The problem is, what's considered "better" is subjective, and while for some, the changes are a welcome addition, for others, it's quite a different story.
Let's look at the new businesses popping up around Brooklyn just in time for summer. If you're like most residents who care about their cuticles, already you have found your go-to nail salon around the way– one that is quick, efficient and cheap.
However, when it comes to pampering and the ought for opulence, who isn't willing to dig a little deeper into their pockets for some good TLC? But wait! Before you swear off your longtime salon boo for the the 2.0 version, first compare for yourself how well these higher-end businesses match up to your 'round-the-way mainstays. Some may be better… But some may not.
Most recently, for example, I visited the newly opened Honey Nail Salon, a "high-end" boutique located at 490 Myrtle Avenue in Clinton Hill, and I must say, the jury is still out about whether it's actually the better option for the price.
As soon as you step into Honey, some of the first things you notice are the immaculately painted white walls, the well ordered setup and the pristine decor, reminiscent of a spa nail salon plucked straight out of the suburbs. Great, if you're into the suburbia strip mall thing! I too appreciated the difference, but I wasn't bowled over. Let's just say, I live in Brooklyn– not Boise– for a reason.
Still, with at least eight uniformed nail technicians buzzing around in fastidious fashion, a friendly front-desk person that greets you immediately, four long manicure tables that seat three at a time and a separate room for pedicures, from all appearances, Honey is a model of excellence and efficiency. Personally, I'm pretty willing to pay a little more for great service and efficiency, if the job is also well done.
However, not long after I was greeted and ushered into a room for an eyebrow wax, some interesting events began to unfold. Was I paranoid in feeling the young woman they assigned to do my eyebrow wax didn't actually know what she was doing? No, it couldn't be. Not in this high-end establishment. But her movements were oddly indecisive. Five minutes later, my doubts were confirmed. She'd waxed my eyebrows into two entirely different shapes: The right eyebrow was waxed higher on my face, while the lower left eyebrow had more nooks and crannies than a Thomas's English Muffin.
When I expressed my dismay with the salon manager at the $12 wax job (normally $6 at my 'hood spot), she immediately apologized, offered to have another technician redo them and said she would not charge me. The second technician was more sure-handed and skilled. She was able to clean them up quite a bit, but as a result of more waxing, they were far thinner than I preferred.
Off to the manicure table. I decided on a French gel manicure, $40. The manicurist (the same woman who did my pedicure) did a careful and excellent job. I also noticed that for both my mani and pedi, she was opening packages of sterilized, disposable nail tools– definitely a plus! The only complaint (and trust me, I wish I had no more) is that she spent nearly an hour on a gel manicure that would normally take 25 minutes at my neighborhood spot. In total, I was in the salon for a little over 2 hours for a mani-pedi-eyebrow job– and that's with being serviced immediately, with no wait.
All in all, I loved the way my manicure and pedicure turned out. The customers whisking in and out of the salon also seemed quite pleased (read: smug) with the brand-new, higher-end boutique salon option now available in their fast-developing "new" neighborhood.
But for my part, still, I wondered, was this $92 job (I only paid $80, because of my eyebrows), versus the $51 I would normally pay for the exact same job at the 'round the way spot, "better" in service, quality and efficiency? In some ways, yes. But in more ways, no.
…More than anything, it was confirmation that as the neighborhood changes and expands, only the residents themselves can decide what is best. What others might consider "better" is simply a matter of opinion. And experience.
OMG – this article is so on point….like you I tried the new nail salon.
I was put off by the snooty attitude as if their salon was better than the others in the hood.
The price was way too expensive for what they offered.
Will stick with my friendly nail place that I have used for years, they are friendly and the work is professional.
Good analogy. Sometimes we can be quick to think new and improve and always better. Everything that glitters is not Gold. LOL.


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Cavalier defines utilitarian theory as a norm-related theory which seeks to justify of disqualify actions depending entirely on the consequences caused. The choices of actions are made depending entirely on the foreseen consequences. The theory requires individuals to forsake their own personal interests while considering the interest of others. Its basic principle is majorly the need to maximize the happiness for all the people that are affected by the action in question (Cavalier, 2011).
Cavalier (2011) noted that even though the theory was further expounded on by Jeremy Bentham Mills, its modern version is attributed to the work of John Stuart Mill. In his contribution on the basic principles of utility, Bentham identified pain and pleasure as playing a very fundamental role in human life. According to him, actions can only be approved or disapproved based on the amount of the resulting pain or pleasure. He went further to introduce the ways in which the two variables (pleasure and pain) can be measured (Cavalier, 2011).
John Stuart Mill's on his part concentrated on adjusting Bentham's philosophy. He identified the need emphasize on the quality of happiness as basic to utilitarianism instead of the quantity of pleasure. He faulted the possibility of measuring qualities such as pleasures initially advanced by Bentham. Cavalier (2011) identified the central principle of the theory according to Stuart as the need to achieve the greatest happiness for the greatest number of people. According to Mill utilitarianism, an action should be judged as right or wrong on the basis of the extent to which it promotes the consequences which maximizes happiness (Cavalier, 2011).
Strengths of the Theory
According to Andre & Velasquez (2010), utilitarianism is a simple theory whose results are easy to apply. It makes it easy to know the degree to which an action is right or wrong. The explanations also make it possible for one to be able to choose what has the greatest utility.
Critics of the Theory
Andre and Velasquez (2010) have noted that it is not always easy for one to know exactly the expected outcome of any action or the people who it will affect. They also noted that because it is not possible to quantify pleasures, it may be impossible for one to carryout the cost/benefit analysis as proposed by Mill. Their third argument is that even if such calculations would be possible, the process would equally be complicated and time consuming for the majority of individuals (Andre & Velasquez, 2010).
They also argued that the theory has locked out justice because it seeks to determine what is good in terms of numbers. This means that the good may not be in the interest of the minority and in some cases may even be harmful to them. Finally, they criticize the theory based on its failure to specify the rights of individuals that can not be compromised for the greatest good. This means that even a case where an innocent person is murdered can be judged right provided it served the interest of the majority (Andre & Velasquez, 2010).
Types of Utilitarian
It is such critics which led to the proposal of the need to modify the theory from its original form of act-utilitarian. In this form, each individual action is evaluated directly in terms of the utility principle. Instead, rule-utilitarian has been proposed. Here, any behavior is evaluated by rules that are perceived to be promoting the greatest good for the greatest number. The rule-utilitarian was meant to address the specific cases in which the violation of the rule would lead to the achievement of the greatest good for the greatest number (Andre & Velasquez, 2010).
Use of Performance Enhancing Drugs in Sports
Generally, performance enhancing drug is any drag which is not part of pharmacologic doses and is taken with the aim of improving one's performance in sports. According to the International Olympic Committee, performance enhancing drugs are substances that create an unfair competitive advantage. A drug can only be categorized thus if it benefits sports performance by increasing the individual's strength, power, speed or endurance. Equally, drugs taken to alter body weight or body composition in order to make one more fit for sport can also be considered as performance enhancing. It also includes the drugs that are taken to trigger behavioral and arousal changes as well as one's perception of pain (Coakley & Donnelly, 2004).
Utilization of the Theory in the Analysis of Behavior
Any attempt of the application of this theory must take into account the intent of its originators. Being a legal reformer, Bentham was basically seeking to find the possibility of having a publicly acceptable norm to help in determining the kinds of laws which could serve to the best interest of the people of England. His aim ultimate goal was to have rules which seek to accomplish the greatest good for the greatest number (Andre & Velasquez, 2010).
However, analyzing the acts of the athletes to use drugs is majorly possible if the expectations the society place on the athletes is understood. Andre and Velasquez (2010) noted that the use of drugs by the athletes should be analyzed in terms of the high level sports in our society. They identified the societal value of success as the most contributing factor. That the majority of people in our today's society considers winning and not the game as the ultimate goal for sports. This is the attitude that has been internalized by the upcoming athletes who now believe that the good of the majority is to win. This position is further instilled by the way in which the society has often attributed winning with celebrity making the winners to readily enjoy high status, and uncommon favor.
This is in line with the view of most today's utilitarian theorists who defines morals in terms of personal preferences and economic benefit. To an extent, such an argument justifies the attempt by the athletes to use all the available means in their attempt to secure a win. The athletes' main aim in this case is to obtain all the rewards that the society attributes with winning. This in most cases has contributed to most athletes failing to rationalize the actions concerning the use or drugs. Some of the athletes have even taken the use of PEDs as an acceptable alternative to hard work. Most athletes tend to weigh the need for success in sports with the resulting medical and legal complications from the use of PEDs. Andre and Velasquez (2010) concluded that it is the value that the society place on winning and the urge for success in the individual athletes which contributes to the increasing use of the drugs.
History of Performance-Enhancing Drugs in Sports
According to the Australian Psychological Society, (2008), the use of PED is a phenomenon which started since original Olympic Games which took place from 776 to 393BC. Dr. Jason noted that the major increase in the innovation and use of PEDs was experienced during both the WW II and the ensuing Cold War. During the earlier times, the use of PEDs was mostly rampant among the East German Olympic teams. According to the report by the society, the need to control the use of PEDs among the athletes only surfaced after 1960s when several athletes were believed to have died from their use. This led to the formulation of various anti-doping which was further strengthened by the establishment of both the World Anti-Doping Agency and the World Anti-Doping Code (Australia Psychology Society, 2008).
Examples of Performance Enhancing Drags
These are drugs that play the same role as those of testosterone hormones. This means that the drugs have an effect of raising the rate of the growth of muscles. Anabolic Steroids also have the potential of increasing the strength and the size of the muscles of its users. This gives them advantage over their fellow competitors. Health wise, the drug increases the amount of and further deepens the voice of women (Australian Academy of Science, 2004).
Human growth Hormone (HgH)
This hormone is also called somatotrophin hormone. It acts to promote physical development especially the growth of bone which is well evidenced in the adolescents who uses the drugs. The drug works by stimulating the production of collagen. The resulting effect is the strengthening of cartilage, bones, tendons and ligaments of the users. Collagen also works by stimulating the liver to produce several other growth factors. The drug has been categorized under the PEDs because it increases the number of red blood cells in adults. It also boosts the function of the heart while at the same time stimulating the breakdown of fat. This increases the amount of energy being produced. The drag thus provides a very easy way of performance enhancement to the athletes (Australian Academy of Science, 2004).
Erythropoietin is one of the recent PEDs drugs. It was first used in 1998. According to the Australian Academy of Science (2004), EPO is manufactured by the kidney in the body and acts to stimulate the red blood cell's production. It also regulates the concentration of both the red blood cells and hemoglobin in the blood. The hormone works to increase the aerobic capacity. However, high levels of EOP leads to the production of excess red blood cells which may cause blood clotting and even heart attacks. Its effects are lethal and have been responsible for the death of many athletes.
Some of the other PEDs include: amphetamines, Ritalin, caffeine, methamphetamine and certain dietary supplements.
The Ethical Issues
Apart from the health related issues, the use of drugs is unfair and encourages cheating in athletics because the competition is not done on a level ground. Additionally, the use of these drugs pushes others who initially had no intension of using the drugs to begin using them. The use of these drugs also has negative effects on the morality of the users and the athletics itself. It compromises the virtue of promotion of fair athletic competition for all. Because the use of these drugs is not regulated they may have a significant health impact on the athletes. The use of these substances also negates the moral principles of the need to balanced diet, need for good coaching, and a sound physical training. It is thus against the interest of the majority (Coakley & Donnelly, 2004).
The Existing Measures to Curb Drug Use
The main measures that have been put in place to prevent this vice are majorly the drug ban and drug testing. The drug ban for example has been widely implemented by various sport organizations across the world. Its implementation ranges from the International Olympic Committee to the high school sports associations. Thornton (2011) noted that the drug ban policy has majorly been reinforced through the use of drug testing after which those found positive undergo various forms of punishments including but not limited to loss of playing privileges and the removal of awards from the teams whose players are victimized.
According to Thornton (2011), the two measures have totally failed to deter the increased used of drugs majorly because of their reduced effects on the upcoming athletes including the children and adolescents. Both the drug bans and the implementation of drug testing have failed to provide the up-coming athlete with applicable framework which can help them in solve the conflict that they face for having to obey the drive from the need to win and the obligation of doing the right thing.
First, there is need for increased utilization of health care professionals in counseling the athletes. Such professionals can convey information related to the proven benefits and medical consequences of the use of various kinds of drugs.
The second recommendation would be to device a various programs aimed specifically at educating the young athletes on why the use of substances is bad for them. Such programs should also have a component of various trainings especially on interpersonal skills. This will enable the athletes to resist any social forces that attract them into using the drugs.
In addition, there should also be training programs for the leaders of sport programs at various levels. The messages of anti-drug use should also be incorporated in various relevant policies and different educational tools used by coaches at all levels, the concerned parents, and all athletes. The community must also be cautioned on the dangers of the public philosophy of the need to "win-at-all-costs".
In conclusion, it is evidenced that apart from failing to serve the good of the majority, the use of PEDs are also to a larger extent costly for the athletes in the long run. The vice must therefore be avoided at all costs.
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Q: Overriding PrimaryKeyRelatedField to serialize a null RelatedField object based on request Can anyone suggest how I can serialize the following type of null related field to give a serialized JSON object list which isn't null on get request
class SomeModel(models.Model):
    a_fk = models.ForeignKey(ForeignObj1, null=True, on_delete=models.CASCADE)
    b_fk = models.ForeignKey(ForeignObj2, null=True, on_delete=models.CASCADE)

class SomeSerializer(serializers.ModelSerializer):
    class Meta:
        model = SomeModel
        fields = ['a_fk', 'b_fk']

What I get/see in browsable API JSON is
{
   "a_fk": null,
   "b_fk": null
}

but the fields queryset are fetched on the browsable API form for POST request just like normal django forms
What I will like to see is the actual list of available queryset objects on those fields returned on get request, even though it's null, if I override the PrimaryKeyRelatedField init(), which I did, printing the fields still returned empty queryset, which means it's still treating the field as null.
I have gone through the source codes and still can't figure out how to make this happen dynamically on get request
P.S The fields have to remain null due to some business use case. Any nudge in the right direction will be greatly appreciated
my view for now looks like this
class SomeViewSet(viewsets.ModelViewSet):
    queryset = Some.objects.all()
    serializer_class = SomeSerializer

I also have another @action getter view embedded within a separate ModelViewSet, trying to get with request as well, still returning the same null objects.
After searching for hours, I think, the appropriate question should have been, how do I create a choice iterable list from a null PrimaryKeyRelatedField, again a nudge in the right direction will be super appreciated...

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C2C, JFK & The Cosmic Trigger Play: A Historia Discordia Triple Whammy
Post author By Gorightly
1 Comment on C2C, JFK & The Cosmic Trigger Play: A Historia Discordia Triple Whammy
Ewige Blumenkraft: Kerry Thornley. Courtesy of the Discordian Archives.
November 22nd commemorates a lot of things here at Historia Discordia, including the date we first launched this site—on JFK Assassination Day, no less!—an event forever after ingrained in Discordian mythology. And although we would never be so bold as to suggest that Eris had a five fingered hand in orchestrating the Killing of the King, it nonetheless appears that in some way or another our Goddess of Perpetual Chaos was responsible for the torrent of high weirdness that engulfed Kerry Thornley's life after meeting Lee Harvey Oswald in the Marines, then afterwards encountering a couple of shadowy JFK assassination conspirators in New Orleans. If that wasn't enough, Jim Garrison claimed that Thornley was a CIA agent who masqueraded as Lee Oswald and also pronged Oswald's wife, Marina. For more on this mind-blowing caper check out Caught in the Crossfire: Kerry Thornley, Oswald and the Garrison Investigation.
Discordianism—for good or ill—will be forever linked to this dark day in American history. Like a chaos magician reaching down into his top hat-rabbit hole, the Discordian-JFK Assassination landscape is inhabited by Playboy magazine bunny ears, Ozzie Rabbit (Oswald's nickname), Echo and the Bunnymen (see JMR Higgs' KLF: Chaos Magic Music Money), a certain pooka named Harvey ("How are you, Mr. Wilson?") as well as Bugs Bunny's role as a Discordian Society patron saint. I could explain all of these Discordian-Bunny-JFK assassination associations, but that would be like trying to explain a complicated joke disguised as a religion.
Oliver Senton as
Robert Anton Wilson
in the Cosmic Trigger Play.
11/22 is one of those magic, yet chaotic dates on the Discordian Calendar when the Eristic (as well as Aneristic forces!) come together to perform a triple whammy of sorts, and this year is no exception as Daisy Eris Campbell premieres her much anticipated Cosmic Trigger Play on this very day (11/22) in Liverpool, England at the Camp and Furnace, which looks like a very cool venue where I plan to hoist a pint or two and then slip into a Liverpudian accent.
To complete this Erisian Triple Whammy (the first anniversary of the Historia Discordia website coinciding with the premiere of the Cosmic Trigger Play), I'll be a guest on Coast To Coast AM with weekend host Richard Syrett to discuss Caught in the Crossfire. And to confuse matters even more (Hail Eris!), my C2C interview—although slated for November 22rd—won't actually air until the 3rd hour of the program, the witching hour, midnight 11/23. Appearing in the 3rd hour of C2C seems apropos in that it relates to the theories of that late great conspiracy sleuth James Shelby Downard who proposed that JFK's assassination was orchestrated by high level Freemasons to occur along the 33rd degree latitude as a part of a death ritual ceremony known as The Killing of the King with the numbers 3 and 33 repeated throughout.
James Shelby Downard in the early-90s.
Photo by Adam Parfrey.
In Masonry there are the three mystical steps or degrees: The Apprentice, Fellow Craft, and Master Mason. The third degree of Master Mason pertains to symbolic Death and Resurrection and the ceremonial Killing of the King. To this end, 11/22 (11 + 22=33) signifies (maybe) a Masonic triple whammy, as 33 is the highest degree in Freemasonry. Dealey Plaza—situated near the Trinity River—was the site for the first Masonic temple in Dallas. Kennedy's ill-fated motorcade was just about to pass through the Triple Underpass when three shots rang out, wounding Kennedy twice and Texas Governor John Connally once.
Photographic comparison of the
Old Man Tramp (on left) and E. Howard Hunt.
The 3rd Degree of Freemasonry tells the legend of three "unworthy craftsman"—Jubela, Jubelo and Jubelum—who murdered Hiram Abiff, the architect of Solomon's Temple. Similarly, three tramps were arrested in Dealey Plaza, then afterwards released. One of the tramps was later identified as E. Howard Hunt, who Kerry Thornley later came to suspect as being one of his MK-ULTRA handlers.
On the afternoon 11/23, I'll be speaking at the Find The Others Conferestival, along with other such illuminaries as Robert Temple (author of The Sirius Mystery), Daisy Eris Campbell, John Higgs and Robin Ince.
The number 23—as sumbutnotall of you may be aware—is yet another holy Discordian number (2+3=5) which in turns relates to the Discordian Law of Fives, so I think we should have all our bases covered. And although I might have taken the steam out of my so-called Discordian Triple Whammy by not actually appearing on C2C on 11/22, I will be on Clyde Lewis' Ground Zero Radio on 11/21, although for me it will actually be 11/22 (at the illustrious hour of 4am!) calling in from my hotel room in Liverpool, which further illustrates the quantum mechanical nature of the universe where I can travel back in time from the future to appear on a radio show in the past!
And, of course, 11/21 also has its place inDiscordianism as 1+1+2+1=5!
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Chasing Eris: The Case of Steve Jackson Games, or how Discordianism helped the U.S. Secret Service inspire the birth of the Electronic Frontier Foundation
Post author By Clutterbuck
4 Comments on Chasing Eris: The Case of Steve Jackson Games, or how Discordianism helped the U.S. Secret Service inspire the birth of the Electronic Frontier Foundation
Loyd Blankenship, troublemaker.
Courtesy of Wikipedia.
The following is a draft excerpt from my forthcoming book Chasing Eris. The book documents my worldwide adventure to experience modern Discordian culture, meet its personalities, and discover elusive Erisian mysteries.
—Brenton Clutterbuck
Discordia has long been immersed deeply in copyright liberation and geek culture. What you may not know though is the surprising role it played in the birth of the Electronic Frontier Foundation, whose history begins in Austin, Texas.
Robert Anton Wilson, who I'm sure you will recall as one of the Early Discordians, released his popular The Illuminatus! Trilogy in 1975. In 1981, Steve Jackson, who published the "black cover" Principia Discordia, held discussions with freelance artist Dave Martin about adapting Illuminatus! into a game. Instead of taking on the book, due to the complexity (and, one might speculate, perhaps payment for creative rights), his company, Steve Jackson Games, began to make a game built instead on the concept of the Illuminati generally, throwing in a couple of explicit Discordian references. To play with their interest in conspiracies and Discordianism, Steve Jackson Games had on their BBS the tongue-in-cheek announcement:
Greetings, Mortal! You have entered the secret computer system of the Illuminati, the on-line home of the world's oldest and largest secret conspiracy. 5124474449300/1200/2400BAUD fronted by Steve Jackson Games, Incorporated. Fnord.
In 1990, Steve Jackson Games was also working on another project, GURPS (Generic Universal RolePlaying System), a system allowing players to develop role-playing scenarios of their choice. The company was developing materials for a GURPS Cyberpunk role-playing game, written predominantly by recent hire Loyd Blankenship.
In other circles, Blankenship was known as +++The Mentor+++, an experienced computer hacker. He'd moved to Austin in 1976, in grade five or six. Without knowing anyone, he began to get into computers, mostly just for the gaming. At his mother's workplace he met a number of the system operators who maintained the PDP Mainframe, who showed him a text-based game called Star Trek, which he then convinced the operators to printout the BASIC code for him. It was through porting the game over to a CompuColor computer in the college library where he used to hang out that he first began to teach himself BASIC.
He began to break into computers when his guest password expired on the university computers he'd been using.
By 1988, Blankenship was fairly established as a hacker and attended Summercon, the longest running hacking convention in the U.S., where he spent time with The Leftist, Doom Prophet, Phantom Phreaker, Control C and Urvile/Necron 99 amongst others. Together, they became the second incarnation of a group known as the Legion of Doom.
Summercon was arranged by a hacking magazine called Phrack, established in 1985.
We jump to 1989: As well as writing the GURPS manual, Blankenship was running a Bulletin Board System called The Phoenix Project which helped to distribute Phrack, as well as participating in the Steve Jackson Games completely unrelated Bulletin Board, Illuminati.
Computers were a big thing; a new forefront for industry and crime. The government was busy with Operation Sundevil, an operation to crack down on hackers. The U.S. Secret Service also had another target in mind for an operation, technically unrelated, but still after those wascally hackers: Phrack magazine.
In 1989, the 24th edition of Phrack published the contents of a text file giving information on the E911 system. E911 is an enhanced service for handling emergency calls. These calls take place ordinarily on the public phone lines, but are managed so as to take priority over all other calls. According to a Secret Service affidavit, the file had been stolen from Atlanta telecommunications giant BellSouth by Robet J. Riggs, and was edited into a hacker tutorial by one of the Phrack founders, Craig Neidorf (Knight Lightning).
March 1, 1990: Steve Jackson Games is unexpectedly raided by members of the United States Secret Service, accompanied by Austin police and at least one civilian expert from "the phone company." The Steve Jackson Games webpage says agents cut locks, tore open boxes, and forced open footlockers. They confiscated four computers containing GURPS Cyberpunk files, two printers, and other hardware and files.
Steve Jackson Games was told they would get their computers back "tomorrow." In later statements, a judge said that the Secret Service could have duplicated the material they needed in between a couple of hours and eight days. Rather than the next day as promised, or eight days, the majority of confiscated material wasn't returned for a whole four months. The majority of the GURPS Cyberpunk manual had to be reconstructed from snippets, planning and memory. Steve Jackson Games was impacted by the raid, and had to lay off nearly half their staff. Later, Judge Sam Sparks would seek to dispute the assertion that Steve Jackson Games had been nearly bankrupted by the raid.
Why did Secret Service agents target Steve Jackson Games?
The key was Loyd Blankenship. Agent Timothy Golden had based the raid of Steve Jackson Games on the fact that Loyd Blankenship was working there, ran a bulletin board system popular with hackers from his home, and also ran a completely separate BBS at Steve Jackson Games.
In response to the Steve Jackson Games case and other similar cases, John Gilmour, John Perry Barlow, and Mitch Kapor founded the Electronic Frontier Foundation in 1990. They would later, in 1993, support Steve Jackson Games in a legal battle seeking damages from the Secret Service.
When Steve Jackson Games sued the Secret Service, the judge's comments concluded, amongst other things, that Foley had seen the "Greetings, Mortal!" message on a printout of the Illuminati BBS, and concluded, without further investigation, that this was evidence that the Illuminati BBS was a hacking space. Judge Sam Sparks added in his comments that it would have taken only hours to determine that Steve Jackson Games was a legitimate publisher, who would have been willing to cooperate with Foley's investigation. The judge was critical of Foley, who despite being an attorney, was led to violate the Privacy Protection Act, simply by not being aware of it. Fellow Agent Golden was also unaware of this act, and when informed in the process of the seizure, that Steve Jackson Games was a gaming publishing company, did not place importance on the fact, or realize this meant his actions were illegal.
Judge Sam Sparks was scathing of the Secret Service, whose warrant, he said, did not even meet the standards set by the Secret Service itself. He criticized Foley for not creating copies of the computer content to be made available to the company, and for the impact of the case on Steve Jackson's personal reputation.
He asked a direct question of Foley: had he considered that his actions could harm Steve Jackson economically?
Foley replied with "No, sir."
"You actually did, you just had no idea anybody would actually go out and hire a lawyer and sue you," replied Sparks.
Steve Jackson Games was awarded over $50,000 for damages sustained by the raid and the retention of property belonging to the company.
Riggs was sentenced to 21 months in prison for his part in stealing the E911 code.
Craig Neidorf, aka Knight Lightning, was charged, though these charges were dismissed after only 4 days with no conviction, incurring $100,000 in legal costs. This dismissal was in part due to the revelation that the stolen document which was estimated by BellSouth at a value of over $70,000, was in fact available from BellSouth unedited at a cost of $13.
Loyd Blankenship, for his part, was never charged.
[Edit 02/19/14: Jackson didn't state himself that the choice to adapt the concept of the Illuminati mythos rather than adapting the Wilson and Shea book Illuminatus! was related to royalty costs. I've adapted the article to reflect this. —Clutterbuck]
EFF.org: Steve Jackson Games v. Secret Service Case Archive.
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Roodezandt was founded on the 18th of September 1953 and has a long and colourful history that dates back far and beyond the 40 years of its existence. The name Roodezandt Winery originates from the farms name "Over het Roodezandt" on which the first plots of Robertson town was allocated.
Roodezandts' business philosophy is to be the preferred SA bulk wine supplier to selected major brand owners worldwide. Our objective is to serve as a reliable critical volume production house for brand owners' SA bulk needs. Our strategy is to offer reliability in bulk supply and consistency in quality and style – at sustainable prices to our quality growers – given market-related prices.


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News & AnalysisInsight
Brexit: Some Potential Implications For Employers
By Tahl Tyson, Thomas Griebe, and Heather Peck on
On June 23, 2016, the people of the United Kingdom—more precisely, the island of Great Britain (comprising England, Wales, and Scotland) and Northern Ireland—voted, pursuant to a referendum called "Brexit," to leave the European Union (EU).
The UK is a Member State of the EU, and so is subject to EU law, in addition to UK law that does not conflict with that of the EU. Thus, an employer with workers anywhere in the UK currently must comply with EU laws, including EU Directives and European Court of Justice case law, as they have been specifically implemented in the legal system of each EU Member State.
What does Brexit mean for U.S.-based companies employing people in the UK, or with UK or European expansion plans? No specific legal changes will occur for some time. Following the Brexit vote, there will be a period of time before the treaty clause to leave the EU is legally triggered, which will then start a two-year period of notice-running.
Moreover, it is impossible to determine now what those changes will be. Because of various economic, cultural and political factors, however, we view it as unlikely that there will be significant wholesale changes to employment laws even after an exit is complete. Indeed, future trade agreements between the UK and the EU will almost certainly require compliance with fundamental EU labor law principles.
Thus, we expect the most likely changes will center around the more commercially unpopular EU-derived laws. These include recent legal developments around holiday pay and accrual, and the challenges presented by the EU-mandated "TUPE" law, which prevent harmonization of the terms and conditions of employees who transfer to a new employer automatically in situations including certain mergers and acquisitions.
Additionally, we anticipate changes to certain aspects of the Working Time Regulations and the Agency Worker Regulations, which affect how to hire temporary workers through employment agencies. In group companies with European Works Councils ("EWC"), UK members will likely no longer be entitled to participate, and the remaining EWC members would in turn lose their right to be informed about the plans of UK-based headquarters.
There are further potentially profound political and economic complications given the different Brexit voting outcomes for Scotland and Northern Ireland, which voted to remain, and England and Wales, which overall voted to leave, although London was strongly for remaining. The United Kingdom could itself unravel; if Scotland and Northern Ireland become independent, they could align with the EU and with England and Wales in different ways. This could potentially result in different immigration laws and further differentiated employment laws, and employment tribunal and court systems.
Potential immigration law changes, as well as anxiety about potential changes to freedom of movement within the EU, could affect workforce stability. Employers need to anticipate the potential impact of economic changes or concerns about the future of the UK.
We discuss below some specific areas of anticipated change.
By virtue of its membership in the EU, the UK benefits from "freedom of movement," a pillar of the EU single-market economy. Freedom of movement permits UK employers to hire employees from any EU country or the European Economic Area without requiring work or residence visas, and EU-based companies to hire UK citizens without the need for residence or work visas.
Freedom of movement will likely be one of the most important issues negotiated for the UK's exit from the EU. Any change to freedom of movement would create obstacles to managing a cross-border workforce.
Freedom of movement, as noted above, entitles EU citizens to free movement to look for a job in another EU country. It also permits EU citizens to work in the other EU country without needing a permit, to reside there for that purpose, to stay even after employment has finished, and to treatment similar to host-country nationals with respect to access to employment, working conditions, as well as other social or tax advantages. The freedom of movement applies to those seeking a job, those working in another EU country, and those returning to their home country after working abroad, as well as their family members. The campaign to leave the EU portrayed current limitations to the freedom of movement as inadequate. In fact, immigration was one of the fundamental drivers of the "leave" campaign (particularly with respect to the EU migrant/refugee crisis), and the campaign argued in favor of a need to reclaim control of UK borders.
Once the UK leaves the EU, it will have the ability to adopt laws that are inconsistent with the freedom of movement, in which case EU citizens will no longer have an automatic right to work in the UK and vice versa. This would limit businesses' access to talent and constrain the career movements of many individuals. Thus, many observers believe that the UK will have to negotiate with the EU to balance the competing concerns of limiting immigration with the financial benefits realized through London's role as a global business and financial hub.
Any agreement between the UK and EU regarding immigration could be similar to the agreements between the EU and Norway or Switzerland, two other European countries that are not members of the EU. Norway has agreed to comply with the freedom of movement, but can deviate from other EU priorities. Switzerland has entered into a series of trade agreements that ensure the freedom of movement, but with room for some deviations. Both Norway and Switzerland pay into the EU budget but do not have voting rights for forming EU policies.
U.S.-based companies with operations in the EU, including the UK, should consider how limits on the freedom of movement may impact their people and operations. Some qualifications of workers from the UK (and vice versa) will presumably not be recognized anymore. This could also have an impact on staffing and recruiting. As a result, expatriate and secondment templates, policies and procedures may need to be made more flexible to take into account the potential for changes and to provide reassurance for those being asked to work abroad. Such options could include retention bonuses and, if feasible, commitments to redeploy such assignees in the event they can no longer work in the host country to which they have been assigned.
Restructuring and Redundancy
In the UK, a redundancy is a form of dismissal from a job when the employer needs to reduce or change the skills composition of its workforce. Redundancy laws are purely UK-based; they are not derived from EU law. Thus, because it is purely a UK law, employers in the UK do not need to be concerned about changes to redundancy laws resulting from Brexit. However, they do need to be familiar with the redundancy-related laws so that, if necessary, they can properly manage changes to their workforce, whether in the UK or elsewhere in the EU.
Post-Brexit changes could also result in the UK offering new incentives to do business in the UK. Paradoxically, then, some companies may decrease staff in EU countries in order to increase operations in the UK, with implications for redundancy laws in the affected EU countries of operation.
This is a complex legal area. Different legal requirements apply depending on the number of workers affected, the tenure of the individuals being made redundant, and whether the redundancies are occurring in the context of a transfer under the Transfer of Undertakings (Protection of Employment) Regulations of 2006, or "TUPE transfer." For example, for collective redundancies of 20 or more workers, there are specific consultation and notification requirements. Failure to collectively consult where it is required can give rise to claims for damages awards, which can be up to 90 days' full pay per affected employee. For individuals with more than two years of service, redundancy payments and unfair dismissal rights apply. In all cases employers cannot select employees for redundancy in a discriminatory way. Thus, for example, selecting individuals for redundancy because they are EU citizens in order to plan for future potential immigration changes would violate discrimination laws.
An employer may avoid having to pay redundancy pay if it offers suitable alternative employment. However, whether a job is suitable depends, in part, upon location. It is unlikely that alternative employment outside of the UK would be found suitable under applicable law for the purpose of depriving an employee of a redundancy severance payment. Conversely, under UK statutory unfair dismissal law, an employer must try to avoid a redundancy by looking for redeployment opportunities and thus avoid an unfair dismissal claim for those with more than two years of service. This obligation may require an employer to look group-wide for openings, even outside the country where the employing subsidiary is located. Assuming the worker has a right to work elsewhere and agrees to it, and potentially subject to applicable local works council approval, he or she could be entitled to be redeployed to a subsidiary in another country.
As a direct or indirect effect of Brexit, there could be economic and organizational impacts that require restructuring or redundancy exercises.
U.S.-based companies with operations in the UK and elsewhere in the EU should consider the potential application of UK and EU restructuring and redundancy laws, and incorporate those requirements into any consideration of geographically changing operations or reducing staff.
Employers should not select employees for redundancy based on national origin or citizenship until and unless this is mandated by law.
Where multiple countries are involved in a restructuring or redundancy exercise, the project must be planned with a view to the very different and sometimes competing and complex legal requirements and timelines involved.
The EU's Data Protection Directive (the "Directive') establishes the framework for the collection, use, and transfer of individually identifiable personal information about employees, including name, address, marital status, and salary. The laws enacted by the EU Member States to implement the Directive generally are more restrictive than U.S. privacy laws.
Differences in how EU Member States implement the Directive have created complex inconsistencies, legal uncertainty and significant administrative costs and burdens. To address those issues, the EU promulgated the General Data Protection Regulation ("GDPR"), which went into effect on May 24, 2016. All EU Member States must be in compliance with the GDPR by May 25, 2018.
The GDPR establishes a harmonized data protection framework across the EU that is intended to make the rules for companies in the Digital Single Market more uniform and to strengthen citizens' fundamental rights in the digital age. Once fully implemented, the GDPR should eliminate country-specific differences in data protection requirements that increase compliance burdens, although local labor laws still could result in country-specific requirements for the processing of employees' personal data. The key compliance requirements include:
Identification of a permissible purpose for data processing;
Providing employees with a data processing notice;
Establishing procedures for employees to exercise their rights;
Developing a written information security program and a security incident response plan; and
Vetting vendors and entering into complaint vendor agreements.
Like the Directive, the GDPR prohibits transfers of personal data outside the EU unless the recipient ensures an adequate level of protection for the personal data. Under the GDPR, recipients can satisfy that standard (a) if they are located in a country for which the EU Commission has issued an adequacy determination, (b) by entering into the "Standard Contractual Clauses" approved by the Commission, or (c) by implementing binding corporate rules.
Once the UK leaves the EU, it will no longer be required to align its data protection laws with the GDPR. However, it may be within its interest to do so to facilitate transfers of personal data from the EU to the UK. For example, if the UK were to join the European Economic Area (such as Norway, Lichtenstein and Iceland), it would be required to continue to comply with the GDPR, and there would be no restrictions on cross-border data transfers.
Alternatively, the UK may seek an adequacy determination from the European Commission, similar to the arrangement entered into with Switzerland. This would require a finding that the UK's data protection laws provide an adequate level of protection. If the Commission were to issue such a determination, it would allow the free transfer of personal data between the UK and EU.
The UK has been following EU data protection regulations for fifteen years, so it is likely that the European Commission would make a determination that the UK's data protection laws (unless drastically modified post-Brexit) provide an adequate level of protection. That said, U.S.-based companies with operations in the UK should assess whether there are significant transfers of personal data from Member States to the UK. Companies should also watch for guidance from EU regulators regarding compliance with the GDPR and examine any existing model contracts and binding corporate rules addressing data transfers to assure compliance and accuracy.
It is unlikely that there will be immediate, significant changes to employment laws in the UK as a result of the exit. Indeed, many of the UK's fundamental employment laws relating to discrimination, equal pay rights, and parental leaves are homegrown or offer greater protection than that provided by EU directives, and therefore likely will remain unchanged. For example, the UK's requirement relating to annual leave is 28 days, which is more generous than the 20 days the EU requires. Additionally, there is a strong likelihood that the EU will require the UK to adhere to many of its employment laws if it wishes to be a member of the European Economic Area and/or European Free Trade Association. However, the UK may take this opportunity to change some regulations to balance frustration over any economic impact the businesses may feel once the UK leaves the EU. These laws are identified below.
One area of potential reform may include the Working Time Directive. This Directive, implemented in the UK as Working Time Regulations ("WTR") in 1998, generally provides that unless an employer gets an employee's consent, the employer must ensure its workers work no more than an average of 48 hours per workweek. The Working Time Directive also requires employers to carry over leave time and the calculation of holiday pay. Recent EU and UK legal decisions mean that employers in the UK must now include overtime and commissions when calculating holiday pay contrary to its prior statutory law, and the rules around carryover of holiday have become much more complicated with a mix of EU and UK law applied.
Another area that is a potential target for reform following the UK's exit from the EU is the Agency Worker Regulations. These regulations mandate that temporary agency workers get many of the same rights as employees after working for a company for 12 weeks. This places a burden on employers seeking to use agency employees to fill temporary gaps.
The Transfer of Undertakings (Protection of Employment) Regulations of 2006 ("TUPE"), which is derived from an EU Directive, also is disfavored by employers due to its complexity. In applicable situations where an "undertaking" is transferred to a new entity, except where an affected employee opts out of the transfer, TUPE automatically transfers employment contracts to the transferee of the business together with associated liabilities and further places restrictions on the new employer's right to alter the terms and conditions of employment of the transferred employees. Notably, it can be illegal for a new employer to harmonize the employees' terms and conditions with its pre-existing operations.
While changes are difficult to clearly forecast at this time, the UK likely will focus its changes on easing the rules and constraints under the WTR, TUPE, and the Agency Worker Regulations.
Ultimately, it is unlikely the amount of statutory annual leave will be reduced since the UK's leave provides more than EU law requires, although the UK could change its regulations pertaining to annual leave carryover during long-term sickness absence. The UK could also regulate the calculation of holiday pay to provide employers with a clearer understanding of how the pay is to be calculated, and to remove the obligation to include overtime or commissions in the calculation. Additionally, since many UK employees opt out of the 48-hour workweek regulation, there could be a push to change those rules.
Regarding TUPE, the UK may loosen the regulations, making compliance easier for businesses. Finally, some have speculated the UK could establish a compensation cap for financial loss in discrimination claims, similar to the cap on unfair dismissal claims.
Any specific legal changes from the UK's anticipated exit from the EU will take some time to appear. Nonetheless, employers operating in the UK and the EU should pay careful attention to emerging issues in their workplaces that may trigger new considerations in a post-Brexit environment. Given the sensitivity of immigration-related issues, employers should also be especially mindful of potential discrimination, bullying or harassment related to race and national origin in their workplaces and businesses, and consider reviewing related policies, including social media policies.
Brexit's impact on international business will be determined over the course of the next two years or longer. U.S.-based companies with operations in the UK and the EU should stay informed and be prepared to be flexible in creating solutions for any immigration, restructuring, redundancy, and data protection modifications that emerge, and carefully monitor other employment-related developments.1
See Footnotes
1 Britney N. Torres (Littler Sacramento), Melissa L. McDonagh (Littler Boston) and Laura Navarrete (Littler Global – Costa Rica) assisted in the preparation of this article.
Tahl Tyson
ttyson@littler.com
Dr. Thomas Griebe
tgriebe@littler.com
+49 40-5 54 34 56-0
Heather M. Vigil
hvigil@littler.com
International Employment LawGlobal Mobility and ImmigrationWorkplace Privacy and Data SecurityBusiness Restructuring and M&A
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O'Neill Institute Global Health Law LL.M. Update - April 2015
Global Health Law LL.M. Update
LL.M. Upcoming Events
Thursday, April 16 - 4:00-5:30pm
Spring Conversation Series: Laila Bugaighis, "The State of Healthcare and Women's Rights in Libya"
Wednesday, May 13 - 1:30pm
LL.M Graduation Lunch
Zaytinya (701 9th Street)
Sunday, May 17 - 2:00pm
Georgetown Law Commencement
Global Health Law LL.M. Course Guides
Georgetown Law Student Handbook
O'Neill Institute Blog and Publications
What I've Been Reading: Infectious Disease
By: Dan Hougendobler, O'Neill Institute Fellow
Get Your Popcorn: The O'Neill Institute Goes to the Movies (Part 1)
By: Aliza Glasner, O'Neill Institute Associate
Cardiologist and Knitters Come Together to Save Lives
By: Ana Ayala, O'Neill Institute Associate
What the World Health Organization Executive Board Resolution Got Wrong on Humanitarian Assistance
By: Eric Friedman, O'Neill Institute Associate
Trade Leaks and Litigation Funds: How the Tobacco Industry Reels Us Into More Pointless Battles
By: Katherine Shats, O'Neill Institute Associate
So What Exactly in our Legal Pot?
By: Fernanda Alonso, O'Neill Institute Associate
Scheduling Ketamine Under the Convention on Psychotropic Substances of 1971: WHO Veto Power?
By: Mary Clare DeBartolo, O'Neill Institute Associate
See All News & Events
2015 O'Neill Institute Summer Program on Infectious Diseases and the Law
The Summer Program will bring together leading practitioners, policymakers, advocates, and academics in global health to explore the role and implications of law in the global response to infectious diseases. Interactive lectures, panels, and case studies will examine legal powers, duties, and constraints relevant to infectious diseases.
Click here for more information about the program.
PROFESSOR GOSTIN'S HEALTH CORNER
A new WHO guideline recommends adults and children reduce their daily intake of free sugars to less than 10% of their total energy intake. A further reduction to below 5% or roughly 25 grams (6 teaspoons) per day would provide additional health benefits. The WHO guideline does not refer to the sugars in fresh fruits and vegetables, and sugars naturally present in milk. Beware of hidden sugars in processed foods. For example, 1 tablespoon of ketchup contains around 4 grams and a single can of sugar-sweetened soda contains up to 40 grams. In truth, I try to eliminate added sugars entirely although it often isn't possible. So, to lose weight or not put weight on, to be healthy, and to avoid dental disease, get rid of added sugar in your diets.
For more information about Professor Gostin, please click here.
GLOBAL HEALTH LAW LL.M. ALUMNI SPOTLIGHT:
Rikin S. Mehta, pharmD, JD, LLM
Dr. Rikin Mehta has been appointed Senior Deputy Director for the Health Regulation and Licensing Administration for the DC Department of Health, effective January 13, 2014. Dr. Mehta (or "Rik") comes from the U.S. Food and Drug Administration (FDA) where he served as the Deputy Director for the Division of Medical Policy Programs at the Center for Drug Evaluation and Research (CDER), Office of Medical Policy. As the Deputy, Dr. Mehta created and led the Nonprescription drug Safe Use Regulatory Expansion (NSURE) Initiative exploring regulatory methods to alleviate the under-treatment of common conditions or diseases through the use of innovative technologies or other conditions of safe use to expand access to medications.
Prior to FDA, Dr. Mehta worked as a drug store pharmacist as well as an emergency room/critical care pharmacist at a university hospital. Dr. Mehta received his B.S. in pharmacy from Rutgers University and Pharm.D. from the University of Arkansas for Medical Sciences. He later received a J.D. from Rutgers University School of Law and a Master of Laws in Global Health Law and International Institutions through a joint program with Georgetown University Law Center and the Graduate Institute for International and Development Studies in Geneva, Switzerland. Dr. Mehta is originally from Houston, Texas and lives in the District of Columbia with his wife Reema, son Shailen and his puppy Dexter. Click here to read the full bio.
GLOBAL HEALTH LAW LL.M. FACULTY SPOTLIGHT
Lisa Heinzerling is Professor of Law at Georgetown University. Her specialties include environmental and natural resources law, administrative law, the economics of regulation, and food and drug law. From January 2009 to July 2009, Heinzerling served as Senior Climate Policy Counsel to the Administrator of the Environmental Protection Agency and then, from July 2009 to December 2010, she served as Associate Administrator of EPA's Office of Policy. In 2008, she served as a member of President Obama's EPA transition team.
Professor Heinzerling has been a visiting professor at Harvard Law School, Vermont Law School, and Yale Law School. She lectures frequently on environmental law and other topics both in the U.S. and around the world. She has published several books, including a leading casebook (with Zygmunt Plater and others) on environmental law, a cutting-edge casebook (with Mark Tushnet) aimed at introducing first-year law students to the regulatory and administrative state, and a widely cited critique of the use of cost-benefit analysis in environmental policy (Priceless: On Knowing the Price of Everything and the Value of Nothing, co-authored with Frank Ackerman). Peer environmental law professors have four times voted her work among the top ten articles of the year. In 2002, she received the faculty teaching award at Georgetown Law. The Yale Environmental Law Association and Yale Center for Environmental Law and Policy recently gave her their inaugural award for innovative and inspiring scholarship in environmental law. Click here to read the full bio.
WHAT TO DO IN DC!
Here are few resources to keep you updated on events and activities around the city:
DCist - website about Washington, DC featuring news, arts and events, and more
Popville - DC's neighborhood blog
Active Life DC - FREE workouts, Events, Deals around DC
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FELLOWSHIP OPPORTUNITIES AND MORE
Due Process of Law Foundation (DPLF) - Senior Program Officer
Application Date: Wednesday, April 15
The Due Process of Law Foundation (DPLF) seeks a Senior Program Officer to work justice and rule of law issues. The issues addressed will include, but are not limited to, judicial independence, judicial reform and criminal procedure reform. Under the direct supervision of the Executive Director, Senior Program Officers at DPLF are responsible for: project development, planning and implementation; producing and disseminating information; providing technical assistance to civil society groups in Latin America; and carrying out educational and advocacy activities both in the region and in the United States on related issues.
Global Strategy Lab, Faculty of Law, University of Ottawa - Research Associate / Post-Doctoral Fellow
Application Date: Friday, May 8
The Global Strategy Lab (GSL) at the University of Ottawa has an opening for a Research Associate or Postdoctoral Fellow. This position is intended to support a range of analytical and empirical studies that GSL is conducting to evaluate global strategies for addressing transnational health threats and social inequalities. Past studies have focused on topics like access to medicines, antimicrobial resistance, health news misinformation, health systems, pandemics and tobacco control. This position represents a full-time paid research opportunity to pursue an interest in global health law, global governance, and institutional design, as well as develop skills needed for rigorous social sciences research on health policy issues, work across national borders as part of a globally integrated research team, interact with global decision-makers, and make tangible contributions to ongoing policy processes on pressing health issues.
Management Sciences for Health (MSH) - Research Associate
Application Date: Rolling deadline
The Research Associate is responsible for providing research and coordination support to ASH technical specialists in order to facilitate the smooth implementation of the project's technical activities. The Research Associate helps ensure the successful completion of programmatic deliverables by supporting ASH technical and project management staff. She/he works closely with the Technical Director to provide technical, administrative and logistical support to technical specialists to implement activities across a variety of technical areas including: MNCH, HIV/AIDS, Malaria, TB, HSS, Family Planning and Cross-Sectoral. The Research Associate contributes to the administrative and logistical management of activities through liaising with the ASH Administrative Coordinator and Finance & Administrative Director as needed.
American Public Health Association (APHA) - Global Health Internship (Summer 2015)
The Global Health program is a component of the Center for Professional Development, Public Health Systems and Partnership, an integrated department within the Health Policy and Practice Division of APHA. It is committed to promoting the well-being and education of local, state, national and global residents of the world. Specifically, this internship experience is structured to suit the needs and interests of the intern. During the course of the internship, the student will become more familiar with the key issues and actors in international health and development. While there are no travel opportunities, there are extensive opportunities for networking. The intern will work with the Global Health Manager in the global health unit within APHA's Center for Professional Development, Public Health Systems and Partnerships (CPDPHSP). APHA internships are unpaid.
United Nations Foundation - Global Health Strategy, mHealth Intern
The United Nations Foundation links the UN's work with others around the world, mobilizing the energy and expertise of business and non-governmental organizations to help the UN tackle issues including climate change, global health, peace and security, women's empowerment, poverty eradication, energy access, and U.S.-UN relations.
UNF has partnered with GSMA and Intel, with generous funding from the Norwegian Agency for Development Cooperation (Norad), to support the Federal Ministry of Health (FMOH) in Nigeria around the strategic planning and systematic scale up of information Communication Technologies (ICTs) to achieve the goals of the Saving One Million Lives (SOML) initiative. UNF is supporting the scale-up of quick win areas and strengthening the enabling environment for ICTs for SOML, including the development of an ICT Framework that would enable the Government of Nigeria to ensure long term sustainability and impact.
Additionally, in partnership with Norad and the World Health Organization (WHO), UNF manages the United Nations IWG catalytic grant competition for maternal, newborn, and child mHealth program. Norad made a US$9.9 million commitment to support the use of innovative mobile technologies to improve women's and children's health. This generous commitment supports UNF's management of the IWG catalytic grant to improve maternal, newborn, and child health in support of the UN Secretary General's Every Woman, Every Child global strategy. Over the past 3 years, the program has funded 26 organizations in 15 countries to implement, scale and sustain innovations in mobile technology and health.
HHS Office of Global Affairs - 2015 Summer Internship
The Office of Global Affairs of the Department of Health and Human Services (330 C Street, SW), is seeking a Summer 2015 law student intern to assist with projects relating to the Trans-Atlantic Trade and Investment Partnership (TTIP), global and regional pharmaceutical intellectual property issues, and other issues involving the intersection of public health and international trade. A strong interest, and preferably some background, in public health issues is preferred. Prior coursework in intellectual property law is preferred. Prior coursework in international trade law is preferred but not required. Many of the projects deal with highly sensitive confidential information, for which a security clearance is needed. Therefore, the intern may not have access to all materials but will be critical in providing necessary background research and other preparation for meetings and negotiations on these issues. The position is unpaid. Please forward a cover letter and resume to Anne Snyder at anne.snyder@hhs.gov. Consideration of applications will begin immediately.
Last Mile Health - Director, Health Systems
Working on behalf of the Ministry of Health (MOH), alongside notable implementing partners like the Clinton Health Access Initiative and Partners In Health, LMH is launching a national community health worker (CHW) program that would recruit, train, deploy and support 12,000 CHWs over the next five years.
LMH will provide comprehensive policy, planning, advocacy and analytical support to the MOH to design and implement this program. Specifically, LMH will help create policies, guidelines and tools to establish a strong community health model; develop operational plans to guide an ambitious national scale-up plan; advocate for resources from the World Bank and other major institutions support the health needs of Liberians in remote communities; and build a robust analytical knowledge-base to inform and articulate the impact of these interventions.
LMH is building a health systems team consisting of highly motivated, diplomatic and experienced individuals to work alongside the MOH in Monrovia to achieve these goals. The Director of Health Systems will be a trusted advisor and the principal institutional liaison to senior MOH officials, as well as provide technical leadership and management to the team itself. The Director will help the MOH direct attention and resources towards national community health priorities outlined in the national Community Health Roadmap such as national deployment of community health workers. The Director will initiate and steer new projects, leverage the appropriate expertise within the Health Systems Policy and Planning team to ensure these priorities are featured in the government's decisions ranging from health financing, human resources for health, and clinical protocols. The Director is also responsible for overseeing all aspects of program management activities, including but not limited to program planning, budgeting, staffing, qualitative and quantitative analysis and reporting.
To stay updated on current job opportunities, please visit the O'Neill Institute LL.M Job Board: www.law.georgetown.edu/oneillinstitute/academics/LLM-job-board.cfm
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Owners of Trademark Pavers arrested for embezzlement, scheming to defraud
By Taylor Torregano | November 28, 2018 at 10:18 AM EST - Updated November 29 at 10:36 AM
SARASOTA (WWSB) - The Sarasota County Sheriff's Office has arrested the owners of Trademark Pavers, a Sarasota paving company. Deputies say they collected more than $35,000 and never performed any work.
Detectives launched their investigation after receiving a report from a Sarasota resident who paid the owners, Arthur and Cynthia Borchert, more than $4,500 in June 2018 to install pavers in his driveway. The victim contacted the sheriff's office after more than three months passed without any work being completed. As detectives continued their investigation, they identified eight additional victims, who collectively paid the Borcherts more than $35,000 for work that was never completed.
ABC7 did an investigative story about Trademark Pavers in October. Reporter Taylor Torregano spoke to five customers, all who told ABC7 that Trademark Pavers took their money but never did the work. Watch that report below:
Customers say a local contractor is on the run with thousands of their dollars
Arthur Borchert's cousin, 45-year-old Thomas Borchert, was charged in October with two counts of Theft and a single count of Fraud. He was the owner of Five Star Brick Pavers and also deprived several clients of nearly $15,000 without performing any work.
Arthur and Cynthia, of 3815 78th Ave Circle East, are both charged with eight counts of Embezzlement: Misapplication of Construction Funds and two single counts of Scheming to Defraud More than $20,000. They were both released Tuesday on a combined $135,000 bond.
The investigation is ongoing and additional charges are pending.


For more information on each event, see their individual event listing.
Produced by Dancefest with 2 Faced Dance Company, DanceXchange, Coventry Performing Arts Service, Black Country Dance Hub led by Dudley Performing Arts, Staffordshire County Council, Shropshire Council and Telford and Wrekin Council.
The World's Greatest Show and Eat. Sleep. Dance.
Trail end: Southbank Centre Gardens.