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Powering up Personalization's IQ
by Aseem Chandra
posted on 07-27-2017
With so many experience optimization technologies and personalization levers available today, enterprises are relentlessly focused on creating, refining and perfecting the most relevant customer experiences for each customer touchpoint or interaction. Yet, the scale of this undertaking quickly becomes insurmountable without the right tools and technology required to make it all flow seamlessly. AI technologies such as machine learning and data science hold the key to the most personalized experiences.
A recent HBR survey found that over 30 percent of companies are using AI for marketing and sales to drive competitive differentiation. Marketers leveraging machine learning to optimize customer experiences are increasingly attuned to what a customer wants and needs at the moments that matter.
Adobe already offers customers a best-in-class machine learning and AI framework with Adobe Sensei, which powers intelligent features across all Adobe products, and Adobe Target, our solution for marketers to personalize experiences and drive business impact. As a neutral third party working exclusively in the interest of marketers, Adobe partners with our customers by providing an open and transparent platform to help drive their businesses forward.
More Science = More Success
Today we're introducing a new strategy to open up our data science capabilities within Adobe Target. The first step will be to offer a "bring your own algorithm" (BYOA) framework to help businesses better compete within an increasingly crowded business landscape.
Think of Adobe Target as a sandbox for data scientists, where they are able to bring in their own proprietary algorithms, leverage their own expertise and methods within a leading marketing platform – an industry first. Not only will they be able to leverage our finely-tuned algorithms to automate their experience optimization, but it will be possible to easily insert their proprietary algorithms into Target to run alongside ours to deliver personalized experiences in real-time and measure performance. Our customers will be able to continuously train and refine algorithmic models directly within Target, making adjustments and changes as needed.
Our BYOA approach will enable marketers to try modifications of current testing approaches or try completely new approaches in areas such as deep learning within multivariate testing. The idea here is to use neural networks to identify variants of the candidates to be tested, test, and then fine-tune the variants for the next round based on the results.
Evolving to a Hyper-Personalized Approach
Leveraging universal algorithms already available within Target is a great starting point for personalization, but the next step to further differentiate a brand is to plug in more specific, proprietary algorithms. Consider the ultra-competitive airline industry which uses models and algorithms to fluctuate pricing based on a variety of factors. While generic pricing models exist, it is those with dedicated data scientists who can refine existing algorithms further, making them more specific to their own businesses and distinct customer segments to increase conversion by a few percentage points. At scale, these increases can truly make a difference to a bottom line.
Our customers have domain-specific knowledge of their own businesses and industries that no marketing platform provider can provide. By injecting their data scientists' expertise and influence into the process, brands will be able to speak to their customers in a hyper-personalized way.
We Bring the Data, you Bring the Magic
Today, one of the biggest bottlenecks for data scientists utilizing machine learning is the deployment of algorithms in the field. Much of their time is spent navigating the constantly-evolving big data frameworks and menial tasks such as data extraction. By opening up our platform and automating personalization through machine learning, we'll free up data scientists to do more of what they care about – develop and refine new algorithms, a much more strategic and impactful use of their time.
An open platform also helps eliminate the anxiety of working with a third-party marketing provider, giving data scientists and marketers more control and influence over their experience optimization efforts. Instead of blindly trusting a black box approach, which can undoubtedly be effective in many situations, the flexibility of working with an open platform and a BYOA framework will bring brands more transparency and guidance over the process.
However, the most sophisticated algorithms are useless and machine learning systems cannot adequately improve over time without enough initial raw data to analyze and test against. This "cold start" challenge leads to the inability to take action on data, a barrier to adequately leveraging machine learning to draw reliable inferences and optimize experiences. Fortunately, businesses using Adobe Marketing Cloud will have built-in access to the raw customer data required to make intelligent and automated personalization decisions. Because Adobe's platform manages over 100 trillion data transactions each year, we have a massive amount of content and assets available to help brands overcome some of the most daunting personalization challenges. Coupled with a brand's own powerful algorithms, this presents a real differentiator.
Drinking Our Own Champagne
While we're not only developers of our own products, we're also devoted users. We know firsthand how powerful machine learning and AI is to a personalization engine. We have developed predictive methods to understand the current state of the customer and predict their transition to other relevant stages, which helps determine how we personalize our next engagement with them.
We're also leveraging machine learning to better manage customers' journeys with Adobe's products. By using algorithmic segmentation and prediction, we can easily evaluate customers' usage of our own marketing platform and identify who may need more assistance with our products. We can also determine which users and organizations are less active and why, and how to help them extract more value from our products. As a result, we can automate personalized interactions with them to encourage them to try new things within our solutions.
With access to our open platform, our customers will soon be able to leverage similar strategies to harness the power of their own data and take action on it.
Helping Our Customers Remain Competitive
As enterprises increasingly develop their own algorithms internally, imagine the advantages of leveraging these algorithms, coupled with Adobe Target and Adobe Sensei. No other company can offer brands anything comparable.
There's no better time to up the ante in your personalization game and we're committed to partnering with our customers in their endeavors. Expect to hear more from us as we provide more details in opening up our platform next year.
Topics: News, Personalization
Products: Target


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Accounting has remained the inseparable part of every business. The finance and accounting are the two major streams of any business that records the entire profit and loss of the company. Though the accounting and its popularity are known to all, many people still have apprehension regarding the career in accounting. The common question that comes into the mind of the students, parents and professionals while deciding the career path is whether accounting is a good career or not. The simple answer to this question is yes!
Accounting sector is flourishing day by day and the business professionals have found ample career opportunities in this field till now and hence certified accounting courses are getting so much popularity. The take on this career option may differ from person to person and would be mainly governed by their personal expectations from their career. There can be a difference of opinion, but there are many reasons that make accounting a good career and some such reasons are explained here for the accounting career aspirants.
The bad economy can take many professions on the downslide but not the accounting profession. The accounting and finance professionals are always in demand and are actually recession free. The unstable economy may not take away your job if you are working in accounting.
The businesses may be required to file their tax returns, profit and loss statements and other financial records even in the event of dipping economy. The business owner would be required to maintain the complete accounting record even in the event of loss. Accounting and taxation are the important requirements of any business and those in accounting sector can enjoy the benefit out of it. Thus, stability is at the base of accounting and if you are the one looking for a stable career path then accounting is the career option for you. You can take up tax accounting courses and be the perfect accounting professional.
Sales and marketing functions are always seen as the earning functions of the company and may get great incentives based on the sales figures. The accounting function may not offer you such incentives, but the compensation may not get affected for sure. The accounting function is not the incentive based function or may not be governed by the sales figures, but those in accounting may always get substantial compensation that will be decided on the basis of experience, position, qualification and knowledge. You can enjoy the great lifestyle even while in the accounts as your knowledge and expertise counts over here. So, now if you feel that your colleagues would enjoy better pay package, then think twice as there is a lot of stability involved as well in the accounting profile with decent compensation. Take up the tax accountant courses and build a decent career.
Accounting function is mainly an office work that involves online accounting entries and extensive documentation. You don't need to be there all the time at your work station to carry out an accounting job and hence shift duty can also be selected if you feel like. Some accounting professionals who have already gone through certified accountant courses may also take up the accounts career as freelance option.
There are unlimited advantages of taking accounting as a career but you may decide on taking this career option only if you have inclination towards the accounting function and the traits that help you manage the finances of big businesses houses.
Job oriented Accounting & Taxation courses in collaboration with
content partner

subset: commoncrawl


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Internal Hemorrhoids Symptoms - How it Differs From External Hemorrhoids
Hemorrhoids though not very dangerous to human life have triggered a problem to modern people mostly living in developed cities and towns. It has been a rampant urban disorder mostly caused by undisciplined life style, stress caused by work leading to higher blood pressures than normal, unhygienic conditions and many more. The anus and the rear end get swollen and inflamed followed by redness, itching as well as pain.
There are two types of annoying hemorrhoids; internal, where a group or lumps type inside the actual anus, and external; where the protruding veins appears on the outside of your rectum. Nonetheless, with your inside hemorrhoid condition, the lump in the rectum could be caused by pregnancy, or after giving birth to a baby.
The symptoms of inner hemorrhoids are anal irritation, pain or throbbing ache in the sensitive area, bright red blood showing up on the toilet paper and pain when creating a bowel movement.
Hemorrhoids pictures - Symptoms, Causes, Photos, images and pictures of Piles
http://bit.ly/2cxvmx0 Hemorrhoids pictures - Symptoms, Causes, Photos, images and pictures of Piles Watch our other videos here ...
Other Symptoms
Rectal bleeding. Like external hemorrhoids, bright red spots of bloodstream may appear on toilet paper after a bowel movement. Unlike, external hemorrhoids, blood spots may appear on toilet paper if one wipes the rectum just before a bowel movement and in addition, blood may appear on individual pieces of stool. Because the bleeding takes place internally, small amounts of blood may leak from the anus even in the absence of a bowel movement and there is the possibility that the stool will get small quantities of blood on its way out of the large intestine.
One thing some people looking for an internal hemorrhoid treatment might be tempted to do is use laxatives but they are generally not suggested by the majority of doctors, or they are suggested in moderation. Having loose stool can in fact worsen your problem by irritating the hemorrhoid tissues in your body and cause problems you will not want to deal with later on.
Difficulty or obstruction in passing stools and chance blood stains with stools is considered to be primary symptom of internal hemorrhoid. At the same time it is not necessary that every event of stool blood must be cause of hemorrhoid. It may be indication of any other disease. Your doctor will determine exact cause of blood stool after scientific investigations. In certain cases you are able to notice hemorrhoids enlarged to an extent that lumps hangs out from anus. This kind of condition will be termed as prolapsed hemorrhoid. You may mis-take prolapsed internal hemorrhoid as external hemorrhoid due to its appearance on outer side of the rectal region.
You are suffering from internal hemorrhoids you may be wondering what treatment options you have. Due to the fact that hemorrhoids can be caused by strain many doctors suggest increasing your fiber intake and your water intake as part of a treatment for internal hemorrhoids. This can help to soften a stool and reduce the strain necessary. It is often suggested not to use laxatives or to use them sparingly. Shed barstools can also irritate the delicate hemorrhoidal tissues and cause more problems rather than managing the inside hemorrhoids.


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Featured image by: @idletheorybus, Arches National Park, USA
From Travel Story feature "Orange is Optimism"
Pack your bags and join us for this week's #PPWheelsOnTheRoad Instagram challenge! We want to sit passenger seat on your last road trip (those in the States should consider any Labor Day Weekend adventures), bus commute, or carriage ride.
As a community of explorers, we know there's nothing quite like the smell of rubber against pavement or the sound of our radio blasting as suitcases rattle in the back. Any wheeled vehicle or mode of transportation is game: automobiles, skateboards, rickshaws…get creative and share your interpretation of this week's theme.
We're joined by guest judge @josephowen! Head to his captivating feed for inspiration, and follow the instructions below for a chance to be featured on our Instagram feed:
- Post as many photos/videos relating to the theme as you like between Tuesday, September 6th and 11:59pm EST on Saturday, September 10th;
- Mention @passionpassport and #PPWheelsOnTheRoad in your caption (if in the comments, we may miss it);
- Include a brief write-up (3-5 sentences) in your caption telling us how your entry relates to the theme and why it's personally significant to you (again, if in the comments, we may miss it); and
- Stay tuned for the winner and honorable mentions to be announced Sunday, September 11th on our Instagram feed based on guest judge's scoring of Quality of Image, Quality of Caption, and Creativity/Interpretation of the Theme.
*NOTE: Entries must be posted or re-posted from a public account during the challenge period. You cannot simply 'tag' an older photo/video. Those posted from private accounts and/or posted outside of the challenge period will NOT be considered eligible.
Sample Entry:
I woke up early to find the city covered by a white skirt. Due to the cold and early hour, I wandered the streets by myself until I happened upon this vintage Jeep…I stood in silence, breathless, captivated by the unexpected scene. / @passionpassport #PPWheelsOnTheRoad
–@ozgurdonmaz Cappadocia, Turkey
We can't wait to see your takes on this week's theme, so go get started! Reach out to our IG Manager Elliot Vernon at firstname.lastname@example.com with any questions.


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The main catalyst today is likely to be an appetite for risk. The increasing appetite for risk is likely to underpin the USD/JPY. Stock market profit-taking and liquidation should be bearish for the Dollar/Yen.
The USD/JPY pair moved higher in the past four sessions, following a steep sell-off. Increased demand for higher risk assets and a surge in Treasury yields became a support of the minor shift in momentum. The main catalysts behind these moves are optimism that a US-China trade deal could be in the works and last Friday's dovish comments from Fed Chair Jerome Powell, which suggested the Fed may take a pause in its tightening cycle.
The US Dollar recovered nicely from the 107.20 support against the Japanese Yen. The USD/JPY pair followed a bullish path and moved above the 108.00 and 108.40 resistance levels.
There was even a close above the 108.50 level and the 50 hourly simple moving average. The pair recently traded as high as 109.08 and later corrected towards 108.50. A low was formed at 108.43 and later the pair recovered above 108.70.
At the outset, the pair is following a major bullish trend line with support at 108.65 on the hourly chart. If it breaks the 108.90 level and the 76.4% Fib retracement level of the recent decline from the 109.08 high to 108.43 low, there could be more gains.
On the upside, the next major resistance is at 109.10 and 109.35. On the downside, the trend line, 108.50, and the 50 hourly SMA may continue to hold losses.


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Meet Luiza Galiulina, she is the Olympic gymnast from Uzbekistan who was unfortunately suspended from the 2012 London Olympics after she test positive for the banned diuretic furosemide, although she denies taking the drug.
According to media Uzbek gymnast Luiza Galiulina was provisionally suspended from the London Olympics by the IOC disciplinary commission when she tested positive for the banned diuretic furosemide. The diuretic mostly used as an edema, hypertension and for the treatment of congestive heart failure, according to Luiza who said she had no idea how the diuretic entered her system added that for two weeks at the end of June her mom treated her, she took medicine for a heart condition on July 22 and 23rd.
"However the IOC said they were not comfortably satisfied, as required under article 10.4 of the world anti-doping code, of the absence of an intent to enhance sport performance or mask the use of a performance-enhancing substance. The athlete declared she did not take furosemide, but that she knew what it was and its effects."
Luiza's suspension was effective immediately on Wednesday when the test results were revealed, on Sunday she will have a B urine sample tested.
20-year-old Luiza Galiulina was born on June 23rd, 1992 in Tashkent, Uzbekistani. She stands 4ft 9in tall, trains in Profsous Uzbekistan under the direction of coach Svetlana Kusnetsova and Oksana Chusovitina. She competed at the 2008 Summer Olympics in Beijing, but she was eliminated in qualification. She won the bronze at the 2010 Asian Games. You can see the rest of Luiza Galiulina's results at the Olympics four years ago here.


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There are several betting games that you can play online. A couple of of such games happen to be on line blackjack as well as roulette. Listed here are a few websites that provide online blackjack and roulette gambling games for everyone. Note that these on line blackjack and roulette betting sites showcased here are only a few of the dozens and dozens available.
On line Blackjack and Roulette Gambling Vegas Red Casino
The Vegas Red Casino was voted Best New Online Casino in 2003. This particular on-line blackjack and roulette betting website presents outstanding and rapid payouts of up to 98%. Lucrative bonus prices and also straightforward game playing is what you can expect from Vegas Red. Their particular software includes great graphics and you may download it free of charge. If you don't want the effort associated with downloads, you may also choose their No-Download edition game computer software and begin the ball moving.
On line Blackjack and Roulette Gambling Betsson Casino
Looking for an on line blackjack as well as roulette betting site with a classical setting? In that case look no further because Betsson Casino offers that, as well as plenty more casino benefits. Quick payouts. Day to day promotions. Excellent graphics. State-of-the-art Playtech computer software. Just what more can you ask for?
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One more online blackjack and roulette gambling site that's been voted Best On line Casino is the Tropez Casino. Here, you receive $300 totally free as being a welcome bonus once you download their particular Playtech computer software. Get a chance to play or even preview all of your favorite online games, like blackjack, roulette, slots, craps, baccarat, online video poker and much more. And when you need a thriller ride, sign up for their particular live dealer tables meant for blackjack, roulette, and baccarat. On line betting has not been this enjoyable or inspiring.
On line Blackjack as well as Roulette Gambling CasinoRoom.com
Feel the royal side associated with online blackjack and roulette gambling at CasinoRoom.com. Whenever you enter the site, you will be instantly gripped with the feeling of being inside grand Monte Carlo. Enjoy up to 70 casino online games and also earn comps points as you go. Great software as well as fantastic bonus prices are what await you at this online blackjack and also roulette betting website.
On line Blackjack as well as Roulette Gambling Casino Fortune
Are you a fast gamer? Have you been fussy about online game graphics? Then check out the on line blackjack and roulette gambling website that is Casino Fortune. Their particular software is available for free download and usually takes only 12-15 minutes with a standard 33kbps modem. Sign on bonus is actually $999 free therefore you're certain to extend your online gaming at Casino Fortune.


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|Sophistication and Success
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The StruggleMonkeys have been disappointing mothers since 1978.
people were this bored or just didn't feel like working.
All images used are believed to be public domain and if not, the owner should contact us & request removal.


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802 Bay St STE C, Beaufort, South Carolina 29902, United States
Well-dressed, and know what they want
Slight twists on classics
Impeccable ingredients
How do we find this place, and once we have, what does it look like?
Large, looming trees almost obscure the sleek façade of this restaurant—but foliage gives way to a bright, contemporary space that, with its low lights and angular interiors, is equally stylish to any city dweller's swanky home.
What was the crowd like?
There's a sense of refinement to the diners here, but it stops just short of pretension. They've done their research on the surprisingly complex dishes, and they're here to finally get a taste.
Tell us about the drink menu—a good variety, or a tightly-edited list?
The cocktail selection rotates with the seasons, but it never abandons the classics. Some, however, are elevated with slight variations: you might have raspberry peach Grand Marnier in your Bellini, or West Indian bitters in your Manhattan. The wine list is large, but not overwhelmingly so, and deserves a serious perusal.
Main event: the food. Give us the lowdown—especially what not to miss.
Calling shrimp n' grits your signature entrée is a bold move—this is the South, after all—but it really is a best-seller, and for good reason (actually, two: house-made broth and house-cured bacon). Of course, seafood is a major player across the menu, from a silky bowl of crab bisque to freshly shucked oysters off the raw bar. And, lest you think there are no surprises left to be had, there's also an entire sushi menu.
And how did the front-of-house folks treat you?
It takes a lot of chutzpah to dub something as seemingly simple as shrimp n' grits your signature move—but servers know what goes into it all, and are happy to set you straight if you ask. They can also take you through the virtues of each possible entrée and, once you've chosen, help you select the ideal wine to go with it.
What's the real-real on why we're coming here?
You can take dinner on the waterfront or in the more urbane dining room—but no matter where you're sitting, the enthusiasm of Chef Brian Waters is going to shine through.
Got the skinny on this place? Let our editors know!


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Providing food safety advice without preaching is tricky.
Matching the advice with what happens in reality is damn hard.
Amy, Sorenne and I are hanging out in Canberra – Australia's capital — for the next couple of days while Amy goes to a French conference and Sorenne teaches me how to play Minecraft.
Dinner last night, including chicken wings and potato-somethings, were both served with aioli.
I asked the server, how was the aioli prepared, is it a commercial product or is it made with raw eggs?
Oh, we make our own aioli. We would never buy the commercial product.
No thanks.
Amy said, serve it on the side, I'll take the risk.
So did Sorenne, although we did have a chat about microbiology (seize those learning moments).
This in context of health authorities warning people to take precautions to prevent salmonella poisonings, with 201 cases already reported in late November as temperatures start to climb.
Of the 4.1 million cases of food poisoning in Australia each year around a third of reported outbreaks are linked to raw or lightly cooked eggs.
Dr Vicky Sheppeard, Directors of Communicable Diseases at NSW Health said the best defence against salmonellosis was careful food preparation and food storage.
"Products containing undercooked eggs, and the spread of germs in the kitchen, are the most common source of salmonellosis outbreaks in NSW."
NSW Food Authority CEO Dr Lisa Szabo said using commercially produced products instead of handmade mayonnaise and sauces when preparing food also reduced the risk of Salmonella poisoning.
"It is also much safer to use commercially pasteurised eggs rather than raw eggs in ready-to-eat products such as desserts and dressings," DrSzabo said.
Good luck with that.


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The Town will progressively grow to reach 30,000 residents.
The approved Institution Town Development Plan in accordance with Kenya Constitution 185 (4) has the following participation of town residents in the administration of town in first 5 years and thereafter year 6 onward.
Administration and public participation provisions first 5 years
- In the first 5 years of development, the Institution Board of Trustees shall be the administrators of the institute town.
- The Board of Trustees shall hold a public meeting once every year.
- All persons working on site and residing on the site shall be eligible to attend the annual meeting.
- The meeting shall discuss all issues relating to the settlement and any provisions to be adopted by the board in order to improve on the institution and town social welfare, security and other provisions for the benefits of those living in the town.
Administration and public participation provisions Year 6 onward
- The administration of town in Year 6 onwards shall be per set laws.
- The institute board of trustees shall pass on the town administration to the residents, public security system, and public court system and town administration laws at the time.
- A town administration hall shall be developed and made operational by residents.
- A police station shall be developed and made operational by national police.
- A courthouse shall be developed and made operational by justice department.
The 5 years shall start when project receives the NEMA Environmental licence.


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Medical Cannabis
In many countries in the world, including in Israel, Medical cannabis has been used for medical purposes, especially for the relief of symptoms in many diseases. In the recent years there has been significant scientific research progress in the field of cannabis in isolation, characterization, and improvement of the active ingredients. The number of clinical studies on the subject are increasing in the quest for the clinical establishment of the plant (and its components) not only to alleviate symptoms but also as a therapeutic agent.
Gsap applies its extensive pharmaceutical experience to the field of medical cannabis while making the relevant adjustments.
To date, Gsap is involved in > 25 cannabis projects of Israeli and overseas companies. This includes: (a) the establishment and certification of manufacturing facilities, wholesalers, and laboratories - newly built or modified existing building (b) advanced development of pharmaceuticals and medical devices and (c) management of clinical studies. Gsap is well familiar with the IMC-GMP and IMC-GDP standards, and has an on-going fruitful dialogue with key opinion leaders in the field and with the Ministry of Health and the YAKAR.
A growing number of countries worldwide have lifted the regulatory restrictions on cannabis thus enabling researchers to study the medicinal properties of cannabis and improve its therapeutic effects.
In Israel – a world leader in the cannabis field – a cannabis dedicated unit operates in the MOH, called the Medical Cannabis Unit (the YAKAR). In the recent years, the YAKAR has been implementing the process of Medicalization of cannabis in order to establish appropriate standards in cannabis for medical use and research. The medical cannabis industry is essentially based on production of validated processes providing quality medical grade cannabis products, In line with the pharmaceutical industry good manufacturing practices (GMP).
Every component in the supply chain of cannabis products must meet the highest quality standards, in accordance with IMC-GAP, IMC-GMP, IMC-GDP, and IMC-GSP standards corresponding to: growth, manufacturing, distribution, and security processes accompanying them.
Several medical cannabis products are already marketed at Israeli pharmacies. In addition, in view of the economic potential of exports it is anticipated that in the near future the recommendations of the inter-ministerial government team will be adopted to approve the export of medical cannabis.
Gsap accompanies the customers from product development through pre-clinical and clinical studies, development of the production process and establishment of facilities.
The following is a list of our services:
For those entering the field (developers and manufacturers):
- Writing Form 1 (initial approval to engage in the field) and submitting it to the YAKAR.
For facility establishers:
- Design production processes and production lines for the products and outputs defined by the customer.
- Gap analysis for newly built or converged facilities
- Writing a user requirements document (URS) for production facility, product quality testing laboratory, wholesaler.
- Writing the URS for the main manufacturing machines
- Preparation of the project total indicative budget.
- Conceptual design.
- Submission of the plans to the MOH for its approval.
- Review of the detailed design
- Supervision (GMP aspects) during construction.
- Writing SOPs according to GMP and adjusted to the costumer's team, spanning: quality assurance, quality control, production process, environmental monitoring, storage, facility maintenance and its infrastructure, facility cleaning operation and equipment maintenance.
- Establishing and implementing of the GMP quality system, including staff and quality management training.
- Validation (protocols, executing/inspection, reports) of: facility infrastructure, production equipment, production processes.
- Writing required internal laboratory SOP.
- Writing protocols of test methods and their validation
- Writing protocols for stability
- Accompanying communication with external laboratories (for tests that will not be performed in-house).
- Accompanying the Ministry of Health's approval examination until final approval and receipt of IMC-GMP certification.
- Continued support after the launch of the plants
For drug developers:
- Preparation of comprehensive regulatory strategy from the development stage, through pre-clinical stage to clinical trials.
- Presentation of the sponsor and plans to the Ministry of Health.
- Assistance in importing inflorescences or cannabis products for developmental needs.
- Connecting cannabis manufacturers and related service laboratories.
- Consultation and accompaniment along the innovative development.
- Pre-clinical consulting and guidance.
- Writing documents (investigator brochure, protocol, consent forms) and submitting them to the Ethics Committees and the Ministry of Health.
- Writing submission documents and submitting them to regulatory authorities abroad (FDA, Europe, other countries).
- Full CRO services – clinical trial management, hospital monitoring and data management.


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text:
Complaints Policy
Outcome: All complaints received will be handled consistently and timely ensuring effective communications with the complainants to agree positive outcomes.
- Introduction
- Caudwell Children welcome feedback and will use it to improve and shape the services that we provide. Sometimes despite our best endeavours, effective training and robust processes, there is the possibility that we will fail to meet the high standards that we expect for ourselves.
1.2 We are committed to dealing with all complaints sensitively, fairly and effectively. We will make every effort to ensure that all complaints receive a complete, accurate and timely response. No complaint will be disregarded.
1.3 This policy also reflects our commitment to appropriately safeguarding and protecting children and adults at risk of abuse through the delivery of the best possible services and where everyone conducts themselves in a manner that upholds public confidence. We are committed to understanding where things may have gone wrong and to prevent things going wrong in the future.
- This policy recognises that the courteous, timely and effective management of complaints is vital to maintain and build on the good relationships that we have with our children and families.
- Purpose
2.1 This policy is to assist staff and volunteers to know how to respond and manage and complaints received from children, families and external parties.
2.2 Embedding complaints and concerns in the charities approaches has two main aims:
- To improve how we use the intelligence from concerns and complaints to better understand the quality of care and support we are delivering.
- To consider how well we handle complaints and concerns to encourage improvement.
2.3 The policy will ensure our internal arrangements to manage complaints is robust, open and transparent and encourages learning including our principles, complaints processes, reporting mechanisms and expectations.
- Scope
3.1 This policy is to be understood and applied to all staff (including sessional staff and commissioned third parties) and volunteers (including students) working in the organisation.
3.2 This policy sets out the approach for managing complaints that come from children, families, the public or individuals and partner organisations that we work with relating to all of Caudwell Children Services
3.3 For the purposes of this policy, complaints includes complaints about our services and the conduct of people working for us, including staff, volunteers and contractors.
3.4 Caudwell Children employees with a complaint should refer to the grievance, whistleblowing and safeguarding policies as appropriate.
- Definitions and Legal Context
4.1 Caudwell Children define a complaint as:
"an expression of dissatisfaction about something Caudwell Children, or someone acting on behalf of the Caudwell Children, has done, whether justified or not."
4.2 This definition recognises any dissatisfaction reported to us by our children, families and external parties about our performance or the application of our policies and procedures or our service provision,
4.3 Complainant – The individual or group that has raised the complaint.
4.4 Responsible Manager – the manager tasked with investigating a complaint.
4.5 Serious incident – any situation where there is a significant risk to children, adults at risk of abuse, a family member of those using the services, property, work, or reputation, or could result in a significant loss of funds to Caudwell Children.
4.6 Complaints procedure – Our formal two-stage process of internally addressing any complaint.
4.7 Criticism and complaint are not necessarily the same; for example, an objection to one of our policies may represent an expression of a differing viewpoint, and whilst such statements will always require a respectful and complete response, they will not automatically be defined as a "complaint". Any criticism will, nevertheless, always be acknowledged as a complaint if the complainant defines it as such and wishes it to be addressed under our Complaints Procedure.
4.8 The following issues (not an exhaustive list) will always be handled as complaints, due to how they relate to our purpose and values:
- Inappropriate and/or unacceptable fundraising methods.
- Failing to provide service(s) meeting the expected standards, including accusations of professional incompetence and/or misconduct.
- Financial losses and/or waste.
- Harm to children or adults at risk of abuse by Caudwell Children.
- Criminality within or involving Caudwell Children.
- Caudwell Children being deliberately used for significant private advantage.
- Non-compliance with Caudwell Children's own policies and procedures.
- Non-compliance with applicable laws and regulations.
4.9 Our Complaints Policy incorporates relevant legislation, regulations and guidance, including:
- The Children and Family Act 2014
- Statutory guidance relevant to Caudwell Children, including regulators such as the Care Quality Commission (CQC) and the Charity Commission.
- How we manage complaints.
5.1 We aim to resolve complaints swiftly and effectively; ideally at the first point of contact or soon thereafter.
5.2 We recognise that any staff member may be the first person to be provided with information regarding a complaint. If this individual has both the authority and sufficient information to resolve the situation promptly and successfully, then they will do so. If not, they will pass the complaint onto the most suitable member of the team or wider charity for matters to be resolved satisfactorily.
5.3 Care will be taken by the individual receiving the complaint to ensure that the complaint is passed onto the most appropriate staff member first time to minimise the risk of complaints being mishandled and delayed, leading to further complaints or an escalation of concern.
5.4 We aim to resolve most general complaints informally either at, or close to, the first point of contact. Sometimes, however, due to the complex or sensitive nature of an issue, or because an acceptable resolution cannot be agreed, our formal complaints procedure will be followed.
5.5 The formal complaints procedure will be followed at any stage if requested by the complainant.
5.6 If a complaint is being handled informally, then the staff member must keep a well-defined distinction between the formal and informal stages of the complaints process, and inform the complainant of their right to have their complaint managed formally if they request this.
- When handling complaints, all staff must pay specific attention to the following:
- At any stage of the complaints process, the individual managing the complaint may become aware that the criteria for reporting a serious incident has been met.
- If the complaint includes a safeguarding concern or allegation about a staff member or volunteer, then the procedures outlined in the safeguarding children and safeguarding adults' policies and procedures will be followed. A safeguarding allegation is defined as any indication that a staff member or volunteer has:
- Behaved in a way that has or might lead to the harm of a child/vulnerable adult
- Possibly committed or is planning to commit a criminal offence against a child/vulnerable adult or related to a child/vulnerable adult
- Behaved towards a child or children/vulnerable adults in a way that indicates s/he is or would be unsuitable to work with children/vulnerable adults.
- Complaints about individuals not employed directly by us.
- Where a complaint is made to Caudwell Children in relation to anyone contracted or acting as consultant on our behalf, then the right is reserved to refer the complaint and/or the outcome of any investigation to their professional body (where appropriate and/or relevant).
- Where services are provided by Caudwell Children on behalf of third parties, this policy still applies. Complainants will retain their right to make a complaint directly to the third party itself.
- Instances where we will be unable to respond to a complaint.
7.1 In some circumstances we will not be able to respond to a complaint:
- Where all satisfactory steps have been taken to respond to the complaint previously.
- When the complaint is not about Caudwell Children.
- Where the complainant has failed to identify themselves and/or provide their contact details.
- When there is too little or inadequate information provided by the complainant.
- When the complaint has been received by us and other organisations as a bulk email or mailing.
- Where it is feasible, it will still, in most cases, be appropriate to acknowledge such communication, provide an explanation as to why the raised points will not and/or cannot be address and state how any further correspondence will be managed.
- It may be the case that we are unable to manage a complaint successfully if it is accompanied by obscene language or behaviour, including threats, sensitive personal comments (regarding race, gender, physical ability, sexual orientation, religion, age, nationality, ethnic origin, marital status, work status, or any other personal characteristic) and/or libel.
- Privacy of Information
8.1 We maintain the confidentiality of all personal information and do not disclose anything without explicit permission, unless legally obliged to do so. All information is kept strictly in accordance with the General Data Protection Regulations 2018 and associated Data Protection legislation 2018.
- Our Responsibilities.
- Establish and maintain a clear, confidential and easy to use complaints procedure.
- Make sure that our procedures and this policy are available in paper and electronic formats (including online via our website), so that complainants are fully aware of how to contact us.
- Accept complaints made in writing and verbally. In the case of sensitive/serious complaints and/or allegations of professional negligence, then complainants will be urged to put their complaint in writing or be supported to witness a statement of their complaint
- To be sensitive to the complainant's background and individual
- Make sure all Caudwell Children staff and volunteers know how to recognise a complaint and are aware of how it is to be managed.
- Aim to resolve complaints in a timely manner and informally in the first instance, without needing to resort to formal investigation.
- Always inform the complainant about the outcome of the complaint.
- Maintain a central log of all complaints received by Caudwell Children. The log follows the progress of each complaint at each stage, up to and including its satisfactory resolution. The log contains information about how each complaint was handled and resolved.
- Regularly report all complaints to the Executive Board and associated sub-committees and applicable governance groups.
- Annually provide an analysis of all complaints received for the attention of the Board of Trustees.
- Complaint reporting in relation to regulated activity; the Care Quality Commission (CQC) and the Charity Commission
10.1 In addition to the child safeguarding referral process, safeguarding events must be reported as an adverse incident in-line with CQC Notification guidelines. significant events must also be reported to the Charity Commission.
10.2 Where allegations of abuse have occurred within a service registered with the Care Quality Commission (CQC), a notification must be completed and submitted via e-mail to the CQC: the latest forms are available on the CQC website.
10.3 If there is an allegation that a member of staff has caused harm to a child, this must be reported immediately to their line manager or another senior member of staff. Management of such allegations will follow the procedure set out in our disciplinary procedures and safeguarding policies.
- Complaint Management
11.1 How can the public complain?
11.2 Our published advice available to the public is that complaints in relation to Caudwell Children's activities should be directed to the Governance Lead as below:
- Via email to firstname.lastname@example.com
- In writing for the attention of Governance Lead, Caudwell Children Caudwell International Children Centre, Innovation Way, Keele University, Newcastle- Under-Lyme, Staffordshire, ST5 5NT.
11.3 Additionally, if a complainant would like to direct a complaint to the Chief Executive Officer (CEO) or the Chairperson of the Board of Trustees, then their Caudwell Children contact details will be made available upon request.
11.4 Although this is our published advice, any complaint received by a member of Caudwell Children staff however received, will be responded to in the same manner.
- Formal complaints procedure: Stage One
12.1 All formal complaints must be forwarded to the relevant Responsible Manager within one working day by the person receiving the complaint.
- Once the complaint has been received by the Responsible Manager, they have a maximum of two working days to formally acknowledge the complaint and to provide reassurance to the complainant that it is being dealt with.
- The findings and conclusions of the Responsible Manager must be provided in writing to the complainant within ten working days. This response to the complaint must include:
- The reasoning behind the Responsible Manager's findings and conclusions.
- Any action taken to address the complaint.
- Details of how the complainant can submit an appeal if they are unsatisfied with the outcome.
12.4. It is good practice, at Stage 1 of a complaint, that the Responsible Manager provide an opportunity to meet face-to-face with the complainant; wherever this is achievable and practicable.
12.5 We will make every effort to be sensitive to the complainant's individual circumstances and background, such as their gender, first language, sexuality and/or any disabilities they may have. It may be beneficial or supportive for the complainant to have the involvement of a friend or relative.
12.6 Where a meetings takes place it may be the case that much of the investigatory work may occur before a meeting takes place. In other circumstances, the Responsible Manager may want to want to hold a meeting, to provide the opportunity to listen to the complainant and then follow up any areas requiring further investigation. Only when all exploratory work is complete then Responsible Manager can draw their findings to a conclusion.
12.7 There may be instances where a comprehensive investigation and conclusion may not be achievable within the ten working day timescale. In such circumstances, an extension may only occur with the prior agreement of the complainant.
- Formal Complaints Procedure: Stage Two: Appeal
13.1 If the complainant is dissatisfied with our response at Stage One, then the complainant may request that the complaint to be considered at Stage Two (Appeal).
13.2 Complainants will be requested to provide an explanation regarding their dissatisfaction of the outcome at Stage One, in writing within ten working days; although it is not essential that they do this; if this timescale is exceeded then an appeal will not automatically be prevented.
13.3 Once a complaint's request to appeal is received, the Responsible Manager escalates the request to the Second Responsible Manager and to the appropriate Executive Team Member within one working day.
- The Executive Team Member will determine whether there is any basis for appeal and if a further review is required.
13.5 If the Executive Team Member accept that there is basis for appeal they will typically delegate the task of considering the appeal to the Second Responsible Manager. If there are reasons where this would be deemed inappropriate, then the Executive Board Member may:
- Consider the appeal themselves.
- Delegate the task to another manager within the lead team.
13.6 The preferences of the complainant must be considered by the Executive Team Member when considering to whom the appeal is delegated. The complainant must be informed of the rationale and decision within two working days.
13.7 The Second Responsible Manager (or any other manager to whom the task has been delegated) must complete their investigations within ten working days of the decision to proceed to Stage Two. In exceptional circumstances, an extension may only occur with the prior agreement of the complaint.
13.8 The Second Responsible Manager must make all practical attempts to meet directly with the complainant, unless this took place at Stage One and a further meeting is deemed unnecessary.
13.9 The Executive Team Member may choose to request that for external, independent advice to be sought. The key role of the involvement of an independent person(s) is to ascertain whether the Caudwell Children Complaints Procedure is being followed correctly and that the process remains unbiased and objective. An independent person may be utilised to provide additional professional and/or technical advice in order to better understand any issues raised.
13.10 Circumstances for an appeal could include (although this list is not exhaustive) a failure to:
- Make the Caudwell Children Complaints Policy and Procedure available.
- Recognise and sufficiently accommodate the complainant's individual circumstances and background (for example first language, any disabilities).
- Convene a meeting to discuss the complaint with the complainant.
- Ensure that the complainant was kept informed of developments.
- Adhere to expected and agreed deadlines.
- Report the basis of findings.
- Make sure that the complaint was considered impartially.
13.11 Following any meeting with the complainant (if held), the individual considering the appeal will conclude their findings, considering what they have heard and after examining all documentation. These conclusions provide the basis for the decision to either reject the appeal, confirming the original decision, or endorse the appeal and make recommendations for a suitable plan.
13.12 The appeal decision must be provided in writing to the complainant within ten working days of the decision to consider the appeal, or within ten working days following ant appeal meeting with the complainant. The response must include:
- The findings and conclusions regarding the decision.
- Any action or additional action taken to address the complaint and the subsequent appeal.
- The clarification that the appeal stage outcome is final.
- Details of external agencies to register their dissatisfaction if the complainant remains dissatisfied with the outcome.
- What happens if the complainant remains dissatisfied after Stage Two Appeal outcome?
14.1 If the Caudwell Children Complaints Procedure has been exhausted, the complainants can choose to refer their complaint to the following organisations:
- The Charity Commission (England & Wales).
- Care Quality Commission (CQC) (for regulated services provided by the charity).
- Professional regulators for individual practitioners registered with their appropriate registered body (HCPC, GMC, NMC).
- Fundraising Regulator.
- Advertising Standards Authority (ASA).
- Whistleblowing
15.1 If you are a professional with concerns about how child protection issues are being handled in your organisation, or another organisation, you should contact the national child abuse whistleblowing advice line on 0800 028 0285 or firstname.lastname@example.com.
15.2 Caudwell Children has its own Whistleblowing policy that should be read in conjunction with this complaints policy.
- Training
16.1 Caudwell Children Mandatory Training Policy describes our minimum statutory, mandatory and required training for all staff, students and volunteer groups in respect of complaint management and safeguarding children and adults including refresher training.
- Audit and Review
17.1 A central complaints register will be maintained by the Governance Lead. The register will log all formal complaints, the name of the Responsible Manager, a summary of the key investigatory points, the complaint outcome and any residual actions.
17.2 Complaint themes will also be measured to increase understanding of why complaints have been raised in the first instance, disseminate findings and improve quality of service delivery. Compliant management will form part of the quality report that is forwarded to the Executive Team on a quarterly basis.
17.3 This policy will be reviewed every three years or more frequently in line with learning and improvement of service delivery.
- Associated Policies
Safeguarding Adults
Safeguarding Children
Duty Of Candour
- Useful references.
Advertising Standards Authority
Care Quality Commission (CQC)
Charity Commission for England and Wales
PO Box 1227,
Tel: 0845 3000 218
General Medical Council (GMC)
Health and Care Professions Council (HCPC)
The Fundraising Regulator
2nd Floor
CAN Mezzanine Building
49-51 East Road
Tel: 0300 999 3407
Email: firstname.lastname@example.com
Website: www.fundraisingregulator.org.uk
The Nursing and Midwifery Council (NMC) www.nmc.org.uk
If you are not happy with the reply you get, with the outcome of your complaint or how it was dealt with, you can ask the Health Service Ombudsman to investigate it. The Health Service Ombudsman is a free, independent complaints service. If they decide that the NHS has got things wrong, they can make recommendations to put things right.
- By sending an email to: firstname.lastname@example.com
- By writing to: Parliamentary and Health Service Ombudsman Millbank Tower, Millbank London, SW1P 4QP
- You can also visit their website at ombudsman.org.uk.
Chief Executive Officer
Caudwell Children
Caudwell's International Children Centre
Innovation Way, Keele Innovation & Science Park
Contact Number: 01782 433 932
Email: firstname.lastname@example.com
Private and Confidential
Caudwell Children
Caudwell's International Children Centre
Innovation Way, Keele Innovation & Science Park
Charity Commission
Charity Commission First Contact
PO Box 1227
Contact number: 0345 300 0218


text:
Airline employers, like other business groups, should be prepared for possible regulatory and legislative changes as the balance of power in Washington shifts to the Democrats in the wake of the 2008 elections. Although the currently proposed changes to the National Labor Relations Act (NLRA) identified as the Employee Free Choice Act (EFCA) will not directly affect airlines and other employers covered by the Railway Labor Act (RLA), recent Congressional criticism of the National Mediation Board's election rules and release policies may portend future attempts to change these procedures as well.
Additionally, other pending legislation could significantly impact airline employers. Some of this legislation is highlighted below:
While it is not clear which, if any, of these legislative proposals ultimately will become law, it is important for employers to be aware of these pending measures, many of which were supported by President-elect Obama. We will continue to keep you updated on the status of this pending legislation and any other significant legislative developments.
If you have any questions regarding this legislation or other labor or employment related issues, please contact the Ford & Harrison attorney with whom you usually work.
On September 25, 2008 President Bush signed into law the Americans with Disabilities Act Amendments Act of 2008 (ADAAA). The statute, which expands protection of persons with disabilities in the workplace, will become effective on January 1, 2009.
Expansion of Who the Act Covers as Disabled
The "Findings and Purposes" section of the ADAAA notes that the U.S. Supreme Court, and lower courts, have interpreted the definition of disability too restrictively, meaning that persons who should have been protected under the ADA have not been. Although not changing the ADA's technical definition of disability, Congress states that the term must be interpreted in favor of broad coverage to the maximum extent permitted under the terms of the law.
Mitigating Measures No Longer Relevant
Revising a major prior victory for employers, the Act overturns the Supreme Court's decision in Sutton v. United Air Lines, Inc. (1999), and related cases, which held that whether an individual is disabled should be determined with reference to mitigating devices, such as medication. The ADAAA states that the determination of whether a condition substantially limits an individual's major life activities must be made without regard to the effects of mitigating measures. The Act specifically excludes eyeglasses and contact lenses from the list of mitigating measures that should not be considered. As a result of these changes, millions of persons not previously covered by the ADA will now qualify for its protections.
"Regarded As" Claims Expanded
In addition to protecting persons who actually have a disability, the ADA has always protected persons from discrimination because an employer "regarded" them as having a disability that they did not have. Under the original version of the ADA, persons who claimed discrimination because they were regarded as having a disability were required to prove that the perceived disability substantially limited a major life activity.
According to the ADAAA, this interpretation was too narrow. Now, employees only need to show that discrimination based on a perceived disability violates the law, regardless of whether the impairment actually limits, or is perceived to limit, a major life activity.
Further, settling a disagreement among federal courts under the prior version of the ADA, the ADAAA clarifies that employers do not have a duty to reasonably accommodate individuals who claim "regarded as" discrimination. The ADAAA also specifically states that "regarded as" claims cannot be based on impairments that are transitory or minor, which the Act defines as impairments with an actual or expected duration of six months or less.
"Substantially Limits" Expanded
To be protected as an individual who has an actual disability, the law requires the individual to prove that he or she is substantially limited in a major life activity. The Act also states that in Toyota Motor Manufacturing, Kentucky, Inc. v. Williams, (2002), the Supreme Court interpreted the term "substantially limits" to impose too high of a standard. Similarly, the Act states that the current EEOC regulations defining the term "substantially limits" as "significantly restricted" express too high of a standard. Accordingly, the Act states that the determination of whether an individual's impairment is a disability under the ADA "should not demand extensive analysis." The Act directs the EEOC to revise its regulations on the definition of "substantially limits" to be consistent with the Act's goal of broadening coverage of individuals protected under the ADA.
The Act also states that an impairment that limits one major life activity does not need to limit other major life activities in order to be a disability. Also, an impairment that is episodic or in remission is a disability if it would substantially limit a major life activity when active.
"Major Life Activities" Clarified
The ADAAA contains an expanded, nonexclusive list of examples of major life activities. Among those now included are caring for oneself, performing manual tasks, learning, reading, bending, concentrating, and thinking. The Act also clarifies that "major life activities" include major bodily functions including, but not limited to, functions of the immune system, normal cell growth, digestion, bowel and bladder functions, as well as neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.
No Reverse Discrimination
The ADAAA makes clear that reverse discrimination claims may not be made under the ADA. Specifically, the Act states that individuals who do not have disabilities may not claim that they were subject to discrimination because of their lack of a disability.
The Fifth Circuit Court of Appeals recently affirmed the decision of a federal trial court granting summary judgment to Southwest Airlines on a former employee's claims that the airline violated the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). See Grubb v. Southwest Airlines (5th Cir. October 10, 2008). In this case, the plaintiff, a flight instructor, claimed Southwest violated the ADA by firing him rather than accommodating his sleep apnea – which caused him to "nod off" at work – and the FMLA by firing him rather than granting his request for leave.
In his position as a flight instructor, Grubb was required to train pilots through flight simulator and class instruction and maintain a certain level of expertise by his own training and technique development in instructor meetings and activities. Beginning in 2002 and continuing until his termination in 2004, Grubb was counseled repeatedly for falling asleep during instructor meetings and while training pilots on simulators. Grubb told Southwest he was being treated for a sleep problem; however, he failed to submit a diagnosis and prognosis from a doctor as requested by Southwest. Instead, Grubb submitted only a conclusory note that "he was being seen for sleep apnea."
Although Southwest counseled Grubb about his sleeping issues several times and offered schedule adjustments as well as time off, his performance did not improve and, ultimately, he was discharged.
Assuming, without deciding, that Grubb's sleep apnea qualified as a disability under the ADA, the Fifth Circuit affirmed summary judgment in favor of Southwest, finding that Grubb was unable to perform his job in a manner that Southwest could reasonably accommodate. The court noted, "courts have repeatedly approved of ADA-challenged discharges for falling asleep at work, particularly in safety-sensitive positions." In this case, the court found it "difficult to fathom how Grubb could instruct future pilots with confidence, or receive training on how to do so, if he was repeatedly 'nodding off.'"
Additionally, the court held that Southwest provided any accommodation it may have owed Grubb. The airline granted all of Grubb's requested accommodations other than a set shift assignment, which Southwest established would impose inordinate burdens on other Southwest employees and require the airline to fundamentally alter its schedules.
The court also affirmed summary judgment on Grubb's FMLA claims because he could not show that leave was the reason he was discharged. The court found that Southwest articulated a legitimate, nondiscriminatory reason for Grubb's discharge – his performance. Southwest's failure to follow its internal procedures in discharging him and speculation based on the timing of his FMLA application and his discharge were not sufficient to create a genuine issue of fact as to discriminatory motives.
The court also held that Grubb's termination did not violate the FMLA by denying him leave to which he would have been entitled. An employee who requests or takes protected leave under the FMLA is not entitled to any greater rights or benefits than he would be entitled to had he not requested or taken leave. Thus, under the FMLA, an employee "can be fired for poor performance even if that performance is due to the same root cause as the need for leave." Accordingly, since Southwest's termination of Grubb was otherwise appropriate, "any right to leave would have been extinguished by SWA's exercise of that prerogative."
On September 11, 2008 the NMB issued a notice rescinding its proposed revisions to its Representation Manual. As noted in the August 2008 issue of the Airline Management Letter, the NMB proposed revisions to certain sections of the Representation Manual in an effort to clarify existing policy. However, in its September Notice, the NMB stated that it received a number of comments from a variety of representatives of labor, management, Congress and other organizations, which indicated the proposals "engendered more ambiguity than clarification." Accordingly, the NMB will not implement the proposed revisions at this time. The NMB stated that it will continue to review and study these proposals and the comments received and may issue new proposals for comment at some point in the future. In the meantime, the NMB will continue to apply its long-standing precedent and policies, including not allowing the use of authorization cards for certification where all participants have not agreed.
Reiterating the principle that Title VII is not designed to remedy offensive behavior that is not discriminatory, a federal trial court in South Dakota recently granted summary judgment in favor of an airline employer on a sexual harassment complaint filed by the Equal Employment Opportunity Commission (EEOC) on behalf of a female employee. See EEOC v. Air Wisconsin Airlines Corp. (Nov. 6, 2008). In this case, the plaintiff complained that her co-workers used profanity toward her, made disparaging comments and engaged in other inappropriate, antagonistic behavior. However, few of the alleged comments were gender based and the plaintiff admitted that she often used profanity in the workplace. Further, the plaintiff admitted that she was not offended by the comments that were sexually oriented. Other employees complained of the plaintiff's behavior as well as that of her co-workers, characterizing the workplace environment as tense and similar to a "junior high locker room because of all the gutter talk."
The court found that the conduct in the plaintiff's workplace was "intimidating, ridiculing, and insulting. The conduct, however, was not discriminatory because it was not directed only at females." The court held that the EEOC failed to demonstrate a prima facie case of sexual harassment because the alleged misconduct was not based on the plaintiff's sex nor did it target females. According to the court, "the offending behavior was the result of antagonism among and between employees. Title VII does not address the type of behavior involved in this litigation."
OpenSkiesIBT withdrew its application to represent Flight Attendants. Dismissal October 23, 2008.
Delta Airlines, Inc.The NMB determined that AFA failed to state a case of election interference in the representation election involving Flight Attendants. Interference claim dismissed September 30, 2008.
GoJet AirlinesIBT lost an election to represent Flight Attendants. Out of 129 eligible employees, there were 36 votes for IBT, 3 void votes and 3 votes for other. Dismissal September 4, 2008.
NetJets AviationNetJets Association of Shared Aircraft Pilots (NJASAP) won a privately-conducted election to determine who would represent Pilots. Out of 2264 eligible employee, there were 2212 votes for NJASAP and 52 votes for IBT. Certification August 26, 2008.
Northern Air CargoIBT won an election to represent Cockpit Crewmembers. Out of 33 eligible employees, there were 20 votes for IBT. Certification August 14, 2008.


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I always wondered how those people could have drunk that Kool-Aid at Jonestown. How could that many people believe all of that and really drink it? Later on in my life, this strange phenomenon breached my consciousness again when the Hale-Bop Comet came by the Earth and all those people wearing Nike's tennis shoes thought that the comet brought the mothership that they needed to beam up to because they thought the Earth was going to be recycled. They drank the Kool-Aid as well. Heaven's Gates people they were called.
Befuddled, I, later in life, was hit with this strange happening where people thought something so outrageous as a mass group, but this time it was on a worldwide scale never seen before. This time it affected people I knew, people I respected. People who for the most part hold no fringe views of anything, but just happened to believe this one thing. "Man is not partly responsible for global warming." To have such a big portion of the world vainly believe this nonsense is startling.
The Kool-Aid they drink is this. They tell themselves not a single weather event in our lifetime has not happened before, not one. That it is all part of the ebb and flow of the planet. However, to believe after we pour all that carbon into the atmosphere, that we are not also part of the problem, is bonkers. Yet somehow, it sinks in with so many smart people.
Those of us who see through this massive facade are labeled "Kooks" or "People who just don't understand like they do." For thinking people, we are not in Kansas anymore. We have slipped so far down the rabbit hole that not even tapping our heels together three times will get us out of this in our lifetime. We need to collectively do something about our carbon production into the air. Go watch the film "Chasing Ice" and get back with me if you are still a climate denier.
C. Rich
Author, Blogger, Poet


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Discover Our Shared Heritage Travel Itinerary
El Camino Real de Tierra Adentro National Historic Trail
In 1849, Valentin Maese erected a two-room home for his family just east of what would become the formal plaza in the small Mexican village of Mesilla. Maese's vertical log and adobe plaster jacal was simple and practical, joining other jacales built along the plaza perimeter as a means of community defense. Established on Mexico's northern frontier in 1848, west of the Rio Grande and El Camino Real de Tierra Adentro, Mesilla was an easy target for Apache Indian attacks. Even so, Maese and Mesilla's other proud pioneering families would rather risk raids than lose their cultural identities as Mexicans after the 1846 Mexican-American War left their former homelands in U.S. hands.
With its theaters, shops, saloons and local color, Mesilla drew visitors from throughout the Southwest and Mexico looking for a good time. Billy the Kid was a frequent Mesilla visitor who spent time as an inmate at the Territorial-style adobe jail and courthouse on the plaza's southeast corner. More well-mannered visitors stayed across the street at the Corn Exchange Hotel, a rambling, single-story adobe compound with brick coping and parapets and an interior courtyard. Constructed as early as 1854, the building was an important stop on the Butterfield stage line before the hotel opened in 1874. Since 1939, the 10,000-square-foot building has been home to La Posta Restaurant, a popular spot for native New Mexican cuisine operated by descendants of the Griggs mercantile family.


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AceShowbiz - Ryan Murphy is adding a new drama to his TV credits. Deadline reports that Murphy is currently developing new drama, titled "Pose", for FX. "Pose" marks Murphy's fifth series on the network after "Nip/Tuck", "American Horror Story", "American Crime Story" and "Feud".
Set in 1986, "Pose" will look at "the juxtaposition of several segments of life and society in New York City: the emergence of the luxury Trump-era universe, the downtown social and literary scene and the ball culture world."
Unlike "American Horror Story", "American Crime Story" and "Feud", "Pose" reportedly won't be an anthology. Instead, it will be an ongoing series.
Previously, Murphy talked to The Hollywood Reporter about returning with serialized series. "I want to follow the same character for five or six years," he said. He continued, "I love doing pilots. I would not do that thing where a show went on indefinitely; I'd want to start it knowing there's an end and the thing I'm cooking up has that. I would love to do that with Sarah [Paulson], too. So fingers crossed."
Murphy will serve behind the lens of the first episode which will begin its filming in New York in October. No casting announcement has been made, though according to Deadline, the cast is "expected to feature largely new and unknown performers."
"Pose" will be written by Murphy alongside frequent collaborator Brad Falchuk ("American Horror Story") and Stephen Canals. Murphy is also re-teaming with "American Crime Story: The People v. O.J. Simpson" producers Nina Jacobson and Brad Simpson to exec-produce along with Falchuk and Canals. Sherry Marsh will serve as producer of the potential drama, which will be co-produced by FOX 21 TV Studios and FX Productions.
Murphy's currently in the stage of production for the second and third installment of "American Crime Story" and is prepping the seventh season of "American Horror Story". Previously, FX just announced that the sophomore season of "Feud", Murphy's other series on the network, will tackle Prince Charles and Princess Diana.
Should "Pose" be picked by FX, the series will join "Legion", "Taboo", "The Americans" and "The Strain". FX and producers Fox 21 reportedly refused to comment.


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February 13, 2017
Traditional Chinese Medicine (TCM) has been practiced for more than two thousands years. Its theoretical system was partly derived from the philosophy that informs Taoist and Buddhist thought and complemented through practice. The basic theories include Yin and Yang, t...
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On the website of Offbeat Oregon History, there is a page introducing "Doc" Hay, Oregon's pioneer Chinese herbalist", with a subtitle Settlers in John Day in the late 1800s learned the healer of Kam Wah Chung could cure diseases others couldn't; all his patients surviv...
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Manchester United midfielder seeking January exit?
Manchester United midfielder Ander Herrera could push for a winter exit from Old Trafford after growing frustrated with the limited first-team action.
The Spaniard has been with the Red Devils since the summer of 2014 and during this period, he has racked over 160 appearances in all competitions.
Despite this, his future has been called into question with his contract expiring in 11 months' time and Metro reports that he could be heading for an exit in the New Year.
Herrera recently expressed his desire to sign a new long-term deal with United but he appears to have grown frustrated with the lack of progress in addition to the gametime offered.
At present, The 28-year-old is pretty much the fifth-choice midfielder under Jose Mourinho with Nemanja Matic, Paul Pogba, Marouane Fellaini and summer signing Fred ahead of him in the pecking order.
Herrera has made just one Premier League start this season and that came in the embarrassing 3-0 defeat to Tottenham Hotspur at Old Trafford last Monday.


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AHHHHHH!!!!I love that area!!!btw...I am also planning an Huntington Beach -> Long Beach "dirt spots" ride...plated bikes only cuz "you gotta keep moving" sorta thing
Would you believe I've crawled all the way up that hill in my jeep? That whole road is fun
Dirt bikes make everything seem easier lolIt goes up to the cafe at 138 and hwy2, with a bunch of off shoots that meander around towards phelan and baldy Mesa
Alright guys, can I get your honest opinions? XR650LHere's my thinking... Todd and others advise me that the WR250R is just not enough bike and I would regret not going bigger. Totally trust Todd's opinion and his points all made sense. So that's out. Thought about bikes like the Triumph Tiger 800, KLR's and the like... They get great reviews and all that, but they are road orientated bikes. After a heart to heart with myself, I don't want a road bike that can do dirt. I want a dirt bike that can do road. Which brings up the KTM's. I know you guys don't mind tinkering on your bikes, but I'm just not into working on stuff like that anymore... so those "every 30 hour valve check" bikes are out. Which leaves me with the DRZ's, or used, older, plated dirt bikes (see above where I don't want something I have to work on)... then I was reminded of the XR650. Everyone says they are better on the dirt (outside of KTM type bikes), pretty decent on the street, noob-to-dirt friendly, and the little short comings (mainly the soft suspension) is something I wouldn't notice until I got better and is fixable with new springs. Also, Honda reliability and air cooled (so I'm not worried about a radiator) and tons of aftermarket parts because the bike hasn't changed is 100 years. Saw some new 2015's for around $5k on Cycletrader.Is it a bad bike? Any experience with them? Good choice? Over my noobie head? Looking for something to hit the local trails with you guys... maybe some local desert and local mountain type stuff on occasion... What do you think?
New Years!!! So excited!! 😄
@Chris have you done any mods to that bike yet? I know I've seen a ton of YouTube stuff on your bike and owners love them, especially after some basic work.
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We start by congratulating Tiana F on her recent Tennis success. Her involvement in an ITF ranked tournament resulted in her reaching the final of the doubles and the last sixteen of the singles. As an U15, she is now back in the U18 top 1000 players! A fantastic achievement being three years young.
Girls' Hockey
The U15B team recorded an excellent win against local rivals Bede's. After taking a 2-0 lead into half time, the team played well to score once more and win 3-1. Isabella A, Ploy A and Emilie J were the goal scorers.
In the 1st XI match that took place on Thursday, the girls earned a well-deserved 3-3 draw. Leading 2-1 at the interval, the second half saw Bede's score twice and Lancing once in what was a very entertaining encounter. Goals were scored by Georgia T, Eugenie D and Molly C-H. MVP was Maddie S.
On Tuesday, the U15A team took on its furthest journey and arguably its most difficult fixture at Bradfield. With the opponents flying high in the Southern Schools League, the Lancing team produced the performance of the season to draw 1-1. After good work from Sumin K and Jake B, Isaac A gave the team the lead in the first half. The boys created more chances and could have put the result out of sight, only for Bradfield to grab a late equaliser. The wholes team should receive high praise for the way they played and worked hard for one another. MVP was Sumin Ki.
Lancing played Harrow School in a closely-fought encounter across 1st, 2nd and Junior age groupings. The 1st team started strongly with wins for Jonah B (the new U13 national champion) and Toby R. With two subsequent losses, the game then fell on the shoulders of Anje B to close the tie – which she duly did.
The 2nd team game was held at 2 matches each, then Seb B stepped up and won his rubber to give Lancing the victory. The Lancing Juniors proved much too strong, winning all their matches comfortably and proving the future is bright for Lancing squash.
The Senior boys' team took on Seaford this week. It was a great performance with wins from Angus N and Arya G in the doubles, and Joe R and Angus N in the singles. At 3-3, a deciding tie break was played by Joe and Angus, which they duly won for Lancing to take home the win. MVP was Angus for winning both his singles and doubles.


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The Automotive Transmission Fluid Market Report brings together a brief picture of the contenders in industry share, market share, market size in value and volume, distribution channel, and geographic spectrum along with revenue forecasts from the industry landscape. industry. The report is also an up-to-date benchmark of all major developments in the Automotive Transmission Fluid market in terms of major mergers and acquisitions, geographic expansion initiatives, new portfolio diversification initiatives, and the like.
The Automotive Transmission Fluid Market Report includes a comprehensive study of various factors such as drivers, constraints, challenges, and opportunities that will affect the growth of the global market in the coming years. The report covers regional demographics which includes qualitative and quantitative information on the regions that are broken down into nations that are contributing to the Automotive Transmission Fluid market growth between 2020 and 2029.
To Download the Latest Sample of Automotive Transmission Fluid Market Report (use Official Email Id for Higher Priority)
The best-known players in the Automotive Transmission Fluid market are:
BP, Chevron, Exxon Mobil, Shell, Valvoline
Type overview, 2020-2029
Automatic Transmission Oil, Manual Transmission Oil
Application overview, 2020-2029
Passenger Car, Commercial Vehicle
Automotive Transmission Fluid Global Market Report provides detailed regional segmentation analysis. The article is divided into the following regions:
North America (USA, Canada, Mexico)
Europe (United Kingdom, France, Germany, Spain, Italy, and Rest of Europe)
Asia-Pacific (China, Japan, South Korea, ASEAN, India, Rest of Asia-Pacific)
Latin America (Brazil, Argentina, Colombia, and the rest of LA)
The Middle East and Africa (Turkey, GCC, United Arab Emirates and South Africa Rest of Middle East)
Inquire Report With Current Situation Statistics @ https://market.us/report/automotive-transmission-fluid-market/#inquiry
The Global Automotive Transmission Fluid Market Report covers information on various vital aspects of the market. The Automotive Transmission Fluid report provides a summary study of various factors driving market growth such as manufacturers, market size, types, applications, and regions. Also, to assess the market size, this study provides an accurate analysis of the vendor landscape, as well as a corresponding detailed study of manufacturers operating in the Automotive Transmission Fluid market. Furthermore, in recent years, thanks to new innovations and strategic ideas, the market for Automotive Transmission Fluid has undergone significant development and is expected to increase further during the forecast period. Likewise, the information also includes the different regions where the global market Automotive Transmission Fluid has successfully taken the position.
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Owh My Owh My!!! I won the cute soap!!! tq soo much!! Indeed I had so much fun at the shopping buffet.. Lots of great items there!!! Hopefully you will do it again next year!! =)
Malaysia Largest Clothes Buffet: Lucky Draw Winners
In conjunction with our recent Clothes Buffet event, we've had 2 very generous sponsors who were a great help in rewarding our shoppers and after much deliberation, we're ready to announce the winners!
Bag of Love
Bag of Love gives you a beautiful bag of 5 deluxe sample-size beauty products – ranging from hair care to skincare, body care, make up, nails and fragrances – delivered to your doorstep monthly so you get to sample the products before buying it
The 30 lucky winners who will be receiving their Bag of Love were selected from the shoppers who purchased pre-sale tickets to shop with us during the Clothes Buffet. Congratulations to all 30 of you!
- Michelle Yip
- Chan Hui Jie
- Aimi Zulaikha
- Min Min Wong
- Shi Wei Wong
- Regine Teoh
- Jeanette Lim
- Cherrelle Westwood
- Aliza Sara Elias
- Jessie Wong
- Nurhamizah Jamil
- Amy Tan
- Eliane Chung
- Jessica Lee
- Amanda Chan
- Hui Yi Low
- Wei Mae Chen
- Low Vyn Gene
- Syafira Amadea
- Yijane Khoo
- Elizabeth Lee
- Neo Wei Wei
- Rachel Yeo
- Yong Shu Wen
- Fong Nee Gan
- Chin Si Yun
- Izyan Shazwani Mohd Fuzi
- Carynne Loh
- Ei Lynn Chim
- Yee Hsin Leong
Earth Care
Earth Care soaps are committed to create natural products for your skin's wellbeing, using only quality organic and pure ingredients. Beneficial ingredients like olive oil, shea butter, essential oils, herbs and clays are added for that extra nourishing and moisturizing effect, at the same time reducing itchy and dry/flaky skin
The 10 lucky winners who will be receiving the Earth Care handmade organic soaps are selected based on the post-event Instagram contest using the hashtag #malaysiaclothesbuffet
Congratulations to the following shoppers!
@yokepingteo and @urecla
@yeemei_lee and @adreana27
@edazzlucinda and @yuhjiun09
@praisekhoo and @fibieelyh
@andrea0ng and @irisloong
All winners will be contacted directly on how to redeem their prizes and thank you once again for shopping with us during our recent Clothes Buffet. Hope to see you again next time *winks*
4 Comments
Congrats to all the winners
Congratz all, and thanks you very much
Congratulations to all winners! 😀