I'm really pleased to be here today to present with Paige Fisher who I know from her work at Vancouver Island University and doing some research with the Ministry of Education and Laura Tate who is a principal in the Nanaimo-Lady Smith School District, principal of Aboriginal Education. So there are some things that we have been working on in the Ministry of Education and with you, people in the field for some time and the focus of my work has really been around improving the academic results for Aboriginal students and for a long time we've done that by focusing on what we do with and to Aboriginal students in the school system. And we're moving and I'm really pleased that we're moving, that our objectives around that are changing and becoming more solid and just the objectives that really guide my team at the Ministry and no longer just the Aboriginal team but all my colleagues in the Ministry and I'm hoping that you will pick these up in your practice as well. And the first is that we need to include Aboriginal voice in everything that we do in education and so while we are there supporting kids, we do that best when we hear from community and we're guided by the Aboriginal voice. That means parents, community members, elders, leaders and students. So there's a handout in your package today, it's on yellow paper that speaks about those three objectives and the way we're working. If you flip the paper over you'll see there are principles of Aboriginal education and these principles were articulated by a group of Aboriginal scholars and knowledge people from the dockets when we worked with them to develop English voice peoples 10, 11, 12. And these principles are principles that can be adopted into all coursework within the school system. Good morning, my name is Paige Fisher, I was born in Prince George and my parents were born in Saskatchewan and well, Lotus Saskatchewan I think and Kelowna and my heritage before that was British on both sides of the family. On one side of the family, my mother's side of the family came as part of the United Empire Loyalists in the 1700s so my family has been settling and settled in this land for a very long time. In my role right now I'm a teacher educator at Vancouver Island University and as Trish said a researcher as well in my research work is most intensely around the emotional impacts of our assessment practices. Here are some big ideas and we're going to go through them sort of individually for a few minutes. The first is the moral imperative and I don't really think I need to talk about this too much. I think that we can look around our schools, we can look around our communities and we can see the state of our Aboriginal students. Our Aboriginal students are neither participating nor succeeding at the same rate as their non-Aboriginal counterparts. There's at least a 20 to 30% gap in graduation rates. We're seeing more Aboriginal students in say our comm 1112 than we are in our English 1112 so we know the state. You look around our communities, you look around our reserves, we see it the moral imperative is there. This is something that I was sort of you know working on and thinking about for a few years and it took me a long time actually to sort of articulate it. These tiles represent about 50% of the Aboriginal kids in residential school who never made it home and they communicated in whatever ways they felt these kids once they did some learning units around residential schools and then they gifted these tiles to a residential school survivor, an elder they smudge these tiles and eventually these tiles were sent back to Ottawa and I believe all of the tiles across Canada are going to come together in a bit of a traveling road show and you'll see we'll be hopefully be able to see all of these tiles together. Trish introduced this concept of Aboriginal education for everyone and I think that that green ball in the middle is how I sort of visualized Aboriginal education over the past you know several decades where we have given a lot of attention and a lot of focus on our Aboriginal students. How can we help them? How can we fix this problem? The energies had sort of looked like that and out of that I believe we've built some amazingly amazingly strong Aboriginal education departments, Aboriginal leaders, Aboriginal focus at the ministry level, all these pieces. I think they've brought us a good ways along the path and in my mind and in my processing and in what I'm learning over the past several years in my rules is that one of the pieces I believe strongly is that what's going to push us I think that next bit and we're going to get there is this idea of collective ownership that we need to grow that responsibility, that passion, that moral imperative so that everybody is taking ownership over our Aboriginal students over Aboriginal education. My next big idea is this idea that well you know what what I get often I'll get a question like for example you know Laura I have this Aboriginal student in my class or I have these Aboriginal students in my class how do I help them? What can I do? What can I do in my classroom for those particular students? I know for example that Aboriginal people have an oral tradition so should I be teaching them orally? You know those kinds of things and I know that me being First Nations, Tsimshian, I'm not an oral learner at all in fact I need the visual I'm totally visual but I don't feel it makes many less native right? So and so when folks would come to me with those kinds of questions I thought oh my gosh I'm an Aboriginal resource teacher I should know the answer to that question I should know that and I'm feeling oh my gosh I don't feel like I know that I'm fraud right? But as I've grown over the over the years I've now come to the place where here's my response that if you as a teacher as an educator as an EA as a principal whatever your role is if you reflect on your practice if you're reflective on who you are as an educator and what you do with students you'll scoop in about 90% of those Aboriginal kids anyway that isn't to say however that the time hasn't come to start starting to weave in those Indigenous principles of learning and what we're talking about when we say that is really a different world view isn't it? I didn't realize that I'd even had a world view or a culture until I actually lived in Asia for four years and was able to look back at Canada and compare and think oh that's why we do this this is how we look at things it's very different from the Chinese that I'm living with right now and I wasn't until I did that that I made that realization so to ask a group of people educators like yourself to say hey look through this different lens look through this different world view that's a really tall order it's one I think that we'll get to bless you and it's one that I and it's one that I think that I hope that's where I you know I hold that sort of as my goal that's where I'm hoping that we'll work toward absolutely to look look at the world in a different way but I want my kids to be immersed in who they are as little Tsimshan and grow up to be big beautiful strong Tsimshan and contributors to our community I want them to we've they were given their traditional names Eli when he was eight months old and Madeline when she was about five they've so they participated in holding a feast they've experienced these protocols I want them to feel proud of that I want them to know it I want them to walk tall I want them to be proud Tsimshan people at the same time I want them to navigate this world that we live in because I could nurture them as much they're my my mom they're they're Jiji they're they could nurture them as you know strong First Nations people but we still have to go back out in that world and sometimes that world's a little scary if you look at it through an Aboriginal lens where I spent probably the first 20 years of my life denying who I was as a Tsimshan person being ashamed of who I was as a Tsimshan person am I successful really right and it wasn't until I was well into my 20s but I began to embrace who I was prior to that I would never tell anybody you know like we're worrying about everyone self-identifying and there's going to be too many of them and we're not going to have resources and money it's like dude people are not coming out of woodwork trying to be Aboriginal it's not necessarily a good thing to be able to and that's how it felt that's how it felt so I spent a long time denying that part of who I was and I don't want that for my kids I want that I want them to have that ability to be strong Aboriginal people but also to navigate this world the educational world the business world the the environmental world but you know whatever their choices might be and have those those that dignity purpose and options right that's what I want for those kids we need kids to be able to write briefs and defend themselves in a court of law and all of those other things that they need that other world experience in as well yeah thank you and I think on that note you know somebody asked me in a master's group the other week what what was it for you right like how how did you and I had no answer I wish I got to work on that so if you're thinking of asking me that I don't have a quid that's already for it but a large piece of it for me without sounding too corny it was education it really was I think the further I went and I was successful the further I got long and I found those adults in my life that were important to me or that believed in me somehow and I keep finding those people like when I look around the room right I've got Trish Paige I've got Linda and Judy got faith they believe in who I am and I think they they are to me now as I'm hoping you will be to your students right and it's that relationship piece that's key and you know that relationship between that classroom teacher and that student is the key especially your vulnerable students and likely many of your vulnerable students are Aboriginal students they need you they need that connection to that classroom teacher to that principal right they don't need to be walked down the hall all the time with the Aboriginal EA that Aboriginal EA can be invited into that classroom that Aboriginal support teacher can be invited into that classroom and there we go building more relationships right utilizing the skills and the wisdom that they have you're modeling you're coaching them along and their skill level and vice versa key those relationships are key I wanted to tell you a little bit about this some of you have likely seen it it's been around for just a couple of years Laurie had first introduced it at the network seminar two years ago and this is where my little assessment brain gets to kick in I strongly believe as I said earlier that I'm very interested in the emotional impacts of our assessment practices and I started out my doctoral work thinking I'm gonna you know do this research and I'm gonna figure out exactly which practices do what well it was impossible but what I did figure out was that it's in the air it's in the room it's in every single thing we do and what's really powerful is I think is that the way that we assess and what we assess is a really powerful signal of what we value so every time we say we're going to assess this we're signaling that that's something that we value and really I would implore you to really really think about that and think about that in the context of what they will be sharing with you later as well so this became then a signal of the values that Laura has as her hopes for the system as her hopes for the kids and for the adults living in this society and in the system and Laura had because I was the assessment gal sort of sent me a rubric and said what do you think about this I said let's sit down and talk about it and we had this amazing afternoon spent two or three hours and you know rubrics are kind of my thing and so we just I just talked to me talk to me what are your hopes what do you hope is going to happen and we really started with this I don't know performance energy might have called it the fully meeting expectations column I would never give it a number by the way but this raising your paddle acquiring these statements here are what came out of our conversation around what would we hope that all of our adults and all of our kids and actually by extension all of the citizens of this province would begin to understand and so really it's not an assessment tool to evaluate your kids with but it may be a place to think or to talk with each other and with your students about where you are where they are and of course if it's an effective rubric it provides some learning progressions


Okay, we're back, we're live. I'm Jay Fidel. This is Think Tech and it's two o'clock on a given Wednesday and we have Louise here with us and we are so happy and proud and just ecstatic that she's with us. Welcome to the show, Louise. Thank you, Jay. Louise is a labor and employment law litigator person and a partner at Dentons, the successor to Alston Hunt here in Honolulu and she's been giving lectures all over town about the subject. So we are happy to be able to tap into her knowledge and the subject is, what is the subject? The law of COVID comes to the workplace and it is changing the workplace and so we wanted to ask Louise about that. I guess the first part Louise is to talk about the CARES Act and all those benefits that we were supposed to see and what the status of them was and I wanted to ask you about how we were doing on that. So the first one that comes to mind, let me get my notes up, the first one that comes to mind is the CARES Act itself, 2.3 trillion, I personally have not seen any of that although a lot of people have and some of them shouldn't have. Can you give us a snapshot of how that act is doing? Well, that's the CARES Act and the benefits under it is probably the current hot topic these days other than what's happening with stay-at-home orders and that's because we're in the middle of the second round of paycheck protection program funding and that's the really big program that probably a lot of people are hearing about for small businesses of 500 employees or less and there's other rules but it basically is a program to encourage employers to retain employees not to put them on furlough or fire them and it also entails a loan forgiveness component as long as the employer is eligible. So right now the banks and potential borrowers are very, very busy either having applied for and gotten their loans or in the process of applying because the word is the money's gonna run out this week and then the next stage is just for those who have qualified or received their loans because the regulations keep evolving are they still eligible? So we've started to confer with clients on that whole issue of eligibility, Secretary Mnuchin's talked about having increased scrutiny of really big loans and eligibility issues. So that's the next thing that people are looking at. This CARES Act cover some of these really, really big loans, bailout loans for example, the administration was gonna give big money to the airlines but it tried to condition those funds on taking stock back in the airlines. The airlines gave pushback on that and that didn't happen. Now there's talk about the administration trying to do that with utility companies in the same way and I imagine they'll be pushed back there too. Is that part of the CARES Act? Yes, it is part of the CARES Act. The CARES Act has a lot of different sections and one of them does involve financial help to the airlines and so I think a number of airlines have already received large loans, probably not enough to cover their losses and then there's other programs as well. There is a program, the Main Street Lending Program is one that's in the process of being rolled out. There's one for specific industries and other specific industries and there are for some of these other programs, some conditions that may not make it attractive to businesses such as what you mentioned, as well as that you think there's things about union organizing and the like. Yeah, it's like the old Oklahoma land rush in some ways, as you say, the regulations are evolving and that's not necessarily a good word when you have short deadlines, evolving regulations but short deadlines and then of course the Lakers. The Lakers call it the Lakers phenomenon. How in the world did that happen? Is there no structure in this legislation that would prevent what happened in the Lakers case? Yeah, well, and I think of the Shake Shack case too. Yes. I'm not sure how the, probably for some of these teams and the like, the way they qualified is they were under 500 employees and in the case of companies that were in the news like Roots, Chris and Shake Shack, the way they qualified is that for certain businesses, hospitality, restaurant and food service, food service being like the places that service universities and the like, they were not governed by, did they just have 500 employees per location. So some of these places were able to qualify even though they really are big companies or there's affiliation rules that mean that they may be backed by big companies and they still got their loans. And so that's what hit the news. And I think that's, what I've said to somebody is that Shake Shack kind of shook the administration up and made them much more attentive to, oh gosh, we've got to take a closer look at these loans. I think yesterday or Monday's paper, there was already reports of law enforcement going after companies on the mainland who made certain attestations to their eligibility, but it turns out that they were misrepresenting. So more enforcement actions. Yeah, well, I think, you know, this is what happens when, as in the Tax Reform Act of 2017, when you don't have hearings, when it's all written in the back room and quickly and you know, anything goes and that's what happened with this bill, except that 2.3 trillion is as big as it gets so far. So you have mistakes made in the drafting and otherwise. Right, I mean, I think the intention was good. The intention was to help these poor businesses that are just suffering so badly because of the stay home orders and the life. But, and I think, you know, what I've heard is that the SBA was encouraging lenders to be very flexible and broad in the application or their review of applications in order to benefit as many businesses as possible. And then what happened in that rush is, you know, in the meantime, regulations were being written and you know, they tried to keep up with the flow and it was all happening at the same time and clarifications were happening after loans were submitted or granted. So it's just, it's been a confusing process, but I think the initial motivation was good. It's been problematic. Yeah, well, I mean, I guess one last question on all of that is, is it achieving what it was intended to do? We had an economy, an unprecedented event in the economy that stopped everything suddenly. Is it doing what it was supposed to do? Well, I guess that remains to be seen because some of the funding has just started to come through. But I think that for a lot of businesses who have received these loans, it's gonna be very important for them to enable them to pay their employees, to be able to keep employees, you know, on payroll and to kind of give a jumpstart to their businesses as all these businesses and organizations face reopening what that's gonna look like. Yeah, well, one of the considerations of course is how long can you keep on doing this? We had trunch number two and query, can we do a trunch number three, four, five, six, seven without a real opening of the economy. One of the things before we leave this topic is my check. Where is my check? I don't see my check. I don't know if you've seen your check and how about unemployment compensation? Where is that? Just if you could just update us on what's happening with that. Yeah, well, I haven't seen my check either. I'm not even sure if I'm gonna get a check because hopefully there were income limits on who would qualify. But supposedly, those who had bank accounts at IRS could access or have the numbers for, they're supposed to be getting their checks in their accounts. And I guess there were some people who if they hadn't filed tax returns or weren't in the IRS's database, they're gonna have to file something to get their checks. Hopefully those checks are coming, but that'll be a nice one-time boost, but it's certainly not going to cover every all the needs that people have. And as for unemployment, what the federal legislation did do is it added $600 extra to unemployment benefits. And so people have started, those who are unemployed have started to get that, although I've read in the paper that sometimes what that means is that the benefit is better than the pay they actually get at work. And so when some of our local companies are starting to get up to speed or reopen again, they're having problems sometimes getting their employees to come back. Not to mention that there's the whole issue of workplace safety and how safe is one going to be when they go back to work. Yeah, I certainly, I wanna go to that. But what's interesting is a lot of people, they will see the workplace as dangerous. They will not be so quick to drop their social distancing and masks and the like. They won't go back. They'll say, I'd rather live. I'd rather my family live and take a risk of going back because I don't have any level of confidence that the administration of Washington has protected the workplace or anyone else has protected the workplace. So I'm staying home, do me, I'm staying home. And I think we'll see a lot of people do that if they actually, if they can afford to do that, a lot of people will do that. And then you have an economic problem, no? Yeah, I think so. We're already seeing that with some of the states that have, where the governors have relaxed the stay at home orders and allowed businesses to open, not all businesses are opening. It's being reported. And I think for our employers here in Hawaii, the issue is gonna be, how do I keep my employees safe and prevent further disruption from a second wave if there's infection in the workplace. And then on the other side, employees who are gonna be reluctant to come back to work until they know that safety measures have been taken. So I think that means we're going to be seeing a different workplace than what we left, those of us who left to do work remotely. And it's about masks as a way of life and more social distancing and be even a combination of remote work and in-office work continuing for a while. Yeah, I noticed you didn't even mention shaking hands. Oh yeah. In all of human society, shaking hands, well, most of it anyway. Shaking hands is part of, it's a greeting. It's, I don't have a weapon with me. I mean you well, and on the way out, I'm glad we had this meeting and I wish you well until we meet again. I mean, it has all kinds of implications, but that's over. It's hard to do a business meeting actually. I always think about shouldn't I shake his hand or her hand, shouldn't I say hello, goodbye that way? But I think as you suggest, it's not going to happen anymore. Yeah, I think along with social distancing is going to be new ways to greet each other socially too. So that's going to be interesting. I remember getting a grocery store recently and seeing somebody I knew and your natural urge is to get closer to them and talk, but they didn't do that. I realized, oh, we're supposed to be socially distancing. So we're all still getting used to that new normal. Yeah, I walk in my neighborhood, you gotta get some exercise, you know? And I see people, they're across the street, they're 20 feet away or more. And I want to say hello, I want to share, I want to ask them how they're doing. You know, fundamental human interaction can't do it. And they look down the street, they avoid conversation. And so I've learned to avoid conversation. It's really tragic in terms of the human experience. But let's talk about the workplace because this is going to change the workplace, it is changing the workplace, it's changing it de facto, but it's also changing it legally. Can you describe to me the workplace as it is changing and how it will be when we, I shouldn't say come out of this because I have no high hopes or come out of this at any time soon. Well, that's an issue that is still in the process of invention and re-imagining by all of us, employers as well as lawyers. I think from the legal side, what we, maybe the starting point is where the starting point was when we first started learning about this whole pandemic and how to respond to it, which is to look to guidance from the CDC, go to their website, the department of our local department of health, as well as the federal OSHA, Occupational Safety Agency, and as well as EEOC, the Equal Employment Opportunity Commission because all of those websites have guidance on what employers are supposed to do. And that's going to sort of be the legal framework under which we all return to work. And that involves based on those various websites assessing the risk in terms of, okay, is this a workplace where you're gonna have a high amount of interaction either among workers or customers? And if so, what kind of protections need to be put in place? And OSHA, for instance, has a, and CDC have a host of guidelines on how to maintain a safe and hygienic workplace, what employees need to do for personal hygiene, and then what you should do if employees are sick or there is, have symptoms, which is still is the rule is we've got to stay home. They've got to report in, they can't come to work and sort of power through because they need to get the work done. If you're sick, you need to stay home to prevent infection. And we have seen how some of the clusters that we've had even here in our state have arisen from people coming to work sick. Probably they either couldn't afford to stay home or they felt like they needed to do the job. I'm reminded, I'm trying to analyze the meatpacking. Rachel Maddow talked about it in the last couple of days. It's very interesting how this huge percentage of people working in these meatpacking plans in little towns where it's the only job available. And a thousand people working in a meatpacking plant and more than half of them are sick. So why is that? There's got to be a physical biomedical reason for that. And I would guess is that it's physical work. And while you do physical work, you're going to breathe harder. And if you're in close proximity to the person near you, you're going to breathe in that person's direction. And the virus particles are micro droplets and they go in all directions. As a result, everybody in the plant is sick. And so that kind of circumstance is more dangerous than in an office that has, for example, partitions and separate offices where people don't necessarily do physical work. They don't breathe hard. Although I suppose you can get emotional and breathe hard from that point of view. But what I'm saying is different strokes for different folks for different businesses. And it seems to me, if I'm a CEO of a company, a Hawaii company where I want to protect my employees going forward, I want to offer them safety to return. And I'm not pushing legal practice here, but I would come to a lawyer because there are so many regulations, so many sources, so many confusions. And as you say, right now, all these regulations are dynamic. They could change as soon as you look away. Then I would come to a lawyer like you and I would say, what do I do now? How do I change my plan? Do I put plastic dividers between staff members? Do I change my air conditioning system? I want them to be safe. I'm willing to spend the money because I want them back. Am I right about that? The best source of all these varying regulations, changing regulations, is gonna be somebody like a lawyer now. Well, Jay, of course it's a little, us being both lawyers, we might be a little biased, but I think that's very true because we know where to look for the relevant regulations. And one of the great things that I'm really happy that our office, our firm did nationwide and globally early on was to form a pandemic special situations team. And I was a member, have been a member of the team and it's been a really interesting, a good opportunity to see, to work across offices and cross disciplines to be able to serve our clients by combining our resources and knowledge. And I tell you that's been keeping us really busy because the issues that have faced employers have just been changing constantly. There's always some basics that remain, but the basics have been just needing to keep constantly monitoring this array of federal and state agencies that have added coronavirus type of regulations. And as I mentioned, that's the CDC and OSHA and EEOC and our own Department of Health. I even go to the governor's website to check on what the latest proclamations are. And so law is a very essential part of making sure that employers not only are legally compliant, but also give their employees the assurance of knowing that they have the employee's interests in mind and they're keeping a safe workplace. Yeah, well, but that's more than just a matter of advice to the managers. There's other implications.  That sounds like a pretty good tort claim to me, don't you think? Well, that's probably one of the other next areas. And I'm seeing that in the advertisements for continuing legal ed, but it's gonna be the issue of, okay, what kind of liability and litigation is going to arise out of this and what kind of maybe inaction or whatever by the employer is gonna, could give rise to liability on the employer side. So yeah, we're probably gonna see more of that as well as things are settling down and we see the ongoing ramifications of the COVID pandemic. Yeah, by the same token, an employee who gets terminated for failure to come in when the employer is saying, look, I made it safe. I followed all the regulations. I did everything I could do. I'm prudent. Look at me, I'm prudent. And you refuse to come in because your perception of this is this riskier than I think it is. I'm terminating you. And the question of course is raised because there's a contention there. Is that a wrongful termination? It could be a significant job, a significant damage. It could be in a market that's so strange like this one. A lot of damages result from that termination. Don't you think that's gonna happen if it isn't already happening? Yeah, I mean, that was an issue that probably was there at the very beginning among HR people too, it's just what to do. If you've taken all the steps needed according to the CDC and OSHA, to maintain a safe workplace and still the employee is afraid to come in. They're afraid of someone who may be traveled or has been exposed or actually got sick. And it remains to be seen how that plays out. But I think that the lesson for employers is that one, the importance of compliance. Second, the importance of communication and educating everyone from top down on what is a safe workplace, what needs to be done. And making sure that the education comes from the employer so that there's not fake information out there that people access that get them all concerned. And ultimately, if the employer has done all of those actions and an employee still unreasonably refuses to come in, that could well be the basis for termination or a discipline. Interestingly note though, at least during all of the pandemic period, if you go to the CDC website which does have guidances for businesses, they have often been urging that employers be flexible during this period just because there's still things that we're learning about the disease and how contagious it is. So I think in general, employers have been trying to be understanding but there will be a point in time when they need to reopen, get back to business. And then I think the education and communication piece is gonna be very important. Yeah, we have much to learn about this. I mean, not only in the biochemical level but on the human relations level on the law, the legal side level. Well, for example, I see businesses as hubs in a wheel and the spokes lead out to a million possible collaborators, the suppliers, there's customers, there's consultants, there's professionals, all kinds helping that business deal with the modern world. I mean, up till January anyway. But now you wanna hire somebody, maybe you have to look more carefully at what force major really means. You wanna be sure that there's something in there, pro or con, however you see the way it cuts about epidemics and pandemics. I'm sure you must have some contact with it. I'm sure there's a lot of contracts where people who are parties to that contract wished they would have changed the words if they knew this was gonna happen. It would have been different provision about force major and epidemics and pandemics. And I think going forward, you'll be more care about that paragraph. What do you think? Yeah, I think we're learning as we go. And that force major has been a big issue during this pandemic because oftentimes, well, there's all kinds of clauses and they're not always all labeled force major, but the whole idea of what excuses you from contract performance, it differs by contract. And sometimes it may include a epidemic or pandemic provision and more often, apparently, it does not might relate to government orders and the like, one of, I think probably from a business standpoint, maybe the first action isn't to litigate or say, I'm not gonna do this, but the counseling has been to reach out to the other side and try to work out a business solution because even if performance can't be done now, maybe there's a reason to continue the business relation in another way in the future. Hopefully when we all emerge from the other side of this pandemic. Yeah, that's very profound because what that means is that business relationships will change. Business entities will change the way they form up and the way they connect and the way they act as hubs or not hubs in a given enterprise. It's very interesting. You know, I don't know the exact circumstance, but I remember your firm got to certify compliance with some rules that had been promulgated by the state in connection with the inspection of condo properties, this is years ago and you may be too young to remember this, but it seems to me it's like a lead's inspection.   What do you think about that for a business idea going forward? Well, I think that that's a very interesting and probably potentially useful business idea. And I think it goes to the point that we're probably gonna see a lot of different new types of business models and service models coming out of this pandemic. For instance, just disaster planning is gonna take a whole new meaning because now we've seen that disasters really can happen and can have a profound effect. And we're seeing that, for instance, the gig economy, there's a lot more attention gonna be paid to the Uber style or the Lyft style of service where you need people to provide services to you door to door, business to business, this whole certification, I have a feeling the companies who got in there and figured out how they should be doing deep cleaning. For instance, in a lodging and accommodation situation, they're gonna be getting more business Costco, certainly. They're certainly doing quite well in this economy. And yeah, businesses like that, I think some of us lawyers have been very busy too, just giving advice on just how to navigate this whole uncertain arena. Yeah, and one of the things, of course, everybody talks about the change in the workplace to allow working at home because we have all learned so much about Zoom. Look at that beautiful background you have. I mean, a lot of painting. Gotta give a pitch to Doug Young. Okay, I had one fellow yesterday, he went out and bought a green screen for his house. So this is happening all over the place and they wanna be part of the new model about talking comfortably on Zoom or other Cisco, WebDirect, whatever it is, WebEx. So the question is, where is that gonna fit in the workplace going forward? Not everybody can effectively work at home. Some people, there has to be a division of dichotomy between those that can and want to and are equally efficient that way and those who really have to be physically present. How do you see that unfolding in the workplace and the way the workplace is organized, the legal structure around it? Well, I think that for one thing, businesses are gonna need to be more nimble and attend to their particular situation. I was just making some notes this early on. I took some notes at the very beginning of this pandemic on what employer should be doing which is to calibrate responses and respond appropriately, achieve balance. Would this health crisis become an economic crisis? It certainly has. But I think that's still to sort of be resilient and maybe be able to pivot in this new environment means a lot more kind of looking, really taking a good look at how things work. And it might mean that from the future on, we may indeed have more remote or flexible working arrangements. And each business is gonna have to decide how it can best function between remote and in-office and a safe in-office environment. And then there's that whole issue too of how are you gonna manage a remote workforce and how to effectively manage that? That's another thing I have to give our firm kudos to because we've had a lot of phone calls and virtual conferences. And sometimes we say, well, another one, but actually that communication is really important when we have a remote workforce to be able to see each other even virtually is a way of maintaining and keeping employees engaged. So I think we're all gonna be having to figure out new ways to engage our employees and with colleagues and to manage a very different work environment. Yeah, and memorialize it. I mean, it's a little scary to think that if anybody wants to record a Zoom call, a Zoom conference, they can do that. And that is forever. And so if you wondered whether it was on the record before, now you know it's on the record now. The other thing, the last thing I wanted to mention is that we talk about everybody working together. We're all in this together. Well, it isn't only the employee at home or in the office, as the case may be, in a new environment, in a new paradigm. It's the employer, of course. Legally, the employer has a greater responsibility and accountability to the public and to employees and gig employees included. And so then you get, well, wait a minute, this is going back to, I guess, the 80s, maybe, or the early 90s when mainland companies and Hawaii companies, too, decided that they could do more with fewer people, that they didn't need 10,000 square feet of space in a downtown office building. They could get along with 2,000 square feet of space in a downtown office building. And as one of our guests not too long ago pointed out, well, this is gonna happen again, because if I decide that some of my employees, my staff can be at home and don't have to come in at all, I don't want them in and all, so I need less square footage. So the next time that lease gets a chance to be reopened, okay, they're gonna say to the landlord who's got hundreds of millions invested in this big property, they're gonna say, we don't need all this space. We're a very good company making money and doing the right thing, but we need maybe a quarter of the space we used to need. Somebody is gonna be under big pressure. This is one of those elements, I think, in the reopening that we have yet to see play out, but there will be a change in what do you wanna call it, investment in space, don't you think? And there'll be legal friction about that, don't you think? Yeah, oh, I think you've hit it on the head, Jay. I think that probably there are gonna be a lot of companies and firms and organizations looking at their space requirements in light of what we've all been through. And that gets into the whole area of, okay, then, right, how do you revisit contracts or renegotiate? I think the next area we're gonna see too is just commercial real estate and landlord attendant relations and how those are all gonna be worked out as everybody figures out what the new business is gonna look like. Exciting, but time for innovation. Now, you gave a talk to the Bar Association a few weeks ago, which was well-received and well-appreciated, and then you made an outline that went on for quite some time in preparation for this discussion. And I'm sure we have not covered it all, but I wanna give you one last minute, Louise, to say what you'd like to leave with people, what we might have missed and what you would like them to think about going forward in terms of the new workplace and how the law of COVID comes to the law of the workplace. Yeah, thanks, Jay, parting thoughts. Well, to me, the new bywords are that is not real, only not talking about reopening, but let's really rethink how we do business and what revitalization and sustainability is gonna look like. We've seen that in the Sunday article about transforming tourism. Let's rethink how that's gonna look and let's try to be better about it. I think I had sent you a nice little YouTube piece that was on the news the other day called The Realization. It was a lovely piece about how this pandemic was giving us an opportunity to kind of do things better. So I hope that we use the next or define the next new normal in a way that we do things better and we don't mess things up. How's that? Okay, can we check back with you from time to time to find out how it's going? Yeah, I think we should check back in and see how it's going and calibrate and make sure that we are on the right path. All right, Louise, thank you so much. Thanks for coming down. Really appreciate it. Thank you. Yeah, take care. Wash your hands. Yes.


The one thing that Jay-Z has always said about every single interaction with us he was always like amazed at Chad. He would in a way and like and believe me the feeling with you you know there was a lot of mutual respect but like when Chad would be like rapping like performing in the video like doing this stuff he's and Jay and I kind of stand over there like your brother's a star. I'm gonna ask you about Big Pimp and I know you don't answer the million questions about Big Pimp. I'm up for it. You know what I'm saying? I'm interested to see what you... Who's my band that's my scenario?  Who's my band that's my scenario? You know what I'm saying? Those verses where they articulate it different or harder because you're dealing with Jay-Z and he being from New York and you know people watching us.  You know what I'm saying? It's like you was hitting chord moments to say hey we got something on we too. Well here's the thing right when we got the call to do the record I hadn't heard the song right. This was before you could like email music back and forth to people right so I didn't hear the song until I was actually in New York in the studio but like when I got to New York I went to the office we were talking in the office they actually had just got in like a hundred pair of Rockefeller Air Force ones. But I didn't really wear Air Force one. We wore Cortez. So they offered me to show like no I'm good you know I ain't tripping and we went to dinner you know so we had already kind of got to talk and get to know each other we had no relationship we never actually met in person at all and then we went to the studio and so they played a record for me and I'm prepared to rap right like this is a song with Jay-Z I'm coming to rap.   You know I had to determine that I was finna get on this record and do some of the best rapping I had ever done regardless of what it was I was finna do my best to at the very least keep up with dude but at my very best just go there just leave everybody behind in that moment.


Good day, fellow investors. So I showed you my analysis on Xinyuan in-depth analysis and now I want to discuss the other three companies that I compared to Xinyuan. So if you are interested, if you're tempted to invest into Chinese real estate developers, taking advantage of the boom that might last another five to ten years, even with slowdowns and you want to buy stocks that can survive those slowdowns, then you should buy them in Hong Kong. So let's quickly discuss those Hong Kong stocks which are risky but still extremely cheap but much less risky than Xinyuan. The three stocks I want to talk about are R&F, Guaozhou, R&F, SE and Yuzhou property development that I borrowed from Koneko Research, which by the way means small cat in Japanese. I didn't get that. Thanks for notifying that to me, investing with JYK. So check his channel out. China real estate developers, as said, price earnings ratios very low, gross margins, those have higher gross margins than the average that we're going to discuss. Then the book values have been compounding considerably over the last five years and the price to book is below one. Guangzhou properties, they have again huge growth, standard business like a property, gross profit increased to 48%. They trade domestic shares, they have Hong Kong shares, CEO owns 33% of the company. They have also some hotel operations. It's a small part but 26,732 rooms is something, 88 hotels in China. So exposure to that industry is also interesting. The land bank is very big, 8 million, 8.3 million square meters. So there is a lot of value to develop. They are very diversified across China, what Xinyuan isn't. So diversified play. The key statistics are very good. Price earnings ratio 1.76 now. It will go lower to 3 something, 3.45. But that's still extremely low. The dividend yield close to 10%, the price to book 0.61. And the debt is, let's say the debt that they have to really repay is four times the equity. That's slower than Xinyuan's five times equity. The long-term picture, another stable gross margins, they go up and down with the cycles in the Chinese real estate industry, but the revenue has exploded. Not that fast growth as with others, Xinyuan not that leveraged does, but a nice property management. However, prices are contracting, so expect lower prices, lower valuation, higher valuations there on the same price. Use though properties, same story, huge growth, much bigger growth, earnings per share growth, margins relatively stable but also fluctuating in line with the cycles. Contracted sales all over China, very well diversified. They are also building hotels, they also have some hotels, but it's not such a big part of their revenue. They have a stable diversified financial position, 33% in US dollars. So, okay, but look at the yields. You look at the interest rates, 6.77% compared that to 8.7%, 13% for Xinyuan that they were paying, much better here. Key projects, just to look at what they are doing, huge, huge buildings, huge projects that they'll be selling around the country. That is 37 billion RMB on 18 billion on equity, so two times higher than the equity, not five times as it is with Xinyuan. The dividend is still 10%. The forward P is 2.62, price to book 0.77. So, that's why I'm saying Xinyuan is expensive. Then SE Group, just a quick note. You can read the basics here. However, everything is exploding, like with every developer. Again, growth, fluctuating margins, gross margins, second row here. The rest, similar to everybody else. The debt is not that high. Also, equity 18 billion RMB liabilities, 33 billion RMB. When you sum everything up, well diversified with the focus on Beijing, tier one city, that is always with tight supply. A little bit lower dividend, 7% PE, extremely low, price to book 0.67. Their focus is a little bit more on third and four tiered cities. So, my conclusion, I'm not going to invest in Chinese property developers because you can see the growth. If you look at the growth there, it has been amazing. And at some point, I think it's going to stop. The risk reward, it can expand, there can be more migration, but the migration might slow down because analysts usually look at the migration, what happened will happen again. But I think it will slow down a little bit and they are expanding like crazy. They are getting more cash from the current sales and expanding bigger and bigger. And I think somewhere that that will break. That's why it's cheap. And I like sustainable businesses that have the potential to really grow in the future, not that they have the potential to die in the future. So, that's why, okay, Chinese real estate, leave it to others. If you need exposure, if you like the environment, if you like the dividends, if you understand the risks, please buy in Hong Kong, not Xinyuan. So, that's my message. That's my in-depth analysis. If you want to see more such analysis on stocks, please check my stock market, research platform, where we have discussed China, we have discussed Brazil, we have discussed Argentina, and we are going to discuss Russia. We're going to discuss gold miners, uranium producers, other metals, other countries across the globe, and always great businesses at a fair price. Thank you for watching, looking forward to comments, and I'll see you in the next video.


Hello everyone. My name is Samir Zaman and my topic is the role of readout segmented eco planar that is resolved DWI in the diagnosis of CSI. I am from the department of radio diagnosis from the college. The aim of my study is to evaluate the role of readout segmented. That is RECP also known as the resolve readout segmentation of long variable eco trains, which is the type of multi shot API DWI sequence in detecting the presence of chronic separative or that is media. So we'll start with introduction. The disorders of middle ear are common in Indian population and they cause otorrhea, hearing impairment, ear pain, discharge, and most common as CSI presents with various complications like mastoid abscess, labyrinthitis, facial nerve paralysis and thrombophilitis and most common is colostitoma. Colostitoma is characterized by accumulating keratin debris in the middle ear or other pneumatized areas of the temporal bone. It's locally aggressive. And hence it is very important to diagnose the extent and the presence of colostitoma in patients of CSI. The wide resolution CT that is HR CT is very well known to be the first mentality of choice for colostitoma for detecting the presence of soft tissue density and extent and presence of bone erosion, but it cannot differentiate between colostitoma and inflammatory or granulation tissue or scar tissue. So DWI is an MR sequence used for that which uses the technique of braunian motion to create an image. The water molecules are always not freely flowing but sometimes face to strict restriction which results in high signal density that is diffusion restriction. So it appears hyper intense on DWI. However, granulation tissue will not appear hyper intense on DWI as water molecules are more mobile. So it differentiates colostitoma between inflammatory granulation tissue and scar tissue. So these are the types of DWI that is single shot EPI, non EPI and the one we are using is multi shot EPI that is resolved. So single shot EPI is the single shot of DWI applied. Non EPI also uses single shot. However multi shot uses multiple shots of DWI diffusion restriction. And then, because of multi shot there is the scan time is more and that it is sensitive to motion artifact however the resolution is very good. And it can differentiate colostitomas of two to three m m size and multi shot EPI is a type is a enhancement and a better version of single shot EPI uses that technique. Non EPI is most commonly used for colostitoma nowadays but we have done the study to study about multi shot EPI in detecting colostitoma. So our sample size is 30. And the cases were taken between September 2019 and July 2021. So the sequences used are T1, T2, Axial and Coraline Blaine, T2FS, Resol, DWI and Axial Blaine and these are the sequence. So these are the observation and results. The demography which we have were 13 patients were repeated age group, 17 patients per adults. And amongst the period age group of 13 patients, seven were male and six were female. And out of the 17 adults, nine were male and eight were female. And the clinical features were that 39% had otalgia, 91% had discharge, 32% had associated bleeding, 48% had healing loss, 39% had perforation and 30% had retraction, pocket some autoscopy examination. These are the MRI findings. We saw a diffusion restriction in 28 patients, semi-circular canal invasion in two patients. There was no CVST, unfortunately, and EAC involvement was seen in five patients. And bilateral colostitoma was seen in four patients and unilateral colostitoma was seen in 24 patients and no colostitoma was seen in two patients. So we seen bilateral colostitoma. We had considered two temporal bone studies of each patient. So there were 60 studies in total. And out of the 60 studies, 32 temporal bones showed colostitoma. So these are the findings. This is a chart I made. The number of temporal bones, as we are considering that each patient has two temporal bones, it's a number of temporal bones showing division restriction on MRI and with positive intraop and HP findings were 32, that is true positive. So the number of temporal bones showing division restriction on MRI but were negative on intraop and HP findings were one. The number of temporal bones not showing diffusion restriction on MRI but having a positive HP report and intraop findings was one, that is a false negative. And the number of temporal bones not showing diffusion restriction and also negative on intraop findings were 26, that is too negative. So sensitivity was 97%, specificity was 96%, positive predictive value was 97%, negative predictive value was 96% and accuracy was 97%. Here are some cases. This is one case had a large colostitoma in the left middle here, which appeared predominantly hyper intense on T1 video images with a few hyper intense foci, predominantly hyper intense on T2 axial and showing diffusion restriction and low EDC values. And it was seen that it was the soft tissue was extending into the new stashin tube. And in this case, we see this soft tissue lesion in the right middle here. These are axial images in T1 it appears hyper intense maturing 5 mm, corresponding size on T2 also appearing hyper intense and showing diffusion restriction and low EDC values. So this was the smallest colostitoma we detected that is 5 mm. However, resolve can detect colostitomas of 2 to 3 mm. So this is another case, which we see a soft tissue density, soft tissue lesion, which appeared as a soft tissue density on CT. So colostitoma was one cause. However, MRI showed soft tissue lesion in the left middle here, which showed hyper intensity on T2 showed diffusion restriction and low EDC values. And on intra findings, it would turn out to be malignant otitis external with a mastoid abscess. So this was a false positive. This is another case which had findings of CSM, clinical findings of CSM. However, on MRI, there was no soft tissue lesion in the middle here. And there was no diffusion restriction on low EDC values. However, as this was a case of modified radical mastectomy mastectomy on the left middle here. So we had symptoms of CSM and hence second surgery was performed and it was found that there was a colostitoma in the left middle here. So this is a false negative. So we come to discussion. CSM is a sequelae of acute infection with tympanic membrane perforation. And one of the symptoms of it is a presence as granulation tissue, but sometimes scoma septile may generate and initiate a colostitoma formation, which is the common complication. As we have seen that CT is the best known for detecting colostitoma, DWI MRI is also used to drift. This is used to differentiate between inflammatory and granulation tissue from Scottish. So we have seen that the technique relies on running motion and that a colostitoma consists care and care and debris which shows diffusion restriction. However, granulation tissue and scar tissue does not show. We have a very sample of 30 patients who presented with science and symptoms of CSM 20 patients showed a legion exhibiting diffusion restriction in the left middle here and were correlated with interrupt and HP findings which had confirmed 29 cases in the sample. In all cases predominantly appeared ISO to hypo intense on T1 and hyper intense on T2 showing diffusion restriction low VDC values multiple degrees of diffusion weighted imaging was applied that is the value of 0800 80000 and colostitoma was best seen on B 1000 in 17 patients. There was bilateral colostitoma in few patients and individual temporal bones were assessed each patient which has the sample size was 60 as the sample size. Originally was 30 each patient can consisting of two temporal bones so the some final sample size was 60 and 32 positive temporal bones truly showed a colostitoma that's true positive 26 temporal bones truly showed. Absence of colostitoma colostitoma that is too negative, while one temporal bone was falsely positive which turned out to be a master at that sense. And finally, one colostitoma could not be detected, which was seen in drop and HP on HP, which was a false negative case. So, with regard to DWI non EPI sequences have been the go to detecting small colostitomas and recurrences which is good signal to noise ratio and absence of skull based arguments. However, in this study we evaluate how multi shot DWI resolve DWI phase against non EPI sequences and single shot DWI sequences. So we compared a study with to establish studies. So DWI was by dudow at all, which are compared to resolve DWI with non EPI. And another was by Yamashita, which compared multi shot DWI with single shot EPI DWI. So, it all had the findings of positive predictive value of 93% resolve and negative predictive value of 70% whereas in a study non EPI had the positive predictive predictive value of 92.5% and negative predictive value of 80%. In our study, we got a positive predictive value of 97% and negative predictive value of 96%. So it fared well in comparison to non EPI. And in Yamashita, we got findings of sensitive sensitivity of 97%. Whereas multi shot had 76% and single shot in this we had 46% which was very low. The specificity was 96% in our study 100% in multi shot in their study and 100% single shot in this study, which is comparative to our study. And the accuracy was 97% whereas in multi shot in this study had 87.9% and single shot had 72.4%. Resol DWI detecting cost term and our study showed a sensitivity of 97% specificity of 96% positive predictive value of 97% negative predictive value of 96% and accuracy of 97% The real limitation in our study were sample size was limited and inter-study comparison between other DWI sequences was not done. As compared to the studies of Dudao Iol and Yamashita Iol, Resol DWI holds as a strong DWI technique in the diagnosis of colostatoma comparable with non EPI sequence and comparatively better than single shot effective DWI sequence. In conclusion, Resol DWI which is a type of multi shot DWI is an improved EPI sequence with significantly low skull based artifacts, exceptional resolution and which can be used effectively in diagnosing colostatoma with high accuracy. So these were the references which were helpful in my study. Thank you.


Hi everybody, this is Vosvedere with ACMI with Talk of the Town and here I'm with Lieutenant Brennan Keenan who heads the CPA, the Citizen Police Academy here in Arlington. And just start off by telling me a little bit about yourself, like how long have you been a police officer? Why in Arlington? I've been a police officer for over 19 years here in town in Arlington, I grew up here so I know the town well, it's been obviously very good to me so I want to give something back and be here and I really enjoy policing in a place that I grew up in. And tell me a little bit about the Citizen Police Academy and how it got started here. It started a few years ago when we were looking to find a way for the community to become more involved and be able to see what's really happening in the police department, see all these stories across the country and a lot of negative about police. So we thought it would be good for people to actually see what happens inside their own police department here in Arlington. So we decided to do this, Captain Jim Curran took the real lead on it, he was the one running the whole thing and I helped him with it to get it going. And so we put it out and we got a great response, we got two more people than we could fit in the classroom so we had to have a waiting list and everything which was great. So then we had a full class and we had people come in that were really interested in finding out what actually happens behind the scenes and for that matter, not even behind the scenes, just what happens on a daily basis out there on the street, what we do and what actually happens when we go out there and do our policing. And this used to be a program that you guys brought back in 2016, correct? Yes, that's correct. They had a program years ago, it had to be around probably 2001, 2002 in that area somewhere that had been popular at the time but it was just one of those things where there wasn't enough funding and like a lot of initiatives that we try to do, it's about funding and we're able to find the proper funding for it and enough for it so we're able to bring it back. Awesome. And how many people do you think graduate per class? 20. We have 20 people in each class, that's the limit, I mean just as far as logistically speaking that's the most that we can have in the class and every time it's full. And what are some of the main goals of the Citizen Police Academy? The biggest goal is for people to get a realistic, true idea of what happens in the Police Department, to be able to answer their questions because most people come in with questions for us and every class without fail goes over time because people have so many questions about whatever it is we're teaching that night. So that's our biggest goal is to answer people's questions and let them see what they want to know about the department. We have an idea, we put out an agenda, we each class so we know what we want to talk about and we want to try to get across to them but we let them kind of drive which direction it goes as far as we try to answer all their questions and let them let us know what information they want to know. What are some of the topics you guys covered, like I know you guys covered like the canine unit and going on ride-alongs on patrol and stuff like that. Yeah, well we start out with just general information about it. We let them know what our department is structured and you know what the different roles are in the department and who does what and that kind of thing so everybody has an idea of the basic workings of how the department runs on a day-to-day basis and then we also talk about the history of the department like when it started and up till now all the different milestones in the department as well as we include like policing in general in the history so they see like where Arlington is in history along with policing itself in its history so to sort of see where we stand as far as policing in this country through its history and then we go into a tour of the station so they can see as bad it's been you know redone a few years ago they remodeled the whole station so everyone gets to see the new station in just different parts that they ordinarily wouldn't see most of the people that are in the class haven't been in the cell block or in booking or any of those areas and they get to see it or the detective bureau they get to see all that and then from there we go through basically each phase of the department we go through what what the detectives do going to court what the patrol officer does on the street how responding to calls we do dispatch like what they do on a daily basis and daily basis as far as answering calls and what their role was in in the whole program in the whole department and then we go we go to the ride-alongs let everyone do a ride-along during it and then it culminates with them going and we go up to Camp Curtis Guild the Reading Police Academy and we let them get in the simulator so they can sort of they can be in scenarios like real-life scenarios and see how they would respond in the same situation after we go over like all the things that we would do and talk to them about it throughout the course and then they get to sort of see somewhat of a live action you know see what their response would be in a situation what kind of simulator is it is like VR is it like it's it's more of a 2d I mean it's a movie screen and but you have like actual they have OC spray and a firearm that you hold on to that you can actually you know use I mean it's obviously not a live firearm but it's a more lasers but it gives you an idea of like where you're aiming and that kind of stuff you actually used it it's it's a little difficult for them because it is 2d it's it's not it's somewhat responsive the operator of the gets to like the people will do different things depending upon what their responses what they say or how they act the person playing the officer but overall it's difficult because it's 2d it's just a you know it's the scenario on the screen you have to sort of respond to it and what would you say is like the age demographic of the specific kind of people that go into the Citizens Police Academy I guess a lot of older people is a lot of usually it's more older people but we're finding more and more there's definitely younger people getting involved and we enjoy that because then we get more perspective in the class it's not just one perspective saying oh this is how things should be it's your questions from from all different I mean it's we definitely had we had I think the youngest was maybe 20 or 19 this year in the oldest was close to 90 so we had we had a wide array so which was good because then we got all different perspectives and all the questions we got were from different perspectives so it was it was good to it's as good for us as it is for them because we get to see the public's perspective on us while they're seeing what we do and would you recommend this program to say like fresh out of school high school students who are looking to go into police it to the police academy and stuff like that or would you recommend yes I definitely would highly recommend it to people like that because it gives a background it's not something where you're gonna become a police officer because you were here but it's something where you get an idea if you get to see you know start to finish like you know we talk about the Academy we talk about everything like you know what what it takes to become a police officer what we look for in a police officer and then what the role of police officer is in Arlington and what we actually go out there and do I would say the like one of the favorite things for people is the ride-along because people get to get out there and really see it I mean it's different for us in the classroom to to say to people this is what we do every day and then to go out and ride along and they don't want those blue lights come on and you stop a car you get to really actually sort of feel it a little bit to see what we actually do what is the fee to join is it like just apply and you get in or is there a little fee no there's no fee for the class at all there's no expenses for it you have to apply to get in obviously we do do like a background check we say that the thing you have to sign a thing just to just do a background check to make sure you know but no I mean the biggest thing we that we really look at is that you're a citizen of Arlington just right now only mostly because of space constraints like we can't have everybody you know there's not a room we'd love to but it's not enough room for everybody so one of the biggest things we look at is just that you're a citizen of Arlington we like to try to get those people in here first is there the application deadline is usually between August to it's usually the summer because the Academy usually starts in September sometime it depends we try to look at the holidays so we can finish before Thanksgiving so that it's not it's just tough people have tough enough schedule it is getting here so we want to make sure it's not during the holidays so it's usually September November so we usually put it out in July and the application deadline is sometime in August that has to be in by and then the most recent graduating class just graduated about two weeks ago yes how many was that 20 people yes is there any other programs that residents should look out for yes the other good one that we do several but the another good one that I recommend is the rad program that doesn't run all the times you have to look out for it a little bit but that's the rape aggression defense it's firm for females it's they do a they do a great job of it here it's a nationwide program but we have it here as well and they do a great job of it here awesome thank you thank you very much this was last video with ACMI and you talk of the town and this was Lieutenant Brendan Kinnon with the Arlington Citizen Police Academy and if you're interested look out for more programs