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Welcome to the Ceredigion branch’s Pay Negotiations page. On this page you will be able to view all news items that are of current interest and also links to other useful information.
Pay Claim 2018/19
The employers side of the NJC have now responded to the trade unions pay claim with a 2 year offer, including an updated pay spine, which will see significant bigger increases in pay for those people earning under £19,440 a year and 2% rises each year for those earning above that rate.
A summary of the offer is as follows:
This is an update on the press release, circulated yesterday, that detailed the NJC trade unions initial response to the Local Government Association (LGA) employers’ NJC pay offer (press release detailed below), the LGA Labour group leader “unreservedly welcomed” the pay offer and has now written to the Chancellor demanding that he fully fund the pay rise.
The Trade Unions were expecting the employers’ offer on 13 December, but it was apparently leaked to councils by a Tory wanting to wreck it and consequently the LGA felt that they had to make it formal yesterday, earlier than planned.
it is complicated and includes some restructuring of the pay spine to relieve compression at the bottom end. The lowest paid will receive 16% over two years, to take them to £9 an hour. Everyone will receive at least 2% in both years. The combined effect on the pay bill will be an increase of 5.584% over two years.
Pay Claim 2014.15
Please click here to get all the latest news on the pay negotiations taking place from the main Unison web site.
Letter to Mark Williams MP – Aug 2014
Letter for download
Further to our ongoing pay dispute please find attached a letter to our local MP Mr Mark Williams calling on him to lend his support to our campaign to halt and reverse the dramatic decline in local government pay. Your trade union, and your branch, would be very grateful to you if you could take the time to fill in your name and address in the top right hand corner and send it directly to Mr Williams (either by e-mail at firstname.lastname@example.org or by post to 32 North Parade, Aberystwyth, SY232NF) or alternatively return it to the Branch Chair, Owain Davies, who will forward it on for you.
Following the one day strike action in July, the employers (the LGA) have refused to respond to our claim or return to negotiations. Furthermore they are refusing even to allow ACAS to arbitrate in this dispute, despite that being the recourse that is available to either party within the NJC Green Book constitution.
So the background to this dispute is that Local Government pay has fallen by 20% in the last 4 years (equivalent to around 10 weeks wages) and the collective negotiating agreements with your Union are beginning to breakdown.
Whatever your thoughts are on this years pay claim or the unions industrial action strategy, now that we have collectively taken a stand on this issue it is vital that we hold firm to that stand until we make some progress. This includes lobbying our elected MPs to gain their support and keep the pressure on the LGA. If everyone in our branch sends this message to Mr Williams he will find it very difficult to ignore us (particularly in an election year) and it WILL help our campaign.
In addition to lobbying our politicians UNISON has also confirmed that there will be a second day of all out strike action on THURSDAY 14th OCTOBER. Please put this date in your diaries, try and persuade non-members to join us, and consider volunteering for a picket line at your place of work.
We do appreciate that the loss of pay for strike days is a blow, but this has to be put in the context of the 20% cuts to pay that we have suffered (equivalent to around £3000 per year for someone earning £15,000 if their pay had kept pace with inflation). This makes each days pay more precious but at the same time if we cannot restore the link between pay and inflation, it will be worse next year and worse the year after that.
Our branch will also be actively supporting the TUC MARCH IN LONDON ON SATURDAY 18th OCTOBER, we will be providing free coach travel to London and back so please do consider joining your colleagues in the branch and from across the UK in London on that day. Again it is vital that we keep the pressure up in this campaign, and if you are willing to take strike action to advance the cause then please do try to make the effort of having a day in London to do so too.
The March is not just limited to Local Government or public sector workers, but is for all working people in the UK whose wages have fallen significantly in real terms since the coalition government came to power (and before then) while earnings and bonuses for the highest paid have continued to rise well above inflation (including MPs who are getting over 10% this year), with the slogan for the March being “BRITAIN DESERVES A PAY RISE”
Please note that your friends and family are also welcome to join us on the coach(es), so please book your seats either with myself or Ann Jones (Ann.Jones4@ceredigion.gov.uk)
Your trade union is pulling out the stops this year to win you a decent pay rise and halt the ongoing decline in wages, our strength though lies in our members and in our numbers and we need to make our numbers felt if we are to make progress. So please do your bit by lobbying your MP, joining the picket line, and joining the march in London. It will make a difference and it will be worth it,
Cangen Cadeirydd – Branch Chair
Three years of pay freeze no joke says UNISON
Hundreds of thousands of low paid local government workers including home carers, residential care workers, school dinner ladies, cleaners and teaching assistants have been fooled out of a pay rise again this year, said UNISON today (1 April).
When staff look at their pay slips on April 1, the £250 increase promised by George Osborne to public sector workers earning under £21,000 will be missing for another year.
Heather Wakefield, UNISON Head of Local Government, said:
“Living on poverty wages is no joke. It is a disgrace that George Osborne has tried to fool local government workers and the public into believing he cared enough about the hardship of low pay to announce he would cushion the impact of the Government pay freeze.
“Hundreds of thousands of low paid, mainly women workers – who every day care for people in our local communities – the carers, cleaners, cooks, teaching assistants and many more have been fooled out of the £250 promised by George Osborne.
“Try feeding your family or paying your bills when you have not had a pay rise for 3 years. £250 isn’t much to the likes of George Osborne but every little helps when you are on minimum wages.
“Instead of dragging local government workers into dispute, councils should do the right thing and pay the £250 now.” April 1 marks the third consecutive annual pay freeze. It means that council workers will have suffered a 15% pay cut in three years and now earn a shocking 10% less in real terms than in 1996.
Local government unions outraged at pay freeze
Local government unions, UNISON, GMB and UNITE, representing 1.6 million workers in England, Wales and Northern Ireland, have today been told that their members face a pay freeze in 2010/2011. The unions are calling on the local government employers to think again, saying that local government workers will struggle to afford basic essentials, with nearly 3% inflation rendering the pay freeze a real terms pay cut. The unions are calling for them to come to their senses and make a reasonable offer, saying that there is room in council budgets to give workers decent pay.
UNISON Head of Local Government, Heather Wakefield, said:
“The employer’s decision to cut our members’ pay without negotiation is a slap in the face for hard working council employees who have kept local communities together through the crisis.
“Two thirds already earn less than #18k a year. Last year George Osborne, Tory shadow chancellor said the Tories would not freeze pay for those earning in this pay bracket, now the Tory LGA is doing just that.
“Our members are already covering posts left vacant by wide-spread redundancies. 75% of the workforce are women so this is an outright attack on women’s pay.
“We know that councils can afford an increase. Council reserves have grown, while many have chosen to cut their own income by freezing council tax. Our members will be outraged by this threatened pay freeze.
“The trade unions will meet urgently to consider the next steps.”
Peter Allenson, National Officer for Unite the union, said:
“There has been absolutely no negotiation with the employers. We have had a position put to us that will effectively reduce our members’ living standards. There is no justification for what I would call a pay freeze, and our members would be angry and outraged to say the least.
“The employers should reconsider and come to negotiating table as soon as possible. In the mean time we will consult our members on the next steps.”
Brian Strutton, GMB National Secretary, said:
“Council workers will be absolutely furious about this and I’m personally appalled at the arrogance of the employers. There has been no discussion, no negotiation – just a political decision by conservative controlled local government.
“David Cameron needs to reign in his right-wing mavericks who run councils and have the audacity to think that this 2.5 % real terms pay cut for staff is how to deliver local services.
“We will now hold an urgent meeting of the trade union side to determine our plan of action. I guarantee the mood will be very angry.”
NJC PAY 2009/10 pay settlement – offer accepted
A meeting of the UNISON NJC was held on Wednesday, 09 September where results of the branch consultation where considered.
An overwhelming majority, 89% of members, accepted the offer on a 17% turnout. GMB and UNITE members also voted to accept. As a result, the employers have been asked to implement the agreement ASAP.
The settlement: From 1 April 2009
- Pay will increase by 1.25% on SCPs 4 to 10 and by 1% on SCPs 11 to 49 inclusive.
- Basic annual leave will also increase from 20 to 21 days for employees with less than five years’ service.
- The employers and trade unions will also endeavour to produce a best practice statement on handling redundancies by 1 December 2009.
Local Government Pay Offer 2009/10
Consultative Ballot Paper The Local Government Employers have offered:
- Pay From 1 April 2009 an increase of 1.25% on SCPs 4 to 10 inclusive.
From 1 April 2009 an increase of 1.00% on SCPs 11 to 49 inclusive.
- Annual Leave From 1 April 2009, an increase from 20 to 21 days in minimum annual leave for employees with less than five years’ service.
The National Agreement Part 2 Para 7.2 would therefore be amended to read as follows, with effect from 1 April 2009: 7.2 Annual Leave The minimum paid annual leave entitlement is twenty one days with a further four days after five years of continuous service. The entitlement as expressed applies to five day working patterns. For alternative working patterns an equivalent leave entitlement should be calculated.
- Joint Statement on Best Practice in Handling Redundancies By 1 December 2009, the NJC will produce joint guidance on best practice in handling redundancies.
The employers state that this improved offer represents their final position and they are not prepared to negotiate further. If the offer is rejected, councils will not implement it unilaterally so there would be no increase for 2009/10. Please read the following and place a cross in either the accept or the reject box. The UNISON NJC Committee’s decision is to recommend acceptance of the final offer as the best achievable by negotiation.
Local government unions condemn ‘mean’ pay offer
(08/04/2009) Local government unions have warned employers that the 0.5% pay offer for England, Wales and Northern Ireland is totally unacceptable, and it called on them to open meaningful negotiations as a matter of urgency.
After their joint meeting yesterday, UNISON, Unite and the GMB described the offer as “mean and paltry”, saying it meant just 3p an hour for hundreds of thousands, including nursery nurses, teaching assistants, care home workers, care assistants, road sweepers and refuse workers, school meals staff, social work assistants, cleaners, admin staff and library assistants.
And for groups such as social workers and planners, where there are huge vacancies, the increase amounts to no more than 7p an hour.
“How can the employers expect their hard-pressed workforce to exist on this breathtakingly mean offer of a paltry 3p an hour extra – just over £1 a week or £55 a year?” asked UNISON head of local government Heather Wakefield.
“Who could honestly expect us to consider this acceptable? It is just not realistic and we know that the employers have already put aside money for an increase of between 1.5% and 2.5%.”
And Ms Wakefield continued: “How can they hope to recruit and retain enough social workers to make sure that children at risk are protected when they are offering a ridiculously low amount – what sort of carrot is this?
“We have only just settled last year’s claim, which went to ACAS. Let’s clear the decks and allow staff to get on with their jobs serving local communities without the spectre of damaging industrial relations.”
Pay Claim 2008/2009
Local government employers offer just 0.5%
(07/04/09) Local government unions expressed bitter disappointment yesterday at a 0.5% pay offer by the Local Government Employers.
The employers in England, Wales and Northern Ireland have said that the offer, which is for 2009-10, will not be imposed, but will be withdrawn on 1 June if it has not been accepted by then.
The offer is lower than increases in other areas of the public sector, lower than most councils have budgeted for – and lower than the 2.33% rise that MPs have voted themselves.
The unions – UNISON, together with Unite and the GMB – are meeting today to discuss their response.
UNISON head of local government Heather Wakefield said: “I am bitterly disappointed and surprised at the offer.
“We know that most local authorities have budgeted for an increase of between 1.5% and 2%.
“Times are tough, but this offer of 0.5% will make it even harder for local government workers, who are already struggling to make ends meet.”
And she concluded: “The employers should look closely at other pay rates in the public sector or they risk losing essential staff and jeopardising services.”
FOR IMMEDIATE RELEASE: 3 MARCH 2009 UNIONS WELCOME ACAS PAY AWARD AFTER LONG-STANDING DISPUTE Trade unions, representing 1.3 million local government workers in England, Wales and Northern Ireland, have welcomed an ACAS award of an additional 0.3%, bringing the 2008/2009 pay increase to 2.75% on all pay points. An extra £100 had already been agreed for the lowest paid. UNISON, UNITE and GMB had been involved in a long-standing dispute over pay, including strike action, last year. They had rejected previous offers and referred the dispute to binding arbitration. The award is backdated to 1 April 2008. In a joint statement, UNISON, Unite and GMB, said:“We welcome the fact that ACAS has accepted our arguments that members should receive a higher pay increase. ACAS stated that the award is ‘justified and affordable in the context of the claim for the year 2008/2009’.
Local government pay claim 2009
(19/01/09) This is going to be a difficult year for all public sector workers. We have argued in our claim that NJC employees are going to be vital to supporting local communities under stress. NJC Pay Claim 2009 Final – 12-Jan-09
Council workers get interim pay rise
(17/10/08) Local government workers in England, Northern Ireland and Wales are set to get an interim pay rise to tide them over Christmas.
UNISON today confirmed that the employers have agreed to the union’s request for a 2.45% pay rise for staff, with an extra £100 for the lowest paid, backdated to April.
The increase is an interim measure – final settlement of this year’s pay award is awaiting the results of arbitration.
UNISON head of local government Heather Wakefield welcomed the employers’ decision to pay the uplift backdated to April.
“With Christmas just around the corner, 2.45% will bring some comfort to local government workers struggling to cope with the rising cost of everyday essentials,” she said.
She added: “UNISON believes we have a strong case for a fairer deal for local government staff, which we are taking to ACAS for arbitration, and we are hopeful for an early decision.”
Members should receive the pay rise and back pay in their November pay packets.
Trade unions will meet with the employers again on 23 October to discuss the terms of reference for arbitration.
NJC committee agrees way forward on pay
(21/09/2008) UNISON’s NJC Committee met on 18 September to review progress in the negotiations over the pay award for 2008/9, which followed the two days of action in July, and the joint statement with the LGA which followed them.
A number of important decisions were made at the meeting. They are explained in detail below. Please pass them on to members and activists in your branch. The decisions were:
- not to ask members to take any further industrial action in relation to this year’s pay offer;
- to refer this year’s pay offer to ACAS for binding arbitration;
- to approach this year’s pay offer, any review of the Green Book and pay for 2009/10 separately;
- to submit a pay claim to the employers as soon as possible for 2009/10;
- to agree the trade union side’s aims for any future review of the Green Book;
- to undertake an in-depth review within the NJC Committee of the negotiations and events surrounding this year’s industrial action and to draw up plans to increase our bargaining strength at local and national level;
- to hold meetings of the full Joint trade union side of the NJC on 1 October and 3 November;
Three joint secretaries’ meetings have been held since the July action. UNISON and UNITE have consistently pushed the employers to resolve the outstanding pay dispute and this was the first point included in the framework for the negotiations, which was agreed after the second meeting.
Unfortunately the employers claim that there is no pressure on them to increase their final offer of 2.45% and 3.3% for those on scale points 4, 5 and 6 – either from individual local authorities, the Local Government Association or the government. The joint trade union side of the NJC executive therefore met to take stock of this situation on 10 September and to consider the unions’ aims for any review of the Green Book which might take place in the future. The 2007/8 pay settlement included such a review.
The trade union side recognised that members need and deserve a pay increase as soon as possible. With no apparent prospect of an improved offer, there was therefore a unanimous decision by all three unions – including the GMB – to recommend to their respective national committees that the matter be referred to the Arbitration and Conciliation Service (ACAS) for binding arbitration. The national agreement – the Green Book – provides for either side of the NJC to do this and we believe that the employers will not stand in our way.
NJC committee’s recommendations
The NJC committee – UNISON’s lay committee – with representatives from each region, considered a lengthy report from the negotiators on 18 September and also looked in detail at the results of the consultation on members’ views over further industrial action, which it requested at its last meeting.
With few exceptions, branches responding said that members were not willing to take further action – either ‘all out’ or selective. The committee therefore decided not to call for further action and to accept the recommendation of the trade union side and seek binding arbitration.
Informal discussions have been held with ACAS and they will start the process, which will involve an independent arbitrator, in the near future. We believe that we can show that the cost of living, local government finances and the poor position of local government workers in the public sector pay league table will provide solid evidence for an improved award.
This is obviously not the outcome which UNISON hoped for. However, the employers have not been willing to improve their offer and we believe that members’ pay increase for 2008/9 needs to be resolved and paid as quickly as possible.
The review of this year’s action and negotiations and our bargaining power will kick off at the next NJC Committee. The aim is to create a stronger union presence in local government and ensure that our lay democracy functions well. This is essential if we are to be able to negotiate from a position of strength at all levels and ensure a forceful presence in every council and at the NJC bargaining table.
Green Book negotiations
The 2007/8 settlement included an agreement to undertake a ‘nothing ruled in and nothing ruled out’ review of the Green Book. The employers have been keen to start the review, but the unions have made it clear that we will expect additional funding to underpin it and there has been no progress to date. The employers’ offer for 2008/9 therefore included the objective of completing the review by December 2008.
The joint secretaries have discussed the review. As reflected in the framework for the negotiations above, UNISON and the other unions have sought to establish what funding – if any – is available for improvements, what information is available on the pay bill and the workforce to underpin the negotiations and what the employers’ objectives are. So far little progress has been made.
There is currently no additional funding available and the unions have made it clear that we expect improvements which would bring our members’ conditions at least up to the level of other groups of public sector workers.
The NJC committee considered a proposed list of trade union side objectives for any future review. This will be considered further at the next meeting on 14 November 2008. In the meantime, UNISON has been conducting two branch surveys to establish exactly what members’ current conditions are, to inform any future negotiations.
A very big ‘thank you’ goes to the 82% of local government branches who responded to the survey on working hours and unsocial hours payments. A copy of the results of that survey is included in the Pay News sent to local government branches and the information will be invaluable in showing the scope for improvements in the negotiations. We are currently carrying out a further survey of car allowances and special leave.
Please respond to the second survey. We need the facts to counteract any fiction coming from the employers and to ensure we negotiate for the things you need when any review starts. And please give us any ideas your branch has for possible improvements.
Pay claim for 2009/10
The NJC Committee considered a background paper on the current situation underlying pay increases and other agreements and agreed that we should submit a claim to the employers as soon as possible for pay from 2009/10. This will be considered by the full joint trade union side of the NJC when it meets on 1 October.
It was agreed that we should aim to finalise the claim at the full trade union side of the NJC on 3 November. Branches will therefore be asked to give views on the claim to a tighter timescale than usual, but we hope that you understand that we want to submit the claim as quickly as possible in line with Conference decisions.
Let’s work together…
The union realises that these are tough times for our members facing rising living costs, who took action to secure a higher pay offer. We are doing everything we can to make sure that you all receive a pay rise – and hopefully a higher one than offered – as soon as possible. In the meantime, branches are asked to help members facing hardship as a consequence of the dispute by use of branch industrial action funds. Other hardship claims can be referred to UNISON Welfare.
The way forward for local government
(01/09/08) Trade unions and local government employers in England, Northern Ireland and Wales have confirmed their aim to resolve the current dispute over pay “as soon as possible”.
In a joint statement issued today to all council chief executives, they reaffirmed that all parties were committed to negotiations that aimed to secure an employment package “which is fit for the future, with positive industrial relations, high quality and efficient local services”.
And they pledged to work together “to identify ways of using general efficiency savings to improve the pay and conditions of the local government workforce”.
The statement has been signed by all the NJC joint secretaries. It provides the framework for further discussions and holds out hopes that a revised national agreement will have been endorsed by both sides and consulted on by the end of this year.
“The revised national agreement will include core conditions of service that bear comparison with conditions elsewhere in the public sector,” it says.
Negotiations will be informed by data on the pay bill, workforce composition, earnings and conditions of service.
Unions and employers agree way forward
(13/08/08) Trade unions and local government employers in England, Northern Ireland and Wales have confirmed they will meet again next week to continue negotiations on pay and conditions.
Talks reopened yesterday with an initial meeting to set the timetable and agenda for the way forward.
UNISON head of local government Heather Wakefield, who is also the joint union side secretary, said the talks were “an initial meeting” to “kick off National Joint Council negotiations in the context of the agreed statement with the Local Government Association. The meeting focussed on the timetable and process for the talks, which will continue on 22 August.”
The joint statement between UNISON, Unite and the employers which paved the way for the talks had said that a “new era of employment is needed to reflect properly the contribution of the workforce” to improving services and meeting the needs of their local communities.
The statement went on: “to secure this new settlement, the partners are committed to immediate serious and meaningful negotiations over a range of issues”, including the joint union pay claim and a review of conditions of service, with “nothing ruled in or out”. The talks will aim for proposals “that recognise the aspirations of the workforce in the context of the financial position of local government”.
Negotiations will continue on 22 August, and Ms Wakefield added: “Arrangements are being made for meetings of the UNISON and trade union sides of the NJC executive for next week, prior to the next meeting with the employers. Further updates will be sent to branches and posted on the UNISON web site.”
Joint Statement: National Employers for local government services, Unison and Unite 24 July 2008
Dear Colleague, LOCAL GOVERNMENT SERVICES PAY NEGOTIATIONS The following statement has been issued today on behalf of the National Employers and UNISON and Unite:
Local government unions UNISON and Unite, and the National Employers, in the context of the current dispute on the 2008 pay settlement, agree that a new era of employment is needed to reflect properly the contribution of the workforce in purview of the NJC to service improvements and the future needs of local people. Therefore, to secure this new settlement, the partners are committed to immediate serious and meaningful negotiations over a range of issues, including those in the trade union claim this year and a full review of the national conditions of service. These discussions will be on the basis of nothing ruled in or out and will aim to conclude with early proposals that recognise the aspirations of the workforce in the context of the financial position of local government.Both the National Employers and UNISON and Unite will enter into these negotiations constructively with the aim of securing an employment package which is fit for the future with positive industrial relations, high quality and efficient local services and resolves the current dispute”The agreed talks are scheduled to begin on Wednesday 13 August.
All out on 16 and 17 July
(03/07/08) Members have said ‘No’ to the employers’ offer. Every branch and every member now needs to work very hard to deliver a massive turnout to get the employers back to the negotiating table.
UNISON does not take the decision to ballot for strike action lightly. We are aware that many members are facing difficult times with prices riding high. That is why we need every member to participate in the action to get an improvement to the insulting offer. What action will we take? There will be an initial two days of all-out action on 16 and 17 July. This will be followed by further action if the employers won’t budge, but more of that later. What needs to be done? There is a tight timetable for the action, so every branch and every member needs to switch into action immediately to show the employers we mean business. This means:
- Letting members and non-members know that the strike is going ahead
- Talking to them about why the offer is not acceptable
- Getting your regional NJC reps to come and speak at your branch meeting
- Telling members why they need to take action on 16 and 17 July if they want any chance of an improved offer
- Recruiting non-members to UNISON and showing them we are fighting for their pay
- Working with members of Unite and campaigning together for a successful two days of action
- Talking to GMB members and getting their support for the action
What will be done at a Head Office? We will:
- Send a letter to your councillors and MPs explaining why the offer must be improved
- Push the employers to reopen negotiations on the pay offer
- Lobby the Local Government Association, who make the decisions on your pay offer
- Let them know that 2.45% or 3.3% for the lowest paid is below inflation and not enough for our members to keep up with living costs
- Tell them that the ‘string’ in the offer which could set pay until 2011 is not acceptable
- Run a high profile media campaign to get our case across to the public
Don’t forget… Members employed on NJC conditions in other employers need to be involved too – particularly those members in private companies, community and voluntary sector employees, grant maintained and foundation schools. Recruit and organise! Every branch has to involve non-members and get them to join in our dispute on pay. A recruitment leaflet has been despatched. Make sure you use the pay campaign as the basis for boosting UNISON’s bargaining power. The more of us there are, the more the employers will listen!
Why should I strike?
(02/07/08) UNISON’s local government members in England, Northern Ireland and Wales voted ‘Yes’ for a sustained and escalating programme of strike action over this year’s pay offer. The first 48-hour walkout will go ahead on 16 and 17 July. Make sure you’re there. By supporting the strike, you can send a clear message to the employers that pay is an issue that will not go away. Why should I strike? Inflation is still rising and is set to continue. The 2.45% pay offer is already a pay cut. So is the 3.3% for the lowest paid. Food is up 6%, transport 7%, mortgages 8%, electricity and gas 15%. Pay in the private sector is rising by 4%. I don’t agree with the pay offer – but why strike action? You are doing more for less. Pay rises have been below inflation for five years. It’s time to take a stand against low pay. Is my pay really that bad? Local government workers have the worst pay and conditions in the public sector. Three-quarters of the workforce are women, but there’s a 40% gap between part-time women’s and full-time men’s hourly pay. A 2.45% pay rise will have a damaging effect on women’s pay and would widen the gap between local government pay and rest of economy too. Shouldn’t I be more worried about losing my job through ‘efficiencies’? We know jobs are being lost. The union will fight to protect them. But we need to make a stand on pay now to protect your standard of living and show that we value what we do for local communities – even if the employers don’t. Can local government employers afford to pay more? Local government has saved money through efficiencies delivered by you but is not sharing the benefits with you. Councils can’t afford not to pay and treat you better if they want continuous improvement in service delivery.
Non-schools reserves total £11,605 billion – their highest-ever level, having more than doubled since 2002. During this time you have received below-inflation pay awards.
According to a recent update, local authorities in England alone are reporting cashable gains of £763 million by the end of the 2007/08 financial year – none of which has been invested in our members providing services.
At the same time, council tax has fallen in real terms by 0.3% this year – for the first time since 1994. But the government won’t change its pay policy – will it? Pressure made the government find £2.7billion to rescue people hit by scrapping the 10p tax band. It can change its mind again. And we’ve already told the employers that it’s ‘no deal’. The low pay offer is only for one year. Wouldn’t it be better to ride it out? You need to take action now. Pay settlements have been low for the past five years. While this offer is for one year, the government wants three-year deals. The employers have said that they want to settle pay for 2009 and 2010 and review your conditions by December 2008; they aren’t going to get much higher. Will l lose pay when I’m on strike? Your employer won’t pay you and there won’t be strike pay, but branches do have discretion to help members with hardship payments for those who need it most. Can I really afford to strike? Money is so tight at the moment. We know it’s a tough decision. But doing nothing now will mean even more hardship next year. Your pay is not keeping up with price rises. Will my employer pick on me? You aren’t alone. UNISON has over 600,000 members in local government and other employers delivering services for councils. If we stand together, they can’t pick us off. And they’ll know we mean business. I’m not a member but I want to strike. Non-members can join the union at any time, and can still take part in the action.
Council strikes confirmed
(27/06/08) UNISON’s industrial action committee has today confirmed that local government strike action will go ahead on 16 and 17 July in England, Wales and Northern Ireland.
“Throughout the union and across the country our members working in local government have given sustained strike action the green light,” said UNISON general secretary Dave Prentis.
The action affects 600,000 of the union’s local government members, including social workers, librarians, school meals workers, refuse collectors, surveyors and teaching assistants.
They will walk out to protest this year’s below-inflation pay offer of 2.45%.
“This decision has not been taken lightly, but years of pay cuts and recent hikes in fuel, food and housing costs has left them with little choice,” Mr Prentis continued.
“The employers must realise that we mean business. They must also understand they can resolve this dispute by coming up with a decent offer. Our members are loyal public service workers and our case for fair pay is strong.”
The government’s Office of National Statistics’ own figures show that Retail Price Index inflation reached 4.3% in May. In the same month, the CPI measure of inflation, which the government uses to set its inflation target, hit 3.3%
- Local government workers in Scotland are being balloted in July on taking strike action after rejecting a three-year offer worth 2.5% in each year.
Local government NJC pay dispute 2008 – ballot result
24 June 2008 – Email message from Dave Prentis England, Northern Ireland and Wales local government branches. Scotland and other branches, for information only
We have now received the results of the two recent ballots of members over your pay offer. They are shown below. Local government branch members will receive a copy of the relevant ballot result in the post. In the meantime, please forward this email on to as many members of your branch as possible.
Members were asked if they were prepared to take industrial action in the form of strike action in support of a pay claim of 6% or 50 pence per hour, whichever is the greater. Ballot result 1: directly-employed NJC members (eg, local authorities, Fire and Rescue Service, National Parks)
Number of votes cast: 151,000
Number answering “yes” to the question: 83,347
Number answering “no” to the question: 67,653
Number of spoiled voting papers: 593 Ballot result 2: those conditioned to NJC pay and conditions (eg, members in private companies, community and voluntary sector and other employers)
Number of votes cast: 4,859
Number answering “yes” to the question: 2,634
Number answering “no” to the question: 2,225
Number of spoiled voting papers: 5
The Industrial Action Committee will take a final decision on whether to proceed with action when it meets on 27 June. The decision of the Industrial Action Committee will be emailed to Regions and branches on Friday afternoon and put on the union’s websites. If action is to proceed, the strike days will be 16 and 17 July but to check whether action is being taken you should:
- Ask your steward and/or branch
- Check the union website www.unison.org.uk
- Telephone UNISONdirect 0845 355 0845
- Look on notice
- Look out for written material distributed by branches
In the event that the decision is to take industrial action, the Union will be asking you to work with our members on NJC pay everywhere – with the support of the whole union – to make any such action a huge success and get the employers back to the negotiating table. However, please take no action unless and until you are called upon to do so.
Whatever the decision, UNISON will be putting all its resources into making sure that members on NJC pay and conditions – the worst in the public sector – will be supported to secure a better deal. Please support your union.
Local government workers demand fair car rates
(12/06/08) UNISON is demanding that local government employers reopen talks on car allowances, given recent hikes in the cost of petrol and diesel.
Council staff who use their cars for work are subsidising their employers by making up the shortfall between their mileage allowance and the cost of fuel.
The AA estimated in March that it costs 58p per mile to run a small family car – almost 20p a mile less than the allowance.
The call for action comes as UNISON is balloting nearly 900,000 local government members across the UK for strike action over below-inflation pay offers.
In England, Wales and Northern Ireland, local government workers have been offered 2.45%. In Scotland the offer is 2.5% for each of the next three years, with no reopener clause.
Heather Wakefield, UNISON head of local government, points out that UNISON members can ill afford to subsidise their employers.
“Our members have not received an increase in their mileage allowance but the money they have to spend to pay for their cars has skyrocketed.
“Local government staff are worst placed to cope with these extra costs. After putting up with 10 years of below-inflation pay deals, they have another miserly offer on the table.
“Many of our members are lying awake at night, worrying about which red bill to pay next. They are fed up of constantly being last on the list; it is time the employers listened to common sense.”
Vote now. Vote Yes.
UNISON is balloting local government members in England, Northern Ireland and Wales for industrial action over this year’s pay offer.
We want to break the government’s unjust pay proposals, so it’s vital as many members as possible have their say – and that they vote Yes.
Only a high turnout with clear backing for action will persuade the employers to come back to the negotiating table.
Members should have received their ballot papers by now. Anyone who has not and thinks they should have done can call the strike ballot hotline for help.
Call UNISONdirect on 0845 355 0845, textphone 0800 0 967 968, from 6am to midnight Monday to Friday and 9pm to 4pm on Saturday.
Alternatively, you can request a replacement ballot paper online. The ballot ends on 20 June, so please make sure that you do everything possible to encourage your colleagues to vote. Why should I vote yes to strike action? Your questions answered.
Where does your MP stand on pay? Get your MP to sign the early day motion on public service pay
For more information, including campaign materials go to Local Government Pay Matters
Let’s show the employers we mean business
UNISON is urging every branch and every member to push hard to deliver a clear ‘yes’ vote for strike action to improve this year’s NJC pay offer for England, Northern Ireland and Wales – rejected by members in the recent consultative ballot.
Unless there is a high turnout and a very clear mandate for strike action, the employers will not even reopen negotiations.
UNISON does not take the decision to ballot for strike action lightly and we are aware that many members are facing difficult times with prices riding high. That is why we need as many members as possible as possible to vote so that we have a very clear idea of members’ wishes and can organise effective action.
To see the results of the consultative ballot click here. What action will we take? The NJC committee has decided that in order to move the employers, there will need to be an initial two consecutive days of all-out action. This will be followed by further and escalating all-out action of more than two days. What needs to be done? There is a tight timetable for the ballot, so every branch and every member needs to switch into action immediately to show the employers we mean business. This means:
- let members know the ballot is going ahead
- talk to them about why the offer is not acceptable
- get your regional NJC reps to come and speak at your branch meeting
- tell members why they need to vote ‘yes’ to action if they want an improved offer
- recruit non-members to UNISON and show them we are fighting for their pay
- talk to members of TGWU-UNITE and GMB and campaign together
- lobby your councillors and MPs over the offer
- let them know that 2.45% or 3.3% for the lowest paid is below inflation and not enough for our members’ to keep up with living costs
- tell them that the ‘string’ in the offer which could set pay until 2011 is not acceptable
Timetable We will notify employers of our intention to ballot members around 23 May. The ballot papers will be despatched to members on 30 May. The ballot will close on 20 June. The first two consecutive days of action will take place in the first three weeks of July. The dates will be notified soon. Don’t forget… Members employed on NJC conditions in other employers need to be involved too – particularly those in private companies, the community and voluntary sector, and grant-maintained and foundation schools. GMB and Unite TGWU-Unite has voted to reject the employers’ offer by 3:1 and is preparing to conduct a strike ballot of its members. GMB is still consulting its members and the results won’t be known until early June. It is vital that all branches work closely with colleagues from other unions to deliver a strong campaign. Recruit and organise! This is a golden opportunity for branches to involve non-members and get them to join in our campaign on pay. Download the Catch up and match up recruitment leaflet here. All campaign materials are available on the recent documents section of the Pay Matters website.
Employers make improved and final offer – consultation begins
At its meeting on 8 April 2008, the UNISON NJC Committee agreed to hold a formal consultation under the Service Group Pay Consultation Procedures on the Local Government Employers’ (LGE) 2008/9 NJC pay offer, which is as follows: The Offer: 1. An increase of 2.45% on all scale points from scale point 7 inclusive, giving a rate of £6.55 on scale point 7
2. An additional flat rate increase of £100 on scale points 4,5, and 6 – giving an increase of 3.3% and pay rates of £6.20, £6.28 and £6.37 per hour on those scale points
3. The NJC will seek to conclude the review of the Green Book agreed as part of the 2007-8 settlement by 31 December 2008
4. The NJC will seek to reach agreement on the pay awards for 2009-2010 and 2010-2011 by 31 December 2008 The employers made it clear that their revised offer was final and there were no circumstances under which they were prepared to negotiate an improvement to it. Background to the offer Once again, this year’s negotiations have been extremely difficult. The offer does break through the Government’s 2% public sector pay limit, but still falls short of the real cost of living increases our members are facing. It does not tackle the differences between NJC pay rates and higher ones elsewhere in the public sector.
In making their improved offer, the employers said that:
‘Affordability’ has been the key determinant of the increase councils are prepared to offer
The Comprehensive Spending Review settlement for councils for the next three years is around 2%. Any pay award above 2% would require an unacceptable increase in council tax
Councils will already be drawing on their efficiency savings to pay for that element of the offer above 2%
The offer reflects the Consumer Price Index and the Government’s public sector pay policy
The LGE has agreed to send us a written response to our claim.
NJC Committee’s response to the offer
The NJC Committee’s recommendation is to reject the employers’ offer. However, in doing so, the NJC Committee is informing members that only substantial, all-out strike action, starting with two days of consecutive strike action and escalating to further consecutive action of more than two could bring the employers back to negotiations.
The NJC Committee does not believe that the pay elements of the offer compensate for the current increase in our members’ cost of living. Neither do they address the gap with the increase in average earnings across the economy or with other parts of the public sector. However, it is clear that the employers will not even return to the negotiating table without substantial, all-out industrial action. The NJC Committee is prepared to accept point 3 of the offer, as the review was agreed as part of last year’s settlement and there are a number of outstanding improvements to conditions which we wish to negotiate upon. Branches and members will be consulted on other conditions they may wish to see improved once pay is settled. The NJC Committee and the other unions are prepared to seek to agree the 2009 pay settlement by 31 December 2008 (point 4). This is consistent with Service Group policy. However, we do not agree with the additional link to pay for 2010. GMB and UNITE
The GMB and UNITE will be formally considering their response to the offer at meetings due to take place on 24 April and 15 April respectively. In the meantime, we are starting a full consultation of as many UNISON members as possible on the offer.


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domain: artistic


A public health warning has been issued after water in Bundaberg was found to be contaminated by a toxic chemical.
The chemical PFAS - used in firefighting foam - was banned in Queensland in 2016.
However, tests conducted on a bore close to the Bundaberg airport found traces of PFAS that were double the national guideline.
The water samples were collected last year but the results were only discovered this week.
Queensland Health has assured residents their water is safe to drink, but the tested bore is no longer being used.
There is no evidence PFAS causes any specific diseases in humans, but residents of Oakey west of Brisbane launched a class action when the toxic chemical was found in their area.
Bundaberg residents will be offered free blood tests, and anybody concerned about their health is advised to see their GP or call the health hotline.


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Just another reflection on the obvious folks! "Right" and "Left" or "Conservative" and "Progressive." For all the knocking of these terms, I believe they still have some explanatory power. I think they do encompass specific ways of looking at the world. This being the case, I think it's safe to say that both the Right and the Left have competing theories about the existence of social programs and government economic policies.
We on the Left believe that economic elites dominate our political system and that most of the rewards are directed to them, and that policies are designed to reflect their interests generally. To the extent that we have social programs and income supports, it's as much a nod to the reality of a consumer based capitalist economy that proved distressingly unstable as it is to the demands of the majority in a pseudo-democracy and the compassion of our politicians.
Those on the Right, on the other hand, believe that our politicians bankrupted the economy based on the gigantic pressure exerted by the powerful lobby group of unemployed poor people, lazy mercenary immigrants, single mothers ("sluts" in their parlance), and their bleeding-heart advocates. Yes, that's right. It isn't powerful elites who run things, it's impoverished minorities. Weak people are powerful people in the topsey-turvey world of the right-wing shit-for-brains.
Of course, right-wingers would protest that that's not the whole story. Employment Insurance is enjoyed by the majority. The same for public health insurance. Those bank-busting expenses are provided for the majority by politicians hungry for votes. (Some on the right-wing will also insist that welfare spending and immigrant program spending is also done for votes, despite the reality that many poor people don't bother to vote and a significant number of people from the majority despise spending on both the poor and on immigrants.) Yep. Vote-hungry politicians pander to the lazy and the hypochondriacs with EI and public health insurance. Except the politicians (Liberal and Conservative) have denied the MAJORITY of EI applicants for decades and have used their premiums to fund tax-cuts for the rich and to pay off bond holders. And, with regards to public health insurance, it's just simply asinine to imagine that the bulk of spending there is on malingerers and crooked doctors rather than on things like cancer and heart attacks.
In other words, it's important to stop and reflect once in a while, on just how utterly stupid and deluded our ideological opponents are.

domain: finance


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Chris Rea – Driving Home for Christmas
For a song that was once relegated as a B-side to a 45 in 1986, Driving Home for Christmas was released as an A Side in1988, it has since become a new Christmas classic. Chris Rea originally wrote the song for Van Morrison – as a car version of a carol as he describes it. Driving seems to be the UK version of Mariah Carey’s All I want for Christmas is You, as Driving Home for Christmas,https://youtu.be/DDt3u2Ev1cI, charts annually in the UK and in 2017 achieved it highest chart position of #14. The song is ranked in the top 10 of Christmas songs.
Jon Anderson – 3 Ships
Yes frontman released his solo fourth Lp, a Christmas album in 1985. Though not a critical or commercial success, 3 Shipsis a favourite of mine and it’s played every year. Watch the original video, and try not to cringe at technique in the making of the video, it was 1985 afterall, https://youtu.be/ZSU2TweA6CQ.
Sting – Soul Cake
From the album “Winter Song”, Soul Cake is in reality an All Hallows Eve song about souls. The term soul cake goes back to 1893. There is even a recipe for a soul cake. I think the lyrics of the song lend itself to a Christmas the tune itself fits nicely into my Christmas mixes. https://youtu.be/qAeTifNBYlo
If you haven’t got a penny
A ha’penny will do,
If you haven’t got a ha’penny
Then God bless you
The Eagles – Please come Home for Christmas
The Eagles recorded this 1960 hit in 1978. Written and recorded and by Charles Brown, the song charted annually eventually hitting #1 in 1972. The Eagles version topped out at 18 in ’78. Please come Home for Christmas, https://youtu.be/5LUfDEATQHM, has been a hit 8 other times in the last 25 years, but the Eagles have the definitive version in the modern rock era.
Paul Simon – Getting ready for Christmas Day
Getting Ready for Christmas Dayhttps://youtu.be/bwy6hJULgm0was Paul Simon’s effort to secure the UK Christmas Number One in 2010 (he did not succeed). But Simon did leave us with a new Christmas song born out of the rhythm of his Graceland Lp and the lyrics that reflect realities of the new millennium.
Paul McCartney – Wonderful Christmastime
John Lennon and Yoko On wrote Happy Xmas (war is over) in 1972, no one knows if Paul McCartney was just waiting for the right time to write his own Christmas song. In 1979 McCartney wrote and single handily recorded Wonderful Christmastime, it hit #6 on the UK Charts and #83 in the US. Since ’79, the song has been recorded 25 times; my favourite versions are from the Barenaked Ladies, The Shins and Jimmy Fallon and the Roots (with McCartney) BUT nothing tops the original, https://youtu.be/V9BZDpni56Y
Everyone has their favourites, these ten, I mean eleven (I could not help myself) are some of mine, I hope you enjoy them and add them to your annual Christmas playlist. I can’t wait for more new Christmas classics in the years to come.
Thank you for reading #RedHeartBlueSign, to catch all my posts and be notified as new ones come up please follow me on WordPress. I can be found Twitter @robertdekker, @rdmediaottawaand on Facebook at http://tiny.cc/n5l97. If you prefer email, please contact me at firstname.lastname@example.org

domain: entertainment


Motor oil is vital to the performance and wellbeing of your engine. … Oil additives are chemical compounds that improve the performance of an oil’s base stock. They are included by the oil manufacturer to enhance lubrication, modify viscosity, clean engine deposits that can lead to sludge, and prevent corrosion.
Is additive good for engine?
Oil additives can effectively reduce wear and stress on your engine to boost its long-term performance. Lubricants like antifoamants and anti-wear oil additives coat engine parts to prevent stiffness and seizure.
What is the use of engine oil additive?
Engine oil additives improve lubrication, performance in extreme temperatures and extend the life of the engine oil. Some additives improve the viscosity of the engine oil for optimum performance under varying operating temperatures, thereby reducing wear and tear.
Are oil additives bad for your engine?
The majority of motor oils contain around 15% of additives. … Without the proper levels of these additives, you run the chance of increased wear and tear on your engine, potentially resulting in rust, corrosion, oil sludge, decreased fuel economy, breakdowns, overheating, and expensive engine damage.
What are 4 additives in engine oil?
These include the following general types of additives:
- Anti-oxidants. Oxidation is the general attack of the weakest components of the base oil by oxygen in the air. …
- Rust and Corrosion Inhibitors. …
- Viscosity Index Improvers. …
- Anti-wear (AW) Agents. …
- Extreme Pressure (EP) Additives. …
- Detergents. …
- Dispersants. …
- Anti-foaming Agents.
How long do oil additives last?
Oil shouldn’t be used after a few years; the exact period varying between 2 years (according to Total) up to 5 years (Mobil). Does synthetic oil go bad? Simply put, yes, the type of oil matters a lot. The key to this is whether the oil is synthetic and what additive ingredients there are.
How long does it take for oil additive to work?
Basically, Lucas Oil Stabilizer takes 5-15 minutes to work depending on the severity of sludge. Use Lucas Oil Stabilizer product in cars that use oil and it limits oil-burning considerably.
What are examples of oil additives?
- Zinc dialkyl dithiophosphate (ZDDP)
- Chlorinated paraffins.
- Sulfurized lard oils.
- Phosphate esters.
- Overbased calcium sulfonates.
What are oil additives made of?
Typical additives are organic amines and phenols. Metal deactivators create a film on metal surfaces to prevent the metal from causing the oil to be oxidized. Bases may be used to combat chemical decomposition of the base stock oil in the presence of acids.
How much oil additive should I use?
In engines: Use approximately 20% or one quart to each gallon of any plain motor oil. Petroleum, or synthetic. In badly worn engines: Use more — up to 60% or 80% if necessary. In differentials: Use 25% to 50%.
Does synthetic oil need additives?
Aside from the base oil, synthetic motor oil often incorporates additives to create the final product. Even though no two brand’s synthetic oils are equal, full synthetics still provide better protection than conventional oils or synthetic blends.
Can you mix oil additives?
Can two oil or fuel additives be used at the same time? Yes, our additives are aligned to one another in their formula in such a way that they do not negatively influence themselves and the overall mixture.
Can oil additives be used with synthetic oil?
If your vehicle has high mileage or oil leaks, you may derive benefits from aftermarket oil additives targeted for your specific issue; however, those generally should not be used if you use a synthetic oil in your car. Keep up with your oil changes with the assistance of Emission Time.
What are three oil additives?
Aftermarket Car Engine Oil Additives
- Are “Performance Improving” Oil Additives Beneficial? …
- Chlorinated Paraffin Additives. …
- Other Additives. …
- PTFE and “Friction Reducing Particles” …
- Oil Thickeners. …
Why additives are added to lubricants?
The primary function of Lubricant additives is to improve the properties of the base stock under different operating conditions and the high performance requirements of any machinery. Lubricant additives are chemical components that need to blend well with the base oil to function as a single fluid.


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Friday, February 26, 2010
New Art Pieces
When I'm not out in the wilderness wandering around taking pictures and enjoying being out there with mother nature I have been working on some art pieces.
The mushroom picture is one I took last fall and decided to use in this art box. Its mounted to a small square piece of old wood. The back of the box is old tin.
This is 'Alice'
'Alice in the box, with chains' to be more precise.
It was Suzan's idea to make some of these with wings like this. I like them.
some of these may not be finished yet. I think Suzan may add her magic to 'Alice' and maybe some of the others before they are finalized.
That's all for now.

domain: design


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Dianabol: Benefits And Availability
Anabol is one of the most used anabolic steroids. It was developed in the 1950s and has been preferred by bodybuilders and athletes just like other anabolic steroids such as Winstrol and Anavar. It is nicknamed as “Arnolds”, as it has been the favorite of actor turned politician Arnold Schwarzenegger in his bodybuilding days. It is also one of the most popular steroids in the market along with testosterone. In the 1960s, John Ziegler, a researcher released Dbol or Dianabol in the USA. It is an extraordinarily effective anabolic steroid but has been banned under the Controlled Substances Act. Despite the ban, the drug is still available the USA, Canada, Australia, New Zealand, and the UK in underground market trade. When buying Dianabol, always get it from countries like USA, Australia, Canada, and the UK as they possess better quality control standards. Alternately, one can also go for Pronabol-5 from India or Anabol which is from Thailand as they are forms of Anabol that are legal. There is Dianabol from Russia, however, there have been reports of unwanted side effects from the same.
How Does Dianabol Works?
Dianabol is an illegal substance in the USA. Therefore, athletes use it illegally in the USA and other countries. It is stacked with other steroids like trenbolone acetate, testosterone propionate, cypionate or enanthate. It has the ability to boost the physique weight rapidly by water retention. During the process, a quicker heartbeat may occur. As Dianabol turns into estrogen, it becomes necessary to take Proviron or Novalex. It can give person breakouts in the face, neck, back, and torso, and can also trigger gynecomastia. In some cases, it leads to hair thinning by transforming chemical into dihydrotestosterone. Once the product is stopped, loss of strength and mass will happen as the water retention is excreted out. However, if used properly, then it can enhance hunger and can also boost self-confidence. The steroid remains in the body for four days and it can be detected up to 19 days from the urine test. There are mass spectrometry methods to detect Dbol in the urine.
Previously Dbol was available as Reforvit-B in an injection form but has been discontinued. At present, it is only available in the tablet form and is accessible both medically and also on the black market. In other countries like Eastern Europe, Asia, and Mexico it is available legally without any doctor’s prescription. When the drug was introduced, it was prescribed in the form of tonic to women however, it is not advised to use it as atonic. Another form of Anabol that is legal is the Methandrostenelone and is manufactured by Rubu Labs. It helps in providing mass gain and development of muscles. There have been many bodybuilders who begin their careers with Dbol. It is one of the most effective steroids available for developing muscles in a short time. Even excessive dosages hardly produce any side effects and can be compared to legal steroids. Even the prolonged usage of Dianabol does not cause damage to the liver. It gives better results than Trenbolone.

domain: chemistry


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HOUSTON - Arson crews are investigating after a fire broke out at a north Houston hotel.
The fire broke out around 3 a.m. Friday at the America's Best Value Inn And Suites off Beltway 8 and W. Hardy Toll Road.
When firefighters arrived, they found a mattress on fire in a second floor room.
The fire set off the fire alarm and sprinklers.
The fire was contained to the one room.
The person who was staying in that room, was not there when firefighters arrived.
Copyright 2013 by Click2Houston.com. All rights reserved. This material may not be published, broadcast, rewritten or redistributed.

domain: news


OK, so this is what I've been up to. Feeding another obsession, or passion, whatever. Two new kirtles. I haven't taken pictures of the the first one and it's embroidery, yet. It was sort of a warm-up piece. For the first one I had some knit fabric(which did not exist in the Middle Ages) in white I knew would be comfy. This post is of the second one in a nubby beige.
Years ago I had purchased these lengths of fabric to make chemises and kirtles for some of my costumed activities. Then life took a different turn. But I'm back.
|Kirtle/Lanning - biege, neckline embroidery and beading in progress.|
Anyway, here is the neckline so far, all kinds of stitching and over stitching, all kinds of thread, floss, beads and perle cotton including metallic floss in copper. The crosses are in a really interesting DMC copper metallic floss that looks like actual metal. A trial to work with, but with patience (and some language unbecoming a lady) it can be done. These are something called a Syrian cross or a Persian cross or Armenian. Anyway, you embroider an unattached grid, then you weave the metallic threads round and through the grid to make the cross.
The light blue marks are for further elements.
|Kirtle/Lanning - neckline and front opening.|
|Kirtle/Lanning - right shoulder seam guarding|
|Kirtle/Lanning - left sleeve, braid|
|Kirtle/Lanning - seam guarding of gores|
|Kirtle/Lanning - hem treatment|
|Kirtle/Lanning - hem treatment - next|
The entire garment is hand sewn, indeed the seams were sewn at least three times to do it the Medieval way. This is still a work in progress. You should see the To-Do List.


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A Masterpiece of Comic…Timing at 6th Street Playhouse
May 13, 2017 @ 8:00 pm - 10:00 pm |
$10 - $26
A Bay Area Premiere! A slapstick farce about an under-the-gun comedy writer!
What happens when you’re paid to write the world’s funniest comedy but first you need to get over your melancholy, your ex-girlfriend, and your anxious producer? Oh, and it’s snowing in the bedroom! In this ‘vintage’ slapstick farce the line between comedy and drama comes under hilarious scrutiny. For faithful fans of farce!
Thursdays at 7:30 pm; Fridays at 8 pm; Saturdays and 2 pm and 8 pm (5/27); and Sundays at 2 pm.
How is Shiloh Ranch Regional Park connected to the Laguna de Santa Rosa? Explore this…
Special tours available for deaf, hard of hearing, and low vision visitors at 10:30 am,…
Hopscotch Gifts & Gallery invites you to join them for a "Sunday Social" event in…
"In every job that must be done, there is an element of fun. You find…


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Implant Treatment Planning for a Restorative Outcome
Choosing the correct implant for the desired restorative outcome aids achievement of the treatment goals.
While several techniques have claimed successful outcomes using a variety of intra- and supra-osseous fixtures, implant dentistry did not enjoy broad-based appeal until the early 1980s. True acceptance in the dental community did not arrive until commercially pure titanium cylindrical implants were reported as having as high as a 92% success rate, as reported in a 15-year retrospective article.1 With this documented predictability, practitioners have become more comfortable recommending implant-retained prostheses for their patients. Over the past 3 decades, this form of tooth replacement has become the treatment of choice as a result of innovations in esthetics, abutment choice, implant design and materials, surface technology, and bone regeneration. Recent advances in implant dentistry enable clinicians to treatment plan using the restoration as a starting point. This makes it possible for them to better serve their patients and predictably deliver an esthetic prosthesis in a timely fashion.
Today, practitioners have dozens of implant companies from which to choose. Straumann offers a complete portfolio of tissue-level and bone-level implants as well as a complete portfolio of stock and custom abutments. From a clinician’s perspective this offers an appropriate solution for all situations encountered. However, the most compelling research reported in the last few years is that of the SLActive® surface technology (Straumann, www.straumann.us). This third-generation implant surface attracts the blood and bloodborne proteins deep into the roughened titanium surface, which accelerates both bone growth and osseointegration. As a result, the overall stability of the implant in the first 4 weeks does not drop because the secondary (biologic) stability is initiated sooner. Studies show that the 56% reduction in surface carbon on the SLactive (modified SLA) surface enhances the osteogenic properties of the implant, increasing the predictability when implants are at their greatest risk.2,3
The SLActive hydrophilic surface can positively affect the outcome of immediate and early loading of implants, as well as sites requiring bone regeneration. Recent research4,5 has concluded that the surface does in fact support greater bone apposition when compared to a hydrophobic surface. The studies suggest that gap-like lesions < 1 mm may not need to be grafted. This finding gives the clinician confidence in both early and immediate loading4 and immediate placement in an extraction socket, due to the faster healing and, ultimately, osseointegration.5
The Straumann product portfolio enables the case to be designed with the final prosthesis in mind. This concept of treatment planning begins with choosing the appropriate implant for the outcome desired. The tissue-level implant with a 1.8-mm collar has been a favorite for many practitioners due to its simplicity and predictability. In the author’s experience, this is often the implant of choice in more straightforward situations. The tissue-level implant is typically indicated in situations where a solid abutment can be used successfully. However, the decision also has to take into consideration the gingival biotype, restorative materials, emergence profile, intraocclusal distance, and space between teeth. Considering these other parameters, the Regular Neck Straumann Tissue Level implant may not be appropriate. If there is less than 7 mm of space between the adjacent teeth, a bone-level implant would be a better choice, as 1 mm of space is necessary between the collar and the adjacent tooth. The Straumann Bone Level implants offer the flexibility of choosing one of the many stock abutments or a custom-machined titanium or zirconium Straumann CARES® abutment to treat more demanding situations.
Surgeons are frequently faced with situations requiring implant placement in a narrow interdental space or thin alveolar ridge. With the advent of the Straumann Roxolid® implant, a predictable treatment alternative is available. The Roxolid implant is an alloy composed of titanium and zirconium (TiZr) with a SLActive surface. Mechanical tests have demonstrated higher fatigue and tensile strengths when compared to other implants made from Ti Grade IV.6
A 47-year-old woman with an unremarkable medical history presented with a nonrestorable upper right first bicuspid (tooth No. 5) (Figure 1 and Figure 2). Her treatment alternatives included strategic extraction with the fabrication of a conventional three-unit bridge or immediate placement of a single dental implant. Preparation of adjacent teeth, which would be required with a fixed removable prosthesis, was rejected in favor of implant placement.
Radiographic analysis revealed that immediate placement and provisionalization would be an option. This fell in line with the patient’s expectations, which included tooth replacement after extraction.
Consent was obtained and the tooth was extracted atraumatically using forceps (Figure 3). The socket was debrided thoroughly and rinsed with 0.12% chlorhexidine gluconate. After careful consideration, the decision was made to use a Straumann Regular Neck Tissue Level implant (Figure 4). This was the treatment of choice due to its simplicity and predictability. Good initial stability was obtained, which enabled immediate provisionalization. A hand-tightened 4-mm solid abutment was placed and temporized at the time of surgery (Figure 5). Healing was unremarkable, and the case was finalized after 10 weeks. The abutment was torqued to 35 Ncm, and the porcelain-fused-to-metal (PFM) crown was permanently cemented (Figure 6).
This patient presented with a generalized moderate chronic adult periodontitis. Significant pain was associated with her lower anterior segment due primarily to the pathologic mobility of her lower incisors. Radiographs revealed advanced bone loss, and a decision was made to strategically extract her hopelessly involved symptomatic teeth (Figure 7). Several comprehensive treatment plans were suggested, including mucogingival surgery, orthodontics, and orthognathic surgery. However, for a variety of reasons, she declined the therapy and preferred to have her chief complaint addressed.
After informed consent was obtained, the area was anesthetized with 2% lidocaine. Teeth Nos. 23, 24, 25, and 26 were carefully extracted with forceps, and a full-thickness flap was elevated from teeth Nos. 22 through 27 (Figure 8). The extraction sockets were rigorously debrided of any soft-tissue remnants and rinsed with chlorhexidine gluconate 0.12%. The choice of placing two 3.3-mm diameter Straumann Bone Level implants was made when the ridge thickness and the clinician’s ability to create an appropriate emergence profile were taken into consideration. The fixture of choice was the SLActive Roxolid implant, as four teeth were replaced with two narrow-diameter implants (Figure 9). The additional fatigue and tensile strength made it unlikely that fixture fracture would be an issue. The additional bone in-growth found with the alloy implants proved advantageous in using narrow-diameter implants.
The fixtures had good initial stability enabling immediate provisionalization, which was performed by the patient’s restorative dentist immediately after the surgery (Figure 10). Custom- milled Straumann CARES abutments were fabricated to develop a hygienic emergence profile (Figure 11). The final prosthesis was a PFM bridge fabricated after the tissue had reached maturation (Figure 12, Figure 13, and Figure 14). This is consistent with the rationale to use Roxolid alloy implants. In situations calling for strength and rigidity, materials with the highest fatigue strength and proven longevity are preferred.
Comprehensive implant dentistry requires a complete knowledge of the restorative materials as well as the prosthetic and surgical phases of treatment. It is incumbent upon the members of the team to work together to choose the appropriate materials including the correct implant. The treatment plan should, therefore, not only include the prosthetic design but also an implant that aids achievement of the treatment goals. Straumann Tissue Level, Bone Level, and Roxolid implants with the SLActive surface help practitioners to exceed their patients’ expectations.
1. Adell R, Lekholm U, Rockler R, Branemark PI. A 15-year study of osseointegrated implants in the treatment of the edentulous jaw. Int J Oral Surg. 1981;10(6):387-416.
2. Zhao G, Schwartz Z, Wieland M, et al. High surface energy enhances cell response to titanium substrate microstructure. J Biomed Mater Res A. 2005;74(1):49-58.
3. Bornstein MM, Valderrama P, Jones AA, Wilson TG, Seibl R, Cochran DL. Bone apposition around two different sandblasted and acid-etched titanium implant surfaces: a histomorphometric study in canine mandibles. Clin Oral Implants Res. 2008;19(3):233-241.
4. Ganeles J, Zöllner A, Jackowski J. Immediate and early loading of Straumann implants with a chemically modified surface (SLActive) in the posterior mandible and maxilla: 1-year results from a prospective multicenter study. Clin Oral Implants Res. 2008;19(11):
5. Lai HC, Zhuang LF, Zhang ZY, et al. Bone apposition around two different sandblasted, large-grit and acid-etched implant surfaces at sites with coronal circumferential defects: an experimental study in dogs. Clin Oral Implants Res. 2009;20(3):247-53.
6. Gottlow J, Dard M, Kjellson F, et al. Evaluation of a new titanium-zirconium implant: A biomechanical and histological comparative study in mini pigs. Academy of Osseointegration 23rd Meeting, Boston, Massachusetts. February 28-March 1, 2008; Abstract OS-5. Clin Implant Dent Relat Res. 2010 Jun 25. [Epub ahead of print].
About the Author
Robert J. Miller, DMD

domain: literature


text:
Reposted with permission from the Manitoba Athletic Therapist Association (http://mata.mb.ca)
When the Winnipeg Jets took to the ice for their first regular season home opener on October 9th at the MTS Centre, the team Training Staff consisting of four Athletic Therapists from Manitoba (but five graduates from the University of Manitoba’s Athletic Therapy program in the Faculty of Kinesiology and Recreation Management), had some of the best seats in the house....
Being from Manitoba, the staff grew up cheering for the Jets and attending their games. After the Jets left 15 years ago, none of them imagined that they would have the chance to work for the team they loved so much as kids. Opening night finally helped it all sink in. "Growing up in Manitoba, there was no better feeling standing on the Winnipeg Jets bench in front of 15000+ emotionally charged fans. It was electric in there! I will remember that vividly for the rest of my life," said Rob Milette, when asked to reflect on the first game.
Brad Shaw, who made the move back to Manitoba after working in the Canadian Hockey League with the Kootenay Ice, said "It was a pretty special night for all of us. The atmosphere was something you can't begin to explain and to be a part of it was pretty surreal."
The training staff for the Jets was officially announced on August 25, 2011. The staff were all formally part of the Moose organization, making the move into the NHL an exciting one. The staff have since settled in at the Iceplex and recently took a picture with the Manitoba Athletic Therapists' Association president Dan Gregovski.
From left to right: Dan Gregovski (MATA President), Lee Stubbs (Assistant Athletic Therapist), Brad Shaw (Assistant Athletic Therapist), Alain Chabbert(Ice Caps Head Therapist), Mark Grehan (Assistant Equipment Manager), Rob Milette (Head Athletic Therapist)
The staff are looking forward to the season ahead of them and we wish them all the best - GO JETS GO!!


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MOOER MOD FACTORY
NEW from MOOER MOD FACTORY Guitar Effect Pedal.
Mooer has Collected 11 of the worlds best classic modulation effects
and put them in to one package.
1: Chorus 2: Flanger 3: Phaser 4: Envelop Phaser 5: Tremolo 6: Stutter
7: Vibrato 8: Univibe 9: Auto Wah 10: Touch Wah
11: Envelop Ring (Ring Modulator)
Using 32bit high performance DSP chip，Each tone is of the finest of what pedal it is modeled after
Features and Specifications
Mooer Audio micro effect pedals pack an incredibly BIG sound into a very small package.
Very small and exquisite
Full Metal Shell
Input: 1/4” monaural jack (impedance: 1M Ohms)
Output: 1/4” monaural jack (impedance: 470 Ohms)
Power Requirements: AC adapter 9V DC (center minus plug)
Current Draw: 40 mA
Dimensions: 93.5mm (D) × 42mm (W) × 52mm (H)
Accessories: Owner’s Manual


text:
If you don't remember your password, you can reset it by entering your email address and clicking the Reset Password button. You will then receive an email that contains a secure link for resetting your password
If the address matches a valid account an email will be sent to __email__ with instructions for resetting your password
Brachytherapy is an international and multidisciplinary journal that publishes original peer-reviewed articles and selected reviews on the techniques and clinical applications of interstitial and intracavitary radiation in the management of cancers. Laboratory and experimental research relevant to clinical practice is also included. Related disciplines include medical physics, medical oncology, and radiation oncology and radiology. Brachytherapy publishes technical advances, original articles, reviews, and point/counterpoint on controversial issues.
The American Brachytherapy Society was founded in 1978 to provide insight, rationale, and research into the use of brachytherapy in the treatment of both malignant and benign conditions. The organization consists of physicians, physicists, and others interested in brachytherapy.

domain: medical


text:
by Barbara George, Tellington Ttouch Behaviourist
The Norwegian Forest Cat, along with the Siberian Forest Cat, is the second largest breed of domestic cat, after the Maine Coon. They are the official cat of Norway, and still closely resemble their forest-dwelling ancestors.
Wegies are gentle cats, affectionate, patient cats who enjoy the company of people, other cats and pets. They are slow to mature, usually around 3 to 4 years of age. They are great hunters and need an outlet for this activity. They have a large vocabulary, and in a gentle and non-invasive way will converse with you.
He is playful but not over-energetic. As a forest cat should, he is strong, agile, and a good climber, and enjoys viewing the world from a high perch. He can retract his hind claws, and climb down trees head-first. He is intelligent, and enjoys the opportunity to show off his learning skills.
His beautiful medium-long coat, which will be evident as he matures after the second year, has an effective waterproof outer layer. These cats enjoy water; a good shake and they are almost dry. Their thick undercoat keeps them warm in winter and cool on summer. In winter they will grow a ruff, the size and thickness dependent on the coldness of the weather. The thick tail retains its size throughout the year.
Regular weekly grooming is needed to keep him in good shape, and more often when he is shedding in spring or in warmer weather. Wegies as breed are prone to hypertrophic cardiomyopathy, hip dysplasia and issues with teeth and gums.
In Norse legend, these are the cats that pulled Goddess Freya’s carriage across the skies. He is known as a great mouser and the farmer’s friend. He sailed with the Vikings, keeping rats from the food supplies.
Wegies are suitable for homes where he will be loved, groomed, entertained, and allowed to hunt toys. They make good companions without being demanding. He is good with children and other pets, if introduced correctly.
To contact Barbara, please email email@example.com

domain: pet


Home Tags Sydney siege
Stories about "Sydney siege":
There's one phrase that guarantees anyone who uses it in relation to a tragic event is either a fool or the most vilely cynical manipulator: ‘the day Australia lost its innocence’ – or Monday's variant, ‘the day Sydney lost its innocence’.
Mandy Nolan's Soapbox
Sometimes I wonder why people seem to have stopped caring about climate change. Is it because it’s too big? Is it because we have a Prime Minister who is in a dirty love triangle with coal and gas? Or is it the convenience of the flushing toilet?
A dazzling array of talent to be seen live, in and around the Byron Shire


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Milwaukee Board of School Directors approves Acting MPS Superintendent
MPS’ Chief Innovation Officer Darienne Driver brings extensive leadership experience; work with improving schools most in need
MILWAUKEE (June 5, 2014) — The Milwaukee Board of School Directors tonight named Darienne Driver, Ed.D. as Acting Superintendent of Milwaukee Public Schools, effective July 1, 2014. Dr. Driver will serve as the head of the nearly 80-thousand student school district – the largest in Wisconsin – until a successor superintendent is selected.
The Board sought an acting leader to replace Dr. Gregory E. Thornton, who accepted a position as Chief Executive Officer with the Baltimore City Public Schools effective July 1, 2014.
“Dr. Driver has accepted the position and will lead us forward and build on the foundation laid by Dr. Thornton,” said Milwaukee Public Schools Board of School Directors’ president Dr. Michael Bonds. “We are honored to have such an outstanding candidate to leading us during this transition period.”
Dr. Driver has served as the district’s Chief Innovation Officer since July 2012. She leads district efforts to improve outcomes in the schools in greatest need of improvement; oversees the district’s implementation of the Wisconsin Common Core State Standards in literacy and mathematics in partnership with the GE Foundation and Student Achievement Partnership through the development of ten MPS-GEF Demonstration Schools; recruits multiple educational organizations to serve as partners in efforts to improve student achievement; and oversees the district’s contracted school services which serves students through alternative programming for at-risk students and non-instrumentality charter schools and turnaround models.
“I look forward to continuing to serve Milwaukee Public Schools and the children of the city in my new role and appreciate the confidence of the Milwaukee Board of School Directors,” said Dr. Driver. “We will continue to build on the great work that’s being done in the district. Much more remains to be done and it is challenging work. Working with my colleagues, the community, our students and families, we will move forward with our efforts to improve outcomes for our students.”
Prior to joining MPS, Dr. Driver served as Deputy Chief – Curriculum, Instruction and Professional Development, and Deputy Chief – Empowerment Schools for the School District of Philadelphia. In Philadelphia, she oversaw the Empowerment Schools efforts to increase achievement with large numbers of underperforming students and coordinated district efforts to provide needed support. Under her leadership, Empowerment Schools outpaced district schools on the Pennsylvania State System Assessment in Reading and Math. Empowerment Schools’ high schools made the largest gains on PSSA in history in English/Language Arts and Math.
Dr. Driver began her career as an elementary school teacher in the Detroit Public Schools.
Dr. Driver received a doctorate from Harvard University in Urban Superintendency. She has a master’s degree from Harvard’s Graduate School of Education and also received a master’s in curriculum development from the University of Michigan. She earned her undergraduate degree at Spelman College in Atlanta, Ga.
The Board will continue the search process for a permanent superintendent.
This news is available online at http://www5.milwaukee.k12.wi.us/dept/superintendent/2014/06/milwaukee-board-of-school-directors-approves-acting-mps-superintendent/.
About Milwaukee Public Schools
Milwaukee Public Schools, Wisconsin’s largest school district, is expanding college and career readiness efforts and continuing to implement innovative reforms that give every student the opportunity to succeed. MPS’ high-quality school options for 3-year-olds to high school seniors feature school climates in which positive behavior is reinforced; certified, highly-trained teachers; 21st-century learning technology for students; and curriculum aligned to the rigorous Common Core State Standards, which set a clear, high bar for the topics students must master at each grade level. MPS’ Class of 2013 earned $24 million in scholarships and the district is home to some of the state’s best high schools according to the Washington Post and U.S. News and World Report. More MPS news is available at http://mpsmke.com/news.
Mentioned in This Press Release
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The annual event will celebrate and support families whose children have special education needs


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Lord Mountbatten (b. 25 June 1900 ─ d. 27 Aug 1979) was born in a royal family called Battenberg rulers from Western Germany. The family existed from 1806-1918 until the end of the German Empire. He was a naval officer, born to Prince Louis of Battenberg as a second child. His friends and family used to called by the nickname “Dickie” and also studied his first 10 years at home only. He worked as midshipman later transferred to battleship HMS Queen Elizabeth during closing the first world war in June 1917, and he was the first governor (viceroy) of Independent India.
The role of Lord Mountbatten was very crucial during complex Indian politics before it's the division into India and Pakistan. Allowing his sharp and intellectual mind and resolved the critical situations of political matters. Every political leader was aware of his artistic mind and his brave heart, and whichever solution comes in his way was quick and almost acceptable. During partition, the advised by Mr Mountbatten's decision was already confirmed and underwent many discussions with the top leaders of India. The book, Freedom at Midnight, talks a lot about undivided India. It is said that during partition there was a quick wrap up the free discussion with all the essential political leaders (Gandhi, Nehru, Sardar Vallabhbhai Patel, and Mr Muhammad Ali Jinnah) with Mr Mountbatten in Simla (Himachal Pradesh, India) and many others.
By the time of partition of India into India and Pakistan and the transfer of power, the public of India's sacrifices had gone to the end as if like there was no choice left and surrender to all the political parties hoping and wishing the best future. People blindly accepted the cruel fearful announcement of the partition (many opposed, Muhammad Ali Jinnah served a leader of all the Muslims of India has regretted on demand of Pakistan). Mr Mountbatten and his coordinators who were mutually involved in the partition were not aware of the future effect that they may have to go through the biggest crises of all the time. Indian politics were well known about the fact that it was difficult to deal with the Indian Muslim League.
|Investigating eyes of Mr and
Mrs Mountbatten after the riot
Mr Mountbatten's proposal (partition of India into Hindu and Muslim) seemed wise to many leaders but not Gandhi. This drama took a bit longer to convince the great freedom (Mahatma Gandhi) fighter after a hot debate with Jinnah and Gandhi. Freedom at Midnight (the epic drama of India's struggles for independence) has all the sorrow, pain for freedom of both Hindu and Muslims. The wise 400 millions life had been decided by these four eminent leaders, profit, and loss of common lives. But this book explored it very well, lowering its anchor into deep.

domain: politics