Moving jobs is a big decision and should be addressed as such. One needs to carefully consider the reasons for moving, making sure that they are compelling enough to consider the change.
If you have not got solid experience in a certain line or field of expertise, you need to do whatever you can to gain that experience in order to set yourself up with relevance and industry exposure for the next move. Changing jobs just for the money at the expense of moving out of your area of focus could be a serious long term mistake. If you have a passion in a certain field, try not to compromise on this direction as you may regret it in future. It may be tough now, but your persistence will eventually pay off.
In order to be highly marketable long-term, it is advisable not to job hop too often. You will be seen as a potential employment risk when having one go through your CV. Why is this candidate so flighty and has so many jobs in the last few years? I negative question raised that now needs to be answered, and should you reasons and motives not be plausible enough (unless having been on contract), this could jeopardise one's consideration of you.
Make sure that you have served your time with the company long enough to have truly added value, being an asset and bringing change where you could, or simply being one who was stable and diligent. Work through your issues, be honourable to your employment contract. If you are someone who has been a burden, always late, bending the rules and making life difficult for your employer, maybe it is time you changed your attitude, and sort out relationships before you move. A good reference could me getting your next job or not. It is that simple. Do not burn bridges, and even if you do have differences of opinion and personality clashes, decide to rise above your circumstances and be the better person. Even though it is hard, it can seriously set you up for your future, positively.
Are you genuinely bored or stifled or abused at your current job? Is your salary too low for your experience or have difficult working circumstances, travelling to far, or too much away from the family? If you have reached a ceiling and are no longer experiencing career satisfaction and really feel stuck, one can certainly consider these motives to move as they should not seem unreasonable. If you are however just 'testing the market' or curiously 'seeing what's out there', pot luck, 'maybe I can get a better paying job?' this is not a wise motive for moving. Job hopping for no real reason except to test the market when you are reasonably happy in your job, growing and developing and being challenged, is a potential mistake in the making. You may move jobs for slightly higher pay and swap the convenience you currently consider for better pay, but further travelling distances, difficult colleagues, a position paying more but not necessarily more challenging. What do you do then? You can't move in quick succession again. Firstly it will be challenging in consideration from a company, and secondly if considered, it may affect your marketability long term.
Make sure that you do your research properly on the company you have applied for a position at. Some people move only to realise the company is under financial strain, or that the position is not what it has been presented as…. As the right questions, study the company website, google for news and information on it. Lastly, get advice from people close to you before jumping for something you later regret owing to an impulsive and uninformed decision.


Inspire the next generation of scientists, engineers, and technicians by introducing your students to robotics.
For students K-3rd grade, we have an Ozobot Robotics Program.
For students 4th grade and up, we have an EV3 Robotics Program.


text:
Edward Cornplanter or So-son-do-wa (1856–1918) was a chief of the Seneca people of the Iroquois Nation (Haudenosaunee) and a leading exponent of the Code of Handsome Lake (Gai'wiio, also known as the Longhouse Religion).

Cornplanter, the son of Moses and Sarah (Phillips) Cornplanter, was born in November 1856 on the Seneca Cattaraugus Reservation.  He was the great-great-grandson of Chief Cornplanter, who led the tribe during the American Revolutionary War. His Seneca name So-son-do-wa means "Deep Night."

In 1882, he married Nancy Jack. They had nine children, only three of whom would survive to adulthood: Jesse Cornplanter (1889–1957), who became renowned as an artist and author; Carrie Cornplanter (1887–1918), whose childhood artwork would also find exposure; and Anna Cornplanter (1895–1960), about whom very little is known. Edward experienced infirmity beginning in 1915; he was initially expected to recover (which led to Jesse being free to enlist and fight World War I) but never did, dying while Jesse was overseas in 1918. Shortly thereafter, the Spanish flu pandemic decimated the family, killing Nancy, Carrie and all but Anna, Jesse, and two of Carrie's young children.

Cornplanter was one of six Iroquois authorized as "holders of the Gai'wiio"; he regularly traveled among the Iroquois reservations to pass on the teachings. In 1903 he became concerned that oral transmission of the Gai'wiio` would not keep it from being lost. He wrote it down from memory and gave the material to the archives of New York State for preservation. His son Jesse Cornplanter illustrated this manuscript.

In addition to transcribing The Code of Handsome Lake, Cornplanter assisted the New York State Museum in compiling materials about Native American life in the state. He provided information as to the Iroquois cultivation and use of "maize and other plant foods and many ... myths and tales."

Cornplanter died on June 10, 1918, at the Cattaraugus Reservation.

References

1856 births
1918 deaths
Seneca people
Schuyler family
American people of Dutch descent
Native American people from New York (state)

redpajama_set_name: RedPajamaWikipedia


text:
Home Accolades 2016 CAS Awards Special Recognition
2016 Special Recognition for Research
Santosh Kumar, Computer Science; NIH Center of Excellence
Duane McKenna, Biological Sciences; Cover Story, Science Magazine
Xuan Zhao, Chemistry; NSF CAREER Award
Santosh Kumar, Ph.D., is the Lillian and Morrie Moss Chair of Excellence Professor in Computer Science at the University of Memphis. He received his Ph.D. in Computer Science and Engineering from the Ohio State University in 2006, where his dissertation was awarded SBC Presidential fellowship.
Some of his accomplishments at the University of Memphis include:
2008 - Early Career Research award from the College of Arts and Sciences.
2010 - Popular Science named him one of the America's ten most brilliant scientists under the age of 38 for leading the AutoWitness GPS-less burglar tracking project and AutoSense wearable sensor project for mobile measurement of stress and addictive behaviors.
2011 - Faudree Professorship.
2012 - Distinguished Research award by the College of Arts and Sciences.
2013 - Distinguished Research Award by the Alumni Association.
2015 - Lillian & Morrie Moss chair of excellence in Computer Science.
Since joining University of Memphis as a faculty in 2006, Dr. Kumar has been the Principal Investigator of 15 federal grants worth $18 million. Most recently, he was awarded one of the 11 national big data centers of excellence by the National Institutes of Health. This Center of Excellence in Mobile Sensor Data-to-Knowledge (https://md2k.org) is headquartered in Memphis and involves 20+ investigators in computing, engineering, behavioral science, and medicine from Cornell, Georgia Tech, Michigan, Memphis, Northwestern, Ohio State, Rice, UMass, UCLA, UCSD, UCSF and West Virginia University. The MD2K Center of Excellence is the first $10+ million federal center grant awarded to University of Memphis.
Dr. Kumar's personal website: http://www.cs.memphis.edu/~santosh/
Duane McKenna is currently an Assistant Professor in the Department of Biological Sciences, a faculty Associate of the Program in Bioinformatics and the Feinstone Center for Genomics, and a Research Associate in Entomology at the Harvard University Museum of Comparative Zoology. He came to the University of Memphis in 2010 from a Ph.D. and Postdoc at Harvard University. He has a M.S. degree in Entomology from the University of Illinois at Urbana-Champaign and an undergraduate degree (B.S.) in Biology and Chemistry from Western Michigan University. He is a member of the University of Memphis IT Research Advisory Committee, the Standing Committee on Biological Safety, the Department of Biological Sciences Strategic Planning Committee, and is the founding and current faculty advisor for the Department of Biological Sciences Graduate Student Association. He is an associate editor for the European Journal of Entomology, a subject editor for the journal Zookeys, a collaborator on the Insect 5,000 Genomes Project, the 1KITE (1,000 Insect Transcriptome Evolution) Project, and the principal investigator on current grants from the U.S. National Science Foundation and the U.S. Department of Agriculture. He teaches courses in entomology and evolution to biological sciences undergraduate and graduate students, and in addition to two graduate students and two postdocs, his laboratory consistently hosts several undergraduate student researchers (currently 5). His principal research interests include insect (especially beetle) ecology and evolution, genomics, biodiversity, and conservation. His research employs phylogenetic methods, large-scale molecular data sets (genes, genomes and transcriptomes), and information from museum specimens and field studies.
For more information on Dr. McKenna's work, visit his website at: https://www.memphis.edu/biology/people/faculty/duane-mckenna.php
Dr. Zhao's research involves areas of inorganic, organometallic, bioinorganic chemistry and chemical biology, with particular interest in the design and engineering of models for the oxygen-evolving center in photosystem II, through either synthetic methods using organic ligands or biosynthetic approach using small, stable and well-characterized proteins.
He received a B.S. Chemistry in 1993 from Nankai University; his M.S. Chemistry in 1996 from Peking University, and his Ph.D. Inorganic in 2002 from Texas A&M University. He came to the University of Memphis in Fall 2008 as an Assistant Professor in the Department of Chemistry. In Fall 2014, he became Associate Professor.
Recent publications include Lewandowska-Andralojc, A.; Baine, T.; Zhao, X.; Muckerman, J. T.; Fujita, E.; Polyanskya, D. E. Mechanistic studies of hydrogen evolution in aqueous solution catalyzed by a tertpyridineamine cobalt complex. Inorg. Chem. 2015, submitted.
Vennampalli, M.; Liang, G.; Katta, L.; Webster, C. E.; Zhao, X. Electronic Effects on Mononuclear Cobalt Complex with Pentadentate Ligand for Catalytic H2 Evolution, Inorg. Chem. 2014, 53, 10094-10100.
Vennampalli, M.; Liang, G.; Webster, C. E.; Zhao, X. Water Oxidation by Mononuclear Rhthenium Complex with a Pentadentate Isoquinoline-Bipyridyl Ligand. Eur. J. Inorg. Chem., 2014, 715-721.
For more information on Dr. Zhao's work, visit his website at: https://www.memphis.edu/chem/faculty-zhao/index.php

redpajama_set_name: RedPajamaCommonCrawl


text:
Q: Cisco ASA Routing, Hairpin? Cisco ASA 5505, 8.4.3

*

*LAN: 10.0.15.0, Security Level 100

*WIRELESS: 10.0.17.0, Security Level 75

*WAN: Security Level 0

From the WIRELESS interface I need to access servers on the LAN. The problem is WIRELESS traffic heads out on WAN1 and does not make it back in to LAN. To solve this problem on the LAN I simply created DNS entries for the servers to point to LAN IPs. This is not possible on the WIRELESS interface because it uses external DNS servers. I'd like for the WIRELESS interface to use external IPs then pass back through the firewall.
What additional information must I post to help find a solution to this problem?

A: Not to be pedantic but going from WIRELESS to LAN is not a hairpin as the traffic travels from one interface to another.  A hairpin would be from WIRELESS to WIRELESS or from LAN to LAN -- an altogether more challenging problem than what you have requested.
However, to pass traffic from WIRELESS to LAN:

*

*Since WIRELESS has security-level 75 to LAN's security-level 100 ensure that you have an ACL permitting traffic from the real source IP's on WIRELESS to the real IP's on LAN.  Regardless of NAT, real IP's are used in ASA 8.3+.

*If you want to use the public IP's of services hosted on LAN from WIRELESS the easiest way is to use the any keyword for the mapped interface the Object NAT of the server (behind the LAN interface) itself.

Example:
! Define object for LAN network and Object NAT dynamic PAT
object network net-10.0.15.0-24
 description LAN Network
 subnet 10.0.15.0 255.255.255.0
 nat (LAN,WAN) dynamic interface

! Define object for WIRELESS and Object NAT dynamic PAT
object network net-10.0.17.0-24
 description WIRELESS Network
 subnet 10.0.17.0 255.255.255.0
 nat (WIRELESS,WAN) dynamic interface

! Define object for a server hosted in LAN, note the *any* in the Object NAT
object network hst-10.0.15.100
 description Server on LAN
 host 10.0.15.100
 nat (LAN,any) static 1.2.3.4

! Tweak as needed -- permits WIRELESS to LAN due to security-level difference.
access-list WIRELESS_access_in extended permit ip object net-10.0.17.0-24 object net-10.0.15.0-24
! Beware of implicit deny at end, make sure to configure this ACL properly.
! May have to finish with a permit any any.  Included below for reference.
access-list WIRELESS_access_in extended permit ip any any

! Apply the ACL to the interface
access-group WIRELESS_access_in in interface WIRELESS

Be very careful using the any keyword in Object NAT.  Especially with dynamic PAT and dynamic NAT.  Read the ASA 8.4 Configuration Guide NAT Section

redpajama_set_name: RedPajamaStackExchange


text:
Is it infection..??
Thread starter louisesarah
louisesarah
I am just looking for some advice. My mum had been in and out of hospital for at least 10 years with stomach pain before being told she has Crohn's. For a full 3 weeks now she has been in alot of pain, constantly in and out of the toilet and probably had about 5 meals in total. Being sick everyday and some days can't even keep water down. She went into hospital and was told she has an infection but was kept in for 1 day. Doctor's are just telling her to take cocodamol (even though another doctor said she can't take them with Crohn's) and they won't give her appointments so the 2 times she has been seen lately is because she has went in and insisted on being seen as she can't deal with the pain. When she was last in the doctor's, she was told it could be ibs as well as Crohn's so was given buscopan, but since she took it 3 days ago, she has been doubled over in pain and just always cold and falling asleep. She doesn't want to go to hospital as the last time, they basically made her feel like she was wasting their time as they told her, next time, go to your doctor. Really worried that it is still an infection..?? She keeps coming out in rlumpy rash on her arms that only stay for 10 minutes. She also has copd. What do people do for the pain..?? Any other advice on what she should be doing..?? Would really appreciate it, she really can't deal with it much longer.
She has really been in constant pain (apart from a few days in total) for a few months, went from a size 14 to 10 as she basically never eats. The pain is not under control. Doctor's usually just try and give her cocodomal but another time she was told never to take that with Crohn's but then another doctor told her to take that for the pain.She has just recently been given prednisolone then tramadol. That's all she has been given. No she hasn't tried going anywhere else, will say to her about that.
She has been told Crohn's. Has been having problems for about 15 years probably and had all the tests so many times in that time but just told she had Crohn's about a year ago. She is taking the but not feeling any better.
Trysha
Has a gastroenterologist been involved in her care...if not then a referral to a good GI is the order of the day,
.diagnosis of abdominal pain can sometimes be very challeging especially where it could be more than one condition.
I have crohns but also IbS......so it can be and elusive diagnosis where abdominal pain is concerned.
Other problems are reactions to well known drugs so indesperation i tried acupuncture
and found it works so well in more than one condition.....i get gout due to the rx drug to reduce cholesterol, i arrive with a red swollen foot,lots of pain.
The acupuncture needles are placed in appropriate position...quite painless and the within thirty minutes the swelling is down and the redness greatly reduced...no more pain.
Migraines...same effect from acupuncture.
Bowel problems...pain frequency fluid stools....i had suffered for over a month ...no help from any MDs....acupuncture on the first attempt arrested all the symptoms.
which returned four daysi later...so more acupuncture...same results.
The relief is marked and has helped while waiting for colonoscopy and endoscopy next week.
Acupuncture has worked for me but i know like some drugs ...nothing works for everyone.
Im glad to have tried it and been successful with results.


text:
Zach Smith
#27 Defenseman - UT-San Antonio
Hometown: Camden, DE
High School: Caesar Rodney
2012 UT-San Antonio 27 17 0 0 0 0 0 - 0
2010 UT-San Antonio 27 6 0 0 0 0 0 - 0
01/28/2012 @ Rice L 7-10 0 0 0 0 0
02/04/2012 @ Centenary (La.) W 12-5 3 0 0 0 0
02/05/2012 @ Stephen F. Austin W 10-9 0 0 0 0 0
02/11/2012 Louisiana W 9-4 5 0 0 0 0
02/12/2012 @ St. Edward's L 7-8 2 0 0 0 0
04/01/2012 @ Sam Houston State L 2-17 5 0 0 0 0
04/21/2012 University of Mary Hardin-Baylor W 16-6 0 0 0 0 0
02/26/2011 @ Trinity L 5-8 5 0 0 0 0
03/12/2011 @ Louisiana W 12-7 9 0 0 0 0
03/13/2011 @ LSU L 5-23 8 0 0 0 0
03/14/2011 @ Tulane L 11-13 9 0 0 0 0
03/26/2011 St. Edward's L 10-11 5 0 0 0 0
04/09/2011 Stephen F. Austin W 20-10 7 0 0 0 0
04/10/2011 Austin College W 17-10 0 0 0 0 0
02/07/2010 Centenary (La.) L 6-13 0 0 0 0 0
02/21/2010 LSU L 9-24 3 0 0 0 0
03/06/2010 @ Stephen F. Austin L 7-19 0 0 0 0 0
03/07/2010 Kennesaw State L 4-21 0 0 0 0 0
04/03/2010 @ Austin College W 14-6 3 0 0 0 0


I think trying to do the Cambridge diet again would be too extreme seeing as I don't want to lose a lot plus I'm on my feet 12hrs most days and need food.
Not sure where to go from here or what diet plan would be good.
As you say you don't have a lot to lose . Would a few weeks of intensive exercise lose, you say you are on your feet all day so are active anyway. Or would replacing one meal a day do it.
Will done in your previous losses...a great achievement.
I agree with Tippy's comments Bw.. 7lbs isn't enough to make you have to go on dieting but a few well targetted exercises should do the trick I would think.
Greetings from NE of England.


Aurangabad-headquartered auto component maker Varroc Engineering Ltd is set to open on its IPO (initial public offering) on Tuesday, 26 June 2018. With a target to raise Rs 1,955.44 crore on the upper price band, it is the biggest IPO in the financial year 2018-19 so far.
Varroc Engineering is Tier-1 automotive company, which means it directly supplies auto parts to Original Equipment Manufacturers (OEMs). It designs, manufactures and supplies exterior lighting systems, plastic and polymer components, electrical-electronics components and precision metallic components for passenger cars, commercial vehicles, two-wheelers, three-wheelers and off-highway vehicles of OEMs worldwide. It has 36 manufacturing facilities spread across seven countries.
As per CRISIL Research, Varroc is the second-largest auto component supplier (from FY 2017 consolidated revenue) and a leading tier-1 manufacturer and supplier for OEMs of Indian two-wheeler and three-wheelers. Its two-wheeler customers in India include Bajaj Auto, Honda, Royal Enfield, India Yamaha Motor, Suzuki Motorcycle India and Hero MotoCorp. It also exports to international brands namely KTM and Volvo from its Indian units.
As per market researcher Yole, the company was sixth-largest global exterior automotive lighting manufacturer (Varroc Lighting Systems (VLS)) and one of the top three independent exterior lighting players (by market share in 2016).
Issue managers: Kotak Mahindra Capital Company, Citigroup Global Markets India, Credit Suisse Securities (India) and IIFL Holdings.
The promoters along with existing investors will be placing 2.02 crore equity shares on offer through offer-for-sale (OFS). Out of this, 0.5 percent that is 1 lakh shares will be reserved for employees and offered to them for a discount of Rs 48 per share. The total sale will fetch between Rs 1,951 to 1,955 crore.
Selling shareholders include promoter Tarang Jain (17.52 lakh equity shares), Omega TC Holdings Pte Ltd (153.73 lakh equity shares) and Tata Capital Financial Services Ltd (14.1 lakh equity shares). Post issue, promoter share will stand at 85 percent from 86.3 percent.
Angel Broking has given a 'neutral' rating to the issue as it feels that the valuation is higher compared to peers like Motherson Sumi. "In terms of valuations, the pre-issue price-to-earnings ratio works out to 28.9X FY2018 earnings (at the upper end of the price band), which is high compared to its peers like Motherson Sumi, which is trading at 26.4X. Further, Varroc Engineering has lower RoE at 16% versus Motherson Sumi at 25% (FY18). Considering the above factors and two-year low profitability growth, we recommend neutral rating on the issue," it said in its IPO note.
Centrum Broking, on the other hand, observed that at a higher end of the price band, the issue was 43 times the P/E ratio post-dilution on FY17 and 29 times on FY18, which is discounted compared to its peer group average of 45.5 times in FY17 and 41.8 in FY18.
"Varroc Engineering has a strong clientele; the current strategy of diversifying its product base, upgradation of technology along with any M&A opportunity could further enhance its position," it said in its IPO note.
It further said, "Given this along with decent balance sheet position (debt to equity 0.3X and RoE of nearly 18% as of March 18) and comfortable valuations, we suggest that investors can subscribe to the issue."


I had briefly mentioned me being in New York and this is why. On 06/16/2016, I attended a showcase for Jibri, which debuted her newest adventure: Bridal! We all know how much I adore Jasmine and her designs, so I should not have been surprised by her take on bridal. Pictures/videos do not do this collection justice. It was absolute perfection and so far from the typical plus size bridal wear box. These dresses are for the adventurous bride who loves fashion and enjoys taking a risk or two. I loved attending a real fashion showcase; no gimmicks, no extras…just pure fashion and innovation. The price point is equally amazing; dresses range from $500-$2500.
*All images are property of Jibri; opinions are my own.
Contact Jibri for information on how to order one of these designs.
Do we love it? I would love to hear your thoughts, so let me know!
These are amazing! When do they come out?
The team at this place obviously loves what they do, as they were beaming the whole time, danced with us till the end of the party, and briefly joined the after party after dropping off our belongings at the hotel! We had a blast at Malibu wedding venues and all our guests did as well.


text:
Men with erectile dysfunction may face a higher risk of early death, study says
By Kristen Rogers, CNN
Published 9:44 AM EDT, Tue March 31, 2020
The science of sexuality
Erectile dysfunction isn't just an issue in the bedroom. It could also be an indication of a man's risk for heart disease and early death.
And this holds true, a new study says, regardless of a man's testosterone levels.
Erectile dysfunction is defined as the inability to get or maintain an erection long enough to have sex, and it's a common condition affecting nearly 30 million American men, according to Harvard Medical School.
It occurs more often in older men, and is often attributed to low levels of testosterone – the primary sex hormone that's key in the development of male reproductive tissues and for growing muscles, bone mass and body hair.
Low testosterone levels have previously been linked to a risk of early death for older men compared to those with normal levels of the hormone, but results from previous research has been inconsistent, said Dr. Leen Antonio of KU Leuven-University Hospitals in Belgium, the lead researcher on the new study examining the relationship between hormone levels and sexual function in men.
Joyce Tseng/CNN
What you can do right now to evade America's No. 1 killer
What Antonio's team discovered indicates that a man's testosterone levels may not be as big of a warning sign as having erectile dysfunction, period.
"As both vascular disease and low testosterone levels can influence erectile function, sexual symptoms can be an early sign for increased cardiovascular risk and mortality," Antonio said. Her team's research published Tuesday in the Journal of the Endocrine Society.
Hormone levels and impotence
The researchers examined data from nearly 2,000 men ages 40 to 79 who participated in the European Male Ageing Study, a large study that investigated age-related hormonal changes and health outcomes in older men between 2003 and 2005.
The participants' sexual symptoms, including erectile dysfunction, morning erections and libido, were measured via questionnaire, and their sex hormones were measured using mass spectrometry, which tells a researcher the presence and concentration level of a hormone.
During a follow-up period of 12 years, about 25% of the men died. Antonio's research team found that of the men who died, the participants with normal testosterone levels and erectile dysfunction had a 51% higher risk of death than those without those symptoms.
Photo Illustration/Thinkstock
Deaths from heart disease and these other conditions are on the rise, research suggests
What's more, the men with low total testosterone and sexual symptoms had a greater risk of early death than those with normal testosterone levels and no sexual symptoms.
The results indicated that overall, those with sexual symptoms – including erectile dysfunction and poor morning erections – had a higher risk of early death. Low libido was not associated with a higher risk of early death.
Preventing and managing erectile dysfunction
In addition to low testosterone levels, there are several potential causes of erectile dysfunction, chiefly by clogged arteries, or cardiovascular disease, which can impede the blood flow necessary to create an erection.
Mixing less than 6 hours of sleep with chronic disease is deadly combo
That's why erectile dysfunction, regardless of testosterone levels, can flag a risk for heart disease and early death – the blood vessels that provide blood for an erection are smaller than the coronary arteries, Antonio said.
"This means that in men with atherosclerosis [build-up of plaque in the arteries causing obstruction of blood flow], the blood flow in the penile vessels is compromised earlier than in the coronary arteries," she added.
Other possible causes of erectile dysfunction include certain medications; stress and anxiety; sleep disorders; smoking; alcohol consumption; nerve problems from prostate surgery; illnesses; and accidents. Psychological factors such as stress, relationship problems and depression may also contribute.
Erectile dysfunction can be both prevented and treated by practicing a healthy lifestyle and, if necessary, treating heart disease risk factors such as smoking, high blood pressure, high cholesterol and obesity, Antonio said.
"These things are also beneficial to improve general health and reduce mortality risk in men suffering from sexual dysfunction," Antonio said. "Men dealing with sexual symptoms should keep in mind that sexual symptoms could be an early warning sign of poor or worsening health status as well as an increased risk for cardiovascular disease and mortality.
"It is important to discuss sexual symptoms with your doctors, as to identify and treat other cardiovascular risk factors or apparent cardiovascular disease," he added.


You searched for: Start Over Creator Gillray, James, 1756-1815, printmaker. Remove constraint Creator: Gillray, James, 1756-1815, printmaker. Language French Remove constraint Language: French Topic Domestic life. Remove constraint Topic: Domestic life.


text:
Details: C2015C00088
Workplace Gender Equality Act 2012
- C2015C00088
Act No. 91 of 1986 as amended, taking into account amendments up to Statute Law Revision Act (No. 1) 2015
An Act to require certain employers to promote gender equality in the workplace, to establish the Workplace Gender Equality Agency and the office of the Director of Workplace Gender Equality, and for related purposes
Administered by: Employment
Statute Law Revision Act (No. 1) 2015 - C2015A00005
sch 1 (items 43, 44)
Start Date 25 Mar 2015
End Date 04 Mar 2016
C2015C00088
Part I—Preliminary
1 Short title
2A Objects of Act
2B Simplified outline
4 Extension to Norfolk Island
5 Application of Act
5A Application of Criminal Code
Part III—Workplace Gender Equality Agency
Part IV—Reports by relevant employers
Part IVA—Reviewing compliance with this Act and consequences of non-compliance
Part V—Director of Workplace Gender Equality
Part VI—Miscellaneous
No. 91, 1986
Compilation No. 18
Compilation date: 25 March 2015
Includes amendments up to: Act No. 5, 2015
Registered: 25 March 2015
This compilation
This is a compilation of the Workplace Gender Equality Act 2012 that shows the text of the law as amended and in force on 25 March 2015 (the compilation date).
This compilation was prepared on 25 March 2015.
The notes at the end of this compilation (the endnotes) include information about amending laws and the amendment history of provisions of the compiled law.
Uncommenced amendments
The effect of uncommenced amendments is not shown in the text of the compiled law. Any uncommenced amendments affecting the law are accessible on ComLaw (www.comlaw.gov.au). The details of amendments made up to, but not commenced at, the compilation date are underlined in the endnotes. For more information on any uncommenced amendments, see the series page on ComLaw for the compiled law.
Application, saving and transitional provisions for provisions and amendments
If the operation of a provision or amendment of the compiled law is affected by an application, saving or transitional provision that is not included in this compilation, details are included in the endnotes.
If the compiled law is modified by another law, the compiled law operates as modified but the modification does not amend the text of the law. Accordingly, this compilation does not show the text of the compiled law as modified. For more information on any modifications, see the series page on ComLaw for the compiled law.
Self-repealing provisions
If a provision of the compiled law has been repealed in accordance with a provision of the law, details are included in the endnotes.
Part I—Preliminary 1
1............ Short title............................................................................................. 1
2............ Commencement................................................................................... 1
2A......... Objects of Act..................................................................................... 1
2B......... Simplified outline................................................................................ 2
3............ Interpretation....................................................................................... 2
4............ Extension to Norfolk Island................................................................ 2
5............ Application of Act............................................................................... 2
5A......... Application of Criminal Code............................................................. 2
Part III—Workplace Gender Equality Agency 2
8A......... Workplace Gender Equality Agency................................................... 2
9............ Director............................................................................................... 2
10.......... Functions and powers of Agency....................................................... 2
11.......... Directions by Minister........................................................................ 2
12.......... Agency to submit reports to Minister.................................................. 2
Part IV—Reports by relevant employers 2
13.......... Relevant employers to prepare reports relating to gender equality indicators 2
13A....... Reporting periods for reports.............................................................. 2
13B....... When public reports are due................................................................ 2
13C....... Personal information........................................................................... 2
14.......... Information relating to remuneration................................................... 2
14A....... Information of a kind specified by the Minister.................................. 2
15.......... Agency's use of public report............................................................. 2
16.......... Relevant employer to make public reports accessible to employees and shareholders etc. 2
16A....... Relevant employer to inform employee organisations of lodgement of public report 2
16B....... Relevant employer to inform employees and employee organisations of the opportunity to comment 2
17.......... Agency may grant extensions............................................................. 2
Part IVA—Reviewing compliance with this Act and consequences of non‑compliance 2
18.......... Simplified outline................................................................................ 2
19.......... Minister will set minimum standards in relation to gender equality indicators 2
19A....... Agency may review compliance with Act........................................... 2
19B....... Relevant employer fails to comply with Act if employer gives false or misleading information 2
19C....... Relevant employer fails to comply with Act if employer fails to improve against minimum standard 2
19D....... Consequences of non‑compliance with Act........................................ 2
19E........ Agency to offer relevant employers advice and assistance if employers fail to meet minimum standards 2
Part V—Director of Workplace Gender Equality 2
20.......... Appointment of Director..................................................................... 2
21.......... Tenure of Director............................................................................... 2
22.......... Remuneration and allowances............................................................. 2
23.......... Leave of absence................................................................................. 2
24.......... Outside employment........................................................................... 2
25.......... Resignation......................................................................................... 2
26.......... Termination of appointment................................................................ 2
27.......... Disclosure of interest.......................................................................... 2
28.......... Acting appointment............................................................................. 2
Part VI—Miscellaneous 2
29.......... Staff.................................................................................................... 2
30.......... Consultants......................................................................................... 2
31.......... Advisory committees.......................................................................... 2
32.......... Non‑disclosure of confidential information......................................... 2
33.......... Delegation........................................................................................... 2
33A....... Minister to consult before making legislative instruments................... 2
34.......... Regulations......................................................................................... 2
Endnotes 2
Endnote 1—About the endnotes 2
Endnote 2—Abbreviation key 2
Endnote 3—Legislation history 2
Endnote 4—Amendment history 2
This Act may be cited as the Workplace Gender Equality Act 2012.
This Act shall come into operation on a day to be fixed by Proclamation.
The principal objects of this Act are:
(a) to promote and improve gender equality (including equal remuneration between women and men) in employment and in the workplace; and
(b) to support employers to remove barriers to the full and equal participation of women in the workforce, in recognition of the disadvantaged position of women in relation to employment matters; and
(c) to promote, amongst employers, the elimination of discrimination on the basis of gender in relation to employment matters (including in relation to family and caring responsibilities); and
(d) to foster workplace consultation between employers and employees on issues concerning gender equality in employment and in the workplace; and
(e) to improve the productivity and competitiveness of Australian business through the advancement of gender equality in employment and in the workplace.
The following is a simplified outline of this Act:
• This Act requires various employers (relevant employers) to lodge reports each year containing information relating to various gender equality indicators (for example, equal remuneration between women and men).
• Those reports are available to the public, subject to some exceptions for information that is personal information, information relating to remuneration and information of a kind specified by the Minister.
• There is a Workplace Gender Equality Agency. Its functions include advising and assisting employers in promoting and improving gender equality in the workplace and undertaking research and programs for the purpose of promoting and improving gender equality in the workplace.
• There is a Director of Workplace Gender Equality, who manages the Agency.
• The Agency may review a relevant employer's compliance with this Act by seeking further information from the employer.
• If a relevant employer fails to comply with this Act, the Agency may name the employer in a report given to the Minister or by electronic or other means (for example, on the Agency's website or in a newspaper).
(1) In this Act, unless the contrary intention appears:
Agency means the Workplace Gender Equality Agency.
appoint includes re‑appoint.
authority means:
(a) a body (whether incorporated or not) established for a public purpose by or under a law of the Commonwealth or of a State or Territory, other than a registered higher education provider;
(b) the holder of an office established for a public purpose by or under a law of the Commonwealth or of a State or Territory; and
(c) an incorporated company over which the Commonwealth, a State, a Territory or a body referred to in paragraph (a) is in a position to exercise control.
Director means the Director of Workplace Gender Equality.
discrimination means discrimination as defined in section 5, 6, 7, 7AA or 7A of the Sex Discrimination Act 1984.
employee organisation has the same meaning as in the Fair Work Act 2009.
employer means an individual, or a body or association (whether incorporated or not), that employs an individual:
(a) under a contract of service, whether on a full‑time, part‑time, casual or temporary basis; or
(b) under a contract for services; or
(c) as described in subsection (5) or (6).
employment matters includes the following:
(a) the recruitment procedure, and selection criteria, for appointment or engagement of persons as employees;
(b) the promotion, transfer and termination of employment of employees;
(c) training and development for employees;
(d) work organisation, including flexible working arrangements;
(e) conditions of service of employees, including equal remuneration between women and men;
(f) arrangements for dealing with sex‑based harassment of employees in the workplace;
(g) arrangements for dealing with pregnant, or potentially pregnant employees and employees who are breastfeeding their children;
(h) arrangements relating to employees with family or caring responsibilities.
gender equality indicators means the following:
(a) gender composition of the workforce;
(b) gender composition of governing bodies of relevant employers;
(c) equal remuneration between women and men;
(d) availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities;
(e) consultation with employees on issues concerning gender equality in the workplace;
(f) any other matters specified in an instrument under subsection (1A).
governing body of a relevant employer means the board of directors, trustees, committee of management, council or other governing authority of the employer.
man means a member of the male sex irrespective of age.
minimum standard means a standard set by an instrument in force under section 19.
personal information has the same meaning as in the Privacy Act 1988.
potentially pregnant has the meaning given by section 4B of the Sex Discrimination Act 1984.
public report means a public report referred to in section 13.
registered higher education provider means a person or body that is a registered higher education provider for the purposes of the Tertiary Education Quality and Standards Agency Act 2011.
Note: This definition includes bodies taken to be registered higher education providers for the purposes of that Act by Schedule 3 to the Tertiary Education Quality and Standards Agency (Consequential Amendments and Transitional Provisions) Act 2011.
relevant employer means:
(a) a registered higher education provider that is an employer; or
(b) a natural person, or a body or association (whether incorporated or not), being the employer of 100 or more employees in Australia;
but does not include the Commonwealth, a State, a Territory or an authority.
Note: See also subsection (2A).
reporting period means a period referred to in subsection 13A(2).
woman means a member of the female sex irrespective of age.
(1A) The Minister may, by legislative instrument, specify matters for the purposes of paragraph (f) of the definition of gender equality indicators in subsection (1).
Note: See also section 33A.
(1B) The matters specified in an instrument under subsection (1A) may relate to employment matters.
(1C) Subsection (1B) does not limit subsection (1A).
(1D) An instrument under subsection (1A) has no effect in relation to a reporting period unless it is made before the first day of that period.
(2) For the purpose of paragraph (b) of the definition of relevant employer in subsection (1):
(a) a corporation employs a person where the person is employed by another corporation which is a subsidiary of the first‑mentioned corporation; and
(b) the question whether a corporation is a subsidiary of another corporation shall be determined as it would be determined for the purposes of the Corporations Act 2001.
(2A) If, at any time, an employer ceases to be a relevant employer because the number of employees of the employer falls below 100, this Act continues to apply to the employer as if the employer were a relevant employer unless and until the number of employees falls below 80.
(3) Where, in accordance with section 4, this Act extends to Norfolk Island, a reference in this Act to Australia includes a reference to Norfolk Island.
(4) Nothing in this Act shall be taken to require a relevant employer to take any action incompatible with the principle that employment matters should be dealt with on the basis of merit.
(5) For the purposes of this Act, an elected employee organisation official is taken to be employed by the employee organisation, and not by any other employer, and this subsection has effect even if the rules of the employee organisation have an effect contrary to this subsection, or do not deal with the question at all.
(6) For the purposes of this Act, during any time when a Group Training Scheme:
(a) is receiving funding support from the Commonwealth Government; and
(b) has placed a trainee in employment with a host employer; and
(c) pays the trainee, and receives payments from the host employer, for the services rendered by the trainee to the host employer;
the trainee is taken to be employed by the Scheme and not by the host employer.
If, and so long as, the regulations so prescribe, this Act extends to Norfolk Island.
(1) Without prejudice to its effect apart from this section, this Act also has effect as provided by this section.
(2) By virtue of this subsection, this Act has the effect it would have if each reference in this Act to employment were, by express provision, confined to employment in connection with trade and commerce:
(a) between Australia and a place outside Australia;
(b) between the States; or
(c) within a Territory, between a State and a Territory, or between two Territories.
(3) By virtue of this subsection, this Act has the effect it would have if each reference in this Act to employment were, by express provision, confined to employment in connection with the provision of a broadcasting service specified in section 11 of the Broadcasting Services Act 1992.
(4) By virtue of this subsection, this Act has the effect it would have to the extent that this Act relates to the collection of statistics.
(5) By virtue of this subsection, this Act has the effect it would have if each reference in this Act to employment were, by express provision, confined to employment in connection with the business of banking, other than State banking that does not extend beyond the limits of the State concerned.
(6) By virtue of this subsection, this Act has the effect it would have if each reference in this Act to employment were, by express provision, confined to employment in connection with the business of insurance, other than State insurance that does not extend beyond the limits of the State concerned.
(7) By virtue of this subsection, this Act has the effect it would have if each reference in this Act to a relevant employer were, by express provision, confined to a relevant employer that is a foreign corporation, or a trading or financial corporation formed within the limits of the Commonwealth.
(8) By virtue of this subsection, this Act has the effect it would have if each reference in this Act to employment by a relevant employer were, by express provision, confined to employment by a trading or financial corporation formed within the limits of the Commonwealth, being employment in connection with the trading or financial activities, as the case may be, of that corporation.
(9) By virtue of this subsection, this Act has the effect it would have to the extent that this Act is appropriate to give effect to, or carry out the purposes of:
(a) the Convention on the Elimination of all Forms of Discrimination Against Women, done at New York on 18 December 1979 ([1983] ATS 9); or
(b) the ILO Convention (No. 100) concerning Equal Remuneration for Men and Women Workers for Work of Equal Value, done at Geneva on 29 June 1951 ([1975] ATS 45); or
(c) the ILO Convention (No. 111) concerning Discrimination in respect of Employment and Occupation, done at Geneva on 25 June 1958 ([1974] ATS 12); or
(d) the ILO Convention (No. 156) concerning Equal Opportunities and Equal Treatment for Men and Women Workers: Workers with Family Responsibilities, done at Geneva on 23 June 1981 ([1991] ATS 7); or
(e) the International Covenant on Economic, Social and Cultural Rights, done at New York on 16 December 1966 ([1976] ATS 5); or
(f) the Convention on the Rights of the Child, done at New York on 20 November 1989 ([1991] ATS 4).
Note 1: In 2012, the text of an international agreement in the Australian Treaty Series was accessible through the Australian Treaties Library on the AustLII website (www.austlii.edu.au).
Note 2: For paragraphs (b), (c) and (d): ILO refers to the International Labour Organization.
(10) By virtue of this subsection, this Act has the effect it would have if each reference in this Act to employment were, by express provision, confined to employment in a Territory.
(11) By virtue of this subsection, this Act has the effect it would have if each reference in this Act to a relevant employer were, by express provision, confined to a relevant employer that is a corporation incorporated in a Territory.
(12) In this section, foreign corporation and trading or financial corporation have the same meanings as in paragraph 51(xx) of the Constitution.
Chapter 2 of the Criminal Code applies to all offences against this Act.
Note: Chapter 2 of the Criminal Code sets out the general principles of criminal responsibility.
8A Workplace Gender Equality Agency
(1) The Workplace Gender Equality Agency is established.
(2) The Agency consists of the Director of Workplace Gender Equality and the staff referred to in section 29.
(3) For the purposes of the finance law (within the meaning of the Public Governance, Performance and Accountability Act 2013):
(a) the Agency is a listed entity; and
(b) the Director of Workplace Gender Equality is the accountable authority of the Agency; and
(c) the persons referred to in subsection (2) are officials of the Agency; and
(d) the purposes of the Agency include the functions of the Agency referred to in section 10.
(1) There shall be a Director of Workplace Gender Equality.
(2) The Director has the management of the Agency.
10 Functions and powers of Agency
(1) The functions of the Agency are:
(a) to advise and assist employers in promoting and improving gender equality in the workplace; and
(aa) to develop, in consultation with relevant employers and employee organisations, benchmarks in relation to gender equality indicators; and
(b) to issue guidelines to assist relevant employers to achieve the purposes of this Act; and
(c) to review compliance with this Act by relevant employers, to review public reports lodged by relevant employers and to deal with those reports in accordance with this Act; and
(d) to collect and analyse information provided by relevant employers under this Act to assist the Agency to advise the Minister in relation to legislative instruments made under this Act; and
(e) to undertake research, educational programs and other programs for the purpose of promoting and improving gender equality in the workplace; and
(ea) to work with employers to maximise the effectiveness of the administration of this Act, including by minimising the regulatory burden on employers; and
(f) to promote and contribute to understanding and acceptance, and public discussion, of gender equality in the workplace; and
(g) to review the effectiveness of this Act in achieving its purposes; and
(h) to report to the Minister on such matters in relation to gender equality in the workplace as the Agency thinks fit (including a review under paragraph (g)).
Note: Paragraph (d): see also section 33A.
(2) In addition to any other powers conferred on the Agency by this Act, the Agency has power to do all things necessary or convenient to be done for or in connection with the performance of the functions of the Agency.
11 Directions by Minister
(1) The Agency is to exercise its powers and perform its functions in accordance with general instructions given by the Minister in writing.
(2) Where the Minister gives a direction under subsection (1), the Minister shall cause a copy of the direction to be laid before each House of the Parliament within 15 sitting days of that House after the direction is given.
12 Agency to submit reports to Minister
(1) Despite section 46 of the Public Governance, Performance and Accountability Act 2013, the annual report prepared by the Director for a period for the purposes of that section must be given to the Minister by the last day of the fifth month after the end of the period.
(2) The Agency may, from time to time, submit to the Minister:
(a) a report on the operations of the Agency during the period to which the report relates; or
(b) a report in respect of any matter relating to, or connected with, the exercise of the powers, or the performance of the functions, of the Agency under this Act.
(2A) The Agency must, as soon as practicable after the end of:
(a) the 2‑year period ending on 31 May 2016; and
(b) each later 2‑year period;
submit to the Minister a report on the progress achieved in relation to the gender equality indicators in that period.
(3) Where a report has been submitted to the Minister under this section, the Minister shall cause a copy of the report to be laid before each House of the Parliament within 15 sitting days of that House after the day on which the Minister receives the report.
13 Relevant employers to prepare reports relating to gender equality indicators
(1) In respect of each reporting period, a relevant employer must prepare a public report in writing containing information relating to the employer and to the gender equality indicators.
Matters that must be included in the report
(2) The public report in respect of a reporting period must contain details of the matters specified in an instrument under subsection (3).
(3) For the purposes of subsection (2), the Minister must, by legislative instrument, specify matters in relation to each gender equality indicator.
Timing of instrument
(4) An instrument under subsection (3) has no effect in relation to a reporting period unless it is made before the first day of that period.
Reports to be signed
(5) The public report must be signed by the chief executive officer (however described) of the relevant employer.
13A Reporting periods for reports
(1) A relevant employer must lodge with the Agency public reports in respect of each of the periods set out in this section unless subsection (3) applies to the employer in respect of a reporting period.
Note: Sections 137.1 and 137.2 of the Criminal Code create offences for providing false or misleading information or documents.
(2) A relevant employer must prepare a public report in respect of the period of 12 months commencing on 1 April 2000 and after that, in respect of each consecutive period of 12 months.
(3) If the relevant employer had the status of relevant employer for less than 6 months of a particular reporting period, the employer does not have to comply with an obligation under this section to report in respect of that particular period.
13B When public reports are due
Unless a relevant employer has received an extension of time in which to lodge a report under section 17, the employer must lodge a public report under section 13A within 2 months after the end of the period to which the report relates.
13C Personal information
(1) At the time of lodging a public report under section 13A, a relevant employer must, in writing (either in the report or otherwise), inform the Agency of the information included in the report that is personal information.
(2) Subject to subsection (3), that personal information:
(a) must not be published under section 15; and
(b) must not be used in a report under:
(i) section 12; or
(ii) section 46 of the Public Governance, Performance and Accountability Act 2013.
(3) Particular personal information may be so published or used if the individual to whom the information relates consents in writing to the publication or use.
14 Information relating to remuneration
(1) Subject to this section, any information relating to remuneration that is included in a public report lodged by a relevant employer under section 13A:
(2) Information referred to in subsection (1) (except personal information) may be so published or used if the relevant employer has, by written notice given to the Agency, agreed to that information being so published or used.
Note: Section 13C deals with personal information.
(3) Information referred to in subsection (1) may be so published or used if the information is in an aggregated form that does not disclose, either directly or indirectly, information about a specific relevant employer or another specific person.
14A Information of a kind specified by the Minister
(1) Subject to this section, information of a kind specified in an instrument under subsection (2):
(2) The Minister may, by legislative instrument, specify kinds of information for the purposes of subsection (1).
15 Agency's use of public report
(1) Subject to sections 13C, 14 and 14A, a public report, or a part of a public report (including a copy of the report or part of the report):
(a) may be published by the Agency by electronic or other means; and
(b) may be used, either in whole or in part, in a report under:
(a) a relevant employer lodges a public report under section 13A in respect of a reporting period; and
(b) the report is lodged within the time allowed by section 13B or 17;
then, during the period of 28 days beginning on the day the report is lodged, subsection (1) of this section does not apply in relation to the report.
16 Relevant employer to make public reports accessible to employees and shareholders etc.
(1) A relevant employer must, as soon as reasonably practicable after lodging a public report under section 13A, inform:
(a) the employees of the employer; and
(b) any shareholders or members of the employer;
that the employer has lodged the report and of the way in which the report may be accessed (whether electronic or otherwise).
(2) The relevant employer must, as soon as reasonably practicable after that lodgement, provide those employees and shareholders or members with access (whether electronic or otherwise) to the public report (excluding information to which subsection (3) applies).
(3) This subsection applies to the following information:
(a) personal information;
(b) information relating to remuneration that the relevant employer considers should not be subject to the requirement in subsection (2);
(c) information of a kind specified in an instrument under section 14A.
(4) Paragraph (3)(a) does not apply in relation to particular information if the individual to whom the information relates consents in writing to the information being subject to the requirement in subsection (2).
16A Relevant employer to inform employee organisations of lodgement of public report
A relevant employer must, within 7 days after lodging a public report under section 13A, take all reasonable steps to inform each employee organisation, that has members who are employees of the employer, that the employer has lodged the report.
16B Relevant employer to inform employees and employee organisations of the opportunity to comment
A relevant employer must, when informing employees under section 16 or an employee organisation under section 16A, advise the employees or employee organisation that comments on the report may be given to the employer or to the Agency.
17 Agency may grant extensions
(1) A relevant employer may, before the end of the 2 months within which the relevant employer is required to lodge with the Agency a public report under section 13B, apply to the Agency to extend the period for a further period to enable the employer to lodge the public report.
(2) Where the Agency:
(a) has received a request under subsection (1) to extend a period in respect of a report; and
(b) considers that there are reasonable grounds for extending the period;
the Agency may grant an extension in respect of the report for such period, not exceeding 6 months, as the Agency thinks fit.
Part IVA—Reviewing compliance with this Act and consequences of non‑compliance
18 Simplified outline
The following is a simplified outline of this Part:
• The Minister will set minimum standards in relation to gender equality indicators, relevant employers and reporting periods.
• The Agency may review a relevant employer's compliance with this Act by seeking further information from the employer. The Agency may do this on a random basis.
• Examples of a failure to comply with this Act are a failure by a relevant employer to lodge a public report on time or to give the Agency information under section 19A.
• If the Agency proposes to name a relevant employer, the Agency must give the employer notice in writing of the proposal and the reasons for the proposal.
• Relevant employers failing to comply with this Act may not be eligible to compete for contracts under the Commonwealth procurement framework and may not be eligible for Commonwealth grants or other financial assistance.
19 Minister will set minimum standards in relation to gender equality indicators
(1) Before 1 April 2014, the Minister will, by legislative instrument, set minimum standards in relation to specified gender equality indicators, specified relevant employers and specified reporting periods.
Note 1: See also section 33A of this Act.
Note 2: For specification by class, see subsection 13(3) of the Legislative Instruments Act 2003.
Note 3: An instrument under subsection (1) may make different provision with respect to different relevant employers and different reporting periods: see subsection 33(3A) of the Acts Interpretation Act 1901.
(2) An instrument under subsection (1) has no effect in relation to a reporting period unless it is made before the first day of that reporting period.
19A Agency may review compliance with Act
(1) The Agency may, by written notice, require a relevant employer to give the Agency information:
(a) that relates to the employer's compliance with this Act or to the employer's performance against the minimum standards; and
(b) that is specified in the notice.
(2) The notice must specify the period within which, and the manner in which, the information must be given.
(3) A period specified in a notice under subsection (1) must be at least 14 days after the notice is given.
19B Relevant employer fails to comply with Act if employer gives false or misleading information
For the purposes of section 19D, a relevant employer is taken to fail to comply with this Act if:
(a) the employer lodges a public report under section 13A and any information included in the report is false or misleading; or
(b) the employer gives the Agency information under section 19A and the information is false or misleading.
Note: If the employer does not have a reasonable excuse for the failure, the Agency may name the employer in a report given to the Minister or by electronic or other means: see section 19D.
19C Relevant employer fails to comply with Act if employer fails to improve against minimum standard
(a) a relevant employer lodges a public report under section 13A in respect of a reporting period (the base period); and
(b) in a case where a minimum standard (the base standard) applies in relation to the employer and the base period—at the end of the base period, the employer fails to meet that standard; and
(c) the employer lodges a public report under section 13A in respect of the second reporting period (the comparison period) after the base period; and
(d) at the end of the comparison period, the employer's performance against the base standard has failed to improve from the employer's performance against that standard at the end of the base period;
then the failure referred to in paragraph (d) is taken, for the purposes of section 19D, to be a failure to comply with this Act.
Note: If the employer does not have a reasonable excuse for the failure referred to in paragraph (d) of this section, the Agency may name the employer in a report given to the Minister or by electronic or other means: see section 19D.
19D Consequences of non‑compliance with Act
(1) This section applies if a relevant employer, without reasonable excuse, fails to comply with this Act.
Note: Examples of a failure to comply with this Act are:
(a) a relevant employer fails to lodge a public report on time (see sections 13A, 13B and 17); and
(b) a relevant employer fails to inform employees, shareholders or members of the employer that a public report has been lodged (see section 16); and
(c) a relevant employer fails to inform employees and relevant employee organisations as required by sections 16A and 16B; and
(d) a relevant employer fails to give the Agency information under section 19A.
Naming employer in Agency report
(2) The Agency may name the employer as having failed to comply with this Act, and set out details of the non‑compliance, in a report under:
(a) subsection 12(2); or
(b) section 46 of the Public Governance, Performance and Accountability Act 2013.
Naming employer in other ways
(3) The Agency may, by electronic or other means, name the employer as having failed to comply with this Act and set out details of the non‑compliance.
Note: For example, the Agency may do this on the Agency's website or in a newspaper.
Prior notice to employer
(4) If the Agency proposes to:
(a) name an employer in a report under:
(i) subsection 12(2); or
(ii) section 46 of the Public Governance, Performance and Accountability Act 2013; or
(b) name an employer under subsection (3) of this section;
the Agency must:
(c) give the employer notice in writing of the proposal and the reasons for the proposal; and
(d) invite the employer to make written representations to the Agency about the proposal within the period of 28 days beginning on the day the notice is given; and
(e) have regard to any written representations made by the employer within that period.
then, during the period of 28 days beginning on the day the report is lodged, the Agency must not give the employer a notice under subsection (4) of this section in relation to the lodgement of that report.
19E Agency to offer relevant employers advice and assistance if employers fail to meet minimum standards
(b) in a case where a minimum standard applies in relation to the employer and that reporting period—the Agency becomes aware that, at the end of that reporting period, the employer fails to meet that standard;
the Agency must offer to provide the employer with advice and assistance in relation to improving the employer's performance against that standard.
20 Appointment of Director
(1) The Director shall be appointed by the Governor‑General.
21 Tenure of Director
(1) The Director holds office for such period, not exceeding 5 years, as is specified in the instrument of appointment, but is eligible for re‑appointment.
(2) The Director holds office, subject to this Part, on such terms and conditions as are determined by the Governor‑General.
22 Remuneration and allowances
(1) The Director shall be paid:
(a) such remuneration as is determined by the Remuneration Tribunal; and
(b) such allowances as are prescribed.
(2) This section has effect subject to the Remuneration Tribunal Act 1973.
23 Leave of absence
The Minister may grant leave of absence to the Director upon such terms and conditions as to remuneration or otherwise as the Minister determines.
24 Outside employment
The Director shall not engage in paid employment outside the duties of the office of Director except with the approval of the Minister.
25 Resignation
The Director may resign the office of Director by writing signed and delivered to the Governor‑General.
(1) The Governor‑General may terminate the appointment of the Director for misbehaviour or physical or mental incapacity.
(2) If the Director:
(a) becomes bankrupt, applies to take the benefit of any law for the relief of bankrupt or insolvent debtors, compounds with creditors or makes an assignment of remuneration for their benefit;
(b) engages, except with the approval of the Minister, in paid employment outside the duties of the office of Director;
(c) is absent from duty, except on leave of absence granted by the Minister, for 14 consecutive days or 28 days in any 12 months; or
(d) without reasonable excuse, contravenes:
(ii) section 29 of the Public Governance, Performance and Accountability Act 2013 (which deals with the duty to disclose interests) or rules made for the purposes of that section;
the Governor‑General shall terminate the appointment of the Director.
27 Disclosure of interest
(1) The Director shall give written notice to the Minister of all direct or indirect pecuniary interests that the Director has or acquires in, or in relation to, a relevant employer.
(2) Subsection (1) applies in addition to section 29 of the Public Governance, Performance and Accountability Act 2013 (which deals with the duty to disclose interests).
28 Acting appointment
(1) The Minister may appoint a person to act as the Director:
(a) during a vacancy in the office of Director (whether or not an appointment has previously been made to the office); or
(b) during any period, or during all periods, when the Director is absent from duty or from Australia or is, for any reason, unable to perform the duties of the office of Director;
but a person appointed to act during a vacancy shall not continue so to act for more than 12 months.
(2) While a person is acting as the Director, the person has and may exercise all the powers, and shall perform all the functions, of the Director.
(3) An appointment of a person to act as Director may be expressed to have effect only in such circumstances as are specified in the instrument of appointment.
(4) The Minister may:
(a) determine the terms and conditions of appointment, including remuneration and allowances, of a person appointed to act as the Director; and
(b) terminate such an appointment at any time.
(5) Where a person is acting as the Director otherwise than by reason of a vacancy in the office of Director, and the office of Director becomes vacant while the person is so acting, then, subject to subsection (3), the person may continue so to act until the Minister otherwise directs, the vacancy is filled or a period of 12 months from the date on which the vacancy occurred expires, whichever first happens.
(6) A person appointed to act as the Director may resign by writing signed and delivered to the Minister.
(7) The validity of anything done by or in relation to a person purporting to act as the Director shall not be called in question on the ground that the occasion for the appointment had not arisen, that there was a defect or irregularity in or in connection with the appointment, that the appointment had ceased to have effect or that the occasion for the person to act had not arisen or had ceased.
(1) The staff required for the purposes of this Act shall be persons engaged under the Public Service Act 1999.
(2) For the purposes of the Public Service Act 1999:
(a) the Director and the APS employees assisting the Director together constitute a Statutory Agency; and
(b) the Director is the Head of that Statutory Agency.
30 Consultants
(1) The Agency may, on behalf of the Commonwealth, engage as consultants to the Agency persons having suitable qualifications and experience.
(2) The terms and conditions of engagement of persons engaged under subsection (1) are such as are determined by the Agency.
31 Advisory committees
(1) Subject to this section the Minister may, in consultation with the Agency, establish such advisory committees as the Minister considers necessary for the purpose of giving advice to the Minister and to the Agency on particular matters or classes of matters relating to gender equality in the workplace, functions of the Agency or the operation of this Act.
(2) An advisory committee shall consist of such persons as the Minister from time to time appoints.
(3) For the purposes of assisting the Minister in the appointment of the members of an advisory committee, the Agency may provide the Minister with a list of the names of persons:
(a) representing industry or business (including a part of an industry); or
(b) representing employee organisations; or
(c) representing registered higher education providers; or
(e) having special knowledge or interest in relation to gender equality in the workplace, the functions of the Agency or the operation of this Act.
(4) A member of an advisory committee holds office for such period as is specified in the instrument of appointment, but is eligible for re‑appointment.
(5) A member of an advisory committee may resign from office by writing signed and delivered to the Minister.
(6) The number of members of an advisory committee required to constitute a quorum at a meeting of that advisory committee shall be as determined by the Minister.
(7) If the Minister decides that a member of an advisory committee should be remunerated, that member shall be paid such remuneration as is determined by the Remuneration Tribunal.
(8) A member of an advisory committee shall be paid such allowances as are prescribed.
(9) Subsections (7) and (8) have effect subject to the Remuneration Tribunal Act 1973.
32 Non‑disclosure of confidential information
(1) A person who is, or has at any time been, the Director or a member of the staff referred to in section 29 or a consultant engaged under section 30 or is, or has at any time been, authorised to perform or exercise any function or power under an arrangement in force under section 33, shall not, either directly or indirectly:
(a) make a record of, or divulge or communicate to any person, any confidential information acquired by the first‑mentioned person by reason of that person's office, employment or engagement under or for the purposes of this Act or by reason of that person being or having been so authorised;
(b) make use of any information as is mentioned in paragraph (a); or
(c) produce to any person a document relating to confidential information of another person furnished for the purposes of this Act.
Penalty: 25 penalty units or imprisonment for 3 months, or both.
(1A) Subsection (1) does not apply to a person's conduct if the person is:
(a) performing a duty or function, or exercising a power, under, or in connection with, this Act; or
(b) performing a function, or exercising a power, under an arrangement in force under section 33.
Note: A defendant bears an evidential burden in relation to the matters in subsection (1A) (see subsection 13.3(3) of the Criminal Code).
(2) A person who is, or has at any time been, the Director or a member of the staff referred to in section 29 or a consultant engaged under section 30 or is, or has at any time been, authorised to perform or exercise any function or power under an arrangement in force under section 33, shall not be required:
(a) to divulge or communicate to a court any confidential information acquired by the first‑mentioned person by reason of that person's office, employment or engagement under or for the purposes of this Act or by reason of that person being or having been so authorised; or
(b) to produce in a court a document relating to confidential information of which the first‑ mentioned person has custody, or to which that person has access, by reason of that person's office, employment or engagement under or for the purposes of this Act or by reason of that person being or having been so authorised;
except where it is necessary to do so for the purposes of this Act.
(3) Nothing in this section prohibits a person from:
(a) divulging or communicating information, or producing a document, to the Agency or an officer of a State, in accordance with an arrangement in force under section 33; or
(b) divulging or communicating information, or producing a document, that is required or permitted by an Act to be divulged, communicated or produced, as the case may be.
(4) In this section:
confidential information means information which, at the time when it is supplied by a relevant employer, the relevant employer has specified as being supplied in confidence.
court includes any tribunal, authority or person having power to require the production of documents or the answering of questions.
produce includes permit access to.
33 Delegation
(1) The Director may, either generally or as otherwise provided by the instrument of delegation, by writing signed by the Director, delegate to:
(a) a person referred to in subsection 29(1); or
(b) an officer in respect of whom an arrangement is in force under subsection (4);
all or any of the powers and functions of the Agency under this Act other than this power of delegation.
(2) A power or function so delegated, when exercised or performed by the delegate, shall, for the purposes of this Act, be deemed to have been exercised or performed by the Agency.
(3) A delegation under this section does not prevent the exercise of a power or the performance of a function by the Agency.
(4) The Minister may make an arrangement with a Minister of a State for and in relation to the exercise of powers, and the performance of functions, of the Agency under this Act by an officer of the State.
(6) An arrangement may contain such incidental or supplementary provisions as the Minister and the Minister of the State think necessary.
(7) The Minister may arrange with the Minister of a State with whom an arrangement is in force for the variation or revocation of the arrangement.
(8) An arrangement, or the variation or revocation of an arrangement, shall be in writing and a copy of each instrument by which an arrangement has been made, varied or revoked shall be published in the Gazette.
33A Minister to consult before making legislative instruments
(1) Before making a legislative instrument under this Act, the Minister must consult the Agency and have regard to any recommendations of the Agency.
(2) The Minister must also consult such persons mentioned in subsection 31(3) as the Minister considers appropriate.
Note: For consultation requirements generally, see Part 3 of the Legislative Instruments Act 2003.
34 Regulations
The Governor‑General may make regulations, not inconsistent with this Act, prescribing matters:
(a) required or permitted by this Act to be prescribed; or
(b) necessary or convenient to be prescribed for carrying out or giving effect to this Act.
Endnote 1—About the endnotes
The endnotes provide information about this compilation and the compiled law.
The following endnotes are included in every compilation:
Endnote 2—Abbreviation key
Endnote 4—Amendment history
Endnotes about misdescribed amendments and other matters are included in a compilation only as necessary.
Abbreviation key—Endnote 2
The abbreviation key sets out abbreviations that may be used in the endnotes.
Legislation history and amendment history—Endnotes 3 and 4
Amending laws are annotated in the legislation history and amendment history.
The legislation history in endnote 3 provides information about each law that has amended (or will amend) the compiled law. The information includes commencement details for amending laws and details of any application, saving or transitional provisions that are not included in this compilation.
The amendment history in endnote 4 provides information about amendments at the provision (generally section or equivalent) level. It also includes information about any provision of the compiled law that has been repealed in accordance with a provision of the law.
Misdescribed amendments
A misdescribed amendment is an amendment that does not accurately describe the amendment to be made. If, despite the misdescription, the amendment can be given effect as intended, the amendment is incorporated into the compiled law and the abbreviation "(md)" added to the details of the amendment included in the amendment history.
If a misdescribed amendment cannot be given effect as intended, the amendment is set out in the endnotes.
A = Act
orig = original
ad = added or inserted
par = paragraph(s)/subparagraph(s)
am = amended
/sub‑subparagraph(s)
amdt = amendment
pres = present
c = clause(s)
prev = previous
C[x] = Compilation No. x
(prev…) = previously
Ch = Chapter(s)
Pt = Part(s)
def = definition(s)
r = regulation(s)/rule(s)
Dict = Dictionary
Reg = Regulation/Regulations
disallowed = disallowed by Parliament
reloc = relocated
Div = Division(s)
renum = renumbered
exp = expires/expired or ceases/ceased to have
rep = repealed
rs = repealed and substituted
F = Federal Register of Legislative Instruments
s = section(s)/subsection(s)
gaz = gazette
Sch = Schedule(s)
LI = Legislative Instrument
Sdiv = Subdivision(s)
LIA = Legislative Instruments Act 2003
SLI = Select Legislative Instrument
(md) = misdescribed amendment
SR = Statutory Rules
mod = modified/modification
Sub‑Ch = Sub‑Chapter(s)
No. = Number(s)
SubPt = Subpart(s)
o = order(s)
underlining = whole or part not
Ord = Ordinance
commenced or to be commenced
Affirmative Action (Equal Employment Opportunity for Women) Act 1986
1 Oct 1986 (gaz 1986, No. S491)
Employment, Education and Training Act 1988
1 July 1988 (gaz 1988, No. S190)
Industrial Relations (Consequential Provisions) Act 1988
s 1 and 2: 8 Nov 1988
Remainder: 1 Mar 1989 (s. 2(2) and gaz 1989, No. S53)
Affirmative Action (Equal Employment Opportunity for Women) Amendment Act 1989
24 May 1989 (s 2)
Broadcasting Services (Transitional Provisions and Consequential Amendments) Act 1992
5 Oct 1992 (s 2)
16 Dec 1992 (s2)
s. 12
Qantas Sale Act 1992
Sch (Parts 3 and 6): (a)
as amended by
Qantas Sale Amendment Act 1993
s. 3 (item 17): Royal Assent (b)
Statute Law Revision Act 1996
Sch 4 (items 6, 7): Royal Assent (c)
Workplace Relations and Other Legislation Amendment Act 1996
Sch 19 (item 4): Royal Assent (d)
Public Employment (Consequential and Transitional) Amendment Act 1999
Sch 1 (items 54, 55): 5 Dec 1999 (gaz 1999, No S584) (e)
Equal Opportunity for Women in the Workplace Amendment Act 1999
Sch 1 and 3: 1 Jan 2000
Remainder: Royal Assent
Sch. 3
Corporations (Repeals, Consequentials and Transitionals) Act 2001
s 4–14 and Sch 3 (item 173): 15 July 2001 (gaz 2001, No. S285) (f)
ss. 4–14
Employment, Workplace Relations and Small Business Legislation Amendment (Application of Criminal Code) Act 2001
s. 4 and Sch 1 (items 10–14): 2 Oct 2001 (g)
s. 4
Safety, Rehabilitation and Compensation and Other Legislation Amendment Act 2001
Sch 3 (item 1): Royal Assent (h)
Sch 3 (item 2): 29 Oct 2001 (h)
Abolition of Compulsory Age Retirement (Statutory Officeholders) Act 2001
Sch. 1 (item 97)
Workplace Relations Legislation Amendment (Registration and Accountability of Organisations) (Consequential Provisions) Act 2002
Sch 3 (item 47): 12 May 2003 (s 2 and gaz 2002, No GN49)
Workplace Relations Legislation Amendment Act 2002
Sch 3 (item 19): Royal Assent
Higher Education Support (Transitional Provisions and Consequential Amendments) Act 2003
Sch 2 (item 102): 1 Jan 2004 (s 2(1) item 8)
Fair Work (State Referral and Consequential and Other Amendments) Act 2009
Sch 9 (item 1): 1 July 2009 (s 2(1) item 31)
Sex and Age Discrimination Legislation Amendment Act 2011
Sch 1 (item 70): 21 June 2011
Sch 1 (items 1–73, 75–79): Royal Assent
Sch. 1 (items 72, 73)
Public Governance, Performance and Accountability (Consequential and Transitional Provisions) Act 2014
Sch 6 (item 77) and Sch 12 (items 290–299): 1 July 2014 (s 2(1) item 6)
Statute Law Revision Act (No. 1) 2015
Sch 1 (items 43, 44): 25 Mar 2015 (s 2(1) item 2)
(a) The Workplace Gender Equality Act 2012 was amended by the Qantas Sale Act 1992, subsections 2(2), (5) and (6) of which provide as follows:
(2) Subject to subsection (3), the remaining provisions of this Act commence on a day or days to be fixed by Proclamation.
(5) If, on the 100% sale day, Part 3 of the Schedule has not commenced, then, on the day on which Part 7 of the Schedule commences, Parts 3 and 6 of the Schedule are taken to have been repealed.
(6) If a provision of this Act has not commenced before 31 August 1995, the provision is taken to have been repealed on that day.
The Schedule (Parts 3 and 6) are taken to have been repealed on 31 August 1995.
(b) The Qantas Sale Act 1992 was amended by section 3 (item 17) only of the Qantas Sale Amendment Act 1994, subsection 2(1) of which provides as follows:
(1) Subject to this section, this Act commences on the day on which it receives the Royal Assent.
(c) The Workplace Gender Equality Act 2012 was amended by Schedule 4 (items 6, 7) only of the Statute Law Revision Act 1996, subsection 2(1) of which provides as follows:
(1) Subject to subsections (2) and (3), this Act commences on the day on which it receives the Royal Assent.
(d) The Workplace Gender Equality Act 2012 was amended by Schedule 19 (item 4) only of the Workplace Relations and Other Legislation Amendment Act 1996, subsection 2(1) of which provides as follows:
(e) The Workplace Gender Equality Act 2012 was amended by Schedule 1 (items 54, 55) only of the Public Employment (Consequential and Transitional) Amendment Act 1999, subsections 2(1) and (2) of which provide as follows:
(1) In this Act, commencing time means the time when the Public Service Act 1999 commences.
(2) Subject to this section, this Act commences at the commencing time.
(f) The Workplace Gender Equality Act 2012 was amended by Schedule 3 (item 173) only of the Corporations (Repeals, Consequentials and Transitionals) Act 2001, subsection 2(3) of which provides as follows:
(3) Subject to subsections (4) to (10), Schedule 3 commences, or is taken to have commenced, at the same time as the Corporations Act 2001.
(g) The Workplace Gender Equality Act 2012 was amended by Schedule 1 (items 10–14) only of the Employment, Workplace Relations and Small Business Legislation Amendment (Application of Criminal Code) Act 2001, subsection 2(1) of which provides as follows:
(1) Subject to this section, this Act commences on the day after the day on which it receives the Royal Assent.
(h) The Workplace Gender Equality Act 2012 was amended by Schedule 3 (items 1 and 2) only of the Safety, Rehabilitation and Compensation and Other Legislation Amendment Act 2001, subsections 2(1) and (3) of which provide as follows:
(3) Items 12, 13, 14, 24, 27, 28, 29, 30, 34, 44, 46, 47, 48, 55 and 57 of Schedule 1, items 90, 91 and 101 of Schedule 2, and items 2 and 6 to 11 of Schedule 3 commence 28 days after the day on which this Act receives the Royal Assent.
Title.....................................
am No 181, 1992; No 183, 1999; No 179, 2012
s 1........................................
am No 183, 1999; No 179, 2012
s 2A.....................................
ad No 183, 1999
rs No 179, 2012
s 2B.....................................
am No 80, 1988; No 87, 1988; No 30, 1989; No 105, 1992; No 181, 1992; No 60, 1996; No 183, 1999; No 55, 2001; No 105, 2002; No 127, 2002; No 150, 2003; No 54, 2009; No 40, 2011; No 179, 2012; No 5, 2015
Part II heading......................
rep No 179, 2012
Part II...................................
am No 30, 1989
Part III heading....................
rs No 181, 1992; No 183, 1999; No 179, 2012
am No 183, 1999; No 179, 2012; No 62, 2014
s 10......................................
am No 181, 1992
am No 30, 1989; No 181, 1992
rs No 183, 1999; No 179, 2012
s 13A...................................
s 13B...................................
s 13C...................................
am No 181, 1992; No 183, 1999; No 144, 2001; No 179, 2012
Part IVA
Part IVA...............................
s 19D...................................
s 19E...................................
Part V heading......................
Part VI
am No 181, 1992; No 43, 1996; No 183, 1999; No 179, 2012


My life is a mess. From recently stolen cash to a swollen foot to a sore throat, things are not going my way so far in the New Year.
But instead of letting Calgon(tm) take me away, I'm sipping a cup of Orange Spice tea.
By now we pretty much all know that tea is physiologically healthy for us. Antioxidants, herbs, yadda yadda yadda.
But what's more important for me right now is the spiritual and emotional connection. Tea may not bring me closer to God, per se, but in subtle ways it brings me closer to myself and a bit closer to inner peace.
It's not the tea itself, really, but rather the fact that I'm taking time out of my day to sip rather than gulp, to enjoy something that's not processed or sugar coated or microwaved or vitamin-fortified.
Just soothing, natural warmth. And it brings back fond memories of my year in Germany, where a wonderful family invited me over every Sunday for a leisurely lunch, followed a bit later by an equally-relaxing afternoon spot of Kaffe und Kuchen (not-too-sweet and just-right German cake).
When I'm taking a break with my warm cup, I try not to think about how the world is speeding up, increasingly pushing things and feelings and impulses and demands in Internet time. I try not to consider the sadness of European countries — for ages the model of work/life balance — rapidly adopting the no-naps paltry-vacation American work 'ethic'.
No, I do my best to let the tea or coffee linger on my tongue. I take a moment to stand up, walk around, resist the temptation to check my e-mail every 30 seconds, and just pause for a moment to be thankful for the blessings I still have.
Good friends that embrace me when I'm there and miss me when I'm not. Overall health. A loving family that worries about me because they care. A roof over my head with an understanding roommate.
And my cup of tea. Cooler now, it's still soothing.
I hope whatever company I end up at will still respect my tea time. Pausing even briefly for reflection isn't just good for the soul, it undoubtedly is good business, after all.
As Homer Simpson would say: Tea! Is there anything it can't do?


2 nights accommodation in Pahalgam.
Airport - Srinagar Hotel - Gulmarg - Pahalgam - Srinagar Airport transfers.
Half day tour of Mughal gardens visiting Chashmi-e Shahi, Nishat Bagh and Shalimar Bagh.
Full day tour of Achabal & Kokernad from Pahalgam.
** For meals other than breakfast please check in the tour program for the meal plan offered by the hotel.
Vehicle used for transfers & sightseeing is non A/C Tavera. Compulsory Gala dinner charges for Christmas & New Year (if any) will be payable to the hotel directly and will be advise at the time of booking.
On your arrival at Srinagar airport our representative will meet and greet you.
Transfer to your hotel in Srinagar and check in. In the afternoon we take you for a tour of Mughal Gardens. Chashmi-e Shahi - The Royal Spring which commands a magnificent view of Dal Lake; Nishat Bagh - The Garden of pleasure is located on the bank of Dal Lake with Zabarwan Mountains in the back & Shalimar Bagh - Abode of Love which was built by Emperor Shah Jehan for his wife Nur Jehan.
In case your flight arrival in Srinagar is late in the afternoon, the Mughal garden tour will be shifted to day 3.
Your overnight stay is at Hotel.
After breakfast day free in Srinagar.
Optionally you may take a day trip to Sonmarg at an extra cost.
In the evening return to your hotel in Srinagar.
After breakfast check out and drive to Gulmarg which is at a distance of 56 Kms and 2 hours drive from Srinagar.
On arrival in Gulmarg check in at hotel. Gulmarg - Meadow of Flowers. Gulmarg is a popular hill station and well known for skiing in winters. Gondola ride in Gulmarg is a must for all tourists. There are 2 phases of Gondola. The first phase takes you from Gulmarg to Kungdoor. The second phase takes you from Kungdoor to Aparwath. The tickets can be booked in advance on http://www.gulmarggondola.com.
Spend overnight at your hotel in Gulmarg.
After breakfast drive to Pahalgam located at a distance of 140 Kms and is 4 hours drive from Gulmarg.
On arrival check in at your hotel in Pahalgam.
Pahalgam - A Valley of Shepherds located on the banks of river Lidder at a height of 7200 ft. On arrival check-in at your Hotel. In the afternoon you can enjoy a short trek or take a pony ride to one of the many beautiful spots around Palahgam (at your own cost).
Spend overnight at your hotel in Pahalgam.
After breakfast we take you for a tour to Kokernag - a beautiful scenic place famous for its trout streams and the largest fresh water spring in Kashmir & Achabal Gardens famous for its roses.
Return to Pahalgam in the evening.
Your overnight stay is at the hotel in Pahalgam.
Transfer to Srinagar airport for your flight to onward destination.
The default vehicle provided in Kashmir is non air-conditioned Tata Sumo. You have a choice to upgrade your vehicle.
Vehicle is available for point to point services only and is not at your disposal.
Srinagar vehicle is not allowed to do any local sightseeing in Sonmarg, Gulmarg & Pahalgam and hence local sightseeing in these places are not included.
We will not be liable for any claims or expenses arising from circumstances beyond our control such as accidents, injuries, delayed or cancelled flights & acts or forces of nature.
In rare cases where the confirmed hotel is unable to provide the room, clients will be offered similar category hotel or an upgraded hotel as an alternate.
Please check all the documents & vouchers for various services that are provided to you on arrival in Srinagar. Please spare a few minutes and go through all the documents thoroughly. In case you find any discrepancies in any services related to Hotels, sightseeing, transfers, meals, service dates & timings, please call the local Srinagar numbers mentioned on the vouchers for rectification. In case we do not receive any call we will assume that all documents provided to you are correct and as per your program.


"My goal for 2010 is to use up my all stash. And what a better way than to make string quilts, so I joined the string quilt challenge. I loved using Stacey's method of telephone books pages it was much easier than other ways I have tried to make string quilts. This one I made is not color control but I love the way the different colors compliment each other. This quilt will be giving to a children's charity".


Boys Junior Varsity Football · Oct 29 Magruder fell to Poolesville 41-6.
Boys Junior Varsity Football · Oct 23 Magruder fell to Springbrook 13-0.
Boys Junior Varsity Football · Oct 13 Magruder defeated Rockville 21-7.
Boys Junior Varsity Football · Oct 9 Magruder fell to Seneca Valley 25-6.
Boys Junior Varsity Football · Oct 9 Magruder defeated Northwood 40-0.


text:
Home NFL news Tennessee Titans preseason schedule 2022
Tennessee Titans preseason schedule 2022
Pontus Vippelius
"Titans players" by Thomson20192 is licensed under CC BY 2.0.
In 2022, the Tennessee Titans will kick off their preseason schedule with a matchup against the Baltimore Ravens. This game is scheduled for August 11 at 7:30 p.m. ET. The Titans will then have a week off before they take on the Tampa Bay Buccaneers on August 20 at 7 p.m. ET. The preseason finale will be against the Arizona Cardinals on August 27 at 7 p.m. ET.
Tennessee Titans at Baltimore Ravens, Aug. 11 at 7:30 p.m. ET
Tennessee Titans vs Tampa Bay Buccaneers, Aug. 20 at 7 p.m. ET
Tennessee Titans vs Arizona Cardinals, Aug. 27 at 7 p.m. ET
Are you looking forward to the preseason just as we are?
Previous articleJacksonville Jaguars preseason schedule 2022
Next articleDenver Broncos preseason schedule 2022
https://allourthanks.com/
Pontus Vippelius is a Swedish sports writer who has covered everything from football to hockey, and he has a reputation for being a insightful and talented writer. His work has been translated into several languages, and he is regularly quoted by other journalists and commentators. Pontus is a passionate sports fan, and he brings that same passion to his writing. He is known for his in-depth knowledge of the sporting world, and he has a knack for finding the stories that matter to his readers. Pontus is a respected writer.
NFL Week 18: Los Angeles Chargers at Denver Broncos Game Preview
NFL Week 18: New York Giants at Philadelphia Eagles Game Preview
NFL Week 18: Los Angeles Rams at Seattle Seahawks Game Preview
NFL Week 18: Los Angeles Chargers at Denver Broncos Game Preview January 7, 2023
NFL Week 18: New York Giants at Philadelphia Eagles Game Preview January 7, 2023
NFL Week 18: Los Angeles Rams at Seattle Seahawks Game Preview January 7, 2023
NFL Week 18: Dallas Cowboys at Washington Commanders Game Preview January 7, 2023
NFL Week 18: New England Patriots at Buffalo Bills Game Preview January 7, 2023


text:
Antigua – Barbuda and Kosovo Establish Diplomatic Relations, Abolish Visa Requirements
The governments of Antigua and Barbuda and the Republic of Kosovo on Wednesday, signed agreements simultaneously establishing diplomatic relations and abolishing visa requirements between their nations.
The agreements were signed in Washington, DC by the ambassador of Antigua and Barbuda, Sir Ronald Sanders, and the Republic of Kosovo's Ambassador, Vlora Citaku.
Commenting on the two agreements, Sir Ronald said that "they are in keeping with the policies of the Gaston Browne administration to maintain friendly and cooperative relations with as many nations as possible and to abolish the requirements for visas for tourism, business and investment".
Ambassador Sanders noted that with this latest abolition of visa requirements, the Antigua and Barbuda passport "continues its high rating as one of the strongest and most acceptable in the world".
At the signing ceremony, the two ambassadors expressed the joint view that global inter-connectedness in telecommunication and transportation provide real opportunities for trade, investment and tourism which will be vigorously pursued.
Ambassador Citaku said that her government recognizes that, despite its size, Antigua and Barbuda plays a dynamic role in Caribbean and hemispheric affairs. In this connection, she said the Republic of Kosovo looked forward to cooperating with Antigua and Barbuda based on the joint commitment of the two nations to the principles of international peace, respect for national sovereignty and territorial integrity, and non-interference in the international affairs of states.
Source: caribbeannewsnow.com