Appreciation is a proven motivating factor for every human being, and thus, every employee. However, this seemingly easy way to boost employee morale is often overlooked in the hustle and bustle of work life. This article shows how it's possible for companies of all sizes to successfully recognize their staff and reap the benefits of a boost in staff morale, retention of exceptional employees and increase in profit.
Another study reported 65% of Americans surveyed received no recognition in the preceding year.
Still another survey also reported 85% of employees feel overworked and underappreciated.
To frame it plainly, employees desire more recognition than they are currently receiving.
So, how would putting effort into recognizing employees help your business? For one, studies have shown that for every 10% increase in recognition, the engagement, commitment, and intent to stay scores significantly higher. An increase in each of those scores leads to higher productivity and a much more efficient work environment.
In a new culture where the talent market has switched, the employer is now responsible for "selling" their company to potential employees. With 32% of US workers seriously considering leaving their organization (39% increase from 2005), staff recognition is more important than ever.
One of the components future employees look for is a culture of recognition, which doesn't have to be flashy, complicated, or costly. Because of the increase in quality and height of education, employees have every right to ensure they will be happy in a workplace and find a place in which they belong.
A "once off push of appreciation" isn't enough to truly boost company morale and keep employees happy – an in-depth culture of recognition must be intentionally created, nurtured and widely and consistently used to create tangible business benefits.
Regardless of the size of your staff, my goal is to help you understand the ways recognition can benefit your medical centre and explain how expressing appreciation will work best in your company.
Employee recognition is the acknowledgement of an individual or team's behavior, efforts, and accomplishments that support the organization's goals and values.
Acknowledgment encourages engagement among peers and coworkers, which leads to an increased bond throughout the entire team. Because of this bond, your company can work efficiently, increasing productivity and improving end results.
As an employee begins to feel more recognized in the workplace, his intent to stay increases dramatically. Thus, if he has been made to feel useful and appreciated all along, he is more likely to produce quality work and remain loyal to your company.
Recognition is the driving force behind ingraining company values, supporting business goals, and attracting top talent. If a business is going to prove successful, the values of the company must be reflected in every employee. By rewarding, recognizing, and appreciating company values exhibited by certain employees, you increase the chances of fellow coworkers taking notice. Reinforcement and encouragement of these behaviors clues the rest of your workforce in to the kind of behaviors and ethics that coincide with your company culture.
According to Globoforce, 79% of employees felt that recognition gave them a better understanding of the company's objectives and goals. Almost all employees whose companies reward value-reflected behaviors feel that they have a strong grasp on the goals and objectives of their workplace.
In 1982, the value of publicly traded companies was made up of 62% tangible assets (machinery, office buildings, etc.) and 38% intangible assets (people). As of 2012, the value of publicly-traded companies was made up of only 20% tangible assets and 80% intangible assets. It's easy to see the shift. Who you hire and retain is now your most important asset. How do you keep vital assets? You appreciate them.
This becomes especially important in healthcare related industries where the entire operation relies on the behavior and attitudes of the employees (rather than a piece of machinery). Likewise, in the service industry, the staff must feel recognized and important to be able to serve to the best of their ability.
As the value of an organization increasingly depends on intangibles, organizations must make themselves attractive to employees – their most valuable asset. Almost half of all workers said they would leave their current job for a company that clearly recognizes their contributions to the company. Thus, a company must take care to create a brand that is attractive to employees – and a culture of recognition is a key element to that brand.
Translation? If your company does not take the time to recognize the efforts of your employees, you will find yourself either significantly under-staffed or equipped with a staff of extremely unhappy people – neither of which is a "win" for your business.
Recognizing your staff can lead to the attraction and retention of high-level workers. One thing potential employees look for is a culture of recognition and appreciation. In fact, 79% of employees who quit their jobs cited a lack of recognition as a key reason for leaving. Without committed workers who are happy with their jobs, a company cannot expect to grow or maintain a competent staff.
Organizations with a culture of recognition have employees who report they are 7 times more likely to stay with the company and 11 times more likely to feel completely committed to their jobs. Additionally, Kelton Research has stated that half of Americans agree that besides the standard compensation and benefits, being appreciated is what motivates them to stay in their current position.
Quite simply, happier workers lead to a happier environment. And a happier environment will lead to a successful business. Companies whose employees received recognition or praise for doing good work in the last seven days had 10% to 20% higher productivity results.
An average annual increase to operating income of 19.2% was shown in companies employing some sort of recognition system.
Companies with low engagement lost 32.7% of operating income.
Low appreciation companies held an average of 6.19 absent days per year.
Thus, it has been proven that greater recognition correlates with higher profits.
Recognition is also a significant employee engagement driver. For every 10% increase in recognition, engagement scores increase by 3.6%, content in staying scores increase by 10%, and performance commitment scores increase by 4.7%.
How Does Your Company Get There?
So, how do you begin implementing staff recognition? Start small and simple – this doesn't have to be a difficult or huge undertaking as the benefits will build and compound over time. You first have to create a culture of recognition within your company. Inspire your entire staff to encourage one another and create an environment built on encouragement and appreciation.
It costs 8% of an employee's salary to change behavior with a cash reward.
It costs 4% of an employee's salary to change behavior with a non-cash reward.
Over 80% of people admitted that they would rather have received a verbal compliment or "thank you" from their manager than a cash-reward. While many will still claim they would rather have cash, cash does not motivate – recognition, however, does!
First, Dr. Bob Nelson suggests several low-cost ideas such as; you can show your appreciation by means of a verbal thank-you or affirmation – this method is extremely affective and is guaranteed to boost morale. Giving small gift cards when goals are met is also a kind way to show appreciation; however, a $20 gift card holds an entirely different meaning than a $100 gift card. Be sure the amount of the card directly correlates to the praise you are offering.
Another simple way to engage your employees is to ask them straightforward questions. Inquire what they want from their job. What are their goals? Hopes? Dreams? Ask your staff what you can do to assist them in achieving those goals and dreams.
Investing in your staff's personal and professional growth is a fantastic way to engage your staff. A leader should dedicate themselves to growing their employees' skills and truly teaching them how to improve on their job. This can include a book allowance, a new skills course, or any recertification courses. Employees like to climb the ladder and enabling them to do so is key to building professional relationships.
Of course, providing benefits and medical insurance is also important to every single member of a team. Providing medical, dental, even a massage medical plan makes employees feel valid and safe in the work environment. Not only do they benefit, but their families do as well.
Whether they like to admit it or not, people need to be challenged to rise to success. Coaxing staff out of their comfort zones is another responsibility of a leader. Granting more responsibility to the employee will make them feel important and an integral part of the team. On the same stream of thought, you should ask and listen to your staff's input. It's a proven fact that people stay loyal to what they help build. Ask them how they believe they can increase revenue or decrease costs. If their contributions prove valuable to the company, recognize their input and celebrate their successes.
Tying ownership into a staffer's job is another way to engage your staff. Whether this comes in the form of a profit share or responsibility over a department or activity, this can be a challenge in and of itself.
Of course, providing incentives is the most common form of staff engagement and recognition. As long as the incentives align with the business's priorities, exceptional behavior should lead to higher incentives and rewards. The key to this form of recognition is to understand the difference between normal, good, and exceptional behavior.
All of this information proves that it is in every company's best interest to prioritize the creation of a recognition culture in the workplace. The benefits of recognition culture vary from financial, such as increased productivity, profitability, and employee engagement; to organizational goals and values that will become ingrained in an employee's work ethic and performance. By creating a more compelling employee value, your company will be able to attract the top talent in your field – and be able to retain them.
Overall, the qualitative and quantitative information demonstrates that staff recognition is not only a financially smart business decision within our company but also helps us to become a more attractive employer to both candidates and current employees.
Remember… A "recognized" team is a loyal team.
What are some of the ways you show recognition at your healthcare center?
"Changing Rules of Engagement." Inside Employee's Minds (2011): n. pag. HRE Online. Mercer, June 2011. Web. 19 July 2015. <http://www.hreonline.com/pdfs/07012012Extra_Mercer.pdf>.
"Employee Recognition and Rewards Policy." Employee Recognition and Rewards Policy. N.p., n.d. Web. 9 June 2015. <http://hr.mcleanco.com/research/hr-employee-recognition-and-reward-policy>.
"Gender in Recognition — Key Findings." P&MM Motivation (n.d.): n. pag. Staff Motivation Matters. P&MM Motivation, 2013. Web. 19 July 2015. <http://staffmotivationmatters.co.uk/wp-content/uploads/2014/04/Gender-In-Recognition-Analysis.pdf>.
"Human Capital Institute." Strategic HR Training and HR Conferences. Human Capital Institute, 2015. Web. 19 July 2015. <http://www.hci.org/>.
"Kelton Global." Kelton Global. Kelton, 2015. Web. 23 July 2015. <http%3A%2F%2Fkeltonglobal.com%2F>.
ITA GROUP. "Trends in Employee Recognition." World at Work. N.p., June 2013. Web. 8 July 2015. <http%3A%2F%2Fwww.worldatwork.org%2FadimLink%3Fid%3D72689>.
McLean & Company. "Create a Culture of Recognition to Drive Engagement, Improve Retention, and Increase Profitability." HR McLean & Company. InfoTech Research Group, n.d. Web. 18 July 2015. <http%3A%2F%2Fhr.mcleanco.com%2Fresearch%2Fss%2Fcreate-a-culture-of-recognition-to-drive-engagement-improve-retention-and-increase-profitability>.
Nelson, Bob. "Low Cost Recognition Ideas." Low Cost Recognition Ideas. N.p., n.d. Web. 9 June 2015. <http://www.drbobnelson.com/site/ideas>.
Rath, Tom, and Barry Conchie. "How Full Is Your Bucket? Research." Gallup Strengths. Gallup, n.d. Web. 8 July 2015. <http://strengths.gallup.com/114088/Full-Bucket-Research.aspx>.
Saunderson, Roy. "Top 10 Trends for Employee Recognition in 2013." : Incentive Magazine. N.p., 10 Dec. 2012. Web. 9 June 2015. <http://www.incentivemag.com/Strategy/Ask-the-Experts/Roy-Saunderson/Top-10-Trends-for-Employee-Recognition-in-2013/>.
"SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013." SHRM/Globoforce Survey: Employee Recognition Programs, Spring 2013. N.p., 29 May 2013. Web. 9 June 2015. <http://www.shrm.org/research/surveyfindings/articles/pages/globoforce-employee-recognition-program.aspx>.


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Leptodromiella is een geslacht van insecten uit de familie van de Hybotidae, die tot de orde tweevleugeligen (Diptera) behoort.

Soorten
Deze lijst is mogelijk niet compleet.
L. crassiseta (Tuomikoski, 1932)

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redpajama_set_name: RedPajamaWikipedia


Motorola has detailed when its phones and tablets will be getting Google's current Android operating system, version 4.0 Ice Cream Sandwich. However, don't get your hopes up, you'll probably be in for a long wait.
The good news, if any, is that Motorola will be bringing Android 4.0 to several its phones already on the market. The bad news is that even the first batch of handsets won't get the update until after March at the earliest, and many are still in a "holding pattern" which Motorola likes to call a "evaluation and planning" stage.
"During this phase, we evaluate the benefits, technical issues and user experience of an upgrade. Generally, we are not able to provide release dates in this stage," Motorola says.
"There are also some cases in which we can state that an upgrade will happen but are not able to provide a release date. Please note that some products that enter the evaluation and planning phase may not complete the upgrade cycle," it adds on a forum page detailing the updates and when they are expected.
The news will comes as a blow to most Motorola owners, who probably thought they would be getting preferential treatment after the announcement last year that Google, which makes the Android OS, was buying the mobile phone maker.
For UK readers, the first Motorola devices to get Ice Cream Sandwich will be the Motorola Xoom Wi-Fi-only, the Xoom Family Edition and the Motorola RAZR. Rollouts will begin sometime between March and May.
For Motorola Xoom 2 customers, you'll have to wait until the summer to get your update. Motorola is saying the update is in development and that it's working to get it out for some time in Q3. That's June to August for those who care.
After that it's anyone's guess of when or if you'll get the update. Devices in that pile for UK readers include the Motorola Xoom Wi-Fi and 3G model, The Motorola Atrix and even the newly announced MotoLuxe and Motorola Pro+.
Motorola has also confirmed that if you own a Defy Mini, a Defy+, Milestone 2, Milestone, Defy MB525, Charm, Flipout, Milestone XT720, Backflip or Dext you won't be getting any updates. The version of Android you currently have is the version you are stuck with.


301-598-4800; 12171 Darnestown Road, North Potomac, 301-963-4800; www.
The window-lined gym in Downtown Crown, which opened two years ago, features more than 80 cardio machines (all equipped with individual TVs), an indoor basketball court, a heated pool, and saunas in the locker rooms. Group classes include Zumba, boot camp, cycling, yoga, kickboxing, aquafit, and mat Pilates. There's a juice bar in the lobby. It's $99 to join, $29.99 a month (no contract). Membership at the Rockville location is $44.99 a month and includes towel service.
100 group classes offered every week.
Nutritional consults, personal training and on-site child care are available. There's also a sit-down café in the lobby that serves healthy food. No pool, but a month-to-month membership entitles clients the use of swimming facilities at other area locations.
CrossFit is no longer the only high-intensity, interval-training game in town.
30 minutes of training with resistance straps, medicine balls and free weights.
Participants wear heart-rate monitors and follow cues from instructors to stay in designated heart-rate zones. Beware: The "push pace" and "all-out pace" are intense.
The first class is free for local residents.
Pulse Fitness offers many of the benefits of a big gym without the size. Twenty-five cardio machines line the windows, and group classes—included in a membership— often incorporate equipment from all corners of the facility. In the two Pilates studios, members work on several different types of machines, and the cycling room features 14 RealRyder bikes. Family exercise and outdoor summer classes are available, as well as private bathrooms and showers.
$16 to $20 per class.
personal training, towel service and on-site child care are available. Memberships from $39 to $59 a month per one-year commitment.
Value is key at this Northeastern gym chain, which recently switched to a $29.99 month-to-month payment plan at all three of its Maryland locations. Membership includes Zumba, cycling, yoga and aerobics classes.
both Bethesda locations have steam rooms in the locker rooms. On-site child care is available at all locations. Members also have the option of paying $39.99 to $69.99, plus enrollment fees, for access to more than one club.
Silver Spring has two pools (one indoor, one outdoor) and a tennis court. Child care, group exercise classes, and large gymnasiums are available at both locations.
per month; family memberships are $97 per month for two adults with children, $82 per month for one adult with children.
per month) gives you unlimited access.
$123 to $175 per month.


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Home > Archive - 2017 edition > Alumni comedy pilot airs on Amazon Prime
Alumni comedy pilot airs on Amazon Prime
A group of Oxford filmmakers and cinema students had their budget sitcom pilot aired world-wide on Amazon's streaming service in August. Lecturers and students from Oxford Brookes, the University of Oxford and the SAE Institute, helped to create the first episode which is called Superclaims.
The production manager, Patrick Watremez '10, teaches filmmaking at SAE. Govind Chandran '15 and Tom Walker '16, were co-writer-directors. Govind currently teaches at Oxford Brookes while making films in his spare time.
The year-long Amazon Video Direct pilot production was run by a central group of 12 directors, sound and lighting technicians and actors from across Oxford. Available to watch on Amazon Prime, Superclaims follows the antics of an insurance firm which specialises in covering superheroes.
Boston Brewery's Joe McGrail '13 studied at Brookes for just one year – but he still misses it every day.
Find out how Joe started the Boston Alumni Chapter »

redpajama_set_name: RedPajamaCommonCrawl


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NewsFederal Politics
news, federal-politics, Australian Defence Force, Linda Reynolds, Angus Campbell, Afghanistan, war crimes, Brereton
Army commanders under whom the Afghanistan war crimes allegedly occurred will not have to wait much longer to learn how the Defence Force chiefs intend to respond to their alleged command failures. Command-level leaders and Army lawyers who allegedly white-washed earlier investigations were not among the 19 individuals earmarked by criminal charges by Justice Paul Brereton's Afghanistan report, but he did recommend Army undertake administrative actions. Their fate, along with expected structural and cultural reforms, will become clearer with the release of Australia's full response to the alleged war crimes. That announcement could occur as soon as January, after Defence Minister Linda Reynolds confirmed this week that the independent criminal justice response will begin next month once the Office of the Special Investigator begins operating. The government put the brakes on the defence force plans to crack down swiftly following last month's release of Justice Brereton's report alleging 39 murders by 25 special forces personnel while on operations in Afghanistan between 2006 and 2013. The government insisted that decisions and announcements be put on hold until the full implementation plan of the Brereton recommendations, including the delicate and lengthy process for criminal prosecutions, be announced simultaneously. The three-person oversight panel, led by former inspector-general of intelligence and security Dr Vivienne Thom, is already working with ADF chief General Angus Campbell and Army chief Lieutenant General Rick Burr on the administrative and disciplinary components of the implementation plan. Only the plan for criminal prosecutions is yet to make progress. Senator Reynolds said the oversight panel has hit the ground running working with defence and her as minister. "I've been working very closely with the Chief of Defence Force over the last few weeks, and he is working through the recommendations, and he is preparing a draft implementation plan," the minister told reporters this week. "I'm satisfied that when the implementation plan is released, [it will be] transparent, comprehensive, and it will address all of the matters that have been canvassed to date, and many more in that report." "There's also in the report, a wide range of issues that the Chief Defence Force and the Chief of Army need to address administratively under Defence Force Discipline processes and Act. Those are the sorts of things that the CDF is reflecting on now, and working through how he deals with those, and all of those matters legal disciplinary and administrative will be contained in the implementation plan." Justice Brereton identified 19 patrol-level individuals for criminal prosecutions in his report. None of the names have been released publicly, and even the Senator Reynold's copy of the complete report had the name redacted to preserve integrity of any decisions she may have to make. READ MORE: Additionally, the army sent notices to 13 current serving special forces soldiers asking them to explain why they should not be immediately sacked. The lack of visible action against the army commanders who were "ignorant" of the actions under their leadership, according to Justice Brereton, has been a cause for concern among current serving ADF personnel and veterans. The Canberra Times understands these issues will be confronted in the implementation plan. The government has announced senior appointments to fill the Office of the Special Investigator, including moving the secretary of the Attorney-General's Department Chris Moraitis into the top role as Director General. The role of the Special Investigator will be filled by Justice Mark Weinberg QC, and director of investigations will be filled by Ross Barnett.
/images/transform/v1/crop/frm/gbZxCg3zJpb4r79EPiJSKy/42204ca4-8431-46dd-b9a8-1ed4682639c9.jpg/r0_158_3724_2262_w1200_h678_fmax.jpg
December 31 2020 - 4:00AM
Australia's war crimes commanders to soon learn their fate
Harley Dennett
General Angus Campbell will release the war crimes response plan early in 2021. Picture: Elesa Kurtz
Army commanders under whom the Afghanistan war crimes allegedly occurred will not have to wait much longer to learn how the Defence Force chiefs intend to respond to their alleged command failures.
Command-level leaders and Army lawyers who allegedly white-washed earlier investigations were not among the 19 individuals earmarked by criminal charges by Justice Paul Brereton's Afghanistan report, but he did recommend Army undertake administrative actions.
Their fate, along with expected structural and cultural reforms, will become clearer with the release of Australia's full response to the alleged war crimes. That announcement could occur as soon as January, after Defence Minister Linda Reynolds confirmed this week that the independent criminal justice response will begin next month once the Office of the Special Investigator begins operating.
The government put the brakes on the defence force plans to crack down swiftly following last month's release of Justice Brereton's report alleging 39 murders by 25 special forces personnel while on operations in Afghanistan between 2006 and 2013.
The government insisted that decisions and announcements be put on hold until the full implementation plan of the Brereton recommendations, including the delicate and lengthy process for criminal prosecutions, be announced simultaneously.
The three-person oversight panel, led by former inspector-general of intelligence and security Dr Vivienne Thom, is already working with ADF chief General Angus Campbell and Army chief Lieutenant General Rick Burr on the administrative and disciplinary components of the implementation plan. Only the plan for criminal prosecutions is yet to make progress.
Senator Reynolds said the oversight panel has hit the ground running working with defence and her as minister.
"I've been working very closely with the Chief of Defence Force over the last few weeks, and he is working through the recommendations, and he is preparing a draft implementation plan," the minister told reporters this week.
"I'm satisfied that when the implementation plan is released, [it will be] transparent, comprehensive, and it will address all of the matters that have been canvassed to date, and many more in that report."
"There's also in the report, a wide range of issues that the Chief Defence Force and the Chief of Army need to address administratively under Defence Force Discipline processes and Act. Those are the sorts of things that the CDF is reflecting on now, and working through how he deals with those, and all of those matters legal disciplinary and administrative will be contained in the implementation plan."
Justice Brereton identified 19 patrol-level individuals for criminal prosecutions in his report. None of the names have been released publicly, and even the Senator Reynold's copy of the complete report had the name redacted to preserve integrity of any decisions she may have to make.
Australia must act on war crimes or Australians could end up in The Hague
Army boss 'sickened' by Afghan war crimes
Australian War Memorial says it will 'tell the truth' with 'context'
Additionally, the army sent notices to 13 current serving special forces soldiers asking them to explain why they should not be immediately sacked.
The lack of visible action against the army commanders who were "ignorant" of the actions under their leadership, according to Justice Brereton, has been a cause for concern among current serving ADF personnel and veterans. The Canberra Times understands these issues will be confronted in the implementation plan.
The government has announced senior appointments to fill the Office of the Special Investigator, including moving the secretary of the Attorney-General's Department Chris Moraitis into the top role as Director General.
The role of the Special Investigator will be filled by Justice Mark Weinberg QC, and director of investigations will be filled by Ross Barnett.
Discuss "'Ignorant' war crimes commanders to learn fate"


Title Appropriate methods for reducing lead-paint hazards in historic housing [electronic resource] / Sharon C. Park, and Douglas C. Hicks.
Description 16 p. : ill. ; 28 cm.
Form Mode of access via the NPS web site.
Bibliography Includes bibliographical references (p. 16).
Subject Historic buildings -- Conservation and restoration -- United States.
Lead based paint -- Removal.
Added Author Hicks, Douglas C.
United States. National Park Service. Preservation Assistance Division.


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PIRI REIS AND THE MYSTERY AT GÖBEKLITEPE
The latest title by Hans Christian Andersen Award 2018 nominee Mavisel Yener is Piri Reis and the Mystery at Göbeklitepe, a middle grade historical thriller. With exquisite creativity, Yener adorns real historical figures and events with fiction.
A fresh take on historical thrillers, this historically accurate fiction novel is both educational and fun-ucational. It's an intriguing, breathtaking page turner. And last but not least, it's the first ever children's book about Göbeklitepe -a mysterious place both in fictional and real realms.
SYNOPSES: This is the fictional story of Piri Reis' life, how he comes to draw his illustrious world map, all the hardships and obstacles he has to overcome during his works, how the map vanishes into thin air, and centuries later, it mysteriously turns up chiseled on a rock at an excavation site. And not just any excavation site but Göbeklitepe.
PIRI REIS: An Ottoman admiral, navigator, geographer, cartographer, and map collector who lived around the second half of 15th and first half of 16th centuries, Piri Reis has gained a fame all around the world with his surprisingly accurate charts and maps. His world map, widely known as Piri Reis Map, is one of the oldest New World maps and the most accurate world map of the 16th century, and a constant focus of interest among scholars due to many mysteries it holds. For one thing, it is a huge topic of discussion and a great mystery how Piri Reis mapped the South Pole two centuries before it was discovered.
GÖBEKLITEPE: Göbeklitepe (or Göbekli Tepe) is a site regarded as a groundbreaking discovery that can fundamentally change the previous assumption regarding the adoption of sedentary life and the understanding of Pre-Pottery Neolithic period by many archaeologists. Today, Göbeklitepe is regarded as the first ever settlement which dates back to 10th millennium BCE. There are many mysteries surrounding the site and every new discovery adds more to these mysteries instead of answering them. Consisting of four layers, it is unknown why every few decades the existing pillars were buried to be replaced by new stones. Pictograms and animal reliefs cannot be interpreted. And scholars cannot agree on one theory regarding how a population large enough to construct, augment, and maintain such a substantial complex was mobilized and compensated or fed in the conditions of pre-sedentary society.
Göbeklitepe is such a hot topic and a great enigma that even Netflix recently produced a series, The Gift, that takes place in the excavation site.
Translation: Yasemin Yener
Cover & Illustrations: Bahar Ünlüer
Genre: Historical Thriller
Age: +9
History, Ottoman History, Archeology, World Heritage, Maritime, Maritime History, Cartography, Historical Figures, Family, Friendship, Trust and Doubt, Curiosity for Learning and Knowledge, Science, Geography
children booksgöbeklitepehistorypiri reis
DETECTIVES OF THE FULL MOON SERIES


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The 17th-century French explorer and founder of the Hudson's Bay Company at the centre of Bush Runner (Biblioasis) by Mark Bourrie, this year's winner – and the final winner – of thefor literary non-fiction, is familiar. Everybody's got some relatives like that," says Bourrie, shortly after winning the prize in Toronto. that's why I loved the story, he just kept popping up in places where you go, oh my God, and yet, you know he's going to make it through." An abbreviated list includes: being kidnapped by Mohawk warriors, playing witness to both the Great Fire and Great Plague of London, surviving a shipwreck on the reefs of Venezuela, getting marooned by pirates, and the aforementioned foundation of one Canada's most iconic company. Radisson is, in essence, the embodiment of this great Canadian adventure, perhaps, the truest human adventure: personhood. A search for self in the vast physical and cultural expanse that is Canada. And through that, Bourrie's book becomes a fitting send-off to RBC Taylor Prize'sof non-fiction led discovery. All societies have versions of these questions," says Margaret Atwood, acclaimed writer and juror for the final year of the RBC Taylor Prize. These are the questions we ought to ask about anything that claims to define and shape us. Noreen Taylor, centre, is pictured with Charles Taylor's children "Who are we? "In a so-called, post-truth society, non-fiction prose strives to tell truths, and to evaluate those truths. Non-fiction can ask those questions." This year's RBC Taylor Prize asked a lot of questions. Jurors, which included Atwood, Coral Ann Howells, a British-based professor of Canadian literature, and Peter Theroux, American writer and translator, pored over a record number of 155 books before arriving at a shortlist made up of Bush Runner, Had It Coming by Robyn Doolittle, Highway of Tears by Jessica Mc Diarmid, The Reality Bubble by Ziya Tong and The Mosquito by Timothy C. Theroux called his experience as a juror humbling, especially given the "the enormous breadth and diversity of the books, and the tempering factor that along with reading pleasure came the responsibility to weigh so many different works against each other." "When your favourite reads in a given week are three brilliantly done books about, respectively, food, ecology and military history, and you have more than 100 books to go, the weight of responsibility and humility intensifies," says the American writer. And yet, that's what Noreen Taylor20 years ago when she founded the prize in honour of her late husband Charles Taylor, journalist, author and essayist. The need to not just adorn a winner but elevate Canadian voices and stories, to help Canadians "recognize their heroes." It's a goal Howells says she's convinced the RBC Taylor Prize has pulled off, bringing some of the best Canadian writing and stories much-deserved attention. "Non-fiction is a necessary counterbalance in our current media culture, for we need to look beyond the headlines to give ideas our thoughtful considered attention," says Howells. Twenty years on and as many award winners later, the RBC Taylor Prize has grown alongside Canadians. And while we're still trying to figure ourselves out, there's no question it's introduced us to the people defining what it means to be Canadian and through that, brought us closer together. "Charles Taylor believed that 'a well-read, well-informed public contributes to democracy'," adds Howells. "And this Prize has magnificently celebrated his inheritance." Recognizing excellence in Canadian literary non-fiction, the prize was established in 1998 to commemorate the life and work of one of Canada's foremost literary non-fiction writers, the late Charles Taylor. More information on the prize and and past winners can be found here. using Java Script to ensure the best experience through the site. Please check to learn how to enable Java Script on your browser and enjoy the best experience. View your account details and transaction history for the last seven years. You can also set up and receive RBC Alerts about your banking activity and available RBC Offers. It's a breeze to move money to your savings account, pay down your credit card, loan or credit line, or make a payment on your mortgage Easily access your RBC Royal Bank credit cards and credit lines. 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MEXICO CITY (Reuters) - An international panel of experts that picked apart the Mexican government's account of what happened to 43 students who disappeared in 2014 will cease work in the country by late April, a senior government official said on Tuesday.
The 43 student teachers went missing from the southwestern Mexican city of Iguala in 2014, and their abduction caused an international uproar over human rights abuses in Mexico.
The government originally said the students were detained by corrupt local police working for a drug gang. After they were handed over, the students were incinerated in a local dump, ground up and their remains tossed in a river, it said.
However a September 2015 report, commissioned by the Inter-American Commission on Human Rights (IACHR) and conducted by respected investigators from Chile, Colombia, Guatemala and Spain, strenuously questioned the government's account, rejecting the central claim that the students were burned in the dump.
The report was a humiliating blow to the government, which had claimed its account was the "historical truth." After it was published, the government asked the experts to stay on and help with the investigation.
But in an interview on Tuesday, Deputy Interior Minister Roberto Campa said the experts' time in Mexico would come to a close by the end of April.
"It should be Mexican institutions ... that conclude the investigation, the search, and we should be capable of advancing in the attention we pay to the victims," Campa said.
Carlos Beristain, one of the experts, declined to comment on the government's decision but said the panel would eventually publish its findings from the last seven months.
So far, the remains of only one of the missing students has been positively identified and the whereabouts of the rest remain a mystery.


Welcome to One Ground Shoes UK where we combine flawless fashion and casual coolness with high performance sports shoes. If you have an eye on fashion and like looking good whether running on the country roads on a dark night, or relaxing in a shopping mall or high street on a lazy saturday afternoon, then we have you covered.
We specialise in beautiful shoes that are comfortable and perform under pressure.


I have loved working out for a long time, and a friend recommended the idea of competing, so I wanted to give it a shot. I found out about TEAM Warrior Within through the posing clinic, which my friend found on meetup.com.
After speaking with Nikki Johnston that first day, I have been training with her ever since. I love working with Nikki– how she pushes me, and the knowledge she has imparted regarding nutrition has benefited my training immensely.
The hardest part of prep was definitely the very low carb days. Having to deal with people when you have o energy and they have no idea how hard it really is. On those days, I had to keep a constant inner dialogue to get through the difficult times, just keep pushing myself. I always had to remember that I was just doing this for myself, and that was my biggest motivator.
For those thinking about competing, I would recommend they make sure this is something they really want to do. Don't let anyone get in your way or talk you down about what you're doing.
During my prep, I saw that if you put your mind into something, anything is possible.
I'd like to thank Nikki Johnston for guiding me through the process. And of course, my mother, for dealing with me on those low-carb days! The next step is to keep working hard, and eventually make it to a bodybuilding stage!


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How long can the coronavirus live on your skin?
by Nahila Bonfiglio Oct 13, 2020, 2:28 pm
Photo via Adrian Scottow/Flickr (CC BY SA 2.0)
The coronavirus can live on skin and can survive on it for up to nine hours, according to a recent study from Japan. This is far longer than other viruses, including influenza, which remains viable on the skin for about two hours.
Researchers in the U.S. previously estimated that COVID-19 could last up to four hours on copper surfaces, up to 24 hours on cardboard, and up to 72 hours on stainless steel or plastic. On wood, it can survive for up to 4 days, but it can only last between two and eight hours on aluminum. Glass, ceramics, and paper can all hold the virus for up to five days following exposure. But there is no evidence to suggest that COVID-19 regularly spreads through contact with food or water or that you have to worry too much about getting the virus via other surfaces.
The new study was completed by researchers at Kyoto Prefectural University of Medicine in Japan. They surpassed the ethical concerns of putting patients in harm's way by instead conducting research on a model created from samples of human skin obtained from autopsies. Using this model, researchers found that samples of the virus can survive for 9.04 hours, according to LiveScience. When mixed with mucus—which better mimics how particles are spread through coughing or sneezing—the virus lasted even longer. With the addition of mucus, it lasted nearly 11 hours.
Mucus or not, the research shows that SARS-CoV-2—and influenza—are both inactivated within 15 seconds following the application of a hand sanitizer composed of 80% ethanol.
This reinforces recommendations we've been hearing since the start of the pandemic. Thorough and consistent hand washing and sanitizer use is the most effective method—barring mask-wearing—of keeping the virus at bay. Killing off the coronavirus living on your skin is essential—and not too difficult. (Still, you should be aware of a rare condition called "COVID toes," and some coronavirus patients do get skin rashes, hives, and skin lesions, especially if they're what's considered a long-hauler.)
"It's an important public health message to remind people that even though the virus can last basically a full workday in a lab setting, you can quickly get rid of it if you just wash your hands," Cynthia Carr, an epidemiologist from Winnipeg, said, via Canadian Press. "It's not about panicking and having a full-body shower every time you get home. It's about remembering that if the virus is on your hand and you wipe your nose or put your fingers in your mouth, that's where the opportunity is to get infected."
Researchers, in the course of the study, did not examine the "quantity of virus particles" needed to infect someone with just a touch. Future research may be needed to further examine this factor.
The CDC lists a set of recommendations for how to best clean and disinfect common household surfaces. It also links to a list of EPA-recommended disinfectants, which have proven effective in eliminating the virus on surfaces.
Sources: LiveScience, WebMD, CDC, Oxford Academic
Twenty-five percent of women could leave the workforce because of the pandemic
What percent of the world's population has caught COVID-19?
Where are all the N95 masks Donald Trump promised?


On top of struggling for their own survival, New Zealand's native frogs have an additional responsibility on their very little shoulders – being a barometer of forest health. Like other frogs around the world, our frogs are barometers of overall environmental health. That is because frogs breath through very sensitive skin and are more susceptible to disease, pollution and environmental changes. A decline in frog populations is usually an early signal of something awry in the environment – and potential threats to other animals, including people. But in New Zealand, three of our four remaining indigenous frogs are forest-dwellers – preferring shady, moist and undisturbed forests. Therefore, they also act as a measure of the health and distribution of our indigenous forest environments.
Fossil records show that our native frogs were spread throughout both the North and South Islands several thousand years ago. The four remaining species – Hochstetter's frog, Archey's frog, Hamilton's frog and Maud Island frog – have declined significantly in range and numbers over the past one to two thousand years, as land has been cleared of forest and predators have been introduced. Apart from Hochstetter's frog, which has a wider distribution, these frogs are now limited to one or two sites. Hamilton's frog is the most critically endangered species – and one of the most endangered frogs in the world – with less than 300 individuals remaining.
Our native frogs are nocturnal and do not croak like their overseas cousins, so, combined with their small numbers, you are unlikely to encounter one on a bush-walk.
But it is not all bad news – scientists and wildlife specialists are engaged in some innovative initiatives to help preserve and monitor our frog populations. One of these is a joint project between the Department of Conservation and Auckland Zoo to establish an alternative population of Archey's frogs. Watch a video about this initiative here.
The tiny,incredible Archey's Frog could be facing extinction if the Government goes ahead with its mineral mining plans in the Coromandel and other North Island areas. I ranted about this in my latest blog. It would be a terrible thing for NZ and the world to lose this evolutionarily-distinct creature don't you think?


Alternatives to book work to help keep students engaged while helping you, the theatre teacher, keep your sanity as the year winds down (or for that matter, any time that you need a quieter assignment for students to work on).
IIMPROV GAMES are great for warm ups, ice breakers, honing acting skills, and ensemble building; plus great entertainment for performers and audiences alike! Here are ten improv games for small groups to get you started!
IIMPROV GAMES are great for warm ups, ice breakers, honing acting skills, and ensemble building; plus great entertainment for performers and audiences alike! Here are ten improv games for medium to large groups to get you started!
The Pantomime Obstacle Course is a fun way to familiarize actors with pantomime. It organizes a set of introductory pantomime activities for pairs of students to complete in a set amount of time.


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import { Component, OnInit, Input } from '@angular/core';
import { User } from '../types';

@Component({
  selector: 'app-user-card',
  templateUrl: './user-card.component.html',
  styleUrls: ['./user-card.component.scss']
})
export class UserCardComponent implements OnInit {

  @Input()
  public user: User;

  constructor() { }

  ngOnInit() {
  }

}

redpajama_set_name: RedPajamaGithub


Having their company listed in Google Places UK should be the next step to consider for business owners, especially if they are struggling to come up with leads and falling short of their targets and expectations. As the above excerpt from an article posted on Site Pro News explains, being visible on Google Places not only puts a company on page 1 of the major search engines, it also connects the business to the target market.
Since a business wants to connect with people within its vicinity who want to acquire its products and services, or personally visit the physical store, utilising the online marketing tool will be beneficial. When it comes to getting started with the service, the article also mentions that companies can look for SEO specialists who can hook them up with the Google Plus Local site. It is important to note that not all SEO services are equal; some SEO providers come to the table with something more to offer.


Turpin High School - Monarch Construction Co.
220,000 sf high school renovation and addition, replacing and updating all mechanical and electrical systems.
The new addition consists of a multi-purpose gym, band room, administration and security offices, and a new athletic entrance.
The project consisted of 6 phases for the purpose of keeping the high school fully operational during construction.


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Fungi Are Part of the Microbes Within Us
Author SimaPublished on May 4, 2015 March 27, 2018
Guess what? Our microbiome (the collection of microbes living within and on us) also normally contains fungi. This is our mycobiome. Very little is known about the mycobiome. (in contrast, much, much more is known about the bacteria within us) The fungi within us may be as low as 0.1% of the total microbiota (all our microbes). But what is known is because advanced genetic analyses have been done (specifically "next-generation" sequencing") or culturing of the fungi.
In some studies of fungi in healthy adults, nothing at all is known about up to 50% of the species found. And each human has a diversity or variety of fungi living within them, and these seem to vary between different parts of the body. What little is known is that fungi that we may have thought of as pathogenic (or no good) and involved in diseases (think Candida and Aspergillus) are also found normally in healthy individuals. For example, Candida were found in the mouth or oral microbiome of healthy adults as well as the gut of many healthy adults (thus part of a healthy microbial ecosystem). Some studies suggest that our diet influences which fungi species are present in the gut.
Fungi are both part of health and disease. They interact with the other microbes within us. Some fungi appear to prevent disease by competing with pathogenic organisms (bad bugs).They have functions in our body that we know very little about. We don't know much about disruptions to the fungi in our bodies or even how fungi come to live within us. The following excerpts are from a scholarly article summarizing what is known about our fungi or mycobiome. Written by Patrick C. Seed, from the Cold Spring Harbor Perspectives in Medicine:
The Human Mycobiome
Fungi are fundamental to the human microbiome, the collection of microbes distributed across and within the body... Here, a comprehensive review of current knowledge about the mycobiome, the collective of fungi within the microbiome, highlights methods for its study, diversity between body sites, and dynamics during human development, health, and disease. Early-stage studies show interactions between the mycobiome and other microbes, with host physiology, and in pathogenic and mutualistic phenotypes. Current research portends a vital role for the mycobiome in human health and disease.
In particular, the diversity and dynamics of the so-called mycobiome, the fungi distributed on and within the body, is poorly understood, particularly in light of the considerable association of fungi with infectious diseases and allergy (Walsh and Dixon 1996). Despite being as low as ≤0.1% of the total microbiota (Qin et al. 2010), the fungal constituents of the microbiome may have key roles in maintaining microbial community structure, metabolic function, and immune-priming frontiers, which remain relatively unexplored. Further questions exist as to how fungi interact cooperatively and noncooperatively with nonfungal constituents of the microbiome.
Fungal colonization of the term infant remains poorly characterized. Although it is known that fungi, such as Candida, are prevalent constituents of the vagina through which most infants are delivered, transmission to the newborn is not well documented, and assembly of additional environmental fungi into the microbiome has not been monitored in the otherwise healthy infant.
Although the microbiome of the healthy term infant remains poorly understood, more effort has been placed on understanding fungal colonization of preterm infants. Infants born 8 or more weeks before term and weighing ≤1500 g at birth are at significantly increased risk for invasive fungal disease, primarily with Candida species (spp.) these infants at risk of Candida colonization and infection.
Based on culture-dependent or genus/species-focused culture-independent methods of identification, the fungi of the oral cavity were previously believed to be few and relatively nondiverse. The genera Candida, Saccharomyces, Penicillium,Aspergillus, Scopulariopsis, and Genotrichum were among those previously reported.... In the oral samples from 20 participants, most had ∼15 fungal genera present...To put this level of diversity into context, prior studies have identified more than 50–100 bacterial genera in the healthy oral microbiome.
Of the oral fungal genera noted among each of the healthy subjects from the Ghannoum study (Ghannoum et al. 2010), Candida and Cladosporium were most common, present in 75% and 65% of participants, respectively. Fungal genera associated with local oral and invasive diseases, including Aspergillus,Cryptococcus, Fusarium, and Alternaria were also identified, indicating that these genera are present in the oral microbiome even during a state of health....The discovery of previously unidentified fungi is a reminder that the oral microbiome remains underexplored.
Although the bacterial constituents of the gut-associated microbiome have been intensely studied, the diversity and function of gut-associated fungi is understudied and lags far behind other aspects of microbiome studies.Only recently have larger studies specifically focused on the gut mycobiome been performed. Hoffmann et al. (2013).... from 98 healthy individuals without known gastrointestinal disease. In total, the researchers identified 66 fungal genera with 13 additional taxa for which a genus-level classification was not possible. An estimated 184 species were present in total. Eighty-nine percent of the samples had Saccharomyces present. Candida and Cladosporium were the second and third most prevalent, present in 57% and 42% of samples, respectively. The research was not able to definitively determine whether certain taxa were resident fungal microbota or transient as part of dietary intake.
Mutualism between fungi and humans is generally not well understood and has not been well studied. However, several examples related to the gut microbiome provide evidence of a beneficial relationship. S. boulardii, closely related to Saccharomyces cerevisiae, has been studied in controlled trials for the prevention and mitigation of antibiotic-associated diarrhea, including diarrhea caused by Clostridium difficile...These studies show the potency of fungi to compete with pathogenic organisms, modify intestinal function, and attenuate inflammation, presumably because of an interaction with the intestinal microbiota....A recent retrospective data review suggested an inverse relationship between Candida and C. difficile, pointing to some common impact of yeast on the gut microbiome and the exclusion of C. difficle outgrowth and/or toxin production (Manian and Bryant 2013).
Humans have a lifelong interaction with complex microbial communities distributed across the body, which fundamentally contributes to the development and physiology of the macro-organism. Only recently has the diversity of fungi within the human microbiome begun to be determined, with early studies showing that, although relatively nonabundant, fungi are diverse within the microbiome as a whole. Although still in the early stage, studies suggest complex interactions between fungal and bacterial constituents of the microbiome.
Microspcopic image of intestinal fungus. Credit: Iliyan Iliev
Published on May 4, 2015 March 27, 2018 Author SimaCategories healthy living, human microbiome, microbesTags Aspergillus, Candida, fungi, gut mycobiome, mycobiome
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When Marisa Halley's brother leaves their pack to start one of his own, she's frankly a little jealous. Children might be the last thing Ray wants, but Marisa has recently received confirmation she will never have her own. But as Ray's life rapidly descends into chaos, Marisa cannot do anything but offer her support by moving in with him to help bring up his children. But what's the price of giving everything you have to those you love without thinking of yourself?
Irina Lupu is adrift. She's always wanted to travel and far away from her parent's expectations, she thought she could be free. But her new English pack comes with a lot more rules than she assumed, and as a beta with no important relatives, she has very little say in what those are. When her cousin asks if she'd like to cross the lake and join his new pack, Irina doesn't hesitate. After all, after crossing the ocean, what's the big deal about having a lake between her and the rest of her family?
Marisa is young and ready to change her new pack into her perfect image, Irina is old enough to know that the best she can hope for is to find a place where she mostly fits... But no matter how different they are, they newcomers to a pack recovering from an unimaginable tragedy and about to be struck by lightning for a second time. Can they band together to protect their pack? And can they go through it without seeing a lot more in each other than two women more than a decade apart in age should?
This book can be read as a standalone f/f romance, but it contains spoilers for other books in the series.
View More In Werewolves & Shifters.


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Completing A.Mus.A on Saxophone in 1979, Lachlan graduated with distinction from The Victorian College of the Arts in 1983.
Performing solos with the Melbourne Symphony Orchestra, lead Alto sax with The Australian art Orchestra and the Daryl Mckenzie Jazz Orchestra and many T.V. (Dancing with the stars-all seasons) and concert performances (Frank Sinatra, Stevie Wonder, John Farnham, George Benson) also on many C.D's and films.He currently teaches at Caulfield Grammar School (where he recently accepted the enormous challenge of Conducting the school's production of Les Miserables). He also teaches classical Saxophone and composition at Monash University and runs The Monash University Saxophone bigband (Saxband). He arranged music for "Dancing with the Stars" and for Big-bands and Orchestras etc. (MSO, SSO, film, T.V. and many schools) He is a published composer and writes songs too. Lachlan loves creating and performing music. Lachlan is also a Mini Quest Catamaran Champion and can juggle four balls at once.


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Gonzales Poll Shows Gov. Hogan Trails President Trump In Hypothetical Match Up
Filed Under:2020 election, Gonzales Poll, Governor Larry Hogan, Maryland Politics, president donald trump
BALTIMORE (WJZ) — A new poll is out focusing on Gov. Larry Hogan and President Donald Trump.
The poll asks Marylander voters to weigh in on the jobs that both men are doing, and how they would match up against each other if they go head-to-head in the 2020 Republican primary.
According to the latest Gonzales Poll, 76 percent of voters approve of the job Gov. Hogan is doing and only 19 percent disapprove.
Sixty percent of voters also believe that Maryland is headed in the right direction, while 24 percent say things are on the wrong track.
The poll also had Marylanders weigh in on the job that President Donald Trump is doing.
While 59 percent disapprove of the President, Gov. Hogan is behind Trump in a hypothetical 2020 GOP primary match up.
According to the Gonzales Poll, only 24 percent of Republican voters said that they would vote for Gov. Hogan while 68 percent said President Trump.
The poll also asked, given the findings of the Mueller Report, whether or not Congress should begin impeachment proceedings against President Trump.
In the findings, 58 percent answered no while 37 percent said yes.
The Gonzales Poll was conducted between April 29 and May 4.


I painted the majority of my place an off white/light beige color I just adore, because it looks very clean. With that in mind I painted all the wood and doors a solid white to let them stand out but not too much.
We already had a "natural" accent wall (a niche) in our foyer, but I wanted to draw more attention to it with a bold accent color that would look good and be appealing to the eye.
I choose to paint the accent wall a red - the color I also used in the adjoining dining room, that way the area seemed unified.
To the left of the accent wall is our front door, and directly across from the wall where I am standing to take the photo are the stairs.
When painting your wall you have to be very careful when doing the trim and edges, because if you go over your seams just a bit, it honestly just seems a bit off and looks unprofessional.
I suggest you tape off the corners and paint it that way. You can even do a sponge treatment or use some other decorative painting technique for a different look.
This looks great, I would love to see how it flows to the dining room with the same color.
We started with a crimson accent wall, and want an off-white/light beige or tan but they all seem too yellow. What name is your beige color?


O&O LaunchPad is a simple, stand-alone program which allows you to launch the O&O products you've already purchased (or install them if they're not on this particular PC).
There's support for detecting and firing up the following applications.
The program works reasonably well as a simple launcher. Attractive use of graphics means it looks good, and it's reasonably lightweight, grabbing a little over 12MB RAM on our test PC (which means you can leave it running in the background without much impact).
Of course you could also achieve a similar effect by creating a folder, and adding a few shortcuts to it. Which would be even more efficient, and give you better customisation opportunities, too.
But if you use several O&O tools then the real advantage here is LaunchPad's ability to install them from scratch. If you buy a new PC, or are reinstalling an existing computer, then there's no need to head off to the O&O site to find the various downloads: just run LaunchPad, click the Install button for each product you need, and it'll automatically download and launch each setup program for you.
LaunchPad provides an easy way to set up a new PC with all your current O&O products, & can then launch them with a click later.


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Pollock – wieś w Stanach Zjednoczonych, w stanie Missouri, w hrabstwie Sullivan.

Wsie w stanie Missouri


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Q: query results from 4 different tables with only 1 known value right now im working on a query and for my brain this is an overload since i just started php and mysql.
I have 4 tables "Seminar, subscription, unsubscription, user" and i need a little data from all of them.
"Seminar, title", "subscription, active, datetime", "user, firstname, lastname" and "unsubscription, reason" Now I have only 1 value that i can use to get all this data and this is the seminar ID now i was wondering if that is enough to get the data from all tables.
Im really lost I hope someone can help me through this mess.
Thanks in advance
I got a little knowledge from inner joins, left joins etc.
Here is my ERD
http://img594.imageshack.us/img594/8923/erdk.png

A: How does this look? Typed on ipad so sorry for typos.
Select
    Sem.title,
    Sub.active,
    Sub.datetime,
    U.firstname,
    U.lastname,
    Unsub.reason

  From
    seminar sem

    Inner join  Subscription sub  on sub.seminar_id = sem.id

    Inner join user u on sub.user_id = u.id

    Left join unsubscription unsub on sub.Id = unsub.subscription_id

   Where
     Sem.id = your-search-value-here

I'm assuming there won't always be an unsubscription, so this is a left join on to that table.
All others are inner... Meaning a subscription isn't complete without a user AND a seminar.
But If you want details about a seminar, regardless of if a user is subscribed, then your join to user should be changed from INNER to LEFT too.
And If a seminar can exist without ANY subscriptions, and you want such seminars included in the results, you should also change the join on subscriptions to be LEFT.
Note that Any fields selected from a left joined table, where no result was acquired on that table for that seminar, will be null.

redpajama_set_name: RedPajamaStackExchange


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* Update minimum Ruby version to 2.6 ([#18444](https://github.com/googleapis/google-cloud-ruby/issues/18444))

### 0.36.2 / 2021-07-08

#### Documentation

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#### Bug Fixes

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### 0.36.0 / 2021-03-10

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### 0.35.0 / 2021-01-13

#### Features

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### 0.34.0 / 2020-09-16

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This release requires Ruby 2.4 or later.

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### 0.31.1 / 2019-08-23

#### Documentation

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### 0.31.0 / 2019-02-12

* Add parent resoure to `Project`:
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### 0.30.3 / 2018-09-20

* Update documentation.
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* Fix circular require warning.

### 0.30.2 / 2018-09-12

* Add missing documentation files to package.

### 0.30.1 / 2018-09-10

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### 0.30.0 / 2018-06-22

* Update Policy, protect from role duplication.
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### 0.29.0 / 2018-02-27

* Support Shared Configuration.
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### 0.28.0 / 2017-11-14

* Add `Google::Cloud::ResourceManager::Credentials` class.
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### 0.25.0 / 2017-06-01

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### 0.24.1 / 2017-04-06

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### 0.21.0 / 2016-10-20

* New service constructor Google::Cloud::ResourceManager.new

### 0.20.1 / 2016-09-02

* Fix for timeout on uploads.

### 0.20.0 / 2016-08-26

This gem contains the Google Cloud Resource Manager service implementation for the `google-cloud` gem. The `google-cloud` gem replaces the old `gcloud` gem. Legacy code can continue to use the `gcloud` gem.

* Namespace is now `Google::Cloud`
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