BentallGreenOak (Canada) Limited Partnership ("BentallGreenOak") is committed to providing excellent service and accessibility to our employees and all our clients including tenants, prospective tenants, members of the public and third parties. The purpose of this policy is to provide a framework through which BentallGreenOak can achieve service and employment excellence for people with disabilities in accordance with various provincial and federal legislation in Canada.
The scope of this policy includes our commitment to accessibility in our employment and customer service standards.
BentallGreenOak is committed to providing a respectful, welcoming and inclusive environment to all our employees with disabilities. Our employment standards will incorporate best practice and regulatory requirements throughout the employment experience.
Working closely with the building owners, BentallGreenOak is committed to providing a respectful, welcoming and inclusive environment to all individuals who seek access to the buildings we manage and the services we provide. All employees are expected to comply with the spirit and intent of this policy when providing services to our customers or otherwise representing or conducting business on behalf of BentallGreenOak.
As defined by the Accessibility for Ontarians with Disabilities Act, a barrier is anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, information or communications barrier, an attitudinal barrier, a technological barrier, a policy or practice.
For the purpose of this policy, the term "disability" includes:
For the purposes of this policy, the term "employee" refers to any person regarding whom BentallGreenOak pays wages or a salary, has control over their assigned work and has a right to control the details of their work. This includes, but is not limited to fulltime, part-time, seasonal and contract employees.
For the purposes of this policy, an animal is a service animal for a person with a disability if:
For the purposes of this policy, a "support person" is a person who accompanies a person with a disability in order to help with communication, mobility, personal care or medical needs or with access to goods or services.
BentallGreenOak is committed to providing accessible customer service to people with disabilities in a manner consistent with the principles of dignity, independence, integration and equal opportunity.
When communicating with persons with a disability, BentallGreenOak employees will take into account the particular individual's needs and circumstances upon request. All communication will be provided in a manner that respects the dignity and independence of persons with disabilities.
Persons with disabilities will be permitted to obtain, use or benefit from goods or services through the use of their own assistive devices. In the event a person with a disability is hindered from accessing any goods or services offered, we will use our best efforts to deliver the same service in another way upon request.
We are committed to providing accessible telephone service to our customers. If telephone communication provides a barrier to a person with a disability, we will offer to communicate by e-mail or fax.
We are committed to providing accessible invoices and we will provide our invoices in an alternative accessible format upon request. We will answer any questions customers may have about the content of invoices in person, by telephone or email.
We welcome persons with disabilities who are accompanied by a service animal. If a service animal is excluded by law, we will suggest appropriate alternatives and provide assistance to ensure that the person is able to access, obtain, use or benefit from our services where possible.
We welcome persons with disabilities who are accompanied by an identified Support Person. Any person with a disability who is accompanied by a Support Person will be allowed to access any of our services and facilities with his or her Support Person.
We are aware that persons with disabilities rely on certain services and facilities we provide. Temporary disruptions in services and facilities will occur from time to time. We will provide notice when there is a temporary disruption in those services or facilities that people with disabilities usually rely upon. This notice will include information about the reason for the disruption, its anticipated duration, and, if applicable, a description of alternative facilities or services that may be available. Notice of service disruptions will be provided as soon as practical after we become aware of the disruption, or in advance in the case of planned disruptions.
Notice will be provided by a variety of methods, depending on the circumstances, and may include postings in conspicuous places such as in the entrances, lobbies and elevator banks of our managed buildings.
BentallGreenOak will ensure that all employees, agents and third parties who interact with customers on its behalf receive customer service training as required to meet service standards and regulatory requirements. This training shall be provided on an ongoing basis whenever changes are made to this Policy to ensure that this Policy is properly implemented at all times. An electronic record of the training will be kept in an online database.
Training will include the following:
BentallGreenOak is committed to providing accessible employment to people with disabilities in a manner consistent with the principles of dignity, independence, integration and equal opportunity.
BentallGreenOak will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment, assessment and selection processes. If a request is made, the applicant will be consulted and provision of a suitable accommodation will be provided or arranged in a manner that takes into account the applicants accessibility needs due to disability.
We will inform our employees of our policies to support our employees with disabilities that will include the provision of job accommodation due to a disability. Employees will also be provided updated information whenever there is a change to existing policies on job accommodation. For new employees we will provide this information as soon as practicable.
When an employee with a disability so requests it, BentallGreenOak will consult with the employee to provide or arrange for the provision of accessible formats and communication support for information that is needed for the employee to do their job, for information that is readily available to employees in the workplace and consult with the employee making the request to determine the suitability of the accessible format or communication support.
BentallGreenOak will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability. Any employee who requires a Workplace Emergency Response Information Plan is required to request one.
Consent of the employee is required prior to BentallGreenOak sharing workplace emergency response information with the person designated by the employer to provide assistance to the employee, Once consent is received, BentallGreenOak shall provide the workplace emergency response information to the person designated to provide emergency assistance.
This information will be kept current as the employees overall needs for accommodation is changed and as BentallGreenOak reviews its general emergency response policies.
BentallGreenOak will have in place a written process for the development of documented individual accommodation plans for employees with disabilities who request it that will include the guidelines provided in provincial and federal legislation relating to accessible employment.
If requested, it shall include information regarding accessible formats and communication support, individualized workplace emergency response information and any other accommodation that is to be provided.
BentallGreenOak will have in place a documented return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work. This does not replace or override any other return to work process created by or under any other statute.
The Performance Management, Career Development and Advancement processes at BentallGreenOak shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans (5.5), when using these processes in respect of employees with disabilities.
We welcome questions and feedback about how we deliver services to people with disabilities. Customers and Employees can submit feedback and questions in person, at the building in question or by email, in writing or by any other means, to the People and Talent Team at BentallGreenOak.
If the feedback raises serious concerns with respect to the delivery of services or employment practices to persons with disabilities, we will provide a response to the concerns in a timely manner. The author of the feedback will be provided a response in the format requested (or the most appropriate format where no request was made) outlining corrective actions we will or will have taken.
This Policy and any corresponding practices and procedures will be made available to any person on request. We will post notice of the availability of these documents on our website.
Upon request, we will provide this Policy and any other forms in a format that takes into account the disability of the person submitting the request.
We are committed to developing customer service policies and employment standards that respect and promote the dignity and independence of people with disabilities. All BentallGreenOak policies and procedures will be developed or updated in such a manner as to respect and promote the dignity and independence of persons with disabilities.
The Managing Director and Co-Head, People and Talent is responsible for this policy. The People and Talent Team will provide advice and assistance in the interpretation and administration of this policy.
This Multi-Year Accessibility Plan aligns to the requirements for Ontario's AODA (Accessibility for Ontarians with Disabilities Act).
BentallGreenOak is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.
BentallGreenOak is committed to providing the customers and clients with publicly available information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.
BentallGreenOak will provide training to Ontario employees to meet the requirements of Ontario's accessibility laws and the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of staff members.
BentallGreenOak will take the following steps to ensure Ontario employees are provided with the training needed to meet Ontario's accessible laws by January 1, 2015:
BentallGreenOak is committed to meeting the communication needs of people with disabilities.
BentallGreenOak will take the following steps to ensure existing feedback processes are accessible to people with disabilities in Ontario upon request by January 1, 2015:
BentallGreenOak will take the following steps to make sure all publically available information in Ontario is made accessible upon request by January 1, 2016:
BentallGreenOak will take the following steps to make all websites and content conform to WCAG 2.0, Level AA by January 1, 2021:
BentallGreenOak is committed to fair and accessible employment practices.
We will take the following steps to notify the public and staff that, when requested, BentallGreenOak will accommodate people with disabilities during the recruitment and assessment processes and when people are hired:
BentallGreenOak will take the following steps by January 1, 2016 to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees in Ontario that have been absent due to a disability:
We will take the following steps to ensure the accessibility needs of employees with disabilities in Ontario are taken into account in performance management, career development and redeployment processes:
BentallGreenOak will meet the Accessibility Standards for the Design of Public Space when building or making major modifications to public spaces in Ontario. Public spaces include:
BentallGreenOak will put procedures in place to prevent service disruptions to its accessible parts of its public spaces.
In the event of a service disruption to the accessible parts of public spaces, we will notify the public of the service disruption and alternatives available.
In accordance with the AODA legislation, this Multi-Year Accessibility Plan will be updated once every five years.
This document is available to the public and in alternate format and accessible communication supports upon request.
Multi-Year Accessibliity Plan Revised: April 6, 2016
Next Scheduled Review Date: April 2021


The owner of this website is:
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Address: Crta. del Volcà Croscat, s/n 17881 Santa Pau
Registered in the Mercantile Registry of Girona, registration 1st Volume 998, Sheet 53, Section 8, Sheet GI 4389
The use of this website implies full acceptance of the terms and conditions of this legal notice. Any conflicts related to this website will be governed exclusively by the law of the Spanish State. All users of the website, regardless of the territorial jurisdiction from which their access occurs, accept compliance with and respect for these clauses.
Intellectual and industrial property
The entire content of this website, whether texts, images, sounds, brands, logos or other elements, as well as substructure, design, color combinations or presentation of the materials, are protected by industrial and intellectual property rights intellectual property that the user of this website must respect. Its transformation or alteration, public communication or any other form of exploitation by any procedure without the express authorization of VOL DE COLOMS SL is not permitted.
Responsibility for the contents
Although VOL DE COLOMS SL acts with the greatest possible diligence, it may happen that some data or information is not completely updated at the time the website user consults it. For this reason, the information presented on this website has an orientation function and does not bind VOL DE COLOMS SL.
VOL DE COLOMS SL will not be responsible for the information that can be obtained through links included on its website.
VOL DE COLOMS SL reserves the right to make, at any time and without prior notice, modifications or updates to the information and any of the elements that make up the design and configuration of the web page.
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Use of this website implies full acceptance of the terms and conditions in this legal notice. The possible conflicts relating to this website will be governed exclusively by Spanish legislation, the Spanish Courts and Tribunals being competent to hear any question that arises on it.
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Tree surgery can be a very high risk activity that requires extensive training and assessment and full compliance with Health and Safety legislation to keep these risks to a minimum.
Provision and Use of Work Equipment Regulations 1992 require formal, mandatory qualifications in the competent use of a chainsaw. These were some of the earliest certifications we obtained pertaining to the use and maintenance of a chainsaw on the ground and felling trees.
The Work at Height Regulations 2005 require mandatory qualifications in the use of a chainsaw in a tree and that all climbing equipment be fit for purpose. We use the best ropes and harnesses on the market and are fully trained and qualified in aerial rescue and the use of top handled chainsaws in a tree.
We always wear chainsaw protective trousers and boots along with helmets, ear defenders and eye protection in line with the Personal Protective Equipment at Work Regulations 1992. Thorough risk assessments are undertaken in line with the Management of Health and Safety at Work Regulations 1999 and all of our climbing equipment is maintained in accordance with the Lifting and Operations and Lifting Equipment Regulations 1998.
Some Trees are protected by legislation administered by Local Planning Authorities. This can be in the form of a TPO (Tree Preservation Order) or a Conservation Area. These orders protect trees and areas deemed to add local amenity value and make it a criminal offence to work on these trees without the consent of the authorities.
The consent is subject to a six-week application process that we can handle for you, along with advice and guidance for proposed work.
Outside of these restrictions homeowners are free to prune or remove trees within their gardens as they see fit. Consideration must be given to actively nesting birds protected under the Wildlife and Countryside Act 1981 and conformity to the British Standard for Tree Work BS3998 is encouraged.


Welcome to the North Branford Fire Department
FIRE POLICE UNIT
The North Branford Fire Department is authorized to operate a unit composed of Fire Police officers. Their role and responsibility lie within the CT General Statutes and assist NBFD and NBPD whenever augmentation to traffic incident management services are requested. The Fire Police Unit is under the command of Captain Ed Doody (FP-1) and is made up of 10 FP officers. Their duties are outlined below.
“CGS Sec. 7-313a. Fire police. The authorities having the supervision of the fire department of any town, city, borough or district may appoint such number of persons, within available appropriations, as they deem necessary to be fire police officers of such municipality or district, who shall have the powers and perform the duties in such municipality or district as designated and authorized by the fire chief of such municipality or district, and such fire police officers may exercise such powers and duties in any adjoining municipality or district while on duty with the fire department or with a cooperating fire department, where the department is engaged in mutual assistance. Such powers and duties shall include traffic control and regulation and may be exercised by such fire police during any fire drill or fire call or at any other time when such fire police are serving with the fire department, with any other fire department in an adjoining municipality or district or with any fire department rendering mutual assistance. Each such fire police officer while in the performance of fire police duties shall wear the badge of office in plain view of any observer. Each such fire police officer, while directing traffic in performance of the duties of fire police, (1) shall wear a white helmet with the words "Fire Police" in red letters on the front thereof or regulation fire-police dress uniform cap and after dark or in inclement weather, a traffic safety vest, orange or lime green raincoat or any reflectorized orange or lime green outer clothing, that meets national, state and local traffic safety standards, (2) carry a flashlight, which shall have a red or orange wand and be capable of projecting a clear light for the purpose of illumination at nighttime, and (3) utilize hand-held or portable traffic control devices appropriate for the time of day, weather and traffic flow. Such helmet, cap, vest, raincoat or outer clothing, badge, traffic control equipment and flashlight may be supplied by the appointing municipality or district.”


Voluntary Employees' Beneficiary Association (VEBA)
A VEBA is an organization that is an ERISA welfare plan funded by a trust that is tax-exempt under Code Section 501(c)(9).
Requirements Under Code Section 501(c)(9)
Generally, a VEBA must meet six requirements in Code Section 501(c)(9). It must:
- Be an employees’ association;
- to which membership is voluntary;
- that is controlled by its members;
- that provides for the payment of life, sick, accident, or other benefits to its members or their dependents or designated beneficiaries.
- Conduct substantially all of its operations in furtherance of providing such benefits; and
- prohibit any part of the net earnings of the organization from inuring, other than by payment of benefits, to the benefit of any private shareholder or individual.
The membership of an organization described in section 501(c)(9) must consist of individuals who become entitled to participate by reason of their being employees and whose eligibility for membership is defined by reference to objective standards that constitute an employment-related common bond among such individuals. Typically, those eligible for membership in an organization described in section 501(c)(9) are defined by reference to a common employer (or affiliated employers), to coverage under one or more collective bargaining agreements (with respect to benefits provided by reason of such agreement(s)), to membership in a labor union, or to membership in one or more locals of a national or international labor union.
Any objective criteria used to restrict eligibility for membership or benefits may not be selected or administered in a manner that limits membership or benefits to officers, shareholders, or highly compensated employees of an employer contributing to the association.
Generally, membership in an association is voluntary if an affirmative act is required on the part of an employee to become a member rather than the designation as a member due to employee status. However, an association shall be considered voluntary although membership is required of all employees, provided that the employees do not incur a detriment (for example, in the form of deductions from pay) as the result of membership in the association. An employer is not deemed to have imposed involuntary membership on the employee if membership is required as the result of a collective bargaining agreement or as an incident of membership in a labor organization.
Control by Members
A VEBA must be controlled by: (i) By its membership, (ii) By independent trustee(s) (such as a bank), or (iii) By trustees or other fiduciaries at least some of whom are designated by, or on behalf of, the membership.
Provision of Acceptable Benefits
VEBAs must provide life, sickness, or accident benefits, or other benefits that are similar to those benefits.
A benefit is similar to a life, sickness, or accident benefit if: (1) It is intended to safeguard or improve the health of a member or a member’s dependents, or (2) It protects against a contingency that interrupts or impairs a member’s earning power.
According to IRS materials:
"All VEBAs may provide the following benefits: term life insurance; group whole life insurance (as defined in section 79); accidental death and dismemberment insurance; medical and dental insurance; disability insurance; vacation pay; vacation facilities; recreational expenses; child care; job readjustment allowances; income maintenance payments in time of economic dislocation; temporary living expense loans and grants in times of disaster; supplemental unemployment compensation benefits; severance pay (if provided in accordance with 29 CFR 2510.3-2(b)); and education or training benefits or courses for members. Reg. 1.501(c)(9)-3(b), (c), and (e).
"Collectively bargained VEBAs may provide the following additional qualifying benefits: educational or training benefits for dependents of members; and worker's compensation benefits."
Substantially All Operations
A voluntary employees’ beneficiary association is not operated for the purpose of providing life, sick, accident, or other benefits unless substantially all of its operations are in furtherance of the provision of such benefits. A VEBA cannot systematically and knowingly provide impermissible types of benefits.
Unacceptable benefits include:
- commuting expenses
- accident or homeowner’s insurance;
- malpractice insurance;
- loans to members except in times of distress (as permitted by § 1.501(c)(9)–3(e)); and
- any savings program.
No Private Inurement
No part of the net earnings of a VEBA may inure to the benefit of any private shareholder or individual other than through the payment of permitted benefits. The disposition of property to, or the performance of services for, a person for less than the greater of fair market value or cost (including indirect costs) to the association, other than as a life, sick, accident or other permissible benefit, constitutes prohibited inurement. Generally, the payment of unreasonable compensation to the trustees or employees of the association, or the purchase of insurance or services for amounts in excess of their fair market value from a company in which one or more of the association’s trustees, officers or fiduciaries has an interest, will constitute prohibited inurement.
Discrimination of favor of highly compensated employees, or an discrimination in type or form of benefits that cannot be justified by objective and reasonable standards is prohibited inurement.
Requirements Under Code Section 505 and Other Nondiscrimination Rules
Section 505 mandates that any classification of employees for benefit purposes must be nondiscriminatory as to HCEs. Generally, this means benefits cannot vary depending on whether a member is an HCE or an NHCE, although life insurance and other income replacement benefits may bear a uniform relationship to compensation.
Certain employees may be excluded when considering whether benefits discriminate in favor of highly compensated individuals. Such employees include those who (i) have not completed three years of service, (ii) are less than half-time employees, (iii) are seasonal employees, or (iv) have not attained age 21. Section 505(b)(2).
The rules of Code Section 505 do not apply to plans that are subject to other nondiscrimination rules in the Code, such as self-insured medical benefits under section 105(h); supplemental unemployment compensation benefits described in section 501(c)(17); group term life benefits (which are generally subject to section 79); dependent care assistance described in section 129; and educational assistance described in section 127.
Tax Treatment of Benefits
VEBA benefits are afforded no special tax treatment, but many common VEBA benefits are not included in income because of other Code provisions.
The unrelated business taxable income of a VEBA for a taxable year of generally will equal the lesser of two amounts:
- the income of the VEBA for the taxable year (excluding member contributions); or,
- the excess of the total amount set aside as of the close of the taxable year (including member contributions, and excluding certain assets with a useful life extending substantially beyond the end of the taxable year to the extent they are used in the provision of welfare benefits) over the qualified asset account limit (calculated without regard to the otherwise permitted reserve for post-retirement medical benefits) for the taxable year.
Pursuant to 26 U.S.C. § 419A, a VEBA's account limit is generally the amount necessary to pay for incurred but unpaid benefit claims as of the end of the year as well as certain related administrative costs. Accordingly, a VEBA's income is exempt from tax only to the extent that it does not result in a year-end account balance in excess of the amount necessary to satisfy incurred but unpaid member claims.
Uses of VEBAs
VEBAs are often used in situations that require benefits to be partially separated from employers.
ERISA welfare plans generally can be terminated at any time because welfare benefits do not normally vest. However, the governance of a VEBA and the terms of its trust agreement can make termination difficult. Moreover, VEBA assets cannot revert to the employer or inure to any private benefit.
Nonetheless, the regulations provide that it will not constitute prohibited inurement if, on termination of a VEBA, any assets remaining, after satisfaction of all liabilities to existing beneficiaries of the plan, are applied to provide, either directly or through the purchase of insurance, life, sick, accident or other benefits within the meaning of § 1.501(c)(9)–3 pursuant to criteria that do not provide for disproportionate benefits to officers, shareholders, or highly compensated employees of the employer. See § 1.501(c)(9)–2(a)(2).
In addition, a transfer of assets from one VEBA to another, even if economically beneficial to an employer, is generally not a prohibited reversion.
See the regulations below (attached).
1.501(c)(9)-1 Voluntary employees' beneficiary associations, in general. 1.501(c)(9)-2 Membership in a voluntary employees' beneficiary association; employees; voluntary association of employees. 1.501(c)(9)-3 Voluntary employees' beneficiary associations; life, sick, accident, or other benefits. 1.501(c)(9)-4 Voluntary employees' beneficiary associations; inurement. 1.501(c)(9)-5 Voluntary employees' beneficiary associations; recordkeeping requirements. 1.501(c)(9)-6 Voluntary employees' beneficiary associations; benefits includible in gross income. 1.501(c)(9)-7 Voluntary employees' beneficiary associations; section 3(4) of ERISA. 1.501(c)(9)-8 Voluntary employees' beneficiary associations; effective date.


Yes, the capitalization and punctuation differ. As to which version is "official?" I don't know.
As passed by the Congress:
As ratified by the States:A well regulated Militia, being necessary to the security of a free State, the right of the people to keep and bear Arms, shall not be infringed.
A well regulated militia being necessary to the security of a free State, the right of the People to keep and bear arms shall not be infringed.
There are many judicial debates surrounding the specific meanings of "well regulated militia." Also, the meaning of "people," versus "People." The two may well be intertwined. Some may read People as being the United States as an entity, where the People refer to the government. In other words, the right of the government to maintain a standing army, which would be described as a well-regulated militia. Others would interpret "people" as being individual citizens of the United States in small collective groups that stockpile weapons, such as the "militias" often referred to in some of the more rural parts of Idaho or Montana for example. Others just seem to dispense of the whole militia part and go straight to the right of an individual citizen to bear arms.
Many see the Second Amendment and defending the right of the citizens to rise up against their government in armed conflict. Back in the day, when the average citizen could possess a weapon that was every bit as good as the military's weapons, this could easily be seen as a deterrent for the government to not to overstep its bounds. But today, I think there would little argument that no matter how well armed the citizenry is, modern U.S. military weapons would have little trouble against an armed uprising.
Despite all of those various interpretations, I'm actually looking at the meaning of "Arms" (or arms). What are "arms?" They are not the things hanging from your shoulders, at least not in this context. Arms, or armaments, are weapons. These are not specific to projectile weapons. Swords, knives, throwing stars (for you ninjas out there), staffs, etc. But there are other arms as well, such as hand grenades, flame throwers, tanks with depleted uranium shells, Joint Strike Fighters with air to air missiles, and yes, even a nuclear bomb. Was it the intention of our founding fathers to allow for an individual citizen of the United States to posses a weapon of mass destruction?
As many of you know, I am an ardent defender of the First Amendment. Despite my loathing of religion, whether organized or not, I am a strong believer in freedom of religion and I have often commented on freedom of speech as well. While I may disagree with some of the abhorrent things people say (Westboro Baptist Church), I will defend their right to say it. Just because someone is easily offended doesn't mean that the speech has to be restricted. Having said all that, the courts have consistently ruled that there are time and place exceptions to free speech. One classic example if yelling fire in a crowded theater. That is not protected free speech. A more recent example is the Westboro attempts to protest the funerals of soldiers who have died overseas or even the funerals of the victims of the recent Tucson shootings. Just recently, the Supreme Court gave a victory to Westboro Baptist Church when the father a slain soldier sued them in an attempt to ban protests of military funerals. The Court decided correctly, that Westboro has the right to protest a military funeral. The father's case was over reaching. Instead, Arizona (specifically Kyrsten Sinema D-15), proposed legislation that put time and place restrictions on the protests. Not within x hundred yards of the property and not x minutes before and after. These types of restrictions are often viewed favorably by the court because they don't infringe upon the right of the protesters, yet allow reasonable protections for the mourners.
So, what is the point of all that rambling. Simple, at least in my mind. I'm not familiar with what laws are in place today, but I am fairly certain that it is illegal to posses things like nuclear bombs, surface to air missiles, fully functional tanks with ammunition, etc. And, I don't think many people are going to go to their congressperson and make a strong case that those restrictions are unconstitutional. On the other hand, I think it is perfectly reasonable to allow the sale of handguns, hunting rifles, etc. Both for personal protection and/or hunting, and just plain target shooting. The real debate is the area in between. Automatic weapons, extended clips, etc. Yes, there is a percentage of the population that enjoys being able to fire those weapons for target practice. Is it unreasonable to license and regulate shooting ranges and gun rentals for those people? For some, it is.
For me, I recognize the right of an individual to bear arms. But, as is the case with free speech, I believe there are reasonable "time and place" restrictions that need to be considered. What those are, I don't know. That is the battleground between gun control advocates and Second Amendment advocates such as the NRA. By no means is this a black and white issue.


Subsurface Exploration. (AREMA 126.96.36.199)
a. Sufficient borings shall be made along the length of the structure to determine, with a reasonable degree of certainty, the subsurface conditions. Irregularities found during the initial soil boring program may dictate that additional borings be taken.
b. The subsurface investigation shall be made in accordance with the provisions of AREMA Chapter 8 Part 22, Geotechnical Subsurface Investigation.
- Type of backfill.
a. Backfill is defined as material behind the wall, whether undisturbed ground or fill, that contributes to the pressure against the wall.
b. The backfill shall be investigated and classified with reference to the soil types described in AREMA Table 8-5-1.
c. Types 4 and 5 backfill shall be used only with the permission of the Engineer. In all cases the wall design shall be based on the type of backfill used.
- Computation of backfill pressure. (AREMA 188.8.131.52a)
a. Values of the unit weight, cohesion, and angle of internal friction of the backfill material shall be determined directly by means of soil tests or, if the expense of such tests is not justifiable, by means of AREMA Table 8-5-2 referring to the soil types defined in AREMA Table 8-5-1. Unless the minimum cohesive strength of the backfill material can be evaluated reliably, the cohesion shall be neglected and only the internal friction considered. See Appendix page A-6 for AREMA generic soil properties.
a. The backfill shall preferably be placed in loose layers not to exceed 8 inches in thickness. Each layer shall be compacted before placing the next, but over compaction shall be avoided.
b. It is required that backfill be compacted to no less than 95% of maximum dry density at a moisture content within 2% of optimum and tested using Modified Proctor ASTM D1557.
c. Fill within 100 feet of bridge ends or 20 feet outside culverts shall be placed and compacted to not less than 100% of maximum.
d. No dumping of backfill material shall be permitted in such a way that the successive layers slope downward toward the wall. The layers shall be horizontal or shall slope downward away from the wall.


Heartland Strategies was proud to lead the advocacy to reintroduce hemp to Iowa. Hemp is part of our history and now, thanks to the Legislature and Gov. Kim Reynolds, hemp is now a part of our future.
In December 2018, President Trump signed the 2018 Farm Bill. Among the provisions enacted were provisions declaring hemp as an agricultural commodity and removed it from the federal controlled substances act, where it had previously been lumped in with its intoxicating cousin, marijuana. Hemp is federally defined as a cannabis plant with a delta-9 tetrahydrocannabinol (THC) concentration of not more than 0.3 percent on a dry weight basis.
The Iowa Hemp Act (Senate File 599) adheres to federal requirements. Iowa adopted the same federal definition of hemp the feds have; the bill permits the cultivation, processing, and retail of industrial hemp and hemp products. Cultivation cannot start until the USDA approves a growing plan submitted by the state Dept. of Ag. Though the Farm Bill did not define hemp products, Iowa law does define hemp products as "an item derived from or made by processing hemp and parts of hemp, including but not limited to any item manufactured from hemp, including but not limited to cloth, cordage, fiber, food, fuel, paint, paper, particle board, plastic, hemp seed, seed meal, or seed oil." Items explicitly excluded are products with more than 0.3 percent THC on a dry weight basis and seed capable of germination. Senate File 599 further removes hemp from the definition of marijuana as defined by Iowa Code Ch. 124. The bill also specifically permits the retail of all hemp products, including hemp-derived cannabidiol (CBD, and also permits the addition of hemp-derived CBD to human and animal consumables and other products to the extent permitted by federal law.
Though the 2018 Farm Bill has federally legalized hemp and hemp products and removed it from the federal Controlled Substances Act, the world of hemp-derived CBD is still largely unregulated. The FDA has been tasked with developing those regulations.
Marketing Application of Products
As of June 2019, the FDA has not approved any marketing application for cannabis. This just means the FDA has not said it's ok to market CBD as medicinal product, or as a dietary supplement. This is an area the FDA is expected to create regulations on in the near future. In the meantime, marketing will matter significantly. The FDA has approved one cannabis-derived product with CBD as a drug that is available with prescription: Epidiolex. There are no other FDA-approved drug products that contain CBD.
Hemp-derived CBD cannot and should not be marketed as a dietary supplement. The FDA has yet to adopt regulations to market and sell hemp-derived CBD as a dietary supplement, and it does not fall under any federal exceptions.
Hemp-derived CBD cannot and should not be marketed as a medicinal product. The FDA has approved Epidiolex as a medicinal product which contains CBD. Retailers should never make medical claims about CBD, including potential conditions for which it might assuage. Labels on these products should comply with existing FDA standards, and should also clearly state the total milligrams of cannabinoids in the product (not just a percentage), and how many milligrams of the product are in the smallest size dose a person can take. No retailer should sell any product with more than 0.3 percent THC on a dry weight basis.
Human and Animal Consumables
The FDA has yet to regulate hemp-derived CBD in foods for humans and animals. Iowa law allows hemp-derived CBD to be used in human and animal consumables to extent allowed by federal law; when the FDA adopts the regulations, Iowa law will already permit this. Businesses and processors should comply with current standards set the FDA. The existing exceptions recognized by the FDA are hulled hemp seed, hemp seed protein powder, and hemp seed oil. These may be added to human consumables.
Iowa law allows hemp derivatives, including CBD, to be added to cosmetics (as defined by the FDA) and other topicals products; such products are not considered to be adulterated because they contain hemp derivatives. Federal law does not require that cosmetics/topicals ingredients get premarket approval (with a few exceptions), including hemp derivatives.
Iowa does not allow the retail or use of any smokable cannabis products, regardless of THC content.


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Please note that you will be liable for damages (including costs and attorneys' fees) if you materially misrepresent that a product or activity is infringing your copyrights.


L17 - driving licence from 17 years of age
As of 1 January 2024, applicants for a driving licence may take a driving test and be granted a licence from the age of 17 with the written consent of a legal guardian (usually a parent).
Training at a driving school is carried out in the same way as for other applicants. It is recommended to start no earlier than the age of 16,5.
Until the age of 18, they may only drive with restrictions under strict conditions, accompanied by a so-called 'mentor'. The mentor is obliged to sit in the seat next to the driver, to monitor the traffic situation and the driver's behaviour, and to advise the driver if necessary. He/she is not allowed to physically interfere with the control of the vehicle.
A mentor must not accompany a driver under the influence of alcohol or other addictive substances or when his/her ability to do so is impaired by his/her state of health.
The mentor shall, when requested by a police officer (or other authorised person), provide proof of identity and submit to an examination to determine whether he/she is under the influence of alcohol or other addictive substances.
The conditions for driving under the supervision of a mentor are laid down in Section 83a of Act No 361/2000 Coll., on Road Traffic.
You can apply for a mentor at any time at the Drivers' Register. It is best to do this when applying for a driving licence. This saves an administrative fee of CZK 100. At the same time, it is recommended to ask for the communication of changes in the drivers' register to both the applicant and the mentor. This can be done e.g. by text message. You can get details from the driver's register.
Conditions for the mentor's registration:
(a) have been granted a Group B licence more than 10 years ago,
(b) have held a Group B licence continuously for the last 5 years (discharged, administrative or driving ban)
(c) not have a current driving licence suspension,
(d) have no points on his/her driving record; and
(e) consent to such an entry.
Each 17 year old driver may have no more than 4 mentors on the driving record
The Driving Licensing Register shall cancel the registration of a mentor if:
- the 17-year-old driver requests it; or
- the mentor ceases to meet any of the mandatory conditions
The competent municipal authority of the municipality with extended competence shall immediately notify both the 17-year-old driver and the mentor of the cancellation of the mentor's registration in the register of drivers. The cancellation of the mentor's registration in the register of drivers shall take effect from the delivery of this notification to the 17-year-old driver.
For details, see Section 83a of Act No. 361/2000 Coll., on Road Traffic HERE
Interesting information compiled by the Association of Driving Schools of the Czech Republic can be found on the website www.autoskolaL17.cz


>Tensions Erupt on Thai-Cambodian Border
5 ខែកុម្ភៈ 2011 § បញ្ចេញមតិ
Cambodian soldiers launched rocket-propelled grenades and artillery toward the Thais, and received a hailstorm of bullets in return.
Artillery shells fell on houses of an evacuated village on the Thai side, as residents scrambled to the safety of bomb shelters.
Fighting has been on and off for two days bringing the casualties to four – two Cambodian soldiers and one Thai soldier, as well as a Thai villager.
At the center of the dispute – the grounds surrounding a 900-year-old Hindu temple, which both sides claim is theirs. The temple sits on land awarded to Cambodia by an international court and is now a UNESCO World Heritage site.
Thailand is unhappy with Cambodia’s claim to the temple and the feud has become a wedge issue in both Thai and Cambodian politics.
Thai “yellow shirt” supporters called for the government to take stronger action against Cambodia.
While in Cambodia, people said their country should not let Thailand off so easily.
[Prum Sothea, Cambodian National]: “Whenever they enter our land we must fight to stop them from being so aggressive. If we are quiet then they think that we do not have enough ammunition to fight them, but now we have plenty of ammunition.”
Leaders from both countries met Friday for talks on a host of border issues, although no disputes were resolved.


The US Mexico Canada Agreement (USMCA) Implementation Act is a crucial piece of legislation that governs trade relations between the United States, Mexico, and Canada. The act was signed into law by President Donald Trump on January 29, 2020, and it replaced the North American Free Trade Agreement (NAFTA) that had been in place since 1994.
The USMCA Implementation Act has several key features that are designed to promote free and fair trade among the three countries. One of its most important provisions is the removal of certain barriers to trade, including tariffs on goods such as dairy, poultry, and automobiles. This is expected to increase the flow of goods among the three nations and create a more level playing field for businesses operating in each country.
Another key provision of the USMCA Implementation Act is the requirement that a certain percentage of auto parts be made in North America in order to qualify for duty-free treatment. This provision is intended to increase the production of auto parts in the region, which should create more jobs and stimulate economic growth.
The USMCA Implementation Act also includes provisions covering labor and environmental standards. The agreement includes provisions that require each country to uphold basic labor rights, such as the right to collective bargaining and freedom of association. Additionally, the agreement includes provisions to protect the environment, including measures to reduce air and water pollution and protect wildlife.
The USMCA Implementation Act has been welcomed by business groups across the region. The agreement is expected to provide a more stable trading environment for businesses and enhance economic growth for each of the three nations. By replacing NAFTA, the USMCA Implementation Act is an important step towards strengthening economic ties and promoting free trade throughout North America.
In conclusion, the USMCA Implementation Act is a significant piece of legislation that will have a profound impact on trade relations between the United States, Mexico, and Canada. The agreement is designed to promote free and fair trade, eliminate barriers, and protect labor and environmental standards. With the implementation of the USMCA Implementation Act, businesses and consumers can look forward to a more prosperous and stable trading environment in North America.


Equal Employment Opportunity Policy
We Stay/Nos Quedamos is committed to complying with all federal, state, and local equal employment laws. To that end, the Organization is dedicated to maintaining a work environment that is free from harassment and discrimination on the basis of age, race, creed, color, national origin (including ancestry), religion, gender or sex, gender identity or expression, sexual orientation, pregnancy (including childbirth, lactation, and related medical conditions), alienage or citizenship status (unless required by law), disability, reproductive health decision making (including, but not limited to, the decision to use or access a particular drug, device, or medical service), marital status, partnership status, caregiver status, domestic violence victim status, familial status, military status, unemployment status, genetic information (including genetic characteristics), or any other protected status under federal, state, or local laws. The Organization is dedicated to the fulfillment of this policy with respect to all aspects of employment, including, but not limited to, recruiting, hiring, placement, transfer, training, promotion, compensation, termination, and all other terms, conditions, and privileges of employment.
The Organization will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The Organization will take appropriate corrective action, if and where warranted. The Organization prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.
We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with your Supervisors or any other designated member of management.


UPDATE: 12/15/12 "FOUND SAFE"
The loved ones of Cole Rupard report that "Cole has been found and is safe with his family at the moment." There are no other details available at this time. Rupard vanished in late November 2012. However, apart from posters, his missing persons case was kept low profile by those searching for him at the request of law enforcement. This gives the impression that there may have been mitigating factors involved with his disappearance.
Cole Rupard, 28, was last seen on November 20th, 2012 in the vicinity of Indianapolis. He is six-foot-four with red hair and hazle eyes, and drives a 2006 Chevrolet Malibu with the license plate 922NIL.
According to reports his roommate was the last known person to see Rupard before he disappeared. Since then, there has been no cellphone or bank account activities.
Rupard is from Noblesville, Indiana. If you see him or his vehicle please call Detective Saddler of the Noblesville Police Department at 317-776-6342. (Click the poster to enlarge.)
ALERT CANCELLED: "FOUND SAFE"


You are looking for a partner who can advise you on all commercial law issues, in particular on the drafting and review of distribution and supply agreements, general terms and conditions and other commercial contracts.
We accompany and advise you comprehensively in every phase of your economic activity with regard to all commercial law issues and questions. Our range of advice covers companies of all legal forms - not only partnerships and corporations, but also foundations and associations. In addition, we represent our clients both out of court and in court.
Our consulting activities include in particular:
Drafting of commercial agency, authorized dealer and other distribution agreements (including joint venture)
Drafting and advising on general terms and conditions, Incoterms and CISG (UN Convention on Contracts for the International Sale of Goods)
Advice in all other areas of commercial law


Swiss Sorelle Trade Sàrl is the operator of the website; www.houseart.ch, and of the services offered on it. The company is therefore responsible for the collection, processing and use of your personal data as well as for the compliance of the data processing with the applicable data protection legislation.
Your trust is very important to us, which is why we take data protection very seriously and ensure appropriate security. It goes without saying that we comply with the legal provisions of the Federal Data Protection Act (DPA), the Ordinance on the Federal Data Protection Act (DPAO), the Telecommunications Act (TCA) and any other data protection provisions of Swiss or EU law that may apply, in particular the General Data Protection Regulation (GDPR).
To find out what personal data we collect about you and for what purposes we use it, please read the information below carefully.
1. Visiting our website
When you visit our website, our servers temporarily record each access in a log file. The following technical data is collected, in principle as with any connection to a web server, without any intervention on your part and stored by us until it is automatically deleted after a maximum of 24 months:
- The IP address of the computer accessing the site,
- The name of the owner of the IP space (usually your Internet service provider),
- The date and time of access,
- The website from which you accessed our site (original URL) and any search terms used,
- The name and URL of the file accessed,
- The status code (e.g. error message),
- The operating system of your computer,
- The browser you are using (type, version and language),
- The collection and processing of this data is intended to enable the use of our website (establishment of a connection), to ensure the long-term security and stability of the system and to optimize our online offering, but also for internal statistical purposes. These processing operations are based on our legitimate interest according to Art. 6 al. 1 let f RGPD.
2. Creating a customer account
To place orders in our online store, you can either order as a visitor or create a customer account. When you register for a customer account, we collect the following data:
- First and last name
- Mailing address
- Date of birth
- Email Address
This data is collected in order to provide the customer with direct, password-protected access to his or her basic data stored in our system. Here the customer can view his completed and current orders or manage/modify his personal data.
Your consent in accordance with Art. 6 al. 1 let. a RGPD is the legal basis for the processing of data for this purpose.
3. Purchasing in the online store
If you wish to place orders in our online store, we require the following data for the execution of the contract:
- First name and surname
- Billing address (if different from the delivery address)
- Payment information (depending on the chosen payment method)
- Login information, i.e. email address and password (for registered customers)
The legal basis for the processing of data for this purpose is the performance of a contract in accordance with Art. 6 al. 1 let b RGPD.
4. Transfer of data to third parties
We will only pass on your personal data if you have expressly consented to this, if we are under a legal obligation to do so, or if this is necessary to enforce our rights, in particular to enforce our rights arising from the contractual relationship.
In addition, we pass on your data to third parties insofar as this is necessary for the use of the website and the execution of the contract (including outside the website), in particular for the processing of your reservations. This includes the carrier responsible for shipping the ordered goods. Our web host; Hostpoint AG, Neue Jonastrasse 60, 8640 Rapperswil-Jona, Switzerland ; is a service provider to whom we transfer personal data collected via the website, or who has access or may have access to such data. The website is hosted on servers in Switzerland. The purpose of transmitting the data is to provide and maintain the functionality of our website. This is our legitimate interest according to Art. 6 al. 1 let f RGPD.
5. Transfer of data abroad
Cookies allow us to make your visit to our site easier, more pleasant and more useful in various ways. Cookies are files containing information that your web browser automatically stores on your computer's hard drive when you visit our site.
Most web browsers automatically accept cookies. However, you can set your browser not to store any cookies on your computer or to prompt you each time you receive a new cookie. The following pages explain how to configure cookie handling for the most commonly used browsers:
- Microsofts Windows Internet Explorer
- Microsofts Windows Internet Explorer
- Mozilla Firefox
- Google Chrome for desktop
- Google Chrome for mobile
- Apple Safari for desktop
- Apple Safari for mobile
Disabling cookies may prevent you from using all the features of our site.
7. Monitoring Tools
For the purpose of the appropriate presentation and the continuous optimization of our Inter-net site, we use the audience analysis service of Google Analytics. In doing so, we create pseudonymous usage profiles and use small text files stored on your computer ("cookies"). The information generated by the cookie about your use of this website is transmitted to the servers of the providers of these services, and then stored and processed for us. In addition to the data listed in section 1 below, we may receive the following information
- The route taken by a visitor to the site,
- Duration of the visit to the site or page,
- The page from which the visitor leaves the site,
- The country, region or city from which access is made,
- Device (type, version, color depth, resolution, width and height of the browser window) and
- Recurring or new visitor.
The information is used to analyze the use of the website, to compile reports on the website's activities and to provide other services related to the use of the website and the Internet for market research purposes and to tailor the website. This information may also be passed on to third parties in the event of a legal obligation or if these third parties are mandated to process this data.
b. Google Analytics
The provider of Google Analytics is Google Inc. a company of the Alphabet Inc. holding company based in the USA. Before the data is transmitted to the provider, the IP address is abbreviated by activating IP anonymization ("anonymizeIP") on this website within the member states of the European Union or in other states that are signatories of the Agreement on the European Economic Area. Google does not combine the anonymized IP address transmitted by your browser within the framework of Google Analytics with other data. In exceptional cases, the complete IP address will be transmitted to a Google server in the USA and abbreviated there. In this case, we ensure by contractual guarantees that Google Inc. observes an adequate level of data protection. According to Google Inc. the IP address will not be combined with other user data in any way.
You can find further information about the web analytics service used on the Google Analytics website. To find out how you can prevent your data from being processed by the web analytics service, please visit http://tools.google.com/dlpage/gaoptout?hl=fr.
8.Note on data transfers to the United States
For the sake of completeness, we inform users whose domicile or headquarters are in Switzerland that the United States is subject to surveillance measures by the U.S. authorities. These measures generally allow the recording of all personal data of persons whose data has been transferred from Switzerland to the United States. This is done without any differentiation, limitation or exception based on purpose and without any objective criterion for limiting the access of the U.S. authorities to the data and their further use to very specific and strictly limited purposes that can justify the harm involved in accessing and using the data. Furthermore, we inform you that in the United States, there is no legal remedy for data subjects from Switzerland to gain access to your data and to have it corrected or deleted, nor is there any effective legal protection against general access rights of the U.S. authorities. We explicitly draw the attention of the data subject to this legal and factual situation so that he or she can make an informed decision about consenting to the use of his or her data.
9. Right to information, rectification, deletion and restriction of processing; right to data portability
You have the right to obtain, upon request, information about your personal data stored by us. Furthermore, you have the right to the correction of incorrect data and the deletion of your personal data, provided that there is no legal obligation to store the data or no legal basis for processing them.
You are also entitled to demand the return of the data you have provided to us (right to data portability). On request, we will also pass on the data to a third party of your choice. You have the right to obtain the data in a standard format.
You can contact us for the above purposes at the following email address Admin@houseart.ch. We may ask you, at our discretion, for proof of identity to process your requests.
10. Data security
We use appropriate technical and organizational security measures to protect your personal data stored by us against manipulation, partial or total loss and against unauthorized access by third parties. Our security measures are constantly being improved in line with technological developments.
You should always keep your access data confidential and close the browser window when you have finished communicating with us, especially if you are not the only person using the computer.
We also take data protection very seriously within our company. Our employees and the service providers we hire are bound to secrecy and to compliance with the legal provisions on data protection.
11. Data storage
We only store personal data for as long as is necessary for the use of the above-mentioned monitoring and analysis services and for further processing based on our legitimate interests. We retain contractual data for a longer period of time as required by legal retention obligations. The retention obligations that require us to retain data arise from financial accounting and tax law. According to these regulations, business communication, contracts concluded and accounting documents must be kept for a maximum of 10 years. As soon as we no longer need these data for the performance of our services, they will be blocked. The use of this data is restricted to tax and accounting purposes.
12. Right of complaint to a data protection supervisory authority
You have the right to lodge a complaint with a supervisory authority responsible for data protection supervision.


Legal and regulatory factors to consider in Bitcoin gaming
Legal Status of Online Gambling:
The validity of online gaming, including Bitcoin gambling, varies by country and even within different areas of the very same country. Some countries completely manage as well as accredit internet betting, while others have rigorous restrictions or uncertain regulations. Gamers should investigate and recognize the regulations in their territory before participating in any internet gambling.
Licensing and Law:
In territories where online gambling is legal, operators are usually called to obtain licenses from regulatory authorities. These licenses ensure drivers abide by certain standards and guidelines to shield gamers’ civil liberties and guarantee a fair game. top Bitcoin gambling sites Nevertheless, the level of oversight and the stringency of policies can vary significantly between regions.
Anti-Money Laundering (AML) and Know Your Consumer (KYC) Requirements: Several territories enforce AML and KYC policies on betting drivers. These demands aim to stop cash laundering, scams, and various other immoral activities by ensuring drivers validate their clients’ identifications and monitor deals for questionable actions.
The taxation of Bitcoin betting earnings differs from area to area. Some nations consider gambling jackpots as taxable income, while others may not exhaust such profits. Players must recognize the tax ramifications of their gaming tasks and report their jackpots according to their regional tax obligation regulations.
Player Protection and Responsible Gambling:
Controlled gambling markets commonly have systems to shield gamers and promote accountable gaming. These measures consist of self-exclusion programs, investing limitations, and sources for individuals in danger of gambling-related troubles.
Bitcoin betting’s borderless nature can develop obstacles regarding jurisdictional control and enforcement. Players and operators may browse legal gray areas when betting across borders, as laws can differ substantially from one country to another.
Legal Obstacles for Operators:
Cryptocurrency gambling enterprises operating in jurisdictions with uncertain or restrictive policies might face legal difficulties, including possible closures, penalties, or lawsuits. Some platforms might select to operate in jurisdictions with much more lenient regulations, while others might look for licenses in well-established betting markets.
Consumer Civil Liberties:
Lawful betting markets usually offer opportunities for gamers to seek recourse in case of disputes or issues with operators. Players might have access to regulative bodies or ombudsperson solutions to help moderate problems and guarantee fair treatment.
Evolution of Regulations:
The governing landscape for Bitcoin betting is still developing as governments and regulatory authorities face the special difficulties cryptocurrencies pose. New regulations may be introduced, modified, or rescinded in time, influencing the lawful condition of Bitcoin gaming in numerous territories.
Gamers need to perform thorough research studies and look for legal advice, if necessary, before participating in Bitcoin gaming activities. Selecting credible and also licensed operators can aid in minimizing a few of the legal risks related to online betting. Furthermore, players must constantly stick to responsible gambling techniques and understand potential lawful ramifications in their territory.


The concept of "neighborhood paralegal committee" was first advocated by the Chief Justice of the Supreme court Fred Ruiz Castro in one of his speeches in 1976. Official recognition of the value of this innovative concept of settling disputes came with the promulgation of Presidential Decree No. 1293 on January 27, 1978 which created a commission charged "with the duty of studying the feasibility of instituting a system of resolving disputes among family and barangay members at the barangay level without recourse to the courts".
The work of the Commission was assigned to a technical committee organized by virtue of Administrative Order No. 12 issued by the Chief Justice. This committee formulated the rules and procedural guidelines that was to be incorporated in the draft of the proposed law on resolving disputes among barangay members. The draft of the Katarungang Pambarangay Law was submitted ot the President and this was signed into law on June 11, 1978 as Presidential Decree No. 1508. This law formally organized and institutionalized a system of amicably settling disputes at the barangay level. For the last thirteen years it was successfully implemented as envisioned by its authors.
With the enactment of Republic Act No. 7160, otherwise known as the Local Government Code of 1991, the Katarungang Barangay Law is given added force by including within its scope all offenses punishable by imprisonment of not exceeding one year or a fine not exceeding five thousand pesos. This law also takes into cognizance the role of elders and the council of datus in settling disputes among members of indigenous cultural communities adopting local systems. To give more responsibility to Lupon members, Republic Act No. 7160 extends their term of office to three years and it also mandates the Department of Interior and Local Government to provide for a system of granting economic or other incentives to the Lupon or Pangkat members who adequately demonstrate the ability to judiciously and expeditiously resolve cases referred to them.
(Based from Barangay Administration Handbook)


OTTAWA, April 17, 2012 /Canada NewsWire/ - Today marks the 30th Anniversary of the Proclamation of the Constitution Act of 1982, which was formally signed by Her Majesty Queen Elizabeth II on April 17, 1982, in the presence of tens of thousands of Canadians on Parliament Hill in Ottawa.
This anniversary marks an important step in the development of Canada's human rights policy. Building on Diefenbaker's Canadian Bill of Rights of 1960, the Constitution Act of 1982 enshrined certain rights and freedoms that had historically been at the heart of Canadian society into a constitutional document known as the Charter of Rights and Freedoms.
The Constitution Act of 1982 empowered our government to amend every part of Canada's constitution, for the very first time.
As we look ahead to Canada's 150th Anniversary in 2017, we encourage all Canadians to commemorate the milestones that have built our nation and made us the great country we are today.


The Federal Capital Territory, FCT Police Command says the result of the autopsy conducted on the late Osinachi Nwachukwu to uncover the controversies surrounding her death is out.
The Police Command in the Federal Capital Territory says it has forwarded the autopsy result, conducted on the late Osinachi Nwachukwu to the Director of Public Prosecution for vetting and possible prosecution.
The Police Public Relations Officer in the FCT, DSP Josephine Adeh, said this in a statement on Tuesday in Abuja.
She said the autopsy was conducted on the late popular gospel singer to demystify the circumstances surrounding her death.
Adeh urged the public to be patient and trust in the process, adding that due diligence would be observed in the pursuit of justice in the matter.
Osinachi, a chorister in Dunamis International Gospel Center, died a few months ago allegedly due to domestic violence with her husband, Peter Nwachukwu.
Initial reports said the 42-year old had been sick with throat cancer, but her family deny that, alleging she had been a victim of domestic abuse.
Her husband Peter Nwachukwu has not yet commented.
A police spokesperson said an investigation was underway to determine the cause of her death.
Osinachi Nwachukwu was one of Nigeria’s most popular gospel artists, with her voice described as “angelic”.
She featured on the 2017 hit gospel song Ekwueme, which has 71 million YouTube views.
The unfortunate incident which set the country ablaze recently, led to the arrest of the husband who was in police custody while the autopsy was been conducted.


Legal and Constitutional Issues arising from Surrogacy Applications
The contents of this article refer to the case Parte WH and Others (2011) (6) SA 514 (GNP)
Below are some constitutional and legal issues that invariably arise out of surrogacy applications.
Surrogacy and Same-Sex Relationships
In South African Law same-sex couples and heterosexual couples must be treated in the same manner as the Law recognises heterosexual as well as same-sex civil marriages. Any deviation will be unconstitutional and has been confirmed in numerous cases.
Many children in our society are either brought up by a mother or a father being clear that mothering of a child is not specifically gender-based. In cases of same-sex couples Courts should be cautioned not to apply these couples to tests which could be discriminatory.
If one considers the provisions of Section 292(1) (c) then it is evident that the Legislature has contemplated that a single person may also be a commissioning parent. This appears to be in line with the prohibition of non-discrimination located in Section 9 of the Constitution.
The Best Interests of the Child
In terms of section 28(2) of the Constitution, a child’s best interests are of paramount importance in every matter concerning the child. This approach is echoed in section 7 of the Act.
The mother who gave birth to the child and her husband, if married to her, was regarded as the parents of that child prior to the enactment of the Act in relation to the child of the commissioning parents and they could only become legal parents after following adoption procedures. The surrogate mother could change her mind and object to the adoption of the baby irrespective of the genetic origin of the child. Uncertainty regarding the parents could impact negatively on the child which had a direct bearing on the best interests of the child.
In terms of section 297(b) and (c) of the Act, the surrogate mother has to hand the child over as soon as is reasonably possible after the birth and neither she or her partner or relatives have any right of parenthood or care.
Here the best interests of the child are addressed, in that the agreement may not be terminated after the artificial fertilisation has taken place. A surrogate mother who is also a genetic parent of the child may, however, terminate the agreement after the birth of the child and prior the 60-day lapse.
Section 298(2) of the Act dictates that the Court must terminate the confirmation of the agreement upon finding, after notice to the parties and a hearing, that the mother has voluntarily terminated the agreement and that she understands the effect of the termination, and a Court may issue any other appropriate order if it is in the best interests of the child. In the light of the fact that the Court can issue “an appropriate order” the Court will be in a position to ensure that the best interests of the child are protected on termination of the agreement.
The standard should be flexible as individual circumstances will determine the best interests of the child.
When a court considers the question of the best interests of the child, care should be taken that the rights of the commissioning parents in terms of the Bill of Rights and the Promotion of Equality and Prevention of Unfair Discrimination Act, Act No. 4 of 2000 are not violated by unnecessary invasion of the privacy or by setting the bar too high for parents who only desires a child by way of surrogacy. The Court will take into consideration the circumstances of the particular case.
The Surrogate Mother and the Risk of Commercial Surrogacy
Although agencies play an important facilitative role by introducing surrogates and commissioning parents, concern regarding abuse can be a problem. In countries with deep socio-economic disparities and the prevalence of poverty as in ours, the possibility of abuse of underprivileged women is a real and ever-present danger. The ideal would be to regulate and oversee agencies. Payments in contravention of the law can easily be disguised and presented as legal and legitimate payments.
The payments set out in section 301 of the Act should be adhered to and any other payments are prohibited. No facilitation fee to any person who introduced the surrogate mother is allowed. The affidavit should state that no such fee was paid to any person.
For any involved agency, full particulars regarding the agency should be revealed. An affidavit containing the following should be filed:
- business of agency
- any form of payment paid to or by the agency in regard of any aspect of the surrogacy
- detailed involvement of agency regarding
- introduction of the surrogate mother,
- how the information regarding the surrogate mother was obtained, and
- whether the surrogate mother received any compensation from the agency or the commissioning parents.
Full particulars should be set out in the founding affidavit as follows:
- How commissioning parents know surrogate and why she is willing to surrogate
- Surrogate’s background and financial position
- Comprehensive psychologist report on the suitability of surrogate (background, psychological profile, and effect of giving up baby)
- Medical reports on her physical condition and what dangers surrogacy might pose on her or child. Should also include HIV status or other transferable diseases to protect the child and allow the Court’s discretion in confirming agreement
In our view, the application should also state where the gametes will come from, without revealing the identity of the donor.
The Act prescribes in section 295(b) (ii) that the commissioning parents should in all respect be suitable parents to accept parenthood. In a diverse society as ours it will inevitably mean that cultural, social, religious backgrounds as well as issues such as gender may well be just some of the factors which may form views on what a suitable parent may be. Personal perceptions should not influence Courts in any decision on the suitability of parenthood or as a surrogate mother. When a Court decides on the suitability of a parent in our view an objective test should be applied which would include an enquiry into the ability of the parents to care for the child both emotionally and financially and to provide an environment for the harmonious growth and development of the child, bearing in mind the constitutional principles already referred to.
JA Attorneys’ legal team has vast experience in dealing with Legal and Constitutional Issues arising from Surrogacy Applications. As prominent child custody attorneys in Johannesburg, we are here to assist you with your urgent matter. Contact us today.


Coming Clean After Lying In Job Interview
Monday, January 22, 2007
Dear Mark: I've been hired by a company recently and during the interviewing period the question of age was a concern to me as everybody present was younger than me. Although I wasn't asked point blank how old I am, when asked about the ages of my kids I lied so as to appear younger. Of course when I did get hired I had to fill out the forms and felt I had to continue with the lie. I feel ashamed about this. From time to time during conversations the ages of my kids come up. Was this against the law to lie about my age? Should I come clean? Thanks.
-- Name and Location Withheld By Request
What a difficult and very common dilemma: whether to distort or hide the truth during a job interview, with the hope that this will get you hired; or else be honest and maybe risk losing out on the offer. Plus how to handle things if you are the one chosen for the position.
This is a tough question to answer both in broader terms as well as in your specific case. Lets tackle the more generic issue first: is it O.K. to lie when applying for work? Here Ill have to defer to the Workopolis Employment Law expert, Norman Grosman. In one of his informative articles he states that dishonesty is not always cause for dismissal (see his Q&A on this topic here). He does go on to say, however, that ''dishonesty is amongst the most severe forms of misconduct in an employment relationship. In many situations involving dishonesty the employer likely will have cause for dismissal. Only where the dishonesty is, perhaps, modest, and not in direct conflict with an ongoing employment relationship, does the employee have much chance of success. Allegations of dishonesty, as with other allegations of misconduct must, however, be proven by the employer.''
So much for the general rule. What about in your particular circumstances? You have already fibbed during your job interview and on the forms you filled out once employed. Obviously this puts you at risk should your employer find out and choose to pursue action against you. This is particularly true if you signed an employment contract that explicitly states that any untruthfulness on your part may be construed as sufficient cause to terminate you.
Then again, how long can you go on concealing your mistruth? Its likely to spill out sooner or later. Likely when you least expect it. And in a way that will embarrassingly reveal to all your deception. At that point it might be too late to mitigate any resulting damage.
Here, then, are some options to consider for now:
- Come clean immediately. Unburden yourself and hope your employer is understanding and that they value your contribution to their firm. Be honest about your concerns regarding age because they might see that as an extenuating factor.
- Come clean eventually. Build up your goodwill first and show them what a great team player and performer you are. Then when you spill the beans they may be more prone to view your one mistruth as an acceptable anomaly.
- Keep lying, and talk less about your kids at work. This way you conceal the dishonesty. But as I mentioned above, it seems bound to reveal itself at some point in time anyway.
They say that alls fair in love, war and interviewing for a job. Only it often comes down to a question that you, the candidate, owe it to yourself to think about carefully before accepting an offer: if you truly believe you have to lie in order to get this particular job, and you just arent the type whos comfortable being deceptive, then would you be better off to walk away and continue your search elsewhere? Only you can answer this one for yourself.
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19 Ott CFPB Attorney Who Assisted Liquid Down Payday Lending Rule Operated an auto that is high-cost
Christopher G. Mufarrige went a purchase right right right Here spend Here car or truck great deal in Texas before joining CFPB and dealing on payday financing laws.
Graeme Sloan/Sipa United States Of America via AP Images
Within times, the CFPB is anticipated to issue a revised form of the payday rule.
An employee attorney, purported to have manipulated proof that resulted in the gutting of this customer Financial Protection BureauвЂ™s payday lending guideline, operated a company in Texas for 3 years whose model happens to be criticized as predatory, based on documents acquired by a watchdog team.
Christopher G. Mufarrige procured a certificate of ownership for a continuing company known as CNJ Auto Finance in Houston, Texas, in 2008, and went the business enterprise until 2011. Photos regarding the location taken at that time suggest that CNJ Auto Finance had been a вЂњBuy Here spend HereвЂќ automobile dealer. These firms issue car or truck loans to clients with woeful credit at high interest, and quickly repossess the vehicles in the eventuality of default. The dealers usually resell exactly the same car numerous times to various borrowers, much like how payday loan providers make an effort to churn multiple loans out of just one cycle that is borrowing.
Mufarrige and some one aided by the surname that is same split Buy right Here Pay Here stores during the exact exact exact same target; the apparent relativeвЂ™s company lasted from 2012 to 2016, from which time the Texas workplace of credit rating Commissioner shut it down for working without having a permit.
Mufarrige ended up being the topic of a brand new York circumstances tale week that is last a former CFPB economistвЂ™s memo, which alleged that several appointees utilized false data and gimmicks to downplay the worth of payday financing laws. The first guidelines, founded under a regime that is previous had been targeted by TrumpвЂ™s CFPB, under director Kathy Kraninger. Within times, KraningerвЂ™s CFPB is anticipated to issue a revised form of the payday guideline, which eliminates the key feature: it does not need payday lenders to assess their clients when it comes to power to repay their loans.
After making the CFPB a year ago, Mufarrige now works as a co-employee into the antitrust and competition training at Wilson Sonsini, a D.C. law practice. Mufarrige received his bachelorвЂ™s level in economics from Texas Christian University, the state that is same CNJ car Finance ended up being found.
Mufarrige declined to react regarding the record into the Prospect. The CFPB didn’t respond to a request comment.
Throughout the Trump management, there has been many cases of appointees that has formerly struggled to obtain the companies which they now purport to modify. The Christopher G. Mufarrige situation seems to just simply just take such disputes of great interest into the extreme.
Derek Martin, manager of Allied Progress, whom obtained the info on Mufarrige, highlighted the Trump administrationвЂ™s fealty to business passions, especially in the high-cost financing area. вЂњWe knew predatory loan providers bought considerable White House impact by shoveling vast amounts into Donald TrumpвЂ™s campaign upper body and individual company,вЂќ Martin said. вЂњWe didnвЂ™t recognize they even had a person on the inside sabotaging the https://titleloansusa.info/payday-loans-sc/ conclusions of job bureau economists.вЂќ
SO THAT YOU CAN FOLLOW STATUTES on administrative procedures, CFPB had to show that several years of previous research that informed the payday that is original ended up being incorrect, and also to establish an evidentiary foundation for revising the guideline. People had been introduced to steer that procedure toward the Trump administrationвЂ™s meant summary, to remove the capacity to spend supply.
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Mufarrige ended up being one of these simple people, earned as an вЂњattorney-advisorвЂќ to then-director Mick Mulvaney in 2018 october. (Kraninger had been confirmed that December.) Mufarrige invested over an at the bureau, while the instances noted which he вЂњhad frequently criticized the 2017 guideline as flawed and unneeded. 12 monthsвЂќ
Based on the memo from previous CFPB economist Jonathan Lanning, Mufarrige had a вЂњtenuous, usually problematic grasp of economics.вЂќ He repeatedly attemptedto вЂњselectively cite evidence,вЂќ вЂњadvocate for conclusions according to presumptions,вЂќ while making errors that areвЂњcritical fundamental economics.вЂќ The memo additionally alleges that Mufarrige ended up being accountable for senior officials misrepresenting areas of the payday ruleвЂ™s evidence and analyses towards the press. Lanning highlighted MuffarigeвЂ™s contradictory assertions to justify particular conclusions, at one point asserting вЂњdefault expenses on payday loans are high,вЂќ and sentences later on saying вЂњdefault prices are low.вЂќ
Mufarrige вЂњwas fighting to own their title removedвЂќ through the set of workers whom labored on the revised payday financing guideline, a requirement underneath the Congressional Review Act. Some in the bureau believed that MufarrigeвЂ™s relationship with Ronald Mann, a teacher whom struggled to obtain a lending that is payday team, explained their reticence to being included one of many contributors.
Lanning mused about MufarrigeвЂ™s motives that animated their assaults on the payday rule. вЂњIt seems like an issue that is really personal him,вЂќ Lanning had written in a remark connected to the memo.
He didnвЂ™t understand how personal.
The lending that is payday additionally covers automobile title loans, where a person trades the name for their car for fast money. This varies from purchase Here spend Here operations, where people buy utilized automobiles at subprime rates of interest. But both methods include high-cost financing.
Consumer advocates have actually accused purchase Here Pay right Here dealers of profiting away from susceptible and hopeless individuals. They target bad and susceptible clients, buying listings of bankruptcy filers and delivering them mail that is direct. Approximately one-quarter of purchase Here spend right right right Here customers get into default, in line with the nj-new jersey attorney generalвЂ™s workplace.
The business attributed to Christopher G. Mufarrige, was active, Buy Here Pay Here outlets made $80 billion in loans annually, with more lots than new car dealerships at the time that CNJ Auto Finance.
CNJ went into its share of legal issues. In August 2010, Mufarrige himself ended up being sued by HoustonвЂ™s 1st Selection car Auction, which alleged he took control of $194,000 in luxury automobiles without finishing repayment. CNJ вЂњrefused to returnвЂњpay orвЂќ for the vehicles,вЂќ a Bentley and four Mercedes, in accordance with the grievance. The situation had been dismissed in March 2011 for unknown reasons.
The Klein Independent class District in Klein, Texas, additionally hit MufarrigeвЂ™s company by having a lawsuit in 2013 over $2,926 in unpaid home fees for a dealer stock great deal. That situation has also been fallen later on into the 12 months.
A buy that is second spend right right Here dealership known as CAJ car Finance had been situated in the exact exact same target in Houston, related to a John Mufarrige, a relative of Christopher G. Mufarrige. A John Mufarrige turns up on LinkedIn as a computer that is 30-year-old student at Lone Star university in Houston. John Mufarrige listed similar domestic target in Spring, Texas, on his CAJ car Finance certification of ownership as Christopher G. Mufarrige did for their certificate of ownership for CNJ car Finance.
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CAJ Auto FinanceвЂ™s company would not end well. It shut in June 2016, however in April of this 12 months, the Texas workplace of credit rating Commissioner (OCCC) issued a cease and desist purchase contrary to the business for вЂњfinancing the purchase of its automobiles without having a permitвЂќ for many years. CAJ had explained to your OCCC it ended up being no more in operation on two occasions, in December 2015 and January 2016, nevertheless the OCCC insisted that there clearly was вЂњreason to think that it’s still gathering on existing records.вЂќ
Throughout the Trump management, there were many cases of appointees that has formerly struggled to obtain the companies which they now purport to modify. The Christopher G. Mufarrige situation generally seems to just simply take such disputes of great interest into the extreme. Among other duties, he labored on signature guidelines on predatory lending, after investing a true number of years operating a small business whoever model is thought by numerous as one example of predatory financing.
вЂњThe payday rulemaking procedure has really been corrupted inside and outside, making millions of People in the us susceptible to the pay day loan debt trap,вЂќ Derek Martin of Allied Progress said. He urged Congress to use up legislation that is bipartisan in Congress to cap customer loan rates of interest at a yearly portion yield of 36 %.
David Dayen could be the executive editor of The United states Prospect. Their work has starred in The Intercept, This new Republic, HuffPost, The Washington Post, the Los Angeles Circumstances, and much more.


California’s Office of Administrative Law (OAL) denied Tesla’s petition against the state’s civil rights watchdog for failing to conduct proper investigations before suing the automaker for racial discrimination at its Fremont assembly plant.
Tesla filed the petition with the OAL in June, claiming that the Department of Civil Rights (DCR), formerly known as the Department of Fair Employment and Housing, adopted “underground regulations” that disregard requirements the agency needs to make before filing lawsuits against employers. Tesla lawyers argued that the DCR didn’t give Tesla fair notice of an investigation or help mediate disputes before going to court.
The Fremont factory has been the center of many lawsuits against the electric car manufacturer. A former elevator operator is still in the process of suing Tesla for compensatory and punitive damages after alleging that colleagues subjected him to racial harassment and bias, including calling him racist slurs and drawing swastikas. A state judge in April slashed a former jury verdict for the Black worker from $137 million to $15 million. The worker rejected the reduced award and is awaiting a new trial.
This article was originally published on TechCrunch.com. Read More on their website.


Citizens of European Union (EU), Canada and Switzerland can stay up to 360 days without a visa in Georgia. Tourists who need a visa can obtain it from a Georgian embassy or consulate, or upon arrival in the country (provided they arrive by air or by road). The procedure of issuing visas is quite simple and in principle only takes a few minutes upon arrival in the territory.
Ministry of Foreign Affairs of Georgia has launched e-Visa portal allowing short-term visitors to get a visa in effortless way.
Prospective travelers have a possibility to obtain the short-term visa without visiting Georgian Embassy or Consular Office, following three simple steps: applying, making online payment and printing out ready e-Visa.
An e-Visa can be obtained easily anywhere with an internet connection and it grants the same right to enter Georgian territory as ordinary sticker-visa in the passport. For more information please visit https://www.evisa.gov.ge
Warning: Under Georgian law, anyone entering Abkhazia and South Ossetia from the territory of the Russian Federation is liable to criminal prosecution in Georgia.
See the full list of countries eligible in the visa-free regime below:
Albania, Andorra, Antigua and Barbuda, Argentina, Armenia, Australia, Austria, Azerbaijan,
Bahamas, Bahrain, Barbados, Belarus, Belgium, Belize, Bosnia and Herzegovina, Botswana, Brazil, Brunei, Bulgaria,
British dependent territories – Jersey, Guernsey, the Isle of Man, British overseas territories – Bermuda, Cayman Islands, British Virgin Islands, Falkland Islands (Malvinas), Turks and Caicos Islands, Gibraltar,
Canada, Chile, Colombia, Costa Rica, Croatia, Cyprus, Czech Republic,
Denmark, Denmark territories, Dominica,
Ecuador, El Salvador, Estonia,
Finland, France, French Republic territories,
Holy See (Vatican city), Honduras, Hungary,
Iceland, Iran, Ireland, Israel, Italy,
Kazakhstan, Kuwait, Kyrgyzstan,
Latvia, Lebanon, Liechtenstein, Lithuania, Luxembourg,
Malaysia, Malta, Mauritius, Mexico, Moldova, Monaco, Montenegro,
Netherlands, Netherlands territories, New Zealand, Norway,
Panama, Poland, Portugal,
Saint Vincent and the Grenadines, San Marino, Saudi Arabia, Serbia, Seychelles, Singapore, Slovakia, Slovenia, South Africa, South Korea, Spain, Sweden, Switzerland,
Tajikistan, Thailand, Turkey, Turkmenistan,
Ukraine, United Arab Emirates, United Kingdom of Great Britain and Northern Ireland, United States.
For more information please visit https://www.geoconsul.gov.ge


Sword & Shield Ministry
Serving those who Protect and Serve
Blessed are the peace makers; for they shall be called the children of God. Matthew 5:9
Greetings in the name of our Lord and Savior, Jesus Christ!
It is my desire to be an extension of the local church as I minister to the spiritual needs of the men and women in our law enforcement agencies. Having been a law enforcement family for the past several years, I have seen first hand the impact of society on these officers, their spouses, and their children. My goal is to stand in the gap for these individuals as I seek to be a light and to show forth Christ, who can give them hope, strength, and encouragement in these challenging times.
I am reminded of the words of the Apostle Paul as he charged Timothy to do the work of an evangelist, and to make full proof of his ministry.
After having the privilege for 23 years to pastor the wonderful people of the Gospel Baptist Church in Mocksville, NC, God has changed the direction of my life. For the past 4 ½ years, I have had the privilege to be a volunteer chaplain with the NC State Highway Patrol - district E7 for Davie and Yadkin counties. In October of 2020, I was able to take some Law Enforcement Crisis Response training at the Charlotte-Mecklenburg police department. It was there that God began to work in my heart concerning the great need to minister unto those that God refers to in Romans 13:4 as the minister of God to thee for good.
Kevin & Sheila Hobson
“For he is the minister of God to thee for good. But, if thou do that which is evil, be afraid; for he beareth not the sword in vain: for he is the minister of God, a revenger to execute wrath upon him that doeth evil.”
Romans 13:4 (KJV)
It is my desire to help and minister unto our law enforcement officers on a greater scale:
1. Local - Police and Sheriff Departments
2. State – Highway Patrol & other State Law Enforcement Agencies
3. National - Rapid Response Team through the Sharing Hope in Crisis ministry
This includes all law enforcement agencies across the United States.
It is important to realize that most agencies require chaplains to be vetted and be certified in specific areas to be able to minister to their officers and within their departments. I have completed those requirements and am a certified Chaplain for the NC State Highway Patrol as well as the Rapid Response Team for Law Enforcement.
Please pray for my wife and I as I am currently presenting the ministry and/or preaching in different churches raising awareness and support to be able to fulfill the ministry in which God has called me to do.
Serving those who Protect and Serve,
Evangelist Kevin Hobson
Chaplain, NC State Highway Patrol District E7: Davie/Yadkin
Chaplain, Davie County Sheriff's Office, Mocksville, NC
Chaplain, Rapid Response Team for Law Enforcement (BGRRT)
Chaplain, NC State Emergency Response Team (SERT): State Medical Assistance Team (SMATII)