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Thought Leaders & Masters
Sheetal Choksi
Word Hatter
Position: Co-founder & Director
Sheetal Choksi is co-founder and director of Word Hatter, a company of talented specialists who deliver content that is creative and insightful. A seasoned strategist and communications professional, she has over 20 years' experience in advertising, retail, marketing and branding having worked with companies such as JWT, Ambience Advertising, Shoppers Stop, K. Raheja Corp and TRRAIN.
Sheetal has played many roles throughout her career – client servicing, strategic planner, researcher, marketer and retail consultant. As Vice President – Marketing and Visual Merchandising at Shoppers Stop, she was instrumental in repositioning the brand as well as creating the new identities for Home Stop, Arcelia and Shoppers Stop.
Over the years, she has developed the unique capability of managing large, multi-disciplinary projects and leading cross functional teams. Her strength is her ability to lead and drive projects from brainstorming and strategic planning right through to execution, with a keen eye for detail and deadlines.
Co-founder & Director
Soumen Das
Skechers India
Position: Deputy General Manager , Marketing & VM
Deputy General Manager , Marketing & VM
Piyush Kumar Chowhan
Position: Group CIO
Piyush Kumar Chowhan is an experienced professional working in areas of retail strategy, business analytics, customer loyalty and CRM, retail business consulting and supply chain management. As CIO for Arvind Brands, he is responsible for IT strategy and execution of technology for all its brands business.He has an experience in setting up new strategic groups, BU's in areas of business, finance operations and analytics to achieve strong business benefits. He possesses a strong domain knowledge in retail, e-commerce and supply chain management while working for global retailers like Walmart, Target, Circuit City, Tesco, Best Buy etc.
Group CIO
Shanth Kumar
Position: Digital Head
I consider myself a 'People Person'. Having been on Brand & Digital side in premium and luxury portfolio, for 13+ years, I get as enthused even today as I did way back then, seeing my brand prosper by using Digital, Blockchain and other tech platforms.
Truly partnering with my leaders, assisting them in thinking differently and be aware of the multiple realities, mentoring the talent I work with to attain the unattainable is what motivates me to continuously improve in this ever-evolving digital industry.
Through my professional milestones, I have grown to be a digital and consumer insight professional in the lifestyle category.
I thrive in a rapidly growing culture, innovative product buying experiences. I'm passionate about technology and provide apt and cutting-edge solutions. When time permits, I enjoy skimming through books by startup legends and luxury branding thought leaders.
Strategist: Building strategy mass, luxury and premium categories in FMCG, Apparel, and FMCB industries.
Digital Marketing Professional: Design & drive various marketing concepts in a synchronized manner that is leverage taken the brand to the next level including Blockchain and IoT.
Marketing Innovator: Plan, Design & Implement innovative marketing concept that has attracted customer and consumer towards the brand at large level.
Consumer Insights: Understanding poor consumer emoting and technical needs through qualitative & quantitative research insights.
Digital Head
Siju Narayan
RexEmptor Consult
Position: Chief Experience Officer
Siju Narayan is a two and half decades veteran of consumer & retail sales and marketing in India. Having worked with blue chip Indian and multinational corporations, he has gained experience and expertise in managing various aspects of the demand and supply chain. He has been involved with providing consumer organizations in India consulting and technology solutions that help land their business plans. Customer Experience powered Omni Channel Commerce, Business Collaboration models, Strategic Design Thinking, the social impact on retailing and IoT & Blockchain are some of the trends he follows keenly. Siju, today, works with organizations that seek to be omni-channel customer-centric in the truest sense by helping them put together a credible Customer Engagement Strategy and help build up the integrated application stack that enables a seamless, ONE customer experience across multiple channels of customer engagement. He works with key business stakeholders in assessing an enterprise's capabilities in the areas of customer experience management, enterprise marketing management & digital marketing, customer value strategy, omni channel strategy and cutting edge technology initiatives.
Additionally, Siju, leveraging his business & industry experience, love for public speaking and a modest capability to keep an audience engaged, also hosts specialised, hi-impact and hi-involvement conferences and corporate meets!
Siju is part of thought leadership and industry forums like the Retailers Association of India (he is on the Technology Committee of RAI and the organizing panel of the annual Retail Technology Conclave – ReTechCon). He contributes regularly to industry magazines and digital forums through articles.
Chief Experience Officer
Ranjan Sharma
Bestseller India
Position: CIO, Head of SCM, Captive ECommerce Business And QA
Ranjan Sharma began his career in 1996 as a Product Manager with Futurecom, where he handled sales of IT infrastructure to leading corporates and developed a sales and maintenance team. In 2001, Ranjan joined Vishal Retail as Store Manager and within four months was promoted to Assistant Store Manager and later SCM and Logistics Manager. He was transferred to Delhi headquarters as Head–IT, where he successfully managed the IT deployment, which ran on Ginretail.
In 2007, he took the position of Head–SAP for Future Knowledge, where he built a low-cost IS-Retail practice to make the group completely self-dependent. After two years, he became the Head of Solutioning and Packaged Applications, and successfully steered a cost-effective application development and maintenance team. A year later, he was promoted to Head-IT, where he implemented Infor WMS, TMS and BI solutions.
Ranjan joined Bestseller in 2012 as Head of IT and Supply Chain Management, and is currently the CIO and Head of Supply Chain. In his current role, he is responsible for orchestrating the company's IT roadmap, business process design, system and process implementation, solution roll-out, review, maintenance, etc.
CIO, Head of SCM, Captive ECommerce Business And QA
Punit Chahar
Koovs.com
Position: Head of Digital
Deepanshu Manchanda
ZappFresh
Position: Co-Founder & CEO
Deepanshu Manchanda is the 33-year young co-founder and CEO of ZappFresh.
Deepanshu is a proactive, hands-on leader with expertise in developing and launching strategic initiatives that address market opportunities and business priorities. He specialises in Business Development, Strategic Alliances, Marketing, Business planning, and Relationship development.
Deepanshu has a hands-on experience of consumer connect and is an expert in understanding the ever-changing customer behaviour & pattern. A modest yet a hard-working goal-oriented youth, Deepanshu possesses great market insights, passion and strong self-belief.
Interned at the sales department of Frito-Lay during his MBA days, his job was to sell Diwali corporate packs of corn puffs and Kurkure to around 12 corporate houses every day. He then went on to sell credit cards at American Express and later became the strategic lead at MobiKwik.
However, the charm of the FMCG market kept attracting Deepanshu, and he took the entrepreneurial plunge in 2013 by starting his first food venture – Choc'o'leaf, a Delhi-based online bakery. But, he soon realised that the bakery market was too large and "not disruptive enough".
After spending eight months on research and development, Deepanshu, along with 27-year-old Shruti Gocchwal, an ex-colleague from MobiKwik, founded Zappfresh in early 2015.
Currently, ZappFresh has a team of 200+ people across the technology, R&D, operations & marketing divisions and growing.
Jacob Singh
Grofers
Position: Independent Consulting CTO
Jacob Singh is the CTO of Grofers – the largest online grocery retailer in India – where he heads the product & engineering team. His goal is to push innovation to the edges of the organization, where every member feels fully empowered to not just do, but think, dream, test and refine their own vision.
Some highlights of his work so far:
1. In 2 years, Scaled the tech organization from 80 to 220 people, $60MM to $500MM in GMV
2. Led agile transformation which moved the team from 2 months to 2-week releases and now into continuous deployment.
Previous to Grofers, he served as the country head of Acquia – the Drupal company – and held numerous roles across the US and India. Some of his accomplishments include:
1. Extend team of 70 members building enterprise CMS for clients such as Fox, Warner Bros, Novartis, and Pfizer.
2. Partnerships with major SIs including Wipro, Mindtree, TechM, TCS, Cognizant, Sapient Nitro
3. Keynoted all major Drupal conferences, regular speaker at eTailing and Open Source events.
Independent Consulting CTO
Soumya Kant
Clovia.Com
Position: Founding Member
Soumya Kant, Founding Member- Clovia. Leading multiple business verticals including setting up the complete B2B sales channel, both domestic and internationally and in-depth market research and gap assessment, chalking out product strategy with design and production teams, Soumya has been instrumental in the development and growth of Clovia over the years. A qualified Chartered Accountant by profession, Soumya has rich experience in financial consulting. Prior to Clovia, Soumya worked as Risk Analyst with AmEx and as a Business Risk Consultant with PwC. Having deep-seated financial knowledge has helped her apply data and analytics to fashion at Clovia. Soumya has been pivotal in setting up warehousing & fulfillment centers, and has driven relationships with key players such as Flipkart, Myntra, Jabong and Amazon for Clovia.
Her responsibilities at Clovia include actively directing the production team for planning the ensuing season range based on inputs from market research, customer feedback, partner channel feedback and design specialists. She recently launched Clovia in Nepal both online and offline and on multiple marketplaces internationally including US, Australia, UK, Europe & Middle East, Canada. Soumya is an active blogger, and works for the 'Fun with Clovia" section on the Clovia website in her spare time.
Hussaine Kesury
Position: Chief Category Officer
Hussaine currently resides as the Chief Category Officer at Pepperfry wherein he is responsible for scaling Pepperfry's house brands portfolio and growing the market for Pepperfry's marketplace brands.
Bringing over 20 years of experience, he has been associated with Pepperfry since its initial days and has played a pivotal role in building Pepperfry's robust furniture portfolio in addition to leading some key initiatives and business projects for the organization. In the last 7.5 years, Hussaine's contribution in growing the furniture business by 3X for Pepperfry has been commendable.
Prior to this, he has worked across marketing, sales and product management roles in leading companies like eBay India, Tata AIG Life Insurance and ICICI Bank among others.
He holds a Diploma in International Trade Management Import / Exports from NMIMS and MBA in Marketing from North Maharashtra University.
Chief Category Officer
Rithish Saralaya
Position: VP-Engineering
Rithesh brings over 13 years of overall experience in travel E-commerce and Ad-Tech domains. Has been with Goibibo.com for close to 4 years, taking charge of it's Hotels/Accommodation portfolio. Is an advocate of cloud platforms like Amazon Web Services and Google Cloud Platform within the organization. Prior to Goibibo.com, Rithish was overseeing engineering development at TravelYaari.com. Rithish dabbled with Ad-Tech during his stint with Ibibo, serving hundreds of publishers and advertisers. Rithish started his career with Tally Solutions, where he built solutions for their business support systems
VP-Engineering
Topic: The Next Digital Horizon: Building Capabilities for a new world
There has been a sudden surge in consumer demand for e-services could be due to the implementation of social distancing norms and lockdown measures. These new norms are finding increasing acceptance amongst consumers and adoption by traditional businesses. Segments such as on-demand delivery services related to fresh produce, online education, social engagement platforms from gaming to OTT platforms, online collaborative tools, e-pharmacies, online consultations are a few areas that may have found their turning point to a highway. In the next edition of "Retail Connect" we focus on eCommerce and the evolving models for businesses to adapt in the current situation.
[wptb id=22727]
SESSION FOCUS
How can Artificial Intelligence create a seamless experience across the value chain
How will Online to Offline (O2O) play be effective in #NewNormal
Building a customer first marketing approach
Analysing Customer preferences, channels and data to enable a targeted & personalised marketing
Logistics & Last Mile Delivery
Analysing business requirements to evaluate delivery innovation which can drive ROI and bring better customer experience
CXOs, CMOs, CTOs & Business Heads
New-age Retail Business Models & Startups
Retail Professionals & Consultants
VCs, PE & Other Financial Institutions
Past Speakers – Episode 1.0
Arun Gupta
: Ex CIO, Master IT Strategist, Consultant, Coach & Mentor
Arun Gupta began his career in 1985 as a Territory Customer Services Manager for OMC Computers. His contribution across various functions including sales, R&B and general management, saw him get promoted four times within five years.
In 1991, he joined The Great Eastern Shipping Co as IT Manager, where he contributed towards the dismantling of EDP and implemented Oracle financials in the organization. Five years later, he moved to DSP Merrill Lynch as VP-IT, where he formulated guidelines and standards in conjunction with company's global standards for computer systems, and communications, in line with the business strategy.
In 1999, he was appointed as the National IT Manager of DHL Worldwide Express, and within a year, he developed and implemented sales force automation for the company. Two years later, he decided to lead the IT and ISP operations of Hughes Telecom India as VP-IT. In 2002, he joined Pfizer Ltd as Senior Director-BT, where he created a Center of Excellence on technology domains for the Asia Pacific region.
In 2006, he was appointed IT Director of Philips and a year later, he shifted to K Raheja Corp as Group CIO. Arun was the Group CTO of Shoppers Stop for over five years. He facilitated business improvements with a mix of new technology implementations and upgrades; thus enabling in the reduction of operating IT expenses and freeing budgets for strategic initiatives.
In 2014, he led the transformation agenda driven by technology rationalization for Cipla as Global Chief Information Officer, before changing tracks to become an advisor to various companies. These included GlobalSpace Technologies, Caliber Infosolutions, Simplr Solutions, Uniken, Unotech Software, Locuz Enterprise Solutions, Systech International.
He is currently the Consulting CTO for Praxis Home Retail where he formulates the IT strategy and helps execute business strategies with technology-led business innovation and transformation.
Ex CIO, Master IT Strategist, Consultant, Coach & Mentor
Brajesh Singh Rawat
Marks and Spencer Reliance India Pvt. Ltd.
Position: Ecommerce Head
Ecommerce Head
Jamshed K Daboo
: Independent Advisor - Consumer, Retail, Hospitality
Independent Advisor in the consumer, retail and hospitality space. Working closely with the leadership team of start-ups, small and medium enterprises to help scale up operations with a clear focus on unit economics and path to profit. Advising enterprises to create a structured approach to business excellence, focused around customer experience and strategy. Providing guidance on systems, processes, metrics and culture required to achieve sustainable growth and success.
Career with the Tata Group spanning nearly thirty-four years in the consumer, brand, hospitality and retail space. Over twenty years of experience in heading profit centers and businesses. Demonstrated skills in developing customer-centric strategies driven by a high level of focus around brand and the customer experience. Developed strong business models in businesses with a wide reach and network of outlets across geographies. Strong focus on growth and expansion. .Senior mentor for the Tata Business Excellence program. Expertise in customer-focused strategies, strategic brand management, partner relationships and building organization alignment.
Independent Advisor - Consumer, Retail, Hospitality
Kapil Pathare
Clothing Ltd.
Position: Director, VIP
Director, VIP
Burger King India Pvt. Ltd.
Position: Sr Vice President - IT
Sr Vice President - IT
Madhav Rao M.S.
Atreyasa Systems Pvt. Ltd.
Position: Director & Founder
Mr. Madhav Rao served as the global Chief Information Officer of Lulu Group International, one of the largest and fastest growing Retail Groups until November 2019. He is a HBS Alumni (Harvard Business School- SELPI) and holds a Masters in IT Management. His retail, wholesale/distribution, hospitality, food processing industry, healthcare and global remittances domain expertise have kept the group ahead of the technology curve from Southern Europe to the tip of Africa and across Middle East and Asia Pacific. Currently he is doing consulting positions for Retail and Payment technologies companies in Mumbai and Hyderabad.
With a career spanning for almost 3 decades, Mr. Madhav has regularly featured in the Top 20 CIO's in the Middle East. Awarded for numerous digitization programs implemented across global operations, he has consistently delivered initiatives on time, on budget and most importantly on value. With the advent of 4th generation technologies, he has notably redefined Lulu's supply chain, mobilized numerous business processes, embarked on an initiative to redefine the customer experience and most recently, focused on contributing to a greener future by deploying an intelligent building management solution reducing carbon footprint.
Director & Founder
Ricardos Khoury
Novus Technologies Pte Ltd.
Position: President & CEO
Ricardos Khoury, the founder of Novus Technologies sits on over 26 years of knowledge in IT and retail industries. Immediately after his graduation from Notre Dame University, he moved on to work with leading IT companies like DELL, INTEGRO & DEC where he started to build his knowledge in retail banking and retail delivery channels covering many markets in France, Middle East and the Mediterranean basin.
In 1996 he started his association with the international business team of SIEMENS NIXDORF occupying different positions up to leading the business unit responsible for the development of the banking business in the Levant. In 2002, Ricardos joined the Wincor Nixdorf Asia Pacific team in Singapore to develop new markets and manage the banking partner channel. Over the course of 11 years, he managed various regional functions leading to the role of Regional Vice President, Head Banking Industry Asia Pacific, responsible for the consolidated banking business in 19 APAC markets.
In March 2013, Ricardos decided to trade the structured corporate life against entrepreneurship and founded Novus Technologies Pte Ltd in Singapore. A true believer in mobility and its business impact especially in the retail space, Ricardos focused the efforts of the new company in the direction of Customer Experience Management (CEM) Solutions, Store and e-Channels Transformation and Digital Payments, producing several key digital innovations that are endorsed by TOP banking and Fintech brands in APAC.
Ricardos' business exposure to over 50 countries around the globe equipped him with a deep cultural understanding and acute business sense that is helping to introduce innovation and add value to banks, retailers and Fintechs across the Asia Pacific region.
Novus Technologies is currently driving retail transformation, financial inclusion and digital payment initiatives in eight geographies across Asia Pacific and ME (through six direct legal entities and two partnerships).
Sandeep Jabbal
Jubilant FoodWorks Ltd.
Position: Vice President-IT
VP-IT at Jubilant FoodWorks Ltd. Retail Technology Leader with 18 plus years of experience in Retail and Hospitality industries. Led many successful digital transformation projects in multiple geographies. Expert in delivering Omnichannel strategies for large enterprises.
Vice President-IT
Shifali Singh
RP-Sanjiv Goenka Group
Position: Senior Vice President Retail
Shifali is a dynamic young leader with 16 years of experience in E-Commerce and Lifestyle Retail with robust expertise in Start-up Ventures, Strategic Alliances, Fashion Trend Forecasting and Product Management;. An alumna of Harvard Business School with expertise in Business Strategy, Brand management and Digital Marketing. She has lead businesses from the Startup World to building International Brands India Growth strategy. Pursuant to a decade long stint with International Brands such as Marks and Spencer and United colors of Benetton where she was responsible for expanding their product lines and scaling the business from 55 to 650 stores, she pivoted towards the Digital world .She co-founded the International business vertical at Myntra Jabong (part of the Flipkart- Walmart Group) by partnering with over 70 brands across the globe and getting them home to the Indian consumers.
Senior Vice President Retail
Key Highlights – Episode 1.0
Retail Connect Webinar
Powered by AGS Horizon the first episode of the Retail Connect Virtual Summit revolved around the subject of Path to Progress in #NewNormal
With the opening of the market at present, retail is ready to change in multiple ways. Retailers have to be ready, aware, and encouraging towards this customer base now, more than before. It is more like recognizing and attending to the pulse rather than just servicing the customer. What is the new mantra of preparation? How to offer the #NewCustomer impeccable services? This Virtual Summit delved deeper into the concept of #NewNormal to create a podium for discussion.
On the 26th of June, the Retail Connect Virtual Summit in its first episode saw an overwhelming response from delegates all across India and the world. The session started at 4:00 pm and continued until 6:00 pm. From the very start, the forum focused on the following key points.
Tracing the new ways of retailing in the #NewNormal world: How will consumer behaviour change? What will be the way forward for retail and how can retailers tackle the changing dynamics?
Understanding retail-scape from the leaders: What are the habits that the industry should imbibe? Physical, Digital, or Omnichannel, How to create an impression with the audience given the current situation?
The role of data and analytics in the #NewNormal world: How to streamline functions and operations with analytics? Churning data to understand the customer better.
Ease of payment: How to transform existing systems into contactless payment systems? Adapting newer ways to tackle the concerns of hygiene and sanitization
Divided into 2 broader thought leadership discussion segments the event also had varied interactive quizzes and polls in between to engage the participants.
Team PHYGITS
Bhavesh Pitroda
bhavesh@phygits.com
chandni@phygits.com
Team AGS Horizon
Sunil Khosla
sunil.khosla@agsindia.com
Namrata Gulati
namrata.gulati@indiatransact.com
Brij Kanodia
brij.kanodia@indiatransact.com
Anandu Mukundan
anandu.mukundan@indiatransact.com


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by Tori Petry | Oct 23, 2019 | RV Travel Destinations | 0 comments
Delaware may be small, but it packs a big punch when it comes to things to see! As the nation's second-smallest state, there may be less ground to cover, but there's no shortage of things to see and do. Delaware is known as "the state that started the nation" since it is the oldest state in America, founded in 1787. With that billing, it's no surprise the state is filled with historical spots to explore. Its location on the Delmarva Peninsula it shares with parts of Maryland and Virginia makes it a great state for beachgoers as well. If you're traveling Delaware in an RV, you can hit the beach, the historical highlights and more in the First State. Here are a few of our favorite stops.
First State Heritage Park, Dover
First things first: we kick off our list with the best place to learn about Delaware's history as the first state, First State Heritage Park. It's an urban park in the capital city of Dover that showcases some of the most important buildings and documents in Delaware's history. Here, you'll find a welcome center with a display of Delaware's founding documents, the traditional governors' house known as the Woodburn House and the John Bell House where you can pick up a period costumed walking tour of Dover.
The real highlight of "The Green" though, are the two legislative buildings. The operating Legislative Hall has been in use for Delaware politics since 1933 and is open for tours during select time periods. Across the way is the Old State House, the state's first permanent capital building built-in 1791. Inside, you'll find a museum where you can learn all about the state's founding history. If you plan your visit in November, you might come across the park's 18th Century Market Fair which transforms the area into what it may have looked like when our founding fathers were around with 1700s-style artisans and craftsmen selling their goods on the Green.
Brandywine Park, Wilmington
For another incredible park experience, head to Wilmington to visit Brandywine Park. At 178 acres, it is the largest urban park in Delaware and was established in 1886. The park sprawls across the banks of Brandywine Creek and is on the National Historic Register. While the park's main attractions are its gardens, walking trails and scenic views, it's also home to the Brandywine Zoo which opened in 1904. Here, you'll find red pandas, bald eagles, and serval cats. Explore the other areas of the park to see the swinging bridge, football stadium, and Vietnam memorial.
The Jasper Crane Rose Garden is overflowing with roses in every color, and you can enjoy a variety of concerts at the Sugar Bowl venue inside the park. If your visit aligns with cherry blossom season, then you won't want to miss this park. The Josephine Fountain and Gardens are absolutely stunning when the light pink blooms are in full swing.
DuPont Mansions
Plan a stop in Delaware's "Chateau Country" northwest of Wilmington to see the most grand homes in the state. The founders of the chemical company DuPont called Delaware home, and their stunning mansions and gardens are open nowadays for visitors. The Nemours Mansion and Gardens is a 102-room European manor modeled after an estate on the grounds at the Palace of Versailles. At the Hagley Mansion, you can learn all about the history of the DuPont family and the business that started as a gunpowder mill in 1802. For the most grandiose experience, visit the Winterthur Museum, Garden and Library. This stately home has 175 rooms filled with beautiful art and furniture, but you'll want to spend plenty of time outside the house as well. Its pristine gardens make it a favorite among visitors.
Bombay Hook National Wildlife Refuge
If you prefer beauty that's more natural that man-made, you'll want to include Bombay Hook National Wildlife Refuge in your itinerary. This protected area covers one of the largest tidal salt marshes in the region. It stretches 8 miles along the Delaware Bay. Hit the 12-mile wildlife drive in your RV. Or get out and explore its 5 walking trails and 3 observation towers. The refuge is an extremely popular stop for wildlife photographers as it provides a natural habitat for a plethora of migratory waterfowl. Make sure you bring your camera!
Lewes Historic District
This quaint downtown area is the perfect place to stroll on a sunny afternoon! Lewes prides itself on being the first town in the first state, and its historical buildings and tours will explain why. The maritime town has all the homey bed and breakfasts, local shopping and tasty seafood restaurants you could ask for. Attend a Tavern Talk or take a tour on a water taxi. Learn more about why this little town played such an important role in history.
Right next to the small town of Lewes is Cape Henlopen State Park. The area is home to two lighthouses, the Harbor of Refuge Light and the East End Light. It used to be the beacon that guided ships around treacherous waters. Now, the sandy park and its lighthouses jutting into the bay are a serene refuge for all who visit. At Cape Henlopen, you'll be skipping the airbrushed tank top tourism of other beaches. Here, the beach is as close to its original state as it gets. Enjoy this escape from reality and a beach skyline that isn't overrun with high-rise resorts.
Come for the First State's history, stay for its beautiful sights. A vacation in Delaware will give you time to engage in an educational vacation. Also the opportunity to sit back and enjoy the peacefulness of nature. Has our list gotten you excited about visiting Delaware? Get inspired by checking out what other RV destinations you can discover on our blog!
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redpajama_set_name: RedPajamaCommonCrawl


I caught screenings of August Rush, No Country for Old Men, and Love in the Time of Cholera today. One of the best and two of the worst films I have seen this year...I'll leave you to guess which is which. Suffice it to say I saw them in that order and the best one was sandwiched between the clunkers.


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Oilers Talk
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Home > Oilers Talk > Interviews/Pressers > 2019 > 03/21 > REPORT: It's Tobias Rieder's fault that the Oilers aren't a playoff team
Photo Credit: Perry Nelson-USA TODAY Sports
REPORT: It's Tobias Rieder's fault that the Oilers aren't a playoff team
March 21, 2019, 12:02 PM | Cam Lewis
The Oilers, who are trudging to the finish of yet another incredibly disappointing season, are hosting a week's worth of season ticket holder meetings which in order to convince fans that the organization isn't a complete disaster.
Bob Nicholson has been heading these meetings, discussing major issues like the future direction of the organization, the search for the next general manager, and, of course, the culture. At today's meeting, Nicholson concluded that Tobias Rieder was a key reason why the Oilers made the playoffs. According to Twitter's Mental Gas (who was at the event), the difference between the Oilers making the playoffs and not was Rieder failing to score 15 or 16 goals.
To paraphrase the comment by Nicholson, – had Rieder scored 15/16 goals we would likely be in a playoff position. We will not be signing Tobi Rieder next season.
— Mental Gas (@mental_gas) March 21, 2019
It's official. We are no longer blaming the water. We are now blaming Tobias Reider.
After kicking off his comments by saying he wouldn't be throwing anyone under the bus. That was brutal. My friend I went with drew a little sketch on my notepad during that screed of a moving bus with the initials "TR" under it
— Bruce McCurdy (@BruceMcCurdy) March 21, 2019
But jokes aside, this is a wildly inaccurate statement that's frustrating on multiple levels. I mean, there's no doubt Rieder didn't live up to expectations this season and he's ultimately responsible for his own poor play, but adding 15 goals from him would have put the Oilers in the middle of the pack for goals for and still deep in the red in terms of goal differential.
RELATED ARTICLE: Morning Report: Oilers Vs. Predators (January 14)
The really frustrating thing here, though, is how it so clearly indicates that the organization is completely lost. Year after year, it comes down to blame the players. No, not the general manager who put the flawed roster together or the guy at the top who hired that general manager and gave him the green light to make terrible decisions, but the marginal depth players. Man, if this place wasn't already a tough sell for potential free agents, this comment certainly cemented it.
Rather than looking at this roster and thinking damn, we're really devoid of the skill and speed to compete in the new NHL, Nicholson is pinpointing the difference between success and failure on one player not living up to expectations. Forget the lack of depth, shaky goaltending, and a blueline without good passers, this comes down to Tobias Rieder. I don't know about you guys, but I'm thinking the issue is at the top with the guy who has no actual experience putting together a successful NHL team. And no, running an NHL team is much, much more difficult than having to choose which All-Stars are going to make Team Canada's taxi squad.
We're supposed to trust this guy to lead the ship? This is who's selecting the next general manager? This is who's going to surround that general manager with the best staff possible to drag the Oilers out of the mess his last hire created? This is supposed to invoke enough faith in season ticket holders to shell out tens of thousands of dollars to support the Oilers?
RELATED ARTICLE: Monday Mailbag - What's changed with Kailer Yamamoto?
Bruce McCurdy tweeted out a transcript of Nicholson's comments:
Here's a transcript of Bob Nicholson's comments on Toby Rieder at this morning's STH breakfast. pic.twitter.com/jfb8mujNUB
Sorted by Trash
hagar 10 months ago
I don't want tobias around, but I will stand in his corner anyday in a fight between the management and him for cause of this failure.
14 years Bob, not one year of a player not playing well.
Trainreck Is Not Over 10 months ago
I assume they ordered a new bus? The old one has too many bodies thrown under it to accommodate any more. Right up there with "visually better", "I know a thing or two about winning", the clown car lives on.
Retired Secret Agent 10 months ago
Too bad that all the STH didn't stand up and stomp out. What an incredibly stupid thing to say to knowledgeable fans. Is Booby Nick really that stunned or does the OBC and him think the fan base is?
h8flamesforever 10 months ago
Conner should go to katz and make an utimatum….either he goes or I want out. Its our only hope to rid this guy. Does anyone have any degree of confidence that this guy knows what he is doing and is in charge of hiring the next GM?OMG! Another playoffs cheering for a team to lose as opposed to cheering for the Oilers to win. Pathetic.
HockeyRooster 10 months ago
It is scary to me that Oilers management sees themselves as the smartest guys in the room…in every room. Yet they are the gold standard for incompetence and failure. BN's comments are crazy in that he holds the power to hire the next GM and POHO. He's got to go. Calling Tobi out as the reason for this year's failure is f'ing delusional.
TKB2677 10 months ago
I guess I would like to know, what was the question he was asked? If someone came out and asked him about the players they either traded for or signed, is he not supposed to answer? So if anyone can clarify that, I would appreciate it.
I don't condone mentioning any names. Nor do I think that if Rieder scored 10 goals, would the Oilers make the playoffs.
I do think though that Rieder is a direct example of what has plagued the Oilers. They bring in guys and they don't perform. Then they go to another team and bounce back. I am sure some of it is on the team but I think a lot of it is on the player. So what's the problem?
It is the country club culture of no accountability , top to bottom. We have seen this with several veterans that suddenly cant pi*s a drop once they don the Oil Drop. Or they signed here just for that reason, they know they can coast to retirement here.
The players and personnel that come and go are like vessels for upper managment to poison. Like a reverse vampire, they don't suck blood, they inject suck. Once the vessel is filled up with their own blame, they discard them and find new ones.
Serious Gord 10 months ago
So, anyone in the YEG media going to ask BN about this?
Of course not, why start now?
Consultant 10 months ago
It s becoming clear that Burger Bob is part of the problem.
camdog 10 months ago
Wow, thought that was a fake headline, sad it isn't. I expected about 20 goals between Chiasson and Rieder anybody expecting more shouldn't be involved is managing an NHL hockey team.
The bigger story is how many other players will the new GM not be permitted to sign based on Nicholson's "evaluations"? Is the new GM going to be forced to sign Chiasson because he got the 20 goals? Bunch of dummies…
If an Oiler executive says something stupid, then we know it is legit, no need to question their lack of common sense.
If I'm Chiasson's agent I'm going all in looking for a 3 year deal from these guys. You know there aren't many 20 goal UFA wingers on the market…
Ratt McNuge 10 months ago
Daryl Katz is the problem. He can't let go of his dream of sipping wine out of the cup with his buddies in the OBC. The dream is over, Katz. Time to face reality or risk having your legacy being the owner who ruined McDavid's career. Your choice.
Glencontrolurstik 10 months ago
Yeah, but now the reality of Katz losing this team or giving up on it, is that this team will now be based in Houston (or where-ever) and not here in Edmonton. And that all you Alberta Hockey Fans would eventually be cheering for the Calgary Flames… "spits"…
Nicholson may be a dork, but I can't remember a time when the management called out the players that under-perform, can you? They always made excuses for them, so they wouldn't look bad.
Maybe this is a turning point, although, I think that more of the under-performances should be called out and dealt with… Players on other teams and anyone in hockey, also know who is a crap player. The Oilers might gain some respect if the management deals with the garbage and replaces it with some quality. To me, although he went about it wrong by singling out Reider. It's a step in the right direction, and they have to stop fooling themselves about who is good on this team & start holding those that aren't accountable (just in a more tactful way).
ellebee 10 months ago
So, Is it Rieder or the water or did Rieder drink the water?
I like this strategy though.. if we had more players who scored more goals we'd be a better team.. it's brilliant really, why didn't the players think of that?!
The guy Nicholson probably wanted to throw under the bus but because his contract is bullet proof and he might be here for a long time is Lucic. I get the game has gotten faster but what the hell happened to that guy? He still racks up the hits so in order to be able to catch guys to hit them as much as he does, he has to be able to get to spots. Plus the guy seems to get scoring chances every game but he can't hit the side of a barn anymore. So there's exhibit A of a guy totally slacking off in Edmonton.
Oiler Al 10 months ago
Its mind bending, in how Katz amassed billions of dollars via the drug store business and yet allows his hockey investment to be run by a fast talking clown and slew of wilted jock straps,with ideas drenched in red wine.
Odanada 10 months ago
harsh, but spot on
On point.
Oilers_1978 10 months ago
and this is guy planning the future…we are so screwed
It's not crazed conspiracy. This team is an always has been ran by these fools. Bob is just the new spokesman for the clown show. I have no doubt he will be fired once the excuses he is worth dries up.
Don't forget, they are looking for a poho and GM that fit into their culture.
It's a disgrace and we are screwed as fans.
FOK, he will go nowhere, might as well keep another brilliant hockey mind on staff,LOL a new position will be created for him.
Executive VP in charge of Player Alienation
Randaman 10 months ago
Nicholson is a complete idiot! To that we all agree but at least he is blaming a body instead of the water so he's getting closer…
Yes he is an idiot, fits right in with the current culture, while they look for another idiot that thinks just like them.
since79 10 months ago
Why does this never get over itself better! They're like the no name diaper company – never keeping it all in!
This "organization"- edit button please!!!!
Surely Wayne, KLowe, MacT anyone who has ever played the game would see that comments like this poison a room.
Bob is not an NHL hockey man; he is an empty suit pretending to be one.
VK63 10 months ago
I should note. The one I attended had Stauffer on the panel.
Like, could an organization be more tone deaf and clueless than the mindless inclusion of a notorious integrity absent shill?
Simply mind boggling.
NitwittNIcholson 10 months ago
At the end of the day, a person in Mr. Nicholson's position is in charge of creating the direction and culture of the hockey club. It is quite evident that his vision for how he thinks the oilers should be built is completely out of touch with how modern playoff hockey teams are built. Goalie equipment got smaller = more goals being scored; Speed and skill is now way more important then when the NHL was in the dead puck era. Bob had no formal NHL experience beforehand, got the GM hiring completely wrong, and frankly doesn't deserve another chance. We need someone experienced in a Successful NHL organization and the only way to really start changing is to change Management from the ground up.
I really do not think they will get many qualified candidates to apply. Their application probably reads " Most likely candidate to be thrown under the bus when we get it wrong again"
Alfonso 10 months ago
Yup, Bobby Nicks is the guy in charge of hiring the next G.M. for this team, wowza … will the dysfunction ever end … ?
Bob Nicholson 10 months ago
Easy Alfonso or we'll put you on our blacklist. No more Bobby Nick's burgers for you.
Homer 10 months ago
Any team that banked on Rieder to save them deserves any scorn the get. Sweet baby jebus I'm a homer but this level of insanity is baffling
Thewater 10 months ago
I'm glad I'm not being being blamed anymore…
Rhino 10 months ago
How does this not have more likes?
Tell that to Daryl Katz.
Hockeytalkguy 10 months ago
All you posters must have heard the saying "better to be thought of as a fool, than open your mouth and remove all doubt." Well Bobby you just removed all doubt. I am totally embarrassed by this organization, how do people keep supporting this gong show by giving their hard earned $$ away?
@S_2_H 10 months ago
This is pathetic. Zero accountability in this organization. In what other walk of life could all these buffoons keep their jobs while the business is a perennial tire fire.
Actually the business is in great shape thanks to all of our tier 1 fans and sponsors. Only the end product is a tire fire, but from a business perspective we're doing fine.
corky 10 months ago
This is worse than two Dallas Stars getting called out earlier this season. It makes this team look even more pathetic and how do you sell the Oilers to free agents when crap like this happens?
Rick Stroppel 10 months ago
Holy moly is this Nicholson guy stupid. The TOP FIVE points scorers on the Oilers are all having career years: McDavid, Draisaitl, RNH, Nurse and Chiasson. But the problem is a FOURTH LINE WINGER? Rieder is a career -67 and his average goals per season during his NHL career is 12.
Remember the "bad water" speech a few weeks ago? Nicholson said something very important and telling. He said "we are right there", meaning THEY THINK THEY HAVE A GREAT TEAM. Incredible. No reason to make any big changes, stay the course. Oh yeah, free agents are going to be flocking to Edmonton.
This the tradition in the Oilers organization: high level people come forward, say stupid things, disappear, stop talking in public, send some new person out to say stupid things. Katz, McTavish, Lowe, Nicholson. Nicholson will soon disappear like the others because we have been so "mean" to him.
I should clarify, when I say Nicholson will "disappear", I don't mean he will be fired, heaven forbid! Nicholson will be promoted to VP in charge of SFA. Next season they will send GM Keith Gretzky out to be the lightning rod.
MMAX 10 months ago
He'll have his work cut out for him if he tries to top old Bobby's comments.
Even on the basis of what McCurdy added, Nicholson's comments are incredibly stupid. The Oilers are -38 goal differential on the season. Fifteen of the sixteen teams currently in playoff positions have a POSITIVE goal differential. The only exception is Arizona, -8. If Rieder scored 12 goals on the season, the Oilers would have a -26 goal differential and THEY WOULD STILL BE OUT OF THE PLAYOFFS.
The Oilers management group is obviously an echo chamber full of jackasses. When are the MSM going to start asking these fools some hard questions?
Ten Long Years 10 months ago
SO let me get this straight, had Reider scored 15 goals, and the Oilers snuck into the playoffs, everything would be great? The fact this guy even thinks this, let alone says it out loud in public, shows he needs to be fired immediately. This organization can not succeed until Nicholson is gone. If the person at the top of the org chart is this clueless then there is no hope. None. Period.
Oh, and you can book this – Reider gets a hat trick next game
Shane 10 months ago
Maybe Nicholson's drinking the water?
nunyour 10 months ago
Good speech Bob , now who's first to renew your tickets ?
Big Jacks Meat 10 months ago
I never liked it when he was given the position and now in my own head im in I told you so. This man is way over his head, if I was the owner , even with little hockey management sense I would say , ok , even I know better, Bobby , take your burgers and leave , What an idiot.
Spaceman Spiff 10 months ago
Actually, I'm kinda OK with this. At some point, we need to start placing blame on the players on the ice for their lack of production. Rieder was signed to produce … yeah … probably around 12 or 15 goals. Probably the same kind of numbers they were expecting with Lucic a couple of years ago, truth be told.
Am I surprised Nicholson singled Rieder out? Yes. Is it tough talk? Yes, but I suppose an audience of season ticketholders deserve a certain level of truth. Do I think it's inaccurate? Not on your life.
Yeah, it's not fair to dump it on one guy. But the game's not fair. It's based on results, production, execution. Too many Oilers weren't doing enough of those three things. That's how they end up missing the playoffs.
Yes, Rieder's a fourth-liner today… but in October, he had a pretty good shot of being Drai's winger on the second line and yeah, maybe even one of McDavid's wingers. It seemed a reasonable bet. The Oilers lost that bet … because Rieder hasn't done the things that made him successful before. He's on the fourth line because that's what his play this season dictated. He failed.
Too many of you have switched from Chia Derangement Syndrome to Nicholson Derangement Syndrome to recognize that. And the funny thing is … if it was Lucic and not Rieder, I'd bet you'd all agree with him.
What Nicholson said at that meeting is exactly that kind of blunt talent evaluation that this organization will need going forward. The kid-gloves must come off. Under-achieving players must be moved out, not re-signed, whatever.
As fans, we've all been demanding accountability from the team's executive. The least we can do is not cringe and guffaw when the team's executive finally serves it up.
Strome and Cagguila have scored a total of 25 goals this season. They were traded by a GM who was told his job was on the line if he didn't make the playoffs this year.
Right, OK. But neither of those guys produced particularly well when they were here, either. They weren't Rieder-bad, but they were mediocre, at best. They should have been shipped out – for better players, in return, mind you.
Again, think of the difference that another 12 or 15 goals would have meant from a guy like Rieder. Or Lucic. Think of how many game-winning goals or timely power-play goals or timely shorthanded goals (Rieder's specialty, allegedly) might have been there.
By criticizing Rieder's lack-of-production, Nicholson struck upon the universal truth about it. Goals don't happen in a vacuum. They are not statistics, in and of themselves. They tie games, turn games, win games. Guys like Rieder and Lucic were brought in to contribute a percentage of that. They didn't. I have no problem with Nicholson pointing that out.
How about pointing out the considerable shortcomings of the management staff instead? That is a very long list and completely ignored, never mind his own colossal blunders which he completely glossed over, even when pressed by a season ticket holder it went straight to deflection. The exact template for losers who want to blame anybody but themselves. Maybe he should point out that every single member of the management team has never ever been approached by any other team for a job in any capacity, with the exception of Howson, who went to Columbus, did a horrible job there, and then we hire him back even though he is a proven colossal failure at any management position. Mr Katz, the only guys left buying your BS are the ones you send undeserved paycheques to.
If Reider scores his normal goal totals Oilers move up from 25th worse in goal differential to 24th.
WHH 10 months ago
Spaceman, So being a shill for Nicholson are you saying that if Lucic and Reider had of scored more goals that the Oilers would be in the playoffs and legitimately vying for the Stanley Cup? That all the team needs is a few more goals?
I'm not a shill for Nicholson. Please can the ad-hominem crap. And yes, if Lucic and Rieder (and a couple of others) had chipped in, collectively, say, another 50 goals, then yeah, they'd be in playoff contention. Probably not Cup contention, but they wouldn't be in such dire straits.
Frustrated Fan in Calgary 10 months ago
Lucic has 5 goals, trade of Strome for Spooner, trades for Manning and Petrovic, 3 year deal to Koskinen with half of the season to go. The stupid crap keeps happening and Nicholson plays "Mr. Idiot" by commenting on Reider!! I don't care if Reider was expected to score 15 goals. That is one point out of about at least 10 that has gone wrong for the team. Only a complete idiot would make that comment.
That's the kind of blunt evaluation a coach might drop in the privacy of the room to motivate and unite the team (they're supposed to be a tight knit group).
For the Big Cheese to blurt this out in public is beyond stupid and a very good way to demotivate a tight knit group.
LOL. You cant be serious. Management needs to be held responsible, but once again it is every ones else's fault, never their own. If you call that taking accountability, I have some oceanfront property in Saskatchewan for sale. Accountability would have been him admitting he is unqualified for the position he was gifted, and then take K Lowe and the rest of his minions out the door with him. That would have satisfied the STH base, but no, lets keep selling the same sad story about how we are great and know what we are doing while actively demonstrating the exact opposite. He could not find his own a*s with two hands.
I think Nicholson was implying that the Oilers erred in signing Rieder and won't be repeating that mistake by re-signing him. Accountability, no?
Sorry, you are wrong. Nicholson is saying "Rieder was a great signing based on his stats. We didn't make a mistake, he let us down. He's the reason we are missing the playoffs. We built a great team." That's not accountability, that's stupidity.
Goaltender Interference 10 months ago
I'd be more inclined to agree with your points if Bob had also pointed out the shortcomings from the management team.
There are some deficiencies on the players side, Gord knows… but they pale in comparison to the damage this team management has done.
Pointing out one without addressing the other is just passing the buck – not highlighting a problem.
Kool-Aid Man 10 months ago
@ spaceman spiff
I truly hope you are teir 1 fan.
Is that your interpretation of accountability? Any fan paying 8-10K for season tickets would say… NO! If you are paying that kind of money and call that accountability then you deserve to be a season ticket holder.
So if Nicholson had stood up in the front of the season ticket buyers (and holders) and said something like "We believe in Rieder. We think this is a one-year blip and we're prepared to bring him back because we think he deserves a second chance," how well would that have gone over?
Axe 10 months ago
I don't think I have ever been as embarrassed to be an oiler fan.. That's saying a lot… How is this moron in charge of hiring the next GM and POHO… Do u think fans are that dumb? We are gonna actually be like if only Tobias got twelve goals we could have had this thing…. What an absolute joke.. We are already the laughing stock of the league.. This definitely doesn't help..
By Cam Lewis
@Cooom More Articles
Next: Wed, Jan 29 at 8:00 pm MST
Oilers Cap Breakdown
Oilers Stats
Oilers Draft Picks
Should the Oilers be active at the trade deadline?
Yes, they need help. No, there's no need to spend assets on UFAs. I'll wait and see until we get closer. I think the current team is fine. What do I know?
Yes, they need help.
No, there's no need to spend assets on UFAs.
I'll wait and see until we get closer.
I think the current team is fine.


The American Federation of Teachers' president characterized Gov. Susana Martinez and Education Secretary Hanna Skandera as relentless opponents of public education who attack unions to deflect attention away from their own failings. Randi Weingarten made those comments during a visit to New Mexico to address lawmakers at the special legislative session.
Randi Weingarten, American Federation of Teachers president, visited New Mexico to address the special session and various education issues.
To Weingarten, it's all a "blame game" that distracts from the real issues: poor academic outcomes for New Mexico children and "cruel" cuts to the education budget.
On Wednesday morning, Weingarten attended a news conference at the Roundhouse to address lawmakers ahead of the special session and push for no further cuts to New Mexico public education, as well as the restoration of higher education funding for the 2017-18 academic year.
In April, Martinez line-item vetoed all funding for higher education and the legislative branch, setting the stage for the special session.
Martinez did allocate money for K-12 education, but district administrators have said they are waiting to see if the funding level changes during the session.
Lida Alikhani, New Mexico Public Education Department spokeswoman, accused Weingarten of coming to New Mexico to grandstand.
The state has seen gains on several measures – the graduation rate rose from 69 percent in 2015 to 71 percent in 2016; student achievement was up in 19 of 21 categories in 2016 and the number of students taking Advanced Placement exams has increased by 90 percent since 2010.
But Weingarten argued that New Mexico is actually falling behind. New Mexico is ranked 49th for child well-being, down from 46th during the 1990s, according to the Kids Count Data Book.
Martinez and Skandera are also "focused on dismantling through defunding and destabilizing public education as an institution for the public good," according to Weingarten.
Ellen Bernstein, Albuquerque Teachers Federation president, echoed that view.


text:
Francoulès är en kommun i departementet Lot i regionen Occitanien i södra Frankrike. Kommunen ligger i kantonen Catus som tillhör arrondissementet Cahors. År  hade Francoulès  invånare.

Befolkningsutveckling
Antalet invånare i kommunen Francoulès

Se även
 Lista över kommuner i departementet Lot

Källor

Kommuner i Lot

redpajama_set_name: RedPajamaWikipedia


Blog2Print is a new service that lets bloggers and their readers get printed books of their favorite blogs on-demand.
If you're a blogger, you can sign up for an account and add the Blog2Print widget to your blog so your readers can get hard- or soft-cover copies of their favorite posts. For example, a 20-page hardcover costs $24.95 with each 2 additional pages priced at $1.
What's your cut? You get a 20% revenue share for all the hard work you've put into writing posts, which works out to about $5 a book.
Right now, only Google's Blogger platform is supported, but support for other platforms is coming soon.
Blog2Print sounds like an example of vanity publishing gone mad, but unlike some predatory vanity presses, you don't need to put any money down to get started. It's definitely an interesting idea to consider, especially for bloggers who blog about more timeless subjects.


text:
Leading the Way or Looking the Other Way?
Mr Adam Bandt MP, Dr Margaret Simons, Mr Tim Wilson, Dr Narelle Miragliotta, Dr Scott Brenton.
Professor Helen Sullivan.
This Interactive Panel Discussion, held in 2011, explores Minority Government, Public Policy and Vulnerable Groups in the wake of the 2010 Federal Election:
'Without a parliamentary majority following the 2010 federal election, the policies pursued by Labor Prime Minister Julia Gillard reflect an eclectic ideological mix. The Prime Minister must balance her policy priorities with the interests of crossbench parliamentarians upon which she depends, and an eye to Labor's performance in marginal seats. Is the PM more focused on her own political vulnerability than the concerns of society's vulnerability?'


In this page you will find the instructions to root InFocus M2 (running on android 4.4.2) using Root Genius Application on Windows Computer.
Step 6: Now, Root Genius will automatically "Root" your InFocus M2 smartphone and install the KingUser Application.
Step 7: Now your InFocus M2 smartphone is Rooted. To check whether your phone is rooted correctly, open Applications Menu, there you will be able to see a new app installed, called KingUser. If this app exist then it means you have successfully rooted your device.
[*] No data loss process: Your InFocus M2 Phone Data like contacts, pictures, videos, music and etc will be not affected with this method.
[*] Warranty Void: Your InFocus M2 Device Warranty may be Void after following the above tutorial.
[*] Infocus Stock Firmware: If you are looking for the original firmware for your device then head over to Download Infocus Stock Firmware for all devices page.
[*] Infocus USB Driver: If you are looking for the original USB Driver for your device then head over to Download Infocus USB Driver for all devices page.


EXCEPTION: Unless you have got a new CARRIE in your pocket, I'd avoid this cliché like the plague.
EXCEPTION: COCOON (1985) by Tom Benedek still beats all comers.
EXCEPTION: Brian Helgeland pulled of a triumph in GREEN ZONE, where you really root for the character played by Matt Damon all the way through.
EXCEPTION: Karen McCullah & Kirsten Smith make Shakespearian romance an absolute delight in 10 THINGS I HATE ABOUT YOU.
EXCEPTION: If writers want to lift the Merc to the next level, they are going to have to do it better than Luc Besson in TAKEN.


As a site collection administrator, you can use the Multiple Language User Interface (MUI) feature to offer individual users the ability to change the display language for their site's or to create sites in different languages than the default SharePoint language. For more information about MUI and multi-language websites, see Introduction to multilingual features.
Important: MUI changes the display language for the user interface, and variations supports creating multiple versions of content that you can then have translated using machine translation services or localization professionals. There is limited support of MUI for custom user interface (UI) elements. To learn more about variations, see Create a multi-language website.
You must be signed in as a site collection administrator to choose language settings for a site. In addition, the SharePoint Server farm administrator must first deploy language packs on your SharePoint Server. By default, language packs are already deployed and available to Office 365 customers using SharePoint Online.
From a site page, click Settings , click Site Settings. If you don't see Site settings, click Site information and then click View all site settings. Some pages might require you to select Site contents, and then Site settings.
On the settings page, in the Site Administration section, click Language Settings.
In the Alternate Language section, check the checkbox for the languages you want users to be able to use to display their user interfaces. For example, if the only language pack installed is French, then French is the only alternate language available for you to select.
Now your users can change the display language for their personal use of the user interface; see Change your language and region settings.
After you turn on alternate languages for your site, you can create new lists or libraries in one language, then display the site in a different language, and modify the list or library name for that language. The same process works for list and library columns, and for navigation links.
Note: List items are considered content and not UI, so they will change when you choose an alternate display language.
The list of available languages that users can select is generated by the language packs that are installed on the SharePoint servers for your organization. These language packs must be installed by a server farm administrator—that is, someone in your IT organization who has the appropriate permission levels to download language packs onto your organization's server computers. For a list of languages that SharePoint Servers 2016 and 2019 support, see Install or uninstall language packs for SharePoint Servers 2016 and 2019.
If you're an Office 365 administrator, language packs are already deployed and MUI is enabled by default so that you can read the SharePoint Online Administration Center in your preferred language. If you're a SharePoint Online site administrators you won't get MUI enabled on your site by default. You'll need to select the preferred alternate languages for your site after the site has been created.
What is a site's user interface?
The user interface of your site refers to the elements on your screen that you use to interact with SharePoint, like the menus, navigation items, and recycle bin.
Use MUI when you want to create sites, site collections, or Web pages in a language other than the default language for your installation, or, if your site will have users who can't work in the default language that you plan to use for the site.


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State of the Wolf
Places for Wolves: A Blueprint for Restoration and Long-Term Recovery
Petition to List Pacific Fisher
Spotted Owl
Scientific evaluation of the status of the Northern Spotted Owl
A Conservation Strategy for the N Spotted Owl
Donate to KFA
Klamath / Siskiyou Bioregion
Fire in Klamath Mountains
Impacts of Suppression
Post Fire Habitat and Harms of Salvage
Managing for Fire
2013 Big Windy
2012 Fort Complex Fire Report
Wildlife in the Klamath-Siskiyou
The Klamath Forest Alliance believes that the best way to protect wildlife, is to protect the habitat that they depend on. We recognize the importance of roadless areas and ancient forest groves, and work tirelessly to defend these important ecological reservoirs. The World Wildlife Fund recognizes this area as a biodiversity hot spot, and we agree, as we focus on protecting the species listed below, and many, many more.
Wolf:
Wolves once roamed the Klamath Mountains, but were expatriated from the area by trappers, settlers and loss of habitat. In 1995 and 1996, experimental populations of gray wolves were reintroduced into Central Idaho. The reintroduction proved successful and there are estimated to be 422 wolves and 27 breeding pairs in Idaho. Wolf populations are dispersing into Oregon and are expected to arrive in Northern California. Studies have established that there is sufficient habitat to support viable populations in N. California. Today, we are working to bring back these beautiful creatures by protecting habitat and by educating people about the realities and benefits of the return of the Gray wolf.
Pacific Fisher:
An elusive member of the weasel family, the Pacific Fisher can be found in the lower to mid elevation ranges of the Klamath Mountains. Fishers need large logs to den in, and over 70% canopy for cover, so logging and road building have decimated this species. In 2000, 15 conservation groups including the Klamath Forest Alliance, petitioned the US Fish & Wildlife Service for listing under the Endangered Species Act. They were deemed warranted for protection but precluded from listing because of limited monetary resources.
Spotted Owl:
The Northern Spotted Owl is a Threatened species and can be found in our region. Habitat loss, from logging and road building, has had a huge impact on owls, which led to the creation of the Northwest Forest Plan and critical habitat designations. KFA has litigated in favor of Critical Habitat and we continue to challenge logging in spotted owl habitat. We are waiting to comment on the Final Recovery Plan to ensure that the best available science is utilized and that the plan will assist in recovery of this keystone species.


text:
U2 News » U2 auf "The Old Grey Whistle Test" DVD
U2 auf "The Old Grey Whistle Test" DVD
Didi 17.09.2003
Und schon wieder eine DVD mit U2, wenn auch nur mit einem Song. The Old Grey Whistle Test war in der Zeit von 1971-87 DIE Musiksendung auf der Insel, um Künstlern auf dem aufsteigenden Ast eine Plattform zu geben. In den USA erscheint nun diese DVD, die in England schon vor 2 Jahren veröffentlicht wurde, als Neuauflage mit 24 Live-Performances( DVD-Cover). Neben Künstlern wie Alice Cooper, Elton John, John Lennon u.v.m. sind U2 darauf mit 'I Will Follow' vertreten ( Screenshot 1, Screenshot 2, Screenshot 3). Um die ganze Pressemitteilung zu lesen, bzw. um das U2-Video und den Trailer herunterzuladen hier klicken. Danke an Caroline von u2log.com für die Infos.
PERFORMANCES BY LEGENDARY ROCK ARTISTS ARRIVE ON AMERICAN SHORES FOR THE FIRST TIME AS BBC VIDEO™ IMPORTS THE OLD GREY WHISTLE TEST Lennon, Jagger, Marley, U2, R.E.M., The Ramones And Other Music Superstars Highlight The First In A Series Parading To DVD September 16 NEW YORK — With a history that is loud and proud, Britain's legendary live music show The Old Grey Whistle Test put the spotlight on the world's top artists and edgiest music in a way no American program ever has. Now, in the first of three scheduled releases, American audiences will finally have the opportunity to see and hear these awe-inspiring performances as BBC Video opens the treasured vault of this British institution by importing The Old Grey Whistle Test DVD, featuring performances specially selected from the UK's 30th Anniversary Old Grey Whistle Test compilation. The DVD goes on sale September 16. As the UK's seminal live music show, The Old Grey Whistle Test featured the hottest artists from both sides of the Atlantic. While American TV audiences could only savor raw rock performances on shows like Saturday Night Live and Late Night With David Letterman, British fans watched as many of rock 'n' roll's most charismatic and recognizable stars graced The Old Grey Whistle Test's stage, often at the start of their careers. Headlining the initial DVD release are performances by rock legends John Lennon, Bob Marley, Elton John, U2, R.E.M., Lynyrd Skynyrd, Rory Gallagher, The Talking Heads, Alice Cooper, The Ramones, Randy Newman and more. In total, the DVD includes more than three hours of music and interviews with 28 vintage songs by 28 different acts. Like any good concert, The Old Grey Whistle Test DVD offers an encore with bonus features designed for the ultimate music fans. The added value elements include rare interviews with Mick Jagger, Robert Plant, John Lennon among others, a gallery of mesmerizing pictures of some of the rock universe's shining stars and producer commentary with stories from behind-the-scenes helping to paint a picture of a true golden age of music. A must-have addition to any music fan's collection, The Old Grey Whistle Test sells for less than the price of most concert tickets – especially one with this stellar roster – for the suggested retail price of $24.98. Featured on The Old Grey Whistle Test The Old Grey Whistle Test sports an all-star concert lineup. Performances included on the DVD are (listed alphabetically): Alice Cooper – "Under My Wheels" Blondie – "(I'm Always Touched By Your) Presence Dear" Captain Beefheart – "Upon the My O My" The Damned – "Smash It Up/I Just Can't Be Happy Today" The Edgar Winter Group – "Frankenstein" Rory Gallagher – "Hands Off" Emmylou Harris – "Amarillo" Elton John – "Tiny Dancer" John Lennon – "Stand By Me" Little Feat – "Rock 'n' Roll Doctor" Lynyrd Skynyrd – "Freebird" Curtis Mayfield – "We Gotta Have Peace" Randy Newman – "Political Science" Tom Petty & The Heartbreakers – "American Girl" The Police – "Can't Stand Losing You"	Iggy Pop – "I'm Bored" R.E.M. – "Moon River" / "Pretty Persuasion" Bonnie Raitt – "Too Long At The Fair" The Ramones – "Rock 'n' Roll High School" Roxy Music – "Do The Strand" The Specials – "Message to You Rudi" Talking Heads – "Psycho Killer" U2 – "I Will Follow" Bill Withers – "Ain't No Sunshine"	The Wailers – "Stir It Up"	Tom Waits – "Tom Traubert's Blues" XTC – "Statue of Liberty" Plus one additional surprise performance we're forbidden to talk about! The Old Grey Whistle Test Special Features Fans can truly go "behind the music" with a set list of special features that will thrill the hardcore music fan. Added value elements include: •	Truly historic interviews from the show with rock legends Elton John, Mick Jagger, Keith Richards, Robert Plant, John Lennon and more! •	Artists Gallery – amazing still photos of the artists from their memorable appearances on the show •	Audio commentary by the producer of The Old Grey Whistle Test •	"Behind-the-scenes" anecdotes About The Old Grey Whistle Test When The Old Grey Whistle Test went on air in 1971 it was unique. In a world accustomed to Top of the Pops, this was a show on which the bands performed album tracks and were interviewed after they had played. The music was live and, since the idea was to air new sounds, many of the bands were making their first television appearance. Presenter Bob Harris recalls how the show's name was inspired by the doormen (in grey suits) who worked at the music publishing houses in London's Denmark Street, known as 'tin pan alley': "It was a 'tin pan alley' phrase from years ago. When they got the first pressing of a record they would play it to people they called the old greys. The ones they could remember and could whistle having heard it just once or twice had passed the old grey whistle test." The program went out on BBC2, last thing on a Tuesday night. If things were going well on the show, it would stay on air. Some shows ended after 25 minutes while particularly good ones sometimes extended to an hour and a half. After an incredible 16 year run featuring the greatest artists from rock, country, punk, new wave and alternative, The Old Grey Whistle Test ended its historic broadcast life in 1987. The Old Grey Whistle Test, V. 1 Street Date:	September 16, 2003 U2 CLIP zum Ansehen und Downloaden: Windows Media Player: 56kB | 100kB | 300kB RealPlayer (ram): 56kB | 100kB | 300kB RealPlayer (rpm): 56kB | 100kB | 300kB SMIL: 56kB | 56kB | 56kB QuickTime: 56kb | 100kb | 300kb Trailer Clip: Windows Media Player: 56kb | 100kb | 300kb RealPlayer (ram): 56kb | 100kb | 300kb RealPlayer (rpm): 56kb | 100kb | 300kb SMIL: 56kb | 100kb | 300kb QuickTime: 56kb | 100kb | 300kb
"U2 Go Home - Live From Slane Castle, Ireland" DVD
Bono trifft Bush im Weißen Haus
http://www.warnervideo.com/ogwt/
In dieser News: DVD Jagger Marley Video Letterman Grey Whistle Lennon 56kB 300 56kb 100kb 300kb


Kitchen Deep Cleaning is one of the simplest ways to create a clean, safe kitchen, and to meet your legal obligations towards your customers and staff. As well as dealing with invisible hygiene problems, regular Deep Kitchen Cleaning helps to create a positive atmosphere amongst kitchen staff and lets them know that you expect high standards.
The best way to explain it is to consider the difference between Deep Kitchen Cleaning and everyday cleaning.
Inaccessible parts of ranges, grills, fryers and other equipment.
All this means that, even if you have the best cleaning regime possible, there will still be some part of your kitchen and equipment which simply don't get cleaned. And yet the build-up of dirt and grease in these inaccessible areas can still pose a significant health risk. Only Kitchen Deep Cleaning can deal effectively with this type of problem.
Quite apart from the regulatory requirements (see below) it is every catering outlet's worst nightmare to have customers fall ill or to acquire a reputation for bad hygiene. However, regular Kitchen Deep Cleaning minimises this risk, protecting your customer's health and avoiding damage to your business's reputation.
Deep Kitchen Cleaning and everyday cleaning should complement each other. It is far easier and quicker for your staff to maintain a clean kitchen if they are starting from a very clean baseline. And kitchen employees who start out with a thoroughly clean kitchen will feel far more motivated to keep it clean. In addition, seeing Kitchen Deep Cleaning taking place sends a powerful message to all your staff that you take hygiene seriously and expect them to do the same.
In addition, the Health and Safety at Work Act 1974 requires food outlets to demonstrate not just that a premises is adequately clean at the time an officer visits, but has a cleaning protocol in place – i.e. a planned schedule which you can show is being followed by staff. Having scheduled Deep Cleans strengthens your protocol and goes a long way to convince an Environmental Health Officer that you take cleanliness seriously and that you have your cleaning regimen under control.
One-Off or Scheduled Deep Kitchen Cleaning?
Ingot can provide either one-off deep cleans or regular, scheduled Deep Kitchen Cleaning, as required. As a default, regularly scheduled deep cleans are recommended to ensure the most consistent results. To be on the safe side any commercial kitchen should arrange Kitchen Deep Cleaning at least once per year.
Ingot has a Kitchen Deep Cleaning format which is tailored entirely to your needs.
Deep Kitchen Cleaning begins with the ceiling and high level walls to the point at which it meets the work surfaces. We then clean all of the preparation tables, removing them where needed in order to clean surfaces which normally can't be accessed. Finally we go to work on the equipment: the ovens, the fryers, the grills. We strip everything down, clean it and reassemble so that they are ready to cook again. This just leaves the floor which we clean and wet vac working towards the door – and that's it – job done.
You'll receive a hygiene certificate once the job's done, allowing you to prove that your kitchen meets the highest levels of cleanliness.


Welcome to the world of fruit and vegetables.You are the garden heroes. Are you ready to reap the vegetables around your meadow? It's harvest puzzle time! You, acting like a future ville ranch owner, could enjoy living with your family on this ranch to the fullest. Train hours and enjoy the different farm harvest area's. You, your family and the pig will conquer the meadow and live the perfect ville life, hero. It's harvest time in an amazing world! Welcome Garden Heroes 2!


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Previously Unreleased Buck Owens Album Coming in August
BuckOwens.com
Buck Owens, a pioneer of the Bakersfield sound, saw huge success as the bandleader of the Buckaroos in the '60s and early '70s and as the host of variety show Hee Haw. When his good friend and guitarist Don Rich died suddenly in a motorcycle accident in 1974, the wind was knocked from Owens' sails, and his country music singles were no longer topping the charts as they once did.
Capitol Records wasn't impressed with the performance of his 1975 song "Country Singer's Prayer," the title track of the album he just completed, so they made the decision to put the entire record up on the shelf. Eventually, they released Best of Buck Owens, Vol. 6, instead, including a couple of the songs that would have been on Country Singer's Prayer. This marked the last record Owens would release with Capitol.
Next, Owens signed with Warner Bros. and reworked a few of the songs he planned for his 1975 album, but the originals were kept with Capitol. Now, 43 years later, Omnivore Recordings has worked alongside the Buck Owens Estate to free the tracks from the original master tapes in their intended order to finally release the complete Country Singer's Prayer that Owens worked hard on decades ago.
Read More: Revisit Buck Owens and Dwight Yoakam's 1988 Hit, 'Streets of Bakersfield'
Country Singer's Prayer will see its official release on August 17. You can hear the high quality of the music in the YouTube clip below. Fans can pre-order the CD now on the Omnivore website and make note that the digital recordings will be avilable on August 18.
'Country Singer's Prayer' Track Listing:
1. "John Law"
2. "Love Don't Make the Bars"
3. "He Ain't Been Out Bowling With the Boys"
4. "Drifting Away"
5. "The Battle Of New Orleans"
6. "Country Singer's Prayer"
7. "California Okie"
8. "A Different Kind Of Sad"
9. "It's Been A Long, Long Time"
10. "How's Everything"
Bonus Tracks:
11. "Run Him To The Round House Nellie (You Might Corner Him There)"
12. "Meanwhile Back At the Ranch"
Now Watch: Underrated Country Love Songs of the '90s
By Bobby Moore 43 mins
By Courtney Campbell 2 hours
By Bobbie Jean Sawyer 2 hours
By Elizabeth Abrahamsen 2 hours


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News & AnalysisInsight
Understanding New York's New Paid Family Leave Law
By Stephen Fuchs and Bruce Millman on
New York Governor Andrew Cuomo executed sweeping legislation on April 4, 2016, that will gradually raise the minimum wage in New York to $15 an hour1 and provide a phased-in system of paid family leave benefits providing covered employees up to 12 weeks of paid family leave – currently the most comprehensive paid family leave program in the nation. This Insight discusses the leave provisions, benefits schedule, coverage and other essential details of the new paid family leave law,2 referred to as the New York Paid Family Leave Benefits Law ("PFLBL").
Essential Features of the Paid Family Leave Benefit Program
The PFLBL is a series of amendments to the New York State Workers' Compensation Law. When the amendments are fully phased in, covered employees will be eligible for up to 12 weeks of paid family leave annually to care for an infant or a family member with a serious health condition, or to assist with family obligations when a family member is called into active military service. Eligible employees will be paid by a state fund – not their employers – financed by deductions taken directly from employees' wages, not from tax contributions paid by employers. Notably, the paid family leave is not available for an employee's own serious health condition, although an employee may be eligible for income protection benefits under New York's existing short-term disability insurance program.3
Who Qualifies to Receive Paid Family Benefits and When Do They Qualify?
Paid family leave benefits will be available for employees in New York who work 26 or more consecutive weeks for an employer.4 Eligible employees meeting these criteria may receive paid family leave (1) to provide care for a family member because of the family member's serious health condition; (2) to bond with their child during the first 12 months after the child's birth, or during the first 12 months after placement of the child for adoption or foster care; or (3) to attend to obligations arising because the spouse, child, or parent of the employee is on active duty or has been notified of an impending call to active duty in the United States armed forces.5
Like workers' compensation benefits and state disability benefits, paid family leave benefits will be available to employees regardless of the number of employees a business employs.6 Any employer covered by the New York Workers' Compensation Law7 will have to permit eligible employees to take paid leave and will have to deduct contributions from their employees' pay to fund paid leave benefits.
Leave Entitlement
Unlike workers' compensation and state disability benefits entitlements, which provide only monetary disability or injury benefits and create no specific entitlement to an actual leave of absence, the PFLBL explicitly entitles employees who have worked for the employer for at least 26 weeks to a paid leave of absence pursuant to the phased-in schedule set forth below, and requires that employees be reinstated to their position or a comparable position upon return from the leave.8 The law thereby imposes new family leave obligations upon employers in New York not covered by the federal Family and Medical Leave Act ("FMLA") because they do not employ 50 or more employees within a 75-mile radius.9 Further, while the FMLA requires that employees be employed by the employer for 12 months and have worked for at least 1,250 hours within the previous 12-month period to be eligible for leave,10 an employee is eligible for PFLBL leave after only 26 weeks (6 months), and there is no minimum hours requirement.11
Schedule for Implementation of Paid Family Benefits
The requirement to provide paid leave, the amount of leave required, and the amount of pay that employees may receive will be phased in as follows:
(i) On or after January 1, 2018, employees may receive up to eight (8) weeks of paid benefits in any 52-week period at 50% of their average weekly wage, but in an amount not to exceed 50% of the New York State average weekly wage ("NYSAWW").12
(ii) On or after January 1, 2019, employees may receive up to 10 weeks of paid benefits in any 52-week period at 55% of the employee's average weekly wage, but not to exceed 55% of the NYSAWW.
(iii) On or after January 1, 2020, employees may receive up to 10 weeks of paid benefits in any 52-week period at 60% of the employee's average weekly wage not to exceed 60% of the NYSAWW.
(iv) On or after January 1, 2021, and for each year thereafter, employees may receive up to 12 weeks in any 52-week period at 67% of the NYSAWW. 13
Like the minimum wage increases, the paid leave legislation anticipates that an economic downturn may affect the economic feasibility of implementing the law, and allows the Superintendent of Financial Services to delay the scheduled increases in the paid leave benefits based upon several factors, including the current cost to employees of the paid leave benefits (because the benefits are financed by deductions from their pay), the availability of insurance policies providing paid leave benefits, and the impact of the benefit increase on employers' businesses.14
Intermittent Paid Leave Benefits Permissible
Paid Family Leave benefits under PFLBL may be payable to employees for paid family leave taken intermittently or for less than a full work week in increments of one full day or one-fifth of the weekly benefit.15 The statute does not address whether family leave itself must also be taken in at least full-day increments, whether intermittent leave may be taken in the same manner as under the FMLA,16 or pursuant to some other schedule. Regulations to be promulgated by the Director of Workers' Compensation may clarify the operation of intermittent leave under PFLBL.
Leave Benefits Financed By Payroll Deduction
The Legislation finances paid family leave benefits in a manner similar to the method used to finance workers' compensation and state disability benefits – through a deduction directly from the employee's pay. The amount of this deduction has not yet been issued, and will be determined by the Superintendent of Financial Services annually. The statute explicitly states that employers will not be required to fund paid family leave benefits through employer contributions.17
Employment Benefits Must Be Maintained During Leaves of Absence
The new statute holds that "in accordance with the Family and Medical Leave Act," employees taking family leave under PFLBL may lose no employment benefits because they take family leave. Employers must maintain an employee's existing health insurance benefits for the duration of the employee's family leave, as if they had not taken such leave. However, employees taking paid family leave are not entitled to accrue seniority or other benefits during their leave as if they had never taken leave.18
The language of PFLBL indicates that the FMLA's provisions requiring employers to continue making contributions to maintain group health plan benefits during an employee's family leave apply to leaves covered by PFLBL. Until regulations are issued, it is not clear whether employers will be able to recover premiums from employees who choose not to return to work, as is permitted under the FMLA.19
Retaliation Prohibited
The statute prohibits retaliation against any employee for seeking or receiving paid leave or paid leave benefits provided by the PFLBL, similar to the existing prohibition in the Worker's Compensation Law against retaliation because an employee seeks or receives workers' compensation benefits.20
Coordination of Paid Family Leave With Paid Time Off and Other Leaves
The PFLBL provides employers some protection and flexibility when applying leave benefits available under PFLBL to the employer's own internal paid time off policies and leave entitlements under the federal FMLA. The statute specifically requires that:
1) No employee may receive family leave benefits over 12 weeks during any 52-week period, or in any period where family leave combined with disability benefits exceeds 26 weeks during the same 52 calendar weeks.21
2) Prior to receiving paid family leave benefits, an employee must provide a notice to the employer and a medical certification in a form to be generated by the Chairman of the Workers' Compensation Board. Employees may not receive family leave benefits for any period where such certification has not been filed.22
3) An employer may require an employee eligible for paid family leave benefits and who has accrued but unused "vacation or personal leave" available at the time of family leave to choose whether to charge their paid time off and receive their full salary, or to not charge their paid time off accrual and instead receive paid family leave benefits. As written, and in the absence of clarifying regulations, PFLBL does not on its face permit employers to compel employees to use their available paid leave time towards the PFLBL benefit, as is permitted under the FMLA.23 However, an employer that pays full salary during a period of paid family leave may request reimbursement by their insurance carrier for advance payment of benefits.24 With either option, however, the employee will be entitled to reinstatement to the same or a similar position.25
4) Employees must use FMLA leave and state Paid Family Leave concurrently. Employees may not stack leave time to take over 12 weeks, or the maximum duration of leave permitted at the time by the phase-in schedule.26
5) Employees may not concurrently receive New York State disability benefits and paid family leave benefits.27
6) When the necessity for family leave is foreseeable, employees must provide the employer with not less than 30 days' advance notice. If the leave is foreseeable but will begin in fewer than 30 days, the employee must provide as much notice as is practicable.
Employees Not Eligible to Receive Benefits
The legislation also identifies several circumstances when paid family leave benefits are not payable. These include:
Any time an employee is receiving total disability benefits under a claim for workers' compensation, volunteer firefighters or volunteer ambulance workers' benefits. However, if an employee is receiving partial disability payments, the amount of family leave benefits combined with the benefits under those laws may not exceed the employee's average weekly wage.
To an employee not employed or who is on administrative leave from his or her employment.28
To an employee currently receiving sick pay or paid time off from the employer; and
For any day in which the claimant works at least part of the day during the same working hours as those for which family leave benefits are claimed.29
These restrictions are designed to prevent duplicative payment of benefits, and do not, on their face, restrict the employee's ability to take time off without receiving paid leave benefits. Future regulations may clarify such scenarios.
Interaction with Federal Family and Medical Leave Act: Key Similarities and Differences
Similarities Between PFLBL and FMLA
The PFLBL attempts, in several instances, to incorporate the FMLA. The similarities are significant, and include:
1) Both FMLA and PFLBL provide a leave of absence of up to 12 weeks for family obligations for covered employees arising from the serious health condition of a family member, or for the birth, placement or adoption of a child, or because of family obligations arising because a family member is called into active duty in the United States Armed forces;
2) Both statutes require that employees taking leave be restored to the same position or a similar position as that they held prior to leave;
3) Both statutes require employers to maintain an employee's health insurance benefits during the period of leave, but do not require the accrual of seniority or other benefits during their leave as if they had not taken leave;
4) Both statutes require completion of a notice to the employer and a medical certification form prior to commencing leave;
5) Both statutes require 30 days' notice of foreseeable leave, or as much notice as is practicable;
6) Both statutes prohibit retaliation against an employee for requesting or for receiving leave benefits; and
7) Leave benefits under the FMLA must be used concurrently with paid leave benefits under PFLBL, unless the employer permits otherwise.30
Differences Between PFLBL and FMLA
Despite the similarities between the two statutes, there are crucial differences between PFLBL and FMLA that employers should be aware of. These include:
1) Many more employees are covered by PFLBL than by FMLA, for two reasons. First, PFLBL applies to any employees of employers covered by the New York State Workers' Compensation Law, regardless of the size of the employer. In contrast, FMLA covers only employees working for employers with 50 or more employees in a 75-mile radius.31 Second, employees are covered by PFLBL after 26 weeks, or six months, of employment commencing on the 175th day of employment with the employer. Under the FMLA, employees must be employed for 12 months and for at least 1,250 hours in the 12-month period preceding the leave.32
2) The PFLBL provides paid leave benefits to eligible employees by amending the New York Workers' Compensation Law. Paid leave benefits under PFLBL will be financed by deductions from employee pay and will cover the gap between workers' compensation benefits, state disability benefits, and private disability insurance.33 However, PFLBL provides neither paid benefits nor a leave of absence for the employee's own serious health condition. The FMLA, in contrast, does not provide any paid benefits, but does provide an unpaid leave of absence to covered employees for their own serious health condition, as well as for all the family leave categories covered by PFLBL.34
3) As written, PFLBL allows an employer to require an employee to choose between using accrued but unused paid time off under the employers' policies and paid family leave. Under FMLA, but not PFLBL, an employer may compel an employee to substitute paid time off for unpaid family and medical leave.35
4) The FMLA provides several additional provisions regarding service member leave beyond exigent circumstances arising because a family member is called into active military service, such as leave to care for a family member who is a member of the United States Armed Services, elaborating required notice of military leave, or addressing circumstances when two spouses employed by the same employer are called into active military service.36 While PFLBL covers family leave arising from a family member being called into active duty, it does not yet address these additional scenarios.
Recommendations for Employers
While PFLBL represents a major change in the law concerning family leave for New York employers, its substantive provisions do not take effect until January 1, 2018, giving employers significant lead time to prepare. The Chair of the Workers' Compensation Board is tasked with issuing interpretive regulations, which should provide businesses with some much-needed clarification prior to the benefits' requirements taking effects.
Employers should take advantage of this lead time to prepare their payroll function to add another deduction for family leave benefits, in an amount to be determined, and to consult experienced employment counsel to amend their paid time off, leaves of absence and family and medical leave policies to comply with the new law.
See Footnotes
1 See Stephen A. Fuchs, Minimum Wage Increases in New York: What Employers Should Know, Littler Insight (Apr. 18, 2016).
2 New York State Budget, S. 6406-C, A. 9006-C (Apr. 4, 2016) at Part SS.
3 Unlike the workers' compensation laws of most states, New York's statute provides employees up to 26 weeks of disability benefits (income protection) for non-work-related illness or injury, as well as a comprehensive system of benefits for work-related illness and injury.
4 Employees regularly in the employ of a single employer who work a schedule that is less than the employer's normal work week becomes eligible for paid family leave on their 175th work day for that employer. N.Y. W. Comp. L. § 203.
5 N.Y. W. Comp. L. § 201(15).
6 N.Y. W. Comp. L. §203.
7 See N.Y. W. Comp. L. § 2.3.
8 N.Y. W. Comp. L. §§ 203, 203-b.
9 29 U.S.C. § 2611(2)(b)(ii).
10 29 U.S.C. § 2611(2)(a).
11 N.Y. W. Comp. L. § 203.
12 In 2015 the NYSAWW was $1,296.48. If the NSAWW were the same for 2018, the maximum weekly paid leave benefit would be $648.24.
13 N.Y. W. Comp. L at § 204(2)(a).
14 N.Y. W. Comp. L. §§ 204(2)(a).
16 See 29 C.F.R § 825.202 – 205.
17 N.Y. W. Comp. L. § 209(b).
18 N.Y. W. Comp. L. § 203-c.
19 See 29 U.S.C. § 2614(c); 29 C.F.R. §§ 825.209, 825.210, 825.212(b), 825.213.
20 N.Y. W. Comp. L. § 203-a.
21 N.Y. W. Comp. L. § 205.2.
22 N.Y. W. Comp. L. § 205(b)
23 N.Y. W. Comp. L. § 205(c).
24 Id.; N.Y. W. Comp. L. § 237. This differs from the FMLA, which permits employers to compel employees to substitute accrued but unused paid time off for FMLA leave. See 29 U.S.C. § 2612 (d)(2).
28 The term "administrative leave" is not defined in the statute. Subsequent regulations may clarify what constitutes "administrative leave." For example, the statute does not address whether an employee's suspension pending an investigation for misconduct is an "administrative leave."
30 See N.Y. W. Comp. L. §§ 203-a , 203-b, 203-c, 205.5, 206.4; 29 U.S.C. §§2612(a)(1), 2614(a)(1),(2), 2614(c)(1),(3); 2612(e).
31 N.Y. W. Comp. L § 203; 29 U.S.C. § 2611(2)(B)(ii).
32 N.Y. W. Comp. L. § 203; 29 U.S.C. §2611(2)(A).
33 N.Y. W. Comp. L. § 209(3)(b).
34 29 U.S.C. § 2612(a)(1).
35 N.Y. W. Comp. L. §205(c); 29 U.S.C. § 2612 (d)(2).
36 See 29 U.S.C § 2612(a)(3), (e)(3), (f)(2). Under the FMLA, employees may take up to 26 weeks of unpaid family leave in a 12 month period to care for a family member who is a service member. 29 U.S.C. § 2612(a)(3).
Stephen A. Fuchs
sfuchs@littler.com
Bruce R. Millman
Office Managing Shareholder
bmillman@littler.com
Leaves of Absence and Disability AccommodationWage and Hour
Related News & Analysis
Minimum Wage Increases in New York: What Employers Should Know


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Jaʻd bin Dirham (ال جعد بن درهم) est un théologien musulman du  siècle, originaire de la région du Khorassan.

Il exerce pendant le califat de Hichām, dixième calife omeyyade.

Biographie
Bien que peu de chose sur lui ne soit connue, Jaʻd bin Dirham est reconnu comme étant à l'origine de la thèse du Coran créé.

Installé pendant un temps à Damas, c'est durant un exil à Koufa, conséquence des persécutions qu'il subit pour ses pensées, qu'il rencontre son premier disciple, , dont les idées deviendront par la suite les bases du jahmisme.

Mort
Jaʻd bin Dirham est exécuté vers 737, à Bassorah par Khālid al-Qasrī, gouverneur de la Mecque.

Un récit de Abū ʻUthmān al-Sābūnī, savant du  siècle, relate au sujet de son exécution :

Références

Liens externes

Théologien musulman du VIIIe siècle