Solar System, Solar System Information, Facts, News, Photos - - National Geographic. Our Cosmic Neighborhood. From our small world we have gazed upon the cosmic ocean for thousands of years. Ancient astronomers observed points of light that appeared to move among the stars. They called these objects . The stargazers also observed comets with sparkling tails, and meteors or shooting stars apparently falling from the sky. In addition, there are thousands of small bodies such as asteroids and comets. Most of the asteroids orbit in a region between the orbits of Mars and Jupiter, while the home of comets lies far beyond the orbit of Pluto, in the Oort Cloud. The four large planets beyond the orbit of Mars—Jupiter, Saturn, Uranus, and Neptune—are called gas giants. Tiny, distant, Pluto has a solid but icier surface than the terrestrial planets. Earth's atmosphere is primarily nitrogen and oxygen. Venus has a thick atmosphere of carbon dioxide, with traces of poisonous gases such as sulfur dioxide. Mars's carbon dioxide atmosphere is extremely thin. Resources on how the EPA protects America's waters and drinking water, and what you can do to help and ensure that the water you drink is safe and healthy. Also find out about hydraulic fracturing, nutrient pollution, and. Charity October 4, 2016. Charity is a free website template using Bootstrap perfect for any non-profit websites. However, you can tweak the elements from it to suit your needs. This template has a smooth animation upon. Get access to files anywhere through secure cloud storage and file backup for your photos, videos, files and more with Google Drive. Key differences from traditional builders: * Minimalistic, extremely easy-to-use interface * Mobile-friendliness, latest website blocks and techniques 'out-the-box' * Free for commercial and non-profit use. Automatic works cited and bibliography formatting for MLA, APA and Chicago/Turabian citation styles. Now supports 7th edition of MLA. Planning Retirement in Ajijic or Lake Chapala Mexico. See our detailed Chapala Real Estate and Ajijic Real Estate listings. Find Homes and Rentals. Jupiter, Saturn, Uranus, and Neptune are primarily hydrogen and helium. When Pluto is near the sun, it has a thin atmosphere, but when Pluto travels to the outer regions of its orbit, the atmosphere freezes and collapses to the planet's surface. In that way, Pluto acts like a comet. We now know that Jupiter, Uranus, and Neptune also have ring systems, although Saturn's is by far the largest. Particles in these ring systems range in size from dust to boulders to house- size, and may be rocky and/or icy. These magnetospheres rotate with the planet, sweeping charged particles with them. The sun has a magnetic field, the heliosphere, which envelops our entire solar system. Copernicus proved that Earth and the other planets in our solar system orbit our sun. Little by little, we are charting the universe, and an obvious question arises: Are there other planets where life might exist? Only recently have astronomers had the tools to indirectly detect large planets around other stars in nearby solar systems. Angelfire is a great place to build and host a website, with free and paid hosting packages. Use Angelfire's excellent site builder tool to get a website up-and-running easily and quickly. Great support and get website. Water.org is an international non-profit dedicated to solving the global water and sanitation crisis. Best place of Free website templates for free download. We have about (2,479) Free website templates in css, html, js format. This requires Javascript to be enabled the latest version of Flash Player. Click here to download. Saturn's rings have bewitched sky watchers since Galileo first observed them in 1610. See why the second-largest planet in our.
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There are also legal requirements in many jurisdictions for employers to facilitate safe and timely return to work. Additionally, human rights legislation prohibits discrimination in employment due to disability. Consequently, disability management experts indicate that a return to work program has been shown to greatly benefit the recovery of injured or ill personnel, and help employers help injured and ill workers stay at work or return to productive and safe employment as soon as physically possible. However, the percentage of employers who do not have any type of return- to- work program (2. Additionally, there is information on an employer's legal obligation to have return- to- work programs and how to develop these programs, including links to free tools and resources. For this obligation to apply, the illness and injury has to be work- related. Where the employee is unable to return to their pre- injury job, the goal will be to return them to alternative work that is consistent with their functional abilities. The provinces of Manitoba, New Brunswick, Newfoundland and Labrador, Ontario, Prince Edward Island, Nova Scotia and Quebec have this legal obligation for work- related illness and injuries. To know more about employers re- employment obligation in these jurisdictions, go to the Library section of HRinfodesk, click on the applicable jurisdiction, then on the heading Health and Safety, and then on the subheading Re- Employment Obligations. A return- to- work program is a proactive way for employers to help injured workers stay at work or return to productive and safe employment as soon as physically possible. In cases where the employee can no longer return to his or her pre- injury job, the employer must return the employee to modified work by removing the elements that the employee can no longer perform, or by giving the employee another job with duties the employee can perform. In addition, this duty to accommodate generally covers personal illness not related to the job. This protection ensures that an employer cannot terminate an employee simply because the employee is ill. If the employee cannot fulfill the essential duties of the job, despite the employer's effort to accommodate short of undue hardship, there is no right to return to work. You either accommodate the employee to the point of undue hardship so he/she can return to work as soon as possible; or despite your best efforts to accommodate, if he/she cannot return to his/her job or an alternative job, you have to terminate with reasonable notice or pay in lieu of notice. According to the Court . The Courts will have to consider an individual's medical condition and the circumstances by which a distinction is made. Examples of such handicaps are diabetes, eczema, or a deviation in the spinal column. What must be stressed is the effects of the distinction, exclusion or preference, rather than the precise cause or origin of the handicap. This requires a shift in our approach to the entire area, one that affirms the centrality of human dignity in achieving equality. This means, that employers and others who set standards must build conceptions of equality into the workplace. However, the courts have also recognized that the duty to accommodate is not open- ended. It may not be required if it can be shown that providing accommodation would cause . While there is no single definition in law of this term, the various decisions on accommodation make it clear that this effort must be substantial. Recent cases have said that the employer. The program should also commit the workplace to the reintegration of ill and injured workers. It is a partnership involving employers, employees, healthcare providers, unions and employee representatives, and the workers compensation board of your jurisdiction (if dealing with a work- related injury). Four examples are. The Traditional Model - a method whereby the care plan, authorized leave and return- to- work process is medically directed. The employer relies on the treating practitioners (primarily physicians) to substantiate the authenticity of the illness and help the employee return to work. This is the starting point for many insurers' disability management models. This model, like the first example, tends to be medically oriented. However, it is the employee and employer who decide the terms of the medical absence and return- to- work plan. The fact that most programs today use some elements of each model attests to this fact. Typically, the traditional model is the starting point for disability management programs and elements of the other models are added as required. Effective programs maintain the employee/employer relationship, focus on the employee's capabilities versus disabilities, and are supported by a variety of technical specialists and case management approaches. Usually it provides short- term accommodation based on the employees abilities and limitations. Return- to- work plans have time frames and schedules that are transitional and reflective of the employee's needs and abilities. Effective policy and procedures may require approval from all levels of the organization as well as unions and third party insurers. Policies should also cover such issues as: salary replacement, job accommodation, transitional employment, budgetary responsibility and vocational training when necessary. Any modified duties or tasks must be appropriate and meaningful and serve a rehabilitation role in helping the worker return to work. Develop a database of job options or tasks for return- to- work programs. Ensure these jobs/tasks have been evaluated for physical, cognitive and psychosocial/work organization demands. The placement should be transitional and time limited, directed towards a full return to the pre- accident job whenever possible. Completed task analysis should be used to identify suitable job modifications or accommodation options. The placement should emphasize the employee's capabilities rather than his limitations. When identifying return- to- work options the primary goal is to return the employee to his or her pre- disability position. The transitional work program may complement external treatment programs (physiotherapy, chiropractor) as appropriate. Workers are expected to participate fully in their rehabilitation programs and failure to do so may result in the suspension or reduction of loss of earnings benefits. Workers may be subject to disciplinary measures up to the point of termination if they do not participate fully in their rehabilitation programs. Therefore, once it has been determined that the return- to- work plan is appropriate, the ill or injured worker has a responsibility to carry out the plan. All parties of the return- to- work plan (employers, employees, healthcare provider, union and WCB, if applicable) must maintain open lines of communication. These programs also enable employers to. A disability management program helps employees to avoid long- term absence from the workplace, and allows them to. CPP benefits and employment insurance eligibility; retain pension and benefit packages; andresume . The following are some guidelines to help you manage an employee's absence from work as well as his or her return to work. In this instance, we are discussing illnesses of more than three business days or a request for sick leave or extended sick leave. If the employee refuses consent or refuses to provide medical documentation to justify the illness, consider the employee to be on an unapproved leave of absence, to have abandoned his or her employment or to not be disabled, because you have no obligation to grant a medical leave of absence or accommodate an employee's illness or injury until the employee proves that he or she is ill or disabled. Take note that this comment has nothing to do with an employer's obligation to provide 1. The doctor should give a specific time frame. You are entitled to know the extent of an employee's ability to work and accommodations that are required before returning an employee to work to his or her position. These resources were developed by Reaching E- Quality Employment Services. Although prepared for Manitoba small businesses, the information may apply to other jurisdictions with slight modifications. The purpose of the code is to provide practical guidance on the management of disability issues in the workplace, provide employees with equal opportunities, improve employment prospects for disabled employees, promote a safe, accessible and healthy workplace, ensure that employer costs associated with disability among employees are minimized including health care and insurance payments, and maximize the contributions which employees with disabilities can make to the organization. Not free but an inexpensive valuable guide to have: Code of practice for disability management: describing effective benchmarks for the creation of workplace- based disability management programs is downloadable for $1. Our search tools will help you to quickly find results by jurisdiction, topic, date, keyword and article number. For the latest employment law news and a ten day trial, click here. First Reference is a publisher of Canadian employment law, finance and accounting reference manuals that are comprehensive, updated and practical. Publications include The Human Resources Advisor, Human Resources Policy. Vm. Bix: monitor v. Sphere with Zabbix. Let me share my experience in vsphere monitoring. We have a pretty large environment and have to monitor some VMs and ESX hosts. Template Virt VMware vSphere vSphereHypervisor (ESX / ESXi) Templates ESX / ESXi single use (No used vCenter Server) (manual link). Link ne templates: digite vmware e. Update: clique em update. 7 – Observe em configura. For some reason we've decided to use Zabbix for monitoring. Installing zabbix agents is not acceptable: we are not permitted to install anything on ESXs and VMs we have to monitor run some specific OS. 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At this point I've had a look on java SDK. The one provided by VMWare seems to be awful, but there's a vijava sdk written by Steve Jin. I believe he works at VMWare. Here's the list of currently supported ones: status. All the stuff is tested on rhel 6 only. Feel free to ask for new checks, other feature requests and to report bugs at the Vm.
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