text:
Computer Science, Assistant Professor (2 positions)
California State Polytechnic University - Pomona
California State Polytechnic University, Pomona invites applications for two tenure track faculty positions in the Department of Computer Science. Cal Poly Pomona is one of two polytechnic universities in the 23-campus California State University system and among 11 such institutions nationwide. Since its founding in 1938, Cal Poly Pomona students participate in an integrative experiential learning education that is inclusive, relevant, and values diverse perspectives and experiences. With a variety of degree programs in the arts, humanities, sciences, engineering, and professional disciplines, the university is well known for its learn-by-doing approach and Teacher Scholar Model.
The university is noted for its scenic and historic 1,400-acre campus, which was once the winter ranch of cereal magnate W.K. Kellogg. We acknowledge that Cal Poly Pomona resides on the territorial and homelands of the Tongva and Tataavium people who are the traditional land caretakers of Tovaangar. The university's nearly 30,000 students are taught and mentored by the campus's more than 1,400 faculty as part of 54 baccalaureate and 29 master's degree programs, 11 credential and certificate programs, and a doctorate in educational leadership.
Highly regarded among its peer institutions, Cal Poly Pomona is No. 2 in the U.S. News and World Report rankings of top public regional universities in the west and was named the No. 15 best value college in the nation by Money Magazine. Cal Poly Pomona, a Hispanic-Serving Institution and an Asian American and Native American Pacific Islander-Serving Institution, stands as a national leader in promoting social mobility, and was placed among the 25 top institutions in the country in awarding bachelor's degrees to minoritized students by Diverse Issues in Higher Education.
The Cal Poly Pomona campus is located less than 30 miles east of downtown Los Angeles at the intersection of Los Angeles, Orange, Riverside and San Bernardino counties. It is within an hour's drive of beaches, mountains and deserts. For additional information about the university, please visit www.cpp.edu, and for more about faculty life, please see YourLife@CPP.
Student Population. California residents comprise the majority (96%) of applicants to undergraduate programs at Cal Poly Pomona – nearly half (49%) of new students were transfers in Fall 2020. 58% of Cal Poly Pomona students are first generation, 70% receive financial aid, and 44% qualify as Pell-eligible. The university enrolls a diverse student body that identifies as 49% Latinx, 21% Asian, 15% White, 3% Black, 5% International 3% two or more races, 3% unknown and less than 1% Native Hawaiian or Native Pacific Islander and less than 1% Native American Indigenous. 39% of the student body were STEM majors with the top enrolled programs including psychology, mechanical engineering, civil engineering, biology and computer science.
Inclusive Excellence Criteria. We aspire to be the model inclusive polytechnic university in the nation. We have a strong commitment to inclusive excellence and to educational experiences that leverage the diverse perspectives and experiences needed to succeed and thrive in a diverse society.
Tenure track faculty hires will demonstrate a commitment and record of contributions through their teaching, scholarship, or service to these inclusive excellence criteria (a minimum of two must be addressed in the Student Success Statement):
Integrates the values of equity and inclusivity into their teaching, scholarship and/or service contributions with diverse student populations;
Incorporates the contributions and struggles of historic ethnic minority groups and communities into their teaching, scholarly work, and/or service contributions;
Adopts teaching strategies that supports the learning and success of students from diverse student populations;
Mentors and engages diverse student populations in discovery, scholarship, and creative activities;
Engages students in problem-based projects and learning that address the needs of diverse communities;
Possesses knowledge of challenges and barriers for underrepresented students and faculty within the discipline;
Mentors and assists diverse student populations interested in pursuing graduate education;
Engages in community-responsive action research or service with diverse student populations and communities;
Has experience in or demonstrates a commitment to adopting experiential learning activities and pedagogy with diverse student populations and communities; and
Has expertise in or demonstrated commitment to teaching, scholarship and/or service that contributes to access, diversity, and equal opportunity in higher education.
The College of Science's mission is to educate, mentor, and inspire students through scientific inquiry and hands-on learning. It offers 15 undergraduate degree programs and six Master's degrees across seven academic departments that include: Biological Sciences, Chemistry & Biochemistry, Computer Science, Geological Sciences, Kinesiology & Health Promotion, Mathematics & Statistics, and Physics & Astronomy. Our Center for Excellence in Math and Science Teaching (CEMaST) supports K-16 education locally and nationally to increase STEM success and participation for all. The College has approximately 145 full-time faculty, 45 staff, 4,700 majors, and enrolls over 35,000 students each semester. The College of Science is committed to the teacher-scholar model and is the largest recipient of extramural funding on campus. We encourage a broad range of applicants who are committed to enhancing a culturally diverse community of faculty, staff, and students dedicated to an inclusive campus environment.
The Computer Science Department at Cal Poly Pomona has a strong ABET accredited B.S. program, as well as a high-quality M.S. program, with 15 tenured/tenure-track faculty and 18 part-time lecturers. We embody the principle of an engaged teacher-scholar model which emphasizes the learning by doing philosophy. We are an inclusive group of faculties from diverse backgrounds teaching a very diverse group of students (36% URM). Faculty members share a strong commitment to collegiality, collaboration, dedicated teaching and innovative scholarship, active participation in the shared governance of the department, and robust intellectual engagement with each other and the students. Our teaching and research are supported by several computing laboratories, some dedicated to instruction, and others focusing on research. Our lab spaces (with Linux and Windows environments) provide open and inviting lab spaces for our students, to interact with each other and feel part of a peer learning community. More information about our department and instructional programs is available at http://www.cpp.edu/~cs/.
Minimum requirements include:
Ph.D. in Computer Science or a closely related area from an accredited university at the time of appointment.
A Student Success Statement that demonstrates your commitment and record of contributions through their teaching, scholarship, or service to at least two of the inclusive excellence criteria listed above (Limit to 2 pages).
Demonstrated commitment to actively engage in the teaching, research and curricular development activities of the department at both undergraduate and graduate levels.
Demonstrated ability to contribute to the diversity and excellence of the department academic community through research, teaching and service, and a commitment to work and experience working in an inclusive environment
Ability to teach a broad range of undergraduate courses and graduate courses in area of research.
Ability to articulate complex subject matter to students at all educational levels and backgrounds.
Preferred/Desired Qualifications:
The successful applicant will bring most, if not all, of the following professional qualifications, characteristics, skills, and experiences:
Preference will be given to candidates in any of the areas of Software Engineering, Systems and Data Science and related areas.
Candidates in other major computer science areas will also be considered, and are thus encouraged to apply.
A completed application will consist of:
A Student Success Statement that demonstrates applicant's commitment and record of contributions through their teaching, scholarship, or service to at least two of the inclusive excellence criteria listed above (Limit to 2 pages);
A cover letter that summarizes the applicant's teaching and research experience and interests and that addresses the duties and qualifications articulated in the requirements mentioned above (Limit to 2 pages);
Curriculum Vitae;
A completed application form found at: http://www.cpp.edu/~faculty-affairs/documents/acadapplication_feb2017.pdf ;
Statement of the applicant's teaching philosophy (Limit to 2 pages);
Statement of applicant's proposed research plan that details how undergraduate and graduate students will be involved (Limit to 4 pages);
List of graduate and undergraduate courses the applicant would prefer teaching;
Current transcript showing highest degree earned/pursuing;
Names, titles, addresses, and telephone numbers of three individuals who can speak to the applicant's potential for success in this position;
Semi-Finalists for the position will be required to provide three letters of reference (on letterhead, signed and dated within the past two years and uploaded to Interfolio by the recommender).
An official transcript showing the highest degree will be required before the successful candidate starts in the 2022-2023 academic year.
Applicants invited for an interview will be required to give a teaching lecture in a class (topic shall be suggested by the search committee), as well as a scholarly presentation of their research to faculty and students.
The positions are open until filled. First consideration will be given to completed applications received no later than December 5, 2021. Early response is encouraged. Electronic submission of all application must be submitted online via Interfolio. General inquiries regarding the application process and/or the Computer Science Department should be directed to (email only):
Faculty Search Committee c/o Dr. Amar Raheja
Email: cs@cpp.edu
Condition of Employment:
The person offered this position is required to pass a background check.
California State Polytechnic University, Pomona is an Equal Opportunity, Affirmative Action Employer. The University seeks to recruit and retain a diverse workforce as a reflection of our commitment to serve the people of California, to maintain the excellence of the University, and to offer our students richly varied disciplines, perspectives and ways of knowing and learning. Cal Poly Pomona subscribes to all state and federal regulations and prohibits discrimination based on race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, and covered veteran status. The University hires only individuals lawfully authorized to work in the United States. As required by the Clery Disclosure Act, the university's annual security report is available at http://www.cpp.edu/~police/annual-security-report.shtml. The person holding this position is considered a 'mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. A background check (including a criminal records check) must be completed satisfactorily before any candidate can be offered a position with the CSU. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current CSU employees who apply for the position.
About California State Polytechnic University - Pomona
When you join Cal Poly Pomona as an employee, you join a diverse community of professionals dedicated to supporting students in the pursuit of their college degree and their career dreams. As one of only seven polytechnic universities nationwide, Cal Poly Pomona is known for its learn-by-doing philosophy and for preparing job-ready graduates. We are one of 23 campuses that form the nation's largest university system, The California State University (CSU). We play a critical role in preparing outstanding individuals for the job market and to be leaders that will drive California's economy in the agriculture, information technology, business, hospitality, life sciences, health care, public administration, education, media and entertainment industries. So, explore your opportunities for a career at Cal Poly Pomona and make a difference!
Connections working at California State Polytechnic University - Pomona
https://careers.journalists.org/jobs/15525943/computer-science-assistant-professor-2-positions


text:
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        protected override void Dispose(bool disposing)
        {
            if (disposing && (components != null))
            {
                components.Dispose();
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            base.Dispose(disposing);
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        #region Component Designer generated code

        /// <summary>
        /// Required method for Designer support - do not modify
        /// the contents of this method with the code editor.
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redpajama_set_name: RedPajamaGithub


I slowly shuffled out of the grey, sterile, corporate meeting room at the end of an exhausting 13 hour day, scratching my head and feeling tense and frustrated. Again. Why? Because after conducting several vanilla format interviews with some absolute howlers of inappropriate, unqualified, and some down right scruffy candidates coming through the door I realised that I'd made a terrible mistake.
The anger, irritation and frustration felt towards the candidates, was nothing more than projection. Contemplating it in the wood panelled lift back up to the 8th floor I finally understood that the fault lay with me, that the irritation was based on my disorganised and flippant approach to the process. With that realisation my shoulders started to relax, my breathing changed from shallow chesty breathes to deeper belly breathes. If it's my fault then it's something I can fix.
1. Form a great relationship with your HR team in order to collaborate on creating a clear and meaningful job spec.
I know, sounds weird right? It shouldn't be. Embed it into your process. Make it the norm. HR are often the first point of contact the candidate will have with the company.
2. Take the time to discuss (face to face preferably) with any recruitment agencies what you're looking for.
This should be a quick win. Ask recruitment consultants to come to you, as this saves you time and gives them a sense of the environment the candidates would be working in. If they don't want to take the time to find this out this will also tell you something about them and their standards. Failing that a phone call can suffice, but if more than 1 agency is involved get them both / all on the same call to speed things up and add some peer pressure.
OK, now it's getting juicy… what's the culture in your company? What's acceptable behaviour and what's not? Don't think standard political correctness here, think deeper. How do people greet each other in the morning? Is your company full of people with an inward or an outward mindset? Be crystal clear about the traits that are important to you and your team.
4. Take a quick glance at any endorsements or recommendations they have on LinkedIn.
Both the number and quality of these should give you a sense of the person. If they have neither…what are they – a hermit? (Great if you need to hire a hermit btw, but if not you don't).
5. Have a 10 minute telephone conversation with the candidate.
This allows you to assess their understanding of the role they are applying for, and that they can verbally express they have the core competencies. It also allows you to do a basic sense check of their ability to listen and answer questions, and the type of language that they use.
6. Have a clear set of prepared questions that will help you to assess their skills, attitude and behaviours.
A little preparation here saves significant time by allowing you to get straight to the point.
7. Have the right people in the room.
Don't fly solo. Bring in colleagues with different perspectives. People who's opinion you trust but who have different knowledge and outlook to yours. Be sure to agree the format of the interview first though – who is leading, who is going to ask what type of questions, how much space you're going to leave at the end.
8. Trust your intuition to know when to dig deeper into the answers provided.
If you think you're being hoodwinked, with a vague and non specific answer then you probably are. Listen to your gut. It's normally right.
9. Encourage the candidate to be relaxed and to ask questions throughout.
Interviews are 2 way events, they should be conversational. Candidates should be as interested in you and the company as you are in them.
10. Be prepared to show courage.
To apply a little pressure. To ask some tricky questions. To put them on the spot. To be honest about the challenges you face at work. To call them out if you're not happy with an answer given (with curiosity, not by being a d!ck about it). The worst case scenario is to leave the room and not be sure if they are a good fit or not. Or to have sold them a glossy picture of the reality of the role. Do what you need to do to find out there and then if they fit, and give them the plain honest truth about what they are getting into.
Bonus point. Watch out for these 18 things to never say or do when being interviewed.
If they display any of these. Run!


text:
Pakistan revives hope of recovering $800 million from Etisalat
AKU play 'Main Bhool Gaya' highlights dementia problem
SHC acquits man sentenced to 19 years in extortion and arms possession case
Ammaduddin was arrested in January, 2014
Our Correspondent January 31, 2018
The court was pleaded to call a record of the proceedings from the trial court, examine them and set aside the conviction and sentences awarded to the appellant. PHOTO: FILE
KARACHI: The Sindh High Court (SHC) set aside on Tuesday the conviction of a man sentenced to 19-years in jail in a case of extortion and arms possession.
A two-judge bench, headed by Justice Naimatullah Phulpoto, ordered the prison authorities to release Ammaduddin if his custody was not required in any other case. The bench passed its order after hearing arguments from the defence lawyer, prosecutor, investigation officer and complainant.
An anti-terrorism court had sentenced the appellant, who was said to be affiliated with the banned Tehreek-e-Taliban Pakistan (TTP), to 14 years in prison after convicting him of taking extortion from a vegetable trader.
Perveen Rehman murder: Apex court summons AGP, Advocate-General Sindh
The police claimed that he was caught 'red-handed' in January, 2014 while collecting extortion money from the complainant, Khameeso, a middleman at a fruit and vegetable wholesale market.
The complainant had alleged that he was being threatened by some unidentified callers, who identified themselves as members of the TTP and demanded Rs1 million extortion.
On January 13, 2014, the police claimed to have tracked down Ammaduddin when he allegedly came to collect extortion money in the deserted area of Janjal Goth of Malir.
Ammaduddin was sentenced to 14 years in jail for possessing an unlicensed weapon. In the extortion case, he was awarded a five-year jail term. He was also ordered to pay a fine of Rs100,000, on whose non-payment, he would undergo an additional nine-month imprisonment.
Apex court orders lab tests of packed milk in Sindh
The appellant, however, denied the allegations. His lawyer, Ajab Khan Khattak, argued that his client was not involved in the offence as alleged by the prosecution. The lawyer contended that the trial court had failed to appreciate the evidence available in record and passed a judgment which was not sustainable in the eyes of law as important facts had not been considered during the trial.
Therefore, the court was pleaded to call a record of the proceedings from the trial court, examine them and set aside the conviction and sentences awarded to the appellant.
Three illegal appointments challenged in Lahore High Court
High court halts district council notification
Federal ministry increases numbers of Balochistan High Court judges seats

redpajama_set_name: RedPajamaCommonCrawl


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News to Use: SpotCues Launches Location-Based Network
By Dom Nicastro | Feb 19, 2016
CHANNEL: Customer Experience
SpotCues launched a location-based social network that connects people and apps based on a person's present context.
The Mountain View, Calif.-based startup uses Wi-Fi or geofencing to create a social network at any location, where people can join the network in real-time, interact with mobile users near them, and access relevant apps specific to where they are.
SpotCues is first launching into the enterprise, with plans to expand into other organized communities, such as sports venues, residential apartments, shopping centers and colleges.
"Networking solutions for project collaboration are quite popular, but enterprises have long desired a culture-building tool designed specifically for social collaboration using mobile phones," Praveen Kanyadi, co-founder of SpotCues, said in a statement.
"SpotCues helps businesses create organized communities so that people in a shared environment can easily and securely connect and interact with each other — and businesses can serve up content that drives greater participation and engagement."
SpotCues leverages its location database to geofence local businesses, points-of-interest public places, stadiums, airports, etc., and calls them "Spots." SpotCues users are presented with Spots around their current location when they open the SpotCues app, and they can join any Spot.
$10M for RES
ORIX Ventures has invested $10 million in Philadelphia-based digital workspace software provider RES.
RES enables and secures digital workspaces through what officials call "proactive and self-service access to the apps and services they need when they need them in a context that empowers them to be more productive, while giving IT improved control over cost and security."
"RES is another great fit for ORIX Ventures given its market leadership position, blue chip customer base and strong management team," Todd McDonald, director of ORIX Ventures, said in a statement. "We immediately saw the value proposition and were able to move quickly to provide additional capital for the business, which will support RES' continued high growth."
RES officials said license bookings have grown 35 percent, driving top line growth of 30 percent. In addition, client renewal rates exceeded 90 percent.
"We know the key to success is simple: create secure and frictionless IT experiences the workforce will love while maintaining compliance and reducing costs for businesses," Al Monserrat, CEO of RES, said.
Illumio's Enhanced Security
Security provider Illumio of Sunnyvale, Calif. announced this week it extended the capabilities of its Adaptive Security Platform (ASP) through integration with Microsoft's Active Directory groups. The new capability, known as Adaptive User Segmentation, calculates and provisions connectivity rules based on user identity to prevent unauthorized communications with, and access to, any Illumio-protected applications.
"Illumio's mission since our founding has been to help our customers regain control over their applications and data," Andrew Rubin, co-founder and chief executive officer of Illumio, said in a statement. "With the introduction of Adaptive User Segmentation, Illumio once again is dramatically reducing computing attack surface through dynamic, policy-driven enforcement that allows users to only connect to the data center and cloud compute they are entitled to access."
No-Cost Marketing
Zaius has announced a new free tier of its Zaius behavioral marketing engine. The tier allows users to collect data from all channels (web, email, mobile, etc.), analyze it using Zaius' lifecycle models and advanced reporting, and then push selected segments to Google Customer Match and Facebook Custom Audience.
"Over the last year we've seen several big announcements that have really changed the landscape for how marketers target customers — both Google and Facebook unveiled programs that enable marketers to upload lists of users, and then target both those users and other similar users who 'look like' them," Zaius' Rob Stevens blogged. "However, marketers quickly realized that simply uploading every email they have is somewhat pointless without the ability to target specific segments with specific messages. As a result, marketers are spending many hours creating segment lists and manually syncing them to their Facebook and Google accounts."
Users of the free version will be able to integrate data from a variety of sources, apply a set of lifecycle models to create behavior-based segments, and then set up automatic campaigns to push those segments to Google or Facebook.
"The only difference between this free tier and our paid tiers is a limit on the number of customers (1 million) and a limitation to only one outbound channel," Stevens wrote. "Premium users can also create automated campaigns using web content, email, and other channels."
Adjust Targets Fraud
Adjust announced a product addition to its mobile attribution and analytics system with the Fraud Prevention Suite.
Officials said app developers and marketers will be able to leverage a suite of tools that analyze and intervene in hundreds of millions of user acquisition workflows to prevent fraudulent activity from claiming payouts.
"The Fraud Prevention Suite gives our clients a completely new way to proactively mitigate potential fraudulent charges and optimize their user acquisition spend across their entire user acquisition stack," Paul H Müller, adjust's Co-Founder and CTO, said in a statement.
"We're uniquely positioned to offer this kind of solution in the market because our technology is directly embedded in all the advertising our clients run, so we can analyze every interaction as it happens, and change how that data is interpreted on the fly. This is unlike reactive, after-the-fact analysis tools that are unable to prevent corrupted datasets and illegitimate payouts."
Title image "1950s Bristol Shoppers queue to get a ba" (CC BY-ND 2.0) by brizzle born and bred
The Chief Insights Officer: It's About Way More Than Data
Why Does so Much Software Suck?
What Does it Take to Lose a Customer?
Dark Side of Customer Obsession
Why Customer Experience Is Everything
Tags adjust, customer experience, cxm, eim, illumio, spotcues, zaius


As the war in Southeast Asia began to pick up in the summer of 1965, it was paramount that an up-graded helicopter be incorporated into the newly formed SAR forces, as the HH-43s were severely limited in range, capabilities and performance.
On 6 July 1964 (This is believed to be 1965 as in 1964 there were only HH-43s on site at NKP) two Sikorsky CH-3C, turbine driven helicopters arrived at Nakhon Phanom Royal Thai Air Force Base to initiate a new era for Search and Rescue in Southeast Asia.
The added range, protective armor and speed made the CH-3C an adequate Aircrew Rescue Vehicle.
Assigned to the newly fashioned Det. 1, 38th ARS (formed from Det. 3 Pacific Air Rescue Center, Tan Son Nhut, est. on 1 April 1962). The two helicopters were on loan from the Tactical Air Warfare Center, Eglin Air Force Base Florida. These helicopters were hastily converted Tactical Air Command cargo choppers and, as such, were only interim aircraft.
(Note: Joe Ballinger states he was the HH-43B Det CO when the CH-3Cs arrived and believes his was the first rescue detachment to have both HH-43s and CH-3Cs).
The Jolly Green call sign was orginated by the pilots of the CH-3Cs, therefore these two aircraft were the first "Jolly Greens".
CH-3C 63-09685 was shot down on 6 November 1965. See the POW page. This was the first Jolly Green lost in SEA.
The two CH-3Cs were the only two to have served in SEA. The one remaining (63-09676) was supposedly returned to Tactical Air Command in January 1966. This aircraft ended up with the 20th SOS and became the famed "Black Mariah" and is currently on display at The National Museum of the United States Air Force at Wright-Patterson Air Force Base Ohio.
CH-3C 63-09685 made the first combat rescue pickup with the CH-3s. Using the call sign of "Jolly Green 1", Frank Tullo was picked up by the crew (George Martin, Orville Keese, Curtis Pert, and George Thayer) on 27 Jul 65. This is the first time the call sign of "Jolly Green" was used in a combat rescue.
CH-3C 63-09676 (later became the infamous "Black Mariah") made the 2nd pickup with the call sign "Jolly 2". On 24 Aug 65, Dean Pogreba was picked up with the crew (Phil Stambaugh, George Martin, Francis Hill, James Armenia, and George Thayer). NOTE: On 4 Oct 65, Dean Pogreba was lost and was later declared KIA/Body not recovered.


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Where do we get some pink Fila sneakers? While our silly-goose governor and male pinheads in the Texas Legislature continued their quest to take back control of women's bodies from the women who possess those icky, frightening things, Fort Worth's own state senator stood up (and stood up and stood up some more) to say, "Enough!" Her filibuster helped run out the clock –– albeit temporarily –– on a repressive abortion bill and made the Republicans look like a bunch of incompetent bullies for trying to shut her down early. In doing so, Davis roused not just Texas Democrats but progressives across the country, proving that even in a state controlled by right-wing nutjobs, there are people who actually think through the implications of the legislation they're voting for.
Through a spokesman, Oliver disputed new board member Mary Kelleher's description of a confrontation in which she says he got red in the face and yelled at her for daring to request records from water-district staffers. But how does he explain away the taunting, abusive e-mails he sent to other citizens, the nepotism and buddy deals, and the attitude that water-district records and information belong to the bureaucrats and not to the people? He needs to go to the mothership for some serious work.
They all said the right things. They wrung their hands. They made promises. Some of them cried. Then all the members of the council except Burns voted for a 2012-13 budget that cut $267,000 in funding for the arts. Never mind that arts funding tends to repay its investment many times and that arts supporters came up with a plan to make the funding economically feasible. Never mind that Fort Worth's slogan is "Cowboys and Culture." Council members say they care about the arts, but when it came time to pony up, they kept their hands in their pockets.
The water district and its board of directors have been as transparent as a murky lake at midnight, but few people were paying much attention. Then the district became a driving force for the controversial Trinity River Vision project, which relied on eminent domain power to push people off their properties and make way for what amounts to a tax-funded for-profit development. Kelleher ran as part of a slate of three challengers in this year's board elections, and she was the only one to unseat an incumbent. She's already been involved in fireworks with fellow board members and district officials, and with four years on her term, it should be interesting to see whether she can make the water –– and the politics and the spending –– a little clearer.
We selected the veteran Fort Worth actor-director and Stage West founder for this category before he died in early September from complications due to surgery. In the latter decades of his long stage career, Russell played an impressive variety of old guys –– adorable, gruff, saintly, criminal –– and never, ever bored us.
The writer who personified Fort Worth Weekly's willingness to afflict the comfortable and comfort the afflicted died in December, leaving a large hole in the fabric of local investigative reporting. She wrote about corruption, injustice, and discrimination wherever she found them –– in the schools, at city hall, outside cement plants, and, in one of her longest-running series, behind the bars of the Carswell federal prison hospital for women. Last year the Tarrant County Trial Lawyers Association awarded Brink the Laurence "Lanny" Priddy Pursuit of Justice Award, citing her courageous stories that, across more than four decades, uncovered corruption and injustice.
Bar mitzvahs (for boys) and bat mitzvahs (for girls) are more than a celebratory rite of passage for Jewish adolescents. One little-known part of the tradition is for the kiddo whose big day it is to raise money for a non-Jewish cause. Kaylie James raised $1,800 for the Arlington Animal Services Shelter, while her friend Zach Oderberg raised $1,500 for a fund for the family of a local woman killed by a suspected drunk driver.
The longtime Fort Worth resident who battled gas drillers, fought to protect Tandy Hills Natural Area, and created the popular annual event Prairie Fest, is no stranger to being called a free spirit. Young has won this Best Of category before, but he gets it again because it might be the last time he's eligible. By this time next year, he may be gone from these parts. Years of pushing city officials to rein in drillers, without much success, have left him weary and longing for a change. He and wife Debora put their house up for sale, and they're eying a new place in Marfa.
Thumbs up for Wendy Davis! So proud she was shortlisted!


More and more manufacturers are ditching the technology.
Suzuki and Mitsubishi have become the latest manufacturers to move to get rid of diesel from their European line ups.
The Japanese car makers will join Nissan and Toyota in axing the technology entirely, with declining consumer confidence in them, along with ever-tightening emissions regulations, making them less popular than ever.
The move will also mean that Mazda will remain the only major Japanese carmaker selling diesels in Europe.
Suzuki had already canned some diesel models, but is now phasing them out across the range. The move will not be worldwide though, with India in particular keeping diesels for now. Diesels make up 30 percent of Suzuki's sales in that market, whereas in Europe it accounted for just 10 percent of the 281,000 cars it sold in Europe in the last year.
Mitsubishi meanwhile has stopped the sale of new diesel cars in not just Britain, but Germany as well where there is also a strong anti-diesel movement following the Dieselgate controversy. As much as 30 percent of Mitsubishi's sales for the last year were diesels. The company will continue to offer diesel-powered pickup trucks for the time being.
Porsche is another brand that recently confirmed it was dropping diesels, citing an increasing demand for electric cars – which the company is gradually introducing – as the main cause. However, rival brand BMW isn't doing such a thing any time soon. In fact, BMW is so confident in its diesel technology, that a member of the company's board recently described its diesels as "more or less the best diesels" on sale today.
Diesel sales have declined across the board in the UK, with sales dropping by 30 percent. In Germany in the last year sales dropped by an even bigger 31.1 percent. The sales slump has also caused diesel itself to go up in price.
The average price for a litre of diesel was 134.41 pence at the end of September – a rise of almost 1p per litre on August and the highest average price since August 2014. The number of barrels per day being shifted each day also dropped by 115,000 barrels per day in August compared to the previous month.


text:
VA Supreme Ct./
BRENDA JOHNSTON v. WILLIAM WOOD ASSOCIATES INC
BRENDA JOHNSTON v. WILLIAM WOOD ASSOCIATES INC (2016)
Supreme Court of Virginia.
BRENDA JOHNSTON v. WILLIAM E. WOOD & ASSOCIATES, INC.1
Record No. 151160
Decided: June 02, 2016
PRESENT: All the Justices
More than 100 years ago, we held that when an employment contract does not specify a time period for its duration, "either party is ordinarily at liberty to terminate it at-will on giving reasonable notice of his intention to do so." Stonega Coal & Coke Co. v. Louisville & Nashville R.R. Co., 106 Va. 223, 226, 55 S.E. 551, 552 (1906) (emphasis added). Brenda Johnston, who was discharged without advance notice, argues that "reasonable notice" includes a temporal component, i.e., the notice must be provided at some reasonable time before the termination of the employment relationship. William E. Wood & Associates, Inc., Johnston's former employer, counters that "reasonable notice" in this context simply means effectual notice that the employment has been terminated. We agree with the employer.
Brenda Johnston worked at William E. Wood & Associates, a real estate services firm, for 17 years. She was an at-will employee. Johnston's employer terminated her without any advance notice. She sued, alleging that she was wrongfully discharged and that her employer breached an implied term of her employment contract. The employer demurred, arguing that Virginia does not recognize either cause of action. Following argument of counsel, the circuit court granted the demurrer.
II. ANALYSIS
"Because the decision whether to grant a demurrer involves issues of law, we review the circuit court's judgment de novo." Dreher v. Budget Rent-A-Car Sys., Inc., 272 Va. 390, 395, 634 S.E.2d 324, 326-27 (2006).
Virginia adheres to the common-law rule that when the intended duration of a contract for the rendition of services cannot be determined by fair inference from the terms of the contract, then either party is ordinarily at liberty to terminate the contract at-will, upon giving the other party reasonable notice. 2
Miller v. SEVAMP, Inc., 234 Va. 462, 465, 362 S.E.2d 915, 916-17 (1987). The at-will doctrine constitutes a cornerstone of the Commonwealth's employment law. Although we have repeatedly stated that the notice given must be "reasonable," we have not addressed what "reasonable notice" means and, specifically, whether reasonable notice means advance notice.3
The nature of the at-will relationship supplies the answer. At-will employment offers maximum flexibility to an employer and an employee. An employee remains "at liberty to leave his employment for any reason or for no reason." Id. at 465, 362 S.E.2d at 917. By the same token, the employer is free to terminate the employment relationship without the need to articulate a reason. Id. We have observed that an employer may terminate an at-will employee "at any time without more ado."4 Hoffman Specialty Co. v. Pelouze, 158 Va. 586, 594, 164 S.E. 397, 399 (1932). Imposing a requirement of reasonable advance notice is antithetical to the flexibility that lies at the heart of the at-will doctrine and would undermine the indefinite duration element of at-will employment.5
In addition, a contrary ruling would create a great deal of uncertainty in employment relations. Johnston acknowledges that what is reasonable will vary based on each employment situation. She concedes that immediate notice of termination would be appropriate in some situations, but she argues that, for others, some advance notice of unspecified duration is necessary. Were we to adopt this amorphous standard, every employer would have to gauge what is reasonable advance notice under the circumstances, and if the employer guesses wrong, face the prospect of an expensive trial with an uncertain outcome. Conversely, employees could be sued by their employers for failing to provide sufficient advance notice before leaving, thus deterring employees from seeking better prospects elsewhere. Every decision to terminate an employment relationship, or of an employee to quit a job, would become a jury question –hardly the clear, flexible rule that the at-will doctrine contemplates.
More than 100 years have passed since our decision in Stonega Coal. This Court has not during this considerable span interpreted the term reasonable notice to include advance notice by the employer or the employee that the at-will employment has ended. A change so fundamental to employment relations in Virginia should be left to the legislature, which is best situated to study the employment relationship and fashion appropriate remedies to address specific problems or changing conditions. See, e.g., Bailey v. Loudoun Cnty. Sheriff's Ofc., 288 Va. 159, 178, 762 S.E.2d 763, 772 (2014) ("[I]t is the responsibility of the legislature, not the judiciary, to formulate public policy [and] to strike the appropriate balance between competing interests.") (second alteration added) (quoting Wood v. Board of Supervisors, 236 Va. 104, 115, 372 S.E.2d 611, 618 (1988)).
We hold that the phrase "reasonable notice" simply means effective notice that the employment relationship has ended. Without such notice, an employee who has not received notice that the employment has been terminated will likely continue to work, only to learn at some later time that she was no longer an employee and, therefore, will not be paid for her effort. Similarly, an employer who has not received effectual notice that the employee has quit might well continue paying the employee who no longer works there. To avoid this problem of uncompensated effort or undeserved compensation, a requirement of reasonable, i.e., effectual, notice makes sense. There is no doubt that the employer's notice here satisfies that criterion.
The circuit court correctly granted the employer's demurrer to Johnston's claims of wrongful termination and breach of a term of an implied contract because, as a matter of law, there was no wrongful termination and there was no such implied term in Johnston's at-will employment.
We affirm the judgment of the circuit court.
2. For a history of the development of the doctrine in Virginia, see Gary S. Marshall & Maris M. Wicker, The Status of the At-Will Employment Doctrine in Virginia After Bowman v.State Bank of Keysville, 20 U. Rich. L. Rev. 267 (1986).
3. This issue has divided circuit courts and United States district courts. Courts in the following cases concluded that "reasonable notice" does not entail advance notice: Calquin v.Doodycalls Fairfax VA LLC, No. 1:09cv543, 2009 U.S. Dist. LEXIS 83936, at *4-10 (E.D. Va. Sept. 11, 2009); Jafari v. Old Dominion Transit Mgmt. Co., No. 3:08-CV-629, 2008 U.S. Dist. LEXIS 97037, at *27 n.15 (E.D. Va. Nov. 26, 2008); Perry v. American Home Prods. Corp., No. 3:96cv595, 1997 U.S. Dist. LEXIS 2521, at *22-26 (E.D. Va. Mar. 4, 1997); Rubin v. AmericanSoc'y of Travel Agents, Inc., 78 Va. Cir. 1, 4-6 (2008); Brehm v. Mathis, 59 Va. Cir. 31, 33-34 (2002); and Wilt v. Water & Wastewater Equip. Mfrs. Ass'n, Inc., 43 Va. Cir. 118, 122 (Loudoun Cnty. Cir. Ct. July 21, 1997). In the following cases, courts found to the contrary: Mercado v. Lynnhaven Lincoln-Mercury, Inc., No. 2:11cv145, 2011 U.S. Dist. LEXIS 122145, at *34-37 (E.D. Va. Oct. 21, 2011); Wells v. G.R. Assocs., Inc., No. 00-1408-A, 2000 U.S. Dist. LEXIS 22982, at *18-21 (E.D. Va. Nov. 22, 2000); Tingle v. Chasen's Bus. Interiors, Inc., 41 Va. Cir. 451, 454-55 (Norfolk Cir. Ct. February 27, 1997); Laudenslager v. Loral, 39 Va. Cir. 228, 229 (Chesapeake Cir. Ct. May 6,1996); and Slade v. Central. Fid. Bank, 12 Va. Cir. 291, 291-92 (Campbell Cnty. Cir. Ct. June 13, 1988).
4. We have, of course, recognized some limitations to the at-will doctrine. See, e.g., Bowman v. State Bank of Keysville, 229 Va. 534, 331 S.E.2d 797 (1985) (recognizing an exception for employees who have been discharged in violation of an established public policy).
5. In several of our cases, the employee was terminated without advance notice, a fact that passed without comment by either the litigants in those cases or this Court. See Lockhart v.Commonwealth Educ. Sys. Corp., 247 Va. 98, 100-02, 439 S.E.2d 328, 329-30 (1994); Miller, 234 Va. at 463-64, 362 S.E.2d at 916; Bowman, 229 Va. at 536-38, 331 S.E.2d at 798-99.
OPINION BY JUSTICE STEPHEN R. McCULLOUGH


Welcome to our Goat Farm!
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Contact us today to see how we can meet your needs.
consider using the Kiko as a pack goat!
Our herd was Johnes tested through the University of Wisconsin_Madison testing center. All negative 06/15/2016.
We have re-tested 03/11/2017, all of our goats over the age of 3, we tested for CAE, CL, Johnes Scrapie. We are everything!!
"Have no fear little flock, because your Father has approved of giving you the Kingdom"
This will be our last month with Animal Welfare Approved. We made the decision to withdraw from the program. This is a non-profit program and it is at their expense to visit our farm each year. As we are slowly selling our herd, we could not in good conscience ask them to use funds to keep our enrollment. We encourage people to visit their site and donate to them. We will continue to uphold their standards for the treatment of our livestock.


text:
Ramsey County Workforce Solutions Green Construction
Ramsey County Workforce Solutions: Green Construction
The digital transformation is happening in Construction, and it intersects with the greening of the industry. Nationally and locally, the Construction Industry experienced tumultuous impacts of the COVID-19 pandemic and corresponding global economic slowdown, including project delays, materials shortage, and layoffs. Technology is not new to the Construction Industry; however, with a reduced headcount and tight profit margins, the adoption of new technology tools accelerated during the pandemic. Advances in technology make Green Construction sustainable by making construction generally more energy-efficient, cost-effective, and safer.
The greening of the industry and technological advancements have differentially impacted and, in some cases, redefined Construction occupations. As technology innovations are integrated into construction project management tools and construction tasks, technology-based skills become a part of construction occupations. John O'Phelan from Ramsey County Workforce Solutions stresses the imperative of "developing, retraining, and retaining the workforce to support the future skills that match technological trends" and adds that Construction talent "need[s] continuous lifelong training in crafts and tech coding to extend their value and earning potential." [1]
Defining Green Construction
This report focuses on roles identified as "Green Occupations" by O*NET that also have 50 percent or more share of the Construction Industry (NAICS) total occupational employment in Ramsey County. Workforce implications to existing Construction roles in these sectors of the Green Economy revolve around energy reduction, green retrofitting, use of green building materials, inspecting greener building materials, and reducing energy costs in all stages of the constructions process.
As of the fourth quarter of 2020, an estimated 7,087 people work in Ramsey County in Green Construction roles such as Heating, Air Conditioning, and Refrigeration Mechanics and Installers, Cement Masons and Concrete Finishers, and Solar Photovoltaic Installers, representing about 2% of all local employment. Like the overall Construction roles, Green Construction occupations have relatively high unemployment, estimated at 7.6% as of the fourth quarter of 2020, potentially due to the pandemic's impacts. The local average annual wage in Green Construction careers is about $72,700 compared to $62,100 across all Ramsey County employment.
Shrinking Workforce
Due to the nature of the work, the Construction Industry faces limitations to talent entering and exiting roles early. Compared to overall employment in Ramsey County, Green Construction careers have a lower share of youth ages 16 to 19 and adults ages 55 and older. Minnesota's Child Labor Law prohibits youth under 18 years old from working in any "particularly hazardous" occupation, including many construction roles.[2] Regarding aging Construction workers, per the Center for Construction Research and Training, non-union construction workers tend to stop working in Construction at an earlier age than other fields, which may be due to the job's physical demands.[3]
Lack of diversity employment
Women and diverse talent are underrepresented in Ramsey County's Green Construction careers. Women make up 49.8% of workers in all occupations across Ramsey County, but they hold 3.8% of local Green Construction roles. In contrast, male talent assumes the majority of Green Construction positions, representing about 96.2% of the workers in these occupations – about 46 percentage points higher than the frequency seen in all occupations in the County. Across the Green Construction occupations in Ramsey County, there are higher numbers of White workers (81% compared to 73% overall) and Hispanic (16% compared to 7% overall) than expected by their local employment rate. Locally, many community-based training programs seek to prepare people from underrepresented communities for entry and success in the building trades.
Hiring Challenges
Beyond pandemic-related issues, the top challenge for construction employers was recruiting and training skilled workers, according to AGC Minnesota Construction Industry Assessment, 2020-2021.
With all the local construction training programs, the AGC's survey of union and non-union gives us insight into where statewide employers are using as current hiring sources. Among union employers responding to AGC's assessment, when asked what percentage of their hiring was done through different workforce pools, 69% stated they do not use technical colleges, and 68% do not use community training programs to hire workers.[4] Among non-union contractors responding to the same assessment, 85% do not use technical colleges, and 92% do not use community training programs to hire workers.[5] While JATC trained workers continue to be a strong labor source, the hiring source used most (over 75%) by union and non-union contractors was "Other." In addition to Technical Colleges and Community Training Programs not being a labor source, employer perceptions are low regarding Construction programming scope. With an already tight labor market, it will take a coordinated effort to recruit and train skilled Construction workers. Below are potential strategies to expand the workforce pool by increasing equitable access to Green Construction careers.
Employer Engagement and Partnerships
Align programming through employer engagement: Engaging local employers with technical colleges and community training programs could increase alignment of the academic, technical, and employability skills trainees need for entry and success in any trade could be essential to expanding the construction trades' hiring pool.
Enhance Employer Diversity Initiatives through Partnerships: Among employers responding to the AGC Minnesota Construction Industry Assessment, 2020-2021, 69% stated they were taking deliberate measures to attract and retain people of color and women, and 54% said those measures were working. [6]
Expand wraparound services for youth, apprenticeship, and community-based programs in Ramsey County to address barriers, attract and retain people of color and women.
Assist with Driver's Licensing: Five out of eight locally identified community-based training programs and eight out of eleven of the Registered Apprenticeships in the County require a Minnesota Driver's license. Disproportionately, people with low income, people of color, and new immigrants lack a Driver's License.[7] Pre-apprenticeships could provide construction training and education and assist with driver's licensing and transportation like those in the Seattle Metro area.[8]
Expand Childcare Assistance: As of the fourth quarter of 2020, women hold 3.8% of local Green Construction roles, despite making up 49.8% of workers in all occupations across Ramsey County. According to Minnesota Building Trades, about 6% or 615 of union construction apprentices in Minnesota are women.[9] Many of the local apprenticeships have schedules that make childcare complicated by requiring early travel to a work site as well as evening classes. Female apprentices report that affordable childcare is a barrier to participating in apprenticeship programs, per The Impact of Construction Apprenticeship Programs in Minnesota report. [10]
Build inclusive and meaningful pathways for career advancement in areas of growth
Build out pathways in high growth areas of Green Constructions: In Ramsey County, the largest expansion in Green Construction employment over the next five years is for Solar Photovoltaic Installers (4.5% annual growth) as of the fourth quarter of 2020. Construction Manager roles are estimated to have the second-largest expansion (1.0% annual growth) in the County during the same period.
Design inclusive and meaningful pathways for career advancement at every stage:
Attract and train diverse talent early: Invest in technology training in current youth Construction training programs that seek to increase youth participation from underrepresented communities while creating a pipeline to get young people into Construction careers.
Retain by promoting inclusive workplaces and training environments: Apprentice registration in Construction trades is growing in diversity, but the persistent employment disparities in these roles across multiple sectors are troubling. Apprentice completion data disaggregated by race, ethnicity, and gender would be a valuable tool for further research into retaining apprentices and informing apprentice programs' recruitment, persistence, and retention strategies.
Ensure portability of credentials to support career advancement: Building a pipeline from production positions into non-production positions, like Construction Managers, could also help retain skilled talent. Most management roles within Construction require bachelor's degrees, and 14.0% of Construction workers have a four-year degree compared to 31.7% seen in all occupations in the County. College credit earned from completing a Construction apprenticeship program could support transitioning talent into a supervisory or management role within their crafts, like Construction Managers, or in a related field.
[1] John O'Phelan, Reinventing Our Construction Workforce Through Technology Advancements, December 2017.
[2] Department of Labor and Industry, Ensuring the safety of youth in skilled trades training programs, Report to the Minnesota Legislature, 2020, http://www.dli.mn.gov/sites/default/files/pdf/YouthInSkilledTradesStudy_011520.pdf
[3] https://www.cpwr.com/research/data-center/the-construction-chart-book/chart-book-6th-edition-labor-force-characteristics-age-of-construction-workers-by-union-status-hispanic-ethnicity-type-of-employment-and-occupation/
[4] Associated General Contractors of Minnesota, Minnesota Construction Industry Assessment, 2020 – 2021, https://agcmn-c5.s3.us-east-2.amazonaws.com/6116/0706/2722/2020_AGC_Minnesota_Construction_Industry_Assessment-web.pdf
[7] http://www.mnlegalservices.org/legal-services-in-the-news/2021/3/11/minnesota-asset-building-coalition-advocates-to-end-license-suspension-treadmill & https://www.house.leg.state.mn.us/SessionDaily/Story/15690
[8]http://www.seattle.gov/documents/Departments/FAS/PurchasingAndContracting/Labor/ApprenticeshipGuidebook.pdf#page=11&zoom=100,0,0
[9] https://mntrades.org/apprenticeship/
[10] https://faircontracting.org/wp-content/uploads/2019/09/mepi-uiuc-impact-of-apprenticeships-programs-in-minnesota.pdf
Download Ramsey County Workforce Solutions: Green Construction


text:
Pete Seeger's Birthday! How could I have missed it?
John Fahey was attributed with the following quote about Pete Seeger; "I remember when you'd go into a folk store, there'd always be a big sign up, 'Should Pete Seeger Go To Jail?' I'd always say, Absolutely. Because he sings such lousy music."
Sounds like something Fahey would say! Apparently Fahey had a reputation for saying most anything to be outlandish, get attention, just get a reaction? Hard to know for sure.
But Fahey wasn't without his own political song, don't forget March! For Martin Luther King. Pretty cool song.
Ah...here is Pete at the feet of Woody Guthrie. Now Woody, he had an interesting life.
You could say Woody started all this singin' for change. Sit in, Sing out, march, march, march.
Woody was all about the labor movement.
No doubt Pete learned a lot for Woody, like how to write all over your guitar.
But...it looks like the stencil had been invented by the time Pete decided on his protest motto. So you could say that Pete improved on his mentor's style. Always good for the student to teach the master a thing or two, no?
Pete sorta took up the protest career and with all the labor problems solved he decided to focus on racism and wars. Excellent cause. Pete learned another thing from Woody, take a folk song and turn it into a "cause" song. Take an old spiritual and turn it into a "protest" song. Very effective. Everyone kinda knows the tune, add some timely lyrics and presto, the whole crowd sings along!
However, somewhat questionable when it comes to all the accolades the men receive for preserving American folk music. True, some of the praise is well deserved, but let's not lose site of the means to an end. Protesting, sitting in, walking out, march, march, march. And, the causes were noble and worthy, no doubt about that. But does one justify the twisting of the other?
How about the song "I Shall not be Moved"? Beautiful old spiritual, forever linked to sit-ins. Listen to Mississippi John Hurt sing that song. Man, that is something! Very popular song, lots of people did it as a spiritual, Johnny Cash, "Pops" Staples. Long list. Great song.
The Irate Pirate May 9, 2009 at 1:57 PM
Ah, but John Fahey also said, "Pete Seeger was an absolutely incredible banjo player, every bit as good as Uncle Dave Macon." The only problem was he didn't feel justified just playing banjo. Except occasionally, like his banjo arrangement of Beethoven's Ode to Joy, which is every bit as brilliant as Fahey's arrangement of 'In Christ there is No East or West'.
But though his music may not be timeless (very little topical music is), he has my utmost respect as a human being. Not only has he been playing music and singing uncompromising (if populist) songs for 70 years, but he has stood up to the House Un-American Activities Committee, when they were calling him a communist and asking him to tell them the names of his friends. He told them, "Not only do I not have to answer that question; you don't have the right to ask me that question." And he continued speaking out in the face of incredible opposition which at times even attempted to kill him.
And it's easy to forget now, but it's the unions and the labor movement that gave us things like The Weekend and the 40-hour work-week, and put an end to child labor in the US. And it's people like Pete and Woody who through their music both educated and created community among the laborers. So Pete's particular brand of polit-folk may not be quite as mysterious as Fahey or as pile-driving as Dick Dale, it fulfilled its purpose with elegance and panache.
And he may be a banjo-dork, but he's a banjo-dork worthy of respect, gratitude, and even reverence. He built a his family a log cabin with just an ax, don'tcha know.
J. Scott Moore May 12, 2009 at 1:36 AM
That damn Fahey, I wouldn't doubt he would say that. Man seemed to be rather contrary. Irascible, in fact.
Hey, I'm not down playing one bit, Woody or Seeger's accomplishments. I love my weekend, and they played their part and in some ways were leaders. But the labor unions were headed that way anyway. People were going to fight racism and the Vietnam War regardless.
I just think people too often give the men credit for preserving folk music as if that was their only goal. Like a Lomax, maybe. They had an agenda, and that's fine, let's just be straight up about it.
But as I pointed out, every artist interprets music, and uses it. Dick Dale used it to make money. Seeger, to try to change the political world. So one could easily argue that one is more ethical, or honorable that the other. More principled. But it's a slippery slope when ever one uses an argument like that: well it's ok to twist that old folk music around this way, but not that way. If Dick Dale hadn't heard that old song in his home, growing up, and twisted it 'that way' to suit his needs, we might never have had a surf music.
OMG, the artistic black hole!
D-lo June 17, 2009 at 6:10 AM
Hey, ok, I'd like to add my 2 cents to this interesting discussion... I don't disagree with you on everything, but there are a few points that stand out.
You made the point that the labour movement and the anti-racism/anti-war movement were headed for victory, and would've won without Pete Seeger. Well, that's true. But from the perspective of the times, nothing was that certain. People don't stand up and march or organise if they think everything is going to be alright in 10 or 20 years. That's why it's called a struggle - you have to fight. So, the thousands of workers or students or poor folk or blacks or whoever who chose to stand up, it was a choice to contribute something to a cause whose future success was by no means a sure thing. And it was often a risky choice that took bravery. And Seeger chose to contribute musically - I think you gotta give him more credit for that. He wasn't instrumental to victory; but then, it's pretty rare that anyone ever is.
Secondly, Seeger was central in bringing together the Newport Folk Festivals, which did an immense amount for the preservation and re-invigoration of blues and folk. So even if he had no musical skill whatsoever, he would deserve gratitude for that.
Now, on the topic of his skill - I have to say, I am more inclined to agree. I think he was certainly capable and competent, but rarely artistically inspired - at least in what he chose to perform and record. His great skill as a performer was his rapport with the audience, and that was often for political purposes. And I don't think there's anything wrong with that, but like you say, lets be straight up about it.
Oh, and the poor guy was born with about the most squeaky-clean, wholesome voice you could imagine, which never helps.
I mean shit, I'm sure he had his share of troubles, but you just gotta watch his interview with Johnny Cash or John Hurt or similar figures, and you can't shake the feeling that he's a complete goody-two-shoes.
J. Scott Moore June 17, 2009 at 9:14 AM
Ah D-lo, you've made a fine point about the Newport Folk Festivals. I missed that and despite the charged political atmosphere, an equal effort was put into the revival of some music that was in danger of fading forever. The stories of Seeger nearly going insane trying to unplug Dylan (?), now that is good stuff too!
But seriously, he and many people were indeed very courageous in those crazy times.
I like your point about his squeaky-clean image. Probably why I'm a bigger fan of Woody, that guy just seemed to have a great amount of charisma. Or maybe I just fell for too much of that stuff in his highly fictitious Bound for Glory…?
Jack Rose - The Black Dirt Sessions LP
James Blackshaw - The Glass Bead Game
John Hammond - Got Love If You Want It
Mark Lemhouse - Loud - Live - Luxurious


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text:
"It feels great," offensive tackle Mason Zandi said. "You rush for 200 yards against anybody, that's going to make you feel good as an offensive lineman and a running back."
The competition gets stiffer this week when the Volunteers (5-2 overall 2-2 SEC) come to Williams-Brice Stadium for a 7:15 p.m. Saturday, but the Vols aren't exactly run stuffers. Tennessee is 11th in the SEC and 110th in the nation in yards per carry allowed at 5.14.
South Carolina's run game could get a boost from the return of 6-foot-4, 325-pound offensive lineman Donnell Stanley, who started the season at right guard but suffered a severe high ankle sprain on the first series of the first game. Stanley returned to practice Tuesday for the first time since that injury.
"He's still gimpy on that ankle, but hopefully it'll improve tomorrow," coach Will Muschamp said. "He needs to move a little better. Seven weeks and he hasn't taken a snap, but I know one thing, he's tough. To be able to do what he's done is pretty remarkable. They thought he'd be out for the season when the injury occurred and he's been able to get back. It's a testament to the toughness that young man has."
South Carolina football players discuss how close games have been in recent years against Tennessee.
If Stanley can return to the starting lineup, it will be a boon for the Gamecocks (3-4, 1-4).
"Our base run is an inside zone and you're talking about taking a guy that gets great movement at 330 pounds and can anchor on 3-technique and you're going to get 3 or 4 yards when you run to his side," Muschamp said. "He's a guy that certainly gives us some girth inside and some athleticism inside to get movement."
Stanley "is a huge guy in the run game," tight end Hayden Hurst said. "He helps us get movement on guys. He's so strong and physical. It'll be huge to have him back."
The run game also could be improved by the downfield passing of freshman quarterback Jake Bentley, who made his first start last Saturday.
"That will help the run game a lot because you are not expecting it plus you don't have eight, nine people in the box knowing you are going to run it," Williams said. "We are not going to be predictable if we can run the ball."
Maintaining balance will be particularly important Saturday against Tennessee and defensive end Derek Barnett, Muschamp said. Barnett's tied for second in the SEC with 11.5 tackles for loss.
Barnett "can change the game," Muschamp said. "We have to account for him in everything. When you stay balanced, it is very difficult on a defense because, you are sitting there thinking in your mind, 'OK, I want to run a pass pressure and run an overload.' Well, if they run it the other way we've got a problem. That's why, to me, it is so important to be balanced in what you do."
South Carolina football coach Will Muschamp previews this week's game against Tennessee.


AUSTIN, Texas (AP) _ Texas A&M coach R.C. Slocum has heard the drumbeat to fire him all season. Losing big to rival Texas won't calm things down.
The 10th-ranked Longhorns rolled to a 50-20 victory Friday in a game of redemption for quarterback Chris Simms that raised even more questions about Slocum's future with the Aggies.
While Simms was passing for 278 yards and three touchdowns, Slocum had to be wondering if his 14-year tenure at A&M will soon end.
"Anytime you lose a game by that score it stinks," Slocum said.
The Aggies committed a season-high six turnovers in the 109th meeting in the rivalry.
Slocum's 123 wins are the most in school history but the Aggies (6-6, 3-5 Big 12) are just 29-23 over the last four years. They finished with their first losing season in league play since 1984 and the days of the old Southwest Conference.
Slocum has said he won't quit. University president Robert Gates gave Slocum a vote of confidence last month but left his future in the hands of a new athletic director to be hired later.
"I'm disappointed _ and that's as mild as I can put it _ about this season," Slocum said, "and I look forward to going back to work.
"There is no question in my mind about my intent to coach the team in a bowl game, or my intent to coach the team next season or for many seasons to come."
Slocum and the Aggies had a tough week, having to play Texas just four days after freshman defensive tackle Brandon Fails died suddenly in his dorm.
Fails' was to be buried Saturday and his teammates wore stickers with his No. 89 on their helmets.
"Without a doubt, we had a major distraction with a young man's death," Slocum said. "I wouldn't want in any way to somehow attribute this loss to losing this player. That wouldn't be fair to his family."
When Simms came to Texas (10-2, 6-2) in 1999 he brought with him expectations of Big 12 and national titles and even a Heisman Trophy.
He will end his career without any of those.
Instead, Simms and Texas will have to be satisfied with doing something no Texas quarterback had done in 55 years: leading the Longhorns to three straight victories over the Aggies.
Simms, 3-1 in his career against the Aggies, is the first Texas quarterback to win three in a row over A&M since Bobby Layne in the 1940s.
He made his final home game, in front of 83,711 at Royal-Memorial Stadium, a memorable one. He'll leave Texas 15-0 as a starter at home.
"I know everybody back home in New Jersey was watching," said Simms, whose father, Phil, helped the New York Giants win the 1987 Super Bowl. "I had to put that last one good showing on TV. It's tough to explain _ I almost started crying before the game when I had to hug my mom, but it ended up being a great day."
Simms had to answer to his own critics, even during a season in which he passed for a school-record 24 touchdowns and 2,938 yards, second best in school history.
"He's meant a lot to this program," Texas coach Mack Brown said. "He took a lot of undue criticism, but his standards were different than others."
Texas broke open a tight game with 27 straight points in the second half.
Roy Williams caught touchdown passes of 75 and 38 yards from Simms, Michael Huff returned an interception 28 yards for a TD, and Nathan Vasher went 60 yards with a punt return to score.
The Aggies couldn't recover from the turnovers, including four by quarterback Dustin Long that led to 16 points for Texas.
Texas led 9-0 in the first quarter after the Aggies turned the ball over on their first three possessions. Dusty Mangum kicked field goals of 37, 41 and 28 yards.
Simms cranked it up in the second. B.J. Johnson took a short pass on a crossing route, broke Byron Jones' tackle and raced 44 yards for a touchdown.
After forcing a punt on A&M's next possession, Texas needed just one more play to find the end zone again. Williams burned Jones on a slant, hauled in Simms' pass on his hip and coasted in for the 75-yard score.
Simms connected with Williams again in the fourth on a perfect strike into the end zone after another Aggies turnover.
Williams finished with 149 yards on six catches. The junior said he'll wait until after Texas' bowl game to announce whether he'll leave early for the NFL.


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