More Cool Stuff Community News Name (required) Mail (required) (not be published) Website This video presents the sermon, “Don’t Waste Your Live,” delivered by the Rev. Chuck Olson, Executive Pastor of the Lake Avenue Church of Pasadena on Sunday, January 29, 2012. Chuck Olson has been executive pastor at Lake Avenue Church since 2002. Before coming to Lake, he served at Rolling Hills Covenant Church, Rolling Hills Estates, CA for eighteen years. His calling in life is to develop, challenge, and inspire leaders to lead with their lives â€“ their most important asset. He is constantly pursuing ways to resource leaders to look at the ‘interior’ issues of life and leadership.Lake Avenue Church, 393 N. Lake Avenue, Pasadena, (626) 844-4700 or visit www.lakeave.org. Subscribe Make a comment Your email address will not be published. Required fields are marked * Sermons and Lessons Video: Don’t Waste Your Life Delivered by the Rev. Chuck Olson, Lake Avenue Church, Pasadena Published on Friday, February 3, 2012 | 8:34 pm First Heatwave Expected Next Week EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS Top of the News 17 recommended0 commentsShareShareTweetSharePin it faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,Virtual Schools PasadenaHomes Solve Community/Gov/Pub SafetyPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m. Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday Business News HerbeautyA Dark Side Of Beauty Salons Not Many People Know AboutHerbeautyHerbeautyHerbeautyNutritional Strategies To Ease AnxietyHerbeautyHerbeautyHerbeautyStop Eating Read Meat (Before It’s Too Late)HerbeautyHerbeautyHerbeauty12 Most Breathtaking Trends In Fashion HistoryHerbeautyHerbeautyHerbeautyThese Fashion Tips Are Making Tall Girls The Talk Of The TownHerbeautyHerbeautyHerbeautyHe Swears He’s Ready For Another Relationship. Is He Really?HerbeautyHerbeauty Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy Community News Home of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadena
Government announces phased easing of public health restrictions NewsCommunityVideoCorbally St Patrick’s Day parade kept its distanceBy David Raleigh – March 17, 2020 840 HSE Mid West Community Healthcare and UL Hospitals Group urges public to avoid household visits and social gatherings for St Patrick’s Day Facebook Linkedin IRELAND’S tiniest, and perhaps only, St Patrick’s Day parade went ahead in Limerick on Wednesday, with the restrictions of social distancing fully observed.Lone piper, Paul McMahon, marched around the Park Gardens estate in Corbally, to keep an 18-year tradition alive.Sign up for the weekly Limerick Post newsletter Sign Up Mr McMahon normally performs the annual local ritual with little marchers from local pre-school Busy Bees. However, when it closed to observe social distancing, the children could not take part in the march.Residents, including grandparents standing separate from their grandchildren, were thrilled the small parade went ahead.Some clapped and waved McMahon on his way, while more wept tears of joy.“It was very emotional,” agreed McMahon who was joined by his wife Barbara and daughter Clodagh.“I thought, we still had to celebrate St Patrick’s Day so, a lone piper in the middle of the street wasn’t any risk, everyone kept their distance by staying inside their own gardens.”“I think everybody enjoyed it. We waved a few flags and celebrated St Patrick Day,” he added.Mr McMahon started the tradition, to give something back to Busy Bees, where his children previously attended, by including the kids in their own little parade.He also normally gives the school a St Patrick’s Day talk on playing the bagpipes and marching.“The kids usually come out and make lovely banners and we all march up and down the road. This year, unfortunately, we couldn’t do that, so we said we’d still celebrate it,” he said.“This time, it was a little bit quieter, but many of the neighbours came out to their doors or waved from their windows – whatever was appropriate – and it was good to see people smiling at this time, we need more smiles than frowns.”Mr McMahon’s father-in-law Joe Neville who, along with his wife Pauline, are practicing self-isolation in their home, shed tears of joy as he watched his son and granddaughter wave to them as they marched past his home.“It’s fantastic, Paul’s great. We are just delighted for him, and it’s great, but we cant get out for it ourselves. We are basically locked in,” they said.Not being able to hug their grandchildren “is the worst part of it”, said Mrs Neville.Another resident praised Mr McMahon, and added: “It’s very emotional, all the neighbours are out waving. He never leaves us down, every year.”The sound of Mr McMahon’s pipes drew out a few other locals, who followed behind him from a distance on bicycles and on foot.Busy Bees owner, Vivienne Campbell Vereker, said she was “on the verge of tears” as older neighbours applauded her and her husband Glen as they joined Mr McMahon from a distance.“The neighbours have been out supporting us every year and today was a really special day,” said Ms Campbell Vereker.“Stay safe, mind yourself and, Happy St Patrick’s Day,” she added. WhatsApp RELATED ARTICLESMORE FROM AUTHOR Email St. Patrick’s Day in Lebanon Actor Dominic West leads the Love for Limerick on St. Patrick’s Day Print Twitter TAGSCommunityCoronavirusCovid 19NewsSt Patrick’s Dayvideo Covid antibody testing opens to public at Shannon Airport Advertisement Previous articleBrain Awareness Week information evening moves onlineNext articleLimerick Post Show | Paddy’s Day Digital Party David Raleigh Limerick health chiefs urge public not to withhold information on virus contacts, as they investigate “complex and serious outbreaks” across midwest region
Judges Should Be Free To Decide By Law Not By Popular Opinion, The Terms Like “Judicial Barbarism” Must Be Condemned: Law Minister
Top StoriesJudges Should Be Free To Decide By Law Not By Popular Opinion, The Terms Like “Judicial Barbarism” Must Be Condemned: Law Minister Mehal Jain26 Nov 2020 9:01 PMShare This – xDelivering his address at the Constitution Day function organised by Supreme Court , the Union Minister for Law and Justice, and Electronics, Information Technology and Communications, Ravi Shankar Prasad, spoke of “fair criticism” of the judiciary and the “disturbing trend” which has emerged of late and which he “wished to flag”.”There is criticism of several things, like the…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginDelivering his address at the Constitution Day function organised by Supreme Court , the Union Minister for Law and Justice, and Electronics, Information Technology and Communications, Ravi Shankar Prasad, spoke of “fair criticism” of the judiciary and the “disturbing trend” which has emerged of late and which he “wished to flag”.”There is criticism of several things, like the collegium…but lately people have views on what the judgement on any petition that is filed should be..there are narratives in the newspapers…and if the judgement is not in conformity with such views, there is criticism”, he expressed.”The judges should be free to decide by the law. The founding fathers did not perceive the justice delivery to be as per popular opinion”, he continued.”The use of such terms as ‘judicial barbarism’ should be condemned, regardless of the stature of the person using them…we must remember that it is the judiciary which has held the hand of the poor and the underprivileged, and even though they might have been shortcomings, criticism was not transgress the boundaries of propriety…we must be proud of the judiciary”, he urged.He spoke of the “stellar role of the Supreme Court as the beacon of freedom and the arbiter of disputes and its endeavour towards fastening equality”. “Post-Independence, there were challenges of caste, religion, communal, language, regional conflicts, and the Supreme Court came out with judgements which we all respect”, he said. He appreciated the contributions of the Supreme Court towards the injunction against arbitrariness, on its emphasis on the procedure of law, for the purpose of Article 21, to be fair, reasonable and just.”The Basic Structure of the Constitution has to be seen in totality…The independence of judiciary is very important and the separation of powers is equally relevant”, he expressed.The Minister congratulated the Supreme Court and the courts of India for having risen to great heights in facing the challenges of the pandemic. He cited how till October, 30,000 cases have been disposed off by the Supreme Court, 13.74 lakh cases by all the high courts in the country and 35.93 lakh by the district courts across the nation. “Close to 50 lakh cases in total have been disposed off, and I am not even including the tribunals and the other virtual hearings in this. As the law minister, I wish to compliment the Chief Justice of India, the Supreme Court judges, the law officers, the lawyers, the Chief Justices of High Courts and other judges and the judges of the subordinate courts for having extracted a great opportunity out of these inhibiting circumstances and for rising to the occasion to ensure justice delivery”, he said. He spoke of the development of technological footprints across the country in the form of 16,000 digital courts etc. “The first thing to reflect in these times is the fundamental duty to care for others. Corona teaches us that while remembering rights, we must also remember the correlative duties”, he continued.”In the 71 years of the Constitution, India has emerged as a mature democracy, vindicating the faith of the founding fathers, even in the face of income, educational, caste, community, language barriers. The 1.3 billion people of the country have the power to change the government by franchise…The founding fathers invested great significance in made preserving the heritage, they rejected the British Empire and the idea of India was given by them, incorporating the ideals of the vedic age, even the story of Rama and Krishna, the glory of kings from Asoka to Akbar, the morals of Mahatma Gandhi to Subhas Chandra Bose and Shivaji, and ensuring that all these virtues form part of the Constitution”, he elaborated.Finally, he concluded, saying, “The COVID vaccine is to come, and whenever it comes, I hope that the medical fraternity must be the beneficiaries of the vaccine in the first instant. After all, it has been their efforts which have saved life”Subscribe to LiveLaw, enjoy Ad free version and other unlimited features, just INR 599 Click here to Subscribe. All payment options available.loading….Next Story
Google+ The Chief Medical Officer’s warned small social gatherings are “putting our collective progress at risk” in the fight against Covid-19.378 more people in the Republic have tested positive for Covid-19.One more patient with the virus has died.34 cases were reported in Donegal.The latest data on the outbreak brings the rolling five-day average to over 400 — the second day in a row it’s gone up.Dr Tony Holohan says the increase is a “worrying development”. Community Enhancement Programme open for applications Facebook Loganair’s new Derry – Liverpool air service takes off from CODA WhatsApp Previous articleAnglers say boggy landslide polluted riverNext articleBishop of Raphoe says public worship ban should be lifted News Highland Google+ Twitter WhatsApp Pinterest Facebook By News Highland – November 15, 2020 Publicans in Republic watching closely as North reopens further Important message for people attending LUH’s INR clinic Nine til Noon Show – Listen back to Monday’s Programme Twitter Arranmore progress and potential flagged as population grows RELATED ARTICLESMORE FROM AUTHOR 378 new cases nationally, 34 in Donegal Homepage BannerNews Pinterest
Jobs for this lifeOn 25 Jul 2000 in Personnel Today Previous Article Next Article Comments are closed. Following the jobs crisis of the last decade, the latest research shows that employees have redefined their career aspirations, but employers have yet to adjust sufficiently to meet them.A few years back, careers were a hot topic. That changed in the early 1990’s. Waves of down-sizings, delayerings, out-sourcing and other effects of re-engineering challenged many of the career certainties of the past. What constituted a “safe career” – a sure means of advancement and a guarantee of a good pension – were thrown into doubt.Corporate careers moved in a horizontal rather than vertical direction. Employability was supposed to replace the idea of job security and employees were meant to manage their own career. Change was the order of the day.Roffey Park’s latest research into the state of careers in 2000 suggests that while individuals may have got used to change, they are still extremely interested in how they can develop their careers. But from an organisational perspective, careers have dropped from the radar screen. Yet this issue is probably the major threat to organisations which fail to take it seriously.Radical changesGlobal competition, technological change and e-commerce mean that the workplace will undergo more radical changes. Flexibility and speed of response are the order of the day. “Knowledge work” is seen as a key means of gaining and maintaining a competitive advantage in many sectors.The need for workforce flexibility is being mirrored by the notion that careers will become more mobile, and that individuals will need to be able to adapt to constantly changing environments. The new “post-corporate” career may involve periods of employment, self-employment, voluntary work and studying. Only those with the capacity for continuous learning and coping with ambiguity are likely to thrive.Success to these self-empowered individuals will mean team-working and developing broader skills rather than simply achieving status. These new-style employees will actively negotiate development opportunities as part of their recruitment package and take responsibility for their own learning. They have a clear sense of what is important to them, and will likely be identified by their employers as key contributors.According to Judy Rosener, mobility and flexibility should benefit both employees and employers. In future, she predicts, there will be a shift away from benefits being tied to a particular organisation.Restricted mobilityBenefits will need to be portable, adjusting to the demands of changing career patterns and providing freedom to move. While governments are keen to ensure that citizens provide for their futures, the proposed stakeholder pension has little appeal to possible providers, let alone pensioners. Proposed changes to early retirement arrangements in the public sector may well restrict people’s career mobility and the age at which they can embark on a new career.The UK private pensions scene is at best confusing, with conventional occupational pensions within a single organisation still offering the best deal. Mobility is penalised rather than rewarded.Other tax law changes also work against mobility – self-employed contractors may well find themselves becoming employees for tax purposes. The dominant model of career supported by such policies is that of the full-time career until the age of 65 in one organisation – an idea which is increasingly irrelevant from a commercial and social perspective.So have people taken the new messages to heart? Yes and no. Roffey Park surveys in 1998 and 99 showed that most people, especially those who see themselves as high-fliers, still aspire to a high-level position, preferably in the same company.While aspirations may not have changed much, career-management ideas have shifted significantly. The most striking finding in Roffey Park’s research is that 98 per cent of respondents claim to be confident of their employability. Whether such claims are defensive posturing or based on an astute assessment of what is needed to avoid job insecurity matters less than the fact that people see themselves as being in charge of their own development.These new forms of career are supposed to be based on partnership. Two years ago Richard Brown, CEO of Cable and Wireless, suggested that even in down times, organisations should “train and develop your critical people, managerial and technical. Nothing is more important than growing your A players, which is conducive to better retention, and promptly dealing with C players. This is an opportunity for exercising leadership”.Yet to some extent his words fell on deaf ears. The research indicates that the organisational side of the partnership is lagging behind. Despite employees’ willingness to adapt to new career models, few viable alternatives seem to have appeared. The support which people might expect to help them embrace the realities of the new career appears thin on the ground.Few people seem to be actively contemplating portfolio careers. The average job tenure of respondents is eight years, suggesting that most people would in practice prefer to develop their careers within their current workplace.Companies are also interested in graduates and high-fliers, and are bringing back fast-track schemes which maintain or reintroduce conventional forms of career management. But these may do more harm than good because they reinforce stereotypical expectations about rapid advancement for members of an elite group. Although people still aspire to onwards and upwards, they are often not prepared to make the longer-term commitment that such schemes require. Where fast-track schemes exist, they often have a high churn rate.The research suggests that people are becoming more willing to contemplate lateral career development instead of vertical promotion. But because lateral development seems to be just as difficult to achieve, and organisations still attach more symbolic and financial value to vertical promotion, people are discouraged from taking it seriously.This basic mismatch between what employees want and what is on offer is to be expected because accepted wisdom is that employee attitudes adjust some seven years earlier on average than organisations’ capacity to deliver. But organisations need to develop their side of the partnership if they want to recruit and retain the best.Active career partnershipThis is in everyone’s interest because most employees still want to grow their career in the same organisation. If those people have the necessary skills and knowledge, maintaining an active career partnership makes sense. Some employees may be willing to shift away from promotional goals if the right degree of support for a different kind of career is available.Douglas Hall, co-author of The New Protean Career Contract: Helping Organisations and Employees Adapt, argues that career partnership should take the form of brokering, creating learning opportunities, facilitating lateral moves and enabling employees to build interesting jobs.The research confirms that people want help with building career paths. Yet few organisations in the survey are addressing these issues in a serious way. Initiatives are at best piecemeal rather than strategic and are usually driven by a belated recognition of the need to address a problem, such as inability to attract or retain key employees.What else do employees want from this partnership? Some want greater flexibility. Most want the chance of a better work/life balance, more reasonable workloads, a chance to grow on the job, and a challenge. Most of all they want a sense of direction, both in terms of company strategy and career paths, so they can develop their career to their satisfaction. Hall says that career planning does not really fit the new career paradigm, but job planning does. But in practice it seems that people want to know what routes are available so that they can start to navigate their way through the career jungle.• Linda Holbeche is director of research at Roffey Park and has been studying the impact of change on careers since 1994. Her latest report, The Future of Careers, is available from Roffey Park, price £50. Contact 01293 851644 The way that careers and organisations will developCareers• Most employees still cling to the idea that career progression means promotion. Organisations will need to develop new career tracks which offer different types of reward and status, rather than just hierarchical promotion. These will be driven by the need to slow down high turnover among skilled staff. Those who wait until they are forced to do this will lose out.• Many employees still crave job security. Offering this will become key to attracting and retaining the best.• The “post-corporate career” is happening and will become a more defined trend as confidence increases. “Career resilience” is likely to be the key determinant of successful career self-management, linked with the on-going quest for learning and new skills.• Increased job movement and hard negotiation of career packages are probable. Employers will need to flex their policies if they want to attract staff with key skills. Pay is likely to become more contentious as existing employees will increasingly feel they have lost out financially by remaining loyal.Values• Highly employable people are looking for roles which appeal to their personal values, and money is unlikely to the primary motivator. Employees of the “Generation X” age group (up to 35) are said to be particularly values-driven. More cross-sectoral job moves are likely, including moves in and out of the not-for-profit sector. People will increasingly choose to take career breaks or work flexibly to have more of what they consider important. Employers in the knowledge economy (especially dotcoms) are already recognising the need to attract skilled employees by having a well articulated set of values which work in practice.• Work-life balance is a big issue for many employees and is increasingly a factor for choosing to leave organisations and look for alternatives, including self-employment. People will be less amenable to working long hours. Organisations will increasingly consider the implementation of work/life balance policies as a business priority.Organisational practices• Employers will have to develop “revolving door” policies for departing employees whose skills are in demand. They will need to negotiate appropriate deals to attract talent back into the organisation, which may be more expensive than having good development possibilities in the first place.• Flatter structures will remain a dominant concept – “knee-jerk” relayerings will happen although they are unlikely to last.• Some organisations are regretting parting with more experienced/older employees and are now making early departures more difficult. Consequently, the numbers of people who had hoped for early retirement and are denied will increase. The challenge will be to motivate “tired” employees who do not want to climb another rung.• Organisations will continue to look for solutions to long-term succession planning. Conventional fast-track schemes appear to be on the increase, but it is questionable whether these will prove effective over time.Managers• The role of managers is changing and generalist managers may be endangered unless involved in managing large and complex projects. Generalists will need to develop some expertise of their own, if only in leadership, if they are to add value. The dotcom model of entrepreneurial leadership is likely to be in vogue for a while.• The old split between “command and control” and participative management styles is blurring. And there is increasing recognition that the role of managers needs to reflect current business conditions rather than popular fashion. But a shift appears to have taken place, with traditionalists even recognising the need to motivate knowledge workers, manage performance and engage in teambuilding.• Managers are in the front line of career matters and often receive little practical support to help them do it well. Wide spans of control will shrink to allow managers to carry out the performance management and development aspects of their role.• Good leadership will be a key issue across all sectors – craved by employees and generally perceived to be lacking in UK organisations. Leaders will be expected to demonstrate high levels of emotional intelligence, especially self-awareness. 360-degree feedback and executive coaching markets look set to burgeon Related posts:No related photos.
Antarctica’s biodiversity and its intrinsic values are potentially at risk from the introduction of non-native species, derived from a range of sources including human activities. Whilst controls on introducing plants and invertebrates are now in place, limited attention has so far been given to microorganisms that comprise the majority of the Antarctic terrestrial biomass, and are highly dispersive. Information deficits and likely impacts in a warming climate indicate that this should be given a higher research priority, particularly in ice-free areas where the range of microbial habitats for colonisation is higher.
KILL BILL VOLUME 1Odeon George StreetFriday 17 – Thursday 23 October Quentin Tarantino, the undisputed “daddy” of retro-cool, has made a blistering return to form after a lengthy absence. Kill Bill, his fourth outing as director, sees Uma Thurman play The Bride, an expert female assassin who, upon awaking from a four-year coma, sets out to avenge herself of the wedding-day massacre that she barely survived. To this effect, she resolves to cripple, maim, disfigure, brutalise and generally kill all five members of the Deadly Viper Assassination Squad, (DIVAS, for short) at the head of which presides the eponymous Bill, played by David Carradine of Sixties Kung Fu fame. Similar to The Bride, Tarantino himself seems to have been in hibernation for a few years, dithering intermittently with second-world war epics and family comedies. So, now that he seems back on track, what can you expect from Mr T’s latest adrenaline-fuelled offering? Kill Bill is what I would term a “movie-movie” replete with references to films of the director’s youth, and too lavish in its cartoonish excesses to be taken seriously. The story is divided into five chapters, giving Tarantino free rein to indulge his penchant for achronological exposition. He effortlessly blends multiple genres, from Hong Kong action flicks to spaghetti westerns, via blaxploitation films of the Seventies, in a hip seamless style with a lethal injection of violence. Those familiar with Peter Jackson’s pre-Lord Of The Rings efforts, such as Braindead, will feel instantly at home with the over-the-top gore and splatter. For the more sensitive types, the majority of the climactic showdown (in which The Bride smoothly dispatches 88 yakuza henchmen) is shot in black-and-white, to lessen the shock. Undoubtedly a masterpiece, Kill Bill is not without flaws and some mild criticism is certainly in order. To begin with, the achingly hip and oft-quoted dialogue from Tarantino’s previous features is all but absent in Kill Bill. This vital missing ingredient leaves the characterisation grossly underdeveloped, and the plot, somewhat on the thin side. Furthermore, the martial arts scenes are not quite as spectacular as you might expect, presumably owing to the director’s inexperience in this field. The controversial decision to chop the film in two might also be seen as irksome and unnecessary, although the second volume (out in February) could potentially make up for aforementioned quibbles. And quibbles they are: as a film which, from the outset, devotes itself unashamedly to style over substance, it scores top marks. There is also a considerable dose of humour (albeit mostly jet black); a particular scene in a Japanese sushi bar had me in stitches. Mention must also go to Ms. Thurman, who performs the role of an browbeaten killer on a vengeful suicide mission with steely resolve. Ultimately, a movie with an entire sequence in Japanese anime, samurai swords and a soundtrack that is guaranteed to stay in your CD player longer even than that of Pulp Fiction, cannot fail to impress. Go tonight for a bloody, but brilliant kitsch thrill.ARCHIVE: 1st Week MT2003
A class action lawsuit, which rested on the use of the Oxford comma, has been settled for $5 million (approx £3,500,000).The suit was brought by five drivers of the Oakhurst Dairy company who argued that they were entitled to overpay.The Maine-based company said their actions were legal under state law. However, the lack of the Oxford comma in a piece of state legislation led to a settlement in the case.The Oxford comma, otherwise known as the serial comma, is a controversial piece of grammar which requires a comma to be added before the final item of a list. For example: “Eats, shoots, and leaves.”The comma gets its name from the Oxford University Press, who recommend its use. However, the Maine guide for drafting legislation says the Oxford comma should not be used.The specifics of the case centred on the lack of a comma in a piece of state legislation. A judge from the Court of Appeals for the First Circuit, David Barron, said: “For want of a comma, we have this case.”The sentence of Maine law that caused the controversy referred to overtime law and where it doesn’t apply.These included: “The canning, processing, preserving, freezing, drying, marketing, storing, packing for shipment or distribution of:“(1) Agricultural produce;(2) Meat and fish products; and (3) Perishable foods.”The case revolved around the lack of a comma after the word “shipment”In 2017, Barron said that the law’s punctuation made it unclear if “packing for shipping or distribution” is one activity or if “packing for shipping” is separate from “distribution.”Climenko Fellow and Lecturer on Law at Harvard Law School, Ian Samuel told NBC news that: “The reason the lack of a comma matters here is because it’s not clear if the overtime statute is supposed to exempt packers of food – those whose work involves the ‘packing for shipment or distribution’ of perishable foods (which milk is) – or if it coversboth packers (people who ‘pack for shipment’) and drivers, whose work is the ‘distribution’ of the foods.”Samuel said: “The court concludes that at best the phrase is ambiguous. In other words, the text by itself just doesn’t tell us the right answer syntactically.”He added: “So we have to rely on a substantive presumption in favor of workers, which the court says is used in Maine law to resolve ambiguities like this.”The settlement covers 127 drivers for the company. The named plaintiffs will receive $50,000 each and other drivers will have to le claims to be entitled to the funds.Oakhurst has not admitted any wrongdoing in Thursday’s settlement and the deal needs to be rubber-stamped by a federal judge.
Bakels (Bicester, Oxon) supplies a range of products for every stage of hot cross bun production, including mixes, glazes and the crosses themselves.With the addition of bun spice, Baktem Blue paste can be used to change a plain, fruited bun into a hot cross bun. It is designed to suit the ‘no time dough’ method and is said to produce soft, short-eating buns with good volume and keeping qualities. Available in 12.5kg cartons it has a maximum 20% usage level.A strong white cross can be achieved with Bakels Crossing Mix, which requires cold water and whisking.