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Top Five Cleveland Browns Urban myths
The Browns came back to win their initial game in 635 days, and the heroic rodent earned the moniker "Rally Opossum." The skunk was spotted in Section 140 about halftime of Sunday's game against the Tampa Bay Buccaneers. We've observed Chubb shove down rather a handful of defenders in his profession, but we haven't observed as well a lot of stiff arms function against Garrett.
21 — Plays on the Commanders' 96-yard scoring drive in Sunday's second quarter. The drive was tied for the longest by any group in the NFL this season. four — Interceptions on the season for Grant Delpit, who picked off Wentz twice Sunday. Washington no longer controls its personal playoff destiny and will be eliminated from postseason contention if Green Bay defeats Minnesota later currently. The Browns were down three defensive starters along the line in Atlanta, including star pass-rusher Myles Garrett. But the Falcons had been with no standout running back Cordarrelle Patterson, who sat the second half with a knee injury.
Conklin couldn't support but note what he saw from Young, even in just 30 snaps. This past offseason Rodgers was briefly rumored to be a player the Browns could attempt to obtain. In the end, there was no possibility that Rodgers wanted to come to Cleveland.
The Truth About Cleveland Browns
Baltimore quarterback and 2019 MVP Lamar Jackson has currently been ruled out as he recovers from a knee injury suffered a couple of weeks ago. The Browns will also have a semi-new QB beneath center as Deshaun Watson is slated to make his third get started following an 11-game suspension. New Orleans Saints wide receiver Rashid Shaheed makes his sixth 30-plus yard catch of the 2022 season on a 58-yard strike from quarterback Andy Dalton against the Philadelphia Eagles in Week 17 of the 2022 NFL season. After re-signing a couple of essential absolutely free agents on the defense and making the splash trade for star quarterback, Russell Wilson, numerous had the AFC West pegged as the most tricky division in football. And though it is nonetheless a sturdy division, the Broncos sitting at four-11 by way of 16 weeks is by far the greatest surprise of the NFL.
Nine receiving TDs is the most by a Browns player due to the fact tight end Gary Barnidge had the identical quantity in 2015. The defense in the course of a NFL football game among the Cleveland Browns and Washington Commanders on January 1, 2023 at FedEx Field. Cooper's two touchdowns also brought him to nine on the season, which gave him the most receiving see this website touchdowns by a Browns wide receiver considering the fact that Josh Gordon caught nine in 2013. The defense also shined, also, and intercepted Commanders QB Carson Wentz twice on the very first 3 drives of the game. CB Denzel Ward intercepted Wentz initial, and S Grant Delpit added two interceptions.
Cleveland-based JumpStart is a nationally-recognized venture development organization supplying capital, solutions and connections to assist entrepreneurs develop, researchers commercialize and corporations innovate. Its mission is to unlock the full potential of entrepreneurship to unlock entire communities. In 2022, the Browns and JumpStart developed a partnership to host 4 original site events focused on accelerating the growth of Cleveland-area Black and Hispanic/Latino entrepreneurs. Wednesday's Smaller Business enterprise Influence Showcase is the fourth event hosted at FirstEnergy Stadium considering the fact that the partnership launched in Aug.
So now we have the subsequent 4 seasons to see if Watson can get this team to that elusive Super Bowl.
Watson is eligible to start practicing complete-time with the group on November 14.
His footwork and throwing motions have been significantly enhanced compared to last week, when various of his passes have been off-target and prevented the offense from getting a rhythm.
This one might not have been as close if it weren't for a handful of blunders from the Chiefs' specialty unit.
Cleveland Browns quarterback Deshaun Watson throws a 21-yard completion to wide receiver Amari Cooper on fourth down. With a record of 6-9, and two meaningless games left to play, the Browns have now missed the playoffs in 27 of the last 30 years, in 19 of the last 20 years, and in ten of the 11 years the Haslam loved ones have owned the team. In a game with little meaning for the Cleveland Browns and a lot of meaning for the Washington Commanders, the residence group has a lot a lot more injury challenges to deal with in Landover right now. Washington has currently placed LB Jon Bostic on injured reserve and ruled RB Antonio Gibson, DE James Smith-Williams and OL Saahdiq Charles out for the game. Cleveland Browns quarterback Jacoby Brissett is stripped of the football on a pass play for a turnover in the second half against the New England Patriots on Oct. 16 at FirstEnergy Stadium.
The Lost Secret Of Cleveland Browns
Defensive tackle Damion Square for the duration of a preseason NFL football game involving the Cleveland Browns and Jacksonville Jaguars on August 12, 2022 at TIAA Bank Field. Cornerback A.J. Green for the duration of a preseason NFL football game between the Cleveland Browns and Jacksonville Jaguars on August 12, 2022 at TIAA Bank Field. Safety D'Anthony Bell and Defensive finish Curtis Weaver in the course of a preseason NFL football game between the Cleveland Browns and Jacksonville Jaguars on August 12, 2022 at TIAA Bank Field.
Cooper has been as advertised, producing the fifth-round pick he was dealt for from the Dallas Cowboys appear silly.
They're among the worst offenses in the league and among the worst defenses in the league, yet this is a group that took two potential playoff teams to their limits.
Cleveland fell victim to it earlier this season, on that Harrison block.
Watson was stopped for a 1-yard obtain on the re-attempt of fourth down.
Originally signed as an undrafted totally free agent by the Giants in 2018, Davis has appeared in 43 career games with five begins.
The Cleveland Browns have signed DT Ben Stille to the active roster from Miami's practice squad. The group also signed DT Roderick Perry II to the practice squad. The Rushing Leader – RB Nick Chubb enters Week 6 as the league's leading rusher with 593 yards, a 60-yard lead more than Giants RB Saquon Barkley in second.
The Important Thing To Cleveland Browns
Pittsburgh has tormented Cleveland forever, and Terrible Towels will under no circumstances be welcomed in the Dawg Pound. But this weekend, as fans watch the Browns play yet yet another December division game with out a great deal to acquire, the opponent will remind them of what need to be. But compare the revamped Browns to the Houston Texans, which joined the NFL 3 years soon after Cleveland returned, and you might view the Browns' early 2000s struggles by means of a various lens. The Texans completed final in the AFC South through six of their initial seven seasons and necessary nine to make the playoffs. They've changed coaches every four seasons, on typical, and at , they may perhaps quickly fire an additional right after one season – that'd be two straight 1-year coaching stints, by the way.
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The Universal Coverage Campaign (UCC) supplements the Tanzania National Voucher Scheme (TNVS) and the Under-five Catch Up Campaign. It is financed by the Global Fund - Round 8 Grant. The aim of the UCC was to enable the government to distribute Long Lasting Insecticides Treated Nets (LLINs) to all sleeping spaces not yet covered to achieve the universal coverage of 80 percent by 2013.
The campaign commenced in July 2010 and was completed in October, 2011. At the end of the campaign, 17.6 million LLINs had been distributed to cover all sleeping spaces on the Tanzanian Mainland. Following the successful completion of the UCC, almost all sleeping spaces have been covered.
The implementation of the UCC has been made possible through contracts between the Ministry of Health and Social Welfare (MoHSW) and various implementation partners.
These partners are coordinated by the ITN Cell of the National Malaria Control Programme (NMCP). The registration is done by the local government officials. A substantial investment in training for district, ward and village leaders was provided by the training contractors World Vision.
The supervision of the registration process was done by the Logistics Contractors – the Mennonite Economic Development Associates (MEDA). MEDA sends field teams in the villages and wards where registration takes place. The team supervised the filling of electronic voucher coupons for eligible recipients of the LLINs. These vouchers were used to get LLINs during the distribution dates. The whole process of distribution was managed by local leaders under the supervision of MEDA and other contracting partners.
After registration was over, MEDA compiled the data and made an order from the A to Z Textile Company. A to Z then delivered the nets to all distribution points according to a pre-set schedule.
Before commencement of the registration and distribution, mass awareness campaigns were conducted by Population Services International (PSI). PSI used public announcements, posters and radio messages through popular community radio stations. They also used road shows in areas where there is a high population of people like the market places.
The Tanzanian Red Cross was contracted to conduct a Hang Up Campaign. This campaign was important because in some areas, residents did not know how to use nets.
In the Under-five Catch Up Campaign (U5CC), the beneficiaries were all children under the age of five years. The UCC covered all sleeping spaces that were not covered by the U5CC and through the TNVS programme. Another difference was that in the U5CC the coupons were provided to beneficiaries and presented on distribution day in exchange for an LLIN. In the UCC, electronic vouchers were issued to potential beneficiaries.


A button is a small object on the UI that you press in order to operate it. DALi provides button controls, such as PushButton, CheckBoxButton, and RadioButton.
Dali::Toolkit::Button is the base class for the button UI components.
Buttons can be disabled. Buttons can be made togglable, and then selected or unselected.
The following table lists the basic signals provided by the Dali::Toolkit::Button class.
PressedSignal() Emitted when the button is touched.
ReleasedSignal() Emitted when the button is touched, and the touch point leaves the boundary of the button.
ClickedSignal() Emitted when the button is touched, and the touch point doesn't leave the boundary of the button.
StateChangedSignal() Emitted when the button state is changed.
Events are not fired when the disabled property is set to true.
When autorepeating is set to true, the Pressed, Released and Clicked events are fired at regular intervals while the button is touched.
The interval times can be modified with the InitialAutoRepeatingDelay and NextAutoRepeatingDelay properties.
A togglable button can't be autorepeating. If the autorepeating property is set to true, then the togglable property is set to false but no event is fired.
When togglable is set to true, a StateChanged event is fired, with the selected state.
For a checkbox all 4 events are available, usually only the StateChanged event is used to notify when the button changes its state to selected or unselected.
For a radio button use the StateChanged event to check when the radio button is selected.
The Dali::Toolkit::PushButton class provides a button that can be pressed to operate it. A push button changes its appearance when is pressed and returns to its original appearance when is released.
A push button emits a Button::PressedSignal() signal when the button is pressed, a Button::ClickedSignal() signal when clicked, and a Button::ReleasedSignal() signal when released or the touch point leaves the boundary of the button.
The Dali::Toolkit::CheckBoxButton class provides a check box button, which can be checked or unchecked.
A checkbox button emits all 4 button input signals, but often you can simply use the Button::StateChangedSignal() signal to be notified when the button changes its state to selected or unselected.
The Dali::Toolkit::RadioButton class provides a radio button with 2 states: selected and unselected.
Usually, radio buttons are grouped. When they have the same parent, 2 or more radio buttons are located in the same group. In each group, only 1 radio button can be selected at a given time. You can use the Button::StateChangedSignal() signal to check which radio button is selected.
Buttons can contain various Visuals, not just ImageVisual.
Right button (Red) is when the button is selected.
Selected and unselected images are provided to the button as two property maps containing the required URL.
mView.Add( button );  // Adding button to stage via mView which is a staged control.
Setting a ColorVisual for the background and a TextVisual for the Label.
Using the above ColorVisual and TextVisual to have a color background with text in the foreground.
Two checkboxes with default selected and unselected images.
Radio buttons parented to the same control only allow one to be selected at any time.


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Pubs in Brighton and Hove >
Pubs in Rottingdean >
54 High Street, Rottingdean, Brighton, East Sussex, BN2 7HF
Website	[email protected]
Queen Victoria in Rottingdean has a beer garden. The pub has a car park, it gives a warm welcome to dogs and their owners. Queen Victoria is a family friendly pub. The pub serves food, it has an outside area. Queen Victoria serves real ale. The pub has a real fire, it has a smoking area. Queen Victoria has free WiFi. The pub has a dart board, it has a pool table. Queen Victoria shows football on TV. The pub has Sky Sports, it has terrestrial TV. Queen Victoria is a member of Cask Marque.
Beer Day Britain 2018
Friday 15th June marks the annual celebration of the nation's best-loved bevvy - real ale! So why not come down and join us in raising a glass of the good stuff and say #CheersToBeer!
Moulsecoomb (4.01 miles)
Brighton (4.06 miles)
London Road (Brighton) (4.14 miles)
White Horse Hotel (0.05 miles)
Coach House (0.06 miles)
Rottingdean Club (0.07 miles)
Plough Inn (0.13 miles)

redpajama_set_name: RedPajamaCommonCrawl


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Boyacá es un municipio colombiano, ubicado en la Provincia de Márquez, en el departamento homónimo de Boyacá. Dista 15 km de la ciudad de Tunja, capital del departamento.

Toponimia
El nombre de Boyacá proviene del muysc cubun (idioma muisca). Boica significa "cercado del cacique" o "región de mantas". Boy significa "manta" y ca, "cercado, fortaleza o mansión del Soberano".

Historia
El poblado muisca de Boica, el cual era gobernado por el cacique del mismo nombre, fue fundado por Gonzalo Jiménez de Quesada el 8 de agosto de 1537. Las crónicas de fray Pedro de Aguado y de fray Alonso de Zamora narran que los españoles llegaron a esta región en busca de las minas de esmeraldas.

Para esta misma época el Zaque Aquiminzaque, jefe de Boica, ya se había rendido a las huestes de los españoles y abrazó la religión católica en 1540, año en el cual se pretendía casar con la hija del cacique de Gámeza. Boica intentó rebelarse contra los peninsulares, pero su intento falló cuando Hernán Pérez de Quesada ordenó degollar en Tunja al zaque, al cacique Boica y a otros seis indígenas más.

Geografía
Se encuentra en la Cordillera Oriental, localizado en el centro del departamento de Boyacá, muy cercano a la capital,  Tunja. El clima predominante es frío.

Limita por el norte con Tunja y Soracá; por el sur con Chiriví, hoy Nuevo Colón, Jenesano y Ramiriquí; por el oriente, con Ramiriquí y por el occidente con Tunja y Ventaquemada. Tiene una extensión total de 48 km². Su cabecera municipal se encuentra a 2420 m s. n. m. Tiene una temperatura media de 15 °C.

Ecología

Hace unos 60 u 80 años tenía aún bosque; la región estaba cubierta por bosque natural primario, que ha ido desapareciendo. Tiene tres unidades estructurales de vegetación: subpáramo antrópíco intervenido, bosque secundario y rastrojos y bosque introducido.

Economía

Su economía se basa en la agricultura y la ganadería. Predominan los cultivos transitorios de maíz, papa, frijol, haba, arracacha, cebolla cabezona, arveja, garbanzo  zanahoria. Pero también hay cultivos perennes como manzanas, curuba, pera, durazno, uchuva, lulo, ciruela, tomate de árbol o mora. Los principales cultivos se conviven entre perennes y transitorios, los primeros con periodo vegetativo que van de tres meses a un año.

Produce unas 4.800 toneladas de papa al año, de las cuales comercializa el 70 % en Tunja, el 15% en Ramiriquí, el 10% en Bogotá y un 5% en diferentes mercados nacionales como Bucaramanga y Sogamoso.

La mayor producción del cultivo de papa lo generan las veredas de Huerta Grande y Huerta Chica y Soconsaques.

La arracacha, se convierte en la segunda producción en extensión y cantidad de producto. La producción anual alcanza unas 1.500 toneladas en promedio, la comercialización de este producto se asemeja a la comercialización de la papa. Y en otros cultivos como zanahoria, frutas, verduras y otros se estima un total de 1700 toneladas.

Otro de los cultivos fundamentales en la economía campesina es el de fique. De este se deriva algunas artesanías especialmente lo relacionado con las alpargatas de fique, de las cuales hace algunos años las familias tenían su fuente se subsistencias.

Vías de acceso

Terrestres
La Carretera del Progreso pasa por el centro del poblado en dirección a Ramiriquí, Zetaquira y Miraflores.

Fluviales
El principal río es el río Boyacá, que nace en el páramo de Teatinos, en territorio de Ventaquemada. Llevan sus aguas a este río los arroyos Tobayá, Neme, San Isidro y El Arzobispo; sigue hacia el oriente, se une con el río Guaya que desciende de Ramiriquí, después con los ríos Turmequé y El Bosque, y todos reunidos forman el río Garagoa y con este nombre desemboca en el Upía.

Galería

Bibliografía
 Senado de la República de Colombia (1989), Municipios colombianos. Bogotá: Pama Editores Ltda. ISBN 958-9077-02-1
 Sitio Oficial https://archive.is/20150530101655/http://www.boyaca-boyaca.gov.co/informacion_general.shtml
https://www.boyaca-boyaca.gov.co/

Referencias

Enlaces externos

 Boyacá población DANE 2005
 Página oficial del municipio de Boyacá

Municipios de Boyacá

redpajama_set_name: RedPajamaWikipedia


Shining Ones is Book #5 in the Ogmios Directive Series, the prequels to the mega-successful thriller Silver, by Steven Savile.
Jude Lethe is not a field agent. He's the behind-the-scenes technical whizzkid who makes it possible for the Ogmios Special Ops to operate effectively. Sir Charles Wyndham's covert team relies on Lethe for vital mission data, access to protected systems, real-time surveillance and for covering their tracks. Without him, Ogmios would cease to function.
Now an old friend of Wyndham's, Professor Camila Morais, needs help. Her search for a lost Inca city stalls when key members of her team are kidnapped from Lima airport. A reluctant Lethe is dispatched to provide technical help, with Noah Larkin as his bodyguard.
But Professor Morais is not the only one eager to find the secret city hidden deep within the Andes. An old terrorist organization is about to reveal it is anything but extinct. The Shining Path have returned, and their plans will have a profound and deadly effect on Peru, the continent, and the world.
With Noah missing and no way to call for backup, the only ones who can stop the terrorists are the granddaughter of a Nazi war criminal and a nerdy British hacker, whose skills may provide his enemies with the greatest weapon of all.
Jude Lethe is not a field agent, but he'll have to step up fast to prevent the deaths of millions.


» When Do You Need To Visit Your Optician?
Most of us are born with near perfect vision. As we start to grow, our eyes grow too. For various reasons sometimes our eyes develop visual defects which need correction. During the first seven years of life the eyes grow regularly and any defects are rectifiable. In this time frame, if there is any suspicion of visual problems, then a visit to the optician is justified.
If a child has visual problems then the first visit to the optician can be at a very young age. Then again, a person may not have any vision problems until adulthood. There are people who have 20/20 (perfect vision) throughout their life but such cases are few and far between. Mostly a person's vision deteriorates slowly without the persons realizing. But one fine day, suddenly they realize that they cannot see certain objects clearly. This is when the first visit to the optician is required. In the case of children it is the responsibility of the parent or guardian to observe the problem and take action accordingly.
When you first visit your optician, it may just be for a standard eye test. Once the nature of your vision impairment has been confirmed, then the action for vision correction will be prescribed which would be either through spectacles or contact lenses. It will take some time, a day or two maybe, for the spectacles or contacts to be made ready. If you are going to wear contact lenses, once they are ready, you will have to visit the optician again who will conduct some tests while you wear your new contacts to ensure that your vision is suitably rectified.
Regular visits: The general consensus is that those who wear contact lenses (or spectacles) should visit their optician once a year. So once you have been fitted with your new contact lenses you should plan the next visit to your optician a year from the date of the last visit of the final fitting.
Exceptional circumstances: The above cases are applicable only if the visual correction required is within the normal expected limits. However, if you have a special medical condition where constant monitoring is required, then you may need to visit your optician monthly, weekly or even more than once a week depending on the doctor's recommendation.
Emergency Visits: These include cases where contact lenses get damaged or lost. Also, if you experience discomfort in the eyes, redness, blurred vision, headaches and so on, then it is advisable to make an emergency visit and not wait for your regular visit to the optician.
Increased Frequency of Visits in old-age:As you grow older, the changes in a person's vision can change more frequently. If this is the case, then it would be advisable to visit the optician more frequently.
While we can roughly estimate how regularly to visit the optician, the frequency of visits can vary from person to person, depending on the condition of his/her eyes.


Welcome to the Aspire Academy, a 4 -16 year old SEMH special school supporting vulnerable children and young people to achieve their educational potential and live positive fulfilling lives.
For the vast majority of students the traditional school model works well. However, for some of our students a smaller, more intensive setup (sometimes with alternative accreditation) is the best environment for them to make a success of learning. We specialise in providing personalised learning programmes for our students, carefully tailored to meet their individual needs. We always endeavour to approach our work with students in partnership with parents to secure the best possible learning outcomes.
My vision for the school is that it becomes a centre of excellence for developing personalised learning programmes to meet the needs of vulnerable youngsters. I want all of our students to have opportunities similar to those found in large mainstream.
In April 2014 we became an academy and joined the Wellsway Muti Academy Trust and benefit from the strong support of a number of primary and secondary schools. There is strong collaboration between the schools with excellent CPD opportunities for staff.
Aspire Academy benefits from purpose built and newly refurbished buildings, and we are looking to expand the primary provision from September 2019 with a purpose built new block with the financial backing of the DoE and the Local Authority.
A wide array of dishes made this term - pizza, sushi, burgers and cakes.
How cool - I now know where everything is!
As part of the Forest School curriculum our primary students learnt how to make some great dens.
What a great skill to learn!
The Owls class had a great morning learning about electricity. Well done Owls - great work!
Active Maths in the Primary Centre - a great success and very enjoyable for all concerned - if a little cold!


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Federal Labour Court: Cut-Off Date Clauses for Special Payments of a Mixed Nature
Headnote
Special payments at the end of the year which are intended to reward employees for their loyalty to their employer as well as the work they have performed during the year ("special payments of a mixed nature") cannot be made contingent in general terms and conditions of business on the existence of an employment relationship on the 31st of December of the respective year (Federal Labour Court, judgment of 13 November 2013 - 10 AZR 848/12, which is currently only available in the form of a press release).
The plaintiff had been employed by the defendant, a publishing house, as a controller since 2006. Each year he received together with his November salary what was initially described as a "bonus", and from 2007 on as a "Christmas bonus", as a special payment in the amount of his November salary. Every autumn the defendant sent all of the employees a letter with "rules" governing such payments. The 2010 letter contained, among other things, a statement that payment "would be made to publishing house employees whose employment contracts had not been terminated as of 31 December 2010". The letter provided that publishing house employees would receive an amount equal to 1/12 of their gross monthly salary for every calendar month of paid work for the company. Furthermore, the letter advised that employees who joined the company in the course of the year should receive the special payment under the rules on a pro rata basis. Following the end of his employment relationship on 30 September as a result of his termination, the plaintiff brought an action to obtain pro rata payment (9/12) of the special bonus.
Although the lower courts rejected his claim, the plaintiff succeeded on his appeal to the Federal Labour Court, which ordered the defendant to pay him the amount sought. The court held that since the bonus served simultaneously as remuneration for work performed during the year, the cut-off date rule in the guidelines discriminated unreasonably against the defendant and was therefore invalid under sentence 1 of § 307(1) of the German Civil Code. In addition, the court was of the opinion that the rule conflicted with the underlying idea in § 611(1) of the German Civil Code be-cause it deprived employees who leave the company before the end of the year of salary they have already earned. This is because the right to remuneration was acquired monthly on a pro rata basis according to the guidelines. Furthermore, the court found that there was nothing to indicate that the special payment was intended primarily for the period after the plaintiff left the company or was supposed to be for special work which the plaintiff failed to perform.
This decision of the Federal Labour Court, which is currently only available as a press release, would seem to indicate that the court is maintaining its most recent case law on cut-off date rules in respect of special payments of a mixed nature.
According to the Federal Labour Court's previous case law, it was basically permissible to subject the making of special payments – including those of a mixed nature – to cut-off date clauses provided that the payments did not only constitute consideration for work already per-formed. In its decision of 18 January 2012, the Federal Labour Court diverged from this case law in a case where the special payment of a mixed nature was made dependent on the employment contract not having been terminated on a date outside of the reference period of the special payment, namely the 15th of April of the following year (Federal Labour Court, judgment of 18 January 2012 - 10 AZR 612/10). In this case, the Federal
Labour Court based its decision on the fact that the cut-off date rule at issue conflicted with the underlying idea in § 611(1) of the German Civil Code because it deprived employees of salary which they had already earned. While the lower court had assumed that the principles outlined in the decision of 18 January 2012 could not be applied to a situation where – as in the case at issue – the cut-off date fell on the 31st of December and thus was within the reference period for the bonus, the Federal Labour Court expressly applied this reasoning to such a case for the first time. The written grounds for the judgment are not yet available. However, according to the press release, the Federal Labour Court appears to have again based its decision largely on the fact that employees who leave the company before the end of the year cannot be deprived of salary already earned through the application of a cut-off date rule. Since this reasoning in the case of special payments of a mixed nature can be applied to every cut-off date rule, it can generally be assumed that cut-off date clauses in the case of special payments of a mixed nature will be invalid in the future.
As a result, cut-off date clauses are likely to only be permissible where the purpose of the special payment is solely to reward past and/or future employee loyalty. In this connection, the Federal Labour Court held in a recent decision that the fact that a special payment requires solely that the employment relationship not have been terminated on the day of payment does not constitute unreasonable discrimination even if responsibility for termination (for example, in the case of dismissal due to redundancy) does not necessarily have to lie with the employee (Federal Labour Court, judgment of 18 January 2012 – 10 AZR 667/10).


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Understanding Physician Compensation Components
Andrea Parent2021-09-08T23:32:20+00:00December 11th, 2013|Categories: Compensation|Tags: compensation basis, payer dynamics|
Career Resources articles posted on NEJM CareerCenter are produced by freelance health care writers as an advertising service of the publishing division of the Massachusetts Medical Society and should not be construed as coming from the New England Journal of Medicine, nor do they represent the views of the New England Journal of Medicine or the Massachusetts Medical Society.
Recognizing the interplay of external and institutional internal economic factors is crucial to successfully negotiating an equitable compensation package. An appreciation of payer dynamics, compensation models, e.g., cash collections versus relative value units (RVUs), ownership, demographics, malpractice, and regulatory environments is essential if a physician is to avoid the pitfall of accepting a seductively high starting salary, only to find that such an earning level is longitudinally unsustainable. If in doubt, seek the assistance of the physician recruiter and physicians who recently joined the practice.
— John A. Fromson, MD*
The offer a job-seeking physician receives from a prospective employer takes into account myriad factors, from practice ownership and composition, institutional policy, and regional health care market issues to national compensation-survey data and federal and state regulatory requirements. All of these factors affect the total compensation employers can offer and how compensation-package components are structured. Residents may be unfamiliar with these factors, understandably, but they should obtain a basic grasp of both compensation components and the issues employers face before they start their job search.
By Bonnie Darves
For residents operating in total-immersion mode trying to master their chosen specialty, familiarizing themselves with the nuances of the compensation package they might receive two years down the road is likely low on the to-do list.
A reluctance to take on a low-priority learning curve is understandable, but residents should at least have a basic understanding of the various components that figure in physician payment structures before they start their job search. In the compensation realm, making an under-informed decision about a practice opportunity can, unfortunately, have far-reaching ramifications for the physician.
"It's not uncommon to see residents who accepted a position primarily because of the high initial compensation finding out a year later that their earning level is unsustainable, for example, because the income guarantee converted to an all-productivity compensation basis," said Ken Hertz, a principal with the health care consulting group of the Medical Group Management Association (MGMA), which publishes the annual Physician Compensation and Production Survey, often widely used as a benchmark in setting salaries. "It's important to not only read the employment offer fine print but also to understand what the numbers mean and how the various compensation components fit together."
On the positive side, residents today are generally fairly well-informed about starting salary ranges for their specialties, Mr. Hertz observed, because the survey data from MGMA, the American Medical Group Association (AMGA), and other entities that track physician compensation is readily accessible. And most young physicians, he and other sources interviewed for this article concurred, are adept at networking with their colleagues to find out what is going on in the hiring marketplace.
Myriad factors come into play "Most residents have a ballpark idea about what they should be earning and realistic expectations of what they will be offered. What they don't understand so well is the compensation models themselves and the factors that employers take into account when they set compensation," said Shelley Tudor, vice president of research for the Association of Staff Physician Recruiters and a strategic recruiter with Humana, Inc.
For instance, the hiring health care system, hospital, or physician practice must address external factors such as competition, national and regional physician supply and demand, and, from the economic perspective, the local (insurer) payer mix and regional reimbursement trends. Internally, prospective employers must consider their organization's compensation methodology and philosophy, its revenue sources, the patient population, and the incoming physician's practice scope and job responsibilities, among other factors.
Of the many factors that influence the final compensation picture, the payer dynamics — how much insurers pay physicians for physician services and what percentage of physicians' professional charges makes its way into the practice revenue stream — is perhaps one of the most difficult for residents to grasp, several sources said. That's largely because residents are typically shielded from the underlying practice economics during training, and thus have no experience in this area. Essentially, the hiring practice — whether it's private, hospital-owned, or even academic — often uses a complex formula when factoring its revenue stream into the compensation offer.
"Many health care organizations use a compensation model based primarily on cash and collections, in which income is heavily dependent upon the payer mix within the community," explained David Knocke, FACHE, president of BJC Medical Group in St. Louis, Missouri. Such models essentially emulate private practice, in which a share of expenses allocated to the physician based on a standard methodology — plus physician-direct expenses for items such as malpractice coverage — is subtracted from physician-specific revenue. That revenue includes collections from professional services and cash from patients' copayments, for example, and possibly credit for revenue generated by nurse practitioners who support the physician.
The interplay of these compensation components may seem relatively unimportant to the new physician who joins the practice under a one- or two-year income guarantee, but they directly affect future earnings. "Under these models, depending on the community, physicians can experience lower collection rates and thus lower income," Mr. Knocke said. "As a result, some physicians are at risk of experiencing a steep decline in income after the initial salary guarantee ends."
At the other end of the spectrum, some organizations use a compensation structure in which income is based primarily or solely on actual physician production, Mr. Knocke explained, by multiplying work relative value units (RVUs) by a market-based conversion factor based on national benchmarks. "This achieves payer neutrality," he noted, enabling physicians to earn the same amount for a work RVU regardless of the patient's insurance.
Demographics and practice foundation influence compensation structure
The ownership of the practice, and its demographics, also influence the compensation structure. "When it's a hospital-owned practice, the economics are different — sometimes markedly different — than in a private practice," said Peter Cebulka, director of recruiting development for Merritt Hawkins, a leading national recruiting firm. "Hospital-employed positions tend to pay more than private practice opportunities, at least initially, because of the economics. The cash outlay required to ramp up the new physician in a private practice hurts the partners' [income], while the hospital has professional collections, and the inpatient and outpatient revenue," he said, to draw on when it supports the new physician.
The makeup of the practice — the number of physicians in total and within each specialty in the case of multispecialty practices — affects compensation structures as well because of the workload effect. Generally, the fewer the physicians, the higher the compensation, Mr. Cebulka observes, because smaller numbers typically mean more call duty and overall responsibility per physician.
Faculty practices use many of the same components that hospitals and private practices do when they set compensation, but academic medical centers (AMCs) have other factors to accommodate — primarily regarding their funding stream. The AMC that relies heavily on state funding may have far less flexibility in setting compensation than one that has a large endowment, for example, or one that receives a steady influx of research dollars. "All academic centers have different structures and resources, so it's difficult to compare them. Basically, if you have seen one medical school's [compensation] structure, you've seen one school's structure," said Karen Novielli, MD, vice dean for faculty affairs and professional development at Thomas Jefferson University in Philadelphia, Pennsylvania. "Increasingly, however, medical schools are looking at using mission-based salaries — even if they use AAMC [Association of American Medical Colleges] survey data as a starting point or benchmark against MGMA."
Dr. Novielli adds that academic centers are hardly immune from the economic factors that their non-teaching organization counterparts face when setting compensation, such as the local payer mix and reimbursement practices. "Sources of revenue — clinical dollars, tuition, NIH [National Institutes of Health] funding, and philanthropy — are all facing downward pressure or declining," she said, so medical schools must continually revisit their compensation structures. For that reason, residents who want to practice in the AMC setting are well-advised to ask questions about the components of their prospective compensation. "They should be asking about the [practice's] sources of revenue and the earnings incentives — and what they must do to be eligible for those incentives," she explained.
Residents considering faculty practice should also keep in mind that unlike private practice or other employed situations, a faculty member's employment is usually governed by an institution's bylaws or other governance documents, Dr. Novielli noted. "Prospective faculty members should review and understand how these documents govern their employment," she said, adding that "increasingly, faculty compensation is likely tied to outcomes that are important to the organization such as quality of care, patient satisfaction, and patient access metrics."
Even such considerations as how busy the employer expects the physician to be and future compensation components related to physicians' performance on internal or governmental quality measures are finding their way into the compensation structures in all settings, Mr. Cebulka pointed out. Because of the increasing complexity of compensation arrangements, he adds, residents should seek the counsel of a knowledgeable, experienced recruiter on the various compensation models, and do their own homework before they start evaluating opportunities. "Residents won't be able to understand all the moving pieces in the health care economy that affect physician compensation, but they should get a grasp of the basics — and they definitely should know the [surveys'] 25th, 50th, and 75th percentile earnings for their specialty," he said.
Residents should also be aware of the overall regional compensation differences that have persisted for more than a decade, all sources agreed: Physicians who choose to practice in the South and the Midwest, regardless of whether they're newly trained or experienced, will generally earn more than their counterparts on the East and West coasts.
Regulatory issues also play role
Finally, regardless of the marketplace dynamics that affect the physician compensation environment, all hiring organizations must comply with the national and state laws and the Internal Revenue Service (IRS) regulations that govern how, and how much physicians can be compensated.
"Most of us are dealing with local market factors and competition when we recruit. But all of us have to care about the IRS regulations that govern physician compensation — fair market value in particular," said Frank Gallagher, an ASPR board member who is vice president of governance and director of physician recruitment for New Jersey-based AtlantiCare health system, which includes more than 600 physicians. "That [fair market value] is a big one for us when we craft an offer, but the other factors are important, too, in determining how much we can pay. It's important that residents have at least a basic understanding of these economic and regulatory issues."
Three key laws regulate fair market valuations in physician compensation arrangements: the Stark Law, the federal Anti-Kickback Statute, and IRS guidelines. All dictate that physician compensation cannot exceed fair market value thresholds for the particular specialty, and many states have instituted their own laws to control physician compensation to deter offering of substantially above-market earnings.
The current regulatory environment is predicated on an attempt to ensure that physician market supply and demand, and competitive factors, don't unduly influence compensation. Some highly recruited physicians who aren't aware of these regulatory constraints may think that there's more wiggle room than actually exists, regarding the compensation they can command, if they are willing to practice outside urban areas, according to veteran recruiter Craig Telegra, vice president of physician and clinical services for Divine Savior Healthcare in Portage, Wisconsin.
"We clearly must fall within the IRS regulations in the compensation we offer, so we use the survey data as a benchmark, and we won't go outside that figure," he said. That doesn't prevent the employer from offering compensation incentives beyond the base salary to make the offer more attractive but still legal, Mr. Telegra notes. For example, his organization, located in the upper Midwest, offers incentives such as a residency stipend during the final year. Increasingly, employers in challenging recruiting environments also add incentives such as medical-education loan repayment, or potentially lucrative productivity structures or an attractive partnership track for physicians who stay with the practice beyond the first few years.
"These compensation models can be pretty complex, so residents who come out of training and simply earn X amount, need to understand how their income will be structured" after their first year, Mr. Telegra cautioned. A generous starting salary that converts to production-only income in year two is very different from a structure that allows a more gradual transition to production-based compensation. Divine Savior, for example, uses a three-year compensation agreement to ensure physicians have sufficient time to build their practice before the revenue-generating pressures begin.
Kathy McBrearty, a senior consultant with the national recruiting firm Cejka Search, explains how survey data and compensation factors and components tend to come together. "An offer should start at the [AMGA survey] 25th percentile for a new resident, and can go as high as the 50th percentile for exceptional candidates," she said, referring to physicians who train at premier institutions and have exceptional references. "Unless the market is truly difficult and there is a very small candidate pool, it is unlikely many residents will see offers beyond 50th percentile. Everyone has to adhere to the Stark Law and can't appear to be 'buying a physician.'"
Most hiring organizations, Ms. McBrearty added, have in mind a total dollar value and "bucket" of funds to work with when they recruit a physician, but they might package that sum in different ways. "Many organizations would prefer to give a higher signing bonus to help the new physician transition to practice and their new location, versus a higher starting salary," she said. "In major metro areas where there are a lot of candidates, salaries are usually lower because that's what the market dictates. In rural areas, employers tend to offer more enticements such as higher signing bonuses, residency stipends, and productivity or RVU incentives."
Generally speaking, physicians who accept offers to practice in rural or remote areas can expect to earn an additional 20 percent more than their counterparts in so-called "desirable" urban areas. That compensation component — a differential for practicing in rural areas — doesn't always entail practicing many hours from a major urban center, Mr. Cebulka explained, and other factors beyond survey data will influence total rural compensation. He cites the recent example of a search for an internal medicine subspecialist to practice in a rural location about an hour from Atlanta. If only specialty and geographic location survey data were taken into account, the specialist would expect compensation of roughly 20 percent more than his counterparts in the city. In this particular case, however, the physician will practice as the only one in his specialty in the area.
"Because of the nature of the position — the additional responsibility of being the only physician in that particular specialty — the physician can command higher compensation. If he only went by survey benchmark data for the Southeast, he would have been under-selling himself," Mr. Cebulka said.
'Microeconomic' factors matter, too
Beyond the basic components that organizations incorporate into their physician compensation structures, practices often make allowances for fluctuating economic factors. For example, the malpractice environment in a particular state, particularly one where premiums are especially high because of the medico-legal climate, may affect compensation structure, observed Lee A. Meyer, RN, manager of physician recruitment and credentialing for Dreyer Medical Clinic in Aurora, Illinois.
"We're seeing some changes in malpractice [premium] trends and tail coverage that is giving us more flexibility," she said, in structuring compensation at the 175-physician group. Nationally, malpractice premiums have leveled off, and even declined in some areas in the past two years, so some practices are revising their budgets and compensation accordingly, reports have indicated.
Other minor marketplace trends — even short-lived or region-specific ones — can influence physician compensation components' structures and relative weights, Ms. Meyer notes. "We are seeing elevated compensation numbers in the physician salary surveys because of the merger and acquisition mode in the industry right now, and that's inflating starting salaries relative to what physicians can expect to bring in," she said, in revenues or collections. "I think we'll see those [compensation] numbers go down later, after the merger activity levels off."
Precisely because of such short-term trends, Dreyer Medical Clinic takes a longer view when it sets physician compensation in the context of survey findings, Ms. Meyer explains. Rather than using a single survey or only current-year data to set base compensation, the group's methodology incorporates data from both the AMGA and MGMA surveys, and over two consecutive years. "That way we have four data points when we set compensation," she said. "If you only use one survey, and only for one year, things can get fuzzy because the [survey] numbers sometimes lag behind what's going on in the market."
Compensation Survey Resources:
American Medical Group Association (amga.org)
Medical Group Management Association (mgma.org)
*Dr, Fromson serves as the editor for Career Resources and is Vice Chair for Community Psychiatry, Brigham and Women's Hospital; Chief of Psychiatry, Brigham and Women's Faulkner Hospital; Associate Professor of Psychiatry, Harvard Medical School.
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text:
UK Suicide Rate At Highest Level Since Early 00s
by Bonnie Evie Gifford on 4 September 2019 Read in
At their highest level since 2002, the number of recorded suicides rose by 11.8% in 2018, due widely to a 19 year high rate in deaths amongst those aged 10-24
New figures from the Office for National Statistics (ONS) have revealed that the rate of British suicides have risen to their highest levels in 16 years. 6,507 suicides were registered across the UK in 2018. This is significantly higher than those registered in 2017, representing the first increase in the number of suicides across the UK since 2013.
Of the recorded deaths, three-quarters (4,903) were men, as has been the case since the mid-1990s. Particular concern has been raised over the increase in young people aged 10-24 who have completed suicide, as the rate of deaths by suidice for this age group has reached a 19-year high, with the rates for young women reaching an all-time high.
The rate of suicide in the UK in 2018 was significantly higher than 2017. This is the first increase since 2013 https://t.co/S3Hc4DM3l7 pic.twitter.com/uYjXth2L2j
— Office for National Statistics (@ONS) September 3, 2019
Nick Stripe, Head of Health Analysis and Life Events for the ONS, said:
"We saw a significant increase in the rate of deaths registered as suicide last year which has changed a trend of continuous decline since 2013. While the exact reasons for this are unknown, the latest data show that this was largely driven by an increase among men who have continued to be most at risk of dying by suicide. In recent years, there have also been increases in the rate among young adults, with females under 25 reaching the highest rate on record for their age group.
"Looking at the overall trend since the early 80s, we are still witnessing a gradual decline in the rate of suicide for the population as a whole. We will continue to monitor the recent increase to help inform decision makers and others that are working to protect vulnerable people at risk."
Samaritans CEO, Ruth Sutherland, responded to the release of these new figures. In a statement she said:
"It is extremely worrying that for the first time in five years, the suicide rate in the UK has increased, with 686 more deaths than in 2017. In particular, in recent years the rate of suicide in young people has increased, and the suicide rate in young females under-25 is the now the highest on record.
"There has also been a significant increase in the suicide rate in young men, since 2017. Significantly more people aged 45-49 took their own lives also, and middle aged-men remain the group at greatest risk of suicide overall.
"Every single one of these deaths is a tragedy that devastates families, friends and communities. Whilst the overall rise has only been seen this year, and we hope it is not the start of a longer-term trend, it's crucial to have a better understanding of why there has been such an increase.
For the first time in five years, the suicide rate in the UK has increased, with 686 more deaths than the previous year according to @ONS figures released today. pic.twitter.com/kD8aFyuoOQ
— Samaritans (@samaritans) September 3, 2019
"We know that suicide is not inevitable, it is preventable and encouraging steps have been made to prevent suicide, but we need to look at suicide as a serious public health issue. We have known for many years that suicide is a gender and inequality issue with middle-aged men in disadvantaged communities most at risk. Yet, we still don't have a comprehensive, cross-departmental government workplan that prioritises clear actions on how to reach the two-thirds of people who die by suicide who are not in touch with mental health services.
"The rising rate of suicide in young people is a particular concern. Whilst, suicide is complex and rarely caused by one thing, there are some common factors in young people who take their own lives. These include bereavement, mental or physical ill health, self-harm and academic pressure. We must understand what is contributing to the recent rise in suicides, and try to ensure this generation doesn't carry a higher risk of suicide throughout their lives.
"A major concern for Samaritans is the increase in self-harm among young people over the last 15 years, particularly in young women (increase of 13%). Self-harm is a strong risk factor for future suicide among young people. Research is urgently needed to understand this increase in self-harm so that effective support services and preventive measures can be developed. Self-harm must also be prioritised by governments and plans should equip young people with effective, healthy coping mechanisms and promote help-seeking by reducing stigma around self-harm."
While suicide is most common amongst men in their 30s-50s, Ged Flynn, Chief Executive for PAPYRUS, the prevention of young suicide charity, highlighted the importance of engaging young women in the conversation.
"It is well established that suicide is the leading cause of death among men particularly in their 40s and 50s. This is a serious concern indeed. However, we must never forget that suicide is the leading cause of death in all young people in the 10-34 age range. Today's ONS data release reminds us that women, and particularly young women, are self-injuring and ending their own lives in increasing numbers.
"Every day, amid hundreds of contacts from men and caregivers to our own HOPELINEUK service, PAPYRUS hears from girls and young women who are finding life too difficult to bear just now. Many are at the point of suicide when they contact us. Many have little hope until they speak to PAPYRUS.
"Suicide is the leading cause of death in all young people in the 10-34 age range. Today's @ONS data release reminds us that women, and particularly young women, are self-injuring and ending their own lives in increasing numbers."
Read more: https://t.co/nGp7Xbw17r pic.twitter.com/8s5PtVJFvs
— PAPYRUS (@PAPYRUS_tweets) September 3, 2019
"We must renew our efforts in this country to do all we can to intervene and stop preventable deaths among young men and women. Listening is good but we often need to offer more. Practical advice and safety planning are important. We can also engage emergency help to people in distress. This means sharing information to keep people suicide-safe.
"If we continue to collude with the silence that surrounds suicide, then I fear more young women and men will consider suicide. This is a national tragedy which needs to stop and now.
"Don't forget the girls. Open a conversation with the young women you know and talk about suicide. That may help to save a life."
If you are worried that you, a friend, family member, or loved one may be experiencing suicidal thoughts it's important to seek help. If you or they are in need of immediate help or feel you may be at risk, go to your nearest A&E department or call 999.
If you feel A&E isn't an option, or if you need to talk with someone, the Samaritans can be called for free, 24 hours a day, 365 days a year on 116 123. Offering judgement and pressure-free listening, they are also available by email, letter, or across many physical branches across the UK.
Experiencing suicidal thoughts?
If you are experiencing suicidal thoughts, there are things you can do now to help you feel better in the short and long term. As Counselling Directory explains,
Things to do now:
Make sure you're safe – your priority should be making sure you are safe if you are feeling suicidal. This may mean removing anything you could use to self-harm, or asking someone else to do this. Ensure you are in a safe location. If you have a crisis plan, now is the time to follow it.
Focus on the next five minutes – things can seem less overwhelming if you focus on small chunks of time, rather than the wider scale of things. Just think about getting through the next five minutes, reward yourself, and move onto the next five minutes.
Distract yourself – try distraction techniques if you feel the urge to hurt yourself. Holding an ice cube as it melts and focusing on the temperature; writing down how you feel and tearing up the paper; or concentrating on your breathing can all help to break the cycle of negative or spiralling thoughts, and help you to re-focus on what you are feeling here and now.
Speak with someone – call or visit someone to talk about how you're feeling, try the Samaritans helpline or email. Remember: you are not a burden. You are loved. There are people out there who can offer help and support – you just need to take the first step to reach out and ask for help.
Things to do when you are feeling safer:
Speak with your GP – if you haven't spoken with them before or are experiencing suicidal thoughts for the first time, booking an appointment with your GP is a great first step. They can help refer you to talking therapies, explore medication options, and let you know about specialist services in your local area.
Create a safety plan – having a plan in place can help you to feel more safe when you experience suicidal thoughts. This can also help friends and loved ones look out for you. Your plan may include early warning signs, coping strategies, phone numbers for those you can call during a crisis, or other steps you can take to make yourself safe.
Consider counselling – talking therapies can help you to understand why you're feeling the way you are, as well as helping you find new ways to resolve or cope with your feelings. Counselling Directory has thousands of qualified, registered therapists across the UK with experience helping others deal with suicidal or distressing thoughts.
Find peer support – speaking with others who have had similar experiences can be helpful. Find support groups in your local area, or try online peer support networks such as Elefriends and Big White Wall.
As Counsellor Charlotte explains,
"When you reach the point that you feel life is not worth living and you feel that nobody will notice you're missing, just remember you are worth more than the value you have placed on yourself. You have the power to create a new ending to your story. Trust one more time. Trust yourself. Trust yourself to seek the help you not only need but deserve. It is OK to be scared, but you don't need to be scared alone. It is OK to feel anything that you are feeling. It is OK to feel nothing at all. It is OK to feel like your world is falling apart.
"It's OK to not know what to say to someone who feels suicidal. Sometimes sitting silently next to someone is a comfort in itself. It's OK to not know what to say to yourself when you feel suicidal.
"Speak to a counsellor. We are ready and waiting to hear you. To hear your story. To see your world how you see it. To support you and help you feel less alone. To give you a safe space to explore, accept and rewrite your story and its ending."
To find a counsellor near you, use the search box below or visit Counselling Directory.
Bonnie Evie Gifford
Bonnie Evie Gifford is a Senior Writer for Happiful.
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Ritesh Agarwal is a wunderkind of entrepreneurial discipline. When he was just eight (8) years old, he went on to code a software program. When he was sixteen (16) years old, he was one among the brilliant and inspiring minds to be selected for Asian Science Camp that was held at TIFR (Tata Institute of Fundamental Research), Mumbai. At the age of seventeen (17), he hogged the limelight for his best-selling book – A Complete Encyclopedia of Top 100 Indian Engineering Colleges. His achievements just get bigger and brighter with every passing year. At the same age of seventeen (17) years, he grabbed the headlines for becoming the youngest Chief Executive Officer (CEO) of a company called Worth Growth Partners, a service company.
At the age of eighteen (18) years, Rahul Agarwal once gain made a mark for himself by becoming the founder of Oravel, an Indian version of Airbnb. And yes, he also secured a massive funding of Rs30 lakh from an accelerator called VentureNursery. He has yet another achievement in his kitty. When he was nineteen (19) years old, he bagged Thiel Fellowship and became the first Indian resident to win the prestigious fellowship. It is worth mentioning that Thiel Fellowship was started by the founder and former CEO of PayPal, Peter Thiel.
Ritesh Agarwal is an inspiration to many and he has drawn tremendous inspiration from dignitaries like Peter Thiel, CEO of Tesla Motors and SpaceX- Elon Musk, and Sean Parker, one of the founding presidents of Facebook Inc. Let me reveal some interesting facts about Ritesh Agarwal. He completed his schooling in Rayagada, Odisha. After completing his 12th, he enrolled himself in Indian School of Business & Finance, Delhi only to discontinue his studies.
When he was twenty (20) years old, he ditched the idea of continuing his venture Oravel and started OYO Rooms. Ritesh wanted to solve the problems of the lack of predictability, affordability, accessibility and availability and hence, he started OYO Rooms. Ritesh received a funding of Rs4 crore from Lightspeed Venture Partners and DSG Consumer Partners. He also received a mammoth $6 million funding from Sequoia Capital. Touted as India's largest budget chain of hotels, OYO Rooms has many as 40000 rooms under its aegis and makes its presence in over 160 countries.
Never ever did Ritesh Agarwal lose his mojo. In the year 2013, he was named one of the '8 Hottest Teenage Startup Founders in the World' by Business Insider. In 2014, he won TiE-Lumis Entrepreneurial Excellence Award. In 2015, he won Business World Young Entrepreneur Award. He is just 22 years old and I am sure, he is going to achieve the impossible. India is surely blessed with a brilliant entrepreneur!
Is it important for a founder of a tech startup to know how to code?


text:
echo on view at CIRA Student Art Gallery
Author By Wonsook Kim College of Fine Arts staff
echo, a collection of work created by Master of Fine Arts graduate students Nicci Arnold (left) and Peytin Fitzgerald (right) is on view September 13, 2021 through January 23, 2022 at the Illinois State University Student Art Gallery within the Central Illinois Regional Airport (CIRA).
Illinois State University Wonsook Kim School of Art presents echo, a collection of work created by Master of Fine Arts graduate students Nicci Arnold and Peytin Fitzgerald. echo is the fifth exhibition featured at the Illinois State University Student Art Gallery within the Central Illinois Regional Airport (CIRA).
The exhibition is on view from September 13, 2021, through January 23, 2022. A public reception will be held on Wednesday, November 10, 2021 from 5 to 6 p.m.
Memories reverberate through our lives and our families, connecting us through time and space. They are a powerful and inescapable part of the human experience. In sharing memories, we extend their echoes beyond ourselves and into the world.
echo explores documentation of memory in excess throughout times of personal and societal turmoil.
Arnold's work uses representational imagery of her surrounding objects and narrative to examine the processing of emotion. Fitzgerald's abstract pillow forms and embroideries grasp at overwhelming sensations of memory, while managing trauma that can reside within the body. Although the artists' methods of recording and recalling memory differ, both Arnold and Fitzgerald use pattern, detail, and the expansive media of printmaking to share and blend their individual experiences.
Peytin Fitzgerald, its still there. Courtesy of the artist.
Peytin Fitzgerald, she still feels the sting. Courtesy of the artist.
Peytin Fitzgerald, you have as much as dad. Courtesy of the artist.
Peytin Fitzgerald, collecting the excess. Courtesy of the artist.
"With trauma, your brain and body choose when to hold onto a memory and when not to. These relations are repetitive in imagery and in motion throughout my work. While creating, I discovered space for shared trauma in underlying conversations between me and the bodies that have surrounded me throughout my life. In response, I offer memories and emotions in shape. Each one is tied to a specific sensation from events that have left a lasting impact on who I am today. While working, my goal is to look at ways to abstract these sensations in excess and imply that there was once a body present. I do so by conveying feelings of otherness, vulnerability, or disassociation from body and self."—Peytin Fitzgerald
Nicci Arnold. Courtesy of the artist.
"In my work I focus on the spaces that surround me and the objects that inhabit those spaces. By translating documentation of my daily life into the language of woodcut, I preserve moments that tell a complex story of family, separation, and growth. The process of woodcut allows me to infuse each scene with an expressive quality through mark and pattern. The process of carving is highly therapeutic for me, a way to process and memorialize the journey my blended family continues to tread through a pandemic and multiple long-distance relationships. By highlighting these several scenes, I hone in on the moments that have felt most unsettling to me, which allows for deeper reflection on the times I've spent in solitude over the past year and a half."—Nicci Arnold
The Student Art Gallery within the Central Illinois Regional Airport is a mission-central component of the Wonsook Kim School of Art at Illinois State University. The CIRA Student Art Gallery is located across from the main entryway inside the terminal building at 3201 East Empire Street, Bloomington. Gallery hours are consistent with the operating hours of the airport. The exhibition is free and open to the public.
For more information, visit FineArts.IllinoisState.Edu/Airport-Gallery. To arrange a special accommodation, please contact Wonsook Kim School of Art at Art@IllinoisState.edu or (309) 438-5622. Follow Wonsook Kim School of Art on Facebook and Instagram.
Research and Sponsored Programs, Wonsook Kim College of Fine Arts, Wonsook Kim School of Art


text:
Max Landau (* 19. Oktober 1886 in Brody in Galizien; † 30. April 1915 in Wien) war ein österreichischer Anatom.

Leben
Landau, der einer alten Rabbinerfamilie entstammte, studierte Medizin an den Universitäten Wien, Straßburg und München und promovierte im Jahr 1909. In den Jahren von 1910 bis 1912 war er Prosektor am  Anatomischen Institut in Frankfurt und anschließend Assistent am Institut für anatomische Pathologie  der Universität Freiburg.

Nach Ausbruch des Ersten Weltkrieges kehrte er nach Wien zurück und wurde Prosektor in einem Garnisonspital.

Landau widmete er sich vor allem der Erkrankungen der Nebennieren.

Werke
 Nebennierenrinde und Stoffwechsel,
 Physiologie des Cholesterinstoffwechsels,
 Beziehungen der Nebenniere zum Cholesterinstoffwechsel

Literatur

Anatom
Mediziner (20. Jahrhundert)
Person (Cisleithanien)
Geboren 1886
Gestorben 1915
Mann


text:
ACCAN calls on Government to adopt Regional Review recommendations
Released: 05 December 2018
Regional, rural and remote Australians will be better protected if recommendations put forward by the 2018 Regional Telecommunications Review are adopted, according to Australia's peak body representing telecommunications consumers, ACCAN.
The report recognises the essential nature of communications in everyday life, and the necessity of improving access to telecommunications infrastructure, consumer protections and digital literacy for regional, rural and remote Australians.
We are pleased to see that many of the recommendations put forward by the 2018 Regional Telecommunications Review echo the reforms that our regional members have long been advocating for, including the importance of consumer safeguards.
"It is reassuring to see that the Independent Committee has listened to the voices of country Australia as they've spelled out what they need from a modern telco service," said ACCAN CEO, Teresa Corbin.
"We hope that the Government will implement these recommendations in a timely manner to help protect communications consumers across the regions."
ACCAN has been a vocal supporter of the need to independently measure the speed performance of fixed-wireless and satellite NBN services to determine where the issues may lie. It is extremely pleasing to see that the report echoes these thoughts, as shown by the recommendation for a similar program for regional fixed-wireless and NBN Sky Muster customers.
The report's recommended audit of landline phone performances identifies loopholes in the current arrangement which do not serve the interests of consumers.
"There is stark disparity between the experiences of regional consumers when it comes to the performance of their landline phone services and what is promised," said Ms Corbin. "We hope that this audit will stamp out future instances of regional users being promised services that can't be delivered."
ACCAN strongly supports the Review's proposed package to improve broadband and mobile service in regional Australia.
The recommendation calling for a Regional Connectivity Package to improve broadband and mobile services in regional areas is vitally important. However, Ms Corbin stressed that this needs to be supported by adequate funding.
ACCAN has been pleased to work with members of the Regional, Rural and Remote Communications Coalition to represent a strong consumer voice throughout the review process. The Regional Telecommunications Review is an extremely important assessment of the state of communications for Australians outside of major cities.
Widespread consultations were undertaken by the Independent Committee and this is clearly demonstrated in the in-depth report and its fearless recommendations, as tabled by Senator Bridget McKenzie.
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The Developmental Edit: Are you (emotionally) ready?
A developmental edit can feel a lot like sending your child to school for the first time. You've had several years to exert your influence on his upbringing and must now allow others into his journey. You may be ready to push the little bugger through the school door! Or you may be standing outside, your arms wrapped tightly around this child of your heart, wanting to run home for a few more years of one-on-one.
You may worry: What if my child performs poorly? What if my parenting inadequacies are discovered—or worse, what if the teacher doesn't think I'm any good at parenting?
These relatable concerns can be countered with more exciting questions: What if he matures while we're parted? What if his performance issues result in new parenting tools? What if new aspects of his personality are stimulated? What if it really does take a village to raise a child?
A story you submit for publication will be seen, much like the child going to school, as a freestanding work—and as such may be lauded, bullied, quoted, misinterpreted, picked apart, and psychoanalyzed by a public who will bring to it their own sensibilities, prejudices, insights, ideas, and experiences. You will no longer be able to come to your story's defense. Whether or not you can handle that will be foreshadowed by how you handle a developmental edit.
You don't send your child to school expecting a grade on your parenting, do you? No—you want the teacher to appreciate your child for his special qualities and help him acquire the skills necessary to maximize his potential in the world. Instead of, Am I any good? ask, How can I maximize my story's potential?
You are ready to let the manuscript speak for itself.
Your story will be entering a conversation, and it has one chance to speak: through the words you've put on the page. Rest assured that you have submitted your best possible work and sit quietly while the editor reflects upon what she heard. If it seems she didn't "get it," use her guidance to identify the disconnect between what you intended and what she heard.
You are willing to allow—and then dismiss—your emotional reaction.
If hiring an editor, you must have thought your manuscript could be improved, or at the very least, you realized you were no longer the best judge of this. Still, it can sting when you hear you aren't as far along on the novel's journey as you thought. Allow this disappointment to remind you of how much you want to reach readers. Let it wash through and revivify you—then roll up your sleeves to make it happen.
4. You trust that the editor has your best interests at heart.
Both writer and editor want to play on a winning team. Trust that by capitalizing on your story's strengths and bolstering your weaknesses, your editor is trying to help you bring your project to its fullest fruition.
You are open to receiving frank reader feedback.
Try to open yourself to your reader's perspective—she may provide you with feedback that is not at all what you expected. If she doesn't seem to "get" it, you may have led her astray through unintentionally accumulating detail. Allow that even misinterpretation is useful feedback.
You own the decisions you've already made but are ready to revisit them.
Someday, this conversation about your work may happen in a reader's living room with her book club, and those readers might not agree with every choice you made. You need the quiet, non-combative confidence that comes from having a reason for what you've done—and allowing for difference of opinion anyway. At this point, you need to see it from the editor's perspective, too, and make your best decision as to how to move forward.
You are in this for the long haul and want to build your skill set.
Like schooling, publishing success demands diligence applied over the long haul. You may need another round of edits, since once you've made changes, you may have unwittingly introduced new issues. This is the nature of education.
You are clear about your goal.
Publication is not your end goal—it is simply a means to an end. The goal is to connect with readers—whether that be an agent, an acquisition editor, or a bookstore browser—in a way that results in repeat sales. That's how any entrepreneur stays in business.
Even with this emotional intelligence profile, it still may not feel good to read your developmental editor's evaluation. But you'll be better able to negotiate the collaboration, and the work it inspires will enhance your story's meaning. You'll feel that rush that always comes when your writing grows in both confidence and nuance. Your love for your characters will grow as their characterization deepens.
In my experience, it is those who treasure these benefits from a developmental edit who have what it takes to go the distance throughout the publishing process.
Have you hired an independent developmental editor? Did any aspect of the process hijack you, emotionally? Do you have anything to add to this checklist?
Happy, and a developmental editor at Writing-Partner.com, specializing in storytelling structure and writing craft. Her chapter "A Drop of Imitation: Learn from the Masters" was included in the writing guide Author in Progress, from Writers Digest Books. Janice Gable Bashman's interview with her, "How Structure Supports Meaning," originally published in the 2017 Novel & Short Story Writer's Market, has been reprinted in The Complete Handbook of Novel Writing, both from Writer's Digest Books.
I did hire a developmental editor for my current WIP, and I consider it one of the best investments I've made in my writing career.
That's great, Kathy. Was it hard to hear what the editor had to say, at first? What contributed to your readiness for the experience, do you think?
This is my fourth book, Kathryn, so hopefully I've gained some perspective and am starting to believe that the words aren't my flesh and blood. Even so, it was tough sometimes to hear the criticism. One especially hard thing was that my editor found a major flaw in the first couple of chapters. It was a good catch, and I fixed it. But, since we weren't having a dialogue, that comment came up again all the way through the manuscript. I kept wanting to yell, "Yeah! I know! I fixed this already!"
"The words aren't my flesh and blood." Such great perspective, born of your experience—thanks for sharing it here Kathy! I'm sure that must have been frustrating to keep reading what seemed to be the same comment, but still a great lesson in how an early issue can compound throughout a manuscript—and important for someone who might be of a mind to disregard that aspect of the evaluation. Good for your for embracing the fix. Made me laugh though!
Thank you, Kathryn. If we can't laugh sometimes, we will certainly cry. And quit.
Much wisdom here, Kathryn. There's a unique trust that develops as you work with the same one, over multiple books. You learn to trust each OTHER.
Yes I agree! But of course trusting requires that you are open to collaboration in the first place. This seems so obvious, saying it, but in practice it isn't always true. If you are not open to ideas that might improve your story, then hiring an editor is a complete waste of money. You are not paying them to stroke your ego.
Oh, Kathryn! When I "signed up" for my first developmental edit, I had no idea what was to come. By the time my wonderful editor, Tiffany Yates Martin, had finished the three contracted passes for that first book, I felt pummeled. But I knew I wanted to put out the best book I could and her suggestions were spot on. As she saw that I was willing to work with what she gave me, our trust in each other grew and her comments were more incisive because, as she told me, she knew I could-and would-fix what needed to be fixed. Best money I ever spent, but not a process for the faint of heart!
Amen to your last line—so true! So glad you connected with a great editor in Tiffany.
As someone who both works as a developmental editor and who has had her various manuscripts combed through, torn apart, critiqued, and vastly improved by developmental editors, I have to say that this is a wonderful post, Kathryn. You are so correct in pointing out that this valuable collaboration only works if the writer is emotionally ready to "hear" the editor's suggestions and to think about long-term goals for herself as a writer, rather than trying to race toward the publication finish line. Thanks for a great post.
I'm on a lot of Indie facebook groups, and I see this attitude quite often. Usually borne of financial limitations, nurtured by an unhealthy obsession with the brilliance of one's early works, it is not conducive to the work of a developmental editor. I try to convince them, though.
"...borne of financial limitations, nurtured by an unhealthy obsession with the brilliance of one's early works..." Well put, Ann, and more palatable coming from a client than from me! The financial limitations I get. Many start to write in their retirement years, on a fixed income. Still, we must get our writing educations somewhere, and sitting in on a generic conference session, while a great place to start, is not the same as having someone focus solely on the specific challenges of your own work.
Dear Kathryn, when I hired you as my developmental editor, I knew my manuscript was the rough work of a beginner, but I had no idea what I ride I was in for. Thirty-six pages of notes took me awhile to digest, but I knew you were right. It took three months before I thought to myself, "Okay. I can do this."
The book that resulted (after one more pass by you and another by a copy editor) is far better than I could have originally imagined.
Since then, I have offered to beta read and critique the works of a few newbie writers. Oh my goodness. I'm seeing in them what you saw in me, and it is damned hard to give that feedback accurately, without crushing their creative spirits. Hats off to you, Kathryn, you do this so well!
So for anyone reading this post, your developmental editor is your best friend, your mentor, your cheering section, and your professor. And worth every penny. Thanks for the MFA, Kathryn!
I think we need a certain naiveté when we start out on this crazy road. If we knew how high the learning curve ahead of us was, or how it was sprinkled with cinders that at times might cause us to slide back down, I'm not sure we'd make the climb. Many times, my job feels like I'm pushing way the cloud so people who thought they'd reached the pinnacle can see that they still have a ways to climb. I have great empathy for them, because I recall my discomfort at such moments!
As the author who has lived with your book for so long, you can lose perspective, and a great developmental editor can make all the difference in making sure you give the reader the best story possible. Totally agree with you here!
That's so true, Julie. Knowing this, even editors hire other editors!
I'd rather hear constructive criticism from a developmental editor than from a reader - at that point it's too late to consider changes. Thanks, Kathryn!
Exactly, Debbie! And while you're at it, might as well minimize negative response from reviewers, right?
I have a friend that has always published indie. I mentioned I wanted to hire an editor to go over my stuff. Her reply was well she'd been doing this long enough she didn't need one. Then she got a three book contract with a major publisher. Amazing the work she had to do to her "baby". I was thinking see you do need one. I never said anything to her, just the thought in my mind was how interesting that she thought she already knew enough, but obviously maybe not quite enough.
Hi C. K., thanks for your comment, which raises an interesting point. While some seasoned authors like the collaboration of working with developmental editors, I know many who would never dream of letting anyone but the contracted editor have a look at it. That acquiring editor might well want changes, even after an independent editor offered suggestions, because they want a top-notch product that fits within their business model.
Where an author ALWAYS needs to hire an independent editor, though, is when self-publishing. A publisher—which is the role this author has assumed, seasoned or not—would never think of going to press without an editor looking at the novel first. Why should an indie publisher's standards be any lower?
My first editor did that--it was really helpful.
how do I find a developmental editor? I'm working on a scifi novel.


Toni K. Choueiri, MD, delivered a keynote lecture on recent advances in the treatment of renal cell carcinoma at the 2015 GU Symposium.
More than 3,700 papers on kidney cancer were published in 2014 but none offered major changes in the therapeutic landscape for metastatic renal cell cancers (mRCCs), reported Toni K. Choueiri, MD, Director of the Kidney Cancer Center, and Clinical Director of The Lank Center for Genitourinary Oncology at the Dana-Farber Cancer Institute in Boston, MA.
Dr. Choueiri delivered the 2014 Year in Review research retrospective at the 2015 Genitourinary Cancers Symposium.
Among advances he reviewed were clinical trials comparing approved targeted agents, health outcomes research, and biomarkers. "A lot of work also remains to be done in non-clear cell RCC," he emphasized.
Progression-free survival (PFS) was this INTORSECT study's primary endpoint, and median PFS did not vary significantly between temsirolimus and sorafenib, he noted.
"But to our surprise in the RCC community, the secondary endpoint—overall survival—did favor sorafenib," Dr. Choueiri said. "I'm personally still puzzled by that result. It could be that sorafenib results in higher survival," but uncertainties remain, he said.
Finally, the phase 2 RECORD-3 study tested the standard sequence of sunitinib followed by everolimus. And everolimus followed by sunitinib. The data show that everolimus first is inferior to the standard (sunitinib first) treatment sequence.


Chamomile is a member of the daisy family, and many people swear by it as an aid for relaxation and sleep, especially in the evening. Its mild, floral character is certainly a world away from the caffeinated pick-me-ups of tea and coffee.
Since ancient times chamomile has been a popular treatment for a range of ailments such as anxiety, insomnia, digestive complaints, cold symptoms and others. Scientific studies of the effects of chamomile on humans have been too few and inconclusive thus far to claim a medical basis for the traditional claims, and as such they still have the status of folk remedies.
But I can officially confirm it's great for rats. Recent studies on rodents have found chamomile to have anti-anxiety, anti-inflammatory and anti-bacterial effects, to speed up wound healing and lower cholesterol – which is surely good news, even if you aren't a rat.
Many chamomile blends, especially tea bags, contain finely ground chamomile that resembles dust. But we don't – we use nothing but whole chamomile flower heads, which deliver a mellower, smoother flavour. (Not the petals though. I'll be honest, we don't go out and collect the flowers ourselves. We buy them in, and we don't know where all the petals go. It would be nice to think that somewhere out there a very earnest little boy with a blanket is plucking them she-loves-me-not fashion, but it's unlikely.


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Modern European History, 1789-1945
How far do you agree that the Communists won the Civil War because of the weaknesses of their opponents?
How far do you agree that the Communists won the Civil War because of the weaknesses of their opponents? The biggest challenge to Bolshevik rule was the Civil War (1918-1921). Bolshevik victory ensured the extension in power of the world?s first Communist state. There were a wide variety of factors behind the Bolshevik victory and clearly one of these was largely due to the failure of their opponents. Whites had certain weaknesses, they failed in their attempt to gain power due to a number of core reasons including the arrangement of the white forces, various ideologies and insufficient commitment to the cause. However it must be said that the numerous weaknesses within the Whites went in to help the Bolsheviks win the Civil War. Therefore I believe to a certain extent as it?s important to recognize the strengths of the Bolsheviks and the role that the Red army played must not be underestimated. A major weakness of the White forces was their lack of unity. For a start, they were politically divided containing Socialists, Moderates and Liberals whose political differences often led them into cruel disputes among themselves. ...read more.
Unlike their opponents , they had access to transport and communication networks. They were able to use these to ensure troops and suppliers reached their destinations. They could communicate more effectively because their territory was continuous, allowing them to coordinate attacks against their enemies. They could produce more munitions than the White armies, who had to rely on foreign support. Furthermore, foreign intervention in the civil war ultimately came to little. In theory the involvement of other major powers should have caused disaster and defeat for the Bolsheviks. At one point the Reds were fighting the forces of fourteen different foreign countries in addition to the Whites within Russia. However, the foreign powers were also disunited in their reason for involvement. The foreign powers seem ultimately uncommitted to their role in the Civil War, They were too exhausted and were concerned with the defeat of Germany and by 1919 they had left Russian land. On the other hand, despite the fact that the weakness of their opponents was central to explaining the success of the bolsheviks in the Civil War. However, they were not the only reason in explaining bolshevik success, they won the Russian Civil War due to their own strengths aswell. ...read more.
However, Lenin was sensible enough to see the need for change when problems arose. Following the peasant uprising and naval revolt, Lenin abandoned War Communism and replaced it with the New Economic Policy to ensure that the Bolsheviks would stay in power in the latter stages of Civil War. To conclude, there is much evidence to suggest that the view put forward in the essay is a valid one. The bolsheviks faced a divided and poorly organized enemy in the form of the Whites. Generals Deniken, Yudenich and Admiral Kolchak failed to coordinate their military forces, allowing the Bolsheviks to confront them individually. The Whites had a number of weaknesses, the most significant being their basic lack of unity, organisation and poor geographical position throughout the Civil War. While, Anti-Bolshevik forces contained those who wished to see the return of a Tsarist style regime to Liberals, Socialists and Social revolutionaries such disunity was an important factor in explaining Lenin?s success. However, we must be careful not to dismiss the strengths of the Bolsheviks entirely, particularly the assets and achievements of Trotsky. Therefore, while the success of the Bolsheviks would seem to have more to do with the weaknesses of their opponents, the Red?s did possess certain key strengths which are partly responsible for their success in the Civil War. ...read more.
This student written piece of work is one of many that can be found in our AS and A Level Modern European History, 1789-1945 section.
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Stalins Russia, 1924-53 revision guide
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The GfK consumer confidence indicator fell from minus 10 points in October to minus 13 points in November. As a result, the index moved further into negative territory, where it has been since April 2016, highlighting that consumers are broadly pessimistic.
November's decrease reflected consumers' worsened views of their personal financial situation and the general economic situation over the next 12 months and for the year ahead, and a reduced willingness to make major purchases.
Going forward, recent signs of faster wage growth, if maintained, could support confidence. However, consumer sentiment is unlikely to see a significant improvement until the cloud of uncertainty currently surrounding the Brexit withdrawal process is lifted.
FocusEconomics Consensus Forecast panelists expect private consumption to expand 1.4% in 2019 and 1.5% in 2020.


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Q: Vue js : how to show length of array JSON in my Vue js project, i wanted to show the length of specific data in API and when i wrote code below i got the status sold length = 5 repeated 5 times, while i want to show only one time like 5 only
is there a way to do it?

   {{flatno.status.length}}

A: I recommend to define a computed property called flatSoldStatusLength that returns the length of the flats with status equals to sold :
computed:{
  flatSoldStatusLength(){
    return this.Flats.filter(flat=>flat.status==='sold').length;
  }
}

in template :

   {{flatSoldStatusLength}}

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