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Belinda Lester talks Employment Law
This is my personal take on the fascinating employment law issues of the day
Disability and Adjustments – What is reasonable?
Well it has been some time since my last post. I hope you have missed me. I have been very busy since we last met, having set up Lionshead Law which started trading on 2 September. Exciting times! However, I am back and today I will be discussing whether or not an employer must automatically offer a disabled employee an alternative role following a company restructure, even though other affected staff are required to undergo a competitive interview process.
The premise behind this argument is that an employer is under a duty to make reasonable adjustments where a provision, criterion or practice (PCP) puts a disabled employee at a disadvantage when compared to an employee who is not suffering from that disability. In the case of a company reorganisation resulting in the changing of job roles, the PCP would be the requirement for all affected staff to competitively interview for one of the newly created roles. Therefore, the first question to decide is whether the requirement to apply for a new post puts the disabled person at a disadvantage when compared to his colleagues.
If the answer to that question is yes (and it invariably will be), then the next question is whether there is any reasonable adjustment that the employer can make to effectively level the playing field. In the EAT case of Wade v Sheffield Hallam University it was held that the university was not in breach of its duty to make a reasonable adjustment when the Claimant was not automatically offered a new post when her original post was deleted following a reorganisation.
In this case the Claimant's role disappeared following a restructure at the university. She applied for a new post and was unsuccessful because she did not fulfil two of the essential criteria which the post required. Two years later she applied for the same post and was, again, rejected. She argued that she should not have had to apply for the post competitively as her disability put her at a disadvantage when compared to individuals who did not suffer from her disability and that as such, the university should have made an adjustment to the process enabling her to be automatically selected for the post without having to compete against her non-disabled colleagues.
The question came down to reasonableness. Whilst it may be a reasonable adjustment for a company to appoint a disabled individual to a new post without requiring him to interview for it, what ultimately decided this case in the university's favour was that the employee concerned did not fulfil all of the essential criteria for the position. It was deemed not reasonable to require the university to appoint someone to a post where only some of the essential criteria had been fulfilled. However, had the employee fulfilled all the essential criteria then it is likely that it would have been a reasonable adjustment on the part of the university to simply appoint her to the post rather than require her to apply for it alongside her colleagues.
Companies in similar situations with disabled employees therefore need to be careful when carrying out restructures/redundancies. Where they are considering requiring affected staff to apply to be considered for new roles/alternative positions, if it is determined that an affected employee who is also disabled fulfils all of the essential criteria for an alternative role, then it may well be an act of unlawful discrimination if that person is not offered the post automatically but instead required to apply for it alongside his colleagues.
Filed under business, Employment Law Tagged with business, disability, discrimination, Employment Law, law, redundancy, restructure
Redundant Employees were Unfairly Dismissed
In the EAT case of Contract Bottling Ltd v Cave (1) and McNaughton (2) it was held that the reason for the Appellants' dismissals was, indeed, redundancy even though the jobs they had both performed continued to exist after their dismissals. How so?
The key statutory provision is section 139(1) of the ERA 1996, which defines redundancy in the following way:
"For the purposes of this Act an employee who is dismissed should be taken to be dismissed by reason of redundancy if the dismissal is wholly or mainly attributable to—
(a) the fact that his employer has ceased or intends to cease—
(i) to carry on the business for the purposes of which the employee was employed by him, or
(ii) to carry on that business in the place where the employee was employed, or
(b) the fact that the requirements of that business—
(i) for employees to carry out work of a particular kind, or
(ii) for employees to carry out work of a particular kind in the place where the employee was employed by the employer,
Have ceased or diminished or are expected to cease or diminish."
In this case the employer's case was that it had a reduced requirement for employees to carry out work of a particular kind. However, strangely, although the cuts were only needed amongst administration and accounts staff, it decided to put ALL its staff in the pool and apply a generic selection matrix in order to determine who would be dismissed. What this meant was that people were retained in administration and accounts and others from other departments where such a reduction in headcount was not required, were dismissed. The Employment Tribunal mistakenly held that, because the individuals who were dismissed were not from the departments where the reduction in headcount was needed, their dismissals could not have been by reason of redundancy. However, the EAT overturned this decision on the basis that it was perfectly clear that there was a reduced requirement in the company for employees to carry out work of a particular kind. It was irrelevant, for the purpose of the definition, whether the pool from which the staff were selected went beyond the areas where reduction in headcount was needed. What the pool for selection does is help determine whether or not the decision to dismiss for redundancy was fair.
As a result, the EAT upheld the company's appeal against the Tribunal's finding that the reason for the dismissals was not redundancy. However, it agreed with Tribunal's finding that the dismissals were, nevertheless, unfair. It then remitted the case back to the original Tribunal for it to assess whether the compensation awarded to Cave and McNaughton should be subject to a Polkey reduction on the basis that they would likely have been dismissed anyway even if a fair procedure had been followed.
Interestingly, the original tribunal's finding of unfair dismissal was not centred around the somewhat unusual (to put it mildly) pool for selection, but was instead highly critical of the process for selection from that pool. This case is therefore also useful as an illustration of how difficult it is for an employment tribunal to criticise the pool from which employees are selected for redundancy provided the employer can (a) show it has given real consideration to the pool and (b) provide evidence to establish that it was not outside the range of reasonable responses to select from such a pool.
Filed under Employment Law Tagged with business, compensation, dismissal, EAT, Employment Law, employment law; tribunal claims; unfair dismissal; litigation, opinion, redundancy, unfair dismissal
Are the Obese Protected from Discrimination on the Grounds of their Weight?
Although discrimination on the grounds of someone's weight is not unlawful for the purposes of the Equality Act 2010 (and nor was it unlawful under the old DDA), nevertheless obese individuals may well fall within the provisions of the Act as a result of other impairments which arise as a result of their obesity.
A person has a disability if he has a "physical or mental impairment which has a substantial and long-term effect on his ability to carry out normal day-to-day activities". Whilst obesity, of itself, cannot be classed as an impairment, in the recent case of Walker v Sita Information Networking Computing Ltd, Mr Walker, as a result of his obesity, had numerous physical and mental conditions (including asthma, chronic fatigue syndrome, knee problems, bowel problems, anxiety and depression), which, as a result of "functional overlay" caused him significant difficulty in his day-to-day life. Functional overlay is defined as "an emotional aspect of an organic disease. It may occur as an overreaction to an illness and is characterized by symptoms that continue long after clinical signs of the disease have ended". It is not, however, a medical condition. The Employment Tribunal judge at first instance, finding that there was no clear medically defined cause of Mr Walker's condition, held that he was not disabled.
However, The EAT (the President, Mr Justice Langstaff sitting alone) allowed Mr Walker's appeal. He said that the employment judge had been wrong to focus on the fact that the medical evidence could not identify a physical or mental cause for Mr Walker's conditions. The cause, he said, was not the issue. The determinative factor was whether Mr Walker had a physical or mental impairment which had a significant effect on his ability to carry out normal day-to-day activities and he clearly had both. The cause of such impairment was not the issue to be determined and the fact that a claimant's impairment may lack an apparent cause was really a matter of evidence rather than a legal issue. If there is no evident cause of a supposed impairment, then a tribunal may conclude that the claimant does not suffer from it. However, in this case, there was no challenge to the evidence that Mr Walker was suffering from the impairments he complained of.
Mr Justice Langstaff concluded that:
Obesity does not of itself render a claimant disabled. However, it might make it more likely that they are. On an evidential basis, a tribunal might conclude more readily that an obese claimant suffers from an impairment or a condition such as diabetes. Further, the obesity might affect the length of time for which the impairment is likely to last (with regard to whether the impairment has a "long-term effect"). Where an obese individual is determined to lose weight, and a tribunal could conclude that they will reduce their weight to normal levels within a year, this might mean that impairments connected with the obesity might not be considered "long-term" for discrimination purpose.
Whilst on the face of it this looks like a case of weight discrimination being brought in by the back door, in fact it is no different from the current position whereby, for example, an alcoholic could be protected from discrimination not because of his alcoholism (an excluded condition) but because of, for example, associated liver disease.
Employers might, however, want to consider helping their employees to live a healthier lifestyle and one way might be to stop the tradition which exists in many companies of staff bringing in cakes when it's their birthdays!
Filed under Employment Law Tagged with business, discrimination, Employment Law, equality, obesity, weight
Absence Management of Disabled Employees
Under the provisions of the Equality Act 2010 there is a duty on an employer to make reasonable adjustments where a provision, criterion or practice (PCP) applied by the employer, or a physical feature of the workplace, puts a disabled person at a substantial disadvantage in comparison with people who are not disabled.
In the case of Jennings v Barts and The London NHS Trust, Mr Jennings, a disabled employee, was dismissed on the grounds of poor attendance due to ill health. Throughout his employment he had frequent and intermittent ill-health absences, some of which were as a result of his disability which was as a result of a mental rather than physical impairment.
The Trust had a short-term absence policy which it applied rigorously to all staff and which it applied to Mr Jennings. As a result of the application of the policy, and following a series of meetings which were arranged but postponed due to Mr Jennings' medical condition, or held in his absence when he failed to attend, Mr Jennings received a first written warning. The Trust then commenced the long-term absence procedure as Mr Jennings had gone off sick once the short-term policy had been implemented, citing that the implementation of the policy had made him even more stressed.
Although an Occupational Health assessment in January 2008 said that it would be possible that Mr Jennings would be ready for a phased return to work in March 2008, the Trust completed the long-term absence procedure and at a final stage meeting Mr Jennings' manager formed the view that his continued absence was unfair to his colleagues, that the department was busy and that there was a real possibility that Mr Jennings might not in fact return to work as no firm date had been set. Mr Jennings was dismissed.
Mr Jennings issued a tribunal claim for unfair dismissal and failure to make reasonable adjustments under the Disability Discrimination Act 1995 which was the relevant piece of legislation at the time.
The Tribunal found that, in this case, the PCP in question was the Trust's short-term absence policy and specifically that the Trust did not permit unplanned intermittent absences without sanctions which would ultimately lead to dismissal. Mr Jennings suggested that the Trust should have exempted him from this policy because of his disability. The Tribunal felt that such exemption would not have been a reasonable adjustment. The EAT agreed.
This is an important case for employers as it illustrates very clearly that the duty to make reasonable adjustments is simply that. Whether an adjustment is reasonable or not will be very fact driven from case to case. What may be a reasonable adjustment for a large employer of, say, 1000 employees or more may not be reasonable for an employer with only a handful of staff and a limited budget. However, the findings in this case would seem to confirm that if an employer has a short-term sickness absence policy which is, in itself, fair and which it applies to all staff, then it is unlikely to be either unfair or discriminatory to dismiss someone at the end of the application of the policy even if the reason for the absences was a disability. As a result, employers are advised to put such a policy in place and to manage all staff absences in line with the policy. The important thing to note, however, is that if an employer ever deviates from such a policy for one or more members of staff who are NOT disabled then a disabled person may well be able to bring a claim of direct disability discrimination if it is, nevertheless, adhered to for him. The key to the NHS's defence was (a) that the policy was, in itself, reasonable and (b) it was applied universally and without exception.
Filed under Employment Law Tagged with business, disability, discrimination, Employment Law, Employment Tribunals
Blowing the Whistle on False Whistle-blowers?
For those of you who don't know much about the law on whistle-blowing (as set out in the Public Interest Disclosure Act 1998), it essentially protects workers from detriment or dismissal if they make, in good faith, what are known as "qualifying disclosures" (usually to their employers) that, in their reasonable belief, one of the following events has occurred, is occurring or is likely to occur:
1. A criminal offence
2. Breach of any legal obligation
3. Miscarriage of justice
4. Danger to the health and safety of any individual
5. Damage to the environment
6. The deliberate concealing of information about any of the above
The key here is that, as the law currently stands, in order to be "protected qualifying disclosures", they need only to be made in good faith. There is no specific requirement for the disclosures to be made in the public interest. What this means is that an employee who, in good faith, makes a disclosure which relates to a breach of his own contract of employment (i.e. a breach of a legal obligation), such breach affecting only him, will be protected from suffering detriment or dismissal as a result.
The protection from unfair dismissal for whistle-blowers is immediate. There is no "qualifying period" of employment before the employee can pursue such a claim and the ordinary cap on compensation which can be awarded for unfair dismissal is removed. This has arguably made pursuing a whistle-blowing claim very attractive, especially for those who have not been working for their employer very long or whose high salaries mean that ordinary unfair dismissal compensation, being capped, would not adequately compensate them if they were unfairly dismissed.
The Government's view, however, is that this very wide protection currently afforded to whistle-blowers is open to abuse by employees with limited service or very high salaries who suspect that they might be about to lose their jobs and hence make disclosures about alleged breaches of their own contracts of employment. However, I have seen no evidence that any such abuse is any more widespread than the undoubted abuse by a small number of Claimants of the Equality Act 2010 which affords immediate protection from discrimination from the point of recruitment and which, too, has uncapped compensation. It is a fear of such claims that has certainly made many of my clients overly (and unnecessarily) fearful about dismissing (for perfectly reasonable and legitimate grounds) black, Asian or other employees with protected characteristics. However, as I tell my clients time and again, just because someone is black, doesn't mean that he or she can't be dismissed for misconduct or poor performance and, provided there is no other evidence of unlawful discrimination, on what basis could they pursue such a claim? The same could be said of employees without qualifying service who might seek to pursue whistle-blowing claims. If the employer has done nothing wrong, then the employer has nothing to fear.
Nevertheless, the Government has determined that the law as it stands does not provide enough protection for employers from spurious whistle-blowing claims and as such Clause 15 of the Enterprise and Regulatory Reform Bill will amend the Employment Rights Act 1996 so that qualifying disclosures must in the reasonable belief of the worker be made "in the public interest". This will apply to all the categories of protected disclosure above. However, the requirement for the disclosure to be made "in good faith" will be removed.
In seeking to solve one perceived problem, to my mind, the Government has created another – there will undoubtedly be endless litigation seeking to determine exactly what is meant by "in the public interest" given that breaches of an individual's' contract of employment may well have an element of public interest and it will also place an extremely onerous burden on the employee, particularly in the case of the employee without legal representation. Hardly likely to promote the culture of openness that the Government says it is seeking, particularly in light of the recent problems with the NHS.
Filed under Employment Law Tagged with Automatically Unfair Dismissal, business, Employment Law, PIDA, unfair dismissal, whistleblowing
Employment Tribunal Fees
Finally, this summer, (probably July), fees will be introduced for Employment Tribunal claims. In my view these have been a long time coming. Long gone are the days when Employment Tribunals were places where individuals could easily represent themselves and where the maximum sums being claimed were relatively low. These days employment legislation is significantly more complex than in the past and the tribunals are over-stretched.
Although the introduction of fees is no longer being promoted by the Government as a way of dissuading those with weak claims from pursuing them, but rather as a way of lessening the cost burden to the tax payer, it will no doubt result in a significant reduction in the number of weak and spurious claims brought, which is no bad thing .
Many people will no doubt argue that the introduction of fees is wrong when tribunal claims are most frequently brought by those who have lost their jobs (and hence their income) and are therefore most in need of free access to justice. I do have some sympathy for that view, however, there have always been issue fees for proceedings in the Civil Courts and this hasn't deterred people from pursuing their claims. I cannot see why the Employment Tribunals should be any different. Furthermore, there will be a system for remission of fees for those with very low incomes and who satisfy other criteria. As a lawyer who has spent over 13 years representing both Claimants and Respondents, it is apparent to me that a significant number of claims are brought simply because the Claimant has nothing to lose and might get a pay off just because he or she has issued proceedings. I am therefore very much in favour of anything which may serve to deter the pursuance of such claims.
Similarly, anyone with a really meritorious claim who doesn't qualify for a remission of fees should be able to find the means to pay the issue fee, especially as such money will be recouped either upon settlement or at the end of the trial in the likely event that the claim will succeed. Given that the introduction of fees should reduce the number of claims pursued, the time for cases to come to trial should reduce, with most simple 1 day trials being heard or settled within 6 months of the date of issue.
The fees will be as follows:
level 1 claims (i.e. the very straightforward ones such as unlawful deductions from wages etc) – £160 issue fee; £230 hearing fee
level 2 claims (all other claims) – £250 issue fee; £950 hearing fee
Employment Appeal Tribunal – £400 appeal fee; £1,200 hearing fee
there are several other fees, eg £60 for an application to dismiss following settlement and £600 for judicial mediation
You can find more information here: https://consult.justice.gov.uk/digital-communications/et-fee-charging-regime-cp22-2011
Filed under Employment Law Tagged with access to justice, business, court fees, Employment Law, Employment Tribunals, justice
Check-list for Employees on use of E-mail and Social Media
Below is a check-list of things for employees to consider when using e-mail and social media:
Reputational risks
What you write in e-mails or on the internet could seriously damage your own or another person's reputation, you could lose your job and you and your company could be sued, fined or even imprisoned.
Stop and think before you click
Anything written in an e-mail has the potential for public exposure (for example, if the e-mail is forwarded to others).
Posting on the internet is essentially making a public statement (for example, when commenting on social media sites, blogs or other electronic forums).
Failing to take care about what you write can have serious personal, disciplinary and financial implications.
Even if you are e-mailing or using other forms of online communication in your own time, if you refer to people at work or work related matters, you and your company could get into trouble.
E-mails and internet postings can be used in legal proceedings
E-mails and internet postings can be used against you or your company in legal proceedings, disciplinary meetings or other regulatory investigations.
Never delete e-mails relating to a legal dispute or investigation or potential dispute or investigation.
It is very difficult to delete e-mails and online postings
Simply deleting e-mails or internet postings will not necessarily solve the problem. Forensic IT equipment can still find supposedly "deleted" messages.
What you publish online will likely be available for a long time, to be read by anyone, including the company itself, future employers and colleagues.
Do not be hurtful or spread rumours
Never send e-mails or post content online that could be thought of as obscene, racist, sexist, bullying or hurtful.
Never lie, exaggerate or make a false or inaccurate statement about another company or person. You could be sued even if an e-mail was only sent to one person.
Forwarding an e-mail can be just as serious as writing the original – you could be sued even if the original was sent or forwarded to only one person.
Take care with confidential information
Where possible, avoid sending confidential information (such as confidential intellectual property or trade secrets) by e-mail. Take legal advice on how the information can be best protected.
Any e-mail containing confidential information should be clearly marked as "confidential".
If you receive an e-mail that contains another company's confidential material (for example, a company's trade secrets) and the e-mail was not part of a legitimate business transaction, you should take legal advice immediately.
Do not make a contract by mistake
A legally binding contract can be made by a simple exchange of e-mails.
Make it clear if you do not intend the e-mail to be binding.
Do not copy someone else's work
Only use or attach other people's work to your e-mails if you have permission or you know it is not protected by copyright or other intellectual property rights (for example, trade mark rights). This includes photographs and music.
Do not assume that work you find on the internet is free to use.
Do not send or view offensive or unknown material
Monitor what arrives in your inbox, especially if you do not recognise the sender or the title of the e-mail seems odd.
If there is a risk that an e-mail may contain a virus, do not open it and inform the IT department immediately.
You could be disciplined or even dismissed for forwarding inappropriate e-mails or accessing inappropriate websites at work. In severe cases it could also be a criminal offence.
Avoid unproductive usage
Most businesses allow light personal internet and e-mail usage as long as it does not interfere with your duties. However, excessive, unproductive usage is not permitted and may be treated as gross misconduct.
E-mails can often be a waste of time. Think carefully before copying someone in on an e-mail, especially if there is a long chain of e-mails attached.
Filed under Uncategorized Tagged with business, disciplinary, e-mail, Employment Law, law, social media
Articles and commentary on legislation and cases


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The PS4 Finally Has a Super Customisable Controller, and It Is Excellent
It's taken more years than it should have, but it's finally here, a PS4-friendly answer to Microsoft's ultra-customisable Elite controller. The Scuf Vantage might look like a weird third-party peripheral of old, but this officially licensed controller finally delivers all the weird little tweaks I demand, except now configured to actually work with my PS4.
That hasn't quite been possible before. While there are a number of controllers that work for the Xbox One or Windows machines (the aforementioned £120 Microsoft Elite controller is the best known one), PS4 owners have really been limited to PS4 controllers, or Scuf's Infinity4PS controller (starts at £106 but with customisations can cost a whole lot more). I really liked the Infinity4PS, and when I reviewed it, I went so far as to say it was the controller to buy if you were a PS4 owner. (Its sibling, the Infinity1, is super for Xbox One owners.) But the Vantage improves on the Infinity4PS in a variety of ways that make its price tag, $170 (£131) for the wired version and $200 (£154) for the wireless one, feel pretty close to warranted. (Sadly, the Vantage is only available in the US for the time being, but fingers crossed it comes to the UK soon.)
See, the Infinity4PS is incredibly customisable, but you have to make a lot of decisions about that customisation as you order the controller, which isn't ideal for something as tactile as a game controller. Controllers are like keyboards in that you need to try them out and actually see how they feel to know if you like them. And some of those customisations add on to the price tag—which means you could blow a lot of cash on a device that wouldn't feel excellent to you. In fact customising the Infinity4PS to even close to the level that the Vantage allows actually leads to the Infinity4PS costing more.
Spending that doesn't make a lot of sense, particularly as the Vantage still wins on the customisation front. For starters, the D-Pad can be switched out for a circular pad which makes hitting diagonals easier in fighting games. There are also two new buttons on the sides called "Sax buttons" that can be mapped to function as any other buttons on the controller. The remapping is easy, you flip a switch on the bottom of the controller and press the two buttons that are being remapped. Too lazy to reach from the R1 trigger to the R2 trigger? Then you can map the right Sax button to act like the R2, pressing it with the middle of your finger as you keep the tip on the R1.
The Sax buttons on the left and right can be mapped to any input on the controller. (Photo: Alex Cranz/Gizmodo)
I didn't though, and in fact I left the Sax buttons unmapped because I kept accidentally bumping into them while I play. People with longer fingers, or less stupid fingers, likely won't have that issue.
There are also not two, but four paddles on the rear of the controller that, as with the Sax buttons, are remappable. I only wound up using two of them in my game play, as the two closest to the centre were just far enough away to be uncomfortable to hit regularly. But remapping the outer ones to the R3 and L3 buttons (the buttons you press by jamming the right and left joysticks down) was a game changer. Instead of having to press down on a joy stick to run or punch in Destiny 2, slowly wearing the nub down, I can lightly press a paddle now. It's so easy and more ergonomically friendly that I kind of feel like I'm cheating, especially in PVP where in my excitement I'd miss a joystick press at key moments and wind up dead too often.
The paddles on the back are great! (Photo: Alex Cranz/Gizmodo)
Speaking of the joysticks, they can be switched out, too. If you play a lot of games, joysticks inevitably wear down and end up looking and feeling disgusting. I've gone through three PS4 controllers in four years because of this, and the desire for replaceable joysticks led me to Scuf to begin with. But the Vantage improves dramatically on previous Scuf controllers, which required a special tool and a tedious procedure to replace the joysticks. Now you just pop them in and out. It's so easy you can switch them between loading screens if you so desire. And unlike the replaceable joysticks found in the Microsoft Elite controller, the Scuf joysticks are sturdy and won't pop off should you drop (or throw) the controller.
It's easy to remove that red trigger and go with a shorter one if you so choose. (Photo: Alex Cranz/Gizmodo)
(Photo: Alex Cranz/Gizmodo)
Remapping is as easy as flipping a switch. (Photo: Alex Cranz/Gizmodo)
You can even pop out the rumble packs! (Photo: Alex Cranz/Gizmodo)
The triggers on the back are, you guessed it, adjustable as well. A teeny tiny tool lets you adjust the tension of the triggers, while a switch lets you adjust draw length. Scuf also includes alternative trigger panels for the L2 and R2 triggers that are much longer, making them incredibly comfortable for extended play in something like Destiny 2 or Spider-Man.
Twist that little nob and the draw distance of the trigger cuts in half. Though it won't register the pull in some games, like Destiny 2. (Photo: Alex Cranz/Gizmodo)
The best part of all of this is that besides the tension adjustment on the triggers, every single customisable aspect of the Vantage can be tweaked without tools. I can switch out faceplates or pop out the rumble packs in an instant. It's every bit as easy to do as with Microsoft's Elite controller, but it feels much sturdier too. With the Elite, a joystick or D-pad would pop off with one bad drop. That hasn't been the case so far with the Vantage.
In fact, the one downside of the Vantage so far is it has that goofy third-party controller look. You know the one. With older generations of consoles there were a wide variety of peripheral makers producing controllers, and they always looked kind of cheap and silly, like a knockoff your grandparents would buy you when you were a kid.
The thing looks kind of goofy, but the options for face plates is nice. (Photo: Alex Cranz/Gizmodo)
The Vantage is clearly inspired by the Xbox controller, with the joysticks positioned in the same locations as on the device, but ergonomically it's not quite the same. I can move between a PS and Xbox controller and my hands won't notice the difference. They definitely do with the Vantage though. The reach to the right thumbstick is a little longer than it is on either the Xbox or the PlayStation controller. I've used it for about a week, and that first day I died a lot. So much of controller use is tied to muscle memory, and my muscles had to make a lot of new memories to get as comfortable with the Vantage as they were with the Xbox or PS controllers.
Actually, I'd hazard to say that my hands are more comfortable now! Adjusting the height of the thumbsticks, remapping the paddles, and tossing some nice long triggers on the back of the Vantage has created a controller that feels tailored to me, and one that is a cinch to use, and will be a cinch to customise for someone else should I have to loan it out. If you're a PC gamer looking for something different this is it, and if you're a PlayStation owner who has been envious of the controller options available to your friends on the Xbox and the PC, then the time has finally come—you've got a controller that isn't just as good—it's actually better.
The Scuf Vantage is expensive! The Infinity4PS starts at £116, while a Microsoft Elite controller starts at £128. The Vantage starts at $170 (£131) for wired and $200 (£154) for wireless.
But seriously, it's so customisable that might not matter for you.
The layout is slightly different though. So expect a little learning curve.
scuf
Alex Cranz

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Expert Tips for Stress-Free Travel
https://www.chase.com/news/111614-expert-tips-for-stress-free-travel stress free travel, travel and leisure, travel tips, Airfarewatchdog, cbs news, George Hobica, Peter Greenberg, travel problems, stolen passport, flat tire rule, cancelled flight, delayed flight, lost luggage, Long Rental Car Lines, perils of travel, jetsetters, practical travel, travel experts Travelers waiting in a lounge Travelers waiting in a lounge 10/27/14 Travelers waiting in a lounge
Travel Experts George Hobica and Peter Greenberg Offer Advice
By Andrea Lynn Posted: 10/27/14 Updated: 11/10/17
Travel doesn't always have to come with drama and anxiety. Experts George Hobica, founder and president of Airfarewatchdog, and Peter Greenberg, travel editor for CBS News, advise to troubleshoot travel problems before they arise. Here are a few solutions for preventing sticky situations.
Potential Peril: Stolen Documents
A stolen passport can ruin an entire trip. The key to surviving this type of threat is in prevention. "If you must travel with it, keep it as close to your body, in inner clothing, as possible, such as tucked in under your undershirt into your waistband, never in pockets of any kind," says Hobica. Also, always travel with document photocopies. "Leave [the original] in your hotel room safe," advises Hobica. "You can always carry a photocopy of the information page if you're concerned about showing an I.D."
Potential Peril: No Airport Parking Lot Vacancies
Circling for airport parking not only creates stress, but can also cause a ripple-effect of delays for you. To combat peak-time capacity issues, reserve a spot in a lot that's close to the airport. Websites and mobile apps such as AirportParkingReservations.com and Parking Panda make it incredibly easy. Some airports, including those serving New York City, take parking reservations for a fee. Greenberg also suggests checking out airport hotels: "At my home airport, I always make a deal with an airport hotel for a long-term parking deal."
"Always book the first flight of the day, so you have options. It's as simple as that."
Potential Peril: Missed Flight
Whether due to a traffic hiccup or a meeting that runs late, sometimes you miss your flight. "The best prevention is to arrive at the airport really early," Hobica says. If you've missed your flight, don't panic. "It's always best to call the airline if a problem arises," says Greenberg. Both travel experts also said that many airlines have policies, known as "flat tire" rules, for people who get to the airport too late for a flight. "They will do their best to get you on another flight—standby, of course," says Greenberg.
Potential Peril: A Delayed or Cancelled Flight
Storms can cause havoc throughout a transportation network, even if your departure or arrival city isn't facing bad weather. Sites like Flightstats.com showcase a global map of travel conditions. Of course you can't avoid being a victim of a cancelled or delayed flight, but you can do your best to avoid resulting problems. "Always book the first flight of the day, so you have options," says Greenberg. "It's as simple as that." If trapped in the airport due to delays, try to make the best of it; pamper yourself in the terminal spa or just relax in a lounge area.
Potential Peril: Lost Luggage
Lost luggage happens. But there's good news: only about 2 percent of lost luggage worldwide vanishes forever, and most lost bags are recovered and shipped free of charge within an average of 1.3 days, according to a 2014 study by the aviation industry firm SITA. Still, preparing for that unfortunate event is key.
Keep electronics and vital medicines on you or in your carry-on. "Make sure you have receipts for whatever is in your checked bag. You'll need them to prove value," says Hobica. "It's not a bad idea to keep a file folder of everything you normally travel with." If your bag disappears, you'll have all the information needed to file a claim before leaving the airport.
Potential Peril: Long Rental Car Lines
Nothing puts a damper on arriving at your destination like the sight of a long line at the rental car counter. "Every major [car rental] company has an elite 'club' you can sign up for, where you don't have to wait in line," says Hobica.
Photo: © GettyImages/ Phil Boorman | Andrea Lynn is a freelance journalist based in New York City who specializes in food and lifestyle writing. She is also the author of two books and an experienced recipe writer and editor.


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In 2011, the world's population will surpass 7 billion. While the rate of population growth has slowed in most parts of the world, it still increases by nearly 80 million people every year - the equivalent of adding another U.S. to the world every four years. The number of people on the planet has doubled since 1960, and demographers predict a world population of 9 billion by 2043. (http://www.populationaction.org/Topics/7_Billion/Index.php accessed 27.10.11). However, this figure is based on questionable assumptions about falling fertility rates and the availability of contraception. Nearly half the world's population - some 3 billion people - is under the age of 25 and entering their childbearing years. Their childbearing choices, and the information and services available to them, will determine how human population growth will look by mid-century. Most countries in the developing world have high fertility rates and are getting younger; some developed countries have low fertility rates and are aging.
A common argument is that the earth simply cannot sustain 7 billion people. The issue however is complex and is less about the total number, but about how much they consume and where they are concentrated. In monetary terms, most consumption occurs in industrialized nations and globally the worlds richest 20% of people account for 80-90% of total private consumption expenditure. In 2004 the United States accounted for 4.6% of the world's population and 33% of global consumption (http://earthtrends.wri.org/updates/node/236 accessed 12.10.11). Consumption in developing countries is also increasing at a fast pace, particularly in rapidly industrializing economies such as China and India. Refer to the threat section on global resource demand for more information.
The relationship between biodiversity and human population growth is complex and human interactions with the environment are heavily influenced by economics and culture (Cohen, 1997). For example, when human population growth is high but the Human Development Index (HDI is a measure of development calculated by UNDP on life expectancy, literacy, education and standards of living worldwide) is low, there is a high rate of deforestation, whereas when HDI is high, rate of deforestation has been found to be low despite high population growth (Jha & Bawa, 2006). Surprisingly, high levels of total species number have been found to coincide with high numbers of people (Gaston, 2005), and there is substantially higher human population growth in biodiversity hotspots than other parts of the world (Cincotta et al., 2001). Explanations for this congruence include energy availability and elevation (Luck, 1997), and whilst with appropriate management it may offer an opportunity to facilitate interactions between people and nature, it is also a threat to species conservation (Luck, 1997).
Human population growth and high density can result in increasing land transformation and influence biodiversity status, and species sensitive anthropogenic change may be lost or decline in abundance. The number of threatened species is predicted to increase on the basis of human population growth alone (McKee et al., 2003). The size of protected areas decreases as human population density increases (Luck, 2007). Average population growth on the borders of protected areas is nearly double the average rural population growth meaning that they attract rather than repel human settlement for the economic opportunities (real or perceived) they provide. Whilst this highlights the value of protected areas for local people, it also highlights a looming threat to protected area effectiveness and biodiversity conservation (Wittemyer et al., 2008).
Furthermore, research has shown that demographics can have a significant impact on countries' stability, governance, economic development and the well-being of its people. Countries that lack the means to provide for basic needs of their people face greater risk of instability and conflict. When limited access to family planning contributes to high fertility, it creates a high percentage of young people with fewer economic opportunities. While there is not a direct causal relationship between age structure and conflict, eighty percent of all outbreaks of civil conflict between 1970 and 1999 occurred in countries in which at least 60 percent of the population was under the age of 30 (PPI, 2011). Most countries in the developing world have high fertility rates and are getting younger; some developed countries have low fertility rates and are aging. Since 1946 all great ape range states (except Tanzania) have experienced internal conflicts, lasting years and in some cases decades. Refer to the threat section on war for more information.
The most important agent of change in the spatial change of much biodiversity is the size, growth and resource demand of the human population (Vitousek et al., 1997). Human population growth and density is one underlying condition determining the type and intensity of human activities and consumption of natural resources (leading to unsustainable use) and is inextricably interlinked to other threats impacting ape populations and their habitat. It is arguably the appropriate management of people, and not plants or animals that will determine the future state of the planet (Luck, 2007).
The impact of high human population growth can be felt on ape populations and their habitat whether the human populace in question lives adjacent to ape populations and habitat, or in the developed world where global resource demand is driving commercial resource extraction and associated activities. The threat is there but different in type and intensity, and whilst lower human population densities are associated with intact ape habitat (Sandbrook & Roe, 2010), it is these very areas that are subject to commercial resource extraction, leading to habitat fragmentation, and higher population densities.
Great ape habitats have been broadly divided into those that are in relatively intact forests, with relatively low human population density (e.g., Gabon, DRC, Liberia), and those in forest fragments with high population densities between the fragments (e.g., Uganda, Burundi, Rwanda, Nigeria, Equatorial Guinea, Republic of Congo, and southern CAR) (Sandbrook & Roe, 2010). The division is not absolute as some countries like Cameroon have both. The main threats to apes living in fragmented forest (and sharing the habitat with higher human populations) comes from forest clearance by the poor (who are reliant on natural resources) for farming, from hunting (generally subsistence as wildlife densities are too low for commercial hunting) and from conflict and disease transmission from apes crossing into agricultural land. Ape populations living in intact forest and with comparatively lower human population densities are still at risk but from commercial bushmeat hunting, commercial forestry and epidemic diseases such as Ebola. The link to poverty will be different as commercial hunting and logging activities are less likely to be carried out by the very poor than the farming and hunting in fragmented forest. Poverty combined with a large populace reliant on natural resources, will inevitably lead to further habitat degradation. For example, a catastrophic decline in chimpanzee numbers in Cote d'Ivoire was explained by a massive increase in the human population; the human population grew from approximately 12 million in 1990 to about 18 million in 2008. This massive increase was associated with greater poaching pressure and higher rates of deforestation (Campbell et al., 2008).
Is human population growth dangerous for all species in the same way?
High levels of human population growth and associated activity can lead to the unsustainable exploitation of natural resources causing habitat degradation and loss, a key threat to all ape species. Great apes are particularly vulnerable to extinction due to low population densities across their range and exceptionally slow reproductive rates. This means that they can take a long time to recover from any reduction in population, and puts them at risk of local extinction but also (where the subspecies is represented by only one population) extinction of the subspecies. Increasingly fragmented, small and stressed ape populations are likely to have diminished genetic variation, one result of which is increased vulnerability to infectious diseases. Apes are susceptible to human pathogens, and given the fragmented nature of much ape habitat, interaction with humans and their waste increases. This, together with the requirement for a large area of natural habitat to live in, defines the vulnerability of apes to human population growth, density and activity.
Campbell, G., Kuehl, H., Kouamé, P.N., Boesch, C. (2008). Alarming decline of West African chimpanzees in Côte d'Ivoire. Current Biology 18:903-904. DOI:10.1016/j.cub.2008.08.015
Cinotta, R.P. & Engelman, R. (2000). Natures place. Human population and the future of biodiversity. Population Action International. Washington, USA. http://www.populationaction.org/Publications/Report/Natures_Place/Summary.php
Cohen, J.E. (1997). Conservation and humna population growth: what are the linkages? In S.T.A. Pickett, R.S. Ostfeld, M. Shachak, G.E. Lickens (eds), The ecological basis of conservation. Chapman and Hall, London.
Jha, S. & Bawa, K.S. (2006). Populaton growth, human development, and deofrestation in biodiversity hotspots. Conservation Biology Vol 20(3):906-912.
Luck, G.W. (2007). A review of the relationships between human population density and biodiversity. Biological Review 82:607-645.
McKee, J.K., Sciulli, P.W., Fooce, C.D., Waite, T.A. (2003). Forecasting global biodiversity threats associate with human population growth. Biological Conservation 115: 161-164.
Population Action International (2011). 7 billion and counting. What global population growth means for people and the planet. Policy and Issue Brief, July. Population Action International, Washington, USA.
http://www.populationaction.org/Publications/Policy_and_Issue_Brief/7_Billion_and_Counting/Summary.php
Sandbrook, C. And Roe, R. (2010). Linking conservation and poverty alleviation: the case of great apes. An overview od current policy and practice in Africa. The Poverty and Conservation Learning Group, London. http://povertyandconservation.info/en/
Vitousek, P.M., Mooney, H.A., Lubchenco, J., Melillo, J.M. (1997). Human domination of earth's ecosystems. Science 25 July Vol. 277 (5325): 494-499.
Wittemyer, G., Elsen, P., Bean. W.T., Burton, C.O., Brashares, J.S. (2003). Accerlated human population growth at protected area edges. Science 321:123-126.


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Петровское () — село, Зайцевский сельский совет, Синельниковский район, Днепропетровская область, Украина.

Село ликвидировано в 1993 году.

Примечания

Исчезнувшие населённые пункты Днепропетровской области

redpajama_set_name: RedPajamaWikipedia


In your letter dated July 10, 2006, you requested a tariff classification ruling on behalf of Nine West Inc.
You have submitted a sample of style N-0041203NW. The item is a tote bag designed to contain personal effects and accessories on a daily basis. It is manufactured of polyvinylchloride (PVC) with an exterior surface of 100% cotton openwork knit fabric that allows the PVC to be visible. The bag features a shoulder strap, one zippered interior compartment, and magnetic closure.
The applicable subheading for the tote bag will be 4202.92.1500, Harmonized Tariff Schedule of the United States (HTSUS), which provides for travel, sports and similar bags, with outer surface of textile materials, of vegetable fibers and not of pile or tufted construction, of cotton. The duty rate will be 6.3% ad valorem.


Very well done to our school council – you raised £153.65 for Bolton Lads and Girls club, by organising a yellow and blue day.
Thank you to Mrs Cox and the school council for organising an amazing beetle drive after school. We had a great time and practised our maths skills too.
Well done on the renewal of our fair trade school status!
Well done to our amazing school council who ran and organised our Macmillan Coffee Morning – great job!
We had a very special visitor in assembly this morning, who came to accept our donation to Bolton Lad's and Girl's Club; money that we raised on our blue and yellow day.
The money will be used to provide a music club at their centre on Spa Rd, giving many children of Bolton an opportunity to develop their musical talent and learn how to play an instrument.


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Spoof stories written by Alien2012
Cure for the Red Rings of Death
Scientists at the University of Technology have just announced a cure for one of our most feared diseases that have been plaguing our consoles for years,the Red Rings of Death. Becoming a official disease by the Medical Council of Decieses in 200...
Paula Abdul's New Job
Paula Abdul, former American Idol judge found a new job. In an exclusive interview with me, she said that she loved making people laugh so she is going to clown college. She told me: "I am officialy registerd in Martin Luther Clown Uneversity".


If It's Hip, It's Here (Archives): The Religion of Bruce Bacca. Based On Die Hard, Bruce Willis & A Chewbacca Mask.
The Religion of Bruce Bacca. Based On Die Hard, Bruce Willis & A Chewbacca Mask.
First off, I realize I've recently posted many things related to Star Wars. It's just a coincidence and no, this is not a Star Wars blog (although I am a huge fan). That said, thanks to Upper Playground, I have learned about this very unique experience taking place in San Francisco, opening tonight and continuing through December 26th.
Friday December 10th at 7pm marks the opening of the Bruce Bacca Pop-Up Church, a unique artistic ideology by Alexander Tarrant, at 248 Fillmore St., San Francisco.
Like the earth itself, it took 7 days to construct this church and it's vague system of beliefs based on the 1988 film Die Hard, it's mythical leading man Bruce Willis, and an exquisitely carved wooden Chewbacca Mask (shown below, courtesy of the Citrusreport.com).
Churchgoers will want to bring their cameras to capture the moment they walk the carpeted broken glass gauntlet, wear the wooden mask, and become an indoctrinated member of this temporary system of worship.
above: Bruce Willis in the 1988 action flick, Die Hard.
Following the dry baptism, available for $10 is the short(er) film "Incident at Nakatomi" – a pious remastering of the classic film Die Hard (1988) in which the image and voice of Bruce Willis has been completely removed. The resulting film is introspective and thought provoking, yet still contains enough explosive excitement to keep even the most discerning action fan satisfied.
The church will be open from December 10th – 26th, and will be performing the civic duty of holding a soup kitchen on Christmas Day.


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Beyonce Looks Unrecognizable As She Arrives In NYC Via Helicopter From The Hamptons — See Pics
Beyonce decided to go incognito upon her return to New York City. The 'Black Is King' creative was spotted arriving in NYC wearing a gray hoodie and shades after a family excursion to The Hamptons.
Beyonce is back — in NYC at least. The Black Is King helmer was spotted exiting a helicopter and getting into her SUV on August 19 following some family time spent in The Hamptons. Based on the photos, it was hard to tell that fans were looking at Bey, who sported a gray hoodie, sunglasses, and a black mask to protect herself during the coronavirus pandemic. Beyonce appeared to take all the necessary safety precautions upon her return, having thoroughly enjoyed some rest and relaxation at the popular New York hideaway.
Beyonce arrives back in New York City after taking a helicopter from The Hamptons [MEGA].
It's incredibly rare for fans to get a glimpse of Beyonce, her husband Jay-Z, and their family considering how private they are. However, on Aug. 10, admirers of the Hollywood power couple caught sight of Beyonce cradling one of the couple's twins! The family, including eight-year-old daughter Blue Ivy Carter, and twins Rumi and Sir, 3, spent some time on a luxury boat enjoying the fresh air. Bey sat close to her youngsters and was seen with her mom, Tina Lawson, who posted some footage from the getaway on her Instagram account.
More often than not, Beyonce and her team cautiously coordinate what the public is able to see from the Grammy-winner's private life. But with her latest visual album, Black Is King, Beyonce's children were an integral part of her astonishing work of art. Upon its July 31 release to Disney+, Beyonce dedicated the visual album to her son. "Dedicated to my son, Sir Carter. And to all our sons and daughters. The sun and the moon bow for you. You are the keys to the kingdom," a message at the beginning of the film read.
Beyonce is seen arriving back in New York City after spending time with family in The Hamptons [MEGA].
Later on in the film, Beyonce highlighted three generations of the incredible women from her family. Standing together, Tina, Beyonce, Blue, and Rumi all gazed at the camera and stood stoically wearing stunning floral dresses. While posing by her own mother, Beyonce held her three-year-old daughter and wrapped her other arm around Blue. It was such a striking image from the immaculate visual experience.
Shielding her personal life from the world and speaking through her art has always been a huge part of Beyonce's star power. Her previous visual albums — Beyonce (2013) and Lemonade (2016) — featured the artist taking a strong stance on feminism, while the latter thoughtfully highlighted a difficult chapter in her marriage to Jay-Z. Now that Bey is back in NYC, we cannot wait to see what she has in store for her fans!
Megan Thee Stallion Claims Tory Lanez'Shot' Her: He Needs To 'Stop Lying'
Harry Maguire involved in 'alleged incident' in Mykonos, say Manchester United
Singer Portable calls out his second wife for allegedly cheating on him, shares…
Justin Bieber sells music catalogue for $200 Million


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Cypress College, Central Plant Feasibility Study, Design-Build Criteria, Design Peer Review & Cx
Central Plant, Thermal Energy Storage Tank
December 2014-January 2018
10,000 ton-hours of chilled water storage; 1,200-tons of chiller capacity
A new central plant nets a million-kilowatt hour reduction in energy use.
Cypress College was considering a central plant to replace chillers at six north side campus facilities. They wanted to consult an expert to weigh their options, so they turned to us for a feasibility study. We helped them consider various approaches, estimated future chilled water loads based on their campus master plan, and provided technical feasibility studies and cost estimates. After Cypress settled on the right plan for their new central plant, we assisted them to create the design-build criteria for the plant, a 960,000-gallon above ground thermal energy storage(TES) tank and new chilled water distribution system. Once Cypress awarded a contract to a team to develop the construction documents, obtain DSA approval and to build the project, P2S provided design peer review, construction support services and commissioning for the central plant, TES system and new chilled water distribution.
The feasibility study led directly to our creation of the design-build criteria and design development plans for the new central plant, above ground thermal energy storage tank and a new chilled water distribution system to connect buildings on campus. The central plant is specified to be built in a concrete frame building to house the chillers, pumps, and electrical distribution system. The building will match the college's architectural style and be located next to the existing cooling tower yard. We also developed the development plans for the new thermal energy storage tank which will be next to the existing theater building and a new chilled water distribution system to connect the new thermal energy storage system to the new central plant and the rest of the campus. Our team is also commissioning the central plant, TES and chilled water system to ensure they are operating as designed. The central plant, TES tank and new chilled water distribution system will reduce Cypress' energy use by an estimated 1.2 million KWH in 2017.
Chaffey College, New Central Plant & Utility Infrastructure →
Santa Monica College, Chilled Water Plant Connection & Cx →
Salk Institute, Central Plant Cx →


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Carriera

Allenatore
Nel 2011 entra a far parte del "Montréal Impact Academy" iniziando ad allenare la categoria degli Under-18. Successivamente prende le redini dell'Under-21 dal 2014 e successivamente l'Under-16 fino al 2015. Il 4 gennaio 2016 viene promosso ad assistente allenatore della prima squadra, il . L'8 marzo 2021, a seguito delle dimissioni di Thierry Henry, viene scelto come nuovo allenatore del club. Il primo anno alla guida di Montréal termina con la mancata qualificazione ai play-off di campionato ma con la vittoria della coppa nazionale canadese e la conseguente qualificazione alla CONCACAF Champions League.
Il 9 settembre 2022, con quattro turni di anticipo, la squadra si qualifica per la fase play-off del campionato grazie al punto utile conquistato in casa contro il .

Il 6 dicembre 2022 lascia il  dopo undici anni per passare al  come nuovo allenatore.

Statistiche

Statistiche da allenatore
Statistiche aggiornate al 5 marzo 2023.

Palmarès

Allenatore

Competizioni nazionali

Montreal Impact: 2021

Note

Collegamenti esterni


Ballet On Wheels Dance School and Company is hosting its biennial "Dance In His Name" (DIHN) Praise Dance Showcase & Competition. DIHN is open to all praise dance styles and genres, including Lyrical, Contemporary, Mimes, Christian Step Teams, African, Classical, Jazz and Hip Hop.
General admission tickets are currently on sale and Ballet On Wheels is still on it "quest for the best" national praise dance teams. Cash prizes and trophies will be awarded. The grand prize winner will receive $750.
General admission tickets are $15. To register your team, visit http://www.danceinhisname.org or call 901.870.4348 for details.


These upscale Chicago restaurants feature private dining rooms for 100+ people.
Planning a large party or meeting for 100 people or more? It's easy to find the perfect event venue in Chicago. Allow one of Chicago's many diverse dining destinations to host a convenient, easy-to-plan gathering.
Located in the heart of The Magnificent Mile at 900 North Michigan Shops, Frankie's Scaloppine touts a warm, inviting ambiance and a menu showcasing traditional Italian dishes. Book the Scaloppine Room, which can accommodate 180 seated/250 standing, and choose from an array of menu options, including family-style meals, passed hors d'oeuvres, reception packages and bar options.
Meanwhile, inside The Magnificent Mile's Water Tower Place, Mity Nice Bar & Grill offers a modern atmosphere with a family-style group menu packed with contemporary American favorites, such as Maryland crab cakes, pot roast filet mignon and broiled Lake Superior trout, as well as options for passed appetizers and bar packages. Book the private party space for 120 seated/175 standing.
On the 40th floor of the Chicago Stock Exchange, Everest offers luxurious private dining in their main dining room that can accommodate up to 140 seated or 200 reception style. With stunning city views and tasting menus composed of world-renowned French food, Everest promises an elevated private dining experience for any occasion.
Also inside Water Tower Place, Foodlife offers a casual, urban food hall experience with 14 distinct kitchens serving up everything from fresh sushi to flavorful Mexican food to fall-of-the-bone barbecue. The Green Room accommodates 120 seated/175 standing, and group packages offer fixed price dining at all kiosks, as well as options for passed appetizers, kids menus, dessert and bar packages.
For a semi-casual event, Ristorante Quartino Pizzeria & Wine Bar offers an old-school deli ambiance, with wooden furniture, white subway tile accents and a lively meat counter. Book the smaller private areas or rent out the entire place to accommodate up to 120 guests, and choose from multi-course family-style meals or buffets.
Your guests will feel transported to the Italian countryside in the charming and rustic Osteria Via Stato, serving up plates made from innovative, seasonally driven ingredients. Choose from seated meals, family-style dishes, grazing stations, passed hors d'oeuvres and a buffet, and book either the semi-private room to accommodate 95 seated/120 standing or the main dining room for 200 seated/250 standing.
Iconic elegance is the draw at Gibsons Bar & Steakhouse, where 1940s-style Art Décor sets the scene, and a menu of fresh seafood and choice cuts of USDA Prime Angus beef will satisfy discerning tastes. For large events, book The Rush Room, accommodating 180 seated/300 standing.
Go for gourmet gastropub fare served up in a historic-meets-contemporary ambiance located right on the Chicago River when you book an event at River Roast. This lively eatery boasts the creative innovation of James Beard Award-winning Chef Tony Mantuano and an array of menu options for private parties. For large events, choose from several event spaces: The Main Dining Room (120 seated/150 standing), The Monarch (230 seated/250 standing) or The Murdoch (330 seated/450 standing).
And for a simply spectacular setting, Spiaggia delivers, featuring artful presentations of upscale Italian cuisine and floor-to-ceiling panoramic views of Lake Michigan and The Magnificent Mile. Book the private dining room to host 180 seated/ 250 standing, and start with passed hors d'oeuvres before moving on to a delectable multi-course meal. Top-shelf bar packages are available.


Developmental psychologist and bestselling author Dr. Gordon Neufeld has thoughts about early childhood education that may come as an unwelcome surprise to parents of preschoolers and education policy-makers.
Neufeld is against four-year-old kindergarten. He's also against five year-old kindergarten. And possibly even six-year-old kindergarten. Unless, of course, kindergarten is all about play and not at all about results.
Neufeld is co-author of the 2004 book Hold on to Your Kids: Why Parents Matter, which argued that parents who relinquish the parental role too soon prompt children to turn to peers for their attachment needs, sometimes with disastrous results.
"It takes six years of ideal conditions where a child gives his heart to his parents," says the Vancouver-based Neufeld.
On the other hand, critics have pointed out that in Finland, one of the countries whose students are among the highest-ranking performers in international comparisons, students don't start formal education until they're seven.
In Canada, Neufeld finds it worrisome that even though children are going to school younger and being educated more intensively, children are less curious in Grade 12 than they were in kindergarten.
"Society is increasing expectations. Parents need to be the buffer," says Neufeld, who has addressed the parliaments of European nations on early education and is scheduled to go to Brussels next fall to talk to the European Parliament.
What's the answer? Play, says Neufeld. And extended families.
Preschoolers have fundamentally different brain wiring and need to be free of consequences and "attachment hunger," says Neufeld. Germany, where the word "kindergarten" was coined more than 150 years ago, mandated play-based preschool education about a decade ago.
Play helps children build problemsolving networks. At four, five, even six, children are not ready to learn by working because the prefrontal cortex, the part of the brain where a child is capable of mixed feelings, is still under construction. "It only gets wired at between five and seven years of age," says Neufeld.
What is play? Neufeld defines it as "not work." Play is expressive and it's not "for real." There are no consequences to messing up, and the child is playing for the joy of the activity, not because of an outcome. It's like playing marbles, Neufeld says. You can play for fun and take your marbles home when you're done, or you can play for keeps, where the winner takes all. Only playing for fun is really playing.


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German Sections
German Marques
German Museums
German Marques at Bikelinks
Wallach & Blenkiron
Darkest Effrika
A Road Less Traveled
Rudge 1939 250cc Rapid
The "250" with the "350" performance
Rudge Rapid
Fongri Motorcycles
Tazio Nuvolari's First Racer
Fongri
Bucker Motorcycles
Bucker Racing Team at Nurburgring, late 1920s
Manufactured: 1922-1954 (or 1922-1958 according to one source)
Franz Bücker, Fahrzeugbau, Oberursel
Franz Bucker was a successful motorcycle racer, and many of the machines he rode were of his own construction. They were constructed in the Fokker workshops in which he worked during WWI building the engines which powered the Fokker D-1 - the model famed Red Baron flew.
Buecker machines used Blackburne, Columbus, MAG and JAP fourstroke engines including a 55hp 1000cc V-twin. Twostrokes employed during the 1930s were from ILO, and Villiers.
Postwar, a Bucker machine reportedly won the German Grand Prix of 1949. Production machines began with the JLO 250cc Ilona, shortly followed by the twin-cylinder 250cc Ilona II. Peak production was around 500 units annually.
BÜCKER motorcycles 1922-1954
by Hartmut Schouwer
Franz Bücker enlisted in the German army in 1914 as a mechanic in the engine factory in Oberursel. In this factory the army manufactured engines for the Fokker DR 1, the aircraft of Manfred von Richthofen, the "Red Baron".
After WW I he began a motorcycle repair and manufacturing business. The motorcycles became known as reliable and fast bikes. Bücker won a couple of races. For street races, he used an engine with a normal compression ratio. For track races, he had to raise the compression ratio and added a dome to the top the piston by welding on some material. High quality pistons were rare and expensive in the twenties, and he turned the dome off for the next street race - or so the story goes. Once could of course achieve a similar result using cylinder head spacers.
The fastest Bücker motorcycles were the 1000cc bikes with 55 HP JAP-JTOR-V-Twin engines, first released in 1930. They had a top speed of more than 170 kilometers per hour.
Production came to a standstill during WW II. After the war, the factory was under American control. New models were released in 1948 with 125 and 250cc engines. They were sold all over Germany and in Belgium, the Netherlands, Greece, Sweden and Switzerland.
1949 Bückner began to use ILO (ESPERANTO for "good tool") engines for his motorcycles. The first model was the TZ 125 with 5,4 HP, followed by the TZ 125 S with 7,5 HP in 1950. The TZ 175 had 175cc ILO engines with 3- or 4speed transmissions. The annual production numbers reached 500 units.
In 1952 Bückner had two 250cc models: the ILONA I with a 250cc 1-cyl. 12,5 HP ILO engine and the ILONA II with the brand new 2x125cc ILO Twin engine with 15 HP/6000rpm.
1953 brought the new TZ 200, but production numbers fell to 400 units. In 1954 a 50cc moped entered the showrooms, but the production numbers reached only 165 units, and the motorcycle production was stopped.
Franz Bücker became a car dealer for FORD and GLAS, and the business boomed. Franz Bücker died in 1980.
Classic Motorcycle Books
Road and Race Motorcycles
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'Naruto Shippuden' episode 480 spoilers: Filler episode features young Naruto and Hinata
Emmanuelle Espiritu Sunday, October 16, 2016
Naruto Uzumaki is the new hero of the shinobi world in "Naruto Shippuden." | Facebook/Naruto
After defeating the Ten-Tails and settling their differences, longtime rivals Naruto and Sasuke officially put an end to the Fourth Shinobi World War by working together to break the jutsu for the Infinite Tsukuyomi and free everyone from its spell.
The 479th episode of the anime series "Naruto Shippuden" saw the shinobi world gradually settle back into a semblance of normalcy. Everybody wanted to have a piece of Naruto, whose prowess and strong will gave everyone a chance at a better future.
But the newly appointed sixth Hokage, Kakashi quickly took the war hero out of the spotlight and back into the classroom to read up on the "History of Shinobi" so he could learn to become a Jonin in two years and Kakashi's successor.
Meanwhile, Sasuke received pardon from the sixth Hokage and decided to leave for a journey of atonement and self rediscovery, leaving Sakura with a heartfelt promise that she could accompany him next time.
Indeed, everything was okay again in the shinobi world, and the only stories left to tell are the ones that would gear the show's beloved characters towards their purported futures.
The forthcoming episodes of "Naruto Shippuden" will reportedly feature filler episodes focusing on two characters each week, starting with episode 480 titled "Naruto—Hinata."
The preview for next week's episode showed a younger Naruto offering the fish he caught to an old man, and Hinata at about the same age when Neji first promised her that he would protect her even at the expense of his life. Both experiences would presumably have profound effects on Naruto and Hinata's future.
Episode 481 will reportedly be about Sasuke and Sakura, while the following episode will tackle the lives of Gaara and Shikamaru.
ENSTARZ also speculated the possible appearance of Naruto and Hinata's son, Boruto, during the series finale, which could possibly lead to an anime adaptation of the 2015 movie that featured the younger Uzumaki. "Boruto: Naruto Movie" has already inspired a monthly manga series published on the "Weekly Shounen Jump."
"Naruto Shippuden" episode 480 airs on Thursday, Oct. 20, at 6:30 p.m. JST on TV Tokyo.


asian model – M changing lives with images.
Wide angles such as 21, 18 and even 15, gives the subject a very slim profile, something which almost any ladies would appreciate. Like one of my master says "any lens can be used for portraiture", its just a matter of recognizing its advantages and using it. One thing though, do not use the hood on the FF Nex. The hood causes an unwanted vignette.
Here are some images taken with it, at 18mm F4. Those "selfie" images are taken from my project of 100 beautiful selfies.
In fact using wide angle for 2-3 meter of portrait photography is something that should be explored more especially for outdoor photography.
Here are 2 more examples, unedited straight from camera. Using wide angle gives a flattering view of the subject, if used at the right angle and distance, even the skin looks better!


Searching for a property management company in Geneva, Illinois to manage your rental property, real estate investment, community, or association? If so, you have come to the right place. Halby is the internet's #1 site helping Geneva, Illinois property owners and association or community board members to find property managers that best match their management needs. Search through the results for Geneva, Illinois on this page and use the *Free Quote* button to one of our professional property managers in Geneva, Illinois for both residential and commercial properties.


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Honor 8X is the latest offering from Huawei's ambitious sub brand. It is just another addition in never ending list of large display smartphones from Huawei and Honor. These are mainly aimed at media consuming and gaming audience as you get a high screen real estate. So Honor 8X comes with a 6.5 inches LCD display and a notch up front. Honor 8X has Huawei's In house built Kirin 710 with 4/6GB RAM. There is Dual camera with 20+2MP combination with AI capabilities while the front camera is 16MP. It would have been nice to see stereo speakers with this beast of a smartphone The battery is 3750mAH which is pretty decent but it does not have a USB C and it also does not have Huawei's Super Charge. Check out the rest below.
Variants: Honor 8X has 2 variants.
At this time Lowest price of Honor 8X in Pakistan is Rs.35,999 From this list we can see Daraz.pk is offering the best price compared to 2.
The price of Honor 8X in Pak Rs is 42,999.
The price of Honor 8X in USD Dollar is 320.
in Pak Rs is 42,999.
The price stated above is valid all over Pakistan including Karachi, Lahore, Islamabad, Peshawar, Quetta and Muzaffarabad. Slight deviations are expected, always visit your local shop to verify Honor 8X specs and for exact local prices.


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Woman of No Importance (Purnell) - Book Reviews
Summary Author Bio Book Reviews Discussion Questions Full Version Print
[A] compelling saga of a remarkable woman whose persistence was honed early on by her battles against low gender expectations and later on by her disability.
[R]eads like a detailed novel.… Purnell's fascinating book supports her description of Hall's life as a "Homeric tale" of adventure, action, and seemingly unfathomable courage.
Sonia Purnell has written a riveting account of Hall's work as a ferociously courageous American spy.… [She] writes with compelling energy and fine detail.
Minneapolis Star-Tribune
[V]ividly resurrects an underappreciated hero and delivers an enthralling story of wartime intrigue.… Purnell does a fine job of bringing Hall's story to life. Fans of WWII history and women's history will be riveted. Illus.
Purnell's work is well researched, fast paced, and gives a captivating look at one of World War II's unsung heroes. This will interest readers intrigued by the history of espionage as well as women's and military history. —Crystal Goldman, Univ. of California, San Diego Lib.
(Starred review) Purnell's writing is as precise and engaging as her research, and this book restores overdue attention to one of the world's great war heroes. It's a joy to read, and it will swell readers' hearts with pride.
A remarkable chronicle… [and] lively examination.… [I]f Hall had been a man… she would now be as famous as James Bond.… Meticulous research results in a significant biography of a trailblazer who now has a CIA building named after her.


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Three cross-cutting issues that UK data sharing proposals should address
[Summary: an extended discussion of issue arising from today's discussion of UK data sharing open policymaking discussions]
I spend a lot of time thinking and writing about open data. But, as has often been said, not all of the data that government holds should be published as open data.
Certain registers and datasets managed by the state may contain, or be used to reveal, personally identifying and private information – justifying strong restrictions on how they are accessed and used. Many of the datasets governments collect, from tax records to detailed survey data collected for policy making and monitoring fall into this category. However, the principle that data collected for one purpose might have a legitimate use in another context still applies to this data: one government department may be able to pursue it's public task with data from another, and there are cases where public benefit is to be found from sharing data with academic and private sector researchers and innovators.
However, in the UK, the picture of which departments, agencies and levels of government can share which data with others (or outside of the state) is complex to say the least. When it comes to sharing personally identifying datasets, agencies need to rely on specific 'legal gateways', with certain major data holders such as HM Revenue and Customs bound by restrictive rules that may require explicit legislation to pass through parliament before specific data shares are permitted.
That's ostensibly why the UK Government has been working for a number of years now on bringing forward new data sharing proposals – creating 'permissive powers' for cross-departmental and cross-agency data sharing, increasing the ease of data flows between national and local government, whilst increasing the clarity of safeguards against data mis-use. Up until just before the last election, an Open Policy Making process, modelled broadly on the UK Open Government Partnership process was taking place – resulting in a refined set of potential proposals relating to identifiable data sharing, data sharing for fraud reduction, and use of data for targeted public services. Today that process was re-started, with a view to a public consultation on updated proposals in the coming months.
However, although much progress has been made in refining proposals based on private sector and civil society feedback, from the range of specific and somewhat disjointed proposals presented for new arrangements in today's workshop, it appears the process is a way off from providing the kinds of clarification of the current regime that might be desirable. Missing from today's discussions were clear cross-cutting mechanisms to build trust in government data sharing, and establish the kind of secure data infrastructures that are needed for handling personal data sharing.
I want to suggest three areas that need to be more clearly addressed – all of which were raised in the 2014/15 Open Policymaking process, but which have been somewhat lost in the latest iterations of discussion.
1. Maximising impact, minimising the data shared
One of the most compelling cases for data sharing presented in today's workshop was work to address fuel poverty by automatically giving low-income pensioners rebates on their fuel bills. Discussions suggested that since the automatic rebate was introduced, 50% more eligible recipients are getting the rebates – with the most vulnerable who were far less likely to apply to recieve the rebates they were entitied to the biggest beneficiaries. With every degree drop in the temperature of a pensioners home correlating to increased hospital admissions – then the argument for allowing the data share, and indeed establishing the framework for current arrangements to be extended to others in fuel poverty (the current powers are specific to pensioners data in some way), is clear.
However, this case is also one where the impact is accompanied by a process that results in minimal data actually being shared from government to the private companies who apply the rebates to individuals energy bills. All that is shared in response to energy companies queries for each candidate on their customer list is a flag for whether the individual is eligible for the rebate or not.
This kind of approach does not require the sharing of a bulk dataset of personally identifying information – it requires a transactional service that can provide the minimum certification required to indicate, with some reasonable level of confidence, that an individual has some relevant credentials. The idea of privacy protecting identity services which operate in this way is not new – yet the framing of the current data sharing discussion has tended to focus on 'sharing datasets' instead of constructing processes and technical systems which can be well governed, and still meet the vast majority of use-cases where data shares may be required.
For example, when the General Records Office representative today posed the question of "In what circumstances would it be approciate to share civil registration data (e.g. Birth, Adoption, Marriage and Death) information?", the use-cases that surfaced were all to do with verification of identity: something that could be achieved much more safely by providing a digital service than by handing over datasets in bulk.
Indeed, approached as a question of systems design, rather than data sharing, the fight against fraud may in practice be better served by allowing citizens to digitally access their own civil registration information and to submit that as evidence in their transactions with government, helping narrow the number of cases where fraud may be occurring – and focussing investigative efforts more tightly, instead of chasing after problematic big data analysis approaches.
(Aside #1: As one participant in today's workshop insightfully noted, there are thousands of valid marriages in the UK which are not civil marriages and so may not be present in Civil Registers. A big data approach that seeks to match records of who is married to records of households who have declared they are married, to identify fraudulent claims, is likely to flag these households wrongly, creating new forms of discrimination. By contrast, an approach that helps individuals submit their evidence to government allows such 'edge cases' to be factored in – recognising that many 'facts' about citizens are not easily reduced to simple database fields, and that giving account of ones self to the state is a performative act which should not be too readily sidelined.)
(Aside #2: The case of civil registers also illustrates an interesting and significant qualitative difference between public records, and a bulk public dataset. Births, marriages and deaths are all 'public events': there is no right to keep them private, and they have long been recorded in registers which are open to inspection. However, when the model of access to these registers switches from the focussed inspection, looking for a particular individual, to bulk access, they become possible to use in new ways – for example, creating a 'primary key' of individuals to which other data can be attached, eroding privacy in ways which was not possible when each record needed to be explored individually. The balance of benefits and harms from this qualitative change will vary from dataset to dataset. For example, I would strongly advocate the open sharing of company registers, including details of beneficial owners, both because of the public benefit of this data, and because registering a company is a public act involving a certain social contract. By contrast, I would be more cautious about the full disclosure of all civil registers, due to the different nature of the social contract involved, and the greater risk of vulnerable individuals being targetted through intentional or unintentional misuse of the data.)
All of which is a long way to say:
Where the cross-agency or cross-departmental use-cases for access to a particular can be reduced to sharing assertions about individuals, rather than bulk datasets, this route should be explored first.
This does not remove the need for governance of both access and data use. However, it does ease the governance of access, and audit logs of access to a service are easier to manage than audit logs of what users in possession of a dataset have done.
Even the sharing of a 'flag' that can be applied to an individuals data record needs careful thought: and those in receipt of such flags need to ensure they govern the use of that data carefully. For example, as one participant today noted, pensioners have raised fears that energy companies may use a 'fuel poverty' flag in their records to target them with advertising. Ensuring that later analysts in the company do not stumble upon the rebate figures in invoices, and feed this into profiling of customers, for example, will require very careful data governance – and it is not clear that companies practices are robust enough to protect against this right now.
2. Algorithmic transparency
Last year the Detroit Digital Justice Coalition produced a great little zine called 'Opening Data' which takes a practical look at some of the opportunities and challenges of open data use. They look at how data is used to profile communities, and how the classifications and clustering approaches applied to data can create categories that may be skewed and biased against particular groups, or that reinforce rather than challenge social divides (see pg 30 onwards). The same issues apply to data sharing.
Whilst current data protection legislation gives citizens a right to access and correct information about themselves, the algorithms used to process that data, and derive analysis from it are rarely shared or open to adequate scrutiny.
In the process of establishing new frameworks for data sharing, the algorithms used to process that data should be being brough in view as much as the datasets themselves.
If, for example, someone is offered a targetted public service, or targetted in a fraud investigation, there is question to be explored of whether they should be told which datasets, and which algorithms, led to them being selected. This, and associated transparency, could help to surface otherwise unseen biases which might otherwise lead to particular groups being unfairly targetted (or missed) by analysis. Transparency is no panacea, but it plays an important role as a safeguard.
3. Systematic transparency of sharing arrangements
On the theme of transparency, many of the proposals discussed today mentioned oversight groups, Privacy Impact Assessments, and publication of information on either those in receipt of shared data, or those refused access to datasets – yet across the piece no systematic framework for this was put forward.
This is an issue Reuben Binns and I wrote about in 2014, putting forward a proposal for a common standard for disclosure of data sharing arrangements that, in it's strongest form would require:
Structured data on origin, destination, purpose, legal framework and timescales for sharing;
Publication of Privacy Impact Assessments and other associated documents;
Notices published through a common venue (such as the Gazette) in a timely fashion;
Consultation windows where relevant before a power comes into force;
Sharing to only be legally valid when the notice has been published.
Without such a framework, we are likely to end up with the current confused system in which no-one knows which shares are in place, how they are being used, and which legal gateways are functioning well or not. With a scattered set of spreadsheets and web pages listing approved sharing, citizens have no hope of understanding how their data is being used.
If only one of the above issues could be addressed in the upcoming consultation on data sharing, then I certainly hope progress could be made on addressing this missing piece of a robust common framework for the transparency principles of data sharing to be put into practice.
Towards a well governed infrastructure?
Ultimately, the discussion of data sharing is a discussion about one aspect of our national data infrastructure. There has been a lot of smart work going on, both inside and outside government, on issues such as identity assurance, differential privacy, and identifying core derived datasets which should be available as open data to bypass need for sharing gateways. A truly effective data sharing agenda needs to link with these to ensure it is neither creating over-broad powers which are open to abuse, nor establishing a new web of complex and hard to operate gateways.
My thinking on these issues has been shaped in part by inputs from the following:
Data & Discrimination – Collected Essays
White House Report on Big Data, and associated papers/notes from The Social, Cultural & Ethical Dimensions of "Big Data." conference
Author timdaviesPosted on January 6, 2016 December 2, 2018 Categories Open Government, Standards
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Scala expert Roland Kuhn is one of the core developers of the Akka project at Typesafe. Before joining Typesafe in 2011, he completed a PhD in physics and gained four years of experience as a systems engineer in satellite operations.
With a plethora of different concurrency programming models available to developers today, in this talk, we'll put on our haz-mat suits and explore the different models–getting a 360 degree view on what's good, what's bad and what's just plain ugly.