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By Natalie | June 8, 2020 | 0
As someone who has gone through really difficult times at work due to not feeling able to discuss my menopause symptoms, I understand completely the worries that so many women deal with on a daily basis.
Every workplace should consider adopting a menopause policy so that women have a means to access support. The fact is that every woman goes through the menopause, yet sadly I speak to many who have had to reduce their hours because they weren't coping, or even felt compelled to leave their careers altogether.
My own experience of menopause in the workplace has definitely been up and down to say the least!
I spent many miserable months just keeping quiet and suffering with the worst fatigue imaginable, along with brain fog and a total loss of concentration. It got so bad that I cut my hours (and therefore my salary) as I wasn't able to work from home more than one day a week due to the existing workplace rules. This experience made me realise how unfair the world of work can be for women. If you are a mother you may have had to put your career on hold whilst raising your children , then you go back to work only to be penalised again because work doesn't have the foresight to offer flexibility for those going through tough times during menopause. Sometimes all it takes is a little understanding.
It is definitely time for change, and I urge you to lobby your workplace bosses to 'up the ante' when it comes to looking after staff during this natural yet sometimes debilitating time in our working lives.
You can access my own menopause in the workplace information here.
Acas has some detailed information for employers on how to support women who are going through the menopause at work, which I have added here as a guide. Please contact me to arrange a face-to-face consultation and let's get the conversation started in your workplace. More info on my lunch club here
Menopause at work-ACAS Guidelines:
Impact of the menopause on a worker
Supporting a worker through the menopause
How the employer and worker together can find solutions
Menopause and the law
Managing colleagues of a worker being supported through the menopause
Business reasons why an employer should handle the menopause sensitively
Avoiding a claim being made to an employment tribunal
Managing the impact of the menopause at work is important for both workers and employers.
For the worker experiencing symptoms:
it can be a difficult and stressful time
a very sensitive and personal matter
For their employer:
it is a worker health and wellbeing concern
a matter needing particularly careful handling
What is the menopause?
The menopause is a natural stage of life for women, usually in their late forties/early fifties. It can also happen earlier or later. For many women symptoms last about four years, but in some cases can last longer – up to 12 years.
Part of the process includes what is termed the 'perimenopause' when a woman's body is starting to change in the build up to the menopause. The perimenopause usually starts in the mid-forties, but can start earlier or later and last several years. The perimenopause is not the same as an early menopause. See The early menopause section further into this guidance.
Perimenopausal and menopausal symptoms already affect a substantial number of workers. That number is expected to grow considerably, with more older workers forecast to stay in or go back to work. See the section, Business reasons why an employer should handle the menopause sensitively, further into this guidance.
Also, employers should be aware that certain surgery, rather than natural ageing, will trigger the menopause in a woman. See the Surgical menopause section further into this guidance.
In addition, employers should be aware that a trans man – someone who proposes to go through, is going through or has gone through a process, or part of a process, to change their gender from woman to man – may go through perimenopausal and menopausal symptoms.
What can be the symptoms?
The number of symptoms can vary from person to person, and range from very mild to severe.
Some symptoms of perimenopause and menopause can be the same. They include:
difficulty sleeping and night sweats
feeling tired and lacking energy
feeling anxious and panic attacks
struggling to remember things, concentrate and focus
taking longer to recover from illness
irregular periods which can become heavier
aches and pains including muscle and joint stiffness
headaches including migraines
putting on weight
noticeable heartbeats
If a worker does not get the help and support they need, it is increasingly likely that the effects of the menopause can, for example, lead to them:
feeling ill
losing confidence to do their job
suffering from mental health conditions such as stress, anxiety and depression
leaving their job
Why many workers do not reveal their menopause symptoms
Currently, many workers do not disclose their menopausal symptoms at work. In addition, many who take time off work because of the menopause do not tell their employer the real reasons for their absence.
For example, this can be because the worker feels:
their symptoms are a private and/or personal matter
their symptoms might be embarrassing for them and/or the person they would be confiding in
they do not know their line manager well enough
wary because their line manager is a man, or younger or unsympathetic
Other worries include that:
their symptoms will not be taken seriously
if they do talk, their symptoms will become widely known at work
they will be thought to be less capable
their job security and/or chances of promotion will be harmed
Helpful steps for an employer include:
Make sure health and safety checks are suitable
An employer must minimise, reduce or where possible remove workplace health and safety risks for workers. This includes:
ensuring menopausal symptoms are not made worse by the workplace and/or its work practices
making changes to help a worker manage their symptoms when doing their job
An employer must generally assess health and safety risks for workers. Regarding the perimenopause and menopause, an assessment should, for example, include:
the temperature and ventilation in the workplace
the materials used in an organisation's uniform, if there is one, and whether the uniform might make a worker going through the perimenopause or menopause feel too hot or worsen skin irritation
somewhere suitable for the worker to rest
whether toilet and washroom facilities are easily available
whether cold drinking water is easily available
To find out how to carry out a health and safety risk assessment, go to the Health and Safety Executive at www.hse.gov.uk/risk.
Develop a policy and train managers
It is advisable for an employer to develop a policy and train all managers, supervisors and team leaders to make sure they understand:
how to have a conversation with a worker raising a perimenopause or menopause concern
how the perimenopause and menopause can affect a worker
what support and/or changes for the worker might be appropriate
the law relating to the menopause
A worker knowing their organisation's managers are open and trained to talk and listen sensitively about the effects of the perimenopause and menopause, and consider support, should give them the confidence to approach their manager.
Also, it is advisable for an employer to raise awareness among all staff that it will handle menopause in the workplace sensitively, and with dignity and respect.
Give a worker the option of talking initially to someone other than their manager
If a worker feels unable to broach the subject with their line manager – for example, because they feel their symptoms are too personal – the worker could be given the option of talking initially to someone else with the necessary knowledge and training. For example, options might include:
a member of the human resources team, if the organisation has such a department
a trade union representative, if there is one in the workplace
a counsellor from the employer's employee assistance programme, if it has one
a menopause or wellbeing champion, if the organisation has one. See the section, Consider having a menopause or wellbeing champion in your workplace, further into this guidance.
Carefully manage sickness absence or a dip in job performance
Managing absence from work should be handled sympathetically because the menopause is a long-term and fluctuating health change.
Further, employer and worker should be prepared to make changes to help the worker continue to work, and minimise, reduce or remove any dips in their job performance because of symptoms.
A worker should also be given a reasonable amount of time to adjust to changes.
In an employment tribunal, menopause symptoms have been accepted to be a disability. Consequently, it is advisable, as well as being good practice, for an employer to consider making changes for a worker experiencing perimenopausal or menopausal symptoms.
If a worker is off sick because of the menopause or perimenopause, the employer should record these absences in a way that can be distinguished from other absences. This is because there may be times when it could be unfair or discriminatory to measure menopause-related absence as part of the worker's overall attendance record.
There are risks of disability discrimination and/or sex discrimination, and/or age discrimination if a worker is mismanaged because of their menopause or perimenopause symptoms. See the section, Risks of sex discrimination, disability discrimination and age discrimination, further into this guidance.
Consider having a menopause or wellbeing champion in your workplace
This person could be a point of contact for both workers and managers who need advice, or initially someone to talk to. The champion, maybe working with human resources and/or occupational health, might also help:
run workshops in their organisation to raise awareness among workers and managers
let all staff know, through steps such as posters, that the employer will try to support workers having difficulties because of symptoms
check that health and safety risk assessments are suitable regarding the perimenopause and menopause
set up a support network for staff
tell workers and managers where they can find more information
Know how to talk about the menopause…
Both the employer and worker may find the menopause and perimenopause difficult topics to discuss as they are sensitive and personal.
It is likely to be particularly difficult if the manager has not been trained how to have such a conversation. Also, the manager needs to aware not to be discriminatory.
The conversation should be confidential, friendly, honest, in private, and where both manager and worker feel as relaxed as they can in the circumstances, and where they will not be disturbed.
As a manager, you should find it easier to talk with a worker, if you:
know them because you already have regular one-to-one contact with them in the course of their work, and trust and respect one another
have been trained to understand what the range of menopause and perimenopause symptoms can be and their effects
have been trained to have sensitive conversations
know senior managers in your organisation will support workers experiencing menopause and perimenopause symptoms
know that a worker's concerns will be taken seriously and dealt with fairly
Also, the manager should understand:
the organisation's policy on the menopause and perimenopause at work, if it has one
their individual role in the situation
the range of support available in the organisation
that effects of the menopause and perimenopause can vary widely from person to person
consequently, that the changes required to help support a worker can vary from person to person
The manager must leave it to the worker to disclose their concern. A manager can ask general questions, such as 'How are you?', but the manager must not ask them if they want to talk about the menopause or perimenopause, or suggest they might be experiencing symptoms. And a manager should respect a worker's wish for privacy.
As a worker, if you are having difficulties at work because of symptoms, you could:
speak to someone at work, possibly your line manager, about your concerns
ask what support could be offered to help you manage your symptoms when doing your job
If you want some information about the effects of your symptoms to be shared, your manager should talk with you about:
what you want and don't want your colleagues to know
who will be told and who will do the telling
These must be the worker's decisions, without any pressure from the manager.
Both employer and worker can find it helpful to keep a written record of what they have agreed about confidentiality or the sharing of information.
Also, the worker could join a menopause support network at work, if there is one, for moral support and advice. Further, they may want the support of a trade union representative.
Agree changes at work
There should be steps towards agreeing changes at work to help a worker manage their symptoms when doing their job:
Step 1 – a worker with concerns about the menopause or perimenopause may already have talked to their GP and/or a medical specialist, and may have talked too to the organisation's menopause or wellbeing champion, if there is one.
Step 2 – the worker's line manager should be involved in confidential discussions with the worker, perhaps with the menopause or wellbeing champion or HR's support, about their menopause or perimenopause concerns, the effects they are having difficulties with and how they might need support.
Perhaps with the help of the champion, HR or an occupational health specialist, the line manager and worker should discuss changes which would help the worker manage their symptoms when doing their job.
If the line manager does not have access to a menopause or wellbeing champion, an occupational health specialist, or HR support, they need to make sure they are objective and knowledgeable in discussing, considering and agreeing changes.
Remember, the worker may prefer to talk initially to someone other than their line manager. See this guidance's earlier section, Give a worker the option of talking initially to someone other than their manager. However, their manager will need to be involved in agreeing any changes.
Step 3 – agree changes in writing and to have follow-up discussions to make sure the changes are working for both worker and employer.
Step 4 – follow-up discussions need to be whenever necessary, as a worker's symptoms can fluctuate and/or alter. This means the adaptations at work may need to change.
Changes, for example, might be as simple as:
providing a fan
allowing the worker to take breaks when needed
providing a private area where the worker can rest for a while to help manage their symptoms
moving the worker's desk close to a window that opens
being flexible where possible over the worker's start and finish times to help them manage their symptoms
allowing them to work from home when practical
allowing the worker time off if they cannot carry on working that day
Alternatively, both employer and worker might discuss and agree other changes which should be reviewed if the worker's symptoms alter. For example:
changing certain duties in the worker's role
the worker moving to a more suitable role in the circumstances
the worker going part-time
the worker switching to a job share
If an employer feels, or an employment tribunal decides, that the effects of an employee's menopause amount to a disability, see the section, Disability discrimination, further into this guide.
It is good practice for an employer to allow a worker to go to medical appointments, including about menopausal or perimenopausal symptoms. However, there is no right in law for time off, but the worker may have a right to paid or unpaid time off in their terms and conditions of employment.
There are two main strands of law that may relate to the perimenopause and menopause:
The Equality Act 2010 protects workers against discrimination. This includes because of their sex, a disability and their age
The Health and Safety at Work Act 1974 says an employer must, where reasonably practical, ensure health, safety and welfare at work
Risks of sex discrimination, disability discrimination and age discrimination
Menopause and perimenopause are not specifically protected under the Equality Act. However, if a worker is treated unfairly because of the menopause and perimenopause, this may amount to discrimination because, for example, of their sex and/or a disability, and/or their age.
Sex discrimination: Unfair treatment of a worker because of their sex could lead to a discrimination claim. For example, this is likely if an employer treats a woman's menopause or perimenopause symptoms less seriously than it would a male worker's health condition when considering a drop in job performance.
Also, for example, unwanted comments, jokes, banter or ridicule about a woman's menopause or perimenopause symptoms could amount to harassment, or sexual harassment depending on the nature of the unwanted behaviour.
To find out more about sex discrimination, see the Acas guide, Sex discrimination: key points for the workplace at www.acas.org.uk/sexdiscrim.
Disability discrimination: A worker's menopause or perimenopause could potentially be regarded as a disability by an employment tribunal. If a worker has a disability, an employer must consider making changes to reduce or remove any disadvantages the worker experiences because of it. Regarding disability, the law calls these 'reasonable adjustments'. An employer must make adjustments if they are reasonable. For example, this might include an employer agreeing to record a worker's absence because of the menopause or perimenopause separately from other illness absence.
Also, disability law protects a worker against what is termed 'discrimination arising from disability'. This is where a worker is treated unfairly, not because of their disability, but because of something linked to it. For example, this could include a worker being dismissed because they forgot to do a task set by their employer. And this is when they have become forgetful and confused as a result of anxiety caused by their menopause. Their anxiety would have to meet the Equality Act definition of disability.
To find out more about disability discrimination, see the Acas guide, Disability discrimination: key points for the workplace at www.acas.org.uk/disability.
Employers may wish to bear in mind that the not-for-profit organisation, Business Disability Forum, advises employers against wrestling with whether the effects of a health condition amount to a disability under the Act. Instead, it encourages them to focus on making 'reasonable adjustments'.
Age discrimination: Workers are protected against unfair treatment because of their age. This may include unfair treatment of workers because they are going through the perimenopause or menopause which are usually in their mid-forties to early fifties.
To find out more about age discrimination, see the Acas guide, Age discrimination: key points for the workplace at www.acas.org.uk/agediscrimination.
Health, safety and welfare at work
Managing the effects of the menopause and perimenopause includes making sure health and safety checks are already in place, are regularly carried out, and risks minimised, reduced or where possible removed. For more information, see the section, Make sure health and safety checks are suitable, earlier in this guidance.
A manager making changes to support a worker going through the menopause or perimenopause may find that some of their colleagues, particularly those not going through the menopause or perimenopause, may complain that the worker is being treated more favourably – for example, being allowed extra breaks, or flexibility over start and finish times on some days. Some may ask for similar flexibility.
The manager should bear firmly in mind that they agreed the changes for the worker experiencing the menopause or perimenopause to support them through the health change. This does not mean the manager must or should then automatically make the same changes for other members of the team.
The manager should deal delicately with such a circumstance and respect wishes for privacy of the worker experiencing the menopause or perimenopause. This means the manager should not be drawn into giving information or details they had agreed to keep confidential.
It is very much in the interests of an organisation to support workers with perimenopausal and menopausal symptoms in the workplace. As well as being an important health and wellbeing matter, managing menopause in the workplace sensitively and effectively will help an employer retain and recruit skills and experience.
An employer should bear in mind that currently around one in eight of the British workforce are women over 50. By 2022 it is forecast that around one in six will be women over 50.
Most women over 50 will have, or have had, perimenopausal or menopausal symptoms that affect their work. For one in three the symptoms will be severe. For one in four the symptoms will be mild.
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This Racial Profiling Policy is adopted in compliance with the requirements of Articles 2.131 through 2.136, Texas Code of Criminal Procedure, which prohibits Texas peace officers from engaging in racial profiling.
Officers shall conduct themselves in a dignified and respectful manner at all times when dealing with the public. Two of the fundamental rights guaranteed by both the United States and Texas constitutions are equal protection under the law and freedom from unreasonable searches and seizures by government agents. The right of all persons to be treated equally and to be free from unreasonable searches and seizures must be respected. Racial profiling is an unacceptable patrol tactic and will not be condoned.
This policy shall not preclude officers from offering assistance, such as upon observing a substance leaking from a vehicle, a flat tire, or someone who appears to be ill, lost or confused. Nor does this policy prohibit stopping someone suspected of a crime based upon observed actions and/or information received about the person.
Racial Profiling — A law enforcement-initiated action based on an individual's race, ethnicity, or national origin rather than on the individual's behavior or on information identifying the individuals as having engaged in criminal activity.
Racial profiling pertains to persons who are viewed as suspects or potential suspects of criminal behavior. The term is not relevant as it pertains to witnesses, complainants or other citizen contacts.
Citing a driver who is speeding in a stream of traffic where most other drivers are speeding because of the cited driver's race, ethnicity or national origin.
A law enforcement agency can derive at two principles from the adoption of this definition of racial profiling.
Police may not use racial or ethnic stereotypes as factors in selecting whom to stop and search, while police may use race in conjunction with other known factors of the suspect.
Law enforcement officers may use racial or ethnic stereotypes as factors in selecting whom to stop and search. Racial profiling is not relevant as it pertains to witnesses, etc.
Race Or Ethnicity — means of a particular descent, including Caucasian, African, Hispanic, Asian, or Native American descent.
Acts Constituting Racial Profiling — are acts initiating law enforcement action, such as a traffic stop, a detention, a search, issuance of a citation, or an arrest based solely upon an individual's race, ethnicity, or national origin or on the basis of racial or ethnic stereotypes, rather than upon the individual's behavior, information identifying the individual as having possible engaged in criminal activity, or other lawful reasons for the law enforcement action.
Pedestrian Stop — means an interaction between a peace officer and an individual who is being detained for the purposes of a criminal investigation in which the individual is not under arrest.
Traffic Stop — means the stopping of a motor vehicle by a peace officer for an alleged violation of law or ordinance regulating traffic.
Peace officers of the City of Sinton are strictly prohibited from engaging in racial profiling. The prohibition against racial profiling does not preclude the use of race, ethnicity, or national origin as factors in a detention decision by a peace officer. Race, ethnicity, or national origin may be legitimate factors in such a decision when used as part of a description of a suspect or witness for whom a peace officer is searching.
Any person who believes that a peace officer employed by the City has engaged in racial profiling with respect to that person may file a complaint with the City, and no person shall be discouraged, intimidated, or coerced from filing such a complaint, or be discriminated against because they have filed such a complaint.
The City shall accept and investigate citizen complaints alleging racial profiling by it's peace officers. Such complaints shall be in writing or the city employee, officer, or official receiving the complaint should reduce the same to writing, and should include the time, place and details of the incident of alleged racial profiling, the identity of description of the peace officer or officers involved, and the identity and manner of contacting the complainant.
Any peace officer, city employee or city official who receives a citizen complaint alleging racial profiling shall forward the complaint to the Chief of Police, before the end of the shift. Receipt of each complaint shall be acknowledged to the complainant in writing, all such complaints shall be reviewed and investigated by the Detectives within a reasonable period of time, and the results of the Detective's review and investigation shall be filed with the Chief of Police and with the complainant.
In investigating a complaint alleging racial profiling, the Detective shall seek to determine if the officer who is subject of the complaint has engaged in a pattern of racial profiling that includes multiple acts constituting racial profiling for which there is no reasonable, credible explanation based on established police and law enforcement procedures. A single act constituting racial profiling may not be considered a pattern of racial profiling, but it may be grounds for corrective action.
In the event that a complaint of racial profiling filed by an individual involves an occurrence that was recorded on audio or video, the Detective shall, upon commencement of the investigation of the complaint and upon written request of the officer, promptly provide a copy of the recording to the peace officer that is a subject of the complaint.
The Police Department of the City of Sinton shall provide education to the public concerning the racial profiling complaint process. A summary of the public education efforts made during the preceding year shall be included with the annual report filed with the governing body of the city of Sinton under Part VI below. Additional information will be made available as appropriate in languages other than English.
Any peace officer who is found, after investigation, to have engaged in racial profiling in violation of this policy shall be subject to corrective action, which may include reprimand, diversity, sensitivity or other appropriate training or counseling; paid or unpaid suspension; termination of employment, or other appropriate action as determined the Chief of Police.
For each traffic stop in which a citation is issued and for each arrest resulting from such traffic stops, a peace officer involved in the stop shall collect information identifying the race or ethnicity of the person detained, stating whether a search was conducted, and if a search was conducted, whether the person detained consented to the search.
number of citations that resulted in custodial arrest for this cited violation or any other violation.
The annual report shall not include identifying information about any individual stopped or arrested, and shall not include identifying information about any peace officer involved in a stop or arrest.
Whether the officer issued a warning or a citation as a result of the stop, including a description of the warning or a statement of the violation charged.
This department shall compile and analyze the information contained in these individual reports. Not later than March 1st of each year, this department shall submit a report to our governing body containing the information compiled from the preceding calendar year in a manner they approve.
Examine the disposition of traffic and pedestrian stops made by this department's officers, including searches resulting from stops.
Information relating to each complaint filed with this department alleging racial profiling.
This report will not include identifying information about a peace officer who makes a stop or about an individual who is stopped or arrested by a peace officer.
Each traffic and pedestrian stop made by an officer of this department that is capable of being recorded by video and audio, or audio; as appropriate, is recorded.
This department shall retain the video and audiotapes, or the audiotape of each traffic and pedestrian stop for at least ninety (90) days after the date of the stop. If a complaint is filed with this department alleging that one of our officers has engaged in racial profiling with respect to a traffic or pedestrian stop, this department shall retain the video and audiotapes, or the audiotape of the stop until final disposition of the complaint.
Supervisors will ensure officers of this department are recording their traffic and pedestrian stops. A recording of each officer will be reviewed at least every ninety (90) days.
Officers responsible to adhere to all Texas Commission on Law Enforcement Officer Standards and Education (TCLEOSE) training and the Law Enforcement Management Institute of Texas (LEMIT) requirements as mandated by law.
All officers shall complete a TCLEOSE training and education program on racial profiling not later than the second anniversary of the date the officer is licensed under Chapter 1701 of the Texas Occupations Code or the date the officer applies for an intermediate proficiency certificate, whichever date is earlier. A person who on September 1, 2001, held a TCLEOSE intermediate proficiency certificate, or who had held a peace officer license issued by TCLEOSE for at least two years, shall complete a TCLEOSE training and education program on racial profiling not later than September 1, 2003.
An individual appointed or elected as a police chief before the effective date of this Act shall complete the program on racial profiling established under Subsection (j), Section 96.641, Education Code, as added by this Act, not later than September 1, 2003.


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The Iranians have appointed a long-time diplomat to be the new Iran representative at the United Nations. Always eager to stir up tension and between the US and Iran, and with war preparations escalating, the Israeli/Jewish Lobby has instigated the Senate to pass a new law that would refuse a US visa to the Iran Ambassador calling him a "terrorist" going back to the days of the Iranian revolution and the US hostage crisis. The House is likely to soon pass the same law and send it on to the President. Obama will be under immense pressure not to veto it thus setting up another diplomatic crisis between Iran and the US. Even if Obama were to veto, it's like the Lobby could muster the votes through the usual tactics of fear and intimidation to override.
The UN should challenge the US as a violation of the basic agreement about UN Headquarters and international law.
If necessary the International Court of Justice should be asked for an immediate ruling.
And if necessary the nations of the world should start planning for a new, let us say "neutral" location, for the United Nations.


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"I might consider running for elective office"- veteran singer says
Odion Okonofua
Daddy Showkey's journey to politics might become a reality very soon.
Daddy Showkey
Daddy Showkey has revealed that he might consider running for elective office in the nearest future.
The veteran singer was a guest at Ebuka's "Rubbin Minds" where he shared his future aspiration. According to him, because he holds Ajejunle close to his heart, there might be a possibility of him getting involved in politics.
"One day...yes now in my house. I'm not doing it because of the intention that i want to run for politics but right now with the situation that I am seeing in my neighborhood because Ajegunle is the most important place for me, maybe I might consider," he said.
Daddy Showkey has said that contrary to some people's opinion, he is not quitting music for advocacy.
When asked if he had seen any progress in his neighbourhood in the last two decades, he said no, citing the notion that, Ajegunle is seen as the place where people are used for campaigns rather than actually developing the area.
"I have not, that area is like the come and use us for the campaigning when it comes to development they neglect us. That's why I'm critical about what is going on in Lagos state today. i am watching we dey look una we are looking at you people because there is something I have been fighting for so many years from Tinubu government to Fashola's government to the present government, and for all of them about this thing the only thing that can limit crime from my neighbourhood is to get these children engaged and the only thing that can limit crime is when they have a playground, a recreation center and they don't," he concluded.
If you aren't conversant with Daddy Showkey's Instagram page, you have to take a sneak peep because he has used it as a platform to fight for Ajegunle community. Recall a few months ago, he raised an alarm that his life was being threatened because of his stance on the petroleum tanker drivers parking their trucks in Ajegunle.
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Daddy Showkey says there are plans to kill him [Video]
Back in July 2018, Daddy Showkey revealed that there were plans to kill him. In a video released by the veteran singer on his Instagram page on Monday, July 16, 2018, he highlighted his frustration with the Federal government who he claims gave an unidentified man the right to park petroleum tankers in Ajegunle.
"Information reaching me is that are planning to kill me I dey I look una, The Tankers and Trailers Parking around our neighborhood should leave now. We are Crying Out Now #showdonshow #daddyshowkey #lionclan #asalamamovement #ajegunletotheworld #ajegunle pls my people #repost to save a life," he captioned the video.
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redpajama_set_name: RedPajamaCommonCrawl


text:
Lady Bug Facts
Superfamily: Cucujoidea
Coccinellidae is a family of beetles, known variously as ladybirds (UK, Ireland, Australia, Pakistan, South Africa, New Zealand, India, Malta, some parts of Canada and the US), or ladybugs (North America). Scientists increasingly prefer the names ladybird beetles or lady beetles as these insects are neither birds nor true bugs. Lesser-used names include ladyclock, lady cow, and lady fly.
Coccinellids are small insects, ranging from 1 mm to 10 mm (0.04 to 0.4 inches), and are commonly yellow, orange, or scarlet with small black spots on their wing covers, with black legs, head and antennae. A very large number of coccinellid species are mostly, or entirely, black, grey, or brown and may be difficult for non-entomologists to recognize as coccinellids. Conversely, there are many small beetles that are easily mistaken for coccinellids, such as the tortoise beetles.
Coccinellids are found worldwide, with over 5,000 species described, more than 450 native to North America alone.
A few species of ladybug are considered pests in North America and Europe, but they are generally considered useful insects as many species feed on aphids or scale insects, which are pests in gardens, agricultural fields, orchards, and similar places. Harmonia axyridis (or the Harlequin ladybug) was introduced into North America from Asia in 1988 to control aphids but is now the most common species as it is out-competing many of the native species. It has since spread to much of western Europe, reaching the UK in 2004.
A common myth is that the number of spots on the insects back indicates its age.
The nameladybird originated in Britain where the insects became known as Our Ladys bird or the Lady beetle. Mary (Our Lady) was often depicted wearing a red cloak in early paintings and the spots of the seven spot ladybird (the most common in Europe) were said to symbolise her seven joys and seven sorrows. Common names in other European languages have the same association (the German name Marienkfer translates to Marybeetleor, literally, Mary-chafer).[10] In the United States the name was adapted to œladybug.
Coccinellids are typically predators of Hemiptera such as aphids and scale insects, though conspecific larvae and eggs can also be important resources when alternative prey are scarce. Members of the subfamily Epilachninae are herbivores, and can be very destructive agricultural pests (e.g., the Mexican bean beetle). While predatory species are often used as biological control agents, introduced species of ladybirds (such as Harmonia axyridis or Coccinella septempunctata in North America) outcompete and displace native coccinellids and become pests in their own right.
Coccinellids are often brightly colored to ward away potential predators. This phenomenon is called aposematism and works because predators learn by experience to associate certain prey phenotypes with a bad taste (or worse). Mechanical stimulation (such as by predator attack) causes œreflex bleeding in both larval and adult ladybird beetles, in which an alkaloid toxin is exuded through the joints of the exoskeleton, deterring feeding. Ladybugs, as well as other Coccinellids are known to spray a toxin that is venomous to certain mammals and other insects when threatened.
Most coccinellids overwinter as adults, aggregating on the south sides of large objects such as trees or houses during the winter months, dispersing in response to increasing day length in the spring. In Harmonia axyridis, eggs hatch in 3-4 days from clutches numbering from a few to several dozen. Depending on resource availability, the larvae pass through four instars over 10-14 days, after which pupation occurs. After a teneral period of several days, the adults become reproductively active and are able to reproduce again, although they may become reproductively quiescent if eclosing late in the season. Total life span is 1-2 years on average.
It is thought that certain species of Coccinellids lay extra infertile eggs with the fertile eggs. These appear to provide a backup food source for the larvae when they hatch. The ratio of infertile to fertile eggs increases with scarcity of food at the time of egg laying.
Ladybug Habitats
Most Coccinellids are beneficial to gardeners in general, as they feed on aphids, scale insects, mealybugs, and mites throughout the winter. As in many insects, ladybugs in temperate regions enter diapause during the winter, so they often are among the first insects to appear in the spring. Some species (e.g., Hippodamia convergens) gather into groups and move to higher land, such as a mountain, to enter diapause. Predatory ladybugs are usually found on plants where aphids or scale insects are, and they lay their eggs near their prey, to increase the likelihood the larvae will find the prey easily. Ladybugs are cosmopolitan in distribution, as are their prey.
Ladybugs also require a source of pollen for food and are attracted to specific types of plants. The most popular ones are any type of mustard plant, as well as other early blooming nectar and pollen sources, like buckwheat, coriander, red or crimson clover, and legumes like vetches, and also early aphid sources, such as bronze fennel, dill, coriander, caraway, angelica, tansy, yarrow, of the wild carrot family, Apiaceae. Other plants that also attract ladybugs include coreopsis, cosmos (especially the white ones), dandelions and scented geraniums.
Ladybugs are sensitive to most synthetic insecticides. If food sources are limited, oviposition is reduced. A larva uses its sharp jaws to crush an aphids body and sucks out the aphids juices.
In the United States, ladybugs usually begin to appear indoors in the fall. They leave their summer feeding sites in fields, forests and yards looking for a place to spend the winter. Typically when temperatures warm to the mid-60s Fahrenheit in the late afternoon, following a period of cooler weather, they will swarm onto or into buildings illuminated by the sun. Swarms of ladybugs fly to buildings in September through November depending on location and weather conditions. Also, homes or buildings near fields or woods are more prone to ladybug infestation.
The presence of ladybugs in grape harvests can cause ladybird taint in wines produced from the grapes.
Ladybug Human Impact
After an abnormally long period of hot dry weather in the Summer of 1976 in the UK, there was a marked increase in the aphid population followed by a "plague" of ladybirds, with many reports of people being bitten as the supply of aphids dwindled. Recent studies suggest that coccinelidae can also cause allergic reactions, such as eye irritation or asthma.


text:
International Journal of Web and Grid Services
This journal also publishes Open Access articles
Dr. David Taniar
Impact factor (Clarivate Analytics) 2022
0.825 (5 Year Impact Factor 3.52)
JCI 1.59
13.9 (2021)
Web services are providing declarative interfaces to services offered by systems on the Internet, including messaging protocols, standard interfaces, directory services, as well as security layers, for efficient/effective business application integration. Grid computing has emerged as a global platform to support organisations for coordinated sharing of distributed data, applications, and processes. It has also started to leverage web services to define standard interfaces for business services. IJWGS addresses web and grid service technology, emphasising issues of architecture, implementation, and standardisation.
About this journal Editorial board Submitting articles
Web services modelling, performance
Web Service frameworks, architectures, infrastructures
Web semantics
Web Services specification, discovery, security, quality
Workflow planning/composition for grid services
Software/reliability engineering
Security for grid services
Business semantics, metadata, ontologies in grids
Grid service compatibility/integration/interoperability/policy/agents
Intelligent services
Grid service business models/applications
Grid services/infrastructures, performance, testing, benchmarking
Web services, semantic web
Agent technology, web services/agents in grid infrastructure
Grid convergence, confluence of service-oriented architectures
Web Services:
Web Services modelling and performance
Web Service frameworks, architectures, and infrastructures
Web Services specification and discovery
Business process integration and management using Web Services
Resource management and solution management
Web Services in e-Commerce
Quality of Web Services
Web Services case studies and applications
Grid Services:
Workflow planning and composition for Grid services (including languages, algorithms, resources, etc.)
Software engineering (e.g. modelling, description, deployment, packaging, and distribution) for Grid Services
Business semantics, meta data, and ontologies in Grids
Grid service compatibility, interoperability, and policy
Intelligent services and Grid Service agents
Grid service business models and applications (e.g. in e-Business, e-Science, Enterprise, Telecom etc.)
Security and reliability engineering in service Grids
Performance issues, testing, and benchmarking of Grid Services and infrastructures
Integration and interoperability of Grid Services and legacy systems
Practical applications of Grid Computing
Convergence:
Convergence of Web Services, Semantic Web, agent technology and the Grid
Confluence of service-oriented architectures based on Web Services with Grid Computing
Usage of Web Services and agents in a Grid infrastructure
Grid based Web Services applications
More on this journal...
The objectives of IJWGS are to establish an effective channel of communication between decision makers, academic and research institutions and persons concerned with the practical deployment of web services in industry. It also aims to promote and coordinate developments in the field of web services and grid services. By tackling issues of current research, standardisation, and deployment, it brings together people from both academia and industry. By allowing them to share new ideas and exchange best practice approaches, it creates a vital resource for both to drive future work and leverage web service usage. The international dimension is emphasised in order to overcome cultural and national barriers and to meet the needs of accelerating technological and ecological change and changes in the global economy.
IJWGS provides a vehicle to help industry professionals, academics, researchers and decision makers, working in the field of web service and grid services, to disseminate information and to learn from each other's work.
IJWGS is devoted to the publications of high quality papers on theoretical developments and practical applications in web services and grid services. Original research papers, state-of-the-art reviews, and technical notes are invited for publications.
IJWGS accepts paper submission of any work relevant to web services and grid services. Special attention will be given to papers focusing on integration between web and grid services. Special Issues devoted to important topics in web and grid service technologies will occasionally be published.
2022 Vol.18 No.4
More volumes...
IJWGS is indexed in:
Journal Citation Reports (Clarivate Analytics)
Scopus (Elsevier)
Compendex [formerly Ei] (Elsevier)
Science Citation Index Expanded (Clarivate Analytics)
Academic OneFile (Gale)
More indexes...
cnpLINKer (CNPIEC)
Computer Database (Gale)
DBLP Computer Science Bibliography
Francis (INIST-CNRS)
OneFile Business (Gale)
General OneFile (Gale)
Info Trac (Gale)
Inspec (Institution of Engineering and Technology)
io-port (FIZ Karlsruhe)
ProQuest Advanced Technologies Database with Aerospace
IJWGS is listed in:
Cabell's Directory of Publishing Opportunities
The BFI lists
More journal lists/directories...
UGC (University Grants Commission)
Index of Information Systems Journals (Deakin University)
ICI World of Journals (Copernicus)
JUFO
Norwegian Register for Scientific Journals, Series and Publishers
Taniar, David, Monash University, Australia
(david.taniar infotech.monash.edu.au)
Amato, Flora, University of Naples Federico II, Italy
Bouguettaya, Athman, University of Sydney, Australia
Chang, Elizabeth, Curtin University of Technology, Australia
Dustdar, Schahram, Vienna University of Technology, Austria
Elhoseny, Mohamed, American University in the Emirates, United Arab Emirates
Fensel, Dieter, University of Innsbruck, Austria, and University of Galway, Ireland
Hung, Patrick, University of Ontario Institute of Technology, Canada
Jin, Hai, Huazhong University of Science and Technology, China
Kacsuk, Peter, Hungarian Academy of Sciences, Hungary
Rahayu, Wenny, La Trobe University, Australia
Son, Le Hoang, Vietnam National University, Vietnam
Talia, Domenico, Università della Calabria, Italy
Wang, Shangguang, Beijing University of Posts and Telecommunications, China
Zhao, J. Leon, City University of Hong Kong, Hong Kong SAR, China
Zhou, Xiaofang, University of Queensland, Australia
A few essentials for publishing in this journal
Submitted articles should not have been previously published or be currently under consideration for publication elsewhere.
Conference papers may only be submitted if the paper has been completely re-written (more details available here) and the author has cleared any necessary permissions with the copyright owner if it has been previously copyrighted.
Briefs and research notes are not published in this journal.
All our articles go through a double-blind review process.
All authors must declare they have read and agreed to the content of the submitted article. A full statement of our Ethical Guidelines for Authors (PDF) is available.
There are no charges for publishing with Inderscience, unless you require your article to be Open Access (OA). You can find more information on OA here.
All articles for this journal must be submitted using our online submissions system.
View Author guidelines.
Submit here.


text:
A security threat felt at Villa Somalia after Hayat hotel attack
The Uganda soldiers of the ATMIS contingent which are in charge of the state house's security on Monday conducted a search at the offices of president Hassan Sheikh and PM Hamza Abdi Barre.
MOGADISHU, Somalia – The siege at the Hayat hotel in Mogadishu by Al-Shabaab that killed 21 people has caused a security alarm in Somalia's presidential palace under AU troops' guard.
A source within the security agencies revealed to KON that there has been growing warning of an imminent terrorist attack on Villa Somalia that prompted fear and panic.
Prior to the 30-hour Hayat hotel attack, there was increased vigilance in the Presidential Palace, which led to the cancellation of Friday prayers at a mosque over fears of possible IEDs.
The AU and Somali troops guarding the palace are on full alert and the visits of the top leaders' officers were restricted from non-VIP persons, according to the sources.
In July 2014, Al-Shabaab gunmen attacked Villa Somalia after gaining access to pass the gate with the help of an employee of a Telecom firm who took them in his car.
KOM learned that there has been a warning alert sent to staff of the foreign missions in Mogadishu that Al-Shabaab could carry out attacks on key targets in the capital at any time.
Comments Topics: al-shabaab hayat hotel mogadishu somalia


text:
Q: Field label name displaying twice in salesforce mobile app In contact object there is a field called academic grade and that is displaying twice while creating/editing contact in SF mobile app. Not sure where it taken the label name twice.
`

                        <template if:true={filteredValues}>

                                    <template for:each={filteredValues} for:item="picklistEntry">

                                                        {picklistEntry.label}

                                    </template>

                        </template>

</template>

`
lwc-HTML
JS controller
`import { LightningElement, api, wire, track  } from 'lwc';
import { ShowToastEvent } from 'lightning/platformShowToastEvent';
import getFieldDetails from '@salesforce/apex/CustomLookupLwcController.getFieldDetails';
import GENERICEXCEPTIONMESSAGE from '@salesforce/label/c.Generic_Exception_Message';
//constants
const ERRORTITLE = 'Error!';
const ERRORVARIANT = 'error';
export default class CustomTypeAhead extends LightningElement {
@api objectName;
@api fieldName;
@api maximumValuesToShow;
@api noValueFoundError
selectedValue; //will hold the value of the selected entry(defaulted to an existing value on edits)
searchKey;
fieldProperties;
filteredValues;
//getters and setters
@api get existingValue() {
    return this.selectedValue;
}

set existingValue(value) {
    this.selectedValue = value;
    this.searchKey = value ? value.label : this.searchKey;
}

get placeholder() {
    return `Search ${this.fieldProperties.fieldLabel}s...`;
}

//wired apex to retrieve field related properties
@wire(getFieldDetails, {fieldName: '$fieldName', objectName: '$objectName'})
getFieldProperties({error, data}) {
    if (data) {
        if (data.hasError) {
            //show toast in case of error
            this.showToast(ERRORTITLE, data.errorMessage, ERRORVARIANT);
        } else {
            //set the fieldProperties only if the server response is success
            this.fieldProperties = data;
        }
    } else if (error) {
        //show toast in case of error
        this.showToast(ERRORTITLE, GENERICEXCEPTIONMESSAGE, ERRORVARIANT);
    }
}

//function to filter the picklist values based on the search term being typed
handleKeyChange(event) {
    this.searchKey = event.target.value;
    //default the filteredValues and existing value on change of input search field
    this.filteredValues = '';
    this.existingValue='';

    //if the search key is not empty
    if (this.searchKey) {
        let filteredValues = []
        let allValues = this.fieldProperties.picklistValuesMap; //get the picklist values in a variable
        let counter = 0;
        //filter values based on the search term
        //number of values being filtered comes from the parent through "maximumValuesToShow" public property
        for (let key in allValues) {
            if ((key.toLowerCase()).includes(((this.searchKey).toLowerCase()))) {
                filteredValues.push({label: key, value: allValues[key]});
                counter++;
                //break if the number of filtered values exceeds the maximum limit
                if (counter >= parseInt(this.maximumValuesToShow)) {
                    break;
                }
            }
        }
        if (filteredValues.length > 0) {
            this.filteredValues = filteredValues;//setting the filtered values
        }
    } else {
        //notify the parent if the search key is emptied
        this.notifyParent(this.searchKey);
    }
    this.checkInputValidity();
}

//function to check if the search term entered is valid
//(search key entered should match any of the exiting picklist values)
//if its not valid then a custom error is thrown
checkInputValidity() {
    const searchField = this.template.querySelector('lightning-input');
    //checking validity
    let isValid = (this.searchKey ? (this.filteredValues || this.selectedValue ? true : false) : true);
    if (isValid) {
        searchField.setCustomValidity('');
    } else {
        searchField.setCustomValidity(this.noValueFoundError);
    }
    searchField.reportValidity();
}

//function to handle selection of filtererd picklist value
handleClick(event) {
    //populate the selectedValue Object with the label and API value of the selected item
    let selectedValue = {};
    selectedValue.label = event.currentTarget.dataset.item;
    selectedValue.apiValue = event.currentTarget.dataset.value;

    this.notifyParent(selectedValue);//pass the selected value to the parent component
    this.existingValue = selectedValue;
    this.filteredValues = '';
}

//function to notify parent with the selected value
notifyParent(selectedValue) {
    const selectedEvent = new CustomEvent('valueselected', {detail : {fieldLabel: this.fieldName, fieldValue: selectedValue}});
    this.dispatchEvent(selectedEvent);
}

//function to show toast message in case of errors
showToast(title, message, variant) {
    const toastEvent = new ShowToastEvent({ title: title, message: message, variant: variant});
    this.dispatchEvent(toastEvent);
}

}
`

redpajama_set_name: RedPajamaStackExchange


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In case you are looking for rubber products, then Bardaille is an outstanding choice. Bardaille is situated in Lens, France. This is a handy company unsurprisingly given that this establishment is engaged in rugs. This is unsurprisingly not the only business located in France in the business of rubber products. Plastics and wall coverings, apart from rubber products and rugs, may be provided by them.


Quiz playing is a wonderful way to increase your knowledge of English as a Second Language. Remember that all of our ESL quizzes have titles that are both friendly and technical at the same time… In the case of this quiz you might like to tell your friends about "Ten of Those, Please" but no doubt your teachers will talk about the "Transaction Phrases quiz"! If you hear a technical term and you want to find a quiz about the subject then just look through the list of quiz titles until you find what you need.
When you are 'out and about' - shopping at a market, buying tickets and other purchases - you need to understand the right transaction phrases and expressions. Can you ask clearly for 'ten of those, please?'?
How are your transaction phrases? Are you ready for an efficient shopping trip?
You have had a repair job done, and are about to pay; you are expecting the charge to be around £50. The man tells you 'That'll be forty-five quid plus VAT.' What is your best response?
Offer him £50 in notes and see what happens.
Ask him what that really means in accurate figures.
Argue with him that he broke his promise.
£45 + VAT (@ 20%) = £54, so if you were to offer him £50 this would be equivalent to suggesting / requesting a discount of 8% ~ which is hardly unreasonable with a price in this range, for the sake of agreeing on a 'round number'.
If you just give him the £50 (Answer 1), he may count them and tell you this is not enough, or ask you if you don't understand the system ... or even accuse you of trying to cheat him.
Answer 3 is fair enough, but will hold him up and waste a bit more of his time.
Don't even think about starting on Answer 4!
You have recently arrived in Britain and go into a shop to buy one important, but small and cheap item. At this stage you only have quite large British banknotes to pay for it. What do you say to the shopkeeper?
Would you mind changing that please?
Would you be able to change that for me, please? I've nothing smaller, I'm afraid.
This is the best I can offer you.
The circumstances are probably fairly obvious, so Answer 2 would probably 'do'; but if you can manage Answer 3, that would be clearer.
Answer 1 is barely polite (despite the 'please') and, depending slightly on how you say it, Answer 4 isn't really quite right either.
You are ordering drinks in a pub. Which of these would be the most appropriate and accurate way to start?
Give me a pint of beer.
Good evening. Two pints of bitter, please, and a still mineral water.
Excuse me, I want two lagers here.
Would you mind getting me a couple of pints?
Answer 1 is too abrupt, and you haven't helped by saying which kind of beer you would like.
Answer 3 is probably the 'next-best' to No.2, but 'I want ... ' is still a bit rude, even after 'Excuse me'. Answer 4 is not really the right way to do what you need, efficiently.
You are at the railway station, buying a ticket for a day-trip to London. The member of staff checks that you want a return ticket (probably: 'Off-peak return?') and then says: 'Travelcard with that?'.
They think you may have a loyalty card for rail travel, or some form of identity document that will qualify you for a discount on your ticket (student card, retirement certificate etc.) ... so your trip may be cheaper than you thought.
They are asking whether or not you want a printed ticket.
They want you to join a loyalty scheme for frequent travellers on British railways.
They assume you will want to travel around within London, when you arrive there ~ so you may appreciate a separate part on your ticket for that, instead of queueing again later for an Underground ticket or Oyster card.
The Travelcard, added to your mainline rail ticket, allows you to go all around most of London for the rest of the day, without paying any extra or separately for doing so.
At quite short notice, you manage to find a ticket for a theatre show that you were really hoping to watch while you are in Britain: this could be a 'classic musical' perhaps, or a Shakespeare play, or almost anything in between. You pay very cheaply for this (maybe £10) and when you receive the ticket, you see the phrase BALCONY:RESTRICTED VIEW printed on it.
You will be sitting upstairs in the theatre, and not able to watch the whole stage very easily ~ because, looking from where you will be sitting, there is a pillar (or something) blocking you off from seeing part of the stage.
'Romeo and Juliet' is only being performed on certain nights this week.
You will not be able to see the on-stage balcony from the seat where you will be sitting.
The ticket was cheap because you will be able to hear the performance, but not see all of it.
Answer 1 is right, though there is some truth in Answer 4.
Answers 2 & 3 may be tempting, but probably aren't true!
You go into a supermarket to buy a few small items. When you go to the checkout to pay, the member of staff asks you 'Do you have a loyalty card, at all?'.
You are expected to pay by credit card in this shop, just like all their regular customers.
They are suggesting that if you shop there regularly, you ought to have a special card to collect 'points' for a discount at some time in the future.
You can have a free birthday card, if you like, which you can send to somebody else.
They are worried that you might never go into this shop again, so they want you to fill in a small survey to confirm that you were happy with their service.
A 'loyalty card' is designed to make sure that customers use a shop regularly, so that both they and the shop can benefit (in terms of money) from a regular 'relationship'. Many of the main shops in Britain have schemes of this kind.
If you happen to be in Britain for more than a few days, it might be worth your while to have such a card; but for a short stay, it makes no real sense.
The fruit are not quite ripe enough to eat yet, and may need a few days until they taste their best.
The fruit will cost you £6.
'Half a doz.' is a common short version for 'half a dozen' ( = 12 / 2 , = 6 )!
You are shopping at the market and decide to buy some plums. You cannot reach the plums yourself, since they are too far back on the display; the stallholder will need to serve you.
A pound of these, thank you.
Half a kilo of those, thank you.
A pound of those, please.
Half a kilo of those, please.
You would ask in 'imperial units' (pounds [weight]) rather than metric; one pound = 454g, so it's within 10% of half a kilo.
You would say 'those' (not 'these') because the plums are nearer to the stallholder than they are to you; and you would say 'please' at this stage, and then 'thank you' later, once you have been given the fruit.
You are trying-on an item of clothing in a shop ~ a woollen outdoor cap, perhaps. The shop has caps on the shelf in the right size but the wrong colours, and the right colours but the wrong size. What do you say to the assistant?
Haven't you got my size in the brown and green?
Why haven't you got my size in the brown and green?
Can't you find me the right one that I'm looking for?
I was looking for a size X in brown and green, if you have any.
Of course, you are, effectively, asking a question ('Have you got a Size X in this colour, please?') ... but most of these first three Answers are rather rude, since they cast the enquiry in the negative ('haven't' ... ).
A simple statement, as in Answer 4, is less of a direct challenge to the shopkeeper, but it clarifies what the problem is. There is the suggestion that you have tried to solve the problem for yourself, but that it would be a nice surprise if they (with their greater knowledge) could find what you wanted ... and everyone would be happy.
Frankly you would just rather pay and leave, get out of the shop and get on with your life; but the cashier is waiting for an answer. What's going on, and what do you do or say?
They are offering to give you your money back, i.e. you can walk out of the shop with the goods and also without paying. You can't quite imagine why this is, but it sounds good, so you say 'yes please'.
They are telling you that as well as paying for what you are buying, you can also draw some money 'in cash' at the same time, and they will charge that to your card in one single transaction. This might save you time queueing again later at the bank for cash. You decide to take some, maybe £25 or so.
You think they want you to give some cash to the people behind you in the queue, so you ask them to explain slowly and in more detail.
Answer 2 may also have been sensible, depending on your circumstances and how careful you are about your money.
Sadly, Answer 1 was completely wrong!
If you go with Answer 4, you may find out how the system works ... but some of the people behind you in the queue may grow impatient at having to wait.


text:
Q: How do I know my heroku app is actually grabbing assets from cloudfront AWS? I setup CloudFront AWS to host my static assets for my Heroku App by following this article:
How to speed up your Rails app with Cloudfront
I setup the CDN url on AWS and added to my config/environments/staging.rb file:
config.action_controller.asset_host = "xxxx.cloudfront.net"

I deployed to my staging environment and find that my page loads are slower.  I do inspect element on chrome and it all seems fine (the assets are coming from cloudfront).  However, when I look at my Heroku Logs, I see the following:
        2015-08-08T00:40:52.667517+00:00 heroku[router]: at=info method=GET
path="/assets/ajaxSpinner.gif"
        host=xxxx.herokuapp.com request_id=326eaf7b-erf5-wr5a-954b-86fwefwwf fwd="xx.xxx.xxx.193"
    dyno=web.1 connect=0ms service=31ms status=200 bytes=19488

Should the "path" be something like: "xxxx.cloudfront.net/assets/ajaxSpinner.gif"??? OR, should the "host" be "xxxx.cloudfront.net"???


text:
Frankenstein's bloody terror download
They both turn out to be vampires and end up dueling it out with the werewolf star. It was released in the us under the title frankensteins bloody terror in 1971 because the distributor had promised a frankenstein movie to pad a double billing for contractual reasons, so they created an animated sequence at the beginning of the film to explain why there is no frankenstein monster in the film, despite the title and poster art. When i bought this film years ago i hadnt done any research so i was quite surprised when the opening notes pretty much told me there is no frankenstein in frankenstein bloody terror. Reddit gives you the best of the internet in one place. Its somewhat sounding like a moot point as far as cr is concerned, because from whats been said they have no rights to the us frankensteins bloody terror cut, if its that version which survives in 3d. Download terror stock pictures and images in the best photography agency. Also sign me up for fanmail to get updates on all things movies. In a way, enrique lopez eguiluz film is therefore maybe one of the most influential eurohorror films ever made, as it is not for certain if naschys career had. Frankensteins bloody terror 1968 posters the movie.
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To justify this odd choice of title, an animated opening sequence especially created for the film explained that a branch of the frankenstein. This film had a werewolf and vampire, but no frankensteins monster. The resulting body horror has been portrayed in gothic fiction, which, as dale townshend observes, persists in representing a range of bloody rituals, gruesome tortures, ghastly punishments, and spectacular immolations. Frankensteins bloody terror is really the starting point for spanish horror, as the genre hardly existed before its production.
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Interesting conversations from last week's World Science Festival in NYC are still slowly leaking out onto the blogs, and one particular note struck my fancy. Frank Wilczek was part of a panel on Nothing, essentially trying to describe the vacuum in lay terms. Last year I saw Wilczek on his book tour in San Francisco which was really good and interesting, so I imagine the WSF panel must have been a joy to watch in full.
Published on June 16, 2009 at 2:00PM.


Epson SC-T3270 Printer Review, Price and Manual - SubliJet E is the expert option for the Epson SureColor T3270. The SubliJet T3270 system includes quick printing and vibrantly colored, dramatically comprehensive photographic images. This production format printer system utilizes 4 700ml Y, M, C, MK cartridges with one cleaning cartridge in the PK Channel and will print sublimation transfers on roll paper with 24" large.
The brand-new SureColor T-3270 review printers not just satisfy the certain demands these days's engineering and clinical experts, they include the most recent in printing innovation to develop precise large-format prints appropriate for a range of applications and jobs, varying from CAD illustrations and GIS Maps to retail posters and business graphics.
The Epson SureColor T3270 for SubliJet-E Professional sublimation printing systems is developed for images up to 24" large. The Epson T3270 with SubliJet-E provides least expensive start-up expenses and fastest ROI of any 24" sublimation printing option in the market.
Able to produce accurate 24" large prints at a max resolution of 2880 x 1440 dpi, the SureColor T3270 is an exceptionally capable device for technical illustrations, graphic posters, and retail signs. The Epson T3270 Reviews is likewise rather quick, able to print a D-sized 22 x 34" plot in simply 28 seconds thanks to a speed of 660 feet ² per hour. Adaptability is likewise vital with handling of media as much as 59 mil thick in addition to either cut-sheet or roll media with 2" or 3" cores.
The SureColor T-series and Epson T3270 Brochure makes use of a UltraChrome XD pigmented ink set to provide brilliant color and sharp lines on various paper types. The system likewise makes it possible for the production of archival prints that are spot and water resistant.
Found on the front of the printer is a control panel including a complete color LCD screen, mistake status light, and buttons for accessing and altering levels. The T3270 likewise comes with a stand that has a horizontal catch basket for managing your completed print and Epson T3270 Manual.
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The Epson SC-T3270 Price is around $2,995.00.


Flange facing machine with outside diameter clamping. Automatic or manuel feed motion. Selection of: 2 ways feed motion and feed speed, 2 adjustable thrusts, with automatic release. For all shapes of face: flat ; raised face ; single or double groove ; O ring groove ; RTJ.
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Laredo Forklift Parts - Laredo City, Texas is situated on the northern bank of the Rio Grande and is the biggest city of Webb County. Currently, Laredo City has 4 international bridges. Two border crossings are currently maintained by the city; One with the Mexican State of Nuevo Leon at Columbia and one with the Mexican State of Tamaulipas at Nuevo Laredo. The principal port of entry into Mexico in the city of Laredo could be accessed on the Pan American Highway.
During spring, the average maximum temperature is 89 F with a minimum average temperature is around 54 degrees Fahrenheit. The highs throughout summer months are near 100 F and the low is 73 degrees Fahrenheit. The temperatures during the months of fall vary from a high of 95 F and a low of 70 F. During wintertime, the temperature varies from 71ºF to 46 F. There is roughly 19 inches of precipitation each year and the average humidity is 62%.
The name of the city came from a small town within Santander, located on the north shore of Spain. Spaniard Jose de Escandon founded one of the last northern provinces of New Spain, Nuevo Santander. The objective was to colonize the country Mexico. Laredo City was colonized in 1755 and was first named San Agustin de Laredo. Together with Laredo, six other settlements were established along the Rio Grande by Escandon, consisting of Reynosa and Carmargo during 1749, Revilla and Dolores during 1750, and Mier during the year 1752. The city of Laredo is believed to be the oldest independent settlement in the state of Texas since there were no missions associated with its founding. It is presently the only remaining Spanish colonial settlement on the north bank of the lower Rio Grande.
Captain Tomas Sanchez settled 15 leagues of land on the Rio Grande, together with three other families on the 15th of May, 1755. The family raised sheep, cattle, horses, goats, oxen and mules. The city was laid out by 1767 with the economy mostly focused on ranching.
There are four South Texas banking institutions within Laredo, comprising International Bank of Commerce, the Falcon International Bank, Texas Community Bank and BBVA Compass. Laredo is likewise the largest inland port in the United States because of its strategic location, the North American Free Trade Agreement, several twin assembly plants, and dozens of import export agencies. Mexican shoppers flock to the city of Laredo as a shopping location, which helps supplement the economy.


The effects of polarity from the use of (DC) current are responsible for the major results we see in muscle stimulators, facial exercisers, and other therapeutic applications of DC that have been widely accepted as fact.
Although the use of polarity is part and parcel in the use of Electron Therapy, it is a distinct effect all of its own, as demonstrated by the results realized by people using simple, unpowered grounding mats, occasionally to passively increase the natural electron exchange from the ground to the user.
Polarity therapy gives respect to the detoxifying effect of a continuous electron flow in one direction. It is done using positive and negative electrodes on the body (usually feet and hands) using much lower amplitude over a much longer time than ordinary Rife Therapy sessions.
In nature, human feet are negative, hands are positive uniformly.
It is the natural polarity of the body.
It follows that in the use of Rife Therapy, feet negative, hands positive for most people adds a natural charge to the body. We know that at higher outputs, the human body can literally uptake a small amount of electrons and convert it directly into cellular energy as described in the ECC 1989 model.
In polarity therapy we would use a very small amount of output power, to move toxins slowly but reliably out of the tissues, into the system, to be flushed out. This is demonstrated to be a safer detoxification method for those with known cases of toxicity, such as exposure to insecticide and heavy metals.
In Model A we often use the Benjamin Franklin concept of electricity, as it better fits the subjective experience. The Red, or positive side represents the bolt of lightening, and the negative side represents the ground. Two poles with exactly the same amount of potential at any given moment in the therapy, but the energy they deliver behaves very differently.
The positive (red) side is always felt a bit more than the negative side.


Star Wars Anthology: Rogue One has built a moon set. Oh, wait, that's no moon!
It appears David Gauke visited the Death Star set from Star Wars Anthology: Rogue One at Pinewood Studios. It isn't exactly a huge spoiler that the Death Star is going to be in the film as it is featured in the teaser and the synopsis for the film. But it is rather cool to think that the Death Star has a set built somewhere in the world right now and they're going film new scenes aboard the Death Star. That's nuts and really awesome. As always, great time to be a Star Wars fan.


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'jun7903' posted a message on Lemote BBS early this morning, which said he had made QEMU running Windows 98 on Loongson. Although QEMU on Loongson is not fully tested, it is the first time for a Windows OS to somehow "run" on Loongson2 platform. In 2006 I also saw WinCE running on GS32i (an improved Loongson I CPU).
I don't need Windows at all, but more functions are always better when it comes to marketing.