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Home / Archive "Discrimination"
by Gareth16/01/2020 Discrimination0 comments
We have read news of a settlement for discrimination by a transgender woman in a Northern Ireland case. The department store Debenhams has paid £9,000 to a woman who complained about transgender discrimination. This happened under the Northern Ireland equivalent of the Equality Act.
Ava Moore, who was born male, applied for the position of temporary sales assistant for the Christmas season at her local branch. She performed well at interview and proved her ability by selling to a customer on the sales floor. Despite this, the interviewer's mood changed when she disclosed her birth certificate (revealing her birth name and gender).
A few days later, Ms Moore received a rejection but also an anonymous email informing her that the reason was because she was transgender. She complained to The Equality Commission. Debenhams has settled, without admitting liability.
The settlement has, unusually, become public, whereas normally, a settlement for discrimination is kept confidential. We infer that she refused to accept a confidentiality clause and Debenhams had no alternative but to accept.
Despite this (slightly larger than average) settlement for discrimination, a spokesperson for Debenhams said:
"We are an equal opportunities employer, committed to promoting equality and diversity within the business and throughout the sector. Decisions on recruitment, training, promotion, and employment conditions are based solely on personal competence and performance."
Nevertheless, they admitted that Ms Moore performed well at interview and in interacting with customers, and that she was willing to work the required hours.
Ms Moore said that the rejection "knocked her confidence" and that the job was "perfect" for her.
To avoid tribunal claims, jobs should go to the candidate who have performed best in the recruitment process. Companies with policies and training tend to avoid making this kind of mistake.
By David Liu
Image used under CC courtesy of Tnarik Innael
Under the Equality Act 2010, employers must not treat staff less favourably or harass them (discriminate) because of a "protected characteristic". One such characteristic is their "religious or philosophical beliefs". This case report sheds light on what counts as a 'philosophical belief' by saying that ethical veganism is a belief that qualifies for protection.
This doesn't have much caselaw yet, which is why the case is of interest. It is not an appeal decision, so it doesn't set a precedent. But it is likely to be followed by other tribunals.
If other tribunals follow the judgment, employees who are 'ethical vegans' will be protected by the law to the same extent as people who hold religious beliefs.
Legal definition
The Tribunal decided that 'ethical veganism' meets a series of tests to merit protection under the Equality Act 2020:
It deserves respect in a democratic society;
It is compatible with human dignity; and
Doesn't conflict with the fundamental rights of others.
Ethical vegans refuse to wear anything made from animals, such as leather or wool; they don't use products tested on animals. The case says nothing about 'dietary vegans' who eat only plant-based food or those who avoid meat because of the taste. We think the former would be protected but the latter would not.
Jordi Casamitjana, an ethical vegan, was dismissed by his employer, League Against Cruel Sports. He raised concerns with his employer that its pension fund was invested with companies involved in animal testing. When they ignored him, he told his colleagues and was sacked. The case continues, with the employer arguing that it dismissed him for misconduct, not because of his beliefs.
This decision doesn't surprise us. Tribunals have already said that environmental beliefs qualify for protection. The real question is how far future cases will go. Will they extend rights to those with view on other contentious areas, of varying importance such as Brexit, humanism, left-handed equality, treatment of the homeless, the BBC licence fee.
A wider interpretation means that employers will face more claims from argumentative employees unhappy with being told not to share their views in the office.
Image used under CC courtesy of Stuart Spivack
by Gareth22/11/2019 Disciplinary, Discrimination0 comments
Dress codes at work have been in the news quite a bit recently. See our other articles on the topic here, here and here. And also here. We've seen headlines such as Japan ban on glasses for women at work, Goldman Sachs relaxes dress code, and Japan's labour minister says high heels at work are 'necessary'.
Anothe recent report tells us that a Russian company gave bonuses to encourage its female employees to exchange their trousers for dresses and skirts at work – link.
This unsurprisingly attracted criticism and offence at the insult to female employees. The feeling is that the reward is not connected to the professional interests of the company. Men might also complain that the 'trouser bonus' is unfair as it excludes them.
Avoiding this type of clanger may seem obvious to employers but the intricacies of having a workable and non-discriminatory dress code can still cause upset in UK workplaces. Cases have been well-publicised about dress codes going too far.
Does your organisation have a dress code? Here is a checklist of factors to consider.
Health and safety – is particular clothing linked directly to the need for keeping the employee safe?
Product safety and quality – is particular clothing linked directly to the need to keep the product safe (eg, food) or to protect the quality of the product?
Company image – is there a need to portray a particular image to the users of your product or services, such as a smart appearance for professional job roles?
Marketing – is there a need to promote a brand image?
Conformity – is a uniform part of the culture of the organisation to promote equality and practicality?
Dress codes at work are not unlawful but you should guard against imposing different standards on different genders which are not justifiable. For example, employers can ask employees of both sexes to dress smartly but should avoid gender specific requirements such as high heels for women. Don't forget of course that employees with disabilities may not be able to comply with all requirements (we've heard of someone who couldn't wear a tie due to neck surgery). Employees with specific religious beliefs may prefer to dress in accordance with their faith, which should be allowed unless there is a good reason not to.
Asking female staff to dress in a provocative manner is an obvious no-no in most industries but many employers permit dressing down in hot weather for example.
Dress codes for men and women do not have to be identical but consultation with staff and careful implementation is the key to success. Bonuses are best left for achievements at work not how employees look!
Image used under CC courtesy of Veenya Venter
by intern25/07/2019 Discrimination0 comments
One in four employers would not hire a disabled person if they have knowledge of a disability, according to a survey [link to this] that Leonard Cheshire published recently. An alarming statistic to say the least. Employees and employers alike will find that the devil is in the detail. There is a very important detail to know when it comes to disability discrimination.
What constitutes disability discrimination?
There are six types of disability discrimination
Direct (unequal treatment because of a disability)
Discrimination 'arising from' (unequal treatment because of a related reason, eg absence)
Indirect (a one-size-fits-all policy that is harsher on the disabled)
Harassment (hostility because of a disability)
Not making reasonable adjustments for a disability
Victimisation (retaliation for bringing a discrimination complaint)
Knowledge of a disability is needed for 1, 2, 4 and 5. So an employer can't be guilty of direct discrimination if it doesn't know the employee is disabled. But does this mean actually knowing, or strongly suspecting or does having an inkling count?
Time to speak up?
What happens when you hide your disability from your employer? lets look at the case of A Ltd v Z.
The claimant in this case didn't tell her employer that she had mental health issues. It dismissed her because she frequently took days off from work. These were days off which she had to take off because of her illness. Was it discrimination to dismiss her? The question is whether an employer can be guilty of disability discrimination if they didn't know their employee was disabled.
The short answer is no. An employer can't be liable for disability discrimination if they didn't have knowledge of the disability. However, the longer answer is that in some cases the law will presume that an employer knows about their employees disability. This is 'constructive knowledge'. The law recognises this in cases where the employer ought to have known or could have found about the disability of their employee. Red flags include lots of absences and visible symptoms.
The employee's claim failed as the tribunal found even if the employer had inquired further into the health of the claimant, she wouldn't have shared her health information. So the employer couldn't have found out about her disability.
Does this case set any precedent?
It is still possible to succeed in a disability discrimination case, even if the employer is unaware. In cases like this the employer must have 'constructive knowledge' of their worker's disability.
Can an employee be dismissed while on long- term medical absence?
An employee can be dismissed while on medical leave. But it can't be because of medical leave or a disability, unless it is justified.
By Faize Tahir.
Image used under CC courtesy of Marco Verch
by Zahid17/06/2019 Disciplinary, Discrimination0 comments
Rugby Australia has sacked Australian rugby star Israel Folau because of what he said in a posting on Facebook. He wrote the following on his church's Facebook page despite being warned not to do so.:
"Drunks, homosexuals, adulterers, liars, fornicators, thieves, athiests and idolators – Hell awaits you".
We've posted on this very recently, so we are confident about how a UK employment tribunal would handle this.
The Equality Act bans discriminating on the basis of religious belief or sexual orientation. It could therefore lead to disciplinary action and/or dismissal. But what happens if an employee expresses their religious view which happens to offend colleagues? Is it fair to dismiss an employee for such conduct? Is the employee expressing their religious view or, discriminating against colleagues of a particular sexual orientation? Does it matter if the offended person is gay?
To prove unfair dismissal, an employee must show that the decision to dismiss fell outside one of the 'fair reasons' of dismissal. And they must show it was unreasonable.
For direct discrimination, an employee must show that the employer treated them less favourably than someone without the same 'religion or belief' or 'sexual orientation'. The employee must then show that the treatment was because of their belief.
This article discusses how UK law would deal with this issue.
Mr Folau is a devout Christian. Rugby Australia recently terminated his contract for the facebook posting, saying that he:
"had committed a high-level breach of the Professional Players Code of Conduct warranting termination of his employment contract".
Mr Folau said in the immediate aftermath "I share it with love. I can see the other side of the coin where people's reactions are the total opposite to how I'm sharing it".
Mr Folau has now lodged a claim to the Australian Industrial Tribunal (the equivalent to the UK Employment Tribunal) alleging his contract was essentially unlawfully terminated. He says "No Australian of any faith should be fired for practising their religion".
How do UK employers deal with an employee's use of social media
Social media has grown enormously over the last 10 years, to the extent that all employers can presume all their employees have a social media presence of some sort. Not all of them are as famous as Mr Folau of course.
Employers often have a social media policy. This aims to minimise the adverse impact of social media on businesses (i.e. bad publicity, revealing trade secrets or other confidential information). Guidelines typically include:
Avoiding social media communications that could damage reputation or business interests;
A ban on using social media to disparage the business, its staff or contacts;
A ban on sensitive business information (i.e. business performance), jeopardising trade secrets, confidential information and intellectual property; and
Being respectful to others.
Breaching social media policies is generally regarded as misconduct. Depending on the circumstances they can result in formal disciplinary action including dismissal. Having a policy in place makes it harder for an employee to bring a successful employment tribunal claim.
How would Mr Folau's case be dealt with by a UK employer and through the courts?
Assuming that the employer had a social media policy with the typical guidelines stated above, in our opinion, a tribunal would find the post disrespectful to other players/staff. It would bring the profession into disrepute. It would also have resulted in a victory for the employer in an unfair dismissal claim.
On one hand, employers must uphold discrimination laws, which the anti-homosexual views of the Old Testament are at odds with. On the other, people generally have a right to freedom of thought and expression, especially outside work. But employers have a right not to be associated with such views, which could bring the company into disrepute. And no, it does not matter if the posting offended no gay person.
We think that an employer would be justified in dismissing someone for such a Facebook posting made on a private account, certainly if the employee was well-known or linked online with the employer. This is because it could bring the employer into disrepute. But it depends on the context. If it were a blue-collar type situation (as opposed to a client-facing role) then it would be hard for the employer to say that its reputation could be damaged. This is because the general public would not be able to tie the Facebook posting to the employer.
This case is interesting because there is a conflict between the protected characteristics of 'religion or belief' and 'sexual orientation'. On one hand Mr Folau's posting on Facebook was expressing his religious belief but on the other it was offensive to colleagues with modern and secular views on homosexuality. Mr Folau says that he was simply quoting from the Bible. But this does not make it right in the eyes of employment law.
Punishing someone for a Facebook posting is not the same as punishing someone for expressing their religious views in the way it would be to punish them for attending a Church that espouses bigoted views.
Nevertheless, employers should be wary of dismissing an employee with a link to their religious beliefs, as this carries a risk of a discrimination claim. It goes a long way to have considered this in advance in the social media policy or disciplinary policy.
It will be interesting to see how the Australian courts handle this case.
Hatton James Legal
Image used under CC courtesy of Robin Bye
by Zahid14/06/2019 Discrimination0 comments
What would the compensation be for a one-off discriminatory act? In discrimination law, one of the main compensation categories is 'injury to feelings'. Injury to feelings is designed to compensate the employee for the effect the act(s) of discrimination had. There are three levels of compensation. These depend on the seriousness of discriminatory acts, known as the 'Vento bands' (after the name of a case):
Vento bands
Lower band – £900 to £8,800 – for less serious cases eg one-off discriminatory acts;
Middle band – £8,800 to £26,000 – for more serious cases; and
Top band – £26,000 – £44,999 – for the most serious cases.
We have written about this elsewhere.
Change in the law
In the recent the case of Base Childrenswear Ltd v Otshudi, the EAT (the Employment Appeal Tribunal) agreed with the ET (Employment Tribunal's) decision to award £16,000 for a one-off discriminatory act (harassment).
Ms Otshudi worked as a photographer. She complained about six acts of racial harassment from colleagues. The company made her redundant. However she thought the dismissal was because of her race. So she appealed and submitted a grievance. The employer failed to respond to either.
She lodged a claim for racial harassment at tribunal. The employer changed their story at tribunal, saying that the reason for her dismissal was dismissed due to suspected theft. This was a mistake because it is rarely wise to change your story during legal proceedings.
The tribunal found that Ms Otshudi was a victim of racial harassment. It awarded (among other things):
£16,000 for injury to feelings (on the basis of one harassing act); and
£5,000 in aggravated damages (mainly because the employer failed to respond to the appeal and grievance, and lied about the reason for the dismissal).
The employer appealed the tribunal's decision to award £16,000 in respect of one act of harassment.
The employment appeal tribunal found for the employee. It said that just because there had been a one-off discriminatory act, that didn't mean that the award should be in the lowest bracket. The focus should be on the effect on the employee.
This decision illustrates that even a one-off act of discrimination can be very costly for an employer. This is because when assessing compensation the focus isn't just on the number of discriminatory acts, but rather the affect on the employee. The employer can't always know what this will be. this is because the employee might go off sick as a result, have trouble sleeping, see a doctor or specialist, be prescribed pills and so on. So compensation for a one-off discriminatory act which hurts an employee's feelings deeply will be higher than for a number of acts which add up to less hurt.
Therefore this case highlights the importance of employers doing everything possible to prevent any discrimination. This includes having an equal opportunities policy in the staff handbook, and providing training to ensure all employees, especially managers, are aware of the zero-tolerance policy to discrimination in the workplace.
Image used under CC courtesy of Howard Lake
Can religious conversations get employees into trouble for gross misconduct?
This article looks into a Court of Appeal case about the NHS dismissing an employee who had religious discussions with patients.
UK law outlaws religious discrimination in the workplace. If an employee engages in it, disciplinary action could result. That could lead to a dismissal or resignation which is unfair.
What happens if an employee claims that disciplinary action taken because of religious conversations is discriminatory? This case comes only a couple of years after the case of the prison worker who told convicts that homosexuality is a sin. In that case, the EAT said a workplace ban on that sort of discussions was not indirect discrimination. It was a 'proportionate means of achieving a legitimate aim' (keeping order and safety in the prison).
However this was a case about unfair dismissal. In order to prove unfair dismissal, an employee must show that the decision to dismiss fell outside the prescribed 'fair reasons' of dismissal. And they must show it was unreasonable.
The allegation against Mrs Kuteh
Mrs Kuteh, a devout Christian, had 8 years' service. Her role was to carry out pre-operative assessments on patients. The NHS began receiving complaints from patients that she was discussing religion with them. Specific complaints about Mrs Kuteh included:
Saying 'what do you think Easter is about', to a patient, who responded that '[she] wasn't there to talk about religion';
Telling a cancer patient that if they prayed to God, they would have a better chance of survival; and
Giving a patient a bible and telling them she would pray for them.
The NHS suspended Mrs Kuteh whilst they investigated the allegations. At the investigation meeting Mrs Kuteh argued that her actions were a legitimate part of her healing work. In a later disciplinary hearing, the NHS dismissed her for gross misconduct.
Mrs Kuteh brought a claim of unfair dismissal. She argued that she had a right to freedom of thought, conscience and religion or belief under the European Convention of Human Rights. The ET rejected this. It said the dismissal was fair because her conduct fell in the category of converting, or attempting to convert someone from one religion to another (this is known as 'proselytising'). It wasn't expressing or having those religious beliefs.
What the case says
Mrs Kuteh appealed it up to the Court of Appeal, which agreed. It said that proselytising against someone's will isn't protected by the Convention on Human Rights.
Therefore employers should feel confident in giving warnings or even dismissing staff who have this kind of discussion with others. But remember that there is a gradient of behaviour ranging from "I went to Church on Sunday" through "Will you come to Church with me on Sunday", all the way to "Homosexuality is a sin". There is no blanket rule so you must take each case on its merits.
Case report: Kuteh v NHS
By Zahid Reza
Image used under CC courtesy of Masterbutler
Is vegan discrimination a thing?
This article discusses whether courts and tribunals will agree that the Equality Act protects vegan discrimination following reports of a recent case.
Victimised music lecturer wins £180,000
The Equality Act 2010 forbids victimisation. The employee must show that they were subjected to some negative treatment, as a result of a protected act (discrimination).
Wrongful dismissal is a breach of contract claim for unpaid notice pay. If an employer legitimately dismisses an employee for gross misconduct, they don't have to pay the notice period.
This article looks at the recent case of Francesca Carpos. She claimed the employer dismissed and victimised by dismissing her. She had circulated a memo which allegedly brought her employer's name into disrepute.
Dr Carpos was a bassoonist and lecturer at the Royal Academy of Music. Dr Carpos had done PhD research into discrimination in the classical music industry. One of her findings was that people often used the term 'gypos' for session violinists. She wrote a memo to students, advising them on how to fit in and get a job. The memo included:
"….Be discreet; what's on tour stays on tour. Become familiar with shared understanding of anecdote, caricature, stereotype and jokes. Google them and look on YouTube, if this is not your culture. For example, you may hear terms like this: Pond life = (string players). Gypos (short for gypsies) = violinists specifically…".
She circulated the memo to around 800 students. As a result a letter was sent to the Student Union, accusing Dr Carpos of 'encouraging the development of a toxic environment in which musicians are complicit in the harassment of and discrimination against colleagues'.
Dr Carpos was dismissed for gross misconduct, that is bringing the academy into disrepute.
She didn't accept this and lodged a claim of wrongful dismissal and victimisation. Dr Carpos argued that the it couldn't be true the reason was the outpour of hysteria from the student body. The employer must have been discriminating – it victimised her.
Decision – the employer victimised her
Dr Carpos won her claims and the judge awarded over £180,000 in compensation. The tribunal concluded that the academy's decision to dismiss her on grounds of gross misconduct was wrong and so she was entitled to her notice period. In relation to victimisation, the tribunal concluded that the dismissal was so obviously trumped-up that it really had to do with her having brought a previous complaint about discrimination.
Curiously, the judge also indicated that if Dr Carpos was eligible to bring an unfair dismissal claim, she may well have succeeded in that, too.
Therefore this case serves as a stark reminder that employers shouldn't be pressured into making knee-jerk reactions because they may inadvertently (1) wrongfully (or unfairly) dismiss; and (2) discriminate against or victimised the employee.
Image used under CC courtesy of Becs @ Catching Sundust
Harassment at work: Context is everything
Harassment at work often leads to employment tribunal (ET) claims for discrimination. The employee must show that an individual suffered:
(1) unwanted conduct (that is related to a protected characteristic (i.e. age, disability, gender reassignment, race, religion or belief, sex and sexual orientation);
(2) that has the purpose or effect of violating dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. This is quite broad and covers any untoward behaviour.
We look at a recent case which clarifies that a successful case for harassment at work depends on the specific facts.
Mr Evans started working for Xactly Corporation as a sales rep from 4 January 2016. He was called a 'fat ginger pikey' at least once during his employment. Mr Evans had strong links to the traveller community, was diabetic and sensitive about his weight. Xactly Corporation decided to dismiss Mr Evans for poor performance.
Mr Evans then brought a claim for harassment against Xactly in relation to the 'fat ginger pikey' comment, on the grounds of disability and race. He said that 'fat' related to his disability and 'pikey' related to his ethnic origin. The ET found that whilst in theory the comment was potentially a discriminatory and harassing comment, it wasn't harassment. The comments:
weren't 'unwanted' (because Mr Evans actively participated in the office banter);
they didn't have the purpose of violating Mr Evan's dignity, or creating an intimidating environment;
and they didn't have that effect (because he wasn't offended).
Mr Evans appealed to the employment appeal tribunal (EAT). The EAT ruled that the tribunal was entitled to come to this conclusion because harassment claims are highly fact-sensitive and context-specific.
This case reminds us that although an employee who puts up with harassment at work for years and even joins in with it doesn't necessarily find it unwanted. Their reaction to such conduct will be taken into account (including their level of participation, or the extent to which they appeared to get offended). This can be critical in establishing whether or not harassment has taken place.
Before an employee brings a harassment claim, it is helpful to keep a diary, register displeasure (eg with a grievance) and get colleagues on board to support their account.
Case report: Evans v Xactly.
By Hatton James Legal
Image used under CC courtesy of Gabe Austin


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Q: Append text input to a div element I have an HTML form in which I get by id an input field when a button is clicked, then write its content in a div.
However, I would like to have the input values appended at each successive button click rather than replaced.
How would I do that?
Here is my code:
function myFunction() {
   var x = document.getElementById("usr").value;
   document.getElementById("listaa").innerHTML = x;
}

<input type="text" class="form-control" id="usr" value="unesi">

<button type="button" class="btn btn-primary btn-lg btn-block" onclick="myFunction()">click me!</button>

A: If you want them to be listed one after the other change the function:
function myFunction() {
   var x = document.getElementById("usr").value;
   document.getElementById("listaa").innerHTML += x + "
";
}

notice the += to append text rather than replace it.

redpajama_set_name: RedPajamaStackExchange


This well established (45 years) profitable metal stamping business generates sales from a variety sources/industries including electronics and government. They enjoy a wonderful reputation. Most customers are repeat. Asking price includes all equipment. If the buyer has an existing business and can fold this business into their facility, then by eliminating my client's rent, my client's profit would be $172,728. Please contact TBC Business Brokers for more information.
The business is easily relocatable. Centrally located, dealing with customers in the tri-state area.
The company has not invested in the latest technology and is not ISO certified. A new owner should institute these measures, thus leveraging the loyal current customer base which should provide for significant growth.


text:
This traffic video image released by Caltrans District 3 shows Highway 50 is closed from Ice House Road to Meyers in El Dorado County, Calif., due to flooding,…
This traffic video image released by Caltrans District 3 shows Highway 50 is closed from Ice House Road to Meyers in El Dorado County, Calif., due to flooding, Saturday, Dec. 31, 2022. A flood watch is in effect across much of Northern California through New Year's Eve. Officials warned that rivers and streams could overflow and urged residents to get sandbags ready. (Caltrans District 3 via AP)
'Atmospheric river' dumps heavy rain, snow across California
SACRAMENTO, Calif. (AP) — A powerful storm brought drenching rain or heavy snowfall to much of California on Saturday, snarling traffic and closing highways as the state prepared to usher in a new year.
In the high Sierra Nevada, as much as 2 feet (0.6 meters) of snow could accumulate into early Sunday. The National Weather Service in Sacramento warned about hazardous driving conditions and posted photos on Twitter showing traffic on snow-covered mountain passes, where vehicles were required to have chains or four-wheel drive.
The so-called atmospheric river storm was pulling in a long and wide plume of moisture from the Pacific Ocean. Flooding and rock slides closed portions of roads across Northern California.
A Sacramento Municipal Utility District online map showed more than 153,000 customers were affected by power outages on Saturday. "SMUD crews are responding to outages across the region during this powerful winter storm," the utility said in a Twitter message, adding that it was preparing additional resources while working to restore power.
"Too many road closures to count at this point," the weather agency in Sacramento said in an afternoon tweet. Sacramento County urged residents in the unincorporated community of Wilton to evacuate, warning that flooded roadways could "cut off access to leave the area."
Rainfall in downtown San Francisco on Saturday topped 5 inches (12.7 centimeters) at midafternoon, making it the second-wettest day on record, behind a November 1994 deluge. With rain continuing to fall, it could threaten the nearly three-decade old record.
The California Highway Patrol said a section of U.S. 101 — one of the state's main traffic arteries — was closed indefinitely south of San Francisco because of flooding. Videos on Twitter showed mud-colored water streaming along San Francisco streets, and a staircase in Oakland turned into a veritable waterfall by heavy rains.
Weather service meteorologist Courtney Carpenter said the storm could drop over an inch of rain in the Sacramento area before moving south. One ski resort south of Lake Tahoe closed chair lifts because of flooding and operational problems, and posted a photo on Twitter showing one lift tower and its empty chairs surrounded by water.
"We're seeing a lot of flooding," Carpenter said.
The Sacramento agency released a map of 24-hour precipitation through Saturday morning, showing a wide range of totals in the region, from less than an inch (2.54 centimeters) in some areas to more than 5 inches (12.7 centimeters) in the Sierra foothills.
The Mammoth Mountain Ski Area reported numerous lift closings, citing high winds, low visibility and ice.
The Stockton Police Department posted photos of a flooded railroad underpass and a car that appeared stalled in more than a foot (30 centimeters) of water.
The rain was welcomed in drought-parched California, but much more precipitation is needed to make a significant difference. The past three years have been California's driest on record.
A winter storm warning was in effect into Sunday for the upper elevations of the Sierra from south of Yosemite National Park to north of Lake Tahoe, where as much as 5 feet (1.5 meters) of snow is possible atop the mountains, the National Weather Service said in Reno, Nevada.
A flood watch was in effect across much of Northern California through New Year's Eve. Officials warned that rivers and streams could overflow and urged residents to get sandbags ready.
Some rainfall totals in the San Francisco Bay Area topped 4 inches (10 centimeters).
The state transportation agency reported numerous road closures, including Highway 70 east of Chico, which was partially closed by a slide, and the northbound side of Highway 49, east of Sacramento, which was closed because of flooding. In El Dorado County, east of Sacramento, a stretch of Highway 50 was closed because of flooding.
Humboldt County, where a 6.4 magnitude earthquake struck on Dec. 20, also saw roadways begin to flood, according to the National Weather Service's Eureka office. A bridge that was temporarily closed last week due to earthquake damage may be closed again if the Eel River, which it crosses, gets too high, officials said.
It was the first of several storms expected to roll across California over the next week. The current system is expected to be warmer and wetter, while next week's storms will be colder, said Hannah Chandler-Cooley, a meteorologist at the National Weather Service in Sacramento.
The Sacramento region could receive a total of 4 to 5 inches (10 to 13 centimeters) of rain over the span of the week, Chandler-Cooley said.
"Strong winds could cause tree damage and lead to power outages and high waves on Lake Tahoe may capsize small vessels," the weather service in Reno said.
Avalanche warnings were issued in the backcountry around Lake Tahoe and Mammoth Lakes south of Yosemite.
On the Sierra's eastern front, flood watches and warnings were issued into the weekend north and south of Reno, Nevada, where minor to moderate flooding was forecast along some rivers and streams.
In Southern California, moderate-to-heavy rain was falling Saturday. The region will begin drying out on New Year's Day, with no rainfall expected during Monday's Rose Parade in Pasadena.
Another round of heavy showers was forecast for Tuesday or Wednesday, the National Weather Service in Oxnard said.
StormTracker8 Severe Weather Alerts
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redpajama_set_name: RedPajamaCommonCrawl


AnyMP4 iPad to Mac Transfer Ultimate is the versatile iPad Transferring software for Mac users. With it, you are able to transfer iPad files such as music, movie, picture, TV Show, Podcast, iTunes U, ringtone, ePub, PDF, camera roll, voice memo, camera shot and so on to Mac. Also, you can sync iPad files to iTunes. Besides, with this amazing iPad to Mac Transferring software, users can also backup iPhone SMS and Contacts on Mac. And it supports all of Apple devices like iPad 4, iPad mini 2, iPhone 5S/5C, iPhone 5, iPod Touch and the latest iOS 7.
AnyMP4 iPad to Mac Transfer Ultimate enables you to transfer almost all the iPad files like music, video, TV Show, Podcast, iTunes U, ringtone, eBook, camera roll, picture and voice memo to Mac. Also, it can help users transfer iPad files to iTunes. Besides, it is highly compatible with all iOS devices (iPad, iPhone and iPod).
This this iPad to Mac Transfer Ultimate, you are able to backup iPhone SMS and Contacts to Mac, thus they don't need to worry about losing your important information.
Apart from these, functions, this software has the capability help you edit the ID3 information, like name, artist, album, track number, lyrics, etc. of every single file on your device is editable.
AnyMP4 iPad to Mac Transfer Ultimate can help you preview the audio/video/picture effect conveniently with the built-in player it provides. Besides, this iPad to Mac Transfer Ultimate will detect iPad automatically once you connect it to the Mac. And it can show you all the information about the device on the main interface.


Performing administrative duties for the smooth running of H-CAS.
Office administration, filing, letter writing, form filling, etc.
Assisting in the creation & distribution of publicity materials to increase awareness, provide information and widen participation.
To compile and maintain auditable records, both paper and electronic, of the H-CAS activities.
To maintain a database of project staff, volunteers, clients, partners and associated contacts.
Assist in arranging events, evaluations, client feedback, etc.
Carry out such other duties as may be reasonably requested for the success of the H-CAS projects.
Experience of office administration is essential.
Experience of working with Information Technology applications such as Microsoft Word and Excel.
Experience of working with people from diverse background, preferably with minority ethnic communities; or those who are marginalised or excluded.
Good interpersonal skills and a commitment to equality & diversity.
Enthusiasm, reliability and self-motivation, with a flexible approach to work.
Working as part of a team, with an ability to schedule work and manage deadlines.
For an application form please contact H-CAS on Tel: 01482 236460 or 07914 635641.


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Size 3T Flowergirl dress only worn once. Comes from a smoke free home. I travel to Gander often, can deliver.
Baby Clothes For Sale !! Newborn & 3 Month .


LAKE LOUISE, Alberta (Nov. 24) - Two-time Olympian Marco Sullivan (Squaw Valley, CA), who battled back from knee injuries for two years, earned the first podium of his World Cup career Saturday. Sullivan barreled through biting cold and tricky light to finish second in the opening Audi FIS Alpine World Cup downhill of the season.
Canadian Jan Hudec, silver medalist in downhill at the 2007 FIS Alpine World Ski Championships but never previously a podium skier in World Cup races, won the race with a time of 1:42.79. Sullivan started No. 2 and finished No. 2, covering the 2.9K course in 1:43.03. Steven Nyman (Provo, UT) was 15th with Bode Miller (Bretton Woods, NH) 20th and Scott Macartney (Kirkland, WA) 29th.
"I've been skiing fast in the last few weeks of the prep period and had some good training runs. I was ready to throw down a good one despite the tough conditions," Sullivan said. "My Nordicas (skis) were on fire today.
"I knew I was having a solid run but I wasn't sure where it would stack up because the conditions were so variable. I was almost two seconds ahead of No. 1. But, then when Hudec came down - Jan and I have raced together for years - and was first, I knew being two-tenths away from him would be good.
"He won yesterday's final training, so I felt good about being close," Sullivan said. "I was telling someone he and I have had a lot of knee surgeries between us, so it's even nicer for us to be 1-2 on the podium. And, really, I think there's more for me. This isn't it."
An overcast sky created tricky visibility for the first 30 skiers and intermittent winds added to the problematic situation.
"Snow conditions stayed fantastic all day, but we had a good feeling before the race for how the guys would do," said DH Head Coach Chris Brigham.
"When Marco ran it was pretty flat light, but he skied tremendously. He took advantage of the opportunity. Races up here are usually super tight, so you have to be clean."
After tearing ligaments in his right knee during a DH training crash at Beaver Creek early in the 2004 season, the podium was another huge step in Sullivan's comeback. He underwent nearly two seasons of knee surgeries leading to the 2006 Olympics. A year ago, he was fourth in a downhill at Val Gardena, Italy, just one-hundredth of a second away from the podium. Saturday, Sullivan would not be denied.
"This (podium) was certainly worth the wait. It sets a good platform for me for the season," he added. "I'm heading to Beaver Creek and I'm ready to keep it rolling.
"I told him in the finish this was a payback for last year in Norway when he skied so well in poor conditions and then they stopped and finally restarted, and he didn't ski as well. What goes around comes around. This was a nice payback for Marco," the coach said.
Brigham also was pleased with the other top U.S. showings. "Stevie Nyman had a good day. He made a mistake up on the flats, and that cost him coming into the turnier sections. 'Scotty Mac' had some trouble at the bottom...and for T.J. (Lanning - Park City, UT) to start 62nd and come in 32nd was fantastic. He went from 70th to 25th yesterday in training and he's the real deal."
The snow drought in the Rockies forced organizers, who had made snow to cover the course, to drop the start about 150 meters to get it off the windswept, steep section at the top of the run. "It was about 15 degrees, but it felt colder with the wind blowing," Brigham said.
The opening weekend for the men's tour in North America concludes Sunday with a super G before they head to Beaver Creek, CO. Sullivan's podium also earned him a start in the SG; other U.S. starters Sunday will be Miller, Nyman, Macartney, Lanning and defending NorAm downhill and super G champion Erik Fisher (Middleton, ID), who crashed in the Saturday's DH.
The next men's World Cup stop is the Charles Schwab Birds of Prey races Nov. 29-Dec. 2 with a super combined, downhill, super G and giant slalom.


Patrick is continuously adding to this list of articles. Ranging from dressage to natural horsemanship, mechanics and anatomy, theory and self reflection, the list of topics is always growing. These articles are based on Patrick's years of experience and study, helped along by the tens of thousands of horses that he has ridden, and the hundreds of horses he meets and works with each year throughout his clinics.
Many of these article have related videos in our YouTube channel – be sure to visit and subscribe to that, as well.
Be sure to also check out the TALKING ABOUT HORSES podcast for interviews and insights.
with Patrick King More Leg, More Leg, More Leg…. It's a trap! When seeking refinement and precision in our horsemanship, we desire a horse that is light and responsive to the leg aids. It takes seemingly no effort to guide them, control their energy, or position their body. However, we often see riders kicking and … Continue reading It's a Trap!


This entry was posted on Monday, April 1st, 2013 at 10:12 am	and is filed under Elder Law, Veterans Issues. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.


It never ceases toamaze mejust how much *the little things* can have an affect on your life. A little over twenty years ago, the happenstance meeting between myself and the guy who had the lab stall next to mine at college didn't seem all that unusual - given that we were at a fairly popular local bar. In fact, it was a fairly common occurrence.Except this time, he was out with a couple of buddies.....one of whom was an oldhigh school buddy,now a Lance Corporal of Marines,home on leave after a recent tour in Okinawa.
19 yearsagothat young Marineand yours truly hooked handcuffs and threw away the key at amuch celebrated event.
I've alway held a special affinity for music. Some songs justsay what I'm feelingso much better than I ever could.Many of my favorites songs are sobecause I connect with them on a personal level.If it had been published then, I would have been singing this songthe day ofour wedding and every day afterward.
With every sunrise, I am thankful.
With everysunset, I am truly amazed.


If you suspect you might have an electrical issue in your home, commercial building, or farm, it's important to have an experienced electrician come out to diagnose and fix the issue before it creates a bigger, costlier problem. Located in Warroad, MN, E & L Electric has served Roseau and Lake of the Woods counties for more than 20 years.
Owner Tom Lien started his business on the idea of offering quality service to customers, and built the company's reputation by providing reliable electrical services that were completed accurately and on time. Their electricians undergo continuous training to ensure they are current on the latest technology, techniques, and safety measures in the industry. Complacency is not an option when providing electrical services, and the company never cuts corners.
From wiring and electrical installations for new construction and renovation projects to ensuring the electrical systems on your farm remain in proper working order, E & L Electric is committed to total customer satisfaction on every project.
The team understands that unexpected issues can occur at any time, and they are available 24/7 for emergencies. When you need electrical services, whether it's installation, repair, testing or upgrades, the team at E & L Electric is ready to help. Call them at (218) 386-2138 for more information or to request an estimate.


text:
Daniele da Castrovillari (1617 - Venècia, 29 de novembre de 1678) va ser un compositor i organista italià.

Durant diversos anys va ser organista de la catedral de Ferrara, tot i que els estudis locals mai no han pogut confirmar aquesta dada. També va ser organista a Venècia, probablement sota el nom de "Fra Daniele". Li han estat atribuïdes tres òperes estrenades a Venècia: Gl'avvenimenti d'Orinda (1660), interpretada al Teatro di SS Giovanni e Paolo; La Pasife (1661) i La Cleopatra (1662, amb text de Giacomo dall'Angelo).

D'aquestes tres òperes, només s'ha conservat La Cleopatra. La partitura inclou diverses àries que requereixen considerable agilitat vocal i un lament d'una llargada de dimensions força inusuals.

El 1662 Castrovillari també va compondre diversa música vocal pel Duc de Màntua.

Bibliografia
 Sartori, A. (1977): Documenti per la storia della musica al Santo e nel Veneto. Vicenza.
 Sparacio, D. (1925): 'Musicisti minori conventuali', Miscellanea francescana, xxv, 13–29, 33–44, esp. 34.
 Haselbach, R (1955): Giovanni Battista Bassani. Kassel.

Referències

Enllaços externs
 Biografia

Compositors italians del Barroc
Organistes italians
Persones de la província de Cosenza
Morts a Venècia
Compositors calabresos

redpajama_set_name: RedPajamaWikipedia


Walmart is adding a new cash rewards program to its prepaid MoneyCard program, the retail giant announced. Known as 3-2-1 Save, the program will offer 3 percent cashback on purchases made on Walmart.com, 2 percent back on fuel purchases at Walmart or its affiliated Murphy USA gas stations, and 1 percent back on purchases made at Walmart stores. The program also applies to Walmart's credit card products, issued by Synchrony Bank, but it's the combination of rewards and prepaid that could be transformative for how Walmart MoneyCard customers use the card.
Issued and program managed by Green Dot, MoneyCard is one of the largest GPR programs on the market and has won multiple Pay Awards, including a win in the Top of Wallet category in 2015. In 2010, Walmart began offering cash back on gasoline purchases made via MoneyCard—but expanding cash back to all purchases gives further incentive for cardholder to use MoneyCard for transactions and complements existing MoneyCard features, including the ability to write paper checks, early direct deposit, free cash access at all Walmart stores, online bill pay and mobile check deposit.
Financial management functions and rewards could be the key to increasing retention, which often is a challenge for GPR programs. American Express' Serve was the first GPR platform to offer cashback on all purchases, launching a 1 percent cash back reward program last year.
The firm has doubled in size throughout 2018.
Shaping corporate cultures to be more inclusive and making a positive social impact.
It has been enabled by a partnership with Merchantrade.


text:
Researches link gene to cannabis abuse
New research from the national psychiatric project, iPSYCH, shows that a specific gene is associated with an increased risk of cannabis abuse. The gene is the source of a so-called nicotine receptor in the brain, and people with low amounts of this receptor have an increased risk of cannabis abuse.
Cannabis is the most commonly used illegal drug in both Denmark and internationally, and around one in ten users becomes addicted to the drug. Researchers from iPSYCH have discovered a gene that they associate with the abuse of cannabis.
Cannabis plant. Free image via Pixabay
"We discovered that the disorder was associated with a genetic variant. This variant affects how much of a certain nicotine receptor is formed in the brain," explains Associate Professor Ditte Demontis from Aarhus University, who is behind the study.
The genetic variant discovered by the researchers affects how much of a specific nicotine receptor is formed. People who have less of this receptor in the brain are at greater risk of becoming cannabis abusers.
Ditte Demontis and her colleagues used a nationwide Danish cohort to analyse the complete genome of more than 2,000 cannabis abusers and the genome of 50,000 control subjects. The researchers subsequently repeated these findings in an analysis of a further 5,500 cannabis abusers and more than 300,000 control subjects.
The researchers also included genetic data from studies in which researchers examined the underlying genetics for cognition such as e.g. the ability to complete an education.
Here, they found that people with a higher number of genetic variants associated with impaired cognition also have an increased risk of cannabis abuse.
"People who abuse cannabis often do worse in the education system, and our results show that this can be partly explained by genetics. That is to say that people with an abuse problem have more genetic variations in the genome which increase the risk of cannabis abuse, while at the same time negatively affecting their ability to get an education," explains Ditte Demontis.
The study is the first of its kind on this scale and represents a step towards understanding the particular biological mechanisms, which lie behind the abuse of cannabis.
"We need to undertake even more research into how the genetic differences in the genome contribute to the development of cannabis abuse, and we need to map out the precise biological mechanisms that lead to one person having a higher risk of becoming a substance abuser than another. Our hope is to be able to improve treatment and perhaps in the long-term even prevent this abuse," says Ditte Demontis.
Background for the results:
Type of study: iPSYCH has collected genetic information on 2,387 people diagnosed with cannabis abuse and 48,985 control subjects. Subsequently, the findings where repeated in 5,501 people who were also diagnosed with cannabis abuse and 301,041 control subjects collected by deCODE Genetics in Iceland.
Source: Aarhus University
Men think they are excellent liars, women not so much January 6, 2020
Amazing Cows Hold Promise in Pioneering Sustainable Food Systems of the Future January 3, 2020
How should businesses convince seasonal workers to come back next year? December 21, 2019
Robotic blacksmithing : A technology that could revive US manufacturing?
More news about Economics & social
genes (2218)


Canadian Wildlife Up- Close. To know a landscape one has to know the creatures that reside in it. To me, landscapes tend to be empty without wildlife, and one has to be resourceful and patient so their secrets are revealed.


text:
Home Television
2021-22 Season Ratings for New TV Shows (week 36) – canceled + renewed TV shows
in Television
Each season, the television networks introduce dozens of new TV shows and hope that each will be a big hit in the ratings. Unfortunately, most are cancelled after one season. How are the new 2021-22 TV series doing? Which have the best ratings and which have the worst? How many will survive to see a second season? Stay tuned.
Here are the final season average ratings of the new 2021-22 network TV shows — through the end of week 36 (Sunday, May 29, 2022).
New ABC shows (so far): Abbott Elementary, Jeopardy! National College Championship, Judge Steve Harvey, Let the World See, Promised Land, Queens, Who Do You Believe?, Women of the Movement, and The Wonder Years.
New CBS shows this season (so far): Come Dance with Me, CSI: Vegas, FBI: International, Ghosts, Good Sam, How We Roll, and NCIS: Hawai'i.
New CW shows this season (so far): 4400, All American: Homecoming, American Song Contest, Great Chocolate Showdown, Legends of the Hidden Temple, March, and Would I Lie to You?.
New FOX shows this season (so far): Alter Ego, America's Got Talent: Extreme, Beyond the Edge, The Big Leap, The Cleaning Lady, Domino Masters, Don't Forget the Lyrics!, The Endgame, Joe Millionaire: For Richer or Poorer, Next Level Chef, Our Kind of People, Pivoting, The Real Dirty Dancing, and Welcome to Flatch.
New NBC shows this season (so far): American Auto, The Courtship, Grand Crew, Home Sweet Home, La Brea, Law & Order, Ordinary Joe, That's My Jam, and The Thing About Pam.
Note: If you're not seeing the updated charts, please try reloading the page. You can also view them here.
Note: Law & Order is obviously not a new show but it's been off the air for so long that we are treating it as one in these ratings lists.
The averages are based on the final national numbers (live plus same-day viewing). Keep in mind that the demo numbers are typically what's most important to advertisers. Therefore, that's how the networks measure success. Advertisers typically pay more for ad time on a show that has a higher demo rating. Because older viewers don't count? No, it's because younger viewers watch less traditional TV and are harder to reach. It's also important to remember that ratings are designed to estimate how many people watch a show's commercials — not the show itself. That's what advertisers pay for.
Want more? You can check out other season listings here.
What do you think? Are you surprised by any of the ratings? Which shows should be doing better?
Jury Finds Depp and Heard Were Both Defamed
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Sunday Rundown: Guns & Ammo Edition (Again)
Jeff Zients reportedly will be Biden's next chief of staff
Daisy Ridley Weighs in on 'Star Wars' Rey Parentage Controversy
India's RIL's fashion & lifestyle revenue up 13% YoY in Q3 FY23
Amazon Launches $5-a-Month Prescription Drug Plan in Further Healthcare Push
Musk Meets Top Congressional Leaders To Ensure Twitter 'Fair To Both Parties'by Adam | January 27, 2023Twitter...
Lace Lingerie Sets To Buy Yourself This Valentine's Day
Archie Roach Posthumously Recognized In Australia Day Honors – Billboard
Sometimes I Think About Dying is a delightful 'sad cup of coffee'
Tiësto and Charli XCX will release their 'Hot In It' collaboration next week
It's Not the House: 8 Great Books with Unusual Hauntings
How AIOps Compliments Hybrid & Multi-Cloud Strategies?


Langton's Ant is a simple and deterministic discrete dynamical system. It can be viewed as a cellular automaton, as a two-dimensional Turing machine, or as an agent-system. When I say that it's discrete, I mean that there is a discrete world, which is updated in discrete time. The world is usually a bi-dimensional square grid but is possible to code it in other ways such as triangular grid, hexagonal grid,etc. Each position in the grid (called cells) has a state, which can be either red or non-red. The ant walks on the grid, moving according to the states it finds, and changing these states as it walks over them.
Custom number of ants, position and speed using a external .ini file (with Spanish comments).
Once it finished, create a screenshot on an external BMP file and output some execution stats.
As you can see, the rules are very simple ones, so… where is the interesting thing? you only must run the program and after about 10,000 steps, the ant will create almost-symmetrical landscapes and it will begin to create a diagonal highway. It seems that each ant suddenly know what want to do. Many of you will say that it could be random event but far from it, we can do whatever we want with these ants: put a lot of them, put obstacles, etc.. but all of them always ended up doing his diagonal highway, you should test it!
Source code and make files for VS2003+.


The 'Magnum Opus': National Library of Scotland MSS. 23001-41. An Introduction and Commentary Brown, Iain Gordon (Editor). An introduction to Sir Walter Scott's own working copy of the Waverley novels, published to accompany the microfiche version of the Interleaved Set.


text:
What is Fun 104?
Download The FUN 104 App
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Give a Great Big Minnesota Welcome to Nan, the New Polar Bear at Como Zoo! (PHOTOS)
Jessica Williams Published: February 26, 2021
Photo credit: Jim Schulz/Chicago Zoological Society
Minnesota is celebrating International Polar Bear Day in a BIG way! Our state has a brand new resident- Nan the Polar Bear! Como Park Zoo and Conservatory made the fun and exciting announcement along with photos on their Facebook page.
Big news, just in time for International #PolarBearDay! Meet Como's newest resident, Nan, a 26-year-old female!
Meet Nan! The newest polar bear at Como Park Zoo and Conservatory
Give a great big Minnesota welcome to Nan! She is one of Minnesota's newest residents and is a polar bear at Como Park Zoo and Conservatory.
Don't you just want to give her a great big hug? I know, she is a polar bear so that may not be the best thing but she just looks so cuddly.
According to the Como Park Zoo and Conservatory website, Nan has gone through the mandatory quarantine period and is getting used to her new home. Her soon-to-be roommate, Neil, is also getting some behind-the-scenes introductions too.
All about Nan! Before you visit, check out these fun facts about the newest polar bear:
She was discovered under a house in Barrow, Alaska after she was orphaned.
Because she was too young and not able to take care of herself yet, she went to Point Defiance Zoo and Aquarium in Tacoma, Washington and lived there for 5 years.
She then spent 16 years at the Toledo Zoo.
The last 4 years, she has been at the Brookfield Zoo in Chicago.
You can find more info about the brand new polar bear in Minnesota at the Como Park Zoo and Conservatory website and also look for videos on the "Como Live" series that happen every Monday and Thursday on Como's Facebook page.
Como fans are super excited to see this newest addition especially after the sad news in August when we heard that a familiar face at the Como Park Zoo and Conservatory had passed away. Buzz the polar bear was a staple at the zoo for many years next to Neil, his twin brother, but sadly passed away after suspected neurological issues.
What's your favorite animal to see when you visit a zoo? I'd love to hear about it! Let me know on my Facebook page (Jessica On The Radio) and on Instagram.
Did you know that we have animals in Minnesota that can predict the weather? It's true! Keep reading and you'll see the list of animals that are weather geniuses.
Listen to Jessica Williams weekdays from 6 am until 10 am on Y105FM's Early Morning Show with James and Jessica.
KEEP READING: 10 Animals in Minnesota That Can Predict the Weather
Source: Give a Great Big Minnesota Welcome to Nan, the New Polar Bear at Como Zoo! (PHOTOS)
Filed Under: como park zoo, Como Zoo, Minnesota, zoo
2022 Fun 104, Townsquare Media, Inc. All rights reserved.


Students must formally withdraw from classes - failure to attend class does not constitute a withdrawal. Beyond the refund period, students wishing to withdraw from a class must file in the Office of Admissions and Records a Program Change form signed by the instructor. Students are also encouraged to speak with staff from the Academic Advising Office and Office of Student Financial Assistance prior to withdrawing from classes.


text:
<?php
namespace Codeception\Lib\Driver;

use Codeception\Lib\Interfaces\Queue;
use Pheanstalk\Pheanstalk;
use Pheanstalk\Exception\ConnectionException;

class Beanstalk implements Queue
{

    /**
     * @var Pheanstalk
     */
    protected $queue;

    public function openConnection($config)
    {
        $this->queue = new Pheanstalk($config['host'], $config['port'], $config['timeout']);
    }

    /**
     * Post/Put a message on to the queue server
     *
     * @param string $message Message Body to be send
     * @param string $queue Queue Name
     */
    public function addMessageToQueue($message, $queue)
    {
        $this->queue->putInTube($queue, $message);
    }

    /**
     * Count the total number of messages on the queue.
     *
     * @param $queue Queue Name
     *
     * @return int Count
     */
    public function getMessagesTotalCountOnQueue($queue)
    {
        try {
            return $this->queue->statsTube($queue)['total-jobs'];
        } catch (ConnectionException $ex) {
            \PHPUnit_Framework_Assert::fail("queue [$queue] not found");
        }
    }

    public function clearQueue($queue = 'default')
    {
        while ($job = $this->queue->reserveFromTube($queue, 0)) {
            $this->queue->delete($job);
        }
    }

    /**
     * Return a list of queues/tubes on the queueing server
     *
     * @return array Array of Queues
     */
    public function getQueues()
    {
        return $this->queue->listTubes();
    }

    /**
     * Count the current number of messages on the queue.
     *
     * @param $queue Queue Name
     *
     * @return int Count
     */
    public function getMessagesCurrentCountOnQueue($queue)
    {
        try {
            return $this->queue->statsTube($queue)['current-jobs-ready'];
        } catch (ConnectionException $e) {
            \PHPUnit_Framework_Assert::fail("queue [$queue] not found");
        }
    }

    public function getRequiredConfig()
    {
        return ['host'];
    }

    public function getDefaultConfig()
    {
        return ['port' => 11300, 'timeout' => 90];
    }
}

redpajama_set_name: RedPajamaGithub


text:
PoliticsCommentary
Women's Soccer Team More Proof the Left Ruins Everything It Touches
EconomyCommentary
Improper Payments Are Costing Taxpayers a Fortune
EnergyCommentary
Trump Got It Right on Uranium Imports
Planned Parenthood Ousts Leana Wen as President
SocietyAnalysis
Podcast: This Liberal's Been Married to a Conservative for Decades. Here's Her Advice.
Education Analysis
The Unintended Consequences of Student Loans
SocietyCommentary
New Book Offers Vision for 'American Restoration' Beginning at Home
International Analysis
She Survived China's Forced Labor Camp. Now She's Urging Americans to Reject Socialism.
LawCommentary
This Man Is Facing Foreclosure, $30K Fine Because He Didn't Mow His Lawn
Epstein, Bean, and Buck: The Democratic Donors' Sex-Creep Club
EducationCommentary
Our Free Speech Crisis
SecurityCommentary
We Hear You: Visiting the Border Patrol in Laredo, Texas
We Hear You: Preserving Freedom and Other Pressing Concerns
We Hear You: Look Who's Calling Daily Signal 'Unreliable'
We Hear You: Jordan Peterson on What Motivates the Left
PoliticsAnalysis
Red States Could Lose Big Because of the Census, Rep. Mo Brooks Explains
Problematic Women: Trump v. Rapinoe
How a New Hampshire Law Will Protect Private Property From Government Seizure
Jason Snead	/ @jasonwsnead / June 03, 2016 / Leave a comment
Civil asset forfeiture laws allow for the seizure of property suspected of involvement in a criminal act. (Photo: West Coast Surfer/picture alliance/ moodboard/Newscom)
Jason Snead / @jasonwsnead
Jason Snead is a senior policy analyst in The Heritage Foundation's Edwin Meese III Center for Legal and Judicial Studies. Read his research.
The New Hampshire Legislature adopted a significant bill to protect private property on Thursday, which will reform the practice of civil asset forfeiture in the state.
The sudden move comes after a lengthy debate that nearly saw SB 522 stripped of one of its most important provisions: the elimination of the financial incentive to seize property. But lawmakers reached a deal that preserved that critical measure, and now the bill is on its way to the desk of Gov. Maggie Hassan, a Democrat, who has indicated she is likely to sign it.
Civil asset forfeiture laws allow for the seizure of property and currency suspected of involvement in a criminal act. These laws were initially ramped up in the 1980s for the narrow purpose of targeting the property and ill-gotten gains of drug kingpins and criminal organizations. But in the decades since, the reach and use of forfeiture have exploded, driven in large part by deficient due process protections for property owners and a powerful financial incentive that returns forfeiture proceeds to the original seizing agency. The result: law enforcement authorities can, and do, self-finance through the forcible seizure of property.
Reforms cannot come soon enough to the Granite State, where prosecutors need only prove by a preponderance of the evidence that property is tied to crime to permanently strip citizens of their cash and property. What's more, current law requires innocent property owners to prove they did not use their property to commit a crime, or consent to its use. Once property or cash is forfeited, 45 percent of its value is returned to the seizing agency.
SB 522 would make some dramatic changes to forfeiture law in New Hampshire, including:
Requiring a criminal conviction before property may be forfeited. If Hassan signs the bill into law, New Hampshire would be the 11th state with such a requirement. There are reasonable exceptions, however, for instances when a conviction "is not possible due to the person's death, incompetence, unavailability" or "cannot be identified."
Shifting the burden of proof from innocent owners to the state, which must prove that a property owner "was a consenting party to the crime."
Raising the standard of proof to clear and convincing evidence, a much higher standard that represents a middle ground between the existing and too-low "preponderance of the evidence" standard and the "beyond a reasonable doubt" standard required in all criminal cases. Many states have lately chosen to heighten the evidentiary standards in forfeiture proceedings to "clear and convincing," and a bill recently proposed in the U.S. House of Representatives would do the same for federal forfeiture.
Returning all forfeiture proceeds to the general fund, eliminating the financial incentive to seize property under state forfeiture law.
Unfortunately, while the state law incentive to seize property has been eliminated, an alternative route to lucrative forfeiture proceeds remains intact.
Thanks to federal "equitable sharing" programs administered by the Justice and Treasury departments, property seized by state and local law enforcement agencies can be transferred to federal officials for forfeiture under federal law. The original seizing agency may then expect to receive up to 80 percent of the proceeds, which must be spent by that agency for "law enforcement purposes." State and local legislators have no say in how these funds are spent.
By all appearances, New Hampshire law enforcement agencies have taken full advantage of this "loophole," receiving more than $17 million in equitable sharing revenues since 2000. Since 1999, state agencies have only generated $1.15 million via state law forfeitures. Why the tremendous disparity? The equitable sharing program promises a greater payout than state law—an 80 percent return versus the 45 percent return under current law—and state agencies in New Hampshire are likely simply following the money.
Other states, such as New Mexico, Nebraska, and Maryland, have restricted the ability of their law enforcement agencies to transfer property for federal forfeiture or receive the resulting payments. New Hampshire would be wise to follow that lead; until it does, the impact of SB 522 is likely to be seriously blunted by law enforcement agencies that have every incentive to circumvent the new law, and little compunction about doing so.
Reforms like those in SB 522 will make it far more difficult to seize property from innocent people. New Hampshire has taken a solid first step toward restoring forfeiture to its original and laudable goal: targeting the ill-gotten gains of criminals.
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Embarked Fremantle per 'Suevic' A 29 for England 6.6.1916.
Roll Unit 'B' Coy. 44th Battalion, Australian Imperial Force (AIF).
Lydiate disembarked at Plymouth 21.7.1916. After a period of intensive training, he proceeded overseas to France 25.11.1916. He marched into Rouelles Australian Infantry Depot Base 5.5.1918 and was found to be under age. Lydiate was then transferred to the Australia Veterinary Hospital at Calais away from combat on 6.5.1918. He was detached with 44th Battalion to Australian Infantry Brigade Base (AIBB) 11.5.1918. Lydiate was appointed Shoeing Smith 9.11.1918 (under AIF orders 16.11.1918). He took leave 28.12.191 8- 11.1.1919 and was subsequently admitted to hospital with a debility 13.1.1919. He rejoined his unit 22.2.1919. Lydiate returned to England and marched into 1st Training Bde. Command Depot (CD) from France11.3.1919. He was listed for repatriation 19.8.3.19 and proceeded to Base Depot for return to Australia.
Embarked Devonport for Australia per 'Kildonian Castle' 21.3.1919.
Final Rank Staff Sergeant, Australian Army Veterinarian Hospital.
Notes His brothers Albert (SN3171), Frederick (SN 985)KIA, and George (SN 20510) also served in WW1.
'Myrtle Lodge' 57 James St. East Guildford. WA.


I know him by name, but he doesn't know me.
We wanted them to watch the YouTube video.
You didn't expect to see her there, did you?
I don't want that TV. It's too small.
I don't want those shoes. They're expensive.
I like this shirt. I'll take it.
I like these gloves. I'll take them.
1.This is a very useful tool. Would you like to use ( )?
2.Jim isn't in the office, and neither is Martin. Both of ( ) got the flu.
3.Steve is funny. He always makes me laugh. Do you know ( )?
4.We miss Cara. She visited ( ) often, and we used to play hide-and-seek.
5.Could you do ( ) a favor? I need your help.
6.Mrs. Smith has been absent for a month. I'm worried about ( ).
例)I like you. → You don't like me.
"Can [ them / me / I / you / to / show ]? I'm very interested.
"Does [ want / us / he / of / to / we / both ] come?
"No, I've [ to / someone / lent / just / it / for ] else.
"Who's Chang? I've [ heard / before / him / never / of / his ].
1.This is a very useful tool. Would you like to use ( it )?
2.Jim isn't in the office, and neither is Martin. Both of ( them ) got the flu.
3.Steve is funny. He always makes me laugh. Do you know ( him )?
4.We miss Cara. She visited ( us ) often, and we used to play hide-and-seek.
5.Could you do ( me ) a favor? I need your help.
6.Mrs. Smith has been absent for a month. I'm worried about ( her ).
1. He called her last night.
→ She didn't call him last night.
→ He doesn't trust them.
3. We're going to meet her tomorrow.
→ She isn't going to meet us tomorrow.
Does he want both of us to come?
No, I've just lent it to someone else.
No, they're too loud for me.
Who's Chang? I've never heard of him before.


There are many pregnancy classes conducted by hospitals and private institutions where they teach many pregnancy related exercises and yoga that helps to keep your nerves as well as prepare you for labour. It is a wonderful experience to meet other expecting mothers and share your insights. Make sure you get enough rest and sleep to overcome the stress of increasing weight and hormonal changes.
Pregnant women, very often shall look disoriented and clumsy. Well, they do have an easy excuse of being pregnant and people totally understand that. But times are changing and following your favourite pregnant celebrities, you can easily lean that it does not take much effort to look simple yet beautiful. Wear clothes that are comfortable and that accentuate your curves. Take cue from many pictures flooded with pregnant celebrities.
Some of us might just take due advantage of binging on anything because we're pregnant. But that does not mean you accumulate pounds of fat. This pregnancy fat is anyway not helping your baby grow. So, it is best you avoid too much junk food and stress on nutritious diet.
Also Want to Tell you!
No matter how nauseated and tired you feel, it is in our hands to make this wonderful journey of giving birth to a life, a wonderful and beautiful experience.
Happy pregnancy and follow these natural beauty tips for pregnant women.
Makeup Mistakes to avoid! Mature Women over 40!


If you follow college football, you have almost certainly heard of the Michigan "Revenge Tour" which was coined by Wolverines' defensive lineman Chase Winovich.
The "Revenge Tour" originally consisted of four games in which the Wolverines lost in 2017. Those games were against Wisconsin, Michigan State, Penn State, and Ohio State. So far, Michigan has dominated the first three legs of the tour and assuming they defeat Indiana this coming Saturday, they will get their shot finishing things when they play the Buckeyes on Nov. 24.
But the "Revenge Tour" has recently started to gain some serious traction and it has even expanded to the Wolverines on the basketball court.
On Wednesday, the Michigan basketball team played Villanova in what was a rematch from the 2018 NCAA Championship Game in which the Wildcats defeated the Wolverines 79-62. This time around, it was all Michigan was they jumped out to a huge lead and never looked back as they absolutely suffocated Villanova defensively on their way to a convincing 73-46 road win.
So, how much farther can the "Revenge Tour" spread?
Well, do you remember Brady Hoke?
Hoke was the head coach at Michigan from 2011-2014. During those four seasons, the Wolverines were just 31-20, including going 2-6 against their biggest rivals (Michigan State and Ohio State). Following the 2014 season in which Hoke led the Wolverines to a 5-7 record and no Bowl Game, he was fired.
Many Wolverines fans grew to dislike Hoke because he could not get the team over the hump.
So, you are probably wondering how in the hell the Detroit Lions can possibly play a role in Michigan's Revenge Tour.
On Sunday, the Lions host the Carolina Panthers at Ford Field and Dave Birkett of the Detroit Free Press pointed out on Twitter that Hoke is currently the Panthers defensive line coach!
For those Michigan fans who thought Hoke was at least partially responsible for setting their program back, the Detroit Lions have a chance to get your revenge this weekend as the "Revenge Tour" continues!
Wait a minute? Do we really want to let the Lions play a role in something so special? Well, if they lose on Sunday to the Panthers, we will take this all back!
*H/T to 247 Sports for the feature image.


text:
package sauce.core;

import sauce.util.AssetDisposedException;
import sauce.util.Disposable;
import sauce.util.structures.Vector2D;

/**
 * Created by John Crockett.
 */
public class Background implements CameraChangeSubscriber, Disposable {
    boolean disposed = false;
    private float xScroll;
    private float yScroll;
    private float xPos;
    private float yPos;

    private Surface tiledSurface;
    private Sprite tile;

    public Background(String fileSource, float xScrollFactor, float yScrollFactor){
        xScroll = xScrollFactor;
        yScroll = yScrollFactor;

        tile = new Sprite(fileSource);

        updateTiledSurface(Engine.getCamera().getWidth(), Engine.getCamera().getHeight());

        Engine.subscribeToCameraChanges(this);
    }

    public Background(Surface fileSource, float xScrollFactor, float yScrollFactor){
        xScroll = xScrollFactor;
        yScroll = yScrollFactor;

        tile = new Sprite(fileSource);

        updateTiledSurface(Engine.getCamera().getWidth(), Engine.getCamera().getHeight());

        Engine.subscribeToCameraChanges(this);

    }

    private void updateTiledSurface(int width, int height) {
        if(tiledSurface != null)
            tiledSurface.dispose();

        int xCount = width / tile.width() + 2;
        int yCount = height / tile.height() + 2;

        tiledSurface = new Surface(xCount * tile.width(), yCount * tile.height());

        SpriteBatch batch = new SpriteBatch();

        for(int i = 0; i < xCount; i++){
            for(int j = 0; j < yCount; j++){
                batch.add(tile, i * tile.width(), j * tile.height());
            }
        }

        tiledSurface.bind();
        {
            batch.render();
        }
        tiledSurface.unbind();
    }

    private void checkDisposed() {
        if(disposed)
            throw new AssetDisposedException(this);
    }

    void update(double delta) {
        xPos = (float)(xPos + (xScroll * delta));
        yPos = (float)(yPos + (yScroll * delta));

        xPos = (xPos % tile.width() + tile.width()) % tile.width();
        yPos = (yPos % tile.height() + tile.height()) % tile.height();
    }

    void render(){
        tiledSurface.draw(xPos - tile.width() + Engine.getCamera().getX(), yPos - tile.height() + Engine.getCamera().getY());
    }

    public float getXPos(){
        checkDisposed();
        return xPos;
    }

    public float getYPos(){
        checkDisposed();
        return yPos;
    }

    public float getxScroll() {
        return xScroll;
    }

    public void setxScroll(int xScrollFactor) {
        xScroll = xScrollFactor;
    }

    public float getyScroll() {
        return yScroll;
    }

    public void setyScroll(int yScrollFactor) {
        yScroll = yScrollFactor;
    }

    public void setxPos(float xPosition) {
        xPos = xPosition;
    }

    public void setyPos(float yPosition) {
        yPos = yPosition;
    }

    @Override
    public void cameraResized(Vector2D newSize) {
        checkDisposed();
        updateTiledSurface(newSize.getX(), newSize.getY());
    }

    @Override
    public void cameraChanged(Camera newCamera) {
        checkDisposed();
        updateTiledSurface(newCamera.getX(), newCamera.getY());
        xPos = -newCamera.getX();
        yPos = -newCamera.getY();
    }

    @Override
    public void cameraMovedPosition(Vector2D delta) {
        checkDisposed();
        xPos -= delta.getX();
        yPos -= delta.getY();
    }

    @Override
    public void dispose() {
        checkDisposed();
        disposed = true;
        tile.dispose();
        Engine.unsubscribeToCameraChanges(this);
    }

    public Surface getTiledSurface(){
        return tiledSurface;
    }
}


Fishermen's Union Trading Company clerk, Joyce Samson, with customers.
Zeb Russell, Joseph Parsons, and Alfred Hussey, in the dry goods department, Fishermen's Union Trading Company store.
Fishermen's Union Trading Company clothing department employees, Joseph Parsons and Albert Samson.
Fishermen's Union Trading Company clothing department employee, Shirley (Mason) Pardy.
Ernest Baker of the Fishermen's Union Trading Company.
Alfred Hussey and other employees at the Fishermen's Union Trading Company store.
Inside a department at the Fishermen's Union Trading Company store.
Staff at the Fishermen's Union Trading Company office.
William Hynes, unidentified man, Steve Tulk and Captain Godfred Tulk, on board an unidentified vessel.
Port Union men at the seal hunt.


text:
Supplement to The Scroggins Papers by William G. Scroggins
Note: This is the next to the last update of this page at this url. See more below.
William Keith Scroggins
William Keith Scroggins1
M, #15171, (1926 - 1997)
Family Explorer
Father*: Sterling Rodney Scroggins2 (1893 - 1986)
Mother*: Hannah J. Fredrickson2 (1902 - 1983)
Reference: [15171:C]
Birth*: 17 Sep 1926.3
(Parents, son of Sterling Rodney Scroggins & Hannah J. Fredrickson).2
Marr-Est. Date*: Audrey Elaine Kruger.2
Death-LstR*: 15 Jan 1997, Sheboygan Falls, Sheboygan Co, WI.3
Death: 15 Jan 1997, Sheboygan, Sheboygan Co, WI.4
Burial*: Greenlawn Memorial Park (2134724), Kohler (Sheboygan County), Sheboygan Co, WI , 43.76194 -87.79777
FaG: 93193594.5
Burial: Chapel of Eternal Light Mausoleum (2172090), Kohler (Sheboygan County), Sheboygan Co, WI , 43.76140 -87.79444
SSN*: Bef. 1951, Social Security "William K Scroggins," SSN: 456-20-9248, issued: TX.3
Death of mother: 1 Oct 1983, Hannah J. Fredrickson, Sheboygan Falls, Sheboygan Co, WI.6,7
Death of father: 1 Apr 1986, Sterling Rodney Scroggins, Sheboygan Falls, Sheboygan Co, WI.6,8
Obituary (Deceased Brother): Of Donald Dean Scroggins, 2 Apr 2004, Donald D. Scroggins, Eagle Record, Traverse City, Grand Traverse Co, MI.9
Name Variation: William K Scroggins.5
Name Variation: William Keith 'Bill' Scroggins.5
Children of William Keith Scroggins & Audrey Elaine Kruger
Kathren Ann Scroggins (aft. 1939? - )
Susan Lynn Scroggins (aft. 1939? - )
Dennis Lee Scroggins+ (25 May 1953 - )
Last Edited: 17 Jul 2012
[S421] Raymond R. Howard, Database: "~AWT: 23284."
[S44] Social Security Death Index (Ancestry.com), URL: http://www.ancestry.com/search/rectype/vital/ssdi/main.htm,.
[S2455] MN Dept. of Health, WI Death Index, 1959-1997 (MyFamily.com),
Name: William Keith Scroggins
Location: Sheboygan (May be abbreviated)
Certificate: 200279.
[S2262] Find A Grave, URL: http://www.findagrave.com, http://www.findagrave.com/cgi-bin/fg.cgi where XXXXXXXX is the number in the burial tag memo.
[S16] Loma Scroggins Patton (Lois Loma Scroggins), Scroggins Acres, p. 191.
Name: Hannah Josephine Scroggins
Death Date: 1 Oct 1983
[S45] Social Security Death Index (Rootsweb.com), URL: http://ssdi.rootsweb.com/,.
[S1595] Obituary: Donald D. Scroggins (Donald Dean Scroggins), Record-Eagle, Traverse City, MI, 2 Apr 2004
TRAVERSE CITY - Donald D. Scroggins, 70, of Traverse City, passed away peacefully on Wednesday, March 31, 2004, at Munson Medical Center in Traverse City. He was born on Dec. 19, 1933, in Kemp, Texas, the son of the late Sterling and Hannah (Fredrickson) Scroggins of Sheboygan Falls, Wis.
Donald grew up in Wisconsin and graduated from Sheboygan Falls High School. After graduation, he served his country as a Marine during the Korean Conflict.
In 1956, he moved to the Grand Traverse Region, where he began working for Super Tool in Elk Rapids. He enjoyed the outdoors and would frequently be found hunting, fishing, bowling and riding motorcycles.
In 1966, he married Gloria Cook of Muskegon. Together, they had three children who survive, Vicki (Greg) Scroggins-Johnson of Ann Arbor, Jeffrey (Angel) Scroggins of Williamsburg and Debra Scroggins of Grawn.
Later in life, Donald was a dedicated employee of Tower Automotive of Traverse City.
Donald was a devoted family man and community member. He enjoyed helping others and bringing cheer to those less fortunate. After the death of his wife, Gloria, in 1997, he began writing poetry to share his experiences and remind everyone of the value of each day. You could always find him with a poem or two, ready to share.
In addition to his children, Donald is also survived by six grandchildren; and two brothers, Richard Scroggins of Manitowoc, Wis., and Charles Scroggins of Sheboygan Falls, Wis.
He was preceded in death by his brother, William, in 1997; and his brother, Robert, in 2001.
Visitation will be held today, April 2, 2004, from 2 to 4 p.m. and 6 to 8 p.m., at Covell Funeral Home in Elk Rapids. Funeral services will take place at 10 a.m. on Saturday, April 3, 2004, also at the funeral home, with Pastor Tamara Williams officiating.
Contributions may be made to V.F.W. Post 170 in Traverse City or V.F.W. Post 114 in Elk Rapids. Envelopes are available at the funeral home.
Arrangements have been entrusted to the Elk Rapids Chapel of Covell Funeral Homes.
Compiler: John M. Scroggins
Note: The software used to maintain the database and these pages is no longer supported. The next (final) update will include instructions on finding replacement pages built with new software. on 28 Jun 2017 at 8:01:11 AM; 46,382 people
Page created by John Cardinal's Second Site v6.2.11. | Web site design by John Cardinal, modified by John M. Scroggins, 3 Jul 2007, 21 Sep 2013


Mizan Kalıp San. Tic., Ltd. Şti.
MIZAN KALIP SAN. TIC., LTD. ŞTI.
Edit Mizan Kalıp San. Tic., Ltd. Şti.
Other search results for: Mizan Kalıp San. Tic., Ltd. Şti.
Let us first give the interpretations of the verses about Araf and people entitled to Araf, which reads in the Surah Al-Araf before explaining Araf itself.
Pay. Hisse. Nasib. Kısım. Mizan. Rızık. Kısım kısım verilen bir hediyenin, borcun her defada verilen bir parçası. Tartı ve ölçüde doğruluk.
REQUEST TO REMOVEHakikat Kitabevi - Arabic Books?
Kocaeli Üniversitesi Kütüphane ve Dokümantasyon Daire Başkanlığı/ ... AÇIK ARŞİVLER. Açık Erişim Dünyasından... Açık Erişim Nedir?
There are currently, 3 Online Visitors, 0 Online Members are visiting our website currently and it is visited 2798, times Today and 3550080 times in Total.
logo nostalji > go. İkİ tarİh arasi mİzan query (1/2) > >> adem57: arkadaŞlar merhaba, İkİ tarİh arasi mİzan alabİleceĞİmİz bİr query varmidir acaba?
Description: Mizan residence: Responding Responsible Architecture, a six seasons house... It feels most amusing when rain pours and wind blows.
Mizan Yeminli Mali Müşavirlik ve Bağımsız Denetim AŞ.
Mizan Agricultural Products established in 1980. Mizan Agricultural Products is one of the leading manufacturer and exporter firm about Dried Apricot in Malatya Turkey.


text:
Kia est une commune rurale située dans le département de Boura de la province de Sissili dans la région du Centre-Ouest au Burkina Faso.

Géographie

Kia est située à environ  au sud-est de Yoro et à  au nord de la frontière avec le Ghana.

Histoire

Économie

Éducation et santé

Annexes

Notes et références

Liens externes

Articles connexes

Ville dans le département de Boura