alea-institute/kl3m-data-sample-004-shuffled huggingface dataset:
From: Jessa LaCroix

To: E-OHPSCA2713.EBSA

Subject: reject exemptions for "religious employers"

Date: Thursday, August 11, 2011 12:24:35 PM

I join with the American Association of University Women (AAUW) in asking you to

accept the recommendations of the Institute of Medicine as pertain to coverage of

preventive care under the new health care law, and to reject any exemptions for

“religious employers.” These preventive services are a critical element of the new law

and would provide countless women better access to necessary health care.

While AAUW believes that “religious refusal” exemptions unjustly deny women access

to contraceptive services, others, driven by an ideological distaste for all contraceptive

services, are pushing the government to make exemptions even larger. Indeed, some

groups are pushing for the exemption to apply to religiously-run health providers, so

hospitals with religious affiliations would be exempt from the coverage requirement,

even though they employ people of all faiths and ideologies. If granted, this larger

exemption would deny access to thousands of women just because of where they work.

I urge you to ensure women have access to quality preventive care by accepting IOM’s

recommendations and rejecting the proposed religious refusal exemption provisions.

Sincerely,

Jessica LaCroix
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EXHIBIT 21

SUBSIDIARIES OF THE REGISTRANT

|Name                           |  | Direct Parent               |  | Ownership |   | Jurisdiction of
Incorporation
|------------------------------ |  | --------------------------- |  | --------- | - | -----------------------------
|BioMarin/Genzyme LLC           |  | Genzyme Corporation         |  | 50        | % | Massachusetts                
|Genzyme Europe BV              |  | Genzyme Luxembourg S.à.r.l. |  | 100       | % | The Netherlands              
|Genzyme Flanders               |  | Genzyme Luxembourg S.à.r.l. |  | 100       | % | Belgium                      
|Genzyme Ireland Limited        |  | Genzyme Luxembourg S.à.r.l. |  | 100       | % | Republic of Ireland          
|Genzyme Limited                |  | Genzyme Corporation         |  | 100       | % | United Kingdom               
|Genzyme Pharmaceuticals        |  | Genzyme Corporation         |  | 100       | % | Switzerland                  
|Genzyme Securities Corporation |  | Genzyme Corporation         |  | 100       | % | Masssachusetts               

---

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NORWEST FINANCIAL, INC.

            COMPUTATION OF RATIOS OF EARNINGS TO FIXED CHARGES

                               Exhibit (12)

<TABLE>
<CAPTION>
                             Six
                            Months
                            Ended
                           June 30,
                             1999                   Years Ended December 31,
                                                     (Thousands of Dollars)

                                       1998       1997       1996      1995       1994
<S>                       <C>        <C>        <C>        <C>      <C>         <C>
Net income                $131,427   $238,604   $269,450   $276,331  $267,941   $223,340

Add:

 Fixed charges:

 Interest including
 amortization of
 debt expense              250,608    485,784    401,736   372,859    359,079    259,605

 One-third of rentals*       6,798     13,406     12,107    10,748     10,317      9,747

 Total fixed charges       257,406    499,190    413,843   383,607    369,396    269,352

 Provision for
 income taxes               73,483    121,668    144,082   148,096    147,873    116,900

Total net earnings,
 fixed charges and
 income taxes -
 "Earnings"               $462,316   $859,462   $827,375  $808,034   $785,210   $609,592

Ratio of earnings
 to fixed charges             1.80       1.72      2.00       2.11       2.13       2.26

</TABLE>

*One-third of rentals is deemed representative of the interest factor.
From: Kim Brown

To: E-OHPSCA2713.EBSA

Subject: Against Federally Proposed HHS Mandate

Date: Tuesday, August 09, 2011 5:49:03 PM

U.S. Department of Health and Human Services,

The current definition of religious employer does not provide true conscience protection for

those committed to preserving life. Healthcare plans should not be forced to violate the moral

and religious convictions of providers or employees in order to participate in the health care

system. Requiring such an unacceptable demand threatens both universal access to health

care and religious freedom of conscience.

Please protect all American's Rights to religious freedom and do not put our jobs at risk by

asking us to do something that is morally wrong to us and the God we serve.

Sincerely,

Kim Brown
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From: Carrie Rimes

To: E-OHPSCA2713.EBSA

Subject: preventive care for women

Date: Wednesday, August 10, 2011 8:42:49 PM

I join with the American Association of University Women (AAUW) in asking you

to accept the recommendations of the Institute of Medicine as pertain to

coverage of preventive care under the new health care law, and to reject any

exemptions for “religious employers.” These preventive services are a critical

element of the new law and would provide countless women better access to

necessary health care.

While AAUW believes that “religious refusal” exemptions unjustly deny women

access to contraceptive services, others, driven by an ideological distaste for all

contraceptive services, are pushing the government to make exemptions even

larger. Indeed, some groups are pushing for the exemption to apply to

religiously-run health providers, so hospitals with religious affiliations would be

exempt from the coverage requirement, even though they employ people of all

faiths and ideologies. If granted, this larger exemption would deny access to

thousands of women just because of where they work.

I urge you to ensure women have access to quality preventive care by accepting

IOM’s recommendations and rejecting the proposed religious refusal exemption

provisions.
Errata Sheet

U.S. Geological Survey Professional Paper 1660 

Subsequent to publication of U.S. Geological Survey Professional Paper 1660, “Factors Related to Well Yield in the Fractured-Bedrock Aquifer of New Hampshire,” errors were found on page 21. 

On page 21, in the continuation of table 2, the first four expressions of the coefficients used in the variables for the regression models 

should be negative rather than positive. The correct coefficients are –1.28 for the variable RKTYP58, –.15 for the variable RKTYP 66, 

–1.77 for the variable RKTYP72, and –.30 for the variable RKTYP83.

A corrected section of table 2 for page 21 is below. 

We apologize for any inconvenience these errors may have caused.

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EXHIBIT
10.1


 


COMBIMATRIX
CORPORATION


2016
EXECUTIVE PERFORMANCE BONUS PLAN


 


Purpose


 


Pursuant
to the authority granted under CombiMatrix Corporation Compensation Committee Charter, the Compensation Committee (the “Committee”)
of CombiMatrix Corporation (the “Company” or “our”) has adopted this 2016 Executive Performance Bonus
Plan (the “Plan”) effective as of January 1, 2016. The purpose of this Plan is to motivate executives to achieve the
Company’s objectives and to minimize turnover for participants. The Plan is intended to permit the payment of bonuses that
qualify as performance-based compensation under Internal Revenue Code Section 162(m).


 


Structure


 


The
overall performance target bonus for the CEO and CFO shall be 50% and 40% of base salary, respectively. These performance targets
shall be allocated to the achievement of three separate components as follows: (i) 40% tied to the achievement of our 2016 revenue
budget; (ii) 30% tied to gross margin improvement from our 2016 budget; and (iii) 30% tied to improvement of our 2016 budgeted
EBITDA loss. Also, each component includes three levels of achievement in order to encourage higher levels of performance.


 


Eligible
Executives


 


The
following executives are eligible for this program:


 


Mark
McDonough, CEO


Scott
Burell, CFO


 


Payments


 


In
order to receive a bonus, the participant must be employed by CombiMatrix at the time bonuses are distributed. The bonus calculations
will occur once the Company’s auditors have completed their annual audit of the Company’s consolidated financial statements.
Performance bonuses achieved will be paid out within seventy-five days following December 31, 2016.


 


There
shall be no pro rata allowances in the bonus payout amounts should actual targets achieved fall below the baseline target level,
which for each of the three bonus components is defined as the middle (or 2nd) tier. However, bonus payments will be computed
on a pro rata basis if achievement of the component target falls between the second and third tiers. In no event will bonus payments
exceed the third tier of each of the components.


 


Compensation
Committee Discretion


 


The
Compensation Committee retains the latitude to adjust, or eliminate the award, due to unforeseen circumstances. In order to obtain
approval by the Compensation Committee for payout of bonuses under the Plan, expense ratios, cash burn targets and cash collections
need to be generally comparable to those defined in the 2016 consolidated budget. The Committee wishes to encourage management
and will not withhold approval, if there is substantial performance improvement during 2016.


 


Respectfully
submitted,


 


THE
COMPENSATION COMMITTEE


CombiMatrix
Corporation
Court of Appeals

Sixth Appellate District of Texas

JUDGMENT

In the Interest of C.G.L. and A.C.L., Minor 

Children

No. 06-13-00068-CV

Appeal from the 71st District Court of 

Harrison County, Texas (Tr. Ct. No. 10-

0714-A). Memorandum Opinion delivered 

by Justice Moseley, Chief Justice Morriss

and Justice Carter participating.

As stated in the Court’s opinion of this date, we find no error in the judgment of the court 

below. We affirm the judgment of the trial court.

We further order that the appellant pay all costs of this appeal.

RENDERED MARCH 6, 2014

BY ORDER OF THE COURT

JOSH R. MORRISS, III

CHIEF JUSTICE

ATTEST:

Debra K. Autrey, Clerk
U.S. Department 

of Transportation 

Federal Aviation 

Administration 

DEC 11 Z014 

Mr. Remy Lamelot, Certification Manager 

Dassault Aviation 

54 avenue Marcel Dassault - BP 24 

33701 Merignac Cedex 

FRANCE 

Dear Mr. Lamelot: 

Transport Airplane Directorate 

1601 Lind Avenue, S.W. 

Renton, Washington 98057-3356 

We have received your petition letter dated October 23, 2014, requesting exemption from 

§ 25.1447(c)(1) ofTitle 14, Code ofFederal Regulations. This exemption, if granted, would 

allow the installation of a passenger oxygen system which, when operating into or out of an 

airfield with a pressure altitude greater than 14,000 ft. but less than 15,000 ft., would ensure 

the automatic presentation of oxygen dispensing units to occupants before the cabin altitude 

exceeds 16,000 ft., rather than 15,000 ft., as required by§ 25.1447(c)(1). 

This request was submitted to the Department of Transportation's Federal Docket 

Management System (at Regulations.gov) on December 2, 2014, and has been assigned 

Docket No. FAA-2014-1007. We are in the process of reviewing your request. We will 

contact you if we need additional information. 

If you have any questions or concerns regarding your petition or the petition process, please 

contact Mr. Robert Hettman at (425) 227-2683, or by e-mail at Robert.Hettman@faa.gov. 

Sincerely, 

Deana M. Stedman 

Transport Airplane Directorate 

Aircraft Certification Service 

COPY 

OF ORIGINAL
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