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“Sustained food inflation is credit negative because it exacerbates India’s macroeconomic challenges of slowing growth, high inflation and large fiscal and current account deficits,” said the global credit agency’s investors service.
The assessment comes soon after competing agency Standard & Poor’s said a slowdown in India’s domestic growth is adversely affecting India’s sovereign ratings.
However, Moody’s has retained India’s “stable” outlook even though Fitch and S&P had last year downgraded it to “negative”.
The Wholesale Price Index for last month showed that food prices had increased by 11.4% year-on-year—much faster than the global average. This food inflation has served to boost overall inflation for the month to 6.8% despite a 3.8% slowdown in core inflation.
Higher food prices can accelerate broader inflation by pushing up wages, while negatively impacting government finances and reducing monetary policy flexibility. When food inflation is sustained, it has the power to push up wages and reduce the extent through which the central bank can lower interest rates—a big issue in India, where the cost of credit is high.
Sustained food price rises also serves to reduce the competitiveness of exports and sectors that compete on imports.
“Although food inflation is not desirable anywhere, it has particularly credit negative implications for India because of its economic structure and policy framework,” Moody’s reported.
Hurting balance of payments
Food inflation, it said: “hurts consumption, government finances, the balance of payments and monetary policy flexibility.“
“Because the Indian government subsidises food for a large portion of the population, increases in food prices inflate government expenditure… and the budget deficit, which is already high relative to comparable emerging markets.”
The agency estimates that food accounts for more than half of India’s average household spending, which will be a worry for an economy that relies largely on private consumption.
While increasing food supply could be a solution, India has traditionally been constrained by poor rural infrastructure, inefficient food distribution and storage and by agricultural productivity, Moody's also warned.


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This article by Shital Darak Mandhana, pursuing M.A. in business law from NUJS, Kolkata, discusses the instances under which an employee can sue his/her employer.
There are many instances wherein an employee of the company can sue his/her employer. Let us see a few of them:
When a woman is a victim of sexual harassment at her workplace, what is she supposed to do?
It is the company’s responsibility to take care of such matters.
According to “The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013”, the employer is required to constitute an Internal Complaints Committee (ICC) where there are more than 10 employees working in the Company. Half of the members of this committee must be women. What if the employees are less than 10? You can approach Local Complaints Committee which has to be formed by every District Officer in the district concerned. However, the aggrieved can file a criminal complaint instead of approaching the Internal/ Local Complaints Committee.
What should a woman do if she is aggrieved by the sexual harassment at workplace?
Step 1: A woman alleging sexual harassment must make a complaint to Internal Complaints Committee (ICC) within 3 months of the date of incident. This time limit can be further extended if she was prevented from filing the complaint or due to any other grave reason.
Step 2: Upon receipt of the complaint, the ICC must proceed to make an inquiry. This inquiry must be completed within 90 days. When the complaint is ongoing, upon written request of the complainant, the woman may be transferred to another workplace or granted leave for a period of up to three months.
Step 3: Where the ICC finds that the allegations against the respondent are proven, it must submit a report to the employer to:
- Take actions against the sexual harassment as per the act,
- Deduct from the salary or wages of the respondent such sums as may be considered appropriate,
- Take action which may include suspension, termination, mediation or other appropriate action as the ICC sees fit.
Step 4: If a complaint has been proved, the aggrieved woman is compensated such amount depending on the mental trauma, pain, suffering, emotional distress, medical expenses incurred, financial status of the respondent, loss in career opportunity due to the incident, and the feasibility of such payment in lump sum or in instalments.
If the complaint involves only allegations of physical contact, sexual favours, showing pornography etc., it would amount to charges which are bailable in nature. On the other hand, use of criminal force will invite non-bailable charges.
Let us see few cases of sexual harassment:
Meenakshi vs University Of Delhi & Ors. on 5 July, 2011
N.N.S. Rana vs Union Of India (Uoi) And Ors. on 24 October, 2003
What actions can you take if your employer does not pay salaries or fails to deposit TDS or PF?
For unpaid salary, you can approach the Labour Commissioner, who will further hand over the matter to the court, in case Labour Commissioner is not able to handle the matter. The employee can make an application to the Labour Court under Section 33 (C) of The Industrial Disputes x Act, 1947. (Refer Case law: Sant Raj & Anr vs O.P. Singla & Anr on 9 April, 1985).
The definition of workman under the Industrial Disputes Act includes a part time employee (Case law: Yashwant Singh Yadav vs State Of Rajasthan And Ors. on 12 April, 1989)
Also, such an application should be made within one year from when the money becomes due from the company. All other benefits such as Provident Funds under “Employees’ Provident Funds and Miscellaneous Provisions Act, 1952”, capable of being computed in terms of money, shall also be included in the amount to be recovered. An employer who contravenes, or makes default in complying with the provisions of this Act, shall be punishable with imprisonment for a term which may extend to 3 years but which shall not be less than 1 year and a fine of ten thousand rupees in case of default in payment of the employees’ wages which shall not be less than 6 months and a fine of five thousand rupees, in any other case.
If you are an employee above the executive level or a manager and above, you can also file a case against the Company in the Civil Court.
In case of fraudulent practices by the company under section 447 of Companies Act, 2013, you can always approach Registrar of Companies and intimate them of the fraudulent activities of the company.
If for a period of one day in a year, 20 or more persons were employed in the establishment that will be sufficient to attract the provisions of the Act (Case Law: Ramanujam Press Represented By … vs The Regional Provident Fund … on 19 June, 1969)
As the power of regional PF commissioner to impose damages is a quasi-judicial function, an order under section 14(B) must be a speaking order containing the reasons in support of it (Case law: Organo Chemical Industries & Anr vs Union Of India & Ors on 23 July, 1979)
What will you do if your employer doesn’t pay you gratuity?
According to section 8 of the “Payment of Gratuity Act, 1972, in case the employer doesn’t pay the gratuity within the prescribed time to his employee (or nominee), the aggrieved employee can apply for redressal to the controlling authority. The controlling authority after investigation will issue a certificate for that amount to the Collector, who shall recover the same, together with compound interest at such rate specified by the Central Government. In case of delayed remittances of contributions, administrative / inspection charges by an employer, he has to pay both interest and damages for the period of delay.
According to section 11 of the “Payment of Gratuity Act, 1972, where the amount of gratuity has not been paid, or recovered within 6 months from the expiry of the prescribed time, the appropriate Government shall authorise the controlling authority to make a complaint against the employer, whereupon the controlling authority shall, within 15 days from the date of such authorisation, make such compliant to a magistrate having jurisdiction to try the offence.
According to section 9 of the “Payment of Gratuity Act, 1972, if the employer fails to pay the gratuity, he shall be punishable with imprisonment for a term which shall not be less than 6 months but which may extend to 2 years, unless the court trying the offence for reasons to be recorded by it in writing, is of the opinion that lesser term of imprisonment or imposition of a fine would meet the ends of justice.
Here “Controlling Authority” means an authority appointed by the appropriate Government.
In case of rival claimants to gratuity under the Payment of Gratuity Ac, civil court has jurisdiction to go into disputed matter (Asha Devi Jauhar vs. Sharda Dcvi 197g rr LLI 345)
Merely stating that the employees went on an illegal strike and thereby caused a heavy loss to the company is not a ground for denying gratuity (Refer case law: Bombay Gas Public Ltd. Co. vs Papa Akbar And Another on 18 September, 1989)
What should a women employee do if her employer doesn’t pay for her leaves she is entitled to during pregnancy or she is dismissed from her job without genuine reason? The Maternity Benefit Act, 1961, comes into picture!
According to Section 12 of Maternity Benefit Act, 1961, if a woman employee is discharged or dismissed from work without sufficient cause during her pregnancy, she may appeal to such authority as may be prescribed, and the decision of that authority on such appeal shall be final.
In case the payments are not been made by the employer to the woman employee, she can make a compliant to the Inspector. The Inspector may make an inquiry on the receipt on the complaint and if satisfied- may pass such orders as are just and proper. If the employee is aggrieved by the decision of the Inspector, she may appeal to the prescribed authority. However, the decision of the prescribed authority shall be final.
As per Section 21 of The Maternity Benefit Act, 1961”, If any employer fails to pay any amount of maternity benefit to a woman entitled under this Act or discharges or dismisses such woman during or on account of her absence from work in accordance with the provisions of this Act, he shall be punishable with imprisonment which shall not be less than three months but which may extend to one year and with fine which shall not be less than two thousand rupees but which may extend to five thousand rupees.
There is nothing in the Maternity Benefit Act which entitles only regular women employees to benefit of maternity leave. Those engaged on casual basis or muster roll are also entitled. (Refer Case law: Municipal Corporation Of Delhi vs Female Workers (Muster Roll) And … on 8 March, 2000).
The computation of maternity benefit in case of female worker engaged on a daily wage basis has to be made for all the days including Sundays and rest days which may be wage less holidays (Refer case law: B. Shah vs Presiding Officer, Labour Court, … on 12 October, 1977).
When do Employers need to compensate an Injured Employee?
The Workmen Compensation Act, 1923 requires employers to compensate an employee if the employee is injured while performing their duties during work hours. The compensation is paid depending on the kind of disability. The four categories of disability are death, permanent total disability, permanent partial disability and temporary disability.
If the employer and injured employee cannot come to an agreement on compensation, the dispute will be settled in a court of law.
For entitlement to compensation under the Act, the first condition is that the workman must suffer from a personal injury and that must be caused by an accident, and the second condition is that the accident must arise out of and in the course of employment (Refer case law: Laxmibai Atmaram vs Chairman And Trustees, Bombay … on 15 July, 1953) (Bhagwanji Murubhai Sodha And Ors. vs Hindustan Tiles And Cement … on 10 December, 1974)
The Factories Act, 1948:
Chapter IV of “The Factories Act, 1948” provides for safety standards for the workers in the factory. Any worker who is engaged in dangerous operations as per section 87 of the Factories Act, 1948, resulting in serious bodily injury, the contravention of any of such provisions shall make the occupier and the manager of the factory liable to a fine which shall not be less than Rs. 25,000 in case of an accident causing death or serious bodily injury and a fine of Rs. 5,000 in case of accident causing serious bodily injury.
When the owner of the premises leases its premises to different occupiers for use as separate factories, the owner of the premises shall be responsible for the provision and maintenance of common facilities and services as provided under chapter III (Cleanliness) and chapter IV (Safety). If any owner contravenes any of the provisions of this act, he shall be liable for a general penalty under section 92 of the factories act, 1948. During such case, the occupier and manager of the factory shall each be guilty of an offence and punishable with imprisonment for a term which may extend to two years or with fine which may extend to one lakh rupees or with both, and if the contravention is continued after conviction, with a further fine which may extend to one thousand rupees for each day on which the contravention is so continued.
All workmen who quit their employment would be entitled not only to accumulated leave from the previous calendar years but also to leave attributable to the period of work during the calendar year in which they quit their employment (Refer case law: Suhrid Geigy Ltd., Baroda vs State Of Gujarat And Anr. on 20 April, 1978).
The claim for overtime wages under Factories Act is maintainable only for work done beyond 9 hours in a day or 48 hours in a week and not otherwise (Case law: Clothing Factory, National … vs Union Of India By Its Secretary, … on 20 April, 1990).
What happens when an Employer doesn’t pay equal remuneration to men and women for the same/ similar kind of work?
According to “Equal Remuneration Act, 1976” an employer should pay equal remuneration to both men and women if their work is of similar nature. Also, no discrimination should be made while recruiting men and women workers for the same or similar kind of nature of work or in any kind of service subsequent to recruitment such as promotions, trainings or transfer against any woman should be made except where the employment of women in such work environment is prohibited or restricted by or under any law for time being in force.
If any employer:
- Makes any recruitment in contravention of the provisions of this Act, or
- Makes any payment or remuneration at unequal rates to men and women worker, for the same work or work of similar nature, or
- Makes any discrimination between men and women in contravention of the provision of the Act, or
- Omits or fails to carry out any direction made by appropriate Government,
He shall be punishable with fine which shall not be less than ten thousand rupees but which may extend to twenty thousand rupees or with imprisonment for a term which shall be not less than three months but which may extend to one year or with both for the first offence, and with imprisonment which may extend to two years for the second and subsequent offences.
If the lady stenographers were paid less than the male stenographers for the same work or work of a similar nature, then it would amount to discrimination on the ground of sex (Referring case law: Mackinnon Mackenzie & Co. Ltd vs Audrey D’Costa & Anr on 26 March, 1987)
The principle of equal pay for equal work id not applicable to professional services (Refer Case law: Dr. C. Girijambal vs Govt. Of Andhra Pradesh on 11 February, 1981)
What if the wages are not paid by the Employer to his Employee?
According to section 13 of “The Minimum Wages Act, 1948” in regard to fixed hours for a normal working day, the appropriate Government may:
- Fix the number of hours of work which shall constitute a normal working day, inclusive of one or more specified intervals
- Provide for a day of rest in every period of seven days which shall be allowed to all employees or to any specified class of employees and for the payment of remuneration in respect of such days of rest
- Provide for payment for work on a day of rest at a rate not less than the overtime rate.
If the employer fails to pay such amount to the employee, or pays less than the amount fixed as per the above provision (section 13) or contravenes any of the rules of this section,
He shall be punishable with imprisonment for a term which may extend to six months, or with fine which may extend to five hundred rupees, or with both.
Payment of wages less than minimum wage on the ground of less performance or output is illegal (Case law: Bandhua Mukti Morcha vs Union Of India & Others on 16 December, 1983)
Attendance bonus is the nature of an incentive. It is an additional payment made to the workmen as a means of increasing production. It cannot be treated as part of the minimum wage fixed under the Act (Refer case law: Manganese Ore (India) Ltd vs Chandi Lal Saha And Ors on 1 November, 1990)
From where can an Unemployed get information of vacancy in an Establishment and what if such information is not provided?
According to section 4 of “The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959”,
- The employer in every establishment in public sector in that State or area shall, before filling up any vacancy in any employment in that establishment, notify the vacancy to such employment exchanges.
- The appropriate Government may, by notification in the Official Gazette, require that from such date as may be specified in the notification, the employer in every establishment in private sector or every establishment pertaining to any class or category of establishments in private sector shall, before filling up any vacancy in any employment in that establishment, notify the vacancy to such employment exchanges, and the employer shall thereupon comply with such requisition.
If any employer fails to notify to the employment exchanges prescribed for the purpose any vacancy in contravention of sub- section (1) or sub- section (2) of section 4, he shall be punishable for the first offence with fine which may extend to five hundred rupees and for every subsequent offence with fine which may extend to one thousand rupees.
Let us understand establishment with the help of case law:
Although the cosmopolitan Club, Madras is not a profit-making concern, it is an ‘establishment’ under the Act (Refer case law: Cosmopolitan Club vs District Employment Officer on 16 December, 1966) The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 is applicable to government establishments and there is nothing in the Act to compel the employer to employ those persons only who have been sponsored by the employment exchange (Refer case law: Union Of India & Ors vs N. Hargopal & Ors on 13 April, 1987).
What can you do if your employer doesn’t pay you bonus you are entitled to?
The Payment of Bonus Act, 1965 will help you recover the bonus from your employer.
According to section 21 of “The Payment of Bonus Act, 1965, where any money is due to an employee by way of bonus from his employer under a settlement or an award or agreement, the employee himself or any other person authorized by him in writing in this behalf, or in the case of the death of the employee, his assignee or heirs may make an application to the appropriate Government or such authority as the appropriate Government may specify in this behalf, is satisfied that any money is so due, it shall issue a certificate for that amount to the Collector who shall proceed to recover the same in the same manner as an arrears of land revenue.
Every such application shall be made within one year from the date on which the money became due to the employee from the employer.
In case there is a delay in filing an application with the appropriate Authority beyond 1 year, the case will be entertained, if the appropriate Government is satisfied that the applicant had sufficient cause for not making the application within the said period.
Right to forfeit bonus has to be confined only to the accounting year in which act of misconduct was committed and not earlier or succeeding accounting years. (Himalaya Drug Co. Makali vs Ii Additional Labour Court, … on 3 January, 1986).
According to section 14 of the Act, an employee shall be deemed to have worked on the days on which he has been laid off. During the period of lay off, he is paid lay-off compensation which is not excluded from the purview of the definition of wages under the Act. He is therefore entitled to be paid bonus for the period. (Case Law: Mohankumar vs Dy. Labour Commissioner on 22 March, 1996).
For the purpose of this Act, employee means “any person (other than an apprentice) employed on a salary or wage not exceeding ten thousand rupees per mensem (month) in any industry to do any skilled or unskilled manual, supervisory, managerial, administrative, technical or clerical work for hire or reward, whether the terms of employment be express or implied. (The amount of Rs. 10,000 has been amended to Rs. 21,000 in the Payment of Bonus (Amendment) Act, 2015).
Can an Employee claim for delayed payment of wages or for unnecessary deductions from wages?
YES! Let us see what section 15 of “The Payment of Wages Act, 1936” says:
The appropriate Government may be notification in the Official Gazette appoint an appropriate Officer of Central/ State Government, a Presiding Officer of any Labour Court of Industrial Tribunal etc as the Authority to hear and decide the claims arising out of deductions from the wages or delay in the payment of wages, including all matters incidental to such claims.
Where any deduction has been made from the wages of an employed person, or any payment of wages has been delayed, such person himself, or any legal practitioner or any official of a registered trade union authorized in writing to act on his behalf, or any Inspector under this Act, or any other person acting with the permission of the authority appointed may apply to such authority for the claims.
Every such application shall be presented within 12 months from the date on which the deduction from the wages was made or from the date on which the payment of the wages was due to be made, as the case may be. The delay beyond 12 months shall be entertained if the applicant satisfies the authority that he had sufficient cause for not making the application within such period.
After hearing the claims of the applicant and after such further enquiry, if necessary, direct the refund to the employed person of the amount deducted, or the payment of the delayed wages, together with the payment of such compensation as the authority may think fit, not exceeding ten times the amount deducted in the former case and not exceeding three thousand rupees but not less than one thousand five hundred rupees in the latter, and even if the amount deducted or the delayed wages are paid before the disposal of the application, direct the payment of such compensation, as the authority may think fit, not exceeding two thousand rupees.
The authority constituted under section 15 of The Payment of Wages Act is empowered to investigate into the reasons for the absence and under what circumstances an employee was absent from attending to his duty, and wages for absence from duty cannot be deducted if the workmen were prevented from attending to their duties by organizers of bandh. (Kothri (Madras) Ltd. vs Second Additional … on 5 June, 1989).
For the purpose of this Act, “employed person” includes the legal representative of a deceased employed person.
The authority under the Payment of wages Act has no jurisdiction to interfere with the orders to stop increments passed under disciplinary proceedings (General Manager, Punjab … vs Swaran Singh, Conductor on 27 November, 2000)
What should an Insurance Corporation do in case excess of sickness benefits are availed by the Employee due to the negligence of Employer?
Why are we talking about an Insurance Corporation under this subject? Because as per “The Employees’ State Insurance Act, 1948”, an insurance Corporation falls under the definition of Employee. (Referring case law Hyderabad Asbestos Cement … vs E.S.I. Court And Anr. on 5 December, 1975) The definition is inclusive one. The meaning will be clearer through this definition (Section 2(9) of The Employees’ State Insurance Act, 1948).
Where the Corporation considers that the incidence of sickness among insured persons is excessive by reasons of:
Negligence of the owner or occupier of the factory or establishment to observe any health regulations due to sanitary working conditions.
The Corporation may send to the owner or occupier of the factory or establishment or to the owner of the tenement or lodgings, as the case may be, a claim for the payment of the amount of the extra expenditure incurred by the Corporation as sickness benefit; and if the claim is not settled by agreement, the Corporation may refer the matter, with a statement in support of its claim, to the appropriate Government.
If the appropriate Government is of opinion that it is prima facie case for inquiry is disclosed, it may appoint a competent person or persons to hold an inquiry into the matter.
If upon such inquiry it is proved to the satisfaction of the person or persons holding the inquiry that the excess in incidence of sickness among the insured persons is due to the default or neglect of the owner or occupier of the factory or establishment or the owner of the tenements or lodgings, as the case may be, the said person or persons shall determine the amount of the extra expenditure incurred as sickness benefit, and the person or persons by whom the whole or any part of such amount shall be paid to the Corporation.
The employer can be asked to pay contribution towards ESIC even after closure of the business and cannot escape liability on the ground that he had not deducted employees’ contribution from the wages. (Refer Case law: Employees State Insurance … vs Hotel Kalpaka International on 15 January, 1993).
If the employee has been suspended on improper grounds, what can s/he do and what actions can be taken?
Where any workman is suspended by the employer pending investigation or inquiry into complaints or charges of misconduct against him, the employer shall pay to such workman subsistence allowance according to section 10A of “Industrial Employment (Standing Orders) Act, 1946”:
- At the rate of 50% of the wages which the workman was entitled to immediately preceding the date of such suspension, for the first ninety days of suspension; and
- At the rate of 75% of such wages for the remaining period of suspension if the delay in the completion of disciplinary proceedings against such workman is not directly attributable to the conduct of such workman.
But if there is a dispute regarding the subsistence allowance or in case the suspension is improper and without just and reasonable cause, the workman may refer the dispute to the Labour Court constituted under the Industrial Disputes Act, 1947 within the local limits of whose jurisdiction the industrial establishment wherein such workman is employed is situated and the Labour Court to which the dispute is so referred shall, after giving the parties an opportunity of being heard, decide the dispute and such decision shall be final and binding on the parties.
However, if the provisions relating to payment of subsistence allowance under any other law for the time being in force are more beneficial, then the provisions of such other law shall be applicable.
Suspension pending domestic enquiry is not punitive in character, only the relationship of master and servant remains in abeyance for a temporary phase (Case law: D. Uthirakumaran vs Government of Tamil Nadu and Anr. On 29 July, 1988).
Even in the absence of rules and regulations providing for suspension or payment of subsistence allowance during the period of suspension, the employer was bound to pay the subsistence wages during the period of suspension (Refer case law: The Management, Krishnaveni … vs I.P. Punnaivanam And Anr. on 22 September, 1989).
What protection is available to the Workmen working in the Mines?
Under “The Mines Act, 1952”, an Inspector is appointed which includes District Magistrate for the purpose of exercising any power or performing any duty which is empowered by this Act to exercise or perform the duties. The Inspectors have the power to write a notice to the owner of the mine if they sense any kind of threatening or danger concerned with the mine and should remedify the same in the prescribed time as specified in the notice according to Section 22(8) of The Mines Act, 1952.
If the Owner or Manager of the Owner of the Mine fails to take any action in spite of the notice, the Chief Inspector can prohibit the employment of the people if the mine is not safe enough according to him for the people working in the mine.
If the appointed Inspector finds that the persons employed in the mine have caused injury due to the negligence of the Owner, he shall be punishable with imprisonment which may extend to one month, or with fine which may extend to five hundred rupees, or with both.
The Owner of a mine shall be prosecuted and punished under this Act for any offence for which the owner of a mine is punishable.
However, no prosecution shall be instituted against any owner of mine under this Act except at the instance of the Chief Inspector or of the district magistrate or of an Inspector authorized in this behalf by general or special order in writing by the Chief Inspector.
Provided that in respect of an offence committed in the course of technical direction and management of a mine, the district magistrate shall not institute any prosecution against an owner, agent or manager without the previous approval of the Chief Inspector.
This means that the worker will have to approach the Chief Inspector/ District Magistrate/ Inspector if s/he is aggrieved by the orders/ decisions of the Owner or the agent or the manager of the owner of the mine.
The definition of mine is very wide. It includes every kind of operation. Mine includes a quarry.
However, “mine” does not include office of a mine even though situated at the surface of the mine itself (Refer case law: M/S. Serajuddin & Co vs Their Workmen on 19 March, 1962).
Can the workers of trade union sue the employer if there is no settlement between the trade union and the employer?
Section 28L of Chapter IV of “The Trade Unions Act, 1926” provides for protection of action to the workers of trade union. It says that no suit, prosecution or other legal proceeding shall lie against any worker for anything which is in good faith done or purported to be done under this Act. There is nothing in the Trade Unions Act or the rules made thereunder which confers absolute right to be admitted as a member of a particular trade union. (Refer case law: Mohd. Ibrahim v. Asansol Iron and Steel Workmen Union 1954 I LLJ 1).
Further, The Industrial Disputes Act, 1947, provides for settlement of dispute between the parties through collective bargaining, arbitration and conciliation and lastly through labour court.
Firstly, the employers will try to resolve the dispute by collective bargaining that is the dispute is resolved amicably by agreement rather than coercion. If both the parties fail, then union may go on strike. Thereafter, arbitrator is appointed who will try to settle the dispute without court intervention. If the labour dispute cannot be settled via arbitration, then the workers can refer the case by a written agreement to a labour court, industrial tribunal or national tribunal for adjudication or compulsory arbitration. A final ruling on the industrial dispute must be made within six months from the commencement of the inquiry. A copy of the arbitration agreement signed by all parties is then forwarded to the appropriate government office and conciliation officer pursuant to which the government must publish the ruling in the Official Gazette within one month from receipt of the copy. The decision of the Government shall be final and binding on the parties.
The Registrar of Trade Unions has no authority or power under section 28 to decide any dispute between the rival office bearers of a trade union. His power under the section is restricted to make enquires and come to his own conclusion in the matter for the purposes of maintenance of record of office bearers of the union (Ratan Kumar Dey v. Union of India 1999 LIC 531).
Not being a permanent employee, what can an Apprentice or Contract Labour do if he is aggrieved by the acts of the employer?
Let us first understand the meaning of Apprentice according to “The Apprentices Act, 1961”. ‘Apprentice’ means a person who is undergoing apprenticeship training in pursuance of a contract of apprenticeship.
Let us understand this with the help of a case law:
An apprentice appointed under the Apprentices Act would not become apprentice for the purpose of section 2(s) of the Industrial Disputes Act. Under the2 statutes, the expression “apprentice” is used with a different connotation and meaning. (Referring case law: Tannery And Footwear Corporation …vs Labour Court And Ors. on 18 March, 1993).
According to section 20 of The Apprentices Act, 1961, any disagreement or dispute between an employer and an apprentice arising out of the contract to apprenticeship shall be referred to the Apprenticeship Adviser for decisions.
Any person aggrieved by the decision of the Apprenticeship Adviser may, within thirty days from the date of communication to him of such decision, prefer an appeal against the decision to the Apprenticeship Council and such appeal shall be heard and determined by a committee of that Council appointed for the purpose. The decision of the Committee shall be final.
An apprentice is a trainee and not a worker and provisions of any labour law do not apply to him unless they are specifically made available to him. (Referring case law: Employees’ State Insurance Corporation, Bombay v. Indian Hume Pipe Company Ltd., Bombay).
As per the above case law, it is clear that an apprentice cannot take the employer to the labour court.
Now let us understand the meaning of Contract Labour as per “Contract Labour (Regulation and Abolition) Act, 1970”.
A workman shall be deemed to be employed as “contract labour” in or in connection with the work of an establishment when he is hired in or in connection with such work by or through a contractor, with or without the knowledge of the principal employer.
A contract labour is one who hires and supplies contract labour to an establishment or undertaking to produce a given result. (Referring case law: State of Gujarat v. Vogue Garments 1983 I LLJ 255).
According to section 15 of Contract Labour (Regulation and Abolition) Act, 1970, any dispute between the contract labour and the contractor/ employer shall be referred to the appellate officer who shall be a person nominated in this behalf by the appropriate Government.
On receipt of an appeal under sub-section (1), the appellate officer shall, after giving the appellant an opportunity of being heard dispose of the appeal as expeditiously as possible.
Government as a principal employer will be responsible for enforcement of those amenities where contractor engaged by it for executing its construction project fail to provide the amenities to its workers. (Referring case law: People’s Union for Democratic Rights v. Union of India 1982 3 SSC 235) In no case, the contract labour can take the employer to the labour court.
From the above discussion we understand that our law is for all be it a subordinate or his boss. There is a vast opportunity for the aggrieved to knock the doors of the court of law and take the help of the same to come out of the dispute/ disagreement. But mere dismissal of a complaint does not make the employer liable for the acts. The employee/aggrieved person should provide documentary proof to the court of law in order to prove the bad faith of his/ her employer.

domain: law


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This was Abahani’s second league defeat this season, and this was their first loss against Sheikh Russel in four years
Reigning champion Abahani Limited and newcomer Bashundhara Kings were installed as favourites for the Bangladesh Premier League title prior to the start of the top-flight league but Sheikh Russel Krira Chakra proved Friday they’re also in the mix with a confident 2-0 win over the Sky Blues.
At Sylhet District Stadium, Sheikh Russel were in attacking mode from the onset, and took the lead in the 24th minute.
It was Rafael Odoyin who provided the breakthrough and the Blues doubled their lead five minutes from the final whistle through Brazilian Alex Rafael Antonio.
This was Abahani’s second league defeat this season, and this was their first loss against Sheikh Russel in four years.
Six-time champion Abahani came to Sylhet on the back of a five-match winning streak but Sheikh Russel brought them right back down to earth.
Despite repeated attempts, the Sky Blues were unable to breach the Blues defence and now have 18 points from eight games.
In spite of the defeat, Abahani are still top, while Sheikh Russel are second with 17 points from seven matches.
Bashundhara are third with 16 points.
Abahani 0 2 Sk Russel (Rafael 24, Alex 85)

domain: news


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Chances are you have a lot of mobile devices or small gadgets which require charging from a USB. Wouldn’t it be great if you could clear your plugs of all those individual chargers with one simple product? Well now you can!
I recently moved home and found that my new apartment is lacking in the power outlet department. With the number of phones, tablet, computers we have to keep topped up this is a problem. The simple solution was to go out and buy a few extension cords, but what I really wanted was some sort of charging dock containing only USB ports.
Now I am sure this is not a new idea and you will probably have your own favourite USB Charging Stations, but the one I came across is the Aukey 5-Port USB Charging Station.
Aukey are a relatively new company who focus on producing accessories to keep your mobile life simple. Their range currently includes a this USB station a couple of in car charging solutions, bluetooth speakers and a few other interesting mobile accessories.
Aukey 5-port USB Charging Station Review
The station comes packed in a simple recycled cardboard box with neat design and green logo. I don’t know if it is Aukey’s intention to appear environmentally friendly but that’s the impression I get (which surely can’t hurt sales).
Sliding the sleeve of the box and opening the box we uncover the simple white box. There is also a black version available too.
The white brick is elegant in its simplicity, and much smaller than the packaging would have be believe. If there was one think I would complain about it is the rather sharp corners, but then again this isn’t a product that is designed for life in your hand or in your pocket.
Quality plastic is used for a really sturdy feeling case, and although not heavy there is a little weight to it. I certainly wouldn’t want it to drop on my foot anyway. The top of the brick has a textured finish with the Aukey logo, which the side and bottom are glossy white.
Having a smooth plastic base on the unit might not sound like such a great idea, but Aukey have a reason for this. Also included in the box is a small rubber patch with suction cups. Attaching this to the base of the USB station gives you some flexibility where to locate it.
Simply stick it to your desk top, of if you haven’t space why not stick it on the wall, side of your computer monitor, under your desk, side of your TV etc! A very neat little feature!
Also including in the box is a mains plug (in this case an EU plug) with a good length on it to help with locating your station and a velcro strap for tidying up any slack.
In use the Aukey 5-port USB Charging Station couldn’t be simpler to use. Simply plugin it in to your mains plug and pop in up to 5 different products for simultaneous charging. Its a very neat solution to a problem I am sure thousands of other people are having to deal with.
Pricing for the Aukey 5-port USB Charging Station Review is around $20, for that price it really is an essential bit of kit and would even make a great stocking filler for someone this Christmas.
For more details of Aukey products head over to their official website.

domain: design


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The police have registered an FIR under Sections 302 and 307 of Indian Penal Code (IPC).
Anantapuram: One dead and four others got injured in clashes between YSRCP and TDP workers in Bathalapalli Mandal in Andhra Pradesh's Anantapur district on Saturday.
"In Patyapuram village almost everyone belongs to the same community. However, while most of them are supporters of YSRCP, a few are supporters of TDP. An Anganwadi building was sanctioned to the village during TDP regime and a small wall was constructed. But there was a dispute over the ownership of the land. Due to that, the construction was stopped for more than one and a half years," said Dharmavaram Rural CI.
"Gangappa, who claims the title of the land, yesterday tried to remove the wall along with some of his friends. Rajappa, who is a supporter of TDP, tried to prevent them. Son of Gangappa named Chinna Rayudu hit Rajappa with a sickle on the head. That led to clashes between both the factions," the official added.
He went on to add that "Rajappa died in the clashes, while four others are injured."
"They were taken to RDT Hospital in Bathalapalli. As the position of two was critical, they were shifted to Savera Hospital in Anantapuram. Now they are out of danger. The police have registered an FIR under Sections 302 and 307 of Indian Penal Code (IPC). Further investigation is currently on," the official stated.

domain: politics


Need a gift for a gifted musician?
The SoundCloud Premium accounts also come as virtual gifts and it takes only two minutes to get one. Head over to our Gift page and check out the different Premium accounts starting at only €29 per year.
Alright, my name's Jack, but all my mates refer to me as Jacky Rowe, so it's kinda stuck from there! Having played the violin since the age of 5 (with a gap between ages 10 and 13) and being self taught for the latter I've picked up a variety of influences along the way, such as The Levellers, David Gilmour, Ed Alleyne-Johnson and The Peatbog Faeries, as well as genres including world music from mongolian to klezmer, and the blues.
And now with the summer under way I'm going to try and rejuvenate this page once and for all!
[Signing my CD after playing with Justin Sullivan and Dean White] "For making the violin sing."
- Justin Sullivan, New Model Army (27th October 2011)
"When We Used to Dance is a great introduction to the power of Adam’s lyrics. I’m not sure what inspired him personally to write it but if you want to dance an apology to the earth for the mess the human race has caused this is your tune! This track also features great fiddle playing by Jack Rowe (makes note to self to look up more from him also)."
- Green Man Festival 2012 (Glanusk) (Under a Banner Review)
"Wow - Like having David Gilmour on stage!" [Having just played the solos in Comfortably Numb with them]
- Hobo Jones and the Junkyard Dogs (24th August 2013, The Barge Inn, Wiltshire)


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For those of us who have lost vibrant, courageous women, I hope this day is a little reminder that we can still celebrate them. They are all around us, and they are in you 🤍
Ripple – A Review of Betty by Tiffany McDaniel
Betty reached into my soul and brought renewed vigour, emotions and memories out. Thank you, Tiffany McDaniel.
As Told By Cheryl
Time to prepare for his funeral/memorial service. Time to get his financial affairs in order. And even time to give in to anticipatory grief.
A Boy Called Christmas
Usually grief is a concept pushed to the edges of Christmas along with dried out Christmas tree needles and discarded wrapping paper. I had heard of A Boy Named Christmas through flashes on screens in adverts. I thought “boy and mouse; what could go wrong?” Immediately, my heart sank as I discovered the children had lost their mother.
Reality Revisited: Gone Walking
I felt emotionally exhausted and wanted the opportunity to transfer this emotional struggle into a physical challenge that I could overcome, learn and develop from.
Reality Revisited: The Human Condition
When I wake up, my heart doesn’t split into a thousand pieces. My head doesn’t pound with questions asking me why us, or how are we here. When I reach for a mug for my coffee, my hands don’t shake when I see Mum’s mug.
As Told By Ivor Steven
Our true love ran deep
Cascading over hidden rocks
Something To Brighten Your Sunday #9
Spaces like these bring so much peace to my heart.
God Only Knows What I’d Be Without You
Today is one of the days where I kneel humbled by my grief. I am not bowled over by it, I am not stressed about it, I am simply shaken by it.
Safe and Tucked Away.
My locket became an important talisman for me to wear when grief crushed the life out of me. The subtle gold heart became an important symbol that my mum existed, and that once I was happy. My locket became my mum’s way to witness my life as I lived it.

domain: artistic


Semi-trailers, lowbeds, flatbeds and turntable trailers from 15 t up to 60 t
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Industrial transporters and self-propelled modular transporters up to 15,000 t … and beyond
New and used vehicles
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Our vehicles excel with their
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The lowbed range
Lowbeds for the product series CombiMAX, VarioMAX, VarioMAX Plus, ModulMAX, MegaMAX etc. are available in many versions and payload categories.
The tower adapter
Tower adapters are available in the Faymonville range as an optional component.
Falco, Faremax and Co.
The planning process for transportation projects often looks the same. First, the load is determined, then the corresponding vehicle is chosen.
Bladelifter: the BladeMAX 650
Stronger than all the others! The newly developed blade lifter with the name BladeMAX is the strongest of its kind on the market.
MAXProtect+: maximum & lasting protection
Faymonville relies on MAXProtect+, a fully coordinated and meticulously optimised surface treatment system.
PA-X : the low pendle-axle from Faymonville
More than low! The new pendle-axle - available for MultiMAX and CombiMAX!
Twin Axle II : the principle of the independent wheel suspension by Faymonville
A low loading height, a large axle stroke as well as a maximum steering angle of 57° - that is Twin Axle II


This is the second entry in a series examining the relationship between environmentalists and labor unions. It was 1967. United Auto Workers executive board member Olga Madar went to Congress on behalf of her union and asked the federal government to curb air pollution by putting tighter emissions regulations on the auto industry. The testimony … Continue reading What’s Next for Blue-Green Relations?
China’s environmental story is full of contradictions. What does one make of a country where the government severely limits the freedom of NGOs, yet has some of the most thorough environmental laws and most sustainably-minded leadership in the world? A place where the opening of a nature preserve is celebrated with a banquet that includes … Continue reading Book Review: China’s Environmental Challenges
https://www.youtube.com/watch?v=3JKs8aSb7eo Spain's official submission to this year's Academy Awards, También la lluvia, is a film that draws parallels between the historical European colonization of Central and South America and the more ambiguous economic colonization by multinational corporations today. The common denominator in both is access to natural resources. The plot follows a fictional film crew … Continue reading Movie Review: Even the Rain
A perfect storm of economic malaise, the sudden publicity around the Keystone XL pipeline and the Occupy Wall Street protests have dredged up pockets of lingering acrimony between the labor and environmental movements in the US. But while the media and corporate interests are quick to slap a pre-printed “jobs vs. environment” sticker on the … Continue reading A Timeline of the Labor Union – Environmental Relationship
When I arrived at Lafayette Park yesterday around 1:30, the place was already filled with people and sparkling with energy and sunshine. Small impromptu parades started up within the park – one from the Ohio contingent snaked toward the stage where the speakers started around 2. I found myself standing next to Margot Kidder who … Continue reading Observations from Yesterday’s Tar Sands Action Event at the White House
So many of the people I met in my college years have gone onto do really interesting things in the environmental field. As a fellow "humanities" environmentalist (we were the ones painting and writing nature while the scientists that made up the bulk of our environmental institute were pulling critters from rivers and looking through … Continue reading Q&A with Landscape Architecture Graduate Lacey Doucet
In 2005, Evo Morales campaigned on a platform of justice for indigenous communities in Bolivia but after recent police crackdowns on indigenous groups who were protesting a 200-mile highway project through the northern Amazon, his image has soured. The crackdown has been bad PR for Morales and on Monday he apologized for police behavior and said the highway plan was … Continue reading Tentative Environmental Victories in Bolivia and Burma


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Boost for regional events and festivals
More than 30 South Australian regional events and festivals have today received a financial boost with $369,000 of funding announced across the state.
The South Australian Tourism Commission has confirmed 32 events across the state – including a rodeo, several food and wine festivals and a dingy race – will be supported under its Regional Events & Festivals Program.
The annual event funding provides financial and marketing support to tourism events that generate an increase in visitation to and throughout South Australia and lift the profile of the state’s tourism regions beyond the specific region they are held in.
South Australian Tourism Commission chief executive Rodney Harrex said the funding would assist regional South Australian communities looking forward to some sense of normality, and to help plan ahead.
“Clearly COVID-19, and even the bushfires early in the year, has impacted regional South Australia, with community events and festivals being cancelled or postponed, so it is positive news that we can today look ahead and plan for the next 12 months,” he said.
“The successful applicants cover a very broad cross-section of sporting, cultural, gourmet and the arts – a great snap-shot of all the creative and innovative events South Australia is renowned for.”
Applications are assessed to ensure they align with the South Australian Tourism Plan 2030, the Regional Visitors Strategy and contribute to the state’s $7.8 billion visitor economy.
The funding is from two programs – the Regional Events & Festivals Program, which aims to generating an increase in tourism activity and does not have a maximum funded amount per event, and the Community Events Development Fund, which is aimed at smaller, community-based events that have the potential to grow into a regional tourism event, with a maximum grant of $5,000 per event.
Applications for the 2020/21 program opened on 31 January 2020 and closed on Friday 1 May, with the closing date for applications extended this year due to COVID-19.
Of the 32 events that will receive sponsorship in 2020/21, a total of eight are under the Community Events Development Fund and 24 are under the Regional Events & Festivals Program.
See below, the full list of events receiving funding in 2020-21 Regional Events & Festivals Program:
| Pines Enduro
||25-27 September 2020||Limestone Coast|
| Bay to Birdwood
||27 September 2020||Adelaide Hills|
| Coonawarra Cabernet Celebrations
||1-31 October 2020||Limestone Coast|
| Riverland Food & Wine Festival
||17 & 18 October 2020||Riverland|
| Feast Festival
||7-29 November 2020||Adelaide CBD and surrounds|
| All Steamed Up
||21 & 22 November 2020||Murray River, Lakes & Coorong|
| Rodeo by the Sea
||28 November 2020||Eyre Peninsula|
| Bay Sheffield
||25-27 December 2020||Adelaide|
| Crush Festival
||23-24 January 2021||Adelaide Hills|
||23-26 January 2021||Eyre Peninsula|
| Riverland Dinghy Club Championships
||February 2021 (dates TBC)||Riverland|
| Kangaroo Island Sealink Cup Carnival
||18-20 February 2021||Kangaroo Island|
| Bay Escape
||20 February 2021||Limestone Coast|
| Fringe in Mount Gambier
||19-28 March 2021||Limestone Coast|
| Oakbank Week
||28 March - 3 April 2021||Adelaide Hills|
| Clare Valley Easter Races
||3 April 2021||Clare Valley|
| Seafood on Spencer
||4 April 2021||Yorke Peninsula|
| Colour Tumby Bay
||9-11 April 2021||Eyre Peninsula|
| Barossa Vintage Festival (biennial)
||14-18 April 2021||Barossa|
| SALT Festival
||16-25 April 2021||Eyre Peninsula|
| SA Wooden Boast Festival (biennial)
||17 & 18 April 2021||Fleurieu Peninsula|
| Generations in Jazz
||30 April - 2 May 2021||Limestone Coast|
| Kangaroo Island Running Festival
||1 May 2021||Kangaroo Island|
| True Grit
||7 & 8 May 2021||Riverland|
| Clare Valley Gourmet Weekend
||May 2021 (dates TBC)||Clare Valley|
| Kernewek Lowender (biennial)
||17-23 May 2021||Yorke Peninsula|
| Coober Pedy Opal Festival
||18-20 June 2021||Flinders Ranges and Outback|
| 500 Miles of Music
||June/July 2021 (dates TBC)||Flinders Ranges and Outback|
| Winter Reds
||July 2021 (dates TBC)||Adelaide Hills|
||1-31 August 2021||State-wide|
| Barossa UnEarthed (BGW)
||20-22 August 2021||Barossa|
||2-4 October 2021||Eyre Peninsula|


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Rated 4 out of 5 by Ebony06 Some of Sheraton's staff made my stay very enjoyable
I have been visiting the hotel several times a year for over 6 years for numerous business events in Chicago. There are key staff who always make my stay very enjoyable. John the doorman, Renee in the Club Floor Lounge and Herman in the LB restaurant have been around for most of my stays. They each have been very helpful and have a kind, friendly personality. Anyone who stays at this hotel will miss out if you don't run into one of these gentlemen during your stay. Sheraton management is to be commended for keeping such quality staff members employed at this hotel!
September 28, 2012
Rated 5 out of 5 by Ozzie10 Fantastic & Fun Family Stay
Very pleasant experience while returning to the Hotel for the Labor Holiday weekend. All staff made sure we felt welcome from check-in. The renovated rooms are quite nice, beds are very comfy...Rick, the general manager took great care of us. We had access to the lounge. Food was delicious, views were spectacular. All personnel very friendly. The concierge desk was helpful. Kids enjoyed the swimming pools, and the adults the Wi-Fi. Location is the best. It is easier to plan your days when everything can be planned around location. All in all an A plus experience!!
September 8, 2013
Rated 4 out of 5 by wmbrain Busy Weekend
Stayed at the Sheraton the weekend of the Bears-Rams game. Hotel oversold and paid double the price for a nice but tiny room on the 34th floor Club Level. Never used the club, had a backed -up bathtub drain, the phone did not work in the room, and the internet and the "new" in- room refrigerator did not work until the next day. Bathroom was too small and while the view was very nice the room was cramped. No ice on the 34th or 33rd floor (must go to the 32nd floor) Not worth the $450 a night. Parking a car was another $50+ a night. This is not a $500 a night hotel.
September 26, 2012
Rated 5 out of 5 by DEB11 Great Location and Service
We had an overall excellent experience and the staff was superb, especially the concierge. They saved us a lot of time for getting around to the attractions we were looking for and also saved us a little with a discount coupon for a meal.
Only improvement comments are: Our room was not so good for the view, it seemed a little small and the bathroom ceiling had chipping/cracked paint. Also, the breakfast options at the Bistro were pricy and not that good.
Thanks for everything!
July 13, 2014
Rated 2 out of 5 by MAM6233 Disappointed
I was never able to get computer access. On the first day, I was busy and when I tried to get access at 10:30 at night, I just got put on hold. The next day a repairman came to my room but it was several hours before the problem was repaired. Not only was the computer cable upplugged, but the coffee maker plub was plugged into the lamp. Seems like a house keeping person woud have spotted this. Also, I am a Starwood member. When I called for a late checkout, I was only extended to 1 PM. My friend who is also a Starwood member was extended to 4 PM. Not a good stay.
June 28, 2012
Rated 5 out of 5 by Stevedg Sheraton Chicago Hotel and Towers
My wife and I have stayed at this Sheraton during all the madness of the Chicago Cubs Convention. The staff does a wonderful job of serving the hundreds of guests in a timely and friendly manner. We were checked in and at our room within minutes of arriving. The room was available early and they were glad to let us check in early! Our room was spacious up-to-date and had a wonderful view of the city. We ate a meal at the "Burger" restaurant in the lower level and it also was quick and was DELICIOUS. Two Thumbs up for this hotel! We look forward to returning ...
January 27, 2014
Rated 5 out of 5 by Schmism Beautiful view of river!
My room had a wonderful view of the river facing Trump Tower. The proximity to Michigan Avenue was convenient. The amenities were excellent, including the linens. The food was good, but the prices were not always reasonable (i.e. $27 breakfast).
August 11, 2014
Rated 5 out of 5 by GMA526 Amazing Weekend
I wanted to thank the staff at the Sheraton Downtown Chicago for a wonderful girls weekend. They meet all my expectations and I am so happy to share this great experience with the rest of my 17 friends who also stayed at the hotel. I would like to give a special thanks to Rick Ueno for making this all possible as well as Brian Hutchins & Joyce Clark. I know my cousin also worked with other management staff as well and they were just as wonderful.
July 21, 2014
Rated 3 out of 5 by SB76 New Years Eve stay
Great place and resasonable rate for NYE stay if you want to walk to Navy Pier and see the fireworks at midnight. Access to North Michigan Avenue is excellent. If you want a quiet hotel though, this is not the place. The room walls are thin. As a Starwood Preferred guest I was treated well. I had to change my reservation at the last minute due to a booking error on my part and the front desk resolved it. The concierge changed my dinner reservation allowing my wife and I a later seating so we could see the fireworks from our dinner table. It was a memorable stay.
January 4, 2012
Rated 4 out of 5 by Efunsade89 For the most part a good stay
I enjoyed staying at the sheraton and I have stay previously. I had a wonderful view and slept well. The location is great easy access to the attractions, events and activities. The concierges were helpful and attentive. My check out person and the door man were not the most pleasant or personable and the recommended van service to the airport was 1 hour late picking us up; we missed our flight. Overall it is a good place to stay. I would recommend it to a friend. Matter of fact I would like to suggest to my family that we visit Chiacgo and stay at the Sheraton.
July 24, 2012
Rated 5 out of 5 by troonaz Chicago Getaway
We have never stayed at the Sheraton before but have always admired the hotel from across the river. This time we booked a last minute getaway for one night and thought we would give it a try. We typically get to downtown Chicago 3 -4 times per year and always try different hotels and restaurants. After staying at the Sheraton it will be our first choice from this point forward. Entire experience was great from check-in to exiting the hotel from the self-park area and this hotel has the most comfortable beds and pillows of any we have stayed at in recent past.
September 30, 2013
Rated 3 out of 5 by Bulp Accounting Department needs help.
After calling twice in two days and left messages, no calls returned. We stayed at Sheraton Chicago Hotel and Towers for four nights over the Labor day weekend. It has been two weeks, our credit card has been charged almost $500 extra even though our stay was totally paid in full. It seems like no one seem to respond to our request to remove those charges. I am so frustrated that I have to spend so much time to deal with this issue. I do not recommend this hotel. This is suppose to be four star hotel, after standing in line for 45 minutes, when we checked in hotel, room was not cleaned, pillows were seating on the floor toilet was not cleaned. Disappointed. Great location to walk every where, and to catch Hop on Hop off bus.
September 18, 2013
Rated 4 out of 5 by Pami58 Great location
This hotel has a great location. Overlooking the water and very friendly staff.
August 16, 2014
Rated 4 out of 5 by NorfolkDon Good hotel and location for large conference
I stayed at the hotel while attending a three day conference with 800 attendees. This hotel is well suited for this type of event with large ballrooms and meeting rooms. The staff did a great job of setting up and serving lunch each day (must be pretty challenging to serve 3-course meals to 800 people in an hour). Room was comfortable and nicely appointed. On my first night Chris from tech support was extremely patient and helpful getting my laptop to connect to the wifi in my room. Good stay and would recommend for business travelers.
May 30, 2014
Rated 1 out of 5 by Rehanaomer Horrible experience. Hotel Policies need to be revised
We stayed at the Miraflores location for three nights. Every thing went well till the check out time. The girl at the reception did not know that we had requested a late check out, she apparently did not know how to look it up on the computer. The problems started after checking out. I was waiting for the transportation to take me to the airport. She (her name was Diana) approached me in the lobby and told me that the housekeeping had found a stain on one of the sheets on the bed and since it was a red wine stain we will have to pay extra since stains like that have to be treated in a special way and it costs the hotel money. I insisted that we do not drink any alcohol it cannot be a wine stain. She treated me like I had committed a crime at that point in front of the gusts sitting in the lobby, I was asked to follow her upstairs back tot he room. WHen we went to the room the house keeping staff had kept the sheet aside like a proof of evidence in a criminal case. I took the sheet and rubbed it in the sink and the stain came off right away Instead of being remorseful for the accusations she kept insisting that it is the hotel policy to charge the guests for stains left behind. It is the fist time in my life I had heard of such policies. I talked to the SPG staff person on duty about it also and told her how upsetting it was to hear about such policies.
I am sorry that I had not read the reviews about this particular hotel on the internet, because there are similar stories from other gusts for being charged $4 for breaking a glass etc.hotel , or for charging them later because the driver had charged them $6 less at the time of service etc. etc. I had booked this hotel thinking that Sharaton is a good hotel chain and I booked without reading about the complaints others had. It is my fault.
Please change your petty policies and please please train your staff to del with the guests with some respect and dignity.
Another thing about the policy, all the hotels have a late check out time of 2 P.M. but at your location it was 1 P.M.
August 24, 2014
Rated 5 out of 5 by VinnyD One night business stay
This hotel is in a great location. Walking distance (about a mile) to financial district. Even closer to some after work activities , walking distance to the Navy Pier, and a residential neighborhood with several excellent local restaurants. Also has a movie theatre, bowling alley and pharmacy within 1 block away.
August 6, 2014
Rated 5 out of 5 by joecat Chicago Sheraton and Towers
Great hotel and location excellent staff made same day reservation treated very well by everyone from doorman, registration and valet.
September 28, 2013
Rated 4 out of 5 by Patti Good Location
We have stayed here frequently. We love the location, area restaurants, Navy Pier activities and of course looking over the Chicago River is great! I had requested in advance adjoining rooms, we checked in at 3:00 p.m. to find out that our rooms were not ready. We needed to check in to prepare for our show we were attending so we settled for two rooms that were on the same floor but not adjoining. The reception clerk was somewhat annoyed with having to "hunt" for rooms that met my second request! I was really sad because I have always receieved great service.
January 4, 2012
Rated 3 out of 5 by Robert456 Slow
Our reservation was made 2 weeks prior to our stay. The room was not ready for nearly 2 hours after check-in time (1h56m to be precise). No offer of any sort of compensation was made for this time wasted sitting in the lobby. Our request for adjoining rooms made upon reservation was not accommodated, either, and our party's 2 rooms were on separate floors. Guest parking is poorly marked. The rest of the stay was as expected, except for a barking dog in the next room. If pets are allowed, guests should be informed that they are present on certain floors, if they're restricted to certain floors. In fairness, did not complain about this because I assume nothing would have been done. The hotel is a nice one, and centrally located.
December 23, 2013
Rated 2 out of 5 by FormerCustomer702 After 4 stays in a row, I'll not stay at this Sheraton again.
Poor service and an incredibly negative experience with room service ensures not only will I not stay at the Chicago Sheraton again, but I will tell anyone and everyone I know not to stay there as well.
Every year for a business convention I've chosen to stay here but this is my last time. Service is everything. Offer poor service and you'll get nothing. Except a terrible reputation. Mess up completely on a simple cheeseburger ordered (bringing me something nowhere near what I ordered AT ALL) and then charge $34 for it?
Thanks but no thanks Sheraton Chicago.
April 28, 2013
Rated 5 out of 5 by Carolyn57 A Very Nice Hotel
Great location, great sleep and great food. The location provides access to all Chicago attractions including trolleys, river boats and especially Michigan Avenue where you can shop until you drop. The rooms are quiet and allow you to get rest. The hotel offers a great steakhouse for dinner and smaller venues for breakfast. All in all, a very nice hotel.
August 1, 2014
Rated 5 out of 5 by bbbb Go Green Opt out of Housekeeping
I tried to use this program but found the "paperwork" part of it unclear. I agreed at tcheck-in to participate. Having to place the card on the door before 2am was not clear to me - I put it on in the AM when I left my room. The housekeeper did not clean my room so I thought I was fine. Then I found the card I was supposed to fill out when I checked out - bit I found it after leaving the hotel. Far too many steps to remember - the guest should not have to turn something in at theend - housekeeping should be the one to verufy they did not provide the service
April 22, 2013
Rated 3 out of 5 by Jane123 Not a Fan
Lackadaisical front desk staff. Told repeatedly that there had been a mistake with the reservation and that I needed a room for Friday night, staff could not have cared less. Hotel supposedly overbooked yet staff made no effort to find me a room at any other hotel in the city. Made it clear I was on my own.Meeting room facility inadequate. No outlets in the meeting room or the area outside. Had us right next to another group, constantly running into them, overlapping breaks, confusion as to which refreshments were for which group.TV selection in room lousy.
May 7, 2012
Rated 5 out of 5 by SweetAnnie Wish I could have stayed longer
Right from the start, the hotel staff were helpful and friendly, the amenities were more than I anticipated, the room was lovely and comfortable, and the location was perfect. The catered food was excellent. The cafe and other 2nd floor restaturant were excellent. My only disappointment was in the Java bar. The bartender was talking with the table waitress, saw me and didn't mention that I was there, waiting. I had to ask "is there table service" for her to tell the waitress I was there. I ordered the shrimp, and got 5 skinny shrimp for $14. Way overpriced.
October 17, 2012
Rated 3 out of 5 by CarolinaNurse90 Hotel did not meet my expectations
Unfortunately, I don't have any positive comments. I didn't feel as if my room was properly cleaned during my entire 4 day stay. I expressed a concern regarding the hotel housekeeper who knocked twice and then attempted to enter the room at 8:00 AM. When I notified the front desk person, he said - "Sorry that happened. Would you like a copy of your bill?". That's it!
July 31, 2014
Rated 3 out of 5 by WorkingMomx2 Great customer service!
The staff at the front desk was great! As an SPG I was upgraded to a king room with a view and given early check in!
August 14, 2014
Rated 5 out of 5 by Fred999 5days in Chicago
welcome at front desk was very good and very helpful, fulfilled my request of a room with a view of the lake and river, the bed was the most comfortable hotel bed ever, convenient for shopping, sightseeing, restaurants, tours, everything really, the fitness room and pool area where very good facilities.
August 6, 2014
Rated 4 out of 5 by Bobby65 Chicago Sheraton
Very nice hotel in a great location. Staff congenial and accomodating. Facilities very nice. Close proximity to downtown area with great shopping and many fine restaurants.
August 12, 2014
Rated 4 out of 5 by APK79 Room readiness
When we checked in our bathroom had a used towel on the sink and an open used bar of soap on the counter. we called to see if the room was ready and my wife was on hold for a ridiculous amount of time
August 11, 2014
Rated 1 out of 5 by Ram62 Quite disappointed
It was so unprofessional that they have alloted a room which was already occupied. And when made a complaint the front desk wants me to go down to collect the key. Requested them to send the key to 16th floor and after 10 minutes security staff came to put me into a room and their key did not work. And after 10 minutes another gentleman comes to help me and he put me into the room and promised that he will send the room key, but after 15 minutes I have to call the front desk to remind that I cant go out of the room as I do not have the room key. I was shocked by this entire experience. I would never stay with Sheraton nor encourage my colleagues to stay with these folks. Five Star price with ZERO star courtesy and guest services
November 2, 2013

domain: travel


Four new cranes to help PortMiami ready for Panama Canal expansion
By: Paul Scott Abbott | Sep 23 2013 at 12:00 AM | Channel(s): Ports & Terminals
While their combined $37.8 million cost doesn’t make PortMiami’s four soon-to-arrive super-post-Panamax cranes the South Florida port’s most pricey current infrastructure investment, the huge ship-to-shore gantries are a critical element as the containerport continues its “Countdown to the Panama Canal 2015.”
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Many Americans have quit smoking in the past few years. A poll on US News revealed that only 16% of American adults smoked in 2021, almost reaching the record low statistics of 15% of active tobacco smokers in 2019. Though this percentage is still quite high, the study previously noted that this is a big decline compared to the highest rate of 45% back in 1954.
The declining rate of smokers is significant, especially since cigarette smoking is the leading cause of preventable death in the United States. Given that cigarettes are detrimental to public health, it’s critical to take a look at the smoking behaviors of Americans in the past few years.
The Smoking Habits of American Adults
The CDC reports that American adults have actually decreased their usage of all tobacco products, and this includes the use of vapes.
The CDC’s Morbidity and Mortality Weekly Report highlights that the usage of tobacco products and vapes has dropped from 20.8% in 2019 to 19% in 2020. However, the report also notes that there are huge disparities among major demographic groups. To illustrate, 34.9% of Non-Hispanic American Indian/Alaska Native adults used tobacco products in 2020. Likewise, a quarter of adults with an annual household income below $35,000, as well as a quarter of people from the LGBT community, also still use tobacco products.
As such, the director of CDC’s National Center for Chronic Disease Prevention and Health Promotion recognizes that the work is still far from over, when it comes to preventing and reducing tobacco product use in the country.
Understanding the Shift in Tobacco Usage
The huge drop in the number of active smokers can be attributed to many factors. Though more Americans have been drinking in the past few years, experts noted that the rate of American smokers has gradually dropped for many decades due to taxes and smoking bans. However, price hikes are one of the most recent factors that shifted the habits of smokers. Cigarette manufacturer British American Tobacco has increased the prices for Camel and Lucky Strike by more than four times in 2020 alone. As a result, these popular cigarette brands now cost active smokers 50 cents more for every pack purchased.
Aside from the significant price hikes, more people have changed their smoking habits due to the availability of cessation products across the country. Consumers can simply buy popular nicotine replacement therapy (NRT) products over the counter. These products were made accessible to Americans because they are proven to be effective in stopping people’s smoking habits. One of the most popular NRT products has been the nicotine pouch. As shown by the nicotine pouches available to buy online at Prilla, they are tobacco-free products that don’t produce any smoke or odor, and don’t require any spitting. This means users can use nicotine pouches in most places where traditional tobacco products are banned. Another popular alternative is the nicotine patch which can be worn all day compared to the short lifespan of the pouch. These are the most discreet of the NRTs as they can be worn under clothing for a slow release. Since these products can be easily bought online or in-store, more people have switched from cigarettes to other products for their nicotine fix.
These nicotine replacement therapy products come in handy, especially now that various states plan to ban single-use cigarettes. California’s lawmakers introduced a bill that prohibits the sale of single-use tobacco products back in 2022 to reduce the amount of cigarette litter within the state. Legislators explained that these cigarette litters cost the local government about $41 million annually just for clean-up, which is why they are pushing for a ban that can protect the local citizens and the environment. California is not the only state making the same move because Hawaii and Illinois lawmakers have also pushed for bills that ban single-use cigarette filters.
The changes in the US market and local legislation have led to the decline of smokers within the country. As such, companies and legislators can continue to work hand-in-hand to improve the locals’ state of health.


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Martin’s gold medal, famously won at the Salt Lake City Games in 2002, was stolen along with another Olympic gold medal, four curling club medals and a historic silver casket.
The other Olympic medal stolen was won by William Jackson at the inaugural Winter Olympics at Chamonix in 1924.
The building on Rotchell Road in Dumfries was broken into at 22:00 on Wednesday with the haul estimated to be worth more than £34,000.
Officers are reportedly tracing three people in dark clothing seen in the area around the time of the incident.
Ch Insp Steven Lowther told the BBC: "We are at a very early stage of the investigation and the items stolen are still to be confirmed.
"However, it includes four curling club medals and two Olympic medals.
"We are keen to trace the three individuals seen running away from the Museum around this time,” he added.
“It is believed they were last seen running on Rotchell Road in the direction towards Park Farm."
Police have appealed for further information.
- Sports & Recreation
- Crime & Justice
- Olympic medal
- gold medal


How To Reduce Energy Cost For In-Bin Grain Drying
August 22, 2008
|Also see How to Reduce Energy Cost for High Capacity Grain Drying in this issue of CropWatch.
With energy prices up dramatically in recent years, grain producers are asking how to reduce the cost of drying grain on the farm. This article will discuss in-bin grain drying.
It goes without saying, the least cost method of drying corn is to let the grain dry naturally in the field for as long as possible. Given good drying conditions (low humidity, wind, and warm temperatures), corn can lose one-third to one-half point of moisture each day. At this drying rate, the corn would dry naturally in the field from 18% to 15% moisture in about the same time as if the corn were harvested and dried in the bin using natural (unheated) air using about 1 cubic foot per minute per bushel (cfm/bu) airflow. Producers with grain drying facilities usually hedge their bets by starting harvest early and mechanically drying part or all of their grain.
Grain Drying 101
|The biggest savings in drying time versus energy input for in-bin drying systems is achieved with the first 20°F to 40°F rise in air temperature.
In deep-bed drying systems (in-bin drying), air is normally pushed through the grain from the bottom of the bin and is exhausted out the top of the bin. As the air moves through the grain, moisture evaporates from the grain into the passing air. Eventually, the moisture content of the grain nearest the fan comes into equilibrium with the incoming air and no further drying takes place. The area within the grain mass where moisture is evaporating into is known as the drying zone. The top of the drying zone is the point at which the relative humidity of the air approaches 100% and no more drying can take place. The moisture content of the grain above the drying zone remains unchanged or may be slightly wetted by the saturated air leaving the drying zone. The drying zone moves through the grain in the direction of airflow as the air continues to remove moisture.
Natural Air Drying
Natural air drying uses unheated air to dry grain. It can take several days to several weeks to dry a bin of corn using natural air. Under favorable drying conditions, natural air drying can be the least expensive drying method and usually results in the highest quality grain of any mechanical drying method. The minimum recommended airflow rate in Nebraska for in-bin natural air drying of corn is 1.0 cfm/bu for corn up to 18% moisture, 1.25 cfm/bu for corn up to 20% moisture, and 1.5 cfm/bu up to 22% moisture. If the airflow rate is too small to meet the recommendation above, the bin could be partially filled. The shallower grain depth results in less static pressure for the fan to overcome, which translates into more airflow output (cfm) from the fan. Since partially filling the bin results in fewer bushels in the bin, you are pushing more cfm through fewer bushels, thus significantly increasing cfm/bu. For information on reducing grain depth to speed drying, see the September 8, 2006 CropWatch article, Reduce Grain Depth To Save Time/Energy When Drying Grain.
Stirring System Management When Drying With Natural Air
Research has found that stirring when using natural air to dry grain actually prolongs the time required to dry the grain because it disrupts the drying zone, resulting in exhaust air leaving the grain mass less saturated. Considering the long drying times associated with natural air drying, continuous stirring can cause significant damage to the grain and results in costly wear to the stirring device.
If a stirring device is installed in a bin of grain being dried by natural (unheated) air, the stirring device should be run during the filling period to reduce the pack factor from the filling operation, to redistribute fines and to level the grain. Stirring should then be discontinued to allow a drying zone to develop in the grain. Since the bottom of the bin will be somewhat over-dried by the time the drying zone approaches the top of the bin, a final stirring just before the drying zone is pushed completely through the bin will help to equalize the moisture content of the grain in the bin.
Heated Air Drying
Heating the air increases its ability to carry away more water vapor, (heating lowers the relative humidity of the air). When adding supplemental heat, the relationship between temperature rise and relative humidity is not linear. Table 1 presents the effect on the relative humidity when adding supplemental heat. All values shown in the table assume the dew point temperature (a measure of the absolute water vapor content of the air) is a constant 41.4°F.
A rough rule of thumb is the relative humidity drops by one-half for each 20°F rise in temperature. For example, natural air at 60oF and 50% relative humidity will have a relative humidity of 25% if heated to 80°F. Adding another 20°F to raise the temperature from 80°F to 100°F cuts the relative humidity by about half again and results in a drop to 13.5%. The third 20°F rise to 120°F lowers the relative humidity by about half again to 7.6%. The notable point is the second 20°F increment of added heat results in half as much reduction in relative humidity (half of half) and the third increment results in only one-eighth as much reduction (half of half of half). To minimize energy cost for drying grain, keep the temperature rise to a moderate level. The biggest savings in drying time versus energy input for in-bin drying systems is achieved with the first 20°F to 40°F rise in air temperature.
Stirring System Management When Drying With Heated Air
Management of stirring devices is different for heated air drying than natural air drying, especially for high temperature drying (over 40°F temperature rise). The relative humidity of the incoming air is so low with heated air drying, the grain on the bottom of the bin becomes over-dried by several percentage points by the time the drying front is pushed through the full depth of the grain. Stirring devices, if installed, should be run continuously with high-temperature heated in-bin drying systems to help equalize the moisture content of the grain mass and avoid over-drying at the bottom of the bin.
In-Bin Layer Drying
If a producer has several bins equipped with drying fans and is able to switch over from filling one bin to another in a reasonably short time, filling and drying several bins in layers could reduce drying time and energy consumption by 20-35% as compared to completely filling each bin in turn before beginning to fill the next bin.
In-bin drying is the most economical way to dry grain. Adopting these management techniques can preserve grain qualilty while minimizing energy cost.
Extension Educator, Lancaster County


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ASPIRE Studio will offer 2 weeks of Summer Camp this summer in July and August. The camp will be full day sessions Monday through Friday from 8:30AM – 4:30PM, with options for early drop-off and late pick-up. The program and will be catered to kids from ages 6 to 12 years old.
Week 1 will be July 13th-17th.
We are designing different daily themes for the week. The kids will explore a variety of styles with different activities and projects that coincide with each of our themes.
Week 1 (July 13th – 17th) Themes:
Monday – Under the Sea
Tuesday – Fairies & Dragons
Wednesday – Around the World
Thursday – Superheroes
Friday – Games
|PRICE FOR WEEK|
|EARLY BIRD PRICE*||$ 199|
|AFTER APRIL 1ST||$ 249|
|Early drop-off (8:00AM)||$ 20|
|Late pick-up (5:00PM)**||$ 20|
* Additional 10% off for siblings.
** There will be additional charges incurred for late pick-up: $5 for every 10 minutes. After 30 minutes, it will be a $50 charge.
- Kids will bring their own nut-free lunch/snacks and drinks.
- Optional free pizza lunch will be provided on Friday.
- Water and A/C will be provided.
- Please let us know if your child has any allergies, medications, or special needs.
Space is limited to 10 kids for the week.
EARLY BIRD DISCOUNT:
Don’t miss out on the early bird pricing, which ends March 31st! Use Coupon Code JULYEARLYBIRD$50 during checkout.
We are very excited about this program and look forward to having your children explore art with us this summer!

domain: hobby


text: I don’t know about you guys but i’m definitely doing some Vikings merchandise shopping for x-mas. I’m also hoping for a couple new items to add to my collection as well. I just wanted to let you know that you can Save 15-50% on Vikings t-shirts and polos at Fanatics through 12/11/2011 . In addition I noticed a lot of their jerseys were marked down too. I picked up my dad a Jared Allen jersey… but don’t tell him!!!


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- Karbonn is expected to make a comeback in Indian smartphone market
- The Karbonn X21 has been spotted on the Google Play Console and Geekbench
- The specifications suggest it will be a budget smartphone
Karbonn Mobiles was expected to make a comeback in India’s smartphone market last year, and we have now spotted a new smartphone from the brand called the Karbonn X21 on the Google Play Console. In addition, the same device has been spotted on the Geekbench website.
It appears that the brand is working on a new smartphone series in the country called the X-series. The handset in question is seen sporting budget specifications and could be launched soon in the country. Let’s take a look at all details of the yet-to-be-launched Karbonn X21.
Karbonn X21 spotted on Google Play Console and Geekbench
As you can see in the image above, the Google Play Console listing includes a high-resolution render of the upcoming smartphone. The handset seems to be the reminiscent of the Samsung Galaxy S6 and S7 series smartphones with dual curved display edges with massive top and bottom bezels. We can also spot the front camera and LED flash on either sides of the earpiece.
According to the Google Play Console listing, the smartphone will feature an HD+ display but the dimensions are not known at the moment. Additionally, the listing confirms the Spreadtrum SC9863A processor with 2GB RAM and PowerVR GE8322 GPU. The listing reveals that the budget phone will boot Android 10.
The Geekbench listing confirms the processor, RAM, and Android version as seen on the Play Console listing. The phone scored 133 points in single-core and 479 in multi-core tests. From the specifications, we can expect the Karbonn X21 to be a sub-Rs 10,000 smartphone. However, nothing else is known about the handset as of now.


Tyler, TX Grocery Company Says ‘No’ to Russian Products in Support of Ukraine
Companies around the world are showing support for Ukraine during their conflict with Russia. And we're seeing it right here in East Texas, as well.
Brookshire's Grocery Company, based in Tyler, Texas, recently announced via their Facebook page they'll be continuing to refrain from stocking Russian products on their store shelves in solidarity with the Ukrainian people who continue to be threatened by Russia's military machine.
When you consider that family-owned Brookshire's Grocery Company operates over 180 stores in East Texas, Texas, generally--as well as Louisiana, and Arkansas--that makes an impact. Particularly when you consider the other businesses all around the country who are saying NO to Russia and supporting Ukraine by withdrawing Russian-made products.
More and more businesses are saying NO to Russia's invasion of Ukraine by removing Russian-made products from shelves.
You've likely heard that Visa and Mastercard have decided to stop operating in Russia. Mastercard has said they are revoking support for any cards that were issued by Russian financial institutions. And as a double-blow, cards issued elsewhere won't be usable at any ATM or stores in Russia.
And regarding Visa, abc7 out of L.A. shared a statement made by Visa Chairman and CEO Al Kelly:
"We are compelled to act following Russia's unprovoked invasion of Ukraine, and the unacceptable events that we have witnessed."
And now, Netflix, TikTok, and American Express have decided to "suspend operations in Russia amid sanctions after Ukraine invasion," abc13 reports.
American Express has also decided to suspend its operations in Belarus--Russia's biggest ally.
You may be aware that Facebook and Twitter have been blocked in Russia already. But now, Russian TikTok users won't be able to share or see any new videos on the social media platform from anywhere else in the world.
Will this worldwide scale of peer pressure, both financially and socially, be enough to stop the Russian invasion? We shall see.
Do you know of any other ETX businesses doing something similar? Let me know at email@example.com
And kudos to Brookshire's Grocery Company for their support of Ukraine--AND for making the list of the 22 best employers in the Tyler, Texas area:
20 Best Employers in Tyler, Texas in 2022
Highlights From This 1982 Brookshire's Video will Deliver a Smile--Guaranteed!
10 Unique, Super Fun Party Ideas Here in East Texas Your Kids Will Love


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Wadsworth, Edward Alexander (1889–1949) By Hudson, Kitty
Edward Wadsworth played an important role alongside Wyndham Lewis in the short-lived avant-garde movement of Vorticism in 1913–1914. He continued to work in the abstracted, geometric style associated with the movement throughout World War I, though very little work of this period remains other than his woodcuts. After returning to England from active service in 1917, Wadsworth worked on the camouflage of shipping, known as “dazzle painting,” and produced a large canvas entitled Dazzle Ships in Drydock at Liverpool (1919). The 1920s saw Wadsworth turn to the theme for which he is best known: the precise and realistic harbor scenes and maritime still lifes, largely painted in tempera. This highly individual style was often dubbed “surrealist” though Wadsworth did not encourage this association. His compositions became progressively more abstract in the early 1930s and, in 1933, Wadsworth joined the English abstract group “Unit One”; however, the following year he abruptly returned to his familiar marine paintings. Large-scale commissions included paintings for the smoke rooms of the Cunard ship Queen Mary and, during the 1939–1945 war, he produced advertising images for ICI. After 1945 his work tended once again towards the abstract, though always maintaining a link with earlier natural motifs and geometric forms.


With our pretty extreme cold in late December (6-day freeze with low of 16°F/-8.5°C), and then our unusual/record cold March-present, I’m kind of amazed at how many of the first-year seedlings survived unprotected and have already begun to grow. Some of them have an inch or two of life above-ground, but none of them had their small stems survive intact.
This one is a seedling of Royal-Wright that seemed to have an unusual amount of stem survive, so I grafted onto that in late January. I’ve also pinched the tip of the new shoot in order to encourage the graft to start growing, but no luck yet:
This seedling of Royal-Wright was the most vigorous of all the seedlings last year, but even though it had a pretty thick trunk, it’s almost dead to the ground, albeit regrowing with vigor again. I cut the dried & dead stem off just before these photos:
These two seedlings of Mexicola Grande faired similarly:
This seedling of Mexicola is one of the only seedlings that’s regrowing from an above-ground bud rather than from the roots:
This seedling of Mexicola Grande was outside in a 15 gallon nursery pot for much of the winter, but when it started sprouting in April, it went into the greenhouse for a month, to get a warmer spring (but is already back outside and starting its second flush of the year):
This is another seedling of Royal-Wright that was in a nursery pot outside (12 gal), but only started sprouting last week, so never got the greenhouse treatment:
This seedling of Bacon was one of the first outdoor seedlings to sprout new growth this year, and has also been successfully cloned by rooting stem cuttings (and looks like a good stool bed candidate):
Finally, a seedling of Royal-Wright that has also been successfully rooted from stem cuttings, just sprouted about two weeks ago but is growing nicely:
There are others sprouting, but those ones are further behind these, so I’ll save them for a future post.