The vibrant cricket that won back the Ashes, however, proved that the new team has come of age.
Alastair Cook adopted a more aggressive approach as captain, James Anderson and Stuart Broad led the pace attack, while Joe Root and Ben Stokes provided the youthful energy to deliver at key moments of the series.
Anderson produced an inspired spell at Edgbaston, taking advantage of favourable conditions to complete figures of 6-47 which set up an eight-wicket win.
England's leading wicket-taker was ruled out of the fourth test with a side injury but Broad assumed responsibility, bowling an inspired spell on the first morning at Trent Bridge to complete career-best figures of 8-15 and skittle the Australians for 60.
Root, 24, confirmed himself to be a batsman of the highest class.
His composed 134 set up the first test victory in Cardiff and it was the Yorkshire right-hander who capitalised on Broad's heroics with a fluent innings of 130 to lay the platform for the series-clinching win.
Stokes, who batted superbly in the first test against New Zealand, was subdued against Australia before springing to life with the ball at the perfect moment on the second afternoon at Trent Bridge.
Chris Rogers and David Warner were compiling a patient opening partnership that could have dragged Australia back into the match when the firebrand all-rounder put his hand up.
Three quick wickets before tea and a magnificent catch to dismiss Steve Smith turned the game firmly back England's way.
Other players made cameo contributions to the triumph.
Ian Bell, under pressure for his place and promoted to number three, made two half-centuries at Edgbaston, the second guiding England calmly to a modest victory target of 121.
Moeen Ali proved once again what a useful weapon he is at number eight in the order, a quickfire 38 on Friday lifting his team after Australia grabbed five early wickets.
Jos Buttler had a disappointing series with the bat but kept wicket well, taking a couple of superb diving catches at key moments and energising the team.
Mark Wood and Steven Finn also contributed with the ball.
Finn bowled a superb spell at Edgbaston to complete figures of 6-79 and confirm his re-emergence as a test bowler while the livewire Wood claimed three wickets in the second innings at Trent Bridge and had the honour of delivering the ball that sealed the Ashes.
Jonny Bairstow scored a fluent 74 at Trent Bridge after being recalled in place of Gary Ballance and the only England player to fail to make a significant contribution was opener Adam Lyth.
He endured a difficult series and must be under pressure after failing to get past fifty, although there are few alternatives and he will surely get another chance at The Oval to cement his place as Cook's long-term partner.


We are happy to offer our first items of genealogy and local history from Otsego County, NY, and we plan to offer additional items of historical interest soon.
Otsego County, from French's Gazetteer of the State of New York (1860). French's Gazetteer is considered a reliable source for New York State in the pre-Civil War time period, and many subsequent gazetteers borrowed heavily from this work. Localities cited in the text include Burlington, Burlington Green, Burlington Flats, West Burlington, Butternuts, Gilbertsville, Cherry Valley, Salt Springsville, Decatur, Edmeston, Edmeston Center, West Edmeston, South Edmeston, East Edmeston, Exeter, Exeter Center, Schuylers Lake, West Exeter, Hartwick, Hartwick Seminary, South Hartwick, Toddsville, Clintonville, Laurens, Jacksonville, West Laurens, Maryland, Schenevus, Chaseville, Middlefield, Middlefield Center, Clarksville, Milford, Milford Center, Colliersville, Portlandville, Morris, Louisville, Maple Grove, New Lisbon, Garrattsville, Noblesville, New Lisbon Center, Stitsonville, Oneonta, West Oneonta, Oneonta Plains, Otego, Otsdawa, Center Brook, Otsego, Cooperstown, Fly Creek, Oaksville, Otsego Lake, Toddsville, Pittsfield, Plainfield, Unadilla Forks, Plainfield Center, Spooners Corners, Leonardsville, Richfield, Richfield Springs, Monticello, Mayflower, Brighton, Roseboom, South Valley, Pleasant Brook, Springfield, Springfield Center, East Springfield, Unadilla, Unadilla Center, Westford, Westville, Worcester, East Worcester, and South Worcester. 10+ pages, PDF format, download now for $2.50.
Historic Cherry Valley, by Hilda E. Streeter (undated, but post-1924). Best known as the site of the Cherry Valley Massacre, Cherry Valley had other distinctions, including being the birthplace of a college fraternity. Evidently dating from some point just subsequent to 1924, the thin volume is a travelers' guidebook to the locale, providing a capsule history as well as photographs of historically important locations in the town and a map of the village. Unlike most booklets of this type, this one thoughtfully provides a bibliography for further research should the reader want more information. 48+ pages, PDF format with photographs, download now for $4.50.
Otsego County chapter from Mather & Brockett's Geographical History of the State of New York (1848). This book only predated French's Gazetteer by a dozen years, but the difference between the two books is remarkable. Not all the difference can be attributed to the passage of time, but this is still essential information about the county and its history. 6++ pages, in PDF format, download now for $3.25.
We have some additional Otsego County material that we will publish eventually, notably The Story of Cooperstown, by Ralph Birdsall (1917). Let us know of your interest in this area!
Otsego County was separated from Montgomery County in 1791. You may also want to consult our Montgomery County page for locations that may have been affected by this transaction.
Other counties were subsequently removed from Otsego County in whole or in part. Please see our separate pages for the following counties: Delaware County and Schoharie County.


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Ernst v. EnCana Corporation
Landowner Jessica Ernst sues EnCana (Ovintiv) and Alberta government regulators over water contamination
Case News
Frac'ing Multimedia
Global Frac News
Andrew Nikiforuk's Slick Water
← Must Watch! New German Documentary (with English Subtitles): The Tricks of the Oil and Gas Corporations/Die Tricks der Öl- und Gaskonzerne Verschmutzen und verharmlosen
Triple Nasty Liar? Purpose of Steve Harper's Trade Deal with China? Alberta Company Northern Cross Ltd. filed $2.2-billion lawsuit against Yukon government over frac moratorium →
April 28, 2017, Vancouver Public Library, 7 – 9 pm: The Health Effects of LNG and Fracking, Event Organized by Canadian Association of Physicians for the Environment BC
Posted on April 9, 2017 by Jessica Ernst
The Health Effects of LNG and Fracking Event organized by Canadian Association of Physicians for the Environment BC on April 28, 2017, eventbrite
Fracking may have very significant effects on our health, from air and water pollution to climate change. Jurisdictions across the world are banning or putting a moratorium on fracking for health reasons, and we want to share evidence with the public that pursuing an LNG agenda opens up BC to harm by fracking. We need the citizens, as well as the current and future governments of BC to understand the potential health consequences for fracking.
Judi Krzyzanowski, environmental scientist, has studied health effects of people in north-eastern BC who live in proximity to oil and gas industries
Caleb Behn, lawyer by training and Dene environmental activist, star of the documentary film, "Fractured Land", will discuss how LNG effects people in the north
Dr Courtney Howard, a Canadian emergency room physician and climate change leader will give an overview of the latest research on health risks and LNG
Dr. Warren Bell, founder of CAPE and long time environmental activist will moderate
In September, CAPE published an open letter urging the government to do full health and environmental assessments for these projects, which was endorsed by approximately 180 health professionals and the Public Health Association of BC [1].
Many British Columbians have heard of fracking but are unaware that the majority of methane gas for LNG comes from this practice. Similarly many people have heard about the potential dangers of fracking, but do not know what the known consequences are. CAPE would like to share the potential consequences of fracking with the citizens of BC and make this issue part of the dialog before the future direction of BC's health is decided on May 9th.
Fracking projects in BC directly affect northern populations, particularly First Nations Peoples. Caleb Behn, a First Nations campaigner and former attorney, and head of Keepers of the Water, an indigenous organisation dedicated to protecting the Arctic Ocean Basin from dam development will be sharing his experiences: "People are getting sick, developing long-latency illnesses that won't fully manifest for twenty, maybe thirty years. In a way that's more terrifying: if someone drops dead today that gets investigated. But if, in a population of 20,000 people, 400 develop a rare form of cancer that doesn't show up for twenty years – that's much harder to trace." [Emphasis added]
CAPE's statement on fracking can be found at https://cape.ca/capes-position-statement-on-fracking/
[1] http://www.nationalobserver.com/2016/09/18/opinion/doctors-urge-feds-assess-health-impact-pacific-northwest-lng-project
Fri, April 28, 2017
The Vancouver Public Library-Alice MacKay Room
350 West Georgia, Vancouver
[Refer also to:
2016 09 17: FrackLNG: Canadian Association of Physicians for the Environment (CAPE) calls on Canadian gov't to conduct Health Impact Assessment on hydraulic fracturing and Pacific Northwest LNG project ]
This entry was posted in Global Frac News. Bookmark the permalink.
"Rule of law" is a fart when it comes to oil & gas. Calgary-based dilbit polluter Enbridge tells Michigan Gov. Gretchen Whitmer to stuff her attempt to protect water and the public interest. January 16, 2021
Pregnant women must avoid frac pollution to protect their health and that of their babies. How, when living surrounded by frac'ing? January 16, 2021
Save Shell's Day with anti-science "corporate bootlicker" justice. Jan 19, 2021: Trump's new Supreme Court justice, Amy Coney Barrett, set to hear case against Shell, her Dad's employer for 29 Years, has not recused herself January 16, 2021
Pennsylvania GOP lawmakers sue over Delaware River drilling ban, Two Republicans claim Delaware River Basin Commission overstepped its authority and usurped the Legislature with its moratorium on natural gas development January 15, 2021
RCMP: Oil & Gas Industry's mafia January 15, 2021
Pennsylvania: Delmont-based Penneco Environmental Solutions' frac waste injection rears secretive toxic radioactive head. Dr. Ned Ketyer: "Fracking has a toxic and radioactive waste problem that has never been adequately addressed and solved." January 15, 2021
Big $ Anti-tax Club for Growth gave $20 Million to Trump Klan to overthrow the US election. And we the citizenry, many starving, are directed to call politicians "Honourable?" January 15, 2021
US "watchdog" (more like kitten) bends over for orange mad man and his mad Repuglicans (not a typo): Starting April 1, 2021, Big US banks forced to loan to oil & gas. Greg Baer, president, CEO of Bank Policy Institute: "The rule lacks both logic and legal basis, it ignores basic facts about how banking works, and it will undermine the safety and soundness of the banks to which it applies." Big Oil no longer equates to Big Jobs. January 15, 2021
Courageous feisty and wise Ireland! "Cork LNG is scrapped!" "Fracking and all of its effects has no place…. Not here, not anywhere." January 14, 2021
Lawyer Jay Michi: "It is high time BC abandon the archaic "My Lord and My Lady" vernacular" for judges. Alberta too! It's belittling to the citizenry that pays their way. January 14, 2021
Judge lets nasty frac'er escape bankruptcy, rules Chesapeake is worth $1 Billion more than the company does, sets free $7 Billion in debt, gives "big payday" to some, says to CEO Robert Lawler: "To remember that a lot of people have suffered a lot of pain for Chesapeake to have a second chance…." January 13, 2021
Florida: Bill filed to ban frac'ing and matrix acidization, "Because fracking is bad, actually." January 13, 2021
Mad mad greed in Ohio: Akron city council pushing to frack under 475 acres of watershed, upstream of the drinking water supply, for a few puny bucks January 12, 2021
Martin Co, Florida: US Supreme Court declines to hear Maggy Hurchalla's appeal of $4.4 million "malice" verdict (Lake Point Phase I LLC and Phase II LLC limestone mining and water treatment project). January 12, 2021
U.S. Supreme Court turns down petition by Minnesota Sands LLC seeking to overturn Winona county's ordinance banning the mining of frac sand. January 12, 2021

redpajama_set_name: RedPajamaCommonCrawl


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Are You a Joint Employer? WHD Issues Guidance in the Form of an Administrator's Interpretation
Alfred B. Robinson, Jr. Greenville Author
Steven F. Pockrass Indianapolis Author
Margaret Carroll Alli Detroit (Metro) Author
Hera S. Arsen, Ph.D. Torrance Author
On January 20, 2016, the Wage and Hour Division (WHD) of the U.S. Department of Labor released an Administrator's Interpretation (AI) on joint employment under the Fair Labor Standards Act (FLSA) and Migrant and Seasonal Agricultural Worker Protection Act (MSPA). Continuing its quest to regulate changes in the traditional employee-employer relationship due to market, technology, specialization, and other drivers, the AI addresses the situation in which employees may have two or more employers to create a joint employment relationship. The WHD's goal is to aggregate employees' hours of work for joint employers for determining whether overtime compensation is due and to hold multiple employers jointly and severally liable for compliance with the FLSA and MSPA. Just as with the AI issued in 2015 on the misclassification of employees as independent contractors, WHD will use this AI to increase aggressive enforcement of joint employment status in its investigations. Only time will tell the extent to which courts may defer, if at all, to this AI.
In a statement claiming that the frequency of joint employment situations are increasing, WHD Administrator David Weil commented that the WHD has issued Administrator's Interpretation No. 2016-1: Joint employment under the Fair Labor Standards Act and Migrant and Seasonal Agricultural Worker Protection Act in accordance with the agency's "commitment to engage with and educate employers so they know about their responsibilities and can operate in compliance with the laws that we are tasked to uphold." According to Weil's statement, "Protecting workers in fissured workplaces—where there is increasingly the possibility that more than one employer is benefiting from their work—has been a major focus for the Wage and Hour Division in recent years." While the AI states that WHD will continue to challenge evolving relationships in all industries, it singles out the agricultural, construction, hospitality, janitorial, logistic/warehouse, and staffing industries.
The AI has two main sections. The first concerns the definition of the employment relationship under the FLSA and MSPA. The second part concerns the situations in which horizontal or vertical analyses are applied in determining whether a joint employment relationship exists.
Definitions of the Employment Relationship and the Scope of Joint Employment
The AI points out that both the FLSA and the MSPA define "employ" as including "to suffer or permit to work" and that the scope of employment relationships is also the same under both laws. Like the definition of "employ" generally, the AI states, the concept of joint employment should be broadly defined—and, in particular, should be defined more broadly than the common law concepts of employment and joint employment. The main factor in the common law concept of joint employment—known as the common law control test—is the amount of control that an employer exercises over an employee "and not the broader economic realities of the working relationship" in the FLSA and MSPA contexts.
The AI relies in part on MSPA regulations to define the scope of employment relationships and joint employment status under both statutes. The "suffer or permit" standard of the FLSA and the MSPA covers a wider range of employment relationships. According to the AI, this standard "ensures that the scope of employment relationships and joint employment under the FLSA and MSPA is as broad as possible."
Horizontal and Vertical Joint Employment
At the outset, the AI clarifies the difference between horizontal and vertical joint employment and states that the FLSA's and MSPA's regulations provide complementary guidance on joint employment.
Horizontal Joint Employment
According to the AI, horizontal joint employment exists in situations in which "the employee has employment relationships with two or more employers and the employers are sufficiently associated or related with respect to the employee such that they jointly employ the employee." The AI notes that separate restaurants that share economic ties and have the same managers and home health care providers that share staff and have common management would be examples of horizontal joint employers. According to the AI, the FLSA joint employment regulation in 29 CFR Part 791 is useful when analyzing horizontal joint employment cases, whether arising under the FLSA or the MSPA.
In determining whether a horizontal joint employment relationship exists, the analysis focuses on the relationship between two (or more) employers to each other. Citing a variety of sources, the AI provided a list of non-exhaustive factors to consider "when analyzing the degree of association between, and sharing of control by, potential horizontal joint employers." The factors, as listed in the AI, are as follows:
who owns the potential joint employers (i.e., does one employer own part or all of the other or do they have any common owners);
do the potential joint employers have any overlapping officers, directors, executives, or managers;
do the potential joint employers share control over operations (e.g., hiring, firing, payroll, advertising, overhead costs);
are the potential joint employers' operations inter-mingled (for example, is there one administrative operation for both employers, or does the same person schedule and pay the employees regardless of which employer they work for);
does one potential joint employer supervise the work of the other;
do the potential joint employers share supervisory authority for the employee;
do the potential joint employers treat the employees as a pool of employees available to both of them;
do the potential joint employers share clients or customers; and
are there any agreements between the potential joint employers.
Vertical Joint Employment
According to the AI, vertical joint employment exists in situations in which the employee has an employment relationship with one employer, referred to as an "intermediary employer" and the economic realities show that he or she is economically dependent on, and thus employed by, another entity involved in the work, referred to as the potential joint employer. In the vertical joint employment situation, the employer that contracts with the intermediary employer to receive the benefit of the employee's labor would be considered the joint employer. Examples of intermediary employers are staffing agencies, subcontractors, and labor providers.
According to the AI, the MSPA joint employment regulation is useful when analyzing potential vertical joint employment, whether arising under the MSPA or the FLSA. The AI clarifies that this does not mean that the MSPA joint employment regulation applies in FLSA cases but that they are "useful guidance in an FLSA case because of the shared definition of employment and coextensive scope of joint employment between the FLSA and MSPA." Thus, according to the AI, when a potential vertical joint employment case arises under the FLSA "an economic realities analysis of the type described in the MSPA joint employment regulation should be applied."
In determining whether a vertical joint employment relationship exists, the AI notes that a preliminary, threshold question is whether the intermediary employer is an employee of the potential joint employer. In cases where the intermediary employer is an employee of the potential joint employer, then any employee of the intermediary employer is an employee of the potential joint employer too and there is no need to analyze further the vertical joint employment criteria.
On the other hand, if the intermediary employer is not an employee of the potential joint employer, then the AI instructs that the vertical joint employment analysis should be conducted to determine whether an employee of the intermediary employer is also an employee of the potential joint employer, focusing on the economic realities of the working relationship between the employee and the potential joint employer.
The MSPA regulation provides a set of factors to apply an economic realities analysis in vertical joint employment cases. Although they do not all apply the same factors, several circuit courts of appeals have also adopted an economic realities analysis for evaluating vertical joint employment under the FLSA. Regardless of the exact factors, the FLSA and MSPA require application of the broader economic realities analysis, not a common law control analysis, in determining vertical joint employment.
The seven economic realities factors listed in the MSPA regulation that the AI characterized as "probative of the core question of whether the employee is economically dependent on the potential joint employer" who benefits from the employee's work are as follows:
Directing, Controlling, or Supervising the Work Performed.
Controlling Employment Conditions.
Permanency and Duration of Relationship.
Repetitive and Rote Nature of Work.
Integral to Business.
Work Performed on Premises.
Performing Administrative Functions Commonly Performed by Employers.
According to the AI, vertical joint employers may include general contractors in situations in which a construction worker works for both a subcontractor and a general contractor, as well as situations in which a farmworker works for a farm labor contractor and a grower.
The Effect of Joint Employment
The effect of being considered a joint employer is significant and can lead to expansive liability. First, all hours an employee works each week for each joint employer will be aggregated "and considered as one employment, including for purposes of calculating whether overtime pay is due." Thus, if during the same week an employee works 10 hours for one joint employer and 35 for another, that employee has worked a total of 45 hours during the work week and is entitled to overtime pay.
Second, each joint employer is "jointly and severally" liable for unpaid overtime and full compliance with the FLSA by all joint employers. Thus, if one joint employer fails to pay overtime compensation, any of the other joint employers can be held responsible for the unpaid overtime and any penalties:
each joint employer is individually responsible, for example, for the entire amount of wages due. If one employer cannot pay the wages because of bankruptcy or other reasons, then the other employer must pay the entire amount of the wages; the law does not assign a proportional amount to each employer.
This AI represents a continuation of WHD Administrator David Weil's assault on what he views as a "fissured workplace." As with the AI concerning independent contractors issued in 2015, this document does not necessarily reflect a change in position by the WHD, but instead repackages its existing views in a single location.
Perhaps most significantly, and as was also true with the AI concerning independent contractors, this Administrator's Interpretation places a heavy emphasis on economic dependence, as opposed to control, in determining whether a joint employment relationship exists, particularly in the context of potential vertical joint employment. If an individual employed by an intermediary, such as a staffing company or a subcontractor, is economically dependent on the entity contracting with the staffing company or subcontractor, the WHD very likely is going to take the position that a joint employment relationship exists.
One shortcoming of the AI is that it provides guidance under the FLSA based upon MSPA regulations without revising the current interpretations in 29 C.F.R. Part 791, which addresses joint employment relationships under the FLSA. While the guidance of the AI is helpful to employers, it should be accomplished by revising the joint employment relationship policy statements in Part 791.
While the AI may say little that is new, it shows that the DOL intends to continue pushing the issue of joint employment. When viewed in tandem with the related efforts of other federal agencies, it is a stark reminder that the Obama administration does not have any plans to ease its focus on employers in 2016, but will remain steadfast in its attempts to expand the scope and breadth of employment laws.
What Employers Can Do Now
The issuance of this AI should serve as a reminder to businesses that they need to think carefully about whether they may be viewed as joint employers over workers they do not consider to be their employees, even workers over whom they have little control. If they are likely to be considered joint employers, they need to consider whether they want to take steps to decrease this likelihood. For example, if two closely related entities concurrently make use of the services of certain employees, they may want to consider ending that approach. On the other hand, they may choose to accept the fact that they will be viewed as joint employers, identify the potential risks and liabilities that may result from joint employment, and decide in advance how they intend to minimize and allocate those risks, such as through an indemnification agreement.
Companies involved in intermediary worker engagements (e.g., staffing companies, subcontractors, and other intermediaries) will want to ensure, to the extent feasible, that they are not considered employers of each other's employees. Thus, they will want to follow appropriate steps to show that the intermediaries' employees are independent contractors and not employees. Even then, it may be difficult to show that a joint employment relationship does not exist with respect to the intermediaries' employees. However, the more that a company and an intermediary can show that an intermediary's employees are not economically dependent upon or controlled by the company, the greater the chance of defeating a joint employer argument. For example, the more that the work is performed away from the company's premises, is of short duration, is subject to the rules and control of the intermediary, is unrelated to the core business of the company, and is not normally performed by the company's employees, the more likely it is that the intermediaries' employees will not be viewed as joint employees.
Addressing Political Discussions in the Workplace: Six Answers to Employers' FAQs
The United States is certainly as divided as ever along partisan lines leading up to the November 6, 2018 midterm elections. Many employers across the country are uneasy about managing heated political discussions in their workplaces without running afoul of employment laws.
Hostile Work Environment Claim Dismissed Where Employer Took Prompt Action Following Report, and Had a Comprehensive Harassment Policy in Place
D.M. v. Walgreens Pharmacy, Inc., 2008 WL 2917121 (App. Div., July 31, 2008) – The Appellate Division here affirmed dismissal of a sexual harassment/hostile work environment claim where the employer took prompt action to investigate and remedy the situation and the employer had in place a well-publicized, comprehensive anti-harassment policy, which the employer took affirmative
The Philadelphia Ban-the-Box Poster is Here: The Ins and Outs of the Posting Requirement
The Philadelphia Commission on Human Relations has released the poster employers are required to display under the new amendments to Philadelphia's "ban the box" law, the Fair Criminal Records Screening Standards Act. The poster must be displayed as of Monday March 14, 2016, the date the new amendments take effect.


American Consumer Opinion is currently running a number of market research projects in most countries around the world, all of which offer cash compensation. Online surveys will earn anything from a prize to cash rewards, while focus groups can earn upwards of $25 each time panelist participate. Monthly draws are available just for joining the program.
AmpSurveys offers a wide range of online surveys and studies that will help shape the future of various products and services throughout the world, all survey participants will stand the chance to win a range of exciting prizes, consider registering with AmpSurveys, where they offer all of the above.
Amplitude Research is looking for managers and those working in the field of technology to complete their various online surveys on a range on different topics. They'll pay you for your time in gift vouchers for Amazon.com and Target, which may reach up to $10 at a time.
If you live in the Sydney area, are willing to share your opinion in an informal environment and would like to get paid for it, then Analyze Recruitment might have the answer. Analyzerecruitment.com.au will pay $50 for the 1.5 hour sessions, which are open to people from all walks of life.
If you're keen to shape products and services in Canada, then the Angus Reid Forum is willing to pay you to do so. They offer points for each survey you answer, which can be cashed out when you reach $50. They'll also enter you into their sweepstakes for cash and various vouchers and prizes.
Anketka connects people of Russia and former USSR countries with companies conducting market research studies. Each online survey you complete can earn you rewards of at least 50 rubles, with rewards being accrued until such time as payout is requested. Payments can be made via mail or through electronic funds transfer, or there is also the option to donate your rewards to a chosen charity.
Answers and Insights is a market research firm that offers a variety of different research related services. This includes the design and implementation of research projects, as well as the capturing of data and analysis. They are always looking for people to participate, and interested parties must sign up on the website.
If you live in the metro area of Charlotte, North Carolina, then AOC Research might be interested in paying you for your opinion. They conduct a variety of different market research, including focus groups, interviews, taste tests and music evaluations, all of which are conducted out of their state of the art facilities in NC.
Arachnea.com is looking for people to participate in their brief online survey, which generally revolves around questions pertaining to technology and the internet. The survey will take no more than 2 minutes to complete, and the website does not make any mention of potential compensation.
If you live in the Downtown Minneapolis region and are willing to participate in a selection of market research projects, then Ascendancy Research may be interested in recruiting you. They are mainly concerned with in-person focus groups, and details of rewards and compensation are unavailable on their website.
Few online market research companies offer cash compensation based on an hourly rate. Ask America, however, is willing to compensate participants in their online surveys up to $30 per hour for doing so. Cash is paid out each Friday, and surveys are all available online through their straightforward website.
Ask Miami is looking for people who live in Miami-Dade, Broward and Monroe counties to participate in their various market research projects. These primarily include focus groups, interviews and previews, which are conducted in-person at their Miami facilities. They are willing to compensate participants for their time.
Asking Canadians is an online market research organization that is based in Canada, and they are always looking for new people to join their online community and participate in their various online studies. Participation in every survey will earn you Hbc Reward points, which can be redeemed online.
Advertising Agency, Rosenthal Partners developed the Ask Me® Consumer Panel with the aim to provide their clients with real consumer opinions. It is through participation in their surveys and opinion polls, that you can make a difference. By simply answering questions and giving your honest opinions just a few times a year, you could help to shape the goods and services that you and the world community use every day.
Asq Y Online connects you with paid survey opportunities that not only help you earn rewards for your efforts, but also helps the companies that produce the products and services we use on a daily basis. You valuable consumer insights could help to shape future products and services, both locally and globally.
Augar Market is a market research firm that specializes in both consumer, and business to business research studies. They offer paid research studies to consumers who sign up to participate in these studies. Registration is available through their website by simply completing and submitting their online form.
The Australian Lifestyle Survey is looking for people to participate in its online survey. They are offering a nice selection of prizes for Australian citizens over the age of 18, including home theatre systems, cash prizes, video cameras and laptops. This specific selection of prizes is available until July 31st.
If you are currently living in Australia, then AustraliaSpeaks.com wants you to share your opinions on a variety of topics, products and services. All research takes place online, and the surveys are short and generally entertaining. They will reward participants with prize draw entries, and will occasionally pay cash compensation.
If you are an Australian citizen, and you are looking to make a little bit of cash on the side simply by sharing your opinions on various products and services, then the Australia Survey Panel is inviting you to become a member. As a member, you will be contacted regularly with a range of surveys, many of which offer cash rewards.
Autohuas Panel is open for membership to persons within the automotive industry. It serves as an information platform, and a way to gauge trends within the industry through its members completing online surveys. Each survey also earns members rewards that come in the form of Panel Miles that are exchangeable for store vouchers, electronic goods, or charitable donations.
AvisPanel are seeking the assistance of French residents aged 15 years or older to participate in paid online surveys. These surveys are used to gauge consumer reaction and insights on a range of goods and services. Participants earn rewards that are paid out in Euros via checks.


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The following article will outline the Site Dashboard section of your site. This section allows you to organize, manage, and perform actions on your list of Programs.
The Site Dashboard is the Hub of your site and will display an overview of all of the programs in your site.
Click on the Tile Icon in the top right corner.
Each Program will have its own tile with an overview of the program. You will notice that the tiles will display different information depending on whether your program is in Build Mode or Monitor Mode.
You can also see whether your Program is set to be Public or Hidden.
Quickly Access the Workflow of your Program by clicking on this text in the tile.
Quickly Access the Program Automations by clicking on this text in the tile.
View a graph to display the progress of your applications within the last 30 days. The Green line will represent applications created and the Blue line will represent applications submitted.
The Percentage of Completed Reviews within your Program.
Each Review Stage will display its own percentage.
Click on the List Icon in the top right corner.
The List View of the Site Dashboard displays all of the programs in a list in a columns format. It also allows you to perform bulk actions on your programs by selecting the programs in the list.
A checkbox is available in this column that will allow you to select multiple programs and perform bulk actions on them.
This column will display the Name you have given your program.
Displays the date applicants can begin creating applications for the program.
Displays the last day applicants will be able to complete tasks within the program.
This column will show how many active applications have been created within this program.
This column will display how many applications you have chosen to award.
Click on the three vertical dots to perform actions on the individual program. See Program Actions below for more details.
Select the Action you wish to perform.
Workflow or View Dashboard: Depending on if you are in Build Mode or Monitor more you can either access the Workflow of your program or the Dashboard of your program.
Move to Trash: Move your program to the Trash bin.
The Filter for the program will appear in the top left corner of the screen and will appear with the current filter you have applied. By default, this will be Active Programs.


With prevention as its core focus, Medloop is a practice management software on a mission to transform the relationship between patients and doctor. By leveraging millions of patient-years data and best preventive practices from our partners in Israel, we will build a smart cloud-based doctor desktop and patient mobile application to enrich the relationship between doctors and patients and promote better health in various European markets. Medloop is funded by AXA.


text:
Follow the Golden Rule: An Interview with Gary Chadwick
IRB administration
member interview
by Maeve Luthin, Professional Development Manager
Welcome to another installment of our featured member interviews where we introduce you to our members—individuals who work to advance ethical research on a daily basis. Over the course of the next few months we will be shining a spotlight on members of the Certified IRB Professional (CIP®) and Certified Professional IACUC Administration (CPIA®) Councils. Please read on to learn more about their professional experiences, how membership helps connect them to a larger community, and what goes on behind-the-scenes in their lives!
Today we'd like to introduce you to Gary Chadwick, PharmD, MPH, CIP, Professor Emeritus in the Department of Medical Humanities and Bioethics at the University of Rochester in the School of Medicine and Dentistry.
Maeve Luthin (ML): When and why did you join the field?
Gary Chadwick (GC): My first contact with IRBs was in 1986 at St. Elizabeth's Hospital in DC when, as director of quality assurance, I was asked about off-label use in research by the IRB chair. Later, after a short diversion working in the Office of the Surgeon General under C. Everett Koop, MD, I joined the Office for Protection from the Research Risk (OPRR, which is now known as the Office for Human Research Protections). Regarding why I joined the field, research ethics and the work that IRBs do are important and challenging. I enjoy being involved with this exciting field, especially now with the potential regulatory for change and the quest for new answers as technology expands.
ML: You played an instrumental role in the development of the Certified IRB Professional (CIP®) credential. What prompted you to establish the CIP® Council?
GC: In the 1990s, two issues were deemed critical to the advancement of IRBs by PRIM&R's former membership arm, the Applied Research Ethics National Association (ARENA): accreditation and certification. When I was ARENA President in 1999, I called a working group together to explore ways to develop a certification program for IRB staff. With the assistance of the president of the Professional Testing Corporation (the company who administers the exam), we formed the CIP Council, wrote test items, and put together the first exam, which was administered in 2000. Since that time, the CIP credential has become vital to IRB managers and staff, and is a successful and vibrant program within PRIM&R.
ML: How did you become involved with PRIM&R?
GC: I first learned about PRIM&R shortly after joining OPRR. The director of OPRR, Charles ("Charlie") McCarthy, PhD, asked me to join him as an observer at PRIM&R's annual meeting in 1990. Ever since then, I have been convinced that PRIM&R's annual meeting is the premier educational event for IRBs and everyone involved in the research enterprise. In fact, after returning from that meeting I successfully lobbied Dr. McCarthy to send everyone from the office so that they could participate and learn. With the exception of the occasional sequester, OHRP continues to fully support the PRIM&R annual meeting by sending everyone from the office.
ML: What skills are particularly helpful in a job like yours?
GC: Working as an HRPP/IRB manager has well-equipped me for my current role as a consultant. Confidence (from knowing the regulations), respect, and willingness to see the other side of an issue are important skills that can be honed in an IRB setting. I have been on hundreds of site visits, and I have seen that while the goal remains the same—protection of research subjects—there are often different ways to accomplish that end (admittedly, some better than others).
ML: What advice have you found most helpful in your career?
GC: Follow the golden rule (not the one about having gold and ruling). Interact with others in the same manner as you would like them to interact with you and always expect the best from others.
ML: What is your proudest achievement?
GC: Setting up the CIP program—no question!
ML: Is there anyone, living or dead, who has inspired you in your career and/or in life?
GC: There are many—my mother and father, children of the Great Depression, passed on to me their work ethic and joy in helping others. Dr. McCarthy modeled for me a common sense approach to the application of the regulations and demonstrated the importance of honoring the ethical principles. I am also inspired by the many IRB and research professionals with whom I've worked over the years—many of whom are PRIM&R volunteers. They have inspired me with their dedication and optimism. I have been particularly impressed with my fellow CIP Council members—I salute them.
Thank you for being part of the membership community and sharing your story, Gary. We are so thankful for all of your contributions to PRIM&R and to the field.
← Avoiding Mediocrity Through Ethics Education Considering the Life and Legacy of Henry K. Beecher →


text:
Unemployment Through Layoffs and Offshore Outsourcing
Prepared for Members and Committees of Congress
Unemployment can come about in a number of ways, but the form of unemployment that
policymakers have shown they are most concerned about involves workers who have
involuntarily lost jobs through no fault of their own. Unemployment through layoffs ebbs and
flows with the business cycle, but involuntary job loss is ever-present because firms displace
workers for reasons other than temporarily weak demand. Employers also layoff employees for
reasons specific to the firm or the industry in which the firm lies (e.g., corporate restructuring and
seasonality).
One means of restructuring work—namely, outsourcing—has spread from employers contracting
out functions to other affiliated or nonaffiliated employers in the United States, to employers
contracting out activities to affiliated or nonaffiliated employers located outside U.S. borders. The
latter business practice is referred to as offshore outsourcing or offshoring.
Offshoring is driving much of the current interest in job loss and economic insecurity more
generally. It also is driving the demand for statistics on the number of employees who have lost
their jobs because firms decided to move work abroad as a result of an internal corporate
reorganization or financial difficulties for example. No database exists that provides anything
approximating a complete count of workers separated from payrolls because their company
relocated their functions beyond U.S. borders.
Starting in mid-decade, the U.S. Bureau of Labor Statistics (BLS) Mass Layoff Statistics program
began to query firms in the private nonfarm sector that call long-lasting large-scale layoffs about
whether these events involve the offshoring of work. In addition to excluding layoffs at small
firms and in the public sector, the series does not cover layoffs in which fewer than 50 employees
are terminated. It thus likely to understate layoffs associated with offshore outsourcing generally
and with those involving white-collar workers in the service sector particularly (e.g., accounting
clerks at financial services firms, radiologists at medical services providers).
This report briefly reviews the various databases that provide information on layoffs. It then more
closely examines results from the above-described BLS program. In brief, the BLS series shows
that outsourcing—particularly of work moving offshore—is uncommon in extended mass layoffs
and accounts for fairly few separated workers. Relocation of work most often occurs within the
United States and within the same company. Most workers separated in extended mass layoff
events involving domestic or offshore outsourcing had been employed by manufacturers.
Employer restructuring (bankruptcy, business ownership change, financial difficulty, and
reorganization within a company) typically accounts for a majority of these layoffs as well. In
extended mass layoffs associated with the movement of work offshore, jobs most often are shifted
to Mexico and China.
Introduc tion ..................................................................................................................................... 1
Restructuring Work for Competitive Purposes................................................................................1
Sources of Information on Layoffs..................................................................................................2
Layoff s ...................................................................................................................................... 3
Current Population Survey (CPS).......................................................................................3
Job Openings and Labor Turnover Survey (JOLTS)...........................................................3
Mass Layoffs.............................................................................................................................3
Employer Announcements of Large Staff Cuts...................................................................3
Mass Layoff Statistics (MLS) Program..............................................................................4
Table 1. Short- and Long-Term Mass Layoff Activity....................................................................5
Author Contact Information............................................................................................................6
Unemployment can develop in a number of ways, such as an individual (re)entering the labor
force and being unable to immediately find a job or a person quitting a job at one firm before
having obtained a job at another firm. The form of unemployment that policymakers have shown
they are most concerned about occurs when businesses layoff employees. Congress has
demonstrated its desire to help workers who have involuntarily lost their jobs through no fault of
their own, and are presumed to face an indeterminate spell of unemployment, by its provision of
income support under the Unemployment Insurance (UI) program and the Trade Adjustment
Assistance (TAA) program, training for dislocated workers under the Workforce Investment Act
(WIA) and TAA, and advance notice of mass layoffs and plant closings under the Worker
Adjustment and Retraining Notification Act (WARN).
Although involuntary "no-fault" displacement from jobs is always with us, this form of
unemployment increases when the economy is sluggish and decreases when the economy is
robust. In other words, there is a cyclical component to layoff activity. However, firms lay off
workers not only due to temporarily weak demand throughout the economy, but also due to
factors specific to them or their industry (e.g., company reorganization and seasonal work). The
current interest in involuntary job loss springs from the practice of U.S. firms sending work to
firms located in other countries—commonly known as offshore outsourcing or offshoring.
This report focuses on unemployment through layoffs. It first briefly provides a context for the
offshore outsourcing phenomenon and its relationship to gross and net employment change. The
report next examines the available sources of data on layoffs to determine whether they provide
information on the reasons that underlie those events. It then analyzes the trend in, severity of,
and explanations of extended mass layoffs. The report concludes with a discussion of those
extended mass layoff events that involve movement-of-work actions (to other U.S. locations of
the company that has called the layoff, to other U.S. firms, to foreign-based affiliates of the U.S.
company, and/or to foreign businesses).
U.S. firms have, in the past few decades, been restructuring their operations to be more
competitive in the global marketplace by:
• downsizing their workforces;
• outsourcing functions, ranging from performing janitorial services to developing
computer software, to firms located within and outside the United States; and
• utilizing contingent workers, such as independent contractors and temporary
The term "downsizing" was coined during the 1980s to describe a practice among, typically, very
large "old economy" manufacturers to become more efficient international competitors by each
laying off thousands of employees—sometimes in multiple rounds of mass layoffs—and closing
entire facilities. Since then, downsizing has spread to "new economy" manufacturers (e.g.,
computer hardware producers) and to companies in the service sector (e.g., telecommunications
firms and financial enterprises).
Similarly, the practice of employers contracting out activities has spread from relocating work to
other companies in the United States, to moving work to firms located outside the United States.
It has been suggested that employers have been able to achieve efficiencies through offshore
outsourcing due to improved internet, telephone, and transportation links with countries (e.g.,
India) whose educational systems have expanded the worldwide supply of well-educated workers 1
who possess information technology (IT) and other white-collar skill sets.
As a result, the kind of U.S. workers susceptible to involuntary job loss has changed. Whereas
displacement once occurred primarily among traditionally layoff-prone blue-collar factory
workers, the risk of job loss has increased among traditionally stable white-collar workers.
Consequently, concern about job security has spread from blue-collar to white-collar workers,
who make up the majority of all employees in the labor market.
By definition, restructuring achieved through downsizing produces a net loss of jobs at firms.
This is not necessarily the case at companies that utilize contingent workers or outsource work. If
these employers are laying off workers, they may be hiring a greater, equivalent, or lesser number
of people.
Overlaid on these ongoing changes in how firms organize their operations is the business cycle.
During the long economic expansion that characterized much of the 1990s, for example, net job
growth and layoffs occurred simultaneously according to data from the U.S. Bureau of Labor
Statistics (BLS). More than 20 million private sector nonfarm jobs were added between 1991 and
2000. Nonetheless, in 2000, employers permanently displaced almost two million workers from
their private sector jobs through mass layoffs.
Job losses usually have not persistently exceeded job gains at the national level, thereby yielding
a net decrease in employment, except during recessions. However, after employment contracted
by almost 300,000 jobs in the private nonfarm sector during the 2001 recession, 1.9 million more 2
jobs were lost than gained in 2002. In contrast, although remaining high by historical standards,
the number of workers who permanently lost their private sector jobs through mass layoffs
dropped by nearly 300,000 in 2002. Despite employment starting to grow during 2003, signaling
the end of the "jobless recovery," the net change in employment for the year was negative (some
400,000 private nonfarm jobs). In contrast, the number of workers permanently displaced from
their private sector jobs as part of mass layoffs continued to fall in 2003. Not until 2004 did the
private nonfarm economy record a net increase in employment of almost 1.5 million jobs, while
the number of employees separated from payrolls through mass layoffs continued to trend
downward.
Data series measure layoffs in different ways. One, for example, tracks at the national level the
number of persons who are unemployed by broad reason for their joblessness. Another focuses on
the number of workers displaced in lengthy (permanent) mass layoffs, which are considered to be
1 For more information, see CRS Report RL32292, Offshoring (a.k.a. Offshore Outsourcing) and Job Security Among
U.S. Workers, by Linda Levine.
2 For more information, see CRS Report RL32047, The "Jobless Recovery" From the 2001 Recession: A Comparison
to Earlier Recoveries and Possible Explanations, by Marc Labonte and Linda Levine.
more difficult to recover from for the affected workers and geographic areas. Only one tries to
determine whether layoffs are associated with the relocation of work (within the same firm but to
its other U.S. locations, to other U.S. firms, to foreign-based affiliates of the U.S. company,
and/or to foreign businesses).
The CPS is a monthly survey of households from which the unemployment rate is derived. It
includes a question on reason for unemployment. Unemployed persons are categorized as job
losers if they report they are on a temporary layoff (meaning that their employer has given them a
date to return to work or that they expect to return to their jobs within six months) or they have
permanently, involuntarily lost their jobs. Individuals are not asked why they were laid off.
The other reasons for unemployment are having left a job voluntarily, having completed a
temporary job, and newly entering or reentering the labor force. In all cases, the individual must
currently be looking for a job to be classified as unemployed. Thus, if job losers become
discouraged about their reemployment prospects and stop searching for work, their reason for
being jobless would not be tallied.
BLS initiated JOLTS in December 2000. It collects data on job openings and labor turnover from
a sample of establishments subject to state UI laws as well as federal agencies subject to the
Unemployment Compensation for Federal Employees program. More specifically, JOLTS
provides monthly data on total employment, job openings, hires, quits, layoffs and discharges,
and other separations by month with a two-month lag.
Of interest in terms of this report are the figures on separations due to layoffs and discharges.
These involuntary terminations are defined in JOLTS to include layoffs with no intent on the
employer's part to rehire their former employees and layoffs that have lasted or that the employer
expects to last more than seven days; discharges that arise from downsizing, mergers, closings,
and firings or other discharges for cause; and terminations of permanent, short-term, or seasonal
employees. Employers are not asked about the reasons underlying the layoffs and discharges.
A more frequently and regularly reported source of information on substantial staff cutbacks has
been announcements of impending actions that are issued by individual firms. However, several
drawbacks exist in using the timely layoff announcements to gauge the actual circumstances of
workers, firms, and communities. Companies make announcements about their expectations, but
these may or may not come to pass as planned. Although firms sometimes include statements in
financial reports about how their restructuring plans have been implemented, there is neither
readily available nor comprehensive information on their actual outcomes. In addition, layoff
announcements commonly are interpreted as calling for involuntary job cuts, but some employees
accept early retirement or voluntary severance offers while others accept transfers to jobs within
their own firms or to reorganized entities. Moreover, the announcement of a layoff in a given
month does not mean that affected workers are displaced immediately or terminated as a group.
Instead, a layoff might involve varying numbers of people being released at different intervals
over many months or years. This scenario would have considerably less of an adverse impact on a
community's labor market, which could more easily absorb the displaced workers who had not
found new jobs before their termination.
The impetus for issuance of these announcements was passage of the Worker Adjustment and
Retraining Notification Act (WARN, P.L. 100-379), which went into effect in 1989. The act
requires firms with 100 or more employees to provide notice to employees or their union
representatives and to local/state government officials 60 days before initiating a major layoff or
closing a plant. Because smaller businesses do not have to issue these notices, some unknown 3
number of mass layoffs cannot be detected from this source.
A comprehensive database of these announcements does not exist because there is no legal
requirement that the notices be filed with a single entity. Some of these announcements are
reported by the media or other information-gathering organizations. These reports might include
only the most newsworthy layoff events (e.g., those involving the nation's or a geographic area's
largest employers). Moreover, these reports might not mention the hiring expectations of some of
the same firms that issue layoff announcements. There is likely to be considerable variability in
what, if any, information is provided about the reasons for the anticipated layoffs.
Under the Job Training Partnership Act of 1982 (JTPA), the U.S. Department of Labor (DOL)
was charged with obtaining information about mass layoffs and plant closings. The Employment
and Training Administration (ETA) used JTPA funds to have the BLS develop the Mass Layoff
Statistics (MLS) program. The program was terminated in 1992 for budgetary reasons. After ETA
gave it funds to do so in 1994, BLS resurrected the MLS program in 1995, with some
improvements (e.g., coverage of all states) that make 1986-1992 data noncomparable with more
recent data. The DOL announced in December 2002 that the MLS program was terminated again
due to lack of a funding source, but in P.L. 108-7, the omnibus FY2003 appropriations bill,
Congress included money in the BLS budget for resumption of the series.
The MLS program consists of two series:
• In its monthly series, BLS defines a mass layoff as an event involving 50 or more
workers from a single establishment who file initial claims for UI benefits. The
only information available on a monthly basis is the number of layoff events and
the number of initial UI claimants disaggregated by state and industry group
separately.
• In its quarterly series, BLS provides more detailed information on extended
(permanent) mass layoffs, which are defined as those above-described layoffs
that last more than 30 days. Additional information is obtained by querying
3 For more information on WARN, see CRS Report RL31250, The Worker Adjustment and Retraining Notification Act
(WARN), by Linda Levine.
employers that have layoffs lasting beyond 30 days, including the reason for the
layoff and whether it involved the movement of work. Covered establishments in
both series included employers throughout the economy until 2004. For
budgetary reasons, the extended mass layoff series began covering only nonfarm
employers in the private sector. The mass layoff series, which is based solely on
administrative records, continues to include agricultural and government
employers.
Data over time from the monthly and quarterly series are shown in Table 1.
Table 1. Short- and Long-Term Mass Layoff Activity
Mass Layoffs Extended Mass Layoffs
Initial UI Initial UI Separated
Year Events Claimants Events Claimants Workers
1996 14,111 1,437,628 4,760 805,810 948,122
1998 15,904 1,771,069 4,859 1,056,462 991,245
2001 21,467 2,514,862 7,375 1,457,512 1,524,832
Source: U.S. Bureau of Labor Statistics data on mass layoffs covering employees in all industries and on
extended mass layoffs covering employees in the private nonfarm sector (i.e., excludes agriculture and
government).
Note: The number of separated workers often is larger than the number of initial UI claimants because not all
separated workers file for benefits. In contrast with the figures on separated workers, which are provided by
employers with extended mass layoffs or worksite closings, the figures on initial UI claimants are from the
regular UI reporting system and may include claimants who are not part of a mass layoff or closing.
In light of the increased interest in offshoring and the lack of data, BLS began in 2004 to ask
employers who called extended mass layoffs questions about whether movement of work—either
within or outside the United States—was associated with these events. Because the MLS
quarterly series excludes layoffs of government employees, layoffs called by small firms, and
layoffs in which fewer than 50 employees are terminated, it is likely to understate job loss
associated with offshoring generally and job loss involving white-collar workers in the service
sector particularly (e.g., accounting clerks at financial services firms, radiologists at medical
services providers). Thus, no database exists that provides anything approximating a complete
count of workers separated from payrolls because their company relocated their functions beyond
U.S. borders.
With these caveats, the BLS series shows that outsourcing—particularly of work moving
offshore—is uncommon in extended mass layoffs and accounts for fairly few of the workers
terminated in these actions. In 2006, for example, 54,166 workers were involved in the 242
extended mass layoffs that involved movement of work within and outside the United States.
These workers accounted for some 10% of all workers let go in long-lasting large-scale layoffs
conducted for nonseasonal/nonvacation reasons. Employer restructuring (bankruptcy, business
ownership change, financial difficulty, and reorganization within a company) typically is the
reason underlying a majority of these layoffs. Most workers separated in extended mass layoff
events involving domestic or offshore outsourcing had been employed by manufacturers, 4
oftentimes transportation equipment manufacturers.
Relocation of work most often occurs within the United States and within the same company. In
2006, employers provided complete information on 227 movement-of-work actions associated
with the 242 extended mass layoffs that involved work relocation within and outside the United 5
States. Only 13,067 laid off workers were let go in out-of-country relocations of work. They
accounted for 39% of all workers separated in extended mass layoffs involving movement of
work for which complete information is available and 2% of all workers terminated in
nonseasonal/nonvacation extended mass layoff events. In these offshore relocations of work, jobs
most often are shifted to Mexico and China.
Linda Levine
Specialist in Labor Economics
llevine@crs.loc.gov, 7-7756
4 BLS, Extended Mass Layoffs in the Fourth Quarter of 2006 and Annual Totals for 2006, February 13, 2007.
5 The number of actions can be greater than the number of layoff events because one layoff can involve multiple
movements of work (e.g., some work shifting to another facility of the same company within the United States, some to
another U.S. firm, and some to the company's own subsidiary in another country). Out of a total of 334 separate
movement of work actions identified among the 242 extended mass layoff events in 2006 that involved work
relocation, employers were able to provide complete information on 227.


1.This cutting press machine is used for cutting nonmetal materials such as shoe upper, hand bags, leather, rubber, plastic, cotton, textile, paper, or other similar materials.It is widely used in shoes making industry.
2.The inertial energy of flying wheel is used so that the energy consumption is low and the operation stable.
3.The switch is operated by both hands to guarantee the safety of operators.
4.Control push buttons built-in device for 3/10 of delay operation to ensure positive safety.
5.High quality seamless steel tubes are adopted and processed into pillars, which are supported by top and bottom holes, to guarantee the flexible rotation and good reliability of upper beating board.
6.Labor saving and simplicity of operations,lower failure rate,good efficiency and high speed of cutting force.
The atom cutting machines applicable to cutting non-metallic materials indentation and so on.
OEM and ODM are both welcomed in our company.
5. Our press cutting machines' package are wooden case, carton and so on, we also accept customer's requirements about the package.
A: Our main products are toe lasting machine, side and heel lasting machine, heel lasting machine, and sole pressing machine , atom cutting press machine etc.


text:
JCPenney Recalls Cooks Deep Fryers Due to Fire and Burn Hazards
Release #08-216
Firm's Recall Hotline: (888) 333-6063
WASHINGTON, D.C. - The U.S. Consumer Product Safety Commission, in cooperation with the firm named below, today announced a voluntary recall of the following consumer product. Consumers should stop using recalled products immediately unless otherwise instructed. It is illegal to resell or attempt to resell a recalled consumer product.
Name of Product: Cooks Deep Fryers
Units: About 27,000
Importer: JCPenney, of Plano, Texas
Hazard: The deep fryer has a faulty heating element which can cause it to overheat, posing a fire and burn hazard to consumers.
Incidents/Injuries: JCPenney is aware of five incidents involving the deep fryers, including one report of a minor burn and three reports of damaged countertops.
Description: The Cooks deep fryer has a brushed stainless steel exterior, a wire mesh basket with a handle, a lid with a window and black handles. The deep fryer has a 1/3-gallon capacity. "Cooks" is stamped on the side of the deep fryer. Model number 22016 is printed on the bottom of the deep fryer.
Sold exlusively at: JCPenney's stores nationwide, catalog and at www.jcp.com from August 2007 through January 2008 for about $50.
Manufactured in: China
Remedy: Consumers should immediately stop using the deep fryer and return it to the nearest JCPenney store for a full refund.
Consumer Contact: For additional information, contact JCPenney toll-free at (888) 333-6063 anytime, or visit the firm's Web site at www.jcp.com
The U.S. Consumer Product Safety Commission is charged with protecting the public from unreasonable risks of injury or death associated with the use of thousands of types of consumer products under the agency's jurisdiction. Deaths, injuries, and property damage from consumer product incidents cost the nation more than $1 trillion annually. CPSC is committed to protecting consumers and families from products that pose a fire, electrical, chemical or mechanical hazard. CPSC's work to help ensure the safety of consumer products - such as toys, cribs, power tools, cigarette lighters and household chemicals -– contributed to a decline in the rate of deaths and injuries associated with consumer products over the past 40 years.
Federal law bars any person from selling products subject to a publicly-announced voluntary recall by a manufacturer or a mandatory recall ordered by the Commission.
To report a dangerous product or a product-related injury go online to www.SaferProducts.gov or call CPSC's Hotline at 800-638-2772 or teletypewriter at 301-595-7054 for the hearing impaired. Consumers can obtain news release and recall information at www.cpsc.gov, on Twitter @USCPSC or by subscribing to CPSC's free e-mail newsletters.
Please use the below phone number for all media requests.
Spanish: (301) 504-7800
View CPSC contacts for specific areas of expertise
Related Recalls
Lifetime Brands Recalls Fitz and Floyd Nevaeh White Can Mugs Due to Burn and Laceration Hazards
Far East Brokers Recalls Pineapple Corer & Slicers Due to Laceration Hazard
Meijer Recalls French Fry Cutters Due to Laceration Hazard
Beaba Recalls Baby Food Steam Cooker/Blenders Due to Laceration Hazard
Search Product Safety Reports
Search Product Safety Reports on Saferproducts.gov
Find more about government recalls
Find recalls from around the world
Global Recall Portal


Americans, as they have been for some time, are closely divided over whether the government should use marijuana to help solve the country's fiscal problems.
The survey of 1,000 American Adults was conducted on March 27-28, 2011 by Rasmussen Reports. The margin of sampling error is +/- 3 percentage points with a 95% level of confidence. Field work for all Rasmussen Reports surveys is conducted by Pulse Opinion Research, LLC. See methodology.


The Living Village | Enjoy(ce)!
You are invited to relax your body and mind while learning some simple and basic techniques of Thai Yoga Massage.
During this workshop you will learn how to give and how to receive, as well as how to keep your own energy flowing while giving and how to benefit while receiving.
Thai Yoga Massage is a special form of bodywork that combines gentle movements with rhythmic pressure point massage and deep yoga stretches. It is a wonderful massage to give and super relaxing to receive: a moving meditation and a beautiful dance between giver & receiver.
Thai Yoga Massage is a powerful tool that will enrich your life and those you share it with.
At the festival I will be assisted by the loving Oscar Tjin.
WHERE: Temple grounds, 'Yogerette' area.
BRING: Yoga mat or blanket/sleeping bag so you lay soft.
WEAR: Comfy clothes to move and be moved in.
This workshop is for beginners and for those with some experience in Thai Yoga Massage.
Come alone or bring a friend. You will be paired up.
This is a series of 2 workshops, and both workshops can be attended as an individual practice/experience.
ADDITIONALLY, Joyce offers Individual Thai Yoga Massage Sessions. With Enjoy(ce)! you can expect an intensely Pleasurable Experience, Relaxation, Transformation and Healing.
Email joyce@enjoy-ce.com to book your session.


The quintessential Colombian roast, behold the Sierra Reserve. The bright limey citrus flavors round out with sweet notes of brown sugar and caramel. This is our lightest and also highest caffeine content roast. So if you're looking for a little extra zip in a mug, look no further than this!


Join us as we shut Macpherson Street down in Carnamah for this year's Harvest Festival. Live music, vintage tractor and car display, long table lunch, wine, local produce and rum tastings, art exhibitions with curator and artist talks, kid's animal farm and activities, museum open, heritage talks, regional markets, arts, crafts, bush-tucker cooking and traditional farming workshops plus a special opera soloist and local musician's performance under the stars at Macpherson Homestead on the Friday evening. We look forward to seeing you at the Harvest Festival.
Register here for updates! It's not that far to Carnamah.


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Q: Windows Home Server locks me out from accessing shared files I try to access my windows homeserver \\IKE\users\simon which has always worked and it tells me the account is invalid.
I log in via remote desktop (with admin username) and check the settings and everything is fine but the account is locked. If I unlock it in Computer Management > Users and groups and try to log in again it just gets locked again.
No passwords have changed or anything like that.

A: Turned out to be that after a 3 hour power outage the system clock on the server was off by 5 days. Windows apparently doesn't like this.
I have an HP MediaSmart server - or whatever its called - which is several years old now. Its odd that the time would be off by 5 days but fixing the time on the server fixed the problem.

redpajama_set_name: RedPajamaStackExchange


I'm new in using CPP.
I made this function and i don't know how to call a function of the main in my thread. I have tried THISFN but it didn't work.
I have a compilation error with the last line "'this' was not captured for this lambda function".
If i remove the last line, the program works well.
fichierSource is a local variable and you are passing a reference to it to the thread. By the time thread runs, it will likely be out of scope (same is true for the rest of variables too).
I added the equal before variables and replace THISFN by this-> and everything is going well (even variables by référence).
Great thank for your help.


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Emergency service fireworkers found over 998 explosive objects in the villages neighboring with Kalynivka, Vinnytsia region, where the biggest ammunition depot was recently on fire. The State Emergency Service reported that on their official website.
"998 explosive objects were confiscated and passed to the representatives of the 48th arsenal during the humanitarian demining," reads the message.
The rescuers noted that there are neither open seats of fire nor the blasts of the ammunition as of 7:00 a.m. on October 4.
The fireworkers have already inspected 18.8 thousand hectares for explosive objects.
As we reported earlier, large-scale fire at 48th arsenal occurs near Vinnytsia on late Tuesday, September 26. The Kalynivka ammunition storage is one of the biggest ammo depots in Ukraine. Two women injured in the result of the fire on ammunition arsenal in Kalynivka. Another two injured while eliminating the consequences. Demolition experts finished clearing the areas adjacent to the ammunition depot and Kalynivka turned back to normal life by September 28.
However, the de-mining of the territories hit by the shells may last until November.
The U.S. Special Envoy in Ukraine Kurt Volker said that the blasts at ammunition depots in Kalynivka are not going to affect Washington's stance in terms of supplying lethal arms to Ukraine.


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