text:
Oil spills in Komi Republic, Russia
Oil spill - Source: Greenpeace
Villagers embracing the Resolution - Source: http://www.iwgia.org/news/search-news?news_id=1011
One of the biggest fines ordered in Russia's history against an oil company but oil spills in the region are still wide-spread; Investigation finds Russian oil spills six times the size of Deepwater Horizon.
In the Komi Republic near the town of Usinsk in Northern Russia, one of the most serious environmental disasters of the 1990s happened, when oil leaked from a pipeline that had been contained within a dike collapsed on 1 October 1994. Between 100,000 and 120,000 tons of oil spilled out and polluted the area. The clean up was going on for about a year after the disaster happened, but even years later complaints were still filed by local residents.
Today, the Russian oil industry is producing oil spills that amount to more than 30 million barrels on land each year. A large amount of these oil spill happen within the Komi region. The region is located in a belt of taiga – a zone of coniferous forests – and inhabited by the indigenous Komi people, which are mainly fishermen, hunters and reindeer herders.
Since the disaster of 1994, due to failure in maintenance of infrastructure and other problems, oil continues to be spilled in the region around Usinsk on a regular basis. Greenpeace has identified 14 oil spill sites in Komi region alone during an investigative mission in just over a three-day period. The exact number of spills produced is hard to determine, as many of the oil spills are never reported in the media.
In January 2014, one of the companies operating in the area has now lost a legal battle against the Indigenous Peoples of Komi Republic. LUKoil, one of the companies which is believed to account for most of the spills in the region, has been ordered to pay a 20 million USD fine to Indigenous Peoples of Komi for the destruction and pollution that their spills have caused. This was due to a successful legal campaign by Greenpeace Russia, together with local communities.
The international EJO also stated that this appears to be the biggest such fine ordered in Russia's history. The verdict fined LUKoil for nine oil spills that occurred after 2011 in Komi, where they covered an area estimated around 21 hectares of land. The company had reportedly already spent less than 300,000 USD on re-cultivating the polluted land but the court had ruled the activities to be an insufficient measure.
On 5 June 2014, a demonstration was held in Ust-Usa village in Usinsk district, Komi Republic, Russia, protesting the environmental destruction caused by LUKoil Komi and other oil companies. The protests, which started two months earlier in Izhma district have now spread to Usinsk district (See text of the People's resolution in the Section Links [2]). Komi people stated that "We demand from the administration of the Usinsk municipal district, to ensure that the fines and payments for damages received into the budget of the municipal district, are fully used for the rehabilitation of the contaminated environment and the local population affected by the oil spills, that is, the residents of the villages of the municipal district."
On April 11th 2014 the municipal council of Izhma district of Komi region in the North-East of Russia supported claims of local community and voted to stop oil company Lukoil operations in the area. Izhma district is located on the bank of Pechora River running into the Arctic Ocean. Lukoil enjoys a monopoly in these subarctic areas. Most of its population is indigenous Komi people – an ethnic group uniting some 200,000 people in north-east of European Russia, belonging to Shamanic and Christian [1].
Name of conflict: Oil spills in Komi Republic, Russia
State or province: Komi Republic
Location of conflict: Usinsk (and Izhma) districts
Accuracy of location MEDIUM (Regional level)
Source of Conflict
Type of conflict. 1st level: Fossil Fuels and Climate Justice/Energy
Type of conflict. 2nd level: Oil and gas exploration and extraction
Specific commodities: Crude oil
Project Details and Actors
In Komi Republic, there are 87 oil and gas fields of which 65 are in commercial operation. The largest volume of oil is explored in the fields of Pechora-Kolva Oil and Gas Fields. The majority of oil production is operated by LUKoil-Komi (68,9 % of total production), next to RN-Northern Oil (9,3%).
In 2009, the oil production for the entire Komi Republic was 13,4 million tons, including gas condensate.
Project area: 21
Type of population Semi-urban
Affected Population: Up to 900,000 (population of Komi Republic)
Start of the conflict: 01/01/1994
End of the conflict: 01/01/2014
Company names or state enterprises: Lukoil from Russian Federation
Environmental justice organizations (and other supporters) and their websites, if available: Greenpeace: http://www.greenpeace.org/
Committee to Save Pechora
Conflict & Mobilization
Intensity LATENT (no visible organising at the moment)
Reaction stage Mobilization for reparations once impacts have been felt
Groups mobilizing: Indigenous groups or traditional communities
International ejos
Neighbours/citizens/communities
Ethnically/racially discriminated groups
Komi indigenous people
Forms of mobilization: Development of a network/collective action
Involvement of national and international NGOs
Lawsuits, court cases, judicial activism
Media based activism/alternative media
Public campaigns
Environmental Impacts Visible: Soil contamination, Oil spills, Groundwater pollution or depletion
Socio-economical Impacts Visible: Loss of landscape/sense of place
Potential: Loss of livelihood
Project Status In operation
Conflict outcome / response: Compensation
Environmental improvements, rehabilitation/restoration of area
Court decision (victory for environmental justice)
Do you consider this an environmental justice success? Was environmental justice served?: Yes
Briefly explain: In January 2014, LUKoil, one of the companies which is believed to account for most of the spills in the region, has been ordered to pay a 20 million USD fine to Indigenous Peoples of Komi for the destruction and pollution that their spills have caused. Greenpeace Russia stated that this appears to be the biggest such fine ordered in Russia's history.
Sources & Materials
References to published books, academic articles, movies or published documentaries
TED Case Studies, Russia Oil Spill, Case Number 265, KOMI, The Russian Arctic Oil Spill,
[click to view]
Links to general newspaper articles, blogs or other websites
LUKoil Hit with $18.5M Fine, RIA Novosti, The Moscow Times, 12 January 2014,
Special Report: Oil and ice: worse than the Gulf spill?, by Jessica Bachman, Reuters, 8 November 2010,
Oil and Gas Reserves, LUKOIL,
Russian Oil Disaster, Komi region oil spill sites, Greenpeace,
Toxic Apocalypse Site #18, Usinsk, Russia, Catastrophe Map,
Industry and Energy of the Republic of Komi, Republic of Komi, Official Portal,
Lukoil Fine $20M (€14.76M) for Oil Spills in Russia's Komi Republic, by Laura Sinpetru, Softpedia, 22 January 2014,
A small victory for the Arctic, a huge step for the Komi Peoples, by Jon Burgwald, Greenpeace, 21 January 2014,
[1] Lukoil in Izhma district of Komi region
Committee to Save Pechora (in Russian)
[2] Text of the Komi People's RESOLUTION
Of the protest rally by residents of the villages of city district "Usinsk"
Related media links to videos, campaigns, social network
Photos of the spills in Komi Republic, Greenpeace
Villagers embracing the Resolution Source: http://www.iwgia.org/news/search-news?news_id=1011
Oil spill Source: Greenpeace
People adopting resolution SOurce: http://www.savepechora.ru/page.php?p=64


text:
5 Reasons to Adopt Microsoft Office 365 in Your Environment
Most organizations, big and small, often think of efficiency and productivity as synonyms or two sides of the same coin. Businesses constantly pursue the latest innovations that can help them turn core business operations into routines to improve agility, efficiency and productivity and, of course, reduce costs.
That's where Microsoft Office 365 comes in. It's a set of cloud-based applications that include Exchange Online, OneDrive for Business, SharePoint Online and Teams. Its cloud-based service provides users with a fantastic set of features and functionalities, all in one place. On top of that, it comes with all the benefits of the cloud! This way, users can access all their files, emails, calendars, contacts, applications and work tasks anytime, anywhere, and from any device, so they never miss a beat.
Since the start of the pandemic, there has been a 21% increase in Microsoft 365 users, and some 70% of Fortune 500 companies have purchased a license in the past year. So the question is do you need to join the community of over 1.5 users worldwide? Let's look at the top 5 advantages that Microsoft's productivity suite can deliver for your business.
Scalability and Adaptability
Business changes all the time, and odds are, your business is changing and adapting to the new realities of the marketplace as we speak. As your business changes, the apps and software you use should be able adapt to your business's needs as well.
Scalability is one of the most praised features of Microsoft Office 365. It can be scaled up or down to ensure your changing business needs are met, and you pay only for the features you use. Moreover, Microsoft Office 365 is a subscription-based cloud service, which means paying an annual or monthly fee per user. Such an approach gives you the freedom to add or remove users/services whenever the need arises or change your current subscription plan to avoid unnecessary costs.
Members of the same team assigned to different projects and working from other locations can frequently feel separated. Such separation can produce communication barriers among team members working remotely on the same project and result in diminished motivation and lesser involvement in achieving company objectives. These obstacles can negatively impact the collaboration within the team, as well as your business's productivity and bottom line.
Microsoft Office 365 delivers a unique approach for businesses to stay productive through enhanced collaboration. It no longer matters where you work — with Microsoft Office 365 you have all-time access to all the tools needed to be productive. Now, you no longer have to wait for your documents and files to be checked, edited and approved. Your teammates will be able to monitor modifications in your shared files in real-time and work on them concurrently.
Moreover, Microsoft Office 365 provides very capable tools to enhance communication among your employees, such as Exchange Online, SharePoint Online, Skype for Business, Office Video, OneDrive for Business and others. With this impressive array of tools, your employees can effortlessly share ideas and files and seamlessly collaborate on different projects from various locations across the world.
Remote Work Accessibility
With the Covid-10 outbreak and most companies shifting to working from home to curb the spread of the virus, some concerns have been raised about maintaining employee productivity and efficiency in a remote work setting.
With Microsoft Office 365 running in the cloud, you can see your data and files anywhere, any time and on any device, which means that you can work almost everywhere. As long as you have an internet connection, you get to access your email, files and Office applications (Word, PowerPoint, Excel) from any location and any device. This capability greatly benefits companies with remote employees or employees on-the-go, which is the case with a growing number of companies nowadays.
What is more, is that you can work offline on your documents and simply upload them when you're back online.
Microsoft Office 365 is a subscription-based service for which you can choose to pay a monthly or yearly per-user fee, eliminating the need to pay a substantial amount up-front for new software. Moreover, being in the cloud, it is no longer necessary to purchase and maintain server hardware for your emails, file apps or document storage, resulting in less power consumption and less office space for housing servers.
In addition to that, you can turn off the services you don't use at any time to reduce costs.
Microsoft Office 365 runs in the cloud, which means it is not reliant on onsite hardware servers that sometimes fail. For your business to continue operating like a well-oiled machine, the cloud service must be up and running 24/7/365. With Microsoft Office 365, there is little to be concerned about – the company makes extraordinary efforts to ensure 99.9% availability of its infrastructure according to its service-level agreement (SLA).
One last thing to acknowledge is that all of your data will be stored in the cloud, which means that it's exposed to potential data-loss threats. However, as long as you regularly perform Microsoft Office 365 backups, your business can keep running without interruptions.
NAKIVO Backup for Microsoft Office 365
Microsoft Office 365 is doing its part to ensure your business's continuity, but there's one aspect of your cloud data that's in your hands. Most Microsoft Office 365 users operate under a false assumption that since their data is in the cloud, it is protected by default and accessible at all times, thus putting their entire business data at risk of being compromised or lost.
Business data protection and IT infrastructure availability have always been NAKIVO's top priorities. NAKIVO Backup & Replication is designed to perform regular incremental backups of your Microsoft Office 365 data and applications. Under this scheme, only the blocks of data that have changed since the last full backup are copied, resulting in shorter backup times and lower storage space requirements.
With NAKIVO Backup & Replication for Microsoft 365, you can easily browse and restore Exchange Online emails, OneDrive for Business files as well as SharePoint Online libraries and lists directly from backups to the original or a custom location. You can also protect thousands of Microsoft Office 365 user accounts with a single deployment of the solution, enabling you to meet the fast-changing requirements of your business.
Moreover, you can put your Microsoft Office 365 backup jobs on auto-pilot to run on schedule with the advanced backup job scheduling feature in NAKIVO Backup & Replication, saving you a great deal of time and effort.
Efficiency is of paramount importance to businesses. Deciding whether to start using Microsoft Office 365 or migrate your on-premises setup to the cloud can be daunting. We believe that Microsoft Office 365 is a highly useful toolset and comes with numerous advantages, crucial for any company. Having a first-class scalable platform that enables seamless collaboration and communication makes any organization more efficient. Moreover, having access to productivity tools that empower people to do their jobs more efficiently and from anywhere in the world makes companies even more agile and allows them to compete alongside other players in their market segment.
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redpajama_set_name: RedPajamaCommonCrawl


text:
Naples makes another 'Best Of' list
The Edgewater Beach Hotel on Monday, Oct. 14, 2013, in Naples. David Albers/Staff
Posted: Oct. 27, 2015
By Laura Layden of the Naples Daily News
Posted: Oct. 27, 2015 0
Naples has added another feather to its cap.
Readers of Condé Nast Traveler have voted Naples as one of the nation's "Best Small Cities."
In the 2015 Readers' Choice Awards, Naples landed at No. 15, with an overall rating of 78.3, out of a possible score of 100.
"It's nice to be lumped in with the small cities. This is a big one. It's really a good award for us," said Jack Wert, executive director of the Naples, Marco Island and Everglades Convention and Visitors Bureau.
More than 128,000 of the magazine's readers rated their favorite cities in the U.S. and based on the amount of responses, the list was divided into two categories, with rankings for both smaller and larger cities this year.
Coming in at No. 1 on the "Best Small Cities" list was Charleston, South Carolina, with an overall rating of 88.13.
Naples got more props this year, with the Edgewater Beach Hotel making it on the Readers' Choice list of Top 20 Hotels in Florida. The hotel ranked No. 13, with an overall rating of 85.8, out of 100, based on feedback from Condé Nast readers.
The Edgewater recently renovated its guest rooms, lobby and restaurants. It's the only all-suite luxury hotel on the beach in Naples, with offerings that include two outdoor heated swimming pools fronting the Gulf of Mexico.
With the recent improvements, it's nice to see the Edgewater make it into the group of Top 20 Hotels in Florida, Wert said.
"They spent a lot of effort and money to make upgrades to the property," he said.
The top-ranked hotel in Florida this year was the The Alfond Inn in Winter Park, with a score of 94.5.
The reader rankings come with a lot of credibility because Condé Nast is seen as a leading authority on travel, Wert said.
"This definitely would be an attractor for new visitors," he said.
SW Florida business group shares ways to motivate
It's 7-11 — free Slurpee day!
Gas prices decline for 33 consecutive days in Florida
Homes planned for former plant nursery in North Naples
Guest commentary: Support solar in Florida? Then vote 'no' on solar amendment
Crossword and Sudoku puzzles
Region's toxic cane toad can be a dog and koi killer
What's new at Florida's cruise ports in 2016?
Auburn update: They came, saw and conquered


Take over as the lead singer of your favorite heavy metal band with this Papa Emeritus II mask! Papa and his Nameless Ghouls have been spreading darkness over the lands with their band Ghost since 2008. Not only are their songs memorable but it is their haunting stage performances that really makes this hard rock group stand out. Once you throw on this Papa II Mask you will look just like the ringleader of this devilish circus!To complete your ghastly transformation be sure to pick out some truly terrifying robes that Emeritus would proudly wear. Also start working on that singing voice, as scary as Papa may a look he has the voice of an angel… One that has fallen and been cast into the firey pits but still an angel, nonetheless! This Ghost Papa II Mask will help you become the most frightening front-man to enter the heavy metal scene in a long while!


Dec 11, 2018 · Teo Espresso and Gelato, perennial winner of Best of Austin & Voted 10 Best in the US, specializes in authentic handcrafted espresso beverages as well as award winning gelato and sorbetto. Teo is a locally owned and operated establishment offering an escape to Italy with a pleasant atmosphere, friendly service and a passion for what we do.
Our gelato may be handmade in Austin, but the way we make it is purely Italian. Our gelato maestro, Matthew Lee, trained in Italy, bringing back the technique, recipes and quality that you taste in every scoop of Tèo Gelato.
Teo has been turning heads since it opened in 2003. Owner Matthew "Teo" Lee studied the art of gelato making in Italy and has won many awards for his gelato in global competitions.
Teo Espresso and Gelato: … Austin, TX. Coffee Shop · Downtown Austin · 407 tips and reviews. Marla Erwin: Try the pistachio gelato at the gelato bar (between coffee and smoothie bars). Best ANYWHERE. … The 15 Best Places for Pickles in Austin. The 13 Best Places for Cheese Biscuits in Austin.
Apr 06, 2015 · Teo: Best Gelato in Austin – See 36 traveler reviews, 13 candid photos, and great deals for Austin, TX, at TripAdvisor.


text:
Revlon Names First Woman CEO
Debra Perelman is promoted.
Revlon Appoints Thomas Cho as Chief Supply Chain Officer
Revlon Reports Net Sales Growth in Second Quarter of 2021
Revlon Appoints Chief Marketing Officer
Revlon Completes Exchange Offer
20 Revlon (2020)
Reuters has reported that Revlon Inc. has named Debra Perelman its first female president chief executive officer. She initially replaced Fabian Garcia who stepped down early in 2018 after two years in the position. Ronald Perelman, Revlon's chairman—and the new CEO's father—reportedly made the move in line with "changing consumer preferences."
With 20 years at Revlon, Debra Perelman was most recently chief operating officer at the company, a role in which she worked to build the company's digital presence. She was also most recently the executive vice president of MacAndrews & Forbes, the holding company through which her father owns an 85% stake in Revlon.
Board member Paul Meister, who was overseeing day-to-day operations of Revlon on an interim basis, will reportedly keep his position as the vice chairman.
beautypackaging.com
www.beautypackaging.com
19. Revlon
Mented Cosmetics Raises $3 Million in Funding
World Wide Packaging Highlights Pocket-Friendly Packaging Solutions
The Estée Lauder Companies Names SVP, Investor Relations
Affluent Millennials are Influencing 'Luxury Culture' in the U.S.
Quick-to-Market Packaging Takes Priority
The Fragrance Foundation Awards 2018: Top 5 Finalists & 1st Round of Winners
L'Oréal's Reported $375-million South Korean Cosmetics Deal
L'Oréal's Potential $375 million South Korean Cosmetics Deal
Revlon Changes Top Leadership


Palolem Beach is about 1 hr away from Karwar, Karnataka by car. The time between November and March is the ideal time to visit Palolem Beach. Earlier, Palolem Beach was among the virgin beaches of India.
Panaji, capital city of Goa, is about 70 km from Palolem Goa. Canacona Railway Junction, which lies on the Konkan Railway is about 3km from Palolem Palolem Beach can be reached by autos and taxis from Margao. It is at a distance of 40km. Regular buses are also available from Margao.
Nestled about 2km from Chaudi, towards its west, Palolem Beach in Goa is a top most visited beach in India. It is, in fact, one of the ideal beaches, where you can enjoy your holidays. It is even ideal for honeymooners and adventure seekers as well. The beach is dotted with sky towering coconut trees and rocky crags.
Palolem Beach in Goa has a crescent shaped bay, which offers pristine beauty along with white sand. The white sand facing the cool blue waters is a magnificent sight. You would also see a wooden island towards the north headland. You can comfortably go fishing with local fishermen and can also spot several dolphins in the blue sea.
Palolem Beach of Goa is commonly known as Paradise Beach of India. It is frequented by tourists all throughout the year and includes both domestic as well as international travelers. If you want to enjoy beach vacation in serenity, then Palolem Beach, Goa should be an ideal option. It is partly secluded and offer relaxed holiday vacation.
You can easily pick up souvenirs and other gift items from the nearby village. Several vacationers and day trippers enjoy their coffee and snacks at these local shops. Moreover, you can get easy accommodation at different beach huts in Palolem Beach Goa. Some of these include Bhakti Kutir, the Beach House and Palolem Beach Resort.


Loop Cone Table may be combined with different seating elements. This enables a large number of combinations. For instance Loop Cone Table may be combined with Loop Arc to create a wave pattern of seating with tables interposed. Using HopOp seating bollards on the other hand creates round groups of seating.


text:
using System.Reflection;
using System.Runtime.InteropServices;

// General Information about an assembly is controlled through the following
// set of attributes. Change these attribute values to modify the information
// associated with an assembly.
[assembly: AssemblyTitle("SamplesLibraryUI")]
[assembly: Guid("4c3c629f-e89e-45ae-aa07-bd7c86270ace")]

redpajama_set_name: RedPajamaGithub


text:
#ifndef MONGOC_STREAM_TLS_SECURE_CHANNEL_H
#define MONGOC_STREAM_TLS_SECURE_CHANNEL_H

#if !defined(MONGOC_INSIDE) && !defined(MONGOC_COMPILATION)
#error "Only <mongoc.h> can be included directly."
#endif

#ifdef MONGOC_ENABLE_SSL_SECURE_CHANNEL
#include <bson.h>

#include "mongoc-macros.h"

BSON_BEGIN_DECLS

MONGOC_EXPORT (mongoc_stream_t *)
mongoc_stream_tls_secure_channel_new (mongoc_stream_t *base_stream,
                                      const char *host,
                                      mongoc_ssl_opt_t *opt,
                                      int client);

BSON_END_DECLS

#endif /* MONGOC_ENABLE_SSL_SECURE_CHANNEL */
#endif /* MONGOC_STREAM_TLS_SECURE_CHANNEL_H */


text:
Official: Large number of Afghan refugees to soon leave Fort McCoy
Posted: Sep 23, 2021 / 09:26 AM CDT / Updated: Sep 23, 2021 / 04:43 PM CDT
SPARTA, Wis. (AP) — A federal official at Fort McCoy says a large number of Afghan refugees will soon be leaving the base for resettlement across the country.
The evacuees from Afghanistan began arriving at Fort McCoy in Monroe County four weeks ago and with more than 12,000 refugees, the base is near capacity.
New COVID-19 vaccination clinic coming to Downtown Green Bay
The U.S. State Department's task force leader at the fort, Skye Justice, says efforts so far have focused on meeting the Afghans' immediate needs, such as health care or legal help to complete immigration paperwork.
But now, Justice says the focus will turn to resettlement. Sponsors in their new community will help the families start their new lives.
Local News / 10 mins ago


The alarm rings. You hit snooze, roll over, and mentally try to shut down the pop-up, to-do list. Another week begins.
Granted, no matter how full your life is, sometimes its purpose stagnates. There's an inner void often neglected. Why not try God? Who is this mysterious being that some people worship while others curse?
Bring your doubts, assumptions, and questions. Consider evidence for God in nature, history, and experience through Trinity. With vivid transparency Joyce Long shares personal observations, stories, and biblical examples that address struggles we sometimes wonder if God sees and cares about.
Discover how God's triune nature—Creator-Father, Jesus Christ, and Holy Spirit—can work in your life so that you can transcend the shallow and mature in love, forgiveness, and peace.


Silent Screen slot by AMAYA review - play online for free!
Silent Screen is a 5-reel 25-payline video slot that is part of the series of slots featuring the Movie Mayhem progressive jackpot. Silent Screen is themed around the silent film era that underpins the modern filmmaking industry. The number of paylines and a coin value can be adjusted in a very wide range allowing you to place a bet starting at one cent and ending at $500 per spin. The progressive jackpot is hit at random, so you don't need to place any qualifying minimum stake or land any special combination of symbols. Just make sure you have activated all the paylines at any coin value before spinning the reels.
The slot has a wild, a scatter and a free spin round. The wild symbol depicted by the Actress generates the largest fixed jackpot of 5000 coins ($100,000 on the max bet) for five of a kind. Besides, all wins with the wild are doubled.
The Camera acts as a scatter that pays scatter wins for 2 to 5 of them landed in any position. Getting five scatters produces a win of your total bet times x200 which can be equal to the maximum prize awarded by five wild symbols ($100k). Three or more scatters activate 15 free spins with all cash awards tripled during the feature.
There are four Movie Mayhem progressive jackpots that differ in their seed amounts and an average win frequency. The largest progressive jackpot, Level 4, is won an average of every two months and its average size is $16,000. The bonus game where you can win any of the four jackpots is triggered at random in the base game. Once in the bonus feature, you have to pick among a few film reels that reveal film tickets with the numbers printed on them. After a few selections, the numbers will be added together to determine the jackpot that you win.


text:
Q: Can someone tell me why my code isn't working? numCat = [0, 0, 0, 0, 0, 0, 0, 0, 0, 0, 0]
print("Hello user, I am Inverted Cheese.\n")
username = input("What is your name?\n").capitalize()
print("Hello, " + username + "!")

while True:
    if input() == "hello":
        print("Hello, " + username + "!")
    elif input() == "cat":
        num = randrange(0,10)
        print(num)
        if num == 0:
            numcat[num] += 1
            print("You now have " + numcat[num] + "brown cats")
        elif num == 1:
            numcat[num] += 1
            print("You now have " + numcat[num] + "grey cats")
        elif num == 2:
            numcat[num] += 1
            print("You now have " + numcat[num] + "white cats")
        elif num == 3:
            numcat[num] += 1
            print("You now have " + numcat[num] + "black cats")
        elif num == 4:
            numcat[num] += 1
            print("You now have " + numcat[num] + "orange cats")
        elif num == 5:
            numcat[num] += 1
            print("You now have " + numcat[num] + "furless cats")
        elif num == 6:
            numcat[num] += 1
            print("You now have " + numcat[num] + "hairy cats")
        elif num == 7:
            numcat[num] += 1
            print("You now have " + numcat[num] + "small cats")
        elif num == 8:
            numcat[num] += 1
            print("You now have " + numcat[num] + "fat cats")
        elif num == 9:
            numcat[num] += 1
            print("You now have " + numcat[num] + "chubby cats")
        elif num == 10:
            numcat[num] += 1
            print("You now have " + numcat[num] + "magic cats")
        print(num)
    elif input() == "inventory1":
        print("hi)")
        print("Inventory Part I:\n\nCommon Cats:\nBrown: " + numCat[0] + "\nGrey " + numCat[1] + "\nWhite: " + numCat[2] + "\nBlack: " + numcat[3] + "\nOrange: " + numCat[4] + "\n\nRare Cats:\nFurless: " + numCat[5])
        print("hi)")
    elif input() == "inventory2":
        print("hi)")
        print("Inventory Part II:\n\nRare Cats:\Hairy: " + numCat[6] + "\nSmall: " + numCat[7] + "\n\nEpic Cats:\nFat: " + numCat[8] + "\nChubby: " + numCat[9] + "\n\nLegendary:\nMagic: " + numCat[10])
        print("hi)")

input()

The only command that works is the "hello" command, but the "cat" and both inventory commands don't work. When I try and use them, I get no output. Could someone please explain why?
It also won't print anything. I've added print commands in the inventory code, but they won't print. Is there something I'm doing wrong with my list?
I really want to get this program running, but I'm completely lost here.

A: You would be reading new input in every elif evaluation. Store the input once, so you can repeatedly compare it:
i = input()
if i == "hello":
    print("Hello, " + username + "!")
elif i == "cat":
    # ...
elif i == ...:
    # ...

A: Every call to input() would require another input from the user. You should call input() once and store the returning value in a variable for comparison:
while True:
    command = input()
    if command == "hello":
        print("Hello, " + username + "!")
    elif command == "cat":
        num = randrange(0,10)
        print(num)
        ...

redpajama_set_name: RedPajamaStackExchange


text:
Библиотека » Медиапсихология » Media Screen and Youth Audience
© Alexander Fedorov
Violence on the Russian & American Media Screen and Youth Audience
This publication was prepared (in part) under a grant funded by the United States Information Agency and administered by the Kennan Institute for Advanced Russian Studies of the Woodrow Wilson International Center for Scholars, Washington D.C. The statements and views expressed herein are those of the author and are not necessarily those of the Wilson Center.
Published in 2003 by Kuchma Publisher House.
43, Turgenevsky, Taganrog, 347900, Russia.
Copyright © 2003 by Alexander Fedorov.
Fedorov, Alexander. 1954-. Violence on the Russian & American Media Screen and Youth Audience/Alexander Fedorov.
p. cm.
1. Violence in mass media -- United States, Russia. 2. Violence in television -- United States, Russia.. 3. Television and children -- United States, Russia. 4. Television broadcasting policy. 5. Mass media. 6. Mass media and culture. 7. Study and teaching. 8. Media Literacy. I. Title.
The final phase of research for this book was supported in part under a grant funded by the United States Information Agency and administered by the Kennan Institute for Advanced Russian Studies of the Woodrow Wilson International Center for Scholars, Washington D.C. The statements and views expressed herein are those of the author and are not necessarily those of the Wilson Center.
The initial phase of research for this book was supported by Open Society Institute (1998, grant № МСС809), ECHO Program (Central European University, Budapest, Senior Visiting Grant, 1998, October), Russian Science Foundation for Humanities (RGNF, 1999-2000, grant N 99-06-00008a, and partly published in Russian Foundation for Humanity Journal. 2001. N 1, pp.131-145). Another short publications: Media I Skole og Samfunn /Norway, 2001. N21, p.41, 2000. N 1, pp.16-23. 1999. N 5, pp.37-39; News from The UNESCO International Clearinghouse on children and Violence on the Screen. 2000. N 2, p.5; The International Research Forum on Children and Media /Australia. 2000. N 9, p.5.
Preface p. 4
1 Russian Cinematography and the Theme of Violence p. 8
2 Russia's Violent Television Programs p. 12
3 Television, Film Repertoire, and the Problem of Violence on the Screen p. 13
4 Russian Teenagers and Violence on the Screen p. 17
5 Computer/Video Games: Media Violence and Russian Teenager Audience p. 30
6 Media Violence & Youth Audience in the USA p. 34
7 The Short Comparative Analysis of American and Russian Studies about Media Violence and Children/Youth p. 54
8 Appendices p. 56
8.1 Short U.S. Media Violence History p. 56
8.2 The Special Course "The Mass and Individual Terror and Terrorism in the Mirror of the Russian Cinema (The Feature Films of the Sound Period)" p. 59
8.3 Organizations' Internet Sites p. 80
8.4 Bibliography (Suggesting Reading) p. 80
8.5 About the Author p. 85
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© Федоров Александр Викторович (Fedorov, Alexander ), 2007


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Romualdus van Ravenna, ordestichter
 Romuald Figuier, Frans zanger
 Romuald Guarna of Romualdus II van Salerno, aartsbisschop van Salerno (1153-1181)

redpajama_set_name: RedPajamaWikipedia


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Die Teberda () ist ein linker Nebenfluss des Kuban in der Republik Karatschai-Tscherkessien im Nord-Kaukasus.

Die Teberda entsteht am Zusammenfluss von Gonatschchir und Amanaus, 5 km nördlich von Dombai, an der Nordflanke des Großen Kaukasus. Der 60 km lange Fluss fließt in nordnordöstlicher Richtung an der gleichnamigen Stadt Teberda vorbei nach Karatschajewsk, wo er auf den Oberlauf des Kuban trifft. Die Teberda entwässert ein Areal von 1080 km². Der mittlere Abfluss 45 km oberhalb der Mündung beträgt 27,2 m³/s.
Die Teberda ist ein typischer Gebirgsfluss. Im Flussbett findet sich viel Geröll.

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Home / Style / BritDesign / Our Next Big Project!
2016 was quite the year for our little family. We grew by one and moved in to our own home, which literally happened all within a one month span. We bought a small home at a great price, that needed cosmetic help- a lot of it! "The ugliest kitchen we can find" was literally our criteria while looking for a home- a realtors dream LOL. Also on our criteria: a small home (so we can heat it without cringe-worthy heating bills) and located in proximity to downtown. We come from a very trades-handy family, so renovating has always been our plan. We passively kept our eye on the market in our dream neighborhood for a few years, and eventually found the home that met all of our criteria. We went through private sale and purchased it from a great family for a great price. It is over 100 years old (hello Halifax Explosion survivor!), and though it has great structural bones, it actually does not have much for historical architectural detail, but we did recently unmask original hardwood floors under some of the house! The house had been renovated at some point because it's full of 70s style wood paneling, and remnants of carpet lurk under the floors.
If you haven't guessed already by my blog and Instagram, my husband and I focus on living a pretty minimal lifestyle. After years of studying sustainable cities and economical footprints myself, and my husband studying economics and financial planning, we were both on board to make a small (on a North American scale) home function both in design and finance for our family (dreams of early retirement, who's with us?!). People around the world live and raise families in much smaller spaces- 1200 square feet should hardly be a challenge in comparison (right?). It might help too that we have doubled our living space moving here. Our old apartment was only 600 square feet (our tv took up the whole living room…and it's a flat screen LOL). Owning less will help us, and then creating storage solutions and functional floorspace will be key. Style-wise we love clean cut, Scandinavian-inspired design, so you will see our home renovations reflect that. We are excited for the challenge of renovating for small-space living.
So, if you're at all interested, stay tuned for "before and after" renovation posts on functionality and design for small spaces…and maybe posts on how to tackle this lifestyle with a little one around! I'm also working on a really neat collab with the home reno's that I'll spill the beans on in a few weeks!


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America's least-favorite vegetable determined in new survey
She probably wouldn't be smiling like that if those were turnips. (iStock)
A new survey of 2,000 Americans officially crowned our favorite vegetable and the new king of veggies is… corn.
Cracking the top three along with corn — which 91.4 percent of survey respondents said were among vegetables they liked — were potatoes, barely missing out on the #1 spot with 91.2-percent approval. Carrots and tomatoes tied for third at 89 percent.
KRAFT LAUNCHES 'SALAD FROSTING' TO GET KIDS INTERESTED IN VEGGIES
The new survey, conducted by OnePoll on behalf of the VeggieTracker from Dr. Praeger's aimed to reveal exactly how Americans feel about each vegetable, and to get a glimpse inside our veggie eating habits.
Onions and green beans, both at 87 percent, received high marks as well. Surprisingly, broccoli barely cracked the top ten, coming in at number eight on the list, with 85 percent saying they liked it.
America is largely in agreement: Corn is pretty alright. (iStock)
WATCH: VIDEO OF GARLIC-PEELING SECRET MESMERIZES THE INTERNET
So now we know our favorite veggies, but what are the veggies we refuse to eat even if they're coated in cheese or ranch dressing?
According to the results of the poll, our most hated veggie is the turnip, with 27 percent of the respondents reporting that they disliked it.
Beets (26 percent) and radishes (23 percent) also broke the top three of our least-liked veggies, with Brussels sprouts also scoring high (21 percent).
But that's not all the survey determined. One of the most shocking revelations within the results was that over 25 percent of respondents say they never eat vegetables.
And of those who do eat vegetables, only a third of their meals (36 percent) actually include a vegetable as part of it.
"Most of us already know they should be eating more vegetables," said Larry Praeger, CEO of Dr. Praeger's. "While more and more people are adopting plant-based diets, there's still a long way to go toward reaching recommended consumption levels."
FOLLOW US ON FACEBOOK FOR MORE FOX LIFESTYLE NEWS
But Americans are at least trying to eat more vegetables, as 72 percent say they wish they ate more veggies than they currently do.
They're probably still OK with avoiding turnips, though. (iStock)
Not only that, 67 percent of Americans say they feel guilty when they fail to eat vegetables with their meal.
So, what's holding them back? The biggest reason Americans don't eat more vegetables is because their produce spoils before they get a chance to eat it (25 percent).
One in four Americans also say vegetables simply cost too much. Twenty-two percent say they also take too much time to prepare, and one in five saying they don't how to cook them properly.
America's favorite vegetables:
Corn (91 percent)
Potatoes (91 percent)
Carrots (89 percent)
Tomatoes (89 percent)
Onion (87 percent)
Green beans (87 percent)
Cucumbers (86 percent)
Broccoli (85 percent)
Cabbage (84 percent)
Peas (83 percent)
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Source – https://www.foxnews.com/food-drink/amercas-least-favorite-vegetable-determined-survey
Barcelona has reached the final of the Spanish Super Cup
Barcelona reached the final of the Spanish Super Cup with the extraordinary skill of Marc-Andre Ter Stegen. The match ended in a tiebreaker as Real Sociedad drew 1-1 in regulation and extra time. Later, Ronald Koeman's team secured the final by winning 3-2.At the end of this victory, Ter
Australian Open set to be delayed by three weeks 2021
Next year's Australian Open has been postponed by three weeks due to a coronavirus epidemic. The first Grand Slam of the year, 2021, will start on February 8. The tournament was scheduled to start on January 16. The ATP on Thursday announced the schedule for the first seven weeks of


With effective behaviour management in your classroom, your learners will gain as a result and you'll enjoy your teaching more.
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0:06Skip to 0 minutes and 6 secondsHello. I'm Paul Dix. Behaviour specialist at Pivotal Education. I'm going to show you how to harness the power of your own behaviour to dramatically improve the behaviour of your students. I'm going to show you how routines are central to establishing clear and high expectations of your students and I'm going to show you how to intervene with poor behaviour with techniques that protect you and protect the dignity of your students. I'm going to show you through this course how techniques can benefit your students, how recognition should be central to your classroom or laboratory technique and not reward. How a clear and purposeful learning environment can be established through clear boundaries and how we can deal with tricky customers with real flair.
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Thomas J. Welling is an American actor, director, producer, and model best known for his role as Clark Kent in The WB/The CW superhero drama Smallville (2001–2011). He also co-starred in the third season of Fox fantasy comedy-drama Lucifer as Lt. Marcus Pierce (2017–2018). A high school athlete, Welling initially worked in construction and, in 1998, he successfully modeled men's clothing for several popular brands. In 2000, he made a successful transition to television. He has been nominated for and received several awards for his role as Clark Kent. In 2001, he had a recurring role as Rob "Karate Rob" Meltzer in the second season of the CBS legal drama Judging Amy. He has also been involved behind the camera as an executive producer and a director. His films include Cheaper by the Dozen (2003), Cheaper by the Dozen 2 (2005), The Fog (2005), Draft Day (2014) and The Choice (2016).
BATWOMAN · S1, E9
Crisis on Infinite Earths: Pt. 2
The group uses Ray's invention to track new recruits to help save the universe; Iris, Clark and Lois search for a mysterious Kryptonian; Kate and Kara search for Bruce Wayne; Mia challenges Sara; Rory discovers a hidden talent; Lex Luthor returns.


text:
Davis v. Combustion Engineering, Inc.
McNeil v. Economics Laboratory, Inc.
This circuit has not yet decided whether this grant of authority permits the district court to award front…
Sasser v. Averitt Exp. Inc.
The remedy of front pay is not yet twenty years old. It is a special remedy, not necessarily warranted in…
117 Citing Cases
Full title:CLARENCE F. DAVIS, PLAINTIFF-APPELLEE, v. COMBUSTION ENGINEERING, INC.…
Court:United States Court of Appeals, Sixth Circuit
Date published: Aug 16, 1984
742 F.2d 916 (6th Cir. 1984)
United States Court of Appeals, Sixth Circuit
holding that "front pay does not lend itself to a per se rule."
Summary of this case from Bogan v. MTD Consumer Grp.
See 15 Summaries
Argued August 24, 1983.
Decided August 16, 1984.
James C. Lee, Lee Hanzelik, Chattanooga, Tenn., James M. Paulson (argued), Boston, Mass., for defendant-appellant.
Harry F. Burnette (argued), Brown, Dobson Burnette, Chattanooga, Tenn., for plaintiff-appellee.
Appeal from the United States District Court for the Eastern District of Tennessee.
Before JONES and WELLFORD, Circuit Judges; and RUBIN, District Judge
Honorable Carl B. Rubin, Chief Judge, United States District Court for the Southern District of Ohio, sitting by designation.
CARL B. RUBIN, District Judge.
Appellant Combustion Engineering, Inc. ("Combustion"), appeals the denial of its motion for a new trial following a jury trial in the United States District Court for the Eastern District of Tennessee. The jury returned a verdict on special issues, finding appellant liable for a willful violation of the Age Discrimination in Employment Act of 1967 ("ADEA"), 29 U.S.C. § 621 et seq., and awarding appellee Clarence F. Davis $22,200 in back pay and $88,800 in compensation for future losses or "front pay." In addition, the district court awarded appellee $20,000 in liquidated damages and $40,813.90 in attorney's fees, for a total award of $171,813.90.
Five issues are raised on appeal: (1) whether the trial court erred in permitting the expert testimony of appellee's witness, Professor Thomas E. Geraghty; (2) whether the trial court erred in instructing the jury that appellant was required to meet a prima facie showing of age discrimination by introducing "credible" evidence to the contrary; (3) whether the trial court properly defined a "willful" violation of the ADEA in its instructions to the jury; (4) whether the trial court properly awarded appellee compensation for future losses ("front pay"); and (5) whether the trial court's award of attorney's fees was proper. Each of these issues was raised in appellant's motion for a new trial, which the trial court denied. We will consider these issues in the order raised.
Appellant's first contention is that the trial court erred in qualifying Professor Thomas E. Geraghty as an expert witness and in permitting him "to testify to the ultimate legal conclusion in the case — whether age discrimination had occurred." Appellant's Brief at 5. Appellant argues that Professor Geraghty was unqualified to testify as an expert in the area of age discrimination and that testimony as to his conclusions "usurped the function of the court and unfairly and irreparably influenced the jury's decision." Id.
Appellant bases his objection to the substance of Professor Geraghty's testimony on four specific instances of allegedly improper testimony as to legal conclusions:
". . . in this case there was an unconscious bias and Mr. Davis was terminated because of his age." Transcript (Tr.) at 245.
". . . Mr. Davis appears to be discriminated against and . . . that age was a factor that determined his termination." Id.
"I find the fact that Mr. Davis was discharged very, very singly [sic], and the only difference between him [sic] was age. Must be somehow a question of age in the discharge of Mr. Davis." Tr. at 248.
"Barring any other reason given, it would appear to me to be obvious." Id. (Answer in response to the question, "It is your opinion, then, that Mr. Clarence Davis was discharged in August, 1979, by the defendant, Combustion Engineering, as a result of unlawful age discrimination?" Id.)
Professor Geraghty's qualifications were brought out at trial. His undergraduate degree was in business administration. He also had an advanced degree in that subject, with concentration in the areas of industrial management and industrial relations.
His employment history included work as a chief industrial engineer and consulting work in the areas of finance and personnel. He has written personnel policies and conducted training sessions in personnel matters.
At the time of trial, Professor Geraghty was Professor of Management and Marketing at the University of Tennessee-Chattanooga. His teaching duties were largely in the areas of production and personnel.
He had not previously been involved in the area of age discrimination, and he was unfamiliar with the specifics of the ADEA. The record does not reveal his familiarity, if any, with discrimination law in general.
He testified at trial that in his opinion, based on his examination of appellant's personnel records, appellee was terminated because of his age. Pursuant to an analysis of those records, he testified that he was able to eliminate all other factors as bases for appellee's discharge.
Federal Rule of Evidence 702 provides:
If scientific, technical, or other specialized knowledge will assist the trier of fact to understand the evidence or to determine a fact in issue, a witness qualified as an expert by knowledge, skill, experience, training, or education, may testify thereto in the form of an opinion or otherwise.
The decision to allow a witness to testify as an expert is largely within the discretion of the trial court and will not be disturbed on appeal unless clearly erroneous or an abuse of discretion. Mannino v. International Manufacturing Co., 650 F.2d 846, 849 (6th Cir. 1981); Morvant v. Construction Aggregates Corp., 570 F.2d 626, 634 (6th Cir.), cert. dismissed, 439 U.S. 801, 99 S.Ct. 44, 58 L.Ed.2d 94 (1978); United States v. Barker, 553 F.2d 1013, 1024 (6th Cir. 1977).
Rule 702 should be broadly interpreted on the basis of whether the use of expert testimony will assist the trier of fact. Mannino, supra. The fact that a proffered expert may be unfamiliar with pertinent statutory definitions or standards is not grounds for disqualification. Such lack of familiarity affects the witness' credibility, not his qualifications to testify. Ellis v. K-Lan Co., Inc., 695 F.2d 157, 161 (6th Cir. 1983).
Applying these standards, we hold that the trial court did not abuse its discretion in permitting Professor Geraghty to testify as an expert. We note first that the court applied the correct legal standard in reaching its decision. Cf. Mannino, supra, at 849; Barker, supra, at 1022. The Court's conclusion that Professor Geraghty's testimony would assist the jury was not clearly erroneous, given the broad standards of Rule 702.
We note further that appellant's counsel was given, and took full advantage of, the opportunity to challenge Professor Geraghty's familiarity with the ADEA and his credibility as an expert. Tr. at 263-64. In addition, the court carefully instructed the jury that they were to determine the weight and credibility to be given the expert's testimony. Tr. at 446-47. Under these circumstances, we conclude that the trial court did not err in permitting the expert testimony of Professor Geraghty.
We also reject appellant's challenge to the substance of Professor Geraghty's testimony. See fn. 1, supra. Under Federal Rule of Evidence 704, otherwise admissible opinion testimony by an expert is not objectionable on the ground that it embraces an ultimate issue of fact. United States v. Barrett, 703 F.2d 1076, 1084 n. 14 (9th Cir. 1983); Moore v. Wesbar Corp., 701 F.2d 1247, 1253 (7th Cir. 1983); United States v. Kelly, 679 F.2d 135, 136 (8th Cir. 1982). See also Barefoot v. Estelle, 463 U.S. 880, 103 S.Ct. 3383, 3400 n. 9, 77 L.Ed.2d 1090 (1983). The first three instances of challenged testimony are simply opinions which embrace an ultimate fact, i.e., the presence of age discrimination, and are thus clearly within the ambit of the Rule.
The fourth challenged bit of testimony involves an opinion regarding "unlawful" age discrimination. It is therefore arguably within the exception to Rule 704 for opinions "phrased in terms of inadequately explored legal criteria." See Owen v. Kerr-McGee Corp., 698 F.2d 236, 240 (5th Cir. 1983); Advisory Committee Note on Rule 704. Assuming, arguendo, that it was error to admit this one bit of testimony, we find the error to be harmless. See Fed.R.Civ.P. 61. As noted above, Professor Geraghty's lack of familiarity with the provisions of the ADEA was exposed on cross-examination. More significantly, the jury was instructed that they were to determine the weight to give the expert's opinion, Tr. at 446-47, and they were specifically instructed that they could "totally disregard" such opinion if they found it unsound for any reason. Id. at 447. Under these circumstances, no reversible error was committed.
Appellant also assigns as error the trial court's instruction on a defendant's evidentiary burden in meeting a prima facie showing of age discrimination. The trial court instructed the jury that a plaintiff was entitled to a verdict in his favor upon establishing a prima facie case of age discrimination, unless the defendant proffered "credible evidence" of legitimate, non-discriminatory reasons for its actions. Appellant argues that, by speaking in terms of "credible evidence," the trial court misstated appellant's evidentiary burden.
The jury was instructed, in pertinent part, as follows:
However, even in the absence of direct proof of age discrimination, such a prima facie case would be sufficient to entitle the plaintiff to a verdict upon the issue of age discrimination unless you should further find that the defendant has entered credible evidence in the record that its actions in terminating the plaintiff and/or in failing to recall him were motivated by factors other than age or were for good cause. Tr. at 453.
The jury was also instructed that, "even in the absence of direct proof of age discrimination and even upon the entry of credible evidence by the defendant that it was motivated by reasonable factors other than age in terminating the plaintiff and/or in failing to recall him," the plaintiff could prove his case by a preponderance of the evidence. Id. at 454.
This Court has adopted, in age discrimination cases, a modified version of the guidelines established in McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973) for allocating the burden of proof in Title VII cases. Laugesen v. Anaconda, 510 F.2d 307 (6th Cir. 1975). In McDonnell Douglas, the Supreme Court stated that, once a plaintiff has met his initial burden of establishing a prima facie case of discrimination, "[t]he burden then must shift to the employer to articulate some legitimate, nondiscriminatory reason" for its conduct. McDonnell Douglas, supra, 411 U.S., at 802, 93 S.Ct. at 1824. In Texas Department of Community Affairs v. Burdine, 450 U.S. 248, 255, 101 S.Ct. 1089, 1094, 67 L.Ed.2d 207 (1981), the Court described the defendant's burden as one of clearly setting forth, "through the introduction of admissible evidence" the reasons for its conduct. Appellant argues that the trial court, by casting its instructions on defendant's burden in terms of "credible" evidence, imposed a standard higher than that established in Burdine.
While we believe that it is better practice to use the phrase "admissible evidence", we do not believe that the jury instructions on burden of proof, taken as a whole, require reversal.
In using the phrase "admissible evidence," the Supreme Court in Burdine was simply indicating that a defendant could not meet its burden by advancing an "articulation," such as the answer to a Complaint or the argument of counsel, which could not be admitted as evidence. Burdine, supra, at 255 n. 9, 101 S.Ct. at 1094 n. 9. As this Court has pointed out, the use of the phrase "admissible evidence" was not meant to suggest that any admissible statement of non-discriminatory intent would suffice to enable a defendant to meet its burden. See Rowe v. Cleveland Pneumatic Co., Numerical Control, Inc., 690 F.2d 88, 96 (6th Cir. 1982). Relying on specific language in Burdine, we said that "[n]ot only must such evidence be `clear and reasonably specific,' but it must be of such a character as to `justify a judgment for the defendant.' Id." (citations omitted). Of course, the defendant "need not persuade the [trier of fact] that it was actually motivated by the proffered reasons," Burdine, supra, 450 U.S., at 254, 101 S.Ct. at 1094, and the "plaintiff retains the burden of persuasion." Id. at 256, 101 S.Ct. at 1095. See also Board of Trustees of Keene State College v. Sweeney, 439 U.S. 24, 25 n. 2, 99 S.Ct. 295-296 n. 2, 58 L.Ed.2d 216 (1978). A defendant "need only produce admissible evidence which would allow the trier of fact rationally to conclude that the employment decision had not been motivated by discriminatory animus." Burdine, supra, 450 U.S., at 257, 101 S.Ct. at 1096.
We believe that the trial court's jury instructions on burden of proof, taken as a whole, comport with the foregoing standards. We are convinced that the concept of credibility is inherent in evidence which is "clear and reasonably specific." Rowe, supra, at 96, "of such a character as to justify a judgment for the defendant," id., and which would "allow the trier of fact rationally to conclude that the employment decision had not been motivated by discriminatory animus." Burdine, supra, at 257, 101 S.Ct. at 1096 (emphasis added).
In evaluating the adequacy of jury instructions, they must be taken as a whole. Blackwell v. Sun Electric Corp., 696 F.2d 1176, 1181 (6th Cir. 1983); Haislah v. Walton, 676 F.2d 208, 212 (6th Cir. 1982); Laugesen, supra, at 315.
We note particularly that the trial court carefully instructed that "the plaintiff would have the burden of proof . . . with respect to each issue," Tr. at 442, and that "at all times . . . the plaintiff has the burden of establishing his contentions by a preponderance of the evidence . . ." Id. at 444. The instructions contain repeated references to plaintiff's burden. Id. at 442-45; 451-52; 454. Taken as a whole, the instructions do not suggest that the burden ever shifted to appellant to persuade the jury by a preponderance of the evidence that its motives were legitimate and nondiscriminatory. See Burdine, supra, at 250, 101 S.Ct. at 1092. See also Sones-Morgan v. Hertz Corp., 725 F.2d 1070 (6th Cir. 1984) (reference to defendant's burden "of persuasion" in sex discrimination case was harmless error where district court correctly applied rule that ultimate burden remained with plaintiff.)
We turn next to appellant's contention that the trial court erred in its instructions to the jury regarding willful violations of the ADEA. Here again, we hold that the instructions, considered as a whole, do not require reversal.
The ADEA provides that liquidated damages are available only in cases of willful violations of the Act. 29 U.S.C. § 626(b). The Act itself does not define "willful," nor does it provide guidance in fashioning such a definition.
The district court instructed the jury on this issues as follows:
You are instructed in this regard that an act is done willfully if it is done knowingly and done intentionally and in violation of the Act. Willfulness would exist if the employer Combustion knew that it was subject to the Federal Age Discrimination in Employment Act and voluntarily proceeded in the face of that knowledge to engage in conduct which it knew might violate the Act. Willfulness need not involve a bad purpose or evil motive on the part of en [sic] employer. You are instructed in this regard that an act is done wilfully if it is done knowingly, done intentionally, and that is done, as I say, in violation of the Act. Tr. at 455-56.
At the time the briefs in this case were filed, our decision in Blackwell v. Sun Electric Corp., n. 3 supra, addressing this issue, had not been rendered. Thus, neither the trial court nor the parties had benefit of the guidance therein.
In Blackwell, we held that
In order to show willfulness, an ADEA plaintiff must show that the employer's actions were voluntary and intentional. The employer is not necessarily shielded from liability because he is unaware of the "implications of his actions under the Act." Alternatively, the plaintiff may receive liquidated damages if he shows that the employer was reckless in not knowing that his actions were governed by the ADEA or that the employer acted in reckless disregard of whether his actions were covered by the ADEA.
Id. at 1184 (footnote omitted). We stated our agreement with the Third Circuit, see Wehr v. Burroughs Corp., 619 F.2d 276, 279 n. 5 (3rd Cir. 1980), that a plaintiff need not show that the employer acted with a specific intent to violate the ADEA. Blackwell, supra, at 1184. We also stated that the trier of fact is not required to make express findings of fact on the issue of the employer's good faith. Id. We concluded that the instructions to the jury "should focus on whether the employer deliberately, intentionally and knowingly discharged the employee because of his age." Id.
Reviewing the Trial court's instructions on willfulness as a whole, we conclude that they "adequately formulated the relevant considerations for the jury." Id. Accordingly, we find no reversible error.
Appellant contends that the district court erred in awarding prospective damages ("front pay") in the amount of $88,800. Appellant argues that front pay is not recoverable under the ADEA.
The question of front pay was submitted to the jury as a special issue. An award of $88,800 was made. The parties to the litigation had agreed that the question of reinstatement should be reserved for decision by the Court. The District Court declined to order reinstatement and held instead that it "was leaving plaintiff to seek his satisfaction in the prospective damage award of $88,200 [sic] as returned by the jury."
The question of front pay has not previously been considered by this Court. Indeed, those Circuits which have considered the problem have reached differing conclusions. The First Circuit in Loeb v. Textron, 600 F.2d 1003 (1st Cir. 1979), reserved decision on the question of front pay, pending consideration of the issue, in the first instance, by the District Court. The Court of Appeals did, however, suggest standards by which the District Court should be governed, including the suggestion that continuing payments or substantial awards based on life expectancy would be inappropriate. Id. at 1023.
Subsequently, the First Circuit in Kolb v. Goldring, Inc., 694 F.2d 869 (1st Cir. 1982), specifically held that a plaintiff could not recover front pay where damages were "settled" on the date of judgment, even though the injury continued. Id. at 874 n. 4. The Court noted that an award of damages should "put plaintiff in the place he would have occupied but for the discrimination." Id. at 872.
It might be noted in passing that The Honorable John W. Peck, Senior Judge of this Court, sat by designation in the First Circuit and concurred in the foregoing decision.
The Third Circuit in Wehr, supra, declined to consider the issue in a situation where the plaintiff had disclaimed a desire for reinstatement. Such disclaimer, the Court pointed out, removed future damages from further consideration. Id. at 283.
The Eighth Circuit in Gibson v. Mohawk Rubber, 695 F.2d 1093 (8th Cir. 1982), held that a District Court might consider monetary damages in lieu of reinstatement but held damages not recoverable for the period beyond which the plaintiff would have been terminated for non-discriminatory reasons.
The Ninth Circuit, in Cancellier v. Federated Department Stores, 672 F.2d 1312 (9th Cir. 1982), stated that damages in lieu of reinstatement were available under the ADEA, although no such award had been made by the trial court. Id. at 1319-20.
There is a consistent theme in those decisions which have considered the problem. The award of such damages is a matter of discretion with the trial court. The Eighth Circuit in Gibson, supra, stated it best when observing that "the purpose of the ADEA is to make persons whole." Id. at 1097.
"Front pay" does not appear to lend itself to a per se rule. It is neither mandated nor prohibited by the Act. Rather, it is but one of a broad range of remedial measures available under the ADEA.
Section 626(b) of the Act provides, in part,
In any action brought to enforce this chapter the court shall have jurisdiction to grant such legal or equitable relief as may be appropriate to effectuate the purposes of this chapter, including without limitation judgments compelling employment, reinstatement or promotion, or enforcing the liability for amounts deemed to be unpaid minimum wages or unpaid overtime compensation under this section.
29 U.S.C. § 626(b) (emphasis added). In addition, subsection (c) provides in part, "Any person aggrieved may bring a civil action in any court of competent jurisdiction for such legal or equitable relief as will effectuate the purposes of this chapter." 29 U.S.C. § 626(c)(1) (emphasis added). In light of this language, we hold that front pay is a remedy available to the trial court for use, in its discretion, in fashioning relief.
We emphasize, however, that an award of front pay must be governed by the sound discretion of the trial court and may not be appropriate in all cases. For example, the award of front pay to a discriminatorily discharged 41 year old employee until such time as he qualifies for a pension might be unwarranted. On the other hand, the failure to make such an award for an employee age 63, likewise discriminatorily discharged, might be an abuse of discretion.
We join the Eighth Circuit in concluding that the purpose of the Act is to make people whole and the which makes people whole is a matter for the discretion of the trial court under the facts and circumstances of the individual case. See, Gibson, supra, at 1097, 1101.
In considering the award in the matter at hand based upon this analysis, the Court notes that the District Court made the following findings: "He [plaintiff] is presently 59 years of age and that he has but approximately six years until he would be faced with mandatory retirement. The Court also notes the substantial reductions in force and changed conditions at the defendant's plant due to a continued reduced demand for its products with the prospects for further reduction in force making it possible that the plaintiff would be lawfully terminated before his mandatory retirement date." (Memorandum filed March 18, 1982, Appendix, pg. 145).
Based upon such determinations by the trial court, this Court now holds that the approval of the prospective damage award of $88,800 as returned by the jury was not an abuse of discretion.
The rule regarding attorney fees in this Circuit was set forth in Northcross v. Board of Education of Memphis City Schools, 611 F.2d 624 (6th Cir. 1979) cert. denied, 447 U.S. 911, 100 S.Ct. 2999, 64 L.Ed.2d 862 (1980). Northcross provides the standard for calculating attorney fees in actions brought pursuant to ADEA. See Rose v. National Cash Register Corp., 703 F.2d 225, 230 (6th Cir.) cert. denied, ___ U.S. ___, 104 S.Ct. 352, 78 L.Ed.2d 317 (1983).
The trial court awarded $27,471.50 for attorney fees and $842.40 for expenses. Each of these sums represented one-half of the total that had been claimed. In addition, the sum of $12,500.00 was awarded for "contingency factor and quality of representation." The trial court did not have the benefit of the recent Supreme Court decision in Blum v. Stenson, ___ U.S. ___, 104 S.Ct. 1541, 79 L.Ed.2d 891 (1984). In the Blum case, an analysis was made of the circumstances under which an upward adjustment of reasonable fees could be made. The Supreme Court concluded:
"The district court . . . may justify an upward adjustment only in the rare case where the fee applicant offers specific evidence to show that the quality of service rendered was superior to that one reasonably should expect in light of the hourly rates charged and that the success was `exceptional'."
Id., 104 S.Ct. at 1549. There is no discussion in the district court's Memorandum of the basis for this award. There was a similar absence in Blum and under those circumstances, the increase in fee award was reversed. Based upon such determination, this Court is bound to take similar action and accordingly the award of such increase in fee is hereby REVERSED.
In accordance with the foregoing, the judgment of the district court is hereby AFFIRMED as to all determinations with the exception of an enhancement of attorney fees and REVERSED in regard to such fees as only to the award of $12,500.00 for "contingency factor and quality of representation."
[45] WELLFORD, Circuit Judge, concurring in part and dissenting in part.
While I agree with much of Judge Rubin's opinion, I write separately to state my views regarding three issues.
First, I dissent from the majority's treatment of the "front pay" issue. In deciding not to grant reinstatement to the plaintiff, the trial court noted "the substantial reductions in force and changed conditions at the defendant's plant due to a continued reduced demand for its products, with the prospects for further reductions in force making it possible that the plaintiff would be lawfully terminated before his mandatory retirement date." The court nevertheless awarded the plaintiff $88,800 in prospective damages, the amount based upon calculations by plaintiff's expert on the assumption that plaintiff would not have been laid off, but would have continued to work full time based on a normal work-life expectancy. In essence, the court denied reinstatement because of the likelihood of layoff but ignored that likelihood in making what I consider to be a speculative front pay award. This does not, in my view, constitute the sound exercise of discretion discerned by the majority. The ADEA was not intended to insulate workers from the problems of a struggling company in a difficult and uncertain economy and the probability of layoffs or even plant closing.
Plaintiff's chief witness on damages, Geraghty, could only describe the actions of defendant as appearing to him to be "unconscious bias" and not "by any stretch of the imagination . . . a policy of overall age discrimination . . . . [A] mistake [was] made in this case." At best, in my view, appellee should have been ordered reinstated to his former position and paid his back-pay damage award of $22,200 only. Appellee prayed in his amended complaint and requested at trial that the court require the defendant to reinstate him "with full employment rights and benefits" and "award his lost wages through the date of his reemployment." That is all that plaintiff should have received in the event of a favorable judgment. See Blackwell v. Sun Elec. Corp., 696 F.2d 1176 (6th Cir. 1983). Initially, the trial judge, in my view, reacted properly in stating that "any claim for damages would be limited to damages that have accrued to the date of tria." The trial court was well aware that plaintiff had already secured other employment and the relief so indicated would render Davis whole.
The whole import of the discrimination in employment laws, whether ADEA or Title VII, is that "persons aggrieved by the . . . effects of the unlawful employment practice be, so far as possible, restored to a position where they would have been were it not for the unlawful discrimination." Firefighters Local Union No. 1784 v. Stotts, ___ U.S. ___, ___ n. 15, 104 S.Ct. 2576, 2590 n. 15, 81 L.Ed.2d 483 n. 15 (1984) (emphasis added).
Second, I dissent from the court's conclusion that the jury was properly charged regarding what constitutes a willful violation of the Act. After analyzing the willfulness standards under the ADEA employed in other circuits, Judge Pell of the Seventh Circuit articulated an appropriate standard and sound reasons in support:
Congress, in our opinion, intended that liability under the ADEA could be established without any showing as to the defendant's state of mind. It is equally clear that, by allowing liquidated damages only for a "wilful" violation, 29 U.S.C. § 626(b) (1976), Congress did not intend the doubling of damages to be automatic. Those courts which have found willfulness to exist on a showing of recklessness have answered the argument that their standard leads to such an automatic doubling by pointing out that this is not the case when the plaintiff relies on statistical evidence to establish his prima facie case.
One could readily conclude from this reasoning that liquidated damages will always be available to a plaintiff who establishes liability under the ADEA on a discriminatory intent rather than a discriminatory impact theory. We find nothing in 29 U.S.C. § 626(b) (1976), or in the legislative history of the ADEA, to support such a result.
In fact, the legislative history of the ADEA suggests that the Congressional framers thought that non-willful discrimination directed towards an individual was quite possible. Unlike race discrimination, age discrimination may simply arise from an unconscious application of stereotyped notions of ability rather than from a deliberate desire to remove older employees from the workforce:
Age discrimination is not the same as the insidious discrimination based on race or creed prejudices and bigotry. Those discriminations result in non-employment because of feelings about a person entirely unrelated to his ability to do a job. This is hardly a problem for the older job seeker. Discrimination arises for him because of assumptions that are made about the effects of age on performance. As a general rule, ability is ageless.
113 Cong.Rev. 34,742 (1976) (remarks of Rep. Burke).
The standard for willfulness therefore should focus on the defendant's state of mind at the time the allegedly discriminatory acts occurred. It must distinguish those situations in which an employer consciously discriminates against an employee because of age from those in which the discrimination is unconscious. This distinction is just as necessary in disparate treatment cases as it is when the plaintiff sues on a discriminatory impact theory. We think that a finding of willfulness should lie only if there is some showing as to the defendant's knowledge of the illegality of his actions. We hold that, in order to prove willfulness under 29 U.S.C. § 626(b) (1976), a plaintiff must show that the defendant's actions were knowing and voluntary and that he knew or reasonably should have known that those actions violated the ADEA.
Syvock v. Milwaukee Boiler Mfg. Co., 665 F.2d 149, 154-56 (7th Cir. 1981) (citations footnotes omitted). Footnote 10 in Syvock reads:
The aspect of this test for willfulness that requires a showing that the employer knew or reasonably should have known that his actions were violative of the ADEA does not put an insurmountable burden on the ADEA plaintiff. The criterion implies that the plaintiff must show two things: (1) that the employer knew or reasonably should have known what the requirements of the ADEA are; and (2) that the employer knew or reasonably should have known that his actions towards the plaintiff were inconsistent with those requirements.
We concur with the reasoning of the Ninth Circuit in Kelly v. American Standard, Inc., 640 F.2d 974, 980 (9th Cir. 1981), that the appropriate standard cannot create an incentive for the employer to remain ignorant of the law. 29 U.S.C. § 627 (1976) requires employers to post notices required by the Secretary of Labor, Pursuant to statutory authority, the Secretary has promulgated a regulation requiring employers to post notices in conspicuous places on premises advising employees about the application of the Act, 29 C.F.R. § 850.10 (1980). The plaintiff's burden of showing that the employer knew or reasonably should have known what the law required should therefore be easily met.
The determination whether the employer knew or reasonably should have known that his actions toward the plaintiff were inconsistent with the law is a determination left to the jury in the first instance. The showing must clearly be greater than that necessary for the initial finding of ADEA liability. The showing must be sufficient to indicate that the defendant's discrimination was not unconscious. In a disparate treatment case, a finding of willfulness will generally require some direct evidence of discriminatory intent toward the plaintiff or a showing that, at the time of the alleged discriminatory action, the employer was motivated to discriminate or engaged in a pattern of discriminating against older employees.
Id. at 156 n. 10 (emphasis added). This court, indeed, specifically approved the language from Syvock emphasized in the above quotation and added that "instructions to the jury should focus on whether the employer deliberately, intentionally and knowingly discharged the employee because of his age." Blackwell v. Sun Elec. Corp., 696 F.2d at 1184 (emphasis added).
Judge Wilson's charge dealing with the willfulness standard here was as follows:
You are instructed in this regard that an act is done willfully if it is done knowingly and done intentionally, and in violation of the Act. Willfulness would exist if the employer Combustion knew that it was subject to the Federal Age Discrimination in Employment Act and voluntarily proceeded in the face of that knowledge to engage in conduct which it knew might violate the Act. Willfulness need not involve a bad purpose or evil motive on the part of en [sic] employer. You are instructed in this regard that an act is done willfully if it is done knowingly, done intentionally, and that is done, as I say, in violation of the Act.
Tr. at 455-56 (emphasis added). In a disparate treatment case such as this one, not based on statistical evidence of any plan or general practice of age discrimination, the instruction was confusing in indicating that if defendant knew it was subject to the Act and voluntarily engaged in conduct which "might violate" the law, it should be held liable.
Third, while I believe that error was committed regarding Geraghty's testimony, I concur with the majority in its handling of this issue because the error was harmless. I write separately simply to stress that Geraghty should not have been permitted to testify that certain actions of the defendant constituted "unlawful" age discrimination. As set out in the notes of the advisory committee to Fed.R.Evid. 704, opinions "which would merely tell the jury what result to reach" should be excluded. Such opinions, "phrased in terms of inadequately explored legal criteria," are inadmissible. The question asked this witness was like the example condemned in the notes: "Did T have capacity to make a will?" Professor Geraghty was asked whether appellant's actions were "lawful." Fed.R.Evid. 704, while dispensing with the rule against opinions on "ultimate issues," is not "intended to allow a witness to give legal conclusions. United States v. Fogg, 652 F.2d 551, 557 (5th Cir. 1981), cert. denied, 456 U.S. 905, [ 102 S.Ct. 1751, 72 L.Ed.2d 162] (1982)." Owen v. Kerr-McGee Corp., 698 F.2d 236, 240 (5th Cir. 1983). "[C]ourts must remain vigilant against the admission of legal conclusions." United States v. Milton, 555 F.2d 1198, 1203 (5th Cir. 1977); see also Marx Co. v. Diners' Club, Inc., 550 F.2d 505, 508-512 (2d Cir.), cert. denied, 434 U.S. 861, 98 S.Ct. 188, 54 L.Ed.2d 134 (1977).
In sum, I would be prepared to concur in a judgment of reinstatement and a limited damage award despite what I consider to be a confusing instruction and improper expert testimony. I agree with the handling of the attorney fee issue. I dissent, however, as to the damage award here approved under the circumstances of this case.
finding admissible expert testimony that the plaintiff's discharge was due to age discrimination
Summary of this case from U.S. v. Fennell
upholding court's admission of expert testimony and noting that opposing counsel "took full advantage of the opportunity to challenge [the witness]'s familiarity with the ADEA and his credibility as an expert," and that the court instructed the jury "they were to determine the weight and credibility to be given the expert's testimony."
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upholding front pay award to fifty-nine year-old, but noting that awarding front pay to forty-one year-old until time he qualifies for a pension might be unwarranted
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approving jury's $88,000 front pay award, based on district court's finding that Davis was 59 years old and facing mandatory retirement in six years
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noting that an award of front pay to 41-year old until normal retirement age might be unwarranted while failure to make such an award to 63-year old might be an abuse of discretion
In Davis, we emphasized "that an award of front pay must be governed by the sound discretion of the trial court and may not be appropriate in all cases."
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stressing that front pay is "but one of a broad range of remedial measures available under the ADEA"
In Davis v. Combustion Engineering, 742 F.2d 916, 922-23 (6th Cir. 1984), we held front pay to be an appropriate remedy under the Age Discrimination in Employment Act.
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noting circumstances made it possible the plaintiff would have been lawfully terminated prior to his mandatory retirement date
permitting an employment expert, with no knowledge of the legal requirements of the Age Discrimination in Employment Act, to testify whether there were factors, other than age, in the plaintiff's employment file to lead to dismissal
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noting that the older an employee is, the more likely an award of front pay until the end of her working life is reasonable
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text:
Computer
========

All the three robots have the same onboard computer, to run its system.

.. figure:: /img/ipx1800g2.png
   :alt: Model IPX1800G2 from PCWARE
   :align: center

   IPX1800G2 from PCWARE

Computer Specs
~~~~~~~~~~~~~~~

- Model IPX1800G2
- Processor Intel® Celeron Dual-Core J1800, 2.41GHz
- RAM 4 GB DDR3 SODIMM
- SSD 120 GB
- 6 USB 2.0
- 1 USB 3.0
- 1 RS232, already used for robot's microcontroller
- WiFi
- VGA and HDMI out

Power Supply
~~~~~~~~~~~~

The Computer is powered by a DC-DC Circuit. Athos and Aramis have an M4-ATX and Porthos have a Pico PSU-160-XT.
They are only used to power up the computer using the 24 pin ATX connector. Others accessories, such as Kinect and cameras, use the `Motor Power Board`_.

.. _Motor Power Board: power_board.html

M4-ATX
------------
The M4-ATX Power Supply is manufactured by `Minibox`_.

.. It is a programmable

.. - Programmable shutdown / sleep modes via optional serial cable.
.. - Fits any motherboard equipped with a 20 or 24pin ATX connector.
.. - 100% silent, fanless, no moving parts.
.. - Operates from 6-30V, multi-chemistry batteries supported.
- `M4 ATX Manual`_

.. _M4 ATX Manual: https://github.com/lara-unb/amora/blob/master/pdfs/PWR-M4-ATX-manual.pdf
.. _Minibox: http://www.mini-box.com/M4-ATX

PSU-160-XT Specs
----------------

.. The `PSU 160 XT Manual`_ is

.. - as
.. - asd
.. - as
- `PSU 160 XT Manual`_

.. _PSU 160 XT Manual: https://github.com/lara-unb/amora/blob/master/pdfs/WEP-160MBS-Fonte-Pico-PSU-160-12V-DC-DC-ATX-power-supply.pdf


Jim Rogahn Ministries Blog: Do Good Works Always Equal Good Fruit?
Do Good Works Always Equal Good Fruit?
"For this reason we also, since the day we heard it, do not cease to pray for you, and to ask that you may be filled with the knowledge of His will in all wisdom and spiritual understanding; that you may walk worthy of the Lord, fully pleasing Him, being fruitful in every good work and increasing in the knowledge of God;"
Everyone likes to get maximum results; everyone likes to see that what they do is successful and accomplishes something. No one wants to spend time doing something that is nothing but a waste of time and energy. Wouldn't it be sad to spend hours and hours working on some project that you later find out to be unimportant and not even necessary? We all want to be sure that the things we are doing really matter. How can we be certain that we are making the best use of our time and not just wasting time? The answer is in knowing the plan and purpose God has for our life.
God has a plan for everyone, not just for pastors, missionaries, or other ministers. We must know and understand God's plan for our life or we will spend our time doing things that we were never meant to do. There are many, many good things we can find to do in life but just because something is good to do does not mean we should automatically do it or that it is the right thing to do. This is what I believe Colossians 1:9, 10 is talking about. We want to be fruitful in every good work but to do so we need to be doing the right good works.
God has called us to do good works, this is something we see throughout the New Testament. But, God has a specific plan for each person's life and while there are some general good works that everyone can do, like walking in love, there are some specific things that God has planned for us to do. The key is being filled with the knowledge of God's will and having the wisdom and understanding necessary to fulfill that will. We find God's will in God's Word, the Bible. Start by doing the things you know are good to do and allow God to move you on from there to the specific plan He has for your life.
Working With God Or Working For God?


It is sometimes impossible to be objective about our feelings when we are in the thick of experiencing them. By putting them down on paper, we are turning our feelings into something tangible, something physical, and that can make accepting them or understanding them so much more manageable.
Writing is a powerful tool because it allows you to open up a dialogue with yourself, without straying into the realms of anxiety or obsessiveness. Many professionals recommend journaling as a self-improvement exercise, and there is certainly a lot of merit to that proposition.
Journaling is a deeply personal journey that helps us explore and dissect our feelings and emotions.
After journaling, the next step toward self-improvement should be dipping your toes into the sometimes intimidating world of creative writing. Many people dismiss the idea of writing poetry or fiction because it might be too challenging, or 'not their thing,' or a waste of time, but in order to unlock the true therapeutic potential of writing, you should start exploring mediums like poetry or fiction.
Creative writing can help enrich our relationship with the people and world around us.
Of course, there is a huge difference between writing for self-improvement and therapy, and writing creatively to produce a work of art. Even a novice writer can reap the benefits of poetry – simply by exercising your mind in an unfamiliar way, or by approaching ideas and problems from a totally new angle. And if you hate your poem, feel free to burn it! Nobody ever has to see it.
In many ways, the blank page is like your first trip to see a therapist.
It is right there, in front of you, waiting to absorb all of your inner thoughts and concerns, both positive and negative. The blank page will never judge you or try to fix you. It will never impose its own beliefs or opinions on you. Plus, it won't charge you 100$ for an hour-long session.
Putting your thoughts and problems onto the page allows you to explore them from a different angle. We all know the difficult sensation of helplessness that appears when, no matter how much we think about a problem, we can't seem to move any closer to a solution.
The blank page, and whatever you fill with it, is a manifestation of your self.
By writing, you are empowering yourself to explore every corner of your mind, perhaps even things that might be challenging to think about under normal circumstances. Writing can help you deal with difficult or traumatic events, or perhaps help you find new or hidden meanings in events that previously seemed unimportant to you.
In essence, writing is an easy way to think about your problems and issues, while remaining totally in control of them, which is important since lack of control can be difficult for many people to grapple with. You are the one deciding what makes its way onto the page, how relevant or illuminating those words might be, and whether anyone else will ever get to see then.
Reclaiming control over your thoughts by writing them down is an extremely rewarding experience!
Literature and poetry can really help us understand many common social problems and anxieties that might be impacting us. By practicing writing, you might find that you have a new and more profound appreciation for novels and poetry. Remember, if you have felt or thought something, then somebody else has probably already written about it! There is an almost unlimited wealth of books and articles circulating in the world, just waiting to be explored.
There is also something to be said for the social aspect of sharing and workshopping your writing. For some, the idea of sharing creative writing might seem ridiculous and scary. However, amazingly authentic bonds can be created between people who are willing to share their own writing and engage with the work of others. These experiences can be similar to group therapy, where important and complicated issues might be discussed, or alternatively, they can be great opportunities to learn how to better take and give criticism, and to work with people from different walks of life. In most cities, there are open writing circles that are happy to accept new members.
Journaling and creative writing are both valuable tools, and one is not better or more useful than the other.
In fact, a combination of the two is probably ideal. For example, a journal can be used to empty out a deluge of ideas onto the page. Stream-of-consciousness writing is a very powerful tool because it allows you to break down those mental walls that may have been put up in your mind to block out difficult thoughts. In that sense, journaling is very therapeutic in its own right.
That stream-of-consciousness can then be further explored, and transformed, with practice, into beautiful lines of poetry or fiction. This process of transformation will allow you to see your thoughts and visions in a spectacular new light, and can be one of the most healing, inspiring, and peaceful experiences we can possibly hope to have.