Finally free to devote full time to watercolor!
After forty years of an exceptional career in communications, art became his sole focus. To be honest, Jean-Paul Ladouceur was a workaholic. Since the beginning of his career at the NFB, his time had always been a balancing act divided between keeping a stable job to provide income for his family and a burning passion for painting that occupied practically all of his free time. Throughout the rest of his life, a drawing surface, whether watercolor paper, cardboard, or canvas, was the privileged entrance into his private world.
For those who knew him intimately, it was customary to find him at his drawing table. As soon as the family meal was over, he went down to his studio and devoted himself to watercolor until late in the evening. Brush in hand, silent TV tuned to a football game, muted music permeating the room, he spent all his evenings painting in watercolors. Once he departed from Télé-métropole, he had no more employer but himself, but being Ladouceur, it did not take long for his schedule to be full again. Devoting himself entirely to watercolor, a technique he mastered and wanted to publicize, meant much more than just painting. He dedicated the last part of his life to painting and intensively promote watercolor.
Ladouceur answers questions from the audience during a watercolor demonstration at the Verdun Cultural Center around 1980.
He held a solo exhibition at Galerie Alexandre, Sherbrooke Street in Montreal.
He sought ans brought together the best Quebec watercolourists of the time with whom he founded the Société canadienne de l'aquarelle | SCA ( Canadian Society of Watercolor ). Their list read: Jean-Paul Ladouceur / Gilles Archambault / Pierre Cochand / Maurice Domingue / James Halpin / Jacques Hébert / Jean-Guy Meunier / Herbert Peacock / Tony Price / Manuel Ruiz / Luigi Tiengo / Pierre Tougas / Eric Wesselow. He became president of this new society.
With the support of Verdun Cultural Center, he created a watercolor module that became a driving force for the dissemination of watercolor painting knowledge in Quebec.
Modeling on American travel workshops, he undertook to provide outdoor watercolor sessions in picturesque regions of Quebec and surrounding areas. Groups of enthousiasts traveled to Éboulements, along the St. Lawrence River, to the Laurentians, to Vermont and Maine in the US.
He founded watercolor modules in Laval and Chicoutimi.
He chaired the first Spring Show of the Société canadienne de l'aquarelle | SCA in the exhibition hall of the Verdun Cultural Center.
Through his encouragement and his example, he developed and implemented the idea of public watercolor demonstrations by experienced professionals throughout Quebec.
Ladouceur designed the coat of arms of the *Société canadienne de l'aquarelle | SCA* a watercolorists group. He wanted to unite the best Quebec watercolorists and create a voice to influence art practice.
He staged numerous vacation workshops in Quebec City, Chicoutimi and Booth Bay USA.
Faced with the obvious need to communicate with his followers, he developed the Bulletin de la SCA, a bi-monthly watercolor newsletter for practicing artists and those curious to know about the technique. The publication contained an editorial, watercolorists interviews, technical tips, a calendar of events, a mention of available resources and the announcement of upcoming activities, courses and training.
The first Bulletin de la SCA appeared in January 85. Ladouceur created its whole content which he wrote and illustrated until 1990. The newsletter format evolved to become a magazine called L'aquarelliste and has been published on a regular basis until today.
He contracted to build Studio Belaquar a workshop annexed to his home where he offered private lessons at the rate of three times a week.
The Moncton University of New Brunswick invited him as a teacher for a summer session.
In late spring, he traveled to Spain and Portugal for a long stay. He enjoyed sightseeing the countryside and historical cities from an artist's perspective. As expected, his luggage was filled with watercolors and pencil sketches.
Noemie Bull, the owner of an estate near Highwater in the Eastern Townships, accomodated Ladouceur, the SCA and avid watercolorists to paint the local landscape and region while attending lectures and seminars on the technique.
He compelled himself to regularly paint to meet an exhibition deadline at Archambault Gallery in Lavaltrie, Québec.
Ladouceur posseded a mobile home which he used year round as a traveling workshop.He would enjoy a flexible tool that allowed him to move from destination to destination with all the equipment and supplies his painting or teaching assignements required.
He stopped over in New England to paint with american artists.
Ïle d'Orleans, near Quebec Citiy was a destination were he had a weekend workshop attended by local watercolorists.
His activities were hampered by declining health. In the hope of correcting a heart problem, he was operated on in early december and complications ensued. Instead of regaining a healthy status, his recovery was long and problems leading to kidney failure became apparent.
He traveled to Alma in Saguenay / Lac Saint-Jean for a three day workshop held by l'Atelier d'art d'Alma, a proactive artist association which created an annual summer watercolor festival inviting artists from all over to invade the city streets to paint in watercolors.
In later years, local artists would become so enamored with the technique that Ladouceur declared Alma should become the Watercolor Capital of Quebec.
*Menaud, maître-draveur* (master logger), as imagined by Ladouceur for his last opus.
On his yearly travel plan he set his sights on the American West, Califormia and the National Parks. He returned from this painting expedition with stunning pictures. His watercolors depicted the beautiful scenery of Yosemite, Sequoia, Mesa Verde, Cactus Park, Joshua Tree, Arches, the Grand Canyon, Painted Desert, Spider Rock, Bryce Canyon, Zion, the Great Salt Lake, Yellowstone, and Gran Teton.
He began work on a collectors edition book based upon a celebrated poem La romance du vin to mark the 50th anniversary of poet Émile Nelligan's death. The published work was displayed in a custom made linen covered art box devised to protect 10 original silkscreen prints needing 12 separate passes and 14 pages of hand designed calligraphy.
He put the finishing touches to his last project. He painted 15 watercolors for a reissue of Menaud, maître-draveur, a classic novel of french canadian literature. Éditions Fides finished printing the collectors edition as Ladouceur lived his final moments in hospital.
He died on November 21st at Sacred Heart Hospital in Montreal.
The owl closing his eyes… It was his fetish animal to which he identified both by wisdom and by its peculiar appearance. Perched on a brush, the stylized owl of Jean-Paul accompanied him throughout his career, it was his signature, a mark that branded his personal paper, his correspondence, his newsletters and even, set atop the coat of arms drawn for the SCA.
What sadness, Jean-Paul had innumerable ideas and projects he left in plans, watching colleagues of his generation continue onward without him. He was barely 70 years old, a mature talent, a great artistic journey but insufficient time to achieve its full potential.


Crow As the crow flies. The shortest route between two given places. The crow flies straight to its point of destination. Called the bee-line in America. ���Crow. (See Raven.) ���I must pluck a crow with you; I have a crow to pick with you. I am displeased with you, and must call you to account. I have a small complaint to make against you. In Howell's proverbs (1659) we find the following, �I have a goose to pluck with you,� used in the same sense; and Chaucer has the phrase �Pull a finch, � but means thereby to cheat or filch. Children of distinction among the Greeks and Romans had birds for their amusement, and in their boyish quarrels used to pluck or pull the feathers out of each other's pets. Tyndarus, in his Captives, alludes to this, but instances it with a lapwing. In hieroglyphics a crow symbolises contention, discord, strife.
together.� - Shakespeare: Comedy of Errors, iii. 1.
Butler: Hudibras, part ii. 2.
Crow over One (To), is to exult over a vanquished or abased person.
Crow is perhaps one of the most prevalent mythological trickster characters. Gagqa the Seneca reference, Chulyen, is an Alaskan Tanaina trickster figure similar to Intuit Raven. The people of the Crow tribe refer to themselves as Apsaalooke (Absoraka).
If the crow calls twice quickly and then a third time, it indicates a storm.
If the crow hath any interruption in her note like hiccough, or a croak with a kind of swallowing, it signifies wind and rain.


I don't know what animal represents the Chinese New Year, but it is "The Year of the Cat" again for the CWA! It is time for our "Catnip Capers!" and another delicious Baking Contest recipe- Calico Muffins. These tasty muffins boast of pineapple, carrots and raisins, thus the 3 colored "calico" treats. Since you had to get out your muffin tins for last year's recipe, we figured we might as well use them again! The recipe is available from your CWA chairman or on the State Grange website: www.ctstategrange.org.
Following are a few hints for successful muffins.
Like other quick breads, muffins do best with a light touch. Mix the batter gently, stirring only enough to moisten the dry ingredients. This keeps the muffin tender and avoids the peaked shape. Combining the dry ingredients with the carrots, raisins and nuts allows them to be evenly distributed, without over mixing. When well mixed, push the flour mixture up the sides of the bowl, to make a well.
Combine the liquid ingredients and pour them all at once into the well. Stir to moisten- counting 12 to 15 strokes. The batter will be lumpy. If you try to stir out the lumps, the muffins will have peaks, tunnels and a tough texture.
Muffin cups can be greased or lined with paper liners. You may lightly spray the muffin liners with non-stick cooking spray to prevent sticking.
Be sure to pre-heat the oven. Once the pan is filled, put it in the pre-heated oven right away. Batters that use baking soda or baking powder need to be baked immediately so that the leavening power will not be lost.
Muffins are done when their tops are golden. To prevent soggy muffins, allow to stay in the pan for no more than 5 minutes. Remove and allow to cool on a wire rack. However, muffins are best served warm from the oven!
This contest is sponsored only by the state CWA, so there are no product requirements. It is open to Grangers, their children and grandchildren and Junior Grangers. We have not had any Junior entries for a long time. Let's encourage the kids to enter!
The Baking Contest is judged only on the Subordinate and State levels. The Subordinate judging will be at the discretion of the CWA Chairman and the winner will represent that Grange at the state judging. Juniors will be judged only at the State level. The State judging will be held on Friday, July 23, 2010 at Cheshire Grange Hall. Entries will be accepted between 9:00 A.M. and 11:00 A.M., with judging to start at 1:00 P.M. Prize money will be $15.00, $10.00 and $5.00 for both adults and Juniors.
Our "Let's Celebrate Day" will be held on Saturday, July 24, 2010 at Cheshire Grange Hall. Displays will be open 11:00 A.M. to 2:00 P.M., with a lunch provided by the Juniors. The program and awards will be held at 2:00 P.M.
Practice for the contest by baking up a batch of our Calico Muffins and serve them warm this winter! Then enter the contest in your Grange. Plan to come to the Let's Celebrate Day, see the exhibits of all the CWA Contests and enjoy the events planned by your State Lecturer, CWA and Junior Deputies.


Back home in South Africa, Sabelo Phokanoka had a bad experience with one of his brother's dogs. Since then, he had been fearful of pit bull terriers. However, that all changed once he met Bruno at Best Friends.
A student of Verde Valley School, an international boarding and high school in Sedona, Arizona, Sabelo participated in their immersion experience. Every year, students are broken into smaller groups to travel for two weeks, performing community service and environmental stewardship. His group of 10 students and two faculty must have hit the jackpot: They got to help out at the Sanctuary.
Not knowing what to expect, math and science faculty member David Smeeth only scheduled two and a half days at Best Friends. After training and orientation, the students completed some trail repairs, cleared a goat enclosure fence line, did some maintenance at Dogtown, and learned about Best Friends' initiatives.
But the most notable instructor at the Sanctuary might have been pit bull terrier Bruno, acting as an ambassador for his breed. Most of the students gravitated toward Bruno, fawning over the friendly pooch. However, based on his experience years ago, Sabelo held back.
"I didn't want anything to do with pit bulls," says Sabelo. "That was the one thing I didn't want to come across." That's when Wendy Gallant, Best Friends' group coordinator for the Learning Experience, explained the unwarranted stereotypes surrounding pit bull terriers, not only in America, but worldwide. She encouraged Sabelo to sit next to Bruno and pet him. That's when the magic happened.
"Then he started licking my hand, which was really nice," says Sabelo, who experienced a complete change of heart.
Each night, the group met to discuss their day, and all Sabelo could talk about was Bruno. And on their last day at the Sanctuary, as they worked, the group saw someone walking Bruno on a trail. Everyone called out to their new canine friend. When he turned around, "It was like saying goodbye to Best Friends through Bruno," Sabelo recalls.
Sabelo has kept Bruno's spirit in his heart. In fact, he has made a complete 180 from his earlier feelings about pit bull terriers; now he speaks out on their behalf. Back at school, one of the teachers recently adopted a pit bull terrier. When some of Sabelo's fellow students expressed fear of the dog, he shared what he learned at Best Friends. Now everyone enjoys the dog's company.
And prior to Sabelo's visit, he thought the only place to get an animal was to purchase one at a pet store. Now when people talk to Sabelo about getting a pet, he always promotes adoption.
Sabelo certainly won't be the last Verde Valley School animal advocate. David says the Sanctuary "was the high point of the trip" and plans to stay longer next year by finishing their two-week immersion experience at Best Friends, saving the best for last.


Temporary work or temporary employment (also called odd jobs or Gigs) refers to an employment situation where the working arrangement is limited to a certain period of time based on the needs of the employing organization. Temporary employees are sometimes called "contractual", "seasonal", "interim", "casual staff", "outsourcing", "freelance"; or the word may be shortened to "temps". In some instances, temporary, highly skilled professionals (particularly in the white-collar worker fields, such as human resources, research and development, engineering, and accounting) refer to themselves as consultants.
Temporary work is different from secondment, which is the assignment of a member of one organisation to another organisation for a temporary period, and where the employee typically retains their salary and other employment rights from their primary organisation but they work closely within the other organisation to provide training and the sharing of experience.
Temporary workers may work full-time or part-time depending on the individual situation. In some instances, temporary workers receive benefits (such as health insurance), but usually benefits are only given to permanent employees as a cost cutting measure by the employer to save money. Not all temporary employees find jobs through a temporary employment agency. With the rise of the Internet and gig economy (a labor market characterized by the prevalence of short-term contracts or freelance work as opposed to permanent jobs), many workers are now finding short-term jobs through freelance marketplaces: a situation that brings into being a global market for work.
A temporary work agency, temp agency or temporary staffing firm finds and retains workers. Other companies, in need of short-term workers, contract with the temporary work agency to send temporary workers, or temps, on assignments to work at the other companies. Temporary employees are also used in work that has a cyclical nature, requiring frequent adjustments to staffing levels.
The staffing industry in the United States began after World War II with small agencies in urban areas employing housewives for part-time work as office workers. Over the years the advantages of having workers who could be hired and fired on short notice and were exempt from paperwork and regulatory requirements resulted in a gradual but substantial increase in the use of temporary workers, with over 3.5 million temporary workers employed in the United States by 2000.
There has indeed been a great paradigm shift since the 1940s in the way firms utilize the temporary worker. Throughout the Fordist era, temporary workers made up a rather marginal proportion of the total labor force in North America. Typically, temporary workers were white women in pink collar, clerical positions who provided companies with a stop-gap solution for permanent workers who needed a leave of absence, when on vacation or in illness. In contrast, in the Post-Fordist period, characterized by neoliberalism, deindustrialization and the dismantling of the welfare state, these understandings of temporary labor began to shift. In this paradigm, the idea of the temporary worker as a stopgap solution to permanent labor became an entirely normative employment alternative to permanent work.
Therefore, temporary workers no longer represented a substitute for permanent workers on leave but became semi-permanent, precarious positions routinely subject to the threat of elimination because of fluctuations in a company's products. In the context of today's temporary labor force, both people and positions have become temporary, and temporary agencies use the temporary worker in a systematic and planned, as opposed to impromptu, manner.
Temporary employment has become more prevalent in America due to the rise of the Internet and the gig economy. It is a common misconception that participation in the gig economy is a relatively new method of employment. But in actuality, finding work in the gig economy is similar to the employment style prior to the Industrial Revolution. It is the "one-person, one-career model" that we are accustomed to, and that the gig economy is disrupting, which is the relatively recent phenomenon. Before the Industrial Revolution in the 19th century, it was common for one person to take on multiple temporary jobs to piece together livable earnings.
As the market began to transform from Fordism to a post-Order regime of capital accumulation, the social regulation of labor markets and the very nature of work began to shift. This transformation has been characterized by an economic restructuring that emphasized flexibility within spaces of work, labor markets, employment relationships, wages and benefits. Most governments in Western Europe started to deregulate temporary work. And indeed, global processes of neoliberalism and market rule contributed greatly to this increasing pressure put on local labor markets towards flexibility. This greater flexibility within labor markets is important at the global level, particularly within OECD countries and liberal market economies (see liberal market economy).
The temporary labor industry is worth over €157 billion per year, and the largest agencies are spread across over 60 nations. The biggest temporary work agencies are most profitable in emerging economies of the Global North, and those that have undergone market liberalization, deregulation and (re)regulation.
Temporary work opportunities and restrictions vary around the world. Chile, Columbia and Poland have the highest percentage of temporary dependent employment at 28.7%, 28.3%, and 27.5% respectively. Romania, Lithuania, and Estonia have the lowest percentage of temporary dependent employment that ranges from 1%-4%. The United Kingdom has 6% temporary employment, Germany has 13% temporary employment, and France has 16.2% temporary employment. In many countries, there are no restrictions on the type of temporary work that is legal, including the United Kingdom, Canada, China, Sweden, and Denmark. The United Kingdom has in place the Temporary Agency Work Directive 2008 which ensures equal pay and treatment of temporary workers. Similarly, Brazil enforces full time employment regulations to part time employment and outsourcing. In some countries, including Brazil, there is a wage gap between temporary and permanent workers, but this is due to violations of legislation that specify equal wage determination. In other countries, prohibitions are placed on temporary employment in fields such as agriculture, construction, and non-core employment. In Mexico, a temporary employee is, "prohibited to perform the same work as regular employee", making temporary work illegal.
Gig economy-based temporary work is prevalent around the world. Uber, for example, operates in North, Central, and South America, Europe, Middle East, Africa, East, South, and Southeast Asia, Australia, and New Zealand. Airbnb advertises listings in 191 countries around the world with the most in Europe.
The desire to market flexible, adaptable temporary workers has become a driving, monetary oriented objective of the temporary work industry. This has caused individual agencies to adopt practices that focus on competition with other firms, that promote "try before you buy" practices and that maximize their ability to produce a product: the temporary worker. Through this process, the ideal temporary worker has today become largely imagined, produced and marketed by temporary agencies.
The role of a temp agency is as a third party between client employer and client employee. This third party handles remuneration, work scheduling, complaints, taxes, etc. created by the relationship between a client employer and a client employee. Client firms request the type of job that is to be done, and the skills required to do it. Client firms can also terminate an assignment and are able to file a complaint about the temp. Work schedules are determined by assignment, which is determined by the agency and can last for an indeterminate period of time, extended to any point and cut short. Because the assignments are temporary, there is little incentive to provide benefits and the pay is low in situations where there is a lot of labor flexibility. (Nurses are an exception to this as there is currently a shortage). Workers can refuse assignment but risk going through an indeterminate period of downtime since work is based on availability of assignments, which the agency cannot "create" only fill.
Whether the work comes through an independent gig economy source or a temp agency, when a temporary employee agrees to an assignment, they receive instructions pertaining to the job. The agency also provides information on correct work attire, work hours, wages, and whom to report to. If a temporary employee arrives at a job assignment and is asked to perform duties not described when they accepted the job, they may call an agency representative for clarification. If they choose not to continue on the assignment based on these discrepancies, they will most likely lose pay and may undermine chances at other job opportunities. However, some agencies guarantee an employee a certain number of hours pay if, once the temporary employee arrives, there is no work or the work isn't as described. Most agencies do not require an employee to continue work if the discrepancies are enough to make it difficult for the employee to actually do the work.
A temporary work agency may have a standard set of tests to judge the competence of the secretarial or clerical skills of an applicant. An applicant is hired based on their scores on these tests, and is placed into a database. Companies or individuals looking to hire someone temporarily contact the agency and describe the skill set they are seeking. A temporary employee is then found in the database and is contacted to see if they would be interested in taking the assignment.
It is up to the temporary employee to keep in constant contact with the agency when not currently working on an assignment; by letting the agency know that they are available to work they are given priority over those who may be in the agency database who have not made it clear that they are ready and willing to take an assignment. A temp agency employee is the exclusive employee of the agency, not of the company in which they are placed (although subject to legal dispute). The temporary employee is bound by the rules and regulations of the temp agency, even if they contrast with those of the company in which they are placed.
There are a number of reasons as to why a firm utilizes temp agencies. They provide employers a way to add more workers for a short term increase in the workforce. Using temps allows firms to replace a missing regular employee. A temp worker's competency and value can be determined without the inflexibility of hiring a new person and seeing how they work out. Utilizing temp workers can also be a way of not having to pay benefits and the increased salaries of a regular employees. A firm can also use temp workers to vary compensation in what would normally be an illegal or impossible manner. The role of temp workers in the work space can also have the effects of coercing regular employees into taking more work for less pay. Additionally, temp workers are less likely to sue over mistreatment, which allows firms to reduce the costs of employment in high-stress, regulated jobs.
Temp agencies are a growing part of industrial economies. From 1961-1971 the number of employees sent out by temporary staffing agencies increased by 16 percent. Temporary staffing industry payrolls increased by 166 percent from 1971 to 1981, and 206 percent from 1981 to 1991, and 278 percent from 1991 to 1999. The temporary staffing sector accounted for 1 out of 12 new jobs in the 90's. In 1996, $105 billion, worldwide, in staffing agency revenues. By 2008, $300 billion was generated, worldwide, in revenues for staffing agencies. The Temporary Staffing Industry accounts for 16% of job growth in the U.S. since the great recession ended, even though it only accounts for 2% of all-farm jobs. This growth has occurred for a number of reasons. Demand in temporary employment can be primarily attributed to demand by employers and not employees  A large driver of demand was in European labor market. Previously, temporary employment agencies were considered quasi-legal entities. This reputation shied potential client employers away. However, in the latter half of the 20th century, there would be shift predominated by legal protections and closer relationships with primary employers. This combined with the tendency for growth of the TSI in countries where there are strict regulations on dismissal of hired employees but loose regulations on temporary work, growth is much faster compared to industrialized nations without these labor conditions.
Staffing agencies are prone to improper behavior just like any other employer. There have been cases of some temp agencies that have created and reinforced an ethnic hierarchy that determines who gets what jobs.
Temps have been told to be a "guest" and not a worker, which can lead to worker exploitation. One ramification is that temps have to deal with sexual harassment and are sometimes encouraged not to report it, and in some rare cases encouraged to make themselves "sexually available".
An additional ramification of temp workers "guest" status is being at the bottom of the workplace hierarchy which is visually identifiable on ID cards, in different colored uniforms, as well as the encouragement of more "provocative dress". Their "guest" status often means temp workers are unable to access on-site workplace accommodations and aren't included in meetings despite the length of their time working at the client firm.
This is all compounded by a work system in which temps must file complaints about clients through the temp agencies which, often enough, not only disqualifies them from another assignment at that firm, it disqualifies them from receiving an assignment from that temporary agency upon review. Since a client firm is harder to replace than a client employee, and there is no disincentive to not giving a complaining employee an assignment, there is an incentive for agencies to find employees who are willing to go along with the conditions of client firms, as opposed to severing ties with firms that routinely violate the law.
Temporary workers are at a high risk of being injured or killed on the job. In the US, 829 fatal injuries (17% of all occupational fatalities) occurred among contract workers in 2015. Studies have also shown a higher burden of non-fatal occupational injuries and illnesses among temporary workers compared to those in standard employment arrangements. There are many possible contributing factors to the high rates of injuries and illnesses among temporary workers. They are often inexperienced and assigned to hazardous jobs and tasks, may be reluctant to object to unsafe working conditions or to advocate for safety measures due to fear of job loss or other repercussions, and they may lack basic knowledge and skills to protect themselves from workplace hazards due to insufficient safety training. According to a joint guidance document released by the Occupational Safety and Health Administration (OSHA) and the National Institute for Occupational Safety and Health (NIOSH), both staffing agencies and host employers (i.e., the clients of staffing agencies) are responsible for providing and maintaining a safe and healthy work environment for temporary workers. Collaborative and interdisciplinary (e.g., epidemiology, occupational psychology, organizational science, economics, law, management, sociology, labor health and safety) research and intervention efforts are needed to protect and promote the occupational safety and health of temporary workers.
There are companies that do not hire internally and use these staffing services only. They are a good gateway to get employment with a certain company.
Try Before You Buy-Temporary staff allowing a business to 'TRY' a worker as part of their team and to confirm that they are the perfect fit before taking them on board long-term, if needed.
Temporary work can be extremely lucrative for those in less wealthy countries.
Lack of control over working hours and the potential for immediate termination for refusing an assigned schedule.
Lack of reference as many employers of experienced job positions do not consider work done for a temporary agency as sufficient on a résumé.
In the United States, the gradual replacement of workers by temporary workers resulted in millions of workers being employed in low-paid temporary jobs.
In the US, the hourly wage paid to a temporary worker is 75% to 80% of what direct-hire employees are paid. Additionally, they often receive few or no employment benefits, such as health insurance, and seldom become full-time employees from their temporary positions.
Unlike temporary workers hired through a staffing agency, many people in the gig economy don't report their income to the IRS, resulting in an estimated $214.6 billion in the United States alone of unreported income. This can result in fines or jail time.
In South Asia and Sub-Saharan Africa, temporary workers often suffer from overworking.
The temporary workforce can become oversaturated, leading to other issues such as wage deflation.
When a company hires internationally, there is no legal precedent for using the laws of either the hiring company's country of origin or the temporary worker's country of origin.
Scholars have argued that neoliberal policies have been a prominent component in the erosion of the standard employment relationship. This precarious new model of employment has greatly reduced the worker's ability to negotiate and, in particular, with the introduction of advanced technology (that can easily replace the worker), reduced the temp's bargaining power. Internet of Things-based companies such as Uber have come into conflict with authorities and workers for circumventing labour and social security obligations. It has been suggested that labour regulations in North America do little in addressing labour market insecurities and the precarious nature of temporary labour. In many cases, legislation has done little to acknowledge or adapt to the growth of non-standard employment in Canada.
In the European Union, temporary work is regulated by the Temporary Agency Work Directive and the Member States' laws implementing that directive.
Lawsuits have addressed some of the controversies about the status of temporary workers in the sharing economy. For example, two class-action lawsuits settled in 2016 resulted in changes to Uber's employment policies, including clarification of drivers' rights and the company's disciplinary procedures. Some of these policies include Uber agreeing to issue warnings to drivers before cutting them from the company's service, no longer deactivating drivers who commonly refuse rides, informing customers that tips for drivers are not included in the fare, and allowing drivers to create an association to contest terminations. However, the legal settlement did not establish whether these workers are employees or independent contractors.
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^ a b Neugart, Michael (2006). "The Emergence of Temporary Work Agencies". Oxford Economic Papers. 58 (1): 136–156.
^ Shire, Karen (2009). "Temporary Work in Coordinated Market Economies: Evidence from Front-Line Service Workplaces". Industrial and Labor Relations. 62 (4): 602–617. doi:10.1177/001979390906200407.
^ Fryer, Alex. "Temporary Fix At Microsoft? -- Company Fights Lawsuit By Further Separating Work Forces". The Seattle Times. The Seattle Times. Archived from the original on July 26, 2014. Retrieved July 21, 2015.
^ Virtanen, Marianna; Kivimäki, Mika; Joensuu, Matti; Virtanen, Pekka; Elovainio, Marko; Vahtera, Jussi (2005-06-01). "Temporary employment and health: a review". International Journal of Epidemiology. 34 (3): 610–622. doi:10.1093/ije/dyi024. ISSN 0300-5771.
^ a b Benavides, F. G.; Benach, J.; Muntaner, C.; Delclos, G. L.; Catot, N.; Amable, M. (2006-06-01). "Associations between temporary employment and occupational injury: what are the mechanisms?". Occupational and Environmental Medicine. 63 (6): 416–421. doi:10.1136/oem.2005.022301. ISSN 1351-0711. PMC 2078100. PMID 16497853. Archived from the original on 2017-03-09.
^ Foley, Michael; Ruser, John; Shor, Glenn; Shuford, Harry; Sygnatur, Eric (2014-07-01). "Contingent workers: Workers' compensation data analysis strategies and limitations". American Journal of Industrial Medicine. 57 (7): 764–775. doi:10.1002/ajim.22302. ISSN 1097-0274. PMID 24464742.
^ a b Boden L, Spieler EA, Wagner G. 2016. The changing structure of work: Implications for workplace safety and health in the US. United States Department of Labor/Occupational Safety and Health Administration.
^ Breslin, F. C.; Smith, P. (2006-01-01). "Trial by fire: a multivariate examination of the relation between job tenure and work injuries". Occupational and Environmental Medicine. 63 (1): 27–32. doi:10.1136/oem.2005.021006. ISSN 1351-0711. PMC 2078031. PMID 16361402. Archived from the original on 2017-03-09.
^ Cummings, Kristin J.; Kreiss, Kathleen (2008-01-30). "Contingent Workers and Contingent Health: Risks of a Modern Economy". JAMA. 299 (4): 448–450. doi:10.1001/jama.299.4.448. ISSN 0098-7484.
^ "CDC - NIOSH Publications and Products - Recommended Practices, Protecting Temporary Workers (2014-139)". www.cdc.gov. Archived from the original on 2017-03-12. Retrieved 2017-03-08.
^ Howard, John (2017-01-01). "Nonstandard work arrangements and worker health and safety". American Journal of Industrial Medicine. 60 (1): 1–10. doi:10.1002/ajim.22669. ISSN 1097-0274.
^ a b c Manero, Conney. "The Pros and Cons of Temporary Work". Archived from the original on 2014-07-29.
^ "The Gig Economy Opens The Door For Employment Opportunities". Forbes.
^ a b c Graham, Mark. "The Risks and Rewards of Online Gig Work At the Global Margins" (PDF). University of Oxford. Archived (PDF) from the original on 2017-09-16.
^ Mark Graham and Joe Shaw (10 July 2017). "Towards a Fairer Gig Economy". meatspacepress.org. Meatspace Press. Archived from the original on 15 February 2017.
^ Chadburn, Melissa (13 December 2017). "The Human Cost of the Ghost Economy". Longreads. Archived from the original on 2017-12-23. Retrieved 2017-12-23.
^ McDermott, Jennifer (3 September 2017). "Side hustle and tax evasion: The telling statistics". finder.com. Archived from the original on 22 September 2017. Retrieved 21 September 2017.
^ a b Lowrey, Annie (April 13, 2017). "What the Gig Economy Looks Like Around the World". The Atlantic. Archived from the original on 2017-07-07.
^ Rurup, Bert (1997). Work of the future: Global Perspectives. Australia: Allen & Unwin Publishing. pp. Chapter 6. Archived from the original on 2016-08-15.
^ James Bloodworth (2016-10-31). "Uber's vision of a 'gig economy' doesn't only exploit workers - it harms us all". International Business Times. Archived from the original on 2017-02-12.
^ Alex Rosenblatt (2016-11-17). "What Motivates Gig Economy Workers". Harvard Business Review. Archived from the original on 2016-12-16.
^ Vosco, L (2004). Challenging the market: the struggle to regulate work and income. Montreal & Kingston: McGill-Queen's University Press. pp. Chapter 1. ISBN 9780773527270.
^ "Directive 2008/104/EC of the European Parliament and of the Council of 19 November 2008 on temporary agency work". Eur-Lex. 19 November 2008.
^ Lien, Tracy (April 21, 2016). "Uber will pay up to $100 million to settle suits with drivers seeking employee status". Los Angeles Times. Retrieved May 30, 2018.
^ "Uber scores a big win in legal fight to keep drivers as independent contractors". The Verge.
Hatton, Erin (2011). The Temp Economy: From Kelly Girls to Permatemps in Postwar America. Temple University Press. ISBN 978-1-4399-0081-9.
Peck, J.; Theodore, N. (2002). "Temped out? Industry rhetoric, labor regulation and economic restructuring in the temporary staffing business". Economic and Industry Democracy. 23 (2): 143–175. doi:10.1177/0143831X02232002.
Vosko, L. F. (2000). Temporary Work: The Gendered Rise of a Precarious Employment Relationship. Toronto: University of Toronto Press.


There's a new movie directed by and starring Clint Eastwood that will arrive in theaters just two weeks before Christmas. Most people have certain expectations of Eastwood, who was an established movie action hero when the empty chair he scolded at the 2012 Republican National Convention was barely a footstool. Eastwood has gotten a little long in the tooth since the good old days, of course, and doesn't beat up quite as many bad guys as he used to.


Fundraising mechanisms such as token sales are becoming more popular and many startups, companies and founders are considering doing this. With the funds from the token sale, the teams can implement their visions and projects. In most cases, the topic of blockchain, cryptocurrency and smart contacts is in the foreground. With the help of this new technology, our common future should in some ways be better, safer, simpler, faster, more anonymous and, above all, decentralized.
However, this new method of fundraising is not subject to any real guidelines or regulations. Such methods, some of which are unregulated, also create many fraudulent campaigns. After the token sale, projects are not realized or the companies or the founders disappear from the scene. Essentially, the token sale participants are cheated out of their money. Therefore, it is particularly important to make a token sale as secure and transparent as possible.
In addition, almost all startups, companies and founders often face further problems in carrying out a token sale. Currently there are no standard solutions for token sales. In fact, almost everything needs to be developed from scratch for the project, from the landing page to the customized backend area. The smart contracts or tokenizing, which requires special experience in the field of development, is very complex. Even with advertising campaigns, the team often cannot rely on standard solutions. As a result, many potential supporters only find out by chance about the token sale. Efforts to prepare a token sale inevitably lead to a doubling of time and resources.
Participation in the token sale is often problematic when companies accept only cryptocurrency rather than several different FIAT currencies. This affects especially companies and participants, who do not yet have a cryptocurrency in their own wallet or at least an active account, on an exchange that offers the purchase of cryptocurrency. Logging on to such exchanges often leads to longer and more complicated verification processes. And at this stage, further risks can still arise from the token sale. These are described in detail in the next chapter disclaimer.
Please read the following notice carefully before proceeding to read this white paper issued by Jibbit GmbH (hereinafter "Jibbit"), a limited liability company incorporated, and existing, under the laws of Germany. This notice applies to all persons who read this document. Please note this notice may be altered or updated. The white paper does not constitute any relationship between the prospective holder and Jibbit. Acquiring of the JIB tokens is available only after accepting the Terms & Conditions (hereinafter "T&C"). Acquisition of JIB tokens does not present an exchange of cryptocurrencies for any form of shares of Jibbit and holders of JIB tokens are not entitled to any guaranteed form of dividend; holders of JIB tokens are only entitled to certain rights within the T&C. JIB tokens are functional utility tokens within the Jibbit Marketplace platform. JIB tokens are sold as functional goods and all proceeds received by Jibbit may be spent freely by Jibbit without any conditions. JIB tokens are intended for experts in dealing with cryptographic tokens and blockchain-based software systems.
JIB tokens are not intended to constitute securities, in any jurisdiction. This white paper does not constitute a prospectus or offer document of any sort, and is not intended to constitute an offer of securities or a solicitation for investments in securities, in any jurisdiction. This white paper is for information purposes only. The contents of this white paper are not a financial promotion. Therefore, none of the contents of this white paper serves as an invitation or inducement to engage in any sort of investment activity.
Prospective acquirers of JIB tokens should carefully consider and evaluate all risks and uncertainties associated with cryptocurrencies, Jibbit GmbH and their respective businesses and operations, the JIB tokens and the JIB token sale. Potential holders must familiarize themselves with all the information set out in this white paper and the T&C prior to any purchase of JIB tokens. Ensure that you are aware of all of the would-be risks prior to obtaining JIB. The Risk Statement details all potential risks that you should consider. We recommend that you seek out independent financial advice before engaging in any sort of business endeavor.
Jibbit places a high priority on remaining fully compliant with all relevant laws in its home jurisdiction, Germany, and internationally. Jibbit discusses with the BaFin, the German Financial Supervisory Authority, to validate the Jibbit Token Sale as a legally compliant token instrument.
Additionally, Jibbit is engaging a tax advisor to perform tax work to ensure full compliance from a tax perspective. The Jibbit team and its legal advisors continually review all potential legal risks associated with the JIB token sale, and will always ensure full compliance.
To the maximum extent permitted by the applicable laws, regulations and rules, Jibbit and their respective officers, employees or agents will, in relation to the JIB tokens, not be liable for any damages of any kind, including, but not limited to, direct, consequential, incidental, special or indirect damages (including but not limited to lost profits, loss of revenue or third party loss, whether foreseeable or otherwise, trading losses or damages that result from use or loss of use of the JIB tokens). For the avoidance of doubt, Jibbit expressly disclaims any and all responsibility for any direct or consequential loss or damage of any kind whatsoever arising directly or indirectly from: (i) reliance on any information contained in this document, (ii) any error, omission or inaccuracy in any such information, (iii) any action resulting therefrom, or (iv) usage or acquisition of products, available through its website. The prospective holders acknowledge and agree that they are not purchasing JIB tokens for purposes of investment, speculation, as some type of arbitrage strategy, for immediate resale or other financial purposes.
Some of the statements in the white paper include forward-looking statements, which reflect Jibbit's current views with respect to execution roadmap, financial performance, business strategy and future plans, both with respect to Jibbit and the sectors and industries in which the distributor operates. Statements which include the words ''expects', 'plans'' 'believes', 'projects', 'anticipates', 'will', 'aims', 'may', 'would', 'could', 'continue' and similar statements are of a future or forward-looking nature. All forward-looking statements address matters that involve risks and uncertainties. Accordingly, there are or will be important factors that could cause Jibbit's actual results to differ materially from those indicated in these statements.
Any forward-looking statements in the white paper reflect Jibbit's current views with respect to future events and are subject to these and other risks, uncertainties and assumptions relating to the Jibbit's operations, results of operations and the growth strategy. These forward-looking statements speak only as of the date of the white paper. Prospective buyers of the JIB tokens should specifically consider the factors identified in the white paper and T&C which could cause actual results to differ before making a purchase decision. No statement in the white paper is intended as a profit forecast and no statement in the white paper should be interpreted to mean that the earnings of Jibbit for the current or future years would be as may be implied in this white paper.
The national and international regulatory framework of blockchain and distributed ledger technology, in general and related applications, is in the process of being clarified and might change. It is possible that the interpretation and application of existing laws and regulations may be amended or adapted and could also be subject to legislative initiatives at national and international level. Clarification of and changes to the regulatory framework could adversely affect the JIB tokens without us having any influence on such developments.
This includes, in particular, the risk that acquired JIB tokens may not, or may no longer, be usable as originally envisaged due to regulatory restrictions, may become unusable and / or the Jibbit Marketplace platform may need to be adapted to the regulatory environment.
This white paper, or any part thereof, as well as any copies, must not be taken or transmitted to any country where distribution or dissemination of this white paper is prohibited or restricted.
Smart contract technology is still in its early stages of development, and its application is of an experimental nature. This may carry significant operational, technological, regulatory, reputational and financial risks. Thesmart contracts executed on the Ethereum blockchain may not be fit for purpose or they may contain flaws, vulnerabilities or issues which could cause technical problems or the complete loss of JIB tokens.
JIB shall not represent any securities or other investment products in any legal order. You are not granted anyrights to any company, voting rights, dividends, interest payments, profit sharing or any other remuneration for the provision of capital. Jibbit will use the proceeds from the sale of the JIB to implement the business model described in this white paper. JIB cannot be redeemed at Jibbit against legal tender.
This white paper is not a sales prospectus. It is not intended to justify an offer for sale or an invitation to buy or subscription to JIB in general, and for securities or other forms of investment products in particular. This whitepaper is also not a solicitation for investing in securities or other investment products. This white paper, parts and copies, may not be brought or sent to a country in which the dissemination of this white paper is prohibited.
Jibbit does not provide any assurances or warranties in this white paper. This refers in particular to the accuracy and completeness of the information provided in this white paper. The only legally binding contracts are the T&C.
Jibbit's performance may be interrupted, suspended or delayed due to force majeure circumstances. For the purposes of this white paper, force majeure shall mean extraordinary events and circumstances, which could not be prevented by Jibbit, and shall include: acts of nature, wars, armed conflicts, mass civil disorders, industrial actions, epidemics, lockouts, slowdowns, prolonged shortage or other failures of energy supplies or communication service, acts of municipal, state or federal governmental agencies, other circumstances beyond Jibbit's control, which were not in existence at the time of the white paper release. If such circumstances occur prior to the issue of JIB tokens and Jibbit is unable to issue JIB tokens within four months from the projected date, a refund of the JIB token may be requested by the purchasers. The costs incurred by Jibbit for the Token Sale will be subtracted from the refund. The refund will be issued in the original form of payment to the same digital wallet or bank account where the funds were transferred from.
This white paper contains partial forward-looking statements based on the current views and assumptions of Jibbit. There is a risk that the actual performance or events will be significantly different. Forward-looking statements are, for example, terms such as 'target', 'expect, 'believe', 'could', 'estimate' 'expect', 'if', 'intend', 'can', 'plan', 'possible', 'probable', 'project', 'should', 'would', 'will'.
G. Other factors beyond the control of Jibbit.
Jibbit will make true efforts to ensure the successful implementation of their projects. However, there is a risk that Jibbit's projects will not be implemented for various reasons, in particular due to a lack of sufficient funding or lack of success (e.g. lack of support by sufficiently experienced coders and acceptance and use by the community) before and after the implementation of Jibbit's projects. If any of Jibbit's projects are abandoned, this may also result in the dissolution of Jibbit, due to the discontinuation of the business purpose. There are risks from more intense competition and the appearance of competitors. In this context, Jibbit has also to consider the potential non acceptance of our offer by customers.
This white paper contains market and industry information as well as forecasts from internal surveys, reports, studies and publicly available information. Jibbit has considered this information to be reliable, but no guarantee can be given for the correctness or completeness of the information. Jibbit has taken reasonable steps to ensure that the information in this white paper is accurate. However, Jibbit has not carried out an external review of this information, fully verified the accuracy or completeness of this information itself, or determined the underlying assumptions.
Consequently, neither Jibbit, nor persons acting on behalf of Jibbit, give any assurances or warranties as to the accuracy or completeness of this information. Jibbit will not update the above information.
purchase of JIB. The information in this white paper does not constitute legal, financial or tax advice regarding Jibbit or the JIB. Any prospective purchaser should consult his or her own legal, financial, tax or other advisors regarding Jibbit and his or her business. Each acquirer bears the financial risk of a purchase of JIB in its own entirety.
Jibbit can rely on a team of professionals from the cannabis, crypto-Blockchain, marketing and investment industries. The team experience in the field of marketing as well as years of experience in the stock markets worldwide makes our Jibbit team an absolute industry expert.


text:
Q: Multilingual input method library in cross-platform Up to now when I need input method support for languages that don't use the Roman alphabet, I'd call winapi, and test it in Wine to claim cross-platformness.
While I can learn and use the X input method handling for Linux, then I have a problem of not having native support for Apple computers, and so on.
So I'm looking for a cross platform library to do this. Either in C or C++ is fine. I certainly had a search on google, without satisfying results.
I prefer not to link with a huge widget toolkit such as Qt or GTK as those libraries themselves will be several times bigger than my application. But at least let me know if I have no choice.

redpajama_set_name: RedPajamaStackExchange


text:
Strata Management Consultants – Owners Corporation Management Specialists 1300-917-848
Strata Management Services
Changing Body Corporate
Strata Consulting Services
New Body Corporate Management
Sealing The Terms On The New Contract of Appointment – Owners Corporation Manager
Contributed by Richelle Berman R Berman Lawyers
Strata Community Australia has released a revised (Version 4- April 2016) Contract of Appointment Owners Corporation Manager Agreement.
Here is a brief summary of the main changes:
The initial term of appointment (at the Inaugural General Meeting) can not be for a period of more than 3 years;
Subsequent terms of appointment can not be for a period of more than 5 years;
The additional fees and disbursement fees are now charged in 6 minute intervals and the Contract of Appointment allocates the number of units applicable to each respective task;
Payment of additional fees are now payable upon presentation of an invoice;
Importantly, the Contract of Appointment maintains the old roll over clause of one year after the expiry date however, notwithstanding that the contract may have rolled over, the Agreement will terminate at the next Annual General Meeting unless the re-appointment of the Manager is resolved by the Owners Corporation;
Importantly, the Contract of Appointment has dispensed with the requirement that the termination of the contract is resolved upon by the Owners Corporation at a Special General Meeting. Instead clause 8.3 states that "The Owners Corporation must comply with the Act and any Regulations made under the Act when deciding the terminate the Appointment."
Additional duties/obligations have been included, a manager must
"not exert pressure on any member of the Owners Corporation to influence the outcome of a vote or election by the Owners Corporation";
"Take all reasonable steps to ensure that any goods and services procured by the Manager on behalf of the Owners Corporation are procured on competitive prices and on competitive terms in line with OC's procurement policy and is fair and reasonable"; and
disclose any beneficial relationship with a supplier or entitlement to commission.
Importantly, the indemnity provided by the Contract has included the words "to the extent permitted by law the Owners Corporation hereby releases and indemnifies the Manager."
Overall, the revised Contract of Appointment is a lot clearer and it addresses some of the uncertainties surrounding a Manager's appointment. It was expected that these matters would be addressed in the revision to the Owners Corporation Act back in April last year, however these changes never eventuated.
The revised Contract of Appointment clears up the uncertainties around the maximum term of an appointment and the differentiation between the initial term of a manager appointed by the developer and a subsequent appointment is in the writer's opinion a positive reform.
Whilst the wording on paper may have cleared up some of the uncertainties, on a practical day to day operational level, there may be some significant hurdles that managers will need to overcome. For example, take this scenario:
You as the manager are coming to the end of the term of your appointment. You receive no written notice of revocation from the Owners Corporation and your twelve month roll over period kicks into gear. You call an Annual General Meeting and you have not one lot owner turn up. What then? The Contract of Appointment requires that your appointment is resolved upon at the Annual General Meeting but you have no member to resolve to do so? Can you rely on the Minutes of the previous Annual General Meeting in which the Owners Corporation resolved to affirm your appointment? Do you pack your bags and walk away?
Another question that arises is – so what is the accepted procedure for the Owners Corporation to resolve to terminate the Appointment?
Reliance is once again placed on the Act which simply states that an Owners Corporation may resolve to appoint or revoke a Contract of Appointment. We seem to be going around in circles here….
Overall, the revised Contract of Appointment is clearer in its wording however it will be interesting to see whether it creates more question than it answers in its application.
Owners Corporations law and how it applies to a fact situation is a complex and technical area. Contact Richelle should have a query about an Owners Corporation legal matter on T: (03) 9077 1177 or E: office@rbermanlawyers.com.au
The content in this paper is intended only to provide a general overview. It is not intended to be comprehensive nor does it constitute legal advice. You should seek professional advice before acting or relying on any of the content.
The contents of this article or website are only intended to provide a general overview of the topics discussed. The author of this article makes no representations as to the accuracy or completeness of any information and the information is not intended to constitute investment, legal or professional advice. You should seek professional advice before acting or relying on any of the content. This article does not contain references to any specific company, organisation or individual, unless expressly specified.
Owners Corporation SP22776 v Lunn [2019] VCAT 2057 (23 December 2019)
COVID Q&A: Private Renovations, Cladding Rectifications and Nuisance from Pets
Changing Strata Management Companies – "Breaking Up is Hard to Do"
Black v Owners Corporation OC1-POS539033E [2018] VCAT 185
Download Our How to Change Strata Management Companies Booklet
Get in touch if you have questions about
how to change strata management companies
Speak to a Strata Management Consultant on 1300-917-848 or send us an email
Strata Management Consultants Review
Qualified Managers
Suite 809, 1 Queens Road, Melbourne VIC 3004
office@strataconsultants.com.au
© 2015-2021 Strata Management Consultants
Strata Consultants Australia Pty Ltd - Melbourne Body Corporate Services Broker
Office Address: Suite 809, 1 Queens Road, Melbourne VIC 3004

redpajama_set_name: RedPajamaCommonCrawl


Description: A robust but fine vintage Port with powerful aromas and pure elegance on the palate. For a vintage Port, only the wines of one particular harvest year are used, in this case the harvest of the year 1998.
A vintage Port is produced only in a year that delivers wines of excellent quality. This was the case in the year 1998. The wines are fortified by adding alcohol. They age further inside the bottle, in contrast with the Late Bottled Vintages (LBV), that go through a long aging process in oak barrels before being bottled.


GoPing is a free and portable ping tool. It works in multithreaded mode and can ping the hosts with very small interval - 20 milliseconds. The data it gathers is visualized on the chart and can be saved on disk and opened later on any computer.


text:
Juturna (European Loan Conduit No. 16) plc.
Home | Our services | Capital Markets | Public Transactions | Juturna (European Loan Conduit No. 16) plc.
Originator:
Morgan Stanley Dean Witter Bank Ltd.
BBC property redevelopment loans
Sidley Austin Brown & Wood, Denton Wilde Sapte, Linklaters, Clifford Chance
UK Directors, Corporate Administration, Share Trustee
£813m Mortgage Backed FRNs Due 2033
Prospectus 16 Jul 2003
Link to Investor Reports 15 Jul 2015
Section 172(1) of the companies Act 2016
As a special purpose vehicle the governance structure of the Company is such that the key policies have been predetermined at the time of issuance. The Directors have had regards to the matters set out in section 172(1) of the Companies Act 2006 as follows:
a) the transaction documents have been formulated to achieve the Company's purpose and business objectives, safeguard the assets and promote the success of the Company with a long term view.
b) the company has no employees;
c) the Company is a securitisation vehicle and fosters its relationships with suppliers and others via professional third parties who have been assigned operational roles with their roles strictly governed by the transaction documents and fee arrangements agreed in advance. The Company has no customers.
d) as a securitisation vehicle the Company has no physical presence or operations and accordingly has minimal impact on the community and the environment;
e) the Company maintains a reputation for high standards of business conduct via professional third parties who have been assigned operational roles. Fee arrangements have been agreed in advance and supplier invoices paid strictly in accordance with the transaction documents including a priority of payments, if applicable; and
f) the Company has a sole member with the issued shares all held on a discretionary trust basis for the benefit of charities to be determined.
In accordance with s. 426B Companies Act 2006 a copy of this statement is available at https://www.intertrustgroup.com/our-services/capital-markets-services/public-transactions


These apricots are much darker in colour than ones that have added preservatives. Sweet and chewy they are great for a snack or add to backing or fruit salads.
May contain traces of nut. Although pitted, check these Apricots thoroughly for stones or pieces of stone before use. May contain traces of nut.


Bathrooms are one of the most used and badly treated rooms in your home, yet they are also a peaceful and relaxing place to break away from hectic schedule for a few moments each day. With that in mind, it is crucial for your bathroom to be functional, beautiful and enjoyable.
One of the most frequent used bathroom items that found in every home is Bath Sheet. Bath Sheets are very soft and comfortable to use.
With so much choice now, how can anyone decide which Bath Sheet and what prices are appropriate for your needs?


There's no job too big or too small for our team. We're by your side from start to finish to make sure your commercial plumbing needs are met. Our technicians have fixed major and minor issues at apartment complexes, schools, farms and other institutions all over the Sioux Falls, South Dakota area. Call 605-271-1010 to speak with a Service First Mechanical representative about your commercial plumbing needs right now.
Copyright © 2019 Service First Mechanical LLC, all rights reserved.


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YOUTH DEFENCE and its sister organisation in Northern Ireland Precious Life have called on the management of the Slieve Donard Hotel in Newcastle, Co Down, to cancel a major conference on abortion that is scheduled to take place next Friday.
Had heard of Youth Defence but not Precious Life.
It'll be interesting to see the DUP and SF response to this.
said Katie Robinson of Youth Defence.
Abortion is legal - in certain circumstances - in Northern Ireland.
OK so they support free speech but they want the conference cancelled . How does that work ?
They may claim to be doing Gods work . I contend that God would never employ such idiots .
I signed up Cruimh for the the YDF's newsletter for a laugh and all I can tell you is that they are interesting IMO! Laughable Catlick mumbo jumbo and hilarious takes on scientific studies!
Someone should mail them and explain that they won't actually be carrying out abortions during the conference.
Thats more or less is what they are implying good point...they will say free will etc. etc.
Seems to me that Youth Defence's position is entirely reasonable. They oppose abortion, it's illegal in Ireland, this confernce is about training people to perform abortions (including late term ones, yuk) so Youth Defence oppose it.
Not so, Article 40.3.3 still stands in the republic. The X case ruling has never been implemented because there's no public support for abortion here. neither is there any support in the north - the recent attempt to extend the 1967 Act was opposed by most of the political parties including Sinn Fein.
Because something hasn't been implemented doesn't mean it can't be. If I am not mistaken as the law stands in Ireland a termination is legal in certain circumstances, that is all I am saying. I am not saying they do it or they don't do it, I am saying that in certain circumstances termination is legal.
As for Northern Ireland terminations are also legal in certain circumstances as far as I know.
But lets for a second say termination was absolutely illegal in any circumstance whatsoever - life of the mother - or otherwise, then we are still left with a situation where information on termination services is legal. This is a conference, not an abortion clinic.
But the conference isn't in the ROI - it's in NI where abortion is legal.
So "Precious Life" may have a point but "Youth Defence" ?
I'm sorry, but that's completely disingenuous - any such conference in Ireland has a political agenda by its very being. i.e. the normalisation in the public mind of abortion.
Abortion is illegal in Northern Ireland except in cases where the life of the mother is at risk. The law is, to my knowledge, almost exactly the same in the Republic.
Abortion, unless one goes by an incredibly minute reading of the law, is illegal in both jurisdictions.
Scipio - Abortion is legal in NI .
There is not abortion on demand, but abortion is legal here - so UcanB's point about abortion being illegal in Ireland has no relevance to a discussion about a conference in NI.
If the physical or mental state of the mother is at risk. If the mother's immediate physical welfare is at risk in the South, then abortion is permissible there too.
Just a thought. If men got pregnant instead of women, would abortion be illegal?
Excuse me while I choke on my coffee.
Dunno, but Cruimh wouldn't care either way as long as the law was different either side of the border.
As an aside - while it might be legal in certain circumstances in the ROI - are there hospitals where it can be done ?
Can one, or all, of the people who say abortion is legal in the republic please tell me legislation that made it so. No, didn't think so. Abortion is illegal, 40.3.3 stands.
other treatments for cancer etc are not abortions, that's pretty much established since they can be carried out here where abortion is illegal.
A conference for medical personnel on the subject of abortion being held in a hotel in Co. Down, is, it appears, upsetting a group or groups of people who are opposed to abortion. Fine. Fair enough. I understand. It is an emotive subject.
What else is emotive however, is the appalling injuries done to women, and the deaths of women due to illegal abortions. People tend to forget very quickly the way it used to be before Irish women could travel across the sea to England. Girls found bleeding to death in back lanes, turning up at hospitals at the point of death, infected, becoming infertile for the rest of their lives, poisoned by substances that quacks "swore" would abort the foetus.
Do these people who oppose abortion here in Ireland honestly think that it does not happen? I had a young man come up to me once some years ago outside the Dáil gates screaming about "women being murderers". Youth Defence at their best. I told him to feck off and come back to me when he was pregnant. How dare anyone judge another person for an act they allow performed on their own bodies, or on anything their bodies might be relying on for life. How dare you judge and find these women foul and dirty.
You think because you forbid abortion here, in this wonderful land of ours, excuse me while I choke, that thousands of abortions are not being performed on Irish citizens? They are. The only difference is that these women then have to come home and pretend that all is well. All is fine because they sure as hell won't find any loving, christian forgiving welcome for them here. Hypocrites!


Brighter Tomorrow is committed to providing education for the upcoming generation of Afghan children. Through our humanitarian and advocacy work, we are working every day to create a better tomorrow for afghan youth.
How do you rebuild a country?
Brighter Tomorrow is a charitable association, founded by the Ehsas Brothers in 2014. Our vision is to contribute access to necessary tools for youth in Afghanistan, to build up the democracy in the country.
We work on humanitarian grounds through the "Students Campaign"/Studentaksjonen - which aims to educate Afghan youth through yearly fundraiser. Over the past two national fundraisers, we mobilized 1 400 volunteers in 7 different cities. We raised 1.750.000 kroner, which ensured that 1 750 Afghan youth in Faryab have been schooled. For 2018, we are planning to double our results. Our new partner for Studentaksjonen is Norwegian Refugee Council.
The association also works with advocacy work, in order to strengthen political commitment towards developing work in Afghanistan. We accomplish this by inviting key players with a strong influence to debates. We participate in parliamentary hearings, with the intention to influence the will of action of decision makers. The organization has been in debates at respective bodies of UN, in which we report our concern regarding the development in Afghanistan, and especially when it comes to education.
Brighter Tomorrow is an independent, voluntary organization initiated by the Ehsas-brothers based in Norway. Today we are a team of dedicated youth who all have the same goal: creating a brighter tomorrow for the children in Afghanistan.


ALERT will be participating in the National Manchester Triage Conference on April 20, 2018 in Madrid.
This event, the second of its kind, is organized by the Spanish Manchester Triage Group and will be held at one of the most prestigious hospitals in Madrid – Hospital Universitario Infanta Leonor.
The Spanish Manchester Triage Group is composed of medical and nursing professionals who develop their activity in Emergency Services of different Spanish hospitals and that have acquired the know-how to technically support and contribute to the updating and development of the Manchester Triage System (MTS).
MTS is one of the most widely used methods in Europe and other parts of the world and is in rapid expansion. Qualified representatives from each country form the International Referral Group that directs, supervises and decides what changes are necessary based on available knowledge.
Conference participants will have the opportunity to debate and share their opinions with the many healthcare professionals attending, and will be presented with the updates that MTS has had in recent months.
Furthermore, the conference promises to be an intensive day in which many topics of interest will be addressed, such as the new updates mentioned above and their implications in different codes.
See here for the official conference page.


AviationNews.net is published by AAAE Services Corp., a division of the American Association of Airport Executives (AAAE).
To reach us, send feedback via e-mail adam.snider@aaae.org or call Adam Snider at +1 703.824.0500, Ext. 195.


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Since 1959, McCauley Mountain Ski Area has been a family destination for skiers of all abilities, and remains the most accessible and affordable Adirondack skiing and the best ski value in New York State. Three Olympic skiers have called McCauley Mt. home, including Pro Skiing World Champion Hank Kashiwa. It is owned and operated by the Town of Webb. The chalet is family-oriented, as are all the special winter weekend events. Very friendly atmosphere with Ski Patrol, Rental Shop, Restaurant, Pub, Ski School, Cross Country and Snowshoe Trails. McCauley is a family-friendly safe haven for children and adventurers of all ages. Night skiing is scheduled on select dates throughout the season.
The glade skiing has been improved and expanded. Snowmaking keeps expanding across the facility. three new trails have been added, and a top-to-bottom race trail has been expanded and certified. New snowshoe trails have been developed, including a challenging trail to McCauley's summit, which is certified for races.


Pill is an aggressive noise rock/punk band who write grimy, snarling jams fueled by civil unrest and a demand for change. The band embodies the unsettled, claustrophobic feeling that accompanies a life in NYC while embracing the grit and hard work that makes a productive life possible. Pill is the perfect antidote for a population all but desensitized to the current political climate.


Cruz was publicly reprimanded by fellow Republican John McCain, but the hardline conservative remained unrepentant.
The Texas Republican Ted Cruz may have racked up one of the longest performances in the US Senate, but his 21-hour speech exposed as much about the fault lines in the Republican party as it achieved its stated objective of stirring up opposition to Barack Obama's signature health reforms.
Within minutes of sitting down in the Senate to applause from conservative hardliners, Cruz received a public lecture from his fellow Republican, former presidential candidate John McCain, on the need to respect legislation that has been passed in a democratic manner.
"I won't take too much time – the floor here has been well used over the last day or so," quipped McCain before the GOP grandee reminded the first-term senator of the struggle put up by Republicans to block the passage of Obama's healthcare reform in 2009.
"We fought as hard as we could, in a fair and honest manner, and we lost. And we lost, one of the reasons is because we were in the minority. And, in democracies, almost always, the majority governs and passes legislation," he added.
McCain also chastised Cruz for comparing the battle against Obamacare to the second world war, which he said did "a great disservice" to Americans who fought against the Nazis.
None of which bothered Cruz who has made a virtue out of bucking against the GOP old guard.
When he took the floor of the senate at 2:40pm ET on Tuesday, he knew there was no chance of blocking the passage of what is known as a continuing resolution: a motion to maintain funding for the federal government. The resolution passed the House of Representatives on Friday, but is the subject of controversy because Republicans tacked on a provision that would defund the non-mandatory elements of the Affordable Care Act.
Cruz had already negotiated his time on the floor with Senate majority leader Harry Reid, who permitted the speech as long as it fell within the time already allotted for debate on the continuing resolution. There was never a chance that the resolution would be delayed: Cruz always knew that he would have to give way to a procedural vote on Wednesday. Indeed, after sitting down, he joined every other senator in allowing debate on the resolution to continue.
But Cruz never intended to be a slave to logic. He knew that the details would be lost on the general public: all they would hear was his anti-Obamacare message. Cruz even read a "bedtime story" to his daughters from the Dr Seuss children's classic Green Eggs and Ham, whose central message is that people will like something that appears unpalatable when they try it. Cruz was much more attuned to another message, that he came across as a loving, hardworking father.
Senior Republicans in the Senate could barely disguise their irritation at Cruz, who hit back in a retaliatory interview with the conservative radio host Rush Limbaugh on Wednesday. "The single biggest surprise about arriving to the Senate is the defeatist attitude here," Cruz said in the interview, quoted by the Huffington Post. He accused his fellow Republicans of being "beaten down" and "scared of this fight".
Senate Republican leaders Mitch McConnell and John Cornyn had urged the members of their conference not to risk a government shutdown in a futile bid to overturn Obamacare. They stood on the sidelines as Cruz was joined on the floor by a clutch of conservative senators likely to become frontrunners for 2016 Republican presidential nomination, including Marco Rubio and Rand Paul.


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