Lawyers with the firm have extensive experience representing clients in claims arising out of amusement park ride injuries, dangerous and defective products, motorcycle crashes, and a host of other types of accidents. The firm's areas of expertise are covered in detail in the practice areas overview. Attorneys at the Law Offices of Barry Novack have an in-depth understanding of engineering as it relates to personal injury litigation, and are committed to using their technical expertise to help the victims of serious injuries achieve justice. Firm Principal Barry Novack has a Ph.D. in engineering and more than 37 years of experience practicing law. Mr. Novack is well-known for his contributions to consumer safety, including his role in making mini-blinds safer for children and his success in assigning common carrier liability to companies that run amusement parks. He has also represented victims of sexual assault, including achieving a multi-million dollar verdict for a young woman in a high-profile civil case. In recognition of his work, Mr. Novack has received an "AV" peer rating from Martindale-Hubbell, the highest possible rating an attorney can receive, indicating preeminent legal ability and the utmost ethical standards. He has appeared on such programs as Larry King Live, Dateline NBC, and 48 Hours to discuss issues of civil law and high-profile litigation matters. The firm accepts all cases on a contingency fee basis. There is no charge or obligation to call and discuss a case with one of the firm's attorneys. For immediate assistance, contact the Law Offices of Barry Novack today for a free initial consultation. Based in Beverly Hills, the Law Offices of Barry Novack represents injured people throughout the Greater Los Angeles Area and Riverside, San Bernardino, Ventura, Orange, and San Diego Counties.
The Law Offices of Barry Novack represents injured persons in the Greater Los Angeles Area and throughout Southern California, including Ventura County, Orange County, and San Diego County.
Attorneys practicing with the firm have significant expertise in a range of personal injury and catastrophic injury cases, including: -Aviation Accidents -Amusement Park Ride Injuries -Products Liability -Car Accidents -Defective Products -Motorcycle Accidents -Premises Liability -Dog Bites -Medical Malpractice -Burns -Legal Malpractice -Paralysis -Sexual Assault -Amputations -Catastrophic Personal Injury -Traumatic Brain Injuries -Wrongful Death -Spinal Cord Injuries Personal Injury and Wrongful Death Attorneys: The Law Offices of Barry Novack provides quality representation to individuals throughout Southern California who have been harmed or lost loved ones due to the negligence or wrongful acts of another. Drawing on superior engineering expertise, carefully honed trial skills, and extensive knowledge of law and litigation strategies, attorneys at the Law Offices of Barry Novack have successfully obtained compensation for individuals who have suffered injuries or lost loved ones in accidents on the road, at amusement parks, or due to defective products. Sexual Assault: Through civil claims, victims of sexual assault or abuse may be able to obtain significant monetary damages in acknowledgment of the wrong that was done to them and to compensate them for any injuries they have suffered. Additionally, civil courts sometimes award substantial punitive damages in order to punish a defendant in a particularly egregious case. Firm Principal Barry Novack has successfully represented individuals in civil claims for sexual assault, including obtaining a multi-million dollar verdict for a young woman who was drugged and raped on videotape by Andrew Luster, the great-grandson of cosmetics legend Max Factor.


The Mile High City and a jewel of the American northwest, the city of Denver, Colorado has become a modern, sprawling metropolis, a city in which people from all over the country come to work, play and gather. This great people-oriented atmosphere has lent itself to the success of dozens of great coffee shops in the city, each serving their own blend of steaming goodness and hospitality. In the following article we will take a closer look at the Denver coffee scene and highlight some of the city's best cups of coffee and the wonderful shops that offer them.
Known throughout the city for its scrumptious avocado toast, Boulder's Alpine Modern Café also serves up a great cup of coffee in an environment very conducive to friendships and amiable conversation. The somewhat quirky Alpine Modern Café is known for its artisan roasters, perky baristas and servers, specialty coffee favorites and the somewhat funky equipment that makes it all possible.
Using beans from Huckleberry Roasters and Middle State Coffee, Alpine Modern Café offers a full range of hot and iced coffee beverages, as well as a great selection of teas and sodas. Its high ceiling and barn-like roof, outfitted with perfectly placed skylights, creates a light-filled atmosphere and a very airy room that invites guests to linger, make new connections and enjoy the amazing views of Colorado in every direction.
As the name might suggest, Black Black Coffee is a simple coffee house where the high-quality beans and brew are the primary focus. Nearly three years ago, experienced barista Josh Nealy opened Black Black Coffee and in just a very short time the coffee house seems to have made its mark on the Denver coffee scene. Nealy utilizes a variety of locally-roasted beans, as well as some other favorite coffee blends he has tasted in cities throughout the country. As a purist, this barista believes exclusively in espresso, so it might not be a good idea to order an Americano.
Located at 3459 Ringsby Court in Denver, Black Black Coffee aims to source coffees from the finest farms in the world, roasted by highly-skilled coffee artisans who go to great lengths to partner with producers, paying any premium for amazing coffee, and who roast coffees to bring out the terroir characteristics of a coffee. A few of the great coffees Nealy includes in his caffeinated drinks are Denver's Sweet Bloom, Middle State and Commonwealth coffees; Boston's George Howell; Brooklyn's Parlor Coffee; and Four Barrel Coffee from San Francisco.
Located at 3350 Brighton Boulevard in Denver, the coffee house known as Boxcar boasts highly-skilled baristas, premium, house-roasted beans, and a vintage German coffee roaster to create a special java atmosphere that must be experienced to appreciate.
Boxcar Coffee Roasters was established in 2010 in Boulder, Colorado by Vajra and Cara Rich. Together with roaster Janos Porps and a highly-trained staff of baristas and a crack roastery team they managed to bring to Colorado some of the best and most creative coffee possible. Over the years, Boxcar has created a unique "altitude brewing" method called the Boilermaker to help brew outstanding coffee at Denver's elevation level. Inspired by traditional "cowboy coffee," the coffee house immerses the grounds in boiling water to acquire the ideal extraction out of every single cup—a method that has customers lining up for this simple, yet delicious brew.
Positioned at 1555 Blake Street in Denver, Colorado, Little Owl Coffee is a tiny spot located in the LoDo section of the city in the Sugar Cube building. The great coffee shop offers a farm to cup experience utilizing single-origin and single estate coffees, manual brew methods and the finest in craft espresso. The café additionally serves up specialty teas, semi-sweet and savory pastries and a variety of healthy juices.
Little Owl Coffee is the perfect morning—or afternoon—destination every time you find yourself in Denver's LoDo district, with each cup of coffee better than the last.
Located at 932 Jersey Street, the Copper Door Coffee is the first female-only owned roasting company in the city—a place that offers beans to go but also some of the best coffee drinks in the city of Denver.
The Copper Door Coffee Company sources beans from farms doing great work in the coffee industry, from women-produced coffees, to coffees benefiting wildlife conservation programs, to farms growing fair trade and organic beans.
As a coffee roaster, Copper Door relies on the excellence of its beans, and that excellence relies on a series of best industry practices—from soils to sunlight, harvest and drying, to roasting and storage and using proper water. The café selects their raw beans from around the world through some of the most discerning suppliers in the United States, ensuring that every cup of coffee they sell is of the highest quality.
The Amethyst Coffee Company, located at 1111 Broadway Street in Denver's Golden Triangle, is a great place to have a steaming hot cup of genuine coffee. The two-year old café is owned by Elle Taylor and offers coffee made with Commonwealth and Ritual Coffee beans. Recently, the Amethyst Coffee Company added an evening cocktail menu to their list of products—a move that has been very popular for those who live and work in the Metlo area of Denver.


Rebecca Ray has focused on designing, testing, adapting and marketing software outside of the United States since 1980. She has managed worldwide product design, localization and marketing for successful products sold internationally by IBM, Netscape Communications, Remedy Systems, Symantec Corporation and Sun Microsystems. She is fluent in English, French and Spanish and proficient in Portuguese and Turkish. In her work at Common Sense Advisory, Rebecca's primary focus is enterprise globalization, social media, multilingual SEO and global product development. Her other coverage areas include outsourcing, testing, multimedia localization and internationalization. A former Rotarian scholar and Silicon Valley veteran, Rebecca was most recently managing editor for the Localization Industry Standards Association. During her tenure, she oversaw all of the association's research and publications. She also coauthored a book for global high-tech companies on doing business in the United States. Based in Turkey, she has lived and worked in Asia, Europe, the Middle East and Latin America for many years.


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redpajama_set_name: RedPajamaCommonCrawl


Even then Juwel Aquariums looked quality and must have been way ahead of their time.
The very early models with those metal frames and metal stands will appeal to this day to the retro collectors and I reckon they wouldn't look out of place in a modern living room.
Then we saw some pictures from the 1984 brochure. I was just a kid then but would have killed to get my hands on those tanks and cabinets.
...and what do you reckon to that early Lido 55 pictured above – and that wallpaper?
Other pictures include the first systemised Juwel aquaria, single double and triple lighting, and the Juwel factory that even then looked ahead of its time.
These days Juwel tanks are built by robots, but most of the tanks back then were built by women.
Black silicone, built-in internal filters, no cover glasses, waterproof lighting and full access to the tank via a removable hood - Juwel brought all that to us first, and look at how many aquariums look similar to them these days, 40 years on?
They single-handedly converted the hobby to metric sizes and volumes too!
So sit back and take in a bit of aquatic nostalia and raise a net to the phenomenon that has been the Juwel Aquarium.


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Q: "Transactional publication with updatable subscriptions" - gives error - "The distributor has not been installed correctly" I am new to replication.  I have two sql server 2008 servers running on windows 2008 R2.  The servers are in two different locations and on two different domains.  I have been able to use aliases to get both "Snapshot publication" and "Transactional Publication" working perfectly.  But what I need is "Transactional publication with updatable subscriptions" so if a change is made on either server, the changes are replicated to the other server.
When I run through the New Publication, I get through every page to the very end with no problem but when I click the finish button I get an error.  There are three actions and it fails on the first action called "Creating Publication 'xxxx'"  The message I get is "SQL Server could not create publication 'xxxx'.  an exception occurred while executing a Transact-SQL statement or batch.  The distributor has not been installed correctly."
I have searched for an answer and cannot find it.  I think this is a permission problem between the two servers but I have no idea how to solve it.
Any help would be appreciated.

A: In my experience the installation of different types of replication over the top of one that was previously implemented can cause issues.
If able I would suggest clearing all replication and starting from scratch with your new approach.
You have to run a variety of stored procedures to get it completely off the server.  Using the GUI only doesn't do nearly as good a job of cleaning everything off.
This guide from Microsoft should get you started.
http://msdn.microsoft.com/en-us/library/ms152757.aspx

redpajama_set_name: RedPajamaStackExchange


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Orchard Launches New Platform: Orchard Deals Matches Global Investors & Originators to Boost Online Lending Market
Fintech news, Global trends, p2p/online lending September 13, 2017
Orchard Platform has rolled out Deals, operated by Orchard Platform Markets, LLC, a wholly-owned subsidiary, SEC-registered broker-dealer, and member of FINRA and SIPC. Deals is a global market where loan originators may discover low cost financing and institutional investors can connect, evaluate, and move forward with multiple transactions. Orchard says this is the next step in their company's evolution as they continue to provide vital services to the global online lending industry.
Orchard explains that with Deals, qualified investors gain access to a broad range of new investment opportunities, including pools of seasoned loans, forward flow agreements, and credit facilities—along with all underlying deal data and a vast suite of credit analytics solutions to evaluate each prospective transaction. Originators with pools of loans to sell can list deals and seamlessly share data within this global network, while working with investors who express interest in a deal to conduct due diligence and analysis, and finalize the transaction's structure and terms.
Bill Ullman who is Orchard's Chief Commercial Officer will also be the CEO of Orchard Platform Markets, LLC. Ullman stated;
"Whether a transaction involves the sale of a pool of loans, negotiating a credit facility, or arranging and managing forward flow agreements, our platform reduces costs and operational friction for our clients. In short, Orchard is making it faster and less expensive for both sides of the private credit marketplace to find and evaluate opportunities, and move forward on transactions in what has historically been a fragmented, inefficient, and illiquid market."
Orchard quoted Victor J. Pacheco, co-founder and Chief Product Officer of LendingPoint, who said that finding and securing the lowest cost sources of funding for loans is a continuous process and critical for growth;
"Orchard Platform combines a network of qualified investors with an enterprise suite of credit analytics and data and reporting services, helping us connect with more investors while making it easy to support the relationship at each stage of a transaction," added Pacheco.
Parris Sanz, CEO of CAN Capital, said the new service will help fulfill his company's mission of providing effecient access to capital for small business.
"Orchard helped us find the right institutional partner to fund our future as we move forward with the next phase of our company's growth and reengage with small businesses across America," said Sanz.
Crowdfund Insider spoke with Matt Burton, CEO and co-founder of Orchard. He explained the feedback from market was they really wanted a better process to connect with potential capital providers. Now Orchard will be able to support these types of transactions thus creating a powerful tool to fund the entire ecosystem of loan originators. Burton described the service as "removing the friction" in connecting originators and investors.
At platform launch, Deals will host 55 institutional investors with approximately $1.5 trillion in investible assets. At one point last year, Orchard was expected to launch a secondary exchange for loans but Burton said what they have realized is the market really wanted Orchard "to focus on the front end side."
"Secondary market opportunities is part of this. We are supporting multiple type of transaction types," said Burton.
As of today, there are 10 originators using Deals looking for $500 million. Orchard expects this number to ramp dramatically in the coming months.
Burton believes Deals is a vital variable for the evolution of the online lending industry.
"Having access to diversified, low cost capital is important for this industry to grow. We can help derive that. We can provide access to a wider group of investors. We also haver a suite of data products that will help manage all of this. Today it is typical for a lender to only work with a handful of capital providers," said Burton.
Asked about how things are progressing at Orchard, Burton said the past twelve months have been interesting;
"We have seen a thinning of the lending side. While it was not great news to see some of those lenders close their doors what I am seeing are the remaining lenders in the market are growing faster with better models. We are seeing across the board growth in small business, real estate and consumer lending."
A List of Orchard Platform's new features has been provided below.
Deals: Global network where pre-qualified loan originators and investors can browse a broad listing of investment opportunities and corresponding data, and utilize Orchard's enterprise technology to seamlessly exchange information, assess potential transactions, and take the next steps more efficiently.
Capital Management: Allocation optimization, facility monitoring, and automated borrowing-base reporting offerings to help originators better monitor utilization across multiple capital sources—and manage them with greater precision and insight.
News & Insights: The most recent industry news, economic data, and Orchard research and commentary to keep originators and investors up-to-date on the latest industry trends and thinking. Although Deals information is only available to pre-qualified institutional investors, Orchard also provides free access to anonymized, aggregated industry data to parties seeking to learn more about the industry, including journalists, researchers, and investors.
Advanced Analytics: Originators can benchmark origination and performance data against an aggregated and anonymized peer group, and quickly analyze any data set under multiple scenarios, to gain deeper insights into their loan books and funding channels. Investors can also take advantage of scenario testing, data visualization, and benchmarking tools to gain actionable portfolio and market intelligence.
High-Quality Data Services: Data integrations with Orchard help originators improve the quality of their data, and streamline the process for client reporting.
Industry Insiders Leverage CryptoCurrencies for Consumer Apps
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A Guide To Spending Your Business Loan Effectively


This is it!! Ranch with full basement. Home has fenced back yard. Pull in at carport to the main level. Three bedrooms and 2 full baths on the main level. Basement has a very nice den area. The owner is giving an allowance of $5000 for any updates on the flooring a new owner would like to have or the money could be used for other purposes. Priced right in todays ever increasing market. Don't miss out on this one.
Directions: FROM 321, Take SW Blvd to Connelly Springs Rd and take a left. Rt on Orchard Dr, Lt at stop sign onto Clarks Chapel Rd, Lt at 2ND entrance to Tumbleweed Dr. Home is on the left.


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Home > List of families > Urticaceae > Laportea > peduncularis
Laportea peduncularis (Wedd.) Chew
subsp. peduncularis
All images: Click on each image to see a larger version and details of the record View selected images
Photo: Stefaan Dondeyne
Tsetsera, Mozambique
Photo: Bart Wursten
By the Swynnerton Memorial, Chirinda Forest
Detailed records: Display species records QDS maps by: Google Maps Point records by Google Maps
Synonyms: Fleurya capensis var. mitis Wedd.
Fleurya mitis Wedd.
Fleurya peduncularis Wedd.
Common names: River nettle (English) Stinging nettle (English)
Annual erect or ascending herb with scrambling or almost prostrate stems and erect branches, up to c. 1 m tall. All part with numerous stinging hairs. Leaves ovate, up to c. 10 × 7 cm, with short stiff hairs above and on the veins below, acuminate at the apex; margin serrate with up to 25 teeth each side. Petiole 4-6 cm long. Flowers in sparsely branched panicles in the upper leaf axils, unisexual, usually on the same plant. Male clusters c. 1 cm in diameter, in the lower axils; female clusters c. 6 mm in diameter on short, winged pedicels.
Notes: Distinguished from the similar L. alatipes by the broader, more ovate leaves with fewer teeth and 5-merous male flowers.
Derivation of specific name: peduncularis: stalked.
Habitat: In the understorey of montane evergreen forest, often along paths and rivers.
Altitude range: 1100 - 1800 m
Flowering time: Almost all year
Worldwide distribution: From Tanzania, Malawi, Mozambique, Zimbabwe, Eswatini and Mpumalanga, KwaZulu-Natal and Eastern Cape, South Africa.
Mozambique distribution: MS,GI
Insects associated with this species: Hypolimnas deceptor deceptor (Larval food plant)
Hypolimnas anthedon wahlbergi (Larval food plant)
Acraea burni (Larval foodplant)
Content last updated: Monday 31 May 2010
Chapano, C. & Mamuto, M. (2003). Plants of the Chimanimani District National Herbarium and Botanic Garden, Zimbabwe Page 36.
Friis, I. (1991). Urticaceae Flora Zambesiaca 9(6) Pages 90 - 94. (Includes a picture).
Mapaura, A. & Timberlake, J. (eds) (2004). A checklist of Zimbabwean vascular plants Southern African Botanical Diversity Network Report No. 33 Sabonet, Pretoria and Harare Page 82.
Other sources of information about Laportea peduncularis subsp. peduncularis:
Flora of Malawi: Laportea peduncularis subsp. peduncularis
Flora of Zimbabwe: Laportea peduncularis subsp. peduncularis
African Plants: A Photo Guide (Senckenberg): Laportea peduncularis
BHL (Biodiversity Heritage Library): Laportea peduncularis
EOL (Encyclopedia of Life): Laportea peduncularis
ePIC (electronic Plant Information Center): Laportea peduncularis
Flora Zambesiaca web site: Laportea peduncularis
GBIF (Global Biodiversity Information Facility): Laportea peduncularis
GRIN (Germplasm Resources Information Network): Laportea peduncularis
iNaturalist: Laportea peduncularis
IPNI (International Plant Names Index): Laportea peduncularis
JSTOR Plant Science: Laportea peduncularis
Kew Herbarium catalogue: Laportea peduncularis
Mansfeld World Database of Agricultural and Horticultural Crops: Laportea peduncularis
Plants of the World Online: Laportea peduncularis
Tropicos: Laportea peduncularis
Wikipedia: Laportea peduncularis
Hyde, M.A., Wursten, B.T., Ballings, P. & Coates Palgrave, M. (2021). Flora of Mozambique: Species information: Laportea peduncularis subsp. peduncularis.
https://www.mozambiqueflora.com/speciesdata/species.php?species_id=120550, retrieved 19 January 2021
Site software last modified: 24 September 2019 10:58am


What qualities should a good NED possess?
What qualities should a good ned should possess?
An insurance NED will need to have extensive technical and managerial experience. They will normally possess a particular expertise, say, as a former (or existing) underwriter, broker, actuary, accountant, lawyer, claims expert, risk manager or Executive Director.
NEDs may be appointed by specific interests, most notably holding companies of subsidiaries or group shareholders, but they cannot be considered genuinely independent.
Sometimes, recognised success in other fields of commercial enterprise or, say, the political or academic world, may qualify for inclusion on a Board as a NED. Ideally, the attributes identified below should also be present.
It should be appreciated that each Executive Director and NED brings expertise to the Board table in his or her particular field. NEDs are not expected to be an expert on every topic, although they do need to be well versed in such matters and to be properly informed.
NEDs will certainly need to be aware of all the duties and responsibilities placed upon them by a variety of regulators or quasi-regulators. They will need to be considered "fit and proper" by the regulatory bodies that approve their appointments.
In August 2015, the PRA published a key Supervisory Statement (SS35/15) entitled "Strengthening individual accountability in insurance" which comprehensively identified their latest fitness and propriety criteria for all Directors.
In short, NEDs should possess a range of recognisable business qualities that will enable them to add value to a Board of Directors as an individual, while, at the same, contributing to the collective success of the leadership team of an enterprise.
* Key stakeholders are usually regarded as shareholders and capital providers or other investors, as well as customers. However, NEDs have a duty of care to a wider definition of stakeholders, which would include staff and their representatives, brokers (for insurers or underwriters), insurers or underwriters (for brokers), agents and other intermediaries, regulators, franchisors (e.g. the Corporation of Lloyds), and other members of recognisable markets and professional bodies. Under certain circumstances, local communities could even be included, especially when it comes to matters such as corporate social responsibility.
Executive search firm, Per Ardua, have provided a useful overview of the Referencing Criteria for Referees of Aspiring NEDs in insurance.


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Minn. House Majority Leader Joyce Peppin…
Minn. House Majority Leader Joyce Peppin stepping down to become lobbyist
By Bill Salisbury | bsalisbury@pioneerpress.com | Pioneer Press
PUBLISHED: May 30, 2018 at 9:39 a.m. | UPDATED: May 30, 2018 at 7:33 p.m.
Minnesota House Majority Leader Joyce Peppin, a Republican from Rogers, announced Wednesday that she will not seek re-election as she takes on a new job overseeing lobbying activities for a utility.
State Rep. Joyce Peppin, R-Rogers. (Courtesy photo)
The seven-term lawmaker, a lawyer representing Dayton, Maple Grove and Rogers in northwest Hennepin County, is giving up her seat to take a job as director of government affairs and general counsel for the Minnesota Rural Electric Association in Maple Grove, an industry trade group that lobbies policy makers.
"I believe I have made a difference in the lives of the people I have been honored to represent, and it is time for me to step back from public service and return to employment in the private sector," Peppin said in a statement. "For me, serving in the Legislature was not meant to be a full-time career, but rather a temporary public service, and I know there are many smart leaders with new ideas, goals and skills that will step forward to serve."
Between 2007 and 2017, the MREA spent nearly $1.5 million in lobbying in Minnesota, according to figures from the Minnesota Campaign Finance Board.
In Minnesota, there is no prohibition against a lawmaker leaving a job at the Capitol and immediately becoming a lobbyist.
Dave Orrick contributed to this report.
Minnesota sports betting proposal gives everyone 'a piece of the action,' GOP lawmaker says
Walz signs bill guaranteeing the right to an abortion and other reproductive care
MN state lawmakers urge slowdown in first committee hearing on proposed Fairview/Sanford merger
Bill Salisbury | Capitol bureau reporter
Bill Salisbury has been a newspaper reporter since 1971. He started covering the Minnesota Capitol for the Rochester Post-Bulletin in 1975, joined the Pioneer Press as a general assignment reporter in 1977 and was assigned to the Capitol bureau in 1978. He was the paper's Washington correspondent from 1994 through 1999, when he returned to the Capitol bureau. Although he retired in January 2015, he continues to work at the Capitol part time.
bsalisbury@pioneerpress.com
Follow Bill Salisbury @bsalisbury


WILMINGTON—Betty Jane Swick, (nee Moore), 91, of Wilmington, passed away peacefully on March 14, 2019 at the Joliet Area Community Hospice Home in Joliet.
Born Feb. 23, 1928 in Mt. Pulaski, IL to Louis and Flossie (nee Jones) Moore. She was a member of the First Baptist Church in Wilmington and a previous member of the Woman's Auxiliary of the VFW Post #5422 in Wilmington. Betty previously worked at the Joliet Area Ammunition Plant, Christian Homes in Lincoln, IL and Royal Willow Nursing Home in Wilmington.
Surviving are two sons, Phil (Peggy) Swick and Tim (Karyn) Swick, both of Braidwood; one daughter, Jeanne (John) Keith, of Mokena; daughter-in-law, Joyce Swick, of Wilmington; nine grandchildren: Stacey (Craig Johnson) McGuan, Matt (Melissa) Swick, Jennifer (Jonathan) Mietzner, Janine (Jeff) Momper, Jill Kohl, Chrissy (John) Henry, Tom Keith, Scott (Braylee) Swick, and Brad Swick; 13 great-grandchildren: Caleb, Ella, Tori, Lexi, Zach, Jake, Gabe, Tom, Annie, Will, Kailey, Kassidy and Shep; one great-great-granddaughter, Charlotte; sister-in-law, Gladys Moore and numerous nieces and nephews.
Preceding her in death were her parents, her husband, Curtman L. Swick Sr.; son, Curtman L. Swick Jr.; three brothers and six sisters. Cremation rites have been accorded. A Memorial visitation will be at the Island City Baptist Church in Wilmington on Friday, March 22, 2019 from 10 a.m. until 12 p.m. with a memorial service at 12 p.m. Pastor Jeff Logsdon will officiate. Inurnment will be private at a later date in Abraham Lincoln National Cemetery in Elwood.
In lieu of flowers, memorial gifts in her name may be directed to Joliet Area Community Hospice.


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Founder of the blockchain advisory company Amazix shares his thoughts on Digital Securities Adoption
TeqAtlas
Following up the Digital Securities Market Research, Jonas Sevel Karlberg, the Founder and Managing Partner of Amazix, has shared his thoughts on technology adoption. Jonas has shed the light on the potential market size that could be brought about by technology and the magnitude of DS opportunities in terms of the cost-savings.
According to Amazix, the most relevant of these are:
Cost of IPOs is estimated to be between 5% and 10% of the total amount raised, for an average amount of $7M in the US.[1] The costs of STO issuance, on the other hand, are expected to be about half of that.
The total costs of trading equities on secondary markets and exchanges are between 0.5% and 3% per trade, totaling $250B in 2016.[2] This is compared to 0.1-0.25% fees currently seen on crypto exchanges and expected to continue on security token exchanges.
Studies have shown that corporate actions in traditional markets (i.e. dividend payments, voting, stock splits, etc.) cost ~$10B a year. Many expect most if not all of these could be automated through security tokens and built into the protocols.
Finally, it's worth noting that equities are a massive market at nearly $80T. For instance, in 2016 alone, companies with a combined year-end market cap of $800B IPO'd.[2] It's also a massive industry for service providers and middlemen, as equities generate $27.6B of annual revenue for the top 5 US investment banks.[3] If we assume any penetration at all for security tokens in the traditional equities market, we're talking potentially huge numbers.
All this being said, at Amazix we also feel it's important to qualify these benefits as, while the cost savings are compelling, there's also a large amount of mindless hype and lack of understanding among most industry pundits. This, combined with a certain naivety regarding the capabilities of banks and other traditional financial institutions, leads to a lot of mindless hype which, as industry insiders and experts like yourselves, we see it as our duty to dispel.
Firstly, it is important to remember that securities are first and foremost a legal category, not a technological one, and are therefore ultimately governed by the legal system, not the blockchain. Let us illustrate this with an example: Imagine for a second Coca Cola stock is tokenized and Warren Buffet's 9.4% stake along with it. Now let's say Warren Buffett gets hacked and his security tokens are stolen; does a 17-year-old Ukrainian hacker now own 9.4% of Coca Cola? Of course not, the transaction would either be rolled back or a new contract would be deployed with amended balances. In both cases, transactions are controlled by some kind of centralized entity; there is no censorship resistance, permissionlessness or decentralization; the three primary reasons for sacrificing efficiency to use a blockchain. This being the case, why is a blockchain needed? Isn't it just acting as a glorified personal database, manipulatable by a central party?
Similar problems apply to many of the other purported benefits of security tokens. For instance, the oft-touted claim that security tokens "will be tradable 4/7 globally by anyone in the world". This claim seems to implicitly assume that NASDAQ, NYSE, either out of ignorance or incompetence, choose to slash their own profits by a) shutting down their servers at 4:30 PM every day b) enforcing stringent KYC requirements and c) not accepting international Customers.
From our perspective, this is incredibly naive. These are not particularly challenging technical problems and the reality is there are strong legal and operational reasons for these decisions. Exchanges have opening hours as a way to concentrate liquidity because, as security token exchanges are now discovering, it turns out it's incredibly difficult to bootstrap liquidity for securities. It's also seen as a way to mitigate catastrophic losses as in many occasions (1987,2009) dramatic sell-offs were stopped only when they closed (in fact, in certain countries such as India proposals to extend stock market opening times have been shut down for this very reason). In the same vein, exchanges conduct KYC/AML checks (effectively limiting their potential client base) because they are mandated to do so by law and subject to huge fines and/or imprisonment if they do not.
Given this, what is the real benefit of security tokens? There are two primary benefits:
Firstly, security tokens will allow companies to effectively go public much earlier. In 1999, the average age for a company to go public was 4 years. In 2014, it was 11.[4] There are many reasons for this such as higher availability of venture capital, but undoubtedly one of the primary catalysts was the massive cost and hassle of going public. Security tokens, by mitigating this, will make "going public" possible for less mature companies and lower the average age at which companies go public. This will have several benefits: 1) a reduction in the liquidity premium private companies currently trade at, enabling the "consumer surplus" given to investors to be allocated to more companies 2) allowing VC's and angels more flexibility in their positions rather than being stuck with an investment for ~11 years until they decide to go public or exit. This will enable much more efficient capital allocation as investors are able to exit positions earlier and reinvest into more promising opportunities and 3) Enable many more investors to access the massive growth opportunities in earlier stage companies which have thus far been unavailable to them.
The second and often overlooked benefit is that security tokens, by "protocolizing" securities, will effectively create an open ecosystem of innovation - enabling programmability and composability. This is something Vitalik discusses at 26:04 of his talk at TechCrunch[5], but effectively security tokens will be usable as part of the open financial system that's being built on the blockchain. For instance, we can imagine using security tokens as means of payment, as collateral for loans in smart contracts, as collateral for the creation of synthetic derivatives that can be traded by anyone; the options are endless. It's almost like for 4 years (since the birth of Ethereum), we've been building decentralized financial infrastructure with MakerDAO, CompoundFinance, Augur, etc. but we've never had the financial assets to actually trade on this infrastructure. Security tokens could "fill that gap", effectively acting as a trojan horse for the decentralized financial ecosystem.
Crucially, the ideas above only scratch the surface of what's possible as security tokens can also be tailored to create new types of financial assets. For instance, we can imagine a security token for a local community center which also gives its holders discounts at the center; a mortgage security token in which the real estate register itself is embedded into the contract as an ERC721, allowing for instant redemption in case of non-payment, etc etc. At Amazix, we're very excited to both witness and help facilitate all the innovative entrepreneurs and technologists will come up with using security tokens.
Highly recommended related articles:
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text:
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                                  SkDrawPictureCallback* callback) const {
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bool FloatClipDisplayItem::IsSuitableForGpuRasterization() const {
  return true;
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int FloatClipDisplayItem::ApproximateOpCount() const {
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size_t FloatClipDisplayItem::PictureMemoryUsage() const {
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void FloatClipDisplayItem::AsValueInto(
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  array->AppendString(base::StringPrintf("FloatClipDisplayItem rect: [%s]",
                                         clip_rect_.ToString().c_str()));
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EndFloatClipDisplayItem::EndFloatClipDisplayItem() {
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}  // namespace cc

redpajama_set_name: RedPajamaGithub


text:
Friendship Gardens Discovered written by Tabby
"Here comes Friendly!" Sugarberry said.
"Great! We can leave, then!" Tabby exclaimed.
The three had planned to take a hike through part of Ponyland that day. They would start on the west side of the river and go southeast, which would take them through some hills and then woods. After they'd gone that far, they would turn around and head back to Paradise Estate.
"Hi!" Friendly greeted them as he ran across the wooden bridge.
"Did you remember the Bushmelon?" Tabby questioned him.
Friendly held up a round, green Bushmelon. "Here!"
Sugarberry took the melon and put it in her backpack, which held all the food provisions for the trip. They would have to stop along the way to eat lunch. "Okay, let's go!"
And so, the three started off.
"There hills-- sure are nasty-- to climb up," Tabby gasped as she stopped to catch her breath on the steep, grassy slope.
"Nasty, yeah, yeah," Friendly agreed, who was as equally as weary as Tabby and stopped next to her.
"Well, we're almost to the top, and this is the last one!" Sugarberry said cheerfully. "Then we get to go through the woods!"
"Let's get moving again," Tabby said, feeling energetic again. She started to trot forward and Sugarberry and Friendly followed.
"We made it to the woods!" Sugarberry said a little while later.
"It's too bad this is just a normal woods, and not the Dark Forest," Tabby said mournfully. "The Dark Forest is so much more exciting."
"But it's always bad things that happen in there," Sugarberry said.
"Exciting bad things, through! I say it's better to be dealing with an exciting bad thing than to be sitting around being bored!"
"Sure." Sugarberry shrugged.
"Not going straight," Friendly suddenly noticed.
"I think we are listing to the right," Sugarberry said. "It'd be best to go straight; otherwise we might get lost."
"I think we're still going straight," Tabby said stubbornly.
"Tabby!" Sugarberry and Friendly exclaimed.
"Besides, I'm sure we won't get lost, even if we're going a different way. These woods can't be that big," Tabby said.
Friendly and Sugarberry knew there was no way to reason with her, so they just kept going the way they were.
A few hours later, they were still in the woods.
Sugarberry looked at her watch. "It's 1 o'clock! I had figured we'd be on the other side of the woods at 12!"
"Well, we'll get out eventually," Tabby said.
"Maybe we should stop and eat lunch," Sugarberry suggested.
"We lost," Friendly said sadly. "But we eat lunch."
Sugarberry sat her backpack on the ground, and the three dined. But Sugarberry decided to save the Bushmelon back. "In case we're still out here at supper time," she explained.
Then they got back up, and continued on.
It was 3 o'clock. Tabby, Friendly, and Sugarberry were still wandering around the woods aimlessly.
"I wonder where we are by now?" Tabby wondered.
"Will we ever find out way out?" Sugarberry asked aloud.
"Never get back," Friendly mourned.
Suddenly, they heard something walking towards them.
"What's that?" Sugarberry said, alarmed.
Then, a smaller, purple pony with jewel eyes appeared in front of them.
"He's one of the Friendship Garden ponies!" Tabby excitedly exclaimed.
"Are we that close to the Garden?" Sugarberry asked the newcomer.
"Yes, it's just a short ways off," the purple pony said. "I'm Clever Clover. Are you three from Dream Valley?"
"Uh huh," Tabby said. "I'm Tabby, and she's Sugarberry, and the Bushwoolie's Friendly."
"I've been to Dream Valley a few times since we and the other ponies discovered each other," Clever Clover said. "How did you guys get so far away?"
"We take hike and get lost!" Friendly explained.
"Do you think you can help us get back?" Sugarberry asked.
"Oh, sure, that'll be easy." Clever Clover waved one of his hooves in the air. "All you have to do is follow the path."
"There's a path?" Tabby asked, surprised.
"Path?" Friendly echoed.
"It starts at the entrance of Friendship Gardens and goes all the way through the woods, and stops where the hills start," Clever Clover explained.
"We must've completely missed it!" Sugarberry said.
"I'll lead you to it," Clever Clover offered.
"Yeah, yeah, lead!" Friendly said.
So they all followed Clever Clover. After running through the woods a few minutes, they came to a narrow, dirt path.
"Now we can get back!" Tabby exclaimed. "Thanks, Clever Clover!"
"Yes, it's lucky that we ran into you!" Sugarberry added.
"I think I'll go back with you to Dream Valley," Clever Clover decided. "I want to stop at Bushwoolie Bargain Books again."
"Come, let get going!" Friendly said, and the foursome headed off on the path.
Clever Clover became fast friends with Sugarberry, Tabby, and Friendly. By the time they reached Dream Valley, they had decided to all go to the Satin Slipper Sweet Shoppe together after Clever Clover was done at Bushwoolie Bargain Books.


Essential Liberty is Rob's first novel. The concept grew out of his fascination with the one characteristic that differentiates the United States of America from any other country in history—the importance its Founders placed on individual liberty.
Rob Olive enlisted in the U.S. Marine Corps fresh out of high school and served four years. He holds a bachelors degree in history from Oregon State University and has operated an insurance agency for over two decades. He lives in Oregon with his wife and three sons.
September 11th – A Day to Celebrate Our Exceptionalism!


text:
College buildings--Washington (State)--Bellingham (x)
oral histories (document genres) (2) + -
Special Collections Oral History Program (2) + -
wwu:6226
Fred Bassetti interview--April 30, 2003
Fred Bassetti, Seattle native, studied at Harvard and returned to Seattle to work, founding Bassetti & Morse, later Fred Bassetti & Company, and currently Bassetti Architects.
Special Collections Oral History Program
SCOHP_BassettiFred_20030430
Western Washington University Libraries Special Collections Oral History Program Fred Bassetti ATTENTION: © Copyright Western Washington University Libraries Special Collections. "Fair use" criteria of Section 107 of the Copyright Act of 1976 must be followed. The following materials can b
Henry Klein interview--June 17, 2003
Henry Klein, native of Germany, educated at Cornell University and founder of Henry Klein and Associates (1952), an architectural firm in Mount Vernon, Washington (HKP Architects). He was the architect for Mathes (1966) and Nash (1967) Halls on the north side of Campus as well as the Performing Arts Center (1971)
SCOHP_KleinHenry_20030617
Western Washington University Libraries Special Collections Oral History Program Henry Klein ATTENTION: © Copyright Western Washington University Libraries Special Collections. "Fair use" criteria of Section 107 of the Copyright Act of 1976 must be followed. The following materials can be


A delightful and well presented two bedroom detached bungalow in keynsham and only 0.6 miles from the main high street.
Situated on dartmouth walk, just 1.4 miles from keynsham high street is this 3 bedroom terrace home.
A very well presented three bedroom home located in a popular backwater cul-de- sac in the bustling market town of keynsham.
For sale by modern method of auction; starting bid price 220,000 plus reservation fee. tucked away in a cul de sac is this three bed semi detached property.


After age 30, we tend to lose muscle mass at a rate of three to five percent per decade if we don't do something about it, a natural process called sarcopenia. Once we hit around 65 or 70 years old, that loss accelerates.
Losing muscle mass is a big deal because that means we lose strength - and we all need strength, even for the most innocuous tasks of our day-to-day lives. Worse yet, if we don't do something about losing that strength, our chances of falling and injuring ourselves increases. Trust me, you don't want to fall and break something when you're old.
In a fitness context, I generally think of "seniors" to be anyone over 50. That comes as something of a shock to people when I tell them that, as most of us think of ourselves reaching that designation at some point over age 60. Even more surprising to many people is when I tell them that they should begin preparing for the physical part of their lives as seniors when they hit 40, an age that I call a "pre-senior."
This sounds depressing, but there is some really good news, too: Strength training can prevent or reverse this trend. This doesn't mean you have to run down to Sports Basement and buy some huge weightlifting machine or a set of barbells, unless you want to. Remember that strength training is simply any kind of exercise involving resistance to your muscles. It's nice to have a set of simple tools to help you with your strength routine, like some dumbbells and resistance bands, but you don't have to go that route.
The photo with my blog today shows a few things I keep handy for my own routine: a couple pairs of dumbbells of different weights, a set of resistance bands, a resistance tube with handles, and an old soccer ball that I put a few pounds of sand into to make my own medicine ball. I also utilize body weight exercises, like pushups.
All you have to do to have a positive effect on your declining strength is do some kind of strength routine at least a few days a week. If you were to do this for, say, 20 to 30 minutes three days a week, you would definitely notice an improvement within just a few weeks. If you could do that same routine five or six times a week, you would notice a significant change.
Remember that the key to any strength program is to build a balance of strength throughout your body. Don't just exercise your arms, or just your legs, or just your core. Exercise everything!
A certified trainer can help you with specific exercises and - most importantly! - make sure you are doing them correctly. One way to get into the habit of this kind of training is to join a class (I hate the term "boot camp" because I envision some drill sergeant shouting at people, even though the trainers I know would never do that).
I'm starting up a class (which I refuse to call a boot camp) for "fitness seniors" and "pre-seniors" next month. We're going to meet in a park three days a week and learn and do a simple strength circuit that is exactly what I'm talking about. If you're interested in joining me, shoot me an e-mail at marty@BeTheRunner.com. You can also get more details at my web site, which is linked below.
Marty Beene, a NASM-certified personal trainer with a specialization in senior fitness, is owner of Be The Runner; he coaches and trains adults from beginners to veterans individually and in groups. He can be reached at marty@BeTheRunner.com.


If you've come here because you saw mention of this particularly vulgar phrase somewhere in the game text, you are hereby afforded a most sincere apology.
"Bull and thrushes" is a particularly offensive phrase often uttered absent-mindedly in the heat of the moment by those under intense duress. No one with a clear head (or any sort of respectable upbringing) would consider using this phrase, regardless of the dire circumstance that might seem to make its vocalization temporarily appropriate or excusable.
The precise meaning of the phrase, while widely known, will not be given here. It suffices to say that this phrase should not be used in any context...ever.
In fact, it would be for the best if you just forgot that you ever heard it.


We don't just point, click, and print. Photographer-Photography Manager. Capturing that special moment for years to come.
They captured amazing pictures and were, by far, our favorite wedding vendor.
Tutorial membuat logo huruf - picsay pro - YouTube. Providing you use photos with the optimum pixels, Wallpics will cre.
We have the most Photography job postings anywhere. Each photographer in Miami is listed. Use your eye for photography to grow your career at New York Film Academy in Miami, FL. So is the need for talented photographers, especially in the Miami area.
Delio did a phenomenal job making our day go smoothly.
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Theme Park Guides
New Rides Under Construction
Theme Park of the Day: SeaWorld San Diego
Theme Park Insider - January 2020
Robert Niles
It's bring your child to work day... on their Disney vacation
January 27, 2020, 12:33 PM · Lots of parents pay extra to have Disney make their children up as a princess, a knight, or a pirate on their Disney vacation. But now, one Disney theme park resort is offering parents the opportunity to turn their child into a different "character" — a Disney theme park cast member.
Yep, instead of waiting until your child is old enough to ship 'em off to get a paying job at a Disneyland or the Walt Disney World Resort, you now can book a vacation package that includes a shift for your child working at a Disney theme park attraction. The Tokyo Disney Resort is offering the deal, which puts your child in costume on the Venetian Gondolas ride at Tokyo DisneySea.
Photo courtesy Tokyo Disney
The "Kids Gondolier" program is available only as part of a special two-day, one-night vacation package at the resort. Children must be between the ages of seven and 12, and will assist a gondolier in steering their boat on the Mediterranean Harbor attraction. The kids will be fitted in the same cast member costumes as the grown-up gondoliers wear and will get their photo taken on the ride with their family.
Like other Tokyo Disney vacation packages, this one also includes Fastpasses and meals — four Fastpasses, one show reservation, one breakfast and one dinner per person, in addition to the Kids Gondolier experience. Prices start at 42,300 yen (US$388) per adult, depending upon the room and dates selected. The package includes one night's stay at the Disney Ambassador Hotel, Tokyo DisneySea Hotel MiraCosta, or Tokyo Disneyland Hotel as well as park tickets. The package is available for April 24-25, 28-30, and May 1-5, and 8-9 and is available through the Tokyo Disney website.
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Treepod Camper: Finally, A Hanging Tent For Adults
Remember the Treepee, a tent designed to hang on trees in the backyard for your kids to play in? That was awesome. But what about the adults who also want a tent that can hang from trees when they're slumming it in the backcountry? Turns out, someone's got you covered with the Treepod Camper.
To the unfamiliar, Treepod is among the many competitors of the Treepee, offering what's, basically, the same kid-focused hanging tents. This, however, is the adult version of their kiddie tent, so you can enjoy lounging in trees a couple feet of the ground, too, whether you're in the campgrounds, at the beach, or stuck at home. That means, you can spend the way away from the muddy ground, with its rocks, roots, and little critters.
The Treepod Camper is, basically, a bigger and reinforced version of those kiddie tents, sporting a 54 x 84 inch footprint that can accommodate up to two grown adults inside. Provided, of course, those grown adults don't have a combined weight of over 500 pounds, at which point someone may have to think about getting back to the gym and losing some of that excess mass. Like the kiddie tents, it's designed with just a single point of suspension, all while being anchored to the ground via the four corners. It comes with a lightweight but strong aluminum frame and outer walls with high tensile strength.
The Treepod Camper is slated for availability next year, priced at $595.
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SwissRoomBox Turns Your Car Into A Modular Motorhome
This 36-Liter Backpack Has A Built-In Camping Chair That Supports 300 Pounds Of Weight
Turn Your Car's Roof Into A Hammock Platform Using This Kit From TrailNest


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Job Site Created for Special Educational Needs Sector
Senploy, the UK's first recruitment website dedicated to uniting prospective employers and candidates within the Special Educational Needs and Disabilities (SEND) sector, has been launched by a charity worker.
Amy Allen, who works as the lead school administrator at Cheshire's The Seashell Trust – an organisation which supports children and adults with severe and complex learning disabilities – decided to create the SEND niche jobs site as an antidote to a myriad of generalist job sites that did not reflect the specialist needs of the sector.
Following a year's planning to build and launch the online platform, the 39-year-old from Wilmslow hopes that Senploy will provide an easy solution to recruiting the best possible individuals to work within SEND, saving time and money for employers in the process.
With a guiding ethos that "niche generates quality" Allen believes that the site is set to become the industry's go-to jobs destination which will, in turn, reinvigorate the sector with an influx of high-calibre talent.
Employers, including educational establishments, agencies, care homes, local authorities and families will be able to reach experienced professionals quickly and easily via a CV database of quality candidates and will also be able to manage their own recruitment processes through Senploy's back office function.
Meanwhile, those working in fields such as occupational therapy, special needs teaching, social work, rehabilitation therapy, speech and language therapy and developmental psychology, will be able to access a large number of relevant job opportunities on one straight-forward portal.
Senploy founder, Amy, said: "There are hundreds of generalist job websites out there, but I've seen first-hand how they tend to generate too many irrelevant CVs… or not enough relevant ones depending on how you look at it!
"A niche sector needs its own dedicated site, since roles within SEND tend to be extremely specialised. It takes a certain type of person with a specific skill set to work in this area. The industry as a whole will benefit from having instant access to a rich pool of candidates with the right experience and jobseekers won't have to upload their details to hundreds of different job boards.
"Our mission is to help cut costs, save time and promote targeted two-way recruitment – we want to simplify the entire process and breathe new life into the sector by helping to match the right people to the right SEND role. At the end of the day, individuals with special educational needs and disabilities deserve to have professionals with the right skills working with them, so that they can achieve their life goals. We're here to help make that happen.
One-fifth of Workforce in Canada, the United States, Ireland and the United Kingdom Looking for New Job
Overall, about one in five (21 per cent) of workers are looking for a new job. And the greatest flight risk is for those in IT, finds a survey by Workhuman.
One-third (34 per cent) of workers in that sector are looking for a new job, compared to biotech, consumer goods and services, technology and telecom (each 28 per cent), industrial (25 per cent), engineering (24 per cent), financial and business services (23 per cent), insurance and retail (both 22 per cent) and health care (19 per cent).
And what are they looking for exactly? Meaningful work ranks as most important across all age groups, finds the survey of more than 3,500 full-time workers in Canada, the United States, Ireland and the United Kingdom.
Compensation and perks come in second, especially for those aged 35 to 64, followed by a supportive manager, positive company culture and fun team (especially among those 18 to 34).
People are looking at work in a different way, says Sarah Hamilton, director of HR at Workhuman in Framingham, Mass., provider of cloud-based human capital management software solutions.
"The world of work has changed so tremendously, where we've gone from this industrial era — where it was all about employees coming to work, and getting a paycheck, and almost like cogs on a wheel — to the human era, which is what it is today, which is we are looking at employees for their holistic skills and what they bring to the table."
It's not just about what people can do but what's in their hearts and minds, she says.
"The industrial era is over and it is now the human era. And the human era is really based on this notion of people being able to expect more from out of the workplace."
That means employees expect their employers to provide a place where they can do their best work and they can show all of the skills and ways they can contribute, says Hamilton.
"But, also, it's employers expecting employees to bring their best selves to work as well. This leads to a mutually beneficial culture and business results. Because companies are appreciating the employees more for just … a butt in a seat which is the way companies had once looked at it before."
Flexibility, recognition popular perks
As for workplace perks, remote or flexible work (41 per cent) and health-care coverage (27 per cent) are the most popular, followed by an employee recognition program (seven per cent), free food (six per cent), an office gym (six per cent), on-the-job training (four per cent) and referral bonuses (four per cent), found Workhuman.
Flexible work is important to all generations, as older workers may be caring for elderly parents, she says, while younger workers, who have grown up with newer technology, want the freedom that brings.
"But I think you're actually seeing it broaden across all groups more so than you would have."
Workhuman is a multinational company co-headquartered in Framingham, Massachusetts and Dublin, providing cloud-based, human capital management software solutions.
Only Half of 16-18 Year-Olds Plan on Going to University
New research from jobs board, Monster.co.uk shows that today's 16-18 year-olds no longer see a university degree as the only route to a good career. Just 53% say they are considering going to university, whilst 22% plan on completing an apprenticeship.
This is a significant drop since 2013 when 86% of young people said that a university education was important.[1]
With the average student graduating with over £50,000 of debt, 42% of school leavers are put off from going to university because of money.[2] And over a third (35%) believe that doing a degree doesn't guarantee you a great job.
Monster.co.uk's research shows that teenagers and their parents are broadly in agreement. When asked, 48% of parents and 60% of school leavers believe that getting a degree will get you a better job than completing an apprenticeship. Whilst 41% of parents think an apprenticeship is the best route for their child.
Across the UK, parents and teenagers in the North East have the most positive outlook towards apprenticeships. 37% of teens in the region are considering an apprenticeship, compared to UK average of 22%. For parents in the North East, 69% believed apprenticeships stand you in better stead to get a good job than gaining a degree. With the North East currently home to the country's highest unemployment rate, apprenticeships offer an immediate route into work, rather than going to university and graduating with huge debt and no job guarantee.[3]
Derek Jenkins, General Manager UK & Ireland, Monster.co.uk, monster.ie comments: "With the cost of university tuition young people are moving away from the idea that degrees are essential to getting a good job. While it's great to see more options available, making this huge decision at a young age is putting school leavers under a lot of pressure. At 16, 17 or 18 who honestly knows what they want to do for the rest of their lives? Instead of rushing into something, consider taking a year out to do internships and gain experience in different industries, or go travelling before making that decision.
"Whatever route you do decide to go down, if it doesn't work out, don't panic. You won't be the first person to drop out of university or switch careers. Often it's only through trial and error that you end up where you really want to be"
For anyone concerned that they won't be able to get a good job without a degree, there are still a number of high paying and interesting jobs that you don't need a degree for. Monster have created the top 10 highest paying jobs that you don't need a degree for:
The top 10 highest paying jobs which you don't need a degree for
1. Firefighter – Firefighters can earn up to £40,000 per year, depending on their rank. General managers can earn around the £30,000 mark, but if you become a station manager you may collect upwards of 40k. To start, you'll need to pass written exams and aptitude tests. You must be fit too – a number of physical exams are included as part of the selection process.
2. Police constable – As a police officer, there's a variety of different roles you can do, and it's not all about being out on the streets fighting crime directly. Depending on where you are, salaries start at around £20,000 with the potential for growth of £45,000 and upwards for sergeants. Once you get into inspector territory as your career progresses, you can expect up to £50,000.
3. Entrepreneur – You don't technically need any qualifications to become a business owner – just a huge amount of drive, determination and a brilliant idea. With 1 in 10 Brits dreaming of owning their own businesses, what you earn will depend on how successful you are.[4]
4. Train and tram drivers – Newly-qualified drivers can earn up to £25,000, while experienced ones take home up to £50,000. There are some great benefits too, like free and discounted rail travel.
5. Training managers – Training managers conduct training programmes for employers in a variety of different sectors. The average national salary is £37,000, with the potential for more, depending on the company, industry experience and location.
6. Project manager – Project managers can work in a variety of different fields and are responsible for making sure the project is a success. Responsibilities include planning, budgeting, overseeing and documenting. The average salary is around £40,000 depending on the area and location.
7. Air traffic controllers – There's no degree needed here, but you will need a calm nerve, 5 GCSEs and three years' training to obtain your air traffic control licence from the National Air Traffic Services (NATS). Starting salaries are £17,000 to £21,000, while experienced controllers can reach up to £50,000 depending on where you work and shift allowances.
8. Sales managers – Sales managers are responsible for leading their sales team to success. You'll need excellent communication and management skills, as well as proficient IT knowledge. Basic salaries start at £18,000 and can reach a potential of £100,000 – and more thanks to commission.
9. Construction manager – Being a construction manager involves having good leadership and communication skills in order to coordinate and supervise projects. Although some of the work can be done from the office, this role also means working on-site – in all weather. On the plus side, Construction Managers can earn upwards of £50,000.
10. Hazardous-waste manager – It might not sound appealing at first, but managers in this field can expect to receive upwards of £36,000 to get rid of hazardous by-products produced by organisations such as hospitals and factories. The level of skill required to do this role makes it incredibly lucrative.
Censuswide survey of 500 UK 16-18 year-olds
Monster survey of 1100 UK parents
Monster Jobs Confidence Index Q3 report
Update from GOV.UK – £20m Funding to Help 10,000 Young People into NHS Careers
The Health and Social Care Secretary has announced £20 million funding to support 10,000 young people from all backgrounds to get an entry level job or apprenticeship in the NHS. This will be matched by £7 million from the Prince's Trust.
The 3-year pre-employment programme will begin later this year and will involve up to 150 NHS trusts in England. Participants will gain basic skills and experience of working in the NHS. The programme will focus on helping those who otherwise may not have the opportunity to gain this experience to overcome barriers and enter sustainable employment.
The programme will provide:
job application support
NHS trust work placements
courses in basic healthcare, literacy and numeracy skills
It is expected to help 5,000 young people get into the NHS through entrylevel positions, with a further 5,000 joining through apprenticeships. Roles will include digital and business administration, healthcare assistant, facilities, catering and portering.
The programme will be delivered by The Prince's Trust and supported by Health Education England (HEE). HEE has already worked in partnership with The Prince's Trust to run 250 pre-employment programmes, helping over 1,000 young people find work in healthcare across the country.
Nick Stace, UK Chief Executive, The Prince's Trust, said:
Each year, The Prince's Trust supports thousands of young people across the country to develop the confidence and skills they need to get a job – with our 'Get into Healthcare' programme we help young people to take their first step into employment with the NHS.
We are delighted that through this enhanced partnership we will give thousands more young people across the country exciting job opportunities. Placing young people into frontline roles at the heart of our National Health Service will empower them to realise their potential, kick start their careers and make a valuable contribution to our society.
We believe that when young people succeed, our country succeeds and this is a great example of what that can mean in reality.
Employers Turn to Training as Businesses Struggle to Recruit
More than two-thirds (68%) of UK employers have struggled to find skilled workers this year, with Brexit uncertainty making talent scarcer.
An annual report on the skills landscape of the UK, The Open University Business Barometer 2019, reveals that organisations spent £4.4 billion on temporary staff, recruitment fees and increased salaries in the past 12 months due to difficulties finding employees with the right qualifications and experience.
Nearly half (48%) hired temporary staff to plug gaps, while 44 per cent spent more than intended on recruitment fee
Others (38%) took a different approach, increasing salaries in order to make roles more attractive, and nearly a third (31%) were forced to hire at a lower level than intended.
Approach to addressing the skills shortage Expenditure 2019 Expenditure 2018 Percentage Change
Extra spending on recruitment fees £1.6 billion £1.2 billion +33%
Training to boost skills of those hired at a lower level £1.2 billion £1.5 billion -20%
Increasing salaries on offer £0.9 billion £2.2 billion -59%
Spending on temporary staff while role remained vacant £0.8 billion £1.5 billion -47%
Total £4.4 billion £6.3 billion -30%
The skills shortage comes as the UK employment rate stands at the highest level since 1971, while unemployment is at its lowest since 19741. The dearth of skills in the labour market means that recruitment is taking one month and 27 days longer than anticipated, forcing many to seek external help – leading to a 33 per cent rise in spending on recruitment fees in total.
Three in five (63%) employers report that their organisation is currently facing a skills shortage (up from 62% in 2018). And while spending on recruiters is on the rise in an attempt to attract necessary skills, there is also a greater focus on re-training existing staff, with more than half (53%) of organisations increasing their training and development budgets in the past year – by an average of 10 per cent.
In the past, many employers have relied on buying talent rather than building it, but with more than three in five (62%) expecting it to become harder to find the right skills in the next year many are now looking internally.
Three in five (61%) think that they will have to focus on developing talent from within their organisation if they want to guarantee access to the skills they need in order to be productive and efficient. And the benefits of this approach can be felt throughout an organisation, with the Department for Business, Innovation and Skills citing training as one of the most commonly cited channels through which spillovers of knowledge and productivity can occur2.
While one in five (21%) employers think that Brexit will open up new growth opportunities for their organisation, the current uncertainty surrounding the UK's departure from the EU may be a key driver of this sudden change in gear. Three in five (59%) senior business leaders agree that the skills shortage will worsen after the UK officially leaves the European Union, which may explain the shift to focus on home-grown talent.
While seven in 10 (71%) employers agree that developing the skills of the existing workforce is a more sustainable approach, it is crucial that any training helps to support business objectives, while offering as much as value as possible. The Open University's flexible, technology-enabled degrees and apprenticeships, allow employees to fit learning around work and personal commitments, whilst being able to stay local and contribute to their community – and at the same time nearly three in five (58%) employers believe is less disruptive than other forms of training.
David Willett, Corporate Director at The Open University, responded to the findings: "It's encouraging that employers are looking to invest in the talent of their existing workforce, with businesses increasingly turning to strategies that will serve their skills requirements for the years to come. While many are starting to focus more on building up skills from within, rather than buying them in, it is essential that training ultimately delivers results, while fitting around employees' existing commitments.
"Current uncertainties may see businesses understandably focusing on the short term, but initiatives like work-based training are essential for those looking to remain agile and competitive throughout in a rapidly changing business environment. Training, such as apprenticeships, provides a long-term solution to UK organisations looking to adapt to challenges on the horizon such as Brexit, digitisation and new technologies."
Further findings, including specific skills shortages by region and sector and employers' expectations for the year ahead, as well as details of The Open University's offering, are available in The Open University Business Barometer 2019.
Methodology: The Open University Business Barometer was developed using the expertise and experience of The Open University in conjunction with quantitative market research amongst a range of businesses across the UK. A full methodology, detailing all extrapolations and calculations, can be found on The Open University's business website.
The Open University commissioned PCP Research Limited to undertake a survey of 950 senior business leaders across the UK between 9 and 21 May 2019. The data was weighted by UK nation, region, business size and sector. Data for financial calculations was analysed and extrapolated by Third City.
About The Open University: The largest academic institution in the UK and a world leader in flexible distance learning. Since it began in 1969, the OU has taught more than 2 million students, and it currently has almost 175,000 current students, including more than 7,000 overseas.
Over 75% of students are in full-time or part-time employment, and 78 per cent of the FTSE 100 companies have sponsored staff to take OU courses. The OU has been delivering work-based learning to organisations since the mid-90s, and has an employer satisfaction rating of 98%, according to the Skills Funding Agency. The OU launched its higher and degree apprenticeships offering in 2016 to provide employers with flexible, technology-enabled apprenticeship training for new and existing staff in leadership and management, digital, policing, healthcare and nursing.
In the latest assessment exercise for university research (Research Excellence Framework, 2014), nearly three quarters (72%) of The Open University's research was assessed as 4 or 3 star – the highest ratings available – and awarded to research that is world-leading or internationally excellent. The Open University is unique among UK universities in having both a strong social mission and demonstrating research excellence.
Regarded as the UK's major e-learning institution, the OU is a world leader in developing technology to increase access to education on a global scale. Its vast 'open content portfolio' includes free study units, as well as games, videos and academic articles and has reached audiences of up to 9.8 million across a variety of online formats including OpenLearn, YouTube and iTunes U.
Permanent Staff Appointments Decline as Brexit-Related Uncertainty Intensifies
The latest KPMG and REC, UK Report on Jobs showed that heightened uncertainty towards the outlook underpinned the fastest decline in permanent staff appointments since mid-2016 in March.
Brexit-related uncertainty also contributed to a further steep decline in staff availability.
Permanent placements fall at quickest pace since July 2016
Vacancies increase at slowest rate since August 2016
Availability of candidates continues to decline sharply
AI To Create 2.3 million Jobs By 2020
Artificial Intelligence (AI) is slowly taking over our day-to-day lives – especially when it comes to the workplace and using tech to enhance and fast-track tasks writes Alesandra Berger.
There are many sectors in which AI can help improve services – specifically national health services, banking and legal services.
Not only do some of the biggest names in technology debate over the future of AI, and how it continues to make life easier and better for many, but we are now seeing some of the biggest tech companies recruiting heavily in AI.
But, who is recruiting for AI roles the most whilst making big steps in looking toward the future?
With AI-related jobs more than doubling over the past three years and job postings related to AI increasing by 119%, RS Components has analysed job posts from some of the world's biggest tech companies to discover who has the highest percentage of AI-related job openings.
A former Google Exec has predicted that AI will replace 40 per cent of jobs in the next 15 years. Kai-Fu Lee stated that AI will allow entire new industries to be built from the ground up, with automation in mind. AI will be cheaper than human employees, however, it will also create new roles, as well as replace current ones.
As AI progresses beyond development stages and into regular usage, more and more companies are looking to recruit machine learning talent, develop the AI skills of their existing workforce, and begin to use the technology throughout various sectors of their business.
However in a Ernst & Young poll last year, 56% of senior AI professionals argued that lack of talent and qualified workers is the greatest single barrier to the implementation of AI across business operations.
Similarly, the 2018 survey by O'Reilly named 'How Companies Are Putting AI to Work Through Deep Learning' also revealed that the AI skills gap is the largest barrier to AI adoption, but that company culture, company resources and data challenges also contribute to this.
Our academic and training programmes are also struggling to keep up with the pace of innovation and development of AI, further widening the existing gap. But whilst recent research found that only 1 in 4 workers strongly agree that their company equips employees with the skills needed to take advantage of AI, it is suggested that advanced technical education might not be necessary to bridge this gap.
So how can you get ahead and help close the AI skills gap many workplaces are currently experiencing? And how might future career training initiatives be affected by this skill gap?
AI is expected to create 2.3 million jobs by 2020, with job titles such as machine learning engineer, computer vision engineer and data scientist being amongst the most in-demand AI jobs. According to research by Indeed, the most in-demand AI skills include machine learning, Python, R programming, data science, Java programming, and data mining.
These skills, which are currently in significant shortage, beg the question – will the curricula need to change to prepare children for the future workforce?
A recent report by Raconteur describes how Miles Berry, a key architect of the national curriculum for computing, introduced to replace ICT four years ago, is disheartened at how few schools have exploited the new programme fully.
"AI is difficult to teach and schools either lack relevant resources or don't know how to apply them, but in order to plug the technology skills gap, we must give our youngsters time to experiment with creating rudimentary chatbots for example," Miles says.
Whilst growing numbers of primary and secondary schools are now teaching students how to code, this only covers one small element of AI, and a skill which is predicted to be "old hat" by the time they're old enough to enter the workforce.
One way to increase the AI skills gap would be to continue to increase resources for digital, math and technical education in schools – as a sole focus on driving more students in to computer science will not solve the issue.
Devising technology-specific education or training schemes will also help develop the skills of the future workforce. For example, last year the Massachusetts Institute of Technology announced plans to have an AI-focused college built by 2022.
Closer to home, tech giants such as Amazon have an AI-focused lab near the University of Cambridge and there are plans to build a technology University in Milton Keynes which will "focus on skills for the future" by 2023.
The University will be designed as an education institution for the 21st century, delivering a STEM- focused curriculum in key areas including digital, cybe, autonomy, robotics and AI.
Until there are new graduates with the appropriate level of AI skills to step into these roles, many companies should currently be focusing on upskilling and retraining present staff. The future of work will require employees to be ever-more agile and change their skills to keep up with technology, which is constantly developing.
Alexandra Berger, Senior Vice President, Marketing & Communications EMEA region, RS Components
About Alexandra: With over 18 years' experience across an international business-to-business environment, working for companies including Unilever, SC Johnson, SealedAir and Rexel, Alexandra's experience includes global, regional and country leadership roles in Marketing and Business Management. Alexandra's broad experience has seen her lead digital transformation programmes, brand development initiatives and customer experience programmes. Most recently Alexandra joined RS Components as Senior Vice President, Marketing & Communications for the company's EMEA region, where she is leading the transformation of the marketing function. RS Components is the trading brand of Electrocomponents plc, the global distributor for engineers. Supporting & inspiring generations of engineers since 1937.
The 20 Best Cities for Graduates to Find Jobs Right Now
New data by AdView's based on an analysed of 13 different metrics, such as wage growth, average monthly rent and employment rate, shows which cities and regions in the UK rank the best in terms of opportunity and affordability for graduates.
The top 20 cities for graduate opportunities are:
1. Liverpool
2. Edinburgh
3. Leicester
5. Belfast Read more
8 Entry Level Jobs in Industries You Might Not Have Heard Of
With influencers, YouTubers and Artificial Intelligence drastically switching up the career landscapes, there's no end to the amount of jobs currently available that haven't been before.
1. AI Expert
Entry level role: IT Support Technician
From voice assistants and chatbots, to smart home devices and robot nannies (yes, really!), AI is reshaping our modern lives and the world as we know it. Scary or exciting?
Either way, artificial intelligence is fast becoming a popular degree choice, and as demands for revolutionary technology increase – and we become more dependent on smart devices – so too will careers in this dynamic field. As a result, AI and machine learning experts will play an increasingly important role in the future of our digital world. Watch this space.
Routes in: You could either start work with a technology, data or AI firm, as a support technician for example, after doing GCSEs or A levels. Alternatively, a higher or degree apprenticeship in IT would point you in the direction, as it means you could continue studying for further qualifications in the industry while also being paid. Read more
Australia: Careers and Industries in Demand
What can the release of the Australian Government's industry and occupation projections reports tell us about employment trends in Australia over the coming years?
Industries in demand
The Industry Employment Projections report from the Department of Jobs and Small Businesses found that 886,100 new jobs will open up in the next five
years to May 2023, signalling a total employment growth of 7.1 per cent. These jobs are expected to grow through turnover rather than net employment growth, due to key factors such as job changes, returning to study, caring for family, retiring and travelling. Employment is predicted to increase in 17 of 19 industries by May 2023, with declines expected in the Wholesale Trade and Agriculture, Forestry and Fishing sectors. The report suggests that Australia is undergoing a structural shift in employment that is concentrated in service industries, with four of these areas being projected to contribute almost two-thirds (or 66.4 per cent) of total employment growth over the next five years.
Healthcare and Social Assistance Read more


text:
Specialty Coffee Association of America Presents 2013 U.S. Cup Tasters Championship.
Coffee Tasters from Around the Country Show Off their Skills at the 25th Annual SCAA Exposition
LONG BEACH, Calif. U.S.A. (January 14, 2013) — The Specialty Coffee Association of America (SCAA), the world's largest coffee trade association, hosts the Annual U.S. Cup Tasters Championship at its 25th Annual Exposition, April 11-14, 2013 in Boston, Massachusetts at the Boston Convention & Exhibition Center. Competitors from across the country compete to be crowned the national champion, who represents the United States at the World Cup Tasters Championship, in Melbourne, Australia May 23-26, 2013. The 2013 U.S. Cup Tasters Championship Title Sponsor is Technivorm.
The U.S. Cup Tasters Championship educates and motivates the coffee cuppers of the world, recognizes their credibility and status as on par with sommeliers, and promotes the concept of quality coffee. Recognizing that different taste preferences are found in coffee cultures around the world, the U.S. Cup Tasters Championship does not ask contestants to judge or identify coffee. Instead, participants in the competition test their skills to discriminate between tastes in a "triangulation" format. Tasters receive eight sets of three-cups, or triangles, where two cups are identical and one is different. Competitors identify the one cup that is different, testing their ability to smell, taste, recall and concentrate on the task at hand against the clock. The competitor with the most correct answers in the shortest amount of time is the champion.
The competition begins with three-person qualifying heats. Scoring is kept in real time and displayed immediately for participants and spectators. The top six competitors move on to the semi-finals, where triangles increase in difficulty. The three high scorers become finalists. The overall winner takes the title of 2012 United States Cup Taster's Champion and automatically qualifies for the World Cup Tasters Championship.
U.S. Cup Tasters Championship Schedule:
Thursday April 11th: 12:00 – 4:00 pm | Round One
Friday April 12th: 11:00 – 5:00 pm | Round Two
Sunday April 14th: 12:00 – 3:00 pm | Finals
The U.S. Cup Tasters Championship competitor entry fee is $50. Competitor registration will open on February 25th, 2013. For more information or to register for the U.S. Cup Tasters Championship, visit the SCAA Event web site at www.scaaevent.org.
The 2013 U.S. Cup Tasters Championship is just one of the many highlights at SCAA's 25th Annual Exposition. The Event also includes the United States Barista Championship & Brewers Cup, Roasters Choice Competition, Best New Product Competition, and an extensive show floor. Tickets for the Activities Hall only, where the competitions are held, are available for $10. Badges for the trade show are also available online at 3TUwww.scaaevent.orgU3T.
About SCAA
The Specialty Coffee Association of America (SCAA), is a non-profit trade organization and the world recognized leader in coffee knowledge development. With over 9,000 members located in more than 40 countries, including member companies and their employees, SCAA members represent every segment of the specialty coffee industry, including producers, roasters, importers/exporters, retailers, manufacturers, baristas and other industry professionals. For over 30 years, the SCAA has been dedicated to creating a vibrant specialty coffee community, recognizing, developing and promoting specialty coffee by setting and maintaining quality standards for the industry; conducting research on coffee consumption, brewing and perfection of craft; and providing education, training, resources and business services for its members. Visit U www.scaa.orgU.
About Technivorm
Technivorm Moccamaster has for many years specialized in the manufacture of coffee makers. These coffee makers are all handmade, which means that they are manufactured and assembled by hand and individually tested in a live situation. It is the personal touch that makes our products unique. The brewing quality of our coffee makers is beyond dispute and guaranty a first class beverage due to the fact that brewing temperature and water/coffee contact time as well as holding temperature are in accordance with the critical requirements of the European Coffee Brewing Centre and the Specialty Coffee Association of America and Europe. Needless to say that we are proud to carry their seal of approval for all our coffeemakers. Visit 3TU www.technivorm.comU3T.
Related Items:SCAA, Specialty Coffee Association, Annual Exposition, Cup Tasters Championship


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