text:
1. On the 9th September, 2016 Baker J. gave leave to the applicant to apply for judicial review and granted an order that the proceedings be stayed until the determination of the application for judicial review.
2. In May, 2015 the applicant was notified that a complaint of bullying had been made against him by his colleague, a teacher called Ms. Michelle Spence. This complaint cited a number of alleged incidents, some of which dated back to 2008. Notwithstanding the fact that the applicant's principal had been aware of the 2008 allegations for some years, the applicant first learned of their existence in 2015.
3. An investigation into the complaint was launched in accordance with the "Bullying Prevention Policy – Complaint Procedure for Education Training Board Staff". This procedure is specifically described as an industrial relations procedure and is not a legal procedure.
4. The respondent engaged a private limited company called Graphite Recruitment HRM Limited to carry out the investigation. The applicant was asked by the two investigators to submit his written response, to attend various meetings and interviews, with which he duly complied. On or about the 4th April, 2016 the applicant was furnished with a copy of the report of Graphite Recruitment HRM dated 24th March, 2016. As was apparent from the report, the two investigators of Graphite Recruitment HRM Ltd. had "upheld" the allegations of bullying against the applicant insofar as it related to four specific instances (only) alleged to have occurred between January and April 2015 as follows:
(ii) the applicant's failure to "acknowledge" Ms. Spence at a staff meeting in April, 2015;
(iii) the applicant's alleged failure to include Ms. Spence in a community arts project in April/May 2015; and
(iv) a dispute between the applicant and the respondent in relation to the use of a camera for school photographs from September 2014 to June 2015.
5. On the 21st April, 2016 the applicant received a letter from the respondent dated the 20th April, 2016 advising that the report of Graphite Recruitment HRM Ltd. was to be adopted by the respondent. The applicant was advised that he had fifteen working days to make a limited appeal to the decision. He appealed but his appeal was rejected.
6. By letter dated 30th August, 2016 written by the Chief Executive of Longford Westmeath Education and Training Board, Christy Duffy, the applicant was advised that as his appeal had not been upheld that the investigation report "stands" together with the "findings" against him. The applicant was advised as follows: -
In the light of findings/conclusions of the investigation report (copy enclosed) you are required to attend a Stage 4 Disciplinary Meeting to be convened for the purpose of determining the disciplinary action if any, which may arise from the finding of the investigation referred to above."
7. It was within this context that the applicant applied ex parte by way of application seeking a number of reliefs as set out below, to be presented before Baker J. on the 9th September, 2016.
Submissions on behalf of the Applicant
8. Counsel for the applicant indicated that the applicant was the Deputy Principal at Lanesboro Community College and that in or about May 2015 the applicant was notified that a complaint of bullying had been made against him by his colleague, a teacher called Michelle Spence. This complaint cited a number of alleged instances, some of which dated back to 2008. The applicant first learned of their existence in 2015. Notwithstanding this, the applicant's principal had been aware of the 2008 allegations for some years.
9. An investigation into the complaint was launched in accordance with the 'Bullying Prevention Policy – Complaint Procedure for ETB Staff' dated the 1st September, 2013. This procedure does not have any status under the Education Act 1998 (as amended by section 6 of the Education (Amendment) Act 2012) as it is not a disciplinary procedure and does not afford the subject of any investigation the safeguards provided for in Circular 71/2014. It is specifically described as an 'Industrial Relations Procedure' and not a legal procedure. Section 1.1 states:-
11. The applicant was asked by members of staff of Graphite Recruitment HRM Ltd. to submit his written response by the 21st May, 2015. He complied with this request. He was also requested to attend various meetings and interviews and he duly complied. The procedures designed and adopted by Graphite Recruitment HRM Ltd. did not permit the applicant to confront his accuser or challenge by way of cross examination the allegations against him. According to the agreed policy document it was expected that this investigation would take five to six weeks. The process eventually concluded on the 4th March, 2016 having been in existence for forty-three weeks (this Court's emphasis).
12. On or about 4th April, 2016 the applicant was furnished with a copy of the report of Graphite Recruitment HRM Ltd. dated 24th March, 2016. As was apparent from the report, the two employees of Graphite Recruitment HRM Ltd. had "upheld" the allegations of bullying against the applicant insofar as it related to four specific instances alleged to have occurred between January and April 2015. None of the other allegations were upheld. On the 21st April, 2016 the applicant received a letter from the respondent dated 20th April, 2016 advising that the report of Graphite Recruitment HRM Ltd. was to be adopted by the respondent. Such "adoption" has no and can have no legal implications for the processes provided in Circular 71 of 2014. The applicant was advised that he had fifteen working days to take a limited procedural appeal to the decision and his appeal was rejected.
13. By letter dated 30th August, 2016 from the Chief Executive of Longford Westmeath Education and Training Board, Mr. Christy Duffy, the applicant was advised that as his appeal had not been upheld and that the investigation report "stands" together with the "findings" against him. As set out above, the applicant was required to attend a "Stage 4 Disciplinary meeting".
This was the first indication of any disciplinary process.
14. By letter dated 31st August, 2016 the applicant's solicitors wrote objecting to the course of action proposed and followed this letter with a further letter of the 2nd September, 2016 outlining the detailed basis for the applicant's objections to the respondents proposed course of action. The applicant requested assurances that any steps that the respondent proposed to take in respect of the as yet unspecified allegations against him would be taken entirely in accordance with Circular 71/2014 and by letter dated the 6th September, 2016 the respondent solicitor responded that the applicant concerns were unfounded and that the disciplinary meeting would proceed.
15. By virtue of the provisions of the Vocational Educational Act 1930, the respondents' predecessor in title was established to perform the functions conferred on it by the Act.
16. By virtue of the Education and Training Boards Act 2013 the existing Vocational Educational Committees were dissolved and replaced by a number of ETB's including the respondent.
17. Section 24 of the Education Act 1998 as amended by s. 6 of the Education (Amendment) Act 2012 provided:-
(12) Where the employer of the principal, teachers and other staff of a recognised school is a person other than the board of the school concerned, a reference in this section to a board shall be construed and have effect as if the said person were substituted for the said reference wherever it occurs.
(13) In applying subsection (11) to the principal, a teacher or other member of staff of a recognised school which is established or maintained by a vocational education committee, the board of the recognised school concerned shall comply with the provisions of the Vocational Education Committee Acts 1930 to 2006 in relation to suspension and dismissal."
The Essential Aspects of Fair Procedure
19. Counsel for the applicant stated that it was one thing for a preliminary investigation to ascertain the background to an allegation, or to assemble competing contentions in respect of disputed issues of fact. Such a process can facilitate a disciplinary process being conducted in an efficient and manageable way, still observing fair procedures. It is quite another thing for an investigation not in compliance with mandated procedure, or on a more basic level, not in compliance with fair procedures, to form the factual basis of an investigation on which disciplinary sanctions can be imposed. He quoted Millick v. Irish Casing Co. Ltd. [2007] 18 ELR 229 where Clarke J. discussed the difference between investigations that do not involve any findings of fact (to which all rules and natural justice need not apply) and inquiries which can make formal findings (to which rules of justice do apply). He also quoted Marie Fuller v. the Minister for Justice [2005] 1 I.R. 529 in which McGuinness J. commented obiter dictum in relation to the differences between statutory powers applicable when disciplining civil servants and industrial relations procedures of the State:
21. The bullying prevention policy outlines an informal process. Under the heading "Failure by a Staff Member to attend Meetings under the Formal Stages of the Procedure", it is clear that the only sanction for a staff member who fails to cooperate with the procedures is that the procedure continues in their absence.
22. There is mention of the ETB nominating two investigators from a panel of "approved investigators".
23. Counsel on behalf of the applicant submitted that the "investigation" which is to be subcontracted is to be conducted in accordance with the terms of reference and protocol provided for in Appendix II. It is evident from a consideration of the protocol that the requirements of natural justice have not been incorporated into the protocol. It would be essential for natural justice to be complied with, if reliance were to be placed on "findings" for the purposes of dismissing an employee.
24. The following is provided by Counsel for the applicant by way of example of how the protocol lacks compliance with fair procedures. Individual witnesses are invited to a "meeting". A draft minute of the interview conducted will then be prepared and provided to the witness. The witness can apparently can review the draft minute and suggest changes, this even in respect of matters on which they have given evidence. The investigator then makes a "determination" on the amendments suggested.
25. The witness is entitled to attend at an interview accompanied by a work colleague or trade union representative (but not a legal representative). The following is set out in the protocol:
Case Law relating to Fair Procedures
27. Counsel for the applicant submitted that the law in respect of fair procedures was clear, particularly where an individual is liable to be dismissed from his or her employment. When a Stage 4 process under Circular 71 to 2014 is invoked, it follows that a teacher may be dismissed.
28. He submitted that cross-examination is clearly necessary in bodies which are administering justice. The entitlement to cross-examine allegations is not confined to a court body administering justice. In Borges v. Fitness to Practice Committee [2004] 1 I.R. 103 Keane C.J. stated:-
32. He said that Circular 71 of 2014 expressly provides for the entitlement of a person in the position of the applicant to challenge any evidence which is to be relied upon at a Stage 4 hearing - this is a mandatory requirement of Circular 71/2014. He submitted that it was clear as a matter of law and as a matter of fair procedures, an individual whose job was at stake and against whom allegations were to be made would be entitled to challenge and cross-examine the evidence to be relied upon in the case against him. He then quoted Circular 71 which this Court will deal with in more detail.
33. He submitted in particular in relation to Stage 4, the following appears to be the essential aspects:
(ii) Following the provisions of the comprehensive report prepared by the principal there are a number of essential procedural steps that must be taken.
(iii) If the chief executive decides to proceed to a disciplinary process, the teacher will be provided with an opportunity to attend at a meeting with the chief executive accompanied by his or her trade union representatives or a colleague subjected to an overall maximum of two. It is clear at this stage that there is no question of the chief executive proceeding to a disciplinary sanction but rather to a disciplinary process as provided for in Circular 71/2014.
(iv) It is entirely possible that upon receipt of a comprehensive report and the practice of the case which will have been forwarded in the interim to the teacher, the chief executive will decide not to proceed to a disciplinary process.
Counsel made the submission that there was no report from the principal.
34. Counsel for the applicant also said that from an analysis of the correspondence and the documentation generated by the respondent, it would appear to be the case that the chief executive has formed the view that the process conducted by Graphite Recruitment HRM Ltd. had made findings of fact, upon which he could rely. The fact that this process itself did not allow for the applicant to challenge evidence by way of cross-examination and to confront his accuser appears to have been regarded by the chief executive as irrelevant.
35. The issue which counsel for the applicant brought to the court's attention was the issue of objective bias resulting from the chief executive having already "adopted" findings, flowing from the process conducted by Graphite Recruitment HRM Ltd.
Irrationality – Proportionality
36. Counsel for the applicant stated that no consideration was given to invoking the disciplinary process at the informal stages of Stages 1, 2 and 3. Linked to this is the failure to consider what is factually accurate within the allegations already made. Whatever about process and findings lacking in fair procedure, looked at objectively, counsel for the applicant submits that the allegations made are manifestly insufficient in severity or in frequency to constitute "bullying. He cited a decision of Kearns P. in Glynn v. The Minister for Justice, Equality and Law Reform, Ireland and the Attorney General [2014] IEHC 133, where the President dismissed the plaintiff's claim, holding that for an allegation of bullying to be actionable, the first question the court must answer is whether the behaviour complained of, by reference to an objective test, imports that degree of calibrated inappropriateness and repetition (this Court's emphasis) which differentiates bullying from workplace stress or occupational stress.
37. In conclusion, counsel for the applicant reiterated the following points:
(2) Circular 71/2014 envisages that if the disciplinary procedures provided for therein are to be implemented this will involve a number of stages moving from informal stages to formal stages, and that the respondent in its letter of the 30th August, 2016 and the chief executive's letter of the 30th August, 2013 failed to indicate upon what basis such significant stages are apparently not to be adopted.
Submissions on behalf of the Respondent
39. Counsel for the respondent set out the legal framework, and stated that section 24 of the Education Act 1998 was replaced by the substitution of a new section inserted by s. 6 of the Education (Amendment) Act 2012 (the Act of 2012). At that time, the Vocational Educational Committees were still in existence and special provision was made in ss. (13) for the Application of the Provision of the EEC Acts. In addition, ss. (12) provided that the phrase "Board" would in certain circumstances mean the employer. Section 65 of the Education Training Boards Act 2013 contains a provision deleting the aforementioned subs. 13, therefore with the establishment of the ETBs, ss. 12 came to apply to them.
40. The ETBs maintain schools through the provision by it of teaching staff and a host of other services. As the employer of staff, it then performs all the staff functions provided for by section 24 of the Act of 1998 as replaced, that is an ETB can appoint, suspend and dismiss staff. The performance of these functions of appointments, suspension and removal are not reserved functions but are executive functions that fall to be performed by the chief executive.
41. Counsel for the respondent accepted that Circular 71 of 2014 refers to procedures approved by the Department of Education and Skills, the interpretation application of this Circular.
42. The Bullying Prevention Policy exists because of the legal obligation on the ETB to address its obligations under section 60 of the Safety, Health and Welfare at Work Act 2005.
43. He submitted that in 2006 the Vocational Education Committees in consultation with the trade unions adopted policies and procedures for this educational section to prevent workplace bullying, harassment and sexual harassment. Over time these policies were amended to take account of legislative and other changes within the sector, culminating for the present purposes with a version of the bullying prevention policy which issued for implementation on the 1st of September, 2013 following the enactment of the Education and Training Boards Act 2013. The policy was later amended from the 1st of March, 2015 and again in 2016 and he said that in part what is before the court is the interplay between the two lawfully adopted policies.
44. Counsel for the respondent submitted that there was only one decision that was the subject of the judicial review and that is the decision of the chief executive to summon the applicant to a meeting. He submitted that what was not the subject of challenge was the following:
(b) any issue of compliance with the bullying policy;
(c) the procedures adopted during the investigation;
(d) the report of the investigation that issued on the 20th of March, 2016;
(e) the adoption by the chief executive of the findings of the report on the 28th of April, 2016;
(f) the rejection of the applicant's procedural appeal against the chief executive's adoption of the report by the Workplace Relations Commission;
45. He suggested that the applicant now wants to urge the court that:-
(b) the applicant seeks to stop the holding of a preliminary meeting on the basis that notwithstanding the conclusion of the bullying investigation that a Stage 4 disciplinary process cannot proceed on two discrete grounds:
(ii) It is a precondition of Stage 4 that the process should be grounded on a report prepared by the principal of the school. On the basis that there is no such report, the applicant seeks to exclude the chief executive from any involvement in the disciplinary processes on the basis of alleged objective bias.
47. He submitted that this is a classic case where the policy does not address precisely the circumstances in this case, in that for good and fair reasons: the policy covers circumstances where (a) the complaint is not investigated by the principal and (b) the comprehensive report on the facts of the case is not prepared by the principal. He said that it could not be the case that the employer is left in a lacuna, where no disciplinary procedure can be invoked. He said that if the applicant's logic is followed - the only process allowing a bullying investigation was one in which the chief executive had to note a report made by the school principal. Otherwise, the chief executive would have to deal with the investigation informally with no sanction.
48. The Bullying Prevention Policy provides that:
(2) Where a formal complaint is made, not to the school principal but to the Head of Human Resources in the ETB head office, this removes the matter from the realm of the local school entirely.
(3) A formal investigation is then carried out by approved persons unassociated with the employer and such investigation must conclude in findings being made.
(4) Once such findings are made the matter is then passed to the chief executive who must, in the first instance, determine to either adopt or reject the report. No other option is available to the chief executive.
(5) The aforementioned determination of the chief executive may be appealed by the complainant or the person subject of the complaint to the Workplace Relation Commission by way of procedural challenge.
(6) There is a provision for invoking the disciplinary proceeding at an appropriate stage.
50. He submitted that the investigation dealt fairly and evenly with both the applicant and the complainant and in doing so meet the requirements of natural justice as set out by Henchy J. in Kiely v. the Minister for Social Welfare [1977] I.R. 267:-
52. He submitted that the chief executive is entitled to continue with the disciplinary process, with the bullying report and the background materials properly before him as evidence. The principles of natural justice do not require that matters which have independently been investigated in a fair and balanced process be heard "de novo" in a further stage of a disciplinary process. In this instance, at all times it was known that the bullying policy was not purely an 'evidence gathering exercise' but also the policy implies that the investigators required to make findings. What has to be considered is how the principles of natural justice have applied in section 4 in that the Circular refers to a teacher's right to challenge the evidence that is being relied upon. In that regard, it is open at all times to the applicant to take issue with the characterisation of his conduct as bullying, to highlight any conclusions that are not supported by evidence, and the applicant can seek to introduce additional evidence.
The Absence of a Report from the Principal
53. Counsel for the respondent submitted that it was self-evident that the matter proceeded without a report from the school principal, and in that respect it does not accord with its specified procedure. He raises the question: is the absence of the report from the principal fatal? He said the court may take the view that the lack of formal compliance does not justify relief by way of judicial review. He referred to administrative law in Ireland by Hogan 4th Ed. and the judicial remedies in public law by Lewis 3rd Ed. and he quoted from Laffoy J. in McGlinchey v. Ryan [2010] IEHC 536:-
55. The underlining fact is that the applicant participated fully in that process without even once raising the issue of either where or to whom the report of the investigation was going to be sent. He did not raise the possibility of cross-examining throughout the process. In such a circumstances he submitted that an estoppel arises, as to his right to cross-examine presently. The applicant's participation in the process throughout highlights the lack of importance the applicant attached to the absence of the principal's report. The absence of the principal's report may therefore be considered by the Court as not fatal to the process.
Objective Bias
56. Counsel for the respondent states that objective bias is complained of solely on the basis that the chief executive has adopted the investigation report which follows the disciplinary report. Whereas it is apparent that the chief executive had no hand, act or part in the findings of the investigation report, and that his role in adopting the investigation report was administrative, his role in determining to proceed to Stage 4 hearing was equally consistent with what would happen if it had been the case that a report on this or any other matter was to come to him from a school principal.
The Statutory Framework
57. The Vocational Education Act 1930 provided for vocational education committees. By virtue of the Education and Training Boards Act 2013 the existing vocational educational committees were dissolved and were replaced by a number of ETBs. Section 15 of the 2013 Act provides the following:
(b) provide leadership to the teachers and other staff and the students of the school,
(c) be responsible, together with the board, parents of students and the teachers, for the creation in the school of an environment which is supportive of learning among the students and which promotes the professional development of the teachers,
(d) under the direction of the board, and in consultation with the teachers, the parents and, to the extent appropriate to their age and experience, the students, set objectives for the school and monitor the achievement of those objectives, and
(e) encourage the involvement of parents of students in the school in the education of those students and in the achievement of the objectives of the school.
(b) regulations made under section 33.
(4) Wherever practicable, the Principal of a recognised school shall, in exercising his or her functions under this section, consult with teachers and other staff of the school.
(5) Where the employer of the Principal, teachers and other staff of a recognised school is a person other than the board of the school concerned, a reference in this section to a board shall be construed and have effect as if the said person were substituted for the said reference wherever it occurs."
(a) shall, if not already appointed, appoint a person to be Principal of the school, and
(b) may appoint such and so many persons as teachers and other staff of the school as the board from time to time considers necessary for the performance of its powers and functions under this Act.
(12) Where the employer of the Principal, teachers and other staff of a recognised school is a person other than the board of the school concerned, a reference in this section to a board shall be construed and have effect as if the said person were substituted for the said reference wherever it occurs.
(13) In applying subsection (11) to the Principal, a teacher or other member of staff of a recognised school which is established or maintained by a vocational education committee, the board of the recognised school concerned shall comply with the provisions of the Vocational Education Committee Acts 1930 to 2006 in relation to suspension and dismissal."
61. The background to the revised procedures provided:
Under the terms of Towards 2016 the parties undertook to review and revise existing procedures for the suspension and dismissal of teachers comprehended by Section 24(3) of the Education Act 1998. Since the parties noted that the provisions of Section 24 of the Education Act 1998 did not apply to teachers in schools operated by vocational education committees (VECs) further discussions ensued involving the Department of Education and Science, the IVEA, the TUI and the ASTI in order to adapt the provisions agreed in relation to other teachers to accommodate the specific management structures and processes operating in VEC schools. These discussions concluded in procedures for the suspension and dismissal of teachers in VEC schools being agreed between the parties.
The following procedures have now been issued in that context.
ETBs and Principals have a responsibility for the quality and effectiveness of education and the management of staff in a school as set out in the Education Act 1998.
While no procedures can be definitive about the range of circumstances which might give rise to the initiation of disciplinary procedures in general these are likely to be related to misconduct, a threat to the health and safety of students and/or sustained failure to perform adequately the professional duties and responsibilities expected of a teacher.
(2) General Principles underpinning these procedures
Apart from considerations of equity and justice (this Court's emphasis), the maintenance of a good industrial relations atmosphere at workplace level requires that acceptable procedures be in place and be observed. Disciplinary procedures are necessary to ensure both that discipline is maintained in the workplace and that disciplinary measures can be applied in a fair and consistent manner.
Such procedures serve a dual purpose in that they provide a framework which enables management to maintain satisfactory standards and employees to have access to procedures whereby alleged failures to comply with these standards may be fairly and sensitively addressed.
The essential elements of any procedures for dealing with disciplinary issues are that they be rational and fair, that the basis for disciplinary action is clear, that the range of penalties that can be imposed is well-defined and that an internal appeal mechanism is available."
• that there will be a presumption of innocence. No decision regarding disciplinary action can be made until a formal disciplinary meeting has been convened and the employee has been afforded the opportunity to respond to the allegations raised (this Court's emphasis)
• that the employee will be advised in writing in advance of a disciplinary meeting of the precise nature of the matters concerned and will be given copies of all relevant documentation. In the case of a complaint, this detail will include the source and text of the complaint as received. A complaint should be in writing.
• that details of the allegations, complaints or issues of professional competence be put to the teacher concerned
• that the right of a teacher concerned to have access to and to view his/her personnel file (to include all records in relation to the teacher in hardcopy or electronic format, held by the school/ETB) will be fully respected
• that the teacher concerned is given the opportunity to avail of representation by a work colleague or trade union representative/s
• that the teacher concerned be given the opportunity to respond fully to any such allegations, complaints or issues of professional competence (this Court's emphasis)
• that the teacher concerned has the right to examine and challenge all evidence available and to call witnesses or persons providing such evidence for questioning (this Courts emphasis)
• that the teacher concerned has the right to a fair and impartial examination of the issues being investigated, taking into account the allegations or complaints themselves, the response of the teacher concerned to them, any representations made by or on behalf of the teacher concerned and any other relevant or appropriate evidence, factors or circumstances
• that the ETB, as employer, has a duty to act reasonably and fairly in all interactions with staff and to deal with issues relating to conduct or professional competence in a confidential manner which protects the dignity of the teacher
• that all matters relating to the disciplinary procedure are strictly confidential to the parties and their representatives
• that it will be considered a disciplinary offence for any person to intimidate or exert inappropriate pressure on any person who may be required to attend as a witness
• that where a decision is taken to impose a disciplinary sanction, the sanction imposed will be in proportion to the nature of the conduct/behaviour/performance that has resulted in the sanction being imposed
• that these procedures are without prejudice to the right of a teacher to have recourse to the law to protect his/her employment."
63. The document states:-
65. It appears to this Court that allegations of bullying should also be dealt with in the first instance under these guidelines. However, the Court will revert to this in due course.
A formal disciplinary meeting with the teacher will be convened by the Principal. The teacher will be given at least five school days' written notice of the meeting. The notice should state the purpose of the meeting and the specific nature of the complaint together with any supporting documentation. The teacher concerned may be accompanied at any such meeting by his/her trade union representative or a work colleague."
If, having received a verbal warning, the teacher's conduct is perceived by the Principal to be less than satisfactory in relation to that required at Stage 1 a meeting will be arranged between the teacher and the Principal and another officer delegated by the Chief Executive. The teacher will be given at least seven school days' written notice of the meeting. The notice should state the purpose of the meeting and the specific nature of the complaint together with any supporting documentation. The teacher concerned may be accompanied at any such meeting by his/her trade union representative/s or a colleague/s subject to an overall maximum of two."
Stage 3: Final Written Warning
If having received a written warning, the Principal perceives that the teacher's conduct remains less than satisfactory or there is an occurrence of a more serious offence, a meeting will be arranged between the teacher, the Principal and another officer delegated by the Chief Executive. The teacher should be given at least seven school days' written notice of the meeting. The notice should state the purpose of the meeting and the specific nature of the complaint together with any supporting documentation. The teacher concerned may be accompanied at any such meeting by his/her trade union representative/s or a colleague/s subject to a maximum of two.
At the meeting the teacher should be given a clear statement of the area/s where his or her conduct is perceived as unsatisfactory. The teacher will be given an opportunity to respond and state his/her case fully and to challenge any evidence that is being relied upon for a decision and be given an opportunity to respond. Having considered the response, the Principal and the other officer delegated by the Chief Executive will decide on the appropriate action to be taken. Where it is decided that no action is warranted, the teacher will be so informed in writing within five school days. Where it is decided that disciplinary action at this stage is warranted, the teacher will be informed that he/she is being given a final written warning. Where a final written warning is given it should state clearly the improvement required and the timescale for improvement. The final written warning should inform the teacher that further disciplinary action may be considered if there is no sustained satisfactory improvement. The teacher will be advised of his/her right to appeal against the disciplinary action being taken and the appeal process.
The final written warning will be active for a period not exceeding 12 months and subject to satisfactory service will cease to have effect following the expiry of the 12 month period.
Stage 4:
If it is perceived that the work or conduct has continued after the final written warning has issued or the work or conduct issue is of a serious nature a comprehensive report on the facts of the case will be prepared by the Principal and forwarded to the Chief Executive. A copy will be given to the teacher.
In accordance with the provisions of the Education and Training Boards Act, 2013, employment matters including the suspension and dismissal of staff are executive functions. Consequently, the following procedures will apply.
The teacher will be given at least 7 school days' notice of the meeting. The notice should state the purpose of the hearing and the fact that disciplinary action may be considered.
At the meeting the teacher will be given an opportunity to make his/her case in full and to challenge any evidence that is being relied upon for a decision.
Following the hearing the Chief Executive shall make his/her judgement on the matter. In formulating his/her judgement the Chief Executive will take account of the report from the Principal, any other evidence and the teacher's representation (if any) thereon.
The Chief Executive shall notify the teacher of his/her decision and any intended disciplinary action if that be the outcome of his/her deliberations. If it is decided to take disciplinary action, the Chief Executive may avail of any of the following range of sanctions.
(a) Final written censure
(b) Deferral of an increment
(c) Withdrawal of an increment or increments
(d) Demotion (loss of post of responsibility)
(e) Other disciplinary action short of suspension or dismissal
(f) Suspension (for a limited period and/or specific purpose) with pay
(g) Suspension (for a limited period and/or specific purpose) without pay
(h) Dismissal
Where disciplinary action short of dismissal is proposed, the case will be reviewed by the Chief Executive within a specified time period to consider whether further disciplinary action, if any, is required.
The Chief Executive will act reasonably in all cases when deciding on the appropriate disciplinary action. The nature of the disciplinary action should be proportionate to the work or conduct issue that has resulted in the sanction being imposed."
The following are some examples of gross misconduct for which any or each of Stages 1 to 3 of the disciplinary procedure may not apply depending on the gravity of the alleged offence:
• Theft
• Deliberate damage to school property
• Fraud or deliberate falsification of documents
• Gross negligence or dereliction of duties
• Refusal to comply with legitimate instructions resulting in serious consequences
• Serious or persistent incapacity to perform duties due to being under the influence of alcohol, unprescribed drugs or misuse of prescribed medication
• Serious breach of health & safety rules
• Serious abuse/misuse of the school property/equipment
• Serious breaches of confidentiality
• Serious bullying, inappropriate behaviour, sexual harassment or harassment against an employee or customer, including students
• Violent/disruptive behaviour
• Downloading/disseminating pornographic material from the internet
• Circulation of offensive, obscene or indecent e-mails or text messages.
The above list is not exhaustive.
If there is an allegation of serious misconduct the teacher may be suspended on full pay pending an investigation and the conclusion of any appeal process.
In the course of investigation, the teacher concerned has the right to have the allegations brought to his/her attention and he/she has the right to respond to all allegations. If the investigation upholds a case of serious misconduct the normal consequence will be dismissal.
Stage 5: Appeals
It will be open to the teacher to appeal against the proposed disciplinary action. In the case of sanctions being imposed at Stages 1, 2 and 3 the appeal will be to an officer delegated by the Chief Executive who has not had a previous involvement with the matter and who is of an equal or higher grade to the officer who imposed the sanction for example, the Principal, APO, PO, EO or CE. In the case of serious misconduct being imposed under stage 4 of the procedure an appeal will be to a disciplinary appeal panel appointed by the Chief Executive as set out in Appendix A. The procedures for appealing are as set out in Appendix A.
Appendix A: Appeal Process
A teacher may seek a review of disciplinary proceedings by the panel on one or more of the following grounds:
(1) the provisions of the procedures were not adhered to
(2) all the relevant facts were not ascertained
(3) all the relevant facts were not considered or not considered in a reasonable manner
(4) the teacher concerned was not afforded a reasonable opportunity to answer the allegation
(5) the teacher concerned could not be reasonably be expected to have understood that the behaviour alleged would attract disciplinary action
(6) the sanction recommended is disproportionate to the underperformance or misconduct alleged."
(2) that he had the right to avail of employee assistance service at any point during the investigation;
(3) that the agreed procedure is an industrial relation procedure and not a legal procedure (this Courts emphasis).
Bullying Prevention Policy
72. This Court now turns to the Bullying Prevention Policy.Therein it is stated that the new policy and procedure complies with the recommendations of the Government Task Force Report on bullying in the workplace and the following codes:
(1) Health and Safety Authorities Code of Practice on the prevention of workplace bullying
(2) The Labour Relations Commission Code of Practice detailing procedures for addressing bullying in the workplace.
Under the General Principles attaching to the Bullying Policy provides:
(1.1) The agreed procedures in industrial relations procedure and not a legal procedure (this Court's emphasis). It would be conducted within the norms of industrial relations custom, practice and procedure and as such is not a judicial process. In circumstances where legal action is invoked the policy will be suspended and the operation of law will take precedent.
(1.2) Any individual invoking the policy to a procedure at the Formal stage must provide written agreement to proceeding through the formal procedural stages in accordance with 1.1.
(2) The right to be accompanied at all stages of this procedure is recognised. Reference in the policy to representative includes
(ii) representation by an authorised trade union but not any other person or body unconnected with the particular ETB
The Court notes this legal representation is not excluded, it is just not required – however this is a matter of some considerable debate in this case.
• All formal complaints shall be in writing
• Details of any complaints shall be put to the respondent staff member concerned
• Both parties to the complaint shall be given the opportunity to avail of representation during the procedure by a work colleague or by an authorised trade union but not any other person or body unconnected with the particular ETB.
• Parties to the complaint have the right to a fair and impartial determination of the issues concerned taking into account any representations made by or on behalf of the staff member and any other relevant or appropriate evidence, factors or circumstances.
• No allegations which have previously been investigated can be entered as part of the current investigation.
• Access to personal information held by an ETB shall be facilitated in accordance with the ETBs Data Protection Policy (specifically with respect to the ETBs Access Procedure) and with the principles and requirements of the Data Protection Acts 1998 – 2003. When the proceedings have been completed the Investigation Board and all associated documentation concerned to the Board will be filed, on a strictly confidential basis with the Head of HR in the ETB.
• That all matters relating to the complaint are strictly confidential to the parties and their representatives."
"Repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual's right to dignity at work. An isolated incident of behaviour in this definition may be an affront to dignity but as a once off incident it is not considered to be bullying".
74. This Court notes that complaints of bullying can often be resolved on an informal basis and no further action may be required. Mediation is a process where an independent and neutral mediator assists the parties to come to agreement through a collaborative process. However, it is a decision for the complainant in the first instance which approach to adopt. In most cases, adopting an informal approach or engaging in mediation is the preferred approach of the ETB and unions representing staff in the sector. The engagement of a mediator is a matter for the Head of HR to decide, upon receiving a request from a staff member who believes s/he is being bullied or a staff member who is a respondent to a complaint of bullying.
75. The next procedure detailed in the bullying prevention policy is the formal procedure. This is for when "attempts to resolve the alleged complaint through informal means have not succeeded or where the complainant elects to invoke the formal procedure as a matter of first instance." It continues: "an investigation will be carried out by the ETB. All complaints will be treated seriously and in confidence". (this Court's emphasis).
1. The complainant writes in confidence to the Head of Human Resources to request that an investigation under the Formal Procedure be undertaken. This letter shall include the written statement of complaint which must be signed and dated by the complainant. A formal complaint should inter alia contain: clear specific allegations against named individual(s), dates and times of incident(s), a list of witnesses if any, direct quotes if they can be recalled, a brief description of the context of each incidence, a brief description of the impact/effect each incidence had on the complainant, any other relevant documentary evidence except for mediation details of previous approaches made to the respondent (if any) and the outcome of same.
2. Upon receipt of a written complaint the Head of HR or his/her nominee will formally acknowledge within 5 working days' receipt the complaint and advise of the right to be accompanied.
3. The respondent to the complaint will be furnished with a copy of the complaint and all accompanying documentation within the same 5 working days' and informed of his/her right to be accompanied.
4. The respondent to the complaint shall be given an additional 10 working days from the date of issue by the ETB of the complaint details and documentation to respond in writing to the complaint details. The response should be sent to the Head of HR. Any counter complaint if raised by the respondent will be processed as part of the respondent's response to the complaint under the remit of the same investigation […]
5. The Head of HR will contact Education and Training Boards Ireland to have an investigation team nominated comprising two persons from the panel of approved investigators. The panel of improved investigators can be drawn upon to undertake the investigation (under a contract for service) […]"
Lastly, the Court notes that the policy sets out that the final investigation report will be referred to the CE of the ETB for consideration and a determination.
This Court quotes further from the policy:
2.1 The Chief Executive having undertaken evaluation of the report will decide as to whether or not the Investigation Report should be adopted. The decision of the Chief Executive will be communicated to the parties to the complaint within a total of 15 days of the date of issue by the Head of HR of the final investigation report to the parties to the complaint. Such covering correspondence will advise a right of appeal to an independent third party […]
2.2 Importantly in arriving at a decision the Chief Executive:
(b) Shall meet with the Investigation Team by way of informing/satisfying his/her self that the terms of reference for the investigation have been adhered to
Section 3 of the policy sets out the following under the heading "provision for appeal" - "it is open to either party to complaint of bullying to appeal the decision of the Chief Executive of the ETB to the agreed Appeal Officer nominated by the LRC and nationally agreed between ETB and unions consultative forum."
Breaches of the Bullying Prevention Policy will not be tolerated by the ETB. Breaches of the Policy shall be regarded as misconduct (but not gross misconduct) and may be subject to disciplinary action under the Disciplinary Procedure relevant for the staff member concerned. Repeated policy breaches will be taken into consideration in determining the appropriate disciplinary sanction to be applied to the staff member concerned.
77. There are a number of matters for the Court to consider in this case:
(2) whether there was bias as a result of the respondent acting on foot of the investigation process conducted by the company retained by the respondent; and finally
(3) What is the relationship between Circular 71/2014 and the bullying policy.
Counsel for the respondent makes the point that the subject matter of the judicial review is an order of certiorari quashing the decision of the respondent dated the 30th of August, 2015, insofar as the respondent has purported to uphold or rely upon a finding of bullying against the applicant for the purpose of summoning the applicant to a Stage 4 disciplinary meeting on Thursday the 15th of September, 2016 as provided for in the Department of Education and Skills Circular letter 71/2014 entitled "Revised Procedures for Suspension and Dismissal of Teachers and Principals". It is a matter for the court to decide whether or not inter alia the procedures adopted during the investigation are contained in the grounds of the judicial review.
79. An investigation into the complaint was launched in accordance with the Bullying Prevention Policy – Complaint Procedure for ETB Staff. The respondent engaged a private limited company called Graphite Recruitment HRM Ltd. to carry out the said investigation. The applicant was asked by the investigation to submit his written response to various meetings and interviews and he duly complied. On the 4th of April, 2016 nearly one year after the complaint from Ms. Spence and the applicant was furnished with a copy of the report of Graphite Recruitment HRM Ltd. which was dated the 24th of March, 2016.
80. The two investigators of Graphite Recruitment HRM Ltd. were Ms. Louise McGonigle and Mr. Gordon Nolan. The Court has the statement of Michelle Spence which was taken by the defendant's investigator on the 4th of August, 2015. An interview with Mr. Michael Lyons held on the 22nd of September, 2015 at which he was accompanied by Brian Hyland from the Teachers Union of Ireland. A further interview was held with Ms. Michelle Spence on the 11th of January, 2016. A further interview was held with the applicant held on the 16th of February, 2016.
81. Emails were sent to Graphite Recruitment HRM Ltd. from Deirdre O'Brien. Further, a statement of Antoinette Higgins, Margaret Mullooney, and AnnMarie Keenan were taken by Graphite Recruitment HRM Ltd. A number of letters were also received by Graphite Recruitment HRM Ltd.
82. By letter dated the 4th of March, 2016 Louise McGonagall, the senior HR consultant of Graphite Recruitment HRM Ltd. indicated that they would now proceed to consider the information provided by Graphite Recruitment HRM Ltd. to date and will issue a report of their findings to the HR manager of the respondent.
83. Graphite Recruitment HRM Ltd.'s final report issued on the 24th of March, 2016 and among the findings were that:
84. The report does not deal with the complaints Ms Spence alleges took place from 2008, and the finding of the report is unhelpful in this light. It appears to the Court that an investigation which took a year, comprising of four interviews (two interviews with Ms. Spence and two interviews with Mr. Lyons) and a number of statements and letters from witnesses did not adequately deal with issues that predated the complaints. The report does not set out sufficiently the basis upon which the investigators concluded that Ms. Spence's right to dignity at work had been undermined.
85. On the 21st of April, 2016 the applicant received a letter from the respondent dated the 20th of April, 2016 advising that the report of Graphite Recruitment HRM was to be adopted by the respondent. The applicant was advised that he had fifteen working days to appeal the decision. The applicant duly appealed to the appeals officer whereupon his appeal was rejected. By letter dated the 30th of August, 2016 the applicant was advised that in circumstances where his appeal had not been upheld, the investigation report would be upheld, together with the findings against him as set out therein. The applicant is advised of the following:
86. In correspondence, Brian Carolan, solicitor on behalf of the applicant in his first letter to the Chief Executive of Longford Westmeath Education and Training Board Dr. Christy Duffy, sought certain assurances in relation to the applicant's right to fair procedures. He also submits in his letter dated 1st August, 2016:
Our client is anxious to have all of his rights to fair procedures including the right to challenge the evidence against him and in particular the right to cross-examine his accuser, his right to the presumption of innocence and his right to be advised in advanced in writing of the specific allegations against him that are proposed to be the subject matter of any disciplinary procedure."
88. By letter dated the 6th of September, 2016 William Egan & Associates solicitors wrote to the applicant's solicitor stating the following:
Your client has participated in the process to date and has had access to representation and all the relevant documentation throughout that process. The now related suggestion that he is in some way a stranger to the details of the matter, that all the work to date should now be set aside to commence a de novo process is entirely intangible and without foundation."
Fair Procedures in Relation to the Investigation by Graphite Recruitment HRM
90. The process set out in Bullying Prevention Policy and Circular 71/2014 excludes a legal representative from acting on behalf of a teacher against whom accusations are levelled. This is the case, even though the complaints may lead to dismissal. Investigative bodies, like Graphite Recruitment HRM are utilised by employers both in the public sector and in the private sector. Generally, the processes adopted by such bodies exclude:
(2) cross-examination.
"In re Haughey [1971] I.R. 217, it was said by Ó Dálaigh C.J. at p. 264:
(b) that he should be allowed to cross-examine, by counsel, his accuser or accusers;
(c) that he should be allowed to give rebutting evidence; and
(d) that he should be permitted to address, again by counsel, the Committee in his own defence.
Accordingly, the right to cross-examine one's accusers is a constitutional right and not a concession. It applies, as In re Haughey [1971] I.R. 217 affirmatively demonstrates, in an Oireachtas committee or sub-committee as well as in any other forum in which a citizen may be accused. It is an essential, constitutionally guaranteed, aspect of fair procedures."
96. Fair procedures manifestly indicate that the applicant has the right to confront and cross-examine the individual who has made allegations against him. It is unclear whether Stage 4 of the Disciplinary Procedure under Circular 71/2014 entitles the applicant to be accompanied by a solicitor. However, this Court finds that it is the it is the actual investigation that requires the rights to cross-examination and representation, that takes prior to the initiation of the disciplinary procedure under Circular 71/2014.
97. It appears to this Court that the Department of Education and Skills must be aware of the importance of fair procedures, and how fair procedures must be adopted under its Bullying Protection Policy, or its 'Disciplinary Procedures' under Circular 71/2014. It is clear that as a matter of law and as a matter of fair procedures an individual whose job is at stake and against whom allegations are made would be entitled to challenge and cross-examine evidence. The Court finds that the investigation carried out by Graphite Recruitment HRM Ltd. failed to adopt fair procedures, in contradiction of the dicta of Supreme Court in the above cited decisions.
98. It is noted by the Court that this is the process adopted by many companies when dealing with complaints against employees. It is quite clear that the exclusion of solicitors and counsel, and the refusal to allow cross-examination under such policies is a breach of the Constitutional right to fair procedures.
99. It is clear to the Court that if there is a finding of bullying under an investigation that adopts constitutional fair procedures, this may amount to conduct of a serious nature. In a case such as this, such a finding would allow an employer to invoke Stage 4 of the procedures - but only if the investigation leading to such a finding had been conducted in line with fair procedure.
100. Such a finding could lead to dismissal, but it is not for the Court to make any decisions in this regard. This is a matter for the Chief Executive to determine, and the Court repeats, this is provided that the finding of bullying followed from a constitutionally sound investigative process.
101. The Court is clear that in circumstances where a complaint is made which could result in an individual's dismissal, or where it impinges on the individual's right to a good name, the individual is entitled to fair procedures, as outlined by the Supreme Court in the case law quoted above.
102. Counsel for the respondent makes the point that the order following from a judicial review case such as this is an order of certiorari. This would quash the decision of the respondent dated the 30th of August, 2015, insofar as the respondent upheld a finding of bullying against the applicant, for the purpose of summoning the applicant to a Stage 4 disciplinary meeting as provided for in the Department of Education and Skills Circular 71/2014.
103. However, the Chief Executive is relying on a flawed and constitutionally impermissible finding of bullying. In the Court's view, the investigative process comes foursquare within the remit and ambit of the judicial review sought by the applicant.
104. In summary, the Court holds as follows:
(2) If a constitutionally sound finding of bulling had been made, this could amount to conduct of a serious nature, and as such could be the subject matter of a disciplinary process at Stage 4 of the proceedings set out above. This would not necessitate the investigation being carried out under Stages 1 to 3 beforehand.


text:
Navy Matte Woven Designe Tie
Talk about beauty in motion. This blue designer tie with silver and blue diamonds is the epitome of elegant sophistication when it comes to neck-wear accessories. The intricate blossom design makes a perfect pop on the rich, vibrantly hued blue background.
Wear this microfiber item at will really let this tie shine through. Whether your spicing up your office look, or looking your best on the weekends, this garment is the perfect added touch.
Fabric: Woven Microfiber | Length: 58", Width: 2.75"
Product Specs

subset: commoncrawl


text:
Fifth Global Conference of the International Network of Genocide Scholars (in English)
Hebrew University to Host the Fifth Global Conference on Genocide
The public are invited to the Fifth Global Conference of the International Network of Genocide Scholars (INoGS), taking place this year in Jerusalem. The conference, to be held in English, is entitled "Intersections: Holocaust Scholarship, Genocide Research, and Histories of Mass Violence." Featuring speakers from across the globe, the conference sessions will be open to the public at the Hebrew University of Jerusalem (June 27 and 28) and the Van Leer Jerusalem Institute (June 29).
- Panels on June 27, 28 and 29 only are open to the public.
- June 27 and 28 at The Hebrew University's Mount Scopus Campus, Maiersdorf Faculty Club
- June 29 at the Van Leer Jerusalem Institute, Polonsky Academy Building
- Conference Website: http://www.inogs2016.org
- Contact: 02-5881703 / email@example.com
- Gender Aspects of Genocide
- Armenian Genocide Denial in Contemporary Political Discourses
- Religion and Genocide
- Jews and Germans after the Holocaust
- The Quest to Protect Civilians
- British Colonial and Imperial Perspectives on Massacres and Communities at Risk
- Post-Conflict Futures in Israel/Palestine
- Memory and (In)Justice in Rwanda
- And more.
- H.E. Adama Dieng, Special Advisor for the Secretary-General on the Prevention of Genocide, the United Nations: "Preventing Genocide Today: Applying the Lessons of the Past to Protect Future Generations"
- Prof. Charles S. Maier, Leverett Saltonstall Professor of History, Harvard University: "Contending and Demanding Narratives: Genocide, Slavery, Colonialism"
- Prof. Atina Grossmann, Faculty of Humanities & Social Sciences, The Cooper Union: "Remapping Death and Survival: Jewish Refugees and Lost Memories of Displacement, Trauma, and Rescue on the Margins of the Holocaust"
- Prof. Tom Lawson, Northumbria University: "A Conspiracy of Silence? A Genocidal State and Society in Queensland"
- And many more.
Main Location
Mount Scopus
Maiersdorf Faculty Club
Monday, June 27, 2016 (All day) to Wednesday, June 29, 2016 (All day)
Event image


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Benefits of Vitamin Supplements.
If you are looking forward to living a normal life, you will need to ensure that you get to eat the required types of foods that will keep you away from diseases and ensure that you are living a normal life. You will often get these by taking vitamins as well as supplements in various foods, and this has offered many benefits to many people today. If you would like to have a good back up whenever you are sick or elderly there are a number of supplements that will ensure that your life moves on professionally. When you consider the right procedure, you will have an easy way of carrying out your services and this will help you to be able to work in the right manner and ensure that you get professional details in the right manner. This article will take you through a number of benefits that will work for you this time when you are thinking of having the right health.
If you would like to have a good lifestyle, you need to ensure that you get the right services whenever you need to have a better health in the right manner. The inflammation in one way or another lead to interference with the stomach excretions required for absorption purposes. You, therefore, need to ensure that you offer your dear one with the supplements to ensure that the inflammation does not interfere with the digestion as well as the absorption of food in the stomach in the right manner.
As you all know, pregnancy is a situation that needs women to stay as healthy as possible. That is why the expectant will always be advised to take some vitamin supplements from time to time. This vitamin is essential especially in the process where the pregnancy is very young and the embryo is starting to develop. Since at this early stage is where nervous development begins, this is where intake of folic acid should begin. Whenever there is an introduction of vitamin B, this is the chance mothers are assured about birth defects not being part of their newborn. If you are on medication which can interrupt your body's digestion, this is when you will need to take the vitamins for easy absorption.
Although smoking is dangerous, there is a way the smokers can do to prevent the harsh effects. This is whereby they take vitamin c which is effective in breakage of harmful cigarette compounds. Also, alcoholics who take some vitamins such as B complex, as well as vitamin C, are in low risk of suffering from cirrhosis which is a condition caused by alcohol. These types of vitamins have been found very effective especially to people who cannot stay without alcohol or smoking cigarette. In fact, you will realize that when you take these vitamins, you will not keep rushing to the bathroom.
Supporting reference: find more information


text:
I have a custom widget I've made. It consists of a custom QPushButton and a QFrame in a vertical layout. Within the QFrame is a QWidget used as a container. Click the button to toggle the visibility of the widget inside the frame and the frame will resize. This creates a nice expanding widget. I can use this widget without problems programmatically, but I want to design in a WYSIWYG manner, so I need to create a QtDesigner plugin.
I've created a small test widget, MyWidget, that mimics the above. It has a button and a widget in a vertical layout. The plugin, mywidgetplugin returns true for isContainer(). I can see and place MyWidget inside Qt Designer and place widgets onto MyWidget. While this is cool, it's not the exact functionality I need. I need to be able to place widgets onto the container widget inside MyWidget (see attached image).
Does anybody know how to expose a child widget of a custom widget via a plugin so Qt Designer can see it as a viable container?
I was hacking around and I tried this...it almost works until it crashes Designer when I click and drag the mouse over the container widget. (probably because I'm doing something stupid, but I don't know enough programming to avoid it). It also doesn't save properly because when I reopen the ui file the original container widget (with all the new checkboxes/radio buttons/etc inside) is now just a free floating child of MyWidget, and MyWidget has its own clean container widget. This probably has something to do with *child pointer and how MyWidget gets recreated when I reload the ui file, but I don't know enough to troubleshoot this.
My Widget:
Qt Code:
- MyWidget::MyWidget(QWidget *parent) :
- QWidget(parent)
- {
- QVBoxLayout *layout = new QVBoxLayout(this);
- QPushButton *button = new QPushButton();
- button->setObjectName("__qt__passive_button");
- containerWidget->setObjectName("container");
- layout->addWidget(button);
- layout->addWidget(containerWidget);
- }To copy to clipboard, switch view to plain text mode
Here's the hack to the plugin:
Qt Code:
- void MyWidgetPlugin::initialize(QDesignerFormEditorInterface *formEditor)
- {
- if (m_initialized)
- return;
- // Add extension registrations, etc. here
- manager = formEditor->formWindowManager();
- qDebug() << manager;
- m_initialized = true;
- }
- bool MyWidgetPlugin::isInitialized() const
- {
- return m_initialized;
- }
- {
- QWidget *myWidget = new MyWidget(parent);
- if (manager)
- formWindow = manager->formWindow(0);
- QWidget *child = myWidget->layout()->itemAt(1)->widget();
- if (formWindow)
- formWindow->manageWidget(child);
- return myWidget;
- }To copy to clipboard, switch view to plain text mode
Here is an image comparing before and after the hack. I'd like to be able to do what is in the right image legitimately if Qt Designer allows. I found this old post that seems to imply it might not be possible:
Any help would be much appreciated. I would much rather setup my little widgets in a WYSIWYG fashion than by programming.


text:
"There are still a number of places where fighting has continued, including parts of Hama, Homs, Latakia and Damascus, but they're being contained," de Mistura told reporters.
"The two co-chairs, which, as you know, are the crucial players in order to control the cessation of hostilities which they themselves have been facilitating, are in close attention to the situation in these areas, so is the world, and are, so far, ensuring that these incidents are contained," he added.
The United Nations works closely with Moscow and Washington to identify factors that could shake the Syrians' confidence in the ceasefire process, according to the diplomat.


text:
Ofcom 2019
Ofcom's 'Communications Market Report for Wales' highlights major strides in providing broadband connectivity to people in Wales, but a Welsh MP has warned that many businesses in rural Wales are still having to work without broadband access even now in the age of 5G.
Ofcom recorded a 78% increase in broadband penetration in Wales in 2018, with take-up levels, between those living in rural Wales and urban centres, closing significantly.
The research also found Wales to be leading the world in providing wi-fi (wireless local area networks) internet access.
In Wales, the number of adults with broadband at home in 2018 was 82%, compared with just 74% in 2016.
Wales had 293 wi-fi hotspots per million people, compared with 271 in England, 225 in Scotland and 184 in Northern Ireland.
Wales also leads the UK in terms of spending on fixed line telecoms and internet services. The average monthly expenditure on fixed line telecoms in Wales is £29.67, compared to the UK average of £37.75.
In Wales, average monthly internet expenditure is £24.00, compared with the UK average of £29.43.
Chris Davis, the MP for Brecon and Radnorshire, has been rumoured to have criticised the report for omitting to mention the "crumbling lone infrastructure" in rural Wales, where thousands of households and businesses are without broadband.
Approximately 550,000 households across the UK cannot receive broadband because they have a line-sharing technology called DACS.
Mr Williams believes that Wales has more than its fair share of this technology still in place and is calling for Ofcom to investigate the situation. However, he does concede that WIFI access in the south and central regions of Wales have improved and are now on par with most of the UK. Read more on factors that affect WIFI connections.
The MP wants BT to replace the technology as part of its 21st Century Network (21CN) project, which will start in Wales.


text:
Sentry is an open-source error tracking that helps developers monitor and fix crashes in real time. To integrate Sentry with Zenduty, complete the following steps:
In Zenduty:
- To add a new Sentry integration, go to "Teams" on Zenduty and click on the "Manage" button corresponding to the team you want to add the integration to.
- Next, go to "Services" and click on the "Manage" button corresponding to the relevant Service.
- Go to "Integrations" and then "Add New Integration". Give it a name and select the application "Sentry" from the dropdown menu.
- Go to "Configure" under your integrations and copy the webhooks URL generated.
In Sentry:
- Log in to your Sentry account. Go to "Project Settings".
- Click the "Settings" tab from the left hand menu.
- Click on "Webhooks" under "Legacy Integrations".
- Paste the webhooks url you copied earlier under "Callback URLs".
- Click "Save".
- Zenduty will create incidents whenever Sentry detects an error.


text:
What's happening at Small Middle School
Week of April 8, 2019 – April 12, 2019
Upcoming Events
- April 18th – Counselor Talk
- April 19th – Student Holiday
- May 10th – Splashfest
- May 24th – 8th Grade Promotion Ceremony
See all upcoming calendar events here
Phase one is complete and we have just one more before all State testing is behind us. Kudos to our kids for taking the tests so seriously. Whether quietly entertaining themselves while still in the exam room, or walking quietly through the halls going to stations, we are proud that our students respect their peers enough to allow them to test in a quiet, safe manner. Nobody likes closing a campus down for any amount of time, but at least when our hand is forced and we must, our kids respond just how we want them to; respectfully and appropriately.
The next round isn't until May 14th, so we hope to fill as much sunshine and fun into their days as we can until then. For our 8th grade families, it's imperative that your student is aware that we still have school until May 24th. Since we don't put too much emphasis on the STAAR, we do not relent once it has been administered. Come Monday, we expect as much attention and productivity as we were treated to in the first semester. Make sure they are also aware that there are still two more tests to take, both as equally important to us as the first two.
UIL Parent Volunteers: We are still in need for parent volunteers for our Big UIL Event on Saturday, April 27 at Murchison Middle School. Ms. Bridget Brown (email@example.com) states the success of a UIL match is directly correlated to the number of volunteers we have. If you are interested in seeing what you can do to help, send her an email. The bus leaves Small at 7 a.m. on the day of.
Bailey MS Vaping Parent Night: One of our sister campuses, Bailey Middle School, has extended an invitation to our stakeholders to attend a "Parent Education Night" on April 22nd, at 6:30 p.m. in their cafeteria. If you want to know the latest statistics and what you can do to help ensure your student is making positive choices, please feel free to attend. Check out the attached flyer for more information.
Enjoy one of the best Sundays television has to offer as we have the final round of the Masters, the final season of Game of Thrones, the NBA Playoffs, and America's Funniest home Videos to entertain us from noon until nightfall.
Winter is coming.
Matthew Nelson
Small Middle School
(512) 841-6505
Bailey Middle School Parent Presentation
Our friends at Bailey Middle School have put together a parent presentation that brings to light a very important topic. They know that vaping is bigger than just their community and that this is a big issue in many Middle and High Schools across the country. They are inviting the CSMS community to come to their presentation. Please save the date and plan to join.
As a parent, it's important for you to talk to your child about the dangers of vaping. Prepare yourself by attending a community presentation on Monday, April 22nd at 6:30PM in the Bailey Cafe to learn more about the epidemic facing our youth – presented by Bailey PTA, CATCHMyBreath & funded by St. David's Foundation.
JUUL use has grown dramatically in recent months to become the most commonly used tobacco product by middle and high school students. It is no longer a matter of IF your child will have an opportunity to experiment with vaping but more of a WHEN.
Join Bailey PTA and CATCHMyBreath for a community presentation, funded by St. David's Foundation, to learn more about the youth vaping epidemic and how it could be affecting your child
MAY 7 6:00-7:30 in the gym.
All athletes who completed a season will be recognized.
Individual awards and Academic Athlete and Athlete of the Year will be announced.
Please wear your Sunday Best.
2019 Small Cougar Summer Sports & Conditioning Camp
Location: Small Middle School
Gym 7:00-11:30 a.m.
Week 1: June 3-6
Session 1 –7:00 a.m. -9:00 a.m. focus on conditioning —Cost $25
Session 2—9:30-11:30 Sports specific training Girls Volleyball and Boys Football – Cost $95
Week 2: June 10-13
Session 3 –7:00 a.m.-9:00 a.m. focus on Conditioning—Cost $25
Session 4—9:30-11:30 Sports specific training Girls Basketball—Cost $95
Week 3: June 17-20
Session 5--7:00 a.m.-9:00 a.m. focus on Conditioning— Cost $25
Session 6— 9:30-11:30 Sports specific training Boys Basketball Cost $95
Week 4—24-27
7:00a.m.-9:00a.m. focus on Conditioning—Cost $25
**NOTE: If attending ALL sessions: Cost will be discounted to $200**
Download and fill out the application form here,
include the full camp registration fee and mail to:
Coach Hernandez/Coach Moore
Small Middle School
4801 Monterey Oaks Blvd.
Austin, Texas 78749
Please make checks payable to Clint Small Athletics.
Social Emotional Learning
THANK YOU, THANK YOU, THANK YOU!!! We got many of the Raffle items that we requested!!!! Now we would like to focus on Silent Auction Items. We are planning an online silent auction so that you can shop from the comforts of your home. You do not have to come up to the school at all. Take a look at the some of the items we have so far….
$100 Palms Car wash gift cards, $400 DASO Photo Booth Rental, 2-Night Stay Vacation Rental Home the Hill Country Hideaway (sleeps 26), Lots of restaurant gift cards (to places like Uncle Billy's, Ski Shore, Chipotle, Little Woodrows, Jason's Deli, Olive and June, CraigO's Pizza, Wholly Bagel, Anderson's Coffee), Movie house and eatery movie passes, Robin Jackson Photography Package, Michelle B Photography, Tickets to the Vortex Repertory Company, Dogtopia gift card, Camp Balconies Springs sleep away camp, Jugo Gift Cards, Epic Fun Gift Cards, Amazon Gift Cards, a Polar Watch, Whataburger Basket, Pride Basket, plus much more!!!
If you have a connection to a business that would like to participate in our Silent Auction please let us know, or better yet, contact them on our behalf. We would love to partner with them and have more items to auction off.
Last year our Silent Auction brought in $5000 of the $29,000 we earned at Splashfest. All Splashfest money went directly into the Activity Accounts of the Departments or Clubs that sponsored booths. Departments like Math, Science, Theatre, Art, Orchestra, Cheer, ELA Social Studies, Avid, Great Thinkers Club and may more participated. By putting the money into each departments activity fund, the teachers get to spend the money on their classrooms at their discretion for things like math manipulatives, science experiment equipment, field trips, books, or whatever the teacher feels they need to support their kids. Without Splashfest, teachers either go without, have to go through lots of red tape, or pay for things with their own money.
This year, we hope to make closer to $8000 in our silent auction and have been working hard getting items donated. In fact we have 3 CSMS mom's walking door to door asking local businesses for donations. They are volunteering their time to insure that we will have lots of great items for you to get at a nice discount! Help them by donating an item or asking someone you know to AND be sure to check out and place some bids when we open our 2019 Silent Auction on May 8th.
If you have an item, gift card or service to donate, email firstname.lastname@example.com and our Carni Crew is ready to help!
Save the Date!
When: May 10th 3:45 – 7:30 PM
What: End of year celebration and fundraiser
Why? To have a great party and to bring in some much needed funds to help start off next year.
How do you Support? Become a Sponsor, Donate a Silent Auction or Raffle Item, Buy Wristbands and come to the event, Volunteer, Shop the Silent Auction.
Go to www.smallmiddleschool.org/splashfest for all the details
Parents right now what we are really looking for are…
- Sponsorship's – To underwrite the cost of this event
- Silent Auction Donations – So parents can get a good deal and we can advertise your business
- Raffle Items – the kids win raffle tickets when they play the games. We would love some Kid centered prizes that we can raffle off to them.
4X100/200 relay: Skylar Kemah Alexa Sofie 55.56 1.58
4X100 relay: Peyton Lauren Charlotte Hannah S 1.00.83
4X400 relay: Bea(1.11) Skylar(1.10) Kemah(1.08) Sofie(1.12) 4.43
100 Hurdles: Cilla 19.20 Kaela 20.15 Giada 20.63 Hannah 19.89
Sadie 19.22 Ellina 19.32 Olivia 20.1 Anya 20.2
800 run: Giada 3.00 Ava K 3.03
Abby 2.49 Ella 2.59
100 dash: Ava K 14.84 Ava T 13.7 Simone 13.9
Sadie 13.64 Sally 14.1 Ireland 14.00
400 dash: Bea 1.11 Ramona 1.18 Amaya 1.14
Abby 1.14
200 dash: Ava T 30.63 Simone 30.81 Giada 32.85
Jayna 29.27 Sally 29.31 Kylie 31.53
300 Hurdles: Ofelia 58.43 Kaela 1.06 Karin 1.02 Hannah/Cilla 1.00
Ellina 1.01 Anya 1.03
BOYS RESULTS FROM BOWIE TRACK MEET – coming soon
Online registration for the 2019-20 school year is open! Every year parents need to register their student(s) for the following school year. Please visit your PARENT CLOUD, click the "registration" tile to complete registration for the 2019-20 school year.
- Please check to make sure your contact information is up to date (any address changes will need to be made at the school)
- Please make sure your emergency contact information is up to date
If you are having trouble accessing your Parent Cloud please contact Diane Ewing 512-841-6710 OR contact Parent Technology Support at 512-414-9187
CSMS Teacher Spotlighted on Travel Blog
Did you know your student could travel the world? Small School, Big World co-sponsor Christie Manners has been taking kids\families overseas for the last 2 years. In fact, she she just returned from a Olympian Tour with 8 kids and 5 parents. She was recently interviewed and is featured on the ACIS Travel site.
Click here to read about CSMS Students and their adventures overseas.
The next trip for Small School, Big World will be Spring Break 2020 to Germany and Switzerland. For more information please email firstname.lastname@example.com or firstname.lastname@example.com
Small Cougars participated in this past weekend's NICA (national interscholastic cycling association) mountain bike race; and a notable results are below. They practice 4-6 days/week with the Bowie mountain bike team athletes and coaches. This weekend's race was in Warda, TX. The terrain was fast and rolling with some BMX jumps and rollercoaster-like terrain as well.
In the 8th grade race:
Ethan Doucette got 2nd
In the 7th grade race:
Beckett Sharp got 4th
As a result of their hard work, with the rest of the South Austin Bulldog composite team, the team captured 2nd place overall again for this race. Teams from all over Texas come to compete in these races.
If you have any questions about the team, please contact me, Gretchen Doucette at 512-656-9301.
Great Thinkers
Let the fun and games continue!
We will meet in Room 204
March 7
March 14
April 4
April 11
April 25
Our last meeting will be the Field Trip, May 2. Look for an email regarding this event soon!
May 10 will be the carnival. All participants in Great Thinkers need to have at least 1 adult from their family commit to one hour of working our carnival booth! Questions? email email@example.com
2018-2019 NJHS Important Dates
- March 8, 2019
Information meeting during PRIDE in front of the Counselor's Office
- March 11, 2019
Pick up applications from the Counselor's Office
- March 15, 2019
Last day to pick up an application from the Counselor's Office
- April 18, 2019
Final day to turn in applications (no exceptions)
- Week of May 6, 2019
Letters go out to students who are accepted into NJHS
- May 21st
Induction into NJHS 6pm in the cafeteria
NJHS Candidate Community Service Hour log
Candidates should record a minimum of 10 hours between March 11th – April 14th.
Cougar Transition Camp
Registration is currently being accepted for incoming 5th graders to Join us at our Cougar Camp. This camp is designed to help our future Cougars get comfortable with Small Middle School.
If your child would like to Join, Click here for more details and Registration
McCallum HS Transition Camp May 2019
TRANSITION CAMP, FOR RISING NINTH GRADERS, WILL BE ON May 29th & 30th. YOU AND YOUR STUDENT WILL PICK ONE OF THREE AVAILABLE TRANSITION CAMP SESSIONS TO ATTEND.
"Our goal for transition camp is to provide incoming students an opportunity to get familiar with the McCallum HS Experience before the Fall semester begins."
To sign up you can:
- Call: 512-414-7519- Andrea Rogers
- EMAIL: email@example.com
- go to sign-up genie at : signupgenius.com/go/9040D4EADA629A75-2019
SESSION #1: May 29th, 9:00a-12:00p
SESSION # 2 May 30th, 9:00a-12:00p
SESSION #3: May 30th, 1:00p-4:00p
McCallum High School – MAC THEATER 5600 Sunshine Drive, Austin TX 78756
For a map: in your web browser, copy and paste:
If you have any questions, please contact Andrea Rogers at 414-7519.
Bowie Freshman Soccer Camp
Monday – Thursday
June 3 – June 6
Incoming 7 th /8th grade Boys
5:30 – 7:30 p.m. $100.00
Incoming 9 th grade Boys
7:30 – 9:30 p.m. $100.00
To introduce campers to the Bowie Soccer Program and develop individual skills and fundamentals of soccer.
Due to construction at Bowie, Soccer Camp will be held at Austin Sports Academy
Located at 275 Lotus Circle, Austin, TX 78737
Bowie Freshman Football Camp
Due to construction at Bowie, the camp will be held at the Tony Burger Stadium/Annex
Please drop off at the Tony Burger Annex on Jones Road
July 24-26
10:30am- 12:30pm
$100.00 Per Camper
All campers must bring or send a copy of a current physical exam to Coach Ables in order to participate.
Austin High School
Summer Weight & Speed Camp
For All Sports
Session 1: June 10-June 27 Session 2: July 8-25x
When: Monday–Thursday 7-9am (HS Athletes), 9-11am (MS Athletes/Incoming Freshman)
Cost: $60 per 3 week session (non-refundable). Checks payable to Austin High School Football.
Location: Austin High School Weight Room and practice fields.
Click here for all the details and to sign up
Austin High Summer Basketball Camp
Registration link: https://goo.gl/forms/X8ayt5vNIOKke1re2Two ways to pay:
The Austin High Basketball Camp will focus on teaching the fundamentals of basketball and will provide campers the opportunity to improve and have fun with the game. Each camper will receive individual as well as group instruction from professional coaches. Coach Brad Ingram, head basketball coach at Austin High, will be the Camp Director. All equipment will be provided. A concession stand will be available for snacks during breaks
- https://austinisd.schoolcashonline.com search for "Austin High Summer Basketball Camp", OR
- Check payable to Austin High School & mail to: Austin High School, 1715 W Cesar Chavez; Austin, Texas 78703 :: C/0 Brad Ingram
Welcome to Austin Sunshine Camps!
Since 1928, ASC has been providing life changing camp experiences at no cost to low-income youth and their families. We believe the
campers we serve are at the heart of everything we do and every decision we make. Through healthy relationships and a sense of
belonging in our safe and caring learning environment, campers achieve success they never thought possible.


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The Independent Review of Police Officer and Staff Remuneration and Conditions, led by Tom Winsor, recommended reforms to expand the entry routes into policing. Subsequently the College of Policing was commissioned by the Home Secretary to develop two new talent management programmes; a three year fast track to Inspector (FT) route for graduates (external) and existing police staff, police specials and police constables (internal), and a direct entry to Superintendent rank (DE). In 2016, the College launched a new direct entry to Inspector programme. The FT external programme was closed to new recruits after the 2015 round of recruitment, whilst the FT internal programme continues to recruit a new cohort each year. All schemes are aiming to open up entry to the service to people who will bring new perspectives and diverse backgrounds to support the continuous development of policing AND develop a cadre of officers with the skills, experience and capacity to reach the senior ranks of the service, to impact on and positively influence the management and culture of policing.The final evaluation report is due to be presented to Parliament in March 2019.
There is a strong crossover between the aims of all three schemes (FT, DE Superintendents and DE Inspectors) which means it has been possible to adopt a broadly similar strategy to evaluating all three. They are being evaluated to address four identical research questions, concerning:


text: The Anglosphere…Or Not By Michael Jay Tucker | January 23, 2019 | Comments Off on The Anglosphere…Or Not So I ran across an interesting term a year or so back, "The Anglosphere." What this is, basically, is the English-speaking nations of the world considered as a single social, economic, and political grouping—i.e., Britain, Canada, Australia, New Zealand, and the United States. Why I find the Anglosphere interesting politically is that at least some people are offering it as an alternative to the European Union, as well as other international organizations. The idea is that we…that is, English speakers of a common heritage …are much more likely to get along with one another than we are, say, with the Greeks, the French, the Turks, and so on. Truth be told, it is an appealing image: a powerful, compact, well-integrated union of related nations, standing tall and proud against the rest of the world (and particularly Russia and China), speaking English as a potent lingua franca, sharing ideals of fair play and free enterprise, and, minding our own business—meaning we avoid wars in places where we're not wanted, and where we have no real interests. (If, for instance, we're not importing oil form the Middle East any more, what exactly are we there for?) And, maybe, the Anglosphere will happen if we like it or not. After all, Brexit seems to be taking England (if not, necessarily, Scotland) out of the EU, and Trump and his Wall look like a large scale rejection of Latin America by the United States. Yet, if it does happen, I wonder if the Anglosphere's most ardent partisans will really be happy. For instance, if you are going to define your commonality according to language, then you have to ask if large chunks of the former British Commonwealth aren't also open to consideration. And, if you're looking for youthful, growing economies…and nations which might have the vitality to stand up to China… Doesn't that mean that you really, really have to take a look at places like India, South Africa, Nigeria, and Kenya? If an Anglosphere were to succeed, and if it really could stand up to China and its ever more dominant place in the world, wouldn't we actually be talking about a Hindi-Anglosphere? Or a Anglo-Hindisphere? And won't we be including in its reach everyone from Maasai to Zulu? My point is that an Anglosphere, if it were to really work, would be more, not less diverse than the systems we have in place now. Which is why I wonder…have Trump's supporters, in all their shining whiteness, really thought that through? Posted in Blog and tagged and the United States, Anglosphere, Australia, Brexit, Britain, Canada, E.U., India, New Zealand, South Africa


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While we did well as a league in regards to player Games Played (only 3 players over, all on different teams and for low amounts) we did poorly in regards to the schedule, hopefully we'll do better with that next season.
The playoff file is attached, those of you in the top 8 please use it to make your playoff road CMs. Please have them submitted by this Saturday 6/3 so I can review them and release the play file by Sunday. The match-ups:
1. Chicago vs. 8. San Jose
2. Los Angeles vs. 7. New York
3. Dallas vs. 6. St. Louis
4. Vancouver vs. 5. Toronto
OT is continuous sudden-death, so your lines should be 4F/3D just like periods 1 & 2.
PS- As it turned out my home game vs. San Jose was a critical "4 point game" which would have gotten my Devils into the playoffs, instead I lost 3-1 to miss the playoffs for the 9th straight season. Bummer.


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By Abdul Qadir Qureshi
Pakistan News & Features
The Governor of Sindh, Dr Ishrat-ul-Ebad Khan, has stated that the issue of pirates could only be resolved by combined efforts of the international community. He added that the Government of Pakistan, on its part, was trying its level best but greater efforts were needed to create awareness about it.
He made these observations during his meeting Diplomatic Consultant Jibran Ahmed Khan, who called on him at the Governor House,
on October 24.
The Green Revolution, a universal movement which aims to bring about a collective spiritual revival in the world through love, was also discussed during their meeting.
Jibran Khan briefed the Governor of Sindh about the efforts being made at the international level to combat the critical issue of pirates and for the promotion of the Green Revolution.
Dr Ishrat-ul-Ebad Khan was appreciative of the role being played by Jibran Khan in this direction, emphasizing that the Green Revolution can be immensely useful in food security besides enhancing economic cooperation between countries.


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From the Wichita Pachyderm Club: Wichita Fire Chief Ron Blackwell presented an overview of the Wichita Fire Department and the services it provides. This was recorded on March 3, 2017, at the Wichita Pachyderm Club. The accompanying visual presentation is available here.Learn how you can support the Voice for Liberty. Click here.
From Pachyderm: Fire Chief Ron Blackwell
More from PodcastsMore posts in Podcasts »


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Sunday 27th March
Happy Easter my precious Angel
So loved, so very much missed.
Now securely protected in my heart
That's where you'll forever exist.
I'm remembering you this Easter,
So many adventures, so much fun.
Sending chocolate eggs to heaven
Smiling with you on the toboggan run.
Love you forever
Missing you every day.


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OmegaFactors Certified Organic Flaxseed Oil is derived from certified organic flax, grown in Alberta, Canada where the cool, northern latitudes produce superior flaxseed oil, high in the omega-3 fatty acids.
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OmegaFactors Certified Organic Flaxseed Oil is derived from certified organic Canadian flax, grown in Alberta, and high in the omega-3 fatty acids. These fatty acids may help maintain healthy triglyceride and cholesterol levels, protecting against cardiovascular disease.
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Note: "lignins". Although related structurally, they have in common a cinnamic acid residue and may be synthesized in a similar pathway, they differ in their biological effects. Lignins are a type of insoluble fibre found in plant cell walls and they do not have the anti-estrogen effects that lignans do.
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Our engagement party was so much fun!!! It was on May 8th at my sister Teresa's house! They grilled chicken and sausage and had brisket with all the trimmings and a beautiful cake! They also had a few surprises for Michael and me to wear!!! We had a really good turn out and I think everyone had a great time! Everything was pink and red and white ~ my colors! Hailey said she tried to find the most obnoxiously bright pink flowers for my bouquet, turns out they were the same color as my outfit!!
Even though we had been in the "planning process" since February, the party made things feel like they were really starting! It was the first real event for is since we got engaged and I think it was a great success.
Thanks to everyone who helped put it all together for us! The rest of the pictures from the party can be seen here!


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Sudden Cardiac Arrest (SCA) is the leading cause of death in the U.S., taking the lives of more than 300,000 people each year. On average, this is more than the total amount for breast cancer, lung cancer, stroke, and HIV/AIDS combined.
During SCA, heart function ceases abruptly and without warning. In contrast, a heart attack, which is caused by "plumbing" problems, such) as a blocked artery, is customarily preceded by warning signs such as chest pain and other symptoms.
When SCA strikes, the heart is no longer able to pump blood to the rest of the body, and the victim loses consciousness, resulting in death more than 90% of cases. SCA is an "electrical" problem, whereby an arrhythmia prevents the heart from pumping blood to the brain and vital organs.


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This is a full-bodied, spicy rib sauce perfect for summer celebrations like Canada Day, or even the Fourth of July! Rhubarb is fresh and plentiful in early summer. If you don't have any growing in your backyard, probably someone you know has more than they can use. Otherwise you can find it at your local farmers' market. All the other ingredients are staples that almost everyone has in their kitchen.
Great with new baby potatoes and a green salad, or good ol' potato salad and cole slaw. Serve the Rocking Rhubarb Rib Relish as a dipping sauce for those who like more flavour! Happy Summer! As you can see it makes quite a lot of sauce — enough to share with your friends and family.
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This is a high-performance synthetic oil, developed to bring out the best of a high performance engine. It is excellent in performance lubrication and fuel saving properties.
- Perfect consists of hydrocracking base oil which is as efficient as chemical synthesis oil.
- Wide range low to high degree of viscosity suitable for various cars such as European for Japanese cars for any season.


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GrandChase-Dimensional Chaser, the official mobile sequel to Grand Chase, will be available this July 3. Grand Chase was a Korean side-scrolling PC MMO that garnered a huge fan base in the Philippines years ago. However, developer KOG Studios shut down all Grand Chase servers from 2013 to 2015.
But now, the same team behind the original MMO is back with a new mobile game. GrandChase-Dimensional Chaser will continue the story of Grand Chase and will feature the same characters (with redesigns), as well as new ones. However, since the game is on a different platform, its gameplay will be entirely different. For instance, GrandChase-Dimensional Chaser now uses a squad-based battle system on an isometric perspective. Players simply need to drag the squad across the screen and tap on areas to initiate attacks.
With all the hype over the return of a beloved franchise, it's no wonder the new game received over 100,000 pre-registrations in the Philippines. All users who pre-registered will receive monthly rewards like S Rank Hero Package, 200,000 Gold, 3,000 Prana, and 3 Monster Card x 10.
GrandChase-Dimensional Chaser will launch on the App Store and Google Play Store. For more updates, you can visit the GrandChase PH Facebook Page.


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Our vision is that every software will include Artificial intelligence that will allow it to learn about its users and usage, in order to become more usable and useful over time.
Deep Learning is the key technology to enable this, while Java Ecosystem provides infrastructure and resources (applications, tools and developer community) that can make that happen.
Our mission is to provide deep learning components, tools and cloud infrastructure as a unified platform, to make it easy for mainstream Java developers to integrate deep learning into their applications.
The platform should also provide best practice and shared knowledge, for building applied deep learning systems.
It will become the key enabler, for Java developers to innovate by adding AI based features to their software products.
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