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Breaks in Pembrokeshire is our own family-run business based in Solva. We offer luxury accommodation for holiday rental in the heart of the beautiful Pembrokeshire National Park, west Wales. Each property sleeps 6 and have recently been lovingly refurbished. Availability for long holidays or short breaks (out of season)All our cottages have WIFI. 2014 © Solva Business Group. All rights reserved. Website developed by tawemedia. This website uses cookies to improve your experience. We'll assume you're ok with this, but you can opt-out if you wish. Cookie settings ACCEPT
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I know you guys are mostly talking about the tests right now, but I have to make this decision VERY soon:(!! This is pretty long, by the way, but there are a lot of factors I need to consider lol. APP2 and APUSH are during the same period, so I can only take one. - I took APP1 this year & did... not that great. I got an A minus first quarter, and a B+ in both Q2 & Q3. Q4 was pass/fail because of Covid, and I passed, obviously. However, I did get a bout of depression during the winter i. e end of Q2, beginning of Q3 and I wasn't motivated to do ANYTHING, so I wasn't putting in my full effort - I'm sure I could've done a lot better. - The teacher (who will also teach me APP2 next year if I choose to take it) really likes me, and she's been teaching a for a really long time, so I think it would make a really strong recommendation letter if I do well in APP2 - improvement, dedication, blah blah. She also keeps saying "See you in AP Physics 2 next year! " in all her emails to me, so... I don't know.
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The EEOC suggests encouraging voluntary substitutes and shift swaps by announcing that those options are permitted. For accommodation requests that require a more permanent substitution (e. g., an employee not being able to work a certain day every week), employers may consider lateral transfers or changes in job assignments. The EEOC suggests employers consider those options as last resorts if accommodations cannot be made for an employee's current position. Further, if a lateral transfer is not available, an employer should suggest a lower-paying position, if feasible. While those options may seem onerous to employers, it's worth repeating that they do not have to be implemented if they would impose more than a de minimis burden. Indeed, employers are not required to bear the cost of time-off requests. Moreover, the U. Supreme Court has supported the conclusion that it is reasonable to require an employee to take leave without pay in order to accommodate his religious practices. Further, employers are not required to accept substitutions or shift swaps if the substitutions or shift swaps are not between employees with substantially similar qualifications.