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A Roaring Twenties Rendezvous
City, Food
Brides Take a Page from the Past with 1920s-Themed Weddings
By Rebecca Padgett // Photo by Black & Hue Photography
Glistening gold drips from the art deco decor. Champagne towers overflow and flasks of moonshine are slyly passed. Women in beaded, jewel-tone dresses dance to a live jazz band with men in their dashing tuxedos. The party is in full swing, but all eyes are on the bride — not Jay Gatsby.
Since the release of the lavishly revamped "Great Gatsby" in 2013, couples have written favorable endings to Jay and Daisy's story with their own 1920s themed weddings. The extravagance and luxury of the period have moved from the pages of F. Scott Fitzgerald's greatest work to wedding venues nationwide. Northwest Florida may be far removed from the hustle and bustle that characterized New York City in the Roaring '20s, but high glamour can still be achieved here.
When wedding planners look past the region's unmatched blend of beautiful beaches and wildlife and think "big city," they're likely to be drawn to Tallahassee. The capital city is booming with urban enhancements but retains much of its past.
"If you walk around downtown Tallahassee, it is like a movie set recreating the 1920s with brick buildings, wrap around balconies, gas lamps, magnolias and live oaks," said Jay Revell, executive director of Tallahassee Downtown.
"Your entire wedding weekend could revolve around the '20s theme in downtown," he continued. "The groomsmen could gather and smoke cigars on the balcony at the Governor's Club, then be fitted for tuxes at Nic's Toggery. A bridal brunch could take place at one of the many historic homes or The Double Tree. The ceremony could occur at the chain of parks under the sparkling lights hung from live oaks and then the couple could ride off in a vintage car down the brick streets."
The Edison restaurant, formerly the city's electric and light plant, occupies a building constructed in 1921. The magnificent brick structure no longer provides power to the city, but instead provides residents with captivating ambience and innovative cuisine.
"The building lends itself to the Roaring '20s theme with its brass and copper fixtures, the mirrors, the lighting, the exposed brick and the speakeasy-style bar with Prohibition-inspired cocktails," said Melinda McDaniel, director of special events at The Edison. "If you choose the '20s theme, we are equipped to bring you the elegance and carefree spirit of that time period."
A venue brimming with history yearns to be filled with sparkling gold accents, peacock feathers, steamer trunks, vintage chairs and couches, cut-glass decanters and antique books.
And one must, of course, dress the part. For the bride, a vintage lace dress or beaded drop waist gown accompanied by pinned curls and pearls. Her flappers — otherwise known as bridesmaids — would look ravishing in jewel-tone dresses. Satin headbands adorned with feathers or long strands of pearls make for vintage accessories. As for the gentlemen, they'd look rather dapper in tuxedos, bowties and slicked back hair — and don't forget the personalized flasks concealed in their pockets.
Remember that alcohol is a luxury and a self-indulgent secret. Libations might include champagne towers, bathtub gin and under-the-table moonshine. Guests might nosh on hors d'oeuvres served on gold platters or be seated for more formal fare.
"For a 1920s-themed menu, I envision extravagance," said John Minas, The Edison's executive chef. "Oysters Rockefeller, shrimp cocktail, flat iron steak with Delmonico potatoes, lobster tails with butter sauce, mussels, clams and caviar. Old-school French desserts were popular, and a flambéing meringue would be a fun touch."
Whether you are looking to go all out, as a true Gatsby would, or just add a touch of beloved vintage to your big day, this classic look has staying power. As Fitzgerald once said, "I love her, and that's the beginning and end of everything."
Keep the Party Going with Late Night Bites
Food · From the Magazine
The DJ has cued up the final songs, the bar is at last call and preparations for your grand exit are being made.
5 Sweet Options To Chose Instead of Cake
Food · Wedding Planning
By Janecia Britt A wedding cake is a cherry on top of an amazing…


Our mid-week gathering is designed to reach high school students at their current stage in life. High school students are at a much different place in life than a sixth grader, which is why we provide two unique experiences for middle school and high school students that happen at the same time and at the same location. Every mid-week gathering begins with a time of worship where both middle school and high school students are together. We then split the group for more age appropriate activities. The high school teaching time challenges students and allows them to dig deeper into their faith. The message is applicable to their daily life. They also break into small groups by grade to discuss the message and hang out.
In our High School ministry, we seek to grow a strong, gospel-centered foundation in our students through learning the Word of God and experiencing Biblical community in small groups. Our small groups are divided by grade so students can connect with others their age. During this time, groups will play games, get to know each other, discuss the message, and spend time praying together. Guys and girls are together in a group, but discuss topics separately when necessary. Our hope is to partner with parents in helping students grow with each other, their leaders, and most importantly God.
We believe going on mission is an important experience for young Christ followers. When students are exposed to different cultures, parts of the world, and people in need their faith becomes real to them. Students are challenged to share their faith and figure out what they truly believe on these trips. High school students had a few different opportunities during the summer of 2018, both domestic and international, with varying levels of difficulty. 2018 trips included El Salvador, Tanzania, and Estonia. Our teams meet regularly to be trained and equipped for the trip they will go on. Mission trips are a great way to teach young students the importance of serving!
It is our goal to partner with parents as we lead students into a growing relationship with God. Parents are the primary spiritual leaders in a student's life and we want to help you fulfill that mission.
If you knew your time on Earth was coming to an end, what would you want to say to the people in your life? For Jesus, the days leading up to His death were filled with meaningful conversations with the people around Him. In this brand-new series, as we look at some of His famous last words, we'll discover what Jesus really wanted His followers—both then and now—to know!


Adrianne Stapleford captured this and several other images of the 2018 Eureka tornado touching down outside her workplace at Orscheln Farm and Home.
When we took the air June 26 for severe weather coverage on KVOE, there really wasn't much thought we'd be dealing with any tornadic activity.
Scattered storms developed south of Emporia and slid southeast that evening, developing rapidly enough to cause severe thunderstorm warnings for Greenwood and southern Lyon counties around 7 pm. Once we got rolling with our coverage, though, there was one storm rapidly intensifying near Eureka. Sean Thornton, who was running the board and hails from Eureka, and I immediately started thinking back to July 7, 2016, when the Greenwood County seat was hit by another tornado. We weren't looking at a repeat, were we?
In rapid succession, central Greenwood County went from a severe thunderstorm warning to a tornado warning to confirmation of a tornado on the ground to a radar debris signature. Our hearts just sank.
Further confirmation was rather quick in coming. The 2016 twister hit the town from the northwest, causing some damage near the golf course and then rooting in northwest Eureka as it churned to the southeast near Greenwood County Hospital and Eureka Junior-Senior High School. Based on the storm's motion, which was almost identical on radar, it appeared likely the tornado damage path would be parallel to the 2016 storm — if not almost directly on top of it. Instead, we came to learn later the tornado formed in southwest Eureka and apparently cut across the path of the parent storm. That's a rarity to say the least. Now there's at least some evidence of a second, smaller, satellite tornado touching down around the same time of the original funnel.
Unlike the 2016 storm, this twister impacted downtown Eureka and also slammed into the southern half of the junior-senior high school campus. Unfortunately, there is now a big X on Eureka from the two damage paths, and it's very close to the school grounds.
I was four when Omaha had its "big one," so until I covered the Reading tornado I really didn't have a personal sense of exactly what a tornado can do to a smaller community — even though I've seen the damage through our TV screen. It's a lot different in person. Eureka already had a good jump on the cleanup by the time media was able to tour some of the worst damage areas the following afternoon, but the scope of the disaster — shifted homes, smashed homes, chewed-up tractor trailers, chairs in streets, mangled fencing, buckled bleachers and all those broken tree limbs — well, it gets to you as a reporter…who lives 45 miles away.
The thing (well, one of several things) I can't imagine is living through a tornado — and in Eureka's case, getting hit twice in a handful of years. Having talked with several city and county officials, the area had just finished its official 2016 tornado-related efforts about a month before the 2018 storm. Lives that were finally stitched back together were suddenly ripped apart again.
Because of that and because of the unlikelihood of federal reimbursement dollars, the emphasis on — and impact of — the recovery effort has been remarkable. As was the case with the '16 tornado, volunteers were trying to mobilize before the 2018 tornado had even dissipated. Help from neighboring counties and the state came roaring in as well, so much so that the cleanup effort is well ahead of the 2016 pace and, if nothing else, the foundation for getting back to normal will be in place soon. And having the annual Party in the Park to look forward to probably helped as well through the sense of the familiar and routine that we come to underestimate until it's blown away.
In the days following the storm, we learned last month's tornado was at least the fourth to hit the community since National Weather Service records began in 1950. The ones in 2016 and 2018 were, by far, the worst to hit the town.
Thoughts and prayers have gone out to Eureka since the tornado. More importantly, so has action. So often these days, a response stops at thoughts and prayers. Community disasters are an exception, and it's gratifying to see so many people linking arms to help. I'm also looking forward to returning in a few months and seeing the progress Eureka will make after its second tornado this decade.


Keynote speaker Michelle Garforth Venter, has successfully secured her name on both sides of the Atlantic as a highly respected international TV Anchor, Producer and award winning Journalist. She has been described as being like a breath of fresh air on camera; articulate, knowledgeable and approachable. Market research has proved that she holds an incredibly strong audience following in South Africa.
2010 was a pioneering year for Michelle, her husband Riaan and South African television with the launch of a first ever South African produced 30 part half hour television reality series of this kind called 'Love & Mortar' on the DSTV Home Channel (#182) - a show that invites audiences into their lives as they build their ultimate bio-climatic family home and educates one and all on eco-friendly cost saving initiatives.
At the 2009 Kudu Awards, Michelle was presented with the prestigious 'Environmental Media Contribution to Conservation, Best Journalist Award'. During 2009 and after 3 wildly successful seasons, viewer ratings soared for her television show 'Wild Ltd 4'! The fourth season is in its regular weekly Monday evening timeslot on SABC 2 at 18:00 as from January 19, 2009 for 26 episodes. Michelle believes that it is all about starting with self in order to save the planet and indeed saving ourselves. Each positive action, no matter how small creates a positive ripple effect. She does her utmost to live an environmentally aware and green lifestyle and was initially surprised to learn just how easy it is. She is currently also writing a book.
Michelle and Riaan believe it's not about preaching it, but about living it!
Below is a brief outline of topics Michelle covers on the subject of "Green".
Michelle does customise and can expand on them according to client's needs.
• How do you green your life?
• Greening your office Together with her husband, DIY guru Riaan Venter, Michelle also presents "green" workshops.
Michelle is also an expert on wildlife conservation.


Have you ever wondered if it's possible to manage almost all your tasks from your calendar?
If you are someone who has hundreds of non-trivial tasks listed at any time, or less than nine total hours of "free" time per week… you have come to the right place.
It's just that the conventional interpretation of your peculiar challenge oversimplifies the problem. It's time for a more nuanced approach.
We are here to help. Join our community of like-minded people who have imagined a different way to use our schedules. Perhaps you can see the possibility of deeper peace of mind by from using your calendar for more tasks, not less. And from taking control of all your commitments, not just some subset. Even if they number in the hundreds. Or more.
I'm Francis Wade and for over two decades I have been studying task management in all its forms. I'm not alone (or the first) to imagine the possibility of scheduling everything. Like lots of other super-busy people, I have struggled to make this practice part of my daily life.
If you also hate it when just a single task drops through the cracks or your calendar gets overwhelmed to the point where it becomes a burden, here's some assistance.
Sign up for our complimentary 12 lesson program: A Course in Scheduling.
But only join in if you are an ambitious, high-achiever who keeps saying "Yes, I Can" to your aspirations. The average person doesn't understand you: after all, as you reach for greater accomplishments, you must add more tasks.
Therefore, each new "Yes" puts a bit more strain on your current workflow. It eats away at your free time, and pushes your current combination of habits, practices, apps, and devices to the limit.
Like others here at ScheduleU, you make errors as you push the envelope of your task management capacity. Also, that new project, or marathon, or new language, or trip to the place on your bucket list just has to wait. Your current setup strains to keep pace with your ambitions.
Most people who arrive here are using manual methods, looking for better options. They are trying to schedule everything (or almost everything), and can't afford to get stuck in stale methods. They require a new, custom approach to their task management.
If that resonates with you, jump into my free, 12-day training: A Course in Scheduling. Find out for yourself what it takes to become an effective Total Task Scheduler using either enhanced manual methods or a new auto-scheduler.
Or, if you want more information, visit my Start Here page.
It may also be that the timing isn't right for you to continue on today, so I suggest you bookmark this page for a later visit or follow me on Twitter using #ScheduleU. Our resources will be here when you are ready.
Welcome! If you skipped over my Home and Start Here pages, I suggest you read them first.
Here's some more about Schedule U.
It's a virtual school which is part of 2Time Labs. Both are owned by Framework Consulting Inc, which is a Florida company.
I first had the idea for Schedule U in early 2015, just as I finished my second book, Perfect Time-Based Productivity. I knew that there was little or no help to people who wanted to reach higher scheduling skills. There was some information, but it was fragmented and scattered.
In the past, I had suffered from not having a guide. The manual scheduling techniques I tried worked for a while until I mysteriously saw myself failing. On the advice of a popular guru, I gave up Total Task Scheduling, thinking I had made a big mistake. Once again, I was back to the use of a To-Do List – but this only made things worse.
At that point, I struggled to figure out what I was doing wrong. Fortunately, I found others who were also looking for answers. (Some of them have written articles and books sharing their experiences and research.) The answer in my case? My skills were suitable for only a small number of tasks in the stable environment of a developed country. I discovered that I needed to become a better Total Task Scheduler, not abandon the approach entirely.
Fast forward…When I wrote Perfect Time-Based Productivity in 2014 I laid out my journey… just in time to be overtaken by a new approach altogether, only a few weeks after publication. The use of auto-schedulers has changed everything about Total Task Scheduling, far surpassing the power of digital calendars, which are really only electronic versions of appointment calendars.
It's the kind of problem we like to tackle at 2Time Labs. I'm an Industrial Engineer and Operations Researcher by training so the kind of challenges the Lab attracts tend to have a combination of human behavior and technology. The challenge of "scheduling everything" combines a fair amount of both sides of the coin.
This special report took about two years to write, requiring me to delve into fields such as psychology, philosophy, and linguistics. This paper brings them together in a single place, perhaps for the first time to answer a question in a single deep dive.
These three articles tackled the problem of three selves rolled into. The Notified Self is made up of the Interrupted Self, The Warned Self and the Informed Self. They all describe ways we use technology and information to change our daily behavior and increase our productivity. The main purpose of these articles was to empower people to manage their environment in ways which are empowering.
This article brings together two opposing and sometimes contentious points of view. Schedulers and Listers sometimes claim their approach is best and in this article I show where they both are correct, to some degree.
This second edition of my book is enhanced with the content developed here at ScheduleU on the use of auto-schedulers, and Total Task Scheduling.
Here are other general resources in which you may have an interest.
A disclaimer – I have a material interest in SkedPal.
Twitter accounts – one here and another here.
Plus ongoing discussions and Q&A's on Quora and Reddit.
Total Task Scheduling isn't the only technique we focus on at 2Time Labs, but the last couple of years have focused on particular evolution and the impact it is having on the working professional.
In addition to working with individuals, we also work with companies. Some are startups which are designing a new application. The most prominent relationship we have is with SkedPal, an auto-scheduling app that's prominently featured on this site. However, the site supports the success of any program or device in this field.
We also deliver live and online programs within companies, plus individual programs to individuals. These can be found at MyTimeDesign.com.
If you would like to contribute to the work we are engaged in here at ScheduleU, consider joining the inner circle of patrons at my Patreon page.
It's great to have you here at Schedule U and please use the contact page to ask me any questions you wish, or set up a complimentary consultation via phone or Skype.
Take my free program and discover what I have been teaching thousands of people for over a decade – the art and science of Total Task Scheduling.
Learn about manual techniques vs. auto-schedulers, the 7 core skills of Total Task Schedulers, the science behind "scheduling everything" and more.
Achieve life balance, precise daily execution, fewer errors of judgment and greater peace of mind.
You will learn new frameworks for evaluating your skills as a Total Task Scheduler. Once you have used the 6 Level Model, the ETaPS method, and the 7 Core Behaviors I will show you how to use your evaluation to craft your own plan for continuous improvement. You will master the nuances of this technique.
Each weekday you'll receive a single lesson that delves into a single aspect of Total Task Scheduling. There's at least one practical step to take at the end of each lesson, giving you a way to analyze or improve your current workflow immediately.
Meet others who are also becoming Total Task Schedulers – passionate professionals who care about their tools and the methods they use. Get help and share your experience, while learning from others who are further along on their journey towards greater capacity.
Enter your email below to begin the 12-day course. it is completely free.


My motivation to study Arabic calligraphy was solely a typographical one — in a sense a typographic exercise. I exposed myself to a foreign script, language, and reading habit to train the eye, challenge my perception and examine the outcome. I focused mostly on the essential: the practicing of Arabic scripts. I studied the historic and scholarly aspects of Khatt a little, but I learned the different writing styles and measurements of letters, and found myself quite capable of reproducing these. The experience was unique: I was able to observe consciously the type of learning process a preschool child would go through. In order to learn the handwriting I had to copy letterforms whose meanings and sounds I understood only afterwards.
My typographic exercise made me look from the Arabic calligraphic practice to the European interrelationship of calligraphy and type. The outcome has left me with an interest in other calligraphy traditions and their influences on inter-linguistic type.
KESS InHouse Robin Dickinson Life Is... Exercise Yoga Mat, Landscape Typography, 72" by 24"
Typography exercise | Flickr - Photo Sharing!
Various typographical exercises and experiments to further my working knowledge of type and type space.


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redpajama_set_name: RedPajamaStackExchange


By Wm. Stephens & Sons Ltd. Stores Ref. 22c/167 (Goggles), 22c/113 (Screen, Anti-Glare). The frame is in excellent original condition, undamaged and with virtually no paint loss whatsoever. The nosepiece leather is excellent and the chamois backing has average soiling. Unsurprisingly, the original rubber face pads have deteriorated and are hardened and a bit squashed/flattened - particularly the upper pads. Fitted with very good clear glass lenses (note that the outer right is cracked). The strap components are also very good - the springs are excellent, undamaged 'loops' and clearly marked leather section with manufacturer's details and reference numbers etc. The flipshield, or more correctly 'Screen, Anti-Glare' is fitted with the small enclosed type spring mechanism. The screen is a bit scuffed/marked but this might polish out if required. Complete with the original box of issue which although soiled is in good condition. Normally these goggles are found with the card spares box but this set has the far superior leather case. This contains spare tinted lenses (some delamination), a bakelite tube of "Everclear", frame key/spanner and a full set of helmet plates and poppers - all excellent. These could be attached to B or C-type helmets using the copper rivets also included. Finally there is the leather/chamois forehead protection strip. A very good to excellent set of goggles complete with all accessories. Stock code G20255.


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Learn Popular Formations in Soccer According to Age
There are many formations and it's probably impossible to list them all, but in this part, I will present some of the most common that have been used in soccer.
A formation describes how the players in a soccer team are positioned on the field. Different formations may be used depending on the skill of your opponents but also if your team wants to play more attacking or defensive soccer.
FORMATION 4V4: U8
For the Under 6, Under 7 and Under 8 age groups this formation works on a diamond shape which gives support in defense and attack. Play with a goalkeeper at 5v5 and without a goalkeeper at 4v4.
This formation provides balance between defense and attack, while also maintaining an outright striker and a player to stay at the back so good for all round learning to take players to the next stage.
Good support from behind for the attacker to get balls played through and balls from the wings.
MIDIFIELD
The two midfield players are expected to support both the defense and the attack, which can help the team adapt the formation to what is needed most at any moment in time.
Plays the sweeper role covering right across the back but needs support from midfield.
7v7 Formations: U9 & U10
Within the 1-2-3-1 or 1-3-2-1, players should be aware of their positional roles on attack and defense, especially in counterattacking and defending. When the team is attacking from its defensive third or building out from a goal kick or keeper distribution, players should be aware of spacing between lines.
The principle of spreading out and body position should be recognized by the players. It brings out triangles in attack.
Defensive compactness, both vertically and horizontally, as well as the value of the first defender in pressing the ball throughout the field should be of importance to this age.
FORMATION 2-3-2 Plus Keeper 8v8
Creative formation for confident teams – beware counter-attacks
Good to coach young players how to support behind and wide during the attacking phase. A good formation to give your central defenders a lesson in defending under pressure at the back with little support.
Good strong attacking roles here, the pair can cause havoc in the penalty area by playing near and far post or playing as high and low attackers.
Strongest part of the formation but must cover the defence when under attack from counter-attacks or wing play. Wide midfielders must cross into the attackers and track back to cover the wings.
Difficult with just two defenders. They must communicate and can be pulled apart by wingers who will then exploit the space. Must cover across the backline to prevent long balls into the attack.
There are no right or wrong formations. We have included some of the more common ones used around the world. Systems and formations require patience and players need time to learn their roles. Good luck!
9v9 Formations: U11 U12
The 1-3-2-3 and 1-3-3-2 organizations are playing systems that should allow players to connect through lines. Players should be aware of the roles of the individuals in two connecting lines. The players should be fluid in mobility between lines on both attack and defense and recognize those roles in transition.
In attack, emphasis should be on spreading out, triangulating between lines, creating 2v1 and 1v1 situations and penetrating between lines.
Defensively continue to emphasize compactness, outnumbering of the opponent with the ball and providing cover to the pressing defender or defenders and consistently getting numbers behind the ball.
Formation 4 3 3 U14-U16
Hard work and discipline coupled with the right personnel can make any formation a success regardless of how you choose to line up.
Each formation has its own strengths that the team must make the most of while mitigating its weaknesses through tactical awareness and a good understanding of how the opposition may attempt to exploit their game plan.
With the 4-3-3 formation, you are guaranteed an attacking outlook right from the start.
By controlling the midfield and taking advantage of the flexibility that the line up gives the team's forwards, the 4-3-3 can overwhelm, confuse, and force the opposition back towards their goal.
With the pace and movement of the attackers, the supporting fullbacks, and offensive midfielders, a flood of interchanging players can overload the opponent's defense to great effect.
This formation can be a massive success if you have the right players to play to its strengths.
Tactically flexible, the formation allows for coaches to manage the game to great effect by tweaking it to deal with a number of situations.
You can sit back in an almost 4-5-1 formation and hit the opposition on the counter-attack or push the fullbacks forward and drop the holding midfielder between the center-backs to form a 3-4-3 formation.
Everything depends on the players you have available.
Designed to be offensive, the 4-3-3 will certainly have your players threatening the opposition and creating goal scoring opportunities.
Through the high intensity and off the ball movement that the formation requires, you can force the opposition back by making the most of this aggressive line up.

redpajama_set_name: RedPajamaCommonCrawl


Deal at amk. Full set at good condition.
Rurouni Kenshin 神剑闯江湖 Collector edition Book 02-14 (13 total) Language: Chinese Publisher: 东立 $13.00 per book Or $130 for all 13. In very good conditions.
Naruto book 1 - 37 Collect at Jurong East MRT station or postal code 643988.
Super good condition with no dog ears. Comic content is in chinese characters. Total 7 episodes.
Brand new vol 14 slam dunk for sale.
Manga in Chinese! Good condition! Price and location negotiable.


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TSN and RDS extend broadcast deal with CFL
Adam Gagnon/CFL.ca
TORONTO — At the Canadian Football League's annual #InsideTheCFL event in Toronto today, Bell Media's TSN and RDS announced they have extended their long-term, successful partnership with the league through to 2021.
As part of the extension, TSN and RDS continue to hold exclusive media rights to all CFL games, including pre-season, regular season, playoffs, and the iconic celebration of Canadian sports that is the Grey Cup. In addition to broadcast and digital rights, the deal features exclusive radio rights to the Grey Cup for Bell Media's Grey Cup Radio Network.
"The CFL's partnership with TSN and RDS has been central to our growth and momentum and we look forward to working together to reach new and even bigger audiences," said Commissioner of the CFL, Jeffrey Orridge.
TSN has been broadcasting CFL games since 1986 and RDS has been a CFL broadcaster since 1989. In 2008, TSN and RDS became the exclusive broadcasters of the CFL and the Grey Cup. Since that time, the networks have established new audience records for CFL broadcasts.
"The CFL continues to rank as one of Canada's leading sports properties. With many new stadiums opening across the league and a new era beginning in Toronto, this is truly an exciting time for the CFL," said President of CTV, Sports, and Enertainment Programming, Phil King. "We are thrilled to extend our partnership and to continue to shine the spotlight on this beloved Canadian sports institution for years to come."
TSN and RDS's current agreement with the CFL was scheduled to expire at the end of the 2018 season.
The 2015 CFL regular season kicks off with the Ottawa REDBLACKS visiting the Montreal Alouettes on June 25th and culminates with the 103rd Grey Cup presented by Shaw, on Sunday, November 29th in Winnipeg.


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DNA: PART TWO OF THREE
Should your DNA be used to find criminals?
By Susan ClairmontSpectator Columnist
Thu., July 9, 2020timer13 min. read
updateArticle was updated Jul. 14, 2020
We are all crime fighters now.
Each of us has the inherent ability to convict killers and rapists. Deep in our cells lies evidence that can solve stone-cold crimes or eliminate suspects.
Our DNA is arguably the most powerful forensic investigative tool in existence and we are on the precipice of a new era in which it will be leveraged in ways that sound like science fiction. Just spit and solve.
It is an era that began in April 2018 with the arrest of Joseph DeAngelo.
The Golden State Killer's 10-year crime spree racked up 12 murders, more than 50 rapes and around 100 burglaries.
Across northern California, starting in 1976, the masked serial predator broke into suburban homes while his victims slept, often raping and killing them at gunpoint or by bludgeoning them in their own beds.
He stalked his prey and taunted and terrorized them with obscene phone calls — sometimes years after his attacks.
Police long suspected the man they were looking for was one of their own, a law enforcement officer who meticulously prepared for his crimes and knew how investigations worked.
Detectives were so sure of this theory that all male officers with the Sacramento police department who matched the Golden State Killer's description took blood tests to eliminate them as suspects through a comparison with a suspect blood sample from one of the scenes.
In 1986, the spree came to an end and the mysterious case was handed down from detective to detective as retirements happened and the investigation went nowhere.
Though he was one of the most prolific predators in American history, the public knew little about this rapist and murderer. Until a crime writer and web sleuth named Michelle McNamara began blogging about it. She is the one who gave the Golden State Killer his epithet. Eventually, her quest to identify the killer became the bestselling book "I'll Be Gone in the Dark" and now has become an HBO documentary series by the same name.
DNA and a public genealogy database cracked the unsolved case of one of the most prolific predators in American history, The Golden State Killer. In June, Joseph DeAngelo pleaded guilty to 13 counts of first-degree murder and admitted to dozens of rapes. The new investigative techniques used to catch him will change policing forever.Paul Kitagaki Jr./The Associated Press file photo
In the documentary, available on CRAVE, McNamara says: "What I love is this intersection of technology and crime solving in that people can get wheeled out of their house for something they did in 1957 because of the internet, because of DNA."
In early 2018, Paul Holes, an investigator with the Contra Costa District Attorney's office, was just months away from retirement. He had worked on catching the Golden State Killer for 24 years.
In a last-ditch effort to crack the case that dogged most of his career, he took a crime scene DNA profile from a 1980 double homicide in Ventura County and uploaded it under a fake name to GEDmatch, an American open source genealogy website used to map family trees.
It allows people to download the data of DNA profiles created by other sites such as 23andMe and Ancestry.com to make comparisons.
More than 26 million people have submitted DNA samples to public genealogy websites, according to the MIT Technology Review. Most of us have roughly 800 third cousins whose DNA could potentially be in a public database.
After four months of searching, Holes was led to distant relatives of the murder suspect. Genealogists helped hone in on the suspect himself — a disgraced police officer named Joseph DeAngelo, who was fired decades earlier for shoplifting dog repellent and a hammer.
This process of inputting crime scene DNA to a public genealogy database to find a suspect now has a name: forensic genetic genealogy.
Police surreptitiously took a tissue from DeAngelo's trash and a swab from a car door handle to compare his cast-off DNA to the crime scene sample.
It matched.
Just last month, on June 29 in Sacramento, DeAngelo, 74, pleaded guilty to 13 counts of first-degree murder. He also admitted to dozens of rapes.
His admissions are part of a plea deal that has spared him from the death penalty.
That deal means the DNA sleuthing that led to his arrest will not be tested in court. Regardless, his conviction changed criminal investigations forever.
Canadian murder mystery solved
Since DeAngelo's arrest, police in the United States have used the genetic genealogy technique at least 40 times in murder and sexual assault cases, according to the New York Times.
Tanya Van Cuylenborg and Jay Cook of British Columbia, are shown with the van they drove to the United States on a road trip that ended in their murders. It took 31 years before DNA and genetic genealogy led to the arrest and conviction of truck driver William Earl Talbott II.Snohomish County Sheriff's Office photo
One case involved the murders of a young Canadian couple in 1987.
Tanya Van Cuylenborg, 18, and her boyfriend, Jay Cook, 20, from Saanich, B.C., were supposed to be on an overnight road trip to Seattle. But they didn't return.
A week later, Tanya's body was found in a rural area north of Seattle. She was partially clothed and shot in the back of the head.
Days later, hunters found Jay's body in the woods 100 kilometres away from Tanya. He was bludgeoned with rocks and strangled with dog collars.
Their van was found in a third location in Washington.
Semen found on Tanya was used to create a suspect DNA profile, which had no matches in American criminal DNA databanks. Years later, police sent that profile to Virginia-based Parabon NanoLabs to do a genetic genealogy search. CeCe Moore, Parabon's head genealogist, known for her TV series "Finding Your Roots," used GEDmatch to find cousins of the unknown suspect. From there, she built a family tree and pointed police to the man she believed matched the suspect DNA. Investigators tailed him, seized his discarded coffee cup and matched his DNA with that at the crime scene.
William Earl Talbot II, a truck driver, was arrested in 2018 and charged with aggravated murder. He was found guilty.
Meanwhile, only once has a Canadian police service confirmed publicly that it has used genetic genealogy as an investigative tool.
The Vancouver Police Service hired Parabon to apply genetic genealogy techniques to crime scene DNA retrieved from the 2003 murder scene of Edgar Leonardo, who was killed in his apartment.
Investigators went public with their quest in May 2019. Their working theory is that Edgar, 36, brought someone home from the city's gay village late on the night of Aug. 23.
Crime scene DNA and genetic genealogy helped find William Earl Talbott II who killed a young B.C. couple, Tanya Van Cuylenborg, 18, and Jay Cook, 20, who were on a road trip to Seattle in 1987.Charles Biles/The Associated Press file photo
No arrest has been made.
Dr. Ellen Greytak, Parabon's director of bioinformatics, says creating a family tree from public records is easier in the United States than Canada.
"In Canada, there's very strict privacy laws," she says.
For the most part, Canadian law enforcement is watching its southern neighbour. And waiting.
Ontario police occasionally ask Toronto's Centre of Forensic Sciences (CFS) about genetic genealogy. The centre does not do that work, but director Anthony Tessarolo points out it doesn't take a scientist to do it. Once a DNA profile is created from a crime scene, any detective could upload it to a public genealogy databank and build a tree.
Most services are hesitant because there is no legal framework as of yet in this country to deal with all the legal issues — including privacy concerns — that will arise from such a technique. Parliament has not created any laws around this and it has not been tested in the courts.
Cutting edge science
As of yet, there is no university that offers a degree in forensic genetic genealogy.
Those working in this field are the first to do so. They are the pioneers, blending cutting edge DNA science with the time-tested skills of a genealogist who knows how to scour the internet and dig through census reports and marriage records.
Parabon is leading the way.
Parabon is not a wet lab. That means it does not actually create DNA profiles. Rather it takes the data from a profile and works with that. It has worked on cases where DNA profiles were generated from exhibits collected as far back as 50 years ago.
No Canadian company is doing the kind of forensic DNA work Parabon specializes in. It created a suite of services called the Snapshot Advanced DNA Analysis Service, which includes a number of tools, including genetic genealogy, kinship inference, mixture deconvolution and DNA phenotyping.
Phenotyping has been used in more than 30 unsolved Canadian murder cases and unidentified human remains at the request of detectives. It has not been used by Hamilton police.
Parabon's Greytak says she began with finding a way to reverse engineer found DNA into an image of what the donor might look like. Once she proved that was possible, she developed an application of that science to law enforcement in 2014.
Dr. Ellen Greytak, director of bioinformatics for Parabon NanoLabs, a cutting-edge private forensics DNA lab in Virginia.Parabon photo
This involves taking crime scene DNA believed to belong to the suspect and using it to create a mugshot of what that person may look like.
"We emphasize it's not a photograph. It's a prediction," says Greytak. "It is precise, but not exact."
Its algorithms try to determine genetic ancestry, hair, eye and skin colour, freckling and face shape.
"It can tell us the donor most likely has blue eyes. They could be green, but most certainly are not brown," she says.
Phenotyping cannot take into account age, weight, scars, tattoos, hair styles or cosmetic changes in appearance, but Greytak says if information is available about those traits, Parabon's forensic artist can take them into account.
The service takes up to six weeks and costs between $1,500 (U.S.) for basic phenotyping to more than $3,500 for advanced analysis. It results in an image touted by Parabon as more useful in ruling suspects out than pointing to a specific person.
Greytak says DNA phenotyping is particularly useful in helping police know whether a witness description of a possible suspect is supported or ruled out by crime scene DNA.
"It can confirm or overturn a previous hypothesis police had," she says. "That allows them to pivot and re-examine their case files through a new lens."
DNA phenotyping also may be used to put a face to unidentified skeletal remains. Traditional facial reconstruction can't do pigmentation details, says Greytak. Combining phenotyping with reconstruction can generate a much better description.
Parabon used crime scene DNA to create an image of a young woman believed to be the mother of a baby found dead in a Calgary dumpster on Christmas Eve 2017.Courtesy Calgary Police photo
The grim reality is sometimes human remains are found without a skull. In that case, phenotyping is the only tool available to generate a likeness.
The process is controversial because of concern it could lead police toward racial profiling. Or it could be used to falsely accuse an innocent person — or alternatively could lead investigators to overlook a suspect because they do not match the Snapshot-generated image.
DNA phenotyping hasn't had a lot of success. Few arrests have been made in cases where it was used and even then, the likeness between the Snapshot portrait and the accused is often tenuous.
Greytak says Parabon is working to further refine its capabilities. For instance, it may one day be possible to determine the approximate age of a DNA donor, to know if they have straight or curly hair and if they would likely go bald or grey at an early age.
The CFS doesn't do phenotyping, says Tessarolo. Though a couple of times each year police services ask for it.
Snapshot's phenotyping has been applied to a number of cases connected to Canada:
It was used by Florida police in 2016 to try to flush out the suspect in the unsolved murders of Toronto snowbirds.
In January 2013, Donny Pichosky, 71, and Rochelle Wise, 66, were found asphyxiated in their Hallandale Beach townhouse. Rochelle's $16,000 wedding ring was stolen.
DNA from the scene produced profiles of two unknown women, police said.
A Snapshot avatar of one woman — white, of Eastern European background, with brown or hazel eyes and dark hair — was generated.
The case remains unsolved.
In 2018, the Calgary police homicide unit used Snapshot DNA phenotyping in an effort to find the person who abandoned a newborn baby.
When a deceased baby was found in a dumpster, Calgary police had an image of a suspect created from DNA at the scene. Later, when a woman named Nina Albright was arrested, she bore an uncanny resemblance to the image created by the DNA phenotyping technology.Facebook/Calgary Police
On Christmas Eve 2017, an infant girl was found dead in a dumpster. An autopsy concluded the baby was not stillborn and had breathed on its own. It also concluded the baby was born the same day she was found dead.
Evidence at the scene, believed to relate to the mother, was used to generate a DNA profile. Parabon turned that into a composite sketch that police released publicly.
In January 2020, a 21-year-old woman named Nina Albright — who police say is the baby's mother — was charged with indignity to a dead human body and failure to provide the necessaries of life.
Police say they broke the case by reviewing hundreds of hours of CCTV images — not by using phenotyping. However, there is a remarkable likeness between the image produced by Parabon and the accused.
In 1998, Renee Sweeney, a 23-year-old Laurentian University student in Sudbury, was killed while working in an adult video store.
A man entered the store around 11 a.m. and stabbed her 30 times. He stole $200 from the cash register and fled.
Police dogs found a jacket and white cotton gloves nearby.
In 2017, the Greater Sudbury Police Service said it was working with Parabon and released a phenotype image of what the suspect may look like based on DNA from the jacket.
In December 2018, police made an arrest.
Robert Steven Wright, 39, of North Bay, is charged with second-degree murder.
In September 1988, widow Thera Dieleman was beaten and strangled in her home just east of Woodstock.
The image of a suspect in the 1988 murder of Thera Dieleman was created when the Ontario Provincial Police asked American forensic DNA lab Parabon to use crime scene DNA to create a mugshots of what he may have looked like at the time of the homicide, and now.Ontario Provincial Police photo
In August 2018, the Ontario Provincial Police released DNA-inspired images created by Parabon of what they believe the male suspect may have looked like three decades ago and what he could look like today.
No arrests have been made.
In the summer of 2018, Waterloo Regional Police released a Parabon-generated phenotype image of a suspect in sexual assaults on young girls.
On Oct. 20, 2013 a four-year-old girl was attacked inside an apartment building on Barrie Street in Waterloo. On Oct. 27, 2017, a six-year-old girl was attacked in the stairwell of an apartment building on Patricia Avenue in Kitchener.
Police believe the same man is responsible.
In July 2019, police linked another new attack on a four-year-old Kitchener girl to the same predator.
DNA: PART ONE OF THREE Analysis
Read Part One of this series — DNA: the genetic crime-solver
Four Hamilton crimes solved through the use of DNA evidence
Connections up to a fourth cousin
Parabon also has a division devoted to something called "kinship inference."
This technology was developed with funding from the U.S. Department of Defense and was intended for anti-terrorism purposes and identifying those killed in wars, according to Parabon.
Anthony Tessarolo, director of the Centre of Forensic Sciences, knows the power science has in solving criminal cases.Sarah Johnston photo
It allows scientists to tell investigators the "relatedness" of an unknown crime victim or suspect to other samples. The lab says it is able to determine the connection up to a fourth cousin.
It can be applied to volunteers who donate their DNA to police investigators to include or exclude family members as possible victims or suspects.
A person can volunteer their DNA in an attempt to find a missing loved one. Doing so could allow police services across the country to match unidentified remains with a close relative.
Or a person can donate their DNA to potentially rule a family member out or in as a suspect by comparing it to crime scene DNA.
DNA work in Canada
Back at the CFS in Toronto, the DNA Unit carefully introduces new technologies.
The CFS has long been able to do a "sex marker" test to identify gender. That can help police determine if they are looking for a male or female suspect.
What is more recent — and more controversial — is the lab's new ability to determine "biogeographic ancestry." Tessarolo describes that as "the root population … from which one is genetically descended." Root populations are associated "to particular geographic locations around the world."
In some cases — but not all — this could allow biologists to make an inference about the skin colour of a suspect or skeletal remains.
Toronto's Centre of Forensic Sciences is one of the largest forensic science headquarters in North America. It analyzes crime scene and offender DNA, as well as that associated with missing persons, for comparison with the National DNA Data Bank.John Rennison/The Hamilton Spectator file photo
Tessarolo says his scientists are "hypersensitive" that this is powerful information that could be misused for racial profiling. For that reason, the CFS has strict rules around biogeographic ancestry.
First, it will only be used in the most violent cases: sexual assaults, homicides and attempted homicides.
Second, it is only an option if all other forensic testing and police investigation have no leads and no positive "hits" have come back from the National DNA Data Bank. In other words, when there is no other way to advance the case.
Finally, the CFS requires police to meet with scientists to receive the full results of the testing and a thorough explanation of what it means.
Tessarolo of the CFS calls it "the Tassimo of DNA testing."
He is talking about $250,000 "table top technology" that can generate a rapid DNA profile in 90 minutes and takes no science background and very little training to operate.
The technology is already used in police stations in half of American states. As booking officers fingerprint and process accused people after arrest, they are also taking a DNA sample, processing it and running it through their local DNA databank for hits against other unsolved crimes.
In Canada, there are no local DNA databanks and the table top technology isn't used by police. But Tessarolo sees ways the equipment could potentially be useful here.
A phenotype image created by Parabon used DNA from crime scenes in Waterloo and Kitchener to reverse-engineer the mug shot of a suspect in the sexual assaults of little girls. The cases remain unsolved.Waterloo Regional Police photo
"The results are good and they're fast," says Tessarolo, who purchased the technology for the CFS with high hopes.
The centre wanted to explore the possibility of taking the device straight to major crime scenes for on-the-spot testing to potentially give detectives critical information and move their case forward as quickly as possible.
On-site testing could eliminate cumbersome and potentially flawed chain-of-custody protocols to ensure evidence is moved properly without being contaminated or tampered with.
However, the technology is still in its infancy and the reliability of its results is unproven — which is not yet a high enough standard for criminal cases.
"We must be confident about the fundamental science," says Tessarolo.
The technology can still be useful in humanitarian efforts where the threshold for accuracy need not be as high as for a criminal case, he says.
If there was a major disaster with mass casualties, the rapid DNA equipment could help identify the dead quickly at the scene.
Susan Clairmont is a Hamilton-based crime, court and social justice columnist at The Spectator. Reach her via email: sclairmont@thespec.com


This article provides a snapshot of laws in countries outside the U.S. specifically designed to encourage broad-based employee ownership. It does not discuss stock options, restricted stock, stock appreciation rights, or phantom stock as these plans are rarely used outside the U.S. for broad-based employee ownership and no country has laws that specifically encourage their use for these purposes. A good resource for the laws on this subject can be found on the Web site of the international law firm of Baker & McKenzie, which publishes an updated 40-country matrix on the topic. There is one exception to this rule, namely in Ireland which has an approved share option plan for broad-based participation.
Also not included are the employee ownership privatization programs that were very common in the former Soviet-bloc countries during the 1980s and 1990s. Those programs are largely complete and few of the employee owned companies that resulted remain employee owned. China has also used employee ownership extensively for this purpose at the provincial level but, unfortunately, there are no recent or reliable sources describing the extent of these programs or their rules.
The information gathered here comes from the PEPPER IV Report, a private academic 2009 on employee ownership in Europe, country employee ownership associations in the U.K. and Australia, government sources in South Africa, and the Web. We have made every effort to find the most recent information and to update the PEPPER IV Report where needed. However, we urge caution on information on plans in Continental Europe other than Germany, Austria, Spain, and France, where we were able to find more current updates. Laws in other countries may have changed, and some observers have said there are inaccuracies in the report.
It might seem like a fairly straightforward task to find laws and data on this subject. For Europe, Australia, and the UK, it is, even though the data focus mostly on public companies (this is less of an issue than it would be in the U.S. because almost all employee ownership is on these companies there). Outside of these countries, however, it is very difficult. Only a handful of countries have anything like the NCEO, most notably the European Federation of Employee Shareholders, based in Brussels; the Employee Ownership Association in the UK; and the Australian Ownership Association. Academic research on the topic is scant except in the UK. The lack of strong data, of course, reflects the fact that employee ownership has simply not gained the traction in other countries it has here, albeit there is growing interest, especially in Europe, China, and Southern Africa.
Outside of privatization plans, employee ownership legislation focuses on two approaches: employee stock purchase plans and free share plans. Generally, companies can deduct the costs of contributions or discounts on stock and employees can at least defer, and sometimes avoid, taxation. The most notable contrast to the U.S. is the absence of ESOP-type arrangements aimed at the long-term holding of shares and incentives to owners of closely held companies to sell a substantial or complete stake to the trust. As a result, majority employee owned companies outside the U.S. are relatively rare and employee ownership is generally found almost entirely in listed companies with employees owning a small percentage of shares.
A majority of eligible employees will usually not participate. Studies consistently show that people tend to overvalue current income versus future rewards, and often live "paycheck to paycheck," making participation in a share purchase plan challenging.
Among those who do participate, the amounts set aside will be skewed towards those higher paid employees with more disposable income.
Participants will usually sell their shares when they can. While they may also buy new shares, their holdings will not aggregate over time, as they do in a trust where the shares are usually accumulated until departure. This approach gives people a much larger stake as owners.
Employees, as a group, will always be minority owners, usually 10% or less. That creates far fewer incentives for managers to set up extensive employee ownership culture models, as would be the case where employee ownership is long-term and substantial. Yet we know that employee ownership only produces substantial performance improvements when combined with cultures that stress employee involvement in day-to-day work decisions.
Because of all this, we believe that countries that want sustained, substantial, and broad employee ownership in companies need to provide ways that the ownership is not based on employees making decisions to use current income to buy shares, but rather on company contributions with tax benefits for the companies and/or sellers to employee ownership plans doing this. The ownership plan also needs to pool ownership and allocate shares to individual employees during their tenure with the firm.
One intriguing variation on stock purchase plans used by some companies in Europe (mostly France) allows employees to buy shares with a company-backed bank loan and repay the loan in a fixed number of shares. Discounts on the purchases are often offered. Lenders may hedge the loan by buying put and call options on the shares and/or the company may provide some base guarantee. The plans offer the opportunity for gains at no risk and have been very popular with employees. Although not a creature of any specific law, the model is one that countries looking to set up rules might consider encouraging.
In the next sections, we summarize the approaches of major groupings of countries. That is followed by a country-by-country matrix describing the plans and their rules.
Ireland, The UK, Australia, New Zealand all have multiple laws to encourage widespread employee ownership, but Canada does not. In the UK, since 2011, leaders of all three political parties have made creating a "John Lewis" economy a major political focus, one that has received substantial press attention. John Lewis is an iconic UK retailer with about 70,000 employees that is entirely owned through a trust set up to hold shares permanently in the name of employees. The employees never actually get the shares, but do get payments of earnings from them. The company has been a stellar performer and its customer service legendary. There already are programs to encourage broad employee ownership in the UK, most notably the Save as You Earn program, a stock purchase plan that provides employees with tax savings on shares they can buy at a discount provided certain rules are met, and a Share Incentive Plan, which provides employers and employees with tax incentives for corporate donations of shares or, more commonly, share matches to employee deferrals. Ireland has very similar programs but also has a plan for broad-based stock options that offers some tax benefits to employees and a plan modeled generally after the U.S. ESOP. Australia's plans focus on tax incentives for share contributions and discounts for employees purchases.
In the UK, the Cameron government has made a major push for "mutualisation," the spin-off of government services to employee, community, or jointly owned companies. Employees have the right to offer to bid for these services and may be given preferential treatment. A few such transactions have taken place since 2011.
Employee ownership is common in all these countries. In the UK and Ireland, most of the large listed companies offer some kind of broad share plan, as well as many smaller companies. The plans are only used by a small percentage of companies in Australia and an even smaller one in New Zealand, however. Overall, in the UK about one million employees are in broad-based plans. We could not find recent data on Ireland, but the percentage is likely smaller.
There are a number of majority employee owned companies, including some major ones, such as John Lewis, Arup (a multinational engineering company), and Tullis Russell (a large paper manufacturer). These companies each have their own idiosyncratic plan structures and ere created largely for philosophical reasons. There are also a number of smaller worker cooperatives in the UK, Ireland, Canada, and Australia.
The most authoritative and comprehensive source of information about the forms and extent of employee ownership in the Pepper Report, a publication of the European Economic Commission. The most recent report, the fourth edition, was published in 2010. In what follows, we use that report as a guide to the programs on the continent that specifically were meant to encourage employee ownership, updating them as needed based on more recent information.
In general, continental European countries do not have the kinds of incentives for employee ownership that can be found in the other countries reported on here. There is fairly widespread employee ownership in these countries, primarily (and sometimes almost exclusively) in public companies. Based on data gathered primarily from companies over 200 employees (and with a bias towards traded firms, although not all respondents were traded), by the late 2000's, about 5% to 15% of companies in most European countries offered some kind of employee ownership plan, with Poland, France, Denmark, Belgium, and Croatia all at the 20% or higher level (Croation employee ownership is almost entirely a function of privatization).
The large majority of plans are share purchase plans, often with some kind of discount or tax incentive. Some countries, most notably France, have profit sharing plans (mandatory in France for firms over a certain size) that can be invested in company stock and that also offer some tax incentives for employers and employees. Overall, employee holdings in these plans averages about 3% to 5% of total equity. The Hollande government announced n 2012 that it would propose major new incentives for broad employee ownership.
While the number of plans is large, the percentage of employees either offered the plans or, if offered choose to participate, is relatively small. In France and Croatia, over 50% are covered, but most countries are in the 10% to 20% range. Overall, about 1% to 3% of all private sector employees are in some kind of plan, with higher numbers in France. Even in the subsample of the largest firms offering broad plans, only about 15% to 35% typically participate, somewhat worse than U.S. numbers for employee stock purchase plans.
In Eastern Europe, most former non-market states used broad employee ownership extensively as part of the privatization process. However, it was rare for the governments or the companies to view employee ownership as anything more than a transitional vehicle (this was also true in the former Soviet Union, where widespread employee ownership was the most common vehicle for privatization but almost never lasted beyond several years). The process almost always involved employees buying shares very cheaply and then being able to sell them some time later. Often, the goal of governments was explicitly to use employee ownership simply as a way to move assets over time into more concentrated capital ownership hands and out of the hands of state apparatchiki. The post-privatization period was economically difficult for these countries, and few of the employee ownership companies had access to adequate capital to deal with economic challenges. The privatization process highlights how unstable a form individual shareholdings is unless there are ongoing incentives for new employees to buy shares.
There are no reliable data on how many companies are majority owned by a broad group of employees, but there is no reason to think the number is more than several hundred non-worker cooperative firms. There are tens of thousands of worker cooperatives, however, mostly in Spain and Italy. Spain has specific laws to encourage worker cooperatives.
other EU Member States share ownership schemes based on the ESOP (Employee Stock Ownership Plan)."
project for the setting up in 2013 of a Center for Employee ownership in each Member State of the EU, to function in many ways as the NCEO does in the U.S.
In 2012, there were almost 3,000 employee ownership plans in Korean covering 1.2 million workers. The plans are in both public and private companies. While the laws encouraging employee ownership are significant, the plans typically only own about 1.5% of the shares.
South Africa has a program to give companies preference for sharing ownership with employees South Africa traditionally defined as black (a term that includes most non-whites of any origin), but now described as "previously disadvantaged people/populations." These can be employees or non-employees. Recent changes in the law have given companies more credit for having broad-based plans and perhaps a few dozen large companies, especially in mining, have set up these plans. They are typically employer trusts funded by the company that hold about 5% of the shares. Some companies also get financing from the government's economic development agency that is contingent on an employee ownership plan, often a leveraged trust that repays the loan from dividends (this can be problematic when they are inadequate). As of 2012, South Africa is in the early stages of considering ways to provide much more substantial encouragement to employee ownership.
Kenya and Zimbabwe both have programs to encourage or, in Zimbabwe's case, require foreign companies to set up substantial employee ownership programs or face nationalization. The plans typically operate through employer funded trusts.
China has used employee ownership extensively in its move towards a market economy. Many provincial government have provided preference for employee ownership, although the central government has not (even tough Deng Xiaoping once called the idea "socialism with Chinese characteristics"). As best we can tell, these plans are typically trusts funded largely by employee purchases of shares, often at a discount, but there are no reliable sources on how this is being done or how often it is used.
Recently, China has proposed to allow employees to buy shares through an employee association. There would be no tax advantages to doing this, and they would have to be held for three years, so it is unclear what benefit this provides. As this was being written, the proposal was being reconsidered.
Australia $1,000 share grants No tax on grant to employee.
No capital gains tax on sale.
Deductible to employer. Applies only to employees with an Adjusted Taxable Income of less than $180,000 (Australian) per annum. Maximum award $1,000 worth of shares, rights or options.
Free or matching shares Salary sacrifice shares are not taxable until those shares become unrestricted, typically three years after the shares are purchased.
Any free or matching shares must be subject to forfeiture (vesting), often 2 years. These shares are taxed when the vesting condition is met (provided there is no further restriction on sale); if there is a further restriction on sale then the shares are taxable when that restriction is first lifted. If an employee leaves before these events then tax is on cessation of employment.
Taxation event triggers ordinary income tax treatment.
Companies can provide free or matching shares to employees up to $5,000 per year.
The most common approach is that employees put aside some salary to buy shares and receive one matching share. The total cannot exceed $5,000 per year. The sacrifice shares are not taxable until those shares become unrestricted (can be sold) and this is typically three years after the shares are purchased. Any free or matching shares must be subject to forfeiture (vesting); commonly an employee loses the shares if they leave the company before e.g. two years. These shares are taxed when the vesting condition is met (provided there is no further restriction on sale); if there is a further restriction on sale then the shares are taxable when that restriction is first lifted. If an employee leaves before these events then tax is on cessation of employment.
Can be offered to a limited group of employees but most often offered broadly.
Austria Share purchase plans No employee income or social insurance tax on any discount offered up to €1,460 (as of 2010) in purchased shares.
Employer exempt from social insurance tax on discount value.
On sale, employee can pay either capital gains taxes of one half of the normal personal income tax. If the company can buy back the shares at its discretion, full income and social insurance taxes are due. Shareholders must approve issuance of shares.
Must be open to all current and retired employees.
Shares can be offered at a discount.
Share grants €1,000 exemption on the issuance of an award or a tax deferral on any discount for up to 10 years. Plan must be open to at least 75% of full-time employees with three years or more of service be capped at 5% of total shares. There is a €1,000 exemption on the issuance of an award or a tax deferral on any discount for up to 10 years.
Share purchase plans Shares held for over two years qualify for a special 15 tax rate on the gain at sale Companies can arrange loans to finance purchases.
Canada British Columbia, Saskatchewan, Manitoba, Quebec, and New Brunswick tax credit program In B.C., the most active program, employees eligible for a 20% tax credit used to buy employer shares. Other provinces have less generous plans. Only available to BC companies where 25% or more of their wages are in the province and that have $500 million or less in assets.
Share offer must be made to all employees equally or based on length of service.
Other provinces have similar rules but plans are less commonly used.
China Share purchase plans No tax incentives Employees of publicly traded companies can use a portion of their compensation to purchase shares in their companies. The shares would be held in a trust and could be sold after 36 months.
The new rules were proposed in 2012. As this went to press, changes to the rules were being contemplated, particularly as to whether there should be some advantage to employees buying shares this way rather than on the market.
Canada British Columbia tax credit program Employees eligible for a 20% tax credit used to buy employer shares. Only available to BC companies where 25% or more of their wages are in the province and that have $500 million or less in assets.
Czech Republic Share purchase plans None Companies can offer a 5% discount and can help finance share purchases.
Price for shares must be paid in full at exercise.
Shares must be held in trust for five years of more from the time of grant.
Plan must be broad-based and exclude management.
purchase plans Discounts offered on stock of 10% or less are not taxable.
30% of dividends paid to employees in public companies are not taxed and the remainder is taxed as a capital gain.
Dividends up to 9% of profit paid to employees in private companies are not taxable.
Stock can be issued to employees at a discount.
Personnel funds Fund does not pay tax on earnings.
20% of distributions to employees are not taxable.
Company contributions are tax deductible. Personnel funds are profit sharing trusts that can be established by a 2/3rds vote of employees in companies of 30 or more employees.
Company profits can be contributed to the fund, where they are allocated based on relative compensation or a more level formula.
Account balances can be invested in company stock or other investments at the discretion of each employee.
Accounts are held in trust until termination, when the employee can choose to have them distributed in a lump-sum or over four years.
Employees vest in plan over up to five years.
France Share grants No income tax on grant; social insurance taxes paid based on 30% of grant value. There is no tax on vesting.
On sale, the employees pay tax at the employee's election at a rate of either 30% of the value of award at vesting plus 15.5% for social taxes, or the employees marginal rate for the vested value plus 15.5% for social insurance. (The rate is 10% for grants made after 2007).
Capital gains taxes are due at sale on the increase in value from the vesting value.
Employer can deduct grants as compensation. Listed and non-listed companies can transfer free shares to employees. Shares must vest over two years or more and must be held for two years after vesting. Total shares cannot exceed 10% of total capital.
Plans must not be discriminatory in their benefits, but are not required to be issued to most or all employees (but normally are).
Profit sharing plans Plans are compulsory for firms over 50 employees and voluntary for smaller firms. Contributions are deductible to the employer and non-taxable to employer, but reduced social insurance taxes must be paid. Assets must be held for five years. While not used directly for share ownership plans, funds from these plans can be transferred into share purchase programs of company savings programs where the employee uses assets to buy shares.
Stock purchase plans The employee is taxed on any spread on shares purchased when the right to buy the shares is exercised. Both income and social insurance taxes apply.
May be offered to all or selected employees at discounts selected by employer.
Employees can use funds from profit sharing plans to buy stock.
Company savings programs No income tax to employee on deferred income, but 20% social insurance tax due based on value of deferral.
No income tax to employee on company contributions to the plan at grant. Companies can deduct the value of the award from their tax obligations, but a 20% social insurance tax due based on value of deferral. Can be used to invest in multiple investments, sometimes including company shares.
Plans must be available to all employees after three months service. Where there is employee representation, plans must be negotiated.
Employees can use up to 25% of their compensation annually for the plans. Funds from a profit sharing plan can be used to participate in the share purchase plan.
Companies can make up to an 8% of the French social security cap, up to three times the employee contribution. In addition, companies can make contributions of up to 80% of the cost of buying shares for additional purchases, also capped at 8% of the social security cap.
Fonds Commune du Placement Enterprise (employee buyout funds) Employees pay no taxes on shares held for at least five years, subject to certain exceptions, such as termination. Companies can get tax deductions for contributions to the plan.
Plans are a private company only variant of profit sharing plans.
A trust fund can be set up to buy out a company funded by employee contributions, dividends, and/or employee purchases. At least 15 employees must participate (or one-0third of employees if there are under 50 employees.).
While this structure has been available since 2006, it has not yet been used.
Germany Share grants German employees can receive an annual tax credit of €360 on the discount they receive on the purchase of shares in their company. Companies can set discounts, but generally set discounts at 20%.
Plans are only in public companies. German law makes broad employee ownership in closely held companies difficult.
Greece Stock grants Employees are not taxed at grant and company can take a tax deduction. On sale, employees are taxed at lower gift tax rates rather than personal income tax rates. Available only for listed companies and limited to 10% of shares or 20% of a new issue of shares.
Hungary Privatization ESOPs No specific tax incentives. Modeled loosely on U.S. ESOPs, the law allows employees to set up an ESOP trust to acquire state owned companies. The trusts can buy the shares at a reduced price, with a loan, or in installment payments. Discounted shares can be offered at up to 50% of the price for up to 15% of the company's value.
The ESOP dissolves when the assets are fully acquired and shares are distributed, then taxed when sold. Few privatization efforts have resulted in ESOPs persisting after the acquisition.
All employees must be able to participate.
Many companies used this approach in the privatization process, but very few of the ESOPs were retained and the law is largely irrelevant. If still theoretically available.
ESOPs outside privatization Companies can deduct up to 20% of the cost of funding a plan.
Shares provided to employees are tax free at the time they are put into the plan but are at capital gains rates on any increases in value when shares are sold. At least 40% of the employees must agree to participate in the plan.
Plans can be funded by the company, by employee purchases, and/or by a loan to the plan, or both.
Full-time employees must be eligible to be in the plan, but company by-laws can require up to five years of service first.
The ESOP dissolves when all the shares are acquired.
Share purchase programs Employee taxed on spread between purchase price at sale price.
The first shares for up to 500,000 Florins are not taxed at exercise or vesting, but are for amounts over that.
No corporate tax incentives for the discount. Companies can offer shares at full or discounted price up to 90%.
At least 10% of employees must participate in the plan. Management cannot constitute more than 25% of the participants in the plan nor hold more than 50% of the shares.
Shares must vest over three years or more and be held for two years after acquisition to qualify for tax benefits.
Ireland Save as You Earn Plan No tax at grant.
Social insurance taxes apply to exercise of the SAYE options but not income tax.
Capital gains taxes paid on sale.
Employer can get a tax deduction for the cost of setting up the plan. Applies only to listed companies and their subsidiaries.
Must be open to all employees on similar terms.
Funded by employee deferrals of salary into a bank trust that holds the fund for three to five years.
Maximum deferral €500 per month.
Maximum discount is 25% of share value at the time the employee begins participation.
Employee can choose not to exercise right to buy shares.
Early exercise available at retirement.
Approved share options plans No tax at grant.
Employer can get a tax deduction for the cost of setting up the plan. Requirements mirror the SAYE plan, but also require that at least 70% of the shares are transferred to non-managerial employees.
Relinquished salary plans No social insurance tax on relinquished amount.
Capital gains taxes on sale.
Employer can get a tax deduction for the cost of setting up the plan. Employee can use up to 7.5% of pre-tax salary to buy shares under a profit sharing plan trust.
Rules are the same as for approved share plans.
Buy one, get one free plans No social insurance tax on relinquished amount.
Employee pays capital gains taxes on sale, including full value of contributed shares.
Employer can get a tax deduction for the cost of setting up the plan and the cost of contributing the shares. Rules are the same as for approved share plans, but the employee uses after-tax dollars to buy the stock.
Stock is held in a profit sharing trust.
Employee stock ownership trusts When used in conjunction with an approved profit sharing scheme (APSS), company can receive tax deductions for contributions to the plan and employees are not taxed until distribution and then on a preferential basis (a portion of the distribution is not taxable). Employees pay capital gains taxes on the increase in the value of the shares from the time they were allocated. Social insurance taxes apply at distribution.
Company can deduct contributions to the plan and the costs of setting it up.
Trust must pay tax on any income it receives Similar to U.S. ESOPs. Stock held in trust and allocated on a nondiscriminatory basis to employees who receive the shares after termination.
Almost exclusively used in conjunction with a privatization of state owned enterprises, with employees acquiring up to 15% of the stock.
A majority of trustees are typically elected by the employees.
Plans usually done in conjunction with approved profit sharing scheme (APSS).
Plans are funded by the company and can borrow money to buy shares.
When used in conjunction with APSS, company can receive tax deductions for contributions to the plan and employees are not taxed until distribution and then on a preferential basis (a portion of the distribution is not taxable). Employees pay capital gains taxes on the increase in the value of the shares from the time they were allocated.
All employees with three years or more of service must be participants. Unlike U.S. ESOPs, however, only employees who were employed at the time the plan was set up or approved can be participants.
Kenya Share purchase plans Employee pays income tax on the discount, if any, at the purchase of a share at grant, but pays no further tax when the shares are exercised. Plans must be approved by the government, but we were unable to find documentation on rules or guidelines.
Korea Share purchase plans Employees can exclude up to 4 million won per year from taxable income for amounts used to buy shares.
Withdrawals made after the shares are deposited for an additional two years after the mandatory deposit period set by the ESOA expires; income tax is due on 50% of the tax deductible amount not paid when the shares were acquired. If not held for two years, full tax applies on the withdrawal of the shares.
Low or zero-interest loans are not taxable to employees.
Dividends are not taxable if the shares are held for one year. Plan operates through an Employee Stock Ownership Association governed by a steering committee made up equally of company and employee representatives.
All employees must be eligible to join the ESOA, but senior managers are excluded.
Shares can be purchases with loans from the company at zero or below market rates.
Share contribution plans No tax on grant of shares. Tax is levied at the value of the shares when they are withdrawn.
Dividends are not taxable if the shares are held for one year.
Contributions, interest rate reductions, and plan operating costs are deductible to the company.
Shareholders can deduct 30% of the value of contributed shares.
New Zealand Share purchase plans Share discount is not taxable at purchase; employee pays taxes only on sale on any gains made. Shares can be offered at any discount the employer chooses.
Shares must be held in trust for at least three years.
Employees can buy no more than NZ$1,240 per year.
Participation must be offered to all full-time employees.
When stock is sold, employers must buy the shares back at the lower of the price at the beginning or start of the holding period. That means some employees may end losing money on the purchase. Companies can "top off" the difference.
Poland Purchases of bankrupt firms None Employees can get pre-emptive rights to bid on buying bankrupt firms if at least half the employees participate in the share purchase and a liquidation auction has failed in the first round.
Slovakia Stock purchase plans No special tax incentives are available. Companies can allow employees to buy stock issued as part of a capital increase provided shareholders approve. Discounts of up to 70% on the share price may be provided the employees buy 30% out of their own funds. Employers can make or arrange loans for employee purchases.
Slovenia Stock contribution plans Distributed shares held for one year are eligible for a 70% tax exclusion and shares held for three years are not taxed, both up to a maximum of €5,000 annually.
No social insurance taxes are imposed on distributed shares.
The company can take a tax deduction for contributions to the ownership plan up to 20% of annual profit and 10% of total gross salary. Companies (public and private) can buy up to 10% of their shares to distribute to employees annually.
Shareholders can approve part of the profit of the company being used to distribute shares to employees up to 20% of annual profit and 10% of total gross salary.
Share purchase plans Distributed shares held for one year are eligible for a 70% tax exclusion and shares held for three years are not taxed, both up to a maximum of €5,000 annually.
Employees can purchase shares with their own funds, with loans form the company, or with loans from outside lenders secured by the company.
South Africa Black Economic Empowerment Act Contributions up to 3,000 Rand per year per worker are non-taxable to employee and deductible to employer.
Shares held for five years by employees after contribution to the plan are taxed as capital gains not ordinary income. Companies can gain points in qualifying for Black Economic Empowerment Act government contracting incentives (important to most larger companies) by providing ownership broadly through an employee stock ownership plan. The presence of the plan is one of many ways companies can earn points. They are given credit only if they cover black employees (others may be covered, but the company does not earn credit for that).
Shares must be offered to at least 90% of all full-time employees.
Shares must be offered at no cost to employees. Companies can (and often do) use dividends to purchase the shares in a leveraged plan. Shares are held in a trust subject to vesting rules.
Spain Worker cooperatives (also called workers companies) Companies are excused from most taxes on the formation of a plan (there are a number of such taxes in Spain), but pay taxes as other companies after that.
The majority of shares must be held by the employees. Companies must retain at least 20% of profits to cover potential losses. Workers receiving unemployment benefits can choose to receive them in a lump sum to buy an ownership share.
United Kingdom Save as You Earn Plan No tax at grant.
Employer can get a tax deduction for the cost of setting up the plan. Must be open to all employees on similar terms.
Maximum deferral €250 per month.
Maximum discount is 20% of share value at the time the employee begins participation.
Share Incentive Plan Companies can deduct cost of setting up the plan.
Free or matching shares contributed to employees are tax-deductible to employer.
Employee purchases of shares can be done in pre-tax dollars.
If shares held for five years, no income or social insurance (NIC) tax due. If shares are withdrawn after less than 3 years, tax and social insurance taxes (NIC) charged on the market value of the shares at the time employee leaves the plan. If held between 3 and 5 years, both taxes are due based on the lesser of the value at grant or withdrawal.
Withdrawals due to rendundancy not taxable.
Retained or paid dividends not taxable to employee.
Gains to employee trust on shares not taxable if held for two years in tradable companies and five years in non-tradable companies. Can take the form of free shares provided by the employee, matching shares for employee purchases, or simply employee purchase plans.
For all plans, plans must be available to all eligible employees (typically minimum service requirements) on the same terms. Plans must not have the effect of favoring more highly compensated employees.
Shares are held in trust and must not be subject to restrictions other than, most importantly, vesting period and voting rights.
For free shares, shares can be awarded by any formula open to all employees, including performance criteria. The company must require a holding period of between three and five years. No more than £3,000 year per employee may be contributed.
For matching shares, match cannot exceed two-one. Must be awarded to all employees on the same basis.
For share purchases, maximum deduction £1,500 per year or (if less) 10% of salary.
Employment rights exchange Employee can exclude capital gains taxes on up to £2,000 to £50,000 of shares grants (total). Employee must agree to give up basic employment rights, including redundancy and certain rights to sue.
Zimbabwe Indigenization Program Foreign companies must agree to provide a significant portion of their shares to an employee ownership trust and a community ownership trust. Specific amounts and terms are negotiated with the government.


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Interview: David Margolin, Kramer on 'boundless AV'
Ahead of InfoComm 2018, Paul Milligan spoke to David Margolin from Kramer on all things AV over IP and streaming resolutions of 4K, 8K and beyond.
Kramer is one of the stalwarts of the AV world, every integrator on the planet has used a Kramer product. But rather than settling into an easy life as an elder statesman of the proAV sector Kramer is adapting to the future, specifically how streaming will change the world we work in.
Kramer has been in the AV over IP business for the last couple of years and at ISE in February it joined the SDVoE (Software Defined Video Over Internet) Alliance as a contributing member. It is a consortium of technology providers committed to standardising the adoption of AV over IP systems. So why did Kramer decide to align itself with the SDVoE? "We really want to find a broad technology consensus, with lots of people around one standard," says David Margolin, VP marketing, Kramer.
One thing Kramer is wary of being drawn into, via its membership of the SDVoE, is a 'bandwidth war' on the merits of 1Gig versus 10Gig infrastructure. It's keen to support both says Margolin. "If we could get higher quality over smaller bandwidth then that would be amazing, but that would only last for a limited time because everyone is looking for 8K."
Kramer is too and revealed to InAVate it will be showing "something related to 8K" at InfoComm 2018. "We are pointing ourselves towards 8K. When you talk about 4K you want to be practical and have a product that is in a reasonable price range without long latency, so 1Gig is fine. But if you are looking into the future 8K over 1Gig is not practical for specific applications."
Again Margolin is keen to stress this does not mean Kramer is abandoning 1Gig, "We want to have the option that whoever spec's the AV can find whatever they need in Kramer, with AV over IP it's no different. With SDVoE people will say we have chosen a side (10Gig). In reality we are investing in products that support 10Gig, but we also understand the need to support 1Gig. If customers don't want high latency they can use 1Gig Kramer streaming. Everyone wants the maximum quality 4K60 4:4:4: and is using every type of compression to do it. We are using H.264 and also have the ability to do H.265. Currently 10Gig technology will fit better solutions that require zero latency and no compression. We also offer 1Gig technology in the maximum quality, but there are compromises – more compression power and more latency."
At the moment the market is split between manufacturers providing both 10Gig and 1Gig products, and those specialising in one. "Some have chosen to support 1Gig because the infrastructure is not in place yet (for 10Gig), but I think it's an excuse. 10Gig is the way the industry is going, in the long term 10Gig is going to be everywhere, and I'm sure those companies concentrating on 1Gig are already developing their own 10Gig solutions."
If Kramer is preparing itself for a streaming future, in what market sectors does it see streaming proving popular? "The key applications are everywhere," says Margolin. "If you want to take AV outside of your environment it's a great thing. AV over IP is not just about extension technology, it's much broader than that. You can see it in digital signage, when you need to push video across large distances in big deployments with a lot of outputs and a lot of sources. You can see it being used in education for distance learning. You can also see it in high quality, no compromise, applications like healthcare, when you need the highest quality with zero latency. It can also be used in mission critical applications, like control and command centres and the military, the applications are endless. We see it coming from everywhere."
Kramer is fully committed to an AV-over-IP future, despite its long history in analogue. In order to do this it acknowledges it has to work with integrators to get 4K/8K systems adopted much more widely than they are now. It's strategy to do this is based on three tenets says Margolin. "The first is technology, the second is education, the third is work methodologies. Firstly, how do we get traditional AV people to cross to the other side, to cross the IP bridge? Some of it is very challenging as it includes some skills not included in traditional AV. We have the Kramer Academy training programmes, and we have an extensive certification programme, which is happening globally right now. Training is a key enabler, without it we can't push our technology as much as we like but we wouldn't be able in reality to generate sales because the market wouldn't be ready."
It is all part of reacting to a changing world says Margolin, one in which IT has become the central technological pillar. "The new owners in the proAV marketplace are IT people, it could be in a hospital or a corporate or a university, but IT people own AV technology in those organisations. IT people expect that AV technology is handled, managed, and supported in the same way it is with IT deployments. This is not as simple as it may sound, because AV tends to be something that is considered to be local. If you have something that is not working in a meeting room (a PC for example), the IT team will connect remotely and fix the problem, with AV it becomes more challenging because if those installations are not enabled for remote support it becomes a problem.
"We need to create tools that are catered for the IT professional and are completely aligned with the work methodologies that a standard IT person would expect to support like network PCs, telephony etc. We are helping the integrator to cross that IP bridge, and we want to create a safe path to IT."
As an umbrella term for this seismic shift in the AV industry Kramer has coined the term 'boundless AV', and Margolin explains its meaning: "It's taking the AV experience beyond the physical limitations of the space and the distance. It's breaking the barriers, creating a boundless environment, and pushing AV to any distance."
AV-over-IP
EMI harnessed to add touch and gesture control to any screen
Absen expands LED solutions
Smart hospital market value to reach $59bn globally by 2026
Extron online certification now free of charge


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