Last week Pastoral Hotel Kibbutz Kfar Blum had 372 viewers and 10 bookings.
Pastoral Hotel is located in the heart of the Galilee landscape, a step away from the Jordan River, facing the Golan and Galilee mountains, not far from the cities of Kiryat Shmona, Rosh Pina, and Hatzor Haglilit. Nearby is the Hula Valley where the migrating birds can be seen and rushing rivers at the foot of Mt. Hermon, in this green island of tranquility and calm – a true pastoral paradise.


SHOULD I WASTE MY TIME INTO A PB2 MAP NOBODY IS GOING TO PLAY BUT I REALLY ENJOY MAKING?
Looks like AWESOME map. Very good map!
you're right on this one. but i'd say you should continue working on this map as creativity skills learned here will help you in other projects and in real life too. you might become a good architect or an artist. it's just a flash game ik but it might be a good start for a future career/hobby. it also changes your view on many things outside of internet. you can come up with something beautiful and criticize something that is not beautiful. and that's pretty much how progress works. one guy comes and says that this thing is sh*t. lets get rid of it and replace it with a new better one.
If you don't include unfair secrets and fix any found old exploits like in cleaver's case then sure why not.
The thing about it is that you cannot expect whether or not people are going to play your map. Finishing the map is one thing, but as long as you know you have taken your time and effort in putting your ideas to use. Updating your map tells others that you have at least made some improvements, which will then encourage more players to come and play your map as well as giving you feedback on what else you could do. Overall, it wouldn't matter if your map is "fully complete" or not, as long as you know the map is playable and that some people actually want to have a go at it and enjoy what you made.


Jubula is a free tool for functional testing through the GUI. It supports Java (Swing,SWT,RCP, JavaFX) and HTML as well as iOS app testing. Test specification with Jubula does not involve writing any code, nor are tests recorded. Instead, a powerful library of reusable keywords is provided. Jubula is an open source project at the Eclipse Foundation. BREDEX GmbH provides the Jubula standalone version via testing.bredex.de.


text:
Q: Custom spinner android
Question: When setting adapter it hides its custom background

I am trying to add custom background to spinner like this,
 <Spinner
            android:id="@+id/spinnerReferredBy"
            android:layout_width="match_parent"
            android:layout_height="wrap_content"
            android:spinnerMode="dropdown"
            android:background="@drawable/custom_drop_down"/>

my custom drawable is,

<?xml version="1.0" encoding="utf-8"?>
<layer-list xmlns:android="http://schemas.android.com/apk/res/android" >
    <item>
        <shape xmlns:android="http://schemas.android.com/apk/res/android">
            <solid android:color="#ffffff"/>
            <stroke
                android:width="2dp"
                android:color="#80000000"/>
            <padding
                android:bottom="2dp"
                android:left="2dp"
                android:right="2dp"
                android:top="2dp"/>

        </shape>
    </item>

    <item>
        <bitmap
            android:layout_width="50dp"
            android:layout_height="50dp"
            android:gravity="right|end"
            android:src="@drawable/ic_drop_down" />
    </item>
</layer-list>

Setting adapter like this

 spinnerReferredBy.adapter = ArrayAdapter<String>(activity,R.layout.custom_spinner_item,referred)

Outputs

*

*without setting adapter

*With adapter

A: Simply add this line in the activity layout in the Spinner section
android:entries="@array/yourSpinnerArray"
<Spinner
                android:id="@+id/spinnerForThisMonth"
                style="@style/listStyle"
                android:layout_width="match_parent"
                android:layout_height="match_parent"
                android:entries="@array/yourSpinnerArray"
                android:gravity="center" />

Then create String resources in values
   <string-array name="yourSpinnerArray">
        <item>Select</item>
        <item>January</item>
        <item>February</item>
        <item>March</item>
        <item>April</item>
        <item>June</item>
        <item>July</item>
        <item>August</item>
        <item>September</item>
        <item>October</item>
        <item>November</item>
        <item>December</item>

redpajama_set_name: RedPajamaStackExchange


Q1: What is dynamical systems theory?
Dynamical systems theory is the branch of mathematics devoted to the motions of systems which evolve according to simple rules. It was developed originally in the 17th century by Newton to model the motions of our solar system, evolving under the rules of his new theory of universal gravitation.
Q2: What is chaos theory?
Chaos theory is a further development of dynamical systems theory which focusses on highly complex motions called chaotic motions. These were discovered originally by Poincare around 1890 in his unsuccesful efforts to prove the stability of the solar system.
Q3: What is a chaotic motion?
By the broadest definition, every motion more complicated than fixed (no motion) or periodic (cyclicly repeating) motion is considered chaotic.
Q4: What do you mean by the chaos revolution?
Chaos theory was not known by this name until 1975 or so. For almost a century it was a minor undercurrent of dynamical systems theory, a topic of pure mathematics unknown to the scientfic community. After the computer revolution, chaotic motions became visible on computer graphic screens, and an awareness of their significance began to spread among scientists. In 1971 this awareness materialized as a technical report published in a journal of theoretical physics, and the chaos revolution was on. It took about 15 years more to sweep throughout the sciences and reach public awareness. All this aounts to a major paradigm shift, as chaotic behavior moved from mystery to familiarity.
Q5: Why is chaos theory important?
Every branch of pure mathematics has applications, usually to science or technology, which are important to society. In the case of dynamical systems theory, extensive and ongoing applications to all of the physical, biological, and social sciences have been fundamental to our evolving culure. The most frequent kind of application is to the technology of modeling complex natural systems. The importance of chaos theory has been in the context of this modeling aspect of applied dynamics. Because of the new wisdom of chaotic motions, many more complex systems now have useful models: the biosphere, the global economy, the human immune system, and so on. Different models for subsystems, created by scientists of disjoint specialities, may now be combined into a single complex supemodel, thanks to chaos theory. It provides a new technique for the unification of the sciences.
Q6: Is the chaos of chaos theory the same as the chaos in everyday life?
Off hand it is not obvious that the chaotic motions of chaos have any direct bearing on the chaotic experiences of everyday life. However, as the applications of chaos theory to the social sciences evolve, more and more everyday chaos is brought into the embrace of chaos theory.
Q7: Is chaos theory taught in universities?
Sadly, no. While a small number ofuniversities offer a course in chaos theory in their physics or math departments, there are compreensive chaos theory programs taught be experts in the field only at a handfull of universities.
Q8: What background is required to understand chaos theory?
As chaos theory is a new branch of math, it is relatively independent of the main topics of the trditional progrtam. Therefore it is quitte accessible to people without extensive math background. Calculus, for example, is not required. The plane geometry of Euclid is an excellent preparation.
Q9: Should chaos theory be taught in high schools?
Absolutely. The applicability of chaos theory to the complex space-time patterns observed in nature and in human society make it an important subject for everyone to learn. And the paucity of background knowledge required makes it accessible to all.
Q10: How does chaos theory relate to math anxiety?
Math anxiety is usually trigerred by high school algebra and its arcane symbolic notations, while most students feel confortable with geometry. As chaos theory builds upon geometry without requiring algebra, it provides a fresh start for those afflicted with math anxiety, and may actually restore math confidence.


Designed for lunging, to help the horse work in a long and low outline.
It features a leather headpiece and rubber martingale, along with a nylon cord that attaches to the bit.
Training aid that effects great control and efficiency in flexing and setting the horse's neck and head without rein pressure.


I facilitated the design and creation of a collaborative mural with a group that consisted of folks from all over the country for Appalshop's Performing Our Future Cultural Institute 24 Hour Visual Art Production Period. This mural idea came about because of the varied backgrounds and histories that each participant carried with them. By each person painting their own 'river,' they celebrated their individuality. As each river flowed, it ended up in a large body of water created from each person's river. In this way, our collective humanity was celebrated.


text:
Jon Klein (* 9. Mai 1960 in Bristol) ist ein englischer Gitarrist, er war Mitbegründer des legendären Londoner Clubs "Batcave".

Klein spielte Gitarre für The Europeans und die Gothic-Punk-Band Specimen, ehe er 1987 neuer Gitarrist von Siouxsie and the Banshees wurde. Klein gehörte acht Jahre zur Band und spielte drei Alben ein, was kein anderer Banshees-Gitarrist schaffte. 1995 stieg er nach Unstimmigkeiten aus der Band aus, arbeitete mit Sinéad O'Connor und produzierte einige Jahre später das Debütalbum der schottischen Gothic-Rock-Band Nervosa. Im Jahr 2000 gründete Jon zusammen mit Bassist Matt Seligman (The Soft Boys) und Schlagzeuger Chris Bell die Band Snail, die im asiatischen Raum einige Erfolge für sich verbuchen konnte.

Im Jahre 2006 kam es zu einer Neuauflage der Specimen durch Jon Klein und die zwei früheren Bandmitgliedern Kimba (Bass) und Tim Huthert (Schlagzeug), zusammen mit Stephan X (Gitarre) und T.bias (Gesang) als neue Mitglieder. Diese Zusammenarbeit führte zum ersten vollwertigen Album der Band mit dem Titel Electric Ballroom, welches bei Metropolis Records im Sommer 2007 veröffentlicht wurde.

Auf dem Album sind ebenfalls die ehemaligen Specimen-Original-Mitglieder Olli Wisdom und Jonny Slut zu hören.

Diskografie
 2001 · Psychodelicate
 2001 · Heavy Pedal
 2003 · Last Dog in Space
 2006 · Snail

Weblinks
 Offizielle Snail-Webseite
 Offizieller MySpace-Auftritt
 Interview mit Jon Klein

Einzelnachweise

Gitarrist
Gothic-Rock-Musiker
Engländer
Brite
Geboren 1960
Mann

redpajama_set_name: RedPajamaWikipedia


text:
Contemporary Manufacture
1/12 Scale Yamaha YZF-R1 Maisto Model Toys Diecast Motorcycle Racing Moto Black
Diecast 1:12 Maisto Yamaha YZF-R1 Model Racing Moto Motorcycles Black Toy Gift
1:12 Maisto Die-casting Moto Model Diecast Motorcycle Model For Yamaha YZF-R1
1:12 Motorcycle Racing Motor Bik YAMAHA YZF-R1 e Diecast Model Toys Gift Maisto
Collection 1:12 Maisto Yamaha YZF-R1 Racing Moto Diecast Motorcycles Model Black
Details about Black YAMAHA YZF-R1 Racing Moto Diecast Motorcycles 1:12 Scale MAISTO Model Toys
Black YAMAHA YZF-R1 Racing Moto Diecast Motorcycles 1:12 Scale MAISTO Model Toys
sc_store999 (25176 )
Nanyang, China
Estimated delivery within 11-28 business days
Seller ships within 3 days after receiving cleared payment- opens in a new window or tab. help icon for Estimated delivery date - opens a layer
30 day. buyer pays return shipping | See details
YAMAHA R7 ENDURO BIKE MOTORCYCLE MOTO GP TT SUPERBIKE
1:12 Scale Motorcycle - Maisto Model Diecast
ONYX 277 1:43 SCALE FI TYRRELL - YAMAHA 024 UKYO KATAYAMA IN UNOPENED CASE MINT
NewRay 1:32 Yamaha Warrior / Banshee / Raptor 660R Sport / Honda Sportrax ATV
Lamborghini Aventador Roadster 1:24 Scale Die-cast Metal Model Toy Car Maisto 3+
1:12 Scale Motorcycle Model Kit Toy Superbike Diecast For Kawasaki Ninja ZX-10R
Motorbikes, Yamaha, YZF-R1, 2008, - Blue, New & Sealed 1/18
MAISTO HARLEY DAVIDSON MOTOR CYCLES HD CUSTOM DIE CAST CARS 1:64 SCALE
Maisto Diecast Model Cars 1:24 Scale Special Edition Ford Mini Bugatti Lambo VW
P122163925 1/12 YAMAHA YZR-M1 MOVISTAR M.VINALES TEST VALENCIA MOTOGP NOV 2016
Pull Back Motorbike Toy Motorcycle Street Machine Friction Power Kids Gift New
HUSQVARNA FC 450 1:18 DieCast Motocross MX Toy Model Bike NEW MAISTO Cake Topper
Brand: MAISTO
Vehicle Type: Racing Motorcycle Series: YAMAHA YZF-R1
Material: Alloy, ABS, Rubber MPN: Does Not Apply
Vehicle Make: Yamaha Scale: 1:12
Colour: Black Year of Manufacture: 2016
sc_store999
MC01 US Shipping
Home & Garden Accessories
12inches Action Figures
1/6 Figure Accessories
Head & Hat & Hair
Feet & Shoes
Diecast Model
Other Model
3D light
Anime toys
Archery Sports
Wood Arrows
Bamboo arrows
Fiberglass Arrows
Aluminum Arrow
Quiver Bag
Archery accessory
Finger and Arm Guard
南阳诺亚商贸有限公司
舒付藏
ZhongZhou XiLu No.432
473000 Nanyang, 河南省
Email:sc_store5688@126.com
Item location: Nanyang, China
Excludes: Africa, Brunei Darussalam, Cambodia, Indonesia, Laos, Macau, Bolivia, Ecuador, Falkland Islands (Islas Malvinas), French Guiana, Guyana, Paraguay, Suriname, Venezuela, Bermuda, Greenland, Saint Pierre and Miquelon, Bahrain, Iraq, Jordan, Kuwait, Lebanon, Oman, Qatar, Yemen, Afghanistan, Armenia, Azerbaijan Republic, Bangladesh, Bhutan, China, Georgia, India, Kazakhstan, Kyrgyzstan, Mongolia, Nepal, Pakistan, Sri Lanka, Tajikistan, Turkmenistan, Uzbekistan, American Samoa, Cook Islands, French Polynesia, Guam, Kiribati, Marshall Islands, Micronesia, Nauru, New Caledonia, Niue, Palau, Papua New Guinea, Solomon Islands, Tonga, Tuvalu, Vanuatu, Wallis and Futuna, Western Samoa, Albania, Andorra, Austria, Bosnia and Herzegovina, Bulgaria, Cyprus, Germany, Gibraltar, Guernsey, Jersey, Liechtenstein, Lithuania, Luxembourg, Macedonia, Moldova, Monaco, Montenegro, San Marino, Serbia, Svalbard and Jan Mayen, Switzerland, Vatican City State, Anguilla, Antigua and Barbuda, Aruba, Bahamas, Barbados, Belize, British Virgin Islands, Cayman Islands, Costa Rica, Dominica, Dominican Republic, El Salvador, Grenada, Guadeloupe, Guatemala, Haiti, Honduras, Jamaica, Martinique, Montserrat, Netherlands Antilles, Nicaragua, Panama, Saint Kitts-Nevis, Saint Lucia, Saint Vincent and the Grenadines, Trinidad and Tobago, Turks and Caicos Islands
Change country: -Select- Argentina Australia Belarus Belgium Brazil Canada Chile Colombia Croatia, Republic of Czech Republic Denmark Estonia Fiji Finland France Greece Hong Kong Hungary Iceland Ireland Israel Italy Japan Korea, South Latvia Malaysia Maldives Malta Mexico Netherlands New Zealand Norway Peru Philippines Poland Portugal Puerto Rico Romania Russian Federation Saudi Arabia Singapore Slovakia Slovenia Spain Sweden Taiwan Thailand Turkey Ukraine United Arab Emirates United Kingdom United States Uruguay Vietnam Virgin Islands (U.S.)
Standard Shipping (Standard Shipping from China/Hong Kong/Taiwan to worldwide)
Seller ships within 3 days after receiving cleared payment- opens in a new window or tab.

redpajama_set_name: RedPajamaCommonCrawl


text:
Geometric average - practice problems
Number of problems found: 30
Straight-line depreciation
Olsen Inc. Purchased a $580,000 machine to manufacture a specialty tap for electrical equipment. The tap is in high demand and Olsen can sell all that it could manufacture for the next 10 years. To encourage capital investments, the government exempts tax
Two cables
On a flat plain, 2 columns are erected vertically upwards. One is 7 m high and the other 4 m. Cables are stretched between the top of one column and the foot of the other column. At what height will the cables cross? Assume that the cables do not sag.
Saving for education
Suppose that a couple invested Php 50 000 in an account when their child was born, to prepare for the child's college education. If the average interest rate is 4.4% compounded annually, a, Give an exponential model for the situation b, Will the money be
Truncated pyramid
Find the volume and surface area of a regular quadrilateral truncated pyramid if base lengths a1 = 17 cm, a2 = 5 cm, height v = 8 cm.
Sequences AP + GP
The three numbers that make up the arithmetic sequence have the sum of 30. If we subtract from the first 5, from the second 4 and keep the third, we get the geometric sequence. Find AP and GP members.
Annual growth
The population has grown from 25,000 to 33,600 in 10 years. Calculate what was the average annual population growth in%?
Annual increase
The number of cars produced increased from 45,000 to 47,000 in 3 years. Calculate the average annual increase in cars in%.
Statistics quiz
Fill in the missing word 1. in a data set, the mean, median and mode are measured of ________________ 2. "The manipulation of variables under controlled conditions"is the data collection method known as______________ 3. in a normal distribution, the area
Five harvests
In the seed company, they know that, out of 100 grains of a new variety, they get an average of 2000 grains after harvest. Approximately how many grains do they get out of 100 grains after five harvests?
Heptagonal pyramid
A hardwood for a column is in the form of a frustum of a regular heptagonal pyramid. The lower base edge is 18 cm, and the upper base of 14 cm. The altitude is 30 cm. Determine the weight in kg if the wood density is 10 grams/cm³.
Before yesterday
He merchant adds a sale sign in his shop window to the showed pair of shoes in the morning: "Today by p% cheaper than yesterday. " After a while, however, he decided that the sign saying: "Today 62.5% cheaper than the day before yesterday". Determine the
Frustum of a cone
A reservoir contains 28.54 m³ of water when full. The diameter of the upper base is 3.5 m, while at the lower base is 2.5 m. Find the height if the reservoir is in the form of a frustum of a right circular cone.
The profit of a company increased by 25% during the year 1992, increased by 40% during the year 1993, decreased by 20% in 1994 and increased by 10% during the year 1995. Find the average growth in the profit level over the four years periods?
Two cyclists 2
At the same time, two cyclists left the towns A and B at constant speeds. The first one going from town A to town B, and the second one from town B to town A. At one point of the trip they met. After they met, the first cyclist arrived at town B in 36min,
Coordinates of midpoint
If the midpoint of the segment is (6,3) and the other end is (8,4) what are the coordinate of the other end?
Conical area
A right angled triangle has sides a=12 and b=19 in right angle. The hypotenuse is c. If the triangle rotates on the c side as axis, find the volume and surface area of conical area created by this rotation.
Rectangle vs square
One side of the rectangle is 1 cm shorter than the side of the square, the second side is 3 cm longer than the side of the square. Square and rectangle have the same content. Calculate the length of the sides of a square and a rectangle.
The annual income (in thousands of $) of fifteen families is 60, 80, 90, 96, 120, 150, 200, 360, 480, 520, 1060, 1200, 1450, 2500, 7200. Calculate the harmonic and geometric mean.
Ten dices
When you hit ten dices at the same time you get average 35. How much do you hit if every time you get six, you're throwing the dice again?
Do you have an exciting math question or word problem that you can't solve? Ask a question or post a math problem, and we can try to solve it.
Your math problem:
Found similar examples:
We will send a solution to your e-mail address. Solved examples are also published here. Please enter the e-mail correctly and check whether you don't have a full mailbox.
Please do not submit problems from current active math competitions such as Mathematical Olympiad, correspondence seminars etc...
statistics379
geometric average30
expression of a variable from the formula 8
square root 7
geometric progression 6
percentages 6
cube root 6
area of the shape 5


Better late to the party than never right? That's what happened when we finally made it out to the popular Shishinori out on Cambie in the Home Depot complex. Yes, the place has been blogged-to-death as everyone has clamoured to try their "healthier" and light Japanese meals. Wait, healthy and light... For Milhouse, JuJu and I, those words are as foreign to us as a great experience dealing with ICBC. However, on a warm Sunday afternoon, Shishinori was looking like a pretty good choice.
JuJu kicked things off by digging into the Chilled Tofu with bonito and nori. This was a fairly straightforward dish with slices of smooth (yet firm) tofu that was laced with a mildly sweet and only marginally salty dressing. For his main, he went for the Hawaii Ahi Poke Bowl with shoyu dressing. It was served atop brown rice and served with a side salad. The poke itself was quite pleasant, if not conservatively seasoned. It did taste natural where the tuna wasn't overwhelmed. As much as we aren't fans of soggy rice, the brown rice was on the firmer side with hard pieces of crust strewn throughout.
For myself, I had the Spicy Teriyaki Beef Sub as a starter. In actuality, Milhouse and I got our orders mixed up as I ended up eating his sub. It wasn't particularly spicy, but I did get the teriyaki hit. The beef was sufficiently tender while the bun could've been more light. I ended up with the Real Crabmeat California Bowl as my entree and made it a meal with a Lychee Tea and bowl of Enoki Miso Soup. This was essentially a deconstructed California roll with the addition of apple in the mix. The light fluffy crab was good on its own, but the entire thing could've used something to brighten up the flavours (such as some acidity). Again, the hard brown rice was not that appealing.
Milhouse had what I had ordered in the Wasabi Mayo Beef & Avocado Sub. Similar to what I had except without the teriyaki, this was also quite mild-tasting except for the creaminess of the mayo. It wasn't particularly spicy though. Although his Wild Salmon Carpaccio Bowl was the prettiest plate, it was also the least amount of food. Hey, the salmon was buttery and naturally sweet, yet again, it seemed to be missing something. Also, if he had not ordered the sub, that was not enough to fill his tummy. This in itself is a problem for slightly bigger appetites as most items were not that substantial. However, I guess that would be the point of it all - being a lighter meal. In that sense, the food was not heavy and generally pleasant.


text:
Q: ZMQ Nodejs binding - ZMQ_POLLIN/POLLOUT values I'm inspecting these values to understand when I can shut down a socket (that is, when the socket is not polling/sending anything, thus I'm not loosing messages).
I'm using a sender (zmq.socket('push');) and a receiver (zmq.socket('pull');), but inspecting the zmq object I always have these values for ZMQ_POLLIN and ZMQ_POLLOUT (even if I manually remove the connection, thus no message should be received or sent):
{
   ...
   ZMQ_POLLIN: 1,
   ZMQ_POLLOUT: 2,
   ...
}

Which doesn't make sense to me. How can I check how a socket is not receiving anything so that I'm sure I can shut it down without worries of loosing incoming/outgoing messages?
Thanks

A: I don't think those constants mean what you think they mean. They are meant to be passed to the zmq.poll() function (or some such, I don't know the Node.js versions) as an interest specification. You then want to inspect the return value(s) from the poll() call to see if the sockets are still active.

A: I was looking indeed at the wrong function. What I had to look at was getsockopt(zmq.ZMQ_EVENTS);. The function has to be called from either the sender or the receiver in my case, and the result must be bitwise ANDed with the actual value of the constants zmq.ZMQ_POLLIN or zmq.ZMQ_POLLOUT.
To check if a socket is receiving messages I do like this: receiver.getsockopt(zmq.ZMQ_EVENTS) | zmq.ZMQ_POLLIN == 0, but having the result >0 doesn't mean it is receiving messages, it just means the queue is not full.


text:
forms compliance
forms compliance offer -
forms compliance offer - publiclegal
Terms and Conditions for Forms Compliance Offer
"Are these forms valid in my state?" At PublicLegal, we are committed to delivering top quality legal forms that are valid in all states. We place the highest priority on accuracy, relevance, and timeliness. We actively monitor legislative, administrative, and judicial activity at the state and national levels as it pertains to our documents and content. However, we recognize that states' laws change frequently. We will pay $50 to anyone who brings to our attention any form on our site that is not compliant with U.S. state law. Just complete the form below and describe the compliance issue, including the corrected language. Also, make sure to cite the form's name and your contact information. As soon as we can confirm the issue, we'll mail you a check! Please read the terms and conditions below before making a submission.
Material Issue. The correction must involve a material non-compliance issue that could invalidate the form and substantially impede its effectiveness.
Non-Material Improvements. A proposed correction that fails to meet the "Material Issue" standard, but that nonetheless would improve the form may receive an award of an amount solely at the discretion of PublicLegal, if adopted.
Documentation. Sufficient documentation must substantiate your proposed correction. You must clearly identify the full name of the form and the specific text at issue, cite the relevant or applicable statute or other governing law, and provide an accurate proposed remedy in redline form clearly delineating the text to be deleted and the new text to be added.
Nonduplication of Issue. Awards of $50 will be limited to a single compliance issue. For example, if you find an error on one of our forms that is duplicated on additional forms, the correction will be deemed a single compliance issue, and you will only be entitled to a single payment of $50 for that issue.
Multiple Corrections to Single Form. Multiple corrections within a single form shall qualify for a maximum award of $50. However, depending upon the complexity and materiality of the proposed correction, PublicLegal may at its sole discretion grant an award in excess of this amount.
Timeliness. Payment will only be made to the first person who brings the proposed correction to our attention and will be limited to those corrections that are deemed legally accurate and adopted by our site.
Technical Issue. Corrections that relate to the font type, font size, or other technical, non-substantive matters will qualify only for an award of $10.
Payment. Payments will be dispersed by bank check or PayPal at the contributor's discretion.
Liability. PublicLegal covenants that all submissions will remain anonymous and no liability will arise from any proposed corrections whether adopted or not.
Incorporation by Reference. All proposed corrections and payments are governed by PublicLegal's general Terms and Conditions of Use and Privacy Policy.
Submit Corrections to Form
Please complete the form below and press "Submit". It is important that you substantiate any proposed corrections by citing the applicable statute or other governing law. We ask that you please copy-and-paste below any portions of the form at issue and use strikethrough and underscore to emphasize changes. Thank you.
Payment Bank Check PayPal.com
Type Material Issue Non-Material Improvement Technical Issue


Since 2006, WEI has offered in the Twin Cities a unique ten-week educational summer program composed of lectures, related readings, hands-on workshops and field trips. The series focuses on a wide variety of topics framing sustainable organic agriculture, food justice and the new food revolution, relevant to a larger understanding of sustainable agriculture, food justice and local and global food and farming politics. The lecture series has been variously located, starting in 2006 in the basement of Amazon Bookstore in Minneapolis, moving subsequent years to Open Book, Phillips Cultural Community Center, and most recently to Birchwood Café in 2016.. The programming for Organic Farm School exemplifies WEI's mission to promote environmental, food and farming justice, across rural and urban and international communities.
For 2017, we will not be offering this series. Plans and grant funding for the summer of 2018 are underway.


text:
St.modwen Properties Share Price Today
St.modwen Properties Share Price Chart
St.modwen Properties Share Chat
St.modwen Properties News
St.modwen Properties Share Price History
St.modwen Properties Financials
St.modwen Properties Dividends
St.modwen Properties Trades
St.modwen Properties Level 2
Add St.modwen Properties to Watchlist
Add St.modwen Properties to your Portfolio
St.modwen Properties Share Price Alert
St.modwen Properties Share Chat (SMP)
Follow SMP
St.modwen Properties Plc LSE:SMP London Ordinary Share GB0007291015 ORD 10P
0.00 0.0% 500.00 499.00 503.00 506.00 492.50 492.50 109,048 16:35:15
Real Estate Investment & Services 433.0 72.4 27.1 18.5 1,112
St.modwen Properties Share Discussion Threads
Showing 276 to 298 of 650 messages
Chat Pages: Latest 14 13 12 11 10 9 8 7 6 5 4 3 Older
06:59 Fairly positive interim statement today
14:26 i've added some down here at 173p.
10:46 Any idea what might these open at Monday morning?
18:45 My top slice was taken out in the auction - at 184.75. I don't fully understand how the auction process works, but I'm liking it today as my limit price was 179.
sammu
15:54 Blimey, there's a cracking finish! 200 may well be in sight :)
10:50 200p in sight
druinsky
10:46 What a deal!!!!!
dugganjoe
10:30 going mental breakout
10:16 Great high profile win for Bill Oliver and the boys :) SMP business is totally first class - still seems far too cheap here, be great to see a push on to 180 now for starters.
09:57 Nice shoot up on that news today.. http://uk.advfn.com/news/UKREG/2012/article/51780439
10:49 breaking out nicely here today - 180p next chart resistance imo. CR
cockneyrebel
11:08 Buyers in here this am. CR
11:19 I agree, should get comfortably back into the 160-180 trading range from here for starters and still a significant discount to NAV at 232. Cheers for posting the news items gac141 "strong visibility" and "strongly placed to take advantage of prospects" again stands out. Have heard nothing but confidence from them going fwd imo. Quality.
10:58 Doesn't want to give much back imo - another leg up soon imo. CR
17:36 St Modwen could build 1,000 homes above London shopping centre Up to 1,000 new homes could be built above the Elephant and Castle shopping centre in south London, St. Modwen's chief executive's review revealed in the company's annual report (50-page / 244KB PDF).
gac141
15:37 Company behind football plan nets profits Epworth Bells The development which will have ten all weather pitches, a family friendly pub, retail and business premises on the former Tyco factory in Wheatley Hall Road, has been given the green light, say regeneration specialists St Modwen. See all stories on this topic » First phase of Llanwern dual carriageway begins South Wales Argus The scheme involves converting the former Llanwern steelworks access road into a public-standard dual carriageway, which developer St Modwen sees as vital to future growth on the site. Once finished the new route will connect the Newport Southern ... See all stories on this topic »
10:40 St Modwen submits further Longbridge regeneration plans By Ben Cook 09 February 2012 Further plans for the regeneration of Longbridge near Birmingham - including provision for a supermarket, shops and restaurants - have been submitted to Birmingham City Council.
08:18 Well done to those that held here - its looks very positive.
10:51 Lakes estate.  VACANT PLOT: The site earmarked for houses in Trentham Lakes. The 30-acre site, off Stanley Matthews Way, was earmarked for development after Stoke City's Britannia Stadium was opened in 1997. It has remained vacant since St Modwen announced multi-million pound plans for Trentham Business Park more than a decade ago. But now, outline proposals show the company wants a mix of detached, semi-detached and terrace homes to be built on the site. The initial plans also include children's play areas, as well as pedestrian and cycle links. Residents living near the site have welcomed the plans for more homes. However, some were concerned how local services will cope with the increase in families in the area. Forty-year-old Justin Kirkham, of Edgbaston Drive, said: "I like the idea of having some houses built. "But I don't want to see anymore traffic lights installed along Stanley Matthews Way. "There are three sets which are never used and just make it chaotic when it's busy so they are pretty pointless. "A new estate will look a lot better than another metal unit and I like the idea that St Modwen have incorporated two children's play areas in the initial plans." Mum Sarah Furniss, aged 33, of Kennington Oval, is worried about the impact on nearby schools Ash Green Primary, Priory Primary and Trentham High School. She said: "The new homes are a brilliant idea, anything is better than another industrial unit. "I just wonder about the school catchment areas and how local schools may struggle to cope with the increase in families." Nigel Cope, aged 39, also of Kennington Oval, said: "Building new homes is a good idea, but I would like to see a new doctors' surgery built and perhaps a row of shops too, because the only thing close by is Aldi and with all the extra houses I don't think that's enough." The development is the next phase in the 400-acre Trentham Lakes scheme, which includes leisure, commercial, business and residential properties. St Modwen is due to submit a planning application to officials at Stoke-on-Trent City Council later this month following a public consultation. Euan Lindsay, senior development manager at St Modwen, said: "We have received many welcoming comments in response to our consultation, supporting our view that a new residential neighbourhood at Trentham Lakes will prove very popular. "The new homes will provide improved housing choice in the Trentham area, boost the sense of community at the development and help attract inward-investing companies to the city." Trentham Lakes is a development by Stoke-on-Trent Regeneration Ltd, a joint venture between St Modwen and Stoke-on-Trent City Council. Residents are now being asked for their opinions about the development. They are being urged to contact either St Modwen on 01782 645222, or the firm's planning consultants at Barton Willmore on 0121 7115151 for more details.
16:00 Thanks CR!
12:49 http://www.ft.com/cms/s/0/84f6f6dc-518b-11e1-a9d7-00144feabdc0.html#axzz1lt8j1fLe ● FT Comment Hybrid models are often given a rough ride by investors. Instead of being rewarded for fighting well on two fronts, more often than not the shares of such companies lag behind purist sector peers. This is the case with St Modwen. Shares in the land-owning developer have risen 35 per cent since the start of the year, but still trade at a 39 per cent discount to net asset value. This is a long way below the wider property sector, which is on an unweighted average discount of 23 per cent, and looks unjustified.
15:13 yes :-) CR
15:02 Directors Buy- £1.525 and £1.54
St.modwen ..


Perhaps emboldened by The A.V. Club's own reasonably positive review, USA has already decided to give Mr. Robot, its new hacker drama, a second season. In fact, Mr. Robot is so new, that its first episode won't even premiere for a few hours (though you could've watched it here a month ago), proving that a little bit of critical acclaim and Twitter buzz can really give a show an important boost—unless that show is on NBC, of course.
Mr. Robot stars Rami Malek as a hacker kid and Christian Slater as a hacker man (the eponymous Mr. Robot), and together they use their hacking powers to try and defeat an evil corporation. Based on what we know about season one, the second season will most likely expand on the overarching plot, introduce new conflicts for the characters to face, and maybe Slater's character will get turned into an actual robot. Look, we have no idea what season two will be about, but at least there'll be one. That's all we've got.


Template spill prevention responsen doshti emergency and pics. Oil spill contingencyn template fresh division of prevention and response pics. Spill prevention and response plan template pics famous adornment.
Spill prevention andse plan template for businesses in dayton. Spill prevention and response plan template mott macdonald report. Chemical spill emergency response plan kabal 123 prevention andte pics. Spill prevention and response plan template picsil contingency fresh division.
Spill prevention and response planmplate for businesses in dayton. Spill prevention and response plan template pics oilntingency new. Templatepill prevention and response plan pics oil contingency beautiful.


text:
Justia › US Law › Case Law › Federal Courts › District Courts › Alabama › Middle District of Alabama › 2012 › Singleton v. Auburn University Montgomery et al › Filing 40
Singleton v. Auburn University Montgomery et al, No. 2:2011cv00713 - Document 40 (M.D. Ala. 2012)
Court Description: MEMORANDUM OPINION AND ORDER: 1. The Motion to Strike 34 is DENIED in part, GRANTED in part, and DENIED in part as moot, as discussed above. 2. The Motion for Summary Judgment 26 is GRANTED. A Final Judgment will be entered in accordance with this Memorandum Opinion and Order. Signed by Honorable Judge W. Harold Albritton, III on 9/13/2012. (jg, ) TERMINATED: Final Pretrial Conference 10/04/2012; Jury Trial 10/29/2012
IN THE UNITED STATES DISTRICT COURT FOR THE MIDDLE DISTRICT OF ALABAMA NORTHERN DIVISION BEASLEY SINGLETON, Plaintiff, v. AUBURN UNIVERSITY MONTGOMERY, Defendant. ) ) ) ) ) CIVIL ACTION NO. 2:11-cv-713-WHA ) (WO) ) ) ) ) MEMORANDUM OPINION AND ORDER I. INTRODUCTION This case is before the court on a Motion for Summary Judgment filed by Defendant, Auburn University Montgomery ( AUM ), on July 6, 2012 (Doc. # 26), and a Motion to Strike Affidavits and Other Evidence (Doc. #34) filed by AUM on August 22, 2012. The Plaintiff, Beasley Singleton ( Singleton ), filed a Complaint, along with three other individuals, on June 24, 2011. Pursuant to the court s September 2, 2011 Memorandum Opinion and Order, severing the original case into four separate cases, Singleton filed an Amended Complaint on September 14, 2011. The court ruled on two AUM Motions to Dismiss the Amended Complaint, resulting in only two of Singleton s claims proceeding to the summary judgment stage. The court also struck a reference to age discrimination and to tenure in Count II of the Amended Complaint. (Doc. #11 at p.10). The remaining claims are a claim of a racially hostile working environment in violation of Title VII (Count I), and race and gender discrimination in termination in violation of Title VII and § 1981 (Count II). The court has federal question subject matter jurisdiction over these claims. See 28 U.S.C. § 1331. For the reasons to be discussed, the Defendants Motion to Strike is due to be GRANTED in part and DENIED in part and the Motion for Summary Judgment is due to be GRANTED. II. SUMMARY JUDGMENT STANDARD Summary judgment is proper if there is no genuine issue as to any material fact and . . . the moving party is entitled to a judgment as a matter of law. Celotex Corp. v. Catrett, 477 U.S. 317, 322 (1986). The party asking for summary judgment always bears the initial responsibility of informing the district court of the basis for its motion, relying on submissions which it believes demonstrate the absence of a genuine issue of material fact. Id. at 323. Once the moving party has met its burden, the nonmoving party must go beyond the pleadings and show that there is a genuine issue for trial. Id. at 324. Both the party asserting that a fact cannot be, and a party asserting that a fact is genuinely disputed, must support their assertions by citing to particular parts of materials in the record, or by showing that the materials cited do not establish the absence or presence of a genuine dispute, or that an adverse party cannot produce admissible evidence to support the fact. Fed. R. Civ. P. 56(c)(1)(A), (B). Acceptable materials under Rule 56(c)(1)(A) include depositions, documents, electronically stored information, affidavits or declarations, stipulations (including those made for purposes of the motion only), admissions, interrogatory answers, or other materials. 2 To avoid summary judgment, the nonmoving party must do more than show that there is some metaphysical doubt as to the material facts. Matsushita Elec. Indus. Co. v. Zenith Radio Corp., 475 U.S. 574, 586 (1986). On the other hand, the evidence of the non-movant must be believed and all justifiable inferences must be drawn in its favor. See Anderson v. Liberty Lobby, 477 U.S. 242, 255 (1986). After the nonmoving party has responded to the motion for summary judgment, the court shall grant summary judgment if the movant shows that there is no genuine dispute as to any material fact and the movant is entitled to judgment as a matter of law. Fed. R. Civ. P. 56(a). III. FACTS The submissions of the parties establish the following facts, construed in a light most favorable to the non-movant: The Plaintiff, Singleton, was formerly employed at AUM. He began working at AUM in 1991 as a maintenance technician in the Housing and Residential Life Department. His last position at AUM was Supervisor in the Housing and Residence Life Department. In 2010, AUM informed Singleton and other employees that their last day of employment would be September 30, 2010. AUM has provided evidence that in order to take advantage of potential cost savings, AUM decided to outsource trade service positions within the Facilities Department and the Housing and Residence Life Department. Wanda Meadows, Vice Chancellor of Financial Affairs, has stated in a declaration that she was involved in the outsourcing of trade positions and that Sodexo was the successful bidder on the outsourced trade service positions. Twelve positions were designated for elimination including Electrician, Coordinator, Carpenter, Senior HVAC Technician, HVAC Technician, Mechanic, two 3 Maintenance Technicians, Painter, Plumber, Supervisor, and Maintenance Service Manager. Six of these positions were held by white employees and six positions were held by AfricanAmerican employees. AUM states that it requested of the outsourcing company, Sodexo, that all affected employees be granted a job interview. AUM provides evidence that all of the duties of the outsourced trade service positions were assumed by Sodexo employees as of October 1, 2010. AUM s position is that Singleton was not hired by Sodexo, but could have applied for an available position at AUM while in layoff status until October 6, 2010, when Singleton submitted his resignation and cut off his layoff status. Singleton states that he was subjected to racially-offensive comments during his employment with AUM. Singleton himself identifies in his deposition the term Do Boy as being used on one occasion by Dale Caldwell, an AUM Human Resources employee, several years before his deposition. A former AUM employee, Brenda Foster, attributes the term Do Boy and Boy to Daryl Morris, Singleton s supervisor at the time of his termination.1 Singleton has also stated that other unnamed people told him that Wanda Blake,2 Vice Chancellor for Financial Affairs, said that an African-American employee, Dorsey Smith, did not deserve to make $95,000 because he was black. (Singleton Dep. at p. 19:7-14). Singleton further testified in his deposition that when his then-supervisor Glenn Allen ( Allen ) told Kevin Shout ( Shout ), a former AUM Director, that Singleton was one of the best they will ever have, Shout said that they had to find a way to keep Singleton from being the best they had. The day he 1 This evidence is subject to the pending Motion to Strike filed by AUM. 2 AUM has submitted the Declaration of Wanda C. Meadows, Vice Chancellor of Financial Affairs. The two women named Wanda who hold the title Vice Chancellor of Financial Affairs are apparently the same person. 4 retired in 2004,3 Allen told Singleton that Singleton had to watch his back because of his color. (Id. at p.44:22-45-1). Singleton also states that Morris said as soon as I take over, I am going to take care of Beasley s ass. (Id. at p. 48: 5-8). Singleton points to his removal from a meeting of supervisors even though he performed without pay the duties of white persons who were allowed to remain at the meeting. Singleton has also identified other instances of racial disparate treatment which he says were suffered by other African-American employees of AUM. Singleton also cites to the EEOC charges of others at AUM. Finally, Singleton points to testimony in his deposition that he suffered frustration and passed out on one occasion because of mental anguish caused to him by AUM, although he appears to tie this mental anguish primarily to the loss of his job. (Id. at p.157:3-158:1). IV. DISCUSSION A. Racial Harassment Claim AUM contends that Singleton cannot establish a racial harassment claim because none of the comments or conduct he has described relate to race, that much of his evidence is inadmissible, and that even if the comments which are admissible were race-based, they did not rise to the level of racial harassment. Before the court can evaluate the racial harassment claim, therefore, the court must first address AUM s Motion to Strike, and then determine what admissible evidence is of race-based comments or conduct, so as to be relevant to a racial harassment claim. 3 AUM provides the affidavit of Jeanine Boddie-LaVan in which she states that Allen retired from AUM on July 31, 2004. 5 1. Evidentiary Issues a. Motion to Strike AUM has moved to strike in their entirety, or in part, the affidavits of Debra Foster, Louvenia McCray, Adrianne Giles, and Beasley Singleton. AUM also moves to strike the EEOC charges of various persons and the Complaints filed by other persons against AUM. AUM moves to strike affidavits in whole or in part because they contain opinions which the affiants are not qualified to state, they contain inadmissable hearsay, and assertions not based on personal knowledge. Inadmissible hearsay cannot be considered on a motion for summary judgment. See Macuba v. Deboer, 193 F.3d 1316, 1322 (11th Cir.1999). If hearsay can be reduced to admissible form at trial, however, it may be considered. Macuba, 193 F.3d at 1324. In addition, Singleton may also support a claim of hostile work environment by the use of harassing conduct he learned of through hearsay so long as he was aware of the incidents during his employment. Melton v. Nat l Dairy LLC, 705 F. Supp. 2d 1303, 1341 (M.D. Ala. 2010). In his affidavit, Singleton has identified certain conduct as being conduct of which he was made aware during his employment, specifically: actions described by Foster as taken by Katherine Jackson against African-American women and occurring before 2009,4 a white employee calling employee Carrie Martin ( Martin ) a nigger, Adrianne Giles being forced to use a time clock while white employees were not, and Morris treating Judith Hagan more favorably than Louvenia McCray ( McCray ) and Martin. Therefore, these events, identified as 4 In her affidavit, Foster describes disparate treatment of herself and a Dr. Cyprian in paragraphs 5 through 13, and states that she left employment with AUM in 2009. (Doc. #32-3). 6 being known to Singleton during his employment, will be considered for purposes of the harassment claim. Another statement objected to as hearsay, however, has not been identified by Singleton as being a statement of which he was aware and, therefore, will not be considered for purposes of the harassment claim; namely, a statement by Adrianne Giles that she received correspondence stating we do not like blacks here. In addition, while Singleton states that he was aware of actions against African-American women by Katherine Jackson as described in Foster s affidavit, Singleton does not refer in his affidavit to the statements in Foster s affidavit of alleged disparate treatment by unnamed AUM officials, such as those included in paragraphs 9, 12, 14, 15 and 19-26 of her Affidavit, objected to by AUM on various grounds. There being no evidence to demonstrate that those actions were known to Singleton during his employment, so as to contribute to a hostile environment as experienced by him, the court will not consider that evidence for purpose of the racial harassment claim. See, e.g., Edwards v. Wallace Cmty. Coll., 49 F.3d 1517, 1522 (11th Cir. 1995)(stating some of the incidents relied upon were not made known to Edwards until after her termination and, therefore, could not have contributed to her subjective view of a hostile environment. ). A primary part of Foster s affidavit to which AUM objects is her statement that Singleton told her he had been called Do Boy or Boy by Daryl Morris on numerous occasions and that Morris continued to refer to him in this manner. Although Foster has stated that Singleton himself complained to her about Morris s conduct, Singleton did not refer to Morris s use of the phrase Do Boy or Boy in his deposition, or in his subsequently-submitted affidavit in which he does state that he was aware of actions by Katherine Jackson as stated in Foster s affidavit. 7 Singleton contends that because Foster was the Senior Director of Human Resources during the time the events in question occurred, she was a representative of AUM against whom the statements are offered, so that the statements are not hearsay under Rule 801(d)(2)(A). Even assuming the rule would allow admissibility of out-of-court statements by Foster, the rule would not apply to statements made by others to Foster. The court will, however, consider the evidence that Foster told Singleton to tell Morris that the use of Do Boy and Boy was inappropriate, and that she reported the matter to Wanda Blake as well. AUM also moves to strike several exhibits as not having been disclosed pursuant to Rule 26(a). These exhibits include the EEOC charges of Carrie Martin, Debra Foster, Adrianne Giles, and Louvenia McCray, and the Complaints of Foster, Giles, and McCray in cases against AUM. Singleton offers these to demonstrate that his perception of his environment as hostile was objectively reasonable, because others also complained of harassment. Singleton responds that AUM had the documents in its possession as the employer of these individuals, and that the materials were made available for copying and inspection per the Initial Disclosures. The court will not exclude these exhibits as not having been disclosed, however, the challenged Complaints are not sworn statements. The court will only consider the fact that they were filed, but will not consider the content of the Complaints. As to the EEOC charges, for purposes of the harassment claim, the court will consider that they were filed, and will consider what has been shown to have been known to Singleton during his employment. b. Race-Based Conduct Considering the admissible evidence presented by Singleton, he has presented some evidence of race-based, or arguably race-based, conduct. As noted above, Singleton has stated 8 that he was aware that a white employee in the Department of Housing and Residential Life called AUM employee Martin a racial epithet on an unspecified date. He has also pointed to a race-based statement by Blake, made known to him, that an employee did not deserve his $95,000 salary because he was black, and a comment in 2004 by Allen upon his retirement that Singleton needed to watch his back because of his color.5 With regard to the use of Do Boy and Boy comments, AUM disputes that those words are race-based. Words such as boy are not always race-based, but can be depending on context, inflection, tone of voice, local custom, and historical usage. Ash v. Tyson Foods, Inc., 546 U.S. 454, 456 (2006). The court will consider the comments to be race-based for purposes of this case, drawing all reasonable inference in favor of the non-movant. A different issue is presented with respect to other comments presented by Singleton. Singleton has pointed to statements and conduct by Morris made in the context of Morris s supervision of Singleton. This evidence does not involve race-neutral terms which could be race-based depending on context, but instead is evidence of comments or conduct by Morris which Singleton perceived to be race-based. For example, Singleton confronted Morris after having heard that Morris said he would take care of Beasley s ass, and when Morris said he didn t mean it in that term, but wanted to correct some of Singleton s behavior, Singleton asked whether it was a racial thing, and Morris said no. (Singleton Dep. at p. 48:6-49:5). Another example is Morris s assignment of duties, as to which Singleton took issue because 5 In his brief, Singleton states that Janet Warren, an administrator at AUM, made it known, and her views were shared by others, that AUM hired too many African-Americans. (Doc. #31 at p. 34). There is, however, no citation to any evidentiary support of any kind for this assertion in Singleton s brief, and the court will not consider it. 9 Morris was being controlling. (Id. at p. 51:8-9). With respect to these comments, there is no evidence before this court from which to conclude that Morris s statements or conduct were race-based. The comments by former employee Shout to Allen regarding Singleton s evaluation, to the effect that they needed for Singleton not to be the best they had, similarly have not been shown to be race-based comments. While Allen himself stated that Singleton should be careful because of his color, a comment which is race-based and which the court will consider, that does not make Shout s comments to Allen race-based. Singleton has also pointed to evidence of which he was aware during his employment, such as a requirement that only an African-American employee use a time clock, more favorable treatment of white employees by Morris, treatment of African-American women by Katherine Jackson, and Singleton s own exclusion from a meeting to demonstrate race-based treatment. The court will also consider this evidence. 2. Merits of the Race Harassment Claim Racial harassment in which no adverse tangible employment action is taken, but which is sufficient to constructively alter an employee's working conditions is actionable under Title VII. Burlington Indus., Inc. v. Ellerth, 524 U.S. 742 (1998). To prove racial harassment a plaintiff must show that (1) he belongs to a protected group, (2) he has been subject to unwelcome harassment, (3) the harassment has been based on a protected characteristic, (4) the harassment is sufficiently severe or pervasive to alter the terms and conditions of employment and create a discriminatorily abusive work environment, and (4) the employer is responsible for 10 the environment under a theory of vicarious or direct liability. Miller v. Kenworth of Dothan, Inc., 277 F.3d 1269, 1275 (11th Cir. 2002). AUM has challenged whether Singleton has established that conduct he experienced was sufficiently severe or pervasive to constitute racial harassment. The severe or pervasive nature of harassment is established if a plaintiff shows that he subjectively perceived the working environment to be abusive, and that a reasonable person would view the environment as hostile and abusive. Miller, 277 F.3d at 1276. In this case, Singleton has placed emphasis on the use of the terms Do Boy or Boy in substantiating the severity or pervasiveness of harassment he says that he experienced. As earlier stated, the court accepts for purposes of the Motion for Summary Judgment that the terms are racial terms in this case. In his deposition, Singleton identified only a single use of the term Do Boy by Dale Caldwell, a former Human Resources employee, during a seminar four to five years ago. (Singleton Dep. at p. 31:23). Do Boy meant that management pawned duties off on Singleton. (Id. at p.38:1-5). When asked whether there were other instances when someone referred to him as Do Boy, Singleton answered No. I think once is enough. (Id. at p. 89:23-90:1). Singleton states in his deposition that when Caldwell referred to him in this way at the seminar, Morris stated, Man, don t say that. (Id. at p. 36:5). Foster, on the other hand, has stated in an affidavit that Daryl Morris used the terms Do Boy and Boy, and that she told Singleton to tell Morris not to use that term. Singleton himself, however, has not acknowledged in testimony the use of the term Boy or Do Boy by Morris, or even multiple uses of Do Boy by any AUM employee. 11 Foster s statement potentially creates a question of fact as to the use of these terms by Morris,6 but the court finds it significant that Singleton did not acknowledge the comments pointed to by Foster either his own deposition, or in an affidavit filed in opposition to summary judgment wherein he specifically identifies the portions of other witnesses affidavits of which he was aware. The fact that Singleton does not point to any of his own testimony to substantiate the use of these terms by Morris appears to the court to tend to undermine his argument that he subjectively viewed the conduct as abusive. See Harris v. Forklift Sys. Inc., 510 U.S. 17, 21 (1993). Turning to the objective severity of the harassment, the court considers: (1) the frequency of the conduct; (2) the severity of the conduct; (3) whether the conduct is physically threatening or humiliating, or a mere offensive utterance; and (4) whether the conduct unreasonably interferes with the employee's job performance. See Allen v. Tyson Foods, 121 F.3d 642, 647 (11th Cir. 1997). In this case, all four factors point to the conduct not being sufficiently severe or pervasive to establish a racial harassment claim. The single Do Boy comment by Caldwell; the statement by former-employee Allen upon his retirement in 2004 that Singleton should watch his back because of his color; the comment regarding an African-American s salary; the racial epithet directed at Martin, another employee, on one occasion; and the unspecified number of 6 The court notes that while Foster has stated that Singleton complained to her that the terms Do Boy or Boy were used on numerous occasions, assuming that statement is admissible, that characterization itself is not determinative. In an unpublished opinion, the Eleventh Circuit applied Ash and affirmed a district court s grant of summary judgment where a plaintiff testified that he was called boy constantly, but could only recall eight specific instances over the course of two years where he was called that term. Alexander v. Opelika City Sch., 352 F. App x 390, 393 (11th Cir. 2009). 12 uses of Do Boy or Boy by Morris, along with the few instances of other conduct identified by Singleton which are arguably race-based, because they are different treatment of white and African-American employees, occurred over a six-year period, and, therefore, do not constitute frequent conduct. See, e.g., Cargo v. Alabama Bd. of Pardons and Parole Div., 391 F. App x. 753, 755 (11th Cir. 2010) (stating [f]ive or six incidents over the course of three to four years is hardly frequent conduct ). The racial epithet used by an employee to refer to Martin, the one severe comment in evidence, was not directed at Singleton. See Alexander, 352 F. App x at 393 (noting that the most severe comment was not directed to the plaintiff in affirming summary judgment). While Singleton has taken offense at some conduct, none of it was physically threatening or objectively humiliating, with the exception perhaps of the removal from a meeting attended by supervisors. There has been no evidence to show that the incidents of harassment interfered with Singleton s job performance. Viewing all of the admissible race-based, or arguably race-based, comments and conduct under the totality of the circumstances, including that EEOC charges and Complaints were filed by other employees, the court concludes that Singleton has not established that he was subject to racial harassment at AUM that was sufficiently severe or pervasive to alter the terms or conditions of employment and create a discriminatorily abusive working environment. See Alexander, 352 F. App x at 393; Cyprian v. Auburn Univ. Montgomery, 799 F. Supp. 2d 1262, 1278 (M.D. Ala. 2011) (considering among other evidence the comment Do Boy, the statement that an African-American should not make $95,000 a year, EEOC charges of other employees, and a dislike for a time clock and 13 concluding that they do not meet the standard of objective severity or pervasiveness used by this circuit to evaluate hostile work environment claims. ).7 3. Count II Discrimination Claims AUM moves for summary judgment as to the claims in Count II on the grounds that Singleton cannot bring a claim under §1981 against AUM, that his gender discrimination claim is barred because it was not raised before the EEOC, that he does not have a prima facie case of discrimination on the basis of race, and that he cannot establish pretext. In response to the motion, Singleton only addresses his Title VII claim for discrimination on the basis of race. (Doc. #31 at p.21). Singleton having abandoned other discrimination claims, summary judgment is due to be GRANTED as to any §1981 race or Title VII gender claims. See Resolution Trust Corp. v. Dunmar Corp., 43 F.3d 587, 599 (11th Cir.1995); Road Sprinkler Fitters v. Indep. Sprinkler Corp., 10 F.3d 1563, 1568 (11th Cir.1994). The court now turns to Singleton s Title VII race discrimination claim for termination. a. Direct Evidence Singleton contends that he has presented a direct evidence case of discrimination. He points to race-based comments discussed above in connection with the harassment claim, such as Do Boy and Boy, Blake s assessment of the salary paid to another African-American employee, and that former-employee Allen told him he needed to watch his back because of his 7 The court has concluded above that Morris s statement that he would get Singleton s ass and other comments by Morris in the context of his supervision of Singleton, as well as Shout s pre-2004 comments to Singleton s then-supervisor Allen regarding an evaluation of Singleton, have not been shown to be race-based. Even considering that evidence, which extends the applicable timeline to a time even earlier than Allen s July 2004 comment to Singleton, the court would not conclude that Singleton has established severe or pervasive racial harassment under Eleventh Circuit law. 14 color. Singleton also points to a comment by Morris that he would get Singleton s ass, and evidence that Blake required an African-American employee to use a time clock. Singleton argues that these comments constitute direct evidence under precedent such as EEOC v. Alton Packaging Corp., 901 F.2d 920, 923 (11th Cir. 1990). Singleton does not identify a decisionmaker for his termination, other than to state that Blake was a Vice-Chancellor involved with Morris to outsource the housing department, without citation to any evidence. Direct evidence of discrimination reflects a discriminatory or retaliatory attitude correlating to the discrimination or retaliation complained of by the employee. Wilson v. B/E Aerospace, Inc., 376 F.3d 1079, 1086 (11th Cir.2004). Direct evidence of discrimination is evidence, that, if believed, proves [the] existence of [a] fact in issue without inference or presumption. Burrell v. Board of Trustees of Ga. Military College, 125 F.3d 1390, 1393 (11th Cir.1997). Comments by non-decision makers or remarks unrelated to the decision making process are not direct evidence. Standard v. A.B.E.L. Servs., Inc., 161 F.3d 1318, 1330 (11th Cir. 1998). The comments pointed to are unrelated to the decision-making process, particularly comments such as those by Allen upon his resignation in 2004, or comments about the salary of another employee, and are not direct evidence. See Ross v. Rhodes Furniture, Inc., 146 F.3d 1286, 1291 (11th Cir. 1998) (comments remote in time or not directed at the plaintiff are not direct evidence). Furthermore, none of the comments pointed to by Singleton have been shown through admissible evidence to have been made by decision makers involved in the decision to 15 outsource Singleton s job. The court cannot conclude, therefore, that Singleton has established a direct evidence case of disparate treatment.8 b. Circumstantial Evidence Title VII prohibits employers from discriminating against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin. 42 U.S.C. § 2000e-2(a). This framework first requires a plaintiff to make out a prima facie case of discrimination. Combs v. Plantation Patterns, 106 F.3d 1519, 1527-28 (11th Cir. 1997). Next, the defendant is given an opportunity to produce a legitimate, nondiscriminatory reason for the challenged employment action. Id. at 1528. Once the defendant has met his burden, the plaintiff is given an opportunity to come forward with evidence, including the previously produced evidence establishing the prima facie case, sufficient to permit a reasonable factfinder to conclude that the reasons given by the employer were not the real reasons for the adverse employment decision. Combs, 106 F.3d at 1528. In this case, Singleton contends that he was laid off from his job because of his race. The exact scope of his claim, however, is somewhat unclear. He has argued in his brief in opposition to summary judgment that he was replaced by white employees in his position, that he should have been retained in Morris s position, that he should have been transferred by AUM to another available position, that he disputes that he was interviewed by Sodexo, and that he was treated differently from similarly situated employees. The court takes each of these in turn. 8 Having concluded that none of the evidence pointed to is direct evidence, the court finds that the Motion to Strike is due to be DENIED as moot as to the evidence submitted for purposes of the direct evidence claim. 16 i. Position Filled by Persons Outside of His Protected Group To establish a prima facie case of discriminatory discharge, a plaintiff must show that (1) he is a member of the protected class, (2) he was qualified for the job from which he was discharged, (3) he was discharged, and (4) that he was treated less favorably than a similarlysituated person, or replaced by a person, outside his protected class. Maynard v. Bd. of Regents, 342 F.3d 1281, 1289 (11th Cir. 2003). Singleton contends that his role as Facilities Manager was assumed by a white male, Morris, and a white female, Blake.9 AUM states that Singleton cannot demonstrate that he was replaced by a person outside of his protected class. AUM has presented evidence that Singleton s position as supervisor was classified as a trade service position and outsourced. (Decl. of Jeanine Boddie-Lavan at ¶5). AUM has further provided the declaration of Meadows, Vice Chancellor of Financial Affairs, in which she states that on October 1, 2010, Sodexo assumed the job responsibilities of the former trade service employees, that neither she nor any other AUM employee, including Morris, assumed any duties of former trade service employees which were outsourced. (Decl. of Wanda Meadows at ¶ 4). Singleton disputes that his duties were not assumed by a Sodexo employee. His support for this position comes in the form of citations to his own deposition in which he listed some duties which he states Morris took over after Singleton left, and his belief that Morris took over those duties. (Singleton Dep. at p. 115: 19-22; 172:5-17). When asked whether he was assuming that Morris was performing those duties, Singleton answered, Yes, I m assuming. 9 As noted earlier, Wanda Black and Wanda Meadows appear to be the same Vice Chancellor of Financial Affairs. 17 (Id. at p. 116:11-13). He similarly identified some duties he said were performed by Blake, and his belief that Blake took over some of those duties, but when asked whether he was assuming that Blake took over his duties, he answered, Yes. Like I said, I feel I assume that she did that. (Id. at p. 121:17-21). Singleton s evidence, which consists of his opinion or belief, based on his admitted mere assumption, that his duties were assumed by other AUM employees is not sufficient, in light of AUM s affirmative evidence to the contrary, to demonstrate that there is a genuine dispute as to whether Singleton was replaced by a white employee. Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 249-50 (1986) (stating that an issue is not genuine if it is created by evidence that is merely colorable or is not significantly probative. ). Singleton has failed to establish a prima facie case of discrimination in termination and summary judgment is due to be GRANTED as to this aspect of his claim. ii. Singleton Should Have Been Retained in Morris s Position Singleton states that he trained Morris and was the most viable candidate for Morris s position, so Singleton should have been retained in the position which remained after outsourcing. In his brief, Singleton states that he was terminated and/or denied a promotion. (Doc. #31 at p. 25). AUM states that there is no failure to promote claim in the Amended Complaint or EEOC charge,10 and the court agrees. (Doc. #3 & Ex. A). Therefore, if Singleton is claiming that he 10 AUM also argues that to the extent that Singleton now contends that he was not adequately compensated in his job before he was terminated, that claim is also not present in the Amended Complaint or EEOC charge. The court agrees that there is no disparate compensation claim in this case. 18 should have received Morris s position at the time that Morris initially was made his supervisor, the court agrees that that is a failure to promote claim not fairly within the claims as pled in the Complaint. See Gilmour v. Gates, McDonald & Co., 382 F.3d 1312, 1315 (11th Cir.2004) (stating that a plaintiff cannot amend his complaint to add claims by simply arguing the claims in a brief in opposition to summary judgment); see also Brown v. Snow, 440 F.3d 1259, 1266 (11th Cir. 2006). Therefore, summary judgment is due to be GRANTED to the extent that Singleton now seeks to assert such a claim. If Singleton s claim is that he should have been promoted to Morris s position at the time that the decision was made to outsource positions, and that Morris should have been removed from the position, that is a theory which might be fairly within the claims asserted in this case, as it stems from his termination. Singleton has not, however, cited any legal authority to demonstrate that AUM was required to place him in Morris s position at the time Singleton s position was outsourced. Cf. Jameson v. Arrow Co., 75 F.3d 1528, 1533 (11th Cir. 1996) (stating in the context of a reduction in force that the law does not require younger employees to be fired so that employees in a protected age group can be hired). Furthermore, Singleton has not shown that Morris as Director and he as Supervisor were similarly-situated employees who were treated differently. Summary judgment is, therefore, due to be GRANTED as to this theory as well. iii. Singleton Should Have Been Transferred/Re-Hired Singleton contends that under AUM policy, when he was placed in layoff status, he should have been transferred, based on his seniority, to another department. 19 In a reduction-in-force claim, a plaintiff can establish a prima facie case by showing (1) that he was in a protected group and was adversely affected by an employment decision; (2) that he was qualified to assume another position at the time of discharge or demotion; and (3) evidence by which a factfinder might reasonably conclude that the employer intended to discriminate in reaching the decision at issue. Barnes v. Southwest Forest Indus., Inc., 814 F.2d 607, 609 (11th Cir.1987). Where a job for which the plaintiff is qualified is available at the time of . . . termination, and the employer offers the job to someone outside of the plaintiff s protected group, an inference of intentional discrimination is permissible. Jameson v. Arrow Co., 75 F.3d 1528, 1531-33 (11th Cir. 1996). Singleton provides a portion of the AUM Personnel Policies and Procedures Manual which states that layoffs will be initiated considering seniority, and that no new job applicant will be considered for regular employment in any job classification or reasonably comparable job classification if there is someone in layoff status who qualifies for consideration. (Doc. #32-2 at p.3). Jeanine Boddie-Lavan ( Boddie-Lavan ), Senior Human Resources Officer, has stated in a Declaration that AUM s policy provides that an employee is given priority consideration for any available position for which the employee applies and is qualified. (Boddie-Lavan Decl. at ¶ 7). Also according to Boddie-Lavan, Singleton submitted a resignation to AUM on October 6, 2010, which terminated his layoff status. (Id.) Because Boddie-Lavan states that an employee in layoff status must apply for an available position, but there is no mention of an application requirement for a person in layoff status in the policy provision cited to by Singleton, there may be a question as to what the duty of a laid-off employee is to be considered for an available position at AUM. For that potential 20 question to be material in this case, however, there must be some evidence that there was an open position for which Singleton should have been considered during the period of his layoff status from September 30, 2010 to October 6, 2010. See Earley v. Champion Int l Corp., 907 F.2d 1077, 1083 (11th Cir. 1990) (stating that a plaintiff must show that he was qualified for another available job with that employer). Singleton states in his brief that open positions existed when he was laid off, but the portion of his deposition to which he cites in support of that argument is as follows: Q. And you wanted to be considered for any available position at AUM upon your termination; is that correct? A. That s correct. (Singleton Dep. at p. 172:22-173:2). In the fact section of his brief, he states that open positions existed, but the citation he provides is to his statement in his deposition that AUM should have asked him if he wanted to mop the floor, and he would have taken anything instead of losing his job. (Id. at p. 140: 7-15). This evidence does not establish that there were open positions for which Singleton should have been considered. If there were no open positions for which Singleton was qualified, the law does not require AUM to transfer Singleton to a position. See, e.g., Jameson, 75 F.3d at 1533. Singleton having failed to submit evidence that there was an open position for which he was qualified and should have been considered for at the time he was laid off or at any time before he resigned from his layoff status, summary judgment is due to be GRANTED as to this aspect of Singleton s claim. iv. Sodexo Interview 21 Although he does not dispute that AUM requested Sodexo to grant a job interview to all employees whose positions were outsourced to it, Singleton states in his brief that AUM cannot deflect its liability by stating that Sodexo interviewed the employees in the eliminated department because Singleton was not interviewed. It is unclear to the court by what legal theory Singleton seeks to hold AUM liable for Sodexo s failure to hire him once his position became a Sodexo position. Even if there were authority for such liability, the court cannot conclude that Singleton has created a question of fact as to whether Sodexo interviewed him. He has cited his own deposition statement that he was not interviewed, but in his deposition he admits that he met with Sodexo representatives, and that he can t say his meeting was not an interview, and that [m]aybe it was their interview, but I don t consider it a professional interview. That s why I said they didn t interview me. Singleton Dep. at p. 103:8-12. Therefore, the court cannot conclude that there is a genuine dispute of fact on this point so as to preclude summary judgment. Anderson, 477 U.S. at 249-50. v. Similarly-Situated Employees Singleton contends that he can establish a prima facie case of discrimination by pointing to treatment of similarly-situated employees. For the most part, however, he does not point to himself relative to any other employee, but has instead pointed to completely different employees. He identifies Carrie Martin and Louvenia McCray as other African-American employees who were treated differently from a white employee, Adrianne Giles as an AfricanAmerican employee who was required to use a time clock, and Debra Foster as an African- 22 American employee treated differently from several white employees.11 Singleton cannot establish a prima facie case of discrimination in his own termination by pointing to treatment of other African-American employees in other positions. See Holifield v. Reno, 115 F.3d 1555, 1562 (11th Cir.1997) (stating that a plaintiff must show that he and the employees are similarly situated in all relevant respects). Singleton also invokes the term pattern and practice, apparently intending this evidence to establish such a claim. A private litigant cannot maintain a pattern and practice claim unless it is brought as a class action, however. See Davis v. Coca-Cola Bottling Co., 516 F.3d 955, 969 (11th Cir. 2008). Singleton also mentions himself in this discussion within his brief, stating that he was not permitted the benefits of other employees and was removed from a meeting of supervisors. That evidence, however, does not establish disparate treatment in termination.12 Summary judgment is, therefore, due to be GRANTED as to this theory as well. V. CONCLUSION For the foregoing reasons, it is hereby ORDERED as follows: 1. The Motion to Strike (Doc. #34) is DENIED in part, GRANTED in part, and DENIED in part as moot, as discussed above. 11 While much of this evidence is the subject of the Motion to Strike on various grounds, including an objection that Foster s affidavit was not properly disclosed as expert testimony, as discussed below, Singleton has failed to make a valid legal comparison, so the Motion to Strike is due to be DENIED as moot as to the evidence of disparate treatment of similarly-situated persons. 12 No separate disparate treatment claims based on this evidence are identified in the EEOC charge or pled in the Amended Complaint. 23 2. The Motion for Summary Judgment (Doc. #26) is GRANTED. A Final Judgment will be entered in accordance with this Memorandum Opinion and Order. Done this 13th day of September, 2012. /s/ W. Harold Albritton W. HAROLD ALBRITTON SENIOR UNITED STATES DISTRICT JUDGE 24


text:
How to write a song about your ex girlfriend
Personal mission statement 7 habits
Urbanization trends in american cities
An overview of the southern speak
French nobles and army officers blended with the Spanish to create a Creole community. Food traditions include a vast array of relishes and chow chow to enhance field peas and cornbread ; jellies, jams, and preserves; vegetable crops corn, sweet potatoes, greens, beans, peas ; hogs; and cattle.
This essay draws on these publications and the research conducted by cultural specialists folklorists, cultural anthropologists, cultural geographers, ethnomusicologists and the non-academically-trained community scholars. African Americans, African Creoles, Italians, Germans, and Irish were all instrumental in the development of this new art form.
Although only you can decide whether to make the extra effort to study Thai script, I think it can provide a valuable and rewarding foundation for continued learning of the Thai language. To make a very long story short, Carbone and his ninja style team…Bobby, Stacy and Ruben were beyond professional.
This area, the Louisiana delta from the Red River to the Arkansas border was home to a folk culture based on open-range hogs managed by Catahoula curs, a dog breed developed in the area.
We have invested in people and succeeded to make a visible change Throughout the twelve years of operation of the Chelopech mine, workers health and safety have always been a priority for Dundee Precious Metals.
Since Louisiana's landscape does not include the vast rangelands of the American West, adaptations were needed in both North and South Louisiana.
The written Thai Language was introduced by the third Sukhothai period king, Ramkhamhaeng, in Courtesy of Louisiana Office of Tourism. First curated by Nicholas R. Having spent much of my business career traveling, polite Southern is my default.
Church services featuring gospel performances are broadcast on radio and television. People from other regions make assumptions when they hear a Southern accent. Carbones experience and knowledge assured me I made the right decision in who I would trust to take care of this matter.
Carbone is the best lawyer to have. In the spring of that year, a group of Latter-day Saints in Virginia purchased the school.
The iron boom was short-lived, however, and Dr. Most settled first in rural agricultural communities, later moved into cities to start small businesses, and soon dominated the food distribution systems.
Durham strengthened the school's academic program. Never Miss A Creation!
Geographers and historians have documented many of the settlement patterns and the waves of immigration into most parts of Louisiana. Ranch owner Linda Blackburn has also taken on the local style of speaking since moving to Texas. You look upon it as a failure.
Sorry, teachers, I know this hurts, but these expressions represent nothing but a regional dialect. Few had slaves in large numbers. People's sense of community and validation must be protected and honored.About Houston Facts and Figures.
Houston was founded on August 30, by brothers Augustus Chapman Allen and John Kirby Allen on land near the banks of Buffalo Bayou. With member countries, staff from more than countries, and offices in over locations, the World Bank Group is a unique global partnership: five institutions working for sustainable solutions that reduce poverty and build shared prosperity in developing countries.
An Overview of Civilization. Edited By: Robert Guisepi. CIVILIZATION is a triumph of mind over matter, of reason over instinct, and of the distinctly human over mankind's animal nature.
Bakersfield Family Law Attorney California Divorce Attorney. Few legal matters are more emotional than those centered around your family. Whether you are working through a divorce, are trying to determine paternity or are seeking a guardianship, you will have questions about your options and the legal process.
The Crossings at Carlsbad has been providing our brides and grooms with the perfect venue for their special day since Our experienced catering team helps make your special day effortless and helps take the pressure off the couple so they can enjoy their wedding.
Home» Copywriting» An overview of the southern speak English langstone hughes perspective of humor as a therapy The fossil record shows Homo sapiens living in .
Informative outline for bob marley essay
Roles and functions 2 essay
How to write an essay on conflict resolution
Marketing strategy of tvs motor company
A study on the ancient greek civilization
Management function behaviour
The life and journeys of epicurus
Online research paper tools
The us government should alter the current policies involving veterans
The importance of megan s law a collection of statutes that were passed in 1994


AE86 Driving Club ( AE86DC ) > Sales Section > Nissan Parts For Sale / Wanted > Full Ca18det to ke70 package- Minus fuel setup.
View Full Version : Full Ca18det to ke70 package- Minus fuel setup.
Has been turned over to just to make sure its working then turned off. Cas has not been set with timing light yet.
R32 Stock radiator included , Using the alloy one pictured in next car.
Gearbox Crossmember and Engine cross member.
Standard ecu with ALL the wiring to suit ke70. Its seriously a 30 minute job to plug in no soldering required.
My loss is your gain. 4500 ono. All you need to make it work in your car is a surge tank and pumps. I would sell mine , but Im using it for the next car.
only keen to sell together. otherwise ill just hang onto it... no harm in asking tho.


text:
Fargot Password? / Help
Kevin Stratton \ Kevin's Projects \ Honeyjack Showcase
October 27, 2018 in Kevin's Projects
Honeyjack Showcase
Veteran songwriter Mark Summerlin (BE, Seal, David Foster) having teamed up with virtuoso guitarist T.J. Scarlett (Rut-Bustin' Guitar, RiverBilly) to form the Arkansas-based country/rock band, Honeyjack.
What more...listen. Seasoned, fresh, professional and geared up with a powerful rock angle on their own guitar-heavy throwback-style, combining elements of 70's southern rock and 80's rock radio hits pulled willingly into the sound of 2016.
Quick introductions....
Mark Summerlin grew up in the bayou-town Houma, Louisiana, but moved to Fayetteville, Arkansas to join progressive rock band, BE with his brothers and a childhood friend. BE toured nationally, had songs appear on TV shows, and helped define the buzzing live-music scene in Fayetteville, Arkansas in the 90's. After a brief stint as a solo singer-songwriter, (during which he opened for guitar legend Eric Johnson), Mark eventually would go on to be the guitarist and music director for Grammy-winning singer Seal. After 5 world tours, dozens of television performances, and co-writing with both Seal and mega-producer David Foster, Mark began writing for what was originally slotted as a solo project. That quickly changed when he brought in guitar-phenom, T.J. Scarlett.
HoneyJack is...
T.J. Scarlett - Mark Summerlin
Listen to Honeyjack.
Honeyjack Music Selection
Kevin's Role: Executive Producer, Managing Director, Technical & Creative Adviser, Business Development
Tom HopkinsThis Is All Now
This Is All Now
Jerred Williamson
Tehrah feat. Tom Hopkins Grammy Showcase
What is a Producer
Sounds From The Studio
Anatomy of a Music Video
K Squared Music, LLC
16356 N. Thompson Peak Pkwy #1120
kevin@kevinstratton.com
Copyright © 2019 K Squared Music, LLC -
All other material is copyright by original creators and are presented here for promotional/educational purposes only.


Yerba santa has been used for love, purification, growth, empowerment + beauty. It helps to release emotional pain stores in the heart chakra. It is an uplifting scent and can be burned when you are in need of courage. Traditionally it has been used in the southwest to clear mucus and coughs.


In The Sheriff of Fractured Jaw, Kenneth More stars as Jonathan Tibbs, the errant nephew of Lucius (Robert Morley), the pompous and irascible owner of Tibbs and Co., gunsmiths since 1605. Giving up his malfunctioning invention of a "horseless carriage" (it will never catch on), Jonathan instead reluctantly takes his place in the family firm. But he has just the idea to turn its fortunes around. Since the American Wild West is full of outlaws, gunslingers and is having trouble with "a frightful female outlaw named Jessie James", it seems like just the place to sell his company's wares. Why, the premium products of Tibbs and Co. could bring just the touch of class these colonials need!
So Jonathan sets off for the wild west, ending up in the frontier town of Fractured Jaw. There he is attacked by Indians, finds himself in the middle of a gang war, and is tricked into becoming Sheriff by the town's wily mayor and general store owner (Henry Hull). Tibbs is aided by his new invention, an automated, mechanical, quick-draw derringer, designed to be thrust into his hand when he flexes his arm muscle. This gives him the appearance of being the quickest gun in the west, with the derringer appearing at both opportune and inopportune moments. Staying in town to be its Sheriff also has its compensations, mainly the attractive saloon owner, Kate (Jayne Mansfield). Kate doesn't know quite what to make of Tibbs, but he sure does talk purty.
The Sheriff of Fractured Jaw is an amiable comedy that relies heavily on the easy charm and British pluck of its star, Kenneth More. The film was based on a short story by Jacob Hay that was first published in McLean's magazine in 1954. The story was adapted by the blacklisted writer Howard Dimsdale, using the pseudonym "Arthur Dales". Comedy westerns often use the premise of the tenderfoot out west, or the mild-mannered man mistaken for a fearless sheriff or ace gunslinger. The Sheriff of Fractured Jaw involves both those elements, but adds More's Englishness as an extra ingredient, mostly defusing problems with his "Now look here, you can't do that sort of thing" attitude and giving his enemies are jolly good talking to. The misunderstandings and complications are familiar from previous tenderfoot comedies like Destry Rides Again (1939) and The Paleface (1948) and from Englishmen-out-west comedies like Ruggles of Red Gap (1935).
The screenplay gets More's character into mostly predictable situations and the humour is mild but occasionally funny. It relies a lot on the breezy charm and likeability of Kenneth More and his performance gives the film much of its appeal. His co-star, Jayne Mansfield, seems less comfortable as the saloon owner Kate. She gets to "sing" a few numbers, although she is obviously dubbed (by Connie Francis, who also sings the theme song). These slow the pace a bit, especially her song and dance routine in the saloon bar, complete with incongruously elaborate costumes that don't seem quite in place for a grubby, wild west saloon.
There's also some unintentional amusement to be had from the unlikely romantic pairing of Jayne Mansfield and Kenneth More. The two leads, perhaps unsurprisingly, have no chemistry at all. The romance between their two characters is not believably developed, with Mansfield going from mild bewilderment with More to enthusiastic acceptance of his accidental proposal in a matter of minutes. There are also some jarring bits of back projection in their exterior sequences and the looping of Mansfield's dialogue, in particular, is very obvious in some early scenes, giving her a booming, slightly disembodied voice.
The film is notable for a couple of reasons, neither of which is immediately apparent on a casual viewing. The first is that, despite appearances, the film is a British production, although one obviously aimed at the American market. It was produced by Daniel M. Angel, an independent producer best known for war dramas The Sea Shall Not Have Them (1954), Reach for the Sky (1956) and Carve Her Name with Pride (1958). Angel had a distribution deal at the time with Twentieth Century Fox. This allowed the film to be made in Fox's wide screen format, CinemaScope, and provided Angel with his American star, Jayne Mansfield, who was under contract to Fox. Angel teamed her with Kenneth More, the star of his biggest hit, Reach for the Sky. Other than the casting of More and the opening scenes in England, there are few signs that this wasn't a traditional Hollywood effort. One clue that the film wasn't made in the US is the presence of Sid James as the drunken passenger on board the stagecoach, in the scene where the Indians first attack. Coincidentally, Sid James would star in probably the most famous British comedy-western, Carry on Cowboy in 1965. A very young Steven Berkoff also supposedly appears in the studio scenes as an extra.
The film's interiors were filmed at Pinewood Studios in England, but the film does a good job at replicating the look and feel of an American western. This is aided by the use of American character actors, including Henry Hull, Bruce Cabot and William Campbell, the latter as overly-friendly gunslinger, Keeno. As a result, we're mostly spared seeing British actors struggling to play cowboys. The producer also enlisted Raoul Walsh, an American director with plenty of action and western experience. Walsh was an impressive 71 years old when he made the film, and wouldn't retire from directing for another 6 years. It was Walsh who recruited his old friend Henry Hull to the cast, and this was their fifth and final film together.
The rest of the crew were largely drawn from the British industry and include cinematographer Otto Heller (The Ladykillers, The Ipcress File and Olivier's Richard III), costume designer Julie Harris (A Hard Day's Night, The Wrong Box, Live and Let Die), editor John Shirley (who worked on the same producer's Reach for the Sky and Carve Her Name with Pride), and art director Bernard Robinson, a Hammer regular whose credits include the Hammer versions of The Curse of Frankenstein (1957), Dracula (1958) and The Mummy (1959).
An original US poster. Blacklisted screenwriter Howard Dimsdale is credited as "Arthur Dales"
The other reason the film is notable is because it was the first of many westerns to be filmed in Spain. This would become the favoured location of British-produced westerns, including The Singer Not the Song (1961) and Shalako (1968), but became better known as the location for spaghetti westerns in the 1960s and '70s, including Sergio Leone's A Fistful of Dollars (1964) and its sequels. The Spanish locations are not unattractive and make for a good substitute for the American west. A pre-fabricated western town set was put together by Fox and shipped out to the location in Spain.
The original reviews were mixed, but there were some enthusiastic ones, including a rave from Variety. The film's prospects at the box office were not helped when Daniel M. Angel joined with another British producer, John Woolf, to sell 55 of their films to television. This incurred the displeasure of the British exhibitors, who boycotted their films. The film's distributor, Twentieth Century Fox, persuaded the exhibitors that Angel no longer had any financial interest in the film and removed references to him in publicity materials. The exhibitors eventually relented and the film seems to have been reasonably successful in the UK, where it was in the top ten attractions of 1959.
The Sheriff of Fractured Jaw is a mild entertainment that ambles along in an agreeable fashion, thanks largely to More's likeability and good humour, and it will probably appeal more to his fans than to Mansfield's. It isn't a classic film, but it's a pleasant and easygoing comedy that occupies its own niche in film history, even if it's one that isn't often appreciated.
a ckmment is added I get three emails with the same comment.
Is there any way you cann remove people from that service? Thanks!
I'm not sure what's causing that, but I'll look into it.


text:
First Visit to Paris
Related to Yves Saint Laurent, Fashion
Barely 17 years old, Yves Saint Laurent participated in the annual Secrétariat international de la laine competition. The jury was composed of well-known couturiers, such as Hubert de Givenchy and Christian Dior. The Secrétariat international de la laine represented wool producers in the Southern Hemisphere, promoting wool at a time when buyers were attracted by synthetic fabrics. The competition was comprised of three categories in which each candidate could participate: coats, suits, and dresses.
Saint Laurent won third place in the dress category and traveled to Paris with his mother to collect it.
With the help of his father's contacts, he met Michel de Brunhoff, editor-in-chief of Vogue (Paris), during his first visit to the capital. De Brunhoff, whose influence was key in Saint Laurent's career, encouraged him to continue designing while remaining focused on finishing high school.
Yves Saint Laurent and his paper dolls, Paris, 1957. Photograph by François Pagès.
© Droits Réservés
Sketch and design made by Yves Saint Laurent for the Secrétariat international de la laine competition, Paris, 1953.
To Move to Paris


Natural Bamboo Tambor Paneling — Like most matting products, they look great when attached to walls, and ceilings. Designers use this product to produce beautiful countertops and tables when resins are applied over them. A cloth backing adds to the ease of applying construction cement, or wallpaper glues when attaching to various materials.
Natural Rolled Bamboo Fencing — Connected with hidden heavy gauge galvanized wires, our fence panels are pre assembled and ready to be installed in your outdoor garden or home. Easily set up outdoor structural fences by connecting them together to form a screening barrier.
Thatch and Umbrella Kits — Thatch roofing is one of the oldest forms of roofing known. Thatch is renewable, fast growing and earth-friendly. BambooandTikis.com carries coco palm thatch roof panels from Mexico (also known as palapas), cape reed panels from Africa, and thatch panels from Fiji.
Bamboo is considered a sustainable resource because it grows faster than any other plant on earth. Various types of this woody grass can grow 3 feet or more per day. When grown commercially, it is grown like other horticultural crops and harvested annually. Bamboo regenerates without replanting and requires minimal fertilization and planting. It is also an important economic resource in less developed countries, improving the quality of life of those that are involved in the commercial growth and distribution.


Alan and Thomas Insurance Group does not yet feature on ApprenticeEye.
Do you work for Alan and Thomas Insurance Group? Contact us to upload your company profile and reach a wide audience of relevant, industry professionals.
A new insurance apprenticeship scheme has been launched which will lead to a recognised qualification from the Chartered Insurance Institute and will offer apprentices mentoring and coaching, as well as networking opportunities and hands-on work experience.
Do you work for Alan and Thomas Insurance Group? Upgrade this listing now and maximize your company exposure by featuring products on your profile.