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Vince Gill Releases New Album "Down To My Bad Last Habit"
Posted bycountrymusicrocks February 12, 2016 February 12, 2016
Vince Gill releases his new album, Down to My Last Bad Habit, Friday (February 12th). The 12-song record was written/co-written and co-produced by Vince and Justin Niebank. The collection features special guests such as Little Big Town on the Oklahoma native's new single, "Take Me Down," as well as newcomer Cam, trumpeter Chris Botti, Charlie Worsham, Ashley Monroe and his two daughters Jenny and Corrina.
"I think that with every record, you're at the mercy of the songs you've shown up with," says Vince. "I don't think there's a conscious effort on my part to say, 'Okay, I'm going to really rock this record out really hard.' Do I point all the songs that I'm writing that way maybe? I've had songs come to me as it comes to me. Then honestly, pick the best songs. That's another thing you learn as time goes on. Let's just go with the best songs."
Vince will hit the road with his pal, Lyle Lovett, on their Songs and Stories Tour next week.
Down To My Last Bad Habit Track Listing:
1. "Reasons for the Tears I Cry" (Vince Gill)
2. "Down to My Last Bad Habit" (Vince Gill, Al Anderson)
3. "Me and My Girl" (Vince Gill)
4. "Like My Daddy Did" (Vince Gill)
5. "Make You Feel Real Good" (Vince Gill)
6. "I Can't Do This" (Vince Gill, Catt Gravitt, Brennen Hunt)
7. "My Favorite Movie" (Vince Gill and Ashley Monroe)
8. "One More Mistake I Made" (Vince Gill, Adrianne Duarte)
9. "Take Me Down" (Vince Gill, Richard Marx, Jillian Jacqueline)
10. "I'll Be Waiting for You" (Vince Gill, Leslie Satcher)
11. "When It's Love" (Vince Gill, Richard Marx)
12. "Sad One Comin' On (A Song for George Jones)" (Vince Gill)
To celebrate the release of Down To My Last Habit, Gill will be performing a FREE show today, February 12, at 6:00pm at Ernest Tubb Record Shop located at 417 Broadway, Nashville, TN.
Posted bycountrymusicrocks February 12, 2016 February 12, 2016 Posted inAlbum Releases, Vince GillTags: Vince Gill
Michael Tyler Signs Record Deal with Reviver Records
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With a promise never to be silenced, China's most famous artist has become known for his pithy, poetic words on freedom and creativity. We share 21 Weiwei-isms.
Is Ai Weiwei the most quotable artist on earth? It makes sense. The world's most famous artist dissident, Ai has founded his expansive career on speaking out – against the oppression experienced by his father, a poet exiled by the Chinese Communist government for 20 years, and against the censorship that the artist's generation still faces.
Seeing all aspects of life and politics as inseparable from his art, Ai's activism is done with poignant, poetic precision – the names of over 5000 children who died in Sichuan's 2008 earthquake, for example, exhibited quietly next to 90 tonnes of steel bars collected from their collapsed schools (Straight, 2008-2012). Bold acts like that have seen Ai Weiwei beaten and detained, but he remains firm. "I have a responsibility to let other people know… if I have to sacrifice I would have no regrets," he told us recently.
Combine that promise never to be silenced and gift for self-expression with a love of social media and its intrinsic democracy, and what do you get? Weiwei-isms, and lots of them. From his many newspaper interviews, videos, blogs and tweets, here are a selection to give an insight into the mind of this great artist, and to inspire your own art, ideas and activism.
The art always wins. Anything can happen to me, but the art will stay.
Life is art. Art is life. I never separate it.
Creativity is part of human nature. It can only be untaught.
If I weren't an artist? I'd become an artist.
Very few people know why art sells so highly. I don't even know.
If scientific development or military defence should be funded, then art should have an equal position.
Art is always about over-coming obstacles between the inner condition and the skill for expression.
We shouldn't do things a certain way just because Rembrandt did it that way.
Self-censorship is insulting to the self. Timidity is a hopeless way forward.
The language of communication will always need to be renewed.
Expressing oneself is like a drug. I'm so addicted to it.
The internet is uncontrollable. And if the internet is uncontrollable, freedom will win. It's as simple as that.
Nothing can silence me as long as I am alive.
If Shakespeare were alive today, he might be writing on Twitter.
I feel powerless all the time, but I regain my energy by making a very small difference that won't cost me much.
Life is never guaranteed to be safe, so we better use it while we are still in good condition.
Twitter is the people's tool, the tool of the ordinary people.
Be involved. Speak your mind clearly. Let your voice be heard.
What are your rules for life and art? Tweet them with #CreativeWisdom.
Ai Weiwei is in the Main Galleries of Burlington House from 19 September until 13 December 2015.


text: Q: What options are available to access R packages on AWS CodeCommit? I developed an R package for internal use that I plan to host on AWS CodeCommit. I would like my teammates (who also have IAM access to CodeCommit) to be able to install the R package. Is there an equivalent to devtools::install_github that will work with a git repository on CodeCommit? Is devtools::install_git an option to use here?

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The Committee of Inquiry was established by the employers in response to Recommendation 50 of the Dearing Inquiry and adopted Lord Dearing's terms of reference.(note i) The Committee comprised five union, five employer and five independent representatives plus Sir Michael Bett (Chair). The secretariat was led by Peter Thorpe (DfEE) and the staffing provided by the Office of Manpower Economics (OME), the body which does all the technical work for the independent pay review bodies.
The Bett Report contains a summary of all proposals. However, this commentary sets out the links between proposals scattered throughout the Report so that the strategic and practical issues can be assessed properly. The commentary is largely factual although it assesses the positive opportunities and negative risks in the main recommendations. Thus, the Commentary is descriptive rather than policy making.
The Report is explicit on the status of its processes and the role of committee members. The process was not collective bargaining and it does not commit the organisation from which committee members were drawn. Members tried to convince one another of proposals, tried to find solutions where there was no consensus, and are also explicitly able to argue for what they believe is right in the post-Bett period where they cannot agree with the recommendations.
Readers of the Report will doubtless find much they dislike - that is the recent history of all reports into higher education. Yet it will be important to identify any opportunities for advance, however difficult. Our call for independent pay review, our criticism of the workload crisis, our analysis of the supine attitude of the UCEA (note iii) and some vice-chancellors in the face of successive governments, have drawn us repeatedly to the conclusion that the status quo is a lousy option. Others have, for their own reasons, reached the same conclusion. AUT and its allies must find a new, joint way forward.
The Committee collected huge volumes of data on staff numbers, pay and related employment matters. It established sound data on gender, mode of employment (full or part-time) and terms (permanent, fixed-term or casual). This data was long overdue and forms a good basis for future data collection.
Studies to gather information on recruitment and retention were concluded, as were studies on comparative pay levels. The results are considered elsewhere in this Commentary.
What is vital is that knowledge of the sector should never again be as poor. The proposal in the Report to appoint the OME as a permanent secretariat to the higher education (HE) sector negotiators is central, and to be welcomed.
Nor should it be acceptable that individual universities and colleges fail to collect data adequately in future, including ethnic monitoring. AUT should insist that all data needed by OME, plus additional data which we might reasonably require, should be made available on a timely and routine basis to local associations (LAs). LAs should in turn submit the data to the research department at head office.
At paragraphs 76 to 82, the Report considers and rejects the formation of a standing pay review committee. AUT rejected this conclusion.
get in the way of free collective bargaining especially on conditions of employment.
The employers' representatives said it would impede management discretion, which they wished to extend. It would reduce their role as employers. The vice-chancellors from the pre-1992 universities noted they supported the concept if there were a government commitment to fund outcomes. Independent members varied in opinion but, in general, believed it would be hard to operate in the face of such divisions. The chair, Sir Michael Bett, made the more substantial argument based on his long-term support for and involvement in review bodies - the arrangements in HE are so chaotic that (unlike nurses, midwives, doctors, etc.) they would need to be substantially clarified if a review body were to do a sound job. This might, however, become possible. MSF have been broadly supportive. TGWU has expressed no view.
Employers said they support a single national system. The extent of the freedoms within it, which they seek, suggests that it would rapidly decay into local pay determination. The general secretary concluded in months of discussion, and hearing evidence from personnel directors, that this is their aim. The extent of the discretion's they seek are set out in the Report and in this commentary at paragraph 3.8.2.
It was agreed that the current 10 bargaining groups, reflecting splits on the binary basis, between parts of the UK, and between all groups of staff cannot be sustained, However, the status quo will not change unless the alternatives are acceptable and better than the present, flawed system. There is no point in introducing something worse.
Plainly it is vital to understand what the Report is recommending for membership of the various bodies. To start with the Chair and Secretariat, this is not independent pay review but closely mirrors the infrastructure of such reviews. It would be less compelling to government and, therefore, less adequate. It is an advance on where we are. While the committee secretariat will be OME, it would be expected that the staff side secretariat would come from the majority union. Places on (or votes in) the staff side will have to be in proportion to membership numbers.
The next crucial definition is of the membership covered by the sub-councils. The Bett Committee, with the dissenting voice of AUT, was unwilling to construct the sub-committees in terms of current union memberships which it regarded as historical accident. Also, the employers, Unison and TGWU were vehemently against having sub-councils. They fought for all functions to be at a single table. When they failed at the very last in that objective, difficult discussions ensued on the sub-councils. No final agreement was ever possible but the Report does include council guidance to the 'Academic sub-council' membership, the title alone gives too little guidance.
as a start it would include 'teachers, researchers and others whose primary function is to contribute directly to student learning'.
AUT has argued that these definitions plainly cover academic-related staff. In one respect, this argument has not yet been accepted. Administrators are said to fall into the area of major legal challenge on pay differences between scales. Aside from AUT, there was no support (except perhaps for registrars) for administrators to be on the academic table.
The issues described lead to significant problems with job evaluation. The AUT is opposed to job evaluation as a subjective and inadequate means of measuring job size. An annex to this commentary (Annex A) deals with its application by Hay Management Consultants. However, it should be noted that the method is now uniformly employed by tribunals and courts to assist them in arriving at decisions on equal pay/equal value. This will remain whatever AUT's view of these schemes.
Institutions have informed the Bett Committee that they want to choose a job evaluation scheme individually. They also wanted to design their own individual scales on the basis of these schemes. The report recognises that independent institutions may be free to make such choices but the only consequence would be a complete disintegration of national arrangements. The AUT has said it believes this to be the employers' aim. If all employers agree to a single scheme, even allowing for the problems of such schemes, a degree of national coherence would remain.
There are two areas of job comparisons which employers are likely to explore to provide themselves with defences against the predicted tribunal and court cases. First, they will employ job evaluation in the overlap between Academic-Related 1 and 2 and the senior clerical and administrative scales. While it may be possible to refuse to co-operate, the probability is that a tribunal or court will require that it be presented as evidence as soon as a case is brought. Second, in order to 'benchmark' the four per cent of administrative staff on Academic- Related 3 to 6 to the academic scales - an exercise will be needed to construct the benchmarks. In this latter case, while it could also be required by a judicial route, it has the advantage of tying these staff completely to academic pay.
The study of pay relativities shows, at least for academic staff including researchers, the broad scale of decline demonstrated by AUT and other unions over nearly two decades. The decline shown is by 30 per cent. The pay study by Hay Management Consultants, which has been criticised by academic and related unions, is covered by Annex A, to this commentary. This is an extensive Annex setting out the problems in detail given the importance likely to attach to the Hay findings. Basically, it considers what individuals surveyed are actually doing at the time of survey. This may produce an evaluation of jobs which change little over time. However, an overwhelming proportion of academic and related jobs change frequently and those filling the jobs are expected to have a range of capacities upon which they and their employer can call. Those capacities must be sufficiently up-to-date to be called upon at any time. Yet those capacities receive almost no attention in the job evaluation methodology employed by Hay.
The outcome of those studies may lead employers to prefer Hay as a basis for pay offers and government to prefer it as a basis for funding, not least because it is cheaper. This will not be acceptable. However, on its own, this disguises the possible impact of other changes recommended for some groups which may become more obvious in negotiation.
The other key suggestion is the change in pay scales. Some of the new base points in suggested scales would raise salaries very considerably. Assimilation of staff to the scales, taking account of the value of time spent in the higher education service and academic and related responsibilities, could also raise salaries considerably. For this to happen (leaving aside whether funding will be available), there would have to be a major negotiation on this issue. Any success in this assimilation would also end the binary pay system.
There are, from AUT's point of view, several key goals to optimise this figure. First, the maximum proportion of academic related would need to be defined in the 'academic' bargaining unit. Second, any not included would have to be 'benchmarked' i.e. directly read off to the academic table. Approximately four per cent of staff who are senior administrators (finance, estates, personnel, student union, student union managers, etc) would, on the Bett proposal, be directly pegged to academic salaries as though they were on academic scales.
The Report proposes a difficult arrangement whereby scales would, for their initial four points, be related to length of service, followed by additional points reflecting 'relevant qualifications' including membership of ILT (which might attract an additional �1000 per annum), additional responsibilities, and merit and achievement. This would be a considerable extension of the discretionary scale points system. The report envisages a complete distinction between staff development appraisal and any assessment of merit, etc. This will, in any case, be necessary to meet the terms of Investors in People (IiP), described in the Staff Development section of this Commentary.
The Report concludes that there should be a national grading framework for academics. Depending on the resolution of the issues under paragraph 3.7, this should apply to almost all academic related staff, including those 'read off' to academic scales (paragraph 4.5). Equally it is argued by the Report that guidance is needed at national level for promotion criteria for academics.
There will be different assessments of the extent to which a fair and transparent scheme might work, or the extent to which it could mirror the current discretionary scale point system. The Bett Committee was in little doubt from AUT and NATFHE that, in common with all teachers' organisations, there would be no support for a performance pay scheme whatever the government's preference. There was certain to be a strong demand that priority goes to remedy pay shortfalls experienced by all staff. The pressure from personnel directors against any automatic scale movement should not be underestimated. They advanced the case for unrestrained managerialism with some energy, backed by some VCs from the former polytechnics.
A little progress has been made in the report on London area allowances. Bett recommends it be negotiated in the National Council and that the Higher Education Funding Council for England should make additional allowance in funding by reviewing the problem. Some unions have expressed a preference for consolidation of the allowances into basic pay. This is a trend, reported as extensive by Income Data Services (IDS) and Labour Research. The UCEA remains opposed although have not objected to the formulation in the Report.
The report proposes that a core of minimum conditions be negotiated in the National Council where these should not differentiate between staff. These would cover holidays, special leave (e.g. parental, maternity), sick pay, access to grievance procedures, time for trade union duties, arrangements for health and safety consultation. Once negotiated nationally, they should be implemented locally within a deadline set by the National Council. This accords with TUC and long-standing AUT and NATFHE policies.
Bett recommends that part-time staff be treated on an equality principle to pro-rata arrangements. This accords with policy.
The Committee recommends an end to the waiver clause in respect of redundancy pay for those on fixed-term contracts, with entitlement to payment after one year. Redundancy pay arrangements for academics and non-academics should be aligned unless differences can be justified. This broadly accords with policy.
The most radical and, potentially, the most divesting proposal is that pre-1992 universities 're-examine' their statutes to 'eliminate impediments to good management while maintaining proper safeguards for academic freedom and individuals'.
there is unlikely to be an objection to core conditions where the basic rights of different groups of staff should be the same.
it will be essential to negotiate on distinct interests in the sub-councils and not in the National Council, strong as our support may be for the aspirations on unions in the sub-councils.
no deterioration in the workload safeguards in post-1992 institutions will be acceptable, and unity with NATFHE and EIS-ULA is of the greatest importance in this regard.
improvements in workload arrangements, which protect quality, are long overdue, but their form must be compatible with the professional work ethic of self-management rather than managerialist regulation.
pro-rata arrangements for part-time staff should be pursued urgently.
further elimination of waiver clauses going beyond the Employment Relations Act (1999) should be secured. It must be recognised that aside from welcoming the right to redundancy pay after one year, the concept of the same redundancy scheme for all staff may be largely unrealistic. Restructuring costs in academic environments are relatively costly for good reason. Nobody will want other staff to do poorly but there should be no diminution of payments to academic staff to justify higher payments elsewhere, or reductions in payments to academic staff to align them with other payments for ideological reasons.
changes to statue to make dismissal easier are extremely unlikely to be compatible with protection of academic freedom. The call by personnel directors to end 'elitist' statutes, and the formulation of the report give no account of how academic freedom might be protected. It is a change, which will be vehemently resisted, as the Committee has been told. It cannot be squared with the UNESCO protocol on this issue (i.e. the authoritative international legal framework).
The Bett Report is clear that there are glaring gaps in staff development. There is no evidence that it is linked to any appraisal process and levels of investment are below most other advanced areas of the economy. The compelling evidence from manual and clerical staffs was that they had almost no development or prospect of career advancement.
The Report recommends that HEIs go for Investors in People status. While this will not appeal greatly to academic and related staff, it is necessary to understand that it is regarded by manual, clerical, craft and technical staff as a well-timed and valuable scheme in areas in which they are employed in the wider economy. The Association will wish to give careful consideration before appearing to reject something seen as the only channel to advancement by many unions.
Equally, the Report is clear that HEI management is not of the highest quality. In the case of the most senior managers, a firm basis in strategic skills is regarded as essential but, at present, not in place. At other levels, management is described as poorly informed and not prepared for their key tasks, not least the development of other staff.
The call for greater investment in these areas, and better development resources for all staff, is enhanced by the recognition that union representatives need time and funding to develop. Indeed, these resources are also needed for their representative functions.
While the institutions increasing democracy in Wales and Northern Ireland are not seen as requiring parallel machinery, Scotland (and the creation of the Scottish Parliament) are seen as needing specific arrangements. There would be, under the Report, a Scottish Committee advising the National Council and sub-councils. Its remit will not be separate negotiation. Indeed, the evidence shows that all but one union for UK-wide negotiations and the Scottish post-1992 employers agree for the first time to work on a UK basis. The remit will be to consider if any distinct decision of the Scottish Parliament requires special attention.
Developments elsewhere in the UK could lead to new arrangements of a similar kind.
A special academic sub-committee will deal with this group. It will, for pay purposes, follow the decisions of the doctors' and dentists' pay review body (of course; or no clinical academics would stay in HE). There are a number of other issues related to the operation of pay arrangements detailed - the chapter of the report.
i Recommendation 50 (The Dearing Report) was that the higher education employers appoint, after consultation with staff representatives, an independent review committee to report by April 1998 on the framework for determining pay and conditions of service... The Chairman should be appointed on the nomination of the Government. The terms of reference for this review were: In the light of the changes in higher education proposed in the National Committee of Inquiry's report, and the need to answer the future well-being of higher education, to review and assess the options, and make recommendation for all staff in higher education on: The framework for negotiating pay and terms and conditions of service Whether the pay levels, for all or any group, need adjustments with a view to achieving: New ways of working as outlined in the national Committee's report; A link between conditions of service and remuneration; Arrangements which respect the autonomy and diversity of institutions and the need of each to answer its own financial well being and the quality of its provision; Appropriate transitional arrangements.
ii The Educational Institute of Scotland (EIS). The key sector is the University Lecturers' Association (EIS-ULA) which represents a proportion of the lecturers in the post-1992 sector in Scotland. It is important to note that a further affiliated union in the Scottish TUC represents a group of lecturers, the Scottish Further and Higher Education Association (SFHEA); it has current recognition rights, which it might reasonably argue should not be disturbed.
iii An arrangement between employers and unions to pay for this service is envisaged in the Report.
iv The OME provide all the data for pay review bodies and are accepted by the Government as authoritative in all related matters.
v The TUC will be asked to help create greater agreement between the unions. It is possible that one further union has a claim in Scotland, ie SFHEA.
vi For definitions, see paragraph 3.7.
vii This Committee will not have a direct bargaining role. A great deal still turns on whether it extends to all groups or just 'academics'.


This genus includes a large number of species native to continental tropical regions. Most are terrestrial, while some are amphibious or aquatic.
Javan moss is very popular among hobbyists as it attaches itself to all types of decor, whether artificial or natural (wood, rocks). When introducing it into an aquarium you can help it to establish itself by wedging it with small rocks or pieces of wood. It likes soft, acid water, with moderate lighting. It offers an excellent support for the eggs of certain fish, as well as a shelter for fry. It can sometimes be invaded by filamentous algae. A close species, Bogor's moss (Glossadelphus zollingeri), is also on the market.
ИЗОЛЯЦИОННЫЕ МАСЛА (электроизоляционные жидкости) , нефтяные, реже синтетические (напр., кремнийорганические) масла. Служат в качестве жидкой изоляции и теплоотводящей среды в электротехнической аппаратуре. Различают трансформаторные, конденсаторные и кабельные масла.


You are not allowed to share food that is past its 'Use By' date. We do not encourage anyone to supply food that has passed its "Use By" date, the date marked on perishable foods indicating the recommended date by which it should be used or consumed. If you're a business it is illegal to sell or give away food after its Use By date.
There are guidelines, but generally speaking, if it's food you would eat, then it's okay for OLIO.
You are not allowed to share fake or counterfeit goods, animals, controlled substances (including but not limited to solvents, weapons or fireworks).
As a zero waste company OLIO permits users to share knives such as kitchen knives in accordance with local laws. However, this does not include knives that are disguised or designed as weapons. It is also your responsibility to ensure that the person you are giving the knife to is over 18 years of age. Although OLIO is an over 18s app, users should never share if they are concerned that the user may be under 18.


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Home International UK Film Council funded movie bags honours
UK Film Council funded movie bags honours
MUMBAI: The UK Film Council National Lottery funded short film Soft, written and directed by Simon Ellis has won the Best of British Award at Encounters, a film festival for short films.
Lifesize Pictures' Rebecca Mark-Lawson, who manages all of the UK Film Council's short film activities says, "The British films selected for Encounters illustrate the vibrancy and diversity of short filmmaking across the country. Simon is an exciting and accomplished story teller and with Soft, he is attracting the attention of the international film world."
This intimate and powerful story in which a father re-discovers his fear of confrontation at the worst possible moment, has already won the Best of the Festival prize at Palm Springs in the USA and is also nominated for a European Film Award. Produced by Jane Hooks and made as part of the UK Film Council and Film4's Cinema Extreme short film scheme, Soft was made on a £50,000 budget.
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9 April 2020 - Yemen
The legendary resilience of Yemen's women faces a new test – the coronavirus
by Sukaina Sharafuddin, Media and Communications Coordinator at Save the Children in Yemen.
I gave birth to my son four years ago, amid a background of falling bombs. Since that day, I have been praying for him and us to live long enough to see the other side of the war that has been tearing my country – Yemen - apart for more than five years. Today, I have a new fear: COVID-19.
I work for Save the Children. We are on the frontlines one of the world's worst humanitarian crisis. I have met children and adults who have witnessed the loss of family members in attacks that destroyed their home and left them severely injured. I have spoken to parents who are unable to provide the basic needs for their children to survive. I have seen families losing their home and moving to camps for the displaced where water and food are often a luxury. I have encountered hundreds of children who were out of school trying to support their parents by bringing home pieces of dry bread they found or a bottle of clean water. I also met children who were trying to cope with a new disability inflicted by explosive remnants they mistook for toys.
Through it all, I have seen women show unparalleled strength and resilience, picking up the pieces and moving on. You'd think that a woman whose home comprises of two rooms for a a displaced family of 10-15 people, or one whose child has been admitted to a health facility after malnutrition turned them to skin and bones, would have no will to keep living.
Every time I asked women: "How are you?", they all responded with the same answer "Alhamdulillah" which simply means "grateful". I always thought how could you be grateful when you are going through so much? You see, in my country, 21% of females who are the head of their household are under 18. They are still children themselves. Many of them have had to skip meals to make sure their children have enough to eat. Others have sold everything they own – jewellery, land, livestock – to put bread on the table. And many, many others have accumulated debt.
I didn't realize what "Alhamdulillah" really meant until I met one woman in the city-port of Hodeida. A mother of four, one day she went out to get some vegetables to cook for her family. An airstrike hit her home killing her husband, daughter, and grandson and injuring her two other children. She welled up with tears while telling me the story, but then looked me straight in the eyes and said with a smile "Alhamdulillah, what can we do? Was there anything in my hand that I could've done to stop what happened? No. They were home, where we were supposed to feel safe. Luckily I still have my other two children alive. Other women probably lost their entire family while they were asleep. Now that we lost our home, we will move to live with a relative and I will register my young children to a new school and life will continue."
That's when I realized that Yemeni women can't afford to be weak. They find strength and resilience amid living an unbearable life cornered by the triple threat of starvation, bombs and disease.
Sukaina stands with Khaled*, 12. Khaled, was one of the children who survived the school bus attack that happened in Saada, Yemen in August 2018. He was going on school field trip with his friends when an airstrike targeted the bus, killing 40 children. Khaled* had a severe injury in his head and leg. He is off the wheelchair but still can't walk without crutches.
Now, coronavirus is not just knocking at the door, but threatening to break it down. The first person in this war-torn country has just tested positive for the virus and we are severely under prepared. If we don't manage to limit the spread this will be the start of a new nightmare. Only half of health facilities in the country are still fully functional, and there are 700 ICU beds, including 60 for children, and 500 ventilators for the whole population of more than 30 million people.
How can the country, and its women who do everything in the household, from washing to cooking and cleaning, keep everyone safe, and apply the rules of prevention – handwashing and physical distancing – in those circumstances?
I don't have the answer, because it needs to be a collective effort from everyone involved, the authorities, donors, the aid organizations and the local community, to do the best we can to limit the impact of an outbreak. We need all the support we can get, medical equipment, training, and funding for humanitarian work. The needs that were already so high, are only set to increase.
When my son was born, I would stare at him for hours at night, looking at his beautiful peaceful face, and feeling sad and guilty for bringing him to such an insecure life. But ever since I met all these inspiring women, I've made a commitment to be strong like them.
They have taught me to say "Alhamdulillah" every day, for I can provide safety, health and love for my son. And with the help of my fellow country men and women, and the international community, I hope we will keep Yemen's children and their families safe from COVID-19, so that they can grow up to fulfill their own dreams.
Find out more about Save the Children's coronavirus response.
*Name has been changed.
The effects of climate change and the need to invest in nutrition to avert a disaster
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15 November 2022 - Kenya


I am jokingly titling this "Beach Day 2017" like it is the only one because, well, it might be the only one! I don't know how it happened, but summer has almost completely slipped away.
Luckily, it was a great day.
Demi is a very tactile babe and spent a bit of time combing her fingers through the sand. I just loved watching her chubby fingers grasp at it.
Cam splashed around and built sandcastles while Demi napped. Then Joe and I played pass the baby while Cam threw the stick for Craig's girlfriend's golden lab and Cam and I paddled out. He was such a good boy holding still while I took us around the water. This particular pocket of the bay is usually pretty calm, but next time I'm going to put him in a full life jacket with the understrap so we can do some more exploring.
When we were done, Cam was super sandy, cold and tuckered out. There aren't many things I like more than a worn out little boy. I get such gratification out of wearing out the unwearable.
Cam's bedtime routine has changed over time, but for a while now, it has been pretty much the same. After brushing teeth, Cam gets his milk and (shamefully) his "baba," then we read stories, turn off the lights, play music and fall asleep.
When Cam moved into the bigger room, but my office wasn't yet built, his room housed all my work equipment, so 'turning off the lights' was an ordeal. We had to lay cloths or papers over the top of my desk phone and cell phone, over the charging light on my laptop, Joe's blinking light on his laptop and any number of other random sources of light so it was perfectly dark and we could turn Cam's stars on.
But suddenly in the last week, he decided he was afraid of the dark. We couldn't help but think he was faking it because he's never been afraid of the dark before.
Apparently he's right on time with his fear of the dark. I get a weekly email from Baby Center and the one last week for kids who are 2 years, 11 months and 3 weeks discusses our 2-year-olds becoming afraid of the dark. How do they know!?
So instead of telling Cam he's not afraid of the dark, we bought him a new night light. And. He. Is. Obsessed.
He took photos of him. A lot of photos. Sat him on a chair so he could sit next to him. He read him a book. He took him on a walk. He tucks him in. Yes, he's obsessed.
And now we go to bed in a discotech.
Little woman is just knocking down firsts left and right.
She's sitting! Although still needs practice. Sometimes she does a slow fall onto her face and it's rather funny because apparently the instinct to put a hand out to catch yourself is learned, not an involuntary reflex.
She also tried a couple different solids! Buuuut still needs practice there too. She is somewhat interested and continues to put the strainer/lolli-looking thing back into her mouth, but when any amount of food really gets through, she gags and makes faces.
First was avocado, then we tried carrots. Neither received an enthusiastic 'yes,' but I think she is just struggling with the mechanics. Bless her cute little heart.
We'll keep trying though. Lord knows Olanoffs are eaters.
My little love is 5 months old. The 4-month zone was a lot of fun–she began holding her body a little better so we could have more fun playing, rolling around, lifting her up, taking her places, and she started showing more of her personality. She is still mellow, but now she has a fiery "I know what I want" streak. She'll go from 20 minutes of self-sufficiency, exploring a soft, crinkly book to squealing like I've never heard before.
She went on a swing!
She can hold her own bottle. This is no surprise because she loves eating and she's always had an iron grip.
She's a side sleeper. I noticed this very early on when I was trying to lazy feed her at night and especially on her restless nights. If I tipped her onto her side, she would sleep more soundly. Now that she has the strength to lay how she wants, she rolls to her side to sleep.
We think she knows who is who. When I say "what's brother doing?" she'll look around the room and fix her eyes on him. When my mom asked her "where is Larson?" (their dog), she'll look down at the ground and around the room until she sees him.
She's aggressively reaching for and begging for our food, but her gagging tells us she's not ready. We tried the teeniest bite of avocado and it was not pretty.
We can finally hold her toward our chests in between feedings without her burrowing and getting angry like it's mealtime.
On a final note of cuteness, here's a video of her now-famous squeals, the most epic tired-eye rub of all time (she got it from her Poppy), and a sneeze.
Excited to see what 6 months will bring!
Demi Grey is Rolling Over!
Look at this sweet, smooshable, super proud baby! This is what a baby girl looks like when she rolls over for the very first time! Actually, this would technically be the second.
We had just gotten back to the house from our friend's pool. I laid Demi on the floor on her back, left the room to grab water and when I came back she was on her tummy! Shocked, I spent the next few minutes trying to replicate it on camera. Lucky for me, she did it again! And I lost my noodle!
It took Cam a LOT longer to roll over, so this little milestone just snuck up on me. I didn't realize it was so close!
I think rolling from back to tummy is the harder way to roll. Since this happened on Saturday, we've seen her roll the other way too. She's an ambi-roller!
I'm noticing she is a very motivated little girl. When we lay her down, but she wants to sit, she does mini-crunches trying to sit up (I'm convinced there is a very strong core underneath that pudge). When she's on my lap and I'm eating, she reaches and grabs and leans to try to get the food. And she often doesn't get frustrated, she just keeps trying.
A couple more milestones are upon us too: first foods (starting as soon as I have time to purchase said first foods), and 5 months! Oh boy!
It happened and we all survived. Some of us are unscathed.
Seriously though, what a flood of emotions the last week has been.
Cam was on the waitlist at this preschool for a couple months and about 3 weeks ago, they called me to say he would be starting on July 25th. At that moment, everyone started stressing in their own ways. Every time I thought about it, I'd get a shot of adrenaline and anxiety. Grandma Inny lost a ton of sleep the week leading up. Grandma Monkey stocked up on presents. And Joe was a little more sappy over his son than usual (and honestly, he's already pretty sappy).
We talked about school as much as possible the few days before so it wouldn't feel like a surprise to him. Some conversations were met with comments like "I don't want to go" and some were much easier–especially after his new lunchbox came in the mail (Blaze of course). It seemed like he was warming up to the idea.
And then the day was here. We prepped Cam's backpack with the essentials and packed his very first school lunch. Joe had the onerous task of dropping him off because Tuesdays are commute days for me. When they arrived, Cam immediately hit the playground and Mrs. Karla told Joe he should go. So, he went. And Cam didn't cry!!
I called Joe about 45 seconds after drop-off because I was on pins and needles. Joe answered the phone and couldn't talk. He was completely choked up. And that made me cry. Who knew Cam's first day of preschool would turn us into puddles.
Inny and Monkey drove to daycare promptly at pick-up time. When Monkey walked in, he cried tears of relief and excitement. Mrs. Karla said he did great. They all got in the car and the grandmas asked him about his day. His first comment was, "there are a few too many kids." Ha! What a ham. The grandmas reported he was a happy talkative kid all afternoon.
Each day since then (there have been 3 more drop-offs) has been teary. Cam has been upset for a few minutes, but has stuck close to Mrs. Karla and then gotten into the groove. And each day, the report has been the same, that he did great, talks a lot and asks a lot of questions.
After day 1 and then reflecting on week 1, I felt sentimental that my little guy is now in school, I felt proud that he's doing well, I felt grateful that my "village" cares so very much and has helped us both logistically and emotionally with the transition, and I felt excited about the new people Cam would meet and things he would learn. I know there's so much good stuff ahead for him.
We don't have a lot of photos because, well, with all the change and anxiety, we've been focused on the matter and not really pausing for photos. But hopefully we'll snag some as it becomes a little more routine.
For now, big exhale. We're over that hurdle.


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Colbert Jokes About Musk's $100B Loss
'All of us are having to cut back on how many cars we shoot into space'
Colbert jokes about Musks shrinking wealth.
Elon Musk's net worth has taken a massive hit this year—amid issues at Tesla and his acquisition of Twitter, he's down more than $100 billion. Stephen Colbert offered commiserations on The Late Show Wednesday night, Rolling Stone reports. "Listen, Elon. I know belt tightening is no fun, but you're not alone in these tough economic times," Colbert said. "All of us are having to cut back on how many cars we shoot into space." The audience seemed unmoved by Musk's situation: They applauded after Colbert said, "After a series of very public setbacks, Elon Musk's 2022 wealth loss exceeds $100 billion."
The bulk of Musk's wealth is in Tesla shares, which are down 54% so far this year. His net worth has nosedived from a peak of around $340 billion a year ago to around $190 billion today, though he remains the world's richest man according to the Forbes billionaires list. Gizmodo reports that the issues affecting the automaker include recalls, COVID restrictions in China, and the rising cost of materials. Analysts say investors are also concerned that Musk is paying too much attention to Twitter instead of the other two companies he is CEO of, Tesla and SpaceX. Musk's net worth sank by more than $8 billion on Monday alone with a further drop in Tesla's stock price. It has now rebounded to where it was at the start of the week, but it's still down more than 17% for November. (Read more Elon Musk stories.)
View 1 image


This is the first part of a two part special with Walter Beede. We discuss Tyler's development and how to make sure your son enjoys and gets the most out of this great game. That's next, on this episode of the Diamond Dreams Podcast.
Great show, real good info to bring a.player up!


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The Demon: Another 1950s Design Shackled With a Poor Performing Engine
F3H-2N via US Navy
Lead Sled Was Not McDonnell's Favorite Moniker for Their First Swept Wing Fighter
As Tim the Tool Man Taylor might quip, this thing would be better with more power. McDonnell's F3H Demon fighter jet was intended to replace the previous F2H Banshee, which was a replacement for the McDonnell FH Phantom. The F4H Phantom II was the next and last McDonnell design before the merger with Douglas and drew heavily on the Demon's design. We all know how that turned out! The Demon was developed in the days of inadequate jet engine thrust, and it paid the ultimate price for the timing of its development. The Demon was in service with the United States Navy for only eight years, between 1956 and 1964. To understand the Demon, one must go all the way back to 1949.
F3H-2 via US Navy
Engine Tech Lagged Behind the Aerodynamics of the Day
Ironically the Demon's primary competition for a contract during development was the Douglas F4D Skyray. The Skyray (when powered by the Pratt & Whitney J57 engine) outperformed the Demon and was a delta winged design capable of Mach 1 speed in level flight. The Demon was the first McDonnell fighter design drawn with swept wings from its inception as opposed to being designed with straight wings and adapted for swept wings later. Like every aerospace contractor building jets for the military in those days, McDonnell just couldn't find enough get up and go in the thrust department for the F3H.
EEK! Not the Westinghouse J40!
Initially the Demon was powered by a single Westinghouse J40 engine. This was a design departure for McDonnell as all of their previous fighter products for the Navy were powered by twin engines. In single engine fighter designs that single engine must be powerful, reliable, and relatively economical. The J40 was none of those things. The J40 was the same engine Douglas tried to power their twin engine A3D Skywarrior for the Navy. Words like disastrous, abysmal, calamitous, dreadful, and unfortunately fatal have been used to describe the J40. The Skywarrior ended up with Pratt & Whitney J57 engines and went on to make history. The Demon…well, not so much.
No Choice No Option
Douglas experienced a similar problem with the Skyray but overcame it by powering the F4D with the J57. The engine chosen to power the F3H was not entirely up to McDonnell. The Navy specified the J40 for the Demon. At the time, the Navy had nothing with which to counter the Mikoyan-Gurevich MiG-15. In fact the Navy was so concerned about the MiG-15 that they decided to award a contract for the F3H-1N even before the XF3H-1 flew for the first time- powered by a J40 engine, during August of 1951. The Navy went so far as to award a contract to Temco in Dallas to license build an additional 100 Demons. Operational Demons did not begin evaluation until January of 1953. And those evaluations were deadly.
XF3H-1 via US Navy
And…We're (Finally) Grounded
Eight of the 60 early production F3H-1N aircraft powered by the J40 engine were involved in Class A (read really bad or total loss) mishaps. 25 of them never even got off the ground. The aircraft were grounded entirely when the tote board got to six aircraft totally destroyed and four pilots killed. The remaining F3H-1N Demon airframes were ingnominiously relegated to being taken apart and put back together at technical training schools for airframe mechanics and other maintainers. A proposed F3H-1P photo reconnaissance variant, also to be powered by the J40 engine, was cancelled outright. Finally and mercifully in 1955 the J40 program was discontinued.
F3H via US Navy
Different But Not All That Much Better
So where did that leave the Demon? The best engine solution available at the time was the J57. Hands down. But J57s were too big to fit into the F3H's fuselage without major surgery. The replacement for the J40 ended up being the Allison J71-A-2- the same engine that (under) powered the Douglas B-66 Destroyer for the Air Force. Demons powered by J71 engines were designated F3H-2N. These were no trusty steeds either, experiencing not only engine reliability problems (flameouts and compressor stalls), but also ejection seat reliability problems. The F3H-2N, first flown in 1954, was plagued by engine problems for its entire existence. Fortunately the adoption of the Martin-Baker Mark 4 ejection seat largely resolved the seat reliability issues.
For the Rest of the Demon Story (and a Short Video) Bang NEXT PAGE Below
1 2Next page
Bill Walton is a life-long aviation historian, enthusiast, and aircraft recognition expert. As a teenager Bill helped his engineer father build an award-winning T-18 homebuilt airplane in their up-the-road from Oshkosh Wisconsin basement. Bill is a freelance writer, screenwriter, and humorist, an avid sailor, fledgling aviator, engineer, father, uncle, mentor, teacher, coach, and Navy veteran. Bill lives north of Houston TX under the approach path to KDWH runway 17R, which means he gets to look up at a lot of airplanes. A very good thing.
Demon Doctor
Demon Driver
F3H Demon
F3H-2M Demon
F3H-2N Demon
WATCH: This Is What It Was Like to Fly the Whale From a Carrier Deck


The debate is raging over what this could actually be.
The children would have been found much sooner if the school had followed through.
Imagine what didn't get delivered.
This was a dumb mistake by the media outlet.
According to one scientist, the denials that this happened are lies.
The fact that this is necessary should be a huge red flag.


text:
Q: I couldn't get a Facebook access token to use the graph API on iOS I am a newbie for StackOverflow and iOS. I am trying get user informations like groups, books etc. and I need use the Facebook graph API for that. To use graph API you must use an access token.  I read article on the Facebook developer page about this topic and I wrote some code, but it didn't work. Can you help me? Is my code right or shall I use another way?
my .h file:
#import <UIKit/UIKit.h>
#import "FBConnect.h"

@interface FirstViewController : UIViewController <FBSessionDelegate,FBLoginDialogDelegate,FBRequestDelegate>{

Facebook *face;

}

@property(nonatomic,retain)Facebook *face;
-(IBAction)facePushed:(id)sender;
-(IBAction)logoutPushed:(id)sender;

my .m file:
-(IBAction)facePushed:(id)sender{

NSLog(@"FacePushed Began");
face=[[Facebook alloc]initWithAppId:@"313714785358239" andDelegate:self];
NSUserDefaults *defaults = [NSUserDefaults standardUserDefaults];
if ([defaults objectForKey:@"FBAccessTokenKey"]
    && [defaults objectForKey:@"FBExpirationDateKey"]) {
    face.accessToken = [defaults objectForKey:@"FBAccessTokenKey"];
    face.expirationDate = [defaults objectForKey:@"FBExpirationDateKey"];
}
if (![face isSessionValid]) {
    [face authorize:nil ];
}
else {
    NSLog(@"Session is valid");
    }
    NSLog(@"FacePushed End");
}

}
- (void)fbDidLogin {
NSLog(@"aslan");

NSUserDefaults *defaults = [NSUserDefaults standardUserDefaults];
[defaults setObject:[face accessToken] forKey:@"FBAccessTokenKey"];
[defaults setObject:[face expirationDate] forKey:@"FBExpirationDateKey"];
NSLog(@"%@", [face accessToken]);
[defaults synchronize];

}

- (void)fbDialogLogin:(NSString *)token expirationDate:(NSDate *)expirationDate {
    NSLog(@"%@",token);

}

A: you have to check the following in your implementation :

*

*you need to get a permissions before you authorize your app
 if (![face isSessionValid])
{
    NSArray *permissions = [[NSArray alloc] initWithObjects:
                        @"user_likes",
                        @"read_stream",
                        @"publish_stream",
                        nil];
   [face authorize:permissions];

   [permissions release];
}

*you need to add the following functions in your application delegate(the facebook object here is your instance value of FaceBook Class).
// Pre 4.2 support
- (BOOL)application:(UIApplication *)application handleOpenURL:(NSURL *)url
{
   return [facebook handleOpenURL:url];
}

// For 4.2+ support
- (BOOL)application:(UIApplication *)application openURL:(NSURL *)url
sourceApplication:(NSString *)sourceApplication annotation:(id)annotation
{
   return [facebook handleOpenURL:url];
}

*in your info.plist add to URL types > URL Schemes > your facebok app ID with fb prefix (finally your value will be like this fb313714785358239).
Good Luck.


Recently, Knockout's original author Steve Sanderson released a plugin called knockout-projections which optimises the performance of the observable array methods filter and map. In this post, I'll take a peek into the future by combining this plugin with the forthcoming ES6 arrow functions to produce some very terse and highly efficient collection bindings.
They've now got widespread adoption in the browsers and are easily poly-filled. Consider yourself informed.
Unfortunately, browser support for ES6 just isn't there yet and short of inventing a time machine there's not much we can do about that… or is there?
This basic implementation just maps the parameters as they are, adds a return statement to the body expression and lexically binds this. I've also thrown in a ko.unwrap to allow us to be lazy about referencing the observable itself or the observable's value.
It looks complicated but actually it's just quite a verbose, repetitive pattern of nested objects representing the nodes of the AST. The comments highlight the two places that the substitution takes place.
So whilst not the most practical end result i.e. you probably don't want to be loading a full-blown ES6 parser, tree traversal and code generation logic along with your app. I do think it gives a glimpse of the future of bindings in the browser. I look forward to the day that all of this comes for free but until then I'll happily buy a beer for the first person to turn this into a build-time grunt task.


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Tyhen foundation low headroom drilling rig KR300ES assisted Lushan High-speed Railway station expansion project
With the rapid economic development, the high-speed railway network has gradually improved on various deficiencies in terms of foundational construction in order to meet the needs of people from different places. In fact, high-speed railway stations have embarked on the road of expansion. While improving on the present deficiencies, the older constructions have been removed and renovated so a new high-speed railway station can continue its original mission. Recently, Tyhen Foundation's low headroom drilling rig KR300ES has been invited to participate in the process of expansion for Lushan High Speed Railway Station in Jiujiang, Jiangxi.
On 6 December 1996, Lushan mountain was listed as a World cultural heritage site. Lushan station is a historical building, it has been around for 100 years ever since its initial construction in 1911. The station is located at ChaiSang Road, ShaHe Street, ChaiSang District, JiuJiang City, Jiangxi Province, serving as a second-class platform under the jurisdiction of China Railway Nanchang Bureau Group, it is the interchange station of the Anzhou-Jiujiang High speed Railway, the Wuzhou-Jiujiang High Speed Railway, the Chang-Jiujiang intercity Railway and the Beijing-Jiujiang Railway. The fact that it was built in the Qing Dynasty indicates that the location of this high-speed railway station is very ideal. The station's strategic importance is underlined by its nearly 100 years of operation. In order for the Lushan Station to better serve the public, Lushan Station had began its expansion project in 2020. Currently Lushan Station is under construction. According to the construction plan, thehe station will be expanded to 60,000 square meters, which is nearly 15 times larger than the original station.
This project is part of the expansion project of Lushan High-speed Railway Station, which is right beside to a high-speed railway station in operation that have many high-speed railways trips every day, so it is a requirement that the construction process of Lushan High-speed Railway Station will not impact the operation of the nearby high-speed railway station. Meanwhile, the height of construction equipment cannot exceed 11 meters, the depth to drill is 28 meters, and the pile diameter to meet is 1 meter. As the high-speed railway station was built on the mountain, the construction stratum is mainly hard limestone, and the upper layer is red sandstone for about 10 meters. In addition, it is required that the surrounding stratum should not be affected during construction, so that the normal operation of high-speed railway will not be affected. The equipment required needs strong power and rock entering capacity as the construction difficulty is immense. Tyhen's KR300ES rotary drilling rig has maximum drilling depth of 35 meters, construction height of 10 meters, coupled with the largest construction diameter of 2 meters and power head torque of 320kN.m, perfectly meets the construction requirements such as limited space, the requirement of large pile diameter, deep digging depth, large torque and rock entry capabilities. Furthermore, it is capable of completing the large diameter rock entry construction under the limitation of low construction height and ultra-deep drilling depth requirement.
Tyheng considers "service" as its core value, and utilizes such attitude to provide clients with an "Eight in One" service in terms of selling, leasing, construction, trade-in, re-manufacturing, service, operator supply & training, and consulting & promotion of drilling methods. The company has over 70 small and medium sized piling rigs, and it has formed partnerships with 10 companies which are under APIE. With the maintenance service and delivery service of piling rig provided by dozens pilling manufacturer, TYSIM has established a joint maintenance base that employs a technical and professional maintenance team which has years of experience in machinery servicing to provide clients with professional construction advices and methodologies. After five years of experience, commitment, cooperating with customers and also independent construction works, our small rotary rigs had participated in relatively modern constructions such as dam-reinforcement, underground pipe gallery, and over-water construction, which ultimately contributed towards the domestic promotion of the utilization of small rotary rigs. Tyheng will carefully manage a rental fleet of over hundreds of rotary rigs, and will be committed to develop an industry-leading service platform on a global scale.


A Light Car With Big Power Is Fun!
Jim Clark lives in Hays, Kansas, a few miles from Ellis, the home of Mike Keller's shop, Big Creek Restoration (BCR). Jim and Keller have been friends ever since BCR built Jim's '66 Mustang several years ago. Jim still visits the shop from time to time to see what they're working on.
By the end of the first week in January, Keller and Glyn Lindberg at BCR had compiled a parts list and finished most of the ordering. One of their first calls was to Steve's Auto Restoration (SAR) in Portland, Oregon, which builds Real Steel roadster bodies. SAR had a 1933 Model A roadster "on the shelf" and had it shipped to Kansas quick. Jim liked the version with a cowl vent and external door hinges for an authentic look, which has been completed by a pair of Bob Drake Reproductions stock door handles. Front fender aprons were extended to flow into the lower cowl sides. Rootlieb supplied the hood top and Rod Tops sent a cloth top. A pair of SO-CAL shorty mirrors were mounted on the windshield stanchions, and '33 commercial headlights and '37 taillights provide fore and aft illumination. Ernie Fink and Alan Stouffer at BCR did most of the bodywork and Kyle Kinderknecht did lots of fabrication, including all the brackets and pieces that make it all go together. Jim wanted the roadster painted deep blue and several shades were mixed before Fink finished the job with PPG's single-stage version of '30 Pierce Arrow Blue.
Framerails from Cornhusker Rod & Custom arrived at the end of January. The chassis was built along traditional lines, with a Super Bell dropped and drilled axle and hairpins in front, and Pete & Jakes ladder bars and a Currie traction lock 9-inch with 3.00:1 gears at the rear. Both ends hang on SO-CAL Speed Shop shocks and Posies springs.
The tires are Michelin radials. Front skinnies are 145SR15 XZX blackwalls and the rears are 235/85R16 XPS Rib light truck tires. Painted Gennie steel rims from Wheel Vintiques are dressed up with '41 Ford caps and rings. The front brakes are 12-inch Buick 45-fin drums with Wilson Welding backing plates. Currie 11-inch drums are used in the rear.
Plenty of engines would have been cool in this roadster, but Mike hit the bulls eye with a '65 dual carb top oiler 427. LG Machine in Ellis took care of the machine and assembly work, balancing and blueprinting the 0.020-over Ford. Internals include 10:1 JE pistons, LeMans rods, and Clevite bearings. Heads and headers, valve covers, and an air cleaner are stock, as is the 2×4 intake manifold topped with 600-cfm Holleys. An MSD 6AL-2 and Mallory distributor wake up the 427, capable of 430 hp and 480 lb-ft of torque. A C4 Street Smart System automatic transmission from Performance Automotive delivers that torque to the rearend.
The interior is as classic and classy as a traditional sports car, starting with deep tan leather covering a Glide bench and BCR custom door panels, plus German square-weave covering the floor. Gasper Auto Trim in Victoria, Kansas, did a beautiful job on the upholstery. Distinctive '37 Nash gauges, restored and revived by Redline Gauge Works, were added to the modified Brookville dash. A LimeWorks banjo wheel and column, Bob Drake mirror, and Gennie 12-inch Ultra Shifter are other elements adding to the looks. A Custom Autosound Secretaudio system and Pyle speakers were installed by BCR.
Jim said the ride to California was one of the best of his life-visiting roadside attractions, stopping at the state signs for pictures, and eating sandwiches in gas station parking lots. "And the view from a roadster is so much different." Jim put 3,800 miles on the roadster last summer-with more planned for this year, including a trip from Hays to Washington State. More miles, state signs, gas station sandwiches, and tourist sites in a built-fast, built-to-drive, light car with big power.


This may only be her first fashion campaign, but she sure looks like she's in her element. No stage fright or getting nervous in front of the camera for this girl! And you're going to want to copy Selena Gomez's beauty in her latest Louis Vuitton campaign, because that's a look you can totally get, even if you can't afford the fabulous clothing and bags she's advertising.
The actress-slash-singer has become quite the fashion icon through her everyday dressing style, but these Louis Vuitton ads only solidify the fact that she's an "It" girl in the fashion industry. As much as she wears the clothes well, it's her hair and makeup that really capture my attention. Gomez is rocking a bold dark lip, proving that yes, a dark pout can totally work for the summer months. She's got her hair styled wavy and slicked back, and there's no denying that this will be your new go-to this season.
Gomez got more of a matte look going on with her makeup, so if you're not into the whole idea of being super glossy, then this is definitely the makeup for you. Find out how to recreate this glam for yourself because while you may not be posing for a major fashion brand, you're still one heck of stylish jetsetter, just like Gomez.
I'm loving this fashionable traveler vibe she's got going on.
A deep brownish-red will give you Gomez's perfect pout.
A mattifying bronzer will give you all of the color you could want, without any of the shine.
Follow this tutorial to get her effortless, flowing curls.
To get your hair shiny and to help hold it in place, try using this coconut milk serum.
Now, you've got everything you need to work a Gomez-inspired glam look all summer long.


text:
Latest European employment guidelines based on failed policies
Written by Neoklis Sylikiotis on 17 June 2015 in Opinion
The economic priorities set by the new commission are doing nothing to solve Europe's unemployment problems, argues Neoklis Sylikiotis.
Since April, parliament's employment and social affairs committee has been discussing an own-initiative report on employment guidelines for 2015. It is the committee's common belief that the European commission's text is of poor quality.
For those political groupings to the left, aligning employment guidelines with European economic policy, structural reforms and fiscal responsibility is a contradiction in itself, since the EU's neoliberal austerity measures only promote unemployment and instability.
There is no need to remind ourselves that unemployment - especially among young people - has skyrocketed in member states that have undertaken structural reforms, with or without a troika.
Laura Agea: The fight against poverty is about fundamental rights, not ideology
Georges Bach: EU employment guidelines can help member states confront legacy of economic crisis
Maria João Rodrigues: EU must learn from its past mistakes on employment policy
At the same time, according to Eurostat's latest indicators, the area in which Europeans are least satisfied is their financial situation, with an average score of six out of ten. This specific indicator also revealed the biggest gap between member states, with a 3.9 point difference between the highest and lowest average.
In this context it is clear for the left in general - and for my group, the European united left/Nordic green left in particular - that the economic priorities set by the commission are doing nothing to solve problems related to economic and social development, unemployment and quality employment.
The constant deregulation of the market has had a direct impact on quality and long-term employment, making room for so-called mini jobs and zero hour contracts and abandoning social dialogue.
The targets set out by the EU 2020 jobs and growth strategy cannot be reached by continuing to apply the same policies that led to the deepening of the economic crisis and destroyed both the welfare state and any vision of social cohesion.
This is why we are very concerned about the commission's integrated economic and employment guidelines. In this respect, parliament's rapporteur on the guidelines Laura Agea and the different political groups have carried out very constructive work.
Although we could not agree with many of the suggestions from the other groups, we think that our considerations for the need to safeguard collective bargaining and collective agreements, as well as the quality and decency of employment - as defined by the international labour organisation - were acknowledged in the discussions.
Our group has clearly and repeatedly said that economic and, most importantly, social development can only be achieved if the neoliberal austerity policies that are impoverishing people and destroying the welfare state are dropped and if public investments - along with reindustrialisation planning for areas hit hardest by the crisis - are taken on board.
This way, there would be a solid basis to solve the problems that the commission's guidelines set out to deal with, like equal opportunities in employment and tackling poverty - even among workers.
Of course other aspects, such as educational systems and taxation, still play a significant role, but that is not what this article is about.
The commission's integrated guidelines do not provide a real, sustainable solution to the EU's employment and economic problems. Their economic components are based on commission president Jean-Claude Juncker's investment plan as well as the employment guidelines' economic governance.
We have already seen these policies fail - and this is why we will continue to oppose them.
Neoklis Sylikiotis (CY) is a vice-chair of parliament's GUE/NGL group
Employment and Social Affairs
PM+: Labour market efficiency must be a key employment priority for EU Member States
All the evidence shows that efficient labour markets actually drive economic growth, says Eurociett's Denis Pennel
PM+: Public-private partnerships can help drive down unemployment
EU policymakers should support measures to enhance cooperation between public and private employment services argues Eurociett's Denis Pennel.
PM+: Free movement an 'asset' to EU economy
It's time to dispel the myth of so-called 'benefits tourism', argues Assya Kavrakova.
AI offers new opportunities for local services
The potential of artificial intelligence extends far beyond business and could revolutionise the way in which we deliver to our citizens; local and regional services must play an active role,...
'Relaunch' of EU-Morocco relations will boost partnership, says foreign minister
Morocco's foreign minister has hailed the "relaunch" of relations with the EU, saying he expects it will pave the way for improved cooperation between the two sides.
MEPs must continue to press national governments to take firm action on tax evasion, avoidance and financial crime, argues Molly Scott Cato.


text:
Q: PHP COUNT and skip every other record I have asked a similar question earlier but I have narrowed it down and would like to start a new question.
The following script inserts a To and From dates into a DB record.  I want to add the option of skipping every other week. The following is very close however, it skips the first week which I don't want it to do.  Is there a way that I can use the COUNT feature and only use the ODD number records from the Count and insert those?
$week_day = date('w', $curr); # 0 - 6 to access the $week array

if ($week[$week_day]) { # skip if nothings in this day

    $date = date('Y-m-d', $curr);
    $sql->query("SELECT COUNT(schedule_id) FROM $pageDB WHERE doctor_id = $doc_id AND schedule_date = '$date'");

    if (!$sql->result(0)) { # skip if this is already defined
        $date = date('Y-m-d', strtotime("+1 week", $curr));
        $sql->query("INSERT INTO $pageDB (schedule_date, time, doctor_id, location_id) VALUES ('$date', '".$week[$week_day]."', $doc_id, '".$location[$week_day]."')");

    }
}

A: You could add a row-number, then use MOD (=> pos % 2) to take the odd or even rows.
Something like this:
SELECT
    a.*
FROM
    (
        SELECT
            @row := @row + 1 AS pos,
            t.*
        FROM
            your-TABLE t,
            (SELECT @row := 0) b
    ) a
WHERE
    pos % 2 = 0

A: You could use a counter and check if it is even/odd with modulus- % - if($j%2 != 0)
$week_day = date('w', $curr); # 0 - 6 to access the $week array

$j = 1; // counter

if ($week[$week_day]) { # skip if nothings in this day

    $date = date('Y-m-d', $curr);
    $sql->query("SELECT COUNT(schedule_id) FROM $pageDB WHERE doctor_id = $doc_id AND schedule_date = '$date'");

    if ($j%2 != 0) {
        $date = date('Y-m-d', strtotime("+1 week", $curr));
        $sql->query("INSERT INTO $pageDB (schedule_date, time, doctor_id, location_id) VALUES ('$date', '".$week[$week_day]."', $doc_id, '".$location[$week_day]."')");
         $j++; // increase the counter
    }
}


Michael Heffernan has been busy recently working for sports nutrition brand Science in Sport commissioned by London Agency, Once upon a Time. On this shoot Michael has been working with some of the worlds top athletes and sports personalities for Science in Sports new advertising campaign, such as Ian Boswell, Katarina Johnson Thompson and Sir Chris Hoy.
Doing what he does best, Michael captures the athletes in action, looking natural and determined. We love the impact these images have, amazing work!


CEO SUMMARY: This intelligence briefing is the third in an ongoing series about quality management systems (QMS) and their role in advancing the performance of clinical laboratories and improving the quality of the testing services they provide. ISO 15189 is a set of standards for medical laboratories based on the ISO 9001 quality management system. It provides a way for medical laboratories to demonstrate to outside examiners both conformance to the QMS and competence in the performance of laboratory testing services.
IN THE UNITED STATES, ISO 15189 is making inroads with those clinical laboratories wanting to implement a quality management system (QMS).
One factor contributing to this new interest in QMS is the fact that many of the nation's clinical laboratories and anatomic pathology groups are harvesting ongoing benefits from their use of Lean, Six Sigma, and similar methods. Adoption of a quality management system is a natural progression for these laboratories.
For its part, THE DARK REPORT was the first lab industry publication to call attention to these developments and write about the experiences of the nation's earliest laboratories to certify under ISO 9001 (1998— see TDR, July 6, 1998); to implement Lean Six Sigma (2003—See TDR, September 8, 2003); and, to become accredited under the requirements of ISO 15189 (2008—See TDR, September 8, 2008).
The world's biggest player in QMS is ISO, which stands for the International Organization for Standardization (Organisation Internationale de Normalisation). The organization's headquarters is in Geneva, Switzerland. From here, it coordinates development of technical standards in virtually every area of international trade and professional activity.
It supports the development of specific quality management systems for every relevant activity, including all areas related to laboratory testing and calibration.
In its next installment about QMS, THEDARK REPORT interviewed Daniel Tholen, M.S., founder and owner of Dan Tholen Statistical Consulting, based in Traverse City, Michigan. Tholen has extensive experience with QMS. He serves in various roles with a number of national and international standards development organizations, including the group that recently developed the standard for laboratory proficiency testing, ISO/IEC 17043.
This third installment about QMS deals with the practical steps a clinical laboratory or pathology group should take as it prepares to implement a quality management system. Globally, the QMS most widely used by clinical laboratories is ISO 15189: Medical Laboratories—Particular Requirements for Quality and Competence, which was first introduced in 2003 and updated in 2007.
Since 2003, many countries passed laws requiring laboratories to meet the requirements of ISO 15189 in fulfillment of their national scheme of accreditation or licensing. For example, Australia has used ISO 15189 since July, 2005, administered by its National Association of Testing Authorities (NATA). In Canada, Ontario Province similarly mandates ISO 15189 as the requirement medical laboratories must use to meet accreditation laws.
In the United States, a medical laboratory that wants to implement a QMS like that contained in ISO 15189 will still need to comply with the statutory requirements of federal and state laws. For example, U.S. medical laboratories must meet the accreditation requirements of the Centers for Medicare and Medicaid Services (CMS) in order to provide services to most government health programs. Medical laboratories in the U.S. must also meet licensing requirements as defined by the federal Clinical Laboratory Improvement Act (CLIA).
Internationally, the quality management system represented by ISO 9001 forms the basis for the other ISO standards, including ISO 15189. "ISO 15189 includes the QMS requirements in ISO 9001, but it also includes technical requirements for competence that are general for all medical laboratory testing situations," stated Tholen.
"It is important to understand that in the ISO system, 'certification' means that the company's QMS meets the requirements of ISO 9001, while 'accreditation' means that the testing laboratory not only meets the QMS requirements, but also meets the requirements for competence of specific technical activities," explained Tholen. These points were discussed in detail in THE DARK REPORT'S second installment on quality management systems.
"There is unanimity on this principle within ISO and any organization holding an agreement with ISO," added Tholen. "I should also point out that, in the medical community here in the United States, the terms 'certification' and 'accreditation' are often used interchangeably, generally in reference to long-standing state and federal laws for licensing of health providers.
"That is why readers should be aware that my statements here use the terms 'certification' and 'accreditation' according to international usage as it relates to quality management systems, and specifically to the numerous ISO standards," he noted.
"Clinical laboratories in the United States take note," continued Tholen. "This difference in certification versus accreditation is why the testing laboratory accreditation process for ISO standards—including ISO 15189—are more rigorous than for an ISO 9001 certification.
"Let's stop for a moment and review," stated Tholen. "Accreditation is more rigorous than certification because accreditation indicates the testing laboratory has a management system which conforms and the testing laboratory is competent in its performance.
"Further, because the testing laboratory has been audited by a registrar or body that is, itself, recognized by its peers as meeting the requirements of the ISO 17011 QMS, the examiners possessed the technical competence to evaluate both the testing laboratory's management systems and the competence with which it operates," he noted.
Tholen notes that the body offering accreditation must itself meet a high standard. "When an organization wants to offer accreditation services to laboratories, it must meet key (and very difficult to achieve) provisions of ISO/IEC 17011," he explained. "Included are requirements for impartiality (such as separation of accreditation and proficiency testing); training assessors and monitoring assessor competence; and operation of a QMS in their own organization.
"Think about it. Shouldn't an organization that accredits your clinical laboratory's QMS, also operate under an ISO-compliant QMS?" asked Tholen. "Shouldn't an organization that assesses the competence of your laboratory, demonstrate that it has documented the competence of its assessors in the areas of technical knowledge, experience, and competence in the skill of assessing? After all, this accreditation process must have teeth so that consumer and patient safety can be assured.
"In the United States, there are no accreditation bodies that offer 'full service' to clinical laboratories seeking the dual goals of approval by CMS for CLIA activities and accreditation to ISO 15189 by an organization that complies with 17011," he commented. "For example, the American Association for Laboratory Accreditation (A2LA) is a full member of ILAC and is recognized to be compliant with ISO/IEC 17011. But, at this time, A2LA is not approved by CMS. It has an application pending with CMS for this authority.
"By contrast, the College of American Pathologists (CAP) is a CMS-approved accreditation body. And CAP does offer 'CAP ISO 15189'. But it is not itself recognized as being compliant with ISO/IEC 17011," said Tholen. "CAP is an affiliate member of ILAC and has not applied for recognition by other members. "There are other CMS-approved laboratory accreditation bodies here in the United States," he added. "However, none of these bodies offer accreditation to ISO 15189 and none of these bodies are members of ILAC. There are also other accreditation bodies in the U.S. recognized to comply with 17011, but they do not offer 15189.
"It should be of interest to medical laboratories in the United States that several important U.S. federal agencies fully recognize the integrity of the ILAC system involving accreditation of testing laboratories," he continued. "For example, A2LA accredits all of the FDA's laboratories in the Food Safety Inspection Service (FSIA).
"Similarly, the U.S. Department of Defense Environmental Laboratory System consists of 260 laboratories which are accredited by four different U.S. members of ILAC," added Tholen. "The same is true of testing laboratories involved in the U.S. Consumer Product Safety System(CPSS).
"The area of consumer product safety shows how ISO creates a uniform international standard," offered Tholen. "In the United States, hundreds of ISO-accredited testing laboratories are involved in this field. These labs are accredited by six different U.S. accreditation bodies.
Growing global acceptance of ISO 15189 is one example of the internationalization of clinical laboratory testing. This may be one factor that encourages more clinical labs in the United States to pursue accreditation under ISO15189.
SINCE ITS INCEPTION, the ISO system has evolved steadily to support the concept of a single, internationally-accepted process for assessing the adherence to standards by companies, organizations, and recognition bodies.
"The role of ISO is very specific. It develops, publishes, and maintains the range of standards applicable to different industries, services, and products," observed Daniel Tholen, owner of Dan Tholen Statistical Consulting. "Implementation of ISO standards is independent of ISO itself.
"To the question 'who accredits the accrediting bodies?', there is a fascinating answer: no one and everyone," said Tholen."The International Accreditation Forum (IAF) and the International Laboratory Accreditation Cooperation (ILAC) arrangement calls for each accreditation body within a country to be recognized by its peers as being in compliance with ISO 17011.
"For a body that wants to provide accreditation services, the process of recognition by peers is extremely rigorous within ILAC and IAF," noted Tholen. "It involves an on-site assessment by a team of peers from at least two other regions (Asia Pacific, InterAmerican, Europe). The assessment requires observation of the candidate body as it conducts accreditation assessments of testing laboratories and other organizations in its country.
"These on-site assessments involve a team of three to five individuals and typically take at least a week," he added. "The process includes citations of non-conformances and a resolution process before recognition of that body's compliance to ISO 17011 is extended by peers. This process is repeated every four years. Members are admitted to the IAF and ILAC Mutual Recognition Arrangement (MRA) upon a 75% majority vote of peers.
"Of course, an agency of that nation's government can recognize or designate a body to determine the competence of medical or other testing laboratories in its country," he added. "The key point here is that, within the ILAC and IAF systems, accrediting bodies are recognized by their peers to be competent and to operate in compliance with ISO/IEC 17011.
"Also, both IAF and ILAC have Mutual Recognition Arrangements (MRAs) that require every full member to recognize—as equivalent—accreditations by other members, even in different nations," stated Tholen. "Under this system, any testing lab- oratory accredited by one nation's ILAC member body will have that accreditation recognized by the ILAC member organizations of any other country.
THERE IS A DEFINED HIERARCHY within the international conformity assessment system. It includes not just laboratory accreditation, but also quality management systems, personal certification, inspection services, and product certification.
There are three levels in this hierarchy. It is important that companies and clinical labs understand the structure of this hierarchy when considering whether to seek certification to ISO 9001 or accreditation to ISO 15189.
"What underpins this hierarchy are standards developed by the International Organization for Standardization (ISO)," stated Daniel Tholen, founder and owner of Dan Tholen Statistical Consulting. "ISO writes the requirements for the different ISO systems. The top level of the hierarchy are the members of ILAC and IAF. These are the accreditation bodies that accredit conformity assessment bodies. These organizations must operate in conformance with ISO 17011 and be recognized by their peers in this regard.
"The second level in the hierarchy is made up of the conformity assessment bodies that are accredited to be competent," he continued. "On the ILAC International Laboratory Accreditation Cooperation side, this includes laboratories involved in testing and calibration, (including medical/clinical testing). On the IAF (International Accreditation Forum) side, included are organizations that certify quality management systems.
"Included are: 1) organizations that certify QMS (accredited to ISO 17021); 2) inspection bodies (ISO 17024); 3) reference material producers (ISO Guide 34); 4) proficiency testing providers (ISO/IEC 17043); 5) testing and calibration laboratories (ISO/IEC 17025); and, 6) medical laboratories (ISO 15189)," said Tholen.
"In the third level of the hierarchy are found: 1) certified organizations or companies (as under ISO 9001); 2) people or products— including manufacturing and service organizations—that have a QMS; and, 3) professionals or products that are tested or inspected for compliance with specifications," noted Tholen. "For medical laboratories the third level of the hierarchy are the patients, since their specimens were inspected, tested, or measured in some way, for conformance with some expectation, or inquiry.
"We can see how this hierarchy works by looking at our country," continued Tholen. "The sole IAF member for the United States, is the American National Accreditation Board (ANAB), which is a cooperation between the American National Standards Institute (ANSI) and the American Society for Quality (ASQ). ANAB is the entity in the U.S. which represents IAF at the first level. On the ILAC side of the first level in the hierarchy, there are seven accreditation bodies recognized as full members of ILAC.
"At the second level in the hierarchy, ANAB accredits 46 organizations to offer certificates of compliance with ISO 9001 and other ISO management system standards here in the United States," stated Tholen. "At the same level in the hierarchy, ILAC members accredit over 5,000 testing and calibration laboratories, inspection bodies, proficiency testing providers, and reference material producers. Clinical laboratories are included, although the number is very small (only two clinical labs in the U.S. are accredited to ISO 15189 by an ILAC-recognized body, and a growing number are accredited by CAP under their proprietary system, which is not recognized by ILAC or IAF).
LOOKING NORTH TO CANADA, the laboratory licensing program in the Province of Ontario shows how ISO 15189 functions as an internationally-accepted standard for medical laboratory accreditation.
The Ontario Medical Association (OMA), as an agent of the Ministry of Health and Long-Term Care (MOHLTC), created a quality management program for licensed medical laboratories in Ontario. It is called QMP-LS, for Quality Management Program-Laboratory Services.
The Ontario Laboratory Accreditation (OLA) is one component of QMP-LS. With the publication of ISO 15189:2003 Medical Laboratories, OLA adopted those standards as the way for clinical laboratories in Ontario to meet licensing requirements.
QMP–LS identifies, designs and delivers external quality assessment (EQA), accreditation and education services and related products that meet its regulatory mandate, relevant international standards and client and stakeholder requirements. QMP–LS has been issuing accreditation certificates since 2003.
Clients from other jurisdictions in Canada or other countries may voluntarily apply for accreditation and/or participate in EQA surveys.
Accreditation processes are aligned with ISO 17011:2004 Conformity Assessment—General requirements for accreditation bodies accrediting conformity assessment bodies and International Laboratory Accreditation Cooperation (ILAC) guidelines for assessor qualifications, training and competence.
EQA surveys are conducted in accordance with ISO standards and ILAC guidelines for competent proficiency testing schemes. For more information on EQA surveys, see "Program Information" at http://www.qmpls.org/eqa/eqa.html.


Tonight we are discussing managing chronic disease and medication adherence. Specifically, we are discussing medication adherence and disease management in relationship to diabetes, cardiovascular disease, and respiratory health. Our guests this evening are three pharmacists and faculty members that the University of Charleston School of Pharmacy--Dr. Lindsay Acree, Dr. Kristy Lucas, and Dr. Karrie Juengel. In the spirit of International Women's Day today, it seems appropriate that we have these three powerhouses in pharmacy joining us this evening!
The University of Charleston School of Pharmacy offers its student pharmacists a technology-infused, dynamic, and rigorous curriculum that prepares graduates to practice in today's rapidly changing health care environment. Our student pharmacists are trained to know about the body, medications, and what happens when medications enter a healthy body as well as a diseased body.
Dr. Lindsay Acree is a 2013 graduate of the University of Charleston School of Pharmacy. She is currently an assistant professor and practicing pharmacist at the school and works directly with the Kanawha Charleston Health Department's Harm Reduction Program. Lindsay also works in partnership with the health department to deliver Naxolone training in the community.
Dr. Kristy Lucas is a Professor of Pharmacy Practice at the University of Charleston School of Pharmacy. She also holds an Adjunct Associate Professor appointment with the West Virginia University School of Medicine. Her current practice serves patients in the ambulatory care setting, primarily focused on anticoagulation, hyperlipidemia, heart failure and general cardiovascular risk reduction. Dr. Lucas is nationally certified as a tobacco treatment specialist, immunizing pharmacist, in medication therapy management and in cardiovascular risk modification. She held dual academic appointments as an Associate Professor in the Schools of Pharmacy and Medicine of West Virginia University's Charleston campus for over ten years.
Dr. Karrie Juengel, Pharm.D, BCGP is an assistant professor at the University of Charleston School of Pharmacy. She graduated with her Doctorate of Pharmacy from Ferris State University in 2013. After pharmacy school she completed a PGY1 residency at Northeastern University/Harbor Health Services and an academic geriatric focused fellowship at MCPHS University. In her current role at the University of Charleston, she provides diabetes focused clinical pharmacy services at West Virginia Health Right.


August Newsletter: save big, ask-the-experts, and please VOTE for us!
and please VOTE for us!
August Sales - hot, hot, hot!
In the Hyattsville area, just 5 min. from the DC line!
To donate building materials, click here or call 301-832-0781.
Can't get enough of the 'Lift?
Lots of fun fall events are coming up, so keep an eye on our website calendar.
And to find out when interesting donations arrive, join our facebook group, or follow us on twitter!
Now that we have expanded our hours of operation, we need more help than ever. We particularly need "Community Builders" to make customers and donors feel welcome.
No lifting required - you just have to hang around and talk to folks!
And don't forget, you recieve store credit to thank you for your service. If you are outgoing, and can volunteer once a week, every other week, or once a month, let us know. Thanks!
(Note that volunteers under 18 may be considered if they will be working alongside a family member).
1) Have you heard of Arlingtonians for a Cleaner Environment? It's a great organization, and even if you don't live in Arlington, ACE's newsletter always has tons of useful info!
For example, check out ACE's new Solar Raisers Program: modeled on traditional Amish barn-raisings, this program brings neighbors together to install solar hot water heaters on their homes at a reduced cost.
2) Interested in local food and gardening?
The latest newsletter from DC's Field to Fork Network has some great ways to get involved in the urban agriculture scene.
how much you love Community Forklift!
Thanks to all you fantastic Forklift Fans, we won the City Paper's "Best of DC" contest in the spring. We could not have afforded great advertising like that. It was wonderful publicity, and helped make many more people aware of our services.
Well, now it's time for the "Best of 2010" contest in the Washington Post Express.
"Best Local Home Store" category!
The Express has even more readers than the City Paper, and this could really put us on the map. As more folks learn about us, fewer materials will go to the landfill, more homeowners can afford repairs, and more green jobs can be created. And of course, there will be more good stuff to choose from when you're shopping!
then spread the word to your friends and listserves! Please vote now, and vote often (they let you vote as many times as you like). Hurry, because we only have a few days - the first round of the contest ends August 13th!
(Sale does not include wooden storm or screen doors, surplus/new doors, security doors, interior doors, French doors, other styles of doors, or doors without price tags).
Take 50% off the marked price on most microwaves (Sale does not apply to surplus microwaves, convection ovens, or other types of appliances. Sale does not apply to any microwaves without price tags, or to microwaves on consignment from Alco Appliances).
This month, pay just a buck for salvaged hollow-core bifold doors, including flat and panel styles (Sale does not apply to louvered or solid-core bifold doors, surplus doors, or other types of doors).
Make a great room divider for a kid heading off to college, Or get inspired by this project from the bloggers at Young House Love, and hide an ugly corner of your basement!
We started this sale in mid-June, and a lot of Forklift Fans have snagged great deals on kitchen cabinets...but more sets keep pouring in! So, we are continuing it: select cabinet sets are 30% off. Look for the neon sale stickers to save big. We've got gorgeous reclaimed sets that are perfect for a green kitchen remodel, and nice sturdy sets that would make excellent storage for workshops and garages (Sale does not include other types of furniture or cabinet sets without a neon sale sticker).
(Sale does not include any furniture without a neon "50% Off" or "Free" sticker).
on Saturdays and Sundays from 3-6.
Kitchen cabinets can be repurposed in so many ways! HGTV's Trash To Treasure show has some great ideas, including adding legs and a cushion to make a beautiful ottoman like the one pictured at left.
Or, you could use a vintage cabinet to create a charming kitchen island like this one, pictured at right.
(Limit 5 per household. Freebie special does not apply on weekdays. Freebie special does not include cabinet sets, surplus/new cabinets, bathroom cabinets, vintage hutches, wardrobes, glass-fronted shelves, or other types of furniture. Sale does not apply to any items without price tags).
Ruthie if you are knowledgable about some aspect of going green or home improvement, and you are willing to share your skills in September.
Bob Petrlick has been a Master Plumber for over 40 years. He is also a certified Backflow Prevention Technician, and has previously taught classes to homeowners and professionals in Prince Georges County. He will give a short overview of how water and sewers work, then answer your questions. Please feel free to bring general and specific questions, pictures, and any plumbing parts that you have questions about.
Steve McKindley-Ward, a resident of Mt. Rainier MD, has gained a deep appreciation of the benefits of growing native trees, shrubs and flowers in our yards and public spaces over the last eight years as the horticulturist for the Anacostia Watershed Society.
Come hear how growing native plants will thrill the birds and insects, reduce your water use, take less time and hassle, bring beauty to your yard - and support the larger web of life to a much greater degree than the standard azaleas, daffodils and roses (non-native plants)!
Remember when Kermit said it's not easy being green? Well, if you live in Prince George's County, just showing up to this event could make a big difference in the world!
It's nice to change lightbulbs - but your participation at this event could affect our region for years to come.
This event is our chance to pick leaders who care about a greener county! Show up and ask them how they feel about green issues. For example, how do they feel about creating an Office of Sustainability to help create green jobs, support a greener economy, use our land more sensibly, educate citizens about smarter energy and water use, etc? Many other jurisdictions have done it, and often it pays for itself due to energy and resource savings!
Teachers - We've got commercial rolls of wallpaper for you! They are huge (4 feet wide by 50 feet long) in neutral colors, and would work well for bulletin boards, drop cloths, and tablecovers.
Offer Expires: August 31, 2010. Limit one coupon per student or teacher.