A field guide for Agency staff operating the SIMRAD EY500 portable scientific echosounder. 2nd draft 3rd August 1999

This manual has been produced by members of the national acoustics group (NAG) and represents the first in a series of outputs designed to promote co-ordination and consistency in Agency hydroacoustic surveys. It is designed as a field guide for Agency staff operating the SIMRAD EY500 portable scientific echosounder. It should be simplistic enough for the newcomer to EY500 to be able to set up and run a mobile hydroacoustic survey with some knowledge of the supporting theory. It should act as guidance for standardisation of survey procedures providing a concise list of settings and recommendations that can be used as a quick reference guide in the field. This manual condenses 5 years of practical experience of surveying fish populations using Simrad hardware and software for surveying large rivers and still waters throughout England and Wales. This document should be used as a companion to the manufacturers instruction manual and not act as a substitute for it

Ontogenetic and temporal variability in the fat content and fatty acid composition of Atlantic herring (Clupea harengus) from the Bay of Fundy, Canada

Atlantic herring (Clupea harengus) is an ecologically and economically valuable species in many food webs, yet surprisingly little is known about the variation in the nutritional quality of these fish. Atlantic herring collected from 2005 through 2008 from the Bay of Fundy, Canada, were examined for variability in their nutritional quality by using total lipid content (n=889) and fatty acid composition (n=551) as proxies for nutritional value. A significant positive relationship was found between fish length and total lipid content. Atlantic herring also had significantly different fatty acid signatures by age. Fish from 2005 had significantly lower total lipid content than fish from 2006 through 2008, and all years had significantly different fatty acid signatures. Summer fish were significantly fatter than winter fish and had significantly different fatty acid signatures. For all comparisons (ontogenetic, annual, and seasonal) percent concentrations of omega-3, -6, and long-chain monounsaturated fatty acids were the most important for distinguishing between the fatty acid signatures of fish. This study underscores the importance of quantifying variation in prey quality synoptically with prey quantity in food webs over ontogenetic and temporal scales when evaluating the effect of prey nutritional quality on predators and on modeling trophic dynamics

Crisis in the Family: Counselor Anxiety and Self-Efficacy in Responding to Family Crises

Counselors are reporting their job duties include crisis response at a frequency of at least weekly. However, counselors have previously reported a lack of curriculum exposure to crisis response training. Unfortunately, there is a growing need for counselors to intervene with crises at the family level due to increases of children entering foster care and higher rates of mass causality events. This study will seek to assess counselor's anxiety and self-efficacy across licensure levels when responding to a family in crisis. Assessment of the counselor's anxiety and self-efficacy will be measured with the State-Anxiety Inventory (STAI) and the Counselor Self- Estimate Inventory (COSE). This study used nonprobability sampling to recruit 30 participants. The research questions were answered with three repeated-measures MANOVAs, and six univariate analyses. No statistical significance was found with respect to the COSE. Additionally, no significance was noted with respect to curriculum exposure and changes on the COSE or STAI. Statistical significance was found on the STAI in a three-way interaction [F (2, 26) = 7.31, p = .012, np 2 = .22] between licensure, years of experience, and changes over-time on the STAI

Jespersen v. Harrah\u27s Operating Co.: Employer Appearance Standards and the Promotion of Gender Stereotypes

In Jespersen v. Harrah’s Operating Co., Harrah’s Casino (Harrah’s) gave Darlene Jespersen (Jespersen), a female employee, thirty days to comply with the new mandatory makeup requirement the business imposed on its female beverage service employees. Jespersen refused, thirty days passed, and Harrah’s immediately terminated her. After unsuccessfully seeking administrative relief with the Equal Employment Opportunity Commission (EEOC), Jespersen filed a lawsuit against Harrah’s in federal district court. The claim alleged “disparate treatment sex discrimination” by Harrah’s in violation of Title VII. Subsequently, Harrah’s moved for summary judgment, and the district court granted the motion. The court found that Harrah’s employee appearance standards for beverage service employees imposed equal burdens on both its male and female employees. Moreover, the court found that Jespersen was not discriminated against based on any “immutable characteristic” of her sex. Consequently, Jespersen filed a timely appeal to the United States Court of Appeals for the Ninth Circuit. A divided panel of judges upheld the decision of the district court, finding that Jespersen failed to raise any genuine issue of material fact as to whether Harrah’s policy violates the umbrella of Title VII protections. The appeal provided the Ninth Circuit with an opportunity to find Harrah’s actions unlawful through the company’s imposition of a costly and demeaning makeup policy on its female service employees. Moreover, the appeal provided the Ninth Circuit with a critical opportunity to adopt the progressive decision of the United States Supreme Court in Price Waterhouse v. Hopkins. This groundbreaking case held that an employee could institute a Title VII action against her employer if she could prove she was discriminated against in the form of sexual stereotyping. Although the Ninth Circuit had previously applied Price Waterhouse in the context of sexual harassment cases, it refused to extend the case’s application to the context of an employer’s appearance standards for employees. Overall, the Ninth Circuit, citing to its past decisions, decided the Jespersen case in a fashion that requires an employee who has been adversely affected by an employer’s appearance standard to produce tangible evidence of an undue burden on her gender. Furthermore, this economic-centered approach frowns upon the use of sex stereotypes to prove a violation of Title VII. The question now becomes: Did the panel of judges on the Ninth Circuit decide this case correctly and produce an appropriate precedent for subsequent similar cases? This Note considers whether courts should be more liberal in their application of Title VII in the context of employer standards that require employees to conform to a certain mode of appearance on the job, especially when the appearance is rooted in gender stereotypes. Reviewing the sparse history of Title VII’s gender provisions and the development of Title VII jurisprudence, this Note examines how courts have created the roadmap for how to apply the very broad and sweeping statute when it comes to employer appearance standards. This Note also considers that the Ninth Circuit has been particularly active in the jurisprudence regarding employer appearance standards, adhering to an unequal burden analysis in reviewing these standards. This Note concludes that the Ninth Circuit’s decision in Jespersen was based on an outdated unequal burden test that fails to adequately consider the full ramifications of policies like Harrah’s. Employer appearance policies based on gender stereotypes, such as one that presumes women should wear makeup, should be evaluated under a more modern policy that recognizes the inherent discrimination in the stereotypes and addresses them directly. As a result of the Jespersen case, however, the law in the Ninth Circuit remains in a stagnant position