To listen to this message as presented to Livingstone Fellowship, click here.
The Lord makes it clear. He is not praying for unity with the world. He is praying for those who will believe in Him, who will be faithful to His Word, those who have been sanctified by the Word of God, those who are students of the Bible and faithful disciples. Jesus makes clear He is praying for unity amongst the true Church, those who are regenerate, the born-again. It is a disgrace and rebellion to Almighty God to not be united with fellow believers. I have found it easy to be united with Christians of a wide variety because I am in Missions and somehow it is easier for Missionaries to co-operate with Christians from different denominations. It is even more natural for missions to the persecuted Church to co-operate.
As Richard Wurmbrand said: "When you end up in the same cell and concentration camp, or torture chamber, you recognise an Orthodox priest as your brother in Christ, if he is suffering for Christ." Yes, Richard Wurmbrand was Lutheran and the other man was Orthodox and there are a lot of doctrinal and practical differences between them. When you are suffering for Christ, everyone else who is suffering with you can be seen as brothers and sisters in Christ. Richard Wurmbrand wrote a book, If that was Christ, Would you give him your Blanket? He was speaking about an Orthodox minister who was in the same prison cell. Richard Wurmbrand realised he had to give this man his blanket, because that is what he would do if it was Christ…"Whatever you did unto one of the least of these My brethren, you did it to Me."
On a Mission to Angola, I had discovered a Bible College in Lubango, which was Presbyterian, Assemblies of God and Baptist! One Bible College run by Presbyterians, Baptists and Assemblies of God! How was this possible? How do you work together? They answered: "the war taught us to work together." Indeed, when you are dealing with communist terrorists, like the Cubans, who were burning churches, murdering pastors and burning Bibles, it is quite clear who the enemy is. Those being targeted by the enemy are our brethren. That is why I have been able to minister amongst Baptists, Lutherans and Orthodox in Eastern Europe and amongst Pentecostals, African Independents, Anglicans, Lutherans, Brethren and vast range of other denominations across Africa from Mozambique to Nigeria, from Zimbabwe to Sudan, from Zambia to the Congo. It is natural, because we are in a war. When you are in a war it provides perspective.
In the army we were taught to work together as a team. One of the exercises was the Vasbyt (bite the bullet). It was an 8,4km race against other platoons and we were given tyres, poles and barrels to transport in this race to the end of the 8,4km. If everyone just decided to run, taking a tyre here and there, that would not have been very intelligent. If we worked as a team, you take the one side, I take the other and we put as many of the tyres as possible on the poles. Others took poles and we combined our ropes from our backpacks and strung the barrels between the poles. Then we ran in step. We achieved far more, in far less time and with far less struggle when we worked together as a team!
We learned the first time we completed one of these exercises that it is not the first person across the finish line that wins. It is the last person of the team across that wins. You do not win by being a Rambo/Lone Ranger running by yourself, saying I am going to win! You have to help the weaker members. So, the stronger people helped to carry the kit of the weaker. Some even carried their teammates, who had passed out on the way. Only when the last member of your team crossed the finish line had your team completed the course. It was on that result that the decision was made as to who received the pass/leave for the weekend, the trophy, etc. The Military taught us to work together, united as a team.
In the army there was a tremendous competitiveness between every platoon, company, battalion, regiment and unit. A person from Bravo company who tried to cross Charlie company's line, might end up having a metal eating pan beaten over his head. There were fights over all sorts of things because of the fierce competition between the units in training. It was intense. There was especially fierce competitiveness between units of the Navy, Air Force, Army and Police.
However, the moment we were deployed to the border, even the Police and Air Force were on the same side - as we were facing a common enemy. In war, one's whole perspective changes. It is healthy to have some competitiveness in training in order to strengthen your skills, to improve your abilities, to increase your speed, to perfect your teamwork, to see how you can work well together. However, once your training is complete and you are deployed onto the border against a common enemy, now competitiveness would be foolish and destructive. You now have to work as a team and it doesn't matter whether they are Marines or Air Force. They are our allies, on the same side, under the same flag. We were fighting the same communist enemy.
One does not have this hand competing with the other hand and this foot competing with the other foot. We work together. You need your feet, hands and fingers to work together. You need your mind and your tongue to be connected and engage brain before putting mouth in gear. We have to be able to co-ordinate every part of our body together, if you need to achieve anything important in athletics, hiking, paddling, ice skating, or anything! So, it is in the Church. There is a wide variety of diversity in our churches, but we should all be part of the same Great Commission Mission and same cause of advancing God's Kingdom. If we can realise a renewed vision of our Mission and understand where we stand in the battle of beliefs, in the world war of worldviews, in the cultural war that is raging, in the battle for the family, the battle for the mind, the battle for the heart. We will see that we can work effectively together with other believers.
As we travel, many people are surprised that our Mission works with so many others who are not exactly our kind of belief. Why do we do that? Try to see the big picture. We have a vision of fulfilling the Great Commission. Reformation. Revival. We want to work towards the fulfilment of the Great Commission, which is our supreme ambition. Therefore we will work with anyone who is in the fight. Some of the people's knowledge of the Scripture is weak and some of them do not know basic Biblical doctrines on a whole range of issues, but they are there. Whether we talking about the Congo, Nigeria, Zimbabwe, Zambia, or in Sudan. If we can place Scripture and Bible teaching materials in their hands, if we can inform, inspire and direct them, if we can come alongside them, educate and encourage, help meet some of their needs, help re-orientate them to be more effective in the fight and to get their focus on God's Kingdom, seeking first the Kingdom of God and His righteousness, then we are achieving something important.
Why? A victory for one part of Christ's Church is a victory for all of us. If you think in terms of military warfare, you do not win battles on your own. It is a team effort. We see this with Jonathan in 1 Samuel. Jonathan and his armour bearer saw the need to do something about the Philistine threat and were bold and brave. Jonathan said: "let us go up and see if God will give us victory over them." God can give us victory, whether by many, or by few. His armour bearer said: whatever the Lord has put in your heart, I am with you, heart and soul. They took initiative, went up and engaged the enemy and won the victory.
That is why David and Jonathan became the best of friends. They identified with each other as warriors, fighters, willing to take risks, initiators, willing to take on the enemy, even when heavily outnumbered. These two are one of the most magnificent examples of brotherhood, of a friend who can stick even closer than a brother. They were united in God and they were united in battle. There is a unity that comes amongst military people that is unique, which most people cannot understand. In the Army, we were told: "You have never lived until you have almost died and for those who fight for it, life has a flavour the protected will never know."
There is a bond between soldiers who have been together in battle that you cannot break. It is the same in the persecuted Church and Missions. When people have been under fire, bombarded in the trenches, in persecuted Churches, when you have ministered to people who are risking their lives to worship Christ, or to deliver Bibles, or whatever the mission at that time is, then there is a bond that cannot easily be broken.
Most Christians will never know that bond, as most people never commit to a fight. Most are not involved in the culture war, nor the battle for the family, nor the battle for the mind, nor the world war of worldviews. They do not know what it is to engage the forces of darkness. They do not know what it is to be involved in real spiritual warfare. They have never risked anything for God. How can they relate? There are soldiers who my Father and Grandfather fought with and even against, who they loved. The Afrika Korp and the 8th Army's mutual respect and bond was immense.
Luftwaffe Fighter Ace, Franz Stiegler, let American bomber pilot, Charlie Brown and his B-17 crew, go because they were so badly damaged, even escorting them to safety out over the flak gunners. They became the best of friends. General Adolf Garland, the head of the Fighter Squadrons in Germany and Douglas Bader, one of the top British Aces, became the best of friends and wrote Forewords for one another's books. Their families spent holidays together. A special bond is formed in some of these situations that most people will never understand. That is why most of the attempts by Christians to achieve unity will fail, as they are based on sloppy, sentimental, fuzzy ideas. It is the difference between building your house upon the rock, or building on the sand.
Real unity will come to the church when people understand: "Be Thou my vision…" When the vision is God and God's glory, then they will be able to love their brethren. When their mission is God's Mission, the Great Commission, when they see themselves as not so much a member of this denomination, or congregation, but of God's Kingdom. Being Kingdom focussed. Battle focused. When they see the needs and are involved in the battles. Only then we will be able to worship with and rejoice with, Russian Orthodox, Ethiopian Coptics, Egyptian Coptics, Anglicans in Sudan, Pentecostals in Nigeria, Baptists in the Congo and Independents in Zambia. When we are involved in the same Mission. When we are experiencing the same threats. When we are facing the same challenges. Only then will unity come and it will be real Bible-based, Christ-centered unity.
What we have to do is follow the Biblical principles. "Till we all come to the unity of the Faith and of the knowledge of the Son of God, to a perfect man, to the measure of the stature of the fullness of Christ." Ephesians 4:13. The kind of unity the Apostle Paul is talking about is unity of the Faith, unity of knowledge and unity in Christ with Christ as the perfect example, that we are trying to grow up to all that He has called us to.
If we try to compare ourselves with fellow Christians there is room for both despair and pride. Our goal is Christ. He is our example. We follow in His footsteps. There are weaknesses and blind spots in every Christian leader, even the best of them. There is bad in the best of us because we have fallen. There is evil in the best because we are fallen creation. But there is good even in the worst, because we are God's creation. Fallen creation gives us the balance.
An example of how we should not operate was at the Rustenberg National Conference of Churches in 1990 where I was a delegate. At one time Ray McCauley stood up to do a devotion. Everyone from Tutu, Boesak, many of the apostate clergy were there. Rev. McCauley said: "It is time for us to lay aside doctrine and seek unity with our brothers in the World Council of Churches!" At teatime, I went to Ray McCauley and said: "Ray, I never knew that you took up doctrine! How could you lay it aside?" He laughed and thought I was making a joke. But I was serious!
We need to be united in Christ, as the family of God. United in our Mission of the Great Commission. United in our love for God and for His Creation. United in purpose, to be salt and light. Working for Reformation, praying for Revival. Seeking first the Kingdom of God and His righteousness. United in battle. There is the battle for the mind, the battle for the heart, the battle for the family, the battle for Faith and freedom. United in the battle for Christian civilisation that is under attack.
We are under serious persecution. Never has the Church faced the kinds of threats it is facing right now from insidious anti-Christ, GayGB, pink inquisition who are seeking to bully, intimidate and pulverize Christians into re-defining marriage and the Gospel. We have whole denominations that have run up the white flag and re-defined marriage to include perversion. Many have accepted unrepentant, fornicating, adulterous perverts into their pulpits and call them "ministers", him or her! Entire denominations are apostatising right, left and centre. They are willing to ignore vast passages of the Scriptures in their eagerness to please the world and adopt their secular agenda.
Why? Many do not want to be called horrible names, like: a bigot, or legalist or judgemental! They would rather: betray God, violate their ordination oath, throw out the church constitution, ignore the Bible, take the scissors to the Bible, tippex out those offensive passages, whatever is necessary. Shred the Bible if need be. But do not call us horrible names! Wimps, wets and weeds who have no doctrinal back bone. Filleted of spine. Spineless evangellyfish. No Holy Spirit fire. No fervour. No courage, absolute cowards, traitors and apostates. Churches are apostatising and giving in to the New World Order, or they are just being quiet saying: we will just focus on nice happy thoughts of love, unity and peace, let us blow a shofar, etc. They may not get persecuted, but they have missed the whole purpose of what we are here for! They have spiritual amnesia and they have forgotten the Great Commission of our Lord, Jesus Christ.
We can see that our enemies are united. The enemies of Christ united to crucify Him. There was not much in common between the Pharisees, the Sadducees, the Scribes, the Herodians and the Romans. Yet they co-operated to crucify Christ. In Jerusalem the enemies of Christ had nothing much in common except that they worked together when it came to the illegal trial, shameful abuse, torture and crucifixion of our Lord and Saviour Jesus Christ.
Our enemies know the benefits and power of unity. The United Nations, which are neither united, nor nations, work together often for evil purposes. Muslims, radical Jihadists, feminists, Marxists, socialists, New Agers, Greens, they can all work together against Christian interests time and again. What do the secular humanists, the religious liberals, LGBT, transgender, GayGB, Pink Inquisition and Muslim Jihadists have in common? Often they work together because they hate Christ and Christians.
Christians are often divided on almost anything. Some Christians are not only divided, they are divisive, schismatic and continually attacking one another, even within the same denomination! Even Christians within the same denomination, who have much in common, fight because of envy, jealousy, back-biting, gossip and misunderstandings, sometimes for no other reason than hearsay and gossip.
The last command of Christ should be our first concern. The main thing is the keep the main thing the main thing. Our priority on earth is to fulfil the Great Commission, to seek first the Kingdom of God, to love God with all our heart, soul, mind and strength and to love our neighbour as ourselves. May God find us faithful to His Word and resolute in His service.
The audio CD of this message, as presented to Livingstone Fellowship, along with other audio CDs and MP3 boxsets, is available from Christian Liberty Books, PO Box 358, Howard Place 7450, Cape Town, South Africa, tel: 021-689-7478, fax: 086-551-7490, email: admin@christianlibertybooks.co.za and website: www.christianlibertybooks.co.za.


text:
package routes;

import com.google.gson.Gson;
import java.sql.*;
import java.util.HashMap;
import java.util.ArrayList;
import java.util.Map;

import spark.template.freemarker.FreeMarkerEngine;
import spark.ModelAndView;
import static spark.Spark.get;

import com.heroku.sdk.jdbc.DatabaseUrl;

public class Week8Routes {

    Gson gson = new Gson();

    public Week8Routes() {
        setupRoutes();
    }

    private void setupRoutes() {
      get("/db.json", (req, res) -> {
        Connection connection = null;
        Map<String, Object> attributes = new HashMap<>();
        try {
          connection = DatabaseUrl.extract().getConnection();

          Statement stmt = connection.createStatement();
          stmt.executeUpdate("CREATE TABLE IF NOT EXISTS ticks (tick timestamp)");
          stmt.executeUpdate("INSERT INTO ticks VALUES (now())");
          ResultSet rs = stmt.executeQuery("SELECT tick FROM ticks");

          ArrayList<String> output = new ArrayList<String>();
          while (rs.next()) {
            output.add( "Read from DB: " + rs.getTimestamp("tick"));
          }

          attributes.put("results", output);
          return attributes;
        } catch (Exception e) {
          attributes.put("message", "There was an error: " + e);
          return attributes;
        } finally {
          if (connection != null) try{connection.close();} catch(SQLException e){}
        }
      }, gson::toJson);
  }
}

redpajama_set_name: RedPajamaGithub


We appreciate your referrals, and for each one we give back to the community.
Your referrals mean the world to us. We work hard to earn each referral with great service and appreciation for your business every day. As our way of saying thank you, we've developed the AFS Community Referral Program.
For every person you refer who calls for a quote and says you referred them, we'll donate $5 to The Redneck Outlaws, Inc. in your name!
Don't worry about reminding them, we ask on every call.
This program includes Auto, Home/Renters and all lines of Business Insurance.
A referral is when someone calls or stops by and requests a quote. You can also submit your friend's information below and we'll call them. We just ask that you get their permission first.
The person you refer must be new to our agency and also reside within PA or MD.
That's it. The person you refer does NOT have to purchase a policy from our agency in order for your referral to count.
We just ask that they provide enough information for us to produce an accurate quote – like driver's license numbers or copies of their current policies.
We have an ongoing partnership with The Redneck Outlaws, however, we have also used our referral program to give back to our community in other ways.
In 2017 we donated new sets of drumsticks to the WASHS Marching Band.
Are you involved with or know of a local charity you would like to see us partner with as part of our referral program? We would love to receive your suggestions! Just call us at 717-762-5780 or email us at: email@afsmainstreet.com.
Since their organization in 2014, The Redneck Outlaws have contributed over $250,000 right back into our community for local families afflicted with pediatric cancer.
Upon seeing how their devotion has made a real, tangible difference in the lives of families right where we live, we knew there was no organization more deserving of our support.


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Display the relationship between two or more data sets.

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text:
import numpy as np
import pandas as pd
import os
import cv2
from PIL import Image
from scipy.misc import imread
import matplotlib.pyplot as plt
import skimage.feature
from sklearn.model_selection import train_test_split
from sklearn.preprocessing import LabelBinarizer
import keras
from keras.models import Sequential, load_model
from keras.layers import Dense, Dropout, Activation, Flatten, Conv2D, MaxPooling2D, Lambda, Cropping2D
from keras.utils import np_utils

import tensorflow as tf

from collections import Counter

from keras.models import load_model

import datetime

from tqdm import tnrange, tqdm_notebook, tqdm

# % matplotlib
# inline

class_names = ['adult_females', 'adult_males', 'juveniles', 'pups', 'subadult_males']

# my_dir = "/Volumes/dax/seals/Kaggle-NOAA-SeaLions/"
my_dir = "/seal_the_data/"

mismatch_id = [3, 7, 9, 21, 30, 34, 71, 81, 89, 97, 151, 184, 215, 234, 242, 268, 290, 311, 331, 344, 380, 384, 406,
               421, 469, 475, 490, 499, 507, 530, 531, 605, 607, 614, 621, 638, 644, 687, 712, 721, 767, 779, 781, 794,
               800, 811, 839, 840, 869, 882, 901, 903, 905, 909, 913, 927, 946]
blacklist = []
for i in mismatch_id:
    blacklist.append(str(i) + '.jpg')
print(blacklist[:5])
blacklist.append('train.csv')
print(blacklist)

file_names = os.listdir(my_dir + "Train/")
file_names = sorted(file_names, key=lambda
    item: (int(item.partition('.')[0]) if item[0].isdigit() else float('inf'), item))

# select a subset of files to run on
file_names = file_names[0:1]

# dataframe to store results in
coordinates_df = pd.DataFrame(index=file_names, columns=class_names)

# print(file_names[:])

for filename in file_names:
    if filename in blacklist:
        file_names.remove(filename)
    else:
        # read the Train and Train Dotted images
        image_1 = cv2.imread(my_dir + "/TrainDotted/" + filename)
        image_2 = cv2.imread(my_dir + "/Train/" + filename)

        cut = np.copy(image_2)

        # absolute difference between Train and Train Dotted
        image_3 = cv2.absdiff(image_1, image_2)

        # mask out blackened regions from Train Dotted
        mask_1 = cv2.cvtColor(image_1, cv2.COLOR_BGR2GRAY)
        mask_1[mask_1 < 20] = 0
        mask_1[mask_1 > 0] = 255

        mask_2 = cv2.cvtColor(image_2, cv2.COLOR_BGR2GRAY)
        mask_2[mask_2 < 20] = 0
        mask_2[mask_2 > 0] = 255

        image_3 = cv2.bitwise_or(image_3, image_3, mask=mask_1)
        image_3 = cv2.bitwise_or(image_3, image_3, mask=mask_2)

        # convert to grayscale to be accepted by skimage.feature.blob_log
        image_3 = cv2.cvtColor(image_3, cv2.COLOR_BGR2GRAY)

        # detect blobs
        blobs = skimage.feature.blob_log(image_3, min_sigma=3, max_sigma=4, num_sigma=1, threshold=0.02)

        adult_males = []
        subadult_males = []
        pups = []
        juveniles = []
        adult_females = []

        image_circles = image_1

        for blob in blobs:
            # get the coordinates for each blob
            y, x, s = blob
            # get the color of the pixel from Train Dotted in the center of the blob
            g, b, r = image_1[int(y)][int(x)][:]

            # decision tree to pick the class of the blob by looking at the color in Train Dotted
            if r > 200 and g < 50 and b < 50:  # RED
                adult_males.append((int(x), int(y)))
                cv2.circle(image_circles, (int(x), int(y)), 20, (0, 0, 255), 10)
            elif r > 200 and g > 200 and b < 50:  # MAGENTA
                subadult_males.append((int(x), int(y)))
                cv2.circle(image_circles, (int(x), int(y)), 20, (250, 10, 250), 10)
            elif r < 100 and g < 100 and 150 < b < 200:  # GREEN
                pups.append((int(x), int(y)))
                cv2.circle(image_circles, (int(x), int(y)), 20, (20, 180, 35), 10)
            elif r < 100 and 100 < g and b < 100:  # BLUE
                juveniles.append((int(x), int(y)))
                cv2.circle(image_circles, (int(x), int(y)), 20, (180, 60, 30), 10)
            elif r < 150 and g < 50 and b < 100:  # BROWN
                adult_females.append((int(x), int(y)))
                cv2.circle(image_circles, (int(x), int(y)), 20, (0, 42, 84), 10)

            cv2.rectangle(cut, (int(x) - 112, int(y) - 112), (int(x) + 112, int(y) + 112), 0, -1)

        coordinates_df["adult_males"][filename] = adult_males
        coordinates_df["subadult_males"][filename] = subadult_males
        coordinates_df["adult_females"][filename] = adult_females
        coordinates_df["juveniles"][filename] = juveniles
        coordinates_df["pups"][filename] = pups

x = []
y = []

for filename in tqdm(file_names):
    image = cv2.imread(my_dir + "/Train/" + filename)
    for lion_class in class_names:
        try:
            for coordinates in coordinates_df[lion_class][filename]:
                thumb = image[coordinates[1] - 32:coordinates[1] + 32, coordinates[0] - 32:coordinates[0] + 32, :]
                if np.shape(thumb) == (64, 64, 3):
                    x.append(thumb)
                    y.append(lion_class)
        except:
            pass

for i in range(0, np.shape(cut)[0], 224):
    for j in range(0, np.shape(cut)[1], 224):
        thumb = cut[i:i + 64, j:j + 64, :]
        if np.amin(cv2.cvtColor(thumb, cv2.COLOR_BGR2GRAY)) != 0:
            if np.shape(thumb) == (64, 64, 3):
                x.append(thumb)
                y.append("negative")

class_names.append("negative")

x = np.array(x)
y = np.array(y)

encoder = LabelBinarizer()
encoder.fit(y)
y = encoder.transform(y).astype(float)

my_model = '2017-06-25_model.h5'  # what is the model file named?

model = load_model(my_dir + my_model)

test_file_names = os.listdir(my_dir + "Test/")
test_file_names = sorted(test_file_names, key=lambda
    item: (int(item.partition('.')[0]) if item[0].isdigit() else float('inf'), item))

# select a subset of files to run on
# test_file_names = test_file_names[0:7]

print(len(test_file_names))  # 18636

#test_file_names = test_file_names[0:2000]
#test_file_names = test_file_names[2000:4000]
#test_file_names = test_file_names[4000:6000]
#test_file_names = test_file_names[6000:8000]
#test_file_names = test_file_names[8000:10000]
test_file_names = test_file_names[10000:12000]
#test_file_names = test_file_names[12000:14000]
# test_file_names = test_file_names[14000:]

print(len(test_file_names))  #

# dataframe to store results in
test_coordinates_df = pd.DataFrame(0, index=test_file_names, columns=class_names)

# print(test_file_names[:5])
# print(test_coordinates_df)

# GPU 6
with tf.device('/gpu:5'):
    for filename in tqdm(test_file_names):
        file_int = int(filename[:-4])
        current_time = datetime.datetime.now().time().isoformat()[:5]
        if file_int % 500 == 0:
            print('completed %d images at %s' % (file_int, current_time))

        img = cv2.imread(my_dir + "Test/" + filename)

        x_test = []

        for i in range(0, np.shape(img)[0], 64):
            for j in range(0, np.shape(img)[1], 64):
                thumb = img[i:i + 64, j:j + 64, :]
                if np.shape(thumb) == (64, 64, 3):
                    x_test.append(thumb)

        x_test = np.array(x_test)

        y_predicted = model.predict(x_test, verbose=0)

        y_predicted = encoder.inverse_transform(y_predicted)

        the_counter = Counter(y_predicted)

        # print(the_counter)

        for key in the_counter:
            test_coordinates_df.set_value(index=filename, col=key, value=the_counter[key])

protect_df = test_coordinates_df
# print(test_coordinates_df)

del test_coordinates_df['negative']
test_coordinates_df = test_coordinates_df[['adult_males', 'subadult_males', 'adult_females', 'juveniles', 'pups']]
print(test_coordinates_df)

test_coordinates_df.to_csv(my_dir + datetime.date.today().isoformat() + '_submission_pt6.csv')


text:
The Road To The Future: Alberta Releases Hydrogen Roadmap
November 23, 2021 - By Canadian Energy Perspectives, John S. Osler, Jamie Gibb and Connor O'Brien
On November 5, 2021, the Government of Alberta released its awaited Alberta Hydrogen Roadmap (the "Roadmap") which sets out the plan for Alberta to become a leader in the emerging hydrogen economy. The plan comes on the heels of the Federal Hydrogen Strategy and B.C. Hydrogen Strategy, which were released in December 2020 and July 2021, respectively, and Alberta's Natural Gas Vision and Strategy which was released on October 6, 2020.
Emphasis on the hydrogen economy is growing globally as economies attempt to accelerate the transition to clean energy in furtherance of global emission mandates. The Roadmap affirms Alberta's strong position to participate in a global clean energy transition and retain the long term competitive advantage of its natural resources.
For in-depth explanation of the different types of hydrogen production, targeted industries and an overview of the Canadian hydrogen economy, see earlier McCarthy Tétrault blog posts here, here, here, and here.
The Roadmap has been developed based on advice and input from municipalities, industry, academia, indigenous organizations, and non-governmental organizations to outline seven key policy pillars to achieve its plans:
Build new market demand;
Enable Carbon Capture, Utilization and Storage (CCUS);
De-risk investment and improve access to capital;
Activate technology and innovation;
Ensure regulatory efficiency, codes, and standards to drive safety;
Lead the way and build alliances; and,
Pursue hydrogen exports.
The first phase of implementing the Roadmap focuses on establishing policy, investing in technology to reduce the carbon intensity of hydrogen production and accelerating commercialization across the supply chain. The second phase will focus on growth and achieving scale through improved technologies and commercialization.
The Roadmap outlines several short and long term actions in furtherance of each of the seven key policy pillars. These include:
Supporting hydrogen blending in the utility market by amending the Gas Utilities Act and Gas Distribution Act;
Advancing CCUS hubs and improving the economics of CCUS;
Supporting clean hydrogen production through the Alberta Petrochemicals Incentive Program;
Support hydrogen technology and innovation throughout the value chain by establishing a Clean Hydrogen Centre of Excellence and hydrogen feasibility studies;
Support the development of national and provincial codes and standards;
Coordinate the development of hydrogen hubs and partnerships across the province; and
Pursue international market access by establishing a clean energy corridor with connection through British Columbia and other jurisdictions.
Based on the Roadmap it is clear that Alberta is committed to moving forward - and rather quickly - in order to capture a significant amount of the hydrogen economy in Canada.
Why Alberta has a Competitive Advantage
Alberta has significant competitive advantages that will help support the growth of Canada's hydrogen economy and thereby support the global transition to clean energy. Alberta already produces the most hydrogen of any province in Canada, approximately 2.4 million tonnes per year that are primarily used in various industrial applications. This experience will enable Alberta to scale hydrogen production quickly and efficiently.
Currently, hydrogen is predominantly produced from fossil fuels such as natural gas, which is in abundant supply in Canada, and particularly in Alberta. With more than 60% of Canada's natural gas production, Alberta has the potential to be one of the world's lowest cost producers of hydrogen. This provides Alberta with the opportunity to leverage existing infrastructure, natural gas reserves, and expertise to lead Canada into the global hydrogen economy.
CCUS is an integral piece of the development of clean hydrogen. Due to its geology and focus on emissions reduction in the oil and gas industry, Alberta also has a robust and established regulatory and risk management framework in place for large-scale CCUS which has already supported the development of two world-scale commercial CCUS projects for large industrial emitters in the Province.
As the home to Canada's energy industry, Alberta is poised to be a major player in the hydrogen economy by leveraging its existing history of expertise and its infrastructure. The Roadmap also makes it clear that the Government of Alberta is committed to providing investment certainty and flexibility for investors in order to make Alberta as the "most attractive and welcoming investment destination in North America". In an effort to attract investment to Alberta, the Government of Alberta has implemented the following in the past few years:
Job Creation Tax Cut - reduction of the general corporate income tax rate on July 1, 2020;
Alberta Petrochemicals Incentive Program -financial incentives for investment in hydrogen facilities using CCUS;
Alberta Indigenous Opportunities Corporation - provides indigenous communities with access to up to $1 billion in financial support and loan guarantees for participation in equity ownership of natural resource projects;
Creation of Invest Alberta; and
Technology Innovation and Emissions Reduction (TIER) Fund - a commitment of up to $750 million over 3 years through the for innovative projects that reduce emissions.
Targeted Markets
In addition to the Roadmap's key policy pillars, it also identifies five major markets for hydrogen which represent opportunities for Alberta:
Heating (residential and commercial);
Power generation and storage;
Transportation;
Industrial processes; and
International export.
Each of these markets represent significant opportunity, and several of them have already begun transitioning to zero-carbon fuel.
There exists an opportunity within the heating markets by blending hydrogen in the natural gas distribution grid in order to decarbonize it and slowly transition to higher blends. The early introduction of hydrogen blending into the natural gas grid in Alberta is key as it can be done without substantial upgrades to infrastructure, thus reducing investment risk.
The power generation and storage sector presents opportunities for both clean production and use of hydrogen via flexible energy storage and production by renewable energy sources. Hydrogen has already made significant strides in the transportation sector as fuel cell electric vehicles (FCEV) continue to be an emerging market. As the production efforts for hydrogen continue, the cost competitiveness of FCEV's will continue to improve, which will drive even more demand for the fuel. The industrial sector presents an opportunity to convert high carbon intensity sources of hydrogen to clean hydrogen sources.
Finally, as noted in a previous blog post here, the global demand for hydrogen is expected to boom in the future and demand is expected to be 22 to 40 million tonnes per year by 2050 in the United States alone. With Alberta's capacity for clean hydrogen production projected to be approximately 45 million tonnes per year, and Canadian domestic demand up to 20 million tonnes per year by 2050, there exists significant opportunity for export both nationally and internationally for hydrogen produced in Alberta.
Hydrogen is positioned to play a significant role in the de-carbonization of the global economy and Alberta has significant opportunity to play a major role both nationally and internationally. With the implementation of the Roadmap, the Government of Alberta is committed to closely monitoring the global hydrogen economy as well as revisiting the Roadmap in 2025 in order to refocus actions for the 2030-2050 timeline.
To view the original article click here
Canadian Energy Perspectives
McCarthy Tétrault LLP
66 Wellington Street West
Suite 5300, TD Bank Tower
ON M5K 1E6
Tel: 416362 1812
Fax: 416868 0673
E-mail: info@mccarthy.ca
URL: www.mccarthy.ca

redpajama_set_name: RedPajamaCommonCrawl


text:
Imaginary Elevators
A Blog about Children's Literature
Adieu, Audrey
Just Being Audrey – Margaret Cardillo and Julia Denos, Balzer + Bray, 2011
Last week, the great French designer Hubert de Givenchy died at the age of 91. Although his long career included a series of great accomplishments and innovations, he will always be remembered to many as the man who dressed Audrey Hepburn. Obituaries recalled his own anecdote of preparing to meet an actress named "Hepburn" in his fashion house, and being initially disappointed when a slender young woman dressed in "ballerina flats and a straw gondolier's hat" showed up instead. From then on, she became both a professional inspiration to him and a lifelong friend.
Sadly, Hepburn herself did not enjoy the long life of her companion; she died in 1993 at the age of sixty-three. Margaret Cardillo and Julia Denos' Just Being Audrey gently avoids discussing her death, but their thoughtfully researched and beautifully designed love poem to the iconic actress and humanitarian is anything but patronizing to young readers. Picture book biographies based on the childhoods of famous figures are not new. It is an obviously appealing idea to present to children what great people were like when they were just kids. While some of these books rise to the task of connecting childhood creativity and persistence to later success, others follow a hollow and misleading formula. Einstein as "bad at math." You are bad at math….
….You, too, may grow up to be Einstein. Cardillo and Denos have recreated Hepburn's childhood and later career by connecting her early experiences and formative values to the trajectory of her life in a convincing way.
Hepburn's unstable childhood in war-torn Europe is presented without unusual claims of heroics, and acknowledges her fear and her joy at liberation. Cardillo describes the young Audrey's disappointment at being too tall for a career in ballet, but she avoids suggesting that this was a tragedy, or that a perfect alternative presented itself without effort:
"Audrey soon realized that her dream of being a ballerina was not going to become a reality. She was simply too tall, and no amount of practice could change that. She decided to try acting instead."
This type of measured, almost pragmatic, description of Hepburn's choices is consistent throughout the book, as when Cardillo compares the actress' screen roles to those she assumed in real life:
"Audrey often played characters who went through some kind of transformation, both inside and out. But in real life, Audrey always knew just who she was, and just where she had come from."
The subtle choice of words, such as qualifying "transformation" with the phrase "some kind of," indicate how attuned the author is to her picture book audience, children looking for inspiration and realistic role models in the same reading experience.
Denos is an award-winning author as well as illustrator, and the interplay of her images and Cardillo's text is perfect. The design portfolio come-to-life of Hepburn dressed in the magnificent creations of Givenchy and other designers on one double page spread succeeds in proving to the reader that Audrey as the determined chauffeur's daughter Sabrina Fairchild, Audrey as Eliza Doolittle dressed for the races at Ascot, and Audrey in all-black beatnik garb punctuated by white socks are still all Audrey.
Later, when her "roles" include cooking spaghetti and meatballs for her family or walking her dog, the transition is unforced. The "real" Audrey is portrayed as fulfilling different but equally significant parts of her life. An unforgettable image of Audrey meeting Colette, author of Gigi reflects the value of youth paying tribute to age. A very tall Hepburn, dressed in her signature black pants and white cropped blouse shakes white-gloved hands is shown together with the aging matriarch of French letters, now seated in a wheelchair. There is no need to "spell out" for children that these women are at opposite ends of their life spans.
The last part of that life, as a spokesperson for UNICEF who made many trips to actively engage in aid programs for children in Africa, is depicted as one more natural development in a life directed by artistic ability and ambition, as well as compassion and memory of her own past. At the end of the book, there is a useful timeline and brief bibliography. The author and illustrator each include carefully worded notes at the end, explaining the specific inspiration presented to them by Hepburn's life. The unusually humble tone of their words echoes the understated beauty of Just Being Audrey, a work to be shared by elementary school level readers and older, and their caregivers. (In May, Balzer + Bray will release Just Being Jackie, by Cardillo and Denos, a tribute to Jacqueline Kennedy Onassis.)
Posted on March 18, 2018 April 3, 2018 by Emily Schneider
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text:
883 F. 2d 388 - Rendon v. At & T Technologies
883 F2d 388 Rendon v. At & T Technologies
50 Fair Empl.Prac.Cas. 1587,
51 Empl. Prac. Dec. P 39,353, 15 Fed.R.Serv.3d 137
Gilbert RENDON, Plaintiff-Appellee, Cross-Appellant.
Joe Mike Zepeda, et al., Intervenor-Plaintiffs-Appellees,
Cross-Appellants,
AT & T TECHNOLOGIES, Defendant-Appellant, Cross-Appellee.
Sept. 18, 1989.
Stephen F. Fink, Steven W. Sloan, Thompson & Knight, Dallas, Tex., Ben F. Foster, Jr., Foster, Bettac & Heller, San Antonio, Tex., for defendant-appellant, cross-appellee.
James M. Heidelberg, Les Mendelsohn, Mendelsohn, Heidelberg & Beer, San Antonio, Tex., for plaintiff-appellee, cross-appellant.
Jeffrey C. Bannon, Washington, D.C., for amicus curiae E.E.O.C.
Before KING, GARWOOD and DAVIS, Circuit Judges.
W. EUGENE DAVIS, Circuit Judge:
In this pattern and practice disparate treatment1 Title VII and section 1981 action, AT & T appeals a judgment in favor of a class of Black and Mexican-American telephone installers in AT & T's San Antonio and Rio Grande operations. The district court found that the class plaintiffs proved AT & T's "intent to discriminate against class members" and awarded injunctive relief and damages. We find no error and affirm.
The class members cross-appeal the district court's award of attorney's fees and expenses. We affirm the attorney's fee award, but vacate the district court's denial of expenses and remand for further proceedings consistent with this opinion.
In September 1971, Gilbert Rendon and members of a class of Mexican-American telephone installers filed charges with the Equal Employment Opportunity Commission alleging that their employer, Western Electric, Inc., discriminated against its Mexican-American employees. AT & T is now the plaintiffs' employer and the party defendant. When the Commission's conciliation efforts failed to produce an amicable resolution to the parties' dispute, the plaintiffs brought this Title VII and section 1981 action in the district court. In June 1975, Kenneth Cubit and a class of Black installers, also employed by Western Electric, intervened in the Rendon class action charging that Western Electric had also discriminated against members of their class.
The district court certified the class in July 1978. The class consisted of all present Mexican-American and Black installers employed by Western Electric in the San Antonio and Rio Grande Valley areas; all past and future Mexican-American and Black applicants for installer positions at Western Electric in the San Antonio and Valley areas; and all former Mexican-American and Black installers at Western Electric in the San Antonio and Valley areas whose claims were not time barred.
The district court found that the plaintiffs "failed to prove discrimination in defendant's hiring and termination practices." The plaintiffs do not appeal that ruling. The district judge concluded, however, that there were "gross disparities in promotion times and incidents of overt discrimination" with regard to promotions for installers. AT & T appeals this feature of the district court's judgment. In order to discuss the merits of AT & T's appeal of the district court's judgment granting relief to plaintiffs on their Title VII and section 1981 claim based on discriminatory promotions, we must describe in some detail Western Electric's promotion system.2
Western Electric's San Antonio and Rio Grande divisions install, modify and remove telephone company central office equipment and commercial PBX exchanges for Bell System companies and their industrial, commercial and governmental customers. The compensation, and other terms and conditions of employment of the hourly workers in the San Antonio/Rio Grande Valley installation division are governed by a collective bargaining agreement between Western Electric and the installers' union. Under this agreement, the hourly wage of an installer is mainly dependent upon the installer's position within an "index plan."
Western Electric's index plan provides for five index levels--one through five--and each installer is assigned to one of the five indices depending on the installer's skill level. All new employees in this department begin at index 1 and are promoted to a higher index when they meet the requirements for promotion, outlined below. The higher levels are filled by promotions from the lower indices.
An installer's advancement through the index plan is dependent on two factors: (1) opportunity to perform higher index work, which is provided if a supervisor assigns work in the higher index; and (2) a satisfactory performance evaluation by a supervisor of that higher index work. If an installer is never assigned work at a higher skill level, the installer cannot progress to the next level. Similarly, poor performance evaluations by a supervisor of the higher index work will prevent an installer from moving to the next index.
With respect to the first promotion requirement, performance of above index work, the plaintiffs presented evidence that Western Electric has no established procedure for evenhandedly assigning its installers to higher index level work. Indeed, any installer may be assigned duties in any work operation code. In practice, the orbit supervisor selects installers for Western Electric projects and assigns them to sub-orbit and line supervisors. The sub-orbit and line supervisors, in turn, assign work to the installers. These supervisors control an installer's advancement because an installer cannot advance to the next higher index if he is not assigned work in codes within that index.
The second component of advancement is the process by which an installer is evaluated in the index work codes. It is the role of the job installation supervisor to specify whether a worker is "qualified" in particular work operations, based on the supervisor's recollection of the installer's work. If the line supervisor thinks an installer is qualified in a particular code, the supervisor rates the installer as a "9". If an installer receives rating of "9" in the required codes, the installer advances to the next index level. Although the supervisor's evaluation controls an installer's advancement within the index plan, no written criteria are in place to guide the supervisors in their evaluations of an installer's performance. Job assignments and job ratings by supervisors are based almost entirely upon the supervisor's subjective judgment, with practically no objective criteria for evaluation.
The district court found that Western Electric used its highly subjective index plan to discriminate against promotion of minority installers. The district court determined that Western Electric accomplished this discrimination in two ways. First, "class members were assigned to substantially less work which would qualify them to advance to index 3 or higher" indices. White installers received index 3 "level work or higher at a rate of about twice that of the class members." Second, the district court found that "[c]lass members received dramatically fewer '9 ratings' than whites."
The district court enjoined AT & T from "maintaining practices, policies, customs or usages which discriminate against Mexican-Americans and Blacks because of their race or national origin, with respect to promotion opportunities." The district judge also awarded attorney's fees to plaintiffs' counsel in the amount of $178,305, plus expenses of $36,439.21. Some class members received awards of back-pay. This appeal followed.
The district court relied heavily on plaintiffs' statistical evidence in its finding of liability. In this appeal, appellant points primarily to what it perceives as the shortcomings of plaintiffs' statistical evidence and why that evidence will not support the inference of discrimination that the district court drew from it. We review the district court's factual finding of intentional discrimination under the clearly erroneous standard of review. Pullman Standard v. Swint, 456 U.S. 273, 289-90, 102 S.Ct. 1781, 1790-91, 72 L.Ed.2d 66 (1982).
If the district court's account of the evidence is plausible in light of the record viewed in its entirety, the court of appeals may not reverse it even though convinced that had it been sitting as a trier of fact, it would have weighed the evidence differently. When there are two permissible views of the evidence, the factfinder's choice between them cannot be clearly erroneous.
Anderson v. Bessemer City, 470 U.S. 564, 573-74, 105 S.Ct. 1504, 1511, 84 L.Ed.2d 518 (1985). On review, we will reverse a district court's factual findings only if, on the entire evidence, we are "left with the definite and firm conviction that a mistake has been committed." United States v. United States Gypsum Co., 333 U.S. 364, 395, 68 S.Ct. 525, 542, 92 L.Ed. 746 (1948). We turn now to the evidence presented to the district court.
A. Plaintiffs' Statistical Evidence
The class members' statistical study was conducted by Dr. William R. Schucany, a professor of statistics, who based his analyses upon data provided by Western Electric in discovery. Dr. Schucany's database consisted of seven different cohorts of workers, based upon year of hire in years 1965 through 1971. His database consisted of all employees hired between 1965 and 1971 who entered at index 1 except that: (1) all employees who left Western Electric before they were promoted to index 3 were excluded; and (2) employees whose service with Western Electric had been interrupted for reasons such as military service or continuing education were excluded. Dr. Schucany next grouped installers according to year of hire, primarily to control for economic conditions which would force layoffs based on seniority. Except for individuals excluded for one of the above reasons, the database included all installers identified by Western Electric in discovery.
Dr. Schucany's principal conclusions are summarized in plaintiffs' exhibits 37-40. Plaintiffs' Exhibit 37, set out in the margin,3 indicates that for each of the study cohorts (i.e., installers hired in 1965, 1966, 1967, 1969, 1970 and 1971) the difference between the average time to promotion to index 3 for white installers and minority installers is approximately one year. Thus, white employees enjoyed a faster promotion, on average, than Black and Mexican-American installers. At trial, Dr. Schucany testified that "this difference is a statistically significant difference," that fell between two and three standard deviations from the mean.
Consistently, Plaintiffs' Exhibit 38, set out in the margin,4 indicates that for the cohorts which Dr. Schucany analyzed (i.e., installers hired in 1966, 1969 and 1970), white installers enjoyed a faster promotion from index 1 to index 4, on average, than Black and Mexican-American installers. At trial, Dr. Schucany conceded that, with respect to promotion to index 4 there was "too little data, really, on the promotion times to make any kind of firm conclusion. I only observed that it's consistent with what's on Exhibit 37 about the movement to Index 3."
Plaintiffs' Exhibit 39, set out in the margin,5 demonstrates that for each of the six years covered, white installers received an average of one more qualified rating in above index work than did minority installers. At trial, Dr. Schucany testified that
[t]hat, in itself, is statistically significant and ... consistent with promotion times and the work assignments ... this conclusion about ratings is just right in line with the others. But just by itself, it's significant due to being so consistent in one direction for each of six independent groups of people that were compared.
And last, Plaintiffs' Exhibit 40, set out in the margin,6 details that white installers received assignments in index 3 level work or higher at consistently higher rates than that of the plaintiffs.
At trial, Dr. Schucany testified that his analysis of each of the study cohorts primarily concentrated on the liability period, which began on June 10, 1971.7 Dr. Schucany's study continued through the end of 1979.
B. Defendant's Statistical Evidence
Defendant's expert, Dr. Michael Yost, Jr., conducted a different analysis of minority promotion rates and minority representation within the five indices. Dr. Yost conducted three different inquiries: (1) a comparison between the time to promotion of white and minority installers; (2) a comparison between the promotions of minorities and whites in proportion to their respective number eligible for promotion; and (3) a linear regression analysis on the representation of minorities in each of the five indices from 1969 through 1979.
In the first inquiry, Dr. Yost conducted twenty-four "T-tests" and found no statistically significant differences between minority and white times-to-promotion. In the second inquiry, Dr. Yost concluded that at the .05 significance level, minorities never received less than the expected number of promotions "given knowledge of the proportion of the pool of people eligible for promotions who were minority members." And last, Dr. Yost found a trend of increasing minority representation from 1969 through 1979, approaching "a fifty-fifty level" with white installers. Dr. Yost testified that his trend studies did not support a finding of discriminatory treatment against minorities. He emphasized that his results were more reliable than those of Dr. Schucany because he had studied the entire population of installers at Western Electric.
The district court concluded, however, that Dr. Yost's testimony was not credible. The district court found first that Dr. Schucany's education and experience were superior to Dr. Yost's. The district court also determined that Dr. Yost's conclusions were less reliable than Dr. Schucany's because Dr. Yost "failed to hold constant for date of hire" by "averaging the advancement times of all white installers, regard[less] of date of hire, and then comparing them with minorities." The district court was entitled to conclude that Dr. Yost's failure to hold constant for date of hire, i.e., compare white workers to minorities hired the same year, was a serious flaw. Comparing workers hired the same year rules out a number of circumstances other than race that may affect promotion, such as unusually good or bad economic conditions, technical advances, demographics and others.
The district court concluded that
Dr. Yost did not state how his index-by-index [analysis] would control [a number of] variables, but merely stated in conclusory fashion that his analysis did so. It appears to this court that a year by year analysis is less affected by these changing factors than an index-by-index analysis cutting across many years, and thus, a greater period of time.
In sum, defendant's statistical evidence was subject to serious limitations. The district court did not clearly err by accepting Dr. Schucany's testimony over that of Dr. Yost.
C. Plaintiffs' Anecdotal Evidence
In addition to Dr. Schucany's statistical presentation, the class members in their testimony described the dearth of class members in either higher index level jobs or supervisory positions.
Class members also testified to specific instances of overt discriminatory conduct. For example, Mr. Rodriguez testified that, on one occasion, he had been assigned to index 4 work on an otherwise all-white analyzation crew. Rodriguez testified that he was relegated to sorting cable tanks while white installers actually performed the project analyzing. One of the white installers performing analyzation was less experienced than himself. Rodriguez also testified to the use of racial slurs by white installers and supervisors. Rodriguez stated that the white installers referred to the Mexican-American installers, as "[w]etback ... You Mexican." When Rodriguez complained, his supervisor responded that he "was just [a] rebel rouser ... a trouble maker." Longoria and Arteaga similarly testified that they had been denied assignments to higher index work and projects commensurate with their technical expertise while white installers, at lower index levels and with less technical expertise, were given higher level, and more challenging, assignments.
On appeal, AT & T raises seven errors: (a) Dr. Schucany's analysis focused on conduct that occurred outside the liability period; (b) Dr. Schucany failed to control his study for "basic factors," such as when an employee was hired, Western Electric's hard core hire program and credit given by the company for previous work experience; (c) Dr. Schucany's sample was not representative of the Western Electric installers; (d) Dr. Schucany improperly aggregated data; (e) there was no competent evidence addressing promotions to index levels 4 and 5; (f) the statistical evidence does not show gross disparities between promotion times of white installers and the class members; and (g) the plaintiffs' anecdotal evidence is insufficient to support a finding of pattern and practice liability. We consider each of these arguments below.
Appellants first argue that Dr. Schucany's analysis focused on unactionable conduct that occurred outside the liability period, beginning June 10, 1971. However, the discriminatory conduct extended into the liability period for all but two of Dr. Schucany's cohorts, the 1965 and 1966 hires. In other words, only two cohorts, the 1965 and 1966 hires, were subject to discriminatory promotion practices entirely outside the liability period.
AT & T erroneously argues that the district court was precluded from considering any evidence from outside the liability period. For a narrow range of cases, those in which a violation is continuing in nature, this court recognizes that liability may be based on continuing unlawful conduct which preceded the liability period. See Clark v. Olinkraft, Inc., 556 F.2d 1219, 1222 (5th Cir.1977); Crawford v. Western Electric Co., Inc., 614 F.2d 1300, 1309 (5th Cir.1980); Berry v. Board of Supervisors, 715 F.2d 971, 979 (5th Cir.1983). When an employer has a discriminatory promotion policy or system and the system is maintained into the charge-filing period, a plaintiff may attack the promotion system even though the plaintiff was not denied a job benefit within the charge-filing period. See B. Schlei & P. Grossman, Employment Discrimination Law 1050 (2d ed. 1983). "[L]iability of the employer for back pay may be based on acts occurring outside the two-year period if a current violation is shown." Crawford, 614 F.2d at 1309 (emphasis in original). The district court was entitled to consider AT & T's index plan as such a continuing discriminatory promotion policy or system. As we stated in Clark, 556 F.2d at 1222, quoting Rich v. Martin-Marietta Corp., 522 F.2d 333, 348 (10th Cir.1975):
[Failure to hire] is different from an employee who is seeking promotion. The former takes place on a particular day, whereas in the promotion area it invariably arises during a lengthy period of time. Plaintiffs here challenge the entire promotion system maintaining that it continually operated so as to hold them in lower echelons. Hence, the 90 day [now 180 day] period prior to the filing of the EEOC charges looms inconsequential in this kind of case.
Promotion systems, unlike hiring systems, "produce[ ] effects that may not manifest themselves as individually discriminatory except in cumulation over a period of time." Glass v. Petro-Tex Chemical Corp., 757 F.2d 1554, 1561 (5th Cir.1985).
In summary, once the plaintiffs demonstrated that AT & T used its index plan to discriminatorily deny promotions to plaintiffs within the liability period, plaintiffs were entitled to produce evidence outside the liability period to show the continuing nature of this discriminatory policy. Thus, the district court did not err in considering evidence of pre-liability period discrimination.
Next AT & T contends that Dr. Schucany failed to control for other nonracial factors it terms "basic factors," that make his conclusions unreliable. The defendant alleges that the time within each year of hire strongly affects the number of index reviews an installer undergoes "and thus his opportunities for promotion." Although control for this factor would be desirable, we are persuaded that the district court was entitled to determine that it was not a critical, methodological flaw. Relatedly, AT & T contends that Dr. Schucany failed to consider the effect of the company's "Hard Core Employment Program," in which they hired a number of minorities who did not measure up to their usual standards. The number of these "hard core" workers hired was small and the district court did not err in determining that the expert's failure to control for this factor was not a critical flaw in his study.
Moreover, AT & T did not present evidence at trial detailing the effects of these variables on AT & T's practices. In fact the record supports the view that these variables were inconsequential. For example, the named plaintiffs testified that the hard core hires did not remain very long at Western Electric. Because Dr. Schucany factored out all installers who did not remain long enough at Western Electric to be promoted to index level 3, the hard core hires probably had no effect on Dr. Schucany's analyses.
While Dr. Schucany's conclusions may have been more reliable if he had controlled for these variables, his failure to do so goes to the weight of his testimony. Even if Dr. Schucany's model was not perfect, it was not so flawed that the district court was required to reject it.
The defendant next challenges the validity of Dr. Schucany's analyses because he allegedly employed an unrepresentative sample. Specifically, the defendant challenges Dr. Schucany's decision to exclude from analysis white installers hired before 1965 and employees whose service with Western Electric had been interrupted for reasons such as military service or continuing education. AT & T argues that when Schucany excluded these installers, the sample was no longer representative and inferences drawn from unrepresentative samples are inherently flawed. Dr. Schucany testified that his database excluded these installers so that he could compare the treatment of similarly situated installers who differed only in ethnicity. At trial, when pressed on this same point, Dr. Schucany stated, "my dataset is very nearly the dataset of interest. And not a question of whether it's small or representative. It's almost the entire set that we're talking about." The district court did not err in crediting Dr. Schucany's testimony on this point that excluding these installers improved his database by removing nonracial factors from consideration.
AT & T next asserts that the district court erroneously accepted Dr. Schucany's aggregation of the data summarized in Plaintiffs' Exhibit 37. This objection is based principally on the testimony of AT & T's own expert, Dr. Yost, who stated that aggregation can spuriously suggest long term discriminatory practices by giving too much weight to one atypical group. The district court apparently rejected Dr. Yost's conclusion and this finding is not clearly erroneous. Aggregation is not impermissible as a matter of law. Indeed, other circuits have held that "the pooling issue should be decided on the facts of the particular case." Coates v. Johnson & Johnson, 756 F.2d 524, 542 (7th Cir.1985). See also Adams v. Gaudet, 515 F.Supp. 1086, 1145 (W.D.La.1981); Brown v. Delta Air Lines, 522 F.Supp. 1218, 1228 (S.D.Tex.1980).
Here, the record contains evidence from which the district judge could conclude that aggregation was appropriate. At the trial Dr. Schucany stated, "it's certainly a proper statistical approach to break an analysis into groups. But it is equally important to recombine the results of those separate tests to get the overall picture." We agree with the Seventh Circuit that we do not have the statistical expertise to declare a particular statistical technique inappropriate where a qualified expert expresses a contrary view and the district court credits the testimony. Coates, 756 F.2d at 542. Thus, we cannot say that the district court's acceptance of pooled data was clearly erroneous.
AT & T also argues that the evidence was insufficient to support the district court's finding of discrimination in promotions to index 4 and 5. We need not consider this argument. The district court primarily based its finding of liability on defendant's discrimination in promotion of plaintiffs to index 3, which is amply supported by the evidence. The district court was certainly entitled to consider Dr. Schucany's testimony on promotions to index 4 as corroborative of Dr. Schucany's earlier studies that revealed discrimination in promotions of minorities to index 3.
AT & T next contends that, as a matter of law, the plaintiffs' statistical evidence did not justify an inference of discrimination because the disparity between promotions of white installers and the plaintiffs was less than three standard deviations from the mean. According to AT & T, the combined standard deviations in Dr. Schucany's promotion times analysis (regarding promotions to index 3) is only 2.9. Assuming without deciding that AT & T correctly translated the data in Exhibit 37 to standard deviations, we nonetheless conclude that the district court was entitled to find that Dr. Schucany's statistical analyses demonstrated statistically significant disparities between promotion times of minority and white installers.
We reject AT & T's claim that there is a strict legal benchmark that requires three standard deviations to demonstrate that data has statistical significance. AT & T's reliance on cases in which we affirmed as not clearly erroneous liability determinations based on statistical evidence showing three standard deviations is misplaced. See Williams v. New Orleans Steamship Association, 673 F.2d 742, 749 n. 13 (5th Cir.1982), cert. denied, 460 U.S. 1038, 103 S.Ct. 1428, 75 L.Ed.2d 789 (1983) ("A deviation greater than three times the standard deviation is prima facie proof that the selection system is not random ..."). AT & T cites no case which "requires" a finding of three standard deviations for liability. Indeed, we have affirmed liability determinations based on the difference between expected and observed values in "excess of two or three standard deviations" at the five percent significance level. Pegues v. Mississippi State Employment Service, 699 F.2d 760, 768 n. 9 (5th Cir.1983), cert. denied, 464 U.S. 991, 104 S.Ct. 482, 78 L.Ed.2d 679 (1983). See also Hazelwood School District v. United States, 433 U.S. 299, 308 n. 14, 97 S.Ct. 2736, 2741-42 n. 14, 53 L.Ed.2d 768 (1977); Castaneda v. Partida, 430 U.S. 482, 497 n. 17, 97 S.Ct. 1272, 1281 n. 17, 51 L.Ed.2d 498 (1977). Two standard deviations are also sufficient to establish liability in our sister circuits. See, e.g., Palmer v. Shultz, 815 F.2d 84, 92 (D.C.Cir.1987); Eastland v. TVA, 704 F.2d 613, 622 n. 12 (11th Cir.1983), cert. denied, 465 U.S. 1066, 104 S.Ct. 1415, 79 L.Ed.2d 741 (1984).
Justice O'Connor's plurality opinion in Watson v. Fort Worth Bank and Trust, --- U.S. ----, 108 S.Ct. 2777, 2789 n. 3, 101 L.Ed.2d 827 (1988), quoting, Teamsters v. United States, 431 U.S. 324, 340, 97 S.Ct. 1843, 1856-57, 52 L.Ed.2d 396 (1977), is consistent with this view:
We have emphasized the useful role that statistical methods can have in Title VII cases, but we have not suggested that any particular number of "standard deviations" can determine whether a plaintiff has made out a prima facie case in the complex area of employment discrimination.... At least at this stage of the law's development, we believe that ... a case-by-case approach properly reflects our recognition that statistics "come in infinite variety and ... their usefulness depends on all the surrounding facts and circumstances."
Here, by AT & T's own calculation, we have a disparity equivalent to 2.9 standard deviations from the mean. Dr. Schucany testified that there was less than a five percent chance that the difference between the promotion times of minority installers and white installers could occur by chance. By both standards, the class members met their burden of proving "gross disparities" between the promotional treatment of white and minority installers.
Last, AT & T contends that the class members' anecdotal testimony is not sufficient to establish a prima facie case of pattern and practice disparate treatment. We need not consider this argument. The relevant inquiry is whether all the evidence, the statistical and the anecdotal, is sufficient to support the judgment. We answer this question in the affirmative and AFFIRM the district court's findings of liability.
The plaintiffs contend in their cross-appeal that the district court's attorney's fee award was inadequate.8 In May 1986, the district court ordered payment of the plaintiffs' interim attorney's fees. Initially, the district court computed a lodestar in the amount of $237,740 in fees. The district court next found "that a multiplier of .5 shall be applied to the lodestar," because the plaintiffs' attorneys had spent eleven years on the case and incurred large out-of-pocket expenses; thus, the multiplier raised the fee award to $356,610. Then the district judge reduced the entire award by 50%, to $178,305, because the plaintiffs "failed to prevail on some issues and because of the plaintiffs' very limited success." As examples of limited success, the district court pointed to the plaintiffs' failure to prove discrimination in defendant's hiring and termination practices, and the fact that only 26 of 150 class claimants recovered back pay and compensatory damages.
On appeal, plaintiffs argue that under the "results obtained" test of Hensley v. Eckerhart, 461 U.S. 424, 435 n. 11, 103 S.Ct. 1933, 1940 n. 11, 76 L.Ed.2d 40 (1983), it is not necessary that plaintiffs receive all of the relief requested in order to receive full attorney's fees. We agree in principle that the plaintiffs are entitled to a fee award when they prevail on "any significant issue in litigation which achieve[d] some of the benefit the parties sought in bringing the suit." Texas State Teachers Assn. v. Garland Indep. School Dist., --- U.S. ----, 109 S.Ct. 1486, 1491, 103 L.Ed.2d 866 (1989), quoting Nadeau v. Helgemoe, 581 F.2d 275, 278-79 (1st Cir.1978). While plaintiffs may be entitled to a fee, however, they are not automatically entitled to a fee for all services, necessary or not, that counsel performed.
As the court stated in Hensley:
If, on the other hand, a plaintiff has achieved only partial or limited success, the product of hours reasonably expended on the litigation as a whole times a reasonable hourly rate may be an excessive amount. This will be true even where the plaintiff's claims were interrelated, nonfrivolous, and raised in good faith. Congress has not authorized an award of fees whenever it was reasonable for a plaintiff to bring a lawsuit or whenever conscientious counsel tried the case with devotion and skill. Again, the most critical factor is the degree of success obtained.
Hensley, 461 U.S. at 436, 103 S.Ct. at 1941. Here, plaintiffs contend that, although many of the plaintiffs were denied actual damages in a class action case, an attorney is required to represent all of the individual class members: thus, they were not free to select those plaintiffs most likely to prevail in the damages phase of the case. They argue that by reducing the attorney's fee award, the court penalized their counsel for representing all class members in the damages feature of the case. Plaintiffs also contend that the district court failed to adequately consider the benefit they all received from the injunctive relief.
We review a district court's determination of a fee award under the abuse of discretion standard. Hensley v. Eckerhart, 461 U.S. 424, 103 S.Ct. 1933, 76 L.Ed.2d 40 (1983); Cruz v. Hauck, 762 F.2d 1230, 1233 (5th Cir.1985). Contrary to plaintiff's argument, the district court did not reduce the attorney's fees solely because of counsel's unsuccessful efforts to recover damages for individual class members. While the limited success of the individual class members at the damages phase affected the district court's final award, it expressly stated that "discrimination in defendant's hiring and termination practices," on which the plaintiffs did not prevail, "were significant aspects of the plaintiffs' case.... [T]he lack of success on these vital issues cannot be ignored."
Our review of the record reflects that counsel expended considerable time and effort on the plaintiffs' claims of discriminatory hiring and termination practices. The district court did not abuse its discretion in arriving at the fee award.
Next, the plaintiffs argue that the district court erroneously failed to award them $7,376.81 in expenses incurred during the damage phase of the litigation. The district court denied the plaintiffs' request for expenses because "[p]laintiffs' updated application for attorney's fees was filed August 30, 1985 and should have included all hours sought to that point. Additional attorneys' fees evidence should have been timely submitted."
The record indicates, however, that some of the requested expenses were incurred after the August 30, 1985 deadline. While the district court did not abuse its discretion by refusing to consider expenses from December 1984 through August 30, 1985, the date the plaintiffs submitted their application for fees and expenses, it should not have refused to consider plaintiffs' request for expenses incurred after August 30, 1985. The district court may not deny a motion for expenses or fees as untimely unless the plaintiffs have violated a clear deadline established by the court, or the district court finds that a post-judgment motion "unfairly surprises or prejudices the affected party." Cruz, 762 F.2d at 1237. Here, the district court made no such finding. Accordingly, we VACATE the order denying $7,376.81 in expenses and REMAND to the district judge for further consideration consistent with this opinion.
The judgment of the district court is AFFIRMED in all respects except that the order denying $7,376.81 in expenses is VACATED and REMANDED to the district court for further consideration consistent with this opinion.
After the argument in this appeal, the Supreme Court decided Wards Cove Packing Co., Inc. v. Atonio, --- U.S. ----, 109 S.Ct. 2115, 104 L.Ed.2d 733 (1989). In Wards Cove, the Supreme Court clarified the burdens of production and persuasion in disparate impact cases. This is a disparate treatment case, not affected by the Wards Cove decision. Although the district court used some language from disparate impact cases, the record in its entirety demonstrates that the parties tried this case as a disparate treatment action and the parties on appeal briefed this case according to the relevant disparate treatment precedents
This system has been described in two previous decisions of this court. See Crawford v. Western Electric Co., Inc., 614 F.2d 1300 (5th Cir.1980); Smith v. Western Electric Co., Inc., 770 F.2d 520 (5th Cir.1985)
Summary of the Analysis
Time-to-Promotion to Index 3
Year of    No. of    No. of   Average Time b to Index 3 (Years)   Significance
Hire    White a   Members     White       Class     Difference  Probability c
1965          11         2     4.61        6.36           1.75      .077
1967           4         1     3.53        4.81           1.28      .200
1968           1                  No comparison possible
1969          15         9     2.93        3.81            .88      .048
Combined Significance Probability = .0019 d
a        Excludes employees hired outside South Texas or above Index 1 or with
interruption.
b        Conservative assignment of promotion times for early terminatees in
Years 19651970.  Promotion times only for 1971.  (Of the 14 not
promoted before termination 4 were Class members and 10 were
Whites).
c        MannWhitneyWilcoxon rank-sum test.
d        Fisher's method for combining statistically independent tests.
Sources:  Appendix G, Defendants Answers to Interrogatories Supplemental
Answers for Valley Employees, Exhibit 1 Computer History Tape
Summary of Time-to-Promotion to Index 4
Year of        Total Number          Number Promoted      Average Time (Years)
to Index 4 for
those promoted
Hire    White   Class    (%)    White   Class    (%)      White       Class
1965        10    2     (17)         9    0      (0)       6.85
1966        10    3     (23)         9    2     (18)       6.27       6.45
1967         4    1     (20)         4    0      (0)       5.65
1969        14    9     (39)        10    4     (29)       5.80       7.64
Sources:  Appendix G, Defendant's Answers to Interrogatories.  Exhibit 1,
Supplemental Answers for Valley Employees.  Computer History Tape.
Summary of Ratings as Qualified on Index 3 Tasks
Year of  Second Semiannual         Average Number of 9's
Hire     Report for Year         White             Class          Difference
1965           '70                3.00                    1.50            1.50
1966           '70                2.67                    2.00             .67
1969           '71                1.40                     .25            1.15
Source:  Copies of Western Electric Forms SD41421 "Installer Experience
Record"
Summary of Numbers of Hours Assigned to Work Operation Codes in Index 3 or
Year of Hire       Second       Average Number of Hours  (Proportion of Total)
Semiannual              White                   Class
Report for
1965            '70               4370 (.48)                     2700 (.28)
1969            '71               1540 (.41)                      697 (.20)
Source:       Copies of Western Electric 1421 Forms.
In its amicus brief, the EEOC argues that the liability period began on March 12, 1971 because the 180-day filing period, measured back from the date of the charge, applies to this action. Although we recognize the rule is different in other circuits, in this circuit, the 90-day liability period applies to all cases pending before the EEOC before the 1972 amendments to Title VII. Payne v. Travenol Laboratories, Inc., 673 F.2d 798, 815 & n. 20 (5th Cir.1982), cert. denied, 459 U.S. 1038, 103 S.Ct. 451, 452, 74 L.Ed.2d 605 (1982). Here, the underlying charge was filed on September 8, 1971, six months before the March 24, 1972 amendments. Thus, the 90-day charge-filing period applies and the liability period opened on June 10, 1971
The plaintiffs' notice of appeal designated "Gilbert Rendon, et al." as appellant. AT & T contends that we have no jurisdiction to consider the cross-appeal because under Fed.R.App.P. 3(c) the phrase "et al." gives no notice of the party seeking an appeal. Although AT & T's argument may have merit where there is no class certification, see Torres v. Oakland Scavenger Co., --- U.S. ----, 108 S.Ct. 2405, 101 L.Ed.2d 285 (1988), we reject this argument when a class has been certified. Rendon was designated as the class representative below and, as a result, his actions bound the entire class. Liberally construing the specificity requirement of Rule 3(c), we hold that "Gilbert Rendon, et al." was sufficient to designate the certified class of plaintiffs as appellants


Authored by erikd on Jul 25 2016, 5:45 AM.
erikd retitled this revision from to Detect and work around broken NM program.
erikd added reviewers: hvr, bgamari, carter.
Unfortunately I have to strongly disagree with this workaround.
Afaik, this goes against the principles of Autoconf-based systems. Especially, ./configure must honour the choice the user made about the tool to use. If the user passes ./configure a bad nm tool to use, the best you can do is tell the user that he needs to provide a better one. In any case, you're certainly are not supposed to start searching for an alternative one on your own or disregarding the too passed via --with-nm to configure. Also, this is the kind of workarounds I'm trying to rid our Autoconf from, rather than introducing yet more.
Let me explain the problem I'm trying to address.
I rarely build on OS X, but every time I do, I forget about this issue (because it doesn't happen in Linux) and when I come back to the machine hoping to completed build I find the build has failed in the early stages with a message that I have to run configure again. That is a *huge* pain in the neck.
@hvr Do you have a suggestion for a better way to address this isssue?
point being: something needs to be done so that handling this corner case, while it exists, isn't a folklore / googling around issue. and its not someting that most folks even are aware of!
This looks fine to me. @hvr, any objections?


text:
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There are two entry routes for HK universities: Joint University Programmes Admissions System (JUPAS, for DSE qualification) and Direct Application (Non-JUPAS, for overseas qualification e.g. GCE, IB, AP).
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If you are applying to HK universities, start your preparation 3 months in advance. The key elements in the application include predicted grades, reference letter, and personal statement. An interview is required for some programmes, such as medical-related subjects, law and some business degrees.
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Vicky L.


You are perfectly right in enjoying the gay season of life. When time advances, we must be content to look on the world through "the loopholes of retirement," as Cowper says. The delicate state of my health has, in a great degree, banished me from society; but I am not the less sensible to its charms, and do not yet despair, if it should please God, of enjoying them again.
the highest regard. I beg you may remember me to her in the kindest manner. She is not only lovely in her person, but has a most amiable disposition, and an elegant mind. Cherish her as a friend.
Poor Mrs. Tighe! Still, however, I am not without hopes of her perfect recovery. Of Lady Moira's illness I heard last Wednesday, with the deepest concern. I have since heard, with infinite pleasure, that she is recovering. Heaven, I trust, will yet spare her many years to her friends. I have no friend whose dissolution I should more deeply deplore.
which you mean to describe. By relating, or referring to such events, you will give a stronger interest to your work. But, above all, do not neglect to describe particularly, all the ancient buildings (either houses or castles), and the gardens. You will thus render your work historic in regard to the early state of architecture and gardening in Ireland. You will, I am sure, excuse the liberty I am taking with you, as I write en ami.
I shall embrace an early opportunity of sending you the romances. In the meantime I would beg leave to recommend it to you. Borrow and read Mr. Ellis's Specimens of Early English Romances, particularly the first volume. Mr. Ellis read your Wild Irish Girl, and was much pleased with it.
I think you should look over the antiquity papers on the Transactions of the Royal Irish Academy. Any of the members could get you access to the library, where you might pass two or three hours with pleasure and advantage.
It is not, I am sure, necessary to recommend it to you to avoid all political reflections in your tour.
Geoffrey Keating (1580 c.-1644 c.) Roman Catholic priest whose history of Ireland circulated in manuscript before being translated into English and published in 1723.
Thomas Leland (1722-1785) Irish historian, author of The History of Philip, King of Macedon (1758) and History of Ireland from the invasion of Henry II (1773).
Sylvester O'Halloran (1728-1807) Limerick surgeon and antiquary; he published a General History of Ireland (1778).
Mary Tighe [née Blachford] (1772-1810) Irish poet, the daughter of William Blachford; in 1793 she married Henry Tighe (1768-1836); following her death from consumption her poem Psyche obtained great renown.
The Freeman's Journal. (1763-1924). A Dublin daily newspaper edited by Philip Whitfield Harvey (1802-26) and Henry Grattan (1826-30).
George Ellis (1753-1815) Specimens of Early English Metrical Romances, chiefly written during the early part of the Fourteenth Century. 3 vols (London: Longman, Hurst, Rees, and Orme, 1805).


Sunday was the perfect sunny Spring day!
Faye totally embraced the rather cool & fresh water and the beach shower.
Faye's little Swimhat is by Bedhead a local baby hat company that gives to the "Protect The Potential" Charity who donates hats to disadvantaged children in Australia.
So we got a set of hats which made sure that some hats will be donated to bubs in need.
Swimming just always makes me feel amazing, something magical about moving through the water. We tried our best to stop her from eating sand while letting her play around.
we headed to the launch of the Sydney Vegan Markets.
It was packed out!!! We arrived at 1 pm and most stands had sold out of their food already!
Hungry in the burning sun with bub & pup in tow that wasn't what I had in mind... BUT I was SO excited that the market was such a success and to see how the Sydney Vegan scene is growing and growing. We also managed to get a rather delicious Xtra Burger from Maker, a cream filled cookie also from the vegan master baker Annabelle from Little Panda Kitchen/Maker, a cup of ice-cream from Cha-Cha's and some extra good bliss balls.
I also bought some Quinoa Puff Crisps for home and some extra tasty hemp tempeh.
As soon as we had some food we sat down in the first shady spot we could find, ate and then had a nice stroll with full tummies exploring some vegan fashion and accessories, as well as other bits and pieces.
We saw the lovely Debbie from Humankind and ordered Dave some more vegan shoes. We were also both wearing our vegan sandals that we bought from her previously.
Dalston got many cuddles and had a great time as well.
I had planned to buy a selection of vegan cheeses for a dinner platter but, you guessed it, they were entirely sold out by the time we got there. Entirely!
Ah well, next time we will be there EARLY and all stall holders will be stocked up to the max.
And we will definitely be back!


text:
What do you call the sanitary equipment?
Is there a word for things that include w.c. pan, washbowl, bath tub, shower cabin etc?
word-request
AnixxAnixx
From oxforddictionaries: sanitaryware - Toilet bowls, cisterns, and other fittings. – FumbleFingers Reinstate Monica Oct 26 '18 at 16:12
You can call "fixtures", but it is a bit ambiguous because it includes every piece of furniture or equipment fixed in a house, which you cannot take with you when you move to another house. I think it's better and common to say in two words "sanitary fittings".
KhanKhan
macmillandictionary.com/dictionary/british/fixture – Khan Jan 22 '15 at 4:54
I think "sanitary fittings" is a good word. – Anixx Jan 22 '15 at 5:55
For American English:
These are usually called "fixtures." Those specific to handling water are "plumbing fixtures." Those specific to the bathroom are "bathroom fixtures." Those specific to handling bodily wastes (toilets and urinals) are known as "sanitary fixtures."
(Most people who aren't architects or contractors don't use these terms very much. Usually people call the fixtures by their individual names: "toilet," "tub," "kitchen (or bathroom) sink." Sometimes people will talk more generally about "the plumbing," which includes the plumbing pipes, valves, & etc. as well as the plumbing fixtures.)
In the US, the toilet is usually located in the bathroom, along with the bathroom sink, and the bathtub or shower stall. An American asking to "use the bathroom" almost invariably wants to use the toilet.
The only plumbing fixture commonly found in the kitchen is the kitchen sink. Other kitchen fixtures usually include the refrigerator, which is an electrical fixture; and the stove (sometimes called the "range"), which may be an electrical or a (natural) gas fixture.
Other household fixtures include electrical lighting fixtures and gas or electric heaters.
In AmE:
w.c. pan = toilet bowl (almost always joined to the toilet tank and just called the "toilet")
washbowl = sink
bath tub = bathtub
shower cabin = shower stall or just "shower"
(bidet = bidet, but they are so rare here that they may be most frequently referred to by: "What the heck is that thing?")
Nathan Tuggy
EvelynEvelyn
Here in the UK most houses will have a toilet in the bathroom but it is common for there also to be a seperate downstairs toilet and toilets in commercial buildings will usually be just toilets, not bathrooms. – Peter Green Apr 5 '18 at 14:58
Do you americans still call it a bathroom if it doesn't contain a bath? – Peter Green Apr 5 '18 at 14:58
@PeterGreen: (late reply) In American English a bathroom without a bathtub or shower is still called a bathroom, at least when speaking of houses. More specifically in real-estate they are known as "half-baths" to distinguish from a full bathroom with a tub or shower. So a "two-and-a-half bath" house would have 3 rooms, all with toilets, but only 2 with bathtubs or showers. It does seem that the word bathroom is used less frequently in non-residential contexts, with "restroom" often preferred, but there is probably significant variation among individuals and regions. – Kevin Cathcart Dec 10 '18 at 16:50
These are called "bathroom fixtures" (in America).
Of course, in America we don't have a w.c.—we have bathrooms, which include a fixture called the "toilet".
And we have never heard of these "sanitary fittings" mentioned in other answer. So it would be good to clarify what country you want terminology for.
Brian HitchcockBrian Hitchcock
I am asking for the things which are not only in bathroom, but also in the toilet, kitchen etc. – Anixx Jan 22 '15 at 5:54
How do u call the toilet room then? – Anixx Jan 22 '15 at 6:43
Never mind my answer and comment. I see now that you want British terms. – Brian Hitchcock Jan 22 '15 at 6:43
I want English terms, I did not know this differs by dialect. I would like to know how do u call in in the US. Do you call a washbowl in the kitchen also "bathroom fixture"? What do you call the pan if it is not in the bathroom? – Anixx Jan 22 '15 at 6:44
Absolutely varies by country. For instance, I have heard of a wc, (although I mistook it for a fixture? ) but most Americans wouldn't have a clue if you asked where is the wc? – Brian Hitchcock Jan 22 '15 at 6:47
In my country if you say you want to use the bathroom, they will think that you want to take a bath. WC is used mainly by Architects. The common word is toilet if you mean toilet and bathroom if you want to wash or take a bath or shower.
hnassangahnassanga
Which country is this? Please edit your answer to clarify. – Nathan Tuggy May 29 '18 at 20:54
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