Kohanaiki is the newest luxury community on the Kona Coast. It's built around an environmentally sustainable infrastructure that features a Rees Jones golf course, unsurpassed ocean activities, architecture of character and healthful cuisine. This design concept, known as intelligent luxury, is aimed at managing luxurious living in a decidedly new way by offering superb quality and comfort in a private resort setting without excess.
The Hawaiian lifestyle is all about outdoor living and the Kohanaiki community plan has been conceived to encourage movement throughout on foot, bike or golf cart. Trails connect residential neighborhoods and amenities throughout the community.
Aligned with the Big Island's culture, Kohanaiki presents the opportunity to experience a time that some say is now forgotten. There are many preserved historical features throughout the community. Along the water you can explore paths that have been used for centuries, including the Ala Kahakai, meaning the way or road near the ocean. Inland or mauka from the trail stands an enormous ridge with an incredible display of more than forty petroglyphs. Kohanaiki has also preserved thirteen rock formations known as Ahus that were discovered to be constructed in a straight line. These historical formations are believed to have been used as land marks to help guide sailors and paddlers in their canoes.
Kohanaiki's ownership opportunities include custom lots, finished townhomes and single-family homes in a variety of sizes and price points. Schedule an appointment to view this community and experience a true Hawaiian lifestyle filled with Aloha.


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Writer for national women's magazine is looking to speak with female victims cyberstalking or cyberbullying--preferably those in their late twenties and early thirties. Especially interested in online cases that eventually went offline into real life. If you're available to chat on the phone with this writer sometime before 9/27/08, please email Cara at cara_birnbaum@yahoo.com.
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JustB™........ A bee buzzing around at a time of soul searching… Could JustB™ have started then?
With our creator Kathy's line of LittleWorksOfArtCards, JustADoodelin' drawings, AnOriginalFairieMaker fairies, and years of artwork begging to be applied to clothes, JustB™ all came together for Kathy at a time of soul searching and investigating how to put all of this artwork on material. As creativity took over, Kathy turned her initial thoughts and artistic drawings into JustB™… with no plan of the bee showing up, that tiny little bee buzzing around during her soul searching landed itself a job, as her new designer line Trademark and logo.
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Interview | Technology
In The Big Chair - Philipp Mintchin of Splyt
By Linda Fox | July 17, 2019
Philipp Mintchin, Co-founder and CEO
Splyt began in London in 2015 as a competitor to Uber, but following regulatory roadblocks, it pivoted to the B2B service it offers today.
Splyt has announced partnerships with some of Asia's largest and fastest-growing companies, such as Ctrip and Grab, in recent months. The latter also participated in Splyt's recent Series A funding of $8 million.
Splyt was founded about four years ago - what have been the company's greatest milestones to date?
We started off completely different. We started off as an Uber competitor in London back in 2015 so the vision and milestones we set ourselves were different.
We had regulatory troubles with Transport for London and were forced to take a different path but fortunately we had great investors onboard who believed in the team more than the original product.
Fast-forwarding to today, we are the largest mobility marketplace in the world and our greatest milestones, I believe, are the partnerships we create and the team that exists at Splyt.
One thing we're proud of is the mentality of not saying no and always going for the largest possible partnerships to work with. When we announced the partnership with Ctrip, which is I think the second largest online travel agency in the world according to revenue, we were a team of 15.
It was such an incredible feeling internally to be able to achieve something with such a small team, no public announcement of any funding round and basically being behind the radar.
I think our partnerships are our greatest milestone and achievement because it bonds the team closer together in providing us with the motivation and the energy to say you don't need to be 100 or 200 people or be in Series "X" to be that middleware that connects the global mobility world. We're extremely proud of that.
Splyt
www.splyt.com
Would you say you are at a place now that you expected to be when Splyt started, further along or not there yet?
If we take a step back and look at it from when we officially pivoted into a mobility marketplace, I would say we are further ahead.
Looking at Alipay and Grab roaming, they were not planned for this year originally but we were able to convince these major brands to trust us in their global strategy.
Splyt recently announced funding from Grab as well as a deepening of the existing partnership. How does a company like Splyt get the attention of a company like Grab?
It's not easy, and sometimes it takes several different attempts through different channels to get the attention of such a company.
Back in 2017 when we got an introduction to the original head of business development at Grab, Shawn Heng, he believed in the vision of expanding Grab's operation through partnerships and breaking the operational barriers that exist in traditional ride-hailing where you're only available in X amount of countries.
He was our biggest advocate within Grab.
We had to jump through some hoops before we ever got to the conversation of investment. We had to prove our technology, we had to prove ourselves as a team.
We had to prove how seriously focused we are. One thing I believe every partner of ours would say is they admire our ability to stay focused.
We constantly receive interesting proposals to go left or right and create something new and enter this or that space but we want to get what we're doing right because those large brands trust us with their global operations.
At Splyt we're making sure we stay laser focused, a term I like to use from Grab, and that means providing the best technology out there, the best customer support, the best user experience, and we're humbled that they use us and trust us.
Would Splyt ever diversify from ground transportation, and if so, in what direction, or would you say it will stick to what it knows?
Never say never. For now, we want to and are exploring through several conversations multimodality, two wheels and three wheels and also discussing public transportation.
Of course we are always speaking to as many people as possible and trying to understand what the demand will be going forward, but beyond ground transportation, probably at one point but there are so many things you can facilitate as a roaming middleware for global partners.
At the end of the day in order for Grab to be truly global they will need to be able to offer various services beyond ride-hailing, and of course we are in talks to see how Splyt can assist there but for the foreseeable future - and that's shorter in a startup than a public company - we will focus on ground transportation.
There has been talk lately of whether platforms or super apps will win going forward. What's your perspective?
I'm definitely seeing a trend of super apps. Super apps in Asia are nothing new, you have Alipay, Kakao, Grab, those are just three, there are many more.
Philipp Mintchin - Splyt
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And, you had the CTO of Uber just last week announce that it might open the app to third-party developers, which is basically saying that Uber at some point will become a super app, as we know them from Asia.
So, I definitely think they are an extremely convenient way forward for the end user.
If you have ever used Alipay or WeChat in China, it is extremely convenient to be able to do everything through one app, already linked to your payment method, and for many Chinese, it is today where they actually receive their salary too. It's literally your whole life packaged within this one application.
Today, it's like a supermarket where you have shelf space, your phone screen isn't much different. Every app wants to make sure they are on that phone screen when you unlock your phone.
And, a super app manages to move from page five to page four to pages three to page two to page one especially when you have more frequency applications in there from ride-hailing to payments to chat, etc.
So, I definitely believe in super apps. We won't get rid of platforms but at some point they will try and get into the super app space because at the end of the day, it's all about frequency of usage, and you cannot compete with frequency of a super app.
What are the greatest challenges Splyt currently faces?
To scale while still being able to support our partners. Did we know we were going to have all these partners onboard today?
The reality is no, and we're juggling to be able to support them in the way we have committed to and at the same time scaling and hiring new talent and making sure the knowledge transfer is done right and not losing focus of the deadlines that have been set by partners.
We need to do that across several time zones, and we're just opening our office in Singapore two weeks and expect to have 15 people in the next two months over there.
Growing the head count, being able to support our partners while being able to supporting larger volumes, seeing impressive growth week on week.
We have a huge amount of partners in the pipeline so it is all coming. There's no better motivation for a team than success, that lifts the spirit. We're realizing the vision we have is coming to life but it's also about making sure we can execute across various time zones, continents and the multiple partners that rely on us.
The idea of Mobility as a Service (MaaS) is gaining ground. What will it take for transport options to be truly integrated?
I believe it is a no-brainer going forward but believe in MaaS through partnerships and through existing brands. Waymo is offering its autonomous fleet to Lyft.
Masabi has partnered with Uber to provide public transportation in cities such as Denver, but also in London, you can now use a public transport feature within Uber.
I don't believe we will see many new players that will take the user base away from Uber, Grab or Careem, but rather, we will see a shift within those apps that besides moving towards a super app, offering mobility as a service. That will be happening through partnerships.
Regionally speaking, a lot of these partnerships will be managed by themselves, but we hope to replicate that service as Splyt as middleware across the globe.
Grab has a trip planner now through their app which means they will offer various modes - one of them is two wheels. What we would want to do is offer them a variety of scooter companies across the globe whenever they travel. MaaS will be won over by the regional champions I believe, and we'll facilitate that on a global scale.
In five to 10 years time, will consumers still own cars?
The trend is definitely going towards MaaS, towards autonomous. I'm a big fan of the autonomous future. I don't think we know yet how it will look.
It also depends city to city on when this will roll out. I think the U.S. is a bit better suited because of the wider roads and the infrastructure in supporting autonomous, but if you think further and the likes of Rome or New Delhi, imagining a completely autonomous future there is extremely difficult.
The newer the city the easier it is to adapt to an autonomous future.
So, there will be car ownership but maybe it will look different. Look what Elon Musk is trying to do and even though you own the car, it will operate by itself in times you don't use it and offer a ride-hailing service.
It's difficult to say there will still be car ownership especially if you look at it on a global scale but it could differ from the way it looks today.
And, a few questions about you… how did you get the idea for Splyt as it is now?
When we were in pre-pivot stage we were selling a white-label solution to taxi companies across Europe.
One thing about the founding team is that we always had very global ambitions, and we included a roaming feature in those taxi apps, so if a Brussels user travels to Paris, etc.
We started talking to Careem and Cabify, and I remember my conversation with one of the co-founders at Careem, who looked at what we'd done.
Together we reached a conclusion that we should focus less on a front-end-type product and take a step back and focus on the middleware and build that out as a separate product.
So in January 2017, we took the decision internally to officially pivot into a global mobility marketplace purely as a B2B player. We contractually commit to our partners that we are not going to develop and run our own application.
Where do you see the next big innovation coming from in travel?
Travel as a whole is going to see a lot of innovation. There are tons of great startups. I was at RISE last week and you see a lot of startups trying to create new experiences in the travel sector.
For me the greatest innovation for me is the interconnection between the different verticals. The ability to book an adventure or an experience while at the same time being able to book a flight.
The merging into travel super apps is really exciting and I'm not sure if you'd call it big innovation.
Huge innovation would be Hyperloop but that's probably a bit longer term.
Right now, if we focus on the user, the great thing today is being able use your Booking.com app, your Klook app or your Grab app to get access to various services through partnerships, not just owned services by these brands.
Has there been a time in your career where you could have taken a different path and things would be very different now?
Yes, on a daily basis. It doesn't just apply to my career it applies to every human being. What if I had woken up half an hour earlier and walked right or left. The most important part is not to regret anything and stay true to the decision you have taken and motivate yourself to stick to this.
You can always contemplate about whether it was the right decision but that steals a lot of time and energy from you. I'm a big fan of execution rather than thinking of how it could have been different.
One of the things that sets Splyt apart is that we consider ourselves a very operational company, we always execute before we even take a moment to think.
It's good and bad but the world is moving so fast and opportunities don't stay there for a long time.
So you were not going to be an international footballer or a human rights lawyer?
Football is not my cup of team. My father always says the biggest benefit of an entrepreneur is that he or she doesn't have any talents.
So, if I was excellent at playing the violin maybe that's what I'd be doing. So, by maybe by being mediocre at everything it means you need to hustle a little and try to achieve what you set yourself as a goal. I don't regret anything.
I've been working since I was 13, delivering newspapers and selling phone contracts.
I have always been passionate about work and those that know me know I don't differentiate between them.
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redpajama_set_name: RedPajamaCommonCrawl


text:
Q: FPrintf CString printing out only the first letter? I would like to use fprintf to print out some CStrings as well as some more text:
CString project = "Project";
FILE * pFile;
CString FileName = project + "_Stats.txt";
pFile = _wfopen(FileName, _T("w"));
fprintf(pFile, "Project Name: %s", project);

The file that is created is called "Project_Stats.txt" and the output should be "Project Name: Project" however I get "Project Name: P".  Why does only the first letter get printed out and is there a way I can fix it?

A: pm100 has given the correct answer and then deleted it - the correct code for UNICODE CString is %ls, not %s.

A: fprintf(pFile, "Project Name: %s", project.GetBuffer());

A: The function fprintf(FILE*, char*, ...) has no idea what type project should have. So the compiler will compile anything like a cast to void*. When you want a char* you have to use th GetBuffer() member of CString.

A: This happens because CString is in UNICODE, so to write ANSI text to your file first convert it to multi byte, ie:
CStringA projectA(project);

and then:
fprintf(pFile, "Project Name: %s", projectA.GetString());

A: Try
fprintf(pFile, "Project Name: %s", (const char_t*)project);

or
fprintf(pFile, "Project Name: %s", (const wchar_t*)project);

see this topic for further info http://msdn.microsoft.com/en-us/library/72b2swax.aspx

A: I don't have MFC now, but in Win32++ the following works properly (I have 1252 codepage, so Russian chars are not in 1252 codepage, also cpp file is saved as UTF-8 with BOM):
Win32xx::CString project{L"Z:\\Projectцц"};
FILE * pFile;
Win32xx::CString FileName{project + L"_Staпрпфts.txt"};
pFile = _wfopen(FileName.GetBuffer(FileName.GetLength()), _T("w, ccs=UTF-16LE"));
fwprintf(pFile, L"Project Name: %s", project.GetBuffer(project.GetLength()));

As a note never mix Unicode and ANSI methods in Win32. This also refers to string literals, use _T macro or just always make project Unicode and use L"" for sting literals.
Maybe is better to get used to something like boost::filesystem (which will be included in next standard) for file path handling and C++ streams for formatting. One thing to remember is that proper Unicode handling in Windows is a trial and error method, until you get it right.

redpajama_set_name: RedPajamaStackExchange


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UK: Criminal Records Checks In Employment
by Saffron O'Gorman (London)
Criminal record checks can be a useful and sometimes necessary way of checking the suitability of an employee for a particular role. However, employers must be careful that they are not exceeding the boundaries of what they are permitted to request and are complying with their data protection obligations. This Inbrief covers how employers can carry out criminal record checks on prospective or existing employees, and the limitations on what they can do.
Why might an employer want to undertake background checks?
Employers often want to check the suitability of candidates applying for a role - particularly where that role is senior or involves a high degree of trust. Even for more junior roles, employers may well want to undertake some background checks, such as seeking references and checking qualifications. It is a way of protecting the business, its clients and employees by checking that the potential recruit has provided accurate information and does not pose a safety or financial risk. It is also common practice for employers to make the commencement of employment conditional upon "passing" relevant background and suitability checks.
Criminal record checks are just one part of a suite of potential background checks and can reveal whether an employee has been involved in activity which could pose a risk for the business. In some roles, criminal records checks are necessary from a legal or regulatory perspective. As explained below, however, the criminal record check process is highly regulated. Whether it is appropriate, or indeed permissible, will depend on the circumstances.
Criminal Records Checks – an overview
Criminal records checks in England and Wales are administered by the Disclosure and Barring Service (DBS) and are frequently referred to as DBS checks. In Scotland, a similar scheme is operated by Disclosure Scotland, and Northern Ireland uses a system called AccessNI. This note focusses on the process in England and Wales.
Important terminology
It is helpful to understand some of the key terminology:
A Responsible Organisation is an organisation that has registered with DBS to submit applications for basic checks.
A Registered Body is an organisation that is registered with DBS and is permitted to undertake standard and enhanced DBS checks. They are required to check and verify any DBS checks an employer proposes to make.
An Umbrella Body is a Registered Body which provides a service to employers which are not themselves registered with DBS to conduct basic and enhanced checks on their behalf.
"Spent" refers to cautions or convictions which, due to the passage of time since the conviction, an individual does not have to disclose when applying for most jobs or volunteer roles and which will not appear on a basic DBS check (although they will appear on a standard or enhanced check). The time limit after which a conviction or caution will become spent will depend on the nature and seriousness of the crime committed as well as the age of the individual when they committed the offence. Convictions which result in a prison sentence of over 4 years will never become spent.
"Unspent" refers to cautions and convictions which are not spent.
The "barred list" is a database, maintained by DBS, of people who have been barred from working with children or vulnerable adults.
Types of DBS Checks
There are three levels of DBS check:
Basic disclosure
Standard disclosure
Enhanced disclosure
A basic DBS check will show information on unspent criminal convictions.
Any individual over the age of 16 can apply for a basic check, regardless of the reason. Employers can ask employees to make the application themselves or can use a Responsible Organisation to do the check on their behalf (with the individual's consent).
A standard disclosure will show information on spent and unspent convictions and cautions as well as police reprimands and warnings.
It is not possible for an individual to apply for a standard check on themselves – a Registered Person will need to apply with the individual's consent. If the employer carries out fewer than 100 checks per year, it will need to use an Umbrella Body to undertake this check. If it carries out more than 100 checks, the employer can either use an Umbrella Body or register with DBS itself to carry out the check as a Registered Body.
An enhanced disclosure will contain the same information as a standard disclosure and, in addition, the police will be asked if there is any other relevant information which should be shared, taking into account the role that is being applied for. This could include allegations made against the individual, cautions and convictions of those who the individual lives with, or fixed penalty notices. If a role is eligible for a barred list check, this would also cover the barred list.
The process for applying for enhanced disclosure is the same as for standard disclosure.
Which level of DBS check can an employer apply for?
An employer can request a basic disclosure for any employee. However, this needs to be considered very carefully to avoid breaching data protection rules – see below.
Despite the name, standard disclosure can in fact only be requested for individuals working in or applying for certain roles or professions as listed in what is known as the "Exceptions Order". This means that the level of check is not a matter of choice but rather a question of what the law allows, depending on the nature of the role in question.
Some of the most common roles eligible for standard disclosure include:
Those who hold regulated positions in the financial sector, commonly referred to as being an approved person, senior manager or carrying out a controlled function.
Any work in the health sector where the individual will have contact with patients.
Those who work in other regulated professions, such as accountants, actuaries, lawyers and vets.
Enhanced checks are limited to roles which involve a high degree of trust and security, such as those who work with vulnerable adults or children. The relevant role must be listed in the Exceptions Order and also the Police Act 1997 (Criminal Records) regulations.
Employers may want to do more detailed DBS checks on their employees, particularly if they are in senior positions or positions of trust such as those in finance. In most instances, the employer will only be able to undertake a basic check, due to the very limited scope of the Exceptions Order. The DBS has a helpful online tool to assist employers determine what type of DBS check they can get for a particular role.
Limitations on DBS checks
Employers should be aware that there are limitations on the information provided in a DBS check and be mindful of this when considering taking action in respect of the outcome of a check.
A DBS check will only show basic information about the conviction or caution and not the context behind it.
Youth cautions, reprimands and warnings (sometimes referred to as "protected cautions") will not be disclosed unless it is relevant for the purpose of an enhanced disclosure.
DBS checks are only correct at the date of issue, so a certificate presented by an employee may not show any recent convictions or cautions.
DBS checks will not automatically show details of overseas convictions.
Data Protection Considerations
Although in theory an employer can ask for a basic check for any role, the rules on protection of personal data place important limits on when and how this can be done.
Information about an individual's criminal convictions or cautions is personal data and so employers must ensure this is processed lawfully. Anything that is "criminal offence data" is also given special extra protection under the Data Protection Act 2018 (DPA) and the UK GDPR. This covers all personal data relating to criminal convictions and offences or related security measures and applies even if the information is only that someone has no criminal convictions.
The employer needs a lawful basis for processing such data. Firstly, an Article 6 UK GDPR condition is required for processing this personal data (as with all other personal data). The most likely condition is that the employer has a legitimate interest in doing so. Consent is very unlikely to be a valid legal basis for processing this data in an employment context as the consent would not be considered to be freely given or revocable.
In order to process criminal convictions data specifically, the employer will also need to comply with Article 10 of the UK GDPR. This provides that data relating to criminal convictions shall only be processed under the control of official authority (i.e. the DBS or similar) or "when the processing is authorised by UK law providing for appropriate safeguards for the rights and freedoms of data subjects". Relevant to this condition would be the Exceptions Order (referred to above), which sets out the roles for which criminal background checks are permitted. For roles not covered by the Exceptions Order, employers may need to rely on one of the DPA's substantial public interest conditions (for example that processing of criminal convictions data is necessary for the purposes of the prevention or detection of an unlawful act).
Where processing criminal convictions data, the employer must have an "appropriate policy document" in place. This is a short document which outlines the employer's compliance measures and retention policies for criminal offence data. The document does not have to take any particular form, as long as it briefly outlines: the lawful basis for processing; procedures for complying with each of the UK GDPR principles; retention and deletion policies; and an indication of the retention period for the specific data.
The employer should also complete a data protection impact assessment. This is needed for any type of processing which might be high risk, and so is likely to cover processing of criminal offence data. It is also advisable to help show that the employer has thought about the issues thoroughly. The assessment should describe the processing activity, its purpose, and consider why it is necessary. It should then consider the risks posed in respect of affected data subjects, any existing measures to address these, and whether any further measures could be implemented to reduce the risks.
These data protection rules mean that employers should not have a blanket policy where DBS checks are used for all candidates / employers and should instead consider whether it is really necessary for the type of role the individual performs. For example, roles which involve the handling of money or working in a position of trust might justify a criminal records check – but only if the employer has satisfied the above conditions and carried out a data protection impact assessment which considers whether there are any less intrusive ways of achieving the same aims. In addition, vetting should be left until as late as possible in the recruitment process, ideally being carried out at the offer stage rather on application.
If an employer does wish to carry out blanket checks on candidates / employees, they should be aware of the risks and mitigate them as far as possible. One potential risk is of enforcement action being taken by a data regulator, which can lead to large fines.
As well as establishing a lawful basis for processing, employers must be mindful of other data protection principles. These include:
ensuring the data is kept secure and only accessed by employees who need to see the information;
being transparent about whether DBS checks are required and how that information is used (this should be noted in the employer's privacy notices);
keeping the data for no longer than is necessary; and
collecting and retaining only the minimum amount of criminal offence data needed for the employer's purposes.
For more information on data protection rules please see our Inbrief on Data Protection and Employment. The Information Commissioner has also published detailed guidance on criminal offence data.
In addition to data protection legislation and guidance, the DBS Code of Practice requires employers who intend to request information on a candidate's criminal record to:
ensure that application forms make clear that the candidate will be subject to a DBS check;
make candidates aware of what the effect of prior criminal convictions or cautions could be;
discuss anything revealed by a DBS check with the candidate prior to withdrawing an offer; and
provide a copy of the DBS Code of Practice if the candidate requests.
What can employers do if a candidate or employee has a criminal record?
How much weight should disclosure of a criminal record be given during recruitment?
This will largely depend on the role. For some roles, such as teachers or those who work with vulnerable people, the disclosure of a criminal record may mean they are entirely precluded from being considered for a role. In other cases, there may be industry-specific guidance about what should be taken into account, such as in the legal industry or in financial services.
Where there is no specific guidance, employers will need to decide how much weight to attach. Factors employers may wish to consider include:
how relevant the conviction or other matter revealed is to the role the candidate is applying for;
how long ago the offence took place and the age of the individual when it happened;
how serious the offence is;
whether there are multiple offences or just one single offence; and
any explanation the candidate gives.
Can an employer refuse to hire someone because of their criminal record?
Again, this depends on the role in question. There may be industry specific guidance which determines whether an employer can hire the individual. If not, whether the conviction is spent or unspent will be relevant. If the role was not one listed within the Exceptions Order, an employer should not have asked for information on spent convictions - but it may have come across that information by other means.
If the conviction is spent, an employer is prohibited from refusing employment to someone unless their role is listed on the Exceptions Order. In practice, an employee would only be able to bring a claim of unfair dismissal if they have at least 2 years' service.
If the conviction is unspent, the employer will need to exercise reasonable judgment, taking into account the factors set out above.
Do existing employees have an obligation to inform their employer of new convictions or cautions?
Employees in roles covered by the Exceptions Order would be required to disclose new convictions or cautions. Other employees would not have to inform their employer unless there is an express contractual obligation on them to do so.
Saffron O'Gorman
UK Criminal Law Crime Privacy Data Protection
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Q: My users can select the print option OK, but when I open the PaperCut App, the jobs don't list?
There could be a number of reasons for this. The first step is to check that the job has arrived in the Mac system's print queue. It should be listed under the user "guest" (iOS6 or below) or user "mobile" (iOS7 and above). The job at that point needs to be authenticated. PaperCut does this by matching the job's originating IP address with the IP address of the iPad. This is done using the PaperCut Web Clip app on the iPad. If there is a proxy server in between the iPad and the PaperCut server, this IP address matching may fail.
The key is to ensure the iPads connect directly to the PaperCut server and not pass via the proxy server. The PaperCut server uses the IP address of the connection to identify the device. A direct connection is required to ensure that PaperCut can uniquely identify the device.
The linked Wikipedia page is generic and all proxies are different. You may also need to look through your proxy's documentation on how to install this service or configure bypass.
You can now configure Trusted Proxy Servers in PaperCut, so that mobile clients logging in can now potentially pass through a Proxy. Please see this link for more information on that.


text:
Secure Again
Dr. Elizabeth Reed is a trauma surgeon at Horizon Hospital in Silverton Iowa. She prides herself on knowing the value of human life and doing everything in her power to save anyone who ends up on her table. When prisoners from the local jail start coming in with similar mysterious injuries, she sets off on a mission to uncover the truth.
Martin "Farmer" Bailey is settling into his new role as the CEO of Chase Security International when he's called home for a family emergency. His brother, Austin, has been shot in the line of duty while investigating the assault of a young child. It's up to Elizabeth to ensure Austin's heart keeps beating, but it's hard for Martin to keep faith when she's the same woman that shattered his twenty years earlier. Will Elizabeth be able to overcome Martin's distrust?
Martin Bailey's investigation of his brother's critical wounds and Doctor Elizabeth Reed's investigation into prisoner injuries put the long-lost lovers on a collision course where all roads lead to the Silverton Jail. Will the men and women of Chase Security International be able to solve the mystery before a misstep leads to Martin and Elizabeth's physical or emotional downfall? When death comes knocking, will anyone survive?
Read An Excerpt Buy The Books
Secure Desire
The Chase Group is an international conglomerate including a division specialized in Venture Capital Investments and a division serving as a major private protection contractor meeting the security needs of corporations in the US and abroad, non-governmental US based organizations, the corporate sector and high value targets—Chase Security It's 35,000 employees, mostly retired military and law enforcement worldwide, net billions in annual return.
Started by brother's Ian And Kieran Chase with fourteen men they served with as part of the military's special forces, the company strives to provide their services free from money and politics.
Ian has everything he wants, family, friends and a company he loves, but he realizes he misses something. An encounter with the beautiful Cassiopeia Ellis makes him acutely aware. He misses having someone to love and build his own family with.
Cassiopeia Ellis was born into a loving family. Sheltered from the world's less savory things, she is unprepared when her insulated world implodes. The brilliant Art Historian and Painter has been forced by betrayal to reinvent herself. Suppressing both the joy and evil she has encountered Cassie returns to the DC Beltway as a highly capable FBI agent.
A second chance encounter with Billionaire Ian Chase, leaves her unsure again. Emotionally and physically scarred, Cassie shields herself from any connection that may hurt her. He incites feelings that she fears and feels she doesn't deserve. Ian refuses to let her get away again.
When nightmares mix with memories, Cassie's life is in grave danger. Ian and his team of soldiers and medics use everything in their power to uncover the secrets she has buried to heal her and in the process, save America.
Blood Obsession
Stunning Roberta (Bobbi) Wallace lives a life of privilege amidst New York City's high society. After losing her NYPD fiancé, she is emotionally put in her place by his partner.
Attempting to straddle both worlds Bobbi joins the force and is quickly promoted to detective. This immediately draws her into conflict with her new partner and ignites an attraction with the older, seasoned detective Max Buckley.
Bobbi is still unsure of her true place in the world she lives in when an old boyfriend returns just as an obsessed serial killer targets her with the crazed notion that her death at his hand will make him all powerful.
Fighting her own insecurities interferes with her investigation as she desperately tries to uncover the identity of the killer, while falling in love with Max at the same time
Can she survive the pressure, personally and professionally? And is Max strong enough to save her from herself and the obsession that now threatens to destroy them both?
Copyright © 2017. R.L. Dunn. All rights reserved.


Several years ago I coached a very successful businessman (I'll call him James) who shared a deeply telling comment from his wife.
He had a great life, a fat bank account, a devoted family, extensive social circle, community respect, good health, and … never quite enough business. A classic American striver.


text:
April 28, 2016	By Kanyakrit Vongkiatkajorn
Thai Artists Turn to Each Other for Art and Support
Preparing for a TANY event (Photos by Kanyakrit Vongkiatkajorn for Voices of NY)
Peeradon 'Zac' Rapeepantadon holds up his drawing book in Madison Square Park
Drawing portraits as part of a TANY exhibit in Woodside, Queens
Wutthikarn Hapote, a Thai DJ, helps with part of a TANY exhibit
Members of TANY pose for a photo
In a cramped living room in Jackson Heights, Queens, Supitcha Donsrichan crouched on the floor, measuring a piece of canvas. Paint brushes and paper bowls filled with light blue paint lay scattered on the ground, next to rolls of duct tape and newspaper pages. Across from her, three people sat on the couch, sketching out a floor plan.
It was Wednesday night, and members of a new Thai artist collective, Thai Artists in New York (TANY) were preparing for an event later that weekend. It was the Thai community's annual Songkran celebration in Woodside this month, and TANY had been given half the event space for an exhibit.
"We were only told that we got approval for the event a few weeks ago, so we didn't have much time to prepare," said Narissara Thanapreechakol, 28, who coordinates the group. Her job that night was to make small flags that spelled out the TANY logo and she continually moved between the living room and the bedroom, walking gingerly around the canvases on the floor.
On the door behind her, above a subway map of New York, was a paper sign. On it someone had painted the words: "I'm going to be an artist."
TANY was formed a year ago by a few Thai artists who wanted to support each other's work. The collective is made up of ten to twelve core members, working in a variety of fields: sculpture, photography, film production, even coding. Meetings take place in each other's apartments, or at the Sugar Club, a popular cafe and grocery store in Elmhurst where the group regularly hosts exhibitions.
"We all came together with the hope that we could share our creativity and art," said Tharit Tothong, a 29-year-old computer programmer. "It's a positive outlet for us, our way of making it in New York."
The group made its public debut at an Experience Thailand event last September in Union Square, and has since held several exhibits at the Sugar Club. At the Songkran celebration this month, TANY hosted a mini-scavenger hunt, where visitors had to move from one booth to another, all the while meeting the artists and engaging with their work. In one booth, participants could pose for a quick portrait. At another, they could plunk down and start painting themselves.
One of TANY's main goals is to offer a space where artists can collectively hold exhibits, but its activities encompass a lot more, says its members. The group has become a way for different members of the Thai community to connect, and a space for people to share ideas and experiences, not just of their art, but of living in New York.
"Right now there's not really a way for the older generations of Thais here to get to know the younger generation, but with TANY, we have this platform, this space for others to see what we're doing," said Tothong in Thai. "Many Thai kids come to New York, study art and keep to themselves … We want to have a space where there aren't barriers or hierarchies, and everyone can just come together."
"We talk about everything," said Pairoj Pichetmakul, 32, who was one of the first members of the group. "I want people to work together, that's the goal. But in reality, I just want to make sure people have friends they can talk to. If you have problems — with housing, or school — we can all talk about it."
Many of the members lean on the group as a way of getting their work out to the public — something that's important for any artist, but even more important for non-U.S. citizens, who often look to the O-1 artist visa as a way to stay in the U.S. One of the requirements for the visa is that the applicant has shown and had their work recognized by the public.
"The O-1 is what everyone wants, it's the ideal," said Tothong, who has focused most of his efforts around helping the group publicize and organize events. "For me personally, [being a part of TANY] is more like paving the way for next generation of Thai artists coming to New York, so that common struggles and myths around the artist visa are demystified and we can embrace it to push ourselves to make better art."
But even beyond exhibits, others look to TANY for its sense of community. That was the case for 32-year-old Peeradon Rapeepantadon, who also was an early member of the group.
Rapeepantadon moved to New York to explore the art scene five years ago, but it took him years — in which he considered, then gave up on, applying to Parsons and Pratt — before he really felt that he could call himself an artist.
"I wanted to come learn art and new media, but I kept asking myself so many questions without doing anything, so I never went anywhere," he said. "One day I was so frustrated that at a drawing class, I took a piece of charcoal and drew all of my questions and frustrations: 'I'm tired, why am I here, what is happening?' It changed my life."
Rapeepantadon held an exhibit at the Sugar Club in January, which he described as "small, but warm." He credits other TANY members and his friends for constantly encouraging him to focus on his work.
"TANY has made me compare myself to others — I see what they're doing and that they're all trying really hard, and it gives me a goal," he said.
The group hopes to set up a nonprofit and to eventually start a mentorship and residency program for other artists in New York. They are also working to secure an office space at the Sugar Club. In the meantime, they'll continue to plan exhibitions.
"I feel good about TANY. I get to meet people who have the same goals. It's like you don't have to be the one person shouting out into space anymore," said Pichetmakul. "In this group, we can shout together."
Tags: Elmhurst, Jackson Heights, Thai artists, Thai community, Woodside
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Brooklyn DA Celebrates Asian Community May 28, 2019


text:
Luftskib L 30 (fabriksnr. LZ 62) var den første såkaldte super-zeppeliner i R-klassen, som blev bygget af Luftschiffbau Zeppelin i Friedrichshafen til den tyske Kaiserliche Marine.
Det foretog 28. maj 1916 sin første flyvning og kunne med sine 6 motorer flyve over 100 km/t og var da verdens hidtil største og hurtigste zeppeliner.
L 30 overlevede 1. verdenskrig og dens gondoler kan i dag ses på det kongelige militærhistoriske museum i Bruxelles.

Der findes et berømt foto af grev Ferdinand von Zeppelin ombord på L 30 sammen med hauptmann Macher, vistnok taget i april 1916 i Friedrichshafen, inden færdiggørelsen.

Stationeret i Nordholz, Ahlhorn, Tønder og Seerappen

L 30 var fra 30. maj 1916 stationeret i Nordholz ved Cuxhaven, fra 21. august 1916 i Ahlhorn sydvest for Bremen, fra 5. april 1917 i Tønder og fra 2. maj 1917 i Seerappen ved Königsberg i Østpreussen (nu Kaliningrad i Rusland).

Den 17. november 1917 blev L 30 taget ud af tjeneste og hengemt i hallen i Seerappen, hvor luftskibet i 1920 demonteredes og visse stumper, herunder gondoler og radioudstyr udleveredes udleveredes til Belgien som som krigsskadeerstatning.

Kommandanter og 1. officerer
 Premierløjtnant von Buttlar-Brandenfels var kommandant og premierløjtnant Hans von Schiller var 1. officer fra 30. maj til 28. december 1916 i Nordholz og Ahlhorn. (57 ture)
 Fra 11. januar 1917 var premierløjtnant Kurt Friemel kommandant. Han flyttede 5. april luftskibet til Tønder. Friemel blev senere kommandant på L 24, som 28. december 1916 udbrændte i Tønder.
 Fra 20. april 1917 var premierløjtnant Karl von Bödecker kommandant. Han flyttede 2. maj luftskibet til Seerappen og blev igen 20. november 1917 formelt kommandant, men da var L 30 taget ud af tjeneste.
 Fra 16. september til 17. november 1917 var søløjtnant Werner Vermehren kommandant. Han blev efterfølgende kommandant på L 35.

L 30 deltog i alt i 31 rekognosceringer og 10 bombetogter, hvoraf de første foregik mod England og de 4 sidste mod Livland og Øsel.

Bombetogter fra Ahlhorn mod England
L 30 deltog 2./3. september 1916 med von Buttlar-Brandenfels og von Schiller i det store bombetogt over England med i alt 16 luftskibe.
Den tyske hærs luftskib SL 11 blev skudt ned.

Under bombetogtet 23./24. september 1916 skulle 8 ældre zeppelinere bombe Midlands og 4 ny zeppelin R-klasse (L 30, L 31, L 32 og L 33) bombe London, men Buttlar-Brandenfels fik navigationsproblemer og nåede ikke at krydse den engelske kyst før han kastede bombelasten og vendte om.
L 33 nødlandede i England.

1. oktober 1916 rapporterede von Buttlar-Brandenfels at have smidt bomber over England, men fra engelsk side benægtes luftskibet at være set.
L 31 blev skudt ned.

Bombetogter fra Serappen mod Livland og Øsel (Operation Albion)
Fra 2. maj 1917 var L 30 stationeret i Seerappen 15 km vest for Kaliningrad (tysk: Königsberg), hvorfra det med rekognosceringer og mindst 4 bombetogter deltog i Operation Albion på den baltiske front, kulminerende 17. oktober 1917 i søslaget i Moon Sund, som førte til tysk erobring og besættelse af de dengang russiske øer Øsel, Dagø og Muhu (nu Estland).

Operationen var for de tyske luftskibes vedkommende ledet af korvetkaptajn Hans Wendt og i de 4 kendte bombetogter deltog også L 37, som fra 20. september og en måned frem også var stationeret i Seerappen.
De 3 af togterne gik mod russiske områder i Livland (grænseområdet mellem Letland og Estland) og det 4. mod øen Øsel.

Valmiera og Valka 7. september 1917
Stationsbyerne Valmiera (tysk: Wolmar) og Valka (tysk: Walk) i det nordlige Letland på jernbaneforbindelsen mellem Riga og den russiske by Pskov blev 7. eller 8. september 1917 bombarderet af L 30 kommanderet af premierløjtnant Karl von Bödecker fra Serappen, foruden L 37 (Paul Gärtner) fra Seddin ved Stolp (polsk: Słupsk) i Bagpommern, samt LZ 113 og LZ 120 fra Wainoden i det tyskbesatte Kurland (sydvestligste Letland).

Zerel på Øsel 24. september 1917
Med søløjtnant Vermehren som ny kommandant på L 30 angreb de samme 4 luftskibe (fra samme udgangspunkt bortset fra L 37, som var flyttet til Seerappen) den 24. september Zerel (estisk: Sääre) på sydspidsen af Øsel, som var stærkt befæstet.

Salacgrīva 1. oktober 1917
De 4 luftskibe angreb 1. oktober 1917 om aftenen havnebyen Salacgrīva (tysk: Salismünde) ved Salaca-floden (tysk: Salis) og omkringliggende områder i det nordlige Letland.
Området var dårligt forsvaret og L 30 bombarderede fra kun 4.000 fods højde.
Resultatet er ukendt.

Pärnu 16. oktober 1917
Den 16. oktober 1917 tidligt om morgenen indledte L 30 et angreb mod Pärnu (tysk:Pernau) ved Pärnu-flodens munding i Rigabugten i det sydvestlige Estland, hvor bomberne ifølge kommandant Vermehren faldt over byens centrum.
Efterfølgende bombarderede LZ 113 og LZ 120 veje og bygninger på havnen.
Ud på aftenen genoptog L 37 angrebet og kastede 2 ton bomber, men måtte returnere til Seerappen med alvorlig brand i den bagerste midtskibs motorgondol.

Desuden deltog et Schütte-Lanz-luftskib fra Seddin, formentlig SL 20 eller måske SL 8. Tysk wikipedia er uklar på dette punkt, men et af luftskibene skal i oktober 1917 have haft udfald på 3 ud af 5 motorer og måtte opgive og vende om.

Dagen efter fulgte søslaget i Moon Sund og 25. oktober udbrød Oktoberrevolutionen i Petrograd.

Eksterne links
 Zeppelin L 30 - Zeppelin L30  - Luftschiffe in Tondern  - zeppelin-museum.dk
 LZ 62 - luftschiff.de
 LZ62  - sebastianrusche.com
 LZ 62 'L30'  - forumeerstewereldoorlog.nl (hollandsk)
 Lz62 - L30  - p159.phpnet.org (fransk)
 Luftschiff Zeppelin 62, Großkampftyp r, V 1915 - mars.slupsk.pl (polsk)
 Zeppelin LZ 62 (L 30)  - wwi.hut2.ru (russisk)
 LZ62(L30) - air-ship.info (kinesisk)
 Deutsches Luftschiff L30 (Zeppelin - Typ R, LZ 62)  - forum.supremacy1914.com
 LZ62/L30 - Der "Großkampf-Typ" - dokufunk.org
 German airship L30 (Zeppelin - R-type, LZ62) - fl18.de

Se også

L 30
L 30

redpajama_set_name: RedPajamaWikipedia


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