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Fifth, proactive judges have in uenced actual system change. They have begun to interest the chief judges and administrators who make decisions about court policies and operations (Conference of Chief Justices and the Conference of State Court Administrators Task Force on Therapeutic Justice, 2000).

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Behavioural responses of sh and invertebrates to pollution have been suggested as a possible early warning method of monitoring xenobiotic impact. This is because a behavioural response requires the integration of a suite of physiological processes including neurosensory, neurosecretory, endocrine and physiological energetics (Lawrence & Poulter, 1996, 1998; Miller, 1980). Consequently, pollution impact on any one of these processes should be manifest at a behavioural level, if normal compensatory mechanisms are overridden. 3.3.11.1 Locomotion Contaminants can affect the locomotory activities of sh by eliciting movement toward (attracting) or away from (avoidance) a contaminated area; alter sensory perception; cause alterations in free locomotory activity; alter locomotory components such as turning frequency or angular orientation; and reduce swimming performance and/or endurance (see

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The actual fittin of the approximate sum to the pickup value is carried out by the free function fit which, in turn, delegates to the generalised least squares algorithm implemented in ppf.math.generalised least square. The free function takes in the explanatory variables x and the values to be fitte y and returns an instance of the class fitted fo.

logic of human behavior fostered and led by the HR function can have a great impact on an organization s culture and direction. No Place for Numbers Let me be clear, says O Malley. I m not arguing against the quantification of HR, which, after all, frequently must combat assertions that it is soft and irrelevant. Indeed, there is plenty of room for more analytical and critical thinking in the corporate HR department. The argument is that even in an ideal world, in which the business consequences of HR could be perfectly specified and packaged, this is not the discipline s defining aspect. O Malley makes a good point; however, many heavy hitters in the HR business industry feel that unless you run the game, you must play by the existing rules. Hence, it is important for HR managers to continue to build metrics meaningful metrics that will demonstrate the results that those who do run the game (CEOs and finance) want to see. Key point: Heed O Malley s warning that HR s greater calling remains the same, but heed also the mandate to develop sustainable measures of the impact your HR department has on business and profitability.

Under RESPA, the buyer and seller are allowed to review their HUD 1 Settlement Statement 24 hours in advance of the scheduled closing date. The last time that I used a title insurance company to act as my closing agent, I found a bogus $250 document preparation fee tacked on to my HUD 1, even though the title insurer did not prepare any title transfer documents. The title agent who made the calculations tried to explain the $250 overcharge as an honest mistake. Sure it was! You can review and fill out a HUD 1 Settlement Statement online at my web site on the following web page: www.thomaslucier.com /HUD1SettlementStatement.pdf.

original central server, as discussed earlier.) Phase 6 involves periodical updating and reselection of representative cases because of the changes in domain knowledge and task environment. These are described below with implementation on a real-life data [46]. Here phases 3 to 6 (dashed block in Fig. 5.2) are given the main emphasis, since they are relatively more concerned with the task of casebase maintenance.

The most striking difference between judges pre-Daubert job responsibilities and those post-Daubert is the greater sophistication in science expected from them. Not surprisingly, for judges with little background in the many technical subjects that enter the courtroom today, this new responsibility can be daunting. With increasing frequency, though still a relatively rare occurrence, courts are turning to independent

(see Exhibit 3.11). Twenty-nine percent of small employers do not have access to this information, whereas all respondents with 5,000 or more employees do and 36% of them have online access. As Exhibit 3.12 shows, over the past several years vendors have improved their willingness and ability to provide this data. Still, smaller employers, which

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