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Aesthetics of Power (425)
An excerpt from Corey Robin's new edition of The Reactionary Mind.
When it comes to saying something with buildings, Trump is less concerned with size and scale than with surfaces. This is a man incapable of reading a summary of a briefing paper. But show him a window treatment, mention a slab of stone or pane of burnished glass, and his attention is rapt. Suddenly he becomes the most observant diarist, recording detail after loving detail of the beauty he sees and its effects on him:
Der, Ivana, and I looked at hundreds of marble samples. Finally, we came upon something called Breccia Perniche, a rare marble in a color none of us had ever seen before — an exquisite blend of rose, peach, and pink that literally took our breath away. . . . It created a very luxurious and a very exciting feeling.
Amid a complex account of the financial challenges of retail, Trump can't help noting that one of his atrium's tenants sells leather pants that are "soft and buttery."
That attention to external detail informs Trump's political judgments as well. One of his most heartfelt criticisms of Obama was that rather than hosting a celebration for foreign dignitaries in a lavish ballroom, he served dinner to them in "an old, broken, rotten-looking tent" on the White House lawn. "That's no way for America to host important meetings and dinners with world leaders and dignitaries. We should project our nation's power and beauty with a proper facility and ballroom." So enraged was Trump at this failed aesthetics of power that he called the White House and, patched through to Obama senior strategist David Axelrod, offered to build a ballroom there for free. Now in office, Trump has set things right. According to an early report in the New York Times:
Visitors to the Oval Office say Mr. Trump is obsessed with the décor. . . . He will linger on the opulence of the newly hung golden drapes, which he told a recent visitor were once used by Franklin D. Roosevelt but in fact were patterned for Bill Clinton. For a man who sometimes has trouble concentrating on policy memos, Mr. Trump was delighted to page through a book that offered him 17 window covering options.
Trump's sensibility is less monumental than ornamental. That sensibility is not simply personal or psychological. It's a rococo aesthetic that dominated New York fashion and museum culture in the 1980s — when The Art of the Deal appeared — and that cultural historian Debora Silverman, in Selling Culture: Bloomingdale's, Diana Vreeland, and the New Aristocracy of Taste in Reagan's America, identifies as the true cultural front of the Reagan Administration. This faux-aristocratic ethos was opulent and ostentatious, loud and luxurious, vicious and vulgar. It was a world made for Donald Trump, the world that made Donald Trump. As Trump says: "What I'm doing is about as close as you're going to get, in the twentieth century, to the quality of Versailles."
This entry was posted in Art, Ideology, Politics, Thought and Image on October 13, 2017 by apciv.
← Tottering Day (425) Let Me Explain Something To You (455) →


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NewsReviews
Netflix Review: 'The Ghost Bride' is Adventurous But Lacks Depth
More often than not, as viewers, we seek content that lacks mainstream appeal and offers something we've never seen before. That's when the neophyte in us goes trawling around in Netflix's unexplored foreign dramas section. The films and shows in this cram-full catalog may not always be as satisfying as we would expect them to be, but they do allow us to explore a whole new world of cinema that goes beyond the restrictions of language and cultural barriers.
'The Ghost Bride', which is another addition to Netflix's foreign dramas, is adventurous, mysterious and even unusually funny at times. Despite being very similar to most other typical fantasy drama shows out there what brings a unique twist to it is its expansive exploration of the Peranakan culture—the culture of the Chinese living in Malaysia. 'The Ghost Bride' is, at times, bogged down by its convoluted script, replete sub-plots, and colorless performances, but its overwhelmingly beautiful imagery and scene-settings make you want to watch it despite all of its flaws.
The Ghost Bride Recap
Set in the 1890s Colonial Malacca, the story begins with the introduction of the main character Lin Lan, who comes from a fairly middle-class yet content family. Despite being weighed down by a lifetime of hefty debts, Lin's father tries his best to provide for the family. With an odd twist of fate, their family is later invited to a party organized by the royal Lim family, who seem to be showing some keen interest in Lin.
However, things take a grim turn when they get to know that the royal family wants Lin to become the "ghost bride" of their deceased son. Though this could help him get rid of all of his debts, Lin's father unanimously declines the proposal. But with the events that follow, Lin's life turns into a living nightmare as she gets herself embroiled in a murder-mystery and some ghastly other-worldly affairs.
The Ghost Bride Review
The overall narrative of 'The Ghost Bride' can be divided into four major arcs. The first one begins with the growing tension between the members of Lin Lan's family, who frantically worry about their condition. Meanwhile, Lin Lan reconsiders the proposal from the Lim family.
The whole setup of this arc revolves around the struggles of a once-affluent family that falls prey to the lure of luxuries being offered to them by the rich. But as the show progress further, adding heft to this simple setup is the cultural details. The culture in itself influences the behavior of the characters and the situations they are all involved in. Lin's father struggles to choose between his morals as a father while Lin is forced to conform to all the norms that are laid down on her by society.
However, despite the richness of its cultural context, in the second arc, 'The Ghost Bride' becomes too repetitive and barely makes any progress. The only pivotal plot point during this part of the show is a murder mystery that lacks the gravity one would expect from it. Following this, the story becomes heavily multifaceted when Lin Lan further braces herself in the world of supernatural to find the answers to all the mysteries surrounding her and delves into a ghostly "Purgatory." But even the representation of this afterworld comes off as a bit of a slog where too many aspects of the story are explored at once. And not to mention, the unnecessary love triangle that starts to set in is just another typical aspect of its storyline that barely moves you in any way.
The first season of 'The Ghost Bride' comes to a satisfying end as it meticulously concludes all of its underlying mysteries and unlike its source, the show also surprisingly brings a satisfying climax to its romantic subplots. However, albeit all its creativity in context with its exploration of history and folklore, 'The Ghost Bride' is no different from all the other typical teen vampire and werewolf fantasy shows that are floating around aimlessly. Unlike other renowned fantasy dramas, 'The Ghost Bride' simply lacks the depth that would attract viewers from all demographics. So overall, the show is adventurous, enjoyable at times and enlighteningly rich in Chinese mores, but it eventually turns out to be a bit too simple.

redpajama_set_name: RedPajamaCommonCrawl


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Q: We often need to reinstall our Xamarin.Forms app in order to receive notifications from GCM We are developing a Xamarin.Forms app for Android and iOS. It implements Google Cloud Messaging for remote/push notifications. When they work, it works great. Sometimes, however, they do not work. We've found uninstalling and redeploying from visual studio or an APK fixes the issue. This is obviously not acceptable for production.
Anyone else experience this?

redpajama_set_name: RedPajamaStackExchange


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Q: AES CBC decryption works, CTR does not I am trying to decrypt data using AES CBC and CTR mode. The ciphertext has been prepended with the 16 byte IV.
I have my ciphertext data in the following format:
vector<vector<byte>> CBCMessages;
vector<vector<byte>> CBCKeys;
vector<vector<byte>> CTRMessages;
vector<vector<byte>> CTRKeys;

I am using Crypto++ to decrypt the data. This is my code:
for (int i = 0; i < CBCMessages.size(); i++)
{
    std::string decryptedtext;

    // split IV from ciphertext
    byte iv[16];
    std::copy(CBCMessages[i].begin(), CBCMessages[i].begin()+16, iv);
    CBCMessages[i].erase(CBCMessages[i].begin(), CBCMessages[i].begin()+16);

    // this block works fine
    AES::Decryption aesDecryption(&(CBCKeys[i][0]), CBCKeys[i].size());
    CBC_Mode_ExternalCipher::Decryption cbcDecryption( aesDecryption, iv );
    StreamTransformationFilter stfDecryptor(cbcDecryption, new CryptoPP::StringSink( decryptedtext ) );
    stfDecryptor.Put( reinterpret_cast<const unsigned char*>( &(CBCMessages[i][0]) ), CBCMessages[i].size() );
    stfDecryptor.MessageEnd();

    std::cout << decryptedtext << std::endl;
}

for (int i = 0; i < CTRMessages.size(); i++)
{
    std::string decryptedtext;

    // split IV from ciphertext
    byte iv[16];
    std::copy(CTRMessages[i].begin(), CTRMessages[i].begin()+16, iv);
    CTRMessages[i].erase(CTRMessages[i].begin(), CTRMessages[i].begin()+16);

    // this block produces junk
    AES::Decryption aesDecryption(&(CTRKeys[i][0]), CTRKeys[i].size());
    CTR_Mode_ExternalCipher::Decryption ctrDecryption( aesDecryption, iv );
    StreamTransformationFilter stfDecryptor(ctrDecryption, new CryptoPP::StringSink( decryptedtext ) );
    stfDecryptor.Put( reinterpret_cast<const unsigned char*>( &(CTRMessages[i][0]) ), CTRMessages[i].size() );
    stfDecryptor.MessageEnd();

    std::cout << decryptedtext << std::endl;

    // try again with different method - this works fine
    decryptedtext.clear();
    CTR_Mode< AES >::Decryption d;
    d.SetKeyWithIV( &(CTRKeys[i][0]), CTRKeys[i].size(), iv, 16 );
    StringSource( reinterpret_cast<const unsigned char*>( &(CTRMessages[i][0]) ), CTRMessages[i].size(), true,
        new StreamTransformationFilter( d,
            new StringSink( decryptedtext )
        )
    );

    std::cout << decryptedtext << std::endl;
}

As you can see, the middle block (first block for CTR decryption) produces junk output. Note that this block should actually be pretty identical to the block used for CBC decryption.
The block used for CBC decryption is basically copied from this FAQ entry (answer by 2005-Oct-21 10:38am jeffrey). I have then altered this block to use it for CTR decryption which is when it failed to work. The second CTR block is inspired by the "Sample Program" section here.
What seems to be the problem in the first CTR code block?

A: It is probably because
AES::Decryption aesDecryption(&(CTRKeys[i][0]), CTRKeys[i].size());
https://upload.wikimedia.org/wikipedia/commons/3/3c/CTR_decryption_2.svg
CTR Mode needs AES::Encryption to decrypt the ciphertest
https://en.wikipedia.org/wiki/Block_cipher_mode_of_operation


Cloudy water can be caused by a number of factors. Check the following items in the order they appear for sources of cloudy water.
Filters must be run enough hours a day and must be clean in order to effectively remove dirt and debris from the pool water. The filter should be run a minimum of 8 continuous hours a day for halogen pools during daylight hours. When problems exist, the filter should be run continuously. The filter media (sand, DE or cartridge) must be chemically cleaned at least twice a year for chlorinated or brominated systems.
High pH, total alkalinity, and/or total hardness can cause minerals to fall out of solution, which clouds the water. This is actually the beginning of scale build-up, and should be addressed as soon as possible. Perform a complete water analysis and follow the ALEX recommendations for proper water balance.
Proper sanitiser residuals and normal oxidation keep bacteria and algae from growing in the pool, and eliminate undesirable compounds that can promote their growth. If these residuals drop, even temporarily, bacteria and other organisms can take a foothold and begin growing, and can cloud the water. In chlorinated or brominated pools, shock using 1 bag of Burn Out Extreme per 50,000 litres or 150 grams of Burn Out 35 per 10,000 litres. Use these products if the water is already cloudy and you suspect a growth. For regular maintenance to prevent cloudiness, you may use either of these or Lite or Oxy-Clear Pool Shock.
An inability to maintain proper sanitiser and oxidiser levels can indicate a problem and can cloud the water. In chlorinated, salt or brominated pools, test for demand.
The beginning stages of algae growth will often simply cloud the water before turning it a colour. Apply shock products appropriate for your sanitiser and add an initial dose of algaecide. Often, algae growth indicates a lapse in regular application of a preventive algaecide.
A build-up of insoluble compounds often cannot be removed by the filter. This is usually caused by inconsistent maintenance or by not shocking after heavy bather loads. Apply shock products appropriate for your sanitiser.
Sometimes, if a pool is indoors or is kept covered most of the time, gases that normally evaporate are reabsorbed into the pool water. This re-absorption causes a phenomenon referred to as bicarbonate scale. In this situation, the pH tends to drift down and the total alkalinity drifts up, and adjustments to either are not effective. To eliminate this problem, remove the solar cover and rebalance, or for indoor pools, ventilate well and rebalance. In the future, remove the solar cover or ventilate an indoor pool several hours daily to allow the pool to gas-off properly.
Once ALL of these things have been checked and adjusted, proceed with an application of Polysheen Plus. If the water does not clear within 48 hours of continual filtration, and all of the above have been checked by a qualified professional from the store, and everything is in order, assume that there is a growth in the lines.


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HomeEventsA&B Cymru Awards 20142014 Business Categories Winners
2014 Winner Events
A&B Cymru Philanthropy Award 2014
2014 Business Categories Winners
Business of the Year 2014
Legal & General Arts Award 2014
2014 Business Categories Finalists
2014 A&B Cymru Awards Winners
Business Adviser of the Year, sponsored by University of South Wales
Winner: Kay Walters, Pobol
Lee Mead & Kay Walters, Pobol
The judges were unanimous that Kay's contribution to Artis Community was strong in every area. The organisation has provided professional art experiences across Rhondda Cynon Taf for over 20 years. Kay began a Skills Bank placement in 2011 to implement new HR policies and systems. When the organisation then re-branded, it faced re-structure and Kay demonstrated further commitment by joining the board and subsequently becoming its Chair. Artis Community believes it would not have managed the organisational change without her support, advice, strength and wisdom. For Kay, the experience has brought many personal and professional benefits, developing leadership and mentoring skills and a greater understanding and appreciation of the arts.
Arts, Business & Brand Identity, sponsored by Arup
Winner: Penderyn
Caroline Berry & Laura Davies, Penderyn
Welsh Whisky Company's distinctive Penderyn brand found an ideal match in the Royal Welsh College of Music & Drama's first Jazz Time Festival. The sponsorship clearly aligned the business with high quality performances for an audience drawn from a key demographic.
The festival provided an exceptional opportunity for young musicians at the College to perform in an industry environment, alongside some of the best known UK jazz artists. Penderyn was delighted with the partnership and the profile it achieved, both through extensive marketing and during the weekend when over 1,000 visitors attended the festival. Thanks to A&B Cymru's CultureStep, the RWCMD jazz students gave two performances at the Brecon distillery and there are now plans to stage a showcase in London to benefit both the college and the business. The judges were impressed by the innovative sponsorship
model which combined cash support with the provision of Penderyn products to sell in the college bar.
Arts Business & the Community, sponsored by Wales & West Utilities
Winner: Merthyr Valleys Homes
Suzanne Packer & Iona Davies, Merthyr Valleys Homes
Merthyr Valleys Homes partnered Literature Wales to tackle literacy and well-being with residents in sheltered accommodation. Writer Mike Church set out to capture older people's memories and collect reminiscence poetry for future generations. The business, a registered social landlord, wanted to celebrate the history of Merthyr Tydfil and pass on the memories of its older tenants to a younger generation. The project explored the problems of social isolation and health and effectively promoted community cohesion and cultural awareness. The poems composed were collected into a book and recorded on CD and launched at Merthyr's Soar Theatre in December 2013. The book is now available in residential homes and the local library. In Spring 2014, Capturing Memories was extended to explore intergenerational creative workshops. The judges were impressed by the evident success of this partnership and the way it continues to develop.
Arts, Business & Young People, sponsored by Hospital Innovations
Winner: Sony UK Technology Centre
Nathan Bake & Steve Dalton, Sony UK Technology Centre
Since relocating to Sony's Pencoed base four years ago, It's My Shout Productions has developed a deep partnership with the business. Sony's financial support enables hundreds of young people across Wales to develop skills in drama, writing and all aspects of film making. The unique relationship between the business and It's My Shout provides flexible training activities in a technologically advanced environment and many of the teenagers involved in the projects go on to work in the film and television industry. The judges praised the depth of this partnership and the sense of aspiration and ambition it inspires in the young people. They were also impressed that Sony's support allows It's My Shout to run Bridgend Youth Theatre, benefitting over 300 youngsters each year. This year theatre projects are being developed across South Wales and films, in both English and Welsh, will be shot across the country.
Arts & Small Business, sponsored by Principality Building Society
Winner: Great Orme Brewery
Julian Lewis Jones & Jonathan Hughes, Great Orme Brewery
A fantastic sponsorship by a small enterprise was the judges' verdict on Great Orme Brewery's support of the Ymuno Festival of music and community arts, held annually in the hills near Abergele. The festival organisers approached the Colwyn Bay based micro brewery after attending an A&B Cymru Sponsorship Seminar and a mutually beneficial partnership was forged to effectively promote Great Orme's artisan ales to a target audience of festival goers from North Wales and beyond. Full crediting on marketing material reached over 25,000 people and, in addition to the cash sponsorship, Great Orme Brewery donated its profits from the festival bar towards an event the organisers had planned in St Asaph. The judges were struck by the clever synergy between two small organisations working in the same geographic area and sharing ambitions to attract a wider market. Both partners are committed to developing the relationship further in 2014.
Arts, Business & the Environment, sponsored by West Coast Energy
Winner: Renault Cardiff
Anna Ryder RIchardson & Darren Bowen, Renault Cardiff
Renault Cardiff initially approached Chapter wanting to promote its new electric car during the UK Green Film Festival held at the arts centre. Both partners soon developed a bigger opportunity to work together, highlighting the car and the environmental values important to the business and arts partner. Renault now lends Chapter an electric van 6 times a month for the arts centre to deliver its magazines and other marketing material. This has reduced the cost to Chapter and significantly lessened the impact on the environment. Renault views the partnership as a perfect way of raising the profile of the new electric vehicles to a large and environmentally concerned audience. It also underlines the business' commitment to the local community and the arts and this in-kind sponsorship is set to continue indefinitely. The judges were unanimous that this perfect matching of objectives and clever in-kind sponsorship made it a clear winner.
Arts, Business & Employees, sponsored by Cartrefi Conwy
Winner: Wales & West Utilities
Huw Roberts & Sarah Hopkins, Wales & West Utilities
Wales & West Utilities extended an arts based training scheme with Act Now Creative Training to its gas engineers. Initially Adrienne O'Sullivan of Act Now trained the Customer Care teams and the business was so impressed with the results achieved through drama techniques that the partnership is now in its fifth year. Wales & West engineers who respond to gas emergencies have undergone training in listening and communication skills and the business has seen a clear increase in customer satisfaction scores as a result. It now has a reputation within the industry as the main benchmark and inspirational lead in customer care. Act Now's training is credited as one of the main reasons for this and for the business winning a prestigious utility industry award. In 2014-15 Act Now is extending the training programme further to Wales & West staff in England and North Wales.
Arts, Business & Long Term Support, sponsored by SRK Consulting
Winner: Principality Building Society
Rhydian Roberts & Pat Ashman, Principality Building Society
Principality Building Society has been a key sponsor of the National Eisteddfod for 35 years. The business sees the partnership as a natural fit, celebrating Welsh heritage and a way of supporting communities across the country. The sponsorship has enabled the Eisteddfod to develop new initiatives – from children's workshops to an interactive visitor centre – as well as providing support for the choral competitions and increasing activity on the youth site, Maes B, that promotes the Welsh language rock scene. The judges praised the business' impressive commitment to a national event that also has a direct impact on a range of communities. They felt that this example of sustainable support demonstrated true partnership working that made it stand out in a hotly contested category.


Some teens are excited and ready to drive in the United States, but the latest thing that many parents are lamenting is that their teen doesn't want to drive or even attempt to get their license. This phenomenon has even hit mainstream news sources, like in this article by National Geographic. It is definitely a national trend that I don't think has an end in sight. We are seeing a true shift that I think will last generations and may even extend as car technology changes.
Teens are working less. You might wonder what this has to do with driving, but hear me out. If the emphasis is placed on academic success rather than school being something one does in addition to other things, then the teen may not have the time or motivation to get a job due to so much homework and extra classes. If they don't have a job, they may not have money to pay for gas or insurance, let alone to save up for a car. The teens I know who are driving the most have a job!
Teens have more friends on-line and are dating less than previous generations. There is less reason to go out of the house. Teens are no longer going to the mall and hanging out – they can hang out and shop in their rooms. They may not be running out of the house to go pick up their girlfriend. The digital age has changed the landscape of adolescence forever.
Many teens have anxiety ( I have read estimates that span anywhere from 10 to 25 percent of the teen population, depending upon what criteria is used), and the feeling that you could die or you could kill someone while driving a car makes driving a less than tantalizing proporition to many teens.
There are alternatives – rides with friends, Uber, public transportation, walking, and yes….parents often started driving their children to activities at earlier ages, and are continuing, so why give that up?
I think the philosophy is always that the parents will do things for their children until the child can take it over for themselves. In general, this age might be determined just by readiness cues and seeing how responsibile the child is in doing what needs to be done under supervision and then independently. In the case of driving, the ability to drive is dictated by state laws, by learning new skills under supervision,by testing, and yes, I think by having incentive. So if your teen is reluctant to drive, perhaps have a conversation about expectations and what is holding your teen back. Are your expectations clear to yourself and to them?
If you want your teen to learn to drive, and they are already feeling overwhelmed with schoolwork and activities, you may need to clear some space so they have the time to learn to drive. It isn't like cramming for an academic test. It requires time, space, practice.
They may not want to learn to drive with you. Or they may not want to learn with all their siblings in the car. Some will learn better with Driver's Education, some will learn better with a trusted relative or neighbor.
Figure out the expectation for how to pay for gas, insurance, a car. These things can really hold teens back. If they have no car to drive or no way to pay for gas or insurance because they don't have a job, what is the incentive for obtaining a license to drive?
Address anxiety. Sometimes having a timeline, a driving instructor, etc can help an anxious teen break things down into steps that seem doable. The idea of testing may also provoke anxiety. And as much as I hate to say it, I know people who never were comfortable driving and nearly always lived in areas where there was good public transportation available. It may be hard to think this way if you live in an area where good public transportation doesn't exist, but that may be where your teen ends up as an adult.
Lower your expectations. Most of the new drivers I know are driving surface streets to school and back (probably a 5 miles radius) or to a job that is also within a five mile radius. Not every new driver is ready to drive all over the city. Think about where your teen would be okay driving when they do get their licenses. This is particularly important for homeschooling families, who many times do have classes or activities that are far away. If you goal is for that teen to drive to those far away things, your teen may or may not be comfortable with that as a new driver.
This entry was posted in Age Fifteen, Age Seventeen, Family Life, Preparing for College by Carrie. Bookmark the permalink.
I have a 16 year old daughter who has no desire to drive right now. She plans to get her license when she turns 18, and I'm fine with that plan. It saves money not only on classes, but also for the family insurance. When a teen starts driving all the insurance rates in a family go up, and to be honest, while I would support her if she chose to learn to drive, I am just as glad we do not have that added expense right now.
Also, if she is not feeling ready to drive, I would not want to push her into that responsibility and then have something tragic happen. Given that the CDC says "Motor vehicle fatality is the leading cause of accident death among teenagers, representing over one-third of all deaths to teenagers," I don't have any problem continuing to drive my daughter to the activities she needs to get to for a few more years.
We do talk about driving more now than we did in past years, I point out when I'm in a tricky situation and talk about the choices I make and why. I hope these conversations help her when she does start driving.
Hello! We're back in Georgia and I just wanted to let you know that I was one of the reluctant teen drivers. Drivers ed in high school was a joke for me where I very rarely had practice driving on a parking lot. I could always find friends to drive me to shopping, movies, and parties and I even found a job within walking distance from my house. This extended through my freshman year of college. I planned to move to NYC where I wouldn't need to drive!
When I was eighteen I finally learned to drive and got my driver's license. I was motivated to drive to temp agency jobs and to see my boyfriend. My parents helped not only with insurance, but also provided a used car. Yes, I was (AM) completely spoiled!
My mom despaired that I would ever learn and gain my independence, yet it still somehow happened.
I was a reluctant driver. I'd read the statistics about teen accidents. I worked, but I took the bus to my jobs and my mom would pick me up if I got off late. I finally got my DL when I was 19 because I wanted to be an RA at my college and RAs at my school needed to be able to drive activity vans. I don't regret not being able to drive I high school, I don't plan to encourage my kids to drive until they feel the need. Insurance costs are one factor, but so is safety. I also would rather my kids get fluent in our local (though limited) public transit and bike trails/routes.
We've always been a family that tries not to drive everyday if possible as well. Cars should be treated like meat, as a luxury that we try to use sparingly.
Although I am 34 now, at 15 I was convinced I wasn't going to drive. My main hang up was anxiety. A close family had a terrible head on collision just a couple years prior to that time, with the son having a sci, that resulted in paraplegia. To help me along after my permit, my parents let me drive alone or with my sister in the church parking lot next door to practice. I also found crunching on tictacs helped calm my nerves while I drove. My parents were not pushy, but encouraging that it would benefit the family if I drove. With support, and a million tictacs, I got my license right along with my peers!


The perfect venue for an intimate oceanside event!
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All guest accommodations are on-site in our individual cottage suites, each with their own unparalleled view of the Pacific Ocean. We have 12 individual cottages ranging from studios to 2 bedroom + den suites. Most cottages include a full kitchen (kitchenette in the studio suite), 3 piece bathroom, small deck to enjoy the incredible views, washer/dryer, wireless internet, and starter supplies of coffee and tea. Please visit our accommodations page for individual room descriptions.
Your guests will not only be attending your wedding or event, they will also be enjoying an incredible Vancouver Island getaway. You'll find many activities and experiences within 30 minutes of our Resort, adrenaline pumping ziplining or ocean fishing, leisurely walks on the beaches or ocean side trails, wildlife viewing at every turn, indoor comforts of the spa, outstanding dining options… the list goes on.
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text:
The Croatian interlace or Croatian wattle, known as the  or  in Croatian, is a type of interlace, most characteristic for its three-ribbon pattern. It is one of the most often used patterns of pre-romanesque Croatian art. It is found on and within churches as well as monasteries built in early medieval Kingdom of Croatia between the 9th and beginning of the 12th century.
The ornamental strings were sometimes grouped together with animal and herbal figures.

Most representative examples of inscriptions embellished with the interlace include the Baška tablet, baptismal font of Duke Višeslav of Croatia and the Branimir Inscription. Other notable examples are located near Knin, in Ždrapanj and Žavić by the Bribir settlement, Rižinice near Solin and in Split and Zadar.

Croatia has a civil and military decoration called the Order of the Croatian Interlace.

Pleter Cross
During the 8th century, the Pope assigned Croatia with its own idiosyncratic cross based on Croatian interlace. It is commonly known as The Pleter Cross. The symbol is still very much used and adored in Croatia in the modern day as it represents both Christianity and Croatian Culture.

Gallery
Examples:

See also
 Interlace (art)
 Croatian pre-Romanesque art and architecture

References

External links

 The Croatian "pleter" on Croata.com
 pticica.com - wattle examples

Medieval Croatia
Croatian culture
Decorative knots
Interlace
Interlace
Interlace
Interlace
Stone sculptures in Croatia
Visual motifs

redpajama_set_name: RedPajamaWikipedia


The SMOK Alien is now available in Hong Kong. The cheapest SMOK Alien price in Hong Kong is HK$ 556.97 from Heaven Gifts. You can also choose between different SMOK Alien variants with Black Gold starting from HK$ 556.97. SMOK Alien price details are updated April 2019.
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I wrote 3 full length plays this year. Two of them were commissions, one from Texas State University which will go up with them in 2017 and the other from my friends at Flux Theater Ensemble who produced both Pretty Theft and Hearts Like Fists in New York. I also wrote one ten minute play, one five minute film, and two 30 minute plays.
I had 28 productions this year of my full length plays. Up until now, I think my best year was 11. Productions this year included 11 Hearts Like Fists, 9 Clown Bar, 3 Pretty Theft, 3 Nerve, 1 premiere of my youthplay, Adventures of Super Margaret and 1 workshop production of Where You Can't Follow. Five of these productions were at high schools. Ten were at colleges or universities.
Of these productions, seven came about through some previous relationship with a theater or theater artist. The rest were found through word of mouth or because of publications.
I had 10 productions of short plays (2 ten minute plays, 8 thirty minute plays) and a production of my night of short plays 7 Ways To Say I Love You which if I counted them individually means I actually had 17 productions of short plays. Except one, these were all high school or middle school productions.
I taught Web Series Writing for two semesters at Primary Stages' ESPA.
In June, I started a job as the Literary Manager at The Juilliard School, supporting the playwriting program there.
This year I went to the The Poconos, San Francisco, Bennington, VT; Charlottesville, VA; Saratoga Springs, NY; Portland, OR and Orange County, CA. Wallace had his first plane ride on our California adventure.
So far there are 15 productions of my full length plays planned for 2016 and one planned for 2017. Some of them (those with dates set) are listed here.
The interviews continue. The first 800 are here. I did 93 interviews this year. So I guess in 2 or 3 more years I can get to 1000 and then that would be 10 percent of American playwrights . . . or 6 percent if the number I heard more recently, 15K, is closer to the truth. There's a lot of us.
So I guess this was another busy year for me. I am always feeling like I can't do as much as I want and I never get enough sleep but things are pretty good right now. How are you?


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Avaya joins SAMENA Council to support industry advocacy and explore partnerships in creating game-changing digital experiences across industries
SAMENA Telecommunications Council has announced that Avaya, a global leader in solutions to enhance and simplify communications and collaboration, has joined its membership of leading communications service providers and technology providers.
Bocar BA, welcoming Avaya to the SAMENA Council membership, stated that "Avaya's cloud communications and workspace collaborative expertise across the telecommunications, education, healthcare, media, financial services, and public sectors provide an ideal opportunity for Avaya and SAMENA Council to build knowledge, voice issues relevant to these sectors, explore new business opportunities for Avaya, and create new advocacy and partnership potential with the Council's membership as well as the South Asia – Middle East- North Africa region."
With over 90,000 customers in over 190 countries, Avaya is shaping what's next for the future of work, with innovations and partnerships that reimagine the ways people and businesses engage with and experience the world. Avaya's multi-cloud application ecosystem power personalized, intelligent, and effortless customer and employee experiences. And its packaged communications and collaboration applications and APIs can be combined to compose AI-enabled total experiences that each interaction and moment demands.
"SAMENA Telecommunications Council is doing fantastic work in creating a sustainable ICT environment and broadening value creation in key vertical industries. We're proud to be a part of this vibrant community, and look forward to contributing to the council's efforts in helping to enable digital transformation across the South Asia-Middle East-North Africa region," said Nour Al Atassi, Director - Service Providers, Avaya.
With its established and industry-wide recognized aim of addressing telecoms ecosystem priorities, enabling access to greater region-wide collaboration in digitalization and digital transformation, SAMENA Council actively advocates on behalf of its members and engages closely with private-sector stakeholders, including regional operators and regulators, and policymakers. SAMENA Council is pursuing improved policymaking, agile regulation, and close collaboration among the digital ecosystem players, and is using its internal advocacy support mechanism as well as collaborated knowledge-creation highlights among government and private-sector stakeholders' issues, such as those relating to spectrum, need for accelerated digitization and sustainability in digital development, investments, operations, and the environment.


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712 F. 2d 1024 - Bence v. Detroit Health Corporation
712 F2d 1024 Bence v. Detroit Health Corporation
712 F.2d 1024
32 Fair Empl.Prac.Cas. (BNA) 434,
26 Wage & Hour Cas. (BNA) 452,
32 Empl. Prac. Dec. P 33,726, 98 Lab.Cas. P 34,419
Denise BENCE, et al., Plaintiffs-Appellants,
DETROIT HEALTH CORPORATION, et al., Defendants-Appellees.
Sixth Circuit.
Argued March 14, 1983.
Evelyn F. Forrest, James M. Radabaugh (argued), Troy, Mich., for plaintiffs-appellants.
Timothy Carroll (argued), Detroit, Mich., for defendants-appellees.
Before ENGEL, Circuit Judge, WEICK, Senior Circuit Judge, and BALLANTINE, U.S. District Judge.*
WEICK, Senior Circuit Judge.
Plaintiffs-Appellants Denise Bence, et al., have appealed to this court from a judgment in the United States District Court for the Eastern District of Michigan, Southern Division, in favor of their employer, Detroit Health Corporation, defendant-appellee in their action, asserting a claim for violation of the Equal Pay Act of 1963, 29 U.S.C. § 206(d)(1). Jurisdiction was based on 28 U.S.C. § 1331. For the reasons hereinafter stated, we reverse.
Plaintiffs-Appellants ("employees") are former employees of Detroit Health Corporation ("employer"). At all relevant times employer operated a chain of health spas, each of which was divided into a men's division and a women's division which operated on alternate days. Men operated the men's division and women operated the women's division. Employer's managers and assistant managers were paid, except for a six month period in 1975, by commissions based on gross sales of memberships. Male managers were paid 7.5% of the individual spa's gross sales of memberships to men. Female managers were paid 5% of gross sales of memberships to women. Male assistant managers received 4.5% of gross sales to men. Female assistant managers received 3% of gross sales to women.
Over the course of employer's life, the gross volume of membership sales to women was 50% higher than the gross volume of membership sales to men.1 There was no difference in the job descriptions of male and female managers or assistant managers and they performed their jobs under similar working conditions. The total remuneration received by males and females was substantially equal although the females made more sales than the males.
Employees filed suit, contending that the different commission rates violated 29 U.S.C. § 206(d)(1), which provides:
No employer having employees subject to any provision of this section shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to the employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs the performance of which requires equal skill, effort and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production, or (iv) a differential based on any other factor other than sex[.]
The employer contended that it did not violate this section because it paid different commission rates so that men and women would be paid substantially equal compensation for equal work performed.
The district court found the differential in commission rates established a prima facie case of wage discrimination and shifted to employer the burden to justify the differential. After analyzing the meaning of "wages" and "wage rate", the court found that § 206(d) focuses on equal wage rates and rejected employer's argument that the differential was justified because total remuneration was substantially equal. The court found, however, that "it is easier to sell memberships to women than to men" and that this brings employer within exception (iv) to § 206(d). The district court granted summary judgment for employer and employees appealed. This court held that material issues of fact existed with respect to the claim of justification and summary judgment improperly resolved a disputed issue of material fact, and remanded for further findings of fact and conclusions of law. 657 F.2d 266 (6th Cir.1981).
Upon remand, the district court conducted a bench trial at which the parties agreed that employees established their prima facie case and directed proofs toward employer's defense. The district court found:
[D]efendants are engaged in a business in which there are more potential female customers than male and in which history has demonstrated conclusively that the membership breakdown will be sixty percent female and forty percent male. In short, defendants have shown by a preponderance of the evidence that a male manager and a female manager, sitting at the same desk in the same spa and expending the same amount of effort, under totally equal conditions, will have a net sales result of six membership sales to females and four membership sales to men. This is not to suggest that on a one-to-one basis a sale to a potential woman customer is any easier than a sale to a male customer. To the degree that this court's opinion on the summary judgment motion referenced easier sales to women, it was not intended to be a qualitative analysis but a quantitative one. There are simply more potential female customers in a consistent ratio of 6 0/40 and, with the same expenditure of effort, male and female managers will produce sales figures resulting in a 6 0/40 female/male membership. The net result of this is that, since the commission rates of seven and one-half percent for men and five percent for females are pegged to this same ratio, female and male managers at the same location will make, for all practical purposes, the same salary. To the degree that there are differentials, as many times as not the female manager will make more money than her male counterpart. The defendants have thus, based upon figures that have been conclusively proved to be historically accurate, seized upon a system for equalizing pay rather than having established a system which is discriminatory in a manner violative of the Equal Pay Act. It is understandable that a woman manager would feel that she has an argument for making more money than her male counterpart. This would be true if the commission system were thrown out and managers were paid identical salaries. Undoubtedly, the female managers would point to the fact that they are generating more memberships than their male counterparts as an argument in support of a larger salary. The Equal Pay Act, however, only commands equal pay for equal work. It does not command an employer to give absolute numerical recognition to the balance-sheet significance of the equal work efforts of male and female employees. (Appendix 19-20)
The court concluded that employer's commission system was protected by exception (iii) and/or (iv) to § 206(d) and entered judgment accordingly.
Employees appeal from the foregoing judgment. Both parties advance the same arguments they presented to the district court. Employer admitted at oral argument that there was no difference between the memberships its employees sold to men and women. In this posture, this case presents two issues: (1) whether employer did not violate § 206(d)(1) because its commission differential provided male and female employees with substantially equal total remuneration; (2) whether employer's commission differential is protected by one or more of the four exceptions to § 206(d)(1).
Employer's "equal total remuneration" argument fails. Inequality of pay is an element of an equal pay plaintiff's prima facie case. Corning Glass Works v. Brennan, 417 U.S. 188, 195, 94 S.Ct. 2223, 2228, 41 L.Ed.2d 1 (1974); see generally Sullivan, The Equal Pay Act of 1963: Making and Breaking a Prima Facie Case, 31 Ark.L.Rev. 545, 547-83 (1978). Employer conceded, and the district court properly found, that employees established their prima facie case. Section 206(d)(1) commands an equal rate of pay for equal work. Comparison of pay rates entails measuring the amount of pay against a common denominator, typically a given time period or quantity or quality of output.2 Consequently, it is necessary to identify the proper factor by which to measure rate of pay. This must be a practical inquiry which looks to the nature of the services for which an employer in fact compensates an employee.
Under certain circumstances, there might be merit in employer's "equal total remuneration" argument if it paid its employees on the basis of hours spent in its health clubs or for satisfactory performance of a host of specified duties, of which selling memberships was merely one element. Under such a system, total compensation would be based on total service to employer's clientele. This could entail equal "skill, effort, and ... responsibility" despite the fact that female employees work harder selling memberships because potential female health club members outnumber potential male members.
That is not the case here. The record contains some evidence to support the conclusion that employees were more than glorified membership sellers. The job description for Manager and Assistant Manager stated that they were "completely responsible for the entire job operation," including personnel and bookkeeping functions (Appendix 260). They were also responsible for the duties of Instructors and Assistant Manager Trainees, who kept records, instructed and assisted spa members, and supervised cleaning personnel (Appendix 257-59).
There is far more evidence that employees' primary function was to sell memberships. Employer's job description stated that the progress and compensation of all its employees was "controlled by [their] 'PRODUCTION'," meaning "sales effectiveness" (Appendix 257). The specific job description for each grade of employee focused heavily on sales (Appendix 257-60). The record contains uncontradicted testimony that employer routinely fired managers who failed to meet its sales "goals" (Appendix 230-31). This evidence led the district court to find:
[T]he life blood of the spa industry is the continued sale of memberships. It is for this reason that managers are compensated entirely on a commission basis. Although managers do have supervisory responsibilities for their spa employees, it is clear that they are instructed and fully realize that their primary responsibility is for the continued sale of memberships. Top management closely monitors the sale efforts of each spa location and, in the event that there is any significant statistical departure from what history has demonstrated should be the sales results, it is a red flag to management that something is amiss at that particular location.
(Appendix 20). This court accepts this finding and concludes that employees were paid solely on the basis of memberships sold rather than overall service rendered to employer.
Evaluation of employer's compensation on a "per sale" basis makes it apparent that it paid female managerial personnel at a lower rate than their male counterparts. This is precisely what the Equal Pay Act forbids.3 Since employer does not otherwise contest employee's prima facie case, it can escape liability only if its discriminatory commission system is protected by one or more of the four exceptions to § 206(d)(1).
Sexually discriminatory compensation does not violate § 206(d)(1) if "payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any other factor other than sex [.]" The district court concluded that employer's wage differential was justified under exception (iii) because earnings were tied to membership sales, or under (iv) because a difference in the size of the markets for male and female health club members is a "factor other than sex" within the meaning of the Equal Pay Act. We disagree.A.
The following general principles govern application of the exceptions to § 206(d)(1). The Equal Pay Act was intended as a "broad charter of women's rights in the economic field. It sought to overcome the age-old belief in women's inferiority and to eliminate the depressing effects on living standards of reduced wages for female workers and the economic and social consequences which flow from it." Shultz v. American Can Company--Dixie Products, 424 F.2d 356, 360 (8th Cir.1970). The Act should be construed and applied to achieve this broad remedial purpose. Corning Glass Works v. Brennan, supra, 417 U.S. at 208, 94 S.Ct. at 2234. Courts should not sanction practices which "would frustrate, not serve, Congress' ends." Id.
Exceptions (i) through (iii) are specific examples illustrating the "broad principle" set forth in exception (iv). County of Washington v. Gunther, 452 U.S. 161, 170-71 n. 11, 101 S.Ct. 2242, 2248-49, n. 11, 68 L.Ed.2d 751 (1981). All four exceptions are affirmative defenses which, in essence, "authorize" an employer to differentiate in pay between sexes. Id., at 169, 101 S.Ct. at 2247. Once a plaintiff establishes a prima facie case under § 206(d)(1), the burden shifts to the employer to prove by a preponderance of the evidence that its compensation system is justified by one or more of the four exceptions. Corning Glass Works v. Brennan, supra, at 196-97, 94 S.Ct. at 2229. This burden is a "heavy one." Equal Emp. Opportunity Com'n v. Whitin Machine Works, Inc., 635 F.2d 1095, 1098 (4th Cir.1980); Brennan v. Owensboro--Daviess County Hospital, 523 F.2d 1013, 1031 (6th Cir.1975), cert. denied, 425 U.S. 973, 96 S.Ct. 2170, 48 L.Ed.2d 796 (1976). An employer cannot avail itself of any of the exceptions to § 206(d)(1) unless it proves that "the factor of sex provides no part of the basis for the wage differential." Id., at 1031, citing 29 C.F.R. § 800.142 (1974).
We think it plain that employer's compensation system is not protected by exception (iii), which exempts "a system which measures earnings by quantity or quality of production." The "quantity" test refers to equal dollar per unit compensation rates. There is no discrimination if two employees receive the same pay rate, but one receives more total compensation because he or she produces more. In the instant case, women had to produce more to be paid the same as men. The "quality" test is not met because it was not easier to sell memberships to women than to men, and there was no difference between the memberships employer offered to men and women. Any other result would undermine the purpose of the Equal Pay Act by allowing employers to pay women lower incentive rates than men for the same work.
A troublesome aspect in this case is whether employer's commission differential is a "factor other than sex" within the meaning of exception (iv). The issue is whether the phrase "any other factor other than sex" means literally any other factor, a factor traditionally used in job evaluation systems, or something else. The legislative history of the Equal Pay Act suggests Congress intended exception (iv) to include factors other than traditional job evaluation criteria. Referring to § 206(d)(1)(i) through (iv), the committee report on an Equal Pay Act precursor (H.R. 6060) stated:
Three specific exceptions and one broad general exception are also listed. It is the intent of this committee that any discrimination based upon any of these exceptions shall be exempted from the operation of this statute. As it is impossible to list each and every exception, the broad general exclusion has been also included. Thus, among other things, shift differentials, restrictions on or differences based on time of day worked, hours of work, lifting or moving heavy objects, differences based on experience, training, or ability would also be excluded. It also recognizes certain special circumstances, such as "red circle rates." This term is borrowed from War Labor Board parlance and describes certain unusual, higher than normal wage rates which are maintained for many valid reasons. For instance, it is not uncommon for an employer who must reduce help in a skilled job to transfer employees to other less demanding jobs but to continue to pay them a premium rate in order to have them available when they are again needed for their former jobs.
H.R.Rep. 309, 88th Cong., 1st Sess. 3, reprinted in Staff of House Comm. on Education & Labor, Legislative History of the Equal Pay Act of 1963, 88th Cong., 1st Sess. 44 (1963). During debate in the House, Rep. Griffin observed:
I should like to focus the attention of the gentlemen upon small roman numeral iv ... which makes clear and explicitly states that a differential based on any factor or factors other than sex would not violate this legislation. In other words, even though jobs involve the same skill, equal effort, equal responsibility, and are performed under the same working conditions, if there is any other factor not based on sex upon which a differential is based, then no violation of this law can be found. Roman numeral iv is a broad principle, and those preceding it are really examples: such factors as a seniority system, a merit system, or a system which measures earnings on the basis of quality or quantity of production. The other body saw fit to leave out references in the bill to a merit system, a system which measures earnings on the basis of quality, and quantity, and a seniority system, and included only the broad language found in roman numeral iv of our bill. However, it should be clear that under either bill a wage differential based upon any factor other than sex is not a violation.
109 Cong.Rec. 9203 (1963). See also 109 Cong.Rec. 9198 (1963) (remarks of Rep. Thompson); Id. 9206 (remarks of Rep. Goodell).
Few courts have addressed this problem explicitly. Employer relies on Hodgson v. Robert Hall Clothes, Inc., 473 F.2d 589 (3d Cir.), cert. denied, 414 U.S. 866, 94 S.Ct. 50, 38 L.Ed.2d 85 (1973), for the proposition that exception (iv) is not restricted to factors traditionally included in job-evaluation systems, but encompasses any non-sexual factor pertinent to an employer's business judgment on how to run its business. In that case, an employer maintained separate men's and women's clothing departments staffed by salesmen and saleswomen respectively. The men's department produced more profit than the women's department because men's clothing was more expensive and had a higher markup than women's clothing. The employer contended that intimate contact between sales clerks and customers made it necessary to segregate male and female clerks, and that higher profit in the men's department justified its practice of paying higher incentive wages to salesmen than to saleswomen. Based on the foregoing legislative history, the court agreed on both counts. The holding of Robert Hall is that "economic benefit" may be a "factor other than sex" within the meaning of exception (iv). Read broadly, Robert Hall may stand for the proposition that any non-sexual factor based on an employer's legitimate business judgment may be a "factor other than sex" within the meaning of exception (iv).
In County of Washington v. Gunther, supra, 452 U.S. at 170-71 n. 11, 101 S.Ct. at 2248-49 n. 11, the Supreme Court observed that Congress added exception (iv) "because of a concern that bona fide job evaluation systems used by American businesses would otherwise be disrupted" by the Equal Pay Act. Two courts have interpreted this as limiting exception (iv) to factors traditionally included in job-evaluation schemes. Schulte v. Wilson Industries, Inc., 547 F.Supp. 324, 339 n. 16 (S.D.Tex.1982); Kouba v. Allstate Insurance Co., 523 F.Supp. 148, 161 (E.D.Cal.1981), rev'd, 691 F.2d 873 (9th Cir.1982). In Kouba, the Ninth Circuit rejected this conclusion and adopted the Robert Hall "legitimate business reason" test for the scope of exception (iv). Id., at 867-77.
In the instant case, employer seeks to bring itself within the Robert Hall rule. It argues that a legitimate business policy of providing male and female employees equal total remuneration justifies a commission differential because the market for women's memberships is larger than the market for men's memberships. Employer cannot avail itself of the Robert Hall "economic benefit" rule because women managers provided more profit than their male counterparts, not less. Equal Emp. Opportunity Com'n v. Hay Associates, 545 F.Supp. 1064, 1084 (E.D.Pa.1982). Moreover, unlike Robert Hall, in the instant case there is no difference between the product sold by male and female employees.
We do not deem it necessary to decide whether a difference in the size of markets for men's and women's memberships alone justifies employer's commission differential. Without passing on the propriety of segregating male and female employees into men's and women's departments, we believe that such segregation plus application of a lower commission rate only to those who sold memberships to women effectively locked female employees, and only female employees, into an inferior position regardless of their effort or productivity.4 Since the lower commission rate could apply only to women, we do not believe employer has proved that "sex provided no part of the basis for the wage differential." Brennan v. Owensboro--Daviess County Hospital, supra, at 1031. Cf. 29 C.F.R. § 800.116(e) (1982) (commission differential between departments acceptable if potentially applicable to men and women).
Today's holding is a narrow one. We do not hold that an employer may not under any circumstances segregate male and female employees into separate departments and pay them different rates of wages. Nor do we endorse or reject the broad reading of § 206(d)(1)(iv) set forth in Robert Hall and Kouba. Those are questions for another day. We hold only that an employer may not avail itself of the affirmative defense under § 206(d)(1)(iv) where it compensates male and female employees solely for selling the exact same product, only female employees can be compensated at a lower commission rate, and the differential is not justified by any difference in economic benefit to the employer. Under the facts of this case, this result is necessary to effectuate the broad remedial purpose of the Equal Pay Act.
Accordingly, the judgment below is reversed and this case is remanded to the district court for further proceedings in conformity with this opinion.
ENGEL, Circuit Judge, dissenting in part and concurring in part.
I agree with the majority that the compensation system here does not come within exception (iii) of the Equal Pay Act ("the Act"), which exempts "a system which measures earnings by quantity or quality of production." 29 U.S.C. § 206(d)(1)(iii). To the extent the trial court relied upon this exception, it was in error. Further, the parties stipulated before trial that the sole remaining issue to be decided was the application of exception (iv), relating to "a differential based on any other factor than sex." 29 U.S.C. § 206(d)(1)(iv). I also agree with the majority's conclusion that the employer's "equal total remuneration argument" must fail. A deliberate differential in commission rate according to sex cannot be justified by a desire to equalize remuneration between the sexes although, as the majority points out, there could conceivably be some circumstances, not present here, in which such a result would not offend the Equal Pay Act. Since the trial court placed primary reliance upon this theory, it follows that the judgment based thereon must be vacated.
If the different commission rates paid by Detroit Health are based on the sex of the employee, they are in violation of the Act. If, however, the different commission rates paid by Detroit Health are based upon the sex of the health club member, this could quite readily be a "factor other than sex" under the Act, for the Act speaks to the sex of the employee and not to the sex of the customer.
Stipulation 16, entered into between the parties and hence binding upon the trial court and us, provides:
16. At all material times, the volume of gross sales to females was consistently higher than gross sales to males, for the spas of Detroit Health. While there are variances from month to month, when measured over representative periods of time, the ratio of gross sales to females to gross sales to males is 6 0/40.
In other words, there is solid evidence here that the market for men's memberships is distinctly different from that for women's memberships. As noted by the majority opinion and the trial judge, health spas generally, and those operated by Detroit Health Corporation in particular, attract about 50% more female customers than male customers. This disparity in business is bound to affect the operation of a health club business in a number of ways, and could quite easily evoke different economic responses. The difference in the markets for male and female memberships could be regarded as a factor "other ... than sex" under exception (iv) of the Act.
Differences in the profitability of men's and women's divisions were held to justify differing commission rates for male and female salespersons in Hodgson v. Robert Hall Clothes, Inc., 473 F.2d 589 (3d Cir.), cert. denied, 414 U.S. 866, 94 S.Ct. 50, 38 L.Ed.2d 85 (1973). Robert Hall would be more appropriately applied here, of course, if the female employees' rate were higher than the male employees' rate. Paying a higher commission rate for sales to men than for sales to women could, however, be justified by the market generally and by other economic and business considerations. Commission rates normally vary according to the type of market in which products or services are sold. If there were no sex discrimination in the selection of salespersons, different commission rates for women's applications, men's applications, or for applications of children, handicapped persons, golden agers, or veterans would be acceptable. Normally, employers pay commissions at a rate which they perceive will provide sufficient incentive to their sales staff and also provide enough income to retain sales personnel in their positions. If both male and female employees acted as managers or assistant managers on any given day without regard to the sex of the customers, there might be some grumbling at the different rates based upon this factor, but there would be no violation of the Equal Pay Act.
The trouble with such an analysis here is two-fold. Stipulation 3, also entered into between the parties, provides:
3. Detroit Health owns and operates a chain of health spas. Operationally, each spa is divided into a male division and a female division, with one division operating the spa on Monday, Wednesday and Friday and the other on Tuesday, Thursday and Saturday. (The determination of which division operates on which set of days varies from spa to spa.) The male division is operated by male managerial personnel and male instructors, attracting and servicing male members and guests. Conversely, the female division is operated by female managerial personnel and female instructors, attracting and servicing female members and guests.1
Therefore, the most obvious discrimination between male and female employees--that reflected in footnote 1 of Stipulation 3--was deliberately not complained of in this case; in fact, the parties expressly agreed that this discrimination was not unlawful. It is this circumstance which makes this case so difficult to analyze properly. The second difficulty is that the record contains evidence that the commission rates employed here were based not upon the sex of the customer but were in fact based upon the sex of the employee.
The principal witness for the company was James P. Hoppin, vice-president of Detroit Health Corporation since 1974. Mr. Hoppin was questioned at trial concerning the commission rate paid for walk-ins of one sex who purchase memberships from a manager or assistant manager of the other sex:
THE COURT: How are walk-ins handled on those days? Somebody not being aware of the fact that that day is allocated, and just wants to walk in and join, perhaps they have seen one of your ads, how is a female walk-in handled on a male day and a male walk-in handled on a female day?
THE WITNESS: A couple of different ways. First of all, they could make an appointment for the next day. If they are there specifically to buy a membership, they would do that. There is an appointment book there for that.
THE COURT: If a male manager sold a female membership, does he get credit for it?
THE WITNESS: We would split the dial [sic, deal], which means he would get half for writing it and it would be left for the ladies the next day, and they would get half of it.
THE COURT: So that commission then would be divided among the parties?
THE WITNESS: That's right.
REDIRECT EXAMINATION
BY MR. CARROLL:
Q Do these walk-ins comprise a significant part of your sales activity?
A Absolutely not.
RECROSS-EXAMINATION
BY MR. RADABAUGH:
Q Mr. Hoppin, I am trying to understand that in terms of the commission system. If you have a walk-in on a woman's day, the walk-in is a male, and the women sells the male a membership, essentially enrolls him in your health spa--
A (Interposing.) Yes?
Q (Continuing)--what happens to the commission?
A It's split in half.
Q O.K. And in terms of being split in half, what commission rate are you splitting in half?
A We are splitting the gross in half.
Q So that if a membership costs $4 hundred, you would credit $2 hundred of the $4 hundred to the male division and $2 hundred to the female division, and then you would apply the respective percentage rates to the $2 hundred?
A That is correct.
Q So if a woman sold--enrolled a man on a woman's day, that women would get, if she was a manager, 5-percent of $2 hundred, is that correct?
A Under your example, correct.
Q Is that $10?
Q And using the same application, the male manager, under my analogy, would get $15; is that correct?
Q Now, reversing that example, if a woman came in and enrolled herself as a member on a male day, would there be a reverse situation?
A It would be treated the same way; the commission would be split.
Q The application of the system would be the same, is that correct.
The record contains similar testimony from employees. Such testimony does not appear to have been weighed by the trial judge. In my opinion, it could compel a conclusion that the different commission rates paid by Detroit Health Corporation are violative of the Equal Pay Act because they are based on the sex of the employee and not upon the sex of the customer. The only aspect of this case which makes me hesitate is the testimony of Mr. Hoppin that such sales--i.e., to walk-ins--"absolutely [do] not" comprise a significant part of the business. If, therefore, such evidence is de minimis, the trial judge might have justifiably relied upon other evidence in the record which he found more persuasive. Because this is essentially a matter of weighing the evidence and applying the appropriate law, I would remand for reconsideration of the evidence by the trial judge in light of the concerns expressed in these opinions.
The Honorable Thomas A. Ballantine, Jr., United States District Judge for the Western District of Kentucky, sitting by designation
For reasons not relevant to this case, this ratio changed during the last six months of 1975 so that the number of memberships sold to men and women were equal. During that time male managers received a salary of $1,000 per month plus 3% of gross sales of memberships to men, female managers received a salary of $1,000 per month plus 2% of gross sales of memberships to women, male assistant managers received a salary of $600 per month plus 1.5% of gross sales of memberships to men, and female assistant managers received a salary of $600 per month plus 1% of gross sales of memberships to women (Appendix 283)
The Wage and Hour Division of the Department of Labor considers the term wage "rate" used in § 206(d)(1) to encompass "all rates of wages whether calculated on a time, piece, job, incentive or other basis." 29 C.F.R. § 800.111 (1982)
Employer's reliance on Bullock v. Pizza Hut, Inc., 429 F.Supp. 424 (M.D.La.1977), is misplaced. In that case, the court found the defendant unlawfully discriminated against a female restaurant manager by paying her a lower base salary than males received, even though her salary plus bonus was equal to or greater than that paid to male managers. The court rejected a challenge to the defendant's bonus system because it was based solely on profit and loss statements; it did not hold that equal total remuneration precludes an Equal Pay Act violation
Maintenance of a commission differential when the traditional 6 0/40 ratio of membership sales to women and men broke down in 1975 renders suspect employer's claimed goal of compensating its male and female managerial employees equally. This fact alone may not prove employer had an evil motive, but it does undermine the contention that the commission differential was designed solely to offset the 6 0/40 sales ratio
There is no allegation that the use of exclusively males to attract and service males and exclusively females to attract and service females is in any way unlawful


Delta Air Lines said Wednesday that some of its customers' payment information may have been breached in a cyberattack last fall.
Delta says it will make sure customers aren't held responsible if their payment cards were used fraudulently. It will create a website Thursday to update customers.


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Q: Unable to open Few .jar files in Ubuntu 15.04, Error: "Picked up JAVA_TOOL_OPTIONS: -javaagent:/usr/share/java/jayatanaag.jar " I got stuck with this, I can't able to open few .jar files. Its throwing error as:
Picked up JAVA_TOOL_OPTIONS: -javaagent:/usr/share/java/jayatanaag.jar

Please check the screenshot(1 pic is of BurpLoader.jar unable to open, 1 one is burpsuite n was able to open it)

A: Have you try using 7zip, and type this in the terminal:
First install 7zip an unrar:
 sudo apt-get install 7zip unrar

and then type this in the terminal:
 unzip (file to extract) -d (path)


We're a primarily undergrad-run group, to study atmospheric phenomena with longer-term goals of ionospheric science on low-resource orbiting cubesats.
We plan to look at various qualities of the atmosphere up to and past the tropopause (we fly to 25-30km altitude).
We joined because we're looking for insight from and to expand the community.


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È stato insignito del Premio Nobel per l'economia nel 2018, insieme a William Nordhaus, per i suoi studi sull'integrazione tra le innovazioni tecnologiche nell'analisi macroeconomica di lungo periodo.

Biografia
Il padre Roy è stato il governatore del Colorado. Paul Romer ha svolto l'attività di docente presso l'università di Stanford per poi andare alla Banca Mondiale.

Opere
 Growth Cycles, con George Evans and Seppo Honkapohja American Economic Review, giugno 1998.
 Preferences, Promises, and the Politics of Entitlement, in Individual and Social Responsibility: Child Care, Education, Medical Care, and Long-Term Care in America, edito da Victor R. Fuchs , Chicago: University of Chicago Press, 1995.
 New Goods, Old Theory, and the Welfare Costs of Trade Restrictions in Journal of Development Economics, numero. 43, 1994.
 Looting: The Economic Underworld of Bankruptcy for Profit con George Akerlof, Brookings Papers on Economic Activity 2, William C. Brainard and George L. Perry, 1993.
 Economic Integration and Endogenous Growth con Luis Rivera-Batiz, Quarterly Journal of Economics CVI, maggio 1991.
 Endogenous Technological Change, in Journal of Political Economy, ottobre 1990.
 Increasing Returns and Long Run Growth, Journal of Political Economy, ottobre 1986.
 Cake Eating, Chattering and Jumps: Existence Results for Variational Problems, Econometrica 54, luglio 1986.

Note

Altri progetti

Collegamenti esterni

Vincitori del premio Nobel per l'economia


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Help us expand this exhibit by contributing your own photographs, present or past, of protests or demonstrations that have taken place here in Austin. Your submission will be featured in a digital display in the Holt Gallery at the Austin History Center through October 28, 2018.
The photographs submitted through the form on this page are for one-time, temporary use in the Taking it to the Streets exhibit. If you have materials related to protests in Austin or Austin history that you would like to donate to the permanent collections of the Austin History Center, please contact madeline.moya@austintexas.gov. More information about the exhibit is available here.
Check here if you prefer not to have your name shared on the website.
All photograph submissions will be credited to the donor.
By adding my image(s), I agree to the Terms for Rights & Permissions for the AHC Protest Exhibit, Taking it to the Streets.


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Bizarre, Lawyering, Society August 24, 2011
Illinois Officials Seek Disbarment of Ex-McDermott Partner Who Allegedly Lied On School Financial Aid Form
Former McDermott Will & Emery partner Bruce Paul Golden is facing disbarment in Illinois after officials learned that he had allegedly lied about his income on a financial aid form for a private school. The school is Francis W. Parker, one of the most affluent schools in Chicago. I graduated from Parker's traditional rival, Latin School of Chicago. Both are ridiculously expensive, but Golden is accused of actually altering his tax forms to establish a base for support.
After graduating from Harvard in 1969, Golden worked at McDermott for over 20 years until he was let go in 1991. The alleged false information given to Parker occurred after he lost his job. He was then accused of dodging service, filing meritless pleadings, and according to the Illinois Attorney Registration and Disciplinary Commission "continually blamed others for everything wrong in his life." With a divorce in the mix, it sounds like Golden's life was falling apart — which might be a mitigating circumstance. However, the most serious charge is the false information. It is exceptionally rare for such an allegation to make it to the bar.
He sent in applications for support to Parker for the 1999-2000 school year, the 2002-03 school year, and the 2003-04 school year. As part of the Parents' Financial Statement, parents were required to submit a copy of the federal income tax return they had filed for the preceding year.
"Respondent prepared and signed the Parents' Financial Statement for each of the three academic years involved. By signing the Parents' Financial Statement, Respondent declared the information in the document was true, correct, and complete.
In each Parents' Financial Statement, Respondent significantly underreported the income obtained during the preceding year. The admitted allegations of the Complaint established Respondent knew the information he placed on the Parents' Financial Statements was false and intended to mislead Parker. The admitted allegations of the Complaint also constituted proof the tax returns Respondent submitted to Parker were not accurate copies of his tax returns, but altered copies containing false information.
Based on the false information thus provided, Parker awarded financial aid to Respondent's daughter. Specifically, Parker gave Respondent's daughter $6,160 in financial aid for the 2001-02 school year, $7,884 in financial aid for the 2002-03 school year; and $8,786 for the 2003-04 school year. Respondent's family would not have been eligible for the financial aid awarded for these years if Respondent had not submitted false information."
There was a division on the panel with one member suggesting a three-year suspension. I would have expected such a suspension as opposed to a disbarment in most such cases. Because this did not involve a client, a suspension is generally the response to acts of personal misrepresentation. Attorneys are routinely accused of bad checks and other offenses without facing disbarment or even suspension. The recommendation below makes it sound like Golden infuriated the board with his aggressive and perhaps unprofessional conduct in his own case.
Here is the board recommendation.
Source: Law Profs
EARTHQUAKE!
Pillar Envy: Wisconsin Bar Sued LexisNexis Over Use of Column Symbol
9 thoughts on "Illinois Officials Seek Disbarment of Ex-McDermott Partner Who Allegedly Lied On School Financial Aid Form"
Isabel Darcy says:
According to the ARDC report, Golden listed one of the following facts in mitigation of his offense:
"He testified he had an abnormality in the brain."
Golden fraudulently obtained $23K in services from this school. I know examiners are tougher on lawyer who steals from clients, but this theft by fraud would be a felony in Illinois if it had been prosecuted. He would have been disbarred automatically if he had been convicted of a felony.
If this man were not suffering from a mental disorder, he would have surrendered his license when caught instead of playing games like refusing to accept a certified mail delivery. I am admitted in Illinois and am glad he's "gone."
I'm sorry to be cynical here, but the "bar" (so to speak) for lawyers' conduct is fairly low. As the Prof said, it isn't unusual for attorneys to be charged with the fairly serious crime of writing bad checks (a type of fraud) and don't face permanent disbarment. It leads me to wonder if this was a particularly messed up guy on a lot of levels, in the style, perhaps, of Orly Taitz (but hopefully without the undercurrent of racism – you know, just good, old, clean nasty/crazy.)
(sarcastic school rivalry mode ON)
Personally, I'm a graduate of St. Ignatius, so I can rest assured that I received a vastly superior education than Parker or Latin (or UofC Lab School, for that matter) but at a merely VERY expensive price to my parents (as opposed to "ridiculously expensive")
(sarcastic school rivalry mode OFF)
(Although I did spend a few summers in grammar school at Latin learning to program on the freakin' MAINFRAME COMPUTER (!?!) they had, not for administration, but just for student education/use.)
At Ignatius, in addition to the wheeze-inducing tuition, there was a (ahem) "firm" encouragement for each family to do an additional few thousand dollars a year in fund raising. I wonder if Latin/Parker/Lab/etc. had a similar "tuition plus" setup?
Still, we privileged kids could squabble all we wanted, the public school kids at Lane Tech and the Illinois Math/Science Academy would hand our rear ends to us at the Math Olympiad most years…
AY,
You could be right that the divorce case had something to do with this information come to the attention of the Bar. I wonder if this guy is related to Judge Golden out in the suburbs? Her husband is a former Illinois State Bar president.
So when are they going after Gonzales, Yoo and Bebee? Just asking….
I think the difference in this case is the intentional act of concealment…Not only did he not report all income…etc….but he did an act with the intent to defraud….actually defrauded, but for his acts the child/family would not have been eligible for…
I wonder how they came to learn about this information…..hmm….seems that if the wife complained she too would be obligated to the IRS if they filed a Joint Return….then again…some don't seem to understand that if she did the notification…they may have well slaughtered the fattened cow at the most inappropriate….I am sure that IL has as part of the ethical obligations is to inform on another attorney if they have knowledge of criminal acts of another attorney….or they can be sanctioned for not informing on a colleague….
"In September 1988, the Illinois Supreme Court issued an opinion in a disciplinary case, suspending a lawyer for one year because the lawyer failed to report another lawyer's misconduct. The decision rocked the legal profession in Illinois and beyond. For Illinois practitioners, the name of the unfortunate lawyer disciplined in the case of In re Himmel,1 has become synonymous with the reporting obligation set forth in Rule 8.3 of the Illinois Rules of Professional Conduct. Indeed, in Illinois legal vernacular, "Himmel" is a verb, as in "to Himmel another lawyer" by reporting her misconduct."
http://www.americanbar.org/content/dam/aba/migrated/cpr/pubs/robinson.authcheckdam.pdf
Frankly says:
mespo – I don't think I have ever seen that whole quote, I am going to save that. It is even better then the universally know fragment.
Mike Spindell says:
What person(s) with power did Golden piss off? While I respect lawyers in general, I also believe that there are perhaps 20% of the profession that are equally as ethically challenged as Mr. Golden and we don't see them disbarred. I would say that 20% figure is ball park for many, if not most professionals and artisans.
Arthur Randolph Erb says:
It is quite obvious from his actions that he cannot practice law in any rational manner, so disbarrment is appropriate. I believe that he does have a severe mental disability as shown by his refusal to even do the minimal in order to contest the proceedings. They acted correctly and it would appear he has some form of dementia.
Mike Frisch says:
The sanction is as much a reflection of the attorney's response to the allegations as the underlying misconduct.
mespo727272 says:
"After graduating from Harvard in 1969, Golden worked at McDermott for over 20 years until he was let go in 1991."
Sometimes power and integrity do not go traipsing hand-in-hand — most of the time, perhaps.
" All power tends to corrupt and absolute power corrupts absolutely. Great men are almost always bad men, even when they exercise influence and not authority: still more when you super add the tendency or certainty of corruption by full authority. There is no worse heresy than that the office sanctifies the holder of it."
~Lord Acton


A few weeks ago we got a new weather cover for our bakfiets from the guys at Dutch Cargo Bike. The old one was too low for our daughter to fit under comfortably with a helmet.
This isn't surprising, since in the Netherlands you don't have to wear a helmet, saving 5cm - 10cm of height requirement for the cover by the time you factor the extra height of the helmet at the outside edge.
The other really nice thing about the new cover is that it has zip-open windows on both sides. The kids like being able to have fresh air if it isn't raining too hard. Also, the windows are big enough that you can fairly easily lift kids and luggage in and out through them, without having to remove the weather cover from the bike.
The only negative compared to the old model is that the back cover (seen rolled up in these images) doesn't seal as well as the old one. This means that if you leave your bike parked in the rain when it is windy, you will end up with water getting in, unless you have the presence of mind to part the bike facing into the wind.
Despite this small issue, the new cover is miles better than the old one, especially if your kids are over 4 years of age.


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Khloé Kardashian and Lamar Odom Aren't Getting Divorced After All
Following Lamar Odom's near fatal overdose at a brothel in Las Vegas, the former LA Lakers player and his estranged wife Khloé Kardashian have decided to call off their divorce and give love (and who knows—maybe even their reality show) another go. According to one source, "Khloé thinks this was the right thing to do right now."
E! News reports:
E! News confirms the 31-year-old Keeping Up With the Kardashians star and the 35-year-old former NBA player are calling off their divorce. The two both signed divorce papers in July but, due to a file backlog, the judge had yet to sign off, so the pair are still legally married.
Khloé's attorney Laura Wasser went into court this morning and asked the judge to withdraw the divorce petition that was awaiting a judge's signature. The judge granted the petition and the divorce case is now over.
Odom has a long recovery ahead of him. As another "source" tells E!:
"Every day he is getting a bit better, but he is continuing to have extensive tests on his cognitive and motor functions, so no one can make a definitive diagnosis yet. He is more coherent day by day."
Meanwhile, Khloé's ex French Montana made a public statement in support of Khloé and Lamar at the TIDAL X: 1020 Amplified concert in Brooklyn last night. (A private text will do, French!)
"Shout out to Khloé. I am really proud of her for being by his side," he said. "It's a beautiful thing to see cause I know she has a good heart like that."
Modeliste magazine (???) did some heavy photoshopping on Zendaya and she was rightfully pissed.
Open player.theplatform.com
Is Kate Hudson boffing Nick Jonas? The world may NEVER know! "I mean, my agent [MICHAEL KIVES] has been my mystery man maybe 25 times," Hudson told Andy Cohen on Watch What Happens Live. "You can't hug someone or talk to someone without it end up being a thing." That's not a no, Kate! [NYDN]
Cool guy Jeremy Renner on helping fix the Hollywood pay gap: "That's not my job." [Business Insider]
Kylie Jenner shit her pants. [Author's note: This story is not as good as you think it's going to be.] [POPSUGAR]
There's some new One Direction coming your way. [Billboard]
The emphasis in this headline about Sandra Bullock is pretty funny. [Gossip Cop]
Drew Barrymore suffered from postpartum depression. [E! News]
Kim Gordon clarified her earlier "why doesn't she just off herself" comments about Lana Del Rey:
"I was basically just trying to point out it was a persona, and offhandedly said what I said just kind of laughingly… I suppose I could have articulated the whole thing a lot better because I really just wanted to talk about persona and I was just thinking about what is the next leap after Madonna, who was not nihilistic. To me, all this stuff all stems from consumerist culture."
[Billboard]
Contact the author at madeleine@jezebel.com.
Images via Getty and Instagram.
lunchcoma
Is the this development surprising? It doesn't necessarily have to do anything with whether they want to stay together as a couple long term. Even if he's conscious, it will probably be some time before he's independent again, to whatever degree he will be. Divorce would affect all kinds of aspects of both of their lives. It's really only sensible to delay it until the situation is at least more stable.
The alternative would involve finding someone who was equally willing and able to make medical decisions when Lamar couldn't, for starters. That's particularly troublesome if he isn't in condition to specify an alternative person - the default if he were divorced would be a parent, and his mother is dead and his father is not really a good choice.


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Amsterdam, Netherlands; November 13, 2015 - AerCap Holdings N.V. (NYSE: AER, "AerCap") today announced it has filed an interim financial report including its unaudited condensed consolidated financial statements and notes for the nine months ended September 30, 2015 with the U.S. Securities and Exchange Commission (the "SEC"). AerCap's Form 6-K can be accessed on the Investor Relations page of the Company's website at www.aercap.com, as well as on the SEC's website at www.sec.gov.
AerCap will no longer voluntarily file annual reports on form 10-K or quarterly reports on form 10-Q for its 100%-owned subsidiary AerCap Global Aviation Trust ("AGAT"). Holders of public debt securities issued by AGAT, all of which are guaranteed by AerCap, may refer to the filings of AerCap Holdings N.V.
AerCap is the global leader in aircraft leasing with 1,725 owned, managed or on order aircraft in its portfolio. AerCap has one of the most attractive order books in the industry. AerCap serves over 200 customers in approximately 90 countries with comprehensive fleet solutions, and provides part-out and engine leasing services through its subsidiary, AeroTurbine. AerCap is listed on the New York Stock Exchange (AER) and has its headquarters in Amsterdam with offices in Dublin, Los Angeles, Shannon, Fort Lauderdale, Miami, Singapore, Shanghai, Abu Dhabi, Seattle and Toulouse.