 box
- Manual air conditioning
- Cloth upholstery
- Dashboard storage areas
- Front armrest
- Illuminated glovebox
- 2 Reading lights
- Load Area
- Smart cargo
- Underseat storage compartment
- Trim
- 2 seat front passenger bench
- Drivers seat with lumbar adjust
- Height adjustable drivers seat
- Security
- Deadlocks
- Remote central locking
- Wheels
- 16" steel wheels
- Full wheel covers
- Full size spare wheel
- Engine Power: 95 bhp
- Engine Torque: 155 lbs/ft
- Cylinders: 4
- Top Speed: 90 mph
- Acceleration (0 - 60 mph): 1 seconds
- Acceleration (0 - 62 mph): 14.9 seconds
- Fuel Consumption (extra urban): 54.3 mpg
- Fuel Consumption (urban): 47.1 mpg
- Fuel Consumption (combined): 51.4 mpg
- CO2 Emissions: 144 g/km
- Length: 4956 mm
- Height: 1910 mm
- Weight: 2640 kg
- Euro Status: EURO 6
- Seats: 2
- Insurance Group: N
- Towing Braked: 2000 kg
- Towing Unbraked: 750 kg
- Min Kerb Weight: 1522 kg
- NCAP Safety: 78
- NCAP Overall: 5Sexing skulls using discriminant function analysis of visually assessed traits.
Sexual dimorphism of these modern people contrasts markedly with that of the ancient Native Americans, and discriminant functions like those presented in this paper should be used with caution on populations other than those for which they were developed.
Cranial injuries as evidence of violence in prehistoric southern California.
The frequency of cranial injuries increases significantly between the early and late prehistoric periods on the Channel Islands and this temporal variation appears to reflect changes in patterns of violence associated with population growth and environmental instability.
Review of late Holocene paleoenvironmental and cultural sequences from four regions of western North America shows striking correlations between drought and changes in subsistence, population, exchange, health, and interpersonal violence during the Medieval Climatic Anomaly, suggesting that environment played a major role in cultural transformations across a wide expanse of westernNorth America among groups with diverse subsistence strategies.
Greater sciatic notch morphology: sex, age, and population differences.
The accuracy of a method for visually scoring sex differences in the greater sciatic notch was tested and it was found that people who die at a younger age tend to have wider, more feminine-appearing sciatic notches than people of greater longevity.
Differences in 15N/14N and 13C/12C ratios of individuals from mainland sites dating from the early and late prehistoric periods show that the marine component of the diet increased substantially through time.
Age and sex-related variation in hyoid bone morphology.
The data suggest that men and women have similar non-fusion rates, and analysis of sexual dimorphism shows that the greatest length differences are in the greater cornua.One of our own received a stadium ban till the end of 2016 for releasing red smoke following the match against Miami FC. He accepts that there are consequences to his actions. We are not debating TD Place’s Code of Conduct. For Stony Monday Riot the incident has led to a frank discussion within our group.
We have come to the realization that our motivation for everything we do, our passion for the Fury, has been damaged over the course of this year.
Today in the match against FC Edmonton we will not be providing our regular efforts to animate Lansdowne.
Many of us push ourselves to support Ottawa Fury FC by painting tifos and planning watch parties. We produce content and generate discussions during the week. We drum, sing, and chant for the whole match. We stand through torrential downpours and we give our voices to this team. We have noticed the regression in supporter culture this year. We see lower numbers in Section W and know less people in Ottawa are willing to give everything to support this club.
Our experience in Section W is not unique. Attendances are up but the atmosphere and passion throughout the stadium is down.
In the drive to the NASL Finals last year Fury President John Pugh praised a growing soccer culture as part of the club’s success: “[Our incredible fans] are the best in the NASL. The atmosphere at TD Place on Sunday is going to be incredible for the biggest match in our history. So many times this season our fans have helped power us to victory.” We have had lengthy conversations with OSEG about our mutual desire for a strong and vibrant soccer supporter culture. Yet, this year our passion has been subjected to cameras, more rules, more security, paid for drum-lines, canned music over the PA, and stadium employees telling us to keep quiet. A year ending ban for one of ours is just the catalyst: together with the club the conditions for a vibrant soccer culture are not being met and we are not creating the atmosphere we want.
We are looking at ourselves in the mirror, we want to be a strong part of a more passionate crowd in Ottawa and we can do better. Today however we will not be making the extra effort. We apologize to our players and hope they understand. Our passion is our motivation and we cannot take it for granted.
We continue to believe that supporter culture can and should thrive in Ottawa. This city needs a place where we can come together to be angry, happy, and passionate in public. This city needs a place where it escapes its stereotypical conservative culture. The Ottawa Fury FC should be that place in our city where passionate expression is embraced and allowed to flourish.
We have run into much of the same this season down in Tampa. We have received some cooperation to rig tifos, etc…but, plenty of the same themes you mentioned. We got smoke permitted…but, not before banning orders and press.
Best of luck and well done on your choice!Thank you for your continued patience and support as we navigate the changes in everyone’s work world. We hope everyone continues to stay healthy and safe during these unprecedented times. Please know that PASS is still working closely with the district administration on a weekly basis to coordinate essential tasks and the safest way to get work done.
All PASS members will continue to be paid their normal pay and keep their benefits through their normal pay period for the 2019-2020 school year. Some people are paid July 1 through June 30, and some are paid August 20something through the following August 20something or some variation. Everyone will continue getting paid as if we worked the whole school year and are coming back in the fall. Unless someone retires, resigns, or goes on FMLA when they are required to come back.
9-month employees Parapro, Lunchroom Supervisor, Campus Monitor etc.) All employees have a right to apply for unemployment. IDES will make the conclusion if you are eligible or not. Typically, employees are not eligible during a “natural break” per your work calendar (Ex: summer break, winter break, spring break).
The Governor’s has mandated that everyone wear a mask while in a building where it’s not possible to maintain 6 feet of distance. While the buildings do have some masks, we are asking employees who have to come into a building to do work, to provide their own masks if possible. Please be assured that all members in the categories returning to the buildings will be following the guidelines from the Governor’s Office and the IDPH.
Dr. Glenn Wood gave a short presentation at the May 26th Board of Education Meeting. Per the Illinois State Board of Education, he gave three scenarios in which the school year may start in the fall. At this point we do not have any definitive answers on how this will look.
· Opening as usual with appropriate social distancing, facemasks, and other health safeguards and facility modifications.
· Opening schools with a limited number of students and staff in buildings and potentially using split schedules, alternating day schedules or some combination or hybrid.
· Keeping schools closed and returning to total Remote Learning or distance learning.
The district’s eventual decision will depend on state guidelines, said Superintendent of Schools Dr. Lane Abrell.
We are going to continue having 11 and 12 month employees do only “essential work” at school. The secretaries/registrars/bookkeepers need to continue to work with their building administration on tasks that need to be completed. Together decide if the tasks can be completed at home. If so, continue working at home, if not, then schedule a time to come to the building to complete the work. How we have operated in the month of May, we will continue to operate at the start of June.
Staff members who are diagnosed with Coronavirus should not report to work and should follow the direction of their physician.
In the case of a building having an employee who tests positive for COVID-19, the building will be closed for a number of days from the last day the infected person was in the building. Those working in the building will be paid for the duration of the closure with no deduction of sick/personal/vacation days. After the determined days, the building will be opened for employees to return to work.
You will receive an email through district email containing either a direct contact or indirect contact letter from your principal or supervisor letting you know there was a positive case in your building. For more detailed information, please see our email from May 22, 2020.
The district sent out an email outlining the COVID-19 Screening Checklist. Please follow the checklist each day before coming to work. If you are feeling ill, please stay home. If there is a