Photography Release Form I, __________________________________________ (your name), am the legal guardian of ___________________________________ (your child's name) and hereby: the Edmonton Humane Society (EHS) to use the name/image of the child named above in its public relations and communication materials created for a period of two years from date consent is signed. I realize that I may withdraw my consent in writing at any time by contacting the EHS at communications@edmontonhumanesociety.com. I understand that the photograph(s) may be used in a publication, print advertisement, directmail piece, electronic media (e.g., video, CD-ROM, internet, World Wide Web, Social Media, etc.) or other form of communication. In giving my consent, I hereby release and hold harmless the Edmonton Humane Society (EHS) and their agents, employees, officials, representatives and contractors from any and all responsibility or liability for damage of any kind suffered in any manner whatsoever. I hereby relinquish any and all personal or proprietary rights I may have in connection with such use. I understand that I will receive no compensation should any photograph of me/my child be used. Agreed to and Accepted this ___________ day of _________________, 20___________. Witness: ______________________________________________________________________ Legal Guardian Signature: ________________________________________________________ Child's Signature: _______________________________________________________________  Authorize  Do Not Authorize This information is being collected under the Authority of Section 33(c) of the Freedom of Information and Protection of Privacy (FOIP) Act and may be used for the administration of the Edmonton Humane Society, including public relations events. If you have any questions about the collection, use and disclosure of this information please, contact the Program Representative. Dear Coalición de Derechos Humanos Supporter, Thanks to your support and the hard work of all of our dedicated volunteers, we can look back on 2015 with pride. This year was an important yet challenging one, but one thing is certain— without your continued financial contributions we couldn't have successfully supported nine workers in reclaiming over $18,000 in stolen wages, collaborated with other national and local groups in the fight to end Operation Streamline, and answered over 100 calls per month from family members looking for lost loved ones. For the past 22 years, we at Derechos Humanos continue to do a lot with very little, and this past year was no exception. In 2015, we had only two part-time staff members at any given time, and therefore relied mostly on our dedicated volunteers to help us accomplish all of the above. Grassroots organizations like Derechos cannot always rely on grant funding to sustain its projects, pay for its staff, rent, the phone system, and other equipment because we refuse to compromise our values. Unfortunately, being principled can make it more difficult for us to secure continued funding from reliable sources. Thankfully, almost half of our annual income comes from donors like you—that is grassroots fundraising at its best! And we don't plan on giving up the fight in 2016. However, we absolutely cannot keep fighting without your enduring support—yes, your financial support, but also your volunteer hours and willingness to read and share the timely news coming from the border region through our listserve. Please consider how far we will stretch each dollar that you are able to donate or each hour you are able to volunteer (for more information about how to volunteer—even if you don't live in Tucson, see page x). Your gift of $25, $100, 500, 1,000 or $5,000 can make all the difference. You can donate by going to our website at http://www.derechoshumanosaz.net/ and clicking on the "Donate" button. Or you can send a check in the enclosed envelope or you can sign up for monthly donations with our enclosed form. Please consider being a monthly sustainer and see your donation go a long way. (More details on becoming a sustainer on page 4 Thank you! The Derechos Family Dear NIC, Thank you for the opportunity to comment on your 5G Consultation. ARM ARM is one of the UK's leading high tech companies. Our main focus is the design of microprocessors, the key components of chips. We are a global business, with offices around the world. Our Headquarters is in Cambridge, UK. Because of the energy efficiency of our designs we have been very successful in mobile phones. We are also present in a wide range of other products. The so called Internet of things, connected cars, and other products which will make use of 5G, will be important parts of our business in the future. In addition we have recently begun to get our designs into running data centres and servers, where we are aiming to bring our energy efficient expertise to the problem of running the ICT network at a time when increasing demands are being made of it. We are listed on the FTSE 100, and on the NASDAQ Exchanges. You will receive many comments from Telcos and others on the specific questions you have set out. We have tried in our comments below to focus on some considerations which may not have been raised elsewhere. 5G Introduction By way of introduction, it seems that 5G will represent an incremental advance on existing technologies, rather than a radically new departure. As ARM Holdings plc · 110 Fulbourn Road · Cambridge CB1 9NJ · UK Tel:+44 1223 400400 · Fax +44 1223 400410 · Web: www.arm.com Registered in England 2548782 your report says, it will enable a wide variety of new digital services, including Internet of Things and Connected Cars. The impact of these developments will be considerable in a range of sectors like health, smart cities, agriculture, smart manufacturing, smart energy etc. It is important that we don't think of this as a service which simply provides better consumer goods and services: properly handled the 5G (or IoT) era will have the potential to enable us all to use resources more efficiently and to deliver services more effectively. There is no reason why the UK should not aspire to be among the leaders in this area. There are good academic institutions and companies operating the UK who can help lead the way. 5G Infrastructure 5G is not only about the development of a new radio interface. New radio technologies like SDN, NFV will help us manage the new demands on the network. But at the same time we need to think about the structure of the network and its impact on energy consumption. As increasing demands are made on the network, its energy consumption is likely to increase. Rethinking the design of the network will help. We will probably need a flexible network which is capable of transferring and processing data over long distances (as at present) as well as reducing these by locating processing in a variety of places. This is likely to involve more computing done closer to where data is collected ('edge compute'). This holds out the prospect of ensuring that the ICT network uses energy as efficiently as possible. To drive this forward we will need proof of concept use cases involving state of the art servers and data centres which focus on maximising energy efficiency. Industry is only beginning to look at the potential in this area. But it would be helpful if Government could commit to making the UK the best place to trial such solutions, and in due course to base its own procurement decisions on energy efficiency. Small Cell deployments are likely to be an important part of the 5G network. In addition to getting good and well priced sites for location, the key will be the need to align small cells with the backhaul network. Recent attention has ARM Holdings plc · 110 Fulbourn Road · Cambridge CB1 9NJ · UK Tel:+44 1223 400400 · Fax +44 1223 400410 · Web: www.arm.com Registered in England 2548782 focussed on mm wave (above 20 GHz) technologies for deployment post 2022. These might be good areas for a testbed. We should not focus exclusively on mobile broadband. (The key current mobile technology, LTE, could suffice for a while.) But we need to start looking at IoT specific technologies, like narrowband IoT , unlicensed LPWAN, designed to help provide 5G coverage for a massive number of devices. Industry Sectors We need to push the trials of potential use cases. To do this we need to get verticals to work among themselves to explore use cases eg in retail, health, transport, but also to work together to identify cross cutting issues. We might think about establishing a cross sector working group. Spectrum With the explosion of interest in IoT will come a requirement to 'connect' billions of devices. Given that IoT end points have a wide variety of use cases, we can expect a wide variety of connectivity methods to match particular applications. It is unlikely that the market will move to a one size fits all, unlike the traditional cellular space and its dominance by LTE. A number of factors will drive the chosen method, including:  Will the device require mobility?  Are there power consumption constraints?  What level of connectivity bandwidth is required?  Is there existing infrastructure in place that can be used? It is clear from this that there will not be a one size fits all connectivity solution for the IoT, but more likely a portfolio of technologies each bringing their own particular advantages . Much attention is already being focussed on this: for example, at both national and international level there are efforts to ensure sufficient spectrum is made available and many organisations are looking at the demands (including IoT demands) of 5G networks. Over the last decide the mobile industry has focused on delivering mobile broadband. This has been hugely successful and has driven the smartphone POLICY Drug and alcohol abuse adversely affects the health and safety of employees and compromises their ability to provide services to our clients. Therefore, AAA Marinelli Home Care Agency, Inc., d.b.a. an independently owned and operated Home Instead Senior Care franchise ("the Company") is committed to maintaining a work environment free from the adverse impact of employee alcohol and drug abuse. Prohibitions: A. The use, possession, sale, transfer, offering or furnishing of illegal drugs or other controlled substances (as defined under state and federal law), and the possession of implements and paraphernalia for the illegal use of drugs, while on duty, while on the Company's premises (including parking lots), while operating a vehicle leased or owned by the Company, or while performing services for or on behalf of the Company, is strictly prohibited. B. Except as provided below, the Company prohibits the use of alcohol by personnel directly before or during the workday, including lunch and breaks. The use of alcohol during the work day under Company-related and approved circumstances (whether on or off the Company's property) such as the Company's representative luncheons or dinners; specific celebrations; while conducting other Company-related business or socializing; or while otherwise representing the Company, is permitted only to the extent that it does not lead to impaired performance, inappropriate behavior, endanger the safety of any individual, or violate applicable law. C. Unless otherwise authorized by this policy, reporting to work, returning to work, being or remaining at work, while under the influence of alcohol, illegal drugs, or any other controlled substance (not specifically prescribed by the employee's medical provider), or having any of the substances in your system while on duty, while on the Company's premises, while operating a vehicle leased or owned by the Company, or while performing services for or on behalf of the Company, is prohibited. D. Off duty abuse of alcohol which results in excessive absenteeism or tardiness or is the cause of accidents or poor performance will result in corrective action, up to and including termination, in accordance with the Company's policies regarding absenteeism, tardiness, poor performance and unsafe work practices. E. Off-the-job illegal drug use or activities, or convictions relating to such illegal drug use or activities, is also a violation of this policy. Off-the-job illegal drug use or activities or conviction relating to such use is likely to adversely affect the organization in many ways, including without limitation, one or more of the following: adverse effect on job performance or attendance, jeopardizing the safety or welfare of the employee, fellow employees, and/or the organization's clients, risking damage to company business or property. Prescribed and Over-the-Counter Drugs: Home Instead Senior Care of Gainesville 4061 NW 43rd Street, Suite 11, Gainesville, FL 32606 Phone: 352-336-3388 Fax: 352-336-0866 AAA Marinelli Home Care Agency, Inc., d.b.a. is an independently owned and operated Home Instead Senior Care franchise serving Alachua, Bradford, Columbia, Levy, Putnum & Union Counties. Lic# 232373 Drug_Alcohol_Policy_031412.docx Rev.03-14-12 2 This policy does not prohibit the use of a therapeutic drug unless such therapeutic drug affects the employee's capacity to properly perform job duties or creates a danger to him/her or to others in the work place. "Therapeutic Drugs" include legally obtained prescription drugs, controlled substances and over-the-counter drugs used in accordance with the related prescription and/or directions. Any employee whose use of any therapeutic drug(s) may affect his/her capacity to properly perform job duties or may create a danger to himself/herself or to others in the work place is required to report the therapeutic drug use to the human resources manager. An employee may be allowed to continue to work, even though under the influence of a therapeutic drug, if the Company has determined, after consultation, that the employee does not pose a threat to his/her own safety or health or the safety or health of other employees, and the employee's job performance is not significantly, detrimentally affected by the therapeutic drug. Otherwise, the employee may be required to take a leave of absence or comply with other appropriate action determined by the Company. Administration of Policy: Reporting Employees are required to notify their supervisor if they have any evidence or reason to believe that the policy and rules set forth above have been, or are being violated. If an employee feels their supervisor is involved, they should notify the CEO or the Human Resources Manager. Failure to appropriately notify or report such conduct may also be grounds for appropriate corrective action. An employee found to be in violation of this policy may be subject to corrective action up to and including discharge. Drug and Alcohol Testing To ensure compliance with this policy, The Company reserves the right to require employees to undergo blood tests, urinalysis or other procedures designed to detect the presence of alcohol or the illegal use of drugs under the circumstances described below. 1. Post-Offer/ Pre-Employment Testing: After a conditional offer of employment is extended, all job applicants will be subject to pre-placement drug and alcohol testing. When the applicant has an initial screen positive test result for alcohol, an illegal drug, or an unprescribed, controlled substance, the conditional offer of employment will be withdrawn and the applicant will not be employed by the Company. 2. Work-Related Accidents: Employees involved in work-related accidents resulting in any bodily injury (either to themselves or to others) or property damage will be subject to drug and alcohol testing. 3. Reasonable Suspicion: The Company reserves the right to test those employees management reasonably suspects may be violating any portion of this policy. 4. Post-Treatment/ Post-Rehabilitation Testing: Employees who successfully complete an approved counseling or rehabilitation program pursuant to this policy may be subject to unannounced testing

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