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HomeAdmissionsUndergraduateApplying to OxfordSecond undergraduate degree
Second undergraduate degree
Oxford welcomes applications from people who already have an undergraduate degree.
Applicants for a second undergraduate degree must apply in the same way as other applicants. You must submit your UCAS application by 6pm (UK time) on 15 October. You must also register for any admissions test or tests required for your course by 30 September. (For full details please see Applying to Oxford.)
You should ensure that your UCAS personal statement includes an account of activities at university as well as at school, and the UCAS reference should be written by someone who is familiar with your academic performance in your degree(s). Second undergraduate degree applicants should also send a transcript of their degree(s) to the college considering their application by 10 November.
Where written work is required, you should submit work from your more recent studies, rather than from your school work.
Graduate applicants are required to fulfil the same entrance requirements, and are considered in open competition with first-degree applicants. More recent academic achievements will carry more weight than qualifications achieved at school, although a strong academic profile will generally be expected throughout.
Two different Medicine courses are available as second undergraduate degrees. One is an accelerated course for science graduates; the other is the standard pre-clinical course, which graduates may study in five years rather than six. Read more about studying Medicine as a second undergraduate degree.
Second undergraduate degree candidates may be able to apply for 'Senior Status'. This exempts you from the First Public Examination, so you can start directly in the second year of the degree. See below for further information.
You should be aware that UK students who have already completed an undergraduate degree are not eligible for any further government support or loans.
Senior Status
Second undergraduate degree candidates may apply for 'Senior Status'. This exempts you from the First Public Examination, so you can start directly in the second year of the degree. The criterion for achieving such status is a university degree obtained after courses extending over at least three years. We would usually expect a degree classification of 2:1 (or equivalent) or higher. The university should have a good academic reputation and selective entrance requirements.
To apply for Senior Status: follow the standard application procedure. On your UCAS application, select Year 2 as your Point of Entry.
All colleges will consider applicants for Senior Status, except for Hertford, New College, St Hilda's and Somerville, although colleges may not offer Senior Status for all their courses and it is best to contact the college to check.
Any course may be studied with Senior Status, except for Fine Art and Law with Law Studies in Europe.
You will be assessed first on your suitability for the course of study and second on your suitability for Senior Status (so you may be made an offer for the full course instead).
Law with Senior Status is offered only at the following colleges:
Six terms
Seven terms
Harris Manchester
St Anne's
St Edmund Hall
You can choose one of these colleges, or you can make an open application. Once your application has been received, the Law Faculty will contact you to clarify whether you are applying for the six-term or seven-term course. (The six-term programme means that you study the second and third years of the standard three-year course. The seven-term programme begins with the final term of the first year.)
Successful Senior Status Law applicants will normally be predicted to achieve or have achieved a first class degree or equivalent, or, in the case of mature applicants, strong and convincing evidence of the applicant's achievements and future promise at an equivalent level. Please see the Law Faculty website for further information about this course.
PPE students may drop one of the three subjects (Philosophy, Politics or Economics) after their first year of study. Senior Status candidates need only study two of the subjects, or may choose to study all three.
PPE with Senior Status is offered only at the following colleges. You can choose one of these colleges, or you can make an open application.
Balliol
Regent's Park College
St Anne's
St Catherine's
St Hugh's
Applying to transfer whilst on an undergraduate course at another university
Oxford University does not accept transfer students. If you wish to follow an undergraduate course here, then you would need to start the course from the beginning. However, this option is not available if you want to study Medicine.
Applying to start the first year of an Oxford undergraduate course if you will not be completing your first undergraduate degree
If you are currently studying at a university (either in the UK or internationally) and are thinking of applying to Oxford to start the first year of an undergraduate course (and you are not planning on completing your first undergraduate degree), please note that normally we will only consider such applications in exceptional circumstances. You should also make very clear in your application why you do not wish to continue on your current course.
If you do decide to apply whilst at another university and you do not have Level 3 qualifications (A-Level or equivalent) at the grades required for the standard offer for the course you are interested in applying for, you will need to demonstrate how your subsequent study has prepared you for studying at Oxford, including any evidence of your performance on your current course, as well as a reference from your current tutor or equivalent.
Please note that it is obligatory to declare on your UCAS form whether you are currently studying at another higher education institution, and that failure to do so could incur penalties.
How to write a personal statement


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Men's Cycles (They Have Them Too, You Know)
5/27/2020 by Dr. Estelle Ramey and Jessica Ramey Stender
Editor's note: In honor of Menstrual Equity Day (May 28), Ms. is republishing this classic piece from its first issue in 1972. The original piece (below) was written by Dr. Estelle Ramey; the introduction—written by Ramey's granddaughter, Jessica Stender, Ms. contributor and feminist lawyer—is a modern revisit of topics explored by Ramey in '72.
The cry that anatomy is destiny has held women back for centuries. Inherent in this claim is the idea that women's hormones render them unfit for positions of leadership.
In 1970, Dr. Edgar Berman—Vice President Humphrey's physician and a member of the Democratic Party's Committee on National Priorities—dismissed U.S. Representative Patsy Mink's assertion that a woman could be president, by referencing women's "raging storms of monthly hormonal imbalances."
The woman who subsequently held him to account was Dr. Estelle Ramey—my grandmother.
In a letter published in the Washington Star, she observed that as an endocrinologist (specializing in the study of hormones), she was "startled to learn that ovarian hormones are toxic to brain cells." This led to a highly publicized debate between the two, hosted by the National Women's Press Club, (women were barred at that time from membership in the National Press Club)—a confrontation that ultimately nurtured a broader public awareness of the scientific invalidity of such arguments.
In "Men's Cycles (They Have Them Too You Know)"—published in the first issue of Ms. Magazine in 1972 and republished here—Dr. Ramey exposed the inherent sexism of statements like Dr. Berman's. She explained that hormonal variations affect all human beings, and that, although far less acknowledged, men also experience monthly hormonal cycles which cause changes in mood, energy and overall well-being.
She emphasized that the broader failure to accept this reality not only prevents an understanding of how these cycles affect men's physical and mental health, but also perpetuates the myth of women's inferiority owing to their inherent biological difference from men.
As Dr. Ramey pointed out, "What is human and the same about the males and females classified as Homo Sapiens is much greater than the differences."
While progress has unquestionably been made in society's views of female capabilities, women continue to be denigrated and denied positions of power on the pretext of physiological inferiority. One need look no further than the current occupant of the White House, who crudely suggested that reporter Megyn Kelly had been on her period after she questioned him during a presidential debate, and who repeatedly makes demeaning comments about women's appearance, proper role, and emotional strength—referring, for example, to Hillary Clinton as "unstable," "unbalanced" and "unhinged."
As noted by Dr. Ramey, a broader societal recognition of the inherent similarities between the sexes, will require a rejection of the "mythology of male biological stability"—an imperative which has not yet become a reality, perhaps because "logic has little to do with the impulse to enshrine and justify a power structure."
"Male supremacy rests on the belief that women are defective men, since they are periodic and lack the rod of divinity."
Sooner or later at every cocktail party polemic on the subject of women, someone (usually male) plays the trump card.
"You have to admit," says the accuser, all sweet reason and paternalism, "that women are biologically different from men."
This is the cue for cries of "Vive la différence," or other examples of sexual wit, and the argument for social justice being made by the defendant (usually female) tends to get drowned out in the innuendo and laughter.
As an endocrinologist, I found out long ago that men and women are different. But I also found that what is human and the same about the males and females classified as Homo sapiens is much greater than the differences. I think we are all beginning to understand that "different"––when applied to females, or to males of other races––has been exaggerated and oddly interpreted in order to come out synonymous with "inferior."
In fact, the accusations and laughter so common in living room debates are almost gestures of religious faith: forms of worshipping the great Freudian tenet, "Anatomy Is Destiny."
As a rational justification of sex discrimination becomes harder and harder to find, much less sustain, the need for the religious masculine supremacy becomes greater and more intense. The newest wave of pseudo-biology and pseudo-anthropology to hit the publishing business, a wave typified by Lionel Tiger and his belief that human females should behave in the same way baboon females do, is a self-protective upsurge of this popular religion.
In practice, the religion rests on the belief that women are defective men. They are structurally lacking, since they lack the rod of divinity.
(Of course, Mother Goddesses have been worshipped for precisely the reverse reason––that they have wombs, and men do not––but logic has little to do with the impulse to enshrine and justify a power structure.)
Furthermore, females lack the consistent and calm behavior of males, because women suffer from a form of periodic lunacy imposed by their lunar sex hormone rhythms. Men, according to this theory, are the natural leaders, being endowed with a biological stability that rivals that of the rocks.
To be fair, the recurrent drama of menstrual bleeding must have been unnerving to primitive peoples. In man, the shedding of blood is always associated with injury, disease or death. Only the female half of humanity was seen to have the magical ability to bleed profusely and still rise phoenix-like each month from the gore.
But now that human knowledge has exceeded the invention of elaborate myths to explain the events most obvious in nature, we should be willing to accept and to study the less obvious evidence of cycles, both monthly and daily, that affect all living things––men as well as women, plants as well as animals.
Because men do have monthly cycles. The evidence of them may be less dramatic, but the monthly changes are no less real.
(Illustrated by Hedda)
In Denmark, for instance, a careful, sixteen-year study was conducted in which male urine was tested for the fluctuating amounts of male sex hormones it contained. The result: A pronounced 30-day rhythm was revealed through the ebb and flow of hormones.
Other studies have tested mood changes in men. More than 40 years ago, for instance, the late Dr. Rex Hersey believed that male factory workers were incorrectly thought to be stable and unchanging in their daily capabilities. For a year, he observed both management and workers, concentrating on a group of men who seemed particularly well-adjusted and at ease in their jobs.
Through a combination of four-times-a-day interviews with the workers, regular physical examinations, and a supplementary set of interviews with their families, he arrived at charts for each individual, showing that emotions varied predictably within the rhythm of 24 hours, and within the larger rhythm of a near-monthly cycle of four to six weeks.
Low periods were characterized by apathy, indifference or a tendency to magnify minor problems out of all proportion. High periods were often marked by a feeling of well-being, energy, a lower body weight and a decreased need for sleep.
Each man tended to deny that he was more or less irritable, more or less amiable, at different points in his cycle—but standardized psychological tests established clearly that he responded very differently to the same life stresses at different times of his cycle. This denial by men of a cyclicity traditionally accepted by women may be an important factor: a two-edged sword for both men and women.
Female acceptance of, and even obsession with, the monthly cycle may unnecessarily accentuate its effects. Women actively engaged in ego-satisfying work, for instance, report far less discomfort or emotional disarray during their biological ups and downs than women who are bored or relegated to stultifying jobs.
Even the statistical information derived by science is reported in a culturally-influenced way. Monthly discomforts are rightly regarded as "normal" in women, because 60 percent of all women report them.
But the obvious converse––that 40 percent of all women report no cycle symptoms––is emphasized much less. And 40 percent is a lot of women.
It is forever being pointed out, too, that women have a higher incidence of car accidents and suicides during their "periods." However, it is rarely added that the percentage of women who have accidents or commit suicide is still much lower than the percentage of men.
Men, on the other hand, also respond to cycles in a way that is a function of their culturally-acquired self-image. They deny it.
"This reluctance to deal with their biological bondage"
This reluctance to deal with their biological bondage has probably played down men's monthly symptoms compared to women's, since the human brain is extraordinarily powerful and suggestible. But it has also postponed the study of male cycles by a largely male scientific community, and therefore postponed the practical utilization of biological rhythms in the treatment of disease or in protection against disease both mental and physical. (Resistance to disease may be different at different points in the cycle, for instance, yet this possibility is rarely considered in treatment. Japanese researchers have discovered psychoses that occur in teenagers and adult men in near-monthly cycles.)
Study of men's cycles might even have the socially and commercially useful result of reducing the accident rate.
The directors of the Omi Railway Company of Japan, for instance, are pragmatic students of human behavior and have therefore decided to accept the fact that men have lunar cycles of mood and efficiency. This company operates a private transport system of more than 700 buses and taxis in dense traffic areas of Kyoto and Osaka.
Because their operations were plagued with high losses due to accidents, the Omi efficiency experts began in 1969 to make studies of each man and his lunar cycles and to adjust routes and schedules to coincide with the appropriate time of the month for each worker. They report a one-third drop in Omi's accident rate in the past two years, despite the fact that during the same period traffic increased. The benefit to the company––and to the men––has been substantial.
"Another kind of cycle, the daily or 'circadian' cycle, has often been ignored or taken for granted by both men and women"
Menopause in men has been studied somewhat more than the effects of their monthly cycles, but not enough.
For women, the menopause is an abrupt end to an obvious cyclicity, and it is made more traumatic by various cultural factors: Older women are often regarded as having less social value than older men, and women's main role as mother is likely to run out about the time of menopause, as children become independent and leave home.
For men, menopause appears to be less traumatic, being largely a social and psychological response to a generalized fear of aging and death. They are likely to be at the height of their careers at this crucial time, in great contrast to most women. (Among women, those with continuing ego-satisfying work suffer menopausal symptoms much less.)
But it is also true that there is a gradual decrease in the secretion of testosterone, the male hormone, from youth to old age. In some men, the downslope of sex hormone production is steeper than in others. Very little attention has been given to this part of the male life cycle, perhaps again because men––even men of science––have assumed their freedom from cycles. (One wonders sometimes if they prefer not to know.)
But a great deal more research into the male menopause needs to be done if men are to be relieved medically from some of its symptoms, and to suffer less from the personal implications of trying to deny biological facts.
So there are, for all living things, lunar cycles, as well as the longer life cycles of childhood, puberty, adulthood and senescence. But another kind of cycle—the daily or "circadian" one—has often been either ignored or taken for granted by both men and women.
The data just beginning to come out of hospitals and laboratories are rather startling. They show men and women to be in a constant 24-hour rhythmic flux of hormones, moods, strengths and weaknesses. We sleep and wake, our body temperature rises and falls with our hormones (sex hormones included), and this causes a rise and fall of efficiency and libido.
These circadian rhythms are remarkably fixed in time and are difficult to alter by changes in lifestyle. They are also age-linked: The young child has more erratic timing of biological events, and the older person shows signs of disorganization in daily timing. In healthy maturity, however, the adult human changes with clock-like regularity during each day, just as he or she does during each month, or each of life's seasons.
The hormonal cycles that have been most studied are the periodic changes in the adrenal hormones (cortisone, for example), which are called the stress hormones. These vital substances are secreted in largest amounts about the time of waking in the morning, and in the smallest amounts after midnight. Their physiological effects, however, are not felt until several hours after the highs and lows are seen in blood levels of the hormones.
A similar pattern has been reported for the secretion of male and female sex hormones in the course of each day. Testosterone levels are found to be highest in early morning and lowest after midnight. The maximum functional effects seem to be reached several hours after the actual secretion of the hormones. They induce subtle changes in mood and behavior, but men are seldom aware of them. Many psychological tests have shown, however, that daily mood variability is a real and recurrent background to emotional response.
In medicine, relatively little attention is being paid to the significance of these cyclic changes in hormones. Yet there is evidence to show that the timing of the administration of a drug is critical in determining its effects, whether toxic or curative.
When a certain dose of amphetamines was given to rats at the daily peak of their body temperature cycle, for instance, it killed 77.6 percent of them. The same dose, given to litter mates of these animals at the lowest point in their daily activity cycle, killed only 6 percent.
Yet we continue to prescribe and use buckshot capsules that release drugs at the same rate continuously into the blood stream with no regard to changes of sensitivity. Overdoses are probably errors in timing, as frequently as errors in dosage. If a person imposes a powerful stimulus on the brain when it is already at peak excitability for that 24-hour cycle, he or she can cause death with the same dose of the drug taken with impunity on another day, at another point in the excitability rhythm.
Cancer cells also seem to be affected by the circadian rhythms. They may be at their highest point of metabolic activity and cell division when normal cells in the same organ are at a low point. This has many implications for therapy, whether with anti-cancer chemicals or with X-rays. It may eventually be possible to time the treatment so that the cancer cells are at the peak of their sensitivity to the destructive agents while the normal cells are most resistant to them. Smaller doses of these toxic agents would thus be more curative, and the unpleasant side effects could be minimized.
Some clinicians and researchers are beginning to suggest that certain kinds of cancers may result from the consequences of altered internal clocks. Cancer cells have abnormal rhythms and are outside the temporal discipline found in healthy tissue. Some people are more sensitive than others to an alteration in their fundamental cyclicity.
Given these two facts, investigators propose that inheritance of susceptibility to cancer may be related to a propensity for mis-timing, and that a person's speed of readjustment to time shifts could be an indicator of vulnerability to illnesses of mis-timing. Such individuals, they point out, should probably avoid irregular work-rest schedules and jobs involving rotating shifts. It's still very much in the theoretical stage, but these concepts may turn out to be vital to the preventive medicine of the future.
Emotional problems may also be exaggerated in individuals who frequently alter their cyclicity. (But remember, individual tolerance of such changes varies. Ideally, those least suited to such jobs could be pre-selected out.) Workers who often change from night to day shifts have been found to be the most vulnerable to emotional and physical disorders.
Next come those workers who remain in the night shift: They are more likely than day workers to have ulcers or nervous disorders. And most healthy are those who work regularly and during the day.
Even the traveler who flies overnight to Tokyo or Peking has significantly deranged his or her circadian rhythms, and cerebral activity is likely to suffer. In addition, individuals vary greatly in their ability to restore normal cycles, sleep-wake patterns and performance.
Some of men's most cherished tests of stamina have to do with the ability to function well without sleep, but these tests of manhood may be doing us all in. Interns, for instance, are traditionally put through round-the-clock work schedules during much of their internship, as if this were part of the training of a real doctor, like the puberty tests of primitive tribes. In fact, a recent study in the New England Journal of Medicine indicated that chronic sleep deprivation impaired the interns' performance sharply, no matter how much of a "man" the male or female intern might be.
"Sleep-deprived interns," said the study, "felt increased sadness and decreased vigor, egotism and social affection. In addition, numerous psychopathologic symptoms developed…"
Internal clocks aren't reset easily. Even after ten hours' sleep for each intern, the previous sleep-deprivation resulted in "decrements on a vigilance task." The article concludes that only a small amount of sleep loss can be sustained before emotional and intellectual function deteriorates.
It seems hard for men to admit they are not the masters of nature. During World War II, Dr. Nathaniel Kleitman of the University of Chicago was asked by the Navy to study the sleep patterns of seamen working the traditional four-hour shifts of naval duty. Dr. Kleitman measured body temperature cycles and correlated these changes with efficiency of performance in the four-hour cycle. It turned out to be a terrible physiological way to run a Navy, with enormous cost in efficiency of response.
Dr. Kleitman wrote an eloquent scientific report on his findings. The Navy thanked him courteously and has continued the traditional four-hour work cycle to this day.
"Women's chains have been forged by men, not by anatomy."
Given this and a myriad of other evidences of male resistance, it is perhaps optimistic to expect our male-run hierarchies to take lessons from women, or even from the Japanese, when it comes to the less admissible problem of monthly cycles. Such a departure from the mythology of male biological stability might produce in men the same kind of psychological wrench that Copernicus inflicted on them when his theories revealed that man is not, in fact, the center of the universe.
But men––and women––should take heart. What separates us from baboons and other animals, even if Lionel Tiger would rather not admit it, is our very different kind of cerebral cortex.
We are Homo sapiens: the thinking ones. We share with other living creatures a captivity to time, but human beings, we alone have the extraordinary plasticity of behavior that results from the unique powers of our cerebral cortex. In other words, our minds can control our behavior to a degree unknown in any other animal. Perhaps we would all be better off if we recognized both the cycles that control humans, male and female, and the intellectual powers that can mitigate their effects.
Thomas Jefferson had periodic migraine headaches all his life. Abraham Lincoln had periodic depressions. The potential women leaders of this country have cycles, as all living things have to varying degrees, but women do not have the encouragement to mitigate and work around their cycles. Women's chains have been forged by men, not by anatomy.
We should all be informed of the various forces that influence us. As Dylan Thomas wrote,
"Time held me green and dying
Though I sang in my chains like the
sea."
Tagged: From the Vault, Herstory, Women's History
About Dr. Estelle Ramey and Jessica Ramey Stender
Estelle Rosemary Ramey (1917-2006) was an American endocrinologist, physiologist and feminist who became internationally known for refuting surgeon and Democratic Party leader Edgar Berman, who stated that women were unfit to hold high public office because of "raging hormonal imbalances." Her original bio for this piece read: "Dr. Ramey is a professor of physiology and biophysics at Georgetown University Medical School. She belongs to the 2 percent of full professors at American medical schools who are women."
Jessica Stender is senior counsel for workplace justice & public policy at Equal Rights Advocates where she leads policy advocacy, with a focus on sexual harassment, pay equity, pregnancy discrimination and education civil rights, and represents workers in employment discrimination cases. Jessica leads Stronger California, a statewide network of organizations and advocacy coalitions promoting policy reform to advance fair pay and improve economic security for women and families. She represented amici in the case Rizo v. Yovino, arguing that an employer cannot use a woman's prior salary to justify paying her less than a man for equal work and has testified before the Equal Employment Opportunity Commission regarding the need for pay data collection to close the gender and racial wage gaps.
From the Vault: Coretta Scott King, a Revolutionary Woman
Rest in Power, bell hooks—Iconoclastic Writer and Activist Who Reminded Us "Feminism Is for Everybody"

redpajama_set_name: RedPajamaCommonCrawl


text:
Zdeněk Miler (né le  - mort le ) est un illustrateur et réalisateur de dessin animé tchèque rendu célèbre par sa petite taupe, Taupek (Krtek ou Krteček).

Biographie
Il est né à Kladno, une petite ville située à l'ouest de Prague dans ce qui était alors la Tchécoslovaquie. Il est devenu animateur de dessin animé partiellement à cause de l'occupation nazie. Il prit en effet part à des manifestations consécutives à la mort de Jan Opletal, un étudiant en médecine lui-même tué à la suite de manifestations contre l'occupation allemande en 1939. Ces manifestations entraînèrent la fermeture des universités et des collèges. Heureusement pour lui, Miler ne fut pas arrêté et se concentra sur ses études de graphisme.

Son goût pour le dessin remonte à son enfance et explique son entrée en 1936 à l'école nationale de graphisme à Prague. Il étudia ensuite à l'école des arts décoratifs de Prague (Uměleckoprůmyslová škola Praha). Il commença sa carrière dans les studio de l'entreprise Bat'a à Zlín en 1942. C'est là qu'il se spécialisa dans la réalisation de films d'animation. Après la Seconde Guerre mondiale, il changea d'employeur pour intégrer la société d'animation "Bratři v triku" où il commença comme dessinateur, puis devint auteur et enfin metteur en scène. Il prit finalement la tête de la société.

Miler est l'auteur d'environ soixante-dix films dont une cinquantaine mettent en scène son plus célèbre personnage : Taupek.

Bibliographie
 La Petite locomotive, texte Jan Carek, Paris, Autrement jeunesse, 2009
 La Petite fourmi qui avait mal au dos, texte Josef Kozisek, Paris, Autrement jeunesse, 2009
 La Petite taupe et l'amour, texte Hana Doskocilova, Paris, Autrement jeunesse, 2010
 La Petite taupe au printemps, illustrations Zdenek Miler et Katerina Miler, texte Hana Doskocilova, Paris, Autrement jeunesse, 2010
 Voyager avec la petite taupe, texte Ondrej Müller et Irena Tatickova, Paris, Autrement jeunesse, 2010
 La Petite taupe et le bonhomme de neige, texte Hana Doskocilova, Paris, Autrement jeunesse, 2010
 La Petite taupe et le parapluie, Paris, Autrement jeunesse, 2012
 La Petite taupe fête Noël, texte Hana Doskocilova, Paris, Autrement jeunesse, 2012
 Le Tour du monde de la petite taupe, texte Hana Doskocilova, Paris, Autrement jeunesse, 2013
 La Petite taupe et l'automobile, texte d'Eduard Petiska, Paris, Autrement jeunesse, 2014
 Le Poussin perdu, texte František Hrubín, Nantes, MeMo, 2014

Notes et références

Liens externes

  Catalogue de Krátký Film Praha
  Portrait de Miler dans Radio Prague
  Site sur le dessin animé Taupek

Réalisateur tchèque
Réalisateur tchécoslovaque
Animateur tchèque
Dessinateur tchèque
Naissance en février 1921
Naissance en Tchécoslovaquie
Naissance à Kladno
Décès en novembre 2011
Décès à 90 ans
Personnalité inhumée au cimetière de Vyšehrad

redpajama_set_name: RedPajamaWikipedia


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"You're off to great places, today is your day. Your mountain is waiting, so get on your way."
Welcome Back new and returning students and families to Anaheim Hills Elementary School. Over the summer the PTA has been busy planning various fun events and school programs that will take place throughout the upcoming school year. I hope you will join us for these family oriented school activities!
See below for important event information to start the year off right!
The PTA calendar is also available to view on our website.
Who's my teacher? Where's my classroom?
As a reminder, classroom assignments will no longer be posted in front of the school.
You will be receiving an email regarding your child's classroom and teacher the day before school, Tuesday afternoon 8/25.
AHES PTA is pleased to announce our newly redesigned website! As part of our commitment to keeping PTA accessible for our Panther Families, we have created a more navigable website with additional resources, better tools, and a new visual design to support your involvement, improving your student's educational experience, and ensuring seamless communication!
Stay tuned in the coming months for more updates of events and resources for your family.
Don't forget to "like" us on Facebook and follow us on Pinterest! If you follow us on Pinterest, you'll get a follow back! So come join in the fun and spread the pins!
If you purchased school supplies through our vendor in June, your student's school supplies will be waiting for them on the first day of school in their assigned classroom!
For your convenience, click here to view the grade-level supply list.
Not sure if you ordered? Contact Sylvia Sully for more information.
Are you going to BooHoo or Yahoo?
Some of us will be crying, some of us will be cheering! Whatever mood you are feeling on the first day of school, please stop by the MPR after drop-off for our annual PTA sponsored "BOO HOO - YAHOO" meet & greet event.
Please come to eat, mingle, hear what is in store from PTA this year, win prizes, and MEET OUR NEW PRINCIPAL, MRS. MOSTAFA!!!!!
Coffee, juice, and breakfast goodies will be served. Younger siblings are welcome!!!! TEARS and CHEERS will be shared by all!!!! See you there!!!!
If you know of any new families to our school community, please invite them!
If you have a small business and would like to donate goods/services to our raffle at this event, please contact Brandy Shurter or Raquel Archung.
We currently have chair positions waiting for YOU to sign up!
Orange Community Council is looking for you!
RalphsPlace article copy here. Be sure to make the articles short and concise as people tend not to read much more than a couple of paragraphs. Place article copy here.
Shoparoo: Shop - Snap - Earn for AHES!
This year we are continuing to partner with Shoparoo to leverage their hassle-free approach to raising thousands of dollars for AHES. 7,000+ schools are already fundraising through Shoparoo and we see it as great opportunity for us to make a difference this year.
With the free Shoparoo app, all you have to do to help supplement our fundraising efforts for our school is take pictures of your grocery receipts with your phone! Shoparoo does not require any buying, selling, collecting, delivering, etc... and, it works no matter where you shop or what you buy!
Yes, it really is that easy. Our school receives a donation for every grocery receipt picture taken through the free Shoparoo app. There is no limit to how much we can raise with Shoparoo, so please download the app and start taking pictures today.
1. Download the free Shoparoo app here or from the Apple App Store or Google Play Store.
2. Once it's downloaded, select our school as your cause and take pictures of receipts!
If you have any questions or visit www.shoparoo.com.
As a local grocery store in our community, we are excited to continue our partnership with Ralph's Community Give-Back program!
This is just one way of helping support our school and you're already shopping!
Ralphs will donate up to 4% of qualified purchases to AHES!Obtain your Ralph's club card ID number from either your card, by calling 1-800-443-4438 or by signing up a new card in store. You must re-enroll at the beginning of every school year.


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65. Letter from the Natal Indian Congress to Smuts, 1945
From the book: A Documentary History of Indian South Africans edited by Surendra Bhana and Bridglal Pachai
A new and younger set of persons, impatient with old methods of compromise and collaboration, took over Indian political leadership in 1945. A deputation led by the president of the Natal Indian Congress, Dr. G. M. Naicker, waited upon the Prime Minister, J. C. Smuts, on 9 November 1945 and presented the following memorandum. Source: N.I.C. Agenda Book, 1947.
CONGRESS TODAY
1. The Natal Indian Congress with a membership of 20,000 is the national organisation of the Indian people of Natal. The present committee was elected to office after a vigorous election campaign by the unanimous vote of 7,633 members assembled from all parts of the province. It enjoys at present a greater measure of confidence amongst Indians, as is reflected in its large and still increasing membership, than at any time in the past.
NATAL AND THE INDIAN QUESTION
2. Natal Indians constitute the bulk of the Indian population of South Africa. And settled in this country is one of the largest Indian colonies in the world. Any attempted solution of the South African Indian question that ignores Natal Indians is bound to fail. And while this question remains unsolved, the direct and keen interest of India in the welfare of her children abroad cannot but be granted as right and dutiful. The question then has its domestic as well as its international aspect.
WHAT WE WANT
3. We are grateful for this opportunity to place before you the requirements of our community. We had hoped that you would indicate to us what plans your Government was contemplating in relation to the Indian position as it is today. We still hope that soon you will find it convenient to do so. Meanwhile we urge you to consider favourably:
(a) extending the adult franchise on the common roll to Natal Indians;
(b)(i) repealing the Pegging Act unconditionally,
Produced 13 January 2012
Last Updated 18 June 2019


This is quite simply one of the most outstanding holiday homes in Cornwall, set within acres of private grounds in a stunning clifftop location and with private access to Gwenver Beach and Sennen Cove.
Cragford offers exceptional accommodation in one of the most beautiful areas of the UK, just four miles along the coast from Land's End.
The spectacular far-reaching sea views can be enjoyed as you approach the property along the private lane, but cannot be fully appreciated until you arrive.
Four steps lead down to the front door and as you enter you will arrive into an impressive slate hallway.
The main living area with back-to-back sitting rooms, command the most stunning sea views.
Whatever time of the year, you will never tire of relaxing here whilst enjoying the natural world and the Atlantic Ocean right in front of you.
Alternatively, the home cinema will provide plenty of entertainment whilst curling up on one of the many cosy sofas.
The spacious and well-equipped kitchen and dining area, offers a large table for all to sit around whilst enjoying breakfast and planning the day ahead.
The accommodation offers flexible sleeping arrangements, including two twin rooms, a family room featuring an adjoining room with a child's single and cot, and last but certainly not least, the master bedroom.
This incredible room has to be seen to believed, with its sheer size, opulence and feature domed window, offering amazing views.
The ceiling has been painstakingly painted to create an almost 3D representation of sleeping on the deck of a galleon, on a starry night.
The en-suite bathroom, boasts a unique freestanding bath which is fitting for such a special room.
Whichever guests are lucky enough to stay in this room, are sure to get an experience they will never forget.
Outside there are many areas to sit and relax, as well as the added bonus of a sauna.
A stroll down to Gwenver Beach provides some of the best surfing conditions in Cornwall, and at low tide it joins up with its neighbour Sennen Cove, one of the finest stretches of sand in the county.
With a well-known pub and a first-class restaurant, the area makes for a delightful evening walk, followed by an excellent meal before returning to this truly stunning house.
Cragford offers exceptional accommodation in a beautiful location and can be enjoyed all- year-round.
The village has a lifeboat station, church, a couple of shops, a café plus two popular gastropubs.


Lanternwalk 2017 – Barossa German Language Association Inc.
"Laternenlauf" – an after dark family event – The Barossa German Language Association Inc. invites you to their annual lantern walk – a favourite German family tradition. All families, including grandparents, are very welcome to join us at 6pm for the walk.
This event is in collaboration with Barossa Village incorporated. Support greatly appreciated!


Mathis James Reed (September 6, 1925 – August 29, 1976) was an American blues musician and songwriter. His particular style of electric blues was popular with blues as well as non-blues audiences – Reed's songs such as "Honest I Do" (1957), "Baby What You Want Me to Do" (1960), "Big Boss Man" (1961), and "Bright Lights, Big City" (1961) appeared on both Billboard magazine's rhythm and blues and Hot 100 singles charts.
Reed influenced other musicians, such as Elvis Presley, Hank Williams Jr., and the Rolling Stones, who recorded his songs. Music critic Cub Koda describes him as "perhaps the most influential bluesman of all" due to his easily accessible style.
Reed was born in Dunleith, Mississippi, in 1925. He learned the harmonica and guitar from his friend Eddie Taylor. After several years of busking and performing there, he moved to Chicago, Illinois, in 1943. He was then drafted into the U.S. Navy and served in World War II. He was discharged in 1945 and returned briefly to Mississippi, marrying his girlfriend, Mary (henceforth known as Mama Reed). He then moved to Gary, Indiana, to work at an Armour meat-packing plant. Mama Reed was an uncredited background singer on many of his recordings, notably the hits "Baby What You Want Me to Do", "Big Boss Man" and "Bright Lights, Big City".
By the 1950s, Reed had established himself as a popular musician. He joined the Gary Kings with John Brim and played on the street with Willie Joe Duncan. Reed failed to gain a recording contract with Chess Records, but signed with Vee-Jay Records through Brim's drummer, Albert King. At Vee-Jay, Reed began playing again with Eddie Taylor and soon released "You Don't Have to Go", his first hit record. It was followed by a long string of hit songs.
"At his best—on Vee-Jay in the '50s—Reed sang with the languid self-assurance of a man who never ran for the bus because he wanted to spend the fare on a glass of wine, and the unindustrious shuffle rhythms of the Vee-Jay band ambled right along behind."
Reed maintained his reputation despite his rampant alcoholism; his wife sometimes had to help him remember the lyrics to his songs while recording. In 1957, Reed developed epilepsy, though the condition was not correctly diagnosed for a long time, as Reed and doctors assumed it was delirium tremens. When Vee-Jay Records closed, his manager signed a contract with the fledgling ABC-Bluesway label, but Reed never produced another hit. In 1968, he toured Europe with the American Folk Blues Festival.
Reed died of respiratory failure in 1976, in Oakland, California, eight days short of his 51st birthday. He is interred in the Lincoln Cemetery, in Worth, Illinois. Reed was posthumously inducted into the Blues Hall of Fame in 1980 and the Rock and Roll Hall of Fame in 1991.
The Rolling Stones have cited Reed as a major influence on their sound, and their early set lists included Reed's songs "Ain't That Lovin' You Baby", "The Sun Is Shining" (played by the Stones at the 1969 Altamont concert), "Bright Lights, Big City", and "Shame, Shame, Shame". "Little by Little", the B-side of their February 1964 UK hit single "Not Fade Away" was a pastiche of "Shame, Shame, Shame". "Honest I Do" was included on their first album, The Rolling Stones (subtitled England's Newest Hit Makers in America), in 1964 (the U.S. edition also included "Little by Little"). For their 2016 release, Blue & Lonesome, they recorded a version of Reed's "Little Rain".
Elvis Presley recorded several of Reed's songs, having a hit with "Big Boss Man" in 1967 and recording several performances of "Baby, What You Want Me to Do" for his 1968 TV program. (Presley's 1964 hit "Ain't That Lovin' You Baby" is a different song from that recorded by Reed.) "Baby, What You Want Me to Do" was also covered by Wishbone Ash on their 1972 album Live Dates and was frequently performed by Etta James as well as Hot Tuna. Johnny and Edgar Winter performed it live in 1975 and included it on their album Together. Omar Kent Dykes and Jimmie Vaughan released the album On the Jimmy Reed Highway as a tribute to Reed. Bill Cosby covered four of Reed's songs, "Bright Lights, Big City", "Big Boss Man", "Hush Hush" and "Aw Shucks, Hush Your Mouth", for his 1967 album, Silver Throat: Bill Cosby Sings.
The Steve Miller Band covered five of Reed's songs: "You're So Fine", on the 1968 album Sailor, and "I Wanna Be Loved (But by Only You)", "Big Boss Man", "Caress Me Baby" and "Ain't That Lovin' You Baby", on the 1986 album Living in the 20th Century.
Reed's recordings of "Big Boss Man" and "Bright Lights, Big City" are among the "500 Songs That Shaped Rock and Roll" in the Rock and Roll Hall of Fame.
Aerosmith played "I Ain't Got You" in live shows, and included it on their 1978 Live! Bootleg album.
1955 "You Don't Have to Go"
1956 "Ain't That Lovin' You Baby"
"Can't Stand to See You Go"
"I'm Gonna Get My Baby"
1959 "I Told You Baby"
1960 "Baby What You Want Me to Do"
1962 "Aw Shucks, Hush Your Mouth"
"I'm Going Upside Your Head"
1966 "Knockin' at Your Door"
"Don't Press Your Luck Woman"
1968 "My Baby Told Me"
1969 "Don't Light My Fire"
b/w "You're Just a Womper Stomper" — — Let the Bossman Speak!
^ a b Russell, Tony (1997). The Blues: From Robert Johnson to Robert Cray. Dubai: Carlton Books. pp. 76–77. ISBN 1-85868-255-X.
^ Whitburn, Joel (1988). Top R&B Singles 1942–1988. Menomonee Falls, Wisconsin: Record Research. pp. 345–346. ISBN 0-89820-068-7.
^ a b c d e Koda, Cub. "Jimmy Reed: Biography". AllMusic. Retrieved August 31, 2015.
^ Doc Rock. "The 1970s". The Dead Rock Stars Club. Retrieved 2015-08-31.
^ Richie Unterberger (1964-05-30). "The Rolling Stones (England's Newest Hit Makers) – The Rolling Stones | Songs, Reviews, Credits". AllMusic. Retrieved 2016-01-10.
^ Fricke, David (December 13, 2016). "Review: The Rolling Stones Reinvigorate the Blues on Blue and Lonesome". Rolling Stone. Rolling Stone. Retrieved 13 December 2016.
^ Bruce Eder. "Having a Rave Up – The Yardbirds: Songs, Reviews, Credits". AllMusic. Retrieved January 10, 2016.
^ "The Animals: Songs". AllMusic. Retrieved February 6, 2018.
^ Jack Rabid. "The Story of Them Featuring Van Morrison – Them: Songs, Reviews, Credits". AllMusic. Retrieved January 10, 2016.
^ Planer, Lindsay. "Grateful Dead (Skull & Roses) – Grateful Dead:; Songs, Reviews, Credits". AllMusic. Retrieved January 10, 2016.
^ "Live Dates – Wishbone Ash | Songs, Reviews, Credits". AllMusic. Retrieved 2016-01-10.
^ Michael B. Smith. "Together – Live – Johnny & Edgar Winter | Songs, Reviews, Credits". AllMusic. Retrieved 2016-01-10.
^ Gilstrap, Andrew. "Popmatters website album review". Popmatters.com. Retrieved 2011-11-13.
^ Ankeny, Jason. "Silver Throat: Bill Cosby Sings – Bill Cosby: Songs, Reviews, Credits". AllMusic.com. Retrieved 2016-01-10.
^ Hanson, Amy. "Sailor – Steve Miller Band: Songs, Reviews, Credits". AllMusic.com. Retrieved 2016-01-10.
^ "Living in the 20th Century – Steve Miller Band: Songs, Reviews, Credits". AllMusic.com. 1987-12-15. Retrieved 2016-01-10.
^ Whitburn, Joel (1996). Top R&B/Hip-Hop Singles: 1942–1995. Record Research. p. 369.
^ Whitburn, Joel (2003). Top Pop Singles 1955–2002. Menomonee Falls, Wisconsin: Record Research. p. 564. ISBN 0-89820-155-1.


text:
Pack loses WAC opener to Louisiana Tech
News | January 4, 2010
RUSTON, La. – Jamel Guyton scored 21 points and Louisiana Tech defeated Nevada 77-71 in the Western Athletic Conference opener for both teams on Saturday night.
Guyton was 7 of 14 from the field for the Bulldogs (13-2), who shot 56 percent in the second half (14 of 25).
Louisiana Tech scored 40 points in the paint and 17 off of 17 Wolfpack (8-6) turnovers.
Olu Ashaolu, No. 4 in the WAC with 9.4 rebounds per game, had 12 boards and 14 points for the Bulldogs.
The WAC's leading scorer (21.6 points per game), Kyle Gibson added 17 points, DeAndre Brown 12 and Magnum Rolle 11 for Louisiana Tech, which won its sixth straight.
Nevada was led by Luke Babbitt with 24 points and 13 rebounds. Dario Hunt tallied 11 rebounds for the Wolfpack, which outrebounded Louisiana Tech 43-36.
Armon Johnson chipped in 15 points for Nevada and Joey Shaw added 13


Feb. 12, 2019 4:47 p.m.
A man has now been charged in relation to an incident in Abbotsford in which an assailant struck two people with a metal pipe, smashed in a car window and robbed a liquor store.
Abbotsford Police Sgt. Judy Bird said the incidents began at about 9:30 p.m. on Saturday, Feb. 9 in the 2300 block of McCallum Road.
Two people told police that, without any provocation, a man chased them and hit them with a metal pipe. He then threw the pipe at one of the victims and smashed a car window before running away.
With an hour of the assault, police were called to a robbery in progress at a liquor store on Montvue Avenue.
The suspect threatened store clerks with a knife, while stealing cash and alcohol.
Minutes later, at 10:34 p.m., patrol officers in downtown Abbotsford spotted a man matching the description of the robbery suspect.
The man was arrested without incident and charges have now been laid.
Johnathan Rath, 37, remains in custody charged with two counts of assault with a weapon, two counts of assault causing bodily harm, four counts of breaching a court order, and one count each of uttering threats and mischief.
Bird said the victims of the assault sustained serious injuries and were transported to hospital.
This is not the first time that Rath has been charged in relation to an unprovoked attack.
He kicked a car as the driver was attempting to park on Aug. 25, 2018 in the area of Clearbrook Road and Fir Avenue.
He then threatened to shoot the two people inside before taking their cellphone.
Police converged on the area and arrested Rath. He was subsequently charged with robbery and uttering threats.
Also in 2018, Rath was charged with theft in May, two counts of assault in June and mischief in August.
He pleaded guilty in October to four of those six charges, and was sentenced to one year of probation. The robbery charge and one assault charge were stayed.
Rath has prior convictions for assault, mischief, using a forged document, and breaching his probation and bail conditions.
Anyone with information about Rath's latest arrest is asked to contact the Abbotsford Police Department at 604-859-5225 or Crime Stoppers at 1-800-222-8477.


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ON Series: Managing mental health issues in the workplace; an introductory overview for employers
This webinar is presented by organisational psychologist Dr Peter Cotton, and:
introduces practical strategies for employers to support workers suffering a range of mental health issues, including during the return to work process
debunks common misconceptions and myths about supporting workers with a mental illness
outlines the positive influence that the workplace can have in supporting workers' transition back to work
provides tips for fostering workplace wellbeing, which builds on previous ON Series webinars
Download a copy of this film (ZIP/MP4, 7MB)
ON. Managing mental health issues in the workplace; an introductory overview for employers
On series – by Office of Industrial Relations
Alicia Bailey: Hello everyone.
Welcome to today's ON Series session titled Managing Mental Health Issues in the Workplace: An Introductory Overview for Employers. The topic and expert speaker is brought to you by the Office of Industrial Relations.
As a Department we are committed to driving initiatives across the whole scheme that improve safety, wellbeing and return to work outcomes for both businesses and workers.
My name is Alicia Bailey. I'm the Manager of Engagement Services for OIR and our Presenter today is Dr Peter Cotton.
Dr Cotton is a clinical and Organisational Psychologist specialising in how work environments influence employee mental health, wellbeing and behaviours.
He works as an advisor to government and the corporate sector.
Dr Cotton has published a number of peer reviewed research papers and book chapters. The information that will be presented in today's session draws upon Dr Cotton's most recent research which was only just released in September.
Dr Cotton was the lead author of the Australian Public Service Commission and Comcare Guidelines titled Working as one: Promoting mental health and wellbeing at work. Dr Cotton holds a range of current professional appointments including Workplace Mental Health Advisor with SuperFriend, the non for profit Mental Health and Wellbeing Foundation funded by Industry Superannuation Fund and member, beyondblue Workplace Mental Health Expert Advisory Group.
We are extremely pleased to have the opportunity to share Dr Cotton's latest work with you, so I will now hand you over to him.
Peter Cotton: Thank you Alicia.
So today we're going to be talking about a range of sort of issues around this space of managing mental health issues in the workplace. It's a big topic. It's really an introductory overview but we have weaved in a few practical tips along the way. So hopefully you will have some take-aways that will be meaningful and you can follow up on.
So the overview slide there is just indicating the range of issues we'll be covering in this session and I'm going to go straight into things.
Okay. So the first point I wanted to make is that when I'm talking to individuals who are off work with a mental health issue, whether it's compensable, that is they have a compensation claim or not, these are the sort of comments you still often hear and I won't read them out, but people in this space are extremely sensitive to perceptions of organisational workplace support.
So when you talk to managers it's not really about any sort of deliberate neglect or callous disregard. It's more fear of the unknown, worries about aggravating problems, it's mental health, so we should just avoid contacting them.
But by and large the principle is that we need to try and keep these people connected to the workplace, maintain regular contact and that's how we achieve much better ultimate outcomes.
Now just talking generally around this sort of space, we still treat physical injuries differently than mental health issues. GPs tend to allow a lot more latitude with certification. Similarly in the workplace we tend to allow much wider latitude.
But the challenge is that individuals in this space ultimately have better outcomes when we have some clarity, some agreed milestones, parameters. Allowing wide latitude often results in more counterproductive outcomes.
So for example I often get referrals for individuals who've been on a return to work program. It's now several months down the track and the question that is asked is 'This person is now doing these tasks and not these other tasks. Is there a medical basis for this or is it about personal preference?'
So in general having clarity, having clear milestones, a plan is much better in terms of moving forward.
Treatment providers tend to focus on symptoms but in terms of returning to work I'm much more interested in what the person can do. So I'm less concerned about how serious the depressed mood is, but more concerned with how long can they concentrate, what sort of things they're able to do.
The other issue that we know in this space comes up is that because it's mental health often people are diagnosed with total incapacity.
However frequently these individuals have at least partial capacity and it's much better in the long run if they reengage with work earlier. I see a lot of people who are given total incapacity certification go home, they're not talking to anyone, they get more absorbed in their own problems and get worse over time. So engagement with work is generally very positive and helpful for long term health and wellbeing outcomes.
So this is really just indicating some of the background to what we're talking about and one of the key messages that I want to try and get across is that workplace support has a very significant influence on people's wellbeing and their outcomes quite distinct and separate from any medical, clinical treatment or even rehabilitation support.
As we'll see in due course, we're not talking about managers becoming clinicians or diagnosticians or counsellors. It's about what you do in your role as a people leader.
The return to work literature is starting to recognise this. So there now is an emergent literature that's telling us that people's perception of support in the workplace can significantly improve, hinder or derail their return to work.
Perceived organisational support – that's an organisational psychology research physician, more than 30 years of research in that space and essentially it tells us that perceptions of organisational support and what they mean by that practically is that it's the local leader, the local manager, the local supervisor or team leader that is regarded by employees as embodying that perception of organisational support. But that does impact on reporting of stress issues, absenteeism, coping with pain and the effort that people put into their work, the engagement.
We do know that positive and supportive team climates are protective of mental health.
If we look at occupations such as Police, we know that there are limits around the extent to which you can mitigate risk. In other words you can't eliminate risk because that's what the job entails. Going to callouts, arriving at a domestic situation etc and not knowing what's going to happen next - so exposure to risk is part of the job. But what we do know is that if those officers have supportive leaders, a positive, engaging team environment, that's a protective factor and helps mitigate the impact of some of that exposure.
The point about grief leadership is it's just an analogy to reinforce this point. In the grief area this is talking about disasters at a community sort of level – floods and fires and so on, but what's well recognised in that literature is that when local leaders are able to step up and articulate what the community is experiencing, provide a sense of support and direction, that's regarded as having a significant impact on healing with community members above and beyond all the counsellors, all the support from clinicians and doctors and so on.
So it's human support distinct from medical support.
The Health Benefits of Work agenda which many of you may well be aware of is developed by the Australian College of Occupational and Environmental medicine. It's on their website. The original statement came out in about 2011. There's been a recent update in late 2015 and what this document tells us is that in general work is good for people's mental health and wellbeing.
The mental health of unemployed Australians is up to four times worse than people in employment. The evidence update includes OECD research and findings that tell us that work is actually therapeutic, that it helps people get over their problems earlier and reduces the need for treatment. So work is generally good for people's mental health and wellbeing.
So when we're talking about workplace support as I've indicated, we're talking about being a people leader, not becoming a counsellor or diagnostician. Now a very important practical tip is this.
In my workgroup or my team presumably we have team meetings now and then, I don't want all my team meetings to be an endless list of administrative matters or operational matters that we tick off on. What I'm going to do is quarantine a little bit of time in each second or third meeting to have some sort of general reflection on how the team is travelling, open discussion on issues and how the team is travelling.
What I also want to insert into the meetings as a leader is that wellbeing is on my radar. So for example, 'Team, we just had a peak period. The pressure's been on but wellbeing's important and anyone who's struggling or have any hassles, please come and talk to me.' So that role modelling of the leader validates help seeking behaviour and we do know that where leaders role model that sort of behaviour it does increase the likelihood that staff will go and use the employee assistance program if organisations have that type of service, or maybe more likely to go and see their family doctor earlier.
So there is an important role for leaders to role model and validate help seeking and wellbeing. I've seen numerous examples in many organisations where that validation does increase early help seeking because the earlier that people seek relevant help and care, the quicker they tend to bounce back. In mental health we use the analogy of the hotplate. The longer you put your hand on the hotplate the more damage is done. The quicker you get your hand off, the quicker you recover and bounce back. So the earlier that people seek help, correspondingly the quicker they tend to bounce back.
So no doubt you'll be familiar with some of the sort of interpersonal phrases around active listening. So that's genuinely listening to what the person has to say and demonstrating you understand what they're saying, not jumping in and telling them what they're thinking but listening to them and then reflecting back that you've understood.
As a manager, as a team leader, as a supervisor building clarity, so regular discussion around priorities, expectations in terms of the work to be done, what task priorities there are, greater clarity is better for individuals in this space.
Also of course individuals need to feel that you are approachable and accessible as a leader, that if they have issues or concerns they can come and talk with you. It's not that your door's always closed or that when someone talks to you, you start looking at your watch, but that you are genuinely approachable and accessible.
So open communication is critical and leaders vary in their ability and their capacity to do that. Regular check-ins with the individual who may be on a return to work program or coming back to work and also getting on the front foot and initiating straightforward care and concern conversations with people who may be at risk. When we say 'at risk' we're not talking about diagnosing. We're talking about people behaving differently than they usually do.
As a leader I will try and have my finger on the pulse of the team and I should notice when people are behaving differently than they usually do. Because I've also validated the message around wellbeing - it's important, it's part of the way we do business - I'm also going to encourage colleagues, co-workers to also encourage that individual to seek help or make contact with myself.
We need to recognise that the default way of coping for many people who are moving into the space of having a mental health challenge or difficulty is that they will try and ignore it and just forge on regardless. So often it is a supportive colleague or manager that is the first to notice that something's not right and the first to engage with that person.
So there's all sorts of training available in conversations. There's respectful conversations, courageous conversations, training etc and multiple providers out there. So sometimes an injection of that sort of training does help managers to be more confident in being more on the front foot and engaging with staff. But the key point is about coming across as being genuine in terms of engaging with a staff member.
You don't want to convey the message that 'I'm talking to you because I'm worried about my KPIs.' That's going to be completely counterproductive. Straightforward care and concern. This is early intervention. It's not linked with another process or discipline etc and often the outcome will be that the person agrees to go and consult your employee assistance program or go and see their family doctor. So that prompting through being a supportive leader or a colleague can be very, very important in this space.
So when someone's off work the general principle is about trying to keep them connected to the workplace because that achieves better wellbeing outcomes in the long run.
Sometimes there are some nuances there in terms of negotiating the regime of contact. So asking the person, 'If I can call you next Monday afternoon?' or fortnightly or whatever. Now this is where sometimes I'll get push back from a manager who will say "Well in good faith I rang my staff member to indicate concern about their wellbeing. The next day I got the solicitor's letter saying 'stop harassing my client'."
If that's the situation you're in that's probably indicating that the person is really wanting to disengage and probably will be unlikely to return. That's where you need to be talking to your human resources department and looking at where it's going from there.
This slide is just talking about people who are anxious in the workplace. Some people are more worriers than others, they anticipate, they think ahead. So particularly in a context of organisational change they can really arc up. But what this latest research tells us is that perceived support in the workplace as we've already talked about significantly offsets those effects and it's both at a co-worker level and a supervisor/team leader/manager level. So open communication, clarity around expectations really helps these people to cope more effectively.
So again we're not moving into the clinical realm. We're talking about human support as a people leader or as a co-worker.
This slide is really just to indicate that what we know is that the longer someone stays off work the less likely they will be to successfully reengage in employment. As this graph shows and this is just based on workers' compensation data, that when you're off work for say, up to 12 months, the chances of ever then successfully getting back to work are down around five per cent.
So this is part of the rationale why different workers' compensation authorities and regulators emphasise early return to work. It's not about cutting insurer costs. It's about people's wellbeing outcomes. The quicker people reengage with employment the better the long term outcome tends to be.
I've already talked about the Health Benefits of Work: Evidence Update so I won't go into this here. You can go and follow that up and find that document on the College of Occupational Physicians' website.
Sickness certification is a key issue. In Victoria we've been running what's called an Early GP Contact program. That's through the Workers' Compensation Authority in Victoria and what that program has found, that's where the claims are reviewed and then when people are put off work with total incapacity one of our doctors or one of our physiotherapists because physiotherapists can certify in Victoria as well, rings the doctor or physio.
What we've found is that the treaters tend to have a mindset of either total incapacity or total capacity and they don't see the shades in between. So we found that we're getting a lot of change in certification after those contacts for partial clearance so that the person can start to reengage with employment. That reengagement with employment early improves their longer term prospects.
Posttraumatic Stress Disorder just briefly gets a lot of attention in the media. It's obviously a big issue in our Police and Emergency Services sector where they have higher levels of exposure to potentially traumatic incidents compared with other industry sectors. It's quite complex because PTSD is sometimes over diagnosed. If you are an Emergency Services worker and go to see a GP or Psychologist, they're highly likely to then go 'Bingo, must be PTSD.'
But on the other hand a lot of individuals avoid dealing with their PTSD. Avoidance behaviour is part of one of the elements of PTSD. So it's also under diagnosed and in some of the Emergency Services there's a lot of self stigma, meaning you just ignore the symptoms because 'I should be strong', 'It shouldn't be a problem', 'I help other people so I shouldn't need help.' So self stigma is a big issue across that sector.
Further, there's an assumption by a lot of treaters and clinicians that the diagnosis of Posttraumatic Stress Disorder automatically equals total work incapacity, but this is completely false.
I won't read this out but this is a quote from our official guidelines on the management and treatment of Posttraumatic Stress Disorder – Phoenix. It used to be called the Australian Centre for Posttraumatic Mental Health. They renamed themselves as Phoenix. So keeping the person engaged with work as far as that as practical is very, very important.
I've been involved in a review of Victoria Police Mental Health and Wellbeing Services earlier this year and one of our recommendations was around ensuring that we have alternative positions, what we called the 'interchange bench'.
State Government departments and Treasury are often hovering over and culling, looking for costs, positions to cut etc, but we need to quarantine some of these positions because we'll get much better outcomes and return to full operational duties when people have these intermediary work roles to engage in that as this quote indicates, it helps people maintain a routine, access to collegial support and so forth.
So that really leads onto talking about what does it mean to be psychologically fit for work?
Again it's about functioning more than symptoms as such.
So when I'm looking at whether the person is psychologically fit to attend work or reengage with work, the first sort of area we'll look at is 'Can they attend in a regular and reliable way?'
By the way when someone is cleared to return to work with a mental health issue, the medical clearance might be they're fit to start every morning at 10:00am because they're on medication that makes them a big cognitively slower first thing in the morning, but then they should be accountable for starting at 10:00. That free range approach we talked about earlier becomes counter-productive. People fare much better and have much better longer term health and return to work outcomes where there is some structure, accountabilities, milestones and that accountability.
So are they able to perform the role, actually do the tasks that are part of their role?
Further, we all these days or most of us work in team environments. So you have to be able to operate in terms of the parameters of expected behaviours, values, code of conduct. I'll often see people that are cleared to return to work but they're actually not fit to function in a team environment. So from an occupational health and safety point of view team wellbeing is exactly as important as individual wellbeing.
So if someone is creating a risk to the team then we need to address that issue. 'Are they actually fit to be in the workplace?' because their behaviour may be having the effect of other people are distancing themselves, feeling alienated. That can lead to a risk to psychological health and safety. So we need to balance team wellbeing with individual wellbeing.
Of course we need to make sure the work doesn't make the employee worse.
I see many people in areas like Child Protection workers, Police, other roles where people get to a point of a genuine sort of burn out and you might be able to gee them up to get back in the saddle but you know that's going to be associated with high risk of falling over again. So there comes a point when it's better to move on and look for alternative types of work roles.
As I've said, functioning is more important than symptoms. So rather that knowing how severe the depressed mood is I want to know can the person drive a vehicle and how long for? What are they doing at home every day? Do they watch TV? Are they able to follow a program from beginning to end? Do they use social media or internet or emails? How long do they do that for? That's telling me about their actual psychological capacity. So in that sense symptoms are less important. It's all about functioning.
This is really just providing a bit more detail which I won't go into but when we're assessing people in terms of returning to work, looking at a lot of detail around their actual activities of daily living, what they're actually doing day-to-day, the extent to which they're not doing things they usually do, their capacity, their vitality. As I've already mentioned in terms of cognitive capacity I'll ask them about watching television, the extent to which they can read a newspaper, engage with social media etc. That all tells me something about their actual cognitive capacity.
In terms of their interpersonal functioning are they sitting in a bedroom most days with the blinds drawn or are they actually engaging with people? To what extent are they able to maintain or continue their levels of social interactions and engagement?
Coping – some people resort to things like nicotine, caffeine and alcohol to sort of self medicate which can become counterproductive over time. So that needs to be taken into account as of course the effects of various medications that people are on. With chronic pain for example some of the narcotic analgesics significantly reduce people's capacity for driving and decision making. So that needs to be taken into account.
So I think we're getting towards the end of the slides and what I wanted to note here is that we call it 'psychological injury' or 'stress related compensation claims' but what we've found is that a significant number of those claims are actually more about low morale rather than about a substantive increase in medical symptoms. But what we do is we tend to medicalise these claims. We give it the, I'm sure some of you heard this 'adjustment disorder' label and as a consequence people become worse over time.
In Victoria we've had a pilot called the Workplace Support Service which is about triaging claims and where it's identified that there is an interpersonal barrier more than a medical barrier, those claims are then referred to a skilled rehabilitation provider whose role is to liaise with the employer and the employee and try and resolve those issues. So conflict resolution, vocational guidance, HR interventions are what this group of people really need.
Further beyond that we also get issues around perceptions of unfair treatment in justice. They can exert a very significant influence over outcomes. I often see situations where the person may actually have a compensation claim accepted but the organisation has undertaken an investigation into allegations of bullying and not made any adverse finding.
So that perception of injustice tends to dominate and also makes people less responsive to standard sort of medical and psychological type treatments.
So I guess one of the overall messages from this session is about from the workplace point of view that basic human support is very important in this space. It's what you do in your role as a people leader, not becoming a clinician or a counsellor and it does have a significant impact on overall outcomes and is very, very important.
Further as I indicated earlier, I think probably if I review everything we've talked about, a key practical tip is as a leader I want to convey the message to my team that wellbeing is on the radar, it's important and people can come and talk to me. So I want to role model that openness and that validation of wellbeing as being very important.
As we indicated earlier, when we do that it also makes it easier. From time to time I will initiate a conversation with a staff member because I might be concerned about them and there'll be less pushback because we've validated that wellbeing message.
So I think that we don't have live questions. So I think we're about at the end of what we're covering today in terms of an introduction and let me perhaps just summarise again that it's about people's functioning is what's most important more so than symptoms. Engagement with employment or reengagement with employment as early as possible is better in the long run.
We don't want managers to become quasi-counsellors. It is in your role as a people leader.
Now there's lots of nuances in this space, so perhaps the final point I'll make is that when you're supporting someone if that's taking a lot of time, if they can't return to their usual duties, technically we do have a legal obligation around making what's called 'reasonable adjustments' but there is a limit to that.
So the limit to that means that sometimes there may be a situation where someone needs to move into a process of medical ill health retirement because they're not able to fulfil the inherent requirements of their job any longer.
That's going into perhaps a bit much detail but just to indicate that we promote the message of being supportive. Supportive workplaces are better for people's mental health. Supportive workplaces do reduce psychological health and safety risks and when people experience difficulties they're more likely to seek help earlier. So that's the key message, validating that earlier help seeking.
So I think that's the end of this sort of initial overview. There's a few references there you can follow up but thank you for attending.
Alicia Bailey: Thank you Dr Cotton. We're really pleased that you were able to share your insights for Queensland businesses following the release of that latest research which is noted on that last dot point on the references slide. So if anyone's interested in accessing Dr Cotton's latest research feel free to access it from those details there.
We hope this helps empower you in dealing with psychological injuries and as Queensland businesses in taking some of the strategies that Dr Cotton has actually highlighted today and implementing them in your workplaces.
We hope you can participate in future on the ON Series sessions and we look forward to talking to you soon.


When Mike and I opened the San Pedro Fitness Club in 2003, there were no resorts or studios offering regular yoga classes on the island. So we hired a yoga instructor. She taught classes either on the Club roof top, or around the pool... As the interest in yoga increased, we held several yoga retreats at the San Pedro Club.
) Each year more yoga, tai chi and Pilates instructors appear on the island.
Unfortunately, I had to miss this Ak'Bol retreat. I regularly work out at the San Pedro Club. But on Sundays I like to drive up north and join the Restorative Yoga class at Ak'Bol. I really look forward to dropping in at the retreat center. Kirsten is a nurturing teacher. She has an eclectic practice inspired by many Masters and styles of yoga. But her style accommodates beginners through advanced... Each class focuses on breathing & visualization techniques, asana (postures) and guided relaxation/meditation.
After attending the Sunday yoga class last weekend, I caught up with Kirsten. She explained that the festival options included yoga, breathing, cleansing, and nutrition classes, and more. They offered a variety of classes during the week, to expose all attendees to the many different dimensions of yoga.  So the classes were both diverse and complementary.
The festival was open to all levels of students, including beginners. Kirsten told me that they had a good mix of expat residents and tourists in attendance. I chatted with one expat in her late 70s who attended the entire week and thoroughly enjoyed it.
Most novices aren't ready to commit to an entire week of focused yoga practice. So Kirsten allowed residents to drop in for a day, several days, or just individual classes. Because of this flexible approach about half of the attendees were local residents. Some stayed for the entire week. Others only stayed for a day, or an individual class.


How Important Is Consistency and Adaptability?
You are here: Home › Ask The Expert › How Important Is Consistency and Adaptability?
Jill E.: The question I have for you is in regards to our office. Our designers are on Macs as are our developers, we design apps for iPhone, iPads, other smartphone devices but our admin is insisting on a PC. I am stuck, as I like consistency, fluidness etc.. although I understand her duties would be perfectly fine for a PC, we all have Macs and for her to have a grasp on what we are doing she really does need one, or not?
Answer: I am afraid there is no right or wrong answer that I can give you. However, I think I can lead you to the best answer for you.
Like you, I love consistency for financial reasons. Consistency, when it comes to purchasing equipment, streamlines your operations. If you can use the same model equipment from the same manufacture, it is a money saver. This is the model Southwest Airlines used to help them become the success story in the airline industry. Before purchasing AirTran, they only had 737s in their fleet.
I love employees and contractors that can adapt to changing conditions and that can work within my company culture. As you know the business changes quickly and having a team that can adapt quickly is golden.
Will this admin and a new PC for her add more to your business than a streamlined process and a flexible employee? The answer to this question will most likely lead you to your best answer. Good luck!


With just a few supplies, you can create a fun Wooden Flower Bouquet that will stay bright and cheerful season upon season. And you can even involve the kiddos! This is a perfect Grandmother gift – to showcase all her amazing grandchildren.
First you will paint the wooden flowers your color of choice. This is a great step for kids to take on – you can't really mess it up since it's just solid painting. After that base color dries, use the paint pen to write on each child's name. I used a metallic silver and love the shine of the letters.
Now you'll need to prepare the stems. You can paint them as well – I chose to leave mine natural. With thin dowel rods you can cut them with kitchen sheers, so you don't need any special tools. Cut to desired length.
My bucket was filled with a piece of foam and then paper strips. The foam gives the dowel rods something firm to stick into and the paper adds some cuteness. You can find what works best for you. You can also embellish the bucket with vinyl.
That is all there is to it! Any grandma would be excited to receive a Wooden Flower Bouquet of grandchildren – it's so fun!
Another idea if there are lots and lots of grandkids is to make a whole set. I did this for Trevor's mom – – he's one of 9, so each sibling's family got it's own pot, then it was a set of 9 pots with all the grandkids planted to their family's pot. Super cute! I wish I would have thought to take a picture of that idea.
And have fun making your Mother's Day Craft – Wooden Flower Bouquet!
What a very pretty flower wooden craft! I love it!


This work is a critical analysis of Karl Barth's unique adoption of the concepts anhypostasis and enhypostasis to explain Christ's human nature in union with the Logos, which becomes the ontological foundation that Barth uses to explain Jesus Christ as very God and very man. The significance of these concepts in Barth's Christology first emerges in the Gottingen Dogmatics and is then more fully developed throughout the Church Dogmatics. Barth's unique coupling together of anhypostasis and enhypostasis provides the ontological grounding, flexibility, and precision that so uniquely characterizes his Christology. As such, Barth expresses the Word became flesh as the revelation of God that flows out of the coalescence of Christ's human nature with his divine nature as the mediation of reconciliation. This ontological dynamic provides the impetus for Barth's critique of Chalcedon's static definition of the union of divine and human natures in Christ from which Barth transitions to an active definition of these two natures. Not only does anhypostasis and enhypostasis explain the dynamic union between the divine and human natures in Christ, but also the dynamic union between Jesus Christ and his Church, which reaches its apex in the reconciliation of humanity with God, in Christ. The ontological foundation of anhypostasis and enhypostasis in Christ's union with his Church explains the importance of the royal man in understanding genuine human nature, the exaltation of human nature, and the sanctification of human nature.
The Humanity of Christ: The Significance of the Anhypostasis and Enhypostasis in Karl Barth's Christology ePub (Adobe DRM) can be read on any device that can open ePub (Adobe DRM) files.


Everything that i been doing is all bad..
I got a chick on the side.. with a crib and a ride..
I been telling to you so many lies..
Aint none good... its all bad..
And i just want to confess its been going on so long..
I been doing you so wrong..
and i want you to know..
Everytime I was in L. A I was with my ex-girlfriend..
Everytime you phoned i told you baby, im working..
Noo.. i was out doing my dirt..
Oh.. wasnt thinkin bout you getting hurt..
I was hand in hand in the beverly centre..
Like man, not givin a damn who sees me..
Thinkin about me.. being the good girl that you are..
I bet you probably believe..
You got a good man..
I've done.. brace yourself.. it aint good..
If I could turn back half time... and start all over..
you aint gone make you wanna stay..
You probly wanna just run away..
Or mad enough to punch me in my face..
I been livin like an idiot..
And i deserve every bit of it..
I know today is the day..
That i end up.. lying in the plan of court..
Girl, im sorry.. baby, im sorry..
and i want you to know that..
I been doing you so WRONG!