What is Glassdoor serving its customers?
Glassdoor is owned by Recruit Holdings Co., Ltd., based in Tokyo, Japan.
Still largely unregulated, leading recruitment advertising companies like LinkedIn, Indeed, ZipRecruiter and Glassdoor, among others, imply their services deliver benefits that no rational person believes are possible — while job seekers nonetheless swarm those sites like flies drawn to the nutritious scent of dung.
Everyone knows it's phony marketing. But everyone excuses it as par for the course. And the employment industry banks on this contradiction between what consumers know and what they tolerate.
Hapless users routinely excuse the wild marketing claims and unforgivable sales tactics that now seem to define America's employment system — which is now embodied in this small handful of online recruitment advertising firms. Frustrated job seekers have become numb to wasting their time and money — because employers openly endorse and participate in a shameful system of recruiting and hiring that challenges credulity.
It's shocking the law has not come down on employers and an employment industry that together manipulate the information a nation relies on to fill jobs with workers. The latest example is an expose of the leading repository of "company reviews" that job seekers grudgingly rely on when deciding where to go work next.
We've discussed the problem of data gathered from anonymous sources before. In Glassdoor Salary Data: Worse than useless we looked at how Wired magazine's Rachel Nuwer reported a simple test that shattered the myth of Glassdoor's vaunted salary surveys.
We saw that the "self-reported" salary information published by Glassdoor — if relied upon for salary negotiations — could cost a job seeker an additional 69% worth of compensation, according to Wired. When Glassdoor's slap-happy anonymous data is compared to rigorously vetted salary data gathered directly from employers, it seems the job applicant stands to lose.
Last week, the Wall Street Journal released a damning report that addresses what skeptical job seekers have long been asking: Is wrong information being given out at Glassdoor, the employee feedback site where anonymous people rate the companies they work for?
Says the Journal: "Glassdoor's company ratings are a powerful weapon in job recruiting, giving companies an incentive to inflate them." And inflation is what the analysis found.
The power of Glassdoor and its impact on the American job market and economy cannot be underestimated — nor can the import of the Journal's findings.
The Journal found that many employers take special measures to try and manipulate their reputations by "encouraging," "galvanizing" and "pressuring" employees to post "five-star" reviews. But the question is, what liability does Glassdoor have for it?
No amount of rationalizing ("Well, I take the reviews with a grain of salt, but I rely on them anyway.") excuses a job seeker's reliance on company reviews that were prompted by the reviewer's employer. And when we see how and why those reviews were prompted, Glassdoor's entire database of reviews takes on the smell of a barrel of fish that includes maybe a few — and maybe a lot — of rotting dead ones.
A concerted conspiracy to manipulate recruiting?
You can and should read the analysis for yourself. But let's look at the screaming evidence of manipulation behind the "spikes" in five-star company reviews on Glassdoor.
The Journal reports that its analysis "identified over 400 companies with unusually large single-month increases in reviews" that statistically seem to be related to efforts by those companies to boost their ratings on Glassdoor.
Is this a concerted conspiracy to improve recruiting by manipulating companies' reputations among job seekers? Can a company with serious employee relations problems make itself seem like a sweet place to work by encouraging, pressuring and rewarding "target groups" of its workers for juicing reviews on Glassdoor?
The Wall Street Journal seems to imply that employers are gaming Glassdoor's company review system, but the Journal's analysis actually seems to reveal that Glassdoor is in on the game.
Let's look at what the Journal tells us.
Which companies are jamming the frammitz?
The Journal delivers details from its analysis of "roughly 8,500 companies with the most Glassdoor reviews" and calls out these specific companies — among 400 it claims had suspicious spikes in their reviews.
What did over 400 companies do to "spike" their reviews?
The Journal inquired about how the review spikes occur, mostly around each October, when Glassdoor hands out its "Best Places to Work" awards.
Say what? Internal encouragement? Do you mean like this?
The investigation revealed that reviews "balloon" around the annual October deadline for Glassdoor's Best Workplaces award.
Hey – No free mugs!
Glassdoor's warnings, employers' branding campaigns, and rewards for employees to post five-star reviews collide while Glassdoor seems to turn a blind eye.
Who pulled off this 15X increase in 5-star reviews at SpaceX?
Do you know where to list accomplishments on your resume?
Oops. Forget you ever heard about those free mugs. It seems Glassdoor did.
Does Glassdoor do anything to prevent "spikes" in 5-star reviews?
But there's no mention of what measures Glassdoor has in place to maintain the integrity of reviews. If Glassdoor is the innocent while its corporate customers are gaming it, then how does the Journal explain this?
How does the Journal explain taking money to boost an employer's reputation?
Is Glassdoor encouraging "spikes" in 5-star reviews?
"Each year, Glassdoor drives traffic-and a flood of reviews-to its site by ranking hundreds of companies and CEOs in the U.S. and four other countries." This is Glassdoor's "Best Places to Work" ranking. Could that be Glassdoor's way of (Wink, wink! Nod, nod!) encouraging its customers to cause sudden spikes in their company ratings?
Do 5-star reviews pay off?
Is it time for an award?
Millions of job seekers swarm Glassdoor for salary data and "reviews" of employers, seemingly convinced that millions of Glassdoor users — including employers and HR professionals — can't possibly be wrong.
But the Wall Street Journal's investigation of Glassdoor's and employers' practices has revealed a stink unrivaled in the employment industry.
The only prudent conclusion one can draw from the Journal's analysis of millions of reviews about over 8,500 companies on Glassdoor is that Glassdoor is crack for Human Resources departments that need a powerful stimulant to make their corporate reputations feel better — at any cost.
The Journal seems to have revealed a pervasive public relations manipulation whose objective is to game reputations.
Perhaps not surprisingly, a search of the websites of a dozen leading HR associations one week after publication of the Journal's report doesn't turn up any articles about it.
Notably, SHRM (the Society For Human Resource Management) seems to have posted nothing about the matter.
Glassdoor itself has published no response or comment on its website, and does not list the Journal's article on the "Here's what others are saying about us" section.
Glassdoor is not in business to deliver honest, accurate, valid, reliable salary information and "reviews" of employers. If it were, it would immediately require reviewers to disclose their identities and to be accountable for the salary information and employer reviews they post. The excuse that people won't post honest reviews if they must disclose their identities rings hollow, now that we know the outcome of permitting anonymous reviews.
Glassdoor is in business to generate as much site traffic and revenue from employers as it possibly can. Absent regulations that would force the company to validate the data it sells, and to refrain from tacitly and explicitly permitting, encouraging and rewarding its customers for gaming Glassdoor's ratings system, job seekers have no reason to expect Glassdoor can or will help them make sound decisions about where to work or how to negotiate job offers.
The shocking failure of Glassdoor to ensure the validity and reliability of information it sells to employers and job seekers alike reveals a business model run amuck amidst gullible — nay, stupid — users who really, really want to believe they cannot seek out honest, legitimate information about the reputations of employers on their own. Why do the work, when automation will deliver answers for a price?
The chance that any information found on Glassdoor is dishonest is much greater than zero. In fact, based on the Wall Street Journal's investigation, it is more likely than not that information being given out at Glassdoor is dangerously tainted if not simply wrong.
No one — not employers and not job seekers and not any company's employees — needs the anonymously generated, unaccountable information Glassdoor sells, because it is too likely to be worthless or dangerous, and too likely to distract people from the all-important task of making their own sound judgments based on real interactions with other people who are personally accountable.
The business world — especially the HR profession — doesn't think there's really anything wrong with what the Journal found.
Do you buy what Glassdoor is selling? How do anonymous company reviews affect employers, job seekers, the job market and our economy? Does anybody care — or is this just the way it's going to be?
In the January 22, 2019 Ask The Headhunter Newsletter a reader asks whether negotiating a good job offer would be crazy.
I'm a Senior Data Scientist and I just got a job offer, but the salary is about $1,000 lower than I expected. It's a management position with less than a dozen staff reporting to me. They also offered a very generous signing bonus of about $50,000.
I think the salary offer is so low because in the interview I was bad at white boarding, and they told me that. But I explained that other skills like machine learning are far more important in this position, and they agreed that's one of my key strengths. Obviously they agreed enough to want to hire me.
I understand they're using the signing bonus to hedge their risk, but I still want to negotiate the salary. What do you think? In this situation, how crazy is this idea? Thanks!
Harvard Business Review has called Data Scientist The Sexiest Job Of The 21st Century. Forbes reports it's the best job in America. Does that make you worth a lot? Probably.
Does that mean you should be greedy? Absolutely not. Don't let your market value go to your head, and do not discount the judgment they made about your white boarding skills.
The value of data science depends on the kind of business in which its practiced — something I don't know in your case. (Is it marketing? Is it financial services, or consulting?) Apparently the value of white boarding is higher than you think, or this employer would not have made a point about it.
Would you turn down the offer?
I think you should ask yourself this question: If you tried to negotiate and they were not to budge on the salary, would you still accept the job?
If you would, then I would not bother negotiating for a $1,000 increase. Given the size of the starting bonus, I'm guessing the salary offer is way over $100,000. That means the $1,000 is a bone of contention of less than 1%. This is what I refer to as One big negotiating no-no. In a moment, I'll tell you why it's risky to be greedy.
But let's put the $1,000 aside for a moment, because it's still important to consider two of the key issues in any job-offer negotiation.
Is this a good place to work, and are they demonstrating that they really want you?
Is the compensation enough for you?
First, what I really mean is, Do you really want this job? Do you want to work with these people? If you don't, then don't do it for any amount of money. If you do, then calculate the future value of the job and the cohort you'll join. (See It's the people, Stupid.) Then ask, What does $1,000 mean in this context?
Second, what I'm telling you is, If the salary offered is not going to make you happy, then negotiate the offer or reject it.
That's how I'd judge the offer.
Now let's focus on your particular case. It doesn't seem the offer is inadequate — not if the difference is less than 1%. While that $1,000 may mean a lot to you — and I don't mean to disparage your concerns –, I also have to be blunt: I think you're being greedy. It seems to me you're discounting the quality of the company and the people you'll be working with. I'd focus my energy on how good a working environment this would be for you. That's one key.
I agree the signing bonus is generous. Of course they're hedging their bet — but it still indicates how much they want you. You're wise to consider that a signing bonus is a one-time payment that will not affect future raises, your 401(k) basis, or other salary-based perks. But you'd have to work 50 years at a $1,000 higher salary to match that one-time bonus. And as my accountant would point out, if you invest that lump sum for the next 50 years, you're effectively getting a raise every year on it. So the compensation package is another key — and it sounds quite good or you would be looking for far more than $1,000.
If you would not accept the salary unless it's $1,000 higher, then by all means negotiate and be ready to reject the total offer. It's not my place to tell you what this job is worth.
If the hiring manager asked my advice, here's what I'd say: After you showed this candidate good faith worth $50,000, the candidate is demonstrating a preoccupation with $1,000. That's not good faith on the candidate's part!
I usually side with candidates who believe they're worth more money. But in this case $1,000 doesn't constitute a meaningful negotiation. It's chump change. I don't think it's worth jeopardizing this offer. If you invest that signing bonus at 2%, you'll get the grand without negotiating anything.
Knowing how to negotiate effectively includes knowing when to stop. So let's return to the key question: If they were not to budge on the salary after negotiations, would you still accept the job?
If yes, then I think risking the job for a grand is indeed crazy. If other key aspects of the job are satisfactory and you want it, thank them for their offer and generous signing bonus, smile, and tell them you plan to demonstrate so much value to their business that next year they'll want to give you a substantial raise.
How much more is worth negotiating for? Where do you draw the line? What's your biggest negotiating win? Did you ever negotiate yourself right out of a job offer?
What's Better: Quit or get fired?
In the January 8, 2019 Ask The Headhunter Newsletter a reader wants to quit or get fired.
If a person has a choice, what's better — to quit a job or get fired?
Some suggest that the answer is obvious — quitting is better because then you won't have a record of being fired. Who wants to say they got fired or terminated? And who wants to explain why they got fired?
Some companies that want to fire you will "give you the opportunity to resign instead," implying they're doing you a favor. It's a common pitch offered by an HR manager. But it can be a sucker punch, especially if you're losing the job through no fault of your own; for example, the company is experiencing a downturn.
In all of the 50 United States, if you quit your job you likely forego unemployment benefits because you chose to leave. When you quit, the employer saves money. According to NOLO, whether you can collect unemployment may depend on the reason you quit. (Unemployment Benefits: What If You Quit?) That can be a hefty price for quitting.
I might prefer to get fired if I have a choice, and that's not just because I might lose unemployment benefits.
Many people shudder at the thought of having "fired" on their record. But that record is not public or easily accessed. An employer that fired you is usually loathe to disclose it during a reference check for fear of getting sued. So I'm not sure your record will be a problem.
However, if you got fired because you did something really bad, or because you did a truly lousy job, you have a very different problem — a bad reputation. A bad rep will grow and grow and follow you around. Employees with bad reps may not be exposed via formal reference checks, but back-channel chatter about them will likely circulate.
Some employers are known to be terrible places to work. Getting fired can be a badge of honor. Emotionally, it might even be empowering. And it might even signal to a competitor that you're a nice catch!
If you're going to explain being fired, keep it brief and focus on what you can do to help the new employer — and why you are worth hiring. But don't worry so much about getting fired. It's not the end of the world. See Fired for my ethics!
If you get fired, your job is usually instantly over. If you quit, you likely are stuck with giving two weeks' notice. Notice the difference. That's time you could spend looking for a job you really want, or time on vacation to regroup. I'm not suggesting you go out of your way to get fired — but if you don't really want to quit your job, don't let getting fired scare you.
If you quit a job, it's your choice. If you are unwillingly terminated, you may have legal recourse. For example, the action may in fact have been discriminatory or it may have been done in violation of some law or written company policy.
If you're going to get fired, consult an attorney. Know your rights. You might not have that option if you quit.
First, you don't have to admit anything. (Of course, you should not lie. Declining to answer a question is not lying.) Why you left a job is private — and I think that's a legitimate answer.
Yes, they can reject you. But if you fear you'll get rejected anyway because you were fired, why disclose it at all? Take your chances on a different approach! What really matters is whether you can prove that this employer needs you.
If you are a highly desirable hire, all kinds of factors can be put aside, including why you left your last job. So please hear me: What matters is demonstrating that the employer needs you. That's the negotiating position you want to cultivate. See Stand Out: How to be the profitable hire.
Now comes the fun part that frantic job seekers are too nervous to realize. The odds that the manager interviewing you has also been fired at some time are greater than zero. Most managers understand that getting fired doesn't necessarily mean you did something wrong or that you failed at the job.
It might have been a poor match; the company might have experienced a downturn; there may have been a personality mismatch with the boss; or, the company that fired you might be — yes — inept.
So, politely ask the hiring manager, "Have you ever been fired?" If you're afraid to ask that question, then you probably aren't ready to have a job interview. This is a serious business exchange where you must ask questions as tough as the manager is asking you. Such a candid discussion can be a great way to break the ice and find common ground.
Whether you quit or get fired, check these tips about how to handle parting company with your employer: Quit, Fired, Downsized: Leave on your own terms.
Would you rather quit or get fired? Why? What are the upsides and downsides people should consider?


Technology and law are two things that can never seem to get on the same page. Technology moves at such a rapid pace that the law can never seem to catch up. Now, mix in the advent of cloud storage and the complexities begin to mount. Cloud storage has spurned a global phenomenon where your client's data can be housed anywhere in the world. Without even knowing it, your client's data stored in the cloud can be subject to local, national, and even international laws.
Having a number of law firms as clients I have been privy to some pertinent information regarding cloud and jurisdiction. There are ways to tip the legal scale to your benefit, but as with anything it starts with asking the right questions from your cloud service provider. If you never ask, you will never know.
What is the content of the cloud data? Depending on the nature of the data that you are storing, there could be a legal obligation that takes precedence and immediately forces your cloud data to be part of your local jurisdiction. Two industries where this applies are healthcare and finance. These industries are heavily regulated and it is your job to make sure that the cloud provider that you use can comply with the regulations in place.
Are there any mutual legal assistance treaties (MLATs) in place? An MLAT is an agreement between two countries that creates international legal obligations to assist each other in prosecutions. Depending on the location of the physical servers where you are storing your client's data, that country may be legally obligated to hand over data if requested.
In which country is the cloud provider based? The location of the headquarters of the cloud provider can play an even bigger role than where their servers are located. In the United States there is an ongoing battle between a major corporation and the U.S. Government. The issue is that the government has requested specific data stored in the cloud provider's data center on servers located in Ireland. Handing over this data would cause the cloud provider to violate the data privacy laws in Ireland and not providing it will cause them to be in contempt of court of a U.S. court ruling.
How many data centers are there and where are they? Cloud providers tend to replicate data across multiple data centers in different geographical locations. If your provider is offering this "feature" you are potentially exposing yourself to multiple jurisdictions, each with their own set of laws.
What happens if there is a data breach? If there were to be a data breach, what law applies? Would it be the law where the customer, cloud provider or server is located? The standard practice in the U.S. is to notify all customers of a data breach. If your cloud provider is located elsewhere are they legally obligated to notify you?
Being in technology we accept the fact that there are inherent risks that cannot be avoided. But you have the ability to mitigate some of them to the benefit of your clients. Jurisdiction as it pertains to cloud computing is still "cloudy" to say the least, but by asking the right questions you can get a clearer picture. Data that may be secure in one jurisdiction may not be secure in another. Always be aware of your client's individuals needs when it comes to what they need out of a cloud provider, but also be mindful of the local laws that still govern them, even while utilizing cloud providers.


Excited for a long term review!
We had the pleasure of installing for one of the Husqvarna AutomowerFirst winners today! Keep an eye on Craig's posts and see how his new family member does on its very own patch of grass.


Superbe couleurs, un très beau masque pour ma collection. Il était un peu plus petit que ce à quoi je m'attendais.
I just received my buddha head and I am beyond pleased. The intricate details of the painting are absolutely beautiful and the energy of this piece makes me feel so good. Thank you Mr. Gung Gus for such an amazing work that bless my home.


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House for Sale in Saskatchewan near Rivers, Lakes & Golf!
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redpajama_set_name: RedPajamaGithub


In recent AI research and development more attention are directed to building interpretable, anonymous and fair AI systems. Erlin will explain the challenges and best practices of model interpretability, building anonymous models, data minimisation and anonymisation.
Erlin specialises in privacy-enhancing technologies. In her master thesis, she worked on differentially private data analytics and applied differentially private algorithms in the context of learning.
Currently, she is working on developing privacy standards for AI development. She has technical competence and legal knowledge on privacy.


text:
cowboy-convenience
Cowboy Convenience (MMM)
by Stormy Glenn
Blaecleah Brothers 6
Siren-BookStrand, Inc.
Heat Rating: Sextreme
58 Ratings (4.7)
Contemporary Western/Cowboys Alternative (M/M, Gay)
[Ménage Amour ManLove: Erotic Alternative Ménage a Trois Romance, M/M/M, HEA]
Seamus Blaecleah enjoyed one explosive kiss with Sheriff John Riley and then the man refused to talk with him. Devastated, Seamus decides to leave the family ranch and find somewhere that the memories of the man he loves don't haunt his every waking moment.
Yancy Butler is overjoyed when the sexiest Blaecleah brother shows up on his doorstep, looking for a new life. He had given up hope of having anything with the man when he learned that Seamus loved another. Now, Yancy is determined that he will be the man in Seamus's heart.
Sheriff John Riley will do anything to protect the man he loves, even let Seamus believe he wants nothing to do with him. But if he can discover who is threatening him and all those he cares about, he can bring Seamus home.
When betrayal comes at the hand of someone close to them, Yancy, Seamus, and John have to learn to put their differences aside and work together if they want to stay alive. But in doing so, will they learn to accept each other or will their relationship just be one of convenience?
A Siren Erotic Romance
Cover Art by Siren Publishing
HOT HOT HOT!!!!! Loved it, this was fantastic. ., hope there's more to come
donna b buccella
That was worth the wait. Excellent. Hoping this not the end of the brothers and spouses. Story for Thanksgiving or Christmas.
5 SWEET PEAS: "This is the long awaited book #6 in the Blaecleah Brothers series. In this book, the youngest Blaecleah finally finds his 'legacy' or love of his life. But unlike his brothers, he has two legacies: John, the town sheriff and Yancy, a private detective. I can't even begin to tell you how glad I was to finally read about Seamus, the baby of this wonderful clan of Irish-American brothers, finally finding love. I've made no secret about my love of ménage stories and this is a good one. I'm very glad that she decided to go this route with the last of the sexy Blaecleah clan; the ménage storyline added a certain je ne sais quois (look at me breaking out my H.S. French, ha-ha) and I must say that I was pleasantly surprised by that storyline/character development. I knew that due to the extended timeframe between book #5 and this one, I would have to go back and re-read the last installment to refresh my memory. That was in no way an inconvenience; I enjoy this series. I definitely recommend this book. Good job, Stormy." -- Kiwi, Mrs. Condit and Friends Read Books
More From Blaecleah Brothers
The Blaecleah Brothers Collection, Volume 1 (MM)
Cowboy Easy (MM)
Cowboy Keeper (MM)
Cowboy Way (MM)
Cowboy Courage (MM)
Cowboy Up (MM)
Cowboy Christmas (MM)
Add Complete Series To Cart
All Books In Cart
All Books In Bookshelf
STORY EXCERPT
Seamus Blaecleah's heart beat a little faster as he watched Sheriff John Riley's truck pull to a stop in the driveway. He didn't know why the sheriff was there, but Seamus was pretty sure it wasn't to see him.
Sheriff Riley had been avoiding Seamus for the last few weeks, ever since they had kissed. The man almost went out of his way to stay clear of Seamus. Something about that made Seamus's heart ache just a little. Another part of him said it was for the best. Wanting the handsome sheriff would only bring him grief.
Seamus wiped his hands on a kitchen towel, tossed the towel on the counter, and then walked to the front door. The sheriff was just climbing out of his police vehicle when Seamus opened the door and walked out onto the porch.
"Afternoon, Sheriff."
"Seamus." The sheriff glanced around. "Are your folks around?"
"Sorry, Sheriff, they went into town a couple of hours ago. I don't expect them home until later tonight. Is there something I can help you with?"
"What about Rourke and Billy? Are they around?"
"No." Seamus frowned. "What's this all about, Sheriff?"
"I have some news for them on Ira Thornton."
Seamus cringed at the mere mention of Ira Thornton's name. The man was bad news and had been for years. Ira was currently sitting in a prison cell after being found guilty on two counts of attempted murder, one count of assault, and one count of kidnapping. Seamus thought more charges should have been placed against the man everyone had thought was Billy's father, but that was all the evidence the sheriff had been able to get on the man.
"What news, Sheriff?"
"Ira Thornton and another inmate escaped custody while being transferred to another facility. They knocked the guard out and took his car. He hasn't been spotted in the area, but I still thought it best to come out here and warn you all."
Seamus felt the blood drain from his face, his heart pounding so loudly in his chest that he could hear it in his ears. "How in the hell did that happen?"
"Ira reported sick to the infirmary. Whatever was wrong with him was enough for the prison doctor to send Ira to the hospital, along with another sick inmate. They escaped while en route."
This was not good, not good at all. Seamus had no doubt that Ira would come right back to Cade Creek and try to make good on the threats he had leveled against the entire Blaecleah family. The guy had said that the Blaecleah family would pay. Seamus feared the guy would keep his word.
"I appreciate you coming to warn us, Sheriff. I'll make sure Ma and Da and everyone else get the word."
The sheriff gripped the brim of his hat and gave Seamus a curt nod. "You do that."
Seamus almost whimpered when the sheriff turned and started back for his truck. He didn't want the man to leave, especially knowing that this might be the last time he saw John in a long time.
"Can I offer you a cup of coffee, Sheriff?"
"Thank you anyway, Seamus." Short curly blond hair brushed across the sheriff's bearded cheeks as he shook his head. "I need to be getting back to the office. No telling what might happen if I'm gone too long."
There was nothing Seamus could say to that. If the sheriff didn't want to stick around, Seamus couldn't force him. Seamus gave the sheriff a smile he didn't really feel and watched the man climb back into his vehicle.
With the swiftness that the sheriff turned his truck around and peeled out of the driveway, Seamus would have thought the guy was trying to escape from a plague outbreak or something.
Seamus watched until the sheriff's vehicle disappeared then walked back inside the house. He was really getting tired of feeling like he had some sort of disease whenever he was around the sheriff.
It was a kiss, one simple, passionate, earth-shattering kiss—partly spurred on by fear and adrenaline after the sheriff's car had blown up and partly due to the incredible attraction Seamus had for the handsome sheriff.
He'd been lusting after the man since the sheriff took over the job from the former sheriff. Seamus just never did anything about it until the day John came to help them when Ruben's mother tried to kill them all.
She had wanted custody of Ruben's daughter, Alani, so that she could gain the infant's inheritance. When threats and intimidation hadn't worked, she had tried to kill them. Elijah, Ruben's lover, had been shot, the sheriff's car blown up, and the rest of them had been in fear for their lives.
Seamus had discovered that kissing the sheriff was just as good as looking at him. The man had rocked Seamus's world then shattered it when he said they needed to talk and then walked away and never came back.
Seamus would have left it alone and chalked it up to too much adrenaline if the sheriff hadn't started avoiding him immediately afterward. So the sheriff wasn't really interested. So what? It had been an honest mistake. That didn't mean the sheriff had to treat Seamus like he had a communicable disease.
Seamus sighed and pushed a frustrated hand through his hair. He supposed it didn't matter anyway. He'd be leaving soon, and he would only see the sheriff when he came home for the holidays.
He had thought long and hard about his decision to leave the family farm. It was a hard one. He was born here, right upstairs in his ma and da's bedroom. All of his brothers except Lachlan, the oldest, had been born here. Lachlan was born in Ireland before Ma and Da came across the sea.
This was Seamus's home, his family.
Even after his brothers found their lovers and got married, they all stayed, living in their own houses on the ranch. Everyone was staying except Seamus. He needed something more in his life, something he couldn't find here on the ranch or in the town of Cade Creek, which was really too bad. He would have given serious consideration to giving his dream up if the sheriff had been interested. He wasn't, and Seamus was leaving.
He just had to tell his family.
ADULT EXCERPT
When he had first met Seamus, Yancy had been ready for a simple fling. That was no longer true. After spending the last several days getting to know the guy, Yancy wanted more. He wanted the whole dream, or at least the one he had been fantasizing about.
Seamus started to smile again. "Turn around and let me wash your back."
Yancy turned around and rested his forehead against the shower wall. He bit his lip to keep from groaning when he felt Seamus's hands start to move over his back. The hesitancy in Seamus's touch was just as sensual as the man.
When Seamus turned him around and started washing his chest, it was all Yancy could do not to drop to his knees and beg the man for more. Seamus's lush lower lip was caught between his teeth as if the man was nervous but intent on what he was doing.
Fuck, what he wouldn't give to have those lips wrapped around his cock.
"All you had to do was ask." Seamus chuckled as he dropped to his knees.
Had he said that out loud?
Yancy tried to keep his breath steady as he worked his way through the implications of Seamus's words. His heart went wild, and blood rushed hot through his veins whenhe felt Seamus's wet tongue lick his pelvic bone. A groan rose up in Yancy's throat as arousal caught him in a vicious grip and shook him hard.
"Seamus, please," Yancy pleaded as he humped his hips toward Seamus, an anxious whine falling from his lips. He gritted his teeth when Seamus just chuckled at him.
A moment laterYancy's needy cry echoed through the shower stall as the man's lips wrapped around his hard cock. He had never felt anything so fantastic in his life. He could feel every movement, every lick, every sweet caress. Yancy could almost feel the very air around him moving over his sensitive skin.
He felt flushed, hot, and needy. Fire raced through Yancy's body, melting him from the inside out. He didn't know what Seamus would to do next, and it drove him crazy. His heartbeat throbbed in his ears as he waited for Seamus's next move. He just wished the man would hurry the hell up.
Yancy was about to go out of his ever-loving mind.
He groaned and started panting when something brushed against his balls. He spread his legs, giving Seamus more access. He loved having his balls played with, sucked on, tugged, anything.
His body shook. Red-hot need rushed through his body like a tidal wave and crashed together in his cock when Seamus suddenly deep-throated him. Yancy growled as he felt the tip of his cock hit the back of the man's throat. Using his hand to push his hair back, Yancy watched Seamus as the man moved his head back up and down his cock.
It was an alluring sight, one he hoped to see again and again—for the rest of his life.
"Fuck, Seamus," Yancy shouted, "don't stop."
Yancy's body stiffened as Seamus's mouth sank even further down on his cock. Seamus swallowed it until Yancy felt the man's nose brush against his short, curly hairs right before Seamus began to move his mouth along Yancy's hard length.
"Oh, fuck," Yancy whimpered as the man's slight hum sent small vibrations through his cock. He tangled his hands in Seamus's hair, holding him in place as he fucked the world's most perfect mouth.
He could feel his balls drawing up close to his body. He knew he was on the edge of an intense orgasm.Yancy couldn't believe the hotness he felt, the exquisite pleasure. It just kept going higher and higher.
"Oh, Seamus, gonna…" Yancy cried out as a heavy pressure built in his balls. It moved up to the base of his cock then erupted out the top as Yancy found his release. Yancy shouted as he came, flooding Seamus's mouth and throat with hot, salty liquid. Seamus sucked down every last drop until Yancy melted into the shower stall.
When Seamus lifted his head, Yancy stared down at him, a little dazzled, uncertain what to think or even how to think. Yancy's fingers trembled as he reached down and trailed them over the side of Seamus's face.
Seamus's face flushed bright red. "You're welcome."
"Can I return the favor?" Yancy was confused by the sudden embarrassment that he could see in Seamus's green eyes right before the man dropped them to look at the floor. "Seamus?"
"I kind of…um…well, when you…I…"
Yancy suddenly read through Seamus's stuttered words, and he felt like shouting to the rooftops. He could feel small pants of Seamus's breath tickling his abdomen. The man's breath was coming out raggedly, softly, nervously.
He pulled Seamus to his feet then tugged at his neck until their lips were only an inch apart, and thenclaimed his lips in a magnificent kiss filled with passion and desire and a need so great that it burned Yancy to his very core.
Yancy moaned. His body tightened involuntarily, every bone and muscle in him reaching for more of Seamus's sweet taste, the hot draw of his lips. He pushed between Seamus's lips with his tongue, wanting entrance.
Seamus's deep needy groan as the man melted in his arms was all Yancy needed to make this moment perfect. Seamus tentatively reached out and grabbed Yancy's arms, gripping them tightly as he returned the kiss with a passion that made Yancy ache all over again.
When Yancy finally lifted his head, his heart skidded to a halt and then began to pound erratically when he saw Seamus peering intently up at him, his pupils dark pools, mesmerizing and endless.
"Are you okay?"
Seamus's face flushed again, but he nodded. "I'm fine."
"Is that invitation to breakfast still open?"
Yancy cupped Seamus's chin in his hand, tilting his head so that their eyes met. "Have I ever told you how sexy you are?"
"Once or twice."
"Then let me say it again. You, Seamus Blaecleah, are one of the sexiest men I have ever laid eyes on."
Hailey's Game (MFM)
Jenny Penn
Rachel's Seduction (MFM)
Rise to Trust (MM with MF)
Lynn Hagen
When Bambi Does the Hunting (MMF)
Lynn Stark
Prince of Submission (MM)
Jana Downs
Rise to Live (MM)
Rio's Fire (MM)
Davi's Salvation (MM)
Four-Letter Words (MM)
Gabrielle Evans
Elan (MMM)
Joyee Flynn
Training Nathan (MM)
Tatum Throne
Training Grant (MM)
Healed by Hope (MM)
Bewitched by Three (MFMM)
Kalissa Alexander
Hot, Wild & Crazy (MMMF)
Protective Custody (MM)
Less than 3 days left
What Once Was Lost (MM)
Lynn Hagen, Stormy Glenn

redpajama_set_name: RedPajamaCommonCrawl


Posted byAnizpk	 October 21, 2016 July 7, 2017 Leave a comment on Something Got Caught In Their Fishing Net, But None Of Them Expected This!
This group of fishermen had just finished their daily catch, when they saw what's on their net, it was something that they never expected.
#6 Should They Keep It?


After Jonas Brothers made a comeback with 'Sucker' in March, their next single 'Cool' will release on Friday.
After Jonas Brothers made a comeback after 6 years with Sucker, featuring their respective significant others in the music video--Priyanka Chopra, Sophie Turner and Danielle Jonas, it is time for the world to gear up for the trio's next single titled Cool. Priyanka took to Instagram and announced the official name of the track and its release date, which is set for this Friday release.
As for the Jonas Brothers, Sucker charted its way to the top of Billboard Hot 100 list and also rocketed to No. 1 on the US iTunes sales chart after it released on March 1. Billboard reported that The last pop song by a lead male act to top Streaming Songs list before Sucker was Ed Sheeran's Perfect in January 2018.
Priyanka's post comes amidst a flurry of media reports that claimed that the couple was separating after just 4 months of marriage. In a recent report, it was said that Priyanka and Nick are planning to sue OK! magazines for making false claims related to their divorce and baseless allegations about the former's lifestyle.
Director Joe Russo, who kick started Avengers: Endgame promotions in India recently, said that he is in talks with Priyanka for an upcoming project. He, however, did not furnish any further details in the matter.


Welcome to Vietnam – a charming and friendly destination with pretty things that makes your family never want to leave. Marvelous natural beauty, plentiful traditional values, superb local cuisine, and numerous chances to make friends with kind people are just the start of the holiday awaiting you from North to South of Vietnam. Don't miss the chance to relax in excellent cruise trip and strengthen the family bond by joining tons of outdoor activities together when in Halong Bay: go kayaking, go swimming, visit caves, or attend Tai Chi class in the morning. Moreover, it is time to refresh in the stunning beaches coastal Nha Trang while tasting the fresh seafood served in affordable price. Highlight of the trip is your homestay with the local in the serene Mekong Delta, where your kids will have chance to cook meals, stay with the house owners who will satisfy their curiosity by stories about the home land, the local life and regional custom.
The comfortable accommodation, the customized schedule and especially the helpful tour guide and smiling Vietnamese will absolutely make you feel like at home.
Surprise your kids with homestay experience in Mekong Delta when they have chance to cook the meals, ask the house owners hundreds of questions to learn more about the history, the custom and the lives in different country.
Nha Trang no doubt is a tourist hub in Vietnam, with a lot more of a Western influence than other areas of the country. For ocean lovers, Nha Trang has over 12,00 hectares of official marine reserve. The coral filled area is known as Hon Mun Marine Protected Area and is where is the best place to do snorkeling or diving in Nha Trang.
It is the perfect place for both diving and snorkeling in Nha Trang as the water is not too deep meaning it is a great place for people of all expertise. The underwater life of Nha Trang is estimated to over 350 different species of beautiful coral and variaty of small sea creatures. Get ready to see moray eels, butterfly fish, puffer fish and even lion fish...!
Gear up and jump into the clear water! The visibility is excellent and a large assortment of fish and coral dot the seabed below you.


text:
{
'!langcode!': 'af',
'!langname!': 'Afrikaanse',
'%Y-%m-%d': '%Y-%m-%d',
'%Y-%m-%d %H:%M:%S': '%Y-%m-%d %H:%M:%S',
'%s %%{row} deleted': '%s rows deleted',
'%s %%{row} updated': '%s rows updated',
'(requires internet access)': '(vereis internet toegang)',
'(something like "it-it")': '(iets soos "it-it")',
'@markmin\x01Searching: **%s** %%{file}': 'Soek: **%s** lêre',
'About': 'oor',
'About application': 'Oor program',
'Additional code for your application': 'Additionele kode vir u application',
'Admin language': 'Admin taal',
'Application name:': 'Program naam:',
'Change admin password': 'verander admin wagwoord',
'Check for upgrades': 'soek vir upgrades',
'Clean': 'maak skoon',
'Compile': 'kompileer',
'Controllers': 'Beheerders',
'Create': 'skep',
'Deploy': 'deploy',
'Deploy on Google App Engine': 'Stuur na Google App Engine toe',
'Edit': 'wysig',
'Edit application': 'Wysig program',
'Errors': 'foute',
'Help': 'hulp',
'Install': 'installeer',
'Installed applications': 'Geinstalleerde apps',
'Languages': 'Tale',
'License for': 'Lisensie vir',
'Logout': 'logout',
'Models': 'Modelle',
'Modules': 'Modules',
'New application wizard': 'Nuwe app wizard',
'New simple application': 'Nuwe eenvoudige app',
'Overwrite installed app': 'skryf oor geinstalleerde program',
'Pack all': 'pack alles',
'Plugins': 'Plugins',
'Powered by': 'Aangedryf deur',
'Site': 'site',
'Start wizard': 'start wizard',
'Static files': 'Static files',
'Sure you want to delete this object?': 'Is jy seker jy will hierde object verwyder?',
'The application logic, each URL path is mapped in one exposed function in the controller': 'The application logic, each URL path is mapped in one exposed function in the controller',
'The data representation, define database tables and sets': 'The data representation, define database tables and sets',
'The presentations layer, views are also known as templates': 'The presentations layer, views are also known as templates',
'There are no plugins': 'Daar is geen plugins',
'These files are served without processing, your images go here': 'Hierdie lêre is sonder veranderinge geserved, jou images gaan hier',
'To create a plugin, name a file/folder plugin_[name]': 'Om n plugin te skep, noem n lêer/gids plugin_[name]',
'Translation strings for the application': 'Vertaling woorde vir die program',
'Uninstall': 'verwyder',
'Upload & install packed application': 'Oplaai & install gepakte program',
'Upload a package:': 'Oplaai n package:',
'Use an url:': 'Gebruik n url:',
'Views': 'Views',
'administrative interface': 'administrative interface',
'and rename it:': 'en verander die naam:',
'collapse/expand all': 'collapse/expand all',
'controllers': 'beheerders',
'create file with filename:': 'skep lêer met naam:',
'created by': 'geskep deur',
'crontab': 'crontab',
'currently running': 'loop tans',
'database administration': 'database administration',
'direction: ltr': 'direction: ltr',
'download layouts': 'aflaai layouts',
'download plugins': 'aflaai plugins',
'exposes': 'exposes',
'extends': 'extends',
'filter': 'filter',
'includes': 'includes',
'languages': 'tale',
'loading...': 'laai...',
'models': 'modelle',
'modules': 'modules',
'plugins': 'plugins',
'shell': 'shell',
'static': 'static',
'test': 'toets',
'update all languages': 'update all languages',
'upload': 'oplaai',
'upload file:': 'oplaai lêer:',
'upload plugin file:': 'upload plugin lêer:',
'versioning': 'versioning',
'views': 'views',
'web2py Recent Tweets': 'web2py Onlangse Tweets',
}


Comfortable, gorgeously decorated, private, with floor to ceiling south and east facing windows - a versatile studio space on the 606. Photographers love our space because of all the natural light. We have a 25 ft long display wall for art showings, as well. We have one large (15x25sq ft) living room with a couch, coffee table, and seating for 15-20. The space is easily accessible and surrounded by free parking. Please note that use of the four private offices in the floor plan are not included in rental of the space. We are open to your ideas and are excited to share our space!


text:
HOUSING, WORKING & BUSINESS
THE OTHER VIRGINIA
Solar program attempts to bridge rifts left by compressor station fight in Union Hill
Energy News Network
Richard Walker and other opponents of a proposed Atlantic Coast Pipeline compressor station in Buckingham County protested at a State Air Pollution Control Board meeting in December by standing and turning their backs during a Department of Environmental Quality presentation. (Ned Oliver/Virginia Mercury - Dec. 19, 2018)
By Elizabeth McGowan
UNION HILL, Va. — Richard Walker never misses an opportunity to broadcast what he calls his $64,000 question.
"How can we have a community solar program here where we save everybody money?" the burly 61-year-old boomed to an audience of more than 30 renewable energy enthusiasts gathered in Union Grove Missionary Baptist Church's basement Fellowship Hall last month. "Is somebody going to answer that?"
Not yet, but perhaps soon.
Neighbors in this tiny rural community 70 miles west of Richmond have fractured over Dominion Energy's plan to build a compressor station on wooded acreage off Highway 56. It's a crucial piece of infrastructure for the giant utility's Atlantic Coast Pipeline, which would bisect Virginia for roughly 300 of its 600 miles to move hydraulically fractured natural gas from West Virginia to North Carolina.
"We're family, and we've allowed Dominion to let us have a family feud," Walker said. "We're going to have to agree to disagree — without animosity."
The human rift over the fossil fuel project gnaws at his heart because eight generations of his family have called Union Hill home since free blacks and former slaves settled in Buckingham County after the Civil War.
Walker, who lives in Richmond, views a united effort toward solar as an energy balm that could heal a schism that has deepened over the last five years as the pipeline — now on hold — has dominated the conversation.
Instead of waiting for a solar Superman to soar into Union Hill, the mental health counselor cobbled together a program through his longtime nonprofit, Bridging the Gap in Virginia.
A grant from the Mertz Gilmore Foundation allowed Walker to issue $1,000 scholarships for 10 area residents to immerse themselves in a weeklong solar boot camp with a professional trainer. The training ended Friday with a celebratory fish fry outside the church kitchen.
Related: Climate leader works to shape 'environmental awakening' in Virginia
The intensive course went far beyond the ABCs — amps, batteries and converters — of solar and included a visit to a nearby array of installations at Yogaville, a spiritual center on the banks of the James River.
"I've become an environmentalist," Walker said about his pursuit of renewables. "I'm fighting on behalf of Union Hill households because we're not going to allow Dominion Energy to come in and take advantage of what's primarily an African-American community.
A sign on State Route 663 near Union Hill Baptist Church in Buckingham , one of several in the area opposed to Dominion Energy's Atlantic Coast Pipeline. (Robert Zullo/ Virginia Mercury).
"Divide and conquer, that's what Dominion did. They dangled money and got some people to side with them."
Dominion did not respond to a request for comment for this article.
Before the class began June 10, Walker had arranged to equip the church with Wi-Fi, which is still a luxury in some remote regions.
That connection links to his idea to turn Fellowship Hall into a community hub that welcomes everybody. His nonprofit also donated desktop computers to that cause.
"I'm trying to reunify the community," he said about his digital olive branch. "Most everybody here is related by birth or marriage."
Bridging a different gap
Personal struggles motivated Walker to start Bridging the Gap 10 years ago as a job conduit for Virginians wrestling with addiction, incarceration and chronic homelessness.
"I came out of prison and I couldn't get a job," he said about the concurrent, two-year federal and state sentences he served for cocaine possession and fraud. "And I had a four-year college degree."
Watching yet another minority community — his own — be saddled with fossil fuel infrastructure motivated him to fold green workforce development and environmental justice into his nonprofit's mission. Backers include the Virginia Environmental Justice Collaborative, Virginia Interfaith Power & Light and programs under the University of Richmond umbrella.
The Solar 101 class taught by Sean White, a Californian with decades of international training experience, attracted a range of participants.
Tatiania Jones, the sole woman, is a registered nurse in the student health care clinic at the University of Virginia. She lives in nearby Andersonville.
While the 34-year-old said she's leaning toward continuing to climb the nursing career ladder, she noted that "I've learned so much this week and it's all new to me. I'm always up for a challenge."
Walker, a cousin of Jones's grandmother, invited her to participate because of her local ties.
"Solar has the potential to bring a lot of jobs and be an alternative to Dominion's big plan," Jones said. "The idea is to educate the community about what's possible."
Anthony Couch traveled 45 minutes from Farmville to attend the training. The 35-year-old is restless after six years as a warehouse associate.
"The main reason I signed up was because of the possibility of being certified in a trade," said Couch, who has an associate degree in business administration. "I just want a different avenue."
Veteran residential and commercial contractor Andre Massenburg arrived at the training eager to soak up the vocabulary and nuances of the solar business.
"This is the wave," he said. "Let's become masters of it because it's going to be our edge." The 58-year-old dropped out of college a few credits shy of a science degree years ago when he earned what seemed a princely sum for a paint job.
Construction Services, his Richmond company, is including a classroom in its new manufacturing center so employees can receive solar education.
Now that solar panels are more affordable, he has a keen interest in outfitting new homes with rooftop arrays because the millennial generation is so educated about the savings on utility bills.
"People say solar is only for retrofits because you need a history of a building's electricity bills, but I say let's just do it," he said. "My outlook is that a door that don't squeak don't get no oil."
Fellow student Sharmar Hill has already selected a name — Sun God — for the solar business he dreams of starting.
"I want to end up in management, be the go-to guy," said the 39-year-old who lives in Richmond.
When he was in his 20s, he spent two years in a West Virginia prison for distributing cocaine. Like Walker, he struggled to find full-time work after his release.
Hill just started work with a company that does utility repairs. He hopes that experience, plus the HVAC classes he took in prison, will be a foundation for a solar career.
He's also determined to earn the last few credits he needs to complete an associate degree in electrical engineering.
"This is a chance," Hill said about the opportunity the training offered. "You get out of it what you put into it."
A promise to pitch in
Hill and his nine classmates rounded out their training by taking a written test designed by White as preparation for an exam offered for a fee by the North American Board of Certified Energy Practitioners. Passing that gives solar rookies clout.
"But don't let what you've learned here go stale," White warned. "Remember that memory usually works better with repetition."
Walker reminded the new graduates that it's up to them to pursue solar employment.
"This is called Buckingham, Virginia, not Give Me, Virginia," he said after each participant received a completion certificate. "We can help you find a job, but we can't give you a job."
By accepting a scholarship, each trainee also committed to return to Union Hill to help to eventually install whatever type of solar pilot project makes sense for the community and its utility, the Central Virginia Electric Cooperative. That could be rooftop panels on the church and homes or perhaps a larger, ground-mounted system.
Supporters such as Pastor Paul Wilson and Chad Oba, co-founder of Friends of Buckingham, showed up at the post-training gathering.
"We will be taking it and running with it," Wilson said about streamlining access to renewables. "This is a very important mission."
Oba, a 35-year Union Hill resident, said she was delighted by Walker's commitment to the solar cause. She noted that her small group sometimes feels overwhelmed after fighting the pipeline and compressor station for almost five years.
"Our ultimate goal is to have all of the pipeline permits rescinded because they relied on incorrect data," Walker said.
He's encouraged that 28 Democratic state legislators and the Virginia NAACP voiced support this month for yet another pipeline lawsuit, this one challenging the Virginia Air Pollution Control Board's decision to approve a permit for the compressor station. The Southern Environmental Law Center filed that one in February.
Though Walker grew up in East Orange, New Jersey, he spent childhood summers in Union Hill on properties his ancestors purchased. Arthur Harper, Walker's great-grandfather, paid $25 for 25 acres in 1916. Taylor Harper, another relative who was a freed slave, bought 27 acres in 1885 for $15.
Investing in solar sends a message to Dominion about sticking together, Walker said:
"It says that we're not going to allow you to run roughshod over the community. We don't need your money to move forward."
This article was originally published by the Energy News Network.
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The Energy News Network is a nonprofit news site dedicated to informing policymakers and citizens of important changes in the transition to a clean energy system. https://energynews.us/about/
At reconvened Council on Environmental Justice, tensions linger
MVP's violations show 'complete absence of any and all meaningful regulation'
Dominion's carbon cutting plans aren't good enough
Virginia's community colleges will offer programs with guaranteed transfer credits next...
EDUCATION July 18, 2019
U.S. House votes to holds Trump officials in contempt; Virginia Democrats...
GOVERNMENT + POLITICS July 18, 2019
Twelve months of The Mercury
COMMENTARY July 17, 2019
From The Bulletin
Bill to boost federal minimum wage passes House, likely to fizzle in Senate
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Riverside Regional Jail put on probation; Amazon to open 11th warehouse in Virginia; pipeline...
NEWS TO KNOW Ned Oliver - July 18, 2019
William & Mary will offer the state's first Japanese degree program
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Two rural Virginia towns were saturated with opioid pills over four years, dataset shows
CRIMINAL JUSTICE + POLICING Katie O'Connor - July 17, 2019
Virginia Lottery's profits, which go to education, break record
Six senators vote against Northam's pick to lead environmental agency
Robert Zullo - January 22, 2019


Which media types are audited?
What is the difference between the DMA and CBSA?
The DMA is generally larger than a CBSA in terms of square mileage and population. The DMA is a television market area defined by Nielson Media Research that is also used by advertisers for multi-media planning. DMAs are non-overlapping and cover the entire United States. The CBSA, defined by the United States Office of Management and Budget, is a metropolitan area within a larger market (e.g. DMA) containing a substantial population nucleus, together with adjacent communities having a high degree of economic and social integration with that core. CBSA's are a standard geography for buying and selling media.
How do I compare the ratings to a showing level?
A showing level represents a daily GRP. For example, a 25 showing is a daily 25 GRP. Our ratings are reflected in weekly impressions numbers and weekly target GRP numbers. Because a daily 25 GRP adds up to a weekly 175 GRP (7 days x 25 GRP) one is able to make the conversion.
Why is transit inventory sold in packages?
Transit inventory is sold in packages to represent different levels of exposure within the market. The packages act as a recommended buy as well as a minimum. The impressions from a single King, for example, might not be enough to warrant costs of the creative and production of the vinyl banner. The seller would instead suggest a package of "X" Kings to capture a more substantial weekly GRP.
How can transit be used to target demographic audiences?
All transit media types can be used to target demographic audiences. For bus exterior and bus interior, audiences can be targeted by "Garage". The "Garage" separates certain bus routes from other routes allowing one to target demographics. For in station advertising, specific "Stations" can be used to target audience while interior rail inventory can be targeted with "Lines" of rail or subway.
What is the difference between an environment count and inventory count?
The inventory count is the number of ads available in the transit system. For example, there are a total of 200 kings available for purchase. The environment count represents the number of buses or stations that the ads are on. For example, there are 100 buses used in the transit system. In conjunction, there are 100 buses which have a carrying capacity of 200 kings.
What is a custom geography in the OOH Plan?
A custom geography is a group of counties tailored to a transit system. While a user can create custom geographies in ADS, OOH Plan offers preset custom geographies that have been created by advertising agencies and transit vendors.
Can I create a plan which combines transit and roadside inventory?
Yes, you can combine any inventory media types in the OOH Plan. In the ADS reach and frequency module, you are able to combine transit packages as well as roadside inventory.


text:
Kentucky Corrections Officer Sentenced To Pri
Home › Sports › Soccer ›
World Cup 2018: France's Victory Proves The Need For Pan-African Soccer Team
Milton G. AllimadiJuly 15,2018
Vive France, vive Africa. Photo: Twitter.
Congratulations to France for beating a great Croatian team 4-2 to win the World Cup.
As the whole world noticed, France fielded a team made up almost entirely of players who were either born in Africa or who trace their immediate ancestry to the continent.
If a Pan-African Team can win the World Cup for France why not for the African continent too?
In 2026, if the recommendations of a FIFA committee are carried out the total teams that play in the World Cup Finals will expand to 48 from 32; Africa will get the most extra slots --four more-- expanding Africa's representation to nine from the current five.
How can Africa perform better in the World Cup finals? By fielding better organized and managed teams.
To begin with, FIFA should allow one of the four new slots reserved for Africa to be filled by a Pan-African Team (TeamAfrica) whose players are selected from all regions of the continent, even if this involves changing the world soccer governing body's rules.
The quality of play by African soccer teams in the World Cup has improved dramatically over the years; more African players are in competitive soccer leagues around the world. Both Nigeria and Senegal almost made it to the second round in the just-concluded World Cup in Russia. In fact, had these teams not been denied penalties in one of their games each, they would have been in the knockout stage. Morocco also played top notch ball.
Almost isn't good enough. All five African teams -- the others were Egypt and Tunisia-- were eliminated in the first round.
This is the first time in 36 years that Africa failed to send a team to the second round. This as a setback, since, in 2014, two African teams, Algeria and Nigeria, made it to the second round. Three African teams have also made it all the way to the quarterfinal in the past: Cameroon in 1990; Senegal in 2002; and, Ghana in 2010.
How can African soccer gain from past achievements? What are the impediments that frustrate progress?
France's victory today proves that the problem isn't the skills level of African players. The key obstacle for most African teams is lack of financial resources (arising from non-allocation of monies, or embezzlement in some cases), which causes the related problem, disorganization. Political intrigue also prevents the selection of the best players in some cases.
There is a strong correlation between financial support and performance. The late Congolese dictator Mobutu made sure the country's soccer program was well-funded. As a result the Leopards won two African Nations Cup trophies and qualified for the 1974 World Cup. (Of course the despot ignored everything else and stole billions of dollars).
TeamAfrica would be financed by all the 54 African countries; and the Sahrawi Democratic Republic once Moroccan occupation ends. This means players --and coaches-- would be adequately compensated and they would have access to the best training facilities.
Some African teams suffer because ethnic politics translates into players not being selected on merit. TeamAfrica's players would come from all the regions: Southern Africa; East and Central Africa; West Africa; and North Africa.
In order to increase the prospects of the best players making it on TeamAfrica, soccer fans could be involved in the selection via online polling; similar to the way American basketball fans vote for players on All-Star Teams. For example, African soccer fans could select a total of 50 players. TeamAfrica's coaching staff could then select the roster from this pool. The pool could be larger because some of the fan favorites may opt to play for their national teams instead. The final roster would be balanced with about six players from each region.
Soccer fans could also vote for TeamAfrica's coach, who would be compensated at internationally competitive rates. There are many stellar candidates; Senegal's current coach, Aliou Cisse, is one example.
Strong performance by a well-financed, trained and coached TeamAfrica would also pressure national teams to improve their management.
If the other soccer regions want the right to create a Pan-continental team as well in addition to their individual countries' teams --Team Europe, Team Asia, Team America, Team South America, Team Caribbean-- that would even be better. No two Pan-continental teams would play in the same group in the first round; however, they would all qualify for the finals just as host countries do today.
Millions of African soccer fans are tired of having their hopes dashed every four years by early elimination of African teams.
Wouldn't it be ironic if other European countries, also yearning for success, emulate France and deploy Pan-African teams before Africa does?
FIFA and the Confederation of African Football (CAF) should consider this proposal. To repeat the same approach every four years and then expect a different outcome is the definition of madness.
Africans are already Pan-African when it comes to supporting African teams in the World Cup. Tens of millions of Africans cheer for any African team that plays in the World Cup. This means that Africans have already been rooting for TeamAfrica.
It's time to create an official Team Africa.
Kwame Nkrumah himself would be impressed by such a move.
Allimadi publishes The Black Star News. Connect via @allimadi or [email protected]
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text:
namespace Microsoft.Azure.Management.AppService.Fluent.Models
{
    using Newtonsoft.Json;
    using System.Collections;
    using System.Collections.Generic;
    using System.Linq;

    /// <summary>
    /// Error model.
    /// </summary>
    public partial class DefaultErrorResponseError
    {
        /// <summary>
        /// Initializes a new instance of the DefaultErrorResponseError class.
        /// </summary>
        public DefaultErrorResponseError()
        {
            CustomInit();
        }

        /// <summary>
        /// Initializes a new instance of the DefaultErrorResponseError class.
        /// </summary>
        /// <param name="code">Standardized string to programmatically identify
        /// the error.</param>
        /// <param name="message">Detailed error description and debugging
        /// information.</param>
        /// <param name="target">Detailed error description and debugging
        /// information.</param>
        /// <param name="innererror">More information to debug error.</param>
        public DefaultErrorResponseError(string code = default(string), string message = default(string), string target = default(string), IList<DefaultErrorResponseErrorDetailsItem> details = default(IList<DefaultErrorResponseErrorDetailsItem>), string innererror = default(string))
        {
            Code = code;
            Message = message;
            Target = target;
            Details = details;
            Innererror = innererror;
            CustomInit();
        }

        /// <summary>
        /// An initialization method that performs custom operations like setting defaults
        /// </summary>
        partial void CustomInit();

        /// <summary>
        /// Gets standardized string to programmatically identify the error.
        /// </summary>
        [JsonProperty(PropertyName = "code")]
        public string Code { get; private set; }

        /// <summary>
        /// Gets detailed error description and debugging information.
        /// </summary>
        [JsonProperty(PropertyName = "message")]
        public string Message { get; private set; }

        /// <summary>
        /// Gets detailed error description and debugging information.
        /// </summary>
        [JsonProperty(PropertyName = "target")]
        public string Target { get; private set; }

        /// <summary>
        /// </summary>
        [JsonProperty(PropertyName = "details")]
        public IList<DefaultErrorResponseErrorDetailsItem> Details { get; set; }

        /// <summary>
        /// Gets more information to debug error.
        /// </summary>
        [JsonProperty(PropertyName = "innererror")]
        public string Innererror { get; private set; }

    }
}