the same benefits to their employees while collecting paid sick and safe leave benefits. 5. Covered Employees - argument was that an employer should have a physical presence in RI in order to have their employees be considered RI employees under these regulations. This argument was rejected because employees that spend the plurality of their time working in RI are already covered by various RI labor laws. In addition, employers must have 18 people working in RI for their employees to receive a paid benefit under these regulations. 6. Confidentiality - argument was that the regulations prevent employers from being able to defend themselves by requiring them to maintain all information pertaining to their employees' use of paid sick and safe leave benefits as confidential. We rejected this argument because the regulations do allow employers to share some information in such proceedings on a limited basis. Cost Benefit Analysis Introduction The Department of Labor and Training (Department) proposes to adopt regulations regarding the implementation and enforcement of the Healthy and Safe Families and Workplace Act (Act), R.I.	Gen. Laws Chapter 28-57. This analysis estimates the societal benefits and costs that result from the adoption of the proposed regulation. Pursuant to the Administrative Procedures Act (APA), R.I. Gen. Laws § 42-35-2.9, the Department has conducted a regulatory analysis for the proposed regulation. The Department used the best available information at the time of publication to estimate the benefits and costs of the proposed regulatory provisions. This analysis does not attempt to generate benefit and cost estimates solely attributable to the passage of the Act. The following analysis examines the costs and benefits of the discretionary decisions made by the Department. Background In 2017, the Act required the Department to promulgate regulations mandating that all employers of eighteen or more employees provide paid sick and safe leave. The Act was intended to address the gaps in current state and federal paid leave benefits. The Rhode Island Parental and Family Medical Leave Act and the federal Family and Medical Leave Act (FMLA) require employers with fifty (50) or more employees to provide unpaid leave to employees who meet stringent, statutory eligibility requirements. Additionally, most Rhode Island employees have access to paid leave in the form of Temporary Disability Insurance (TDI). While these laws have benefited the labor force, limitations regarding the number of hours worked and length of employment before leave may be taken diminish the value and utilization of these programs. Regulatory Development The Act has an effective date of July 1, 2018. Beginning in mid-November, the Department conducted four public listening sessions to solicit input as to which provisions of the Act required clarification. In response to stakeholder input from both the business community and labor force, the Department determined the following statutory provisions require further clarification to allow for uniform implementation of the Act by all affected parties: Point of Clarification	Statutory Citation	Regulatory Citation Definition of "adverse action" against an employee for using leave	R.I. Gen. Laws § 28-57-4(c)	§ 5.3(A)(1) Definition of "member of employee's household"	R.I. Gen. Laws § 28-57-3(9)	§ 5.3(A)(4) Definition of "unreasonable burden or expense"	R.I. Gen. Laws § 28-57-6(g)	§ 5.6.3(A)(3) and (4) Definition of "public employee"	R.I. Gen. Laws § 28-57-4(d)	§ 5.3(A) 6 Applicability to "food employee" and food industry	R.I. Gen. Laws § 28-57-4(a)	§§ 5.3(A)(3) and 5.4.2 Definition of "same hourly rate"	R.I. Gen. Laws § 28-57-3(11)	§ 5.3(A)(7) Employer determination of whether they are an "employer of eighteen (18) or more employees"	R.I. Gen. Laws § 28-57-5(a) *also note R.I. Gen. Laws § 28-57-4(c)	§ 5.5.1 Amount of time an employee must spend working in Rhode Island to qualify as a Rhode Island employee	R.I. Gen. Laws § 28-57-5(a)	§ 5.5.2 Employer notification/policy requirements for newly hired employees regarding the establishment of up to a 90 day waiting period before usage of accrued leave	R.I. Gen. Laws § 28-57-5(d)	§ 5.5.3(A) Employer notification/policy requirements regarding an advance on leave	R.I. Gen. Laws § 28-57-5(i)	§ 5.5.3(B) Employer notification/policy requirements regarding foreseeable/unforeseeable leave	R.I. Gen. Laws §§ 28-57-6(c) and (d)	§ 5.6.2 Employer notification/policy requirements regarding documentation	R.I. Gen. Laws §§ 28-57- 6(c), (d) & (f)	§ 5.6.3 Accrual of additional paid leave hours during the use of already accrued paid leave	R.I. Gen. Laws § 28-57-3(11)	§ 5.5.3(C) Enforcement	R.I. Gen. Laws § 28-57-10	§ 5.7 Confidentiality	R.I. Gen. Laws § 28-57-11	§ 5.8 The Department has determined that the above provisions must be addressed in regulation to ensure uniform applicability and compliance throughout the state. Analysis of Regulatory Impacts The majority of the above areas of statutory ambiguity addressed in the proposed regulation do not place significant financial burden on the regulated community. The Department has identified two provisions in the proposed regulation that significantly drive the distribution of costs and benefits to Rhode Island. The first provision addresses how an employer determines if they have eighteen (18) employees. The Act (R.I. Gen. Laws §28-57-5(a) only states, "In determining the number of employees who are employed by an employer for compensation, all employees defined in § 28- 57-3(7) shall be counted." The Department proposes to require that all Rhode Island employers assess the quarterly average number of unique positions. If in one year, the employer has an average unique position count greater than eighteen in two quarters, they must provide paid sick and safe leave. The Department had sufficient data detailing employment numbers for Rhode Island employees to determine the effect that this provision has on firms. The second provision addresses how to determine whether an employee would be considered a "covered employee." The Department has aligned requirements with regional approaches to determining if an employee is considered a "covered employee;" an employee must spend the plurality of their time working in Rhode Island. While the Department has access to some aggregate statistics regarding employee residency and location of employment, there is a paucity of data detailing the percentage of time employees spend working in Rhode Island versus another state. Therefore, the Department cannot quantify the economic effects that this provision will have during implementation. The analysis below attempts to both quantitatively and qualitatively assess the impact of determining which employers qualify as "covered employers." The monetized benefits and costs are predicated on the Department's estimate of the number of employees who would be shifted from unpaid to paid sick and safe leave benefits due to the regulatory options selected. Regulatory Options Pursuant to the APA, R.I. Gen. Laws § 42-35-2.9(b)(1), the regulatory analysis must include "the benefits and costs of a reasonable range of regulatory alternatives." During the public listening sessions, the Department received four regulatory options for determining which employers counted as "covered employers" and must provide paid leave: 1.	If an employer has at least eighteen (18) unique positions in every quarter of the previous calendar year; 2.	If the average of the number of [monthly] unique positions in the previous calendar year is eighteen (18) or higher; 3.	If the average of the highest two quarters of employment in the previous calendar year is eighteen (18) or higher; or 4.	If an employer had eighteen (18) or more unique positions at any point during the previous calendar year. The Department did not select alternative regulatory options for the other discretionary provisions because they are not included in the quantitative portion of this analysis. Transfers One of the principal challenges of this analysis is differentiating actual costs and benefits from transfers among groups in Rhode Island. In economic terms, transfers occur when entity/group "A" pays another entity/group "B" within the same economic system. Though the resources paid constitute real costs to "A," "B" receives the resources as a benefit, yielding a net of zero. Within the current analysis, a key example of a transfer are the wages paid from Rhode Island firms to Rhode Island workers. Similarly, the inevitable increase in the costs of goods and services in Rhode Island are also transfers since those impacts simply redistribute wealth from consumers to employees. This analysis makes every effort to differentiate transfers from costs and benefits to avoid conflating the separate effects. Benefit-Cost Analysis Below, the Department analyzes the quantitative and qualitative costs and benefits resulting from the regulatory provisions exclusive of those attributable to statutory provisions. Baseline Setting the baseline for this analysis required an assumption about the appropriate comparison state of the world. The Department assumes that the baseline cost for the definition of "covered employer" is not the status quo, but rather the least inclusive of the options considered (alternative one in the "regulatory alternatives" section above). The reason for doing this is to avoid erroneously ascribing to the regulation those costs and benefits that are mandated by the statute. The analytical baseline for this provision, therefore, is a theoretical state of the world where an employer is considered "covered" if it had at least 18 unique positions in every quarter of the previous calendar year. Estimating Costs Quantifiable Costs Using the Department's data collected from Rhode Island employers and wage data from the Bureau of Labor Statistics (BLS), the following quantitative analysis represents the cost to employers who must comply with the Act under the proposed regulation and the alternatives. The analysis estimates the societal cost of the three alternative methods of measuring firm size on the productivity of Rhode Island firms. The size of the firm determines whether a firm must provide paid or unpaid sick leave. The analysis assumes that employees who receive paid sick leave will use more time than those who receive unpaid sick leave. Because the alternative methods of determining firm size will shift workers into the paid category, a greater number of hours of sick time will be used, resulting in additional productivity loss. The analysis uses quarterly employment data from DLT, aggregated by industry. The four options were compared to determine whether the number of covered employees varied with different calculation methods: •	Option 1 (Baseline): firms that have at least 18 employees in every quarter. •	Option 2 (Annual Avg.): firms that have at least 18 employees as the annual average. •	Option 3 (Highest 2-Qtr Avg.): firms that have at least 18 employees as the average of their highest two quarters. •	Option 4 (Maximum): firms that have at least 18 employees in any of the past four quarters. The following data was also used in the analysis: •	Percentage of employees without paid sick days by industry o	Adjusts employment data to exclude employees who currently already receive paid sick days.1 •	Wage Information by industry o	Wage Data from DLT by Industry - establishes a base for per-hour productivity costs. o	Fringe/Payroll Tax factor - adjusts the wage to account for the additional non- wage hourly labor costs, to ensure that the per-hour productivity cost more closely reflects the full value of compensation for that time. o	Productivity Loss Factor - adjusts the per-hour cost to account for the costs of productivity loss associated with missed work, since those costs are often greater than the wage.2 This is due to difficulty in replacing workers, time sensitivity of work, and the inefficiency of replacement worker on a team. Used to generate upper-end of estimate range. o	Annual Growth Rates - adjusts employment estimates and wage estimates to account for growth over the next 10 years, using sector-level forecasts from IHS Markit. •	Sick Time Usage Assumptions o	Assume that at full implementation, employees who receive paid sick time will use 30 hours of time, and employees who receive unpaid sick time will use 15 hours of time.3 1Based on national data used in NFIB Massachusetts Paid Leave study, derived from BLS studies. http://www.nfib.com/Portals/0/pdf/allusers/research/studies/massachusetts-paid-leave-nfib-study.pdf 2 Nicholson, Pauly, et. Al. in Health Economics, 2006. https://www.ncbi.nlm.nih.gov/pubmed/16200550 3 https://engagedscholarship.csuohio.edu/cgi/viewcontent.cgi?article=1030&context=clsowo_facpub Annual Average Productivity Cost Estimates Option	Low Estimate (Wage + Benefits)	High Estimate (Wage + Benefits + Productivity Loss Factor) Annual Average	$2,253,517	$2,884,502 Average of 2 Highest Quarters	$3,281,558	$4,200,395 Max	$3,776,211	$4,833,550 These figures are the annual average of the present-value cost estimates for the 10 years under analysis. This methodology yields an average annual cost over the next 10 years ranging from $3.3 million to $4.2 million for the regulatory option selected (option 3). The considered alternatives have annual average costs over the next 10 years ranging from $2.2 million to $4.8 million. For the description of cost estimate assumptions, see Appendix One. Qualitative Costs Depending upon the elasticities of supply and demand in any given industry/market, the following effects will also appear. First, some employers on the margin of counting as "covered" may make the decision not to hire additional full-time employees. The threshold effect on labor costs is significant when an employer moves from 17 to 18 employees. This will have a suppressive effect on the demand for labor, causing firms to either artificially under-produce what the market demands or hire fewer employees (but working longer shifts). Second, for firms that are counted as "covered" the additional labor costs will reduce regional, national, and global competitiveness. The costs of production for these employers will rise, thereby forcing higher prices and/or reductions in marginal profit. The full cost of this effect will vary by industry type, so actual values are empirical questions that can only be answered with data after the rule has been in effect for a period of time. Note that this will also have a suppressive effect on attractiveness to future businesses in certain industry/size segments. Estimating Benefits The following quantitative and qualitative analysis represent the benefits that covered employees receive and the benefits to society resulting from the proposed rule. Quantifiable Benefits The Department used a best-practices framework for estimating the societal benefits of paid leave. The Department uses the estimated number of new hours of sick time used under each of the alternatives studied in the cost analysis. The Department used a best-practices framework for estimating the societal benefits of paid leave that are associated with the regulatory options considered above. The analysis assumes that employees afforded paid leave are more likely to stay home, thus decreasing the spread of influenza. Employees who are not afforded the benefit of paid leave are more likely to go into work sick (contagious presenteeism), especially those in low-wage employment positions, resulting in an increase in flu contagion. The flu is among the most common drivers of illness- related employment leave. The analysis estimates the benefit related to the averted productivity costs of missed work due to influenza and other contagious diseases spreading at the workplace. More hours of sick time are used when a greater number of employees receive paid leave; a portion of this sick time will be used for contagious diseases, which will limit the spread of those diseases. The analysis uses the estimated number of new hours of sick time used under each of the alternatives studied in the cost analysis. The analysis also uses the wage, compensation, and productivity loss assumptions that were used in the cost analysis. Assumptions regarding flu contagion rates were derived from estimates from the Center for Disease Control and Prevention and other analyses of sick leave benefits. The analysis does account for averted healthcare costs, injuries, or deaths. Annual Average Benefit of Averted Illness Estimates Option	Low Estimate (Wage + Benefits)	High Estimate (Wage + Benefits + Productivity Loss Factor) Annual Average	$503,087	$643,951 Average of 2 Highest Quarters	$723,620	$926,234 Max	$826,315	$1,057,684 These figures are the annual average of the present-value cost estimates for the 10 years under analysis. This methodology yields an average annual benefit over the next 10 years ranging from $0.7 million to $0.9 million for the regulatory option selected. The considered alternatives have annual average benefits over the next 10 years ranging from $0.5 million to $1.1 million. For the description of benefits estimate assumptions, see Appendix Two. Qualitative Benefits Safe Leave: Impact of Domestic Violence, Sexual Assault, and Stalking Though the Department did not attempt to quantify the effects associated with domestic violence in Rhode Island, the Centers for Disease Control and Prevention estimated that the economic impact on women in the United States exceeds $8.3 billion annually for intimate partner-related incidents alone (in 2003 dollars). Additionally, women cited that they lost anywhere from seven to ten days of paid work.4 The Rhode Island Coalition Against Domestic Violence estimates that one in four Rhode Islanders are victims of domestic violence.5 The Department recognizes that while the majority of domestic violence incidents are directed toward women, men are also subject to domestic abuse and will also benefit from paid safe leave. However, there is limited data regarding the number of incidents directed toward men. Day One estimates that one in eight Rhode Island [women] have been sexually assaulted in their lifetime.6 Studies conclude that economic independence is a key factor in enabling an abuse victim to secure a safer environment. Of particular concern to victims is the inability to take time off of work to go to court, receive medical attention, and/or secure safe living arrangements. Paid safe leave will enable these people to retain steady income and job security while ensuring the safety of themselves and their families. Increased financial security through lessened rates of job separation During the legislative session, proponents of the Act often cited that the lack of job-protected sick and safe leave caused financial strain on employees, especially those in low-wage and -low- skilled employment positions. As any form of paid leave is often not offered to low-wage employees, taking time off from work due to illness or domestic violence may often result in the employee losing employment. A recent study suggests that "paid sick leave decreases the probability of job separation by at least 25%."7 The primary benefit accrues from the absence of stress and/or uncertainty to employees who would have potentially experienced jobs separation anxiety. Reduced long-term health issues and workplace accidents An employee is three times more likely to delay seeking medical attention if they do not have access to paid sick leave.8 This may lead to lead negative, long-term health effects for workers, which could later result in lower productivity or job separation. Another study found that worker's access to paid leave decreased the likelihood of non-fatal occupational injuries. The effect varied across industries, with construction, manufacturing, and agriculture seeing the greatest reduction in incidents.9 4 "Intimate Partner Violence: Consequences." Centers for Disease Control and Prevention. https://www.cdc.gov/violenceprevention/intimatepartnerviolence/consequences.html 5 "No More Silence." Rhode Island Coalition Against Domestic Violence. http://www.ricadv.org/en/what-we- do/communications/public-awareness-campaigns 6 "Facts and Stats." Day One. https://www.dayoneri.org/get-informed/facts-stats 7 Hill, Heather D. "Paid Sick Leave and Job Stability." PubMed. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3825168/ 8 DeRigne, LeaAnne, Patricia A Stoddard Dare, and Linda M. Quinn. "Workers without paid sick leave less likely to take time off for illness or injury compared to those with paid sick leave." Cleveland State University. https://engagedscholarship.csuohio.edu/cgi/viewcontent.cgi?referer=https://www.google.com/&httpsredir=1&ar ticle=1030&context=clsowo_facpub 9 Asfaw, Abay, Regina Pana-Cryan, and Roger Rosa. "Paid Sick Leave and Nonfatal Occupational Injuries." PubMed. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3482022/ Bridging resource gaps between socio-economic classes According to Departmental and BLS data, approximately 60-73% of employees in private industries have access to paid sick leave. However, this statistic masks the distribution of the benefit's prevalence among low-wage industries. It is widely accepted that high-wage employment leads to increased access to leave benefits, while low-wage employment typically offers limited or no paid benefits. By affording all private industry employees the opportunity to take paid leave, the gap in equality between total compensation packages and the wage alone shrinks, guaranteeing access to sick and safe leave benefits to all Rhode Island employees. 10 Determination The Department's analysis indicates that the proposed alternative generates quantifiable costs ranging from $3.3 million to $4.2 million and quantifiable benefits of ranging from $0.7 million to $0.9 million. However, the reader is cautioned not to interpret the above numbers as a comprehensive accounting of all relevant costs and benefits. The impacts of the non- quantifiable costs and benefits are likely to drive the true net benefit of the regulatory options under consideration. The lack of data prevents the Department from accurately predicting the full economic impacts, particularly in those areas related to benefits such as human dignity, happiness, and equity considerations. 10 "The Economics of Paid and Unpaid Leave." https://obamawhitehouse.archives.gov/sites/default/files/docs/leave_report_final.pdf Appendix One: Quantitative Cost Assumptions Cost Estimate Assumptions: First Year Industry Information	Estimated Number of Hours of Sick Time Used, and Hourly Compensation Value Ranges NAICS	Industry	Estimated Total Number of RI Employees in Industry, 2018	Es ti ma ted Percent of Workers wi thout Pa i d Si ck Da ys Na ti ona l l y	Annual Hours Sick Time used, <18	Annual Hours Sick Time Used, >18	Tota l Hourl y Compens a ti on (i ncl udes wa ges a nd non-wa ge benefi ts )	Tota l Hourl y Compens a ti on wi th Producti vi ty Los s Fa ctor 11	Agriculture, Forestry, Fishing, and Hunting	784	67%	9	18	$	24.71	$	31.63 21	Mining	195	52%	9	18	$	40.04	$	51.25 22	Utilities	1,142	15%	9	18	$	73.71	$	94.35 23	Construction	18,616	75%	9	18	$	41.47	$	53.09 31	Manufacturing	6,790	48%	9	18	$	39.88	$	51.05 32	Manufacturing	9,877	48%	9	18	$	39.88	$	51.05 33	Manufacturing	24,598	48%	9	18	$	39.88	$	51.05 42	Wholesale Trade	16,816	29%	9	18	$	49.90	$	63.88 44	Retail Trade	34,288	55%	9	18	$	20.96	$	26.82 45	Retail Trade	13,237	55%	9	18	$	20.96	$	26.82 48	Transportation and Warehousing	6,836	44%	9	18	$	28.76	$	36.81 49	Transportation and Warehousing	3,235	44%	9	18	$	28.76	$	36.81 51	Information	8,056	26%	9	18	$	51.37	$	65.76 52	Finance and Insurance	25,185	18%	9	18	$	69.41	$	88.84 53	Real Estate Rental and Leasing	6,140	33%	9	18	$	32.45	$	41.53 54	Professional, Scientific, and Technical Services	24,181	31%	9	18	$	50.85	$	65.09 55	Management of Companies and Enterprises	13,719	23%	9	18	$	84.29	$	107.89 56	Administrative and Support and Waste Management and Remediation Services	28,706	69%	9	18	$	25.67	$	32.85 61	Educational Services	19,268	32%	9	18	$	35.67	$	45.66 62	Health Care and Social Assistance	81,107	29%	9	18	$	32.57	$	41.69 71	Arts, Entertainment, and Recreation	9,216	65%	9	18	$	21.92	$	28.05 72	Accommodation and Food Service	48,667	78%	9	18	$	13.66	$	17.49 81	Other Services (except Public Administration)	18,143	51%	9	18	$	22.53	$	28.84 Cost Estimate Assumptions: First Year Industry Information	Percentage of Employees in Firms Larger than 18 Employees NAICS	Industry	Scenario 1: Min Firms that have at least 18 employees in Every Quarter	Scenario 2: Annual Average Firms that have at least 18 employees as their annual average	Scenario 3: Highest 2-Qtr Average Firms that have at least 18 employees as the average of their two highest quarters	Scenario 4: Max Firms that have at least 18 Employees in any 1 Quarter 11	Agriculture, Forestry, Fishing, and Hunting	6.6%	25.5%	33.0%	37.2% 21	Mining	34.2%	65.9%	75.1%	83.4% 22	Utilities	87.8%	90.0%	90.0%	90.0% 23	Construction	39.4%	43.9%	47.1%	48.3% 31	Manufacturing	82.3%	83.4%	84.4%	85.2% 32	Manufacturing	80.9%	83.9%	84.9%	86.0% 33	Manufacturing	83.9%	86.3%	87.4%	88.1% 42	Wholesale Trade	55.0%	58.9%	60.1%	60.5% 44	Retail Trade	74.7%	77.2%	78.4%	79.1% 45	Retail Trade	74.8%	79.7%	80.9%	81.1% 48	Transportation and Warehousing	72.0%	75.9%	76.4%	77.4% 49	Transportation and Warehousing	85.1%	85.1%	87.8%	88.5% 51	Information	74.7%	78.9%	80.1%	80.3% 52	Finance and Insurance	87.0%	87.7%	87.9%	88.0% 53	Real Estate Rental and Leasing	49.4%	51.8%	53.2%	54.6% 54	Professional, Scientific, and Technical Services	53.6%	56.2%	57.4%	58.3% 55	Management of Companies and Enterprises	95.9%	97.0%	97.1%	97.3% 56	Administrative and Support and Waste Management and Remediation Services	71.7%	74.4%	76.0%	76.8% 61	Educational Services	91.3%	92.6%	93.3%	93.6% 62	Health Care and Social Assistance	84.0%	85.4%	86.0%	86.3% 71	Arts, Entertainment, and Recreation	64.4%	77.7%	80.3%	82.1% 72	Accommodation and Food Service	67.8%	74.9%	78.0%	79.3% 81	Other Services (except Public Administration)	40.6%	44.0%	45.2%	45.7% NOTES: •	Employment counts and hourly wage data are derived from Department of Labor and Training estimates. To calculate Total Hourly Compensation, 31% is added to the wage rate for each industry to account for non-wage benefits. After the first year, these employment counts and hourly wages are grown using the February 2018 Rhode Island forecast from IHS Markit. •	National estimates of percent of workers by industry without paid sick days is derived from the National Federation of Independent Business paid sick leave analysis, which is based on Bureau of Labor Statistics data and Institute for Women's Policy Research analysis. •	Annual hours of sick time used assumes that that workers with paid sick time will use more leave than workers with unpaid sick time. Because the statute phases in over three years, the analysis assumes increased sick time usage over the phase-in period. The first year assumes 9 hours of usage for unpaid workers and 18 hours for paid; year two assumes 12 hours of usage for unpaid workers and 24 hours for paid; year three and all subsequent years assume 15 hours of usage for unpaid workers and 30 hours for paid. •	Hourly Compensation with Productivity Loss Factor is a sensitivity analysis that accounts for the premise that the cost of an employee absence is greater than that employee's compensation. This is due to the difficulty of substituting workers, the time-sensitive nature of some types of work, and the dependence on teams at many employers. This sensitivity analysis applies a multiplier of 1.28 to the hourly compensation for each industry. This multiplier is derived from a study by Nicholson, et al. in Health Economics titled "Measuring the effects of work loss on productivity with team production." Appendix Two: Quantitative Benefits Assumptions Benefit Estimate Assumptions, First Year Category	Assumption	2018	Explanation Compensation Estimates	Hourly Compensation	$35.20	Weighted average wage, derived from cost estimate analysis. Future years account for growth by using wage forecasts from IHS Markit. Hourly Productivity	$45.06	Wage figure adjusted to account for productivity loss multiplier. Assumes that productivity loss from a worker is greater than their wage, due to difficulty in replacing worker, the time sensitivity of work, and the inefficiency of replacement worker in team. Flu/Illness Assumptions	Percentage of Time spent for Flu/Norovirus/other contagious diseases	15%	Estimated percentage of sick time used for flu and other contagious diseases. Flu Contagion Rate	18%	U.S. Influenza Surveillance Report Assumed number of close daily work contacts	5	U.S. Influenza Surveillance Report Contagion Multiplier	0.9	Contagion multiplier uses flu contagion rate and average number of daily work contacts to estimate the number of averted sick leave hours due to leave usage, similar to methodology developed in other paid sick leave analyses. Date Signed by Director Scott R. Jensen: 5/11/2018
ACTIVE RULE Adoption - effective from 05/31/2018 to Current


text:
Q: ABP account module change default URL ABP Framework version: 5.1.4.
User Interface: Angular
Your database provider: EF Core/Tired

*

*Steps needed to reproduce the problem.

I'm running ABP tired angular project and I published it on IIS

HttpApi.Host as https://www.carsharing.com/ApiHost

IdentityServer as https://www.carsharing.com/IdentityServer

Web.Public as https://www.carsharing.com/WebPublic

When I open My Account tab in IdentityServer or WebPublic to change the password or account-info the request goes to the wrong URL
https://www.carsharing.com/api/account/my-profile

it should be going to
https://www.carsharing.com/identityserver/api/account/my-profile

on angular its working fine

I had the same issue with swagger but I added
app.UseAbpSwaggerUI(options =>
        {
           options.SwaggerEndpoint("../swagger/v1/swagger.json", "CarSharing API");
           options.ConfigObject.AdditionalItems.Add("baseUrl","/ApiHost/"); <--This line
        });

Is there any way to update the URL in account module?

redpajama_set_name: RedPajamaStackExchange


text:
Festo bionic robots: spiders and octopuses in the factories of the future?
The Festo booth at the US Trade Show 2014
Industrial robotics has made tremendous progress in the half century of its existence. But the most perfect hands, legs, and wings are not yet invented by humans, but by nature. And if so, then instead of creating robots from scratch, is it not worth it to just copy animals?
The most famous manufacturer of bionic robots (that is, those that imitate nature) is the company Festo. In general, she earns supplies of electronics, including self-developed servo drives. But since 2006 there has been a separate direction in the creation of bio-robots.
Festo's bionic designs are part of the Bionic Learning Network consortium. It includes 12 institutes and universities, including the University of Stuttgart, the Technical University of Berlin and the Delft University of Technology, as well as large companies: Effekt-Technik GmbH, JNTec GbR, Sachs Engineering and others. But the main development team is Festo engineers, designers and biologists.
The company states that they create bio-bots for factories. Several viable examples already exist. But these are not the biorobots that Festo has become famous for. Therefore, the main question is: does the company really develop business solutions, or is it just PR?
Let's start with good examples.
1. Elephant and baby elephant
The invention of nature, which interested Festo engineers among the first, is the elephant's trunk: a manipulator that can work with objects of different weights and shapes, without damaging even very fragile ones, and has many degrees of flexibility. The development of Festo with the same characteristics was called the Bionic Handling Assistant . This is a super-flexible robiruka with soft "fingers" that securely and gently hold objects; its first prototype appeared in 2010.
The device partly copies the trunk externally: the covering of the flexible part of an elephant consists of skin folds, and that of a Bionic Handling Assistant, of corrugated polymer. Trunk kinematics fully preserved: three segments and a flexible end grip.
The manipulator is used in collaborative robots, the projects and concepts of which are offered by Festo. One of them -Robotino . This small robot moves cargo weighing up to 1.06 kg. In the design of Robotino used a mini-version of the Bionic Handling Assistant.
Robotino XT
Festo offers a full-size "bionic trunk" for use in enterprises, in collaborative production robots: this is a safe manipulator that allows people and machines to interact directly and literally transfer parts and tools "from hand to hand".
2. Tentacle with suckers
Another industrial manipulator from Festo, OctopusGripper , is great for carrying smooth rounded parts. It is copied from an octopus and is an elastic tentacle with vacuum suckers. Tentacle, suction cups and the main body of the manipulator are made of soft silicone.
The concept was developed in 2017, and now the company is testing the OctopusGripper on two pneumatic light robots of its own design - BionicMotionRobot and BionicCobot. Plus, the "artificial tentacle" is in flexibility: it does not need to be individually tuned to each type of captured objects, it can manipulate cylindrical and round objects of different diameters.
BionicCobot c OctopusGripper
Looking at the OctopusGripper, it is clear that the engineers deliberately attached it a property with an octopus tentacle, although a different form might have given it greater opportunities.
3. Chameleon language
More versatile manipulator - FlexShapeGripper , created in 2015. At its end is an elastic silicone cap that covers the subject and holds it. Under the pressure of the air from the inside, the cap expands and releases the "prey". The size and shape of the subject can be any.
This mechanism engineers "spied on" a chameleon, which captures with its tongue insects of various shapes. But here the imitation of nature turned out to be minimal: from the lizard here, only the shape of the cap, which resembles its language, and the principle of holding the object by it. The rest of the FlexShapeGripper looks like a normal industrial manipulator, albeit with a strange capture device.
The potential application of the FlexShapeGripper is manufacturing plants: it can move small and medium parts on assembly and packaging lines.
4. Robot Spider
Volumetric cocoons, which can build spiders and some species of caterpillars, became the prototype for 3D Cocooner . This is a device that creates mesh forms of polymer resin. The raw material is melted with the help of ultraviolet light, passes through the nozzles and forms a solid framework of a given shape. The first prototype was released in 2016; as Festo engineers suggest, in the future, technology can be improved and used for 3D printing of furniture.
3D Cocooner does not resemble a spider or a caterpillar, and only uses the same technology.
And now about the fayla
As part of the Bionic Learning Network, Festo is positioning itself as a concept developer, but not a manufacturer. The company is ready to sell its ideas to partners who will develop serial equipment based on them. As stated on the official website, "Festo supports its customers from the very beginning in the development of their products and accompanies them from market analysis to functional modeling".
However, among the developments of Festo there are quite a few devices of dubious practical use. These are flying penguins, jellyfish floating in the air, controlled balloons with helium, a robot - a flying fox, a robot gull, a kangaroo robot. It is difficult to imagine them in industrial production, they cannot carry cargo and are suitable only for observing from the air. According to the authors of the concepts, these robots were created to test servo drives, study aerodynamics, and control groups of flying objects. But the popularity of commercials with mechanical beasts tells us that this is to a large extent a PR move.
AirPenguins
AirJelly
BionicKangaroo
BionicAnts
BionicFlyingFox
AquaJellies
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text:
The 27th Brigade was a brigade-sized infantry unit of the Australian Army. The brigade was the last Second Australian Imperial Force infantry brigade raised for service during World War II. Initially assigned to the 9th Division, the brigade was transferred to the 8th Division shortly after it was raised. Training was undertaken around Bathurst, New South Wales throughout early 1941, before the brigade was sent to British Malaya in August 1941 to reinforce the 22nd Brigade, which had been dispatched earlier in the year. Following the Japanese invasion of Malaya, the brigade went into action in January 1942, taking part in the fighting along the western side of the Malay Peninsula. Its main action during this period came around Muar before the withdrawal to Singapore. In February, the brigade took part in the short lived Battle of Singapore. When the garrison surrendered on 15 February, the majority of the brigade's personnel were taken prisoner. They subsequently spent the remainder of the war in captivity before being released in August 1945.

History
The 27th Brigade was the last infantry brigade raised as part of the all volunteer Second Australian Imperial Force. Originally formed on 13 November 1940 as part of the 9th Australian Division, the 27th Brigade was transferred to the 8th Australian Division when the division's third brigade, the 24th, was transferred to the 9th Division in late 1940. Upon formation, the brigade consisted of three infantry battalions – the 2/26th, 2/29th and 2/30th – which were recruited separately in Queensland, Victoria and New South Wales. These were supported by the 2/15th Field Regiment, which was initially equipped with mortars, although it was later re-equipped with Ordnance QF 25-pounder field guns. Due to the geographic dispersal of its recruits, the brigade initially opened its headquarters at the Sydney Showgrounds, while the constituent units remained at their home locations. In February 1941, the brigade came together around Bathurst, New South Wales for training, under the command of Brigadier Norman Marshall.

After a period of training on the Central Tablelands, the brigade was tasked with reinforcing the 22nd Brigade in British Malaya, where the Australians formed part of a defensive garrison that had been established due to growing concerns about war with Japan. Arriving in Malaya in August 1941, under the command of Brigadier Duncan Maxwell, the brigade moved to Jemaluang, as the 8th Division under Major General Gordon Bennett was tasked with securing the eastern part of Johore. With only two brigades, Bennett pushed the 22nd Brigade forward around Mersing and held the 27th Brigade back as his reserve, with its battalions spread between Segamat, Jasim and Batu Pahat. The brigade later participated in the Malayan Campaign following the Japanese invasion of Malaya in December 1941, although the initial stages of the fighting came in the north, away from the Australians' area of responsibility.

As the Japanese quickly advanced down the Malayan peninsula, the Australian force was reorganised. While the 22nd Brigade assumed control of eastern Johore, the 27th moved to the west where it was joined with several British and Indian units to create an ad hoc formation called "Westforce" under Bennett's command. Throughout January 1942, the brigade fought several delaying actions around the west coast of the Malay Peninsula, including the Battle of Gemas and the wider Battle of Muar, as the Allies were pushed back towards Singapore. The 2/30th Battalion carried out an ambush around Gemas while the 2/26th attempted to block the Japanese advance around the Fort Rose Estate. Meanwhile, on 17 January the 2/29th Battalion was detached to assist the Indian 45th Infantry Brigade. This force became cut off after heavy fighting, and the 2/19th Battalion was detached from the 22nd Brigade to assist. Under the command of Lieutenant Colonel Charles Anderson, the 2/19th fought their way through from Bakri and linked up with the 2/29th. Together, as "Muar Force", they then fought to regain contact with the Indians and then began a fighting withdrawal towards the bridge at Parit Sulong, overwhelming several Japanese roadblocks as they went. Arriving at the bridge, they found that it was firmly held by the Japanese. Several attempts to capture the brigade were made on 21 January, but each time these were defeated. Cut off, and being attacked from all sides and from the air, Muar Force destroyed its vehicles and heavy equipment and left its wounded to await medical attention from the Japanese, and then broke into small groups in an effort to avoid the Japanese positions and march through the jungle to find the Allied lines further to the south. In the aftermath, many of the force's wounded were killed by the Japanese in the Parit Sulong Massacre. The survivors reached Allied lines three days later.

Following this, the Japanese advance continued and eventually the 27th Brigade withdrew to Simpang Renggam through Yong Peng and Ayer Hitam. As efforts were made to delay the Japanese, the brigade temporarily assumed command of several British units during this time, including the 2nd Battalion, Loyal Regiment, and the 2nd Battalion, Gordon Highlanders. The 2/26th and 2/30th Battalions carried out delaying actions before withdrawing to Yong Peng, and then fought to maintain control of the cross road around Ayer Hitam. On 28 January, further fighting occurred around the Namazie rubber plantation where the 2/26th repelled a strong Japanese attack, forcing them to carry out a flanking action that exploited a gap in the line to the west. This nearly rolled through the 2/26th and 2/30th, forcing them to withdraw. By the end of January the Allied forces were withdrawn to Singapore and defensive preparations began to repel a Japanese assault across the Johore Strait. At this time, the 2/29th Battalion, which had taken heavy casualties during the fighting in Malaya, subsequently received a large batch of partially trained reinforcements to make good its losses.

At the conclusion of the Malayan Campaign, the 27th Brigade took part in the defence of Singapore, initially defending the Causeway area. The initial Japanese assault began on the night of 8/9 February, and fell largely on the 22nd Brigade's sector where two Japanese divisions landed during the Battle of Sarimbun Beach. The brigade's troops managed to hold their area, fending off some flanking efforts by the Japanese along the Kranji River, and the 2/29th Battalion was sent south to help bolster the 22nd Brigade. The following night, however, a further Japanese landing fell in the 27th Brigade's area, and heavy fighting took place during the Battle of Kranji. The Japanese suffered heavy casualties from machine guns and mortars from the defenders, as well as burning oil, which had been sluiced across the water. Nevertheless, the attacking troops established a beachhead and the 27th Brigade's headquarters was subsequently cut off from its battalions, as the Allies were pushed back towards the centre of the island. The 2/30th Battalion was pushed back along Thompson's Road, while the 2/26th Battalion moved back to the MacRitchie Reservoir. As the Allied perimeter continued shrink around the town, the 8th Division units were brought together around Tanglin Barracks, where they remained until the garrison surrendered on 15 February. When the garrison surrendered on 15 February, the majority of the brigade's personnel were captured by the Imperial Japanese Army and subsequently spent the remainder of the war as prisoners of war in various camps throughout southeast Asia, being released in August 1945. Conditions were harsh and one in three did not survive.

Subordinate units
The following units were assigned to the 27th Brigade:
2/26th Battalion
2/29th Battalion
2/30th Battalion
2/15th Field Regiment

Commander
The brigade was commanded by the following officers during the war:
 Brigadier Norman Marshall (October 1940 – July 1941)
 Brigadier Duncan Maxwell (August 1941 – February 1942)

Citations

References

External links
Australian War Memorial – 2/26th Battalion Unit History
Australian War Memorial – 2/29th Battalion Unit History
Australian War Memorial – 2/30th Battalion Unit History

Brigades of Australia
Military units and formations established in 1940
Military units and formations disestablished in 1945
Br

redpajama_set_name: RedPajamaWikipedia


For Breakfast this morning I prepared a Jimmy Dean Simple Scramble Cup – Crumbled Turkey Sausage, Egg Whites, Shredded Cheddar Cheese. Also had my morning cup of Bigelow Decaf Green Tea. 58 degrees and partly cloudy out today. After Breakfast I went to Kroger for a couple of items and stopped by McDonald's and picked up Breakfast for Mom. Later in the day I went out to the shed and tore down some old shelving and took measurements for the new shelves I'm going to be putting in. For dinner tonight I prepared Spaghetti and Meatballs w/ Light Texas Toast. Spaghetti and Meatballs really sounded perfect for Dinner tonight!
Spaghetti and Meatballs tonight, I love Spaghetti and Meatballs! And you can make it healthier by using Whole Wheat Spaghetti and Turkey Meatballs. For the Meatballs I'm using my favorite, Honeysuckle White Turkey Meatballs. The Honeysuckle White Turkey Meatballs are some of the best I've found, fantastic taste and they're 190 calories and 6 carbs for 3 large Meatballs.
I'll be cooking them in LaRosa's Original Pasta Sauce, one of my favorites! The Sauce goes great on Pasta, Pizza, or as a Dipping sauce. I grabbed a small Sauce Pan, sprayed it Pam Cooking Spray, added the sauce to it, and heated on medium low heat. As the sauce started to heat up I added the Turkey Meatballs, stirred until covered with the Sauce. Cooked them for about 7 minutes and then reduced the heat to low until I was ready to use them.
I'm using Ronzoni Healthy Harvest Whole Grain Spaghetti. It's my favorite and I use all the Ronzoni Healthy Harvest Pastas. The Spaghetti is 180 calories and 35 net carbs, which isn't bad for Pasta. To prepare the Spaghetti; I cooked the Spaghetti as to the package instructions. I used a large Sauce Pan and filled it 1/2 way up with water. Turned the burner on high and brought the water to a rapid boil. Added the Spaghetti and stirred, returning it to the rapid boil. Cooked it uncovered, stirring it occasionally. Cooked it for a total of 8 minutes and done! Love this Pasta so tender and tasty. As the Spaghetti was cooking I baked my New York Bakery Light Texas Toast.
To serve I used a bowl and made a bed with Spaghetti. added a little Morton's Lite Salt and Kraft Reduced Fat Grated Parmesan Cheese. I then topped with Sauce and Meatballs. Wow this was so good, I'm very glad Kroger started stocking the Honeysuckle White Meatballs again. No Dessert or Snack tonight.
Just a cup of Bigelow Decaf Green Tea for Breakfast this morning. Mostly cloudy and 38 degrees out today with snow and freezing rain moving in over night. Hurry up Spring Time!! After my Tea I headed out to Meijer. Then on the way home stopped and got gas and picked up Breakfast for Mom at McDonald's. Back home I did a load of laundry and then cleaned the house. For dinner tonight I prepared Spaghetti and Meatballs w/ Light Texas Toast. Spaghetti and Meatballs really sounded perfect for Dinner tonight!
To serve I used a bowl and made a bed with Spaghetti. added a little Morton's Lite Salt and Kraft Reduced Fat Grated Parmesan Cheese. I then topped with Sauce and Meatballs. Wow this was so good, I'm very glad Kroger started stocking the Honeysuckle White Meatballs again. For Dessert later a Jello Sugar Free Dark Chocolate Pudding.
For Breakfast this morning I made a Breakfast Sandwich I made a Breakfast Sandwich using; a toasted Healthy Life Whole Grain English Muffin and lightly fried a al fresco Country Style Chicken Sausage Breakfast Patty. I topped it with a 1/2 slice of Kraft Deli Deluxe Sharp Cheddar Cheese. Also had that morning cup of Bigelow Decaf Green Tea. One chilly morning out there today at 13 degrees, but at least it's not snowing. The sun came out for a short time and a high of 30 degrees. I had to measure a few of the windows for measurements for new window shades. I had a shade crack in my bedroom so I'm just going to replace a few of them. Also did a load of laundry. For dinner tonight I prepared Spaghetti and Meatballs w/ Light Texas Toast. Spaghetti and Meatballs really sounded good for Dinner tonight!
It's Comfort Food tonight with Spaghetti and Meatballs! And you can make it healthier by using Whole Wheat Spaghetti and Turkey Meatballs. For the Meatballs I'm using my favorite, Honeysuckle White Turkey Meatballs. The Honeysuckle White Turkey Meatballs are some of the best I've found, fantastic taste and they're 190 calories and 6 carbs for 3 large Meatballs.
To serve I used a bowl and made a bed with Spaghetti. added a little Morton's Lite Salt and Kraft Reduced Fat Grated Parmesan Cheese. I then topped with Sauce and Meatballs. Wow this was so good, I'm very glad Kroger started stocking the Honeysuckle White Meatballs again. For Dessert later a Weight Watchers Peanut Butter Caramel Ice Cream Candy Bar. I haven't had one of these in a while. Good little Bar, 80 calories and 7 net carbs.
For Breakfast I had a bowl of Cheerios's along with a cup of Bigelow Decaf Green Tea. Cold morning out at 19 degrees. Sunny and 34 degrees for the afternoon. After Breakfast I went and picked up Breakfast for Mom at McDonald's. Later I went Walmart to pick up the last couple of Gift Cards I needed for Christmas Gifts and a few Christmas Cards. Stopped by the ATM and got gas before heading home. Did a few things around the house and later went outside and got the leaf blower out and cleaned the deck and driveway areas, so many leaves still! For Dinner tonight its Turkey Meatballs and Rotini Pasta w/ Baked French Bread.
You can make any Meal healthier by using healthier ingredients. That includes Meatballs and Pasta! I'll be using Honeysuckle White Turkey Meatballs Kroger finally started having these back in stock! The Honeysuckle White Turkey Meatballs are some of the best I've found, fantastic taste and they're 190 calories and 6 carbs for 3 large Meatballs. For the Sauce I'm using LaRosa's Original Pasta Sauce. Then for the Rotini Pasta I'll be using Ronzoni Healthy Harvest Whole Grain Rotini. For the added Cheese topping I'm using Sargento Off the Block Mozzarella Cheese and Kraft Reduced Fat Grated Parmesan Cheese.
As I said, for the Meatballs I'm using my favorite, Honeysuckle White Turkey Meatballs. Kroger finally started having these back in stock! The Honeysuckle White Turkey Meatballs are some of the best I've found, fantastic taste and they're 190 calories and 6 carbs for 3 large Meatballs.
I'll be cooking them in LaRosa's Original Pasta Sauce, one of my favorites! The Sauce goes great on Pasta, Pizza, or as a Dipping sauce. I grabbed a Sauce Pan, sprayed it Pam Cooking Spray, added the Sauce to it, and heated on medium low heat. As the Sauce started to heat up I added the Turkey Meatballs, stirred until covered with the Sauce. Reduced the heat to low and let the Meatballs simmer in that Sauce until ready to use.
For the Rotini Pasta I'm using my favorite, Ronzoni Healthy Harvest Whole Grain Rotini. Easy to prepare; I used a large sauce pan and added 1 1/2 quarts of water and Salt and brought it to a rapid boil. Added the Pasta and brought it back to a boil. Cooked uncovered for 10 minutes, stirring often. Drained the Pasta and put it into the Baking Dish. Then Seasoned the Rotini with 2 teaspoons of Extra Light Olive Oil, some McCormick Grinder Italian Seasoning, and Kraft Grated Reduced Fat Parmesan Cheese.
I made a bed of the Rotini Pasta in a bowl. I topped it with the Turkey Meatballs that slow cooked in the LaRosa's Sauce and Sargento Off the Block Mozzarella Cheese. The Meatballs and Rotini came out incredible! The Turkey Meatballs, Rotini Pasta, Cheese, and Sauce combined to make one delicious Dish! I also baked a loaf of Pillsbury French Bread. One delicious Dinner! For Dessert later a bowl of Breyer's Carb Smart Vanilla Ice Cream topped with Smucker's Sugar Free Chocolate Hot Fudge Topping.
Add traditional Italian taste to your pasta dishes with our Fresh Italian Style Turkey Meatballs. They're fully cooked Honeysuckle White Fresh Italian Style Turkey Meatballs and ready to heat and eat.
Ronzoni Healthy Harvest Rotini 100% Whole Grain. Since 1915. This is 100% all natural and made from a single ingredient, 100% whole wheat. With an excellent source of fiber, it is an important part of a heart healthy* diet. Its delicious flavor is the perfect complement to your favorite pasta recipes.
* Ronzoni Healthy Harvest Rotini 100% Whole Grain.
* 56g whole grains per serving.
* Excellent source of fiber.
* 100% Whole Grain When it comes to nutrition, why settle for less than 100%?
* Ronzoni healthy harvest pasta is 100% all natural and made from a single ingredient, 100% whole wheat.
* With an excellent source of fiber and 56g of whole grains per serving, it is an important part of a heart healthy* diet.
Instructions: See perfect pasta guide for quantities and cook times.Bring water to a rapid boil. To add flavor and reduce stickiness, add salt.Add pasta and stir; return to rapid boil.Cook uncovered, stirring occasionally.Drain well. Serve as desired.Maintaining perfect pasta.To keep cooked pasta fresh for later use, toss with a small amount of olive oil or sauce, and refrigerate.Perfect pasta guide.Servings – 2. Pasta – 1/3 box. Water – 2 quarts. Salt – 1 tsp.Servings – 3. Pasta – 1/2 box. Water – 3 quarts. Salt – 2 tsp.Servings – full box. Water – 5 quarts. Salt – 1 Tbsp.Very firm 8 min – firm 9 min – tender 10 min.To keep cooked pasta fresh for later use, toss with a small amount of olive oil or sauce, and refrigerate.
For Breakfast this morning I Scrambled a couple of Eggs, heated up 2 Johnsonville Turkey Breakfast Sausage Links, toasted a slice of Aunt Millie's Light Whole Grain Bread, and my morning cup of Bigelow Decaf Green Tea. Outside for the couple of days, Rain. And lots of it. Lots of local flooding around our area. They say we'll get 3-5 inches in the next day or so. I'll be glad when this is over! Mom keeps getting better, so glad! I cleaned and straightened the pantry and then the freezers. For dinner tonight I prepared Spaghetti and Meatballs w/ Light Texas Toast. Spaghetti and Meatballs really sounded good for Dinner tonight!
It's Comfort Food tonight with Spaghetti and Meatballs! And you can make it healthier by using Whole Wheat Spaghetti and Turkey Meatballs. For the Meatballs I'm using my favorite, Honeysuckle White Turkey Meatballs. Kroger finally started having these back in stock! The Honeysuckle White Turkey Meatballs are some of the best I've found, fantastic taste and they're 190 calories and 6 carbs for 3 large Meatballs.
To serve I used a bowl and made a bed with Spaghetti. added a little Morton's Lite Salt and Kraft Reduced Fat Grated Parmesan Cheese. I then topped with Sauce and Meatballs. Wow this was so good, I'm very glad Kroger started stocking the Honeysuckle White Meatballs again. For Dessert later a Weight Watchers Peanut Butter Caramel Ice Cream Candy Bar. Good little Bar, 80 calories and 7 net carbs.
To start my morning off I toasted a Healthy Life Whole Grain English Muffin that I topped with Smucker's Sugar Free Blackberry Jam. Also had my morning cup of Bigelow Decaf Green Tea. Mostly sunny and 92 degrees out today, and humid. After Breakfast I went Meijer for a few items. I had to put my car in the shop. Had to replace 4 sensors, change the oil, and put on 4 new tires. Expensive but beats a monthly car payment. For dinner tonight I prepared Spaghetti and Meatballs w/ Light Texas Toast. Spaghetti and Meatballs really sounded good for Dinner tonight!
To serve I used a bowl and made a bed with Spaghetti. added a little Morton's Lite Salt and Kraft Reduced Fat Grated Parmesan Cheese. I then topped with Sauce and Meatballs. Wow this was so good, I'm very glad Kroger started stocking the Honeysuckle White Meatballs again. For Dessert later a Jello Sugar Free Dark Chocolate Pudding topped with Cool Whip Light.
For Breakfast this morning I made a Breakfast Sandwich. I toasted a Thomas 100 Calorie Light Whole Grain English Muffin, heated up an al fresco Chicken Sausage Patty, 1/2 slice of Kraft Deli Deluxe Sharp Cheddar, and I had my Breakfast Sandwich! Also had my morning cup of Bigelow Decaf Green Tea. Passing thunderstorms, humid, and 88 degrees out today. Another day of being down and out with my allergies. Not feeling good today. So it was a day of rest and relaxation, and College Football. For Dinner tonight I prepared Shrimp, Noodles with Mushrooms and Baked Garlic Loaf Bread.
For the Shrimp part of the dish I used Meijer Brand Jumbo Shrimp. I had them in the freezer so I let them thaw overnight in the fridge. I love Shrimp and all Seafood. I started by rinsing the Shrimp off in cold water and letting it dry in a colander. Using a medium size skillet, that I sprayed with Pam Cooking Spray and a 1 tablespoon of Extra Virgin Olive Oil, that I heated on medium heat. I seasoned them with Old Bay Seasoning and a sprinkle of Morton's Lite Salt and added the Shrimp to the skillet. Cooked them 2 minutes per side, turning the Shrimp once. I've been using the Meijer Frozen Shrimp for a while now. I think it's the best Frozen Shrimp you can find. And as the Shrimp was cooking I started to prepare the Pasta.
I'm preparing Egg Noodles with Mushrooms. I'll be using Ronzoni Smart Taste Extra Wide Noodles, Mini Bella Mushrooms, Minced Garlic, Blue Bonnet Light Butter, Sea Salt, and Fresh Basil. To prepare it; Cook noodles until just tender in boiling salted water. Cook 8 minutes, stirring often.
As the Noodles are cooking I Sauteed the sliced Mushrooms and Garlic in 2 tablespoons of Butter, Ground Roasted Cumin, and Sea Salt over moderate heat until Mushrooms are tender, about 3 or 4 minutes. Keep an eye on the Garlic so not to burn it. Drain the Noodles and toss in with cooked Mushrooms. Add the Basil and season with a little Sea Salt, to taste. The Noodles, Mushrooms, and Garlic all come together to make one delicious Pasta Dish! To top it off top with the Shrimp, Shrimp makes everything better! Time to dig in!
As everything was cooking I also Baked a Loaf of Garlic Loaf Bread. This has become the family's favorite Baked Bread. For Dessert/Snack later a bowl of Skinny Pop – Pop Corn and a Coke Zero to drink.
1 – Cook noodles until just tender in boiling salted water, according to package.
2 – Saute sliced mushrooms and garlic in 2 tablespoons butter over moderate heat until mushrooms are tender, about 3 or 4 minutes.
3 – Drain noodles and toss in with cooked mushrooms. Add the basil and season with a little sea salt, to taste.
For Breakfast this Monday morning I made a Breakfast Sandwich using; a toasted Healthy Life Whole Grain English Muffin, lightly fried a al fresco Country Style Chicken Sausage Breakfast Patty, 1/2 a slice of Kraft Deli Deluxe Sharp Cheddar Cheese, and had a cup of Bigelow Decaf Green Tea. 90 degrees, humid, and rain showers in the area out today. Not much going on today. Puttered around the shed and did a couple of things. Then did a few things around the house. For Dinner tonight I prepared Healthy Harvest Turkey Lasagna.
I had no clue what to prepare for Dinner tonight. Mom suggested Lasagna, so Lasagna it is! As usual when I make Lasagna I'll be using Jennie – O Extra Lean Ground Turkey Breast, which I had in the freezer so I sat it in the fridge to thaw overnight. I use the recipe that's on back of the Ronzoni Healthy Harvest Lasagna Box as a guide. Making changes to some of the ingredients to reduce calories and carbs. I used the following; 1lb Jennie – O Extra Lean Ground Turkey Breast, 3 cups (26 oz jar) Ragu Pasta Sauce, Sliced Mushrooms (optional), 1/2 cup Water, 1 3/4 cups (15 oz container) Kroger Part Skim Milk Ricotta Cheese, 2 cups (8 oz) or more Sargento Reduced Fat Shredded Mozzarella Cheese (divided), 1/2 cup grated Kraft Parmesan Cheese, 1/2 cup chopped fresh Parsley, 1/2 tsp Sea Salt, 1/4 tsp ground Black Pepper, and 6 pieces Ronzoni Healthy Harvest Lasagna, uncooked. Cutting calories and carbs by using Jennie – O Extra Lean Ground Turkey Breast and the Kroger Part Skim Milk Ricotta Cheese, Ronzoni Healthy Harvest Pasta, and Sargento Reduced Fat Shredded Cheese.
Then to prepare it, Heat oven to 350°F. In a skillet, over medium-high heat, brown Turkey; season to taste and drain of excess fat, very little fat to drain. Add the Pasta Sauce and Water; simmer about 10 minutes. Pour about 1 cup Sauce on bottom of a 13×9 foil pan. Arrange 3 UNCOOKED pasta pieces lengthwise over sauce; cover with 1 cup sauce. Spread one-half Ricotta Cheese and Mozzarella Cheese over Sauce. Repeat layers of RONZONI HEALTHY HARVEST LASAGNA, Sauce and Ricotta Cheese, Mozzarella. Top with layer of RONZONI HEALTHY HARVEST LASAGNA and remaining Sauce; sprinkle with Mozzarella Cheese. Cover with foil. Bake 45 minutes. Remove foil; bake additional 10 minutes or until hot and bubbly. Let stand 10 minutes before cutting.
The Lasagna came out perfect, love this recipe! Everything tasted so fresh and as usual the Jennie -O Turkey was the star bringing everything together to make one delicious dish! Plenty of leftovers for another meal or to freeze for later use. I've frozen this several times and it always comes out great after reheating. I left the original recipe at the bottom of the post. With just a few changes I saved on calories, carbs, and fat grams. The original recipe is at the end of the post. For Dessert/Snack a bowl of Skinny Pop – Pop Corn with a Coke Zero to drink.