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Tag: Father Schouppe
November, the Month of Poor Souls, 2022
November 2, 2022 November 10, 2022 ~ evensong
In November, we focus on the Poor Souls and on our own mortality as well. The chill wind blowing the flaming leaves about recalls to us thoughts of purgatory and its cleansing fires, bringing to mind loved ones gone before us and our own mortality.
Although these days, the very concept of Purgatory is an affront to the sensibilities of modern Catholics, it can be a comforting concept to those familiar with the true teachings of the faith. Like the dogma of the sacrificial nature of the Mass, Purgatory is a reminder of the loving justice of God.
If we were to make full use of all the opportunities presented to us every day for offering up our trials and sacrifices for the remission of our sins and for the sins of others, we could conceivably assist many poor souls to heaven as well as shorten our own stay in purgatory's cleansing fires. The fact that we do not do this, that is, do not make full use of these opportunities for sacrifice, is perhaps due to our not wearing our scapular mindfully, or not maintaining our Consecration to Our Lady as we should. November is a great time to correct this.
According to a pamphlet issued many years ago by the Confraternity of the Sacred Heart of Jesus, "The faithful who devoutly offer prayers for the Poor Souls with the intention of doing so for nine (9) successive days may obtain an indulgence of three (3) years each day, or five (5) years each day if in November, and a plenary indulgence at the completion of the nine days of prayer for the Poor Souls.
An excellent prayer for them is Psalm 129, the De Profundis:
Out of the depths have I cried to thee, O Lord:
Lord, hear my voice. Let thine ears be attentive to the voice of my supplication.
If Thou, O Lord, wilt mark iniquities: Lord, who shall abide it?
For with Thee is merciful forgiveness: and by reason of thy law, I have waited for thee, O Lord.
My soul hath relied on His word:
My soul hath hoped in the Lord.
From the morning watch even until night, let Israel hope in the Lord.
Because with the Lord there is mercy: and with Him plentiful redemption.
And He shall redeem Israel from all his iniquities.
Those who pray the Little Office of the Blessed Virgin Mary know that the De Profundis is a regular part of Compline, i.e., evening prayers; just be sure to form the intention for the indulgence for the Poor Souls.
Wearing our scapular mindfully, realizing that it is "our Mother's Apron" so to speak, helps us understand that this apron, as I call it, is a working item. We put on an apron when we will be working on something, and all our life is a work of love, honoring our Queen and Mother, giving glory to God in all things. To this end, we remind ourselves often of our total dependence on her and our total consecration, which we live, moment by moment, in the small choices of our lives. Now, no one knows of these things, nor should they, for they are part of the intimate secrets shared between a Mother and her child. Treasure them in your heart as Mary herself did.
To help us understand the beneficial nature of purgatory, Father Schouppe's classic, "Purgatory explained by the lives and legends of the Saints", is helpful. Fr. Schouppe has many good stories from the lives of the saints to illustrate various aspects of Purgatory, and the following one is a good example.
From the Revelations of St. Gertrude, Father tells us that a young religious in St. Gertrude's convent was much admired because of her great piety. After her death, St. Gertrude was fervently praying for the soul of the young nun when she was rapt in ecstasy and had a vision of the deceased sister standing before the throne of God, eyes downcast, she seemed to be ashamed. St. Gertrude then beseeched Our Lord, "Most Sweet Jesus, why does not Your infinite goodness invite Your spouse to approach You and enter into the joy of her Lord?"
At this, Our Lord smiled with tender love and beckoned to the reluctant soul to draw near Him, but she, troubled and trembling withdrew from Him. St. Gertrude then addressed her dear sister, "Do you retire when our Lord calls you? You that have desired Jesus during your whole life, withdraw now that He opens His arms to you?" "Ah, my dear Mother, I am not worthy to appear before the Immaculate Lamb. I still have some stains which I contracted upon earth. To approach the Sun of Justice, one must be as pure as a ray of light. I have not yet that degree of purity which He requires of His saints. Know that, if the door of Heaven were to be opened to me, I should not dare to cross the threshold before being entirely purified from all stain."
St. Margaret Mary Alacoque on Purgatory
In #98 of her Autobiography, St. Margaret Mary Alacoque tells us:
"On one occasion when I was praying before the Blessed Sacrament on the Feast of Corpus Christi, a person suddenly appeared before me all enveloped in flames, the heat of which penetrated me so powerfully that I believed myself to be burning as well. The pitiable condition in which I beheld him caused me to shed an abundance of tears. He told me that he was that Benedictine monk to whom I once went to Confession, and who had ordered me to receive Holy Communion, and that, as a reward for this, God had allowed him to have recourse to me that he might obtain some alleviation in his sufferings. He asked me to apply to his soul all that I should do and suffer for three months, which I promised with the consent of my Superiors.
"He then went on to say that the cause of his suffering was his preferring his own interests to the glory of God, through too great attachment to his own reputation; secondly, a want of charity towards his brethren; and finally, too natural an affection for creatures, many proofs of which he had manifested in his spiritual dealings with them, thereby greatly displeasing God.
But it would be difficult for me to express what I had to suffer during those three months. For he never left me, and on the side on which he stood, I seemed to be all on fire; this caused me such intense suffering that my tears and groans were continual. My Superior, being moved with compassion, ordered me to perform severe penances, and in particular to take the discipline, because the bodily pains and sufferings, imposed upon me through charity, greatly relieved those which this Sanctity of love inflicted upon me as a slight sample of what It causes those poor souls to endure. At the end of three months he appeared to me in a very different state; he was bathed in joy and glory, and about to be admitted into eternal bliss. He thanked me and promised to be my protector before God. I had fallen ill at the time, but as my suffering ceased with his, I soon recovered. ("The Autobiography of Saint Margaret Mary", TAN Books. Kindle Edition.)
St. Catherine of Genoa on Purgatory
Father Schouppe also has this quote from St. Catherine of Genoa's Treatise on Purgatory, which reinforces the concept.
"The Lord is all merciful. He stands before us, His arms extended in order to receive us into His glory. But I see also that the Divine Essence is of such purity that the soul, unless she be absolutely immaculate, cannot bear the sight. If she finds in herself the least atom of imperfection, rather than dwell with a stain in the presence of the Divine Majesty, she would plunge herself into the depths of Hell. Finding in Purgatory a means to blot out her stains, she casts herself into it. She esteems herself happy that, by the effects of a great mercy, a place is given her where she can free herself from the obstacles to supreme happiness."
And so we see that even in His justice, Our Lord Jesus Christ is a most merciful God! When we pray for these Holy Souls, we are fulfilling Our Dear Lord's request that we love one another. "This is my commandment, that you love one another, as I have loved you." (John 15, 12) Every day we must offer our prayers and some sacrifice for the Holy Souls in Purgatory. The De Profundis, which is part of the Little Office, is a good prayer, as are the Sorrowful Mysteries. One practice is to pray the Indulgenced Prayer Before a Crucifix after you have received Holy Communion. When you have complied with the usual requirements you gain a plenary indulgence which you can ask Our Lord to apply to the Poor Souls. The requirements are to be in a state of grace, receive Confession, Holy Communion and pray for the intentions of the Pope.
Now, sometimes people complain about praying for the intentions of the Pope, especially lately. But all that is necessary is to pray, and be assured that Our Lord will never allow harm to come on account of honest prayers! I often tell Our Lord, "I'm praying out of obedience and I trust that You will help our Pope to be obedient, too!"
Another plenary indulgence you can earn for the Poor Souls is the one from St. Pius X for adoring Our Lord at the elevation of the Host and of the Chalice at Mass. Don't look away or close your eyes, but look and adore! That is what the elevation is for! Pray with all your heart, "My Lord and My God" and you will gain a plenary indulgence. (with the usual conditions).
In November especially, we do this for Poor Souls, but also for those at the hour of their death, especially since so many Catholics do not understand the extent of their insult to God's justice until their private judgement and then it is already too late. How horribly overwhelmed they must be! But we trust all to the infinite mercy of God, who will bless those who need it most.
Prayer for the Poor Souls in Purgatory
by St. Gertrude the Great
Eternal Father, I offer Thee the most precious blood of Thy Divine Son, Jesus Christ, in union with the holy Masses said throughout the world today, for all the HolySouls in Purgatory, for sinners everywhere, for sinners in the universal church, for those in my own home and in my family. Amen.
Above all, though, offering Masses for the Poor Souls is the very best benefit you can give them. So don't forget to have Masses said for their relief.
I didn't realize it was this late–the day here began gloomy and overcast and now suddenly after an entire day of feeling like it was evening, it really is nightfall. That may be an allegory for our life… We become so accustomed to attending the funerals of others, praying for them. And so our thoughts on death become ingrained that death is what happens to others. Now is the time to make friends for ourselves with the souls of Purgatory who have learned what we must learn and will be with us when we face our own judgement. They will remember our kindness to them. We do not know how soon we may need them!
† Immaculate Heart of Mary, pray for us now and at the hour of our death.
Please pray for the Consecration of Russia to the Immaculate Heart of Mary!
November, the Month of Poor Souls
November 2, 2018 October 29, 2022 ~ evensong
Another plenary indulgence you can easily earn for the Poor Souls is the one from St. Pius X for adoring Our Lord at the elevation of the Host and of the Chalice at Mass. Don't look away or close your eyes, but look and adore! That is what the elevation is for! Pray with all your heart, "My Lord and My God" and you will gain a plenary indulgence. (with the usual conditions).
Eternal Father, I offer Thee the most precious blood of Thy Divine Son, Jesus Christ, in union with the holy Masses said throughout the world today, for all the Poor Souls in Purgatory, for sinners everywhere, for sinners in the universal church, for those in my own home and in my family. Amen.


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'''Different branches in this git repository represent
   different approaches of speeding up pyglet's video decoding.
   This script runs tools/profile_video.py with a number of test videos in each
   branch and collects the results.
   Depends on ffmpeg and awk binaries to be installed.
'''
import os

ignore_branches = "master".split()
test_video_directory = os.path.expanduser("~/pyglet_test_videos")
ignore_videos = ".DS_Store".split()
framecount=50

branches = os.popen("git branch").readlines()
current_branch = [x[1:].strip() for x in branches if x[0]=="*"][0]
branches = [x[1:].strip() for x in branches]
branches = [x for x in branches if x not in ignore_branches]

videos = os.listdir(test_video_directory)
videos = [x for x in videos if x not in ignore_videos]

def switch_branch(branch):
     result = os.popen("git checkout %s"% branch).close()
     if result is not None:
         print "failed to switch to branch", branch
         sys.exit(1)

def video_info(path_to_video):
    cmdline= r"""ffmpeg -i %s 2>&1|awk -F", |: " '/Video:/{print $3, $4}'""" % fullpath
    p = os.popen(cmdline)
    result = p.readlines()[0].strip()
    exitcode = p.close()
    if exitcode is not None:
        raise Error()
    return result

def profile(path_to_video):
    p = os.popen("python tools/profile_video.py --frames=%d %s" % (framecount, path_to_video))
    result = p.readlines()[0].rstrip()
    exitcode = p.close()
    if exitcode is not None:
        raise Error()
    return result

for branch in branches:
    switch_branch(branch)
    for video in videos:
        fullpath = test_video_directory + os.sep + video
        info = video_info(fullpath)
        result = profile(fullpath)
        print "%-20s" % info, result

if branch != current_branch:
    result = os.popen("git checkout %s"% current_branch).close()

redpajama_set_name: RedPajamaGithub


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Unity Healthcare announced Wednesday that they will be moving Miracles Rehabilitation in West Lafayette to a new facility.
WEST LAFAYETTE, Ind. (WLFI) — Unity Healthcare announced Wednesday that they will be moving Miracles Rehabilitation in West Lafayette to a new facility.
The new location will be at 307 Sagamore Parkway West, Suite 400 and the move will take place on Jan. 15.
The hours for the new location are Monday through Friday, 8 a.m. to 6 p.m.
For more information, call Miracles Rehabilitation at 765-463-2200 or visit their website.


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History reminds us: Tahoe not immune to attack
Gregory Crofton
Editor's note: Running a photo of the Harveys bombing in the wake of the Sept. 11 attacks may offend some readers, but we have since learned that terrorists may have targeted Las Vegas and other symbols of American "decadence." This story, originally written for our upcoming annual edition on local history, is a somber reminder the South Shore is not immune to attack.
The bomb was 1,000 pounds and most of its weight came from dynamite. It blew a $12 million hole in Harveys Resort Casino the afternoon of Aug. 27, 1980.
A casino security guard discovered the device at 5:40 a.m. behind a door that was glued shut.
The guard saw an envelope on top of two metal boxes. Casino security had recently attended a seminar on postal bombs, so initially he was more concerned with the envelope than the massive bomb beneath it.
A palm print collected by Tahoe-Douglas bomb technicians revealed that the guard had even leaned on the bomb while he examined the envelope. The bomb was designed with five trip mechanisms, including a trembler switch, which meant any motion would set off the bomb.
By 6:30 a.m., an anonymous telephone call to the casino made it clear the envelope did not hold a bomb but instead it contained a typed extortion letter demanding $3 million. At one point law enforcement agents attempted to deliver a small portion of the money to the extortionist, but the meeting never panned out.
Three men dressed in coveralls wheeled the bomb into the casino on a cart. Canvas cloth with an IBM logo cloaked the device while Willis Brown, then 52 years old, Terry Hall, 25, and John Birges Sr., 59, rolled it through a rear door, passed a desk clerk and entered an elevator.
The men had attempted to bring the bomb into the casino several weeks earlier but failed when an access ramp blocked the wheels on the device. But the builder of the bomb, Birges from Clovis, Calif., fixed that problem by unloading the explosives and welding improved wheels on the cart.
A couple of weeks later they brought the device back to South Shore in a van and spent a night at a motel. Their plans were temporarily foiled by the van's dead battery. A jump-start from a tow truck allowed their second mission to Harveys to be a success.
Once the bomb was discovered, the resort was immediately evacuated and many guests had to leave their possessions behind. Four technicians on the Tahoe-Douglas Bomb Squad then began a 33-hour standoff with the bomb. They quickly discovered it could not be defused.
"We had to attack all five leads at the same time to render it safe and we couldn't do it," said Steve Kibbe, a retired bomb investigator for the Douglas County Sheriff's Department. "It was all elementary devices inside one device."
After X-raying the bomb, the techs consulted a computer that told them their best bet was to use a linear-shape charge to disable the device. The computer suggested they split the device's firing mechanisms from its dynamite by arming it with plastic explosives.
Once the all-clear signal went out, Tahoe-Douglas Bomb Squad Cmdr. Capt. Danny Danihel detonated the charge.
"It was obvious more than six pounds of C-4 went off," Danihel said.
The explosion destroyed seven floors, two of them in the basement. Prior to detonation, bomb squad members used sledgehammers to destroy walls near the bomb in order to direct the explosion. Their plan worked. Most of the debris shot in the direction of the parking lot.
The force of the bomb was so great it traveled through the tunnel between Harrah's and Harveys and shattered glass inside Harrah's.
Birges was arrested a year later. At the time, his bomb was the largest device detonated in the United States. Birges, a native of Hungary, came to America with only $3 but made a fortune as a landscaper building golf courses.
From 1974 to 1980 he accrued an $800,000 debt gambling at Harveys. When he placed the bomb at the resort he owed $15,000. Birges was convicted after two of his sons and his girlfriend testified against him in court.
He died in prison at age of 74 from liver cancer.

redpajama_set_name: RedPajamaCommonCrawl


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Boxing Day | Comics I Don't Understand - This site is now being updated daily at http://www.comicsidontunderstand.com. Please change your bookmark if necessary, and notify any web site with a link to the old address.
An allusion to the film "Rocky" (1976), in which Rocky is so badly beaten during the fight that his eyes are swollen shut. He pleads with his trainer to cut his eyelids open, saying "Cut me, Mick, cut me," to drain blood and relieve the pressure, so he can continue on to the final round.
Lou here is willing to do the same for his boxer, but the guy is so swollen everywhere that he can't decide what to cut.
Is the boxer supposed to be McCain?
Ah, good thing you posted before I did. I thought he was saying "Cut me" as in "take me out of the game". In that case it would be funny because the trainer takes it literally and asks where to physically cut him. My money is on #1's guess. Any other bets?


Welcome to Oh Boy! - Oh Boy!
Sorry you missed the screening on Saturday, I was there and it was pretty amazing to see it -- excellent quality, too. It was only the second time I'd seen The John Barry Seven on a TV recording -- and I did ask about private copies of the show for the surviving members who could not attend in person. This can be done but it's *very* expensive so I've pinned my hopes on StudioCanal agreeing to a commercial DVD -- which could include all the surviving episodes.
Many thanks for your comments, I'll keep you and everyone informed if there's any chance of a DVD release.
Further to my earlier email, I have just checked the pics from the newly discovered episode and it shows that by this time Bruce & Hank had joined (the very early shows just showed Terry and Ian standing in the background in spotlight). Still excited and still desperate to see the recording.
I am Frank Allen of the pop group The Searchers and I am stunned and excited by the discovery of another episode of Oh Boy. I have copies of the other two known episodes and cannot wait to see this new find especially as it will show Cliff Richard along with Terry Smart (on snare drum) and Ian Samwell (on bass guitar) in the background. Alas I will be performing elsewhere on July 22nd. What are the chances of this new discovery finding its way onto a DVD that one can acquire - SOON? I went to a transmission of Oh Boy from The Hackney Empire when I was a schoolboy. It was my obsession. It still is. Who can help?


text:
Statement of the Presidents of the Russian Federation, the United States of America and the French Republic on Nagorno-Karabakh (1 Oct. 2020)
The President of the Russian Federation, the President of the United States of America and the President of the French Republic, representing the Co-Chair countries of the OSCE Minsk Group, condemn in the strongest terms the recent escalation of violence along the Line of Contact in the Nagorno-Karabakh conflict zone.
We deplore the loss of human lives and extend our condolences to the families of those killed and injured.
We call for an immediate cessation of hostilities between the relevant military forces.
We also call on the leaders of Armenia and Azerbaijan to commit without delay to resuming substantive negotiations, in good faith and without preconditions, under the auspices of the OSCE Minsk Group Co-Chairs.
France / Azerbaijan (in French)
Embassy of France in Azerbaijan
Embassy of Azerbaijan in France
Armenia - Azerbaijan - Q&A - Excerpts from the daily press briefing (26.10.18)
Azerbaijan – Meeting between Jean-Yves Le Drian and Finance Minister Samir Sharifov (18.07.18)
Georgia, Azerbaijan, Armenia – Visit by Jean-Yves Le Drian (26-28.05.18)
Azerbaijan – Meeting between Jean-Yves Le Drian and his counterpart (Paris, 16.01.18)


In a bid to shake up its bottom line, Infinera announced a cash and stock deal valued at $430 million to acquire optical competitor Coriant.
Infinera has introduced ICE5, a 2.4 Tbps optical engine.
Optical vendors and construction providers have a lot to gain from cable's pending fiber deep and remote PHY initiatives.
BT has named Wray Varley as the president and CEO of BT Federal.
Infinera says it is going to take time to understand when spending patterns at CenturyLink will resume.
CenturyLink's completion of its Level 3 acquisition is affecting Infinera, which is going to reduce its workforce by 10%.
Windstream is bringing its SDN Orchestrated Waves (SDNow) transport service to 50 U.S. markets.


"Rugged And Unplugged" is a beautifully stripped back acoustic album which features songs from across Adrian Vandenberg's career. From his first band TEASER as a 20-year-old, he has always used an acoustic guitar in his recordings, which along with the electric guitar creates the light and shade dynamic that is the cornerstone to all of his records. This project created the opportunity to strip down the big orchestral arrangements on songs such as "What Doesn't Kill You" and "Breathing" to just Vandenberg on acoustic guitar and the voice of Jan Hoving. Adrian's 1983 hit "Burning Heart" (Vandenberg) or Whitesnake's "Sailing Ships" (from the "Slip Of The Tongue" album) get treated in the same way.


text:
COT: Dollar longs jump ahead of the slump
Summary: The technical breakouts in both euro and Japanese yen had speculators rushing into short positions in the week to February 25. Just before the emerging market turmoil triggered deleveraging across all markets. As a result the 49% spike in the dollar long, most noticeable against the euro and Japanese yen was left exposed in the days that followed.
Saxo Bank publishes two weekly Commitment of Traders reports (COT) covering leveraged fund positions in bonds and stock index futures. For IMM currency futures and the VIX, we use the broader measure called non-commercial.
COT: Forex report
COT: Financials report
The weekly flows in FX up until February 25 were heavily geared towards continued and accelerated selling of euros and Japanese yen. This in response to what later proved to be potential false breakouts in both. The emerging risk aversion and deleveraging caused by the slump in U.S. stocks and spike in the VIX helped support short-covering. And the elevated size of the just increased short positions helps to explain the rallies seen in both EURUSD and JPY during the remainder of the week.
Overall the speculative dollar long against ten IMM currency futures and the Dollar Index jumped by 49% to $20.6 billion, the most since December 11. As per the table below we find that the selling was broad-based but with EUR and JPY – as mentioned - seeing the bulk of the selling.
Bearish euro bets jumped by one-quarter to 114k lots, a 38-month high and the equivalent of $15.5 billion. The breaking of a five-year downtrend in USDJPY on the move above 110 helped drive a doubling of the net-short to a nine-month high at 29k lots ($6.4 billion).
Leveraged fund positions in bonds, stocks and VIX
Leveraged funds were strong buyers at the front and the back of the U.S. yield curve. Overall the total short exposure was reduced by a significant $21 million per basis point (DV01). The S&P net short was reduced by 38% while the speculative short in the Cboe VIX contract was cut by 40% to 53k lots, a six month low.
What is the Commitments of Traders report?
The Commitments of Traders (COT) report is issued by the US Commodity Futures Trading Commission (CFTC) every Friday at 15:30 EST with data from the week ending the previous Tuesday. The report breaks down the open interest across major futures markets from bonds, stock index, currencies and commodities. The ICE Futures Europe Exchange issues a similar report, also on Fridays, covering Brent crude oil and gas oil.
In commodities, the open interest is broken into the following categories: Producer/Merchant/Processor/User; Swap Dealers; Managed Money and other.
In financials the categories are Dealer/Intermediary; Asset Manager/Institutional; Managed Money and other.
Our focus is primarily on the behaviour of Managed Money traders such as commodity trading advisors (CTA), commodity pool operators (CPO), and unregistered funds.
They are likely to have tight stops and no underlying exposure that is being hedged. This makes them most reactive to changes in fundamental or technical price developments. It provides views about major trends but also helps to decipher when a reversal is looming.


It is a literal battle of wills and it can be frightening – especially if you're easily intimidated by aggressive actions and energies.
Have you ever been around the "conflict guy" or the "invading lady"? They're both bullies and they're basically trying to manipulate your energy into alignment with their own.
I was able to speak out against bullies on the school yard and defend myself from attack from my peers – both physically and energetically.
It always felt better to me to speak out in defense of myself than to retreat – but these were peers and not authorities.
It wasn't until university that I started feeling confident enough in myself and my truth that I challenged my dad when he moved into bullying mode.
The fear of the conflict is nothing in comparison to the life-affirming act of defending your right to be – exactly as you are.
It doesn't mean that other people will do what I ask – people still have free will and individual truths can run counter to one another, but I fulfill my responsiblities in divine relationship with other human beings by expressing clearly how I will and will not be treated.
No. I don't like conflict.


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Hon. Larry Anthony
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Issues & Crisis Management
SAS China
South Australian election result
At the weekend South Australians headed to the polls and elected a new government, with Liberal leader Steven Marshall defeating Labor Premier, Jay Weatherill. The result brings an end to 16 years of uninterrupted Labor Government in South Australia, with the Liberal Party set to hold a small majority in the 47-member parliament.
As always, a change of government will bring with it a change of policy direction in South Australia. First, there will be a rather drastic change in the state's energy policy. The former Labor government had aggressively pursued an agenda that heavily backed renewable energy, pledging to implement a Renewable Energy Target (RET) of 75 percent by 2025 if re-elected. Mr Marshall, however, has confirmed that his new government is committed to joining the National Energy Guarantee (NEG) and will not be pursuing a separate RET.
Not only is this a significant change in policy direction for South Australia, but it also has federal implications. Energy Minister Josh Frydenberg had often clashed with the Weatherill government on energy policy and the new government's pledge to join the NEG is welcome news for the embattled federal government. Time will tell as to whether this shift in policy will address the state's energy problems which has resulted in numerous blackouts in the past 18 months and seen South Australians pay more for electricity than any other state.
Moreover, the new Premier has also stated that he will seek to implement a pro-business agenda aimed at addressing the state's high unemployment figures. This includes abolishing payroll tax and red tape, reforming the state's antiquated Sunday trading laws, establishing a state-based Productivity Commission and opening international trade offices.
One surprising outcome from the weekend's election was the poor performance of minor parties, particularly Nick Xenophon's SA Best. The former federal Senator's fledgling party failed to win a single lower house seat and is set to only pick up two seats in the state's upper house. The result demonstrates that, despite a large degree of voter disillusionment with the two major parties, it is still incredibly difficult for minor parties to break up their duopoly.
SA Best has clearly failed to transition from a personality-based protest party to one capable of obtaining enough electoral support to shape and influence government. The future for Mr Xenophon and his party now seems unclear following his failure to win the seat of Hartley. He has announced that he will attempt a political comeback at some point in the future, but in the meantime will act as a mentor to his federal and state parliamentarians.
Mr Marshall and his Ministry will be sworn in later this week and there is expected to be little change from the frontbench line-up that he took to the election.
A tour of Ripley Town Centre with Sekisui House
SAS Group Director the Hon. Larry Anthony and Managing Director Peter Costantini recently inspected the facilities at the new Ripley Town Centre with Sekisui House Senior Project Manager Taku Hashimoto, Project Manager Aaron Gladstone, Marketing Manager Kylie O'Keefe and Consultant Paul Eheles.
The SAS Group celebrate Chinese New Year 2020
It was an honour and pleasure, along with SAS China CEO Victoria Qiu, to represent the SAS Group at the 2020 Chinese New Year celebrations hosted by the Consul-General Dr Xu Jie & Madam Cao Ailan of the People's Republic of China in Brisbane last night.
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i'm trading in my resolutions. | sara, darling.
i'm trading in my resolutions.
So, a few weeks ago I wrote about my thoughts on 2011 and promised I would be back with a way to plan ahead, to get more done, no–scratch that, to BE more in the next year.
Awful good plan that actually might be…if I was someone else.
And I'm seldom ready for Audacious New Goals the very first week of the year. Or ever, really.
Goals, as I've written about before, have always been yet another opportunity for me to disappoint myself. I've been in awe of people who accomplish amazing things, but I never counted myself among them. On the flipside, though, I want to have direction in life. Without goals, how do you get things done? Aren't goals good? Like, maybe if you made real goals, or goals that have all the requisite acronym-y details like being measurable, attainable, etc.?
I'm sure they are. But you want to know what one of the hardest things for me to do is?
Decide what I actually want — and how to get there.
Determining what is attainable to me, what would be useful or beneficial (which my mind sadly twists around to mean "perfect", like it has positivity-specific dyslexia) just ties me all up. It binds my hands, slows my feet, makes me inert. Paralyzed to do anything but maintain the status quo-hum.
Something about unmoveable goals that MUST be set at in January, before I've even gotten two steps in the door of 2012 and hung my coat on its hook, waiting around for 51 weeks to pop up again, unfinished and guilt-laden—just isn't working for me this year.
This Christmas gift by my dear love which now hangs in my home office reminds me that little things matter. That I matter, even when I feel small. That the choices I make every day mean something. That consistent actions will lead to unimagined, remarkable things.
That every little bit has an infinite potential.
← January Photo A Day Roundabundlewrap.
adopting this as my mantra as well. because, you know, i already own it, kind of.


text:
Bev-Craft Seeks to Improve Minnesota Beer
By Ryan Tuenge on September 28, 2016in beer education, education, general beer, MN
Tim Nelson and Dave Hoops left Fitger's Brewhouse over a year ago with hopes of improving the quality of Minnesota beer by starting a consulting business called Bev-Craft. A "think tank" is what they like to call it. Dave Hoops who is the Director of Brewing Operations is excited to lend his experience to new breweries seeking to improve their beer. "Unless you're someone like Sierra Nevada, you should always be trying to make better beer" says Hoops.
Dave and a team of cicerones tasted over a hundred beers (locally made) at the state fair and gave feedback, positive and negative to breweries around the state. The goal was to give honest advice to some of the breweries looking to improve their beer. "I'm overly opinionated" he said. "But I'm fair." Dave also serves as a judge at the Great American Beer Festival which gives him a head up on most brewers (in my book) here in Minnesota.
Tim Nelson acts as CEO while Dave Hoops heads up the brewing operations. Brad Nelson (Tim's brother) is in charge of the branding while Paul Christensen is responsible for sales. "Basically we're here to help breweries start up. We're also specialized consultants. That doesn't mean that I'm approaching them. People that have a question, we're there to help" says Hoops.
In an overcrowded local market, this can only be a good thing. Especially with all of the sub-par beer being produced by the newer breweries. My advice to new breweries looking to open….don't serve your beer until it's ready.
Quality should always come first. And if you need help, reach out to the professionals.
Tags Consultation, dave hoops, Minnesota Beer, tim nelson
January MNBeer of the Month: Summit Winter Ale
By ryan on January 31, 2008
ACBW at Bryant Lake Bowl
By anonymous on May 13, 2012
I'm disappointed that they didn't call it a "think keg."


The astonishing picture below, is section of 2019 Mazda Range New Review publishing which is grouped within Uncategorized, and published at September 2nd, 2018 16:30:29 PM by admin.
Research the 2019 Mazda Range with our expert reviews and ratings. Additional new features for the 2019 Mazda Range include a heated steering wheel, and optional heated and power operated front seats on lower-trim models with cloth upholstery. Front-wheel drive is standard and all-wheel drive is optional. In addition to the gas-only model, the 2019 Mazda Range is also available as a hybrid with all-wheel drive as standard.
In a 2018 comparison test that included the other cars, the 2019 Mazda Range placed fifth. Handling also proved to be another 2019 Mazda Range weak spot and we found the steering to be numb.
The 2019 Mazda Range, on the other hand, is a better package, as we noted in a 2017 First Test, thanks to its smooth powertrain and well-calibrated brakes that smoothly transition between regenerative and mechanical braking. However, since it isn't a plug-in hybrid, the 2019 Mazda Range doesn't have much EV mode range and can only travel around 0.5 miles on electricity.A rear view camera with rear parking sensors is now standard on all models.
Here is needful knowledge on . We have the world class assets for . Check it out for yourself! You can get Best 2019 Mazda Range Release Date guide and see the latest 2019 Mazda Range New Review in here.


A manager has "skin in the game" if his financial situation is linked to the long-term success of the company. This commitment is intended to ensure that a manager acts farsightedly, taking into account the interests of the owners and other stakeholders. In our study "The Key to Skin the Game," we formulated a catalogue of requirements for executive compensation systems.
Our four central requirements are as follows: Share ownership, a deferral of short-term compensation components, long holding periods for share-based programs and clawback policies.
Checking the DAX companies for these four requreiments leads to a sobering result. None of the DAX companies' compensation systems fully meets our requirements.
This study in only available in German.


text:
Published on UQ Policy and Procedures Library (http://ppl.app.uq.edu.au)
Home > Evaluation and Classification of Positions - Procedures
Evaluation and Classification of Positions - Procedures
5.40.03 Evaluation and Classification of Positions [2]
The University of Queensland Enterprise Agreement [3]
Job Families [4]
Recognition and Development Plan [5]
Classification Guidelines for Research-Related Professional Staff Positions [6]
Broadband Example Position Description [7]
November 2016 - Minor update to Section 7. May 2018 - URLs updated.
These procedures outline the process for the evaluation and classification of professional staff and research-related professional staff positions for HEW [8] Levels 1 – 9.
Authorised Officer – the officer authorised to exercise the relevant HR [9] power or function in accordance with the HR Authorisation Schedule [10]
Enterprise Agreement – The University of Queensland Enterprise Agreement 2014 - 2017
Head - Head of the Organisational Unit
Job Family Representative - a representative of a job family (as outlined in the attached table) trained in the Hay job evaluation methodology
PSCC - Professional Staff Consultative Committee
These procedures apply to all professional positions at HEW [8] Levels 1 – 9.
Level 10 positions are evaluated using the Cullen Egan Dell methodology and are excluded from these procedures.
An evaluation of a position's classification level may occur when a new position is created, an existing position becomes vacant and the duties will change or where the work value of an existing position has changed over time.
All new positions (excluding research related positions) for which appointments of more than 12 months will be made or an unclassified position is extended beyond 12 months are evaluated using the Hay job evaluation methodology and assigned a classification at the appropriate HEW [8] Level.
A request to evaluate an existing position can be initiated by the incumbent of the position or by the supervisor with the agreement of the staff member. The incumbent does not require the agreement of the supervisor to request evaluation. Positions filled for less than 12 months and research-related positions are evaluated and classified using the HEW [8] level Job Descriptors for professional staff (Schedule 6 of the Enterprise Agreement [3]).
For example, at the time of applying for a grant, the typical tasks and activities to be performed by the staff member, together with the training level and qualifications needed to perform those duties are determined and considered against the Job Descriptors.
5. Initiation of Evaluation Process
A Request for Job Evaluation form is submitted to the Human Resources Division. Advice on completion of the relevant paperwork, which consists of a position description, organisational chart and position analysis questionnaire, can be obtained from faculty, institute or central Human Resources Division staff or from a job family representative (other than the representative who will perform the role of position classification moderator). An evaluation may be initiated by the Authorised Officer when a new position is created, an existing position becomes vacant, or by the Authorised Officer or staff member where an existing position has changed over time, as follows:
5.1 Classification of a new position
When a new position is created, the Authorised Officer authorises a Request for Job Evaluation form and forwards it to the relevant Human Resources staff member before the position can be advertised. However, if the position description for a new position specifies duties and selection criteria that are substantially the same as an existing position in the same or similar organisation unit, this may be classified by the Human Resources Division at the same level as the other position(s) it replicates.
5.2 Classification of a vacant position
When a position becomes vacant, the Authorised Officer may assess that the duties should change and this may warrant reclassification. If, after comparing the new duty statement with the original position description, a significant change is identified, a Request for Job Evaluation form must be completed by the Authorised Officer and forwarded to Human Resources before the position can be advertised.
5.3 Classification of an existing position
The work value of a position may change over time to the extent that the incumbent, supervisor or Authorised Officer assesses that the position's classification may no longer reflect the work value of the position. To initiate the job evaluation process, where it has been assessed that the duties for the position have changed, a new position description is developed and agreed between the supervisor and the incumbent.
When comparing the revised position description with the original position description, a significant change with respect to the knowledge and skills, scope of problem-solving or accountability (know-how, problem solving and accountability job factors used in the Hay Group job evaluation methodology as described in Section 6- Methodology for Job Evaluation) inherent in the duties of the position would warrant a Request for Job Evaluation form being sent to the Authorised Officer. The incumbent may refer the issue to the Head where the supervisor does not agree that the change in duties reflects a change in work value of the position. An application for evaluation may not be initiated by an incumbent more than once over a 12 month period.
The Authorised Officer, after reviewing the changed position description and in consultation with the supervisor and incumbent, may determine one of the following:
that a significant change in duties has occurred and has resulted in a change to the work value, warranting an evaluation; or
that significant changes resulting in a change to the work value have not occurred; or
that the incumbent be directed to perform the duties outlined in the original position description.
Where the Authorised Officer agrees that the position description has changed significantly, a Request for Classification Evaluation form must be completed and submitted to the Human Resources Division. Where the Authorised Officer determines that significant change has not occurred, the incumbent may never-the-less continue to submit a Request for Classification Evaluation form to the Human Resources Division.
If the Authorised Officer directs the incumbent to perform the duties in the original position description, no further action will be taken.
6. Methodology for Job Evaluation
Information contained in a Position Analysis Questionnaire is evaluated using the Hay job evaluation methodology outlined below.
6.1 Hay Methodology
The Hay methodology is the basis on which jobs are evaluated at The University of Queensland, using three factors and eight dimensions common to all jobs.
The Hay method defines these as follows:
6.1.1 Know-how
The sum of every kind of knowledge, skill and experience, however acquired, needed for acceptable job performance. Know-how has three dimensions:
Technical know-how – practice, procedures, specialised techniques and knowledge within occupational fields and professional or scientific disciplines.
Breadth of management know-how – the requirement for know-how in integrating and harmonising the diverse elements involved in planning, organising, directing, controlling and innovating situations. This know-how can be exercised in an advisory capacity as well as executively.
Human relations skills – skills in working with or through other people.
6.1.2 Problem solving
The application of know-how required in the job to identify, define, analyse, reason and resolve problems. This entails thinking grounded on knowledge of facts, principles and means. Problem solving has two dimensions:
Freedom to Think - the environment in which thinking takes place.
Thinking Challenge – the challenge presented by the thinking to be done in the position.
6.1.3 Accountability
This is the answerability for action and the consequences of that action. It is the effect of the job on end results of the organisation. Accountability has three dimensions:
Freedom to Act – the extent of personal, procedural or systematic guidance or control the position receives.
Impact on End Results – the extent to which the position can directly affect actions necessary to produce results.
Magnitude – the extent to which the position impacts on the organisation.
7. Process
Following submission to the HR [9] Division of the Request for Job Evaluation:
the Request and relevant documentation is considered and is assessed by an evaluator within the HR [9] Division trained in the Hay Methodology
The Request and relevant documentation are then submitted, along with the evaluator's assessment, to a Job Family Representative (a relevant career stream representative, if available) for moderation. The Job Family Representative cannot be from the same organisational area of the University as the staff member whose position is being evaluated.
An evaluator from the HR [9] Division and job family moderator may contact the incumbent, supervisor or Head to clarify any issues or inconsistencies in the documentation
The outcome of the evaluation and moderation process is returned to the HR [9] Division for final review. This review will include consideration of parity and consistency of outcomes with like positions across the University.
In the event that there is not agreement on classification level between the HR [9] Division and the moderator, the classification level will be determined by the Authorised Officer.
In the event that the moderator does not complete the moderation of the position classification within five (5) working days of receipt of the evaluation from the evaluator, or other timeframe as agreed by the Authorised Officer, the evaluator's assessment and relevant documents will be referred to the Authorised Officer for determination.
The incumbent and the supervisor will be notified of the outcome normally within 15 working days from the date of receipt of the request for evaluation by the Human Resources Division and advised that, if they are not satisfied with the outcome, they may refer the outcome to the Appeals Panel.
Incumbents and supervisors may contact the Human Resources Division for further feedback on the outcome of the classification process.
8. Appeals Panel
The Appeals Panel is convened by the Human Resources Division in the following instances:
where the staff member is not satisfied with the outcome of the evaluation process
where the supervisor is not satisfied with the outcome of the evaluation process or
where the HR [9] Division is concerned with the outcome of the evaluation process in relation to the classification level of other like positions within the university.
An appeal can be made to the Panel on the grounds of either merit and/or process.
The Appeals Panel comprises:
a Human Resources Division representative (Chair);
a Human Resources representative;
a job family representative; and
a staff member nominated by the union representatives on the PSCC.
All members of the panel must be trained in the Hay methodology and be external to the organisational unit of the person submitting the request.
The Appeals Panel will consider all the material provided to the HR [9] Division in the Request for Job Evaluation. The incumbent and the Authorised Officer of the classification submission, or nominee, may be invited to meet with the Appeals Panel to clarify any issues. The incumbent or Authorised Officer of the classification submission may also elect to meet separately with the Appeals Panel.
Site visits may be undertaken, as appropriate, to enable the panel members to take account of the local context for the position.
8.1 Parity and consistency
Parity and consistency with positions within the organisational unit and comparable positions elsewhere in the University is sought as part of the job classification process. The panel has the capacity to call for and review position descriptions and selection criteria for comparable jobs at the HEW [8] level being considered in the relevant job family.
If a position has been referred to a panel by the Human Resources Division because of an apparent concern with parity or consistency, the panel will take account of the following information, to be provided by the Human Resources Division:
Reference to the level of know-how, problem solving or accountability job factors of the position that appear inconsistent in comparison with other like positions.
A report listing comparable positions in the same job family.
The sections where there are inconsistencies between the Position Description and the responses in the Request for Job Evaluation documentation.
If the Appeals Panel determines that the position description is valid and is consistent with the responses in the Request for Job Evaluation, the classification result for the position from the process outlined in Section 7 will stand.
If there is a discrepancy between the responses in the Request for Job Evaluation documentation and the position description, or what actually occurs in the position, the Appeals Panel will assess the position using the manual HAY methodology.
Every effort must be made by the Appeals Panel to reach a consensus decision, including seeking additional information where necessary. However, if consensus cannot be reached, a majority decision can be made. Panel members within the majority will articulate their reasons (which can include judgements about the know-how, problem solving and accountability job factors, and comparable positions, where relevant) in the written advice of the outcome to the incumbent and the Authorised Officer of the classification submission, without disclosing the identity of the dissenting panel member. Where a majority decision cannot be made, the matter, including all relevant documentation, will be submitted to the Authorised Officer for decision.
Subsequent to the panel's deliberations, the chair will inform the Authorised Officer of the classification submission and the incumbent of the Panel's decision within five (5) working days of the decision and will provide both parties with the opportunity to see further feedback. The decision of the Appeals Panel is final.
9. Broad-banding of Positions
Job evaluation determines the classification level of a position at a given point, and is undertaken when there is a clear expectation that the position will remain relatively stable for some period, and will undertake duties and responsibilities confined within one HEW [8] level.
Nevertheless, the duties and responsibilities of some positions might extend over time beyond one classification level. Positions can be broad-banded across two classification levels within HEW [8] Levels 1 to 7.
9.1 Principles for broad-banding
The following for broad-banding apply:
A position can be broad-banded between two levels within a specific organisation, or a group of positions in a job family within an organisational unit.
Position tasks must be documented and linked across two levels, characterised by work substantially similar across both levels, but where higher order know-how, problem solving or accountability is applicable at the higher level, drawing on advanced skills, knowledge and experience or qualifications.
Additional position specific knowledge and experience is required to perform the duties of the position at the higher level as these increase in scope and complexity.
There must be an organisational requirement for a position to be broad-banded and this will be planned for, approved and funded.
Positions characterised by frequent change or expansion in knowledge in the area of work, such as those in the Information Technology job family, can lend themselves to broad-banding.
Positions with a broad-banded classification will be reviewed at the time of filling a vacancy to confirm a position remains broad-banded, or if circumstances have changed, whether the position must be evaluated and re-classified to either the base level or the higher classification level.
The base level position is the source position from which broad-banding extends when there is an increase in the work value of the tasks involved over time. For instance, if the know-how, problem solving and accountability of a HEW [8] Level 5 position extends into HEW [8] Level 6 when higher level tasks were performed, and had been broad-banded HEW [8] Level 5/6, then the HEW [8] Level 5 would be the base position.
9.2 Process for broad-banding
The Head of the organisation unit, as part of the budget and staff planning process, and in consultation with relevant staff, can develop a broad-banding proposal in accordance with the principles (section 9.1) and submit a case for consideration.
The documentation for a proposal to be submitted to Human Resources must include:
A position description, linking each of the tasks across both levels and selection criteria linked across both levels, but with clear differentiation between the two levels. As a minimum, selection criteria must differentiate with respect to training level or qualifications/experience. An example position description developed for a broad-banded Librarian position is available from http://www.uq.edu.au/shared/resources/personnel/JobEvaluation/5.40.03ExampleBroadband.doc [7]
A training program of on-the-job and other training activities that sets out the activities to be undertaken at the base level before progression to the higher level.
Evaluation of a broad-banded position will be in accordance with Section 7 – Process, except that in the event that there is not agreement on classification level between the HR [9] Division evaluator and the Job Family Representative moderator, the matter will be referred to the Appeals Panel for determination.
9.3 Level of appointment
Recruitment advertisements must normally seek applicants for the base level position, but can indicate the position is broad-banded across two levels, if required by the organisational unit. Applicants must be given the duty statement and selection criteria for the base level and, if advertised as a broad-banded position, must also be given the selection criteria for the higher level to enable them to frame their application accordingly.
When deciding the level to which is to be appointed, as part of the recruitment and selection process, the following criteria are to be used:
New appointments to a broad-banded position will normally be to the first increment of the base HEW [8] level.
In the event that the successful candidate has all the qualifications, skills and experience that correspond to the higher HEW [8] level criteria, the appointment can be made to an increment of the higher level, as appropriate.
9.4 Progression to the higher level
There is a soft bar to progression through the broad-banded levels. Progression is not automatic. The following criteria must be met for a staff member to cross the soft bar from the base level to the first increment of the higher level:
There must be an organisational unit requirement for the position to be filled at the higher level.
The staff member must meet the training, experience and qualifications selection criteria for the higher level, and will have completed the on-the-job and other training activities specified in the training program to be undertaken at the base level.
Progression will be planned for and discussed at the annual performance appraisal, as part of the Recognition and Development Program. The supervisor and staff member must consider the following questions:
If the staff member does not currently have the required qualifications, knowledge and skills to undertake work at the higher level, what development action is necessary?
Can the requisite skills, experience and knowledge be developed on the job or with some other form of staff development?
The staff member's performance at the base level must have been assessed as satisfactory or higher in the annual performance appraisal.
A staff member must meet all the criteria for progression to the higher level of an approved broad-banded position. The Authorised Officer then signs the Recognition and Development Plan [5], on completion of the annual review, to approve progression to the higher level. The form is subsequently submitted to the relevant Faculty, Institute or Central Human Resources Officer for processing.
Source URL (retrieved on 2020-01-19 13:03): http://ppl.app.uq.edu.au/content/evaluation-and-classification-positions-procedures
[1] http://ppl.app.uq.edu.au/print/node/432
[2] http://ppl.app.uq.edu.au/content/5.40.03-evaluation-and-classification-positions#Procedures
[3] https://staff.uq.edu.au/information-and-services/human-resources/enterprise-bargaining/agreement
[4] http://www.uq.edu.au/shared/resources/personnel/appraisalGen/job-family.pdf#search=%22job%20families%22
[5] https://staff.uq.edu.au/information-and-services/human-resources/performance-review/professional-staff
[6] http://www.hr.uq.edu.au/documents/HR/PPL/5.40.03ClassGuidelinesResProfStaff.pdf
[7] http://www.uq.edu.au/shared/resources/personnel/JobEvaluation/5.40.03ExampleBroadband.doc
[8] http://ppl.app.uq.edu.au/glossary/term/43
[9] http://ppl.app.uq.edu.au/glossary/term/165
[10] https://ppl.app.uq.edu.au/content/1.10.05-human-resources-authorisations
[11] mailto:'+'hrpolicyfeedback@uq.edu.au'+


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Massage therapist Adam Cook needed a website for his company, Lev Val Mind + Body. Lev Val means "live well" in Swedish. Adam wanted to communicate his philosophy of living well in the copy for his personal and corporate services.
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I worked with a variety of stakeholders at this startup to develop an employee training manual. I compiled information on company policies, safety, and customer service through interviews with senior executives. I organized information from interviews and repurposed existing content into a clear, organized training manual for entry-level ESL employees. I also assisted Legacy Navigator in developing two advanced training modules for higher-level employees.
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Download the press release, Q&A, or business profile to see samples of the types of marketing materials I can create for you.


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All Counties Boone Brown Clay Crawford Dubois Hamilton Hancock Hendricks Howard Jackson Jefferson Knox La Porte Madison Marion Montgomery Perry Pulaski Putnam Scott Shelby St Joseph Starke Sullivan Tippecanoe Tipton Vanderburgh Vigo Washington Wayne Whitley
Bookings, Arrests and Mugshots in Tippecanoe County, Indiana
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Some of the cities, towns, and places in Tippecanoe County are Americus, Ash Grove, Battle Ground, Beeville, Buck Creek, Cairo, Chauncey, Clarks Hill, Colburn, Concord, Conroe, Corwin, Dayton, Delp, Eastwich, Fairfield, Glen Hall, Granville, Harrisonville, Heath, Jackson, Kingston, Lafayette, LaGrange, Lauramie, Monitor, Monroe, Montmorenci, North Crane, Octagon, Odell, Old Halfway, Otterbein, Ouiatenon, Perry, Pettit, Prairieville, Randolph, Romney, Shadeland, Sheffield, Shelby, South Raub, Stockwell, Taylor, Tippecanoe, Union, Wabash, Washington, Wayne, Wea, West Lafayette, West Point, Wyandot, Yorktown
Tippecanoe County is located in the west central portion of the U.S. state of Indiana about 22 miles east of the Illinois state line. As of the 2010 census, the population was 172,780. The county seat and largest city is Lafayette. It was created in 1826 from Wabash County portion of New Purchase and unorganized territory.Tippecanoe County was formed March 1, 1826, and named for the anglicization of "Kethtippecanoogi", a Miami people term meaning "place of the succor fish people." (Kriebel, Robert C. - Tippecanoe at 2000: A Hoosier County Recalls Its Past). The county is best known for Purdue University, the 1811 Battle of Tippecanoe, and the Tippecanoe County Courthouse, a structure built in 1881 and included in the National Register of Historic Places. Tippecanoe County is part of the Lafayette, Indiana, Metropolitan Statistical Area.


Tour the villages of Biggleswade, Shefford and Sandy or travel from any of these locations to UK airports at your convenience, when you hire Village Taxis for your journey. As highly experienced local taxi service providers and reliable airport transfer specialists, we guarantee best prices and comfortable experiences when you book us for your trip.
At Village Taxis, our diverse fleet consists of different types of vehicles to cater to any number of passengers. We have minicabs for small groups, minibuses for large groups as well as more vehicle options to choose from. Irrespective of the number of travellers in your group or the luggage space you require, we have the ideal solution for your transportation needs. All our vehicles are equipped with efficient and updated navigation systems to ensure that you reach your destination on time, every time. We also have a strong team of experienced, certified and fully-licensed drivers with the highest degree of professionalism.
Our Village Taxis serve a wide area, making it convenient for you to visit the local sights in Biggleswade, Shefford, Sandy, Potton as well as to travel to destinations farther away. Biggleswade Taxis, Shefford Taxis and Sandy Taxis also cover all the major UK airport terminals. Our services include both local trips and pick-up and drop services to or from the airports at Luton, Heathrow, Gatwick, Stansted, London City, Birmingham and East Midlands.
With a strong reputation for exceptional customer service, we constantly endeavour to provide efficient taxi services at budget-friendly prices. You can also obtain your travel quote when you book a luton airport taxis in advance through our online booking form or by contacting our customer service centre over phone. So, hire Village Taxis for your next trip and experience excellence in local taxi service at the best price for both far and near destinations.


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Luck shoes now available for SA cyclists
The premium Spanish brand of Luck shoes is now available for South African cyclists after the first consignment arrived in the country in mid-December.
A wide range of models and colours are available through cycling distribution company Positive Sports Solutions, who finalised the deal with the Spanish producers in October last year.
The company has a mission to provide cyclists in the Southern African Development Community with quality products at affordable prices and the Luck shoes are the latest addition to its portfolio.
The premium Spanish brand of Luck shoes, available in South Africa since December, have become a hit with local cyclists due the range and colours available. Photo: Supplied
Other high-quality brands available through them are HEAD bikes, Gipiemme wheels, Westfalia bike carriers, Controltech products and RYDERS eyewear.
Positive Sports Solutions product and technical manager David Pieterse said there had been much interest in the Luck models.
"Due to the wide range of colours that are available we have had a high demand because cyclists always have a preference to match their shoe colours with their kit or bike colours," he said.
However, he added that it was not just the colour variety which made Luck shoes popular among cyclists.
"Our target market covers cyclists at all levels and we have shoes which are applicable from a budget level to the high-end users," he said.
"In addition, the range of shoes covers the disciplines of mountain-biking and road cycling, as well as options for triathlon road and mountain-biking."
He said the flagship models in the Luck range were the Ator road shoe and the Avatar mountain-biking shoe.
"These shoes incorporate all the latest technology to produce the best possible product at an affordable price."
Pieterse said cyclists could go to the company's website (www.positivesportssolutions.co.za) to view the options or models available.


How do I delete a screen saver password? The user I am setting up does not remember his password, and would like to set another. I cannot figure out how to get around this. Can anyone help?
If I remember right all win95 passwords are stored in a pwl file. do a find on *.pwl and delete all found.
If the screen saver is on, then restart the computer. Then go into Control Panel, Display, Screen Saver and change the password from there.
Thank you, but you can't change the password if you don't know the old password.
Go into the Display Properties under Control Panel. At the screensave tab uncheck the password box. There. The password is reset. Now recheck the box and enter your new password. Good luck.


JAMIE VARDY left a room full of Oxford students in stitches when he claimed people think he is "a bit of t***."
The Leicester City striker talked about his rise from non-league football, his plans for the future and wife Rebekah revealed his bizarre new hobby.
Vardy appeared at the prestigious Oxford Union on Wednesday, which has previously hosted football legends including Geoff Hurst and Diego Maradona.
The ex-England ace gave the audience an insight into his private life as he answered questions alongside Rebekah on stage.
When asked how he thinks the public perceive him, he claimed: "They probably think I'm a bit of a t***."
And the mother-of-four revealed that the Foxes forward has developed a passion for brewing sloe gin.
She explained how he made them trudge through stinging nettles to pick berries while walking through the local village.
Rebekah, 36, said: "He was worried that we hadn't managed to harvest enough of the berries, but we'll see when Christmas comes around."
The 31-year-old retired from international football earlier this year in order to spend more time with his family.
Speaking about his decision, he said: "There's a lot of spare time on England duty when you're thinking 'I'd much rather be at home'.
"I think I could have played more at the World Cup but that decision's not down to me."
But Vardy told the crowd that he plans to play at club level for many years and that he still feels as fit as he did in his 20s.
He said: "Coming into the game later I'm hoping that I can go on a lot longer.
"Legs wise, I feel fine - there's a good few years in them left.
"I'm not losing any speed, and all my measurements at Leicester have been exactly the same as they used to be.
"When I go out onto the pitch, I don't feel 31 at all - I feel like I'm in my early 20s."
Rebekah joked that the pair were very grateful to be there as neither of them thought they would ever step foot in any university - let alone Oxford.
She opened up about her plans to become a lawyer before her life took an unexpected turn for the worse at the age of 15.
After the Q&A, the couple explored the iconic library with the students and the striker played a game of snooker with some of the Union members.


One of the most popular Roadkill shows of 2017 was Episode 66, where David Freiburger and Mike Finnegan pulled a 1969 Ford Mustang Mach 1 out of Colorado Auto & Parts, a junkyard where the iconic muscle car had been sitting unused since 1980. Getting it running and driving for some big action was fun, but there was one thing lacking: the road trip. It's time to fix that! The Mustang now known as the Disgustang sat ignored for many more months until the start of this episode where the guys planned to head north from California to the DirtFish Rally School nearly 1,300 miles away. This is Roadkill, so you can guess how far they made it before catastrophic failure—but you also know that Roadkill is virtually unstoppable, so eventually the trip becomes an epic drive with visits to gearhead destinations, including junkyards and an abandoned dragstrip. See it all in this episode of Roadkill powered by Dodge.


Movie number eleven is another Bollywood! Om Shante Om Yeah dancing, singing, beautiful costumes, and in this one a murder which spans over two lifetimes! Shah Rukh Khan who I have mentioned before because I love him, he's an amazing actor. Deepika Padukone is the heroine and she is also wonderful. One thing I liked is how different the two life times are portrayed, they come together because of flash backs Shah's character is having, they live different lives and are different people.
I'm not a big fan of the trailer- it's rather confusing, unless you understand hindi- so I've added a video clip from the movie.
Just started following him!! I love him so much- he's one of my fav actors of all time.
I've never watched any Bollywood movies, but with these actors, I just might. Ooohh – la – la!
Some of them are very very pretty- and they are romantic movies- but sweet- the majority of Bollywood movies never even have kissing! They just hold eachother or gaze into each others eyes.


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alter table PID_INTERACTION disable constraint SYS_C0016483;

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...and you won't even notice where the meat went. Swear!
Listen up, carnivores! Did you know that whipping up some of your all time favorite main dishes can be everything you love and more -- without the meat? It may sound crazy, but there are some awesome meat substitutes that can create serious flavors and textures that'll rock your world. Try one of these comforting faves veggie style and then tweet me @sarahjaneRD and @SELFmagazine to let me know which one you liked best!
Spaghetti and Meatballs: These juicy "meatballs" are packed with flavor and texture thanks to hearty lentils, oats and mushrooms -- all superfoods, too. Seasoned to perfection with just the right amount of Italian spices, these babies are baked (rather than typically fried), making 'em much healthier than their meaty counterparts. Enjoy them over whole-wheat pasta with steamed veggies.
Zesty Vegetable Fajitas: Instead of chicken or steak, this flavorful dish is composed of mushrooms, peppers and onions and spiced up with chili powder, fresh cilantro and lime juice for a perfectly rounded flavor combo Top 'em off with avocado slices and Greek yogurt and you won't even notice any meat missing.
Mushroom Kale Lasagna Rolls: What's better than a comforting slice of cheesy lasagna? How about a slice loaded with meaty mushrooms and crispy kale! This creative twist on the classic features a light mixture of ricotta, shrooms and kale all rolled up and topped with marinara and a mozzarella for perfectly portioned goodness.


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Debate about environmental reviews heats up in the N.W.T. | CBC News Loaded
Debate about environmental reviews heats up in the N.W.T.
The decision by one company to withdraw plans to drill in the N.W.T. is heating up the debate around the environmental review process.
NWT Chamber of Commerce says process is holding the territory back
CBC News · Posted: Nov 13, 2012 7:23 PM CT | Last Updated: November 14, 2012
Some say the territory's review process has too many uncertainties and it is pushing money away.
Others argue the review process needs to be tough to make sure development is done in a responsible way.
MGM Energy just backed out of its fracking project in the Sahtu region of the Northwest Territories. The company said there were too many unknowns — they didn't know how long an environmental assessment would take, or how much it would cost.
Hughie Graham, the president of the NWT Chamber of Commerce, says it's telling that no major projects in the territory have been approved in the past 10 years. (CBC)
The company also wanted to use the controversial method of fracking, but didn't know how much water was available to use. On top of all that, the company didn't know if they would find enough oil in the region to make it worthwhile.
The NWT Chamber of Commerce said MGM has every right to question the process.
"I think that it shows that our regulatory process in the territories is broken and it needs to be fixed," said Hughie Graham, the president of the chamber of commerce.
Graham said other territories such as Yukon have deadlines for environmental assessments. There is no such deadline in the N.W.T., and Graham says that's holding the territory back.
But not everyone agrees.
"MGM and Shell are being a bit disingenuous here. Fracking is a very controversial means of extracting oil and natural gas. Why anyone thought there wouldn't be an open-ended and fairly expensive regulatory review is beyond me," said Doug Matthews, an oil and gas analyst in Calgary.
Ecology North, an environmental group in Yellowknife, said the territory isn't losing anything when companies abandon projects.
Christine Wenman, from Ecology North, said the environmental process doesn't need reform. She says methods such as fracking are controversial and the potential effects they could have should be fully studied. (CBC)
"Nothing has gotten up and walked away - all of those resources are still in the ground," said Christine Wenman, who works with Ecology North.
Wenman said MGM was impatient and "jumped the gun".
The NWT Chamber of Commerce disagrees, saying time is money.
"We've gone 10 years without any major projects being permitted; that's very telling. We are certainly pushing investment and business into other parts of Canada and other parts of the world," said Graham.
But Wenman says the process doesn't need reform. She says the application to do fracking in the Sahtu region is controversial and so caution should be a priority.
"And that's what we want from the review process: we want to make sure that when we move ahead with development in the N.W.T. we are doing so as responsibly as we can."
Also this week, an Alberta-based company blamed the regulatory review process in Nunavut for killing a project in the Kivalliq region of that territory.
Resource companies say projects iced by northern regulators
Alberta company blames Nunavut regulators for killing project
New N.W.T oil prospect raises economic hopes