Maintaining the five state Veterans Cemeteries and the Memorials is a big job, even with the dedicated MDVA staff. That is why we love it when veteran and community groups volunteer to complete specific projects or help with general maintenance.
In the first photo below, you will see Life Scout Issac Vance, who worked on his Eagle Scout project at Cheltenham Veterans Cemetery.
The following photo shows volunteers with Saluting Branches, who did an awesome clean-up project at Rocky Gap Veterans Cemetery.
Thank you to Issac and the other Scouts who assisted with this project!
Thank you to efforts of the Volunteers from the organization Saluting Branches for their help pruning trees at Rocky Gap State Veterans Cemetery.
Maryland Department of Veterans Affairs (MDVA) Secretary George Owings announced the facilitation of a behavioral health round table event which brought together federal, state, county, and community organizations to raise awareness during September's Suicide Prevention Month. Suicide is a public health issue which affects all Marylanders.
To combat this reality, the MDVA, the Veterans Affairs Commission of Anne Arundel County, and Mt. Olive Community Life Center in Annapolis hosted the first in a series of round table discussions on prevention and improving wellness in the military community.
The discussion took place at Mt. Olive Community Life Center on Hicks Avenue in Annapolis. Participants included the Anne Arundel County Police and Fire Departments as well as members of the Veterans Affairs Commission and Constituent Services. The Maryland Department of Labor and U.S. Department of Veterans Affairs were in attendance as well.
Last week, individuals supporting VConnections, Inc. in southern Maryland met with MDVA staff regarding their program. Pictured from left to right are: Norman Day, Dyotha Sweat, MDVA Deputy Secretary Bob Finn, Pete Williams, Denise Nooe (MDVA), Subrinna Mason and Bill Buffington.
Charlotte Hall Veterans Home Veterans Day Program will be held on Monday, November 12, 2018 at 11:00 am. This change will allow Charlotte Hall residents to attend the Leonardtown parade on Sunday, November 11th.
The Maryland Department of Natural Resources aims to expand tree cover on public lands across the state by offering affordable and attractive trees for planting on public lands and open space through its Tree-Mendous Maryland program.
Church, civic, community and school groups, homeowners associations, local governments, nonprofits, and others are eligible to purchase shrubs and trees for planting on community and public lands.
To save on delivery fees, communities and nonprofits that order now can also pickup their trees at several sites in October: Green Ridge State Forest Oct. 2; Cedarville State Forest Oct. 4 or Tuckahoe State Park Oct. 11. Recipients can also pick their orders up at Clear Ridge Nursery in Carroll County, which grows and provides the trees, throughout the season. All orders must be delivered or picked up by Dec. 15.
Since starting Tree-Mendous Maryland in 1989, the Maryland Forest Service has assisted more than 3,000 groups and organizations with tree plantings. Tens of thousands of shrubs and trees have been planted in communities, parks, schools, squares and towns across the state. Trees beautify the landscape, clean and filter air and water, and provide essential habitat for wildlife.
ANNAPOLIS, MD – Governor Larry Hogan, in collaboration with the Maryland Department of Labor, Licensing and Regulation, Maryland Department of Commerce, Maryland State Department of Education, Maryland Higher Education Commission, Maryland Department of Human Services, and the State Department of Assessments and Taxation, unveiled the Maryland Workforce Expressway, a new website that connects businesses to the full array of state workforce development resources in Maryland.
The new website, www.maryland.gov/workforce, hosts nearly 50 workforce resources in one, easy-to-navigate location. Previously spread across many state agencies, the Expressway is a single source for links to talent engagement services, workforce education, hiring incentives, workforce training grants, labor and industry standards, and reemployment services. By streamlining access to state workforce resources, Maryland employers can more easily access the tools and services they need to secure and develop their talent pipelines.
Maryland Motorists: Stay Alert for Deer!
Cooling temperatures, colorful foliage and unpredictable wildlife – all signs that the fall season is upon us in the Old Line State. As such, the Maryland Department of Natural Resources urges motorists to stay alert for deer and other wildlife this time of year as these animals seek food supplies and mates before winter.
Be particularly attentive in the early morning and evening periods.
Gradually brake to avoid hitting a deer; do not swerve as this may cause you to lose control of a vehicle.
Slow down if a deer crosses the road ahead. Deer often travel in groups and others may be nearby.
Stay alert and slowdown in areas where deer crossing signs are posted. These indicate locations of frequent deer activity.
Watch the shoulder. Be alert for deer standing along the shoulder as they may suddenly move into the roadway. Slow down and sound your horn to scare them away.
Veterans: Anne Arundel County Public Schools Needs You!
SS JOHN W BROWN docked in the Baltimore Inner Harbor is open Wednesdays and Saturdays 9:00 am -2:00 pm for visits and tours for both groups and individuals. We request a $10 donation from the public, but don't ask this of veterans. We are also available as an event & conference venue and do a couple of living history cruises each year.


Swansea University FAQ - Who can transcribe a podcast for me?
If you are deaf or have a hearing impairment recognised by the Equality Act 2010, the Transcription Centre (SUTC) may be able to provide you with transcribed audio files. Please contact the Centre on 01792 295912, braille@swansea.ac.uk or call in at the Amy Dillwyn Building (#15 on the Singleton Park Campus map) to discuss your needs.
The SUTC provides braille, DAISY audio recordings, tactile diagrams, large print, scanned electronic text, searchable PDF files and transcribed audio files to Swansea University students and to students at other HE and FE institutions.


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Confirmed: B&N Terminating Nook Press Accounts for Publishing Erotica
There's a story breaking this morning which – if confirmed as true – would mark a troubling return to a period where erotica was removed from ebook retailers simply for being risque.
Edit: it's really happening.
Author Bobbi Holmes reported on her blog yesterday that she had received the following email from Nook Press:
Dear Publisher,
We have determined that many of your titles available for sale are in violation of our Content Policy. Accordingly, the offending titles have been removed from sale and your account is being terminated. We will pay out any and all outstanding royalties during the next payment period. If you attempt to publish similar content under a different account, we will terminate that account as well and withhold royalties from those sales.
The NOOK Press Team
Holmes's publisher, Roberth, has posted a similar noticed on its site while at the same time denying that it currently published erotica in the Nook Store.
At first glance this reminds me of 2013, when Amazon and other ebook retailers pulled self-published erotica as a response to negative news coverage. (Kobo went even further, pulling all self-published titles of all genres and categories from all of its ebook retail partner sites).
But one key difference between that story and this one is that we have no confirmation that this was an intentional act by Nook Press and not some fool making a mistake.
This might be the start of a purge, but I have not found any sign that is the case. There are no other first-hand reports on KBoards, Twitter, or in Google search results from authors whose titles have been pulled. (I have a second-hand report, but that is not the same thing.)
I can confirm that nearly all Bobbi Holmes titles have been removed from the Nook section of the B&N website. (The print editions remain, however, rendering the ban pointless.) Nothing in the print titles suggest erotica, and I don't see any erotica titles from Bobbi Holmes in the Kindle Store.
If you find out something new, please let us know in the comments.
Edit: The story has been confirmed by Georgette St Clair, who wrote on her blog that her Nook Press account was closed:
About 5 years ago I had published a few erotic romance books with a higher heat level than my shifter books, and B&N was one of the places that I published those books. These were published under a different pen name. I have never gotten a single warning or complaint from B&N about any of these titles; if I had, I would have taken it down immediately.
All of a sudden I get a notice yesterday that my account is suspended, and none of my books are on sale. I emailed B&N; no response. I started checking author forums and find that this has happened to NUMEROUS other authors of erotic romance, and most of them are getting follow up letters saying their accounts are suspended, forever.
Third Edit: St Clair now says that her account was restored.
PW has a second confirmation from erotica author Selena Kitt:
Selena Kitt, another author who complained publicly about the situation, said B&N acted "without warning" in canceling her account, and the accounts of other authors. She added that B&N's claims that she and others had violated Nook's content guidelines rung hollow as those guidelines were "non-existent until August 16 or so. We've had the same content published on their site for years."
So yes, B&N is apparently now purging erotica titles that they were happy to publish last month.
Second Edit: They claim that they changed their policies on 16 August, but from what I can see Nook Press has nearly the same content policy today is it did in February 2017 (Wayback Machine).
The only real change that I can see is that a few words were added here:
but not limited to works portraying or encouraging incest, rape, bestiality, necrophilia, paedophilia or content that encourages hate or violence.
That's all the new stuff, which is kinda weird. I was under the impression that content was already banned from most bookstores. Also, it doesn't explain why Bobbi Holmes's account was terminated when she wasn't selling any erotica.
image by paparutz
Amazon's Next Couple Tablets Clear the FCC, Have Micro SD Card Slots
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The tablet supply is going to dry up in the coming months
Tony August 23, 2017 um 11:26 am
Is Mike Pence a buddy of some Barnes & Noble executive? 🙂
gbm August 23, 2017 um 11:45 am
You are barking up the wrong tree. The only people carrying around signs and protesting against free speech in the US right now are the Antifa.
BDR August 23, 2017 um 3:54 pm
Meanwhile Nazis are busy holding torch rallies; screaming about taking back America from Jews. Everyone should be protesting that, and most are.
Except for you, evidently.
Nate Hoffelder August 23, 2017 um 10:20 pm
come on, you can criticize the arguments without directly attacking the person.
Nate do you have a link to these so called content guidelines?
yes, and from what I can see they have not actually changed their policy. Here's an old copy from the Wayback Machine.
https://web.archive.org/web/20170210111328/http://www.nook.com/services/cms/doc/nookpress/us/en_us/legal/content-policy.html
The current rules look identical.
Edit: No, I was wrong. The new rules specifically mention bestiality, rape, etc.
gbm August 23, 2017 um 1:07 pm
Thanks, then it is B&N just putting on their bigger stupid hat.
Advertisements or promotional material (including author events, seminars etc.).
Contact information for the author or publisher.
That is, word just do not come, that has been standard information in books longer that I have been alive.
What do they call this:
Baen Publishing Enterprises
Riverdale, NY 10471
www.?baen.?com
Cover art by Bob Eggleton
Maps by Charles E. Gannon and Robin Szypulski
First Baen printing, February 2017
By that policy every book in the Nook store is forbidden.
Allen F August 23, 2017 um 1:01 pm
Just more of B&N terminating itself. (They're best at killing off anything that might be selling.)
FYI, seems her account is back:
http://georgettewrites.com/2017/08/22/nook-pressbarnes-noble-just-suspended-my-author-account-for-no-reason/
But the trust is gone …
Nate Hoffelder August 23, 2017 um 1:19 pm
Yes, I updated my post to mention that.
Update on Bobbi Holmes she has had her account reactivated.
http://bobbiholmes.com/an-update-to-todays-update/
Still no word on why, It must be just a big screwup and B&N so not want to admit it.
this is just nuts, isn't it?
Mackay Bell August 23, 2017 um 2:55 pm
"… works portraying or encouraging incest, rape, bestiality… " Have they removed Oedipus, Gone with the Wind and Beauty and the Beast yet?
Loltia by Vladimir Nabokov is in the Nook store.
Scott August 23, 2017 um 4:31 pm
Well those (and Lolita) have nothing to do with Nook Press. In so far as Nook Press functions as a publishing arm, B&N has a right to choose what to (continue to) publish and what not to (continue to) publish.
That's not to say that how B&N has handled this isn't mind-bogglingly horrible.
Except it still points to a double standard.
B&&N is allowing one but not the other.
B&N Now Restoring Nook Press Accounts it Had Erroneously Terminated | The Digital Reader August 25, 2017 um 12:33 pm
[…] this week Barnes & Noble stunned many when it started spontaneously terminating the Nook Press accounts of indie authors. B&N claimed that the accounts had been terminated for […]
The Noble Pen for Sept 7, 2017 | The Noble Pen September 1, 2017 um 10:05 am
[…] reports indicate 50,000 titles were taken down. Some of the books had sold for years on Nook. (More discussion) Authors have had accounts terminated without warning, although some have been restored. […]
Are Erotic Romance Authors Welcome at Nook? — All About Romance September 1, 2017 um 2:00 pm
[…] Nate Hoffelder of The Digital Reader confirmed these reports, as did industry journal Publishers Weekly. A pattern emerged. Nook Press objected to some of an author's titles – but pulled all books by that author. Within a couple of days, many authors reported that Nook Press apologized and reinstated their accounts. As reported by The Digital Reader, apparently it was all a big misunderstanding. Oops? So I guess everything's okay? Until the next mistake happens. […]
75 Happiness Quotes & 10 Messages about Being Happy

redpajama_set_name: RedPajamaCommonCrawl


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10 Years And 2 Parties Later, Kerala's Abdullakutty Turns To BJP
After being expelled from both the CPI(M) and Congress for praising Modi, AP Abdullakutty is ready to join the BJP. But why now?
By K.A. Shaji
Facebook/AP Abdullakutty
There's a story about AP Abdullakutty that begins recirculating every time he switches parties: In 2006, the then Lok Sabha MP from the CPI(M) travelled over 600km from his hometown in Kerala's Kannur district to the famed Vaitheeswaran Koil village near Thanjavur in Tamil Nadu to meet an astrologer. The controversial Leftist, who used to describe himself as a "Muslim-Marxist", wanted to find out when his birthday was, a fact that his family had not recorded.
The elderly practitioner of Nadi astrology (which uses thumb impressions to read the person's destiny) gave Abdullakutty his horoscope, and also some advice which the politician seems to have taken to heart: change political loyalties at frequent intervals to hold on to power and position.
AP Abdullakutty/Facebook
AP Abdullakutty meeting PM Narendra Modi
Three years after that visit, the CPI(M) suspended and later expelled the politician for praising then Gujarat chief minister Narendra Modi's development model. Soon, Abdullakutty joined the Congress, which was happy to welcome him and send him to the Kerala assembly not once, but twice.
But 10 years later, Abdullakutty did it again—got himself expelled from the Congress, and that too for the same reason: praising Modi, who by then had left Gujarat behind for Delhi, and the prime minister's chair.
On Monday, he visited New Delhi to visit his hero, and is expected to join the party formally soon.
But why was Abdullakutty's journey from the Left to the Right delayed by a 10-year stint at the centre? And if this doesn't work out, does he have any place left to jump to?
How Will BJP Fix Its Shock Defeat In Kerala?
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Why the BJP, and why now?
Political observers say that Abdullakutty's latest move to embrace the Sangh Parivar is based on careful calculations: the upcoming by-election to the Manjeswaram assembly constituency in Kasaragod. In 2016, the Indian Union Muslim League's P B Abdul Razak scraped through, defeating BJP's K Surendran by 89 votes. After Razak's death, the constituency which has a huge Muslim population as well as several Sangh Parivar strongholds, is up for grabs. Abdullakutty may have been able to convince Modi and Amit Shah that a practising Muslim like him, who performed pre-Haj umra in Mecca soon after returning from Vaitheeswaran Koil, could bridge the divide between hardcore believers among both Hindus and Muslims.
He is also aiming to project himself as the Shahnawaz Hussain of the South. While the right-wing party had inducted former union minister Alphons Kannanthanam as its Christian face some years ago, it was hobbled by the lack of a Muslim leader in the state. Insiders say Abdullakutty will at least be made a state secretary. In addition, the BJP also plans to highlight him across the country as a nationalist Muslim with a Hindutva worldview. His illustrious past as a two-time CPI(M) MP and two-time Congress MLA is the icing on the cake.
Abdullakutty during his time with the Congress.
While Abdullakutty is joining BJP with many ambitions, his former associates in the CPI(M) and Congress have derided him as a powermonger turncoat without any ideology. Mullapally Ramachandran, president of the state's Congress (which was happy to welcome him 10 years ago) described him as opportunism personified.
Back in 2009, when the CPI(M) suspended Abdullakutty, Modi had invited his Marxist fan to the BJP.
"Despite being a Muslim and a communist, he praised me and my policies, and that deserves admiration," Modi had said in February 2009. But Abdullakutty chose the Congress then as the BJP barely had any chances of winning in Kerala. 10 years later, the party still hasn't opened its Lok Sabha account in the state but has one MLA, and is eyeing more gains from polarisation. That's why Abdullakutty has chosen to burn his bridges with two major parties.
A liability soon?
Like most other turncoats, Abdullakutty has often changed his political views according to the party. As the president of the CPI(M)'s student wing, he was a part of violent agitations against computerisation and self-financed colleges. But once he left the party, he began supporting a ban on agitational politics and turned into a champion of technology.
One thing BJP can rely on is Abdullakutty's self-projected patriotism—this reporter once wrote about his plans to take a break from active politics to safeguard the country's borders as a soldier of the Territorial Army (he changed his mind later, apparently because the task was too tough).
A politician who takes frequent breaks from public life to focus on his business interests, which include real estate and tourist hotels, Kutty is a rare species for many in Kerala. During his stint with the Congress, he faced many allegations, including financial misappropriation. But the survivor managed to keep himself afloat. And at the right moment, he took out the Modi card to ensure a suitable rehabilitation in the Sangh Parivar camp.
With hardly any followers, Kutty may soon turn into a liability for the BJP as well. But until then, the saffron camp will hope that his name and religious identity pay off for them in the state.
Kerala Suspends Insurance Scheme For Govt Employees After Major Security Breach
Hold On To Your Lungis! They're 'Modernising' This Beloved Attire
K.A. Shaji Writer
MORE: bjp Narendra Modi congress kerala cpim AP Abdullakutty
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When we plan our communities we often focus on our infrastructure needs. Infrastructure is defined as "the substructure or underlying foundation, especially the basic installations and facilities on which the continuation and growth of a community depend". We often think about our gray infrastructure – roads, sewers, utility lines, hospitals, schools, prisons, etc. and ignore our green infrastructure – waterways, wetlands, woodlands, wildlife habitats, natural areas, greenways, working farms, forests, wilderness area, etc. By planning both of our green and gray infrastructure at the same time, we can reduce the cost for many of our services and thus reduce the cost of service delivery and maintain lower taxes.
Coordinated under the National Gap Analysis Program of the USGS Biological Resources Division, GAP is a nationwide biological diversity assessment and planning program. It provides assessments of the conservation status of native vertebrate species and natural land cover types throughout the U.S., and facilitates the application of this information to land management activities.
The first statewide study of land use trends, GLUT is showing how Georgia's rapid growth has affected land use in urban and rural areas. The study provides data to help planners predict future patterns of land use and identify potential problems as communities cope with continued development and sprawl. It centers on how growth affects environmental concerns such as water quality, air pollution, increased flooding, wetland loss and loss of natural habitat. Funded by The Turner Foundation, GLUT is a cooperative effort of UGA's Odum School of Ecology [formerly the Institute of Ecology] and Carl Vinson Institute of Government.
From 1991 Landsat data, we developed a second set of canopy information for the southeastern United States. This includes tree canopy coverage for Mississippi, Alabama, Georgia, Northern Florida, South Carolina, North Carolina, Tennessee, Kentucky and most of Virginia. These data allow communities across the southeastern United States to begin to evaluate the trends in community tree canopy cover.
The Southeast Gap Analysis Project (SEGAP) is a regional representative of the National Gap Analysis Program sponsored by the Biological Resources Division of the United States Geological Survey (USGS-BRD).


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In today's fast moving world, anything that makes your life easier has to be a bonus. So buying flowers online is the easiest and fastest way to send a special gift to someone. After all, who has the time to spend hours trudging up and down high streets in Conisbrough, when all the flowers you need are right here online? Our skilled florist online can create a fabulous floral display for any occasion, and our next-day delivery is all part of our convenient pick and click service. Sending flowers in Conisbrough couldn't be easier – simply log on to SerenataFlowers.com.


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3 Steps to Guarantee a Good Job Reference
BY Kate Rockwood
The "references" section of a job application is often skimmed over by job seekers who are eager to relay the finer details of their past job descriptions. But recent research shows applicants shouldn't be so hasty: Your references can make or break your ability to get the gig. According to a 2012 CareerBuilder survey, 80 percent of hiring managers confirmed that they check references before extending a job offer. And hiring managers reported in an Addison Group survey that references are nearly as important as a resume when considering a candidate. In fact, twice as many hiring managers emphasize references as cover letters.
But the time to get your references ready is long before the hiring manager asks for names and numbers, says Connie Thanasoulis-Cerrachio, a career coach and cofounder of SixFigureStart. She walks us through what to do before, during, and after you apply for a job to make sure your references sing your praises.
1. BEFORE YOU APPLY: MAKE YOUR PICKS.
"Identify potential references way before you even have an interview," says Thanasoulis-Cerrachio. If you're on the job hunt, reach out to coworkers, previous managers, mentors, and clients who have worked with you closely. "You should be 100 percent confident that they will give you a good reference when asked to, so don't ask people if you've had a substantial disagreement with them or you're unsure about what they'll say," she says.
The CareerBuilder survey found that 62 percent of execs had received negative information when reaching out to a reference. "Rather than asking 'Would you serve as a reference for me?' ask: 'Would you be able to give me a positive reference?'" says Thanasoulis-Cerrachio. Any sign of hesitation means you might want to consider other options.
Before you hand your list of references over to HR, Thanasoulis-Cerrachio also recommends asking your potential picks to write you a LinkedIn recommendation. Reading their comments will give you an immediate sense of what qualities each person is likely to speak to and how effusive they are. And LinkedIn recommendations can also better your odds of getting seen by a hiring manager in the first place: Passive recruitment is on the rise, with 84 percent of organizations now using social media to search for candidates who haven't actively applied for a position. Public, well-polished recommendations can help you catch the eye of a hiring manager.
2. DURING THE APPLICATION PROCESS: REACH OUT.
You might be tempted to share the full job description with each reference or to go into deep notes about how the actual interview went—but resist, says Thanasoulis-Cerrachio. "People are busy and don't want this level of detail," she says. But do send each reference a short note, thanking them again for agreeing to be a reference and giving them a heads up that they can expect a call or email for a particular position.
And go ahead and jog the person's memory about a specific project or accomplishment that they might want to focus on, Thanasoulis-Cerrachio says. At first blush it may sound pushy or tacky, but your references will appreciate that they don't have to prep for the call, and the examples they give will show off the skills the hiring manager is after.
For example, you could send an email that says: "Thanks, Jane, for agreeing to serve as my reference. I appreciate it very much! By way of background, this position requires especially strong leadership and communication skills. Would you mind giving them the example of when I led the cross-function team of 12 in four countries to create and deliver the new intranet site for our department?"
3. AFTER THE HIRING DECISION IS MADE: FOLLOW UP.
Is there anything more awkward than circling back with a reference to say that you didn't get the gig? Sure: never following up after that person took the time to endorse you. "You should absolutely let your reference know the outcome," says Thanasoulis-Cerrachio. That doesn't have to mean a play-by-play or a lengthy list of reasons you got passed over or decided not to accept a position. Just a simple outcome is fine, along with another thanks for helping you with the reference.
"Whether you got the job or not, they know you're always focused on your career and it makes you look professional and considerate," she says. Not bad traits, considering you'll likely be getting in touch for another reference at some point in the future.
7 Ways to Protect Yourself from the Newest Phishing Scams on the Net
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Anti-Discrimination and Freedom from Violence and Harassment in the Workplace
Last Update: March 1, 2017
In this policy the Joint Health and Safety Committee will consist of Andrew Feldstein and a representative of the staff.
In this policy, Human Resources refers to Melanie Rain.
This policy applies to all employees, contractors, consultants and agents of Feldstein Family Law Group (the "Firm") (collectively referred to as "employees"), as well as non-employees doing business with the Firm, including customers, clients and other members of the public. This policy covers conduct which occurs in the workplace, which includes any location in which employees are engaged in business activities necessary to perform their jobs. The policy therefore applies to business travel, work-related social occasions or other locations where the prohibited behavior may have an impact on relationships between/amongst employees, the work environment or employee performance.
The policy also applies to indirect methods of interaction between/amongst the above individuals including, but not limited to, telephone calls, email communications, written communications and all forms of social media.
The Firm is committed to maintaining a work environment that encourages respect for the dignity of each individual. At the Firm, harassment or violence in any form, whether verbal, physical or environmental, and/or discrimination which is directed toward a person's sex, gender identity, gender expression, race, age, marital status, disability, religion, national origin, sexual orientation, same-sex partnership status, or any other classification protected by law, is prohibited.
The Firm encourages all employees to report all incidents of discrimination, harassment or violence to the appropriate person, following the procedure set out below. The Firm will investigate and deal with all complaints or incidents of workplace discrimination, harassment and violence in a fair and timely manner.
The Firm considers any violation of this policy a serious offence that will lead to discipline, up to and including termination of employment for cause.
1.1 THE FIRM'S COMMITMENT TO A SAFE WORKPLACE
In consultation with the Joint Health and Safety Committee, the Firm has developed and maintains a program to implement this policy, as set out below. In particular, the Firm has assessed the risks of Workplace Harassment and Workplace Violence that may arise given the nature of the workplace, the type of work, or the conditions of work, and has advised the Joint Health and Safety Committee of the results of the assessment.
The Firm will regularly review this policy and program, and reassess the risks of Workplace Harassment and Workplace Violence, in order to ensure that this policy and program continues to protect employees from Workplace Harassment and Workplace Violence. This review will occur as often as is necessary, but at the minimum on an annual basis.
1.2 WORKPLACE DISCRIMINATION
Workplace discrimination includes any distinction, exclusion or preference based on the protected grounds in the Ontario Human Rights Code, which nullifies or impairs equality of opportunity in employment, or equality in the terms and conditions of employment. It may be intentional or unintentional. It may involve direct actions that are discriminatory on their face, or it may involve rules, practices or procedures that appear neutral, but have the effect of disadvantaging certain individuals or groups of people.
1.3 WORKPLACE HARASSMENT
Workplace Harassment is defined as "engaging in a course of vexatious comment or conduct against a person in a workplace that is known or ought reasonably to be known to be unwelcome", and includes Workplace Sexual Harassment, as defined below. It is bullying or humiliating behaviour that, generally speaking, has some or all of the following components:
it is generally repetitive, but a single serious incidence of such behaviour may constitute Workplace Harassment if it undermines the recipient's psychological or physical integrity and has a lasting harmful effect;
it is hostile, abusive or inappropriate;
it affects the person's dignity or psychological integrity; and,
it results in a poisoned work environment.
Workplace Harassment should not be confused with legitimate management actions, including measures to correct performance deficiencies or to impose discipline for workplace infractions. A reasonable action taken by a Manager or Supervisor relating to the management and direction of workers, their performance, or the workplace is not Workplace Harassment.
Some examples of Workplace Harassment are:
verbally abusive behaviour such as teasing, yelling, insults and name calling;
persistent, excessive and unjustified criticism and constant scrutiny; spreading malicious rumours;
excluding or ignoring someone;
undermining someone else's efforts by setting impossible goals and deadlines;
sabotaging someone else's work;
impeding an individual's efforts at promotions or transfers;
making false allegations about someone in memos or other work related documents.
Discriminatory Workplace Harassment is a form of Workplace Harassment, and includes comments or conduct based on the protected grounds in the Ontario Human Rights Code, which the recipient does not welcome or that offends him or her.
While it is impossible to list all possible forms of inappropriate behaviour, some examples of Discriminatory Workplace Harassment are:
offensive comments, jokes or behaviour that disparage or ridicule a person's membership in one of the protected grounds, such as race, religion, sexual orientation or gender expression;
imitating a person's accent, speech or mannerisms;
persistent or inappropriate questions about whether a person is pregnant, has children or plans to have children;
inappropriate comments or jokes about an individual's age, sexual orientation, personal relationships, personal appearance or weight;
display or circulation of any materials which may adversely affect any person, and is related to their sex, race, age, marital status, disability, religion, national origin, sexual orientation, gender identity or expression, or any other protected ground; and,
verbal abuse or insults directed at or made in the presence of members of a racial, ethnic or minority group.
Any individual who engages in any form of discrimination or harassment which affects the work environment of any employee of the Firm violates this policy regardless of whether the conduct was intended to be offensive. Employees must not engage in harassing, discriminatory, threatening, intimidating or disruptive behaviour.
1.4 WORKPLACE SEXUAL HARASSMENT
Workplace Sexual Harassment means,
(a) engaging in a course of vexatious comment or conduct against a person in the workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome; or
(b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the recipient, and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.
Workplace Sexual Harassment includes conduct or comments of a sexual nature that the recipient does not welcome or that offend him or her. It also includes negative or inappropriate conduct or comments that are not necessarily sexual in nature, but which are directed at an individual because of his or her gender.
Workplace Sexual Harassment can include behaviour by men toward women, by men toward men, by women toward men and by women toward women.
Some examples of Workplace Sexual Harassment are:
unwelcome sexual flirtations, advances or propositions;
offering a benefit in exchange for a sexual favour, or threats, punishment or denial of a benefit for refusing a sexual advance;
displaying sexually offensive material such as posters, pictures, calendars, cartoons, screen savers, pornographic or erotic web sites or other electronic material;
sexual or sexually degrading jokes, language, epithets, or vulgar words; comments, remarks, jokes, innuendoes, or taunting about an individual's body, sexual orientation, sexual prowess or sexual deficiencies;
questions about sexual conduct;
harassment consistently targeted at only one sex, even if the content of the harassment is not sexual;
touching, leering, whistling, brushing against the body, or suggestive, insulting, or obscene comments or gestures;
distributing sexually explicit e-mail messages or attachments;
sexually suggestive or obscene comments or gestures;
persistent, unwanted attention after a consensual relationship ends;
physical contact of a sexual nature, such as touching or caressing; and,
sexual assault or coerced sexual acts.
While in some cases, individuals may make sexual comments, jokes or personal advances without intending harm, such actions may be unwelcome, threatening or offensive, and perceived as harassment.
1.5 POISONED WORK ENVIRONMENT
Even if no one is being directly targeted, inappropriate comments or conduct can poison the work environment, making it a hostile or uncomfortable place in which to work. This is a form of Workplace Harassment. Some examples of behaviour that can create a poisoned work environment include:
displaying or circulating offensive or sexual materials such as posters, pictures, calendars, web sites or screen savers;
distributing offensive e-mail messages, or attachments such as pictures or video files;
practical jokes that embarrass or insult someone; or,
jokes or insults that are offensive, racist or discriminatory in nature.
1.6 HARASSMENT BY AN OUTSIDER
If it is believed that someone who is not a member of the Firm, e.g., a customer, supplier, etc., has harassed an employee of the Firm or a member of the Firm, please follow the reporting procedure set out below.
Although management has limited control over third parties, action will be taken to address any matter brought to its attention and to prevent further problems from arising.
1.7 WORKPLACE VIOLENCE
Workplace Violence is:
the exercise of physical force by a person against another person, in the workplace, that causes or could cause physical injury to the person;
an attempt to exercise physical force against a person, in the workplace, that could cause physical injury to the person;
a statement or behavior that it is reasonable for a person to interpret as a threat to exercise physical force against a person, in the workplace, that could cause physical injury to the person.
Workplace Violence includes acts of aggression, physical assaults or threats. Some examples of Workplace Violence are:
physically abusive or aggressive behaviour such as pushing, hitting, biting, kicking, finger pointing or standing close to someone in an aggressive manner;
sexual assault;
using or threatening to use a weapon; and
any threat, behaviour or action which is interpreted to carry the potential to harm or danger the safety of others, result in an act of aggression, or destroy or damage property.
1.8 DOMESTIC VIOLENCE
All employees are encouraged to advise Human Resources, of an issue in the individual's non-work life that might impact on the safety of the individual or a co-worker at the workplace.
Any employee who applies for or obtains a restraining order or peace bond which lists the Firm offices or the work or other location of another Firm employee as being a protected area should provide their Human Resources with a copy of the restraining order or peace bond and any other relevant documents or information requested.
If the Firm is aware that domestic violence is likely to expose an employee to Workplace Violence, or impact the safety of any employee in the workplace, every precaution reasonable in the circumstances will be implemented to protect the employee at the workplace.
1.9 HISTORY OF VIOLENT BEHAVIOUR
If the Firm is aware that a person with a history of violent behaviour is likely to expose its employees to Workplace Violence, or impact the safety of any employee in the workplace, every precaution reasonable in the circumstances will be implemented to protect the Firm employees at the workplace.
The Firm has a duty under the Occupational Health and Safety Act to disclose information about a risk of violence in the workplace to its employees. This includes the disclosure of personal information about a person with a history of violent behaviour to those employees who:
can be expected to encounter the person in their work; and
are likely to be exposed to physical injury due to the risk of Workplace Violence.
The Firm will only disclose the personal information that is reasonably necessary to protect those employees that fall under the categories identified above.
1.10 WHEN YOU WITNESS OR ARE A VICTIM OF WORKPLACE VIOLENCE
All employees are expected to comply with the provisions of the Occupational Health and Safety Act.
You should take all necessary and reasonable steps to ensure your own safety and the safety of others, including seeking first aid or medical assistance if necessary.
In the event of an emergency, you should call 911 or building security should be contacted immediately as applicable and as appropriate.
You should also immediately report the incident or potentially dangerous situation, including threats or attempts of Workplace Violence, to your Human Resources. The Firm will actively intervene at any indication of any actual or possible hostile or violent situation. This intervention may include calling the police, an ambulance, building security or the Ministry of Labour. Employees are expected to cooperate with the police, Firm investigators or other authorities as required during any investigation related to this policy. The process for employees to report incidents and complaints of Workplace Violence is as set out below. The Firm will investigate and deal with incidents and/or complaints of Workplace Violence in accordance with this process.
1.11 WHEN YOU WITNESS OR ARE A VICTIM OF WORKPLACE HARASSMENT – REPORTING AND INVESTIGATION PROCEDURE
Every employee has a duty to report incidents or suspected incidents of discrimination, Workplace Harassment or Workplace Violence.
If an employee believes that he or she, or any other employee, is being harassed, the first step is to ask the person responsible to stop. Do so as soon as any unwelcome comments or conduct occurs. Although this may be difficult, telling the person their actions or comments are inappropriate is often enough to stop the behaviour.
The Firm recognizes that power and status disparities between an alleged harasser and the other person involved may make such a discussion difficult or impossible. If that is the case, then the employee suffering alleged harassment should notify the Firm as set out below.
If drawing the inappropriate behaviour to the attention of the alleged harasser does not result in an end to the behavior, or where such a discussion is not possible, an employee who believes he or she has been subjected to discrimination, Workplace Harassment or Workplace Violence should report the incident to a Supervisor or Manager as soon as possible.
In circumstances where an employee believes they are being subjected to discrimination, Workplace Harassment or Workplace Violence by their Supervisor and/or Manager, the employee should report the incident directly to Human Resources.
Verbal reports of discrimination, Workplace Harassment or Workplace Violence should be reduced to writing by either the complainant or the individuals) designated to receive complaints, and be signed by
the complainant. An accurate record of objectionable behaviour or misconduct is needed to resolve a complaint of discrimination, Workplace Harassment or Workplace Violence. The written complaint should include:
the name of the complainant and their contact information;
the name, position and contact information of the respondent;
the names of any witnesses or other persons with relevant information to provide about the incident and, if known, their contact information;
details of the incident, including what happened, dates, times, frequency and location of the alleged incidents; and
any other relevant information.
A complainant may also attach supporting documents to their written complaint, or list any documents a witness, another person or the respondent may have in their possession that are relevant to the complaint. Human Resources shall be notified of the incident or complaint of discrimination, Workplace Harassment or Workplace Violence, so they can ensure that an investigation is conducted that is appropriate in the circumstances.
The Firm encourages prompt reporting of complaints, which allows for a more rapid response and investigation. However, due to the nature and sensitivity of these kinds of problems, and because of the emotional toll such misconduct may have, no limited time frame will be instituted for reporting complaints under this policy. Late reporting of a complaint will not, in and of itself, preclude the Firm from taking remedial action.
Any employee who witnesses an incident of discrimination, Workplace Harassment or Workplace Violence should immediately follow these same steps to report the incident. This duty to report applies even in situations where the apparent victim requests that the behaviour not be reported.
Managers and Supervisors have the additional responsibility to act immediately on observations or allegations of discrimination, Workplace Harassment or Workplace Violence. Managers and Supervisors are responsible for creating and maintaining a discrimination and harassment free workplace, and should address potential problems before they become serious.
Managers and Supervisors are also responsible for assessing the risk of Workplace Violence to employees, minimizing those risks where necessary or reasonably possible and informing any affected employee of such risk or potential risk. They must respond promptly to all reports of Workplace Violence.
Investigating the Complaint
Where a complaint of discrimination, Workplace Harassment or Workplace Violence is made, or where the Firm becomes aware of an incident of discrimination, Workplace Harassment or Workplace Violence, the Firm will conduct an objective investigation that is appropriate in the circumstances. The investigation will be conducted in a fair and timely manner. Absent extenuating circumstances, the Firm will endeavor to carry out the investigation within 90 calendar days of the incident or complaint.
An impartial internal or external investigator will be appointed by the Firm, in its discretion, depending on the nature of the complaint and/or the parties involved. An external investigator may be required where the allegations are made against a senior member of the Firm's management or executive team, or where the complaint is complex in nature.
In the case of Workplace Violence, the investigation will involve the Joint Health and Safety Committee and/or the Ministry of Labour as may be required by the Occupational Health and Safety Act, depending on the nature of the complaint.
The investigator will:
provide the respondent with an opportunity to respond to the specific allegations raised by the complainant;
thoroughly interview the complainant and respondent to ascertain and/or confirm all of the facts and circumstances relevant to the complaint, including dates and locations;
conduct separate interviews of witnesses, if any;
make reasonable efforts to interview any parties or relevant witnesses who are not employees of the Firm;
take appropriate notes and statements during all interviews;
collect and review any relevant documents; and
any other requirements that may be stipulated by the provisions of the Occupational Health and Safety Act.
As appropriate, the complainant and respondent will be kept informed as to the status of the investigation.
Confidentiality will be maintained throughout the investigation to the extent that is both practical and appropriate in the circumstances. Information that is obtained about an incident or complaint of discrimination, Workplace Harassment or Workplace Violence, including identifying information about any individuals involved, will not be disclosed unless disclosure is necessary to protect employees, to investigate the incident or complaint, to take corrective action with respect to the incident or complaint, or is otherwise required by law. While the investigation is ongoing, the complainant, the respondent and any witnesses must not discuss the complaint, incident or investigation with other employees or witnesses except as necessary to obtain advice with respect to their rights.
Once a complaint has been made, and during the course of the investigation, the Firm may take interim steps to ensure the safety and comfort of its employees, as well as the continued efficient operation of the Firm itself. This could include suspensions, temporary transfers, paid leaves of absence, and other actions deemed necessary, pending the outcome of the investigation.
Resolving the Complaint
The investigator(s) will prepare a final written report summarizing the steps taken during the investigation, the complaint, the allegations of the complainant, the response from the respondent, the evidence of any witnesses and the evidence gathered. The investigator(s) will also set out in the report their findings of fact and their conclusion with respect to whether discrimination, Workplace Harassment or Workplace Violence was found or not. The Firm will review the investigation report and determine what corrective action, if any, is required and appropriate in the circumstances.
Absent extenuating circumstances, the Firm will endeavor to communicate the results of the investigation and any corrective action to be taken to the complainant and the respondent, in writing, within 10 days of the conclusion of the investigation.
1.12 SANCTIONS
Individuals found to have engaged in misconduct constituting discrimination, Workplace Harassment or Workplace Violence will be disciplined. Disciplinary action may include any one or more of the following: requiring an apology, referral to counseling, training, withholding of a promotion, reassignment, temporary suspension with or without pay, verbal or written reprimand, termination or other legal action. Appropriate sanctions will be determined by the Firm, at its discretion.
1.13 APPEALS PROCESS
If any party directly involved in an investigation is dissatisfied with the outcome or resolution, that individual has the right to appeal the decision. The dissatisfied party should submit his/her written comments in a timely manner to Human Resources. Human Resources, in consultation with legal counsel, if deemed appropriate, will render a decision on the appeal. The decision of Human Resources shall be final.
1.14 RECORD OF COMPLAINTS
The Firm shall maintain a complete written record of each complaint, how it was investigated and how it was resolved. This will include the following information:
a. a copy of the complaint or details about the incident;
b. a record of the investigation including notes;
c. copy of witness statements, if taken;
d. a copy of the investigation report, if any;
e. a copy of the results of the investigation that were provided to the complainant and respondent; and
f. a copy of any corrective action taken to address the complaint or incident.
Written records shall be maintained in a confidential manner by Human Resources for an appropriate period of time, but in any event for no less than one year.
1.15 PROTECTION AGAINST RETALIATION
Retaliation for reporting discrimination, Workplace Harassment or Workplace Violence is strictly prohibited. Any form of retaliation is a very serious violation of this policy and any behaviour indicating any form of retaliation should be reported immediately to any of the management staff listed in this policy. Individuals who are not themselves complainants, but who assist in an investigation, will also be protected from retaliation in the same manner in which the complainant is protected.
1.16 FALSE ACCUSATIONS
The Firm recognizes that whether or not a particular course of conduct constitutes discrimination, Workplace Harassment or Workplace Violence, requires a factual determination. The Firm also recognizes that false accusations can have serious effects on innocent persons. If, after investigation, it is clear that a complainant has deliberately or negligently made a false accusation, the complainant may be subject to appropriate discipline up to and including dismissal. However, any complaint, made in good faith, which results in a finding that there was no discrimination, Workplace Harassment or Workplace Violence, shall not result in adverse, job-related consequences for the complainant.
1.17 INVESTIGATIONS WITHOUT COMPLAINTS
If the Firm has reason to believe that discrimination, Workplace Harassment or Workplace Violence has occurred, other than as a result of a complaint made under this policy, it may independently initiate an investigation.
1.18 OTHER RESOURCES
Employees who require additional assistance may wish to speak with a member of the Joint Health and Safety Committee. The provisions of this policy in no way affect the right of any person to exercise his or her rights under the Ontario Human Rights Code or the Occupational Health and Safety Act within the time-limits specified by those pieces of legislation.
1.19 EDUCATION AND TRAINING
All employees will receive education and training on this policy which is appropriate to their role, and the Firm will provide these training sessions.
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Students at Macclesfield College will showcase their work in the former home of Macclesfield's greatest industrialist, Charles Roe.
Fashion students have fused modern designs with the town's weaving heritage for their end of year show.
The students at Macclesfield Collegehave come up with their fabulous designs which will be showcased at Charles Roe's house in June. The show coincides with the 300th anniversary of Charles Roe's birthday, as well as the 35th anniversary of Ian Cutis' death.
Angela Devoti, fashion course leader at the college, said: "I am delighted to showcase our end of year fashion show at Charles Roe house this June. The show will be a real coming together of our town's incredible and unique heritage with the future creatives, and a celebration of craftsmanship, creativity and innovation.
The students' carefully constructed designs will be on show on June 17, using the exhibition space which currently houses Martin O'Neill's Joy Division photography exhibition, which has been organised by the Incubation Arts.


Notes: From Tyler, go to Loop 323 NNE and take CR2201 (E. Erwin Street) and go east 1/2 mile. The cemetery is on the left side of the road (north side). It is located at the intersection of CR2201 and FM2767 (Old Kilgore Road). It is across the road from the road from the Liberty Hill United Methodist Church.


In London, you don't tip for delivery. A man on a motorbike arrives and hands over an oil-soaked bag, or a box. You give him the exact amount of money it costs or wait and look at your shoes while he hunts for change. Then you close the door. Sometimes all this is achieved without even the removal of his motorcycle helmet. The dream (an especially British dream) is that the whole awkward exchange pass wordlessly.
Every New Yorker has heard a newly arrived British person grumble about tipping. The high-minded Brits add a lecture: food-industry workers shouldn't need to scrabble for the scraps thrown from high table—they should be paid a decent wage (although the idea that the delivery boys of Britain are paid a decent wage is generally an untested assumption). Now when I'm in London I find myself tipping all kinds of people, most of whom express a sort of unfeigned amazement, even if the tip is tiny. What they never, ever do, however, is tell me to have a nice day. "Have a good one"—intoned with a slightly melancholy air, as if warding off the far greater likelihood of an evil "one"—is the most you tend to hear.
But I'm not going to complain about Britain's "lack of a service culture"—it's one of the things I cherish about the place. I don't think any nation should elevate service to the status of culture. At best, it's a practicality, to be enacted politely and decently by both parties, but no one should be asked to pretend that the intimate satisfaction of her existence is servicing you, the "guest," with a shrimp sandwich wrapped in plastic. If the choice is between the antic all-singing, all-dancing employees in New York's Astor Place Pret-A-Manger and the stony-faced contempt of just about everybody behind a food counter in London (including all the Prets), I wholeheartedly opt for the latter. We are subject to enough delusions in this life without adding to them the belief that the girl with the name tag is secretly in love with us.
In New York, a restaurant makes some "takeout" food, which it fully intends to take out and deliver to someone. In England, the term is "takeaway," a subtle difference that places the onus on the eater. And it is surprisingly common for London restaurants to request that you come and take away your own bloody food, thank you very much. Or to inform you imperiously that they will deliver only if you spend twenty quid or more. In New York, a boy will bring a single burrito to your door. That must be why so many writers live here—the only other place you get food delivery like that is at MacDowell.


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As I explain in my book, Discover Your Soul's Path Through the Akashic Records, you and your soul are one. Sometimes this seems so real you can nearly touch it, and at other times, so far away you wonder if you were mistaken. Whether newly awakened or a well- seasoned traveler, you may sense there is MORE available in the spiritual realm — more consistency, easier access, reliable connection, depth and vitality. Likely, you crave a deeper connection with your soul. Certainly, you have experienced random encounters with the spiritual dimension and deeply desire to expand this relationship. Our challenge is to connect— consciously, responsibly and deliberately — to satisfy our dream of soul-level awareness; this is our destiny. Arrival on this page suggests you are being led and are now ready to meet this challenge!
Once it seemed as though nearly everything I did – celebrating birthdays, visiting friends, enjoying family, working – resulted in some sort of anxiety. I felt as if I was straying from consciously engaging my soul's path. Participating in the customary activities of life, I feared I was veering off my path. I enjoyed my life and I also had a nagging sense that my soul's quest was elsewhere.
Somewhere along the line, I adopted a false belief that my soul's path was separate from my ordinary life. Confused, I convinced myself that the people, places and events of my daily existence were not my soul's path. I secretly wished for a more glamorous path. Shouldn't my soul's path be different than this? I was exhausted trying to achieve, manage, and organize the various elements of my life, intent on freeing myself from daily obligations to discover my soul's path.
What's more, I assumed that once I completed the details of my human existence, my soul's path would be magnificently revealed. With the busyness of life occupying my attention, I became frustrated that I couldn't see the precise path. Try as I might to visualize, energize or conjure it, the steps of my soul's path evaded me. I find this (almost) comical now, given how certain I was that my soul's path would materialize out of thin air and rescue me from my ordinary, little life! Why did I think so little of my humanly existence and assume my soul's path was separate from, and superior to, my humanity?
Thank goodness I was wrong! The path is much larger and wider; in fact, it encompasses every aspect of human life. Truth be told, it's impossible to stray from the soul's path. My life is my soul's path. Meals, meetings, and even car maintenance constitute the soul's path. It's ALL the path! What a wonderful discovery that my path is revealed by living my humanity, not found beyond it, somewhere over the rainbow.
This simple truth has the potential to transform our everyday lives into spiritually enriching adventures, and awareness so inspiring to me, I was moved to write an entire book about it! Discover Your Soul's Path through the Akashic Records: Taking Your Life from Ordinary to ExtraOrdinary, explores this idea extensively.
The Akashic Records are the vibrational archive for each soul and its journey as human being. Every individual set of Records has two components: fixed and evolving. The fixed part is your soul pattern; it holds your divine potential. The evolving segment includes a catalogue of lifetimes you've experienced on earth, through which you become aware of and live out your potential! These are stories of your soul's quest to know its own essential goodness.
The Akasha is the soul-level dimension of consciousness. Here we find the convergence zone of love, wisdom and power in perfect harmony, meeting past, present and future in a sanctuary of sacred space, all accessible in the present moment. This sacred part of our being is available for guidance, encouragement and direction, empowering us to express our divine potential. In ancient times, some used the Records as an oracle for divination.
In our post-2012 world, times are changing, as is our relationship to the Records. This "New Age" is characterized by personal authority, responsibility, and spiritual maturity. For the first time in history, secular people can make this conscious connection. Our predecessors did not achieve this relationship, but we can. As the bridge generation, we need help making this major shift. This is why I've dedicated my life to sharing guidance for engagement in the Records.
Governed by the Akashic Absolutes — Judge Not, Fear Not, Resist Not — the Records are an exceptional arena for exploring human challenges for making changes, releasing limitations and embracing new possibilities. I like to think of the Akasha as the bridge of light from soul to Source. While accessing the Akasha is quite simple, certain specific practices can yield abundant blessings. Worry Not! You need not be psychic or possess sophisticated intuition. The Records are embedded in your soul and require sensitized listening. It is my honor to share the life-changing approach I've used for decades to cultivate my own relationship with my soul.
If this ordinary day is a segment of your soul's path, how will you live it? Who will you encounter and how will you interact? What choices will you make? How will you approach your responsibilities? This day in your life is ripe with potential for your spiritual awakening. I invite you to join me in bringing this Power Idea into your day and embrace these opportunities!
* What if these people are ideal for facilitating my spiritual awakening?
* What if these circumstances empower me to love more than ever before?
* What if this is the optimal place for me to be at this moment in time?
Notice how these prompts revitalize your relationship with your soul's path and your fellow travelers. Observe how acceptance and appreciation for the conditions of our life and our human identity, dissolve layers of resistance. Witness how living as if everything is precisely as it should be shifts your experience. Consider that you are the ideal embodiment of your soul's expression at this moment in time, in this very place, walking with these perfectly imperfect people. Because you are!


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A handful of experience in tools like Android Studio, Eclipse and analytical tools like Find Bugs and PMD.
Basic knowledge about Hybrid Application and ideas on publishing applications in the Android Market.
Knowledge of PHP-driven CMSes & versioning tools like SVN will be added advantage.


Thhis magazine rack, made by house doctor, has 3 pockets decorated with serigraphed figures. These serve as a great place to store your books and magazines while bringing a designer touch to your room. Simple and original, it will adapt to any style of interior. We also offer the "Origami" model, which features a graphic pattern printed onto the canvas.
Discover our full decor collection, which includes many storage solutions. Such as the Studio metal organizer, Macha boxes and a range of bags and baskets.


Check out Rasheeda's Hard In The Paint "Viral Video." Like I've said in the past, I like Rasheeda. I respect her as an Independent Artist. Female rappers these days are sparse, so I'll support those that really have talent. I hope that she stays relevant.
Also Check out her daughter in the video, how cute is that.


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text:
Olivier Mitshell Locadia (Amsterdam, 30 mei 1982), bekend als Willie Wartaal of Wiwa, is een Nederlands rapper, acteur en televisiepresentator. Locadia werd bekend als lid van de rapformatie De Jeugd van Tegenwoordig. Als soloartiest heeft hij voornamelijk in samenwerking met andere artiesten enkele hits met Dom, Lomp & Famous, Konijntje en Wat wil je doen dan?!?.

Biografie

Jonge jaren
Locadia werd als kind van Curaçaose ouders geboren en groeide op in Amsterdam bij zijn drugsverslaafde moeder, samen met zijn broertje en zusje. Na een afgebroken mbo-opleiding, trok hij voor drie jaar in bij zijn zus in Portugal. Bij terugkomst naar Nederland in 2005 sloot hij zich via zijn vriend Alfred Tratlehner (Vieze Fur) aan bij de rapformatie De Jeugd van Tegenwoordig, die toen in één klap beroemd werd door de nummer 1-hit Watskeburt?!.

De Jeugd van Tegenwoordig

In 2005 sloot Locadia zich als rapper en tekstschrijver aan bij De Jeugd van Tegenwoordig. Samen met de bandleden Vieze Fur, Pepijn Lanen (Faberyayo) en producer Bas Bron (De Neger Des Heils) zou de groep zeer succesvol blijken. Rappend onder het pseudoniem Willie Wartaal stond Locadia met de JVT op de grootste podia van Nederland en Vlaanderen en de band trad tevens op in Duitsland en Engeland. Gekenmerkt door een originele stijl bestaande uit beats met sterke invloeden uit de elektronische muziek en de absurde teksten sleepten de excentrieke muzikanten diverse muziekprijzen en nominaties in de wacht en traden ze op in uitverkochte zalen.

Met de uitgave van het debuutalbum Parels voor de zwijnen vestigden zij in 2005 definitief hun naam in de Nederlandse muziekwereld. Met de albums De Machine (2008), De lachende derde (2010), "Ja, Natúúrlijk!" (2013), en "Manon" (2015) brengt De Jeugd van Tegenwoordig met Willie Wartaal vijf muziekalbums uit. In mei 2015 vierde de rapformatie haar 10-jarig bestaan met het boek Ook maar Mensen.

Solocarrière

In 2006 begon Willie Wartaal aan een solocarrière. Dit betekende niet dat hij stopte bij De Jeugd van Tegenwoordig. De eerste stap in zijn solocarrière werd Wat wil je doen dan?!?, anno 2005 een grote hit in de Nederlandse Top 40. Dit nummer werd gemaakt in samenwerking met onder meer Spacekees, The Opposites en The Partysquad en was de promotiesingle voor de film Het schnitzelparadijs.

Locadia hield contact met zijn eerdere collega's, waardoor hij in 2005 met het nummer S&#S een bijdrage leverde op de Vuur Mixtape en het rapduo vergezelde in hun videoclip Slaap. In 2007 bleven de rappers samenwerken en werd er samen met de rapper Dio het nummer Dom, Lomp & Famous uitgebracht. Dit nummer werd positief ontvangen door het publiek en behaalde een 21e plaats in de hitlijsten. De bijbehorende videoclip werd opgenomen in Parijs en kreeg - net als de songtekst - een humoristisch tintje, waarin Wartaal te zien is als schilder, designer en verkleed als Napoleon Bonaparte. De rappers traden met dit nummer ook op tijdens de TMF Awards 2007.

Eind 2007 werkte Locadia samen met danceproducer Arjuna Schiks. Onder de groepsnaam Aka The Junkies brachten ze een nummer uit met als titel Konijntje. Het aanstekelijke nummer behaalde de zesde positie in Nederland, maar ook in de Vlaamse Ultratop 50 was er succes en kwam het op de derde plaats. De culthit viel op wegens haar onzinnige teksten en vreemde tempowisselingen in de stem van Locadia.

In 2019 brengt Willie Wartaal zijn eerste album Enkel Bangers uit, met als eerste single het nummer Daia.

Op 24 januari 2023 gaf hij in De Avondshow met Arjen Lubach aan de naam 'Wiwa' te gaan gebruiken. Ook komt hij met de theatervoorstelling 'Moederdag'.

Televisiecarrière
Locadia presenteerde ook programma's voor de muziekzender The Box. Eind 2006 presenteerde hij voor BNN een serie talkshows onder de naam Wartaal. Ook is Locadia te zien als gast bij diverse televisieprogramma's, zoals in 2007 als deelnemer aan het BNN programma "Get Smarter in a Week".

Vanaf 23 september 2007 presenteerde hij samen met Horace Cohen het kinderprogramma Villa Life. Vanaf maart 2008 was Locadia te zien in het BNN-programma Crazy 88. In het najaar van 2011 was hij te zien als presentator van Holland in da Hood.

In 2012 nam Locadia deel aan het survivalprogramma Expeditie Robinson, overigens zonder succes; hij viel als eerste af. Tevens presenteerde hij in 2012 een achtdelige serie voor de VPRO: Zapp echt gebeurd.

Sinds 2020 presenteert Locadia samen met Amber Delil op YouTube het programma Statements voor radiozender SLAM!.

Discografie

Hitsingles

|- align=center
|align=left|Wat wil je doen?!?||2005||08-10-2005||15||8|| met The Partysquad, Jayh en Reverse (Art Officials), Darryl, The Opposites, Spacekees, en Heist-Rockah
|- align=center
|align=left|Dom, Lomp & Famous||2007||27-10-2007||21||6|| met The Opposites & Dio
|- align=center
|align=left|Konijntje||2008||09-02-2008||6||8|| met Arjuna Schiks als AKA the Junkies
|- align=center
|align=left|Barry Hayze||2019||23-03-2019||tip4||4|| met Donnie /  Nr. 62 in de Single Top 100
|}

|- align=center
|align=left|Konijntje||2008||16-02-2008||3||13|| met Arjuna Schiks als AKA the Junkies
|}

Gastoptredens

Filmografie

|-

|-
|align=center| 2008 || Space Chimps || Aliens || Stemacteur
|-
|align=center| 2011 || De Smurfen || Smulsmurf || Stemacteur
|-
|align=center| 2012 || Black out || Wally || Acteur
|-
|align=center| 2015 || De Masters || Lloyd || Acteur
|-
|align=center| 2022 || Lightyear || Mo Morrison || Stemacteur
|}

Zie ook
 Lijst van Nederlandse hiphopartiesten

Nederlands rapper
Pseudoniem
Nederlands televisiepresentator

redpajama_set_name: RedPajamaWikipedia


Medicowesome: Neurology Nuggets : Trigeminal neuralgia in Multiple Sclerosis.
Neurology Nuggets : Trigeminal neuralgia in Multiple Sclerosis.
A short nugget to start your Day with.
Let's see the reason behind the occurrence of Trigeminal Neuralgia in Multiple Sclerosis.
Multiple Sclerosis is basically a disorder of oligodendrocytes - derived Myelin which leads to blocks of varied degrees in Nerve impulse conduction.
The Trigeminal nerve is myelinated by Schwann cells, like rest of the Peripheral nervous System.
But still we see a high frequency of Trigeminal Neuralgia in Multiple Sclerosis.
This explains the high frequency of Trigeminal Neuralgia in Multiple Sclerosis which is a disorder of oligodendrocyte myelin.


text:
Cantharocnemis fairmairei es una especie de escarabajo longicornio del género Cantharocnemis, tribu Cantharocnemini, orden Coleoptera. Fue descrita científicamente por Lameere en 1902.

El período de vuelo ocurre durante los meses de enero, febrero, marzo, abril, mayo y diciembre.

Descripción
Mide 25-45 milímetros de longitud.

Distribución
Se distribuye por Angola, Botsuana, Ghana, Namibia, Nigeria, República Democrática del Congo, República de Sudáfrica, Tanzania, Zambia, Zanzíbar y Zimbabue.

Referencias

fairmairei
Insectos descritos en 1902
Insectos de África
Fauna de África


Rohlinger, Deana A. (2010). "Privilege". In Ritzer, G.; Ryan, J.M. The Concise Encyclopedia of Sociology. John Wiley & Sons. pp. 473–474. ISBN 978-1-44-439264-7.
^ Freeman, Hadley (2013-06-05). "Check your privilege! Whatever that means". The Guardian. Retrieved 2018-11-02.
^ Hinsliff, Gaby (2017-12-27). "'Check your privilege' used to annoy me. Now I get it". The Guardian. Retrieved 2018-11-02.


text:
'Lights On Minnesota': New program gives drivers with taillights out a voucher, not a ticket
By Sarah Danik
A new program will help drivers fix broken or out taillights instead of ticketing them.
MINNEAPOLIS (FOX 9) - When you're trying to balance your budget, you might end up waiting to make a minor car repair. When that problem results in a traffic ticket, it might be even harder to scrape money together for the repair.
A new program, launched by a Minneapolis non-profit, has some Twin Cities metro police departments not only cutting drivers a break, but also helping them make a repair.
New program gives drivers with taillights out a voucher, not a ticket
The way it works is simple: When participating police departments see a headlight, taillight, or brake light out, they make a traffic stop. But instead of a ticket, drivers get something much better: a voucher for a free fix.
"You can give them a citation, a lot of people are going to get a warning," said Courtney Miller of the Fridley Police Department.
Mechanical violations are a common reason police pull people over but those lights off are turning to lights on.
"Whether it's a blinker or a headlight or a taillight, we can give them these vouchers," said Miller.
The Fridley Police Department has been part of "Lights On Minnesota" since September. They handed out 22 vouchers last month alone.
"We've gotten hugs and handshakes and just a general 'thank you,'" said Miller.
"It changes the whole mood of what was a tense encounter there's communication and sort of a celebration," said Don Samuels.
The program was the brainchild of former Minneapolis City Councilman Don Samuels. He wanted to do something after the death of Philando Castile -- who was told he had been pulled over for a brake light that was out.
"It became something we could do issue these vouchers to the community through police to heal and make a good thing come out of a bad crisis."
Lights On has grown since January from 19 police departments to over 60 in the state now taking part. They plan to eventually grow nationwide.
"Somedays, you'll have four or five in one day," said Jeff Bahe who works for Bobby and Steve's Auto World in Columbia Heights. "Sometimes, you won't have any in one day."
Bobby and Steve's Auto World locations are some of the providers who do the fixes for free.
"They're very happy it makes a difference getting that headlight fixed or maybe not getting groceries that week for them," added Bahe.
The Lights On program leaves it up to police departments to decide how to hand the vouchers out. While they are mostly given during traffic stops, if officers see lights out in a parking lot, or in another area, they can give them out to someone in need.


text:
Fred Goodall
Published: January 17, 2023, 9:40 PM
Updated: January 18, 2023, 6:23 AM
Tags: Sports, NFL, Tampa Bay Buccaneers, Football, Tom Brady, Todd Bowles, Lavonte David
Brady, Tampa Bay Bucs can clinch NFC South with victory over Panthers
Tampa Bay Bucs QB Blaine Gabbert helps rescue 4 in helicopter crash, police say
Tampa Bay Buccaneers dominated by Cowboys as Prescott outshines Brady
Competency hearing continues for man accused in Daytona Beach couple's killing
With Tom Brady's future uncertain, Bucs will explore options
7-time Super Bowl champ could retire, sign with another team
Published: January 17, 2023, 9:40 PM Updated: January 18, 2023, 6:23 AM
Tom Brady #12 of the Tampa Bay Buccaneers looks on prior to the game against the Cincinnati Bengals at Raymond James Stadium (Douglas P. DeFelice, Douglas P. DeFelice/Getty Images)
TAMPA, Fla. – The Tampa Bay Buccaneers spent the past three seasons doing everything they could to try to help Tom Brady be successful.
If the seven-time Super Bowl champion retires or decides to sign with another team in free agency this winter, it will be important to have a plan to replace the 45-year-old quarterback.
Coach Todd Bowles acknowledges as much, although he's not providing much insight into how the Bucs are thinking.
And while there's no definitive timetable for Brady to let the team know how he's leaning, ideally the Bucs would like to have a better idea by the start of free agency in March.
"You want to have plans going into it. So we'll do our due diligence, meet with the parties involved and come up with a plan one way or the other," Bowles said Tuesday, less than 24 hours after a 31-14 playoff loss to the Dallas Cowboys ended Brady's third season with the Bucs.
Tampa Bay enters the offseason with more than 20 players on the verge of becoming unrestricted free agents, including Brady and linebacker Lavonte David, who's been an important component of a defense that helped the Bucs win the Super Bowl two years ago.
David reiterated that while he'd like to remain with the Bucs, he won't rush a decision.
"Of course, you never know what could happen. I don't worry about it too much, though," the 11th-year pro, a team captain, said. "It's not up to me. I'll take time to just reflect, get my body right and see what I'm going to do from there."
Brady had little to say about his future after throwing for 351 yards, two touchdowns and a costly red zone interception in the lopsided loss to the Cowboys.
He briefly retired last February only to change his mind and return for a 23rd season.
"You always want every year to end great. Unfortunately, in sports it doesn't work that way," Brady said. "There are 32 teams in the league, and they're all very competitive, and only one of them is going to feel really good at the end of the year."
Although the Bucs (8-10) found a way to hold off Carolina, New Orleans and Atlanta to repeat as NFC South champions for the first time in franchise history, they also became only the fourth team to make the playoffs with a losing record during a non-strike season.
Bowles conceded there could be significant changes to the roster this offseason. He stressed, however, the Bucs are not in need of a massive overhaul.
"You never want to rebuild, you always reload," the coach said. "No matter if you have new guys or not, you want guys who can come and play and compete so you can win the division."
Count center Ryan Jensen among the Bucs who would like to see Brady remain with Tampa Bay, which had missed the playoffs 12 consecutive seasons before the five-time Super Bowl MVP signed with the Bucs in 2020.
Jensen missed the entire regular season with a knee injury suffered on the second day of training camp. He was activated hours before Monday night's playoff loss and started against the Cowboys.
"It just is what it is. It's part of the business. We love Tom, we'd love to have him back," Jensen said. "I love playing with him. He's a good friend, he's helped me a lot this year, with getting my injury healed, and pushing me and motivating me throughout this year."
Tight end Cameron Brate caught an 8-yard TD pass in the closing minutes Monday night.
"It might be the last touchdown I catch. We'll see," Brate said. "I kept the ball."
SPUTTERING OFFENSE
Brady broke his own NFL record for most completions in a season with 490 while throwing for 4,694 yards and 25 touchdowns vs. 12 interceptions. Those are impressive numbers until you consider he completed a then-record 485 passes in 2021 when he led the league in passing with 5,316 yards and 43 TDs. A bigger issue, though, was the Bucs had trouble getting into the end zone, struggling to sustain drives and ranking 25th in scoring offense (18.4) after averaging more than 30 points per game in Brady's previous two seasons with Tampa Bay.
RESILIENT DEFENSE
The team's offensive line woes were well documented as the season progressed, often overshadowing the struggles of a top 10 defense that lost its best pass rusher — linebacker Shaquil Barrett — to a season-ending Achilles injury in late October and endured constant lineup changes the entire season because of injuries that sidelined tackles Akiem Hicks and Vita Vea, cornerbacks Carlton Davis and Jamel Dean, and safeties Antoine Winfield Jr. and Mike Edwards for stretches of the season.
While Bowles didn't identify specific areas the Bucs need to address, he did note the team would like to get more production out of the pass rush moving forward.
There was a concerted effort the past two years to retain key veterans Brady helped recruit to Tampa Bay. If the quarterback doesn't return, look for that trend to change.
"We'll prioritize the guys that we really want to keep and guys that we're willing to wait and see go out there" to test their worth in free agency," Bowles said.
"I think every team is going to have the same problem, so we've got to be prepared either way."
Little has come easy this season for Tom Brady and the Tampa Bay Buccaneers who despite their struggles can repeat as NFC South champions and guarantee themselves a home playoff game by beating the Carolina Panthers on Sunday.
Tampa Bay Buccaneers QB Blaine Gabbert was credited with helping rescue four people after a helicopter crashed offshore a yacht club Thursday evening, according to police.
Dak Prescott outplayed Tom Brady, throwing for four touchdowns and running for another to lead the Dallas Cowboys to a 31-14 victory over the Tampa Bay Buccaneers in an NFC wild-card playoff game.


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About Raman spectroscopy
Raman spectroscopy finds its origins in Planck and Einstein's formulation that light is not only wavelike in nature, but has the dual character of waves and particles. Once scientists began thinking about the concept of light as particles, the possibility of inelastic scattering of these particles became a method of proof of this new theory. In 1923 Compton showed this with inelastic scattering of x-rays from a graphite target. That same year Smekal theoretically predicted that photons should inelastically scatter from molecular transitions. Five years later, in 1928, C. V. Raman and K. S. Krishnan published an article in the journal Nature with experiments that proved Smekal's prediction of inelastic scattering of light. For his discovery, Raman was award the Nobel Prize and the inelastic scattering of visible light from molecular transitions has been named after him
One of the characteristics of inelastic scattering is that the intensity of the scattering scales to the fourth power of the energy. This means that Compton's experiments with x-rays with a wavelength of 0.7 nm and the observation of Raman scattering with visible light at 500 nm will differ by 11 orders of magnitude! Raman was able to observe the weak Raman effect by using the most intense light source available at the time, the sun. He focused a large telescope on the sun and placed a green filter in the intense beams of sunlight. When he used a yellow filter to observe this beam of green light passing through a solution of chloroform, he could see a weak yellow light. The origin of the yellow light was the Raman effect. A small amount of the green light from the sun had inelastically scattered from the chloroform molecules and shifted its energy so that the photons fell within the yellow part of the spectrum.
Today Raman spectroscopy has become much more sophisticated and much simpler to measure. Major technological advances have transformed Raman spectroscopy from telescopes and visual observation to a highly sensitive spectroscopic technique. The first technological advance was the laser. The sun is pretty bright, but it is sending its energy in all directions and over a very broad range of wavelengths. The Raman effect is observed as a shift in energy of a photon and the shift can be related to a vibrational state of the sample. To observe the shift one needs all of the photons to be a very narrow band of energies. Otherwise, you'll never be able to distinguish the shifted ones from the source photons. The laser produces quasi-monochromatic light that forms a very narrow band of frequencies. Lasers also produce this light in a small concentrated beam that is very intense.
A second technological advance that has revolutionized Raman spectroscopy is the Charge Coupled Device (CCD). The CCD is millions of times more sensitive than the eye and is able to record a complete Raman spectrum in less than a second. Let's look back at the history of Raman spectroscopy to understand the advantage that the CCD affords. Not long after Raman's first experiments scientists started using a photographic plate to record the Raman spectrum. This provided the first hardcopy of a Raman spectrum. The problem was that it didn't have a softcopy version that could be used for data analysis and spectral manipulation. Early Raman spectroscopy was also like shooting in the dark. The plates were exposed for hours to get a spectrum and you didn't know if the optics were properly aligned until the plate was developed. The next big advance was the photomultiplier tube. This is a sensitive optical transducer that converts photons into electrons. They are sensitive enough to detect a single photon and a whole technology of "single photon counting" grew around them. Now a Raman spectroscopist could set his instrument to view an energy where Raman scattering should be observed and with an electronic display optimize the optical alignment. When computers became commonly available it was possible to have them record this electronic signal and produce a software file that contained the spectrum. This software file could be manipulated to remove artifacts that otherwise can distort Raman spectra.
However, the photomultiplier's advantage came at a cost. It was no longer possible to acquire a whole spectrum during a single integration period. These instruments would take very small steps in energy and count the photons at each step. A three thousand point spectrum with photons counted for one second took three thousand seconds. That's almost an hour!
The solution was to go back to the old concept of a photographic plate, but this time use a digital camera. The CCD does just that. These little integrated circuit chips are extremely sensitive to light and they contain thousands of little picture elements (called pixels) that take the whole spectrum at once in less than a second.
Modern Raman spectroscopy with the Advantage 200A is fun and educational. The Advantage system uses a small HeNe laser to replace Raman's telescope and colored filters, and a CCD detector to replace out-dated photomultiplier tubes. The result? You get a spectrum in seconds.
Ximea ◀◀