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This policy was last updated August 2, 2019. See the update history page for more information.
The Institute grants paid sick leave to employees to guard against loss of earnings due to illness. Sick leave is not part of salary or wages to which an employee is entitled regardless of need; it is not payable upon termination, except in some cases upon retirement (see 4.3.15 below).
Sick leave paid by MIT runs concurrently with any time off that the employee is entitled to under federal or state law, including the Family and Medical Leave Act (Section 4.5), the Massachusetts sick time law (Section 4.3.22), and any other federal or state law that provides for the concurrent use of leave.
Supervisors have the principal responsibility for the proper and consistent application of the sick leave policy. Abuse of sick leave in any form can have serious impact on the morale and effectiveness of all members of a group or office.
An employee must notify his or her supervisor before each absence due to illness in order to be paid for sick leave, except in the case of an emergency.
For foreseeable or scheduled use of sick time, the employee must provide notice up to seven days in advance, using the customary means of notification for absences in the employee's department, lab, or center. Sick time may not be invoked as an excuse to be late for work without advance notice of a legitimate use of the time.
In the case of unforeseeable absences or where the employee learns of the need to use sick time less than seven days before its use, notice must be given by the employee as soon as possible. For multi-day absences, the employee must inform his or her supervisor or manager of the expected duration of the leave, or if unknown, on a daily basis. For such multi-day absences, notice may be given by the employee's spouse, adult family member, or other responsible party.
It is the employee's responsibility to record accurately any sick time he or she uses.
It may be necessary from time to time for an employee to seek medical care during working hours. The circumstances of each incident determine whether the time away from the job should be paid as time worked or should be charged to sick leave balances. Please see Section 4.7, Paid Leave for Medical Examination and Care, for the complete statement of this policy.
The supervisor is responsible for the equitable administration of the Institute's sick leave policy in their area. MIT (usually the supervisor or the Disabilities Services and Medical Leaves Office) may require documentation from an employee's (or family member's) treating physician, nurse practitioner, or certified nurse midwife certifying that the employee is unable to work because of the employee's or family member's illness. MIT may also require certification from the employee's physician, nurse practitioner or certified nurse midwife that an employee who has been on sick leave for their own illness is able to return to work.
For confidentiality reasons, employees should ensure that any medical certification containing details about an illness is sent to the Disability Services and Medical Leaves Office. Additional rules concerning documentation of sick time covered by the Massachusetts sick time law are described below in Section 4.3.22.5.
Ordinarily, illness during vacation is not counted as sick leave. However, if any employee has a serious accident or extensive illness which destroys the intended benefit of the vacation, the supervisor should discuss the matter with the Human Resources Officer for the department to consider whether sick leave should be granted, and part or all of the vacation rescheduled.
Disabilities associated with childbirth will be treated as any other disability with regard to payment for sick leave in accordance with applicable sick leave policies. See Section 4.5.1, Leave Related to an Employee's Own Serious Health Condition (including Pregnancy and Childbirth). See also Section 4.6, Parental Leave.
SICK LEAVE FOR SUPPORT STAFF
Sick leave balances for eligible employees are credited on the employee's anniversary date (date of hire) of each year and are to be used only in cases of accident or illness as described in Section 4.3.7, Use of Sick Leave, and for medical or dental examination and care as described in Section 4.7, Paid Leave for Medical Examination and Care. Other needs for paid leave must be met through the use of personal leave (Sections 4.3.17 - 4.3.20), or vacation leave (Section 4.2). For use of sick leave in cases of work-related accidents, see Section 4.8, Industrial Accident and Workers' Compensation. Sick leave balances may be verified in the department.
Full-time and part-time employees will be credited with 12 days of sick leave on the employee's anniversary date of each year, provided that they:
work at least 50% of a regular work schedule, and
have completed at least six months of service at the Institute.
New employees are credited with one day of sick leave after completing each of the first six months of employment. At the end of the first six months of service, employees are credited with one additional day of sick leave for each month remaining until the employee's next anniversary date.
Unused sick leave may be carried over and accumulated to a maximum of 192 days. Sick leave is paid at normal straight-time rates, plus any applicable shift differential, and must be reported on attendance records as required by the Institute' s payroll policies for non-exempt personnel.
Sick leave is to be used in cases of accident or illness of the employee, and for the employee's medical or dental examination and care. (See Section 4.7, Paid Leave for Medical Examination and Care). An employee may also use up to 40 hours of their accumulated sick leave every year to care for a sick family member, such as a child, spouse, domestic partner, parent, parent of spouse, or other member of the household, and for their medical or dental examination and care. The 40 hours of "sick family time" may be used to care for a newborn following a Paid Parental Leave, as specified in Section 4.5.3. An employee may also use up to 40 hours of their paid sick time during a leave of absence for victims of domestic violence, as specified in Policies and Procedures Section 7.5.7.
If a recognized Institute holiday falls on a regularly scheduled work day during a paid sick leave period, the day is paid as a holiday, and is not counted against sick leave allowances.
Employees absent from work on paid sick leave continue to earn vacation at their normal rate.
Part-time employees who work at least 50% of a normal work week on a fixed schedule (an established number of hours per week on a predetermined schedule), and who have sick leave hours accumulated, will be paid for absence due to illness during the normally scheduled work hours. Hours worked outside the regularly scheduled hours will be paid without regard to such sick leave payments.
Part-time employees who work at least 50% of a normal work week on a variable schedule (an established number of hours per week with no predetermined schedule), and who have sick leave hours accumulated, will be paid for absence due to illness in an amount not to exceed the difference between the number of hours scheduled and the number of hours actually worked during the week. No sick leave payments will be made during any week in which the actual number of hours worked equals or exceeds the number of hours scheduled.
The accumulated sick leave balance of an employee whose schedule changes from one normal work week to another is adjusted proportionately for the balance of the months remaining to the employee's next anniversary date to reflect the new work schedule. The adjusted balance should not exceed 192 days of sick leave.
If an employee changes to a less than half-time schedule, he or she will retain any sick leave balance already accumulated after the normal adjustment has been applied, but will no longer accrue sick leave after the effective date of the change in hours, except as provided in Section 4.3.22 below.
Sick leave balances will not be reduced for employees who change their normal work week from a greater to a lesser number of hours after reaching age 65.
Support Staff employees who have changed from exempt status without interruption in Institute service will be credited with four days of sick leave for each year of service at the Institute, up to a maximum of 192 days. In such cases a "day" equals one-fifth of the normal work hours scheduled per week. The credit is made as of the date of the transfer. Credit given for years of exempt service may not be applied to the payment of accumulated sick leave at the time of retirement (see Section 4.3.15 below).
Absences for leave without pay for a Support Staff employee which exceed a total of 22 working days during a given year (anniversary date to anniversary date) will result in a reduction of the sick leave balance at the rate of one day for every 22 working days of absence during the prior year, whether or not the days of absence were consecutive.
Previously accumulated sick leave balances are not reinstated in the case of the reemployment of a former employee, except as provided in Section 4.3.22.2 below, and except for laid-off employees who are rehired within two years of their lay-off date.
Retiring employees who have a minimum of 300 hours of unused sick leave to their credit on their normal or early retirement date, whichever the case may be, will be paid upon termination at their regular straight-time rate for one-half of the total hours credited. Sick leave credit will be computed as follows for the purpose of this provision:
the total hours standing to the employee's credit at his or her anniversary date of the year preceding retirement, plus
one day of sick leave credit for each month of service during the year in which the employee retires, minus
sick leave used between the employee's previous anniversary date and date of retirement.
Retiring employees are responsible for making sure that their balance of unused sick time meets the minimum threshold of 300 hours on the date of their retirement, taking into account the pro-rating described above. Employees can verify their projected balances at retirement by contacting the Payroll Office.
SICK LEAVE POLICY FOR ADMINISTRATIVE AND SPONSORED RESEARCH STAFFS
There is no formal method of sick leave accrual for members of the Administrative and Sponsored Research staffs.
A reasonable number of justifiable absences are paid in full. These absences may be used for the employee's illness and medical and dental appointments, as well as for the illness and medical and dental appointments of a family member (up to 40 hours per year), and during a leave of absence for victims of domestic violence (again, up to 40 hours per year); see Policies and Procedures Section 7.5.7, Leaves of Absence for Victims of Domestic Violence. A family member under this policy is a child, spouse, domestic partner, parent, parent of spouse, or any other member of the household. For determining the limits of 40 hours, full-time exempt staff members working a regular, five-day a week schedule are considered to work eight hour days, so that they can use five days per year to care for a sick family member. As noted at the beginning of Section 4.3, sick time for the employee or family members runs concurrently with any sick leave under Section 4.3.22.
Extreme cases of extended illness or accident will be treated on an individual basis, with due regard to length of service at the Institute and other relevant factors, and may be paid for the duration of the absence up to but not normally exceeding a period of six months. Cases extending beyond six months will be reviewed for purposes of determining eligibility for Long-Term Disability Plan benefits.
Medical evidence may be required when, in the opinion of the supervisor, the need is indicated by the pattern of sick leave usage or the period of absence. Additional rules concerning documentation of the up to 40 hours of sick time covered by the Massachusetts earned sick leave law are described below in Section 4.3.22.5.
Administrative and Sponsored Research Staff must record the use of paid sick time taken during their regular working hours.
PERSONAL LEAVE POLICY
MIT's policy on personal leave is intended to provide Support Staff with flexibility in their work situations by allowing paid time away from work to accommodate personal needs which otherwise would have to be charged to vacation balances.
Under this policy, regular Support Staff who are scheduled to work at least 50 percent time and who have completed six months of service at the Institute, may use up to three days of their sick leave accrual each year for absences associated with personal situations such as home repairs, or legal or financial business, which necessitate short-term absences. Employees may also use all or part of their personal time for the illness of a family member, in addition to the 40 hours from their accrued sick leave that they may use for family illness, as noted in 4.3.7 above, Use of Sick Leave. Employees in their first year of service will be permitted to take personal leave following the completion of six months of employment up to a maximum of 25 percent of the total number of hours of sick leave credited to the employee for that year of service.
Employees who have exhausted their sick leave balance have no personal days to their credit. However, as of the employee's anniversary date of each year, employees may use up to three days of their newly credited sick leave accrual balance of twelve days as personal leave.
In the case of a Support Staff member whose normal work week changes in a way that affects his or her sick leave balance, credit for personal leave is prorated according to the resulting adjustment in the sick leave balance, so that no more than 25 percent of the year's sick leave credit is taken as personal leave. In the event that use of personal leave has exceeded the adjusted maximum, no retroactive changes will be made.
Personal leave time not used prior to an employee's anniversary date in a given year will not be accrued as personal leave, but will be carried forward as sick leave in accordance with the current policy up to a maximum total of 192 days. As in the case of sick leave, there will be no provision for payment for personal leave balances upon termination from the Institute except in the case of retirement as provided for under current sick leave policies. (See Section 4.3.15, Payment of Sick Leave Balance at Retirement.)
In keeping with other leave policies, Support Staff will be required to obtain the approval of their supervisors to be absent on personal leave on a given day or part of a day. It will normally be expected that employees will obtain this approval at least three working days in advance of the planned absence. No explanation of the reasons for the absence will be required except when emergency situations cause employees to seek approval for absences on shorter notice.
Personal leave may be taken in less than full-day periods and should be reported to the nearest quarter of an hour. As in the case of regular sick leave, payment will be chargeable to departments in the same account distribution as provided for in normal salary charges.
Members of the Administrative and Sponsored Research Staff are not compensated for time worked in excess of their regular schedules because their duties are judged to satisfy the criteria established under the Federal Wage-Hour Law for exemption from the overtime pay requirements of the Law. They are expected to take professional interest in the work under their supervision or in the projects in which they are engaged and, when necessary, to fulfill the requirements of their positions without regard to the number of hours worked. Accordingly, these employees should be extended privileges with respect to occasional absences from work, and allowed to take time off without loss of pay or vacation credit for personal reasons or for needed rest and relaxation after working long hours of overtime.
In accordance with Massachusetts law, many employees who are not eligible for sick leave under MIT's policies (because they do not work enough hours or because their job isn't eligible for benefits) are nonetheless entitled to earned sick time in accordance with the provisions of the Massachusetts sick leave law, as described in this section 4.3.22. Graduate students working at MIT are not eligible for this paid sick leave, nor are undergraduate students working during the academic year.
This policy also applies to sick leave for benefits-eligible staff, but only for that portion of their sick leave that is covered by Massachusetts state law. Full-time employees (exempt and non-exempt) are entitled to 40 hours of state-protected sick leave each year. The Institute treats the first 40 hours of paid sick leave used by the employee each year (running from the employee's anniversary date) for their own or a family member's illness as covered by Massachusetts law. However, the use of (i) "family sick leave" to care for a newborn following a Paid Parental Leave or (ii) domestic violence leave for someone other than the employee or the employee's child do not count toward the 40-hour total.
Any sick time paid by MIT runs concurrently with any sick time required under this state law or under any other state or federal law.
4.3.22.1 Accrual of Paid Sick Time for Non-benefits Eligible Employees
Employees who are not eligible for MIT benefits accrue paid sick time at the rate of one hour for every 30 hours worked. Salaried exempt staff are assumed to work 40 hours per week if employed at 100% effort; work hours are pro-rated for a lower percent effort of the appointment.
Accruals begin on an employee's first day of paid work and accrued sick leave may be used 90 days after the employee begins work. For accrual purposes, hours worked include overtime hours but do not include paid non-work hours such as sick time, any vacation, and holidays.
Employees can accrue up to 40 hours of paid sick leave in any 12 month period. The 12 month period begins on the anniversary of their current employment date. For salaried employees, accruals may be allocated monthly or at the beginning of an appointment, and will be pro-rated for appointments of less than one year.
Employees who are not paid on a salaried or hourly basis, such as employees paid on a per diem basis, are allotted a lump sum of sick leave on a monthly basis based on a reasonable approximation of the hours worked in the previous month. That lump sum is based on the rate of one hour of sick leave for every 30 hours worked. Alternatively, the allotment may be made in advance for the expected duration of the work appointment.
Employees cease to accrue sick time once they have a balance of 40 hours. Accruals resume when sick time is taken and the balance falls below 40 hours. Employees may carry up to 40 hours of unused accrued sick time into their next anniversary year. Accrued but unused sick time is not paid out upon termination of employment, except as provided for benefits-eligible Support staff who retire under Section 4.3.15, Payment of Sick Leave at Retirement, or as may be required in applicable collective bargaining agreements.
4.3.22.2 Restoration of Sick Leave Balance upon Re-employment
Non-benefits eligible employees who terminate their employment and are re-hired by MIT within one year of their last day of work are given credit for time worked for purposes of the 90 day vesting period. (Note that there is no waiting period for use of sick time for benefits-eligible employees.)
In addition, any employee (whether or not eligible for MIT benefits) who terminates employment at MIT and is rehired will have any unused sick leave balance from the state-mandated earned sick time (that is, up to 40 hours) restored in the following manner:
Break in service of up to four months: an employee's balance of accrued unused sick leave is restored.
Break in service between four to 12 months, an employee's balance of accrued unused sick leave is restored only if that balance equals or exceeds 10 hours.
If the break in service is over 12 months, there is no restoration of any prior sick leave balance.
4.3.22.3 Use of Paid Sick Time
Accrued sick leave may be used only for the following purposes:
The employee's own illness or medical and dental appointments
The illness of a member of the employee's family or a medical or dental appointment for such a family member
During a leave for domestic violence, as specified in Policies and Procedures Section 7.5.7, Leaves of Absence for Victims of Domestic Violence.
For purpose of sick leave use, family member includes the employee's child, spouse or domestic partner, parent, parent of spouse or domestic partner, or other member of the employee's household.
The smallest amount of sick leave that can be used may be restricted to one hour for each instance of sick leave. For any leave longer than one hour, sick leave may be taken in 15 minute increments. Employees and managers may agree that an employee can make up any used sick hours at a time that is mutually agreeable.
Sick time is paid at the employee's regular pay rate, and on the same schedule as regular wages are paid.
State earned sick leave used runs concurrently with any time off that the employee is entitled to under other MIT sick leave policies, the Family Medical Leave Act, the Massachusetts Parental Leave Act, the Small Necessities Leave Act, the Massachusetts Domestic Violence Leave Act, and any other federal or state leave law that provides for concurrent use of leave.
4.3.22.4 Notice of Absence and Recording of Sick Time
Employees must notify their manager or supervisor before each use of earned sick time, except in an emergency. For foreseeable or scheduled use of sick time, the employee must provide notice up to seven days in advance, using the customary means of notification for absences in the employee's department, lab, or center. Earned sick time may not be invoked as an excuse to be late for work without advance notice of a legitimate use of the time.
In the case of unforeseeable absences or where the employee learns of the need to use sick time less than seven days before its use, notice must be given by the employee as soon as possible. For multi-day absences, the employee must inform his or her supervisor or manager of the expected duration of the leave, or if unknown, on a daily basis. For such multi-day absences, notice may be given by the employee's spouse, adult family member, or other responsible party.
It is the employee's responsibility to record accurately any sick time he or she uses. If the employee is unable to record sick time, the use of sick time may be recorded by the employee's supervisor or manager, or a departmental administrator. An employee may request to see the records of his or her earned sick leave accrual and use over a period of three years, and the Institute will provide such copies within 10 business days or, at the employee's request, will allow the employee to inspect the records.
4.3.22.5 Documentation of Absence
Employees may be required to provide a written verification that they have used the sick time for the purposes specified in Section 4.3.22.3.
In addition, MIT may require written documentation from a health care provider for sick time that:
Exceeds 24 consecutively scheduled work hours or exceeds 3 consecutive days on which the employee was scheduled to work
Occurs within 2 weeks of the employee's final scheduled day of work before termination of employment (except not for temporary workers)
Occurs after 4 unforeseeable and undocumented absences within a 3-month period
For instances of domestic violence leave, MIT may require documentation as specified in Policies & Procedures Section 7.5.7.3, Documentation.
For this Section 4.3.22, a health care provider includes doctors, dentists, clinical psychologists, optometrists, nurse practitioners, clinical social workers, and physician assistants. The Institute will not require that the nature of the illness or details about domestic violence be explained for the sick leave covered under this section.
Documentation provided must be submitted within seven days after using earned sick time, except in unusual circumstances. If an employee fails to comply with the documentation requirements without reasonable justification, MIT may recoup the sum paid for earned sick time from future pay, as an overpayment. The employee will be informed before any such recoupment is made. In addition, future use of an equivalent number of sick time hours may be denied until documentation is provided.
4.3.22.6 No Retaliation or Interference
Employees who use accrued sick time covered under this Section 4.3.22 will not be subject to negative evaluation, discipline, or the adverse job actions because they used this sick time, as long as they meet the requirements for giving notice, recording the sick leave used, and providing documentation (when required). Similarly, employees will not be retaliated against for exercising or attempting to exercise rights under this Section 4.3.22.
If an employee is exhibiting a clear pattern of taking sick leave on days just before or after a weekend, vacation, or holiday, the employee may be subject to discipline, unless he or she provides verification that the time was used for a legitimate purpose. If an employee is committing fraud or abuse by engaging in an activity that is not consistent with the legitimate purposes of earned sick time, the employee may also be subject to discipline.
4.3.22.7 Other Restrictions on Use of Earned Sick Time
The Institute may impose other restrictions on the use or accrual of sick leave that are permitted under Massachusetts state law.
4.3.22.8 Employees Not Working in Massachusetts
This policy does not apply to employees whose primary place of work is outside of Massachusetts. If an employee's primary place of work is in a state that has a paid sick leave policy, MIT will comply with the provisions of that state's law.
MIT's FMLA site


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Тяло може да се отнася за:

 Тяло в биологията (напр. човешко тяло)
 Тяло в механиката и физиката
 Твърдо тяло – едно от агрегатните състояния

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text:
Dmitrij Vjačeslavovič Bagrjanov (rus. Дмитрий Вячеславович Багрянов) (Moskva, Rusija, 18. prosinca 1967. – Moskva, Rusija, 4. veljače 2015.) je pokojni sovjetski i ruski skakač u dalj. Bio je europski dvoranski prvak u Genovi 1992. a iste godine nastupio je i na Olimpijadi u Barceloni.

Bagrjanov je atletsku karijeru započeo specijaliziravši se za 400 metara s preponama, a najbolji rekord bio mu je 50:19. U 21. godini sportaš se prekvalificirao na skok u dalj. Bio je član moskovskog atletskog kluba Spartak a trenirao ga je proslavljeni sovjetski trener Vjačeslav Sokolov. U toj atletskoj disciplini bio je prvak SSSR-a, ZND-a i Rusije. Najveći uspjeh karijere ostvario je 1992. na Europskom atletskom dvoranskom prvenstvu gdje je osvojio zlato preskočivši 8,12 m.

Preminuo je 4. veljače 2015. u Moskvi.

Izvori

Vanjske poveznice
Profil atletičara na Sports-reference.com

Skakači u dalj
Sovjetski športaši
Ruski atletičari


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Catalog A Widow for One Year » eBook »
A Widow for One Year: A Novel
Random House Publishing Group 1999
"A Widow For One Year will appeal to readers who like old-fashioned storytelling mixed with modern sensitivities. . . . Irving is among the few novelists who can write a novel about grief and fill it with ribald humor soaked in irony."—USA TodayIn A Widow for One Year, we follow Ruth Cole through three of the most pivotal times in her life: from her girlhood on Long Island (in the summer of 1958) through the fall of 1990 (when she is an unmarried woman whose personal life is not nearly as successful as her literary career), and at last in the autumn of 1995, when Ruth is a forty-one-year-old widow and mother (and she's about to fall in love for the first time). Both elegiac and sensual, A Widow for One Year is a multilayered love story of astonishing emotional force.Praise for A Widow for One Year"Compelling . . . By turns antic and moving, lusty and tragic, A Widow for One Year is bursting with memorable moments. . . . A testament to one of life's most difficult lessons: In the end, you just have to find a way to keep going."—San Francisco Examiner-Chronicle"A sprawling 19th-century production, chock full of bizarre coincidences, multiple plot lines, lengthy digressions, and stories within stories. . . . An engaging and often affecting fable, a fairy tale that manages to be old-fashioned and modern all at once."—The New York Times"[Irving's] characters can beguile us onto thin ice and persuade us to dance there. His instinctive mark is the moral choice stripped bare, and his aim is impressive. What's more, there's hardly a writer alive who can match his control of the omniscient point of view."—The Washington Post Book World"In the sprawling, deeply felt A Widow for One Year, John Irving has delivered his best novel since The World According to Garp. . . . Like a warm bath, it's a great pleasure to immerse yourself in."—Entertainment Weekly"John Irving is arguably the American Balzac, or perhaps our Dickens—a rip-roaring storyteller whose intricate plot machinery is propelled by good old-fashioned greed, foolishness and passion."—The Nation"Powerful . . . a masterpiece."—St. Louis Post-Dispatch
Sample Sample Check Out OverDrive
Fiction Irving
1 of 1 Annex - Adult Fiction Fiction Irving
1 of 2 Green Hills - Adult Fiction Fiction Irving
1 of 1 Inglewood - Adult Fiction Fiction Irving
1 of 1 Main Library - Adult Fiction Fiction Irving
1998. Random House, xiv, 537 p. ; 24 cm. English
CD AUDIO Fiction Irving
p1998. Random House Audiobooks, 20 sound discs (ca. 24 hrs.) : digital ; 4 3/4 in. English
RBdigital eAudiobooks
2014, p1998. RBdigital eAudiobooks Unabridged. Recorded Books, Inc. ; 1 online resource. English
Fiction Irving Large Type
1998. Random House Large Print in association with Random House, xii, 799 p. (large print) ; 23 cm. English
B000QCS9LO
John Irving. (1999). A Widow for One Year: A Novel. Random House Publishing Group.
John Irving. 1999. A Widow for One Year: A Novel. Random House Publishing Group.
John Irving, A Widow for One Year: A Novel. Random House Publishing Group, 1999.
John Irving. A Widow for One Year: A Novel. Random House Publishing Group, 1999. Web.
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bioText: John Irving has been nominated for a National Book Award three times—winning once, in 1980, for the novel The World According to Garp. In 1992, Mr. Irving was inducted into the National Wrestling Hall of Fame in Stillwater, Oklahoma. In 2000, he won the Oscar for Best Adapted Screenplay for The Cider House Rules—a film with seven Academy Award nominations.
"A Widow For One Year will appeal to readers who like old-fashioned storytelling mixed with modern sensitivities. . . . Irving is among the few novelists who can write a novel about grief and fill it with ribald humor soaked in irony."—USA Today
In A Widow for One Year, we follow Ruth Cole through three of the most pivotal times in her life: from her girlhood on Long Island (in the summer of 1958) through the fall of 1990 (when she is an unmarried woman whose personal life is not nearly as successful as her literary career), and at last in the autumn of 1995, when Ruth is a forty-one-year-old widow and mother (and she's about to fall in love for the first time). Both elegiac and sensual, A Widow for One Year is a multilayered love story of astonishing emotional force.
Praise for A Widow for One Year
"Compelling . . . By turns antic and moving, lusty and tragic, A Widow for One Year is bursting with memorable moments. . . . A testament to one of life's most difficult lessons: In the end, you just have to find a way to keep going."—San Francisco Examiner-Chronicle
"A sprawling 19th-century production, chock full of bizarre coincidences, multiple plot lines, lengthy digressions, and stories within stories. . . . An engaging and often affecting fable, a fairy tale that manages to be old-fashioned and modern all at once."—The New York Times
"[Irving's] characters can beguile us onto thin ice and persuade us to dance there. His instinctive mark is the moral choice stripped bare, and his aim is impressive. What's more, there's hardly a writer alive who can match his control of the omniscient point of view."—The Washington Post Book World
"In the sprawling, deeply felt A Widow for One Year, John Irving has delivered his best novel since The World According to Garp. . . . Like a warm bath, it's a great pleasure to immerse yourself in."—Entertainment Weekly
"John Irving is arguably the American Balzac, or perhaps our Dickens—a rip-roaring storyteller whose intricate plot machinery is propelled by good old-fashioned greed, foolishness and passion."—The Nation
"Powerful . . . a masterpiece."—St. Louis Post-Dispatch
href: https://api.overdrive.com/v1/collections/L1BFAIAAA2J/products/1ff94c0e-eb80-4ec3-bfa3-d25f4c05b61e/metadata
"Compelling . . . By turns antic and moving, lusty and tragic, A Widow for One Year is bursting with memorable...

redpajama_set_name: RedPajamaCommonCrawl


Thirty-four members of Denison's men's and women's swimming & diving team will compete at the 2019 NCAA Division III Championship on March 20-23 in Greensboro, North Carolina at the Greensboro Aquatic Center. DenisonBigRed.com will be covering the meet from start to finish. Links to previews, live results, live video, and daily recaps will be posted at the links below. Be sure to follow Denison Sports on Facebook, Twitter, and Instagram for additional coverage throughout the week.


PFLAG's mission is to promote the health and well-being of gay, lesbian, bisexual, and transgendered persons (referred to on this site as the GLBT community), and their families and friends.
Support to cope with an adverse society.
Community involvement to build understanding.
Education to enlighten the public and dispel stereotypes.
Advocacy to end discrimination and ensure equal civil rights.
PFLAG provides an opportunity for dialogue about sexual/affectional orientation and gender identity, and acts to create a society that is healthy and respectful of human diversity.


text:
La morsa (Odobenus rosmarus) es una especie de mamífero pinnípedo de la familia Odobenidae. Es de gran tamaño y habita en los mares árticos. Existen dos subespecies, la morsa del Atlántico (Odobenus rosmarus rosmarus) y la del Pacífico (Odobenus rosmarus divergens) . La población mundial de morsas se calcula en unos doscientos cincuenta mil ejemplares.

La morsa pertenece al orden Carnivora y al suborden (o, según otros, superfamilia) Pinnipedia.

Nombre
El nombre latín Odobenus viene del griego odous ("diente") y baino (andar), ya que se observó que las morsas utilizaban sus colmillos para impulsarse al salir del agua. Rosmarus procede de la palabra sueca que significa morsa. Divergens ("divergente") hace referencia a los colmillos.

La palabra española "morsa" procede del lapón o del finés y llegó al español a través del francés o del inglés. En esta última lengua, sin embargo, la palabra más antigua, "morse", cayó en desuso y fue sustituida por la actual, "walrus", que procede del danés "hvalros", que significa "ballena-caballo" o "vaca de mar" y es común a otras lenguas germánicas. Los esquimales la llaman "aivik" en inuit y, en yupik, "aivuk".

Subespecies
Se reconocen dos subespecies de morsa,
 Odobenus rosmarus rosmarus
 Odobenus rosmarus divergens

La morsa atlántica (Odobenus rosmarus rosmarus) habita en una región que va desde el Ártico canadiense hasta el mar de Kara. Se cree que existen actualmente unos 22 500 ejemplares (6000 en Rusia y Noruega, 12 000 en Canadá y 4500 en Groenlandia).

La morsa del Pacífico (Odobenus rosmarus divergens) se encuentra al norte del océano Pacífico, desde el mar oriental de Siberia hasta el mar de Beaufort, así como en el mar de Láptev. Existen como mínimo 200 000 ejemplares de morsa del Pacífico, en las costas de Rusia y los Estados Unidos.

La morsa del Pacífico es algo mayor: el macho puede llegar a pesar hasta 1800 kg y tiene los colmillos más largos y el cráneo más ancho. El ejemplar de mayor tamaño que se conoce llegó a pesar 2265 kg y a medir 4,91 m de longitud. Se conserva en el Museo de Horniman de Londres.

Descripción
En cuanto al tamaño, es diferente según las subespecies. Las morsas del Pacífico son ligeramente mayores: los machos pesan entre 800 y 1700 kg y tienen una longitud de entre 2,7 y 3,6 m, en tanto que las hembras pesan entre 400 y 1250 kg y miden entre 2,3 y 3,1 m. Entre los pinnípedos, solo algunos elefantes marinos alcanzan un tamaño mayor.

Tienen una piel muy gruesa, de entre 2 y 4 cm de espesor. La piel de los machos presenta a menudo grandes nódulos, que no aparecen en las hembras. Dado que aparecen en la época de la pubertad, parece ser que se trata de una característica sexual secundaria. El pelo recubre todo el cuerpo, a excepción de las aletas. Los machos mudan el pelo anualmente, entre junio y agosto, en tanto que las hembras pueden tardar aún más tiempo en mudarlo. El pelaje de la morsa cambia de color con la temperatura: en el agua tienen un color gris pálido, casi blanco, en agua fría, pero adquieren una tonalidad rosada en aguas templadas, debido a la dilatación de los vasos sanguíneos de la piel y el incremento de la circulación.

Tanto los machos como las hembras poseen dos grandes colmillos que pueden alcanzar un metro de longitud y que constituyen su rasgo más distintivo. Sus extremidades son aletas, que carecen de pelo y están provistas de una piel gruesa y rugosa, que les facilita la movilidad en tierra.

Se han encontrado fósiles de odobénidos, similares a las morsas actuales, que datan del Mioceno medio, hace unos catorce millones de años.

Ciclo vital

Las morsas pueden llegar a vivir hasta cuarenta años. Se alimentan en el agua, buceando hasta profundidades de 90 m, ya que son capaces de permanecer media hora bajo el agua. Se alimentan fundamentalmente de almejas y otros moluscos, aunque pueden comer también otros invertebrados, como: gusanos, gasterópodos, cefalópodos e incluso algunas especies de peces.

Aunque los machos alcanzan la madurez sexual entre los seis y los nueve años, no suelen tener la oportunidad de aparearse hasta que alcanzan su pleno desarrollo físico (hacia los quince años) y son capaces de competir con otros machos por las hembras. Los machos compiten por el territorio y a menudo se enzarzan en combates; los vencedores se aparean con gran número de hembras.

Las hembras, por su parte, también alcanzan la madurez sexual entre los seis y los nueve años. Se aparean en el agua. Tras la fertilización, el óvulo se mantiene durmiente durante meses. El período de gestación propiamente dicho es de once meses, pero transcurren quince o dieciséis meses desde el momento del apareamiento hasta el parto. Dan a luz una sola cría en tierra o sobre bloques de hielo. Las crías recién nacidas pesan entre 45 y 75 kg y son amamantadas durante un período máximo de dos años, generalmente en el agua y pasan junto a sus madres entre tres y cinco años. Las madres son extremadamente protectoras con sus crías.

Los principales predadores de la morsa son el oso polar y la orca. El hombre ha dado caza a la morsa al menos desde el .

Distribución
Las morsas habitan varias áreas de la zona circumpolar que apenas se relacionan entre sí. Las morsas del Pacífico se encuentran en los mares de: Bering, Chukotka y Láptev y las del Atlántico en zonas costeras del nordeste de Canadá, Groenlandia y Rusia.

Las morsas del Pacífico emigran estacionalmente a causa de la extensión del casquete polar. Algunas morsas llegan a recorrer 3000 km en estos desplazamientos. Pasan el invierno en el mar de Bering y el verano en el mar de Chukchi.

Relación con el ser humano
Para los inuit, la morsa ha tenido desde antiguo un importante significado religioso. Además, ha tenido un papel decisivo en todos los ámbitos de la vida de este pueblo, ya que de ella obtenían carne y aceite y sus colmillos, tanto como el resto de sus huesos, les proporcionaron un inapreciable material de construcción en un clima en el que los árboles son muy escasos; los estómagos de morsa con moluscos Cardium son todavía hoy considerados una exquisitez. La caza de la morsa llevada a cabo por los inuit, sin embargo, era de mera subsistencia y no supuso ningún peligro para la especie. Todavía hoy se permite a los inuit cuotas regulares de caza de subsistencia en Canadá, Rusia y Groenlandia.

Cuando los europeos llegaron al sur de los mares árticos en el , la morsa se vio por primera vez en trance de desaparecer como especie pues empezó a ser objeto de caza intensiva, sobre todo a causa del marfil de sus defensas, cuya calidad solo es inferior a la del que se obtiene de los elefantes. Las morsas habitaban por la costa este de Norteamérica, hasta Cabo Cod y en el golfo de San Lorenzo. En esta zona, en los siglos XVI y XVII se mataron anualmente varios miles de morsas. En el  ya no quedaba ni un solo ejemplar al sur de Labrador. En busca de colonias de morsas todavía no descubiertas, los cazadores fueron entonces internándose en regiones más y más remotas. Puede dar una idea de las proporciones de las matanzas el hecho de que solo entre 1925 y 1931 fueran cazadas en la isla de Baffin, en el Ártico canadiense, alrededor de 175 000 morsas. La morsa del Atlántico estuvo por este motivo al borde de la extinción y, por causas que se desconocen, sus poblaciones siguen sin recuperarse: solo subsisten hoy 15 000 morsas del Atlántico, una fracción mínima de la población original.

La morsa del Pacífico fue sometida a masacres parecidas, aunque su caza se inició en fecha posterior. Sin embargo, sus poblaciones se han recuperado significativamente gracias a las medidas proteccionistas introducidas por Estados Unidos y Rusia y hoy cuenta de nuevo con unos 200 000 ejemplares. Por ese motivo, la especie en su conjunto no se encuentra en peligro de extinción.

También la contaminación afecta a las morsas, que son especialmente sensibles a los vertidos de petróleo, ya que los hidrocarburos se depositan en los fondos marinos, lugar en que las morsas encuentran su alimento, reduciendo así el número de sus presas.

Referencias

Enlaces externos

 USGS - Pacific Walrus Research (en inglés)
 La morsa en www.seaworld.org  (en inglés)

Odobenidae
Géneros monotípicos de mamíferos
Fauna del océano Ártico
Mamíferos del Neártico
Taxones descritos por Carlos Linneo
Animales descritos en 1758


The property sector is renowned for its hefty bonus culture and large pay hikes. While property professionals may still be seeing their annual pay rise, a lot of them are not enjoying the same annual bonuses they are used to.
Property professionals are starting to bid farewell to the bonus culture they have enjoyed as property developers and house builders start to see their profits tumble.
To get an insiders perspective on what property professionals are earning a good starting point is the Royal Institute of Chartered Surveyors and MacDonald & Company Salary Survey 2008.
Its survey was completed by 10,476 UK surveying professionals between 16 December 2008 and 6 February 2009 and found that 10% of those surveyed experienced a pay cut in the last 12 months.
While a further 45% expect to have their pay cut in 2009.
Some 12% of investment agents have already experienced a decrease in pay and a further 77% anticipate a pay cut over the next 12 months.
Overall, the survey reported a 0.8% decrease in salaries between 2007 and 2009 but RICS stresses that 2008 figures are not comparable against 2007.
The average salary of those that responded to the survey is £40,787, excluding bonuses and other benefits.
The profile of the people that answered the survey in 2008 differs vastly from those that took part in it the previous years. Around half, 52% of those that took part in the survey were in roles such as assistants/probationers, compared to only 28% in 2007.
There was also a lower proportion of associate directors/managers, partners/executives and principals/owners.
The average age of participants also fell for the second year in a row, to 35 in 2008, compared to 38 in 2007 and 40 in 2006.
Although 75% of people in the survey have reported a pay increase compared to 77% the previous year, RICS says this is in fact balanced out by a higher average reported increase, of 7.5% against 6.6% in 2007.
Those working in Greater London and the South-East continue to earn the most, in contrast to those in South West/Wales and Scotland, who typically earn the least.
It also seems the more responsibility you have the more you earn, those in the survey that had greater responsibilities such as partners and executives have seen their average salaries increase by 12%, from £71,716 to £80,206.
This is in contrast to principals/owners whose average salaries have decreased by 15%, from £86,857 to £73,544.
There is good news however if you gain your RICS qualification. The average salary of RICS members is roughly £49,366, some 51% higher than non-chartered personnel who on average earn £32,729.
Members between the ages of 23 and 26 earn 31% more than their non-RICS counterparts and those aged between 36 and 45, enjoy salaries 36% higher.
It is not surprising to hear that bonuses are down in the property sector. The credit crunch has made a big dent in companies profits and forced many of them to scrap bonuses altogether or lower them significantly.
The percentage of employees receiving a bonus has fallen from 59% last year to 42% in 2008. Those that took part in the survey received on average a £5,596 bonus, compared to £9,411 in 2007.
Those that work in fund management saw the biggest dip in their bonuses, despite still reporting on average a £29,598 bonus. Investment brokers received an average bonus of £24,964 and those in commercial development around £14,794.
The number of people with performance related bonuses has also dipped significantly, with the number of these types of bonuses dropping almost 50%.
While there are a few indicators to suggest salaries in the property world are on the downturn, those that work in the sector still enjoy some of the most generous salaries around. So while there might be a current slip in their salaries, wages in the property sector are still some of the most attractive on offer.


Brigadier Ian Caws was commissioned into the Royal Engineers in September 1976. Early tours included Berlin, Hong Kong and Hameln followed by Professional Engineer Training and 2 years working an Australian civil engineering company building roads in Brisbane and designing industrial buildings in Melbourne. His civil engineering career was then put on hold whilst he attended Staff College, commanded an armoured engineer squadron in Germany and filled staff posts in the MoD, HQ ARRC and HQ 1(UK) Div.
Command of 25 Engineer Regiment in Northern Ireland brought a welcome return to a wide range of construction tasks, some of which had to be taken down again following the IRA ceasefire! Two years planning worldwide military operations in DMO's team in the MoD were then followed by the chance to participate himself whilst CRE in HQ 3 (UK) Div, with tours as Chief Engineer in HQ KFOR, and as Chief Engineer HQ ISAF. On promotion to Brigadier in 2002, he took up his final post in the Army as Director of the Army Infrastructure Organisation, leaving in 2005 to take up the post of Bursar at the Dragon School in Oxford. He stepped down from the Dragon in October 2016 and took up the post of Director of Operations for Cobseo – the Confederation of Service Charities – in March 2017.


There was not a Reformer of any prominence who did not stain his hands with the blood of his Baptist brethren; Luther, Melancthon, Zwingli, Bucer, Bullinger, Calvin, Knox, Cramner, Latimer, Ridley, and many others, who endorsed these cruelties and in the face of whose opposition they would not have been committed. Some of these in turn were burned at the stake themselves, in the carrying out by the Romanists against them of the same line of argument which themselves employed against the Baptists. When defending themselves they claimed the rights of conscience and denied the right of others to persecute, but when opposing Baptists, urged the necessity of the extinction of heresy even by putting heretics to death. They could not see that they themselves were also heretics, and that others had just as good a right to differ from them as they had to differ from the Catholics.


Tea House Times -- Nutterly, makers of the naturally gluten-free Cookie Snap, awed Coffee Fest goers in Anaheim last month with their three nutty flavors - Almond, Hazelnut, and Pistachio - now available in a single serving size.
Co-Founders Lisa Ciraldo and Peter Robinson captured the first place trophy for Best New Product and brought it home to their headquarters in Steamboat Springs, Colorado.
Nutterly has a simple approach to their Cookie Snap recipe; with just a handful of ingredients - nuts, cane sugar, egg whites, and salt - a delicious allergy-friendly treat is yielded.
This gluten-free and dairy-free snack pairs perfectly with a cup of coffee in the morning, mid-day when you need to refuel, or as an after-school snack. You can experience the Nutterly Cookie Snap at retailers around the country, or by ordering online at Nutterly.com.


text:
Q: construct a URL with pageReference params from LWC I am trying to construct a URL PageReference to a visualforce page passing in paramaters for Docusign use. This is working in Aura and also as a Custom URL button using a {!URLFOR} function, so I figure there is a way to do it in LWC. Our client wishes to make the full change to LWC going forward so they asked if we would be able to accomodate. Here is my code:
Apex Method:
@AuraEnabled(cacheable=true)
    public static string getDocuSignUrl(String SourceID){

        Pagereference pg = Page.dsfs__DocuSign_CreateEnvelope;
        pg.getParameters().put('SourceID',SourceID);
        // pg.getParameters().put('DST',DST);
        return pg.getUrl();

    }

Here is what WORKS in Aura:
({

    doInit : function(component, event, helper) {

        let action = component.get("c.getDocuSignUrl");

        action.setParams({

                        SourceID: component.get('v.recordId')

                    });
        action.setCallback(this,function(response){

            const returnValue = response.getReturnValue();
            console.log("docuSignPageUrl >>> ",returnValue);
            component.set("v.docuSignPageUrl",returnValue);

        });
        $A.enqueueAction(action);
    },

    goDocusign : function(component, event, helper){

        console.log('goDocusign!');
        const urlEvent = $A.get("e.force:navigateToURL");
        urlEvent.setParams({

            "url": component.get("v.docuSignPageUrl")

        });

        console.log('docusignUrl =' + component.get('v.docuSignPageUrl'));
        console.log('urlEvent =' + urlEvent);

        urlEvent.fire();

    }
})

It basically is Queueing up the URL with parameters I need (SourceID needs to be recordId) on init, then I can call it and launch the page with the second function, goDocusign. This is working as intended with the correct URL.
Here is my stab at it with LWC:
import { LightningElement, api, wire, track } from 'lwc';
import { getRecord } from 'lightning/uiRecordApi';
import { ShowToastEvent } from 'lightning/platformShowToastEvent'
import { NavigationMixin } from 'lightning/navigation';
import getDocusignUrl from '@salesforce/apex/QuoteWindowInfo.getDocuSignUrl';
import QDOC_NAME_FIELD from '@salesforce/schema/SBQQ__QuoteDocument__c.Name';
import NAME_FIELD from '@salesforce/schema/SBQQ__QuoteDocument__c.SBQQ__Quote__r.Name';
import INTRO_FIELD from '@salesforce/schema/SBQQ__QuoteDocument__c.SBQQ__Quote__r.SBQQ__Introduction__c';
import PAYMENTTERMS_FIELD from '@salesforce/schema/SBQQ__QuoteDocument__c.SBQQ__Quote__r.SBQQ__PaymentTerms__c';
import STARTDATE_FIELD from '@salesforce/schema/SBQQ__QuoteDocument__c.SBQQ__Quote__r.SBQQ__StartDate__c';
import TERM_FIELD from '@salesforce/schema/SBQQ__QuoteDocument__c.SBQQ__Quote__r.SBQQ__SubscriptionTerm__c';
import QUOTE_ID from '@salesforce/schema/SBQQ__QuoteDocument__c.SBQQ__Quote__c';
import SPANNING_QUOTE_ID from '@salesforce/schema/SBQQ__QuoteDocument__c.SBQQ__Quote__r.Id';
import TEMPLATE_FIELD from '@salesforce/schema/SBQQ__QuoteDocument__c.SBQQ__Template__c';
import SIGNER_1_NAME from '@salesforce/schema/SBQQ__QuoteDocument__c.Signer_1_Name__c';
import SIGNER_1_EMAIL from '@salesforce/schema/SBQQ__QuoteDocument__c.Signer_1_Email__c';
import SIGNER_2_NAME from '@salesforce/schema/SBQQ__QuoteDocument__c.Signer_2_Name__c';
import SIGNER_2_EMAIL from '@salesforce/schema/SBQQ__QuoteDocument__c.Signer_2_Email__c';
import SIGNER_3_NAME from '@salesforce/schema/SBQQ__QuoteDocument__c.Signer_3_Name__c';
import SIGNER_3_EMAIL from '@salesforce/schema/SBQQ__QuoteDocument__c.Signer_3_Email__c';
import ACCOUNT_NAME from '@salesforce/schema/SBQQ__QuoteDocument__c.SBQQ__Quote__r.SBQQ__Account__r.Name';

const FIELDS = [
    NAME_FIELD,
    QDOC_NAME_FIELD,
    QUOTE_ID,
    SPANNING_QUOTE_ID,
    INTRO_FIELD,
    PAYMENTTERMS_FIELD,
    STARTDATE_FIELD,
    TERM_FIELD,
    SIGNER_1_NAME,
    SIGNER_1_EMAIL,
    SIGNER_2_NAME,
    SIGNER_2_EMAIL,
    SIGNER_3_NAME,
    SIGNER_3_EMAIL,
    ACCOUNT_NAME,
    TEMPLATE_FIELD
];

export default class QuoteWindow extends NavigationMixin(LightningElement) {

@api recordId;
@api error;
@api qid;
@api docusignUrl;
@api check1 = false;
@api check2 = false;
@api check3 = false;
@api showDocusign = false;
@api response;

// @track signer1Name;
// @track signer2Name;
// @track signer3Name;
// @track signer1Email;
// @track signer2Email;
// @track signer3Email;
// @track accountName;

@wire(getRecord, { recordId: '$recordId', fields: FIELDS })
wiredQuoteDoc({ data, error }){
    if(data){
        console.log('There is data!');
        console.log('record data: ', data);
        this.qid = data.fields.SBQQ__Quote__c.value;
        this.templateName = data.fields.SBQQ__Template__c.value;
        this.signer1Name = data.fields.Signer_1_Name__c.value;
        this.signer2Name = data.fields.Signer_2_Name__c.value;
        this.signer3Name = data.fields.Signer_3_Name__c.value;
        this.signer1Email = data.fields.Signer_1_Email__c.value;
        this.signer2Email = data.fields.Signer_2_Email__c.value;
        this.signer3Email = data.fields.Signer_3_Email__c.value;
        console.log('ACCOUNT_NAME value = ', data.fields.SBQQ__Quote__r.value.fields.SBQQ__Account__r.displayValue);
        this.accountName = data.fields.SBQQ__Quote__r.value.fields.SBQQ__Account__r.displayValue;
        error = undefined;
    }
    if(error){
        console.error('record errors are: ', error);
        data = undefined;
    }
};
constructor(){
    super();

    console.log('constructor() = doInit!');
    // const url = getDocusignUrl({ SourceID: this.recordId })
    // .then(result => { this.response = result })
    // .catch(error => { this.error = error })

    // console.log('result/response = ', this.response);
    // console.log('url = ', url);

}

// connectedCallback(){

//     console.log('docusignUrl connectedCallback: ', this.response);

// }
@wire(getDocusignUrl, { SourceId: '$recordId' })
getParams({ data, error }){

    if(data){

        this.docusignUrl = data;
        console.log('passed recordId = ', this.recordId);
        console.log('Docusign Url = ', this.docusignUrl);
        console.log('data:: ', data);

    }
    if(error){

        console.log('you have errors with Apex');

    }

}

handleCheck1() {

    if(this.check1){

        this.check1 = false;

    } else{

        this.check1 = true;

    }

    if(this.check1 && this.check2 && this.check3){

        this.showDocusign = true;

    } else{

        this.showDocusign = false;

    }

    console.log('this.check1 = ' , this.check1);
    console.log('this.check2 = ' , this.check2);
    console.log('this.check3 = ' , this.check3);
    console.log('this.showDocusign = ' , this.showDocusign);

}

handleCheck2() {

    if(this.check2){

        this.check2 = false;

    } else{

        this.check2 = true;

    }

    if(this.check1 && this.check2 && this.check3){

        this.showDocusign = true;

    } else{

        this.showDocusign = false;

    }

    console.log('this.check1 = ' , this.check1);
    console.log('this.check2 = ' , this.check2);
    console.log('this.check3 = ' , this.check3);
    console.log('this.showDocusign = ' , this.showDocusign);

}

handleCheck3() {

    if(this.check3){

        this.check3 = false;

    } else{

        this.check3 = true;

    }

    if(this.check1 && this.check2 && this.check3){

        this.showDocusign = true;

    } else{

        this.showDocusign = false;

    }

    console.log('this.check1 = ' , this.check1);
    console.log('this.check2 = ' , this.check2);
    console.log('this.check3 = ' , this.check3);
    console.log('this.showDocusign = ' , this.showDocusign);

}

goDocusign(){

    let urlParams = {};
    urlParams[SourceID] = this.recordId;

    this[NavigationMixin.GenerateUrl]({
        type: 'standard__webPage',
        attributes: {

            url : this.docusignUrl

        },
        state: urlParams
    }).then(generatedUrl => {

         console.log('final docusignUrl? ', this.docusignUrl);
         window.open(generatedUrl);

     });

}

the LWC returns a url, but WITHOUT the SourceID parameter I need. I have no idea why this is happening, I am trying the state: property as suggested around but it doesn't seem to want to do anything, can anybody help?
Aura URL = /apex/dsfs__docusign_createenvelope?SourceID=a0m3h000002Cq9YAAS&_CONFIRMATIONTOKEN=VmpFPSdsfs__docusign_createenvelope
LWC = URL = /apex/dsfs__docusign_createenvelope?_CONFIRMATIONTOKEN=VmpFPdsfs__docusign_createenvelope

A: Thanks for the help everybody, but I was not able to find a way to get this to successfully generate the URL via LWC so I wound up going my Aura route. I have the LWC contained inside an Aura wrapper, the LWC passes events up to the wrapper, which then displays my 'Send with Docusign' button, then generates the URL based upon parameters obtained from the Quote Document record by passing it to an Apex Class which puts them on the end of the Visualforce Page url, then finally returning it with a getUrl(); method. This is the only way I was able to get it to work. Thanks again!

redpajama_set_name: RedPajamaStackExchange


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How developers create cinematics
By Xalavier Nelson Jr. 2019-01-04T13:04:57Z
Making a scene.
You might assume that cutscenes are a simple piece of game development, without all that pesky interaction. this is not the case. in fact, examining the production process for cutscenes reveals a messy truth underlying most games—the inherent risk accompanying their nonlinear development.
"For us, the cutscenes were written months before the gameplay was finalised, so we were writing these cinematic beats of high tension and emotional fulfillment... when all the lead-up to those moments hadn't even been conceptualised yet," says Dead Rising 4 writer Shannon Campbell. "We had a map and we knew the rough destinations we wanted to hit, but the road we'd take to get there was a complete mystery."
This process is not atypical, as corroborated by Assassin's Creed III and Far Cry 4 creative director Alex Hutchison. "Usually you want to lock the script as late as possible," he says, "so it can respond to changes in design and missions effectively. But you need a draft script and a strong sense of the narrative early so you can make sure everything will fit together."
In large projects, due to the need to integrate elements from actor performances to the latest rendering tech, once a cutscene is built, changes range from expensive to impossible. "Every change costs more the later in the process you ask for it," says Hutchison. "Changing a whole story on day one costs nothing because you've invested nothing, but changing something in the last month is not only very expensive, it's probably impossible unless it's a straight cut." Campbell calls out performance capture as an example of flexibility restricting as time goes on. "Depending on how much money and production time you're dropping on cutscenes, once a scene is performed and captured, there's not much editing you can do to the actual physical performance."
While cutscenes are being written and conceived, it falls to artists like Alex Kanaris-Sotiriou to begin seeing whether they'll even work. "The concepting stage for cutscenes generally begins early in a project once the core gameplay and broad narrative/event arc have been established," Kanaris-Sotiriou says. "Most productions will want their cutscenes blocked out in some form for alpha (where the game is playable from start to finish using placeholder assets). The cutscenes at this point may be video animatics (moving storyboards) or implemented in a crude fashion with rough camera shots, sliding 'T-pose' characters and placeholder robo-dialogue." Previsualisation, or 'previs', fits neatly into this process, combining 2D and 3D assets to block out scenes before the resources are dedicated to fully realise them.
As development accelerates, designers have to get crafty—particularly in cases where cutscenes are shown in-engine. James Henley, a former cinematic designer at BioWare, reveals some shortcuts necessary to get the sheer amount of dramatic content needed into Jade Empire, Dragon Age: Origins, and Mass Effect: "Working with pre-existing animations, we often altered blend weights on animations or used small parts of a longer animation that may imply an entirely different action when viewed out of context. … Non-standard movement was often implied by cobbling starts and ends of other animations together and carefully managing camera motion and cuts to imply action."
Salarian cinema
Once a cutscene is produced, it falls to people like Michael Elliot—a former content QA tester on Mass Effect 3—to ensure everything runs smoothly. Sometimes, this requires viewing the same scene multiple times. One day, this culminated in an attempt to track an issue with the final confession of Mordin Solus. "There is a moment, near the end of the scene," Elliot recounts, "where Mordin cuts off Shepard mid-argument and yells, 'I made a mistake!" Then there's a beat where Mordin calms himself and says again, "I made a mistake.' ... During one of my playthroughs when I was testing the scene my PC hitched and Mordin's beat between the two lines was missing. Without it that pivotal moment felt wrong, it felt rushed, you don't get to see Mordin came to terms with what he is saying.
"Seeing how [those] few seconds of silence made all the difference in that scene made me realise how much attention went into creating the game, and how much I enjoyed what I was doing."
That's what all of this work from all of these people ultimately hopes to achieve. A two-second pause that, for the player, will mean everything.
Developer favourites
Alex Kanaris-Sotiriou, Polygon Treehouse
Kanaris-Sotiriou appreciates how the Governor's Mansion brawl in the Secret of Monkey Island uses sound effects and Batman-like captions to capture the player's imagination.
Jake Rodkin, Valve
Rodkin recalls how the opening of Full Throttle straddled the technology gap facing adventure games with confidence, mixing pixel characters with 3D motorcycles and cars.
Sean Oxspring
Oxspring reflects on the shocking fall of Prince Arthas in Warcraft III, depicted in the purging of Stratholme."I remember being like, 'I understand why but jeez there's got to be a better way?'"
Chella Ramanan, 3-Fold Games
Ramanan spotlighted a scene of Aya jumping into Bayek's arms in Assassin's Creed Origins, noting the rarity of people of colour being depicted as sexy, strong, intelligent and in love.
Owning a nightclub in GTA Online is fun, but keeping it successful is a little boring


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Q: Different brightness merging multiple BMP files into MP4 using ffmpeg I want to edit a small video frame/image by image without losing quality (or without losing much of it). I have used ffmpeg to split into images using the following line:
ffmpeg -i test.mp4 $filename%%03d.bmp
This worked fine. I tried merging the images back using several lines including:
ffmpeg -re -f image2 -framerate 30 -i $filename%%03d.bmp -c:v prores_aw -pix_fmt yuv422p10le test.mkv
Though, this results in a difference between brightness/contast between original and merged videos. The merged file would be a bit darker (you have to look close) than original file. What can I do to fix this?
Thanks for your time.

A: For getting correct colors (and brightness/contrast), we may manually select BT.709 color standard, and mark the stream metadata as BT.709 using bitstream filter:
ffmpeg -f image2 -framerate 30 -i $filename%%03d.bmp -vf scale=out_color_matrix=bt709:out_range=tv -c:v prores_aw -pix_fmt yuv422p10le -bsf:v prores_metadata=color_primaries=bt709:color_trc=bt709:colorspace=bt709 test.mkv

Testing using synthetic images:

*

*Generating 10 synthetic BMP images using FFmpeg:
ffmpeg -f lavfi -i testsrc=size=1280x720:rate=1:duration=10 test%03d.bmp

*Encoding with the original command:
ffmpeg -y -f image2 -framerate 30 -i test%03d.bmp -c:v prores_aw -pix_fmt yuv422p10le test1.mkv

*Encoding with scale filter and bitstream filter:
ffmpeg -y -f image2 -framerate 30 -i test%03d.bmp -vf scale=out_color_matrix=bt709:out_range=tv -c:v prores_aw -pix_fmt yuv422p10le -bsf:v prores_metadata=color_primaries=bt709:color_trc=bt709:colorspace=bt709 test2.mkv

test001.bmp (converted to PNG):

Playing test1.mkv using MPC-HC media player:

Video is darker, and colors are shifted...
Playing test2.mkv using MPC-HC media player:

Colors are the same as the original BMP file.


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we can print upto 28colours on screen and no.of colours on digital machine.


The Vail Valley is once again lucky enough to host the FIS Alpine Ski World Championships. Over 2 weeks the best skiers in the world will be competing in our backyard with us and 50,000 of our closest friends there to cheer them on. This provides limitless opportunities for business owners in the valley but many challenges as well for them to get ready for the influx of people. There are some big changes coming to both Beaver Creek and Vail mountains and Vail Resorts is leading the charge.
While Beaver Creek has hosted the Birds of Prey World Cup Ski Race annually for many years for the 2015 World Championships they are changing the woman's race course. They started cutting a new trail at the beginning of this month that will be skiers right of the usual Birds of Prey course. If you head to Spruce Saddle at the top of Centennial lift you can see them working on the new course that will be ready for racers in 2013 for the Birds of Prey. Along with changing the course itself they are completely re-doing the finish area. They will be constructing new buildings for spectators and permanent structures that will be able to accommodate the growth of Beaver Creek in the future. Watch this video to see the proposed changes.
Vail will not host any competition races in 2015 but they will be bustling with other activities. Vail will host the opening ceremony, some of the qualifying races, and the medal ceremony; but their daily activities and nightlife is where they will draw the crowds. They will be having many vendors and daily activities for skiers to enjoy as well as free concerts at night. One of the main changes Vail will be highlighting is their new Epic Discovery that will provide many more summer activities for visitors. By having many of the attractions in place for the huge winter crowd to see, it will get them excited to book their return trip in the summer. Vail Mountain plans on adding a new hiking and mountain biking trails as well as more adventitious activities like zip-lines and an alpine slide that will run on raised rails. For more information click here.
These new changes will provide for the long term success of the world class resorts in our backyard. With Vail Resorts focusing on both winter and summer activities it can ensure that there will be visitors coming to our lovely valley for years to come. Watch this video for more information on the changes and coming races.
Please contact me for more information on these changes or any questions you may have about the Vail Valley!


A detailed review of Snapheal by Macphun, which is the best product to remove unwanted objects from your photos. Includes screenshots, tips and tricks and more.
Quickly and easily remove unwanted objects from your photos - plus a whole lot more!
I've been using Lightroom for a while now and while it is a very capable product that I love to use, I have to admit that the accuracy of object removal is only decent. I use it all the time to remove little distracting elements in my shots, such as dust spots or perhaps a tiny little distant bird in an otherwise clear sky. It works great for that.
But what about the bigger, more involved things? In my experience, Lightroom doesn't work that well for those items - and that's when I turn to Snapheal from Macphun.
While I try to set up my shots to minimize the need to remove things, there are times when it is unavoidable. Maybe someone walks into your shot. Perhaps there is a distracting street sign in the way. Maybe there are power lines. Or maybe it's something that just gets under your skin, and it's distracting you.
We've all had these issues, and if you can't work around them in the field, you work to remove them later in the digital darkroom. That's part of the beauty of digital photography. While I don't advocate doing everything with just software (you need to get some things right in the field), it sure is handy just in case.
Now that I am exclusively using Macphun's Creative Kit to process my photos (+ Aurora HDR Pro), I have also been spending more and more time with Snapheal. Sadly, you just need products like this, because you need to remove stuff. It happens, but at least there is a solution for it.
But here's the thing - Snapheal is a JOY to work with. It's very easy to use yet very capable. The clean interface hides a powerful engine underneath. It works wonders on my photos, even the ones that I thought were going to be a real pain in the neck.
I have tried removing objects in Lightroom to no avail, and then when I turn to Snapheal, they are just gone. It's a beautiful thing. To be clear, it takes a little work, and no product of this type is "perfect". What I mean is that Snapheal is the best I have seen, but it's not always a 1-2 second fix, like removing a dust spot. Sometimes it's a little more involved than that, but it does work. You just have to understand the product and how to use it, and you may have to experiment a little.
This is a full-featured product!
So, let's take a closer look at the product. Sound good? Ok, great!
We will divide this review into three sections, since there are technically 3 sections of Snapheal that you can edit your photo in: Erase, Retouch, and Adjust.
These are listed in the upper right section of the main page. You can't miss them!
Being able to remove objects from your photos is the basic idea behind Snapheal, and it works great. I've used it on a lot of photos, and I find it always works well (and better than Lightroom).
Using this tool is very straightforward. You select the brush, paint it over whatever it is you are planning to remove, and then choose an Erasing Mode and hit Erase! But there are some things to consider here before you just paint and erase. It's not a haphazard sort of thing, at least for me.
In my experience, each image is different and thus may require a different approach. I get the best results when I try it out a couple of different ways, because each tool for erasing may work a little different on each image. Some modes work better than others on one image, and a different mode may work better on the next image. In other words, take your time and experiment, and you will get it right.
First is the paintbrush that I mentioned already. You can adjust the diameter, paint over your object, and you are ready to go. If you happen to paint over something you want to keep, just select the eraser tool (next to the paintbrush icon) and remove the mask from that area. Simple.
Let's take a look at this image, which was shot on Leake Street in London. It's a graffiti tunnel (I guess that's obvious), and it's a very interesting spot for photography. It's a short walk from Big Ben actually, so it's a nice off-the-beaten-path option for when you are tired of all the "big ticket" sightseeing in London. Call it a grunge option after seeing all the pretty stuff!
Anyways, I like this image. It's a 5 exposure HDR that I created in Aurora HDR Pro. I actually like the guy sitting there, but I find his big backpack a little distracting. I guess he had all his cans of spray paint in it, but I want it outta there. I prefer to just have the dude hanging out, like he is contemplating his art. So let's take care of that!
Because I want a high level of precision in this removal, I have chosen the Dynamic erasing mode and the Highest setting under precision. You see, the bag is up against the guy and I know this first pass won't be entirely clean. It will need a little further touch-up, but that's ok and we will get to that in a moment.
As you can plainly see, the bag is gone, but it's not entirely clean yet. It's a little choppy where his pants touch the sidewalk he is sitting on. But, that makes sense, because that was hidden behind the bag and thus Snapheal had to sort of guess what it looked like. That's ok though, because we can easily fix that and make it look normal, and we will do that with the clone and stamp tool.
To my eyes, that looks WAY better, and much more natural. There is a normal look to his pants and where he is sitting - much better than the first pass removal looked. This is exactly why I mentioned above to take your time. You may need to experiment a little when you have oddly-shaped items to remove, or when things overlap each other such as in this photo. The software is really good at figuring things out, and then with a little clone and stamp work I find that I can fine-tune it if needed.
Altogether, this was just a couple of minutes worth of work, so it's not time-consuming at all. The product works quickly, and the longest part of it is just experimenting to get the proper erasing mode and precision level (the higher the precision, the longer it takes).
Next to the paintbrush and eraser icons is the lasso tool. This offers you a different way to remove objects. As soon as you click on it, you will get a little menu below it with either a polygonal lasso or a freehand lasso. I'll show you in the next couple of screenshots.
These two options allow you to choose the shape of what you plan to put the lasso around - the lasso is used to surround the object you want to remove. The polygonal lasso draws straight lines around your targeted object, whereas the free lasso allows you to draw it in yourself, freehand (in any shape you want, and no need to use straight lines like with the polygonal lasso). It's just a different way to "paint" over your object, instead of using the paintbrush.
Once you have drawn the lasso around your object, it creates a mask over it, and that is what will be removed. You then just choose your erasing mode and precision, and hit Erase!
Since I like this scene the way it is, I didn't actually remove that rock. This was just a few example screenshots to show you how to use it. There are just some situations that would be better off with the lasso tool, instead of the paintbrush, so this is a great option to have in case you need it.
Call this feature an unexpected treasure, especially considering that this product is sold as an object removal product. It does a great job removing objects, but who knew it could also allow you to selectively mask in adjustments to specific parts of a photo? Who would think to include that here?
Well Macphun thought of it, you can do that right here in Snapheal, and it works really well!
For this section and the next section, I will use a photo that I took in London and processed in Aurora HDR Pro. It's a completed photo in my book - it's just being used here for demo purposes to illustrate these two additional capabilities in Snapheal.
Like with any masking tool, you have a brush (and an eraser of course, in case you need to alter your mask) and once you adjust the diameter, softness and opacity, it's time to start laying the mask onto whichever section of your photo needs an update.
And please note that I just painted this mask in pretty quickly, as part of the demonstration, and did not make a huge effort to get it *exactly* clean along the edges. Obviously in a real situation I would do so. Just wanted to clarify that bit!
Once the mask is painted into the part of the image you want to adjust, all that's left to do is just move some sliders. Because of the mask being in place, the masked area is the only portion of the photo that will be affected by any slider movements you make.
While we both probably agree that the above changes don't look good on this photo, this was just an example of this fabulously powerful tool that is built in to Snapheal. It gives you a lot of freedom and creativity to go out and craft your masterpieces right here in Snapheal, without having to move back and forth to numerous other apps.
You could adjust a sky in a photo to give it more of a color pop. You could bring up some details in an architectural shot. The options are limitless, thanks to the selective masking you can do here.
Personally, I find this feature VERY impressive - and interesting - and convenient!
This is another thing that I did NOT expect to find in a product that is used for object removal. This is just a little bonus from the folks at Macphun. But it's a great little add to the product, that's for sure.
It works very easily - you literally just move sliders until the image is to your liking. Unlike the Retouch section which we covered previously, the adjustments here are global in nature - they affect the entire photo. There is no masking here. If you need to make targeted adjustments with masks, that's reserved for the Retouch section which we previously covered.
But that's ok. There are many instances where I make global adjustments to a photo. It could be dragging the Clarity slider, or Temperature and Tint, or an Exposure adjustment. It just depends on the image. But regardless of when and how you use them just know that they are right there in Snapheal, ready and waiting for you!
Here's that same photo, shown in it's original state, but this time on the Adjust screen. To get to this screen, you just click on Adjust in the upper right section of the screen.
Since sliders like this are fairly commonplace, I won't bore you by going through all of them and sharing screenshots from them all. I think, based on what each slider is named, you can easily figure out what it does to your photo.
As you can see, that is a SIGNIFICANT change from the base photo. In other words, these sliders aren't just window dressing - they actually work, and work well.
But wait, there is more! Here's a parting bonus for you!
If you recall up above, I also mentioned that you can crop, rotate, flip and straighten your images right here in Snapheal too. Let's take a quick look at that stuff. Note that this capability is only available when using the product as a standalone piece of software. If you use it as a plug-in to a host program (Photos, Lightroom, Photoshop, etc) then this functionality will not be available.
All your choices of actions are along the bottom: Rotate, Flip, Ratio and Angle. Below are a few screenshots indicating some of these actions in use. It's all pretty self explanatory.
Once you have it looking the way you want it, just click the Crop button with the green check, and you're all done!
It's all pretty straightforward, but once again it's a set of actions that you wouldn't expect to find in a product that is billed for its object-removal skills. Hey thanks Macphun, that's another bonus in Snapheal! I'll take it!
Ok folks, that pretty much covers Snapheal. It's a robust product, it's easy to use and has a simple interface, and the engine underneath it all is very powerful. You will love using it!
If you are interested in purchasing Snapheal or downloading a free trial copy, you can do that here, or click on the banner below to be taken to Macphun's website to get more details.
Special discount for my readers: if you buy Snapheal (or any Macphun product) use the discount code JIMNIX to get 10% off your order! Thanks and enjoy!
If you have any questions or comments, feel free to leave them below or use the contact form to send me an email.


We're looking for skilled, unique individuals to join our team. We work to provide personalized services to our customers and we are always looking for new team members who share the same passion. Sound like you? Opportunities abound! Review our available positions and contact us today. We will follow up with you quickly!


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City Attorney | Chief Legal Officer
Boards, Commissions and Agreements
Independent Ethics Commission
Administrative Regulations
Memorial Health Systems Resolutions and Agreements
Prosecution / Municipal Court
Mail Disposition Form
Motion to Continue Form
Request for Discovery
Traffic Offense Point Reductions
Board Details and Roster
Complaint and Inquiry Procedure
Any person may file a written complaint or an inquiry for consideration by the Independent Ethics Commission confidentially through the City Attorney regarding a matter involving a provision of the City's Code of Ethics . An inquiry can also be submitted by one of the "covered persons" in the description listed above for an ethics review of an intended or considered action.
Download a Complaint Form
Additional Information for Complaints and Inquiries
I. Complaints:
A Complaint is a request for an investigation of or report on an alleged violation of the City's Code of Ethics.
A written Complaint must be filed confidentially. A Complaint filed anonymously may be dismissed by the Commission.
A Complaint may only be considered by the IEC for matters which meet these requirements:
An alleged breach of the City's Code of Ethics for matters occurring within the last twelve (12) months from the date of the Complaint;
The alleged action must have been committed by a covered person subject to the jurisdiction of the IEC. Covered persons subject to the jurisdiction of the IEC are: elected officials; administrative officers; Municipal Court Judges; and members of boards, committees, or commissions appointed by City Council, the President of Council, or the Mayor. Ethics Complaints against all other covered persons (employees, volunteers, and independent contractors) should be filed with the Human Resources Department for the City of Colorado Springs or Colorado Springs Utilities.
The Complaint must be non-frivolous.
A Complaint shall set forth the following to the best of the complainant's ability:
The name of the individual, either personally or on behalf of an organization, submitting the Complaint, best available contact information including mailing address, telephone number, and electronic mail address.
The identity of the person(s) alleged to have committed a violation of the Code of Ethics.
A full description of the facts known to the person filing the Complaint which are alleged to constitute a violation of the Code of Ethics.
The identities and contact information (if known) of other persons who have knowledge of such facts.
A signature of the person submitting the Complaint with a verification stating the following:
"The undersigned hereby certifies or affirms that the information contained within this complaint is true to the best of my knowledge, information, and belief. I have not filed this complaint for the purpose of harassment or to falsely disparage the individual(s) claimed to have committed violations of the Code of Ethics."
You may use this form to file a complaint. You are not required to use this form. However, your Complaint must be in writing.
II. Inquiries for Consideration:
An Inquiry for Consideration is a request for an advisory opinion from the IEC regarding whether a future action by a covered person subject to the IEC's jurisdiction would be a violation of the City's Code of Ethics, or the means by which a future action could be taken without violating the City's Code of Ethics.
An Inquiry for Consideration may only be considered by the IEC for matters which meet these requirements:
The Inquiry for Consideration must be regarding covered persons subject to the IEC's jurisdiction Covered persons subject to the IEC's jurisdiction are: elected officials; administrative officers; Municipal Court Judges; and members of boards, committees, or commissions appointed by City Council, the President of Council, or the Mayor
The Inquiry for Consideration must be non-frivolous.
An Inquiry for Consideration may not be submitted anonymously and shall set forth the following:
The name of the individual, either personally or on behalf of an organization making the Inquiry for Consideration, best available contact information including mailing address, telephone number , and electronic mail address.
The identity of the covered person subject to the IEC's jurisdiction and his or her title or position.
A full description of the facts known to the person filing the Inquiry for Consideration.
Resolution No. 32-17 Independent Ethics Commission Rules of Procedure
Meeting Notices and Agendas
The IEC meets to review and discuss advisory opinion requests, complaints and other matters as set forth in §1.3.103(A) of the City's Code of Ethics. The meetings are open to the public, except when the IEC goes into Executive Session. The Agendas for all meetings are posted at least twenty-four hours prior to a meeting.
January 18, 2022 agenda
August 8 Open Session


You may be interested in taking a gap year to explore your interests and further develop your goals before diving further into coursework. This can be a great opportunity to focus on enriching life experiences, but finding the right fit for your gap year is essential. Review our resources below to get started, and consider making an appointment with a career counselor to aid in this process.


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GREER BUSINESS NEWS
City's Ridgill graduates UNC information officer program
Jim Ridgill, Information Technology Manager for the City of Greer, is one of nine public sector leaders from South Carolina to successfully complete the 2011 Certified Government Chief Information Officers (CGCIO) Program at the University of North Carolina at Chapel Hill's School of Government.
The program, offered in conjunction with the Municipal Association of South Carolina, is the first program in the nation specific to local government CIOs. The program encompasses the broad spectrum of responsibilities facing those IT professionals, including management, leadership, legal, regulatory, and enterprise topics.
City hands out Christmas bonuses; $23,150 purchased through initiative
Merchants that are members of the Greater Greer Chamber of Commerce will begin seeing more green flowing into their cash registers. The chamber has announced $23,150 has been purchased through its "Keep the Green in Greater Greer" shop local initiative.
The city of Greer purchased $20,000 worth of gift cards and presented them to city employees at this morning's annual Christmas breakfast. Each full-time employee received a $100 gift card and part-timers received $50. The cards are redeemable at any of the 688 chamber members' businesses that accept MasterCard, Visa or Discover.
Barroco Mexican Bistro closes
The Barroco Mexican Bistro at 906 W. Poinsett Street has closed.
The restaurant featured Mexican and Latin American cuisine with a price point of $9 to $15 and served lunch and dinner. The owners up fit the restaurant with a bar to serve wine, beer and alcoholic beverages.
X3 sales steer BMW Group to record month
The BMW Group continued on its positive course in November – sales climbed to 138,978 vehicles, an increase of 7.7 percent over the previous year (py) (129,001). Global sales of BMW, MINI and Rolls-Royce brand automobiles rose to 1,510,862 (py 1,319,808) units in the first 11 months of the year, 14.5 percent more than in the same period last year and a new record for the company.
The Greer-based BMW Manufacturing Co. - assembled X3 broke through the 100,000-unit mark for sales to the end of November. With 106,103 vehicles sold, this highly-successful model grew at a rate of 157.3 percent (py 41,242 as production was ramping up). Ian Robertson, member of the Board of Management of BMW AG, responsible for Sales and Marketing: "This was our best ever November sales month, with growth right across the world. We have already sold more vehicles in the first eleven months of this year than in the whole of 2010 and we have also broken our sales record from 2007 (1,500,678). This puts our record sales target for the full year of more than 1.6 million vehicles well within reach. In November, the main impetus for growth came from the BMW X3, the BMW 5 Series and the BMW 6 Series – with further momentum from the new BMW 1 Series, which has been available on the market since (September 18) and has already received several awards from automotive media."
Tis' the season for shoplifters
Tis' the season for shoplifters, according to Greer Police Department Lt. Jim Holcombe and the National Retail Federation (NRF).
Holcombe concurs with the NRF's finding that 40 percent of theft caused by shoplifting typically happens during the holiday season.
Danner selected for Ten at the Top executive committee
Greer Mayor Rick Danner has been selected as a member of the executive committee for Ten at the Top an economic arm that encompasses 10 counties in the upstate.
The 60-member board comprises business, non-profit and civic leaders. They are charged with representing the region and their community in fostering trust and collaboration within the region, serving as an advocate for regional thinking within their specific city or county, assisting TATT in engaging elected officials, business and community leaders within their community, and supporting general organizational functions.
'C'mon man' goes to the Greer Chamber for mystery guest!
This "C'mon man" goes to the Greater Greer Chamber of Commerce courtesy of all the participants who suggested the mystery speaker for today's First Friday luncheon.
GreerToday.com offered a $25 gift card to Wild Ace Pizza and Pub to the person who correctly guessed the mystery speaker.
Abraham Lincoln. That's right, the 16th President of the United States, portrayed by Gerald Young Pitts was the mystery speaker. Pitts, near the same stature of Lincoln at 6-foot-4, wore a black long-tailed suit with the trademark tall top hat reminiscent of the Civil War period. He was in character throughout including entering the room to Allen Smith's introduction featuring a U.S. flag on wide screen TVs and music to "Hail to the Chief".
The chamber offered "A penny for your thoughts" as a clue late Thursday.
Greer manufactured SAVs boost BMW Group sales
The BMW Group in the U.S. reported November sales of 26,271 vehicles, an increase of 14.8 percent from the 22,883 vehicles sold in the same month a year ago. Year-to-date, BMW Group sales are up 14.6 percent to 272,873 in the first 11 months of 2011 compared to 238,157 in the same period in 2010.
Sales of BMW Sports Activity Vehicles (X3, X5 and X6) increased by 90.6 percent in November to 7,793 vehicles from the 4,088 sold last November. Year-to-date, sales of SAVs were also up 51.3 percent, to 64,232 vehicles compared to the 42,461 sold in the first 11 months of 2010.
BMW, Toyota partnering on environmentally friendly technologies
BMW and Toyota have agreed to work together on green car technologies, specifically the development of lithium-ion batteries for electric and hybrid vehicles, the heads of both companies said today at the Tokyo Auto Show.
BMW agreed to supply Japanese carmaker Toyota with clean 1.6- and 2-liter diesel engines beginning in 2014 in Europe as part of the partnership. Toyota plans to expand its European football and sell more fuel-efficient, diesel cars.
Penny for your thoughts can turn into $25 gift card
Here's the hint the Greater Greer Chamber of Commerce sent to its members for First Friday's mystery guest: "Penny for your thoughts?"
The chamber's staff has been giddily smug keeping the guest's identity secret for the final Friday meeting this year.
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