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Hartley v. Wisconsin Bell, Inc.
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226 Citing Cases
Full title:CAROLE M. HARTLEY, Plaintiff-Appellant, v. WISCONSIN BELL, INCORPORATED…
Court:United States Court of Appeals, Seventh Circuit
Date published: Sep 5, 1997
United States Court of Appeals, Seventh Circuit
holding that replacement employees must be at least ten years younger than their predecessors to justify a presumption of age discrimination
Summary of this case from Diaz v. Eagle
See 25 Summaries
Argued May 21, 1997
Decided September 5, 1997
E. Campion Kersten (argued), Kersten McKinnon, Milwaukee, WI, for Plaintiff-Appellant.
Deborah Gage Haude, William G. Miossi, Winston Strawn, Chicago, IL, Bernard J. Bobber, Foley Lardner, Milwaukee, WI, Stephen J. Liccione (argued), Wisconsin Bell Inc., Milwaukee, WI, for Defendant-Appellee.
Appeal from the United States District Court for the Eastern District of Wisconsin.
No. 94 C 599.
Myron L. Gordon, Judge.
Before POSNER, Chief Judge, and BAUER and MANION, Circuit Judges.
MANION, Circuit Judge.
Carole Hartley was 51 years old when she lost her job as a middle manager at Wisconsin Bell after the phone company underwent a major organizational restructuring. She sued under the Age Discrimination in Employment Act, 29 U.S.C. § 621 et seq., claiming that Bell fired her and retained two other managers, who were no more than seven years younger than she, on account of her age. The district court granted summary judgment to Bell after determining that Hartley did not successfully challenge Bell's facially non-discriminatory reasons for firing her. We affirm.
Carole Hartley worked at Wisconsin Bell, a wholly-owned subsidiary of Ameritech Corporation, for about 23 years before the phone company determined it needed to restructure. Wisconsin Bell had been a subsidiary of Ameritech since the ATT divestiture in 1984, but in 1993 Ameritech decided to consolidate its phone companies operating in different states into a single company under the Ameritech name. It called the reorganization "Breakthrough," which entailed combining all of its telecommunications business into 12 new business units that operated on an interstate basis. As Wisconsin Bell explains it, Breakthrough "described the process of transforming the company and its culture from a staid, technologically stable, monopoly-based environment to a highly competitive, technologically changing, customer-oriented, market-driven environment." With the new business units came new titles and new responsibilities for managers, who basically had to apply to be rehired by the company.
Before Breakthrough, Hartley was a manager of Remittance Operations in the Billing Services Department at Bell. She supervised about 15 employees who were responsible for collecting phone bills. There were two other people who also had managerial responsibilities in the same department: Linda Matthews and Judy Murray. Though Hartley argues that Murray was not a real "line" manager, and instead held a "staff" job providing support services, she did not contest the company's proposed finding in the district court that Murray and Matthews were managers just like her. In any event, the important point is that Murray, Matthews, and Hartley held similar positions and the company determined that only two such managers would be needed in its post-Breakthrough existence. All three were competing for jobs as managers in Network Services essentially doing the same work they had done for Bell, though with significantly less staff support. Brenda Theus, the decisionmaker and the supervisor of all three managers, chose Murray and Matthews. Hartley claims the decision was made on the basis of her age. At the time of her termination, she was 51, six years older than Murray (45) and seven years older than Matthews (44).
There are two ways a plaintiff like Hartley claiming employment discrimination can overcome an employer's motion for summary judgment. The first is by putting in enough evidence (whether direct or circumstantial) to raise a genuine issue concerning the employer's motivation in carrying out the challenged employment action. See, e.g., Troupe v. May Dep't Stores Co., 20 F.3d 734, 736 (7th Cir. 1994). The second is the so-called McDonnell Douglas method, the frequently used burden-shifting framework first set out in McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802-03 (1973).
The district court approached this case by using the McDonnell Douglas method, and the parties appear to agree that this is the approach we should use. Using the burden-shifting approach in a typical ADEA case makes sense, though the Supreme Court never actually has held that the McDonnell Douglas scheme applies in the ADEA context. See O'Connor v. Consolidated Coin Caterers Corp., 116 S. Ct. 1307, 1310 (1996). Defining the prima facie case is more difficult in the unusual circumstances at play here, where an employer partially reduces its workforce but does so after letting the employees compete (actually, re-apply) for positions within the restructured company. This is not a pure reduction in force case, at least not like the type encountered in Testerman v. EDS Technical Products Corp., 98 F.3d 297, 299 (1996), where the employer pretty much determined that five employees were to be fired to save costs and the only remaining question was who. Nor is it like Weisbrot v. Medical College of Wisconsin, 79 F.3d 677, 679 (7th Cir. 1996), where the college lost its funding for a medical research program and was forced to fire the program's research technician. Those cases involved reductions in workforces on a small scale and resulted from no fundamental change in the way the employer did business.
In this case, Bell's workforce reduction resulted from a massive restructuring; in essence, no one's job was safe and nearly every manager had to reapply for positions within the new company. Not every manager was placed. By August 1993, just six months after announcing Breakthrough, Ameritech notified its employees that it was eliminating 1,200 to 1,500 management positions in the five-state area (including Wisconsin) it serviced. The managers were told that some of them would be asked to leave the same day they were notified they had not been selected as managers in the new business units. And even some managers placed within the new units later were fired. Ironically, that happened to Brenda Theus, the supervisor who chose Murray and Matthews over Hartley. It also happened to Murray.
The McDonnell Douglas approach is not an efficient formula for such a large-scale workplace restructuring case. As we noted in Sheehan v. Daily Racing Form Inc., 104 F.3d 940, 943 (7th Cir. 1997), "[t]he assumption behind the approach in a case of termination is that the plaintiff was doing fine in his job, lost it, and was replaced by someone younger, or white, or male, or not handicapped, etc." Applying that approach here is somewhat problematic; it ignores the circumstances surrounding Hartley's termination and it presumes that she was singled out for termination. In fact, everyone's job — not just Hartley's — was in jeopardy, and no one has suggested that the reason for the restructuring itself was discriminatory. See id. ("there is no suggestion that the defendant decided to computerize its operations in order to get rid of its older workers, or for any other reason unrelated to bona fide business considerations"). Nevertheless, because parties and courts are comfortable approaching discrimination cases from the McDonnell Douglas framework, "[p]erhaps the way to preserve it here is to recast this case as a hiring case." Id. Hartley claims that she should have been re-hired as one of the managers in Network Services, or at least as one of the 45 managers in Consumer Services. Bell responds by saying that she applied for these jobs too late, and that she was not as qualified for them as the candidates selected. Framed in this more familiar way, we can more easily apply the traditional McDonnell Douglas approach to Hartley's age discrimination claim to determine if the district court properly put an end to it when it did.
Under the McDonnell Douglas framework, Hartley's initial burden was to show (1) she was in the protected age group of 40 or older; (2) she was performing her job satisfactorily or was qualified for the job for which she applied; (3) she was discharged, not hired, not promoted, etc.; and (4) younger employees were treated more favorably. Taylor v. Canteen Corp., 69 F.3d 773, 779 (7th Cir. 1995). The district court paused only with respect to the fourth element, which we discuss below. But for now we assume (as Bell appears to do on appeal) that Hartley has met her prima facie case by showing that she was 51 years old at the time of her termination, she was performing her job satisfactorily and was qualified at least to be considered for a managerial position in Network Services, by not being hired for the position she effectively was terminated, and younger employees (Murray and Matthews) received managerial positions in the restructured company while Hartley did not.
Under McDonnell Douglas, the burden of production now shifts to Bell to set forth nondiscriminatory reasons for Hartley's termination. Bell tells us there are four of them: (1) Hartley's position was eliminated by Breakthrough; (2) she delayed in submitting her "preference slips" used in selecting employees in the new business units; (3) there were over 45 incumbents in the Consumer Services area competing for 45 open managerial positions, incumbents received priority for these positions, and she was not an incumbent; and (4) she lacked the "broader experience" possessed by Murray and Matthews. Once Bell met its burden of production, Hartley could defeat the company's motion for summary judgment by demonstrating that its reasons are not true, or pretextual. Plaintiffs lose if the company honestly believed in the nondiscriminatory reasons it offered, even if the reasons are foolish or trivial or even baseless. McCoy v. WGN Continental Broadcasting Co., 957 F.2d 368, 373 (7th Cir. 1992).
Hartley was not successful in calling any of these four reasons into question in the district court, largely because she never contested several of Bell's key proposed findings of fact. That failure presents her with the same hurdle here. For example, in response to Bell's first reason, Hartley contends that the company did not eliminate one of the three managerial positions (held by her, Murray and Matthews). Rather, according to Hartley, there were only two "real" managers in Remittance Operations and Murray wasn't one of them. Therefore, Bell simply substituted Murray for Hartley in the new company. The problem with that theory is that Hartley never contested the company's proposed finding of fact (para. 5) that there were three remittance managers, each of whom was supervised by the same individual (Brenda Theus) and held the same salary grade. That was Hartley's chance to contest Murray's position as a manager. See Local Rule 6.05(d) ("[i]n deciding a motion for summary judgment, the court will conclude that there is no genuine issue as to any proposed finding of fact to which no response is set out"); see also Fed.R.Civ.P. 56(e); Adler v. Glickman, 87 F.3d 956, 959 (7th Cir. 1996) ("Because [plaintiff] failed to comply with Rule 56 and Local Rule 6, sec. 6.05, the district court properly . . . deemed him to have admitted the facts as presented by the defendant."). So for purposes of this case there were three remittance managers, and as no one disputes that the company decided to re-hire only two of them, it makes sense for Bell to contend that one of the managerial positions was eliminated. Rather than rebutting this reason, Hartley's decision not to contest the company's proposed finding of fact amounted to conceding it.
The second reason Bell decided not to re-hire Hartley relates to Bell's method in searching for candidates to fill the managerial positions. Bell divided its managerial positions into four tiers — A, B, C, D — and as early as March 1993 directed its employees (by letter) to fill out preference slips indicating what positions the manager sought in the new company. Bell contends that it instructed its managers to return the preference slips promptly in order to be considered for a managerial position, and that Hartley submitted her preference slips too late (at the end of July, almost 3 months late) to be considered. In her deposition, Hartley agreed that she did not "think" she returned these slips until late July, but according to her subsequent affidavit, she realized after searching her memory that she had directed her preference slips to Scott Theis, Bell's transition coordinator, just weeks after receiving the forms in March. Bell contends that her affidavit testimony materially contradicts her deposition, which of course she cannot do without good reason under Russell v. Acme-Evans Co., 51 F.3d 64, 67-68 (7th Cir. 1995).
Remembering dates is not always easy, even when preciseness is crucial to a litigation, so we are reluctant to conclude that the Russell rule applies here. It matters not. At most Hartley has proven that Bell was mistaken about when it received her preference slips just as she initially was mistaken about when she sent them in. (Hartley herself maintains that Bell was inundated with so many preference slips from managers that it could not keep up with the volume and lost some of the data.) The point is that Hartley has not directed us to any evidence suggesting that Bell did not honestly believe Hartley's preference slips were late, or, in other words, suggesting that Bell was lying. McCoy, 957 F.2d at 373 ("[T]he issue of pretext does not address the correctness or desirability of reasons offered for employment decisions. Rather, it addresses the issue of whether the employer honestly believes in the reasons it offers.").
Bell's third reason for terminating (or not re-hiring) Hartley related to her application for a managerial position in the new company's Consumer Services unit. According to Bell, it favored incumbents for such jobs because they had more "position-specific skills" and Hartley was not an incumbent. Moreover, Bell had only 45 positions available in Consumer Services and over 45 incumbent managers competing for them, so the odds were stacked against picking Hartley. Hartley contends that while incumbency may have been a factor in selecting potential candidates for these positions, it was not used to decide which candidates got the jobs. Perhaps, but Bell's point clearly is that incumbency and "position-specific skills" went together, which is why picking candidates on the basis of "position-specific skills" ended up favoring incumbents. So it is significant that Hartley was not an incumbent (something she obviously does not contest), and that from the company's perspective, that status translated into being less qualified to do the job. Hartley had the burden to direct us to evidence suggesting that Bell did not equate incumbency with skill, or did not use that equation to pick managers in Consumer Services, which might lead to an inference that age was the real reason for the company's decision not to pick her. She did not do this, nor does our own review of the record suggest it.
That leaves us with Bell's fourth reason: Hartley was less qualified than Murray and Matthews to be Network Services managers. Of all the jobs Hartley applied for in the "new" Ameritech, this obviously was her best shot. She was an incumbent in this job, meaning that from Bell's perspective she had the necessary skills and experience. Bell does not contest her general qualifications. But in the end the company decided to retain only two managers (after all, the point of Breakthrough was to become more efficient), which meant that Hartley, Murray, or Matthews had to go. Brenda Theus interviewed all three. According to her affidavit, she preferred Murray and Matthews because they had worked in staff roles supporting Remittance Operations, and the new Network Services unit would not have staff support. Hartley claims that she was more qualified than Murray because Murray's experience was limited to staff support. But apparently Bell thought such experience made Murray more attractive, not less so, and Bell is entitled to its preferences. Brenda Theus also testified (by affidavit) that just weeks before she made her decision Hartley claimed to become nauseated when she thought of the prospect of communicating with Theus. Hartley disputes having made the comment, but the record reveals that Theus documented it in an interoffice memorandum the very next day. At the very least, there is nothing in the record suggesting that Theus did not believe Hartley made the comment, nor for that matter anything to suggest that Hartley's age, rather than her perceived attitude or lack of staff experience, influenced Theus' decision.
Finding no evidence of age discrimination based on this record should not be surprising. Hartley was 51, only six years older than Murray and seven years older than Matthews. Even before the Supreme Court decided O'Connor, we noted that the prima facie case under the ADEA required a sufficient disparity in ages between the plaintiff and those allegedly favored over her. See Roper v. Peabody Coal Co., 47 F.3d 925, 927 (7th Cir. 1995) (noting that the "disparity in age . . . must be sufficient to create a reasonable inference of age discrimination"). Thus even before O'Connor the rule in this circuit was that a plaintiff could not necessarily carry her initial burden under the McDonnell Douglas burden-shifting scheme by offering evidence only that her employer favored a younger employee. But we went no further, at least deciding not "to attempt definition of a sufficient disparity." Id.
But the Supreme Court has since advanced the ball. In O'Connor, the Court rejected the Fourth Circuit's holding that an ADEA plaintiff has not set out a prima facie case without proof that he was replaced by someone outside the protected class, i.e., younger than 40. The Court held that there was no basis for that requirement under the statute, which banned discrimination against employees because of their age, period. (The issue is age discrimination, as opposed to "40 or over" discrimination; the age of 40 is significant only because it limits the scope of the protected class under the statute.) 116 S. Ct. at 1310. If that was the extent of the O'Connor decision, then we would be left on our own to decide whether the ADEA prohibits discrimination regardless of the ages of those the employer allegedly favored, i.e., without regard to the age disparity issue. But O'Connor says more. Indeed, it instructs that an ADEA plaintiff has not established a prima facie case without producing "evidence adequate to create an inference that an employment decision was based on a[n] [illegal] discriminatory criterion . . . ." Id. (quoting Teamsters v. United States, 431 U.S. 324, 358 (1977)). And "[i]n the age discrimination context, such an inference can not be drawn from the replacement of one worker with another worker insignificantly younger." Id. (emphasis added). The "fact that a replacement is substantially younger than the plaintiff is a far more reliable indicator of age discrimination than is the fact that the plaintiff was replaced by someone outside the protected class." Id. (emphasis added).
In some cases, the disparity in ages between the plaintiff and the replacement will be sufficient on its face to meet the Supreme Court's test. O'Connor was 56 at the time he was fired; his replacement was 40. The Supreme Court did not actually decide whether that disparity met its own test, but we suspect it did. We are far less certain here. Hartley was only 51, and Murray and Matthews were well into their 40's. Brenda Theus herself testified that all three looked like they were in their mid to late 40's. Murray and Matthews were younger than Hartley, but not "substantially" or "significantly" so.
And yet that conclusion begs the obvious question: how much older than a replacement does a plaintiff have to be in order to pass O'Connor's test? The Supreme Court did not elaborate, though it did seemingly reject a three-year age difference (a 68-year old replaced by a 65-year old). Id. Prior to O'Connor the Third Circuit determined that an eight-year age gap (52 vs. 44 years of age) satisfied a "sufficiently younger" test, Barber v. CSX Distribution Services, 68 F.3d 694, 699 (3d Cir. 1995), while the Court of Appeals for the District of Columbia determined that plaintiffs had not established a prima facie case of discrimination despite producing evidence of an eight-year difference between the average ages of two groups (54 vs. 46 years of age). Adkins v. Safeway, Inc., 985 F.2d 1101, 1104 (D.C. Cir. 1993). Since O'Connor, the Eighth Circuit has held that a five-year disparity in ages is not substantial enough to support an inference of age discrimination (although of six hired in that case two hirees were the same age or slightly older than the plaintiff). Schiltz v. Burlington Northern Railroad, 115 F.3d 1407, 1413 (8th Cir. 1997). While we suspect that the answer depends to some extent on the circumstances in a case, we consider a ten-year difference in ages (between the plaintiff and her replacement) to be presumptively "substantial" under O'Connor. In cases where the disparity is less, the plaintiff still may present a triable claim if she directs the court to evidence that her employer considered her age to be significant. In that instance, the issue of age disparity would be less relevant. Indeed, it may not be relevant at all because the employee's case likely would be one of direct evidence, not the burden-shifting indirect evidence framework set out in McDonnell Douglas and applied in O'Connor.
In indirect cases like this one, the employee basically is relying on inferences, which O'Connor recognizes result in some cases being built on "very thin evidence." 116 S. Ct. at 1310. The Supreme Court's "proper solution to the problem" of thin-evidence cases was to determine that no inference of discrimination could be drawn from the replacement of one worker with another worker insignificantly younger. Ten years is a reasonable threshold establishing a "significant" and "substantial" gap, which is what O'Connor demands. Yet the line we draw is not so bright as to exclude cases where the gap is smaller but evidence nevertheless reveals the employer's decision to be motivated by the plaintiff's age. Hartley, 51 years old, was only six years older than Murray and seven years older than Matthews. It is a presumptively insubstantial gap and the record reveals no evidence that Bell viewed the age of 51 itself to be significant. Of course, even if the gap were substantial, it would mean only that Hartley had set out a prima facie case of discrimination. Ultimately, a plaintiff in an ADEA case must prove that she suffered an adverse job action because of her age. And when the case is an indirect one, the employer wins if its reasons were not successfully called into question, which is precisely what happened here.
We therefore affirm the district court.
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Each of these narratives has a simplicity and emotional appeal that makes them extremely seductive, but ultimately both are inaccurate. That's why "China hands" those of us tied to China, its language, people, and culture feel compelled to explain how the idea of China is so different from the reality on the ground.
Given the volume of exaggeration and hyperbole surrounding the conversation about China, those efforts are laudable, but they usually do not go far enough. We must wake up to the fact that almost all the current issues around technology are global not regional or national in nature. Not only is there a need to dial back the xenophobic hawkishness or, alternately, the manic enthusiasm for China's rise, but we also have to look with clear eyes and an open mind at what is actually happening. And that begins at home.
Invoking utopian ideals such as increased leisure time, decreased social friction, and effortless decision-making, Google, Facebook, and increasingly Amazon have insidiously inserted themselves into our phones, our homes, and our cars all to secure and protect precious supply lines.
The country's first-generation tech giants were all born in a very low-tech world, where the most direct way to monetize was through manual as opposed to automatic transactions. Alibaba had e-commerce, Tencent had virtual items (including profile decorations, in-game items, and stickers), and Baidu employed a large sales force.
I haven't seen enough evidence yet although I will continue to look and welcome any tips that suggests companies like Xiaomi or Huawei, with their smart home product lines, even come close to the breadth and depth of Google and Amazon's ambition to collect and monetize behavioral surplus.
In China, AI will be used in ways antithetical to Western values if not now, then definitely in the future. Whether that's ultimately a good or bad thing, I'm honestly not sure.
The logic behind surveillance capitalism's encroachment into our daily lives may differ in each country, but the outcome will be the same an elite class separate from general society who shape and manage our behavior for goals only they can know.


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The way in which we consume news and entertainment has changed dramatically over the past decade, creating both challenges and opportunities for traditional broadcasters. Think about it: Millennials spend more time streaming content than watching it on television, and more than 20 percent of them are viewing shows on their mobile devices. Streaming services are growing rapidly, with around 60 percent of consumers using them monthly. Video-on-demand viewers are expected to reach 209 million by 2021, up from 181 million in 2015. With consumers in the driver's seat, traditional business models are hitting some speed bumps.
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Companies that can figure out how to push discovery of their content to consumers or help them discover it for themselves will have a leg up in this competitive space.
Business models and the economics of the industry are changing—something many traditional enterprises are only now beginning to acknowledge. Given the continued fragmentation of audiences, companies need to focus on expanding the reach of their content to the broadest audience possible. That means recognizing that many of their viewers, particularly millennials, are "cord-nevers" and may only be reachable via Internet-streaming channels.
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The success of the leading OTT services has led to an influx of new players, and a shakeout is inevitable.
One of the most exciting emerging developments in media and entertainment is augmented and virtual reality. These technologies offer an entirely new set of opportunities for content creation. An arms race has already begun: In 2015, 234 companies working on virtual reality (VR) had raised a total of $3.8 billion in capital, and VR companies now have a combined market value of $13 billion.
As bandwidth improves, companies will be able to deliver immersive content to mobile headsets, paving the way for VR applications that are not tied to a physical location.
Wearables are poised to become important participants in the Internet of Things, interacting seamlessly with other screens and devices and creating ever-more personalized experiences for their owners.
Customizable viewing options will open up new opportunities for companies able to leverage personalized data to hyper-target their content, advertising, and brands.
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Ed Shedd
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Ed Shedd leads the global media & entertainment industry team at Deloitte Global. Ed specializes in strategic, operational and technology enabled solutions across many sectors of the convergent media ... More
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text:
HELPING HAND: C-L's Kendall Dunn, Who Will Play Volleyball Next Year at Pitt-Bradford, Helping Out Lions' Basketball Team While Recovering From Torn ACL
STRATTANVILLE, Pa. (EYT/D9) — It's not easy for Kendall Dunn to be there.
Sitting on the bench.
(Clarion-Limestone senior Kendall Dunn, front center, signs to play volleyball at Pitt-Bradford. With her are, front row from left, her father, Craig, sister, Jenna and mother, Laura. Back row, from left, C-L athletic trainer Emily Lubas, C-L volleyball coach Ryan Troupe and C-L athletic director Brad Frazier/Submitted photo)
But the senior three-sport star at Clarion-Limestone has made it a point to attend every girls basketball practice, to be there for every Lions' game, even though a torn ACL and impending surgery on Dec. 23 won't allow her to be on the court.
She helps her teammates any way that she can, gritting her teeth through the pain of having her final hoop season scuttled because of her injury.
Dunn will play volleyball in college — she recently signed to suit up as a setter at the University of Pittsburgh at Bradford. Her former C-L teammate, Ruby Smith is there. So is Redbank Valley grad Ryley Pago, who lost a senior season of her own to an ACL tear.
Volleyball is Dunn's prime sport. Still, relegated to courtside for basketball games still hurts Dunn all the same.
Clarion-Limestone Area High School sports coverage on Explore and D9Sports.com is brought to you by Redbank Chevrolet and DuBrook.
"A lot of people told me that it's more of a brain injury than a physical injury," Dunn said. "It just stinks being on the bench, but it makes you grow more as a person, watching sports from a different angle."
She'll have to watch another season unfold without her in the spring.
Dunn is also a gifted softball player. Her surgery and rehab will wipe out that season, too.
Dunn will still be a regular in the Lions' dugout.
"I want to be involved," she added. "I want to be there for my teammates. I've been there for so long that I don't want to give up on them. Even though I'm not playing, I'm still an athlete, so I just want to show support on or off the field or off the court."
She's been a quasi-coach for the Clarion-Limestone basketball team so far, offering insights on what she sees.
Dunn is also mixing it up from time to time during practice while she still can. Her name still appears in the official scorebook before each game.
"I'll pop in there and give them an extra body," Dunn said. "I can see things I probably wouldn't see if I was just standing there."
Practicing makes the absence from games all the more difficult for her to accept.
Dunn, though, still finds plenty of things for which to be grateful. She was able to power through the volleyball season, despite the ACL injury. That was important to her, as well.
"Honestly, I was just happy I was able to finish volleyball season because I really thought I wasn't going to have that opportunity to do it," Dunn said. "It was hard to keep going because of the tweaks and the pain of it. I was able to be strong enough and my teammates were able to help me because they knew volleyball was my sport and they wanted me to accomplish things. I'm just so glad that I was able to accomplish what I accomplished this year."
Not being able to play has made Dunn reevaluate her future when she goes to Pitt-Bradford.
She is kicking around the idea of walking on to the basketball team.
"Missing my senior year really made me realize that I love basketball, too," Dunn said.
This summer, Dunn was still uncertain about what she would do, or even where she would land, at the next level.
She hadn't yet formulated a plan for post-high school life.
"I was clueless all summer," Dunn said. "(Pitt-Bradford) showed interest in me so I looked into them. I knew Ruby plays there and I went up there from time to time this fall and watched them play. I was able to see the coaches and the players and it just looked like a nice environment. The college was so nice and it wasn't too far away from home. The program looks good and I made the decision I wanted to go there."
During the summer, Dunn attended volleyball camps, played in summer leagues and went to tournaments with her younger sister, Jenna, who is also a multi-sport star at C-L.
It helped her pick volleyball over basketball and softball.
"That made me realize how much I loved volleyball," Kendall Dunn said. "That was the sport I was gonna stick with."
Dunn certainly wasn't planning on dealing with a catastrophic injury, however. She tore her ACL during the second match of the season for C-L and figured her year was over.
But over the next few weeks, she worked hard to rehab the injury and was able to put surgery off so she could finish out the campaign.
She knew she would have the surgery after volleyball season so she could be healthy by the start of her college career at Pitt-Bradford.
Dunn is ready for whatever challenges await her.
Even through the sadness she sometimes feels now while watching, instead of participating.
"I knew I was going to be there for them, no matter what," Dunn said. "I have so much family on that team."


The San Francisco Chronicle reports on a ruling by a federal judge allowing a lawsuit filed on behalf of more than 500 Georgia cities and counties to proceed. The plaintiffs included several counties and cities in the state while the defendants are online hotel booking sites including prominent names like Expedia and Priceline. Similar to pending lawsuits in other jurisdictions such as the common pleas court in Philadelphia and closely watched not only by the affected parties but also hotel companies, big and small, the issue has implications – principally for the resellers but also for hotels and, of course, the consumer. The idea behind the lawsuits is that the online resellers – which is what they really are – are getting away with not paying taxes on the ostensible "fee" they tag on to the discounted price they obtain the hotel room for.
That jurisdictions are more likely than not to dissipate the new found taxes is a given (and another matter for discussion). But, in this instance, they most likely have a case against the online biggies. Much like resellers are required to pay sales taxes on inventory purchased that is then resold (the room inventory is essentially "consumed internally" ), states have right to treat the internally consumed property (rooms) as if it was sold. The argument these are wholesalers of yore also does not hold – those businesses package rooms with other travel components and have specific breakdowns for each. How will this affect the customer?. It is axiomatic that all taxes are passed on to a customer and that's necessarily a bad outcome for business (hotels). A shake-up in pricing (and distribution), however mild, is on the cards.


ATLANTA (November 1, 2014) – VOICE Today announces 2014 STANDING IN THE GAP Day of Prayer for our children on Saturday, November 1st. One day presents three ways to stand for the innocence of our children. Standing in the Gap Prayer Breakfast will be held at Johnson Ferry Baptist Church Magnolia room at 8:30am. Speakers include Les Ferguson, Angela Williams, 7 year old Johnny Gordon, and music by Ember. At 1pm a rally at the Georgia State Capitol Washington Street steps will be led by State Representative Jason Spencer, sponsor of the "Georgia Hidden Predators Act," legislation to protect our children presented in the 2015 Legislative Session. BRUCE WILKINSON will be delivering a message, VOICE UP – A TIME TO STAND at Emory University Cannon Chapel at 7pm to launch the STANDING IN THE GAP DAY OF PRAYER FOR OUR CHILDREN national call to action.
The event is sponsored by VOICE Today, a leading Georgia-based, child advocacy non-profit organization working nationally to end child sexual abuse and exploitation.


The canine parvovirus (CPV) infection is a highly contagious viral illness that affects dogs. The virus manifests itself in two different forms. The more common form is the intestinal form, which is characterized by vomiting, diarrhea, weight loss, and lack of appetite (anorexia). The less common form is the cardiac form, which attacks the heart muscles of very young puppies, often leading to death. Most of cases are seen in puppies that are between six weeks and six months old.


JamesEdition makes it easy to find Austin Sprite cars you're looking for, we feature Austin Sprite for sale by dealerships around the world. Our search technology instantly finds Austin Sprite for sale from our database of thousands of luxury and exotic cars. Compare prices on Austin Sprite, read specifications and descriptions and see Austin Sprite images from our global listings. JamesEdition is the world's smartest online marketplace for new and used premium automobiles.


Microtubules are key components of the cytoskeleton, are composed of α-tubulin and β-tubulin and dimerize in a head to tail fashion to form linear protofilaments that associate initially into sheets and subsequently into hollow tubeswith a diameter of roughly 25 nm (1).
Each Microtubule is composed of 13 protofilaments of α-tubulin and β-tubulin heterodimers. Microtubules are highly dynamic polymers that continuously grow and shrink during interphase and mitosis, with the rate of microtubule polymerisation to depolymerisation called the 'catastrophe rate' (2). In many cell types, the microtubule network organises in a radial manner, with the minus end of the microtubule embedded close to nucleus and the positive end exploring the cytoplasm (1). During microtubule polymerisation GTP-loaded β-tubulin is added to the plus end of the microtubule. Shortly after the addition GTP is hydrolysed to GDP. Stabilisation of microtubules requires the maintenance of a GTP-bound β-tubulin 'cap' to prevent depolymerisation. Removal of the 'cap' results in GDP-bound tubulin subunits adopting a curved conformation, the breaking of lateral bonds and microtubule catastrophe (1).
Microtubules are required for the accurate separation of chromosomes during mitosis and the maintenance of genetic integrity. During mitosis microtubules form the mitotic spindle through the formation of a bipolar array of microtubules emanating from the centrosomes or the spindle pole body (3). During prometaphase microtubules emanate from the microtubule organising centres (MTOCs) and extend and shorten until they become amphitelically attached to chromosomes at their kinetochores. Activation of the spindle assembly checkpoint (SAC) during prometaphase prevents cells transitioning to anaphase until correct bipolar attachment of microtubules to chromosome kinetochores occurs (4). However, if the correct microtubule kinetochore attachment is not achieved in a timely manner due to monotelic, syntelic or merotelic attachment of microtubules to kinetochores, the cells arrest in pro-metaphase/metaphase-like state. Failure to resolve defective microtubule-kinetochore attachment can eventually result in cell death (5).
Completion of metaphase and the onset of anaphase occur following satisfaction of the SAC following correct attachment of microtubules to chromosomes. Finally, during anaphase chromosomes are distributed evenly to polar spindles, allowing each daughter cell to receive the correct genomic information.
Due to the highly dynamic nature of microtubules and the key regulatory roles they play in mitosis, compounds that alter microtubule function have been highly successful in cancer treatment. Microtubule targeting agents can be divided into two main groups based on their ability to depolymerise or hyperpolymerise microtubule filaments. Such families of compounds include the taxanes and the vinca alkaloids which were first identified over 40 years ago and members of both drug families are currently in clinical use to treat a range of cancers (7).
The microtubule depolymerising agents, which are capable of inhibiting microtubule polymerisation at high concentrations, include members of the vinca alkaloid family vincristine, vinblastine, vindesine, colchicines, combrestatins and nocodazole. Microtubule destabilisation by depolymerising agents occurs through the binding of the drugs to either the vinca domain or the colchicine domain of β-tubulin, resulting in the inhibition of microtubule dynamics and the destruction of the mitotic spindle (6).
The suppression of microtubule dynamics by MTAs results in the inhibition of microtubule spindle formation, kinetochore-microtubule attachment and prevents chromosome bi-orientation. This in turn leads to the activation of the SAC, prolonged mitotic arrest and subsequent cell death (10). However, to date the link between prolonged mitotic arrest and the initiation of cell death is poorly understood.


Are you preparing for the biggest day of your life? Then you also need to choose a piece of jewelry that does justice to the love between you and your partner, one that will always remind you of the joy you share.
At R&J Jewelry and Loan you can choose between simple yet elegant wedding bands, diamond-set rings and much more. We carry a wide selection of wedding and engagement rings for him and her.
Of course we can also handle personal engravings on your wedding ring. From the date of the wedding to your names or even special engraving requests that bond you and your partner closer together – we provide prompt and reliable engravings.


Well, first of all, Hey !
I'm annoucing that there may will be an clan tournament on the xonotic place.
We haven't yet "real" organizers ^^.
It would a basical tdm/ctf minsta + hook tournament. With team around 4 or 5. If there is many people (come on, stand up !) we can make 2 team of element.
A tournament with eliminations, winners against winners and loosers against loosers.
Just for see, we need to see if people are comming or not ^^ We need a minimum of clans signed in.
It will take place on autumn hopefully For avoid holidays.
.exe will have 1 or 2 teams. I will post a scheme of funwar as soon as i do it.
Lets make this work. Lets post on forums (also xono forum and irc).
Glad to see some of you showing up to it already !
eLeMenT needs to take part of it !
I'm in, great idea. btw, guys get a challonge acocunt!!!
Glag to see all of you replying !


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COVID-19 vaccination passport, way to returning to normal life
FBI conducts fresh search at Joe Biden's Delaware home
America's worst president wants another term
There's nothing sort of good terrorism and the bad terrorism – John Bolton
Despite the scientific justification for issuing passports for those who have received the emerging anti-virus vaccine only, to the exclusion of others, allowing them to return to restaurants, theaters and other closed places, the administration of the US President, Joe Biden, has so far refused to impose government standards to issue such as These testimonies, according to what was reported by writer specializing in scientific affairs, Fay Flam, in a report published by the "Bloomberg" news agency.
The American writer adds that without a unified standard, it may be difficult for restaurants or other companies, to work individually in order to obtain evidence about the position of their users on obtaining the vaccine.
Flam believes that this could impede efforts to reopen some commercial interests and slow down the pace of return to normal life. The existing problem of communication in the United States is one of the main obstacles.
Experts also blamed Americans for behaving so "individually" that they do not follow the rules, even when those rules make sense.
Mueller undermines own credibility with bizarre performance
The issuance of special passports for vaccine recipients will require a kind of precise communication that is still not available so far, in addition to a different approach to setting rules, according to what the American author said. The risks people face vary greatly in terms of age and health status, so what is reasonably safe for one person may not be the same for another.
The entire hypothesis of the passports of vaccine holders depends on the growing scientific evidence that vaccines not only provide protection from infection with the virus, but also significantly reduce the risk of mild or asymptomatic disease and transmitting the virus to others.
It is noteworthy that the risks that a person faces in a restaurant where all customers are vaccinated, diminish to a large extent. But given the unknown, which links to mutated strains of the virus, the risks are not non-existent.
For his part, says doctor and vaccine expert, Paul Offitt, who works at Children's Hospital in Philadelphia: "Nothing is guaranteed, but I strongly believe that one greatly reduces the chances of contracting the virus when he communicates with someone who received the vaccine, rather than dealing with someone who has not get it".
Vaccine recipients' passports could contain all kinds of emotional and economic benefits, in addition to public health benefits. The European Union is discussing the issue of issuing passports for vaccine recipients in order to encourage summer tourism. Some airlines have also started using this to help travelers enjoy greater freedom while on their destinations.
Earlier in March, the President of the European Commission, Ursula von der Leyen, said that the executive arm of the European Union will propose a law on the development of a plan to issue a certificate for holders of the anti-corona virus vaccination, called a "green pass".
Ilhan Omar knowingly hurts Jews defends jihad
In the end, many hope that the degree will lead to many benefits, such as travel.
In the context, the AstraZeneca laboratory defended the effectiveness of its vaccine against Covid-19 after an American organization questioned the results of clinical trials on it, while countries in the world are fighting new waves of the epidemic. With the acceleration of vaccination programs in the world, another vaccine suffered a setback Wednesday, with the decision of the Hong and Macao authorities to suspend the ongoing vaccination operations with the Pfizer / Biontech vaccine after the company that distributed this vaccine against Corona informed it of defects in the packaging of a batch of vials containing the vaccine doses.
These doubts are a blow to scientists' hopes for a speedy vaccination, because they consider that this is the best hope for stopping the epidemic that has killed more than 2.7 million people in the world.
On Monday, the AstraZeneca laboratory defended its vaccine, which a large number of Europeans refuse to receive, stressing that it is 79% effective against the Corona virus in elderly people and does not increase the risk of blood clots, after clinical trials conducted in the United States that included 32,449 people.
The National Institute of Allergy and Infectious Diseases in the United States expressed, in a statement issued Monday evening, "its concern that AstraZeneca may have used outdated information in these trials, which led to an incomplete view of the effectiveness of the vaccine."
The AstraZeneca laboratory pledged Tuesday to provide within 48 hours recent data to this American organization, stressing that the initial results announced were "consistent".
The AstraZeneca vaccine was considered a mainstay in fighting the epidemic because it is cheaper and easier to store and transport compared to other vaccines.
But confidence in it declined after about 12 countries temporarily suspended its use due to a few cases of blood clots, although the World Health Organization and other bodies concluded that there was no link between this matter and the vaccine.
Related Topics:Americans, United States, US President
The scientific justification for covid passports?!? Hahaha what clown wrote this?
Yangdok Hot Spring Resort in DPRK
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By Sonjib Das January 16, 2023
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The Center analyzes important issues of criminal law, particularly focusing on prosecutorial power and discretion. It pursues this mission in three main arenas: academia, litigation, and public policy debates. The academic component researches criminal justice practices at all levels of government, produces scholarship on criminal justice issues, and hosts symposia and conferences to address significant topics in criminal law and procedure. The litigation component uses the Center's research and experience with criminal justice practices to assist in important criminal justice matters, particularly in cases in which exercises of prosecutorial discretion create significant legal issues. The public policy component applies the Center's criminal justice expertise to improve the dialogue on criminal justice matters with elected and appointed public officials and with the media.
I am very excited about the work that this new Center is getting involved in, and I hope to post more soon about at least one of its first efforts.
Very good news, and right to the point.


text:
Q: Change input value by javascript in bookmark I need to make a bookmark which executes a javascript that changes an input value.
<input type="text" placeholder=" - " value=" - " class="test"/>

I tried several different script including this one:
javascript:(function(){var d=document,e=d.getElementsByClassName("test");e.value="new value";})();

But none of them works. Can anyone help please?

A: Document.getElementsByClassName() returns an array-like object of all child elements with that class. Thus, you need to select the first index of the array. This would work:
e=d.getElementsByClassName("test")[0]; // select first element, now e is a DOM element

var d = document,
    e = d.getElementsByClassName("test")[0];
e.value="new value";
<input type="text" placeholder=" - " value=" - " class="test"/>

A:
Document.getElementsByClassName() returns an array-like object of
  all child elements which have all of the given class names

see bellow a working snippet

function myBookmark(){
  var d=document,elements=d.getElementsByClassName("test");
  for (var i=0;i<elements.length;i++){
  elements[i].value="new value";
  }
}
<input type="text" placeholder=" - " value=" - " class="test"/>
<input type="text" placeholder=" - " value=" - " class="test"/>
<input type="text" placeholder=" - " value=" - " class="test"/>

Execute Bookmark;

A: Slightly more versatile. Enter a selector and some text:
let p=prompt,
    sel=p('enter selector'),
    v=p('new value');
Array.from(document.querySelectorAll(sel)).forEach(e=>e.value=v)

Passed through a bookmarklet creator:
javascript:(function()%7Blet%20p%3Dprompt%2Csel%3Dp('enter%20selector')%2Cv%3Dp('new%20value')%3BArray.from(document.querySelectorAll(sel)).forEach(e%3D%3Ee.value%3Dv)%7D)()

redpajama_set_name: RedPajamaStackExchange


text:
Two FOK News Channel posts for this date.
Click to go directly to:
Rudy Giuliani Mocks How Obama Talks?
I'm going to start this by saying that I came to loathe Rudy Giuliani so much that I regularly violated one of the rules to which I wanted most to adhere: mock nothing more serious than a public figure's hairstyle or accent. A speech impediment, or baldness, or anything else that is physical rather than style-challenged? Probably out of bounds. And in the case of Giuliani, my on-air impression of him sounding like a New York version of Sylvester – as in "Sylvester V. Tweety Bird" – that whole "Sufferin' Succotash, it's a noun, a verb, and 9/11," was too much.
It was too much, that is, until Giuliani decided yesterday to mock President Obama as some kind of stutterer.
Having learned nothing from his humiliating 2007-2008 campaign for the Republican nomination ($50,000,000 = 1 Delegate = Mitt Romney looking like a model of fiscal/political efficiency), Mr. Giuliani is obviously running again, and this time deciding it is prudent after all to begin in New Hampshire.
Which is where he made fun of the way the President talks.
I thought the Associated Press account of Giuliani's speech might have been over-ripe (and incidentally I can't stop you if the voice you hear in your head as you read this gets all sibilant on stuff like Giuliani's and Speech and Associated Press):
MANCHESTER, N.H. — Former New York Mayor Rudy Giuliani, whose drive-by approach to campaigning in New Hampshire drove his 2008 presidential campaign into the ground, began setting the stage for a do-over Friday with a fiery speech in which he mocked President Barack Obama as a stuttering weakling on foreign policy.
Stuttering weakling, Gracie (Mansion)?
Giuliani, who as he spoke probably did not know the difference between Libya and tv chef Lidia Bastianich, mistook the nuanced leadership of the President and an actual coalition involving Middle Eastern countries, for the worst foreign policy he's ever seen.
Everybody gets an opinion, even an under-informed unfaithful hack who in the days after the attack on New York, dropped his political pretension, and for two weeks was a simple human being sharing grief and sadness like the rest of us who were here, and then quickly reverted to being the same opportunistic whistle-ass he'd been for the twenty years before they blew up the building in which he put the command center that they'd told him not to put there, and actually tried to get an American election postponed so he could stay in office a few more months.
But do you get to say it this way, Rude?
When France proposed instituting a no-fly zone, "Our president, the leader of the free world, said, 'A what? That's hard! A no fly zone is r-r-r-really hard!'"
I'd like to thank the Mayor for thus giving me implicit permission to resume doing my impression of how he stammers and spits and shlobbers whenever he talks, when I return to television in late spring.
I have told the story of my first encounter with Giuliani many times but I can't recall the last time I did it, so here goes. This saga informs my opinion of him, and I have yet to see – saving those two weeks after 9/11 – anything that argues against the premise that this is the true Giulaini, unfiltered, unthinking, and unqualified.
In the mid-'90s when I was still at ESPN, I was asked by the Baseball Hall of Fame and the then-Deputy Mayor of New York Fran Reiter to come down from Connecticut to City Hall to emcee an event honoring a peck of Hall of Famers. My task was simple: I was to introduce each great with some tidbit about his career. I was honored by the invitation and in those pre-internet days, I spent hours looking for anniversaries of great dates in their individual histories and anything else that would give just a little extra added value beyond saying: "He hit more homers than anybody else – Hank Aaron!"
So the day came, and I and some friends set out at the crack of dawn from Bristol for the two hour drive to the city. It was a beautiful spring morning, and Deputy Mayor Reiter couldn't have been more gracious, nor more clear about what was ahead. From a podium built on the steps of city hall, she would welcome the dignitaries and the dais, and then introduce the executive from the Hall of Fame. He would introduce Mayor Giuliani, who would in turn introduce me. I would introduce each player (there were at least two dozen of them – it was really a fantastic event) and then I would turn it back to the Deputy Mayor to wrap it up, and then we'd all go into City Hall and attack the Hall of Famers for free autographs. "But first," she said, "we have to make Rudy understand."
The Mayor Giuliani I met was glassy-eyed and a little reminiscent of an automaton. Fran Reiter had a great big booming voice and she was using it emphatically as she ran through the sequence of speakers. "After you speak, you introduce him," she grabbed me by the shoulders and shoved me in front of the mayor as if I were a two-headed heifer at a county fair. "This is Keith Olbermann. He is from the sports tv network, ESPN. He is the emcee. Got it?"
Giuliani nodded mechanically. Reiter was not satisfied. "Got it? Then repeat it!"
He looked at me. "You're Keith Olbermann. You're from the sports tv network, ESPN. You are the emcee."
The Deputy Mayor seemed relieved. She sat us down next to each other in the first two seats to the right of the speakers' podium. Just before the man from the Hall of Fame finished, Giuliani turned and looked at me for the first moment since we'd been seated and said "You're Keith Olbermann. You're from the sports tv network, ESPN. You are the emcee." I agreed with him and he seemed delighted with himself for remembering.
The speaker finished, and the Mayor bounced up and got a nice round of applause from the 500 or so folks who had filled the little plaza in front of City Hall. Giuliani spoke extemporaneously and rapidly. He'd always been a baseball fan and it was tough rooting for the Yankees in Brooklyn but he knew a winner and he was glad the Yankees were winning and he was delighted he had made it happen because of his close relationship with George Steinbrenner and he was happy the Mets were doing so well too because he had helped them by not knocking down Shea Stadium or anything and since baseball was invented here in the greatest city in the world it was important that we had winners and if he'd been mayor when the Dodgers and Giants moved out the Dodgers and Giants wouldn't have moved out and then we'd all have four winners to root for what with the Dodgers and Giants and Mets and Yankees and this wonderful spring morning and he was absolutely overjoyed he could be responsible for bringing us the nice weather too but of course you're not here to listen to me talk about baseball when we have all these Hall of Famers here so let me introduce you to the man who will introduce them to you...
And here is where Rudy Giuliani froze.
The silence didn't last very long and wasn't all that painful. What Rudy said next was painful – largely because the microphones they were using that morning were omni-directional. They picked up not just what was said directly into them, but also what was said on either side of them. Such as when Giuliani turned, thinking he was no longer audible, and bellowed to Fran Reiter: "What's his name?"
Reiter was pissed. "Keith Olbermann! The emcee! From ESPN! You remembered it! You promised! You repeated it to me!"
I could hear my ESPN friends laughing in the crowd. They weren't the only ones.
Giuliani now turned back to a microphone that had broadcast his sotto voce remarks as loudly as they amplified his intended ones. "And here he is, our encee, from ESPM, Keith Oblermann."
Various thoughts raced through my mind in that split second. I wondered if I should get up and say "Thank you, Mayor LaGuardia" or "Thanks, Mayor Judy Ruiliani." Even more meanly, as I heard Hall of Famer Al Kaline laughing behind me, I contemplated invoking Giuliani's predecessor whom he had barely beaten in the last election, David Dinkins. But I was representing ESPN and the Baseball Hall of Fame, not just my own bruised ego. Instead, I simply made him introduce me a second time. "C'mon up, Keith!"
He couldn't remember it, which is fine, that's not part of the job description for Mayor or President. But he didn't think to do what anybody else would do if they thought there was a risk they couldn't remember something, which is to write it down.
Even on the palm of your hand.
Rudy – don't mock how other people sound when they speak, or how they might hesitate or even not perfectly remember things they're supposed to say.
You have no standing on the subject...Sylvester.
Photo Of The Day For March 19
This is from a few days ago, but priceless nonetheless. Ignore for a moment the Fox correspondent who looks exactly like Anthony Teague as "Bud Frump" in How To Succeed In Business Without Really Trying. Concentrate instead, please, on the sign over his left shoulder, remembering that the Koch Brothers pronounce their name "Coke."


text:
24-Year-Old Buys Chicly Revamped Robert…
13 Asian American Architects and Designers You Should Know
By Mae Hamilton
Mae Hamilton
Editorial Assitant
More Stories by Mae
Fifteen Trailblazing Black Architects You Should Know, Past and Present
'Brady Bunch' Star Eve Plumb Lists Manhattan Condo
'S.W.A.T.' Star Lina Esco Buys Updated Midcentury Cottage on L.A.'s Eastside
April 23, 2021 12:56 pm PT
For much of American history, Asian Americans have had to contend with the "perpetual foreigner" stereotype— the perception that people of Asian descent in the United States, even native-born citizens, are thought of as unassimilable, or unable to adapt to American culture. From the Chinese Exclusion Act of 1882, to the Japanese internment camps of World War II and even the latest violent acts against Asian sex workers that were sparked by fear of the coronavirus, Asian Americans have historically been viewed as outsiders in society.
On the flip side of the coin, Asian Americans are also seen as the "model minority" — a belief that pigeonholes Asian Americans as having "made it" and characterizes them as being more successful than their peers in black and brown communities. It's a harmful stereotype which not only pits Asian Americans against other minorities, but glosses over the various socioeconomic subtleties between various Asian ethnic groups and negates the obstacles Asian Americans have faced throughout the years.
However, despite the massive societal obstacles they were forced to contend with, Asian Americans working in the architectural and design fields have left an indelible mark on American society and physically shaped our world. Many became (and still are) the most in-demand visionaries of their time. Indeed, some were so impactful that just mentioning their last names, like Nakashima or Noguchi, immediately conjure up images of inspired design and luxury.
From architectural titans like I.M. Pei to master furniture artisans like George Nakashima to Googie trailblazers like Helen Liu Fong, design-savvy Asian Americans have shaped and continue to shape the way we live our lives.
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The Grant Rule Trust in association with James Kerry Music are working to develop a series of workshops designed to encourage people to play and enjoy folk music.
We are looking for partners to help promote the workshops to people – particularly young people – who are not currently involved in folk music.
Funds donated to the Grant Rule Trust in memory of members of the Kent and Sussex folk community we have sadly lost in recent years will be dedicated to this project.


text:
Q: RabbitMQ: is it possible to cluster cross-version? Is it possible to cluster Rabbits that have different versions? For example, is it possible to have a cluster consisting of:

*

*node 0: RabbitMQ 3.7.19

*node 1: RabbitMQ 3.8.3


text:
Spring Garden – jednostka osadnicza w Stanach Zjednoczonych, w stanie Alabama, w hrabstwie Cherokee.

CDP w stanie Alabama

redpajama_set_name: RedPajamaWikipedia


Butter's simple goodness has passed the test of time and emerged as a favorite for those who demand flavor and functionality. Gavilon's suppliers produce butter that is made from fresh sweet cream and comes in several varieties and package types.
While butter's goodness is simple, the market for butter is not! Arguably the most volatile commodity in the dairy complex, Gavilon's team of experts can help smooth the volatility in your business … we've been doing it since day one.
Lisa Buckentine would love to hear from you.


text:
Trump: UK should be ready to leave EU without a deal
US President Donald Trump says Britain should "walk away" from talks and refuse to pay a 39-billion pound ($49 billion) divorce bill if it doesn't get better terms from the EU. (Reuters)
The Associated Press, London
Published: 02 June ,2019: 12:00 AM GST Updated: 20 May ,2020: 10:57 AM GST
President Donald Trump has waded into the most contentious issue in British politics by urging the UK government to leave the European Union without a deal if it can't get better terms from EU leaders.
Trump told the Sunday Times in an interview that Britain should "walk away" from talks and refuse to pay a 39-billion pound ($49 billion) divorce bill if it doesn't get better terms from the EU.
The president also says Brexit party leader Nigel Farage, an outspoken advocate of leaving the EU without a deal, should be given a role in the negotiations.
He told the newspaper that Farage "is a very smart person. They won't bring him in. Think how well they would do if they did. They just haven't figured that out yet."
Britain is scheduled to leave the EU on October 31 unless both sides agree to an extension. Britain's position is in flux because Prime Minister Theresa May is stepping down as party leader Friday, setting in motion a race to succeed her and become prime minister.
Trump's comments come just before he begins a state visit on Monday to Britain, hosted by Queen Elizabeth II. He will meet with May on Tuesday.
Trump has also taken the unusual step of saying that Conservative Party leadership candidate Boris Johnson would make an "excellent" leader for the UK.
It is traditional for US and other world leaders not to offer choices in other country's domestic political competitions.
US Ambassador Robert "Woody" Johnson said on Sunday that Trump's support of Johnson stems from their personal relationship.
"He's known Boris Johnson for a long time and what he's commenting on is his knowledge of Boris Johnson as a person," the ambassador said.
He also said that Washington would be ready to sign a strong trade deal with Britain once it's out of the EU.
Britain says thousands of EU nationals have applied to stay in UK after Brexit
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Episode 28! MakingStarWars.net's Now, This is Podcasting!
There will be no episode for the week of April 12th, but we will be recording an Easter episode on the 19th!
A special thank you goes out to Bryan who pointed out an issue with the last episode not playing on the website which has now been corrected. Thanks for your help Bryan!!
Star Wars Reads Day coming up in October.
The Her Universe #FlauntYourWorld contest.
Amy Hennig the creative director on a new Star Wars game project.
Star Wars Episode VII casting, cameras, filming locations and more!
Subscribe on iTunes and now find us on Stitcher for Android and iOS!


Linköpings universitet, Institutionen för beteendevetenskap och lärande, Utvecklingspsykologi. Linköpings universitet, Filosofiska fakulteten.
The usability of a Norwegian adaptation of the Childrens Communication Checklist Second Edition (CCC-2) in differentiating between language impaired and non-language impaired 6- to 12-year-olds. Scandinavian Journal of Psychology.
The aim of the present study was to evaluate if the Norwegian adaptation of the Childrens Communication Checklist-2 (CCC-2) differentiates between a language impaired and a non-language impaired population and to make a first evaluation of the psychometric qualities of the questionnaire on a Norwegian sample. A total of 153 children aged 6-12 years participated in the study (45 language impaired and 108 non-language impaired). The Norwegian adaptation of the CCC-2 distinguished language impaired from non-language impaired children and thus seems to provide a useful screening tool for communication impairments in Norwegian children. The reliability of the CCC-2 appeared to be reasonable with internal consistency values ranging from 0.73 to 0.89.
Linköpings universitet, Institutionen för beteendevetenskap och lärande, Psykologi. Linköpings universitet, Filosofiska fakulteten. Linköpings universitet, Institutet för handikappvetenskap (IHV).
Linköpings universitet, Filosofiska fakulteten. Linköpings universitet, Institutionen för beteendevetenskap, Avdelningen för kognition, utveckling och handikapp, CDD.
National Network Infant Mental Heatlh, Norway .
Hospital Bichat Claude Bernhard, France .
Linköpings universitet, Institutionen för beteendevetenskap och lärande, Psykologi. Linköpings universitet, Filosofiska fakulteten. National Network Infant Mental Heatlh, Norway .
The objective of this longitudinal study was to investigate the prevalence of infants social withdrawal and mothers depressive symptoms in a cohort of full-term infants and their mothers and in a cohort of moderately premature infants and their mothers at 3, 6, and 9 months postpartum. The Alarm Distress Baby Scale (ADBB) was used to assess social withdrawal; the Edinburgh Postnatal Depression Scale (EPDS) was administered to ascertain postpartum depressive symptoms. The results revealed a higher proportion of premature infants with social withdrawal at 6 months postpartum and significantly higher ADBB composite scores at 3 and 6 months of age, as compared with the full-term infants. A higher proportion of mothers in the premature cohort had symptoms of postpartum depression at the 3-month assessment, and they reported a significantly higher EPDS composite score at 3 months postpartum. There was a significant relation between maternal depressive symptoms at 3 and 6 months and infants social withdrawal at 9 months, and a significant concurrent relation between the two variables at 6 and 9 months in the full-term cohort. The findings suggest a need to screen for both infant social withdrawal and maternal depressive symptoms in moderately prematurely born infants and their caregivers.
Centre for Child and Adolescent Mental Health, Bergen, Norway.
National Network for Infant Mental Health, Norway.
Hôpital Bichat-Claude Bernard, AP/HP, Paris, France.
The paper examines the interplay between the biomedical and socioemotional risk factors, i.e. maternal depression and prematurity, as predictors of infant's sustained withdrawal, and subsequent socioemotional outcomes. The study (n=284) follows the developmental course of infant's sustained withdrawal during the first year, and illuminates the pathways in which the early adversity possibly compromises the infant's natural intersubjective skills and motivation.
Centre for Child and Adolescent Mental Health,Bergen.
This study investigates motor skill performance and self-perceived competence in children with anxiety disorders compared with children without psychiatric disorders. Motor skills and self-perception were assessed in 329 children aged 8 to 11 years, from the Bergen Child Study. The Kiddie-SADS PL diagnostic interview was employed to define a group of children with an anxiety disorder without comorbid diagnosis, and a control group (no diagnosis) matched according to gender, age, and full-scale IQ. Children in the anxiety disorder group displayed impaired motor skills and poor self-perceived peer acceptance and physical competence compared with the control group. Two-thirds of the anxious boys scored on the Motor Assessment Battery for Children (MABC) as having motor problems. The present study demonstrated impaired motor skills in boys with "pure" anxiety disorders. Anxious children also perceived themselves as being less accepted by peers and less competent in physical activities compared with children in the control group.
The response rate of the questionnaires was 39.2%. A total of 1139 replies were received for 680 children (53% girls). Of the parents (55% mothers, 45% fathers), we found that 5.5% of the mothers and 0.4% of the fathers reported a score above cut-off indicating that they suffered from a postpartum depression after the child was born. In addition, a sub-clinical depression with at least 3 significant symptoms was reported by 3.5% of the mothers and 0.8% of the fathers. Age, education and employment of the parents, size of the family and social support as possible risk factors will be discussed.
In this study, the prevalence of a clinical depression about 15 years ago was lower than that observed in more recent studies in Norway. This could be due to different methods in measuring depression, but may also indicate that postnatal depression is indeed an increasing health problem.
disabilities in Grade 2 were analyzed. The interventions consisted of computerized training programs: One bottom-up intervention aimed at improving word decoding skills and phonological abilities, the second intervention focused on top-down processing on the word and sentence levels, and the third was a combination of these two training programs (n = 25 in each group). In addition, there were two comparison groups, 25 children with reading disabilities who received ordinary special instruction and 30 age-matched typical readers. All reading disabled participants completed 25 training sessions with special education teachers. All groups improved their reading skills. The group who received combined training showed higher improvements than the ordinary special instruction group and the typical readers. Different cognitive variables were related to treatment gains for different groups. Thus, a treatment combining bottom-up and top-down aspects of reading was the most effective in general, but individual differences among children need to be considered.
Linköpings universitet, Filosofiska fakulteten. Linköpings universitet, Institutionen för beteendevetenskap och lärande, Utvecklingspsykologi.
Förmågan att imitera har under lång tid setts som en av de förmågor som personer med autism har svårt med. Bl a har det diskuterats om bristande förmåga till imitation borde ses som ett grundläggande problem ("a core deficit") som kan utgör ett tidigt tecken på avvikande utveckling redan under det första levnadsåret. Fortfarande råder emellertid ingen enighet, troligen beroende på att vi inte har tillräcklig kunskap, men också på det faktum att imitation är ett komplicerat fenomen med varierad betydelse inom olika områden. Imitation kan vara en förmåga man utövar, kan vara en aspekt av vår minnesförmåga, en sätt att etablera social kontakt eller en icke-språklig kommunikationskanal. Mer grundläggande kan förmågan att imitera eller upplevelsen av att bli härmad skapa en social närvaro, kanske t om en känsla av att jag är som andra – andra är nog som jag som är så viktig i den typiska utvecklingen.
I föredraget presenteras och diskuteras imitationens olika ansikten i ljuset av aktuella forskningsresultat liksom hur imitation kan vara till hjälp i kliniskt och praktiskt pedagogiskt arbete med personer med autism.
Infant memory researchers agree that deferred imitation is a robust, easily administered and reliable nonverbal method of capturing rudimentary declarative memory function prior to the onset of productive language. As of today there are two different ways of studying deferred imitation: An observation-only design in which no practice is allowed before a memory delay is imposed, and an elicited imitation procedure in which the child is allowed to spontaneously explore the objects before modeling in order to create a baseline.
Although results from studies using these two methods are largely overlapping, crucial differences have also been noted. The elicited imitation procedure allows for both practice and verbal cues, which can affect the observed retention time. As a consequence, a stronger memory trace might be formed when the child can encode through several modalities: vision, auditory and motor. Thus we cannot ignore the distinction between these two methods when evaluating reported findings.
Genom att sätta ihop bokstäver till ord och därefter flera ord till meningar uttrycker vi våra tankar, berättar vi om det vi varit med om och skapar spännande fantasivärldar. För de flesta av oss är detta en så vanlig daglig aktivitet att vi tar den för given. Men barn som ännu inte kan läsa,som inte upptäckt det skrivna ordets magi, har en lång väg kvar att gå innan de behärskar språkets alla möjligheter, och barn med kognitiva eller språkliga utvecklingshinder har allt för ofta en oöverstiglig väg att gå.
Rapporten sammanfattar resultaten från en studie kring mentaliseringsförmågan hos barn med cochleaimplantat (CI) som genomförts med stöd av Hörselforskningsfonden. Totalt deltog 16 barn (9 pojkar) där den yngsta deltagaren var 4:3 år och den äldsta 9:6 år. Hälften av barnen hade fått sitt första implantat innan 2:3 års ålder och hälften senare. Resultaten visar att de barn som fått implantatet i tidig ålder klarade 45 procent av de undersökta mentaliseringsuppgifterna medan barnen som fått implantat vid senare ålder klarade knappt 19 procent. Resultatet bör emellertid tolkas med försiktighet då gruppen är liten och dessutom heterogen. Fynden motiverar fortsatta studier på en större grupp barn.
This chapter summarizes research on early imitation carried out in Sweden over the last 15 years. Research showing that imitation observed in the newborn period can be demonstrated, but also that the processes behind imitation in the neonate are both complex and fragile. One example of such processes is the large variability in imitative responses observed by many investigators studying imitation in the newborn period. This variability has been specifically studied in the Swedish cohorts, and it seems as if real individual differences are at play from the very beginning.
A range of researchers in both Europe and the US (e.g.Brazelton, Plooij, and Trevarthen) have proposed that infant development proceeds through periods of regression atspecific points in time. Studies in several European countries have, independently confirmed this hypothesis, makingit possible to identify up to eight periods of regression (or periods of rapid change as suggested by Trevarthen andAitken, 2003) during the first year of life. These findings are still relatively unknown and have not rendered muchattention by the neither researchers nor clinicians. This presentation will summarize the European findings and tiethem to the current theoretical debate as well as to Brazelton's concept of touchpoints (Sparrow & Brazelton, 2006).It will also be argued that the observed periods of rapid change in infancy, if taken seriously, will have a strongimpact on professional training, clinical service and future research.


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NGC 131 (другие обозначения — ESO 350-21, MCG −6-2-10, IRAS00271-3332, PGC 1813) — спиральная галактика с перемычкой (SBb) в созвездии Скульптора.

Галактика NGC 131 входит в состав группы галактик . Помимо NGC 131 в группу также входят NGC 115, NGC 134, IC 1555, NGC 148, ESO 410-18 и NGC 150.

История
Галактика открыта Джоном Гершелем 25 сентября 1834 года. Он описал её в «Общем каталоге туманностей» (General Catalogue of Nebulae, 1864) следующим образом: тусклая, довольно большая, довольно сильно удлинённая туманность с очень постепенно нарастающей яркостью к середине, к западу от другой галактики (NGC 134).

Этот объект входит в число перечисленных в оригинальной редакции «Нового общего каталога».

Свойства
Галактика составляет оптическую и, вероятно, физическую пару с соседней, более крупной и яркой спиральной галактикой NGC 134, которая выглядит деформированной ввиду приливного взаимодействия с NGC 131 или какой-либо другой близкой галактикой. NGC 131 входит в группу NGC 134 — небольшую группу галактик, состоящую из 7 членов и принадлежащую скоплению Девы. Лучевая скорость галактики составляет .

Визуальные наблюдения
Видимые угловые размеры галактики 1,9′×0,6′, визуальная звёздная величина 13,1m. При визуальных наблюдениях в 25-см любительский телескоп со светосилой 16 она выглядит очень тусклой и маленькой, несколько меньше, чем ядро её компаньона по паре NGC 134, находящегося к востоку от NGC 131. Галактика вытянута в направлении с восток-северо-востока на запад-юго-запад (позиционный угол 63°), наблюдается почти с ребра. К северо-востоку видна тусклая звезда.

См. также
 Список объектов Мессье
 Новый общий каталог

Примечания

0131
Скульптор (созвездие)
Спиральные галактики с перемычкой