text:
A Fairer Ghana
Our vision is to build a fairer Ghana where everyone feels valued and we properly support the hardworking and our most vulnerable people.
The decent and hardworking households in Ghana are being hit the hardest by virtually a non existent public spending by our present and past governments.
This has to change. The barriers to opportunity standing in the way of people - whether as a result of background, income, geography, gender, or disability – have to be broken down. By promoting fairness as a way to reduce inequality, we can also allow Ghana to become prosperous and fiscally sustainable.
With the GGP in government we'll use all the powers at our disposal to mitigate lack of any socio-economic and welfare structure handed down from past badly run governments, to tackle the scourge of the widespread poverty and to give our children and youth the best start in life.
By investing more in public primary schools, we will give more children equal opportunities to thrive and realise their potential.
By promoting a fair and decent wage and the principles of Fair Work, we can ensure that work pays and individuals are valued and criminality is no longer tolerated in our society.
However there is more we can and want to do to make genuine and long lasting changes to the challenges that have continued to blight Ghana.
The increasing levels of poverty and inequality are a clear sign that the economic and social policies of the our Government are failing us. The GGP can and would make things better.

redpajama_set_name: RedPajamaCommonCrawl


Listeria, a common food-borne bacterium, may pose a greater risk of miscarriage in the early stages of pregnancy than appreciated, according to researchers at the University of Wisconsin-Madison School of Veterinary Medicine studying how pathogens affect fetal development and change the outcome of pregnancy.
Golos and his collaborators published their results Feb. 21, 2017 in the journal mBio.
According to the Centers for Disease Control, listeria makes about 1,600 Americans sick each year — a relatively small number, but a group heavy on newborn babies and older adults with undeveloped or weak immune systems.
"The problem with this organism is not a huge number of cases. It's that when it is identified, it's associated with severe outcomes," says Charles Czuprynski, a UW-Madison professor of pathobiological sciences and director of the UW-Madison Food Research Institute.
Pregnant women are warned to avoid many of the foods — among them unpasteurized milk and soft cheese, raw sprouts, melon and deli meats not carefully handled — that can harbor listeria, because the bacterium is known to cause miscarriage and stillbirth, and spur premature labor. Those severe outcomes have resulted in a zero-tolerance regulatory policy for listeria in ready-to-eat foods. But when it occurs, listeria infection in pregnancy may go unnoticed. The few recognizable symptoms are nearly indistinguishable from the discomfort most newly pregnant women feel.
Sophia Kathariou, a North Carolina State University professor of food science and microbiology, provided a strain of listeria that caused miscarriage, stillbirth and premature delivery in at least 11 pregnant women in 2000. Four pregnant rhesus macaques at the Wisconsin National Primate Research Center were fed doses of the listeria comparable to what one might encounter in contaminated food. Bryce Wolfe, a UW-Madison graduate student studying cellular and molecular pathology who is lead author of the study, monitored the speed and progression of listeria's spread.
None of the monkeys showed obvious signs of infection before their pregnancies came to abrupt ends. But in tissue samples taken after each monkey experienced intrauterine fetal death, Wolfe found listeria had invaded the placenta — the connection between the mother-to-be and the fetus, which usually prevents transmission of bacteria — as well as the endometrium, the lining of the uterus.
The researchers believe the inflammation caused by the maternal immune response to the fast-moving listeria also affects the placenta, keeping it from protecting the fetus.
The results suggest listeria (and perhaps other pathogens) may be the culprit in some miscarriages that usually go without diagnosed cause, but the bacteria's stealth and speed may still make it hard to control.
Golos and Wolfe plan to continue work with listeria to better define how the bacterium targets the reproductive tract, its incubation time and the problems it causes leading up to miscarriage. Their goal is to provide basic knowledge about the progression of infection and the maternal immune response to intracellular pathogens in pregnancy, which may help other researchers battling similar dangers such as Zika virus.


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Mini-Cassia Chamber
of Commerce and Visitor Center
The Mini-Cassia Visitor Center
Located in Heyburn, just northeast of Burley, the Mini-Cassia Chamber of Commerce and Visitor Center is your one-stop shop for information about some of Southern Idaho's most popular and scenic attractions. Stop in and see them! We'd love to help you plan your next Southern Idaho adventure.
Small Cities, Big History
Heyburn, where the Mini-Cassia Chamber of Commerce and Visitor Center resides, is one of 12 cities in the region that trace their beginnings back to the turn of the 20th century. Each charming city is a gateway to the area's beautiful countryside, offering easy access to attractions like the Snake River, City of Rocks Scenic Byway, Lake Cleveland, Pomerelle Mountain Resort, and hundreds of fishing spots and hiking trails.
State and National Parks Properties
Mini-Cassia is a treasure trove for nature and history lovers. Our properties include:
City of Rocks National Reserve, four miles west of Almo
Lake Walcott State Park and National Wildlife Refuge, 11 miles northeast of Rupert
Castle Rocks State Park, two miles from Almo
Minidoka Internment National Monument, north of Eden on U.S. Highway 93
Milner Historic Recreation Area, 12 miles west of Burley
Craters of the Moon National Monument, 112 miles northeast of Heyburn
Super Snowpack
Pomerelle Mountain Resort offers excitement for both novice and experienced skiers. The mountain has 22 runs, two terrain parks, and a vertical drop of 1,000 feet. Snowmobiling and tubing are available, too — and every activity comes with a jaw-dropping view of the Magic Valley. But you don't have to wait for winter: Pomerelle is open on weekends from July 4 through Labor Day for hikers and sightseers.
Gorgeous Lakes
Make Lake Walcott State Park and National Wildlife Refuge your go-to weekend getaway, with beautifully maintained camping, fishing, and picnic areas. If you prefer areas that are a bit more untamed, try Lake Cleveland, a crater lake surrounded by flowers, or the remote and wild Independence Lakes.
Local Specialties and Comfortable Beds
Our restaurants range from tasty American fare to Mexican favorites. When you're ready to turn in after your adventure, check in to one of our local hotels for a quiet night's sleep.


EXCLUSIVE: Elisabeth Shue has been cast opposite Bruce Willis in Death Wish, the Eli Roth-directed remake of the 1974 Charles Bronson film for Paramount and MGM. She joins Mike Epps, Dean Norris and Vincent D'Onofrio in the film, which is shooting in Chicago and Montreal.
Shue will play the wife of Paul Kersey (Willis), whose life is destroyed by a violent crime against his wife and daughter. Frustrated that the bad guys were not brought to justice for the nefarious act inflicted on his family, he starts hunting for the perpetrators himself.
Roger Birnbaum is producing the pic with a script from Scott Alexander and Larry Karaszewski. Joe Carnahan penned the original script.
Shue spent four seasons as Julie Finlay on CBS' long-running crime drama CSI. On the film side, she received an Oscar nom for her leading role in Mike Figgis' Leaving Los Vegas. Up next, Shue can be seen alongside Emma Stone in Battle of the Sexes, directed by Jonathan Dayton and Valerie Faris. Other credits include Hollow Man, Chasing Mavericks and House at the End of The Street.
Shue is repped by CAA.


Comfy, durable, and for a great cause! A portion of each hoodie sale will be contributed towards the support of Disaster Relief Organizations and Victims. Let's reach them where they are, and keep them as hydrated as we can! Water saves lives!
It comes in pink! SAWWWSSSE (Sauce lol)! A portion of each hoodie sale will help fund the battle against Breast Cancer, and also raise awareness. They're quite important, y'know!


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O. Reg. 285/01: EXEMPTIONS, SPECIAL RULES AND ESTABLISHMENT OF MINIMUM WAGE
filed July 20, 2001 under Employment Standards Act, 2000, S.O. 2000, c. 41
made under the
EMPLOYMENT STANDARDS ACT, 2000
Made: July 19, 2001
Filed: July 20, 2001
Printed in The Ontario Gazette: August 4, 2001
EXEMPTIONS, SPECIAL RULES AND ESTABLISHMENT OF MINIMUM WAGE
1. In this Regulation,
"construction employee" means,
(a) an employee employed at the site in any of the activities described in the definition of "construction industry", or
(b) an employee who is engaged in off-site work, in whole or in part, but is commonly associated in work or collective bargaining with an employee described in clause (a);
"construction industry" means the businesses that are engaged in constructing, altering, decorating, repairing or demolishing buildings, structures, roads, sewers, water or gas mains, pipe lines, tunnels, bridges, canals or other works at the site;
"domestic worker" means a person who is employed by a householder to perform services in the household or to provide care, supervision or personal assistance to children, senior or disabled members of the household, but does not include a sitter who provides care, supervision or personal assistance to children on an occasional, short-term basis;
"hotel, motel, tourist resort, restaurant and tavern" means an establishment that provides accommodation, lodging, meals or beverages for payment, and includes hotels, motels, motor hotels, tourist homes, tourist camps, tourist cabins and cottages, tourist inns, catering establishments and all other establishments of a similar nature;
"information technology professional" means an employee who is primarily engaged in the investigation, analysis, design, development, implementation, operation or management of information systems based on computer and related technologies through the objective application of specialized knowledge and professional judgment;
"residential care worker" means a person who is employed to supervise and care for children or developmentally handicapped persons in a family-type residential dwelling or cottage and who resides in the dwelling or cottage during work periods, but does not include a foster parent;
"road building" means the preparation, construction, reconstruction, repair, alteration, remodelling, renovation, demolition, finishing and maintenance of streets, highways or parking lots, including structures such as bridges, tunnels or retaining walls in connection with streets or highways, and all foundations, installation of equipment, appurtenances and work incidental thereto;
"seasonal employee" means an employee who works not more than 16 weeks in a calendar year for an employer;
"taxi cab" means a vehicle, with seating accommodation for not more than nine persons exclusive of the driver, used to carry persons for hire;
"wage rate" means, where an employee is paid for piecework, the rate paid per piece and if there is more than one piece rate, each of the piece rates, and the number of pieces paid at each rate.
Exemptions re Various Parts of Act
Exemptions from Parts VII to XI of Act
2. (1) Parts VII, VIII, IX, X and XI of the Act do not apply to a person employed,
(a) as a duly qualified practitioner of,
(i) architecture,
(ii) law,
(iii) professional engineering,
(iv) public accounting,
(v) surveying, or
(vi) veterinary science;
(b) as a duly registered practitioner of,
(i) chiropody,
(ii) chiropractic,
(iii) dentistry,
(iv) massage therapy,
(v) medicine,
(vi) optometry,
(vii) pharmacy,
(viii) physiotherapy, or
(ix) psychology;
(c) as a duly registered practitioner under the Drugless Practitioners Act;
(d) as a teacher as defined in the Teaching Profession Act;
(e) as a student in training for an occupation mentioned in clause (a), (b), (c) or (d);
(f) in commercial fishing;
(g) as a registered salesperson of a broker registered under the Real Estate and Business Brokers Act; or
(h) as a salesperson, other than a route salesperson, who is entitled to receive all or any part of his or her remuneration as commissions in respect of offers to purchase or sales that,
(i) relate to goods or services, and
(ii) are normally made away from the employer's place of business.
(2) Subject to sections 24, 25, 26 and 27 of this Regulation, Parts VII, VIII, IX, X and XI of the Act do not apply to a person employed on a farm whose employment is directly related to the primary production of eggs, milk, grain, seeds, fruit, vegetables, maple products, honey, tobacco, herbs, pigs, cattle, sheep, goats, poultry, deer, elk, ratites, bison, rabbits, game birds, wild boar and cultured fish.
Special Rule re Emergency Leave
3. Section 50 of the Act does not apply to any of the following persons in circumstances in which the exercise of the entitlement would constitute an act of professional misconduct or a dereliction of professional duty:
1. A person described in clause 2 (1) (a), (c), (d) or (e).
2. A person employed as a registered practitioner of a health profession set out in Schedule 1 to the Regulated Health Professions Act, 1991, including a person described in clause 2 (1) (b).
Exemptions re Hours of Work and Eating Periods
Exemptions from Part VII of Act
4. (1) Sections 17, 18 and 19 of the Act do not apply to,
(a) a person employed as a firefighter as defined in section 1 of the Fire Protection and Prevention Act, 1997;
(b) a person whose work is supervisory or managerial in character and who may perform non-supervisory or non-managerial tasks on an irregular or exceptional basis;
(c) a person employed as a fishing or hunting guide;
(d) a construction employee;
(e) a person who is employed as the superintendent, janitor or caretaker of a residential building and resides in the building; or
(f) a person employed as an embalmer or funeral director.
(2) Sections 17 and 19 of the Act do not apply to a person employed,
(a) as a landscape gardener; or
(b) to install and maintain swimming pools.
(3) Part VII of the Act does not apply to,
(a) a person whose employment is directly related to,
(i) the growing of mushrooms,
(ii) the growing of flowers for the retail and wholesale trade,
(iii) the growing, transporting and laying of sod,
(iv) the growing of trees and shrubs for the wholesale and retail trade,
(v) the breeding and boarding of horses on a farm, or
(vi) the keeping of furbearing mammals, as defined in the Fish and Wildlife Conservation Act, 1997, for propagation or the production of pelts for commercial purposes; or
(b) an information technology professional.
Establishment of Minimum Wage
5. (1) For each pay period, an employer shall pay not less than the following minimum wage:
1. To an employee who is a student under 18 years of age, if the weekly hours of the student are not in excess of 28 hours or if the student is employed during a school holiday, $6.40 an hour.
2. To an employee who, as a regular part of his or her employment, serves liquor directly to customers, guests, members or patrons in premises for which a licence or permit has been issued under the Liquor Licence Act, $5.95 an hour.
3. For the services of a hunting or fishing guide, $34.25 for less than five consecutive hours in a day and $68.50 for five or more hours in a day whether or not the hours are consecutive.
4. To an employee who is a homeworker, 110 per cent of the amount set out in paragraph 5.
5. To any other employee, $6.85 an hour.
(2) If the calculation under paragraph 4 of subsection (1) results in an hourly minimum wage that is an amount ending in a fraction of a cent, the hourly minimum wage shall be rounded up to the nearest cent.
(3) If an employee falls within both paragraphs 1 and 4 of subsection (1), the employer shall pay the employee not less than the minimum wage set out in paragraph 4.
(4) If an employer provides room or board to an employee, the following are the amounts that shall be deemed to have been paid as wages for the purposes of determining whether the minimum wage set out in subsection (1) has been paid:
$31.70 a week if the room is private and $15.85 a week if the room is not private.
$2.55 a meal and not more than $53.55 a week.
Both room and board
(5) The amount provided in subsection (4) in respect of a room shall be deemed to have been paid as wages only if the room is,
(a) reasonably furnished and reasonably fit for human habitation;
(b) supplied with clean bed linen and towels; and
(c) reasonably accessible to proper toilet and wash-basin facilities.
(6) Room or board shall not be deemed to have been paid by the employer to an employee as wages unless the employee has received the meals or occupied the room.
(7) For the purpose of determining whether an employee other than a student has been paid the minimum wage set out in subsection (1), the employee shall be deemed to have worked for three hours if he or she,
(a) regularly works more than three hours a day;
(b) is required to present himself or herself for work; and
(c) works less than three hours.
(8) Subsection (7) does not apply if the employer is unable to provide work for the employee because of fire, lightning, power failure, storms or similar causes beyond the employer's control that result in the stopping of work.
When work deemed to be performed
6. (1) Subject to subsection (2), work shall be deemed to be performed by an employee for the employer,
(a) where work is,
(i) permitted or suffered to be done by the employer, or
(ii) in fact performed by an employee although a term of the contract of employment expressly forbids or limits hours of work or requires the employer to authorize hours of work in advance;
(b) where the employee is not performing work and is required to remain at the place of employment,
(i) waiting or holding himself or herself ready for call to work, or
(ii) on a rest or break-time other than an eating period.
(2) Work shall not be deemed to be performed for an employer during the time the employee,
(a) is entitled to,
(i) take time off work for an eating period,
(ii) take at least six hours or such longer period as is established by contract, custom or practice for sleeping and the employer furnishes sleeping facilities, or
(iii) take time off work in order to engage in the employee's own private affairs or pursuits as is established by contract, custom or practice;
(b) is not at the place of employment and is waiting or holding himself or herself ready for call to work.
Exemptions re Minimum Wage
Exemptions from Part IX of Act
7. Part IX of the Act does not apply to,
(a) a person who is employed as a student in a recreational program operated by a charitable organization registered under Part I of the Income Tax Act (Canada) and whose work or duties are directly connected with the recreational program;
(b) a person employed as a student to instruct or supervise children;
(c) a person employed as a student at a camp for children;
(d) a person who is employed as the superintendent, janitor or caretaker of a residential building and resides in the building.
Exemptions re Overtime Pay
Exemptions from Part VIII of Act
8. Part VIII of the Act does not apply to,
(d) a person employed,
(i) as a landscape gardener, or
(ii) to install and maintain swimming pools;
(e) a person whose employment is directly related to,
(iv) the growing of trees and shrubs for the retail and wholesale trade,
(vi) the keeping of furbearing mammals, as defined in the Fish and Wildlife Conservation Act, 1997, for propagation or the production of pelts for commercial purposes;
(f) a person employed as a student to instruct or supervise children;
(g) a person employed as a student at a camp for children;
(h) a person who is employed as a student in a recreational program operated by a charitable organization registered under Part I of the Income Tax Act (Canada) and whose work or duties are directly connected with the recreational program;
(i) a person who is employed as the superintendent, janitor or caretaker of a residential building and resides in the building;
(j) a person employed as a taxi cab driver;
(k) a person employed as an ambulance driver, ambulance driver's helper or first-aid attendant on an ambulance; or
(l) an information technology professional.
Exemptions re Public Holidays
Exemptions from Part X of Act
9. (1) Part X of the Act does not apply to,
(b) a person employed as a fishing or hunting guide;
(c) a person employed,
(d) a person whose employment is directly related to,
(i) mushroom growing,
(e) a person employed as a student to instruct or supervise children;
(f) a person employed as a student at a camp for children;
(g) a person who is employed as a student in a recreational program operated by a charitable organization registered under Part I of the Income Tax Act (Canada) and whose work or duties are directly connected with the recreational program;
(h) a person who is employed as the superintendent, janitor or caretaker of a residential building and resides in the building;
(i) a person employed as a taxi cab driver;
(j) a person who is employed as a seasonal employee in a hotel, motel, tourist resort, restaurant or tavern and provided with room and board; or
(k) a person who is employed under an arrangement whereby he or she may elect to work or not when requested to do so.
(2) Part X of the Act does not apply to a construction employee who works in the construction industry and receives 7.3 per cent or more of his or her hourly rate or wages for vacation pay or holiday pay.
Exemption re Retail Business Establishments
Application of s. 73 of Act
10. (1) Despite section 73 of the Act, an employee in a retail business establishment shall not refuse to work on a Sunday if he or she agreed, at the time of being hired, to work on Sundays.
(2) Subsection (1) does not apply to an employee who declines to work on a Sunday for reasons of religious belief or religious observance.
(3) The employer shall not make an employee's agreement to work on Sundays a condition of being hired if the condition would be contrary to section 11 of the Human Rights Code.
Special Rules re Homemakers
Homemakers
"homemaker" means a person who is employed,
(a) to perform homemaking services for a householder or member of a household in the householder's private residence, and
(b) by a person other than the householder.
(2) Despite section 6, the hours of work in respect of which a homemaker is to be paid at least the minimum wage shall be not more than 12 hours in a day.
(3) Parts VII (Hours of Work and Eating Periods) and VIII (Overtime Pay) and paragraph 4 of subsection 15 (1) (record of hours worked) of the Act do not apply to a homemaker who is paid in accordance with subsection (2).
Special Rules re Homeworkers
Homeworkers
12. (1) The employer of a homeworker shall advise the homeworker in writing of the type of work that he or she is being employed to perform and,
(a) if the homeworker is to be paid according to the number of hours worked, of the amount to be paid for an hour of work in a regular work week;
(b) if the homeworker is to be paid according to the number of articles or things manufactured, of the amount to be paid for each article or thing manufactured in a regular work week; or
(c) if the homeworker is to be paid on some other basis, the basis on which he or she is to be paid.
(2) If the employer of a homeworker who is paid according to the number of articles or things manufactured requires the manufacture of a certain number of articles or things to be completed by a certain date or time, the employer shall advise the homeworker of those requirements in writing.
"manufacture" includes preparation, improvement, repair, alteration, assembly or completion.
Special Rules and Exemptions re Overtime Pay
13. (1) Despite Part VIII of the Act, in the case of an employee engaged at the site of road building in relation to streets, highways or parking lots,
(a) subject to clause (b), the employer shall pay overtime pay for each hour worked in excess of 55 hours in a work week, at an amount not less than one and one-half times the employee's regular rate; and
(b) if the employee works less than 55 hours in a work week, the difference between 55 hours and the number of hours actually worked, up to an amount not exceeding 22 hours, may be added to the maximum set out in clause (a) for the purpose of determining the employee's overtime pay for the next work week.
(2) Despite Part VIII of the Act, in the case of an employee engaged at the site of road building in relation to structures such as bridges, tunnels or retaining walls in connection with streets or highways,
Hotels, motels, tourist resorts, restaurants and taverns
14. Despite Part VIII of the Act, the employer shall pay an employee who works for the owner or operator of a hotel, motel, tourist resort, restaurant or tavern for 24 weeks or less in a calendar year and who is provided with room and board overtime pay for each hour worked in excess of 50 hours in a work week, at an amount not less than one and one-half times the employee's regular rate.
Fresh fruit and vegetable processing
15. Despite Part VIII of the Act, the employer shall pay a seasonal employee whose employment is directly related to the canning, processing and packing of fresh fruits or vegetables or their distribution by the canner, processor or packer overtime pay for each hour worked in excess of 50 hours in a work week, at an amount not less than one and one-half times the employee's regular rate.
Sewer and watermain construction
16. Despite Part VIII of the Act, the employer shall pay an employee who is employed in laying, altering, repairing or maintaining sewers and watermain and in work incidental thereto, or in guarding the site during the laying, altering, repairing or maintaining of sewers and watermain, overtime pay for each hour worked in excess of 50 hours in a work week, at an amount not less than one and one-half times the employee's regular rate.
Local cartage
17. (1) Despite Part VIII of the Act, the employer shall pay an employee who is a driver of a vehicle or a driver's helper overtime pay for each hour worked in excess of 50 hours in a work week, at an amount not less than one and one-half times the employee's regular rate.
(2) Subsection (1) applies to employees who are,
(a) drivers of vehicles used in the business of carrying goods for hire within a municipality or to any point not more than five kilometres beyond the municipality's limits; or
(b) drivers' helpers on such vehicles.
Highway transport
18. (1) Despite Part VIII of the Act, the employer shall pay an employee who is a driver of a public truck overtime pay for each hour worked in excess of 60 hours in a work week, at an amount not less than one and one-half times the employee's regular rate.
(2) Subsection (1) applies to employees who are drivers of public trucks that are operated by holders of operating licences issued under the Truck Transportation Act.
(3) Subsection (1) does not apply to employees to whom section 17 applies.
(4) For the purposes of this section, in computing the number of hours worked by an employee in a week, only those hours during which he or she is directly responsible for the public truck shall be included.
Special Rules re Domestic Workers
19. (1) A householder shall provide the domestic worker with written particulars of employment respecting,
(a) the regular hours of work, including the starting and finishing times; and
(b) the hourly rate of pay.
(2) If the householder provides room or board to the domestic employee, the following are the amounts that shall be deemed to have been paid as wages for the purposes of determining whether the minimum wage set out in subsection (1) has been paid:
$31.70 a week.
Non-private room
(4) Room or board shall not be deemed to have been paid by the householder to the domestic employee as wages unless the employee has received the meals or occupied the room.
Special Rules re Residential Care Workers
Residential care workers
"day" means the 24-hour period between 12:00 midnight on a day and 12:00 midnight on the next day.
(2) Despite section 6 and subject to subsection (3), the employer shall pay to a residential care worker for each day of work wages in a minimum amount, not less than an amount calculated by multiplying 12 hours by the worker's regular rate, which shall not be less than the minimum wage.
(3) If a residential care worker, by arrangement with the employer, is free from the performance of normal and regular duties in a day and as a result works less than 12 hours, the worker shall be paid wages not less than an amount calculated by multiplying the number of hours actually worked by the worker's regular rate as mentioned in subsection (2).
(4) In addition to the wage payable under subsection (2), the employer shall pay to a residential care worker not less than the worker's regular rate for not more than three additional hours worked in excess of 12 hours of work in a day, if the worker,
(a) makes and keeps an accurate daily record of the number of hours worked in the day; and
(b) provides the record to the employer on or before the first pay day after the pay day for the pay period in which the work is performed.
21. (1) Despite section 18 of the Act, every employer shall give to a residential care worker not less than 36 hours in each work week, either consecutive or as may be arranged with the consent of the worker, free from the performance of any duties for the employer.
(2) If the residential care worker consents, at the employer's request, to do work during a free hour mentioned in subsection (1),
(a) that hour shall be added to one of the next eight 36-hour periods of free time; or
(b) the employer shall pay the residential care worker at least one and one-half times the worker's regular rate for the time spent doing work during a free hour.
When work deemed not to be performed
22. Despite section 6, work shall be deemed not to be performed during any time that satisfies the following conditions:
1. The residential care worker spends the time at the dwelling or cottage,
i. attending to private affairs or pursuits, or
ii. resting, sleeping or eating.
2. The time is, by agreement with the employer, free from the performance of any duties.
23. Parts VII (Hours of Work and Eating Periods) and VIII (Overtime Pay) and paragraph 4 of subsection 15 (1) (record of hours worked) of the Act do not apply to or in respect of a residential care worker.
Special Rules re Fruit, Vegetable And
Tobacco Harvesters
24. Sections 25, 26 and 27 apply to an employee who is employed on a farm to harvest fruit, vegetables or tobacco for marketing or storage.
25. (1) For each pay period, the employer shall pay a minimum wage of not less than the amounts set out in subsection 5 (1).
(2) The employer shall be deemed to comply with subsection (1) if employees are paid a piece work rate that is customarily and generally recognized in the area as having been set so that an employee exercising reasonable effort would, if paid such a rate, earn at least the amounts set out in subsection 5 (1).
(3) Subsection (2) does not apply in respect of an employee described in paragraph 1 of subsection 5 (1).
(4) For the purposes of this section,
"piece work rate" means a rate of pay calculated on the basis of a unit of work performed.
(5) If an employer provides room or board to an employee, the following are the amounts which shall be deemed to have been paid by the employer to the employee as wages for the purposes of determining whether the minimum wage set out in subsection 5 (1) has been paid:
Serviced housing accommodation
Housing accommodation
(6) The amount provided in subsection (5) in respect of housing accommodation shall be deemed to have been paid as wages only if the accommodation,
(a) is reasonably fit for human habitation;
(b) includes a kitchen with cooking facilities;
(c) includes at least two bedrooms or a bedroom and a living room; and
(d) has its own private toilet and washing facilities.
(7) The amount provided in subsection (5) in respect of serviced housing accommodation shall be deemed to have been paid as wages only if,
(a) the accommodation complies with clauses (6) (a) to (d); and
(b) light, heat, fuel, water, gas or electricity are provided at the employer's expense.
Vacation or vacation pay
26. (1) If an employee has been employed by the employer for 13 weeks or more, the employer shall, in accordance with Part XI of the Act,
(a) give the employee a vacation with pay; or
(b) pay the employee vacation pay.
(2) An employee entitled to vacation pay under subsection (1) earns vacation pay from the commencement of his or her employment.
(3) Section 41 of the Act does not apply to the employee.
27. (1) Part X of the Act applies to an employee who has been employed by an employer for a period of 13 weeks or more.
(2) For the purposes of this section, an employee shall be deemed to be employed in a continuous operation.
(3) Subsection (1) does not apply to a person who is employed under an arrangement whereby he or she may elect to work or not when requested to do so.
Special Rules re Commission Automobile Sales Sector
Commission automobile sales sector
28. (1) This section applies with respect to employees who sell automobiles partially or exclusively on a commission basis.
(2) For each pay period, the employer shall pay to each employee an amount that is at least equal to the amount the employee would have earned at the minimum wage set out in subsection 5 (1).
(3) A pay period shall not exceed one month.
(4) Payments made to an employee shall be reconciled with wages earned by the employee for each reconciliation period.
(5) No balance shall be carried forward past any reconciliation period.
(6) The reconciliation of payments made to an employee and wages earned by an employee shall not result in any employee receiving less than the prescribed minimum wage for any pay period.
(7) For each year, the reconciliation periods shall be:
1. January 1 - March 31.
2. April 1 - June 30.
3. July 1 - September 30.
4. October 1 - December 31.
(8) If an employee's employment terminates before the end of a reconciliation period, payments made to the employee shall be reconciled with wages earned by him or her, and subsection (6) applies.
Special Rule re Employees Who May
Elect To Work or Not
Employees who may elect to work or not
29. (1) This section applies to a person who is employed under an arrangement whereby he or she may elect to work or not when requested to do so.
(2) If the employee works on a public holiday, the employer shall pay the employee at least one and one-half times his or her regular rate.
Director's Approvals
Averaging hours of work
30. An employer and an employee may agree to average hours of work over a period of more than four weeks for the purpose of determining the employee's entitlement to overtime pay under section 22 of the Act if the Director approves the agreement.
Exceeding limit on hours of work
31. (1) An employer may permit an employee to work up to a specified number of hours in excess of the limit on hours of work set out in clause 17 (2) (b) of the Act if,
(a) the employee agrees to work those hours; and
(b) the Director approves the agreement.
(2) The Director's approval under clause (1) (b) may be granted with respect to an employer or with respect to a class of employers.
Certain approved agreements irrevocable
32. (1) Despite subsection 17 (3) of the Act, an agreement under subsection 17 (2) of the Act to work hours in excess of those referred to in clause 17 (1) (a) of the Act that was made at the time of the employee's hiring and that has been approved by the Director is irrevocable unless both the employer and the employee agree to its revocation.
(2) The Director may impose conditions in granting an approval.
33. This Regulation comes into force on the day Parts VII to XI of the Employment Standards Act, 2000 come into force.


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Women Rock It!
This Thursday night is the Women Rock It event in San Francisco highlighting inspiring women and conversations about how they became successful. Speakers include Deborah Lindholm, whose foundation has helped over 300,000 women work their way out of poverty.
"The event is both inspirational and practical, and will be the first of many Women Rock It's we will be producing around the country and beyond to encourage women to start businesses and pursue what they love to do," said online marketing wizard Evan Bailyn, one of the co-producers of the event. "Eventually we will be getting even more deeply practical to complement the inspirational nature of the event by partnering with high-level mentoring programs and granting scholarships to women."
In a revealing post, Evan discussed who he and co-producer Hyla Molander both shared how their failures and fears inspired their successess: "When you get into a room with people and one person admits it, suddenly all the walls come down. Suddenly it's OK to admit that you're scared."
This event is spot on. In working with many people and supporting several women's causes over the years (such as the NextGen Tech Women Fundraiser), fear, self valuation and failure are huge detractors. Working through those real issues — issues that every human being faces in business and life — are critical to success. Talking about how common these problems are, and how others have worked through them can make a huge difference.
There are so many brilliant women out there, and many have walked along the same path, from my grandmother and mother and their entrepreneurial successes to recent business partners Beth Kanter and Kami Huyse and current co-author, Gini Dietrich. It only seems natural to give this San Francisco and soon to be national movement a big thumbs up. Because women really do rock it!
Please support this valuable event and cause if you can.
Network Solutions Matches $1000 in NextGen Tech Women Donations
Zoetica's Julie Pippert and Kami Huyse
With just two days left in the NextGen Tech Women fundraiser, the team of Danny Brown, Allyson Kapin, Julie Pippert, Kami Huyse and yours truly has raised more than $2,200. All proceeds are going to the National Center for Women In Technology's 2011 and their Award for Aspirations in Computing, which recognizes young women in high-school for their computing- related achievements and interests. Now, Network Solutions and its Women Grow Business initiative has joined the effort with a matching grant for the next $1,000 in donations (you can donate here)!
As a father of a beautiful young lady and a partner in a majority woman owned business, the reasons to participate and support NCWIT seem obvious. But in the spirit of NetSol's fantastic contribution, here is a top ten list of reasons why you should back the next generation of women in technology.
10. Women garner just 9% of all angel investment funds, yet they have the same approval rate for applications as their male peers. Educating women to succeed in this market needs to happen!
9. There is an attitude within women's conversations on the topic that they are meek, don't share ideas in meetings, routinely discount ourselves, are bad at math and science, and are responsible for twice as much of the housework than men and three times the childcare. Blogger Lisa Barone explains why this is not every woman's attitude.
8. Sunday is Mother's Day and what better way to celebrate the great woman in your life then a donation to support tomorrow's great women?
7. Some male investors still believe that women will neglect their businesses in favor of their children (while men are better at abandoning their kids for business?). See how Paige Craig worked through his prejudices and invested in a female founder.
6. Women-run tech startups generate more revenue per invested capital and fail less then those led by men, according to New York Entrepreneur Week. Hmm, makes you think that matching 14% angel invest rate is off.
5. Within our own little corner of the tech sector, women are often denied speaking engagements. Men dominate! And that is in spite of the fact that a strong majority of social media communicators are women.
4. The gender wage gap is not expected to pull even until 2057. Yes, 46 years from now. Today, women have to work 2.6 hours more per day to achieve the same wages as their male counterparts. Yeah.
3. "Wishful thinking and arguing about female founders, entrepreneurs or gender roles is overriding recognition of the powerful role that the female consumer is already playing in technology." Read the ensuing stats on women's incredible use of technology as posted by TheIceBreak CEO Christina Brodbeck.
2. "Companies, including information technology, with the highest percentages of women board directors outperformed those with the least by 66%," according to research by Catalyst.
1. And most importantly, Network Solutions is matching your donation (up to $1000)! What better reason do you need than twice the giving power? Donate today!
Robert Scoble Discusses Women In Tech
Following up from the joint blog post, "Why Tech Already Has Women…" co-authored with Danny Brown, noted tech blogger Robert Scoble felt the critical remarks in the post were unfair. After discussion and sharing our source material, he agreed to answer five questions and clarify his views. Thank you, Robert, for addressing this criticism directly, and for taking the time to answer these questions.
Q: Please state your opinion on these statistics: 40% of U.S. companies are started by women, but only 10% of VC backed companies are led by women. This is in spite of statistics that show: Women-run tech startups generate more revenue per invested capital and fail less then those led by men, according to New York Entrepreneur Week. "Companies, including information technology, with the highest percentages of women board directors outperformed those with the least by 66%," according to research by Catalyst. Making matters worse, Silicon Valley seems to be contracting on minority and women leadership. Why is this happening?
Scoble: I focus on fact #3 in Why Men Get VC Money and Women Don't... and the thing that I've noticed is that people who are technical get ahead in Silicon Valley (and in China or India or Israel, for that matter). The problem is that we're graduating fewer women in Computer Science than ever before and THAT is the #1 problem we need to take on. And let's not even talk about other traditional minorities. There the story is even worse.
There are a number of reasons for that, but #1 is happening in our engineering schools. If women continue to choose non-tech careers this problem will continue no matter how much we yell and scream about it.
The other things are definitely influences we need to pay attention to.
But let's go back to 2001. I held an open-to-the-public dinner for bloggers. Nearly everyone in the industry showed up, but only two women did. This was an open-to-the-public dinner, not some private boys club. In that small room at Dana Street Coffee were also Biz Stone and Ev Williams, but also Mena Trott, co-founder of SixApart. Also Dave Winer. Brad Fitzpatrick. And lots of others who went onto great careers. This was the event that if you were there, you got access to people who went onto change the world. But mostly men were there. Can we change that? I don't know how, especially when the numbers of women coming out of college just aren't high enough.
Q: From remarks you made in the Facebook Group Tech Leaders and Influencers (Nov. 20 and 21) it's clear that opportunities like O'Reilly conferences and your interview series are not interested in highlighting women unless they are CEOs of hot startups, currently . Yet you admittedly say, "What I do is the feeding system for conferences like the O'Reilly one" and in your words exactly, 'I am not willing to overrepresent one group just to fix this problem." How can women succeed in tech if the conferences, media and bloggers don't give potential CEOs an opportunity to shine?
Scoble: I didn't realize that succeeding in tech required conferences, media, or bloggers? Instagr.am, done by two guys, has been very successful and would have been successful without any of that. They didn't announce their product on stage. I never knew about them before they showed me their product (and I didn't write much about it the first few days, yeah they got into Techcrunch but they would have been successful anyway — many apps get successful without being in the blogs. GroupOn's CEO said he even avoided blogs and conferences and he built a company with a value of billions in 18 months.)
So, I challenge your assertion. Conferences usually REWARD success. Look at SXSW. Does anyone get on stage BEFORE they build a world-changing company? No way.
My show? It's a bit different. I'm looking for new companies that no one has heard of before. But that means talking to the founder or the CEO. Why? Because they are the ones responsible for the vision of the company and that's what I want to talk about. I'm not a show about the janitorial staff. Or the marketing department. Or the accountants. I want to understand how the company is going to change the world. Only one person should speak about that on behalf of a company: the CEO and founders. Now, sometimes they bring others along to help explain their vision. A high tech company might bring along an engineer, for instance, to further explain the technology in a chip, or something else.
Q: If a woman is employed in a tech company, but is not a CEO or not a programmer does that make her any less a member of the industry or qualified to talk about the business of technology?
Scoble: Yes. The CEO or founder is the keeper of the vision and has the best view of the business. No one else does. It's why I don't speak for Rackspace very often. That's the CEO's job.
Q: When suggestions in the aforementioned Facebook thread were made about how you can help women in tech, you said, "To be honest, though, I am not that interested about the topic… I'd rather interview the few women that are running companies." Totally understand this. As a blogger and entrepreneur, it's hard to get told what to write or do. Given the time that has lapsed since the thread, have you decided to do anything in the immediate future above your current content direction to help women in tech?
Scoble: Yeah, since that thread happened I started a party series to help networking happen (it's private and small, but 70 people showed up to the second one) and I'm doing that with two women and we're working to keep the gender mix as equal as possible. Also, there are other groups I'm involved with who are bringing women and men together for better networking.
I'm looking for what I can do in education, too. I have two young sons and our education system sucks, even for boys, so this will be something I'll spend more time on.
Q: What are your suggestions to better the glass ceiling in the technology sector?
Scoble: Promote better role models for women (I'm always looking for great CEOs. Look at Victoria Ransom, for instance. She's doing great). By the way, we've had women CEOs at HP, eBay, and Yahoo, so I don't think the problem is a glass ceiling. It's more nasty than that. Many of the men in this industry treat women with disdain. Just look at the comments on some of the YouTube videos with women in them. Solving that problem is something above my pay grade, although I try to fight those attitudes when I see them.
By the way, one way I am helping is being open to all. I'm sharing a car ride down to CES with an influential woman in Silicon Valley (she runs a fabulous networking event here) and that happened because I put my phone number on my blog (it's +1-425-205-1921 ) and my email is scobleizer@gmail.com — I'm looking for companies who are building world-changing technology and hope more and more of those in the future will be done by women.
About Robert Scoble
Cited from Wikipedia: Robert Scoble (born January 18, 1965) is an American blogger, technical evangelist, and author. Scoble is best known for his blog, Scobleizer, which came to prominence during his tenure as a technology evangelist at Microsoft. He currently works for Rackspace and the Rackspace sponsored community site Building 43. He previously worked for Fast Company as a video blogger. He is also the co-author of Naked Conversations: How Blogs are Changing the Way Businesses Talk with Customers with Shel Israel.
Why Tech Already Has Women (And Why They're Better Than Arrington)
UPDATE: Robert Scoble believes our comments are taken out of context, and has offered this Cincast on his views about women in tech. We appreciate Mr. Scoble's participation in this important topic, and wish to encourage all parties to discuss the matter.
UPDATE: Robert Scoble has shared his thoughts on Women in Tech. You can view his take here.
Image: "Women of WiFi, after Caillebotte" by Mike Licht, NotionsCapital.com
by Danny Brown and Geoff Livingston (Cross posted on Danny's blog)
Contrary to Violet Blue's disappointing stance about women in tech in 2010, this year saw a terrible new trend, the outright enforcement of the glass ceiling in technology. First there was Michael Arrington's terribly ignorant rant, followed verbally by the likes by Robert Scoble and Ms. Blue, as well as the visual use of boobs to sell copies of WIRED by Chris Anderson and crew.
Before opining too much, here are some statistics for you (the first three were originally cited by Allyson Kapin in Fast Company):
Women-run tech startups generate more revenue per invested capital and fail less then those led by men, according to New York Entrepreneur Week.
"Companies, including information technology, with the highest percentages of women board directors outperformed those with the least by 66%," according to research by Catalyst.
"Gender diversity [is] particularly valuable where innovation is key," according to studies by Illuminate Ventures.
Women own 40% of private businesses in the U.S. (including ⅔ of Geoff's company Zoetica)
Generally women outpace men in their use of social technologies. For example, 10% of women use Twitter, while only 7% of men do.
The European Center for Women and Technology is a perfect example of women leading the way in innovation in the technology field.
Microsoft Canada is recognizing women's importance in technology with Canada-wide conferences advancing women in technology and their roles within companies.
In spite of the statistical advantages of women in tech, negative trends towards male speakers and executive leadership continue. Worse, reading this negative enforcement of sexism in tech has been a damn shame. Working with great women in tech — Susan Murphy, Beth Kanter, Kami Huyse, Allyson Kapin, Amber MacArthur, Sarah Prevette, Lisa Kalandjian and Cali Lewis to name a few this year — has been a phenomenal experience for both of us, and they demonstrate every day how brilliant and capable they are.
In fact, these women are better than the likes of Arrington and crew, because they would never allow themselves to demean an entire race, gender or religious sect of people on the Internet. Even if they had such feelings (which we doubt), they would rise above this kind of baseless attack to offer solutions.
Then again, perhaps that shouldn't come across as too surprising. TechCrunch is hardly the purveyor of common sense and good "fights," as they've shown continuously in the past with their attacks on PR, CEOs, bloggers – basically anyone who doesn't bow to Arrington's missives.
There are certainly issues for women, as pointed out by Allyson Kapin in the above articles as well as many other women who discuss this issue. Men have a role in it, too, as evidenced by this year's newest glass blowing experiences. Moving forward, men need to be more active about providing solutions to create a more level playing field. For example:
Actively support women in business, both through choices of partners, vendors and employees, and in promotion.
Support men and women trying to help women. Whether it's Girls, Inc., supporting female entrepreneurs abroad, efforts to highlight Women Who Tech, or a host of other efforts, support women.
Stop trashing and reacting to women trying to succeed. Rather than get into throw downs about how women create their own problems in tech — or worse revert to past bad practices like conferences for men — work to create an inclusive balanced playing field for every human being.
If you are a man and you don't like these types of actions against women — posts, magazine articles, speaking rosters — say something. When both genders actively voice dissatisfaction in this matter, it becomes a powerful statement.
Instead of supporting old structures for speaking — such as soliciting speaking submissions from chest beating male A-Listers — build an editorial mission for the conference, and seek out great male and female speakers beyond the comfortable and immediate social network.
Stop thinking with the mindset that "women" and "success" are two words that – together – are news, and start thinking it's the norm.
Think of the challenges your great-grandmother, grandmother and (possibly) your mother went through to be someone. Then ask if you'd want that still, and add your wife or daughter into the mix. Would you want them to be viewed as "unique" because of their industry choice? And that's "unique" in a negative way, not in a good one-of-a-kind way.
To be fair, this isn't an isolated issue with the technology sector. Think of a lot of industries, and you'll find that women are often viewed as second-best to their male counterparts. They may have won the vote but it's clear that women still trail men when it comes to advancement, recognition and financial reward compared to their male peers in too many industries.
But it's even more evident in the technology sector, where too many geek overlords want to keep the sandpit for themselves, and maybe the women can solder a chip or connect a conference call between the male kingfishers.
And it's just plain stupid. For every Michael Arrington there's a Bindi Karia; for every Robert Scoble, there's a Gina Trapani; for every Chris Anderson there's a Stephanie Agresta. And with new innovators being sponsored to come through from India, and developing countries making women and technology one of their key focuses, these names (and others like them) will only be added to.
Frankly, an argument can be made that most of the modern gender imbalance issues are rooted in men not consciously looking for great women, as opposed to them not existing. 2011 can be a year where forward progress can be made — by both women and men. Let's hope the community joins together in working towards that goal. Given how great women are in business, why wouldn't you?
About Danny Brown
For readers who aren't familiar with Danny, he is co-founder and partner at Bonsai Interactive Marketing, a full service marketing agency offering integrated , social media and mobile marketing solutions and applications. He's also the founder of the 12for12k Challenge, a community-driven social media charity initiative to connect globally and help locally that's raised over $100,000 since inception in 2009. His top ranked blog is featured in the AdAge Power 150 list as well as Canada's Top 50 Marketing Blogs, and won the Hive Award for Best Social Media Blog at the 2010 South by South West festival.
Mindfulness the Key to Finding Female Speakers
It's late in another summer, and another thought "leader" has said that the blame for the lack of female speakers (or success) should be laid squarely on the shoulders of women. While there have been several great direct responses to this latest link frenzy, I felt that instead of participating directly (like I did last summer), the best commentary I could make is to outline how as a conference organizer I successfully garnered approximately 50% female speaker rates for all three BlogPotomacs.
First, I co-organized the first BlogPotomac with Debbie Weil, and together we set the precedence for the event series. We mindfully decided that at least three of the seven speakers will be women. This seemed like the right thing to do, especially considering that there are more women in communications than men. We wanted to represent our stakeholders with a group of speakers that at least came close to matching our audience.
Each of the three BlogPotomacs had predetermined topic areas, and speakers were matched to the topics. In almost every instance there were natural choices that made sense. A couple of times the would-be speaker was not available. So we found someone else! In one case, I held the spot for two months until my networking yielded the speaker.
But I didn't give up. And when men asked for speaking spots (women rarely solicited a speaking spot, in fact I cannot remember one), I said no. I did not want the loudest chest beater. I wanted quality lady speakers, was committed to achieving that result, and would not be distracted.
We had some fantastic lady speakers including KD Paine, Maggie Fox, Kami Huyse, Shireen Mitchell, Liz Strauss, Amber Naslund, Jen McClure (emcee), Beth Kanter, Natalia Luckyanova, Jane Quigley, and Shonali Burke (emcee). Two of them are so great, they are now my business partners.
So, the morale of this story is as a conference organizer, it's a conscious decision to either have women or not. As I told my friend Allyson Kapin, "If you spend time in a homogeneous social network like Silicon Valley's VC community, then you will only get white, male venture backed candidates. It's your job to go beyond the comfort zone. Victimization may be an easy out, but it won't stop the criticism of your inability to break out of limited social circles."
BTW, if you would like to hear some outstanding lady speakers sign up for some of the WomenWhoTech Telesummit on September 15. I'll happen to be one of the few men participating, a refreshing change.
The El Show Episode 32: Farmer Jane and the Sustainable Revolution
Episode 32 of the El Show featured Temra Costa, author of the book Farmer Jane. Temra chronicled the sustainable food movement being led by women throughout the United States.
Here's a breakdown of Episode 32:
How Temra was disgruntled with the U.S. food system, and how she became a sustainable food advocate
The local food movement today and how far advanced it becomes
The California food market's sustainable situation
How women are driving the sustainable nonprofit marketplace
How chefs and demand for local ingredients help
Women changing the climate on their home turf
How can you eat seasonally, regardless of where you live
Distribution: How large networks hurt small farmers, and how they are trying to fit into the local mold
Whole Foods role in the marketplace, and how they still need pressure
Download or listen to the El Show Episode 32 today! Also available on iTunes!
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A Fan's View: Ranking Star Wars Movies from 1-11
Beats! A thought about authentic moments this holiday season.
The Day of the Dead Hits the Streets of Alexandria
5 Ways the Instagram Algorithm Punishes Photographers
PODCAST: Remembering September 11 with a White House Insider
Why I am Launching a Second Instagram Account for Portraits
Midsummer Show Me Episodes – Manufactured Landscapes and OG Photographers
June Show Me Podcasts: From 'The Americans' to Marilyn
Introducing the Show Me Podcast
Call for Models – Dupont Underground Model Workshop
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As I am starting to put my thoughts onto paper, I struggle to find the right thing to say. I am an American citizen with the first amendment on my side, right? I have freedom of expression that protects me from an oppressive government. The U.S. Constitution protects my right to call the president a jackass or make funny (maybe even offensive) memes without exemption. I can criticize whomever and whatever I choose. Education, religion, another person's sexual activity, or they way in which you raise your children are all subject to my opinions. This is my right, but exercising my rights comes with a great responsibility.
My first responsibility is to myself. I am responsible for speaking the truth and seeking out the truth. I am responsible for my actions and words. I am also responsible for the consequences that might follow as a result of my actions or words.
The first amendment seems to gives a lot of American citizens a sense of purpose. Americans cling to freedom of religion and freedom of expression as if these are the only things that define them as human beings. I dare not argue that these rights are not of great importance (because they are). I argue that the Internet as an international communications network shows us that having these rights or not having these rights doesn't make a person more or less human. I contend that the Internet, in a broad description, has come to be a despicable display of how freedom of speech parades a lack of humaneness. We will not be successful in regulating global free speech issues that are impacted by emerging media until we are a more humane society. Right now, we're accessories to the crime of the Internet's slow obliteration of free speech.
The Internet allows for some people in the world to make connections and share information that time zones, nor oceans can limit. Our limitations are set by people. Emails, forums, chat rooms, websites, online petitions, and social media platforms do two things: 1) Bring people together. 2) Divide people.
Facebook is the emperor of social media with 1.18 billion daily active users, so to say that just about everyone and their mama's are on Facebook is more than a colorful colloquialism. The last sentence of Facebook's mission is what really stands out, "…to share and express what matters to them." What happens when people want to share and express obscene or pornographic images, libelous content, or hate? 2016 has been the year for Facebook and Mark Zuckerberg to make headlines for all or these reasons.
The Internet as of 2015 reached 3 billion users, which ignites a great deal of awe and anxiety in everyone. When we're logged on, no matter where we are in the world, we're equals—no princes or papers just people. What isn't equal around the world is how we regulate the Internet. Culture, societal norms, and sometimes religion dictate the acceptability of content across the globe. So, how can we have universal a set of laws and regulations? We can't, if we base laws and regulations on what's previously mentioned.
We can't rely on community guidelines and algorithms to determine what's acceptable use of free speech. We can't leave it for governments to decide and do what's in the best interest citizens. We have come together despite our many differences and connected by humanity to take back the Internet from money-hungry businesses that put profits before people, and power-hungry politicians.


Cut the net so that it is the same width of your bat house and at least 24? long. Cut two sections of wood the same width as your bat house. Staple one end of the length of �... If bats are being excluded from a building and bat houses are being provided as alternative roost sites, they should be put up several weeks before the eviction. Many myths exist regarding techniques to attract bats to new bat houses.
Build or Buy a Bat House Courtesy of Selena Kiser. Building your own bat house is a great way to get involved in bat conservation. Bat Conservation International (BCI) has designs for three different types of roosts freely available on our website: single chamber, four-chamber, and rocket boxes. Make sure to check out our website for additional tips and tricks for building your own bat house how to build a pinball flipper wood Location, Location, Location �- Optimal placement of your bat house is almost more important than bat house design. Basically, from the bats point of view, a bat house should be warm, dry, easy to enter / exit (no clutter), and safe from predators.
You may wonder why you need to build a bat house, or why they cannot find a nice place by themselves. But today it is a challenge and many bats cannot overcome it. Ideally, they live in the forests, but a purpose of special bat houses is to help those who cannot find space there.
The bat house should also have some type of ventilation. We recommend the bat house we build, the three-chambered bat house, which is built to the specifications given by the Organization for Bat Conservation and BATCON, (Bat Conservation International).
[How To Build A Bat House Instructions] Check Prices For [How To Build A Bat House Instructions] Online Sale. If you are looking for How To Build A Bat House Instructions Yes you see this. online shopping has now gone a long way; it has changed the way consumers and entrepreneurs do business today. It hasn't .
Now put your bat box up. Drill holes at the top and bottom of the box's backing plate and fix the bat box to the wall with screws or plugs. If you�re fixing it to a tree, you can use adjustable ties so you don�t cause any damage to the tree.


Lifelong learners create the future.
Meanwhile, we advocate and cultivate students' socialist core values featuring prosperity, democracy, civilization, harmony, freedom, equality, justice, rule of law, patriotism, dedication, integrity and friendliness.
Shanghai Liaoyuan Private Bilingual High School is made of Chinese Domestic High Division and English Division. Established in 2011, our English Division has been adhering to education concept of focusing on holistic education and guiding lifelong development. Our school is an official AP school (school code: 694020) authorized by the US College Board. It has offered two choices of international curriculum: Canadian high school curriculum and US high school curriculum.
Our Canadian high school program, based on our partnership with Columbia International College located in Canada, makes offerings of Synchronized Ontario high school curriculum in Liaoyuan (Students complete G12 at CIC in Canada). It serves as a good pathway for students to prepare for challenges as a result of their studying abroad.
Shanghai Liaoyuan Woodstock US high school program is born out of our partnership with The Woodstock Academy, which has a long and successful history as a College Prepatory School in America. It is of 2+1 program (G12 is completed at WA in US) involving the US high school curriculum and the Advanced Placement Courses (AP). The program is aimed at offering an effective route for students to apply for top American universities.
Shanghai Liaoyuan Private Bilingual High School offers an array of channels in terms of college counseling for graduates of our programs. Students may apply for different universities and colleges in the US, UK, Canada, Australia and so on.


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HIRING DURING THE COVID-19 PANDEMIC
16. If an employer is hiring, may it screen applicants for symptoms of COVID-19?
Yes. An employer may screen job applicants for symptoms of COVID-19 after making a conditional job offer, as long as it does so for all entering employees in the same type of job. An employer may screen job applicants for symptoms of COVID-19 after making a conditional job offer, as long as it does so for all entering employees in the same type of job. This ADA rule allowing post-offer (but not pre-offer) medical inquiries and exams applies to all applicants, whether or not the applicant has a disability.
17. May an employer take an applicant's temperature as part of a post-offer, pre-employment medical exam?
Yes. Any medical exams are permitted after an employer has made a conditional offer of employment. However, employers should be aware that some people with COVID-19 do not have a fever.
18. May an employer delay the start date of an applicant who has COVID-19 or symptoms associated with it?
Yes. According to current CDC guidance, an individual who has COVID-19 or symptoms associated with it should not be in the workplace.
CDC has issued guidance applicable to all workplaces generally, but also has issued more specific guidance for particular types of workplaces (e.g. health care employees). Guidance from public health authorities is likely to change as the COVID-19 pandemic evolves. Therefore, employers should continue to follow the most current information on maintaining workplace safety. To repeat: the ADA does not interfere with employers following recommendations of the CDC or public health authorities, and employers should feel free to do so.
19. May an employer withdraw a job offer when it needs the applicant to start immediately but the individual has COVID-19 or symptoms of it?
Based on current CDC guidance, this individual cannot safely enter the workplace, and therefore the employer may withdraw the job offer.
C. AFTER A PANDEMIC
20. May an ADA-covered employer require employees who have been away from the workplace during a pandemic to provide a doctor's note certifying fitness to return to work?
Yes. Such inquiries are permitted under the ADA either because they would not be disability-related or, if the pandemic influenza were truly severe, they would be justified under the ADA standards for disability-related inquiries of employees.
As a practical matter, however, doctors and other health care professionals may be too busy during and immediately after a pandemic outbreak to provide fitness-for-duty documentation. Therefore, new approaches may be necessary, such as reliance on local clinics to provide a form, a stamp, or an e-mail to certify that an individual does not have the pandemic virus.
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