A couple of months ago the lovely Francesca from Francesca Secolonovo Photography ran a competition with Mr & Mrs Unique for one lucky couple to win their wedding photography. Winners would also get a engagement shoot; this was so they could meet up beforehand and get use to being in front of the camera.
They decided to meet Francesca for their pre wedding shoot at Brixton Skate Park as they both love the bmx and skateboarding scene… turned out to be just the perfect location for them!
When planning your photography for your wedding, do take advantage of scheduling in the pre wedding shoot. I always recommend one to my couples and it's something I offer to all.
I know as a couple you are both very busy planning the big event and sometimes you may think your too busy to book this in, or you might not even initially be interested in it. But I think it's so beneficial to find a location that you like, find a day when you're all available and go and shoot for a few hours.
Getting to know your photographer is essential just like I think I love getting to know my couples. I think getting to know each other that little bit better makes the whole experience just that little bit more enjoyable. Trust me when you feel comfortable in front of your photographer you will get way better images. You pose moments which are then genuine, authentic and that can be seen in your image.
You might have never been in front of a camera before. You might be worried about that to do and how to pose. The engagement shoot gives you an insight on how your photographer works and is good practise let's say before the big day. He/she will guide you and 9 times out of 10 you will come out from your shoot feeling excited for the day with a lot more confidence in front of the camera.
Having your photographer there it is always a good opportunity to ask any questions or concerns you might have.
This is the time to get your creative juices flowing! You don't just have to go to a field or a park for your shoot. You can go somewhere that might be special to you both. Maybe where you had your first date, or where you proposed. This is a great time to get out of your comfort zone and have fun. I always say… yes it's my job to capture beautiful images. BUT you also have to play game… this is why getting to know each other is so important because it also helps to make you feel more comfortable and confident in front of the camera. At the end of the day it's just about sharing ideas and having fun in the process.
You get pre wedding images you can use for save the date cards or even if you have already that those out, who doesn't love a fancy new Facebook profile picture.
Ok folks, I hope that's got you excited to get your engagement shoots booked!! Just don't forget to have fun!
A huge thank you to Francesca, Anneka and Stephen… Look forward to seeing your wedding day!
Lovely engagement shoot. Congratulations to Anneka and Stephen and all the best to them in the future.


text:
Oxyomus is a genus of aphodiine dung beetles in the family Scarabaeidae. There are at about 25 described species in Oxyomus, found in Europe, Asia, Africa, and North America.

Species
These 25 species belong to the genus Oxyomus:

 Oxyomus aciculatus Schmidt, 1909
 Oxyomus arunae Stebnicka, 1985
 Oxyomus bremeri Stebnicka, 1982
 Oxyomus cameratus Schmidt, 1908
 Oxyomus costulatus (Fairmaire, 1849)
 Oxyomus debilis (Harold, 1877)
 Oxyomus inaequalis Lansberge, 1886
 Oxyomus ishidai Nakane, 1977
 Oxyomus jucundulus (Péringuey, 1901)
 Oxyomus kiuchii Masumoto, 1991
 Oxyomus kocoti Minkina, 2018
 Oxyomus malgorzatae Minkina, 2016
 Oxyomus mariateresae Dellacasa, Dellacasa & Gordon, 2014
 Oxyomus masumotoi Nomura, 1973
 Oxyomus mencli Minkina, 2016
 Oxyomus miliaris (Schmidt, 1908)
 Oxyomus nanxiensis Masumoto, Kiuchi & Wang, 2018
 Oxyomus nowaki Minkina, 2016
 Oxyomus nubigenus Petrovitz, 1968
 Oxyomus setosopunctatus Schmidt, 1911
 Oxyomus simillimus Schmidt, 1908
 Oxyomus sylvestris (Scopoli, 1763)
 Oxyomus taipingensis Masumoto, Kiuchi & Wang, 2014
 Oxyomus thailandicus Masumoto, 1991
 † Oxyomus nearcticus Wickham, 1914

References

Scarabaeidae
Scarabaeidae genera
Taxa named by Pierre François Marie Auguste Dejean

redpajama_set_name: RedPajamaWikipedia


text:
'Flame' malware burns through cyberspace
Queena Kim May 30, 2012
https://www.marketplace.org/2012/05/30/flame-malware-burns-through-cyberspace/
Stacey Vanek Smith: As you may have heard, there's a newly identified cyber-menace on the loose. The malware called Flame can basically spy on everything a computer user is doing. Right now, it appears confined to state-sponsored espionage in the Middle East.
But as Queena Kim reports, cyber security threats always trickle down to business.
Queena Kim: Flame can steal documents, takes screenshots and lift data from cellphones that use bluetooth. It's the mobile part that businesses should be especially concerned about, says Harry Sverdlove He's the chief technology officer at cybersecurity company Bit9.
Harry Sverdlove: You have to now think of about all of your employees as potentially bugged employees.
Sverdlove says companies have focused on protecting computers, but are now realizing they're also at risk in the mobile world.
Sverdlove: When threats like this occur and business is good.
And it may get better. Gary McGraw is the Chief Technology Officer with the cyber-security company Cigital.
Gary McGraw: Now that this attack has been identified, people are going to copy it.
And people like McGraw will make it their business to try and stop it.
In San Francisco, I'm Queena Kim for Marketplace.
White House seeks to plug cybersecurity job hole
U.S. officials warn tech companies of foreign threats in five key areas
Why this ransomware attack is more alarming than the last
Hospitals could be doing more to prevent cyber attacks
5 things to know about the Huawei indictments
China's state-sponsored industrial espionage is part of a larger system

redpajama_set_name: RedPajamaCommonCrawl


To align with the UN Climate Change Conference in Marrakech in November, the UN Food and Agriculture Organisation decided to shed light on the impact of climate change on food security. The UN World Food Day reminds us that as resources become increasingly scarce, the food chain must adapt. From declining global water supplies and quality to soil degradation, the consequences of climate change certainly impact food production and security.
Further impacting food security is the fact that over 1/3 of food produced worldwide is either lost or wasted. This is where microbial technologies play a critical role.
For example, employing microbial control technologies can help combat micro-organism contamination at food production facilities. This includes using technology to sanitize irrigation water used on crops and to clean cleaning food containers and packaging.
Eliminating harmful bacteria and other organisms is essential for maintaining a high degree of hygiene throughout the food production chain and for safeguarding a sustainable, plentiful and affordable supply of food.


(CBT) for eating disorders called multistep CBT-E (Enhanched). The treatment, derived from the transdiagnostic cognitive behavior theory of eating disorders, extends the range of applicability of standard CBT-E. It is designed to be applicable to three different levels of care (outpatient, intensive outpatient, inpatient), and to eating disorder patients of all diagnostic categories, ages, and BMI categories. Distinguishing multistep CBT-E is the adoption of a multi-step approach conducted by a multidisciplinary CBT-E team including psychologists, dietitians, and physicians, the inclusion of a family module for patients under eighteen years old, and the use of assisted eating and group sessions, in adjunct to individual psychotherapy in the intensive levels of care. The first eight chapters provide an overview of eating disorders, the cognitive behavior theory of eating disorders, how to build a CBT-E multidisciplinary team, how patients are assessed and prepared for the treatment, the general organization, procedures, and strategies involved in the three steps of multistep CBT-E treatment, and how multistep CBT-E can be adapted for adolescents. In order to highlight the flexibility of the multistep CBT-E approach, Section Two of the book provides a detailed description of three treated clinical cases. The first case illustrates how outpatient CBT-E was adapted to treat a professional sportswoman affected by an eating disorder; the second describes the procedures and strategies applied in intensive outpatient CBT-E to treat a patient who did not improve with standard outpatient CBT-E; and the third case illustrates the procedures and strategies typically applied in inpatient CBT-E and shows how it can be used to help a patient with a longstanding eating disorder who has failed to respond to several outpatient treatments. Each chapter gives a general description of the case in question and details the main procedures, strategies, and tools used from the assessment stage through to discharge. In addition, abridged transcripts of relevant clinical sessions are included, to give interesting insight into the practical implementation of multistep CBT-E, and the outcomes at the end of the treatment and follow-up are reported.


text:
Cooped Thoughts Politics
Is It Time To Cancel Old White Men?
ByKenneth Cooper
A new paradigm is emerging
I don't know about these old white men anymore. There once was a time when nothing said America like being old, white, and powerful — you know the "good ole days" when you could make a fortune murdering natives and enslaving people, a time when every woman's no was a potential yes.
Privilege is a birthright.
And privilege was an inheritance. Passed down from generation to generation. Old. White. Men. Yes. They were the mighty. They were the powerful.
Former LSU coach Les Miles
Their privilege ran deep and long. So deep and for so long that even somebody as incompetent as Les Miles benefited. Imagine good ole Les, bumbling head coach of LSU's football team. AKA overseer of a bunch of black bodies and renowned grass eater. There he is, running off the field after blowing another game. What was going through his head?
Was he thinking about getting fired?
Was he thinking about meeting his wife for dinner? No. He was thinking about his usual routine — going home to try to have sex with the babysitter. Will she put out tonight? Maybe. But if she refuses, he can just fire her and hire another one. The good ole days. Any sign of trouble, and LSU covered it up for him. The privilege was extended to many old white men in his position. You should google them. They were like invincible.
But nobody embodied old, white, and privileged like Donald Trump. Nobody. Believe me. Donald is the epitome, the standard for all to aspire. "One day I'm out grabbing p*ssy," he once said, "next thing you know I'm president. Who could've ever thunk it. There I was though, in one tweet setting off bombs in a foreign country, and in another, telling three brown skinned women to go back to where they came from. It was awesome. I felt like my great grandfather. Somebody tried to tell me, Hey Donald, you know they're from America, right? I just looked at him. I was like, Um…not our America."
What a man. Kids went to school with Trumpy Bears in their book sacks. Dads packed Trump steaks in their lunch boxes. Old. White. Privileged. Call yourself an American? You had to be a white man.
Times are changing
But apparently times are changing. People have become more "sensitive" these days. Softer. We now find ourselves under the paradigm of a new generation. Cancel culture. All they want to do is cancel things they find offensive or no longer useful. And old white men have become a mixture of both the former and the latter. The fallout has been devastating. Twenty years ago, a white man could get a blow job in the Oval Office and still remain president. Now a days, New York governor Andrew Cuomo has to apologize for asking his assistant to play strip poker.
Their direct and dominant power is slowly being disassembled and diffused. Joy Reid said it best: an old white man today would probably give up all the tax cuts in the world just to be able to walk around and say the n-word in public.
Coca Cola Asks Employees to be less White
A shame. Men who once personified the American Dream, now reduced to dreams. These days, they're even bussed to seminars. The instructors teach how to be less white — by minorities of all people. Coca Cola is even in on it. Next thing you know, schools will require students to read about White Fragility. And the first thing a white man will be required to do after waking up in the morning is wash his face, look in the mirror, and apologize. Who wants to aspire to that? That's not a dream. It's a nightmare.
There were nights I often dreamt of becoming an old white man. Becoming one was the crowning achievement of our society, a position of power and privilege. But now, they don't even have a monopoly on Mr. Potato Head, let alone Santa or Jesus. In its present condition, an old white man is not even a concept Michael Jackson or Sammy Sosa would find appealing. So, I hate to say it, but so long old white man. My dream has not been deferred. It is outright cancelled.
Stockton's Basic-Income Experiment Pays Off
LAWMAKERS UNMASKING THE TRUTH ABOUT THE INSURRECTION
By Kenneth Cooper
One thought on "Is It Time To Cancel Old White Men?"
Nelson Woods says:
Kenneth Cooper, the truth is, you are spot on. The sad truth is, two many old white me are still in congress and other pillars of our society. Tommy Tuberville has no business being a United State Senator, that old white man is a clueless idiot.


A Global Excellence Seminar with Professor Ingolf Sack entitled: "Elastography by time harmonic shear waves in MRI and ultrasound".
Ingolf Sack is an expert in MR and ultrasound-based elastography and has done both clinical and pre-clinical work.
The Global Excellence Seminar will be held on Thursday 22 March 2018 at 10:00 o'clock in the MR Conference Room.


Your company's long-term strategic advantage relies on strong leadership at all levels. But as veteran baby boomer leaders retire, you're losing decades of priceless leadership experience. In CLG's recent study of 54 large corporations across seven industries, a majority cited leadership talent pipeline gaps as a critical issue. Many chief human resources officers and global talent executives acknowledge they're lagging in this area, and it is hurting them.
Gen Xers have patiently waited to assume leadership, and behind them a tidal wave of potential millennial leaders is swelling. So, the challenge is to accelerate upcoming talent development. HR departments are rushing to do so, but many organizations have a five-to-seven-year leadership development time frame, and companies can't wait that long.
Fortunately, you already possess your "secret weapon" for developing leadership talent: your current leaders. They have direct knowledge of what is needed for the job. They are available daily. They interact with high-potentials throughout their progression. They already track performance and coach individuals with in-the-moment feedback. This places these experienced leaders in an optimal position to help HR and the organization develop talent, in place, right now. It is the coaching, feedback, and learning opportunities they create that can accelerate development of emerging leaders.
When leaders are selected not only for their technical skills, but also for their ability to grow the next generation of leaders.
When observing and coaching others is made a core part of each leader's role, and observing and coaching is rewarded.
When leaders are held accountable for identifying and developing talent.
Leaders at every level can — and must — drive leadership development, because it's not just a staffing issue. It's about having the right leaders in place to execute strategy. When new leaders are ill-prepared, their teams suffer poor focus and misalignment, and execution falters.
Unfortunately, leaders often struggle with observing, coaching and supporting emerging leaders, which creates inconsistency in how effectively they develop their direct reports. Some leaders don't realize it is part of their job. Some lack the skills or awareness of how to do it. Many need to be shown what specifically to do — what their behaviors must be. HR plays a critical role in assisting with the effort.
Strategic talent mindset — they're naturally focused on strategic talent.
Talent identification — they're good at spotting leadership talent.
Creating development opportunities — they proactively seek/create opportunities that stretch the emerging leader's capacity.
Coaching skills — they provide feedback and guide emerging leaders through key learning experiences.
Interpersonal awareness — they listen well and understand what drives the emerging leaders.


The friendly and knowledgeable staff in the Rolling Meadows-East branch will work closely with their customers throughout the loan process to ensure a smooth transaction. They provide accurate and timely communications, quick on-time closings and look forward to the opportunity to earn your business.
Scott Was amazing he pulled this off this loan.. we had a couple of bumps but he was very qualified knew what he was doing at all times .. I'm very grateful for Platinum ..
Cuau was recommended to me by a friend. It was my first time buying a house and I had a lot of questions. Cuau was always available and ready to explain patiently anything I needed to know. The offered conditions were excellent and the treatment I received from Platinum Home Mortgage was very professional. I'm very happy with my new house and would highly recommend Cuau and his team!
Scott Manit and Platinum Mortgage did a great job helping us secure the mortgage for our new house. I would highly recommend Platinum mortgage.
Jason did a great job. Yes i would recommend people to go to him. He was very personal and did a great job. And got me approved very quick. Thanks again.
Jason went above and beyond to get me approved. I will be sending anyone I know, that is looking for a home mortgage, his way!!
Jason was very laid back and easy to talk to. He made us feel very comfortable, almost as if we were just doing business with an old friend. The process was as smooth as can be, as for buying a house goes. He was available at all times and were were very happy with the process as a whole.
Jason was extremely helpful, so much so that he even went out his way to do as much as he could for my family. When others said they couldn't help me Jason was there and did more than enough. When you don't understand something, or are a little lost he breaks it down for you to understand. He's very thorough, and understanding. He'll go out of his way to make things work for you and your schedule. When looking to buy a home, he is the go to guy. Jason is more than just someone helping you buy your first home, he's a friend.


text:
Q: Android: set just one padding of textview programmatically I want to set the top padding of a textview programmatically. I know you can do this with the method setPadding(). But the problem is that this method requires 4 parameters: left, top, right, bottom. I don't want to change the left, right and bottom, I just want to change the top padding.
Is that possible?

A: use
    yourTextView.setPadding(0, 10, 0, 0);

Adjust only the parameters you need and set the other ones to zero.
If you need to preserve other existing paddings, use yourView.getPaddingLeft(), yourView.getPaddingTop() and so on.

A: I usually create a simple utility method just to not forget, or misplace the other paddings:
public static void setPaddingLeft(View v, int leftPaddingDp) {
    int leftPaddingPx = dpToPx(leftPaddingDp);
    v.setPadding(leftPaddingPx, v.getPaddingTop(), v.getPaddingRight(), v.getPaddingBottom());
}

To be used later like this, supplying dp units, as if would in xmls:
Utils.setPaddingLeft(myExampleTextView, 10)

A: Kotlin Extension Solution
You can add an extension variable like this for each of the specific sides.
inline var View.topPadding: Int
    get() = paddingTop
    set(@Px value) = setPadding(paddingLeft, value, paddingRight, paddingBottom)

// Then call
myView.topPadding = 10 // px

If you want to use dp instead of px, add something like this:
inline var View.rightPaddingDp: Float
    get() = TypedValue.applyDimension(TypedValue.COMPLEX_UNIT_DIP, paddingRight.toFloat(), resources.displayMetrics)
    set(value) {
        val rightPx = resources.displayMetrics.density * value
        setPadding(paddingLeft, paddingTop, rightPx.toInt(), paddingBottom)
    }

myView.rightPaddingDp = 10 // dp

To handle horizontal or vertical, do something like this. Note that the getter result wouldn't make sense, so you can disable it.
inline var View.horizontalPadding: Int
    get() = throw UnsupportedOperationException("No getter for property")
    set(@Px value) = setPadding(value, paddingTop, value, paddingBottom)

To use start or end and correctly handle RTL languages, you'll need to add this:
inline val View.isLtr get() = SDK_INT < 17 || layoutDirection == View.LAYOUT_DIRECTION_LTR

inline var View.startPadding: Int
    get() = if (isLtr) paddingLeft else paddingRight
    set(@Px value) {
        val left = if (isLtr) value else paddingLeft
        val right = if (isLtr) paddingRight else value
        setPadding(left, paddingTop, right, paddingBottom)
    }

Bonus: Make an equivalent that takes a res. i.e. topPaddingRes

A: You can also use this
setPadding(view, 500, Padding.TOP);

with help of a @IntDef definition:
public static void setPadding(View view, int padding, @Padding.Direction int direction) {
    switch (direction) {
        case Padding.LEFT:
            view.setPadding(padding, view.getPaddingTop(), view.getPaddingRight(), view.getPaddingBottom());
            return;
        case Padding.RIGHT:
            view.setPadding(view.getPaddingLeft(), view.getPaddingTop(), padding, view.getPaddingBottom());
            return;
        case Padding.TOP:
            view.setPadding(view.getPaddingLeft(), padding, view.getPaddingRight(), view.getPaddingBottom());
            return;
        case Padding.BOTTOM:
            view.setPadding(view.getPaddingLeft(), view.getPaddingTop(), view.getPaddingRight(), padding);
            return;
        default:
    }
}

public static class Padding {
    @IntDef({Padding.LEFT, Padding.RIGHT, Padding.TOP, Padding.BOTTOM})
    @Retention(RetentionPolicy.SOURCE)
    public @interface Direction {}
    public static final int LEFT = 0;
    public static final int RIGHT = 1;
    public static final int TOP = 2;
    public static final int BOTTOM = 3;
}

A: Below code is working fine.
float scale = getResources().getDisplayMetrics().density;
int dpAsPixels = (int) (sizeInDp*scale + 0.5f);

A: A kotlin View extension to set any combination of the edges to the same value at one go for any View type:
enum class Edge{
    TOP,
    LEFT,
    BOTTOM,
    RIGHT
}
fun View.padding(edges:Set<Edge>, value:Int){
    var top    = paddingTop
    var left   = paddingLeft
    var bottom = paddingBottom
    var right  = paddingRight
    for(edge in edges){
        when(edge){
            Edge.TOP    -> top    = value
            Edge.LEFT   -> left   = value
            Edge.BOTTOM -> bottom = value
            Edge.RIGHT  -> right  = value
        }
    }
    setPadding(left, top, right, bottom)
}

Example:
someView.padding(setOf(Edge.RIGHT, Edge.LEFT), 50)

A: Use updatePadding:
val top = resources.getDimensionPixelOffset(R.dimen.padding)
textView.updatePadding(top = value) // value in pixels

redpajama_set_name: RedPajamaStackExchange


text:
Q: Can I amend one data sheet to match another data frame's ID that are almost similar? I have multiple data frames to compare. My problem is the product IDs. one is set up like:

*

*000-000-000-000

*Vs

*000-000-000

(gross)
I have looked on here, reddit, YouTube, and even went deep down the rabbit hole trying .join,  .append, some other method I've never seen before, or even understand yet. Is there a way(or even better some documentation I can read on to learn this) to pull the Product ID from the Main excel sheet, compare it to the one(s) that should match. Then i will more than like make the in place ID across all sheets. That way I can use those IDs as the index and do a side by side compare of the ID to row data? Each ID has about 113 values to compare. That's 113 columns, but for each row if that make sense
Example: (colorful columns is main sheet that the non colored column will be compared to)

additional notes:
The highlighted yellow IDs are "unique", and I wont be changing those but instead write them to a list or something and use an if statement to ignore them when found.
Edit:
so I wrote this code which is almost perfect what I need to do with this.
It takes out the "-" which I apply to all my IDs. Just need to make a list of ID that are unique to skip over on taking away the zeros
dfSS["Product ID"] = dfSS["Product ID"].str.replace("-", "")

Then this will only list the digits up to 9 digits, except the unique IDs
dfSS["Product ID"] = dfSS["Product ID"]str[:9]

Will add the full code below here once i get it to work 100%
I am now trying to figure out how to say somethin like
lst =[1,2,3,4,5]
if dfSS["Product ID"] not in lst:
   dfSS["Product ID"] = dfSS["Product ID"].str.replace("-", "").str[:9]

This code does not work but everyday I get closer and closer to being able to compare these similar yet different data frames. the lst is just an example of a 000-000-000 Product IDs in a list that I do not want to filter at all. but keep in the data frame

A: If the ID transformation is predictable, then one option is to use regex for homogenizing IDs. For example if the situation is just removing the first three digits, then something like the following can be used:
df['short_id'] = df['long_id'].str.extract(r'\d\d\d-([\d-]*)')

If the ID transformation is not so predictable (e.g. due to transcription errors or some other noise in the data) then the best option is to first disambiguate the ID transformation using something like recordlinkage, see the example here.

A: Ok solved this for every Product ID with or without dashes, #, ltters, etc..
(\d\d\d-)?[_#\d-]?[a-zA-Z]?

(\d\d\d-)? -This is for the first & second three integer sets, w/ zero or more matches and a dashes (non-greedy)
[_#\d-]? - This is for any special chars and additional numbers (non-greedy)
[a-zA-Z]? - This, not sure why, but I had to separate from the last part due to it wouldn't pick up every letter. (non-greedy)
With the above I solved everything I needed for RE.
Where I learned how to improve my RE skills:
RE Documentation
Automate the Boring Stuff- Ch 7
You can test you RE's here
Additional way to show this. Put this here to show there is no one way of doing it. RE is super awesome:
(\d{3}-)?[_#\d{3}-]?[a-zA-Z]?


text:
The 700 Club with Pat Robertson
Today's Show
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Join The 700 Club
DISCUSS ON MYCBN
Have you experienced the presence of God?
Ron DiCianni: Painting the Resurrection?
Become a CBN partner and receive The Transforming Word: Verses to Overcome Fear and Experience Peace, our special DVD/CD gift to you.
CBN Partners are making a difference sharing the Gospel of Jesus Christ. Find out how.
Watch Lee's Amazing Story Now!
The Case for Grace
www.leestrobel.com
Are you ready to give your life to Jesus?
Post your prayer requests here.
AMAZING STORY
Author Lee Strobel Makes "The Case for Grace"
By Shannon Woodland
CBN.com- Christian apologist and bestselling author Lee Strobel has dedicated his life to proving the claims of Christianity are true. After more than 30 years, he couldn't imagine anything that would make him question his own faith. Then at 59, an unlikely cascade of medical issues brought him to the edge of death and he got a glimpse of life without God.
Lee says, "There was such a sense of despair and such a sense that if God had abandoned me, then truly there is no hope. And in my mind I was convinced that He walked the other way."
It started when Lee developed complications following a routine heart procedure. But they were undetected, and his kidneys began shutting down. It was also affecting his mind.
"It was over a period of time that I was getting increasingly irrational and mentally confused," Lee recalls. "I started to become paranoid. I imagined my wife was leaving me, my children were leaving me, my friends were leaving me. All these terrible things were befalling me, in my mind. Emotionally I was going through them just like they were really happening."
Then it got worse when Lee had an allergic reaction to some medication he took for a problem with his voice. The episodes intensified. One was especially vivid.
Lee remembers, "I started to hallucinate. I started to descend into hell in my mind. The room got cold and clammy and dark. I began to see demons. I was unable to move. I looked up at the clock and the clock was going backwards. The emotion was, 'this is forever. There is no escape. There is no hope. There is no relief. This is what forever will be like.' When you emotionally come to that place, you are just consumed by fear, by dread, by anxiety. I wish I could say my automatic reaction was to seek after God. The truth is, I had the opposite reaction. I believed that God had walked away from me and that I was no longer His son."
The hallucination ended, but Lee's health and mind continued to slip. A few days later, his wife found him unconscious.
"I woke up and there was a doctor there and he looked at me and he said, 'you're one step away from a coma, two steps away from dying.'"
Doctors discovered that Lee's blood sodium level was critically low and his kidneys were badly damaged. They started treatments but the recovery would take time. Later, his son came to be with him, and to pray.
"And I didn't want to pray with him because I still was recovering. I still was mentally confused to the degree that I thought God had walked away from me. He said, 'You want to reconnect with God, don't you?' And I said, 'yes.' He took me down a journey and the pathway was to strip myself of the pretenses that you present when you go to God. In other words, we cling to our identity as a dad or a mom, or a successful person, or a homeowner and he helped me kinda strip that away, that I wasn't a husband at that point. I wasn't a father. I wasn't a grandfather. I wasn't an author. I wasn't a pastor; to get to the point where it was just me…and God. And that's when it struck me, 'wait a minute. I've been under the illusion that I've lost everything. And you know what? So what! What if I lost all my money? What if I lost my freedom? What if my friends walked out on me?' Ultimately I realized I have Jesus Christ and that's enough. The grace of God is enough."
Although Lee did lose one of his kidneys, he came away with an understanding of God's grace he never had before. He shares his experience and more in his new book The Case for Grace.
Lee says, "I don't want to go back to the point where I'm connecting with God as someone who's got it all figured out. My relationship with God is nothing but His gracious love for me; never deserving it, never meriting it. And when I have nothing to show to Him, when I don't have the accomplishments and the bank account and the family and all these wonderful things that have happened over the years since I've been a Christian, you know what? (It) doesn't matter. (It) doesn't matter because ultimately all that really matters is me and God."
© 2023 The Christian Broadcasting Network, Inc., A Non-profit 501 (c)(3) Charitable Organization. Terms of Service. Privacy Policy.


text:
Home+50 Sports Swimming European Championships 1970 - Results Men
Other Sports - Home
Swimming - Home
Swimming - 1970
05/09 - European Championships
Paralympic Winter Games
Summer Universiade
Summer Youth Olympic Games
Winter Universiade
Boules Sports
Cycle Ball
Fistball
Indoor field hockey
Roller in-line hockey
Amateur Boxing
Freestyle wrestling
Artistic roller skating
Basque pelota
Boules Lyonnaise
Dance Sports
Draughts
Other Billiard Sports
Sand Yachting
Results of a sportsman / sportswoman
Swimming - European Championships - 1970
Choice of a season : 2022 2021 2018 2016 2014 2012 2010 2008 2006 2004 2002 2000 1999 1997 1995 1993 1991 1989 1987 1985 1983 1981 1977 1974 1970 1966 1962 1958 1954 1950 1947 1938 1934 1931 1927 1926
European Championships - Results Men 1970
Spain - Barcelona - 5 September 1970 - 13 September 1970
Men's 100 m freestyle - 6 September 1970
1 Michel Rousseau (FRA) 52.9
2 Roland Matthes (DDR) 53.5
3 Georgijs Kulikovs (LAT) 53.7
4 Leonid Ilyichev (URS) 53.7
5 Gilles Vigne (FRA) 54.1
6 István Szentirmay (HUN) 54.5
7 José Antonio Chicoy (SPA) 54.7
8 Lutz Unger (DDR) 55.0
Men's 100 m breaststroke - 6 September 1970
1 Nikolay Pankin (URS) 1:06.8
2 Roger-Philippe Menu (FRA) 1:07.8
3 Rolf Klees (FDR) 1:08.1
4 Egon Henninger (DDR) 1:08.6
5 Thomas Aretz (FDR) 1:08.7
6 Vladimir Kosinskiy (URS) 1:08.9
7 Pedro Balcells (SPA) 1:09.4
8 Thomas Johnsson (SWE) 1:09.6
1 Gunnar Larsson (SWE) 4:02.6
2 Hans-joachim Fassnacht (FDR) 4:03.0
3 Santiago Esteva (SPA) 4:08.3
4 Wolfram Sperling (DDR) 4:10.1
5 Antonio Corell (SPA) 4:12.9
6 Wilfried Hartung (DDR) 4:13.7
7 Sverre Kile (NOR) 4:14.6
8 Aleksandr Samsonov (URS) 4:14.7
Men's 100 m butterfly - 7 September 1970
1 Hans Lampe (FDR) 57.5
2 Udo Poser (DDR) 57.9
3 Vladimir Nemshilov (URS) 58.0
4 Alain Mosconi (FRA) 58.0
5 Lutz Stoklasa (FDR) 58.0
7 Viktor Sharygin (URS) 58.6
8 Ulf Gustavsen (NOR) 58.8
Men's 400 m medley - 8 September 1970
3 Matthias Pechmann (DDR) 4:40.6
4 Michael Holthaus (FDR) 4:43.5
5 Hans Ljundberg (SWE) 4:43.8
6 András Hargitay (HUN) 4:45.4
7 Martin Woodroffe (GBR) 4:51.1
8 Bertram Turpe (DDR) 4:53.7
Men's 4x100 m medley - 8 September 1970
1 East Germany (Roland Matthes, Klaus Katzur, Udo Poser, Lutz Unger) 3:54.4 (WR)
2 France (Jean-Paul Berjeau, Roger-Philippe Menu, Alain Mosconi, Michel Rousseau) 3:57.6
3 Soviet Union (Viktor Krasko, Nikolay Pankin, Vladimir Nemshilov, Leonid Ilyichev) 3:58.0
4 West Germany (Ralf Beckmann, Rolf Klees, Hans Lampe, Gerhard Schiller) 3:59.0
5 Spain (Santiago Esteva, Pedro Balcells, Arturo Lang Lenton, José Antonio Chicoy) 3:59.4
6 Sweden (Hans Tegeback, Thomas Johnsson, Bo Westergren, Göran Jansson) 4:05.1
7 Hungary (Laszlo Cseh, Martón Csinger, István Szentirmay, Csaba Csatlós) 4:05.3
8 Great Britain (Michael Richards, David Wilkie, Michael Bailey, Malcolm Windeatt) 4:09.2
Display Full results
3 Georgijs Kulikovs (LAT) 1:56.6
4 Michel Rousseau (FRA) 1:57.0
5 Lutz Unger (DDR) 1:57.4
6 Vladimir Bure (URS) 1:58.5
7 Zbigniew Pacelt (POL) 2:00.1
8 Marian Slavic (ROM) 2:00.7
Men's 100 m backstroke - 9 September 1970
2 Santiago Esteva (SPA) 59.9
3 Bob Schoutsen (NED) 1:00.4
4 Volker Werner (DDR) 1:00.7
5 Michael Richard (GBR) 1:00.9
6 Laszlo Cseh (HUN) 1:01.1
7 Ejvind Pedersen (DEN) 1:01.5
8 Viktor Krasko (URS) 1:01.7
Men's 200 m breaststroke - 10 September 1970
1 Klaus Katzur (DDR) 2:26.0
3 Walter Kusch (FDR) 2:28.2
8 Steffen Kriechbaum (AUT) 2:31.8
Men's 4x100 m freestyle - 10 September 1970
1 Soviet Union (Vladimir Bure, Viktor Mazanov, Georgijs Kulikovs, Leonid Ilyichev) 3:32.3
2 West Germany (Gerhard Schiller, Rainer Jacob, Helge Folkert Meeuw, Hans-joachim Fassnacht) 3:34.1
3 East Germany (Roland Matthes, Lutz Unger, Frank Seebald, Udo Poser) 3:34.6
4 France 3:35.2
5 Spain 3:37.9
6 Italy 3:40.1
7 Hungary 3:40.6
8 Norway 3:41.4
Men's 1500 m freestyle - 11 September 1970
1 Hans-joachim Fassnacht (FDR) 16:19.9
2 Werner Lampe (FDR) 16:25.6
3 Santiago Esteva (SPA) 16:35.7
4 Wolfram Sperling (DDR) 16:46.1
5 Antonio Corell (SPA) 16:51.2
6 Sverre Kile (NOR) 16:56.6
7 András Hargitay (HUN) 17:21.1
8 Karl-Rudiger Mann (DDR) 17:22.9
Men's 200 m butterfly - 11 September 1970
1 Udo Poser (DDR) 2:08.0
2 Helge Folkert Meeuw (GER) 2:08.2
3 Hartmut Flöckner (DDR) 2:09.6
4 Alain Mosconi (FRA) 2:10.1
5 Vladimir Nemshilov (URS) 2:10.4
6 Sergey Konov (URS) 2:11.0
8 John Mills (GBR) 2:13.0
Men's 200 m backstroke - 12 September 1970
1 Roland Matthes (DDR) 2:08.8
7 Jean-Paul Berjeau (FRA) 2:14.9
8 Norbert Verweyen (FDR) 2:14.9
Men's 200 m medley - 12 September 1970
3 Hans Ljungberg (SWE) 2:14.3
4 Mikhail Sukharev (URS) 2:15.0
6 Michele d'Oppido (ITA) 2:15.3
7 Vladimir Kravchenko (URS) 2:16.0
8 Martón Osinger (HUN) 2:17.6
1 West Germany (Werner Lampe, Olaf Von Schilling, Helge Folkert Meeuw, Hans-joachim Fassnacht) 7:49.5
2 Soviet Union (Georgijs Kulikovs, Ahmed Anarbayev, Aleksandr Samsonov, Vladimir Bure) 7:52.8
3 East Germany (Lutz Unger, Wilfried Hartung, Roland Matthes, Udo Poser) 7:54.5
4 Sweden (Gunnar Larsson, Sven Von Holst, Göran Jansson, Bengt Gingsjö) 7:57.7
5 Norway (Ulf Gustavsen, ørjan Madsen, Sverre Kile, Korsvold) 8:02.9
6 France (Pierre Amardeilh, Alain Hermitte, Gérard Letast, Michel Rousseau) 8:05.9
7 Spain (Santiago Esteva, Jorge Comas, Antonio Corell, José Pujol) 8:05.9
8 Great Britain (Raymond Terrell, Malcolm Windeatt, Martin Woodroffe, Michael Baily) 8:12.5
European Championships - Archives
1926 - European Championships
European Championships - Information
Women's 50 m freestyle Men's 50 m freestyle Women's 100 m freestyle Men's 100 m freestyle Women's 200 m freestyle Men's 200 m freestyle Women's 400 m freestyle Men's 400 m freestyle Women's 800 m freestyle Men's 800 m freestyle Women's 1500 m freestyle Men's 1500 m freestyle Women's 50 m backstroke Men's 50 m backstroke Women's 100 m backstroke Men's 100 m backstroke Women's 200 m backstroke Men's 200 m backstroke Women's 50 m breaststroke Men's 50 m breaststroke Women's 100 m breaststroke Men's 100 m breaststroke Women's 200 m breaststroke Men's 200 m breaststroke Women's 50 m butterfly Men's 50 m butterfly Women's 100 m butterfly Men's 100 m butterfly Women's 200 m butterfly Men's 200 m butterfly Women's 200 m medley Men's 200 m medley Women's 400 m medley Men's 400 m medley Women's 4x100 m freestyle 4x100m freestyle mixed Men's 4x100 m freestyle Women's 4x200 m freestyle 4x200m freestyle mixed Men's 4x200 m freestyle Women's 4x100 m medley 4x100 m medley mixed Men's 4x100 m medley
Women's 50 m freestyle : General Informations
First edition : 1987
Editions : 17 (including 2018)
First winner : Tamara Costache
Most wins : Therese Alshammar (4)
Most recent winner : Sarah Sjoestroem


Anyone building a company from the ground up can relate to finding a co-founder as a huge pain point. With our newly launched FounderMatch, entrepreneurs can search for co-founders in their own cities or post their profiles to be discovered by others who could turn out to be a perfect match. You can sort your search by city, industry, area of expertise, and even whether you're looking to join, be joined, or both.
"Where do I find a good co-founder?" is one of our most frequently asked (and hair pulling) questions within Techstars. While we don't filter out applications just because they have a single founder, it does make things more difficult. We look for great, balanced teams who have a full range of skills. We strongly advise single entrepreneurs to seek co-founders who balance their skill set. For example, if you're a strong developer, you might consider adding someone with strong business and/or marketing experience. If you're a great business evangelist with no developer, it's very unlikely we'll accept you into the program, so go find a rock star developer to join you.
So far the system has had many successful matches, including two entrepreneurs who were recently accepted into the current Techstars program in Boulder this summer after finding one another through FounderMatch. We stand by our usual message: If it's good for the entrepreneur, it's good for us. FounderMatch absolutely fits this bill. If entrepreneurs use this to find one another and don't end up applying to our programs, that's okay and we just hope it's useful to them.
Our huge thanks to CoFoundersLab for building this.


It's a five hour drive between Orange in country New South Wales and the University of Newcastle.
Orange Christian School's foray into robotics is part of a wider push to develop the school's STEM curriculum.
For one group of would-be roboticists, it might have been the distance from Earth to Mars.


When driving past a semi-truck, do you expect to see someone at the peak of health and fitness sitting behind the wheel? You will, of course, see a tough and hardworking individual doing a very important job. However, truckers and other people in driving-heavy professions are not always in the greatest shape.
A dashboard littered with fast-food wrappers is almost a tradition for some big-rig operators. In fact, 65% of truckers say it's hard to eat right in their profession, while 35% say it's hard to exercise. With the average trucker age at 55 years and most food on the road coming either fried or deep-fried, habits are deeply ingrained in many drivers. So, why try to change something that has become so rooted in the daily life of many truckers?
First, your life can depend on it. Heart disease is the leading cause of death in the United States, according to the CDC. Nutrition and exercise are by far the best way to keep your ticker ticking, yet 70% of truckers are overweight or obese. Second, even if health problems don't kill you, they can force you out of work, preventing you from providing for yourself or your family. One in five truckers are forced to leave their job due to health-related problems. Finally, taking care of drivers' well-being is good for fleet and transportation companies too, as healthy drivers have lower absenteeism and longer careers; those are huge benefits for an industry experiencing a driver-shortage.
Stock up on healthy food to bring with you, from pre-washed veggies and fruit to lean meat like chicken that you can easily cook on a portable grill.
Folding bicycles and running/walking shoes are simple to stow and provide an easy way to exercise at any rest-stop or parking lot.
Sleep is indispensable to good health, so get as much as possible. Figure out how you can achieve the ideal temperature and noise levels for your rest.
Stimulating your mind with audio books or the radio keeps you more alert and fresh than being bored or obsessively dwelling on any single thought.
Settle your soul by staying in touch with family and friends as much as you can. Find fun ways to connect and keep loved ones updated on your travels.
Your physical and psychological health are intimately connected, so attending to your mind and your heart, as well as your food, exercise, and sleep, is a great way to improve your overall health and well-being.
You can read the full article on healthy habits for drivers here. We also recommend checking out DrivingHealthy.org, which has great information on Eating & Living Healthy and Prevention & Screening, as well as a helpful Resource Center.
What do you think?? How hard is it to stay healthy on the road?? What do you do to eat right and keep in shape?? Let us know in the comments below!!
Is the Tire of the Future Airless??
Potassium is what I've learned that clears arteries. Not eating processed sliced meats.


At iNet Innovation Lab, our Innovation Labs are special, one off events centred around a single issue and designed to inspire collaborative activities that the iNets can actively support. We know that magic happens when we bring people together and set them a challenge, and we are committed to supporting innovation in the region in this way.
Here at iNet Innovation Lab we invite South West businesses, entrepreneurs and university experts to pool their knowledge, skills, ideas and technologies so they can exploit the real gaps in their sector markets. At Innovation Labs people meet to listen to the challenges from highly respected speakers and then come together in expertly facilitated workshops to discuss practical ways to grab those opportunities.
Everyone leaves with new and valuable contacts, a fresh perspective and in the very best of cases a joint proposal for new or innovative applications for their ideas and capabilities. All eligible project proposals are invited to apply for financial support and our excellent free business services.
What do the iNets get out of Innovation Labs? Rick Chapman, Director Microelectronics iNet.
Our next iNet Innovation Lab will take place in Bristol on Tuesday 26 June and will explore Energy Harvesting. Full details will be available on our events page soon.
We provide advice and resources to support small to medium sized microelectronics companies across the South West and help turn business ideas into real products and services. By understanding what it takes to nurture innovation along with the challenges faced by our particular sector, we have created the kind of practical, well targeted support required to make a difference to your business. By connecting and extending our existing networks we create real opportunities for companies in the South West.


text:
Q: cloud-init: What is the execution order of cloud-config directives? What is the order of the directives in the cloud-config section of a cloud-init user-data object. This is important to avoid race type conditions.
I know bootcmd runs early and before runcmd, but is there a good list of the order of all the methods?

A: From https://git.launchpad.net/cloud-init/tree/config/cloud.cfg (thanks to garbelini)
(As of Sep 2017 the above link is incorrect and is now https://git.launchpad.net/cloud-init/tree/config/cloud.cfg.tmpl, see note below)
# The modules that run in the 'init' stage
cloud_init_modules:
 - migrator
 - ubuntu-init-switch
 - seed_random
 - bootcmd
 - write-files
 - growpart
 - resizefs
 - set_hostname
 - update_hostname
 - update_etc_hosts
 - ca-certs
 - rsyslog
 - users-groups
 - ssh

# The modules that run in the 'config' stage
cloud_config_modules:
# Emit the cloud config ready event
# this can be used by upstart jobs for 'start on cloud-config'.
 - emit_upstart
 - disk_setup
 - mounts
 - ssh-import-id
 - locale
 - set-passwords
 - snappy
 - grub-dpkg
 - apt-pipelining
 - apt-configure
 - package-update-upgrade-install
 - fan
 - landscape
 - timezone
 - lxd
 - puppet
 - chef
 - salt-minion
 - mcollective
 - disable-ec2-metadata
 - runcmd
 - byobu

# The modules that run in the 'final' stage
cloud_final_modules:
 - rightscale_userdata
 - scripts-vendor
 - scripts-per-once
 - scripts-per-boot
 - scripts-per-instance
 - scripts-user
 - ssh-authkey-fingerprints
 - keys-to-console
 - phone-home
 - final-message
 - power-state-change

Additionally:
There is configuration merging "The order is the following:
     - cli config files override environment config files
       which override instance configs which override datasource
       configs which override base configuration which overrides
       default configuration."  (see Changelog)
Within the individual generated script directories the scripts are run in the order given by the python "sorted()" builtin
NOTE: although this was correct at the time of answering, looking at the respository (as of Sept 2017)  mentioned above there is now a cloud.cfg.tmpl template file which has slightly different settings for different distros
# The modules that run in the 'init' stage
cloud_init_modules:
 - migrator
 - seed_random
 - bootcmd
 - write-files
 - growpart
 - resizefs
{% if variant not in ["freebsd"] %}
 - disk_setup
 - mounts
{% endif %}
 - set_hostname
 - update_hostname
{% if variant not in ["freebsd"] %}
 - update_etc_hosts
 - ca-certs
 - rsyslog
{% endif %}
 - users-groups
 - ssh

# The modules that run in the 'config' stage
cloud_config_modules:
{% if variant in ["ubuntu", "unknown", "debian"] %}
# Emit the cloud config ready event
# this can be used by upstart jobs for 'start on cloud-config'.
 - emit_upstart
 - snap_config
{% endif %}
 - ssh-import-id
 - locale
 - set-passwords
{% if variant in ["rhel", "fedora"] %}
 - spacewalk
 - yum-add-repo
{% endif %}
{% if variant in ["ubuntu", "unknown", "debian"] %}
 - grub-dpkg
 - apt-pipelining
 - apt-configure
{% endif %}
{% if variant not in ["freebsd"] %}
 - ntp
{% endif %}
 - timezone
 - disable-ec2-metadata
 - runcmd
{% if variant in ["ubuntu", "unknown", "debian"] %}
 - byobu
{% endif %}

# The modules that run in the 'final' stage
cloud_final_modules:
{% if variant in ["ubuntu", "unknown", "debian"] %}
 - snappy
{% endif %}
 - package-update-upgrade-install
{% if variant in ["ubuntu", "unknown", "debian"] %}
 - fan
 - landscape
 - lxd
{% endif %}
{% if variant not in ["freebsd"] %}
 - puppet
 - chef
 - salt-minion
 - mcollective
{% endif %}
 - rightscale_userdata
 - scripts-vendor
 - scripts-per-once
 - scripts-per-boot
 - scripts-per-instance
 - scripts-user
 - ssh-authkey-fingerprints
 - keys-to-console
 - phone-home
 - final-message
 - power-state-change


Despite being declared extinct in 1986, some people think the Tasmanian tiger still exists. We join the search and track down some exclusive lairs along the way.
This entry was posted on Sunday, July 8th, 2012 at 12:00 pm and is filed under Bigfoot Report, Cryptid Cinema, Cryptotourism, Cryptozoology, Extinct, Eyewitness Accounts, Folklore, Pop Culture, Thylacine, Videos. You can follow responses via our RSS 2.0 feed. You can skip to the end and leave a response. Pinging is not allowed.
Certainly some interesting evidence for tas tiger. Fun video. Makes a guy want to go to Tasmania!


text:
Q: How to compress an array of dates to their months? I need to compress the array of dates to their months.
Using the slice method and the library moment.js, I want to compress the array to their months.
Here I get the last date of the month for the current date of the array.
const dateString = moment (lastIndexTemp, "DD.MM.YYYY")
        .endOf ("month")
        .format ("DD.MM.YYYY");

Given such an array with dates and data. I need to squeeze it to months.
const dates   = [
  { date: "26.06.2019", someData: "foo" },
  { date: "27.06.2019", someData: "foo" },
  { date: "28.06.2019", someData: "foo" },
  { date: "29.06.2019", someData: "foo" },
  { date: "30.06.2019", someData: "foo" },
  { date: "01.07.2019", someData: "foo" },
  { date: "02.07.2019", someData: "foo" },
  { date: "03.07.2019", someData: "foo" },
  { date: "04.07.2019", someData: "foo" },
  { date: "05.07.2019", someData: "foo" },
  { date: "06.07.2019",someData: "foo" },
   ...
  { date: "08.08.2019",someData: "foo" }
];

Expected result:
const dates   = [
  { date: "26.06.2019 - 30.06.2019", someData: "foo" },
  { date: "01.07.2019 - 31.07.2019", someData: "foo" },
  { date: "01.08.2019 - 08.08.2019",someData: "foo" }
];

Thanks for the help.

A: Let's cut up this task in to separate parts:
Converting the date strings to momentjs objects
Since the strings in your input data represent dates, let's convert them before we do anything else. I define a helper function to construct new objects that parse the strings to moments:
const DateEntry = ({ date, someData }) => ({
  date: moment(date, "DD.MM.YYYY"),
  data: someData
});

const dateEntries = dates.map(DateEntry); // Now, we can use momentjs for our date logic

Grouping date entries that belong together
Now that we have a list of dates, we can group them by month. I've implemented a quick groupBy helper which you can copy, or you can use one from libraries like underscore or ramda.
To group by month, we pass a function that returns a unique string per month:
const entriesByMonth = groupBy(
  ({ date }) => date.format("MM.YYYY"),
  entries
);

Merging arrays of entries in to one item
Now we're stuck with groups of entries that are in the same date. You want to end up with a flat list of objects, and you want to grasp their range in the date label.
Again, we can define a helper function to convert these groups to objects that are easier to work with:
const EntryRange = ( dateEntries ) => {
  const dates = dateEntries.map(d => d.date);
  const data = dateEntries.map(d => d.data);

  const from = moment.min(dates);
  const to = moment.max(dates);

  return { dates, data, from, to };
};

const ranges = Object.values(entriesByMonth).map(EntryRange);

Now, we have a flat list of objects; one object per month of entries. The objects already know their start and end date!
Converting back to your desired output
All there's left to do, is to write a function that converts the EntryRange object back to your desired format:
ranges.map(({ from, to, data }) => ({
  date: `${from.format("DD.MM.YYYY")} - ${to.format("DD.MM.YYYY")}`,
  data: data[0]
}))

Note that creating the string can utilize momentjs' format method!
Putting it all together
Here's the code in a runnable snippet.

// 1: Raw input data
const dates   = [
  { date: "26.06.2019", someData: "foo" },
  { date: "27.06.2019", someData: "foo" },
  { date: "28.06.2019", someData: "foo" },
  { date: "29.06.2019", someData: "foo" },
  { date: "30.06.2019", someData: "foo" },
  { date: "01.07.2019", someData: "foo" },
  { date: "02.07.2019", someData: "foo" },
  { date: "03.07.2019", someData: "foo" },
  { date: "04.07.2019", someData: "foo" },
  { date: "05.07.2019", someData: "foo" },
  { date: "06.07.2019", someData: "foo" },
  { date: "08.08.2019", someData: "foo" },
  { date: "01.01.2020", someData: "foo" },
];

// 2: Define models
const DateEntry = ({ date, someData }) => ({
  date: moment(date, "DD.MM.YYYY"),
  data: someData
});

const EntryRange = ( dateEntries ) => {
  const dates = dateEntries.map(d => d.date);
  const data = dateEntries.map(d => d.data);

  const from = moment.min(dates);
  const to = moment.max(dates);

  return {
    dates,
    data,
    from,
    to
  }
};

EntryRange.sorter = (r1, r2) => r1.from.isBefore(r2.from) ? -1 : 1;

// 3. Convert data to easy-to-work-with formats
const entries = dates.map(DateEntry);
const entriesByMonth = groupBy(
  ({ date }) => date.format("MM.YYYY"),
  entries
);
// Sorted list of EntryRanges
const entryGroups = Object
  .values(entriesByMonth)
  .map(EntryRange)
  .sort(EntryRange.sorter);

// 4. Convert back to desired output
console.log(
  entryGroups
    .map(({ from, to, data }) => ({
      date: `${from.format("DD.MM.YYYY")} - ${to.format("DD.MM.YYYY")}`,
      data: data[0]
    }))
)

// Utils
function groupBy(getKey, items) {
  return items.reduce(
    (groups, item) => {
      const k = getKey(item);
      if (!groups[k]) groups[k] = [ item ];
      else groups[k].push(item);
      return groups;
    }, {});
}
<script src="https://cdnjs.cloudflare.com/ajax/libs/moment.js/2.24.0/moment.min.js"></script>

The benefits of splitting up these kinds of data transformations
Now that we've got a piece of code that cuts up every step, we can do a lot by writing small changes. I'm going to make two changes, just to show we can :)

*

*Change the group logic to group by only year

*Support joining different data entries by a ,
Try it out yourself to see how you can get to different results!

// 1: Raw input data
const dates   = [
  { date: "26.06.2019", someData: "foo" },
  { date: "27.06.2019", someData: "foo" },
  { date: "28.06.2019", someData: "foo" },
  { date: "29.06.2019", someData: "foo" },
  { date: "30.06.2019", someData: "bar" },
  { date: "01.07.2019", someData: "foo" },
  { date: "02.07.2019", someData: "foo" },
  { date: "03.07.2019", someData: "foo" },
  { date: "04.07.2019", someData: "foo" },
  { date: "05.07.2019", someData: "foo" },
  { date: "06.07.2019", someData: "foo" },
  { date: "08.08.2019", someData: "foo" },
  { date: "01.01.2020", someData: "foo" },
];

// 2: Define models
const DateEntry = ({ date, someData }) => ({
  date: moment(date, "DD.MM.YYYY"),
  data: someData
});

const EntryRange = ( dateEntries ) => {
  const dates = dateEntries.map(d => d.date);
  const data = dateEntries.map(d => d.data);

  const from = moment.min(dates);
  const to = moment.max(dates);

  return {
    dates,
    data,
    from,
    to
  }
};

EntryRange.sorter = (r1, r2) => r1.from.isBefore(r2.from) ? -1 : 1;

// 3. Convert data to easy-to-work-with formats
const entries = dates.map(DateEntry);
const entriesByYear = groupBy(
  ({ date }) => date.format("YYYY"),
  entries
);
// Sorted list of EntryRanges
const entryGroups = Object
  .values(entriesByYear)
  .map(EntryRange)
  .sort(EntryRange.sorter);

// 4. Convert back to desired output
console.log(
  entryGroups
    .map(({ from, to, data }) => ({
      date: `${from.format("DD.MM.YYYY")} - ${to.format("DD.MM.YYYY")}`,
      data: [...new Set(data)].join(", ")
    }))
)

// Utils
function groupBy(getKey, items) {
  return items.reduce(
    (groups, item) => {
      const k = getKey(item);
      if (!groups[k]) groups[k] = [ item ];
      else groups[k].push(item);
      return groups;
    }, {});
}
<script src="https://cdnjs.cloudflare.com/ajax/libs/moment.js/2.24.0/moment.min.js"></script>

A: You can generate a new array of new objects by going over the current array and copying the first object to the array and updating the date property to the current range. Then for each subsequent object with a date that is the next day in the same month, just up date the date value of the last object in the result array.
Otherwise, add a new object to the array with an updated date value. This will create multiple ranges in the current month if there are breaks in the sequence of dates. It's not clear if that's what you want to do or not.
E.g. the following uses a couple of simple helpers to parse the string and add a day. You can replace those with library calls if you want.
It's not clear which "someData" you want to keep, the following keeps the first but you could easily keep the last instead.

let dates   = [
  { date: "26.06.2019", someData: "foo" },
  { date: "27.06.2019", someData: "foo" },
  { date: "28.06.2019", someData: "foo" },
  { date: "29.06.2019", someData: "foo" },
  { date: "30.06.2019", someData: "foo" },
  { date: "01.07.2019", someData: "foo" },
  { date: "02.07.2019", someData: "foo" },
  { date: "03.07.2019", someData: "foo" },
  { date: "04.07.2019", someData: "foo" },
  { date: "05.07.2019", someData: "foo" },
  { date: "06.07.2019", someData: "foo" },
  { date: "08.08.2019", someData: "foo" }
];

// Parse DD.MM.YYYY to Date. Seperator can be
// any non–digit character
function parseDMY(s) {
  let b = s.split(/\D/);
  return new Date(b[2], b[1]-1, b[0]);
}
// Return a new date that is the passed date + 1 day
function addDay(date) {
  let d = new Date(+date);
  d.setDate(d.getDate() + 1);
  return d;
}

let result = dates.reduce((acc, obj) => {
  // Copy the passed in object
  let temp = Object.assign({}, obj);
  // Get the last entry in accumulator, use a default object if first iteration
  let last = acc.length? acc[acc.length - 1] :  {date:' - '};
  // Get the current date as string
  let currentS = temp.date;
  // Get the current date as Date
  let currentD = parseDMY(currentS);
  // Get the previous end date as Date,
  let lastEndD = parseDMY(last.date.split(' ')[2]);
  // Get the next day as Date
  let lastEndNextD = addDay(lastEndD);

  // If current date is the day after last end date
  // and in the same month, update date range
  if (+currentD == +lastEndNextD &&
      currentD.getMonth() == lastEndD.getMonth()) {
    last.date = last.date.replace(/\S+$/, currentS)

  // Otherwise, start a new entry with an updated range
  } else {
    temp.date = temp.date + ' - ' + temp.date;
    acc.push(temp);
  }

  return acc;
}, []);

console.log(result);


1930s Vintage Bronze Native American Indian w/ Headdress Mounted Plaque. Original, with Great Detail, Beautiful Aged Patina. Total Weight 7.75 lbs.
The item "Bronze Native American Indian with Headdress Mounted Wall Hanging Plaque Vintage" is in sale since Tuesday, April 25, 2017. This item is in the category "Art\Art Sculptures". The seller is "saleanddeal" and is located in Glen Head, New York. This item can be shipped to United States, Canada, United Kingdom, Denmark, Romania, Slovakia, Bulgaria, Czech republic, Finland, Hungary, Latvia, Lithuania, Malta, Estonia, Australia, Greece, Portugal, Cyprus, Slovenia, Japan, Sweden, South Korea, Indonesia, Taiwan, South africa, Thailand, Belgium, France, Hong Kong, Ireland, Netherlands, Poland, Spain, Italy, Germany, Austria, Russian federation, Israel, Mexico, New Zealand, Philippines, Singapore, Norway, Saudi arabia, Ukraine, United arab emirates, Qatar, Kuwait, Bahrain, Croatia, Malaysia, Chile, Colombia, Costa rica, Panama, Trinidad and tobago, Guatemala, Honduras, Jamaica, Antigua and barbuda, Aruba, Belize, Dominica, Grenada, Saint kitts and nevis, Saint lucia, Montserrat, Turks and caicos islands, Barbados, Bangladesh, Bermuda, Brunei darussalam, Bolivia, Ecuador, Egypt, French guiana, Guernsey, Gibraltar, Guadeloupe, Iceland, Jersey, Jordan, Cambodia, Cayman islands, Liechtenstein, Sri lanka, Luxembourg, Monaco, Macao, Martinique, Maldives, Nicaragua, Oman, Peru, Pakistan, Paraguay, Reunion.


The "Bessy" in Saskatoon has served as my beautiful model and subject for many years. Aged to perfection! I don't know how many times I have painted her over the years but her stature has captured my heart. Scattered across the country are a few other Castles of Canada. They too have been an ongoing obsession.
Along with the urban street scenes from many of the cities that I have visited, grain elevators, majestic beacons, that still stand tall on the prairies inspire me. Some of course have been destroyed but many still remain producing an abundance of memories for many.
I see buildings as beautiful and unique with great personalities. The older, more crooked and weathered the better. Age and Time on a building is what catches my eye.


Caleigh with her new hair bow. Caleigh's favorite nurse, Ashley, made her a hair bow to go with the halloween sweater she bought her (complete outfit pictures coming soon) Soooo Cute!
Today Caleigh weighs a remarkable 3 lbs 15.7 oz. We can't believe she is about to double her birth weight. Tomorrow she will be 6 wks old and it is just amazing how much she has gone through and accomplished in such a short time. In actuality, Caleigh's gestational age is only 35 wks which makes everything she (and all other preemies) accomplish wonderfully amazing! Caleigh is still on the TPN nutrition and fats. The doctors haven't started any pedialyte or milk yet. We are still waiting on her bowels to show that they are ready. They are slow moving but mine would be slow too after 5 surgeries! We are waiting on her stomach acid to turn clear (right now it is a light green color) and lessen in amount or wait for a bowel movement. Caleigh had to go back into the temperature controlled bed. She just wasn't holding her temp being swaddled and clothed in room air. The docs just seem to think it is immaturity and they will try again at a later time. Which leads to the title 'Lady in Waiting' cause that is what we do best with miss Caleigh.


text:
Deconsecrated Church of Santissimo Crocefisso
The Confraternity of Disciplinants is located about 100 meters west of the parish church.
The current building - adapted to the seat of a bank - dates back to 1858.
With a letter from the parish priest of Tigliole dated 15/04/1957, the bishop of Asti is asked to authorize the Church of the Confraternity of SS. Crocefisso to be sold to the Cassa di Risparmio di Asti, permission that was granted.
There is reason to believe that the original construction was prior to 1500.
There is a document from 1645 found in the archives of the Bishop's Curia of Pavia, in which the Community of Tigliole, in addition to asking the bishop to consent to erect a new parish church, also proposes to leave the old parish church to the Congregation of Disciplinants in place of their oratory that they are willing to sell and break down.
The orientation of the building, at first to the west, now appears to the east; a bell tower completes the complex, rising on the south side.
A column of the preexisting building has been preserved inside, incorporated in the current arrangement.
• Events in Tigliole
• Tigliole tourist guide
Piazza Regina Margherita, 5, 14016 Tigliole AT, Italia
https://goo.gl/1jvKQ8
Agenzie di viaggio, Punti informazioni turistiche
Biblioteche, Giornali, Radio, TV
C'era una volta...
Castelli, Gallerie d'arte, Musei
Cinema, Teatri
Edifici storici, Monumenti
Luoghi da vedere
Luoghi di culto, Centri culturali
Qui riposa…


An invaluable method for replacing existing water, gas and sewer lines with no active percussion in the head.
An effective way to replace failing, outdated or undersized sewer, water or gas lines.
Portable, cost-effective and efficient method of replacing 2" (50 mm) to 6" (152 mm) lateral pipes quickly.


text:
The role of home secretary: a poisoned chalice?
Priti Patel is latest Home Office boss in the firing line
by James Ashford
Priti Patel has served as home secretary since July 2019
BEN STANSALL/AFP/Getty Image
Home Secretary Priti Patel is fighting for political survival after being accused of bullying staff at a total of three government departments.
Amber Rudd resigns over Windrush scandal
The latest allegations to surface relate to her time as boss at the Department for International Development, between 2016 and 2017.
Earlier this week, it emerged that a former aide to Patel at the Department for Work and Pensions received a £25,000 payout from the government after attempting suicide following alleged "unprovoked aggression" and bullying by the Tory minister.
And Philip Rutnam, the Home Office's most senior civil servant, resigned last week claiming that Patel waged a "vicious and orchestrated" campaign against him.
The Cabinet Office has pledged to investigate whether the home secretary has breached the ministerial code. Patel denies all the allegations against her.
The Home Office has earned a reputation as something of a graveyard for ministerial careers, with the notable exception of Theresa May. Here are some of the figures at the centre of past debacles at the department.
David Blunkett
Blunkett resigned as home secretary in 2004 after an email exchange emerged that showed he had intervened in the visa application of his former lover's nanny, Leoncia Casalme.
An email from his office to immigration officials processing the application read: "No favours but slightly quicker."
Blunkett denied allegations that he had abused his position to fast-track Casalme's application to stay in Britain, but his resignation became inevitable after a second set of visa claims emerged.
The Home Office chief was reported to have had a another visa fast-tracked so that Casalme could visit her sister in Austria for Christmas in 2002, although the Austrian ambassador to Britain denied that the Labour minister had intervened in the case.
Charles Clarke
Clarke was brought in as Blunkett's replacement but was sacked as home secretary in 2006, in a major reshuffle following heavy losses for the Labour Party in local elections.
The then-home secretary had presided over a scandal involving more than 1,000 foreign prisoners, who were freed without being considered for deportation. Clarke admitted that 79 of the freed offenders had originally been imprisoned "for more serious offences, of which 13 were for murder, manslaughter, rape or child sex offences".
Jacqui Smith
Smith was Tony Blair's third home secretary to fall to the Home Office curse, resigning in 2009 following an embarrassing row over parliamentary expenses.
The minister was left red-faced after it emerged that she had made an expense claim to the Commons for two pornographic films, added to her taxpayer-paid TV bill.
Her husband, Richard Timney, was forced to make a public apology outside their family home for ordering the two pay-per-view adult films, at a cost of £5 each, while his wife was out.
It was the second scandal to hit Smith, who had been criticised for designating her sister's home in London as her main residence, allowing her to claim £116,000 in expenses on the property she shared with Timney and their two sons in her constituency town of Redditch, in Worcestershire.
She went on to lose her seat in the 2010 general election. The following year, Smith told The Telegraph that her husband had "not surprisingly" avoided porn since the scandal. "He's told me he hasn't and he has no reason not to tell me the truth."
The couple announced this January that they have split up.
Rudd resigned in 2018 over her role in the Windrush scandal, which saw the deportation of at least 83 people who had the right to remain in the UK.
As well as those who were wrongly deported, an unknown number were wrongly detained, lost their jobs or homes, or were denied benefits or medical care to which they were entitled.
Rudd denied that she was aware of deportation targets, but The Guardian later revealed that Rudd had sent a letter to then prime minister May in 2017 saying that she intended to increase deportations by 10%.
Prior to her resignation, Rudd insisted: "I have not approved or seen or cleared any targets for removals looking ahead, and looking ahead I will not be doing that."
Home Secretary


All of the below information comes directly from job reviews written by Peninsula employees based on 56 reviews.
Peninsula has been established for over 30 years and is led by one of the most successful entrepreneurs in the UK, Peter Done. The business has grown year on year even through the recession, the reason for this – commitment and focus. We understand exactly what we need to do to ensure that we are successful as a business, thus enabling every one of our 30,000 customers to also be more successful.
The cornerstones of our business model are sales and service. We have an exceptionally talented internal and field based sales team who are based across the UK and Ireland sharing the benefits of our services with business owners and MD's. We can only continue to change the Peninsula model if we can back this up with exceptional customer service – and that is what we offer. Teams of experts on hand 24 hours a day 7 days a week to support every one of our clients with any HR or Health & Safety issue, no matter how large or small! Our mission statement is "Our business is protecting your business" and that's exactly what we do.
It's a big responsibility but there are over 900 employees and between us, we have the expertise and resources to provide an unrivalled level of service. We consider our staff to be our most valuable asset in fact it's the one thing that separates us from the rest.
For us "good" is not enough – we aim to be "great" with everything we do and every member of the Peninsula workforce is tasked with always being the best they can be.
We don't just talk the talk, we can back all of this up! Announced as the 3rd Best Company to work for in the Sunday Times Best Companies Work list and also in the Sunday Times 100 most profitable companies – we walk the walk!
So, if you are ambitious, focused and a confident communicator you'll soon discover that there are unlimited opportunities for you at Peninsula.
Whichever department you're interested in, you'll need a terrific work ethic, positive attitude and a genuine desire to achieve. We have created a wonderful working environment where effort is rewarded and talent is encouraged to develop and shine.
This is a very special place to work and develop your career, with job satisfaction high on everyone's agenda.
15 Positions available each year focused at HR, Business and Law students.
1000 employees across the UK, Ireland and Australia.
Pushed to perform and reach your true potential.
The variety of HR issues I deal with on a daily basis and working with colleagues who have got huge experience and knowledge.
The best things about the job are the relationship you build with colleagues and the satisfaction that you gain knowing you have helped a client reach their desired outcome.
The best thing about my job is that I get to help someone in need every single day.
Building the relationship and rapport with clients when helping them with their cases.
The opportunity to grow within the business.
Working for the market leader.
Having endless amounts of training resources to assist in your personal development.
Working with some of the best advisors in the industry.
A great work life balance.
A good work social culture.
Great working environment, colleagues and support.
The people I work with and the opportunities to continuously develop.
The career progression, in-depth training and professional qualification.
Challenges you daily, continuous support and training.
- One of the best things about working at Peninsula is the training that it provides. The training covers all areas of Employment Law and is delivered by some of Peninsula's senior consultants.
- I also love working in a high paced environment where you deal with a number of different cases each day. No one day or case is the same.
Training, team environment, helpful and approachable management.
The best thing about the job is that it provides good career progression within the company.
Own Learning and Development team where you can develop any topic or skill you require.
Be commercial, think of the client's experience and make sure you show your passion for constantly learning.
Be smart, professional and show your personality.
Development opportunities are second to none. Work hard, play hard culture is great.
Same as any interview. Do your homework on the job role, organisation and the organisational culture.
Make sure your CV is clear, highlight your skills and where you have developed your knowledge.
Do your homework on the company and ask questions that are relevant to the conversation. Come prepared with questions to ask.
Research the history of the company and their values and beliefs and use this within your application.
Prepare for the interview, be yourself and allow your personality to shine through. Give real life examples from your previous employment to demonstrate your skill set.
The advice that I would give is to be yourself, show that you're willing to learn and that you are an ambitious individual.
The advice for the interview would be to research the company, practice skills that you would need for the job, sell yourself and do practice day assessments.
To have HR experience of working towards a HR qualification.
Really show your personality and eagerness to learn and grow within the company.
Learn what you can about the business and its growth.
Have a clear view on what you want and your career aims.
Be willing to put the time and effort in.
Highlight your strengths effectively in connection to HR and employment law, but also your wider skills.
Asked about examples of key skills, Leadership, Resilience.
Give clear understanding of when you have done this.
Be prepared for a group assessment day, and to stand out effectively.
Be confident, try not to be too nervous and be yourself !
Be open minded and expect to learn a lot. Having a genuine interest in employment law will make the process much easier.
Don't reiterate what is already on your CV; sell who you are and don't be afraid to show a little personality.
Ensure that you research the company as much as possible prior to applying for the role.
Peninsula have very strong values, my best advice would be to ensure you are aware of what their values are before you attend an interview or an assessment centre, so that you can understand exactly what they are looking for in their applicants.
Important to have HR experience or experience within a business and be good at problem solving.
Know a lot about the company and how it works.
Make sure your CV is up to date and includes the skills that you could bring to the company.
Research Peninsula and personalise your CV and application to suit the business.
I would advise making yourself aware of any recent updates within HR and Employment Law as you will need to be able to demonstrate knowledge in both the initial interview stages and the assessment centre.
If you are lucky enough to make it onto the assessment day I would advise researching Peninsula and demonstrating how your skill set would suit working here.
In the group tasks on the assessment day, as well as looking at things from a best practice HR perspective, I would advise thinking commercially, and looking at what decision would benefit the business in question as Peninsula ultimately work for employers!
Finally, don't worry if you don't feel you have enough HR or legal experience, the graduate scheme is there to provide you with the training - so as cliche as it sounds just be yourself throughout the process!
Show off your personality, it goes a long way. Experience and qualifications are great, but not the be all and end all.
Show off your personality, dont let your CV define you.
Be commercial - don't just say you like working with people!
Be yourself and try to stand out.
Be honest and really think about what benefits you could bring to a successful team.
Show your grit and determination to succeed.
I would say to try to tailor your CV to reflect the job description as much as possible. Also, if you are currently in a role, mention why are you looking to leave, for example, Career Progression.
Peninsula want people with passion- take the opportunity to show that you love HR!
Make sure you research Peninsula and have an understanding of our clients and what we provide to them.
I would also say to enjoy the interview, although it was challenging, I genuinely came out of my interview having had a great experience.
Tailor your qualifications and experiences to the job description. As a new graduate this may be your first job coming out of university so don't feel like your waitress job you did as a part time job won't apply to this position. Be creative in showing how your experience will put you above the rest of the candidates.
So you have made it this far based on paper alone. At the interview stage, my advice would be to be yourself. These are the people you are going to be working with day in and day out so they need to see not only that you are the right fit for the company but that the company is the right fit for you. Be confident, be yourself and be passionate about the role you have applied for.
Be yourself as personality is a big factor. Be prepared to explain why you want to work in HR and specifically Peninsula, so make sure you do your research. Be respectful of the other candidates, listen to what they have to say, but make sure you speak up when appropriate to get your point across in the assessment centre.
It is easier said than done, but try to relax. The interviewers do have your best interest at heart and just want to see that you are a fit for the company. It is best to prepare answers, but be yourself and try to enjoy the experience.
There is a video interview so I would advise people applying to be yourself and try to look as confident as possible and make yourself stand out. It may be beneficial to write down everything you want to get across and practice talking about those before you do the interview.
The interview entails a small presentation about yourself, group assessments and then a one to one interview. I would advise to do your revision. Whilst on the scheme you will learn about employment law it would be beneficial in the group assessments to show what you know already, even if its just basic HR. It shows that you have studied topics and have an interest in employment law and HR.
Discuss why you would be good for the role and why you should be selected.
My advice to candidates applying for a role at Peninsula would be to only apply if you are willing to go above and beyond, you will be expected to work extremely hard but the rewards are second to none. I would advise candidates to be open to working in a dynamic business that has a vibrant atmosphere and embrace it as best you can, as you will be given great opportunities but you have to want to give so much more back, it is a very fast paced business but I would not have it any other way.
My advice is to demonstrate how you are able to think commercially, Peninsula always look at what is best for the client and approach situations with a commercial view. If you can demonstrate this in your interview then you are showing that you are able to think outside the box and apply different solutions. Also be yourself and try to be dynamic, Peninsula likes people with different ways of thinking it's what makes the business interesting and so successful so if you show that you have your own ideas they will always be welcomed.
Research the company first. Make sure you have all the information about what they do, how they operate, what the scheme involves and what is expected. Some people get a shock to the system as they don't realise what they're signing up for.
Be yourself. They can tell if you're not. Have a positive mental attitude and be enthusiastic but not overbearing. They want the best so be the best.
Highlight previous work/ work experience with high client interactions and why you want to pursue a career at Peninsula which incorporates HR and Employment Law.
Research Peninsula, who their clients are and their values.
I would advise that you read and familiarise yourself with the job description and person specification so that you are able to tailor yourself to the business needs. I would also advise to have that hunger to gain valuable knowledge in HR and employment law as this graduate programme is really intense and you would need a lot of commitment to it, but the end result is worth it.
I would advise the applicants to be confident and stand out amongst the crowd during the assessment day and interview, ensure that you show excellent communication skills and team work.
I found that it was beneficial to look at the job specification and tailor my application to reference each requirement of the role. I was able to provide working examples of my abilities in each requirement from previous roles and from university.
Try to stand out from the rest of the applicants and showcase your knowledge and skills. Do not forget to show good skills in teamwork and leadership, whilst also encouraging any quieter applicants to offer up their opinions.
I would recommend that you have a good understanding of why you really want to work in HR and employment law. This role is very challenging and intense, and a commitment and passion for HR will definitely help you to succeed, which should be made clear throughout the application. Preparation is key, especially with regards to the company background and how you have the skills, experience and knowledge for this environment.
Peninsula thrives off commerciality and your understanding and passion for this should be clearly communicated throughout the day. I would ensure that you are well prepared for the day to allow you to be confident when engaging in all aspects of the interview process. I would also recommend that you have fun during the interview! I thoroughly enjoyed the assessment day and interview, and my passion for HR shone through the smile on my face and the excitement for potentially working for such an award winning company.
The different industries and cases you are exposed to on a daily basis advances your knowledge rapidly. The amount of training and experience I have gained at Peninsula is invaluable.
Learn 5 unfair reasons for dismissal and statutory amounts in terms of notice periods/ holidays etc.
Keep an eye on recent changes in legislation for the time of the interview.
As well as the usual things just do your research and be yourself.
Experience is just as important as qualifications, if not more important.
keep your legal knowledge up to date, there will be questions about it as well as your abilities.
Ensure that you are willing to work hard as the rewards are worth it. You should be driven and see a future in a career in Employment Law. Take time to research for the assessment centre and think outside of the box and this is no 'ordinary' HR firm, you have to have a commercial mind and consider all industries.
Have you ever worked to SLA's before? - The role is very target driven and you have to be willing to put the work in so consider how you can show you can meet targets.
What could you bring to Peninsula? - You need to be a hard working, driven individual that is willing to put 100% into the company.
Previous HR experience? Previous HR experience isnt necessary but you should have a knowledge of the industry.
Role Plays - Real life HR situations - How you would handle a real like HR query. How you would advise companies.
I would advise candidates to come into the business with a 'Can Do' attitude and an eagerness to learn and help others. To achieve what you want to achieve at Peninsula you need to be dedicated to the role and willing to put in the hours researching to be able to pick up the technical knowledge required for the role.
It doesn't matter that you don't have the technical knowledge when applying for the role, what does matter is that you show that you are eager and have the capacity to pick up the knowledge required.
I would advise each candidate that no matter what background they are coming from it would benefit them to have an awareness into certain aspects of employment law. I would advise a future candidate that the more they get involved within the company the more they will get out. We are pushed to achieve personal goals within the company which I feel has developed me as a person. Any candidate who wishes to become a future leader in either Human resources or Employment law will definitely go far with the opportunities provided by Peninsula.
Throughout the interview the candidate must be aware of how they present themselves. the interview process was not extremely difficult however I feel each candidate must listen carefully to each question. There may be certain real life scenarios throughout the interview process and therefore it would be to the candidates benefit to be aware of possible everyday business issues they may need to deal with over the advice line.The candidate must show their eagerness throughout the interview process as this is what makes the business tick.
I would advise candidates to provide in depth information in their application forms from their academic knowledge and experiences.
If you are looking to progress your knowledge in HR and employment law then this is the right place for you in terms of career progression. There is always an opportunity for everyone to be promoted or progress within their roles.
Prior to attending your interview ensure you research peninsula, you are dressed in business attire and have a professional and positive attitude. Ensure you are well prepared, organised and punctual.
One pointer I would like to give to future candidates is be prepared to work hard and enjoy it. Although some people may have knowledge of HR process or employment law, it is important to have some ideas of how to apply the theory and to empathise with clients. Any real life experience would be beneficial but not necessarily needed.
Firstly, make sure you have done your research! It is important to understand who Peninsula are, what they do, why they do it and their future goals. Also, I would suggest highlighting the positive experiences you have gained throughout your studies/within previous roles and what HR means to you personally but making sure your personality shines through.
Even though you honestly do not need to have an employment law background as the training provided is truly intensive it would be highly valuable to have some background with regards to employment law to allow yourself to pick up the training at a faster rate.
Research the company beforehand so you are aware of what it is that Peninsula do and have done.
Come up with ideas of how you would deal with various scenarios in terms of under-performing employees or managing difficult employees as this is one of the aspects that came up within the interview stages.
You do not necessarily have to have a background degree in HR or Employment Law, Peninsula are looking for graduates who have an interest in HR/ Employment Law and who want to progress and develop their skills into a career here at Peninsula.
I'd advise anyone applying for Peninsula to research the Company in-depth, to be friendly, confident and energetic. Be prepared to think on your feet and have researched past interview questions.
In applying for the graduate scheme, you don't necessarily need HR qualifications, there is substantial training to aid your development within employment law.
Before the interview ensure that you have researched the company and how it was established.
Make sure to gain some introductory Employment Law and HR knowledge before joining the scheme so that you are able to familiarise with legal principles quickly. However, the training provided will also assist you with this.
Research about Peninsula and make sure to gain knowledge of the company and its background so you know what to expect and what the company stands for.
Make sure to be yourself, use it as an opportunity to sell yourself and ask a lot of questions.
Ensure that you are looking for something fast paced; the role is very interesting and provides invaluable experience but it does come with certain pressures.
Telephone based advice scenarios- how would you respond/ advise in relation to a particular advice query/ situation?
HR knowledge and case law.
- Great benefits, including Perkbox, generous holidays and social activities.
The training and development on offer.
Peninsula offers great training and development opportunities and career progression is available for those who want it. The company has great values and does great work for a local charity.
The office, the peninsula perks, the people, the management and the work.
The amount of training that is provided when you start and throughout employment.
Work towards tight targets, but there is lots of support to help you acheive them.
Profit share, holiday entitlement and the people.
The people and the organisational culture.
Working within a large organisation does have its pros and cons. As there are so many people within the organisation, it takes longer to learn who everyone is within the company. However, working within a large company also has its benefits, as you are working for a well established organisation within the field and can meet a range of different people from different backgrounds.
For me the training is amazing from the L&D team , management and also the other consultants. You learn so much in such a short amount of time.
Nothing is major issue but it is a fast paced environment.
with only less than 6 months working with Peninsula I've yet to pinpoint a worse aspect of the company.


text:
CMA SONGWRITERS SERIES HOSTS PERFORMANCE DURING TIN PAN SOUTH
bdirienzo March 27, 2019
Lineup Featured Rodney Atkins, Rose Falcon and Shane Minor
The Country Music Association's critically acclaimed CMA Songwriters Series returned to Tin Pan South Songwriters Festival on Tuesday, March 26 to host performances with Rodney Atkins, Rose Falcon and Shane Minor at Nashville's Listening Room Cafe.
The songwriters performed a wide range of songs they've written. Minor, who performed Kenny Chesney's "Live A Little," which he co-wrote with David Lee Murphy, had the crowd hysterical prior to the song as he acted out his best Chesney impersonation. Minor later invited his 12-year-old daughter Maggie to the stage to perform Sara Evans' "Suds In The Bucket," which was followed by a standing ovation from several in the audience. Falcon performed "Whiskey and Water," which she joked was "a true story I made up" about a casino worker she'd met in Minnesota as well as "Say No To Love," which was performed by Will Chase's character Luke Wheeler on the hit ABC series "Nashville." Atkins performed several of his hits including "Farmer's Daughter," "Take A Back Road," and "If You're Going Through Hell," which he shared a story about his then four-year-old son getting in trouble at school for singing the song. He then treated the audience to his new song "Caught Up In The Country" to close the show.
Set List:
Shane Minor – "Brand New Girlfriend" (recorded by Steve Holy)
Rose Falcon – "Whiskey And Water"
Rodney Atkins "Farmer's Daughter"
Shane Minor – "Chillin' It" (recorded by Cole Swindell)
Rose Falcon – "Can't Say No To Love" (recorded by Will Chase from "Nashville")
Rodney Atkins – "About the South"
Shane Minor – "Live A Little" (recorded by Kenny Chesney)
Rose Falcon – "Fitted Sheets"
Rodney Atkins – "If You're Going Through Hell"
Shane Minor – "Makin' Me Look Good Again" (recorded by Drake White)
Rodney Atkins – "Take A Back Road"
Maggie Minor – "Suds In The Bucket" (recorded by Sara Evans)
Shane Minor – "Close Your Eyes" (recorded by Parmalee)
Rose Falcon – "Friday Night" (recorded by Eric Paslay)
Rodney Atkins – "Cleaning This Gun"
Shane Minor – "Beautiful Mess" (recorded by Diamond Rio)
Rose Falcon – "Give In To Me"
Rodney Atkins – "Caught Up In The Country"
Currently in its 15th season, CMA Songwriters Series has presented more than 100 shows in cities including Austin, Belfast, Chicago, Dublin, London, Los Angeles, New York, Paris, Park City (at the Sundance ASCAP Music Café), Phoenix, Toronto and Washington, D.C. at the renowned Library of Congress and John F. Kennedy Center. Artists and songwriters who have participated in the series include Jessi Alexander, Dierks Bentley, Luke Bryan, Kenny Chesney, Eric Church, Brandy Clark, Tom Douglas, Brett Eldredge, Miranda Lambert, Hillary Lindsey, Little Big Town, Shane McAnally, Lori McKenna, Kacey Musgraves, Tim Nichols, Liz Rose, Darius Rucker, Carrie Underwood, Craig Wiseman, Chris Young, and more. CLICK HERE TO LEARN MORE
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COUNTRY MUSIC ASSOCIATION PRESENTS 2019 CMA INTERNATIONAL AWARDS DURING VISIT TO AUSTRALIA
CMA'S NEW INTERNATIONAL ARTIST TOURING SERIES, INTRODUCING NASHVILLE WRAPS TWO-WEEK TOUR


A subsidiary of Future Retail Group, Big Bazaar is a premier hypermarket and department store brand with over 250 outlets in more than 120 cities and towns across India. To establish comfortable environments Big Bazaar has equipped many of these outlets with large, Blue Star manufactured package based air conditioning units.
Building on a solid reputation in working with large, multi compressor package units COOLNOMIX® delivered average energy savings of 16.34% while maintaining comfort levels when working with a number of 22 ton, Blue Star manufactured air conditioning units at a Big Bazaar outlet in Malleswaram, Bangalore. As air conditioning can often account for about 70% of the total electricty spend a COOLNOMIX® delivered energy saving of 16% equates to about 11% of the total utility bill.