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^ "application or concentration of the thoughts, abstract contemplation, meditation , (esp.) self-concentration, abstract meditation and mental abstraction practised as a system (as taught by Patañjali and called the yoga philosophy; it is the second of the two sāṃkhya systems, its chief aim being to teach the means by which the human spirit may attain complete union with īśvara or the Supreme Spirit; in the practice of self-concentration it is closely connected with Buddhism". Monier-Williams, A Sanskrit Dictionary (1899)
Lose It! This two-week phase is designed to jump-start your weight loss, so you may lose up to 6 to 10 pounds (2.7 to 4.5 kilograms) in a safe and healthy way. In this phase, you focus on lifestyle habits that are associated with weight. You learn how to add five healthy habits, break five unhealthy habits and adopt another five bonus healthy habits. This phase can help you see some quick results — a psychological boost — and start practicing important habits that you'll carry into the next phase of the diet.
Intensive weight training causes micro-tears to the muscles being trained; this is generally known as microtrauma. These micro-tears in the muscle contribute to the soreness felt after exercise, called delayed onset muscle soreness (DOMS). It is the repair of these micro-traumas that results in muscle growth. Normally, this soreness becomes most apparent a day or two after a workout. However, as muscles become adapted to the exercises, soreness tends to decrease.[22]
^ On the dates of the Pali canon, Gregory Schopen writes, "We know, and have known for some time, that the Pali canon as we have it — and it is generally conceded to be our oldest source — cannot be taken back further than the last quarter of the first century BCE, the date of the Alu-vihara redaction, the earliest redaction we can have some knowledge of, and that — for a critical history — it can serve, at the very most, only as a source for the Buddhism of this period. But we also know that even this is problematic... In fact, it is not until the time of the commentaries of Buddhaghosa, Dhammapala, and others — that is to say, the fifth to sixth centuries CE — that we can know anything definite about the actual contents of [the Pali] canon."[92]
Some bodybuilders use drugs such as anabolic steroids and precursor substances such as prohormones to increase muscle hypertrophy. Anabolic steroids cause hypertrophy of both types (I and II) of muscle fibers, likely caused by an increased synthesis of muscle proteins. They also provoke undesired side effects including hepatotoxicity, gynecomastia, acne, the early onset of male pattern baldness and a decline in the body's own testosterone production, which can cause testicular atrophy.[43][44][45] Other performance-enhancing substances used by competitive bodybuilders include human growth hormone (HGH), which can cause acromegaly.
In competitive bodybuilding, bodybuilders aspire to develop and maintain an aesthetically pleasing body and balanced physique.[16][17] In prejudging, competitors do a series of mandatory poses: the front lat spread, rear lat spread, front double biceps, back double biceps, side chest, side triceps, Most Muscular (men only), abdominals and thighs. Each competitor also performs a personal choreographed routine to display their physique. A posedown is usually held at the end of a posing round, while judges are finishing their scoring. Bodybuilders usually spend a lot of time practising their posing in front of mirrors or under the guidance of their coach.
According to Geoffrey Samuel, our "best evidence to date" suggests that yogic practices "developed in the same ascetic circles as the early śramaṇa movements (Buddhists, Jainas and Ajivikas), probably in around the sixth and fifth centuries BCE." This occurred during what is called the 'Second Urbanisation' period.[8] According to Mallinson and Singleton, these traditions were the first to use psychophysical techniques, mainly known as dhyana and tapas. but later described as yoga, to strive for the goal of liberation (moksha, nirvana) from samsara (the round of rebirth).[78]
During the period between the Mauryan and the Gupta eras (c. 200 BCE–500 CE) the Indic traditions of Hinduism, Buddhism and Jainism were taking form and coherent systems of yoga began to emerge.[49] This period witnessed many new texts from these traditions discussing and systematically compiling yoga methods and practices. Some key works of this era include the Yoga Sūtras of Patañjali, the Yoga-Yājñavalkya, the Yogācārabhūmi-Śāstra and the Visuddhimagga.
Onesicritus also mentions his colleague Calanus trying to meet them, who is initially denied audience, but later invited because he was sent by a "king curious of wisdom and philosophy".[108] Onesicritus and Calanus learn that the yogins consider the best doctrine of life as "rid the spirit of not only pain, but also pleasure", that "man trains the body for toil in order that his opinions may be strengthened", that "there is no shame in life on frugal fare", and that "the best place to inhabit is one with scantiest equipment or outfit".[107][108] These principles are significant to the history of spiritual side of yoga.[107] These may reflect the ancient roots of "undisturbed calmness" and "mindfulness through balance" in later works of Hindu Patanjali and Buddhist Buddhaghosa respectively, states Charles Rockwell Lanman;[107] as well as the principle of Aparigraha (non-possessiveness, non-craving, simple living) and asceticism discussed in later Hinduism and Jainism.[citation needed]
There is no consensus on its chronology or specific origin other than that yoga developed in ancient India. Suggested origins are the Indus Valley Civilization (3300–1900 BCE)[44] and pre-Vedic Eastern states of India,[45] the Vedic period (1500–500 BCE), and the śramaṇa movement.[46] According to Gavin Flood, continuities may exist between those various traditions:
The Bhakti movement was a development in medieval Hinduism which advocated the concept of a personal God (or "Supreme Personality of Godhead"). The movement was initiated by the Alvars of South India in the 6th to 9th centuries, and it started gaining influence throughout India by the 12th to 15th centuries.[178] Shaiva and Vaishnava bhakti traditions integrated aspects of Yoga Sutras, such as the practical meditative exercises, with devotion.[179] Bhagavata Purana elucidates the practice of a form of yoga called viraha (separation) bhakti. Viraha bhakti emphasizes one pointed concentration on Krishna.[180]
Malaysia's top Islamic body in 2008 passed a fatwa, prohibiting Muslims from practicing yoga, saying it had elements of Hinduism and that its practice was blasphemy, therefore haraam.[298] Some Muslims in Malaysia who had been practicing yoga for years, criticized the decision as "insulting."[299] Sisters in Islam, a women's rights group in Malaysia, also expressed disappointment and said yoga was just a form of exercise.[300] This fatwa is legally enforceable.[301] However, Malaysia's prime minister clarified that yoga as physical exercise is permissible, but the chanting of religious mantras is prohibited.[302]
Yoga may have pre-Vedic elements.[44][45] Some state yoga originated in the Indus Valley Civilization.[50] Marshall,[51] Eliade[9] and other scholars note that the Pashupati seal discovered in an Indus Valley Civilization site depicts a figure in a position resembling an asana used for meditation, Mulabandhasana. This interpretation is considered speculative and uncertain by more recent analysis of Srinivasan[9] and may be a case of projecting "later practices into archeological findings".[52]


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Croatia: Employment & Labour Laws and Regulations 2020
ICLG - Employment & Labour Laws and Regulations - Croatia covers common issues in employment and labour laws and regulations – terms and conditions of employment, employee representation and industrial relations, discrimination, maternity and family leave rights and business sales – in 51 jurisdictions
ICLG.com > Practice Areas > Employment & Labour Law > Croatia
Chapter Content Free Access
1. Terms and Conditions of Employment
2. Employee Representation and Industrial Relations
3. Discrimination
4. Maternity and Family Leave Rights
5. Business Sales
6. Termination of Employment
7. Protecting Business Interests Following Termination
8. Data Protection and Employee Privacy
9. Court Practice and Procedure
1.1 What are the main sources of employment law?
The main sources of employment law in the Republic of Croatia are:
the Constitution of the Republic of Croatia;
international conventions and treaties ratified in accordance with the Constitution;
employment laws and regulations;
collective agreements;
internal regulations adopted by the employers; and
individual employment contracts.
1.2 What types of worker are protected by employment law? How are different types of worker distinguished?
Croatian Employment Law protects all employees. The employer is obligated to ensure the same working conditions for all employees having the same or similar qualifications and skills, who are engaged in the same or similar work, regardless whether they are employed with that employer on the basis of an open-ended employment contract or fixed-term employment contract, or whether they are part-time workers or full-time workers.
The Employment Law protects special categories of the employees such as minors, employees exercising maternity or parental rights under the specific law and employees suffering from temporary or permanent incapacity for work.
1.3 Do contracts of employment have to be in writing? If not, do employees have to be provided with specific information in writing?
Employment contracts must be concluded in writing. If parties omit to sign the employment contract in writing, the employer is obliged to provide the employee with a letter of engagement prior to commencement of employment. If neither of these obligations is fulfilled, it shall be deemed that they entered into an open-ended employment contract. Furthermore, the employment contracts for seafarers and employees on board seagoing fishing vessels shall be registered with the county public administration office or the City of Zagreb office responsible for labour.
1.4 Are any terms implied into contracts of employment?
The employment contract has the following obligatory contents:
the identities of the parties and their residence/registered place of business;
place of work. Where there is no fixed or main place of work, there should be a reference that the work is performed at various places;
the title, nature or category of the work for which the employee is employed or a brief;
specification or description of the work;
the date of commencement of employment;
in the case of a fixed-term employment contract, the expected duration thereof;
the duration of paid annual leave to which the employee is entitled or, where this cannot be indicated at the time of entry into the employment contract, the procedures for allocating and determining such annual leave;
the length of the periods of notice to be observed by the worker and the employer or, where this cannot be indicated at the time of entry into the employment contract, the method for determining the periods of notice;
the basic salary, the additions to the salary and the frequency of remuneration payment to which the employee is entitled; and
duration of a regular working day or week.
1.5 Are any minimum employment terms and conditions set down by law that employers have to observe?
The Employment Law determines certain minimum employees' rights which must be observed.
Some of those rights relate to the working hours and obligatory rest. Pursuant to Croatian law, maximum number of working hours is 40 hours a week and maximum overtime work may not exceed 50 hours a week or 180 hours a year, unless otherwise provided for in collective agreement (in which case it may not exceed 250 hours a year). An employee working at least six hours a day is entitled to a daily period of rest (a break) of minimum 30 minutes, then to a minimum daily rest of 12 consecutive hours per 24-hour period, and to a weekly minimum uninterrupted rest period of 24 hours. Furthermore, the employee is entitled to the minimum paid annual leave for each calendar year in the duration of four weeks.
There are also certain minimum employees' rights related to the wages and other remuneration. Pursuant to the Law on Minimum Wage, all employees employed in Croatia shall be entitled to the minimum wage (the lowest monthly amount of a gross wage paid to an employee for the full-time work). The Government of the Republic of Croatia determines the amount of the minimum wage for every calendar year, at the proposal of the minister competent for the labour. The gross amount of the minimum wage in 2019 was HRK 3,570.00 (approx. EUR 500.00).
The Employment Law also provides for certain minimum rights to be observed at the termination of the employment by the ordinary termination (regular notice of dismissal) with respect to the notice period and severance pay.
1.6 To what extent are terms and conditions of employment agreed through collective bargaining? Does bargaining usually take place at company or industry level?
Collective bargaining has great importance in regulation of the employment in the Republic of Croatia. The collective agreements are entered into for specific industries (industry-wide collective agreements) or for particular companies (company-specific collective agreements).
Certain collective agreements apply to all employees and employers within a particular sector on the basis of the decision of the minister of labour on extended application of the collective agreement to all employers in the specific sector (such as the collective agreement for construction, collective agreement for hospitality, collective agreement for travel agencies and collective agreement for the wood and paper industry sector).
2.1 What are the rules relating to trade union recognition?
A trade union may be established by at least 10 adult persons with legal capacity, and a higher-level association of trade unions may be established by at least two trade unions.
The founders of the trade union have to adopt articles of association which must specify that the entry into collective agreements is one of the purposes of the union. Articles of Association must further determine union bodies authorised to conclude collective agreements, as well as requirements and procedures for organising industrial actions.
The trade union acquires legal personality as of the date of the registration in the register of associations.
2.2 What rights do trade unions have?
Trade unions are entitled to protect and promote interests of the trade union members. The trade unions decide autonomously on the methods of their representation before an employer. Trade unions which have at least five members employed with an employer may appoint or elect one or more trade union representatives.
Other rights of the union are regulated by the collective agreement and usually include rights to have certain number of union commissioners perform their union duties as professionals, the right to use adequate premises and assets for their work as well as the right to be informed on the conditions and business of the employer, etc.
2.3 Are there any rules governing a trade union's right to take industrial action?
Pursuant to the Employment Law, trade unions have the right to organise a strike:
in order to protect and promote the economic and social interests of their members;
on the ground of non-payment by their maturity date of remuneration or compensation, or a part thereof; or
in the event of any dispute related to conclusion, amendment or renewal of a collective agreement.
A strike must be announced in writing to the employer or employers' association against which it is directed, stating the reasons for the strike, the place, date and time of its commencement, as well as the method of its execution. A strike may not begin before the conclusion of the mediation procedure or prior to the completion of other amicable dispute resolution procedures agreed upon by the parties (in a collective agreement).
A solidarity strike must be announced to the employer in whose premises it shall be organised and it may begin even if the mediation procedure has not been conducted, but not before the expiration of two days from the date of commencement of the strike in whose support it is organised.
Striking within the police forces is permitted under certain circumstances determined by the law, while striking within the military forces is completely forbidden.
2.4 Are employers required to set up works councils? If so, what are the main rights and responsibilities of such bodies? How are works council representatives chosen/appointed?
Setting up a works council is not the obligation of the employer, but the right of employees, if the employer employs at least 20 employees (with the exception of workers employed at state administration bodies).
The works council safeguards and promotes the interests of workers employed with a particular employer by advising, participating in decision-making and negotiating with the employer or the person authorised by the employer on the issues important for the employees.
Elections for works councils are closely regulated by the by-law adopted by the Ministry of Labour. Lists of candidates for employee representatives may be proposed by trade unions whose members are employed with a respective employer, or a group of workers enjoying the support of at least 20% of the workers employed with a respective employer.
2.5 In what circumstances will a works council have co-determination rights, so that an employer is unable to proceed until it has obtained works council agreement to proposals?
The issues and decisions for which the employer needs prior consent of the work council are determined in the Employment Law, as follows:
dismissing a member of the works council;
dismissing a candidate for the works council who was not elected, for a period of three months following the establishment of the election results;
dismissing a worker with reduced capacity for work due to an injury at work or occupational disease and dismissing a disabled person;
dismissing a worker aged 60 or over 60 years of age;
dismissing a workers' representative in an employer's body;
including pregnant women or employees who use one of the maternity or parental rights, in collective redundancy, except in cases when the employer has initiated or is conducting liquidation proceedings in accordance with specific provisions;
collecting, processing, using and disclosing the information about a worker to third parties; and
appointing a person authorised to supervise whether personal information about workers is collected, processed, used or disclosed to third parties in accordance with the provisions of the Employment Act.
2.6 How do the rights of trade unions and works councils interact?
Pursuant to the Employment Law, the works council cooperates with all trade unions whose members are employed by the employer. A member of the works council may freely continue to work for a trade union.
In case the works council has not been established with an employer, all the rights and obligations pertaining to works councils are exercised by a trade union's representative. In case several trade unions operate with an employer, these trade unions must reach an agreement concerning one or more trade union representatives who exercise the rights and obligations of the work council, and they must inform the employer thereof in writing.
2.7 Are employees entitled to representation at board level?
The employees are not entitled to representation at the management board level, but on the supervisory board level, if the company has a supervisory body.
3.1 Are employees protected against discrimination? If so, on what grounds is discrimination prohibited?
The Anti-Discrimination Act and the Employment Act prohibit any discrimination on the grounds of: race or ethnic affiliation or colour; gender; language; religion; political or other belief; national or social origin; property; trade union membership; education; social status; marital or family status; age; health condition; disability; genetic heritage; native identity; expression; or sexual orientation, in all manifestations.
Every employer is obligated to protect the employee's dignity from acts and behaviour of superiors, co-workers and persons encountered by the employee on a regular basis when working. Employers employing a minimum of 20 employees are obliged to adopt an internal by-law providing for anti-discrimination measures.
3.2 What types of discrimination are unlawful and in what circumstances?
All types of discrimination are unlawful and prohibited. The Anti-Discrimination Act classifies encouragement of discrimination as discrimination itself.
Placing a person in a less favourable position shall not be considered discriminative:
in relation to a particular job when the nature of the job is such, or the job is performed under such conditions, that its characteristics related to any of the grounds mentioned under question 3.1 present an actual and decisive condition for performing that job, provided that the purpose to be achieved is justified and the condition appropriate; and
on the basis of age, if such conduct is objective and reasonably justifiable by a legitimate aim, provided that the means for achievement of that aim are adequate and necessary (for example, determining the minimum or maximum age, education level, years of professional experience for employment or for achievement of benefits related to employment).
3.3 Are there any special rules relating to sexual harassment (such as mandatory training requirements)?
There are no special rules relating to sexual harassment.
3.4 Are there any defences to a discrimination claim?
The employer can defend against the discrimination claim in a court proceeding. If there is a likelihood of discrimination, the burden of proof lies with the employer.
3.5 How do employees enforce their discrimination rights? Can employers settle claims before or after they are initiated?
The employee may file a complaint to the employer for the protection of his/her dignity. Within the term of eight days from the day of filing the complaint, the employer is obligated to examine the complaint and to take all the necessary measures to stop discrimination.
Where the employer fails to take measures or if the measures taken are clearly inappropriate, the employee is entitled to stop working until the protection is ensured, provided that the court protection is sought within the next eight days.
If there are circumstances under which it is not reasonable to expect that the employer will protect the worker's dignity, the worker shall not be obligated to file a complaint with the employer and shall have the right to stop working, again provided that the court protection is sought with notification to the employer, within the next eight days as of the date of work interruption.
There are no obstacles for the employer to settle the claim of the employee during the whole procedure (internal procedure or the court proceedings).
3.6 What remedies are available to employees in successful discrimination claims?
In case of a discrimination claim (as well as in other cases when the personality right of an employee has been violated), the employee is entitled to request the following remedies:
determination that such violation has taken place;
prohibition of conduct representing a violation of rights;
compensation of damages; and
publication of the judgment in media at the employer's cost.
3.7 Do "atypical" workers (such as those working part-time, on a fixed-term contract or as a temporary agency worker) have any additional protection?
The employer is obligated to ensure equal work conditions for all employees.
3.8 Are there any specific rules or requirements in relation to whistleblowing/employees who raise concerns about corporate malpractice?
Whistleblowing is regulated by the Law on Protection of Whistleblowers, which entered into force on 1st July 2019.
An employer which has a minimum of 50 employees is obligated to adopt internal by-laws (internal procedure) on whistleblowing regulating, amongst others, internal reporting.
Whistleblowers must not be placed in less favourable positions due to the whistleblowing. If placed in an unfavourable position, a court proceeding can be initiated to request, amongst others, compensation of pecuniary and non-pecuniary damage and publication of judgment in the media. If the whistleblower makes probable that, due to whistleblowing, he/she was placed in an unfavourable position and that some of his/her work-related rights have been violated, the burden of proof lies with the employer.
4.1 How long does maternity leave last?
The maternity leave may commence 45 days prior to the birth due date and may last until the child is six months old. Obligatory maternity leave starts 28 days prior to the birth due date and lasts until the 70th day after the birth.
Parental leave is leave which may be used by a parent after the child is six months old and until his/her eighth birthday.
The right to parental leave is a personal right of both working parents which can be used for eight months for the first-born child and the second-born child, and 30 months for twins, the third-born child and any further children. If both parents are using the parental leave, each may use half of it.
The parental leave may also be used in sequences, whereby there could be no more than two sequences per year, each of no less than 30 days' duration.
4.2 What rights, including rights to pay and benefits, does a woman have during maternity leave?
During the maternity leave, as well as during short-term work until child is nine months old, the worker is entitled to compensation of the salary in the amount of 100% of the base determined by the health insurance regulations, which is payable by the Croatian Health Insurance Fund. The base is set as the average salary paid to the worker in the preceding six months. There is also one-time support which is currently HRK 2,328.20.
A full-time working mother is entitled to breastfeeding breaks (1×2 hours or 2×1 hour daily) until the child is one year old and is entitled to remuneration payable by the Croatian Health Insurance Fund for breastfeeding hours.
Working parents are also entitled to work half-time if there is a need for intensified childcare, until the child is three years old (after the maternity leave is used in full), in which case the employer pays the salary for the half-time work and compensation is paid by the Croatian Health Insurance Fund.
4.3 What rights does a woman have upon her return to work from maternity leave?
Upon returning to work from maternity leave, a woman is entitled to return to her former position. If there is no need for such position, the employer is obligated to offer her the employment contract for an equivalent working post with no less favourable working conditions. She is also entitled to additional training if there was a change in the technique or method of work.
4.4 Do fathers have the right to take paternity leave?
Upon the obligatory maternity leave being used, the maternity leave can be used by the father (fully or partially) and the mother and father are also entitled to work short term until the child is nine months old.
4.5 Are there any other parental leave rights that employers have to observe?
If the child has severe developmental disability, after the expiry of maternity and parental leave, if both parents are working, one parent is entitled to either use the leave for nursing the child until the child is eight or to work half-time.
If the child is stillborn prior to commencement of the maternity leave or if the child is deceased prior to expiry of the maternity or parental leave, the mother is entitled to use maternity leave until its expiry, three months from the date of the child's death.
The adoptive parent is entitled to adoption leave of six months (in certain cases, this is prolonged by an additional 60 days) and then after if the child is under eight years of age, the parent is entitled to parental leave and all other rights described in this chapter.
4.6 Are employees entitled to work flexibly if they have responsibility for caring for dependants?
The Employment Law does not foresee the right of employees to work flexibly if caring for dependants, but such right may be given by an employer either through the collective agreement, employer's internal acts or employment contract.
5.1 On a business sale (either a share sale or asset transfer) do employees automatically transfer to the buyer?
On a transfer of business, all of the employment contracts are automatically transferred to the new employer with all rights and obligations, by the virtue of law.
5.2 What employee rights transfer on a business sale? How does a business sale affect collective agreements?
The employee retains all of the rights acquired until the transfer date in unaltered form and scope.
The collective agreement continues to apply to the employees until the new collective agreement is concluded, but no longer than one year as of the transfer.
5.3 Are there any information and consultation rights on a business sale? How long does the process typically take and what are the sanctions for failing to inform and consult?
Prior to the planned business transfer, the employer is obliged to consult with the works council (or if not established, with the appointed union representative). The consultations are obligatory and a decision adopted without consultations is null and void.
The transferor employer must notify in advance and writing the works council and affected workers on the intended transfer.
The notification must contain:
the date of transfer of employment contracts;
the reasons for the transfer of the employment contracts;
the legal, economic and social implications of the transfer for the workers; and
any measures envisaged in relation to the workers whose employment contracts are being transferred.
Omission of this obligation is an offence under the Employment Act for which the fine is prescribed.
5.4 Can employees be dismissed in connection with a business sale?
If there is a need to reorganise the work with the transferor employer prior to transfer, there is no obstacle for such reorganisation, to be carried out in accordance with the law, which may result in termination of certain employment contracts due to business (organisational) reasons.
5.5 Are employers free to change terms and conditions of employment in connection with a business sale?
Employers are not free to change terms and conditions of the employment in connection with a business sale.
After the business transfer, the new employer is entitled to change the terms and conditions of employment through collective bargaining, individual negotiations and internal by-laws.
6.1 Do employees have to be given notice of termination of their employment? How is the notice period determined?
Employees must be served written notice of termination, explaining the reasons for termination.
The minimum duration of the notice period is determined in the Employment Act and it depends on the years of continuous tenure with the same employer, disability and, in certain cases, on the age of the employee. Collective agreements, internal by-laws or employment contracts may provide for longer notice periods.
6.2 Can employers require employees to serve a period of "garden leave" during their notice period when the employee remains employed but does not have to attend for work?
The employer is entitled to release the employee of the obligation work during the notice period but the employee is entitled to salary and other rights as if he/she had worked.
6.3 What protection do employees have against dismissal? In what circumstances is an employee treated as being dismissed? Is consent from a third party required before an employer can dismiss?
In case of dismissal, the employee is entitled to seek protection of his/her rights before court. Such protection can only be sought if the employee has previously requested protection of rights before the employer, within a term of 15 days following the receipt of the decision on termination. If the employer does not decide, or does not meet the employee's request, the employee is entitled to submit a claim to the court within a further 15 days.
In case of a severe violation of employee's obligations, the employer is entitled to temporarily suspend the employee, until the dismissal procedure is carried out. In such case, the employer is obligated to pay compensation of the salary as if the employee has been working.
The consent of the works council (or appointed union representative) is needed for dismissing:
members of the works council;
candidates for the works council who were not elected, for a period of three months following the establishment of the election results;
workers with reduced capacity for work due to an injury at work or occupational disease and disabled workers;
workers aged 60 or over; and
a workers representative in the employer's body.
For the dismissal of the appointed union representative prior consent of the union is needed.
In case the consent for dismissal is rejected, the employer could initiate court procedure for the substitution of such consent by a court decision.
6.4 Are there any categories of employees who enjoy special protection against dismissal?
The employer may not terminate the employment contract of a pregnant woman or a person exercising any of the following rights: maternity; parental or adoption leave; periods of part-time work or short-term work due to intensified childcare; leave for pregnant women or breastfeeding mothers; or periods of leave or short-term work due to the care for a child with serious developmental disabilities. The termination prohibition is extended to 15 days after the end of pregnancy or the end of use of the entitlements mentioned.
If the employer wishes to include any of the persons from the preceding paragraph in collective redundancy, previous consent of works council (or appointed union representative) must be obtained, except in cases when liquidation of the employer has been initiated.
The employer may not terminate the employment contract of a worker suffering from an injury at work or an occupational disease, during his/her temporary incapacity for work due to medical treatment or recovery from an injury at work or an occupational disease.
6.5 When will an employer be entitled to dismiss for: 1) reasons related to the individual employee; or 2) business related reasons? Are employees entitled to compensation on dismissal and if so, how is compensation calculated?
An employer is entitled to dismiss an employee for the reasons related to him/her when the employee is incapable to fulfil his/her obligations undertaken by the employment contract.
An employer is entitled to dismiss an employee for business-related reasons if his/her work is no longer needed due to economic, technological or organisational reasons.
In case of the dismissal due to reasons related to individual employees or due to business reasons, those employees who worked for the same employer for over two years are entitled to severance pay. The minimum amount of severance pay is determined in the Employment Act, as one-third of the average monthly salary earned by the worker in a period of three months prior to the termination, multiplied by the number of years of employment with that employer.
A higher amount of severance pay may be determined in an employment contract, internal by-laws or collective agreement.
6.6 Are there any specific procedures that an employer has to follow in relation to individual dismissals?
If the dismissal is attributable to breach of obligations, the employee must be given the opportunity to state his/her defence. In certain cases, previous consent must be obtained for dismissal, as stated under question 6.3 above.
6.7 What claims can an employee bring if he or she is dismissed? What are the remedies for a successful claim?
An employee may request that the court determines impermissibility of termination and orders the employer to restore the employment (return the employee back to work and recognise all employment rights, including payment of salary and other pecuniary rights) as if there was no termination.
6.8 Can employers settle claims before or after they are initiated?
The employers can settle claims before and after the claims are initiated, including during the court proceedings.
6.9 Does an employer have any additional obligations if it is dismissing a number of employees at the same time?
In case of mass dismissal, the employer must consult with the works council (union representative) and deliver the evidence on such consultations to the competent State Employment Office, which is entitled to order the postponement of the dismissal for no longer than 30 days. The employees must not be dismissed prior to expiry of 30 days from addressing the State Employment Office, or prior to expiry of postponement period.
6.10 How do employees enforce their rights in relation to mass dismissals and what are the consequences if an employer fails to comply with its obligations?
Employees enforce their rights by individual claims against the employer.
7.1 What types of restrictive covenants are recognised?
Employment law foresees the possibility of contractual prohibition of competition in case of termination of the employment, for up to two years.
7.2 When are restrictive covenants enforceable and for what period?
The employer is entitled to request prohibition of competition to be honoured, regardless of reasons for termination of the employment. The employee terminating the employment by extraordinary termination due to severe breach of employer's obligations is entitled to notify the employer within one month that he/she is not bound by contracted prohibition of competition.
7.3 Do employees have to be provided with financial compensation in return for covenants?
Financial compensation is obligatory only if, at the time of contracting the prohibition of competition, the employee's salary was lower than the average salary in the Republic of Croatia.
7.4 How are restrictive covenants enforced?
The restrictive covenants are enforced in the court proceedings. The employer which pays the financial compensation may request that the court order the employee to stop the competition and compensate the employer for the damages. If only the contractual penalty was foreseen by the contract for violation of the competition prohibition, then only such penalty could be sought.
8.1 How do employee data protection rights affect the employment relationship? Can an employer transfer employee data freely to other countries?
The employee data protection rights do not affect the employment relationship as such, but the employer is obligated to honour the data protection rights of its employees. Therefore, the employer is obligated to prepare and provide the employees with the notice on processing of the employee's personal data prepared in line with art. 13 and 14 of the GDPR.
The employee's data may not be freely transferred to other countries. In case there is a legitimate base for the transfer to another country or in case of consent of the employee the transfer may be permitted. However, in case the transfer is to be made to a non-EU country, additional requirements may have to be fulfilled for such a transfer to be permitted; for instance, an express consent of the employee may be required or relevant data protection clauses may have to be drawn and signed in advance.
8.2 Do employees have a right to obtain copies of any personal information that is held by their employer?
The employees are entitled to access the personal information kept by the employer, as well as to request their correction, deletion or limitation of processing of their personal data. The right to obtain copies of personal data will, under the GDPR, exist solely in respect of the personal data provided to the employer in structural and electronic form.
8.3 Are employers entitled to carry out pre-employment checks on prospective employees (such as criminal record checks)?
The employers are not entitled to carry out pre-employment criminal records checks in relation to their prospective employees. Other checks would, in our opinion, be permitted provided the prospective employees consented to them in accordance with the GDPR.
8.4 Are employers entitled to monitor an employee's emails, telephone calls or use of an employer's computer system?
Monitoring of the employee's emails, telephone calls or use of the employer's computer system is, to the extent such monitoring is not excessive and is done during the work hours and in respect of the employee's usage of the employer's computer (hardware and software) system, permitted. However, the employees should be informed in advance about such monitoring and such monitoring has to be made for purpose of ensuring proper fulfilment of the rights and obligations of the employees.
8.5 Can an employer control an employee's use of social media in or outside the workplace?
Controlling the employee's usage of social media outside the workplace and working hours would, in our opinion, not be permitted, while the usage of such media during the working hours and inside the workplace would be permitted as explained above under question 8.4. However, if the employer regularly monitors the social media for its own benefit (PR purposes), any information gathered on its employees on that basis would, in our opinion, be legitimately gathered. Again, in our opinion, the employees should be warned about the possibility of social media monitoring in advance.
9.1 Which courts or tribunals have jurisdiction to hear employment-related complaints and what is their composition?
Employment-related complaints are heard, in the first instance, before a single judge of the Municipal court (or, for City of Zagreb, the Municipal Labour Court).
9.2 What procedure applies to employment-related complaints? Is conciliation mandatory before a complaint can proceed? Does an employee have to pay a fee to submit a claim?
The Croatian Code of Civil Procedure (containing certain specific provisions for labour disputes) applies to employment-related court proceedings. Conciliation is not mandatory. The employee does not have to pay court taxes.
9.3 How long do employment-related complaints typically take to be decided?
Typically, the first instance procedure lasts one-and-a-half years (though, pursuant to the law, it should take up to six months).
9.4 Is it possible to appeal against a first instance decision and if so, how long do such appeals usually take?
The appeal against a first instance decision is usually resolved within one year (although the law determined that the appeal should be decided upon within 30 days).
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The individual publications have proved extremely useful as a medium to publicize relevant topic materials to our clients and correspondents. The editorial assistance from your team has been high quality and effective in achieving a regular series of attractive materials. Altogether our dealings with GLG have been both fruitful and productive. I look forward to continuing the programme with you.
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redpajama_set_name: RedPajamaCommonCrawl


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May 10 2021 May 10, 2021 May 10, 2021 1Comment by Administrator
Sri Lanka to receive USD 500 million concessional financing from South Korea's Exim Bank
In order to further strengthen the economic cooperation between two countries, the Government of Republic of Korea has agreed to provide concessional loans from the Economic Development Cooperation Fund (EDCF) of the Export Import Bank of Korea (KEximbank), Sri Lanka's Finance Ministry said.
Accordingly, the Government of Republic of Korea and Government of Sri Lanka have agreed to sign a new Framework Arrangement for the period of 2020-2022 to obtain loans through EDCF up to an aggregate commitment amount of USD 500 million to finance projects mutually agreed.
The loan interest rate on this concessional loan is about as low as 0.15% -0.20% and the loan has a repayment period of about 40 years with a grace period of 10 years, the statement said.
In addition, the two sides agreed to continue the Korean Exim Bank Representative Office, which was opened in Colombo in January 2016 by its Chairman, to further implement the projects in a well-coordinated manner.
The Framework Arrangement was signed today (May 10) by Mr. S R Attygalle, Secretary, Ministry of Finance on behalf of the Government of Sri Lanka, and Mr. Woonjin Jeong, the Ambassador of the Republic of Korea, representing the Republic of Korea.
(Source: Ada Derana)
1 Response to Sri Lanka to receive USD 500 million concessional financing from South Korea's Exim Bank
Roxie de Abrew says:
That is welcome news.
The construction of all new Highways like the Ruwanpura Hgwy could be expedited.
We will be able to travel quickly to various towns and villages to pay respect to those who succumb to CV19 Virus and others who succumb to Sinopharma.
Home » Sri Lanka to receive USD 500 million concessional financing from South Korea's Exim Bank


What is the abbreviation for Master of Plant Protection and Pest Management?
A: What does MPPPM stand for?
MPPPM stands for "Master of Plant Protection and Pest Management".
A: How to abbreviate "Master of Plant Protection and Pest Management"?
"Master of Plant Protection and Pest Management" can be abbreviated as MPPPM.
A: What is the meaning of MPPPM abbreviation?
The meaning of MPPPM abbreviation is "Master of Plant Protection and Pest Management".
A: What is MPPPM abbreviation?
One of the definitions of MPPPM is "Master of Plant Protection and Pest Management".
A: What does MPPPM mean?
MPPPM as abbreviation means "Master of Plant Protection and Pest Management".
A: What is shorthand of Master of Plant Protection and Pest Management?
The most common shorthand of "Master of Plant Protection and Pest Management" is MPPPM.


ONE OF THE BIGGEST AND MOST FAMOUS ROCK BANDS IN HISTORY ARE AUSTRALIA'S AC/DC. THEY HAVE TOURED THE WORLD SINCE THE MID-1970S AND THEIR ALBUMS HAVE GONE MULTI-PLATINUM. A LITTLEKNOWN FACT ABOUT THE ROCKERS IS THAT THEIR ORIGINS ARE IN FACT SCOTTISH, SOMETHING THEY'RE VERY PROUD OF. HERE'S A HISTORY OF THEIR MADCAP ANTICS.
Angus and Malcolm Young were born in Glasgow but the family moved to Sydney, Australia, when the boys were young. Angus' musical career began at the age of five when he restrung a banjo as a guitar. Eventually, he got his trademark Gibson SG and, since then, has never changed instruments. Their brother George had a band, The Easybeats, and gave his younger brothers guitar lessons when he wasn't touring. He would eventually become AC/DC's producer.
In 1973, Malcolm and Angus formed AC/DC. They got the band's name from a sewing machine – AC/DC is an electrical reference. They eventually met another Scottish-born Australian, Bon Scott, who was their driver for a while. After their first singer left, Scott became their frontman. He has been voted as the greatest frontman ever in Classic Rock magazine.


text:
Meg Jones
Despite the impressive satellite photos showing Lake Superior mostly ice-covered, it's likely the famous ice caves in the Apostle Islands National Lakeshore will not be accessible this winter.
That's because the ice sheet along the lake shore on the roughly mile-long trek from the nearest parking area to the spot where icicles spectacularly form in caves is rough.
Park Service officials went out on the lake near Cornucopia on Friday to test the ice. The park's chief of planning and resource management, Julie Van Stappen, said officials found the ice sheet along the length of the caves "really fractured."
Van Stappen told Minnesota Public Radio News that snow also is insulating the ice, so instead of hard, solid ice, the team encountered soft, porous and slushy ice.
The ice caves were last accessible to the public in 2014 and 2015. But warm weather since then has prevented formation of ice thick enough to support throngs of visitors.
High-resolution satellite imagery from Saturday showed much of Lake Superior covered in ice. The National Ice Center estimates the lake is 83 percent covered in ice.
Since 1975, Lake Superior has reached ice cover of 80 to 100 percent only 19 years.
When the ice caves were accessible in 2014 during a polar vortex winter, it had been five years since people were able to walk out and see them. That season thousands of visitors traipsed out to see the spectacular glacial art gallery.
The Associated Press contributed to this story.
RELATED:Red Cliff ice caves near Apostle Islands open for tours January 31


The baseline building fan system is summarized in this section. See [bookref id="hvac-mapping"] for the HVAC baseline building system mapping.
Total baseline building fan system power for the baseline building fan systems is given in [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] for ASHRAE Standard 90.1-2007 and [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2001"] for ASHRAE Standard 90.1-2001. In these tables, "cfms" is the supply fan air flow at peak design conditions. This is calculated for the baseline building with the sizing procedure described in [bookref id="calculation-process-for-tax-deductions-and-green-building-ratings"] and [bookref id="procedure-for-adjusting-equipment-hvac-sizes-in-the-baseline-building"]. This brake horsepower includes the supply fan, the return fan, and exhaust fans. Exhaust fans include kitchen hoods, toilets, fume hoods, and other miscellaneous fans that operate at design conditions.
The term "A" for system types 3-8, is calculated based on equipment in the proposed design using the procedure in Table 6.5.3.1.1B of ASHRAE Standard 90.1-2007. This accounts for various additional fan pressure drops associated with special conditions.
The terms Pfilter, Pprocess, and Prelief account for additional pressure drop. These are based on features in the proposed design such as special filtration, process fans, and relief or return fans. See Section 6.3.3.1 of ASHRAE Standard 90.1-2001 and the associated User's Manual for details on how to calculate these adders.
When the proposed design has exhaust fans (toilets or kitchens), return fans, or fume hood exhaust systems, the baseline building has the same systems. The brake horsepower determined from [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] and [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2001"] is allocated to these baseline building fan systems proportionally to the allocation in the proposed design. The allocation of brake horsepower to the supply fan, the return and any exhaust or fume hood fans is based on the ratios described below.
The ratio of exhaust fan brake horsepower in the proposed design to total fan system brake hp for the proposed design at design conditions. Exhaust fans include toilet exhaust, kitchen hoods and other miscellaneous exhaust. Fume hood exhaust is treated separately.
Derived from other building descriptors. In the event that a common exhaust system serves thermal blocks that are served by different HVAC systems, the brake horsepower shall be divided in proportion to design cfm.
Software commonly models fans in three ways.
Power-per-unit-flow. The simple method is for the user to enter the electric power per unit of flow (W/cfm). This method is commonly used for unitary equipment and other small fan systems.
Static pressure. A more detailed method is to model the fan as a system whereby the static pressure, fan efficiency, part-load curve, and motor efficiency are specified at design conditions.
Break horsepower. A third method is to specify brake horsepower at design conditions instead of fan efficiency and static pressure. This is a variation of the second method whereby brake horsepower is specified in lieu of static pressure and fan efficiency. The latter two methods are commonly used for VAV and other larger fan systems.
As designed. The power-per-unit-flow method shall be used when no fan performance data is available for the proposed design cooling system, e.g. only EER or SEER are available.
If the proposed design uses the power-per-unit-flow method, the baseline building shall also use this method, otherwise the baseline building shall use the brake horsepower method.
The design air flow rate of the supply fan(s) at design conditions. This building descriptor sets the 100% point for the fan part-load curve.
As designed. This input should be at least as great as the sum of the design air flow specified for each of the thermal blocks that are served by the fan system. For multiple deck systems, a separate entry should be made for each deck.
The program shall automatically size the air flow at each thermal block to meet the loads. The design air flow rate calculation shall be based on a 20 degree temperature differential between supply air and the room air. The supply fan design air flow rate shall be the sum of the calculated design air flow for the thermal blocks served by the fan system.
Based on the prescribed system type. Refer to the HVAC System Map in [bookref id="hvac-mapping"].
The design shaft brake horsepower of the supply fan(s). This input does not need to be supplied if the Supply Fan kW is supplied.
As designed. If this building descriptor is specified for the proposed design, then the Static Pressure and Fan Efficiency are not.
See [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] for ASHRAE Standard 90.1-2007 and [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2001"] for ASHRAE Standard 90.1-2001. These tables give the baseline building fan system brake horsepower. The brake horsepower for the supply fan is this value times the Supply Fan Ratio (see above).
The design static pressure for the supply fan. This is important for both fan electric energy usage and duct heat gain calculations.
As designed. The design static pressure for the supply fan does not need to be specified if the supply fan brake horsepower (bhp) is specified.
Not applicable. When Static Pressure and Fan Efficiency are entered for the proposed design, the baseline building shall use Brake Horsepower.
As designed. The supply fan efficiency does not need to be specified if the supply fan brake horsepower (bhp) is specified.
As designed. Not applicable when the power-per-unit-flow method is used.
The position of the supply fan relative to the cooling coil. The configuration is either draw through (fan is downstream of the coil) or blow through (fan is upstream of the coil).
The position of the supply fan motor relative to the cooling air stream. The choices are: in the air stream or out of the air stream.
A part-load power curve which represents the percentage full-load power draw of the supply fan as a function of the percentage full-load air flow. The curve is typically represented as a quadratic equation with an absolute minimum power draw specified.
As designed. The default fan curve shall be selected from Equation (6.7.3-1) and [bookref id="fan-curve-default-values"] for the type of fan specified in the proposed design.
a. ECB Compliance Supplement, public review draft, Version 1.2, March 1996, but adjusted to be relatively consistent with the curve specified in the PRM.
c. Advanced VAV System Design Guide, California Energy Commission, CEC Publication 500,-03-082 A-11, April 2005, but adjusted to be relatively consistent with the curve specified in the PRM..
Not applicable for baseline building systems 1-4. The curve for VSD fans shall be used for baseline building systems 5-8 with no adjustment for static pressure setpoint reset.
The supply fan power per unit of flow.
Applicable when the baseline building uses the power-per-unit-flow method. Fan power is determined using [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] for ASHRAE Standard 90.1-2007 and [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2001"] for ASHRAE Standard 90.1-2001. This power is then multiplied by the supply fan ratio.
The baseline building has a return fan when the baseline building system is type 3 through 8 and the proposed design has a return fan.
Applicable when the baseline building has a return fan. Same as the proposed design when the proposed design has a plenum, otherwise, the return air ducts are assumed to be located in the space.
Describes the return path for air. This can be one of the following: ducted return; plenum return; or direct-to-unit.
Applicable when the baseline building has a return fan. For baseline building systems 1 and 2, the return air path shall be direct-to-unit. For baseline building systems 3 through 8 and when the proposed design is direct-to-unit, the baseline building shall be ducted return, otherwise the baseline building return air path shall be same as proposed design.
The design air flow fan capacity of the return or relief fan(s). This sets the 100% fan flow point for the part-load curve (see below).
Applicable when the baseline building has a return fan. The return fan air Rated Capacity shall be equal to the baseline building supply fan capacity less exhaust air flow.
Applicable when the baseline building has a return fan. The bhp of the return fan shall be the fan system brake horsepower (see [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] and [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2001"]) times the return fan ratio. In other words, brake horsepower is allocated in proportion to the proposed design.
The design static pressure for return fan system. This is important for both fan electric energy usage and duct heat gain calculations.
As designed. The design static pressure for the return fan does not need to be specified if the return fan brake horsepower (bhp) is specified.
As designed. The return/relief fan efficiency does not need to be specified if the return fan brake horsepower (bhp) is specified.
All return fans for variable flow fan systems.
A part-load power curve which represents the percentage full-load power draw of the supply fan as a function of the percentage full-load air flow.
Not applicable for baseline building systems 1-4. The curve for VSD fans shall be used for baseline building systems 5-8 that have a return/relief fan.
Applicable when the baseline building uses the power-per-unit-flow method. Fan power is determined using [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] for ASHRAE Standard 90.1-2007 and [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2001"] for ASHRAE Standard 90.1-2001. This power is then multiplied by the return fan ratio.
Exhaust fans include toilet exhaust, kitchen exhaust, as well as fume hoods in laboratories and other spaces. Some systems typically operate at constant flow, while flow varies for other systems depending on, for instance, the position of the sash for fume hoods. Exhaust fan flow is specified and scheduled for each thermal block. An exhaust fan system may serve multiple thermal blocks. The baseline building has exhaust fans when the proposed design has exhaust fans. The exhaust air flow is the same for the baseline building and the proposed design.
A unique descriptor for each exhaust fan. This should be keyed to the construction documents, if possible, to facilitate plan checking. Exhaust rates and schedules at the thermal block level refer to this name.
Where applicable, this should match the tags that are used on the plans.
The baseline building will have an exhaust system that corresponds to the proposed design. The name can be identical to that used for the proposed design or some other appropriate name may be used.
Software commonly models fans in three ways. See definition for supply system modeling method.
The rated design air flow rate of the exhaust fan system. This building descriptor defines the 100% flow case for the part-flow curve. Actual air flow is the sum of the flow specified for each thermal block, as modified by the schedule for each thermal block.
As designed, however, when exhaust fan flow at the thermal block level is varied through a schedule, one of the variable-flow options shall be specified.
The baseline building exhaust fan control shall generally be the same as the proposed design. For laboratories that have exhaust flow of 5,000 cfm or more, the baseline building exhaust flow shall vary in response to scheduled fume hood exhaust and lab zone airflow schedules. Fume hood exhaust flow control shall be the same as design, and general exhaust (relief) shall be VSD.
A schedule that indicates when the exhaust fan system is available for operation. Exhaust fan flow is specified at the thermal block level.
The exhaust fan system shall be available during all periods when one or more thermal blocks served by the system are scheduling exhaust.
The design shaft brake horsepower of the exhaust fan(s).
The bhp for the baseline building is the total system fan horsepower from [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] or [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2001"] times the exhaust fan ratio.
The design static pressure for exhaust fan system. This is important for both fan electric energy usage and duct heat gain calculations.
As designed. The design static pressure for the exhaust fan does not need to be specified if the exhaust fan brake horsepower (bhp) is specified.
As designed. The exhaust fan efficiency does not need to be specified if the return fan brake horsepower (bhp) is specified.
A part-load power curve which represents the ratio full-load power draw of the exhaust fan as a function of the ratio full-load air flow.
The baseline building fan curve shall be selected from Equation (6.7.3-1) and [bookref id="fan-curve-default-values"] for the type of fan specified in the proposed design.
The fan power of the exhaust fan per unit of flow. This building descriptor is applicable only with the power-per-unit-flow method.
Total baseline building fan system power for the baseline building fan systems is given in [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"]. In this table, "cfms" is the supply fan air flow at peak design conditions. This is calculated for the baseline building with the sizing procedure described in [bookref id="calculation-process-for-tax-deductions-and-green-building-ratings"] and [bookref id="procedure-for-adjusting-equipment-hvac-sizes-in-the-baseline-building"]. This brake horsepower includes the supply fan, the return fan, and exhaust fans. Exhaust fans include kitchen hoods, toilets, fume hoods, and other miscellaneous fans that operate at design conditions.
When the proposed design has exhaust fans (toilets or kitchens), return fans, or fume hood exhaust systems, the baseline building has the same systems. The brake horsepower determined from [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] is allocated to these baseline building fan systems proportionally to the allocation in the proposed design. The allocation of brake horsepower to the supply fan, the return and any exhaust or fume hood fans is based on the ratios described below.
See [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] for ASHRAE Standard 90.1-2007. These tables give the baseline building fan system brake horsepower. The brake horsepower for the supply fan is this value times the Supply Fan Ratio (see above).
Applicable when the baseline building uses the power-per-unit-flow method. Fan power is determined using [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] for ASHRAE Standard 90.1-2007. This power is then multiplied by the supply fan ratio.
Applicable when the baseline building has a return fan. The bhp of the return fan shall be the fan system brake horsepower (see [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"]) times the return fan ratio. In other words, brake horsepower is allocated in proportion to the proposed design.
Applicable when the baseline building uses the power-per-unit-flow method. Fan power is determined using [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] for ASHRAE Standard 90.1-2007. This power is then multiplied by the return fan ratio.
The bhp for the baseline building is the total system fan horsepower from [bookref id="baseline-building-fan-system-–-ASHRAE-standard-90.1-2007"] times the exhaust fan ratio.
The baseline building fan system is summarized in this section. See Figure 6.1.2-1 for the HVAC baseline building system mapping.
Total baseline building fan system power for the baseline building fan systems is given in Table 6.7.3-1. In this table, "cfms" is the supply fan air flow at peak design conditions. This is calculated for the baseline building with the sizing procedure described in Figure 2.4-1. This brake horsepower includes the supply fan, the return fan, and exhaust fans. Exhaust fans include kitchen hoods, toilets, fume hoods, and other miscellaneous fans that operate at design conditions.
The term "A" for system types 3-8, is calculated based on equipment in the proposed design using the procedure in Table 6.5.3.1.1B of ASHRAE Standard 90.1-2010. This accounts for various additional fan pressure drops associated with special conditions. *CFMnmc is the baseline non-mechanical cooling fan airflow in cfm. This alternate equation is only used if there is a non-mechanical cooling system in place.
When the proposed design has exhaust fans (toilets or kitchens), return fans, or fume hood exhaust systems, the baseline building has the same systems. The brake horsepower determined from Table 6.7.3-1 is allocated to these baseline building fan systems proportionally to the allocation in the proposed design. The allocation of brake horsepower to the supply fan, the return and any exhaust or fume hood fans is based on the ratios described below.
For laboratory spaces, the design air flow rate calculation shall be based on a 17 degree temperature differential rather than 20. For baseline systems 9 and 10, the design air flow rate calculation shall be based on a supply air temperature setpoint of 105 degrees.
Based on the prescribed system type. Refer to the HVAC System Map in Figure 6.1.2-1.
*Effective 1/1/2012, all air-conditioning equipment and air-handling units with dx cooling and a cooling capacity greater than or equal to 110,000 Btu/h that serve single zones shall have supply fans controlled by two-speed motors or variable speed drives. At cooling demands less than or equal to 50% , the supply fan controls shall reduce the airflow to no greater than the larger of the following: 1)1/2 of the full fan speed or 2)the minimum outdoor air.
See Table 6.7.2-1 for ASHRAE Standard 90.1-2007. These tables give the baseline building fan system brake horsepower. The brake horsepower for the supply fan is this value times the Supply Fan Ratio (see above).
As designed. The default fan curve shall be selected from Equation (6.7.3-1) and Table 6.7.3-3 for the type of fan specified in the proposed design.
Applicable when the baseline building uses the power-per-unit-flow method. Fan power is determined using Table 6.7.3-1 for ASHRAE Standard 90.1-2007. This power is then multiplied by the supply fan ratio.
Applicable when the baseline building has a return fan. The bhp of the return fan shall be the fan system brake horsepower (see Table 6.7.3-1) times the return fan ratio. In other words, brake horsepower is allocated in proportion to the proposed design.
Applicable when the baseline building uses the power-per-unit-flow method. Fan power is determined using Table 6.7.3-1 for ASHRAE Standard 90.1-2007. This power is then multiplied by the return fan ratio.
Same as the proposed design except that baseline building kitchen exhaust rate may not exceed the maximum levels defined by ASHRAE 90.1-2010, Table 6.5.7.1.3.
If a kitchen zone design exhaust rate is greater than 5,000 cfm, the baseline building system serving the kitchen shall be system type 5 or 7 with a demand ventilation system on 75% of the exhaust air. The system shall reduce exhaust and replacement air system airflow rates by 50% for one half of the kitchen occupied hours.
The bhp for the baseline building is the total system fan horsepower from Table 6.7.3-1 times the exhaust fan ratio.
The baseline building fan curve shall be selected from Equation (6.7.3-1) and Table 6.7.3-3 for the type of fan specified in the proposed design.
The fan system power from Table 6.7.3-1.
Exhaust fans include toilet exhaust, kitchen exhaust, as well as fume hoods in laboratories and other spaces. Some systems typically operate at constant flow, while flow varies for other systems depending on, for instance, the position of the sash for fume hoods. Exhaust fan flow is specified and scheduled for each thermal block. An exhaust fan system may serve multiple thermal blocks.


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Aug. 12, 2011 – Those interested in seeking a board position or in nominating an individual for a position on the National Auto Body Council should note that nominations remain open until Sept. 2. The final election will take place Nov. 1 at the NABC annual meeting at the Hilton Hotel in Las Vegas during SEMA.
NABC, 191 Clarksville Rd., Princeton Junction, NJ, 08550.
It is also possible for an individual to be nominated by three or more members. This can be done with or without the nominee's approval, although once a name is on the ballot it cannot be removed. If someone is elected that does not wish to serve, they need to simply resign and the chairman then makes an appointment to fill that term.
Each year, seven positions are open. This year the NABC has a vacancy for one position that has not been filled among those seven seats up for election, which include those held by George Avery, Stacy Bartnik, Karen Fierst, Fred Iantorno, Dave Niestroy and Liz Stein.
Once the deadline has passed for nomination passes, a ballot will be assembled and sent to all members 30 days in advance of the vote. The location (room) of the election will be included on the ballot.
All NABC members who wish to vote must be in attendance since organization bylaws prohibit proxy votes and nominations from the floor. Your commitment to NABC is most appreciated. Should anyone having an interest have further questions about expectations of a board member, please feel free to contact either the administrative office or Chuck Sulkala directly.


Whether hiking through lava trails, traversing into the rainforest on a mountain bike or celebrating your special occasion at the skirts of the Arenal Volcano, enjoy a remarkable occasion filled with scenic beauty, accompanied by the breathtaking Lake Arenal.
An unforgettable experience is waiting for you!
Two different hiking trails walking on hills formed by lava during the Arenal Volcano 1968 eruption.
Find here Los Patos Lagoon, medium difficulty trails through a very original landscape and great panoramic views of Arenal Volcano and Arenal Lake.
Private parking, restrooms and showers available.
Groups and agencies Reservations required at least 24 hours in advance and full prepay. Except for those client with special conditions or credit Contract.
No charge if cancellation is made 48 hours prior arrival.
If cancellation is made within 48 hours, the charge will be of 100%.
Guide and driver are free of payment.
Children under 12 yrs old are free of payment. Max of 2 per adult.
Rates valid through Dec 15th, 2017.
More than 16 kms of private trails made for Mountain Biking, with closed circuit of jumps, river crossing on a single track to that goes through the rainforest and panoramic views of Arenal Volcano and Arenal River Canyon.
Enjoy a tropical drink and a snack while you get amuse for the amazing natural views.
Can you imagine this great spot for your wedding or special event?
We totally can make that happen! Let us know your thoughts and we work it out a proposal to make a memorable event with the Arenal Volcano and Arenal Lake as the scenario.
Can you imagine saying I do while the Arenal Volcano witnesses in the background? Would you like to celebrate your birthday in the inmediacy of Lake Arenal?
No matter what is your special occasion, we can lend a hand. Tell us about the special event you plan on celebrating during the non-rainy months (from December to April) and we will help you organize a perfect moment you will never forget with your loved ones.
On street 142, take the El Castillo dirt road for 1.5 km; La Fortuna, San Carlos, Costa Rica.
A little collection of our photographs.
We really enjoyed this hike. It takes you through a variety of types of terrain. The lava flow was particularly stunning with orchids growing out of the rock openings. Though out most of the hike you will hear monkey and bird calls and, if you are quick, you can catch a glimpse of these wonderful creatures. It was a moderate hike and we did it without a guide, though I am sure you would spot more wildlife with a guide. Highly recommended.
This hike was amazing! We saw monkeys and tons of gorgeous lava rocks. The hike is a bit strenuous so wear good shoes and bring water and bug spray! The best hike in Arenal for sure.
©Arenal 1968, All rights reserved.


C24 Thomas Berry A Passionist Tribute - Duration: 14 minutes.
D2 Thomas Berry at Port Burwell - Part 1 - Duration: 27 minutes.
D2 Thomas Berry at Port Burwell - Part 2 - Duration: 25 minutes.
D2 Thomas Berry at Port Burwell - Part 3 - Duration: 25 minutes.
D2 Thomas Berry at Port Burwell - Part 4 - Duration: 19 minutes.
A9 Thomas Berry - The Universe and the University - Part 1 - Duration: 35 minutes.
A9 Thomas Berry - The Universe and the University - Part 2 - Duration: 17 minutes.
A9 Thomas Berry - The Universe and the University - Part 3 - Duration: 32 minutes.
Thomas Berry - The Art and Crisis of Planet Earth - Duration: 1 hour.
The Celebratory Liturgy of the Universe - Duration: 44 minutes.
The Universe Story – an epic for our time - Chapter 1 - Duration: 16 minutes.
The Universe Story – an epic for our time - Chapter 2 - Duration: 11 minutes.


After sleeping in and having a leisurely breakfast we headed up the Aguille Midi cable car to check out mont Blanc closer up. It is a brilliant vantage point over looking just about everything. We watched climbers heading of in all directions and soaked up the scenery for about 3 hours. If its a clear day you just have to do this.
Went to the MBC micro brewery for dinner to celebrate completing the tour and our next adventures with a few well chosen beers.
KB is heading to fix a passport problem then Italy, Morroco, Tibet and who knows what other exciting directions. I on the other hand am returning to OZ to ride around Australia before the wet season really sets in.


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Loans on Fine Watches
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Loans on Fine Art
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Loans on Tracey Emin Art & Paintings
Pawn my Tracey Emin Art & Paintings
People often ask us 'can I pawn my Tracey Emin art or paintings in London?' And 'if I pawn my Tracey Emin drawing, what will it be worth?' At New Bond Street Pawnbrokers, we offer fair loans on Tracey Emin art and paintings and provide a free, comprehensive appraisal and service at our award-winning pawnbroking store in London. Visit our Mayfair offices for an on-the-spot valuation of fine artwork, or discussion, alternatively, you can contact us via email or phone, and we can arrange a meeting to suit your schedule.
Tracey Emin (CBE) is one of the most ground-breaking, controversial and exciting artists of the modern British era. Emin produces artworks in multiple mediums including her signature neon tubing, but also applique, sculpture, painting, photography and drawing. Cutting her artistic teeth in the legendary Young British Artists clique in the 1980s, alongside such luminaries as Damien Hirst, her early work was often supported by iconic advertising mogul Charles Saatchi.
The piece that catapulted Emin into public consciousness was her Everyone I Have Ever Slept With 1963–1995, a mass-produced tent appliqued inside with the names of everyone Emin had ever slept with up until that point. Many misconstrued the exhibit's title as a euphemism for sexual activity, when in fact she used the term slept in a more literal sense. It was rumoured to have sold for around £300,000 before it was destroyed in a warehouse fire in 2004.
Emin's most famous piece is undoubtedly My Bed. This controversial installation consisted of her own unmade bed, in which she had slept and had sexual intercourse over several days of depressed drinking. Features included bloody underwear, condom wrappers and cigarette ends. Somewhat predictably, it caused a media storm upon its first showing in 1998. More recently, its value was confirmed at £2.5 million when it was sold in 2014.
What makes Emin's art & paintings valuable for a loan purpose?
Well, all publicity is good publicity goes the common idiom – and this is certainly true for Tracey Emin. The sexually charged nature of her works, and her actions during media appearances, certainly awarded her enviable column inches in the newspapers during the 1990s. However, there is something intensely honest about her most famous pieces that go beyond the tabloid furore and resonate with many people.
Will I require provenance if I pawn my Tracey Emin art & paintings?
All the usual documentation, such as certificates of authentication, is important to us and the presence (or lack) of these items may affect the valuation we can give you, whether we deal Tracy Emin art or other famous artworks.
Loans on Tracey Emin art and paintings
Our expert team, with over 25 years of experience, will be happy to assess any fine art piece for its condition, rarity, market value and more. Securing loans on Tracey Emin art or one of her paintings is no small business, and we will endeavour to complete our procedures for you as quickly and efficiently as possible. This may involve you bringing the piece to our offices, or we could arrange for a collection in the case of larger installations. You have the choice to visit in person, or contact us online or by phone, to get the process started.
Thus, if you consider to "pawn my Tracey Emin art or painting", you should also be reassured to find out that we keep all our art in a dedicated high-end art storage warehouse in Central London. Other clients of the facility include many of London's top galleries and auction houses. They use the latest security technology to ensure that your Tracey Emin art, and all the other pieces we store there, will be totally secure.
Lastly, should you be interested, we also issue loans against a variety of luxury goods including fine wine, classic cars, jewellery, watches & more.
Some of the many artists we loan against include Andy Warhol, Bernard Buffet, Damien Hirst, David Hockney, Marc Chagall, Raoul Duffy, Sean Scully, Tom Wesselmann, Tracey Emin, Banksy, and Roy Lichtenstein to name just a few.
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Chorebus propediremptum is een insect dat behoort tot de orde vliesvleugeligen (Hymenoptera) en de familie van de schildwespen (Braconidae). De wetenschappelijke naam van de soort werd voor het eerst geldig gepubliceerd door Fischer, Tormos, Docavo & Pardo in 2004.

propediremptum

redpajama_set_name: RedPajamaWikipedia


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The Video That Ate Chicago
The video was concealed from the public for about 13 months, but boy, did it have an impact when it was finally disclosed. Laquan McDonald's murder, as with other videos of the killing of young blacks, left little to the imagination when it was finally seen publicly, but unlike others, raises an entirely different issue by dint of its taking so long to go public.
Chicago, with its seemingly never ending series of police scandals, may have finally hit the wall this time. Not just because another black teen was gunned down in the street like a dog, but because there was a conspiracy to conceal it.
The cover-up that began 13 months ago when a Chicago police officer executed 17-year-old Laquan McDonald on a busy street might well have included highly ranked officials who ordered subordinates to conceal information. But the conspiracy of concealment exposed last week when the city, under court order, finally released a video of the shooting could also be seen as a kind of autonomic response from a historically corrupt law enforcement agency that is well versed in the art of hiding misconduct, brutality — and even torture.
It would seem impossible that the second city could pull off a conspiracy like this. There are too many people, too many loose ends, involved in keeping a murder by cops under wraps. But more than that, there is a mayor, Rahm Emmanuel, late of the Obama administration where he served as chief of staff, who was supposed to be someone to break the city's chain of corruption, racism and police misconduct. And instead of being the champion of black youth, he was in the middle of a cover-up.
Mayor Rahm Emanuel demonstrated a willful ignorance when he talked about the murder charges against the police officer who shot Mr. McDonald, seeking to depict the cop as a rogue officer. He showed a complete lack of comprehension on Tuesday when he explained that he had decided to fire his increasingly unpopular police superintendent, Garry McCarthy, not because he failed in his leadership role, but because he had become "a distraction."
If McCarthy's name rings a bell outside of Chicago, it's because he's been a major player in the dog and pony show of criminal reform, a front man in the new group "Law Enforcement Leaders to Reduce Crime and Incarceration." President Obama got all teary eyed loving this group of dedicated leaders who were going to make everything better by pretending to back reform to see whether they could trick the natives into going back in their basements rather than march in the streets.
President Barack Obama will host members of the group at the White House tomorrow, where group leaders will speak on why they believe reducing imprisonment while protecting public safety is a vital national goal.
Speakers at the press conference today include:
Garry McCarthy, Superintendent, Chicago Police Department; co-chair, Law Enforcement Leaders
He wasn't there to speak about his role in concealing one of his cops' murder of Laquan McDonald. Now that Emmanuel's administration has revealed itself as conspirators, the mayor's first response is to throw Garry McCarthy under the bus. This is big, and big conspiracies demand big sacrificial lambs. So McCarthy is the first to go, especially since Emmanuel put in so much effort getting re-elected while the video remained concealed that it would be a shame to waste a big election victory.
In an effort to save his own sorry ass, and test whether the public is still foolish enough to believe anything he has to say, Emmanuel has called for an investigation into his police department.
Mr. Emanuel's announcement that he had appointed a task force that will review the Police Department's accountability procedures is too little, too late. The fact is, his administration, the Police Department and the prosecutor's office have lost credibility on this case. Officials must have known what was on that video more than a year ago, and yet they saw no reason to seek a sweeping review of the police procedures until this week.
Calling this "too little, too late," is an exercise in gross understatement. No one has, as yet, come forward to say that Rahm Emmanuel was expressly informed of the video of the murder of Laquan McDonald, which would be the smoking gun showing he was at the top, if not the leader, of this conspiracy of concealment. But then, no one really believes otherwise. No one thinks McCarthy didn't tell Emmanuel that they were sitting on a time bomb, and their best chance of avoiding getting blown up was to keep it under wraps.
Had a journalist, lawyer, and a judge not forced its disclosure, no one would ever know. The murder of McDonald would just be another black body in the street, and when combined with the usual story of a threat to a cop, and sad tears for being forced to take him out, nothing more than a blurb in the papers. Whatever happened to a well-bought judge in Chicago?
The dash cam video might have been buried forever had lawyers and journalists not been tipped off to its existence. Mr. Emanuel, who was running for re-election at the time of the shooting, fought to keep it from becoming public, arguing that releasing it might taint a federal investigation.
The feds call bullshit, though it was a really good try at spin by Emmanuel. Even if Emmanuel wasn't involved in the early decision to conceal a murder, he was certainly up to his eyeballs in the decision to fight to keep it concealed later. Now that it's been revealed, we know why.
The playbook for covering up a cop execution isn't working this time. But this does more than reveal that Chicago's police department, that Rahm Emmanuel's administration, is complicit in this filth. Anybody hear the latest phony police reform club cry out in disgust over the murder, and post-execution concealment, of Laquan McDonald?
How many more press conferences will we endure where very important public officials put on their most sincere face and feed us fortune cookie platitudes about how they're really, really, going to clean up their mess this time? And this time, they mean it.
This entry was posted in Uncategorized on December 2, 2015 by SHG.
← Shelly Silver's Really Bad Day Whose Video Is It Anyway? →
18 thoughts on "The Video That Ate Chicago"
John December 2, 2015 at 10:41 am
The shitstorm(tm) is just beginning. The city is fighting another video with another shooting (Ronald Johnson) that reportedly contradicts the official accounts.
I wonder how many people are going to have to be the human shield for Emmanuel before the dust settles. My guess is that Anita Alvarez is up next.
SHG Post author December 2, 2015 at 11:01 am
The lawyers have seen the Johnson video, and swear it proves he had no gun and was running away when he was mowed down.
The question remains whether this adds to the weight of the shitstorm or deflects attention elsewhere. The natural assumption, that more is more, doesn't always work out the way one expects it to.
John December 2, 2015 at 3:14 pm
It's getting ugly fast:
"Prosecutor: Emanuel's City Hall made decision to delay police shooting video"
SHG Post author December 2, 2015 at 3:15 pm
Wonder who will be left standing by the end of the week. And that specifically includes Rahm, as well as Alvarez.
Jason Peterson December 2, 2015 at 3:56 pm
You're in a pretty optimistic mood.
Emmanuel opened it up when he threw McCarthy under the bus. Once the public tastes blood, they want more.
Brent W December 2, 2015 at 11:39 am
Another interesting footnote to the story is that Brandon Smith, the freelance journalist whose lawsuit forced the release of the video, was denied access to the press conference where Rahm Emanuel and Garry McCarthy released it. There's a good chance that it was a simple oversight, but it stinks.
Seriously? That I wasn't aware of. An oversight my ass.
John Barleycorn December 2, 2015 at 11:59 am
I wonder if the law students from Yale and their underclassmen library posse are going to ride horses or hitchhike rides at truck stops when they roll into Chicago from back east to the save the town from from the dirty deputies and the rouge mayor?
SHG Post author December 2, 2015 at 12:03 pm
Or just have the chauffeur drive them.
John Barleycorn December 2, 2015 at 12:20 pm
The Ukulele Orchestra can set up somewhere along the Magnificent Mile when the limo riders roll into town.
Should be one for the history books.
https://youtu.be/pLgJ7pk0X-s
Eliot Clingman December 3, 2015 at 1:24 pm
The concealment likely constitutes an obstruction of justice. But I doubt any of these officials will be prosecuted.
No it doesn't. Not at all.
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King Abdullah City for Atomic and Renewable Energy » Media Center » News
King Abdullah City for Atomic and Renewable Energy holds a greeting ceremony for its employees
King Abdullah City for Atomic and Renewable Energy organized a greeting ceremony for its employees in Riyadh this morning, Sunday 18.12.1435H (12.10.2014), on the occasion of Eid Al Adha for the year 1435H at the K.A.CARE's headquarters in the presence of the President of King Abdullah City for Atomic and Renewable Energy Dr. Hashem Abdullah Yamani. This comes in line with the K.A.CARE's programs to further brotherly relations between its employees and exchange congratulations on this happy occasion. All K.A.CARE's employees members participated in this greeting ceremony.
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