N. Schnell, F. Bevilacqua, F. Guédy, N. Rasamimanana, Playing and Replaying – Sound, Gesture and Music Analysis and Re-Synthesis for the Interactive Control and Re-Embodiment of Recorded Music, in H. von Loesch and S. Weinzierl (Eds.), Gemessene Interpretation – Computergestützte Aufführungsanalyse im Kreuzverhör der Disziplinen, Klang und Begriff, Volume 4, Schott Verlag, Mainz, 2011.
F. Bevilacqua, N. Schnell, N. Rasamimanana, B. Zamborlin, F. Guedy, Online Gesture Analysis and Control of Audio Processing, Musical Robots and Interactive Multimodal Systems, Springer Tracts in Advanced Robotics, Volume 74, Springer Verlag, 2011.
N. Schnell, F. Bevilacqua, N. Rasamimanana, J. Bloit, F. Guedy, E. Flety,Playing the MO – Gestural Control and Re-Embodiment of Recorded Sound and Music, International Conference on New Interfaces of Musical Expression (NIME), Oslo, June 2011.
B. Caramiaux, P. Susini, T. Bianco, F. Bevilacqua, O. Houix, N. Schnell, N. Misdariis, Gestural Embodiment of Environmental Sounds: an Experimental Study, International Conference on New Interfaces for Musical Expression (NIME), Oslo, June 2011.
F. Bevilacqua, B. Zamborlin, N. Rasamimanana, N. Schnell, Contrôle gestuel continu de médias sonores et visuels Forum on tactile and gestural interaction, Lille, 2010.


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When it comes to the humble hot chocolate, you would think it would be pretty easy to master. Melt some chocolate into hot milk and you're all set, right? Wrong! As with coffee, there is an art to making the perfect hot chocolate.
It needs to be warm, not hot, and it's preferable if the chocolate comes from Belgium or somewhere fancy and is not just a powder. A good indication as to whether you're drinking a quality hot chocolate is if you would drink it happily without marshmallows. Don't get me wrong, marshmallows aren't going to make your hot chocolate worse, but every hot chocolate needs a solid base.
Now that you're considerably more educated on the complex drink that is the hot chocolate, it's time to say goodbye to the scalding, tasteless hot chocs of the past and hello to some of Perth's best hot chocolates. You can thank us (and your barista) later!
Sapore Espresso Bar's hot chocolates are no joke. Choose from the Nutella hot choc, white coconut hot choc or the choc mint which is served with Aero and thin mints on the side. We know which we would choose.
A proper hot chocolate IS NOT warm milk mixed with drinking chocolate. A PROPER hot chocolate is exactly what is served up at Toastface Grillah in Perth. It's the perfect temperature, super chocolatey (none of that milk warmed up business) and comes in at a decent price. PLUS, you can get a toastie to go with!
How does a Bounty hot chocolate sound? Yeah, we thought so. But that's not all you'll get at Eillo in Northbridge. These guys are also serving a pretty killer Lindt hot chocolate. Plus, they hand out Hello Pandas like there's no tomorrow. Grab one today!
Sayers in Leederville never disappoints, especially their hot chocolate which is served with tons of choc bits and a mini stack of marshmallows. Throw it all in, wait for it all to melt and then sip away!
I've said it before and I'll say it again, the Belgian hot chocolate from Flo is hands down one of the best hot chocolates I've tried in Perth. This bad boy is smooth and creamy with the perfect balance of chocolate and milk. It's so tasty no marshmallows are required—gasp! Do yourself a favour and order one of their incredible kimchi and cheese toasties while you're there.
If you haven't seen Cafe 2TwentyFour's Wonderland Hot Chocolate on Instagram you're obviously following the wrong accounts. Imagine a frothed up hot chocolate, covered in a web of chocolate sauce and chocolate sprinkles, served on a bed of hundreds and thousands with a giant mound of fairy floss on the side. And if that wasn't enough it even comes with marshmallows and Tiny Teddy's. Whoa!
Though we're not entirely sure, we like to think the 70% hot chocolate from Little Bird in Northbridge is ever so slightly healthier than your norm. Everything that goes into it is made in house (no pre bought syrups here) and it's sweetened with organic coconut blossom syrup. Noice!
With a name like Cioccolato Espresso, you know their hot chocolate is destined to be good. Theirs is served with chocolate flakes and loads marshmallows. Choose from their milk chocolate, white chocolate, mint chocolate, hazelnut and chilli hot chocolates.
We're so happy Perth cafes are getting creative with their hot chocolates as well as their coffees. At BOHO Espresso you can pick up an orange infused hot choccy—made with real dark chocolate, cream and infused with orange and cinnamon.
You aren't living if you haven't tried a Callebaut Belgian hot chocolate from the Beaufort Local. Choose from dark, milk or white (we love the white), and watch the chocolate goodness melt away as you stir it into steamed milk. It's a real treat!
If you like your hot chocolate dark and moody, head to Good Things in Mossy Park for their Mork 70% hot chocolate. You know what they say, the darker the chocolate, the better the buzz. Plus, this one comes in at the reasonable fee of $4.50!
The Belgian couverture hot chocolate from Epic Espresso in West Perth is serious business. Made with one part Belgian chocolate and four parts milk and foam it goes down super smooth thanks to a large amount of cocoa butter in the Belgian chocolate. Once you've downed that, order one of their L'Angelina hot chocolates which combines more delicious Belgian couverture chocolate with whole milk and a dash of cream.
While they sit on the pricier side, the hot chocolate from Koko Black is definitely worth it. This bad boy is brewed for two hours and available in classic Belgian, mocha, chilli, cinnamon and hazelnut varieties. If you're feeling like $7 is a little too steep then you can always opt for the baby hot chocolate—Koko Black's signature Belgian hot chocolate, served warm, not hot (as they should be).
Next time you're at the Perth City Farm farmer's market head to City Farm Cafe and grab one of their couverture hot chocolates. They're oh so creamy and you can get them made with all your fave alternative milks—coconut for the win. Plus, these guys are now open Sundays!
What comes out of good chocolate? FREAKING GOOD hot chocolate! We're already suckers for Sue Lewis' divine artisan chocolate, but her hot chocolate bomb Is just what the doctor ordered for a cold winter's night every day. It's a marshmallow encased in a chocolate orb, which is then covered with warmed milk to make it melt into the best hot chocolate of your life. Get yourselves a foamy brown moustache at West End Cereal and Sandwich Bar at the State Buildings or BIG ELS X THE WKND at Yagan Square.
Looking for more coffee alternatives? Here are Perth's Best Cafes For Non-Coffee Drinkers!


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Jack Chambers: Dublin training breach 'clearly unacceptable'
Updated / Thursday, 1 Apr 2021 15:49
Dublin could lose home advantage for some games
The photographs showing members of the Dublin senior football panel training in the presence of a coach is a "clear undermining of the public health message", according to Minister of State for Sport, Jack Chambers.
Dublin's seven-in-a-row chasing football team are now facing punishment from Croke Park
Following the revelation, the GAA has appealed to other counties and clubs to follow the rules imposed.
The Irish Independent reported that the group gathered before 7am on Wednesday at Innisfails GAA club on the northside of Dublin.
Speaking on RTE's News at One, Minister Chambers outlined his "great frustration" at today's news following on from the "clear message given from Government and the GAA" with regard to the resumption of inter-county training on 19 April.
"I am extremely disappointed and surprised at such an error of judgement. I think the protocols are clear and the GAA communicated those to every county in the last 48 hours, stating that training could commence for inter-county teams on 19 April.
"I think it's important to say that the Dublin team and every team across the country has an important leadership role in following the public health advice. There is great frustration out there to see role models in Dublin GAA undermining the rules that have been set out.
"What we've seen over the last 12 months has been the opposite, where players training have shown their dedication and commitment to playing their role in response to Covid. In the context of very difficult restrictions for the public and the ongoing lockdown, people are very frustrated today.
"I'm concerned that the clear rules and guidelines have been breached. We want to see a phased reopening of society and sport and the 19 April was the clear message given from Government and the GAA on when training could recommence."
'Frustration and extreme disappointment'@Marty_Morrissey speaks to Alan Dillon after the Dublin footballers became the latest team to get caught breaking the GAA's collective training guidelines #RTESport pic.twitter.com/4HWQqRuWKg
— RTÉ Sport (@RTEsport) April 1, 2021
In spite of the breach by some members of the Dublin squad, Chambers does not see the 19 April being pushed back. "I don't believe so" was his quick response, but he has called on the GAA to reinforce the message that such breaches are "unacceptable".
"I welcome the statement from the GAA that they are going to pursue the allegations, fully establish the facts and then commence the necessary disciplinary processes. What we need to ensure that no other county breaches the rules, that they follow, reinforce and also publicly advocate the broad, public health advice. Many of them are doing that on a regular basis.
"Once the GAA established the facts they obviously need to set an example to their broader membership and say that this is unacceptable. When rules are in place, there needs to be compliance. We have broader frustration across society with people not able to attend funerals, go outside the 5km restriction and a whole other areas of frustration.
"Many of our inter-county players are important role models and have been very positive in promoting the public health message. Today undermines that and I think what we need to see is the GAA following through on their statement which is very clear in acting on this at the earliest opportunity."
"It doesn't send out a good message" - says Kelly
Former GAA president Sean Kelly has said he is "gobsmacked" that Dublin GAA would facilitate such a training session.
Kelly, is baffled by Dublin returning to group training, just three weeks before they will be permitted to do so.
Kelly told Today with Claire Byrne: "I'm almost gobsmacked that such wonderful athletes and wonderful county board would have engaged with this when there was no real need.
"There were Dublin players on a GAA pitch where Dublin train and with a coach it seems which is organised activity.
"I'm very surprised and disappointed. I'm surprised it was the Dublin team because like most people I have the greatest admiration for what they have achieved. They have been wonderful role models and taken part in charity events to help the under privileged.
"They are the perfect examples of elite athletes on and off the field. To hear this happened is disappointing, and especially so soon after the GAA itself wrote to club and county secretaries outlining what was going to happen.
"They said it was more important now than ever to observe the rules because it could put the entire process of reopening for the GAA in jeopardy.
"We'll have to see what the Dublin county board say themselves but it doesn't send out a good message.
"The vast majority of clubs and counties are observing the rules and they are totally frustrated. I understand it but at the same time the rules are the rules. Everybody has to observe them."
Two counties have already received punishments from the GAA for breaching the organisation's rules on a return to training.
Cork's Ronan McCarthy receiving a 12-week ban from the time of the infringement and Down boss Paddy Tally was hit with an eight-week suspension.
Kelly wants to see swift action from the GAA for this latest transgression.
He added: "There'll have to be an investigation and Dublin will have to put their side of the story. But the GAA in its communication made it very clear.
"Breaches in this context will be dealt under our own rules but likely put the plan for return to activity in serious jeopardy. The GAA will have to look at it and treat them the exact same as they would ant other club or county.
"The important thing is to knuckle down, deal with this and everybody to stick to the rules and we'll be back in a couple of weeks hopefully.
"I'm surprised this has happened because the GAA dealt so firmly with Cork and Down and that sent out a message. Most people would say it isn't worth it.
"They'd also have to take their broader responsibilities as citizens. Everybody is suffering, from business, to young children. The rules are clear."
Jack chambers

redpajama_set_name: RedPajamaCommonCrawl


Uber has removed its self-driving cars from the roads following what is believed to be the first fatality involving a fully autonomous car.
A self-driving Uber SUV struck and killed 49-year-old Elaine Herzberg as she walked her bicycle across a street in Tempe, Arizona, Sunday night, according to the Tempe police. The department is investigating the crash.
A driver was behind the wheel of the Volvo XC90 SUV at the time, the police said.
"The vehicle involved is one of Uber's self-driving vehicles," the Tempe police said in a statement. "It was in autonomous mode at the time of the collision, with a vehicle operator behind the wheel."
Autonomous mode means the car is driving on its own. During tests, a person sits behind the wheel as a safeguard.
Uber is conducting tests of autonomous vehicles in Arizona, Pittsburgh, Toronto and other areas. Uber said it has stopped testing the vehicles throughout the United States and Canada.
Uber said it is "fully cooperating" with local officials. "Our hearts go out to the victim's family," Uber said in a statement.
Uber has previously grounded its vehicles while investigating a crash. In 2017, Uber briefly pulled its vehicles from roads after an Uber self-driving vehicle in Tempe landed on its side.
Arizona is a hotbed of self-driving car development. Earlier this month, Arizona Governor Doug Ducey updated an executive order to allow self-driving cars to drive on state roads without a test driver behind the wheel.
Meanwhile, Waymo, the self-driving arm of Google's parent company, is launching a public self-driving car service this year in the Phoenix, Arizona, area. Companies such as GM's Cruise and Intel are also testing in the state.
Arizona has little inclement weather. This makes it more appealing for self-driving cars, which can struggle in rain or during snowfall.
This isn't the first futuristic car involved in a fatal crash. In 2016, a man driving a Tesla was killed while its autopilot system was activated. But Tesla Autopilot is partially autonomous. A human driver is required to handle much of the driving.
However, Uber's system is designed to fully replace a human driver.
Uber's self-driving car killed someone. What happened?


Even as the 30-share Sensex reacts negatively to the Karnataka election outcome as the Narendra Modi-led BJP failed to cross the half-way mark, CLSA says that the party's test to form government in the state remains elusive.
"The Karnataka elections got built up as a big event although its impact on the markets it limited.? Sandip Sabharwal said.
Even as the 30-share Sensex reacts negatively to the Karnataka election outcome as the Narendra Modi-led BJP failed to cross the half-way mark, CLSA says that the party's test to form government in the state remains elusive. According to the firm, BJP has regained some political momentum by becoming the single largest party in the state. CLSA said that the central and state government's stance may become more pro-rural. Possible freebies will mean that the country's macros maybe under pressure, the report said. However, the stock markets will eventually shift its focus back to fundamentals, said CLSA.
"The Karnataka elections got built up as a big event although its impact on the markets it limited. Markets today are grappling with twin forces, there is revival in the economy and corporate earnings on one hand and adverse macro factors like a falling INR and rising crude prices on the otherside. On balance risks are on the downside at this stage. After a corrective move markets could again become interesting from long term investors perspective," investment advisor Sandip Sabharwal told FE Online.
CLSA notes that the next set of elections is only in December. Macros and the earnings do not appear exciting currently, it said. A recent UBS report had said that investors are pricing a Modi win in 2019, as the base case, and Karnataka state election outcome will act a near-term sentiment indicator. Analysts and stock market experts had expected the markets to rally, in case of a BJP victory in the state.
"I think any indication that the same government will continue in 2019, the markets will like it. That is what seems to be happening in the last couple of days. Any hypothesis which supports a possibility that NDA government will return, the market will like that. Anything contrary to this and market will not like it and will correct," Vikas Khemani, President and CEO, Edelweiss Securities told in an interview to ET Now on Monday. CLSA said that it's an ideal time to increase weightage in consumption sector. The firm suggests to increase weight in M&M and HDFC Bank.


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In the Great Gatsby, Gatsby is jealous of Daisy's husband, Tom. He envies Tom for having married Daisy, his true love. He gains wealth by bootlegging, in hopes that Daisy will want to be with him again. They were once in love and when Gatsby left for the war Daisy promised to wait for Gatsby, but she got tired of waiting for him and married Tom.
Myrtle is married to George who owns a shabby garage. They are not that wealthy, and she does not truly love him. She is having an affair with Tom, Daisy's husband, and is jealous of her because of everything she has. Tom gives her everything and she lives in wealth, which is what Myrtle desires.


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Home » Technology Insider » Real Estate Technology » Smart Home Tech » Survey shows growing interest in smart home tech
Real Estate Technology, Smart Home Tech
Survey shows growing interest in smart home tech
By Mike Wheatley | December 22, 2020
More than a third of young Americans are interested in homes with smart technology features that provide security, energy efficiency and entertainment, a survey from realtor.com has found.
The survey published last week shows that a quarter of Americans are more interested in smart home technology after spending much more of their time at home due to the COVID-19 pandemic. Around 41% of smart home tech owners say they've purchased at least one new device since the outbreak began. Interest in smart home gadgets is highest among people aged 18 to 34, the survey found.
"The survey results show that many Americans, especially younger people, are leveraging smart-home technologies to enhance their quality of life, even more so now that most of us reshaped our homes into live, work, learn, and play spaces," said George Ratiu, realtor.com®'s senior economist. "In a year defined by a global pandemic, and fraught with civil unrest and economic volatility, it's not surprising that people are prioritizing the safety and security of their home, their finances, and having a comfortable place to relax and unwind."
Indeed, security-related smart-home products topped consumers' lists. Survey respondents said smart-home features that could even make new homes more desirable include a smart doorbell with a camera and a high-tech security system. About 21% of respondents also said they'd be willing to pay more for a home with a high-tech security system or a smart doorbell with a camera.
When respondents were asked to choose their favorite smart home feature, the majority said a high-tech security system was at the top of their wish lists. Meanwhile, more than half of all respondents and 61% of those aged 18 to 34 said they already have some smart home tech, such as Smart TVs, smart home speakers, smart doorbells, robot vacuums and connected climate control systems.
On energy efficiency preferences, consumers said a feature that would make a new home more desirable would be solar roof tiles, a home battery pack to store solar energy, and standalone solar panels. As for entertainment, 26% of consumers said a high-tech home theatre and 18% said TVs that pop up out of dressers or drop down from the ceiling are features they say would make a new home more desirable.


We take pride in our customers.
Carwash Services has built hundreds of car washes in the southwest. In a detail oriented industry we take pride in what we do for our excellent customers. Thank you for allowing Carwash Services to provide you with installation and maintenance.


زیست‌شناختی مرور می‌شود. درادامه، روش‌های ارزیابی مقدار تخریب‌پذیری اسفنج پلی‌یورتان، از جمله روش محفظه prohesion ،QUV و اثر تری‌اتیل فسفات روی اسفنج معرفی شده و نحوه انجام آزمون‌ها و تحلیل نتایج آن‌ها بیان می‌شود. در پایان نیز، برخی از روش‌های کاربردی، به‌منظور بهبود مقاومت اسفنج پلی‌یورتان در برابر تخریب، ازجمله به‌کار بردن ضداکسنده‌ها و پایدارکننده‌های نوری، بررسی می‌شود.
Polyurethane foam (PUF) is one of the polymers which in recent years has been most frequently used in many different industries. Polyurethane foam coatings used as thermal and sound insulation materials can also be employed as top coats in order to decorate or protect public premises such as hospitals, cinema halls and etc. The benefits of PUF coatings include light-weight building construction, very good thermal and sound insulation, excellent adhesion to diverse substrates, excellent mechanical properties, high tensile strength, resistance to elongation, resistance to impact, abrasion and cracking, direct applicability on the surface of different materials such as asphalt, concrete, metal, plastic and wood, the ability to re-coat the previously coated surfaces, quick, easy and complete cure at room temperature and improving the speed of construction. A few studies have been done in order to increase the service life of PUF and PUF coatings. In this review, the results of these studies on different types of PUF coating degradation mechanisms including chemical (oxidation, thermolysis, photolysis, pyrolysis, solvolysis, hydrolysis, aminolysis, glycolysis and etc.), physical, mechanical and biological mechanisms have been discussed. Also different assessment test methods of PUFs degradation included QUV chamber, prohesion chamber and triethylene phosphate effect which are reported and the obtained results are analyzed. Finally, different applicable methods such as antioxidants and light stabilizers are considered to improve PUF's resistance against degradation.


Any skier, snowboarder, hiker, camper, outdoors fan of the mountains would love this rustic mountain metal wall art! It looks great in any room - try it in the kitchen, over a doorway, in a man cave, or above the bed headboard. It's a gorgeous item that will always be a treasured conversation piece.
Measuring 8 inches tall by 36 inches wide (yes, 3 feet wide!), this stunning item is an ideal gift for any fan of the outdoors and mountain scenery. The metal artwork is made by hand, using a piece of steel aged naturally for several weeks. This creates the gorgeous rustic brown color. The steel is then sealed with layers of clear coat. It looks magnificent inside your home, cabin or office. Matching hardware is provided so your artwork can be hung quickly and easily.
Bear Mountain Metal Art can also make larger artwork, custom pieces, and even company logos on request. Keep an eye on this shop, as many new items are on the way!
Just what I expected. Beautiful! Excellent packaging and shipping.


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Course Pack and Beginning of the Year
Unit 1: Source Analysis
Unit 2: Short Stories About Us
Unit 3: 3 Tragedies
Unit 4: The Grapes of Wrath
Unit 5: Between the World and Me
Unit 6: Research Writing >
Stunt Journalism Research Project
Class Resources >
Grading in English 3
Citing Sources and Avoiding Plagiarism
AP English Literature
AP Summer Reading Project
Women's Studies Project
AP Exam Resources
AP Grades
Senior Seminar
Creative Writing Syllabus
ISOs (In the Style of)
Unit 1: Mini-Memoir
Unit 2: Letters to Myself
Unit 3: Restaurant Reviews
Unit 4: Creative Short Fiction
Advanced Creative Writing
Race in America Independent Study
Race in America: The Course
Contemporary Writings
Unit 1: Recitation
Unit 2: Political Speeches
Unit 3: Expert Speeches
Unit 4: Personal Storytelling
Stunt Journalism (or Immersion journalism): Journalists immerse themselves in a situation and with the people involved. The final product tends to focus on the experience, not the writer.
" On June 15, 2015, Brendan Klinkenberg ate a burrito. It was a breakfast burrito packed with eggs, bacon, avocado, beans and cheese. Several hours later, he ate another burrito for lunch. Then, for dinner, a carnitas burrito, which he purchased at a taqueria in the Mission neighborhood of San Francisco. Klinkenberg repeated the diet—skipping breakfast—the following day. And the next day, and the day after that.
After a hellish week of this, Klinkenberg published a BuzzFeed post: "I Ate Nothing But Burritos for a Week."
"It was a mistake," Klinkenberg, then a tech reporter at BuzzFeed, says a year after his burrito cleanse. "You shouldn't eat only burritos for a week. It feels terrible." The idea was pitched to him by an editor, though Klinkenberg happily consented. The headline was guaranteed to garner attention. BuzzFeed would pay for the burritos. That's a week of free meals. Why not?
"I thought it was kind of a silly idea and I'd just do it and be done with it," Klinkenberg adds. "But it was pretty bad. You just feel like garbage." In his write-up, he declared it "the dumbest thing I've ever done" and "not worth the tortilla-wrapped misery."
Other journalists have done far worse.
Immersive journalism is not new. In 1887, the reporter Nellie Bly feigned insanity in order to be committed to a New York City insane asylum. Her stay resulted in a landmark undercover account of appalling conditions at the Women's Lunatic Asylum. Eighty-odd years later, Hunter S. Thompson wrote a manic first-person account of the 1970 Kentucky Derby, which more or less invented the genre now known as Gonzo journalism."
CNF's Armchair Guide to Stunt Writing | Creative Nonfiction. (n.d.). Retrieved October 9, 2017, from https://www.creativenonfiction.org/online-reading/cnf%E2%80%99s-armchair-guide-stunt-writing
Schonfeld, Z. (2016, July 25). Are We Living in a Golden Age of Stunt Journalism? Retrieved October 9, 2017, from http://www.newsweek.com/are-we-living-golden-age-stunt-journalism-or-just-embarrassment-48050
Wikipedia contributors. (2017, May 26). Immersion journalism. Retrieved October 9, 2017, from https://en.wikipedia.org/w/index.php?title=Immersion_journalism&oldid=782380288
Stunt Journalism (short form):
How to Focus: The 4 Best Secrets to Unitasking
Making Connections: Your Research-based Book as a Mentor Text
What research book are you reading?
What is the premise of the author? What does the author believe about their topic?
What is the author's argument? What does the author think they will discover?
What are the author's research methods? What did they do and how did they do it?
How does the author record the data that they learn?
How does the author discuss the research project and present the findings?
What point of view do they write in? What is the tone?
How do they write about their own stunt journalism or survey/interview project?
How do they include information from the experts in the field?
How do they cite their sources?
handout_-_definitions_of_terminology_and_investigating_the_text.pdf
handout_-_author_research_methods__surveys_interviews_stunt_journalism.pdf
PRESENTATION #1:
Your Research Proposal - What question do you have that Wikipedia can't answer?
What is your Research Question?
What is your premise?
What is your argument?
What information have you already found?
What research (methods, sources, experts, data) can you consult?
What is your own personal research plan?
How will you gather your data and results?
Your Final Presentation and Final Paper
What was your research question? (If it changed, address this.)
What was your premise or starting belief?
What was your argument? What did you think you'd learn or find out?
How did you conduct your research? What personal investigation did you conduct?
What did you learn?
annotated_bibliography_apa.pdf
handout__the_research_paper_and_final_presentation.pdf
research_paper_handout_-_writing_style__author's_craft.pdf
rubrics_teachers_discovery.pdf
CCSS (Standards) Taught in this Unit and Assessed in this Project:
CC11-12W1: Write arguments to support claims in an analysis of substantive topics or texts, using valid reasoning and relevant and sufficient evidence.
CC11-12W1a: Introduce precise, knowledgeable claim(s), establish the significance of the claim(s), distinguish the claim(s) from alternate or opposing claims, and create an organization that logically sequences claim(s), counterclaims, reasons, and evidence.
CC11-12W1b: Develop claim(s) and counterclaims fairly and thoroughly, supplying the most relevant evidence for each while pointing out the strengths and limitations of both in a manner that anticipates the audience's knowledge level, concerns, values, and possible biases.
CC11-12W1c: Use words, phrases, and clauses as well as varied syntax to link the major sections of the text, create cohesion, and clarify the relationships between claim(s) and reasons, between reasons and evidence, and between claim(s) and counterclaims
CC11-12W1d: Establish and maintain a formal style and objective tone while attending to the norms and conventions of the discipline in which they are writing.
CC11-12W1e: Provide a concluding statement or section that follows from and supports the argument presented.
CC11-12W2: Write informative/explanatory texts to examine and convey complex ideas, concepts, and information clearly and accurately through the effective selection, organization, and analysis of content.
CC11-12W2a: Introduce a topic; organize complex ideas, concepts, and information so that each new element builds on that which precedes it to create a unified whole; include formatting (e.g., headings), graphics (e.g., figures, tables), and multimedia when useful to aiding comprehension.
CC11-12W2b: Develop the topic thoroughly by selecting the most significant and relevant facts, extended definitions, concrete details, quotations, or other information and examples appropriate to the audience's knowledge of the topic.
CC11-12W2c: Use appropriate and varied transitions and syntax to link the major sections of the text, create cohesion, and clarify the relationships among complex ideas and concepts.
CC11-12W2d: Use precise language, domain-specific vocabulary, and techniques such as metaphor, simile, and analogy to manage the complexity of the topic.
CC11-12W2e: Establish and maintain a formal style and objective tone while attending to the norms and conventions of the discipline in which they are writing.
CC11-12W2f : Provide a concluding statement or section that follows from and supports the information or explanation presented (e.g., articulating implications or the significance of the topic).
CC11-12W4: Produce clear and coherent writing in which the development, organization, and style are appropriate to task, purpose, and audience. (Grade-specific expectations for writing types are defined in standards 1-3 above.)
CC11-12W5 : Develop and strengthen writing as needed by planning, revising, editing, rewriting, or trying a new approach, focusing on addressing what is most significant for a specific purpose and audience. (Editing for conventions should demonstrate command of Language standards 1-3 up to and including grades 11-12.)
CC11-12W6: Use technology, including the Internet, to produce, publish, and update individual or shared writing products in response to ongoing feedback, including new arguments or information.
CC11-12W7: Conduct short as well as more sustained research projects to answer a question (including a self-generated question) or solve a problem; narrow or broaden the inquiry when appropriate; synthesize multiple sources on the subject, demonstrating understanding of the subject under investigation.
CC11-12W8: Gather relevant information from multiple authoritative print and digital sources, using advanced searches effectively; assess the strengths and limitations of each source in terms of the task, purpose, and audience; integrate information into the text selectively to maintain the flow of ideas, avoiding plagiarism and overreliance on any one source and following a standard format for citation.
CC11-12W9: Draw evidence from literary or informational texts to support analysis, reflection, and research.
CC11-12W9b: Apply grades 11-12 Reading standards to literary nonfiction (e.g., "Delineate and evaluate the reasoning in seminal U.S. texts, including the application of constitutional principles and use of legal reasoning [e.g., in U.S. Supreme Court Case majority opinions and dissents] and the premises, purposes, and arguments in works of public advocacy [e.g., The Federalist, presidential addresses]").
CC11-12W10: Write routinely over extended time frames (time for research, reflection, and revision) and shorter time frames (a single sitting or a day or two) for a range of tasks, purposes, and audiences.
CC11-12SL2: Integrate multiple sources of information presented in diverse formats and media (e.g., visually, quantitatively, orally) in order to make informed decisions and solve problems, evaluating the credibility and accuracy of each source and noting any discrepancies among the data.
CC11-12SL4: Present information, findings, and supporting evidence, conveying a clear and distinct perspective, such that listeners can follow the line of reasoning, alternative or opposing perspectives are addressed, and the organization, development, substance, and style are appropriate to purpose, audience, and a range of formal and informal tasks.
CC11-12SL5: Make strategic use of digital media (e.g., textual, graphical, audio, visual, and interactive elements) in presentations to enhance understanding of findings, reasoning, and evidence and to add interest
CC11-12SL6: Adapt speech to a variety of contexts and tasks, demonstrating a command of formal English when indicated or appropriate. (See grades 11-12 Language standards 1 and 3 on page 54 for specific expectations.)
CC10-12L1: Demonstrate command of the conventions of standard English grammar and usage when writing or speaking.
CC10-12L2: Demonstrate command of the conventions of standard English capitalization, punctuation, and spelling when writing.
CC10-12L2b: Spell correctly.
CC10-12L3: Apply knowledge of language to understand how language functions in different contexts, to make effective choices for meaning or style, and to comprehend more fully when reading or listening.
CC10-12L3a: Vary syntax for effect, consulting references (e.g., Tufte's Artful Sentences) for guidance as needed; apply an understanding of syntax to the study of complex texts when reading.
11-12.RI.1: Cite strong and thorough textual evidence to support analysis of what the text says explicitly as well as inferences drawn from the text, including determining where the text leaves matters uncertain.
11-12.RI.2: Determine two or more central ideas of a text and analyze their development over the course of the text, including how they interact and build on one another to provide a complex analysis; provide an objective summary of the text.
11-12.RI.3: Analyze a complex set of ideas or sequence of events and explain how specific individuals, ideas, or events interact and develop over the course of the text.
11-12.RI.5: Analyze and evaluate the effectiveness of the structure an author uses in his or her exposition or argument, including whether the structure makes points clear, convincing, and engaging.
11-12.RI.6: Determine an author's point of view or purpose in a text in which the rhetoric is particularly effective, analyzing how style and content contribute to the power, persuasiveness, or beauty of the text.
11-12.RI.7: Integrate and evaluate multiple sources of information presented in different media or formats (e.g., visually, quantitatively) as well as in words in order to address a question or solve a problem.
11-12.RI.10: By the end of grade 11, read and comprehend literary nonfiction in the grades 11-CCR text complexity band proficiently, with scaffolding as needed at the high end of the range. By the end of grade 12, read and comprehend literary nonfiction at the high end of the grades 11-CCR text complexity band independently and proficiently.
mwds.pdf


Miami Valley Worldwide is a licensed Freight Forwarder and U.S. Customs Brokers for International Logistics specializing in international cargo transportation (ocean freight, air freight, project cargo, multi-modal).
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Miami Valley Worldwide is a licensed Freight Forwarder and U.S. Customs Broker.
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U.S. Customs Clearance at any U.S. Port or Airport of Entry.
Documentary Collections, Letters Of Credit, Document Legalization and Harmonized Tariff Applications.
Incoterms, Letters of Credit, U.S. Customs Protocols, Import & Export Transactions, Federal Regulations.


In this thought-provoking webinar, presenters William M. Ferriter and Diana Williams share how students in their elementary and middle school classrooms are changing the world for the better—and how your students can do it too—by coming together to make microloans to entrepreneurs in the developing world.
Learn how to reimagine learning spaces.
Integrate technology in a way that is meaningful to learners.
Discover how becoming global citizens pairs with digital learning.
Recognize the role that microlending can play in delivering required curricular objectives while simultaneously leaving students convinced that they can change the world for the better.
Understand how Kiva—the world's largest microlending organization—works.


Before he was a member of Dallas Theater Center's Brierley Resident Acting Company, Hassan El-Amin was honing his considerable skills in theaters across the nation (Kennedy Center, the Guthrie, the Goodman — just to name a few).
Now Dallasites can see El-Amin in several shows throughout each DTC season, in roles ranging from lead (Hoke the chauffeur in Driving Miss Daisy) to memorable supporting player (a poker-playing buddy in The Odd Couple). He also recently won DFW Critics Forum Awards for his performances in Radio Golf and A Soldier's Play at African American Repertory Theater.
From September 16 through November 15, El-Amin will tackle what he admits is his most challenging role yet: Dr. Martin Luther King Jr. He'll be portraying the civil rights leader in Katori Hall's play The Mountaintop. The fictional imagining of the night before Dr. King's assassination at the Lorraine Motel in Memphis, Tennessee, is a meaty, two-person drama that explores the human side of near-mythological figures.
He took the time to fill out our survey of serious, fun, and sometimes ridiculous questions.
Most challenging role you've played: Dr. Martin Luther King Jr.
Favorite song: "Didn't I Blow Your Mind," "What's Going On"
Most challenging part about your current project: Capturing the essence and aura of Dr. Martin L. King Jr.
Favorite thing about Dallas-Forth Worth: My baby daughter lives here and my mother lives only 89 miles away.
Most memorable theater moment: Opening night of The Lion King at the Pantages Theatre in Los Angeles [as a cast member].


Post Mount Bike Rack - Model BC-102 - Stromberg Carlson Products Inc.
The Model BC-102 2-bike, post mount carrier can be used on Motorhomes, Travel Trailers and Fifth Wheels. While we recommend they be used with our Bike Bunk Model CC-275, they will also work in any of our accessory hitches.
For platform mount bike rack options, please click here.


Saw a very nicely made replica of a Churburg armour harness online today, including a copy of a breastplate by 'Master P' for a member of the Matsch family made in 1390, and along the brass borders of the breastplate were etched the following words in Latin: "Iesus Autem Transiens Per Medium Illorum Ibat". Now, I was never taught Latin but ... with the help of a Latin online translator and (hopefully) some reasonablely good(?) guesswork and bible study I worked out the translation as: "But he (Jesus) went right through their midst and continued on his way".
This comes I think from Luke, Chapter 4 verse 30 of the Bible. After Jesus had been in the wilderness for 40 days, he came to preach in the synagogue in Nazareth, but the congregation became angry with him and dragged him to a nearby hill to throw him off. The translation from Latin reads:- "But he (Jesus) went right through their midst and continued on his way".
My question is: Does anyone know of any other biblical Latin inscriptions on famous 14/15th century armour which they would like to share, or is there an online directory listing such extant armour embellishments?


text:
Cork's RedFM Present Olly Murs Live At The Marquee 2016
Monday, December 7th, 2015 10:33am
Will you be getting a ticket?
OLLY MURS, one of pop music's biggest and most loved stars, will make a welcome return to Cork next summer when he plays Live at the Marquee on 7 July 2016. Tickets go on sale this Thursday, 10 December at 9am from Ticketmaster and usual outlets.
Earlier this year Olly Murs completed 16 spectacular arena dates across the UK & Ireland, including 3 nights at 3Arena Dublin. Currently Olly is co-hosting The X Factor alongside Caroline Flack.
Olly has released four hugely successful, multi-platinum selling albums to date. His most recent album, 'Never Been Better' includes, 'Wrapped Up' (featuring Travie McCoy), 'Let Me In' written with Paul Weller, 'Up' featuring Demi Lovato, 'Beautiful To Me' and the Ryan Tedder gem 'Seasons'. 'Never Been Better – Special Edition' is now available and features Olly's new single 'Kiss Me'.
www.ollymurs.com
Tickets for OLLY MURS Live at the Marquee Cork will go on sale this Thursday 10 December at 9am
Tickets: €60.45 / €54.65 will be available from:
All usual Ticketmaster outlets
24hr Credit Card Bookings 0818 719300
Book on line www.ticketmaster.ie
Olly joins The Coronas, Lord Of The Dance, Nathan Carter & Dropkick Murphys on the Live At The Marquee line-up.
Cork Represented In Emmy Nominations
Cork is represented in this year's Emmy nominations.
Fair City Actor Karl Shiels Dies Suddenly
Actor Karl Shiels has died.
PICTURE: Ant & Dec Spotted In Cork
TV duo Ant McPartlin and Declan Donnelly were spotted in Cork today!
WATCH: This Cork Girl's Love Island Impressions Are So Spot On! 😂
Hayley Ryan from Cork has gone viral online with her impressions of this year's Love Island contestants.
Versatile Announce 3Arena Gig
Versatile have announced a 3Arena gig following a sold out show at Live At The Marquee and a huge reception at Longitude.
Derry Girls Is Officially Available On Netflix! 🙌🏻
Season one of Derry Girls has been added to Netflix!
Ellie Goulding - Starry Eyed


text:
Joe Stack's lament
Villains abound in the suicidal Austin pilot's final rant. But a change in the tax code is enemy No. 1
By Andrew Leonard
Published February 18, 2010 10:44PM (EST)
Two firemen are seen at the home belonging to Joseph Stack, after Stack apparently set it on fire according to two law enforcement officials, Thursday morning on Feb. 18, 2010 in Austin, Texas. Stack, a software engineer furious with the Internal Revenue Service plowed his small plane into an office building housing nearly 200 federal tax employees on Thursday, officials said, setting off a raging fire that sent workers fleeing as thick plumes of black smoke poured into the air. (AP Photo/ Thao Nguyen) (AP)
The litany of grievances recorded in Joseph Stack's suicide manifesto is so vast and all-encompassing that it puts your average paranoid conspiracy theorist to shame. Few targets escape his disgust and hatred: The government, the drug and insurance companies, "the joke we call the American medical system," the "vulgar, corrupt Catholic church" and equally "corrupt unions," the "sleazy executives" of accounting firm Arthur Andersen and Detroit's auto companies, savings and loans firms, the city of Austin, wealthy bankers, "pompous political thugs and their mindless minions" and, of course, the ultimate target of his wrath, "Mr Big Brother IRS man."
There is a disturbingly familiar echo here of Michael Douglas' character in the 1993 movie "Falling Down" -- the engineer betrayed by larger forces who goes mad, and wonders, at the very end, how he became the "bad guy." Attack dogs of the left and right will no doubt strive to plug Stack into a politically appropriate box. But good luck with that. Stack's last words offer as clear proof of ideology-transcending insanity as any psychiatrist could demand. Even more compelling, at the heart of his lament is a grievance so specific as to make larger political themes more or less irrelevant. Judging by his own words, Stack was driven mad by a 1986 change in the tax code governing independent contractors working in the world of high tech.
In the early 1980s, writes Stack, he was a "wet-behind-the-ears " contract software engineer in Southern Calfornia. As such, he fell into a class of worker that has always enjoyed (or suffered) from ambiguous tax status. A truly independent contractor is responsible for his or her own taxes and other expenses -- such as healthcare -- and many libertarian-minded software geeks have always liked it that way.
But just as many corporations in the high-tech world have consistently sought their own advantage in pretending that full-time employees were actually independent, and thus could be denied worker benefits.
Somewhere in between were true independent contractors who had long-standing relationships with single companies, and for a while, the tax code recognized this explicitly. There's a nice (and speedily assembled) treatment of this point in the Tax Foundation's Tax Policy blog written by Joseph Henchman.
In 1978, Congress passed a moratorium that allowed high-tech workers who had previously considered themselves independent contractors to continue doing so. But then came Stack's nemesis, Section 1706 of the Tax Reform Act of 1986, which removed that protection from certain "technical personnel" -- specifically singling out those who provided services as an "engineer, designer, drafter, computer programmer, systems analyst, or other similarly skilled worker."
Henchman:
As part of the 1986 Tax Reform Act, that moratorium was abandoned for high-tech consultants, who then faced the same employee/independent contractor test as everyone else. High-tech consultants were targeted because there was strong evidence that they were abusing the moratorium as a tax shelter and because it fit a need to offset a separate unrelated tax change in the Act that would result in a revenue reduction.
Was Joe Stack abusing the moratorium as a tax shelter? Or was the amendment to the tax code just a naked government grab for cash from the hardworking pillars of the high-tech economy? Perhaps the avalanche of reporting to come in the days ahead will enlighten us. If you read between the lines of Stack's manifesto, there are signs that, throughout the years, he may have been inclined to take an aggressive approach to his tax obligations. All we know for now is that the change in his status in 1986 was of seminal, lifelong importance, and he took it very personally. In his own words, the crafters of Section 1706 of the Tax Reform Act of 1986 "may as well have put my name right in the text of [that section]. Moreover, they could only have been more blunt if they would have came out and directly declared me a criminal and non-citizen slave. Twenty years later, I still can't believe my eyes."
You don't have too look far in the software biz to find a libertarian programmer who distrusts the government. It's a tension built into the industry's DNA. Thirteen years ago, when covering a federal appellate court decision that Microsoft was illegally denying employees benefits and stock options by claiming that they were independent contractors, I discovered that there was a strong division in the software world over the implications of that suit. If you were a lower-paid temp you applauded the chance for full employment, complete with all the perks. But if you were a higher paid programmer-for-hire you hated how, in the aftermath of the suit, you had to jump through multiple hoops to prove to both the IRS and prospective employers that you were a "real" independent contractor. Protecting other workers' rights made it harder for you to find your own work. It was crazy-making!
The paradox is hard to resolve: How do you protect the individual freedom and mobility that made regions like Silicon Valley flourish, while at the same time ensuring that employers could not get away with outright exploitation? That same paradox is visible writ large in the current political debate over the role of the government in the economy -- it is echoed in the opening words of the manifesto, in Stack's reference to the principle of "no taxation without representation."
There is a not insignificant number of Americans who view the IRS as a confiscator of liberty, without accepting the social contract that judges government useful to protecting the welfare of all. Most of us, however, whatever our feeling toward the tax man, manage to negotiate that confusing, contradictory territory without, in the end, flying a plane into an IRS building. Joe Stack blamed an amendment to the tax code in 1986 for ruining his life. But one suspects that the wiring in his brain was the real villain.
Andrew Leonard is a staff writer at Salon. On Twitter, @koxinga21.
MORE FROM Andrew Leonard
How The World Works Joe Stack


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In a large pot, bring plenty of water to the boil. Once boiling add rock salt, we recommend 7g of salt per litre of water.
In a large fry pan, heat a little olive oil and saute the cod, seasoning to taste.
Remove the fish and in the same fry pan add the onion and garlic. Once golden, return the fish to the pan and cook for 2 minutes.
Add the wine and allow it to evaporate.
Add the Barilla Arrabbiata sauce and chick peas. Bring to a simmer for 4 minutes on low heat. Stir occasionally.
Drop the Pappardelle in the boiling water, making sure not to stir for the first 2 minutes, and cook as per the instructions on the pack. Drain the pasta one minute before the suggested cooking time.
Toss the pasta in with the sauce and cook for a further minute.
Serve with a drizzle of Extra Virgin Olive oil and fresh chives.


text:
Q: NHibernate + Decimal + Precision x Scale I have the following problem, when I try to write to the database by NHibernate a decimal field it is always writing with the precision x scale of (7.5) being that I need it to be in the precision x scale of (11, 8). I've tried several things and I can not.
Database column
longitude DECIMAL (11, 8);

Mapping field
<property name="Longitude">
    <column name="Longitude" sql-type="decimal" length="11" precision="8"  />
</property>

Class property
public virtual decimal Longitude { get; set; }

In the bank is recording like this,

-11.22222000

being that I need it to be recorded as

-11.22222333

A: I  find out what it was, was an NHIBERNATE 3.0 update. made the Decimal Precision Standard become 5, so it was necessary to change the mapping as the code below.
<property name="Longitude" type="decimal(11,8)">
      <column name="Longitude" sql-type="decimal" length="11" precision="8"  />
</property>

redpajama_set_name: RedPajamaStackExchange


text:
Girlguiding South West England
Counties & Islands News
Region Resources
Thanks & Recognition
Growth & Retention
Training, Activities & Events
Contact & How to Find Us
The Region Team
Region Newsletter
Region Logo
Guiding Websites
South West Counties & Islands
Other Countries & Regions
Girlguiding Website
SWEBOTS
The SWEBOTS!
The SWEBOTS have been created by Girlguiding South West England to encourage you to enjoy activities relating to Science, Technology, Engineering and Maths. Each Girlguiding Section has its own SWEBOT to help you identify fun things to do which are suitable for your particular Section. There is also LeaderBOT who is always around to provide advice to help you get the most out of the Resources in a safe environment, ProfBOT who explains the activities and the results you may see, and InfoBOT who comes to you fully equipped with lots of useful, additional information on the various tasks which the SWEBOTS suggest.
All the Resources and badges can be found on the Region's online shop - click here, but you will find useful downloads and additional information below.
We would love to hear what you think about the SWEBOTS' Resources. Send us your stories and some photographs and we will share them on this page. Have you thought of ways to expand on the activities we have given you, maybe you have come up with some different ways of testing your results, or maybe you have had a totally different result to that which you were expecting?
If it's the thought of writing the story which is putting you off, let us do it for you!
Click here to find out how to send your stories
This Resource was created with the support of the Royal Air Force Charitable Trust whose mission includes a commitment to encourage the aviation related education of young people.
On the net
We worked with the Government Communications Headquarters (GCHQ), the National Cyber Security Centre (NCSC) and CyberFirst to develop this SWEBOTS activity pack.
For this Resource we worked with the Royal Navy.
All in this section (A - Z):
Follow Girlguiding South West England on social media for news and events.
Region Team
Region Logos & Artwork
Girlguiding UK
© Website copyright: Girlguiding South West England 2013 - 2021
Girlguiding South West England, St Ann's Manor, 6-8 St Ann Street, Salisbury, Wiltshire SP1 2DN. Tel: 01722 329306
Girlguiding South West England is an operating name of The Guide Association South West England. Registered Charity No. 305951


text:
union rights
personal grievance against your employer
bring a wrongful dismissal claim against your employer
dismiss an employee
enter into an employment agreement as an employer
recover your full holiday and leave entitlement
recover wages owing to me
How to enter into an employment agreement as a NZ employee
The Employment Relations Act
Employment law is governed by the New Zealand EMPLOYMENT RELATIONS ACT 2000.
The EMPLOYMENT RELATIONS ACT 2000 recognises the inherent inequality in power between employers and employees and therefore promotes collective bargaining through unions to offset this. The Act also requires the parties to an employment relationship to deal with each other in "good faith" at all times.
The Act provides for the Minister to approve various "codes of employment practice" to provide guidance on how the Act should be interpreted, either generally or in relation to particular types of situations or particular areas of the employment environment. The Employment Relations Authority and the Employment Court can take these codes into account when making decisions.
Substantial amendments to the Act were made on 1 December 2004 by the EMPLOYMENT RELATIONS AMENDMENT ACT (NO 2) 2004.
What does "good faith" mean and when does it apply?
The Act requires the parties to an employment relationship to deal with each in good faith, which includes not doing anything (directly or indirectly) that would mislead or deceive the other. Good faith requires the parties to be active and constructive in achieving employment relationships in which the parties are, among other things, responsive and communicative.
This duty applies to employers and employees dealing with each other, to unions and employers dealing with each other, and various other employment relationships, such as unions and their members.
Good faith also requires your employer to consult with you if they are proposing to do something that would negatively affect the continuation of your employment, such as selling the business. (see the related article How to challenge a redundancy).
It's a breach of good faith for an employer to advise you, or attempt to induce you, not to be involved in collective bargaining or not to be covered by a collective agreement. (For the requirements of good faith in the context of bargaining for collective agreements, see below, "Collective agreements and collective bargaining / Good faith and collective bargaining".)
While the general duty of good faith doesn't appear to apply to negotiations between an employer and a prospective employee, a different provision in the Act also protects against "unfair bargaining" for any individual employment agreement (see below, "Individual employment agreements / Protection against 'unfair bargaining'"), and this protects prospective employees. Employers also have specific obligations towards prospective employees and new employees (see below, "Collective agreements and collective bargaining / New employees: The employer's obligations when a collective agreement exists" and "Individual employment agreements / Employer's obligations in bargaining for individual agreements, terms and conditions").
Penalties for breaches of good faith
A party to an employment relationship who breaches the general duty of good faith is subject to a penalty under the EMPLOYMENT RELATIONS ACT 2000 if the breach
was deliberate, serious and sustained, or
was intended to undermine an employment relationship or agreement, or undermine bargaining for an agreement, or
consisted of intentionally undermining a collective agreement or collective bargaining by passing on, to other employees, terms from that agreement or terms reached in that bargaining (see below, "Collective agreements and collective bargaining / Passing on terms from collective agreements")
"Collective" versus "individual" employment agreements
The EMPLOYMENT RELATIONS ACT 2000 allows employees and employers to negotiate either collective or individual agreements. However, the Act actively promotes collective bargaining and collective agreements. Only unions can negotiate collective agreements for employees and only union members can belong to a collective agreement (although a collective agreement can provide for non-members to get the terms and conditions in the agreement if they pay the union a "bargaining fee": see below, "Collective agreements and collective bargaining / Bargaining fee arrangements"). Unions must be registered with the Department of Labour, which means they have to meet particular requirements (see How to: Union rights).
Although employers can't give preferential treatment or conditions based on being or not being a union member, this doesn't prevent collective agreements including a term intended to recognise the benefits of collective agreements (such as an additional payment or other additional benefits).
Individual employees covered by a collective agreement can negotiate terms additional to the collective agreement.
There's nothing to stop employees who are not union members from negotiating collectively, but the end result can only be a number of individual agreements, not a collective agreement.
If you start work in a workplace where there is a collective agreement and you're already a union member, you'll automatically be covered by the collective agreement. If there's no collective agreement, you can negotiate an individual agreements with the employer, whether or not you are a union member.
If your collective agreement expires, you're covered by an individual agreement based on the terms of the collective agreement. The same applies if you resign from your union.
Collective agreements and collective bargaining
Good faith and collective bargaining
The EMPLOYMENT RELATIONS ACT 2000 requires collective bargaining between unions and employers to be conducted in good faith. This means they must meet with each other, consider and respond to each other's proposals, and give reasons if they reject any offer or proposal. If they're deadlocked on an issue, they must continue to bargain about any other issues on which they've not reached agreement. The parties must also provide each other, if requested, with information to substantiate claims or responses to claims made during bargaining. This information can be provided to an agreed third party.
The duty of good faith requires unions and employers to reach an agreement unless there's a genuine reason, based on reasonable grounds, not to do so. It doesn't amount to a "genuine reason" that a party objects in principle to collective agreements or to bargaining for them, or that the party disagrees about including a "bargaining fee" clause (for bargaining fees, see below).
Employers cannot advise employees, or attempt to induce them, not to be involved in collective bargaining or not to be covered by a collective agreement.
A Code of Good Faith for collective bargaining was drawn up in 2000. The Employment Relations Authority and the Employment Court can consider the Code in deciding whether the parties have bargained in good faith.
Passing on terms from collective agreements
Employers are prevented from undermining collective agreements and collective bargaining by automatically passing on collectively bargained terms and conditions to employees who aren't covered by them.
Under these rules, the duty of good faith prohibits employers from intentionally undermining a collective agreement by passing on its terms to individuals who aren't party to that agreement, or intentionally undermining collective bargaining by passing on to an employee a term that the parties to the collective bargaining have agreed will be part of the collective agreement when it's concluded.
Similarly, good faith prohibits employers from intentionally undermining one collective agreement by passing on its terms to another collective agreement, or from intentionally undermining collective bargaining by passing on, to another collective agreement, a term that the parties to the bargaining have agreed will be part of the collective agreement when it's concluded.
Employers who breach these rules are liable to a penalty.
However, the rules above don't prevent unions and employers agreeing to pass on collective terms and conditions to other unions or employees – for example, through a "bargaining fee" arrangement (see below).
"Facilitation": Assistance from Employment Relations Authority to resolve disputes
In some cases, collective bargaining that breaks down can be referred to the Employment Relations Authority for it to "facilitate" the bargaining. The Authority will play this role only if
there has been a serious and sustained breach of good faith, or
the bargaining has been unnecessarily drawn-out and extensive efforts to resolve the differences have failed, or
there has been protracted or acrimonious strike or lock-out action, or
a strike or lock-out has been proposed that would substantially affect the public interest (because it would endanger someone's life, safety or health, or significantly disrupt social, environmental or economic interests)
The facilitation process must be carried out in private. But otherwise the Authority is free to decide what process will be used. Statements made during the process cannot later be used in any proceedings in the Authority or the courts.
The Authority can make recommendations at the end of the process. The parties don't have to follow these recommendations, but they do have to consider them in good faith.
Authority can determine collective agreement in case of serious breach
The Employment Relations Authority can fix the terms and conditions of a collective agreement if
a breach of good faith has been so serious and sustained that it has significantly undermined the collective bargaining, and
all other reasonable alternatives have been exhausted, and
this is the only effective remedy for the innocent party
What must be included in a collective agreement?
A collective agreement must be in writing and must be signed by each union and employer that is a party to it, otherwise the agreement has no effect.
The agreement must contain
a "coverage clause" (this is a clause specifying the work that the agreement covers, whether by reference to the work or type of work, or to employees or types of employees, including referring to named employees, or to the work or type of work done by named employees, to whom the collective agreement applies)
a plain language explanation of the services available for resolving employment relationship problems, including the 90-day time limit for raising a personal grievance with the employer (see How to bring a personal grievance against your employer)
for new agreements made after 1 April 2004, a clause confirming the right of an employee who works on a public holiday to be paid either time and a half or penal rates contained in the agreement, whichever is more (Agreements already existing on 1 April 2004 must be amended to include this the next time they're amended, but not later than 1 April 2005.) (For more details, see How to ensure you receive your full holiday and leave entitlement as an employee.)
for new agreements made after 1 December 2004 (unless the agreement covers one of the industries specified in the Act), a provision negotiated between the parties that protects employees affected by restructuring (Agreements already existing on 1 December 2004 must be amended to include this by 1 December 2005, or the next time they're amended, or before the restructuring takes effect, whichever is earliest.) (These "employee protection provisions" for employees affected by restructuring are explained in detail in How to challenge a redundancy.)
a clause providing how the agreement can be varied
the expiry date
Apart from these requirements, the agreement can contain any provisions that the parties agree on, provided they're not unlawful or inconsistent with the rights and obligations contained in the Act (see below, "Other issues / What other matters should be included in an employment agreement?").
Bargaining fee arrangements
This is an arrangement whereby employees who are not members of a union can be employed on the same terms and conditions as those contained in a collective agreement if they pay a bargaining fee to the union that negotiated the collective agreement.
The arrangement must be agreed to by the employer and the union in a collective agreement and then agreed to in a secret ballot by majority vote of all employees (union members and non-members) whose work is covered by the coverage clause in the collective agreement. The ballot must be held before the collective agreement comes into force, and must be run jointly by the union and employer.
Non-union employees who don't want to pay the bargaining fee must notify the employer of this in writing, within the period specified for this purpose in the collective agreement. Those employees will not be required to pay the fee, and their terms and conditions will remain the same, rather than being based on the collective agreement.
Bargaining fees are deducted from the employee's wages by the employer and paid to the union. The fee cannot be more than the employee would pay as a union fee if a union member.
New employees: The employer's obligations when a collective agreement exists
If there's an existing collective agreement in the workplace, new employees who already belong to a union that is a party to the agreement will automatically be covered by the agreement.
If when you start work you don't belong to a union that's party to the collective agreement, the employer must tell you that the agreement exists. You then have 30 days to decide whether or not to join the union and be covered by the agreement. During the 30 days you are covered by an individual agreement on the same terms as the collective one.
If after 30 days you decide not to join the union, you can then negotiate a new individual agreement. If you don't negotiate a new agreement, you continue to be covered by an individual agreement on the same terms as the collective agreement.
Individual employment agreements
Good faith in bargaining for individual agreements
In determining whether an employer and employee bargaining for an individual agreement are dealing with each other in good faith, a relevant factor is the circumstances of each of them, including the "operational environment" of the employer and employee and the resources available to them.
Employer's obligations in bargaining for individual agreements, terms and conditions
Employers have the following obligations towards you whenever you're bargaining for an individual agreement, or bargaining for individual terms and conditions that are additional to a collective agreement:
You must be given a copy of the intended agreement, or the part of it, that's under discussion.
You must be informed that you're entitled to seek independent advice about it.
You must be given a reasonable opportunity to seek this advice.
The employer must consider any issues you raise, and respond to them.
Those obligations apply in all of the following situations:
when you're bargaining for individual terms and conditions additional to a collective agreement that covers you
when you're bargaining for individual terms and conditions additional to a collective agreement on which your current individual agreement is based, or bargaining for variations to those individual terms and conditions (This applies where the collective agreement has expired or you've resigned from the union, in which case you're covered by an individual agreement based on the collective one.)
when you're a new employee who's not a union member, and you're bargaining for individual terms and conditions additional to the terms, based on the collective agreement, that cover you for the first 30 days
when the 30 days have expired and you've decided not to join the union, and you're bargaining for any variations to the individual agreement that applied during the 30 days
when no collective agreement covers you and you're bargaining for an individual agreement
when a fixed-term agreement, or a probationary or trial period, is proposed
when you're bargaining over an "employee protection provision" to cover restructuring situations (This situation, which applies only to workers outside certain industries specified in the Act, is explained in detail in How to challenge a redundancy.)
when you're bargaining with a new employer, to whom you've transferred as part of your previous employer's restructuring, over redundancy entitlements (This situation, which applies only to employees in the industries specified in the Act, is explained in detail in How to challenge a redundancy.)
Protection against "unfair bargaining"
The EMPLOYMENT RELATIONS ACT 2000 places some restrictions on unfair bargaining for individual employment agreements. This applies to negotiations with prospective employees and negotiations for new individual agreements with existing employees.
If it finds that an employer has bargained unfairly with you, the Employment Relations Authority can order the employer to pay you compensation, or it can cancel or alter the employment agreement or make some other order.
"Unfair bargaining" exists if, when bargaining is taking place or when the agreement is entered into, one of the following circumstances applied to you, and the employer (or his or her representative) was or should have been aware of those circumstances:
You were unable to understand the agreement adequately because of, for example, age, sickness, mental or educational disability, a disability relating to communication, or emotional distress.
You relied on the skill, care, or advice of the employer or someone acting for the employer, and it was reasonable for you to do this.
You were induced to enter into the agreement by oppressive means, undue influence, or duress.
You weren't given the proper information and opportunity to obtain advice as required under the Act (see above, "Employer's obligations in bargaining for individual agreements, terms and conditions").
Employers are also protected against unfair bargaining by employees.
What must be included in an individual agreement?
An individual employment agreement must be in writing and must include:
the names of the employee and employer concerned
a description of the work to be performed
an indication of where the employee is to perform the work
an indication of the arrangements for hours of work
the wages or salary
Information your employer must give you about holidays and leave
When you enter into an employment agreement, your employer must tell you about your minimum rights under the HOLIDAYS ACT 2003. See How to ensure you receive your full holiday and leave entitlement as an employee. They must also tell you that you can get more information from your union, if you're a member.
Can an agreement be for a fixed term?
Yes, an employer and employee can agree that the agreement will end after a certain period, or when a particular event happens, or when a particular project is completed.
However, the employer must have genuine reasons based on reasonable grounds for this. The employer cannot negotiate a fixed-term agreement merely as a means of denying you your rights under the Act, nor to set up a period of probation, nor to exclude or limit your rights under the HOLIDAYS ACT 2003.
Before a fixed-term agreement is entered into, the employer must advise you of when or how the agreement will end and the reasons why it is for a fixed term. This must also be stated in your agreement in writing.
If this information isn't included in writing in your agreement, or if the reasons aren't genuine ones based on reasonable grounds, you can choose to treat the fixed-term aspect of your agreement as ineffective, in which case your employer won't be able to end your employment in reliance on it. However, the validity of the rest of your employment agreement won't be affected.
Can an agreement include a period of probation?
It can be part of an employment agreement that you will serve a period of probation or trial, in which case the agreement must state this is writing. If it's not stated in writing in the agreement, you can choose to treat this aspect of your agreement as ineffective, in which case your employer won't be able to rely on it; however, the validity of the rest of your agreement won't be affected.
Even if your agreement does include a probation period, the employer must still follow the requirements of procedural fairness in dismissing you: the employer must provide the proper warnings and provide you with assistance, training and opportunities to improve your performance, the same as with any other employee. (See How to bring a wrongful dismissal claim against your employer and How to dismiss an employee for the procedure the employer must follow.)
However, it may be that an employer will be permitted a wider discretion in the area of substantive reasons for the dismissal than is the case with permanent employees.
What other matters should be included in an employment agreement?
Other matters commonly included in employment agreements are:
company policies on matters such as discrimination and equal employment opportunities
the procedure for disciplinary action by the employer
any restraint of trade or confidentiality clauses
remuneration and fringe benefits - for example, long-service leave and staff options to buy company products or services
arrangements for parental leave (see How to: Entitlements to parental leave)
indexing of wages to the Consumers Price Index
health and safety issues (see How to complain about health and safety standards in your workplace).
The New Zealand Employment website has an additional articles Starting Employment.
Other New Zealand Employment Law resources
The New Zealand Government website Employment is an additional useful guide.
The NZ Employment Relations Authority assists you further seek assistance in resolving employment related issues. It is an independent body.
The NZ Employment Court allows you to challenge a decision made by the Employment Relations Authority.
The NZ Human Rights Review Tribunal assists with issues of human rights and privacy at work.
The NZ Employment Relations Authority has a database of previous cases for review.
The NZ Government website Employment has a free tool for creating employment agreements - help yourself.


text:
Salomos dom () är en oljemålning av den italienske renässanskonstnären Giorgione. Den målades omkring 1505 och ingår sedan 1795 i Uffiziernas samlingar i Florens.

Salomos dom är en episod i Första Kungaboken (2:16–28) i Gamla testamentet där det berättas om två prostituerade som båda hävdade att de var mor till samma barn. Salomo, känd för sin vishet, befallde då att ett svärd skulle hämtas för att hugga barnet i två delar och ge kvinnorna hälften var. Den ena kvinnan brast då i gråt och vädjade till Salomo att hellre låta den andra kvinna få barnet. Då förstod Salomo vem den riktige modern var och lät henne behålla barnet.

Bilden är tredelad. I förgrunden ses Salomo på sin tron omgiven av hovdignitärer och de två kvinnorna som båda gjorde anspråk på barnet. Bakomliggande landskap, som upptar mer än halva bilden, delas av en träddunge.

Giorgione har alltid ansetts vara en av renässansens största konstnärer, och en vars inflytande på följande generationer av målare var betydande. Trots all hans berömmelse är mycket lite känt om hans korta liv; han dog i pesten 1510. Han studerade till en början hos Giovanni Bellini och såväl Tizian som Sebastiano del Piombo tros ha tjänstgjort som elever i hans verkstad och slutfört ett antal av Giorgiones verk efter hans död. Flera verk har tillskrivits Giorgione, men det är endast ett fåtal målningar som med säkerhet kan attribueras den venetianske mästaren. Salomos dom och den ungefär samtidigt utförda pendangen, Moses eldprov (också utställd på Uffizierna), brukar anses vara tidiga verk av Giorgione.

Källor
Uffiziernas webbplats
Web Gallery of Art
Google Arts & Culture

Målningar av Giorgione
Målningar från 1500-talet
Målningar i Uffizierna
Målningar med motiv från Gamla testamentet
Kulturella återgivningar av Salomo

redpajama_set_name: RedPajamaWikipedia


Last Wednesday, the Secondary campus kicked off the first of its annual House days by celebrating Kirrane with a feast of green, just a few days short of St Patrick's Day.
Students in Years 7-12 in Kirrane were invited to wear their green House shirts on the day and treated to a welcoming reception and priority seating for Assembly – entering the gymnasium to applause and the rousing anthem 'Paint the Town Green' by The Script.
When 1.6 million children around the world protested recently about climate change, our Student Council were also keen to give students at the College an opportunity to make an impact.
In the Secondary Campus during Monday lunchtime, Year 12 student Eva Burkhardt organised a protest and a minute of silence in the main quadrangle, as a small contribution to this global action.
From Monday the first of April, the College will be trialling a part time addition to the Library team. His name is Chief, and he's a two year old labradoodle.
Chief will be at the College one day per week as a Wellness Dog, giving students and staff opportunities to benefit from the support of animal companionship.
In our first Primary Assembly on Friday 8 March, Mr Fabre's Room 17 shared some interesting classroom activities they had been engaged in so far this year. Each student presented an individual 'avatar' they had designed to represent their personal identity, which was the main topic in Health this term.
A team of four Year 8 students from St Mary MacKillop College won the Junior Tournament of the SunSmart Schools Tennis Classic on 1 March, earning them an invitation to compete in the State tournament in Perth.
Samuel Newland-Gleeson, Ben Luplau, Jett Watts and Jasper Reynolds all played extremely well in the Herbert Edwards Cup on the Friday at the Bunbury Tennis Club, taking out the trophy against a number of South West schools.
Like many other people, I have family and friends who have lost their hair during chemotherapy treatment. I am always inspired by their courage. I was contemplating having a significant hair cut at the end of the summer holidays so I thought, why not raise some money at the same time.
Year 11 student Lucy Hill returned from the Surf Lifesaving WA State Championships in Perth over the weekend with a Bronze medal in the 2km Beach Run and 6th place in the Board Rescue. Lucy also made it through to the finals in the under 17 Board, Surf and Ski races, as well as the Ironwoman.
The Primary campus participated in Rice Day on the first Friday of Lent, in consideration of the many people around the world who have so little to eat on a daily basis. Students were encouraged to donate $2 to participate in Rice Day, experiencing what it feels like to have only one bowl of rice to eat.
Recently our Head Boy and Head Girl travelled to Sydney to attend the annual JJAMM Student Leadership Conference for the first time. This is a national event for Sisters of St Joseph schools, and focuses on the leadership qualities of St Joseph, Julian Tennyson Woods and Mary MacKillop.
Well that's a wrap for our 2019 Swim Carnivals and what amazing days they were in their own way. Students in the Year 5-8 Carnival produced an atmosphere of fun and participation, while the Senior Carnival was a day of enthusiasm and celebration. The involvement of staff, parents and students of all ages made both carnivals memorable.


I don't want to contact sibsoft support because I think they maybe charge me for this.
I want to remove top header in download0.html (logo, nav bar) , please see image.
uhgggggggg, I CAN'T EDIT MY THREAD.
I want remove header in download0.html only. not the home page.
it probably is possible if you do a lot of editing.
but then again, with enough knowledge and understanding of the script, nothin is impossible. it'll just require a lot of editing.


Here are some of my favourite websites and products.
if I recommend a product in one of the recipes it's because at the time of posting, it is GF, however this can change so please always check the labels of any new ingredients you're adding to your diet & if in doubt, leave it out!
I love Amisa for their organic, natural ingredients and great tasting products. proving the point that you don't have to choose between tasty food & healthy organic, healthy food.
As far as baking goes doves farm Gluten free self raising flour is the best and I've tried loads! when I went GF I simply changed from wheat flour to this & no one ever noticed the difference. I actually think it makes better, lighter cakes than wheatflour. Their organic GF biscuits are as good as any wheat biscuits.
I'm obsessed with ocado. I love it! they have a great range of GF products, in particular Clives gluten free pies which are completely delicious & organic.
www.ulula.co.uk Don't be put off by the fact it appears to be just for babies! Click on growing up foods & your away. The rice bran nibbles & werz 4 grain rusks are brilliant for kids of any age!
www.purenature24.co.uk The shnitzer organic Amaranth bread is great. It makes the best toast, & I love that's it's organic. It is not soft & fluffy like eg Genius bread, but it's not like a brick like so many other organic brands. you can also get Werz products which are great.


text:
Mia Yen, Consul General of Canada in Chandigarh (Picture Credits: Mia Yen/Twitter)
Indian students significantly contribute to Canada's economy: Mia Yen
Chandigarh (Punjab) [India], Nov 28 (ANI): Canada's Consul General in Chandigarh, Mia Yen said that Indian students, who have migrated to Canada make a significant contribution to the economy and culture of the country.
Praising the India-Canada bilateral relationship that has been growing economically, Yen stated that nearly two lakh students from India migrate to Canada every year which further boosts every sector of the North American country.
She further stressed that India is Canada's one of the fastest-growing business partners as the trade between the two countries stood at 10 billion dollars this year.
Yen, along with Chief Election Commissioner Sunil Arora, is the chief guest of Honour in the first-ever two days Annual Global Alumni Meet being held at Panjab University from November 28-29. (ANI)
Mia Yen


Gold trades little changed, after falling to the lowest level this year on Tuesday as 10-year Treasury yields rise to highest since 2011.
Bullion for immediate delivery added 0.2% to $1,293.41/oz in London. Metal fell 1.8% Tuesday, most since Nov. 2016; fell below 200-day moving avg.
Bloomberg Dollar Spot Index flat after hitting highest this year Tuesday. Yield on 10-year Treasuries steady at ~3.06% after jumping Tuesday.
Holdings in ETFs backed by gold rose 0.2% to 2,341.7 tons, rising a 5th day, data compiled by Bloomberg show.
Other precious metals, platinum weakened 0.1% to $896.62/oz. Silver was steady at $16.2643/oz while palladium fell 0.2% to $980.38/oz.