One can find a number of really good potential end results must you obtain some Search engine marketing expert Dublin suppliers. One of those significant perks your group could presumably achieve is excessive web page ranks. Its in all likelihood to quickly be simplier and easier for the possibilities qualified users and buyers to hunt for yourself on line. Getting considerably better web page ranks are the intention of numerous companies promotion on the net now. Why? Clearly, only given that for anybody who is in top rated three of those online world internet search engine end results you are going to acquire fifty eight.4 p.c (origin: Optify) with the brand-new research of most clicks from buyers. Search engine marketing advisor Dublin is known as a great various for those who might not actually feel thoroughly persuaded about getting a single search engine optimization program like essay promotion or dialogue publishing. Internet search engine optimization consulting may perhaps be safer preference that could produce you a significantly increased insight to what sort of activities you can require to publicize your online world webpage most invaluable.
Dublin Search engine optimisation Products will make a number of you happen to be receiving by a online search engine optimization knowledgeable who's go through throughout the sphere of online search engine optimization and has learned the intricacies. It standard is de facto a considerably safer preference by that you're going to be ready to learn about an entire large amount even more outside of in regards to online webpage promotion. One can find some noteworthy merits from Website positioning consulting which it's best to absolutely decide board once doing the decision concerning if you should choose to observe a online search engine optimization consultant. To start with if you ever will need to notice a internet search engine optimization specialist, you'd provide the capacity to speak with someone who has go through within the trade of online world internet search engine optimization. It will allow you to get a significantly considerably better perception with the way you can actually considerably better increase your internet site. For anybody who is paying out to converse to your internet search engine optimization guide, you are going to undoubtedly be speaking which includes a specialist with ages of expertise training course and also perhaps you may consult any problems that you just want to deliver you the competitive edge. Once all, the objective could be to publicize your site in fact, in case you might be getting many of the most invaluable hints from any person which includes prevailed and comprises ages of go through to expose you happen to be most definitely to private a bigger benefit through the people. Considerably better could be to click the link or have a look at our formal webpage to understand about Danang Electronic.
Why it's best to suppose about Search engine optimisation marketing consultant Dublin just in case you will need to certainly go properly into purchasing a internet search engine optimization agency you might not have an assurance it will turned out to be prosperous in boosting your current situation, to one within the most piece its pot luck and you'll find it your option to choose if you might be doing the ideal choices. Might possibly or not it's worth the risk to pay for the capital for an company without having assurance you'll find it likely to service you in boosting your website?
How Will You Protect Your Guitar: The best way is to Buy Guitar Insurance!


text:
Home/Chipsets/Samsung Exynos 2100 Complete review with benchmarks
Samsung Exynos 2100 Complete review with benchmarks
Amazon Links:
Samsung Exynos 2100:
AnTuTu 9:
Geekbench 5:
Gaming Experience:
In today's article, I am going to review Samsung Exynos 2100. I'm going to review its AnTuTu 9, CPU, Graphics, Memory, Multimedia, Connectivity, and gaming experience.
Top smartphones
Air buds
Smartphones Accessories
Over the last few years, Samsung Exynos is leading in the mobiles chip market, but in 2022 the company has gone so far with record-breaking new chipsets. We've seen some amazing chipsets like Samsung Exynos 1080, Samsung Exynos 2200 that made into top 5 the antutu 9 benchmarks, and Samsung Exynos 990 that was launched in Samsung Galaxy S20 Ultra and many more smartphones. Now that we have the full specs and full complete details of the Samsung Exynos 2100, let's start off with the benchmarks.
CPU 191240
GPU 256481
Memory 151369
UX 149052
Total score 750221
Samsung Exynos 2100 shows the best Antutu 9 scores. We can see the big jump in the GPU performance. The total performance of the GPU is 256481, which is a bit slower than the Qualcomm Snapdragon 888. The CPU also shows one of the best scores. It is 191240 which is a bit slower than the Qualcomm Snapdragon 888. The memory scores also show a significant boost. Exynos 2100 memory is faster than Snapdragon 865, HiSilicon Kirin 990 (4G). The Ux is also showing one of the best performances. It is 149052, which is faster than Snapdragon 865, HiSilicon Kirin 990 (4G). Total scores are above 750221. It will depend on which smartphones manufacturers using this chipset with which type of ram. Samsung Exynos 2100 is considerably gaining performance boost and beating every processor in the flagship category
The single-core scores show the best performance in this smartphone mid-range category lineup. The single-core scores are 811. And the multi-core scores are 2967 which is also good at this point.
Architecture 1x 2.9 GHz – Cortex-X1
3x 2.8 GHz – Cortex-A78
Instruction set ARMv8.4-A
Process 5 nanometers
Samsung Exynos 2100 launched with the Big 1 core of Corex X1 at 2.9GHz and three big cores of Cortex-A78 which are ultra-high performance cores that are clocked on 2.8 GHz. The other 4 cores are based on Cortex-A55 which is a power efficiency core. The Cortex-X1 also has the best speeds and good set instruction architecture. There are a total of 8 cores with a boost clock of 2.9 GHz. Exynos 2100 have the latest set of instruction architecture. It is considerably fast and strong enough to beat some of the latest and most powerful Chipsets. Samsung Exynos 2100 is fabricated on 7Nm. This means Samsung Exynos 2100 will be power efficient and will consume less battery and will produce less heat.
GPU name Mali-G78 MP14
Architecture Vallhall 2
GPU frequency 760 MHz
Execution units 14
Shading units 224
Vulkan version 1.1
DirectX version 12
Samsung Exynos 2100 has a new architecture-based GPU. Valhall 2 is the new architecture that they are using in the Exynos 2100. The GPU is also manufactured using the 7Nm technology. Which means it will also be power efficient. The name of the GPU is Mali-G78 MP14. This is the fastest GPU in this lineup. The Samsung Exynos 2100 is fast enough to handle games like FREE FIRE and PUBG MOBILE. The GPU score is faster than the Samsung Exynos 2100 which means there will be a smooth gaming experience on this chipset. The GPU is clocked on 760MHz. The shading units are also 80 which will help in rendering the graphics in gaming. There is also DirectX support of 224 which means this processor will support the latest games without any bugs and delays.
Memory type LPDDR5
Memory frequency 3200 MHz
Bus 4x 16 Bit
Max bandwidth 51.2 Gbit/s
Max size 16 GB
Samsung Exynos 2100 uses the new LPDDR5 ram with a memory frequency of 3200MHz and uses the bus of 4×16. The ram may be changed according to the smartphones. The memory frequency is also going to be changed according to smartphones. The max memory bandwidth is 51.2Gbit/s which is also faster than the Qualcomm Snapdragon 855 which was used in Samsung Galaxy S10.
Neural processor (NPU) Yes
Max display resolution 3840 x 2160
Max camera resolution 1x 200MP, 2x 32MP
Video capture 8K at 30FPS, 4K at 120FPS
Video playback 8K at 60FPS
Samsung Exynos 2100 uses its own neural engine which is fast with AI calculations. Samsung Exynos 2100 uses the UFS 3.0 which is fast. This gives you fast read and writing speeds.
Samsung Exynos 2100 has the maximum display support of QuadHD+ and can support the 120Hz refresh rate with the super Amoled. Exynos 2100 is going to be very aggressive when it comes to camera support. It supports a camera of up to 200MP. The video capture is kept on 8k at 30FPS and the video playback is also 8k at 60FPS. It is good to see that this chipset has the capabilities of recording in 8K at 60FPS.
5G support Yes
Samsung Exynos 2100 has 5G support. The Samsung Exynos 2100 also comes with a wi-fi 6 and the Bluetooth version of 5.2. This will give you better signals and better speeds. Exynos 2100 uses the Exynos 600 5G modem. It is not fast as the X65 but it gives you good speeds.
Phones with Exynos 2100 AnTuTu v9
1. Samsung Galaxy S21 Ultra 744248
2. Samsung Galaxy S21 Plus 731045
3. Samsung Galaxy S21 690954
Samsung Exynos 2100 is launched in these 3 smartphones. As you can see these 6 smartphone scores are different. Samsung Galaxy S21 Ultra is at the top. Which is a considerably great phone with this chipset.
The gaming experience on this chipset is going to be a little faster than the Samsung Exynos 2100. This chipset is combined with the 1 Big Cortex X1 core and three Cortex-A78 which boost the performance. With 1 big Cortex X1, there are also going to be a few issues with heating. The frequency of this chipset is 2.9GHz, which is good for long-term gaming. This chipset also supports the LPDDR5 ram. This means there will be no issues with using this chipset in a long-term gaming session. This chipset also supports a 120Hz refresh rate. This will help in smooth performance with low latency. This chipset is can support PUBG MOBILE at 90FPS, this is because of the scores of the GPU.
So, this was my full review of the Samsung Exynos 2100 if you want to check out more articles like this then check the reviews in the menu. Also, do check out my youtube channel. Thanks.
My Youtube Channel Link:
https://www.youtube.com/c/ElectronicClinic

redpajama_set_name: RedPajamaCommonCrawl


We usually go to the Portland Nursery on Stark Street, but when we heard about a garden art fair at the one on Division, we decided to go the extra few miles to check it out. It was a gloomy, rainy day, so not much gardening was going to happen. I guess I am one of only a handful of people that think that way, because attendance was sparse.
A large area of the nursery was given over to tents for the artists, with one big one for performing musicians. The hay bale seating was a nice touch, considering the old-timey fiddling and such. I was expecting more in the way of garden art. I'd say at least 50% of the artists were jewelers.
A gardener's hands do not make the best showcase for jewelry, so I zeroed in on…big surprise…succulents. I thought these hanging snail shells, each with a little succulent, were delightfully inventive.
But here we were in plant central, so it wasn't long before we were out there inspecting plants. This outlet of Portland Nursery lacks the display gardens of the Stark Street location, but they compensate by using every vertical surface for displays like this one.
There are large hunks of real estate given over to displays like this one featuring many styles and sizes of fountains.
This cascading fountain was set apart at the entrance to the shade house.
The pot selection is impressive, especially for this late in the season. I was wowed by these massive concrete numbers.
I found this unique sedum in the native plant section. Sedum oregonense 'McKenzie River Form' is touted as evergreen-ever glaucous.
I fell for this little guy: Thuja occidentalis 'Golden Tuffet", which caused some hilarity when R discovered that I had purchased…yes it's true…an arborvitae, after having spent the better part of our gardening life together vetoing his every attempt to sneak one in. I guess that proves that there is no such thing as a "bad plant". How about you? Is there a family of plants you profess to hate? Has one of its distant cousins crept into your affections when you least expected?
I'm trying to think but I can't recall any off the top of my head. I love your little 'Golden Tuffet' though. Yeah last weekend was not exactly hospitable outdoor weather, was it? Still it looks like the sun shone through a little bit in some of your photos. Looks like you had a great time. I dig those concrete containers too. Gimme, gimme!
Grace~The sunlight in the last two shots arrived the next day, but the tuffet had a glow about it even in the gloom. That and the texture were what sold me.
Ricki, Wow, there sure was lots of great stuff there. I loved that fountain with the three leaves and of course all the succulents. It's amazing how popular thye have become in the past few years. Seems like every time I turn around someone is showcasing them in new & unusual ways.
Debbie~You are right…and I am right there on the bandwagon.
"The pot selection is impressive, especially for this late in the season." This late in the season? Oh dear, we really are in pretty different climates aren't we? I guess the rain should be a reminder. The thuja is a great peace-offering. I'm glad you "picked it out intentionally" to make R happy.
James~Peace in the family is always important. Pots normally sell out fast, but it hardly feels like we've had any "season" at all, so far.


As an authorized DCS dealer, we carry a large variety of DCS gas grills, as well as all parts necessary for a fast repair or replacement. Such as cast iron and stainless steel burners, ceramic rod trays, heat shields, cooking grids, igniters, collector boxes.
Over time, and after enough use, certain parts of your grill may see some wear. We stock exact-fit aftermarket DCS replacement grill parts as well as OEM parts. Each part is built to be as tough or tougher than the part it is replacing, and they can be installed easily without the need for adapters or modifications.
Pull out the drip tray and look under the DCS logo on the control panel on newer grills it is to the right as seen pictured. Where do I find my DCS Model Number?
Dating back to the 1980's, DCS or Dynamic Cooking Systems had the country's best engineers, including the current founder of Twin Eagles Grills Dante Cantal. This is because they set out to make commercial-quality cook-tops available to the masses.


*Place red pepper halves on a baking sheet lined with parchment paper, skin side up. Broil 5 to 10 minutes until the peppers skin has charred black.
Take the peppers out of the oven and place into a resealable container, seal then wait 10 to 15 minutes until cool enough to handle. Peel away the charred pepper skin and discard.
In a food processor combine tahini and lemon juice for one minute.
add olive oil, garlic, cumin and 1/2 tsp salt and process for 30 seconds, scrape sides of bowl.
add the chickpeas and process 1 minute.
add the red pepper and process for up to 2 minutes or until smooth.
Previous Previous post: Happy New Year 2018!


It's that film, and it doesn't matter what I write here you've probably already seen it if you're into it and dismissing those who have if you're not interested. So as not to spoil it for the tiny minority who have yet to see it here are some random thoughts.
It's long but interest is kept throughout.
The scene with the iron is funny.
The sound effect designers must have had a field day in the scene where one spaceship is flown into another.
Those puffin things are annoying but not Jar Jar Binks annoying.
Those who died live and those who live die. It's a bit odd.
If it only took one bomber to destroy the space ship at the start, why send them all out?
I thought we'd get more of the silver lady stormtrooper.


text:
Emily Stamey
Title: Curator of Exhibitions
Affiliation: Weatherspoon Art Museum
Website: Weatherspoon Art Museum
Emily Stamey arrived in North Carolina this past October to become Curator of Exhibitions at the Weatherspoon Art Museum at the University of North Carolina, Greensboro. She came to the Weatherspoon from the Scottsdale Museum of Contemporary Art in Arizona where she was Curator of Contemporary Art. Her recent exhibitions at SMoCA included Kelly Richardson: Tales on the Horizon and Leslie Shows: Surfacing. Prior to her work in Scottsdale, Stamey was Curator of Modern and Contemporary Art at the Ulrich Museum of Art at Wichita State University in Kansas. Her projects there included such exhibitions as Stocked: Contemporary Art from the Grocery Aisles; Tony Feher: Extraordinary Ordinary; and Odili Donald Odita: Television.
Emily Stamey received her PhD and MA from The University of Kansas, Lawrence. She wrote her dissertation, Pop, Place, and Personal Identity in the Art of Roger Shimomura, concurrently with authoring the catalogue raisonné of the artist's prints. Stamey received her BA in art history from Grinnell College, Iowa.
Photo credit: Sean Deckert-Calnicean Projects
Competitions Juried
2016, South, Issue #124


text:
Justia › US Law › Case Law › Federal Courts › Courts of Appeals › Third Circuit › 1983 › John Novosel, Appellant, v. Nationwide Insurance Company
John Novosel, Appellant, v. Nationwide Insurance Company, 721 F.2d 894 (3d Cir. 1983)
US Court of Appeals for the Third Circuit - 721 F.2d 894 (3d Cir. 1983) Argued Sept. 14, 1983. Decided Oct. 26, 1983. As Amended Nov. 2, 1983. Rehearing and Rehearing In Banc Denied Nov. 28, 1983. Amended Order of Denial of Rehearingand Rehearing In Banc FiledDec. 19, 1983.
James H. Logan (argued), Pittsburgh, Pa., Darrell L. Kandunce, Butler, Pa., for appellant.
Charles W. Kenrick (argued), Richard C. Polley, Dickie, McCamey & Chilcote, Pittsburgh, Pa., for appellee.
Before ADAMS, HUNTER and GARTH, Circuit Judges.
OPINION OF THE COURT
ADAMS, Circuit Judge.
This appeal presents us with the task of determining under what circumstances a federal court sitting in diversity under Pennsylvania law may intercede in a non-union employment relationship and limit the employer's ability to discharge employees. In his suit against Nationwide Insurance Company, John Novosel brought two separate claims, one sounding in tort, the other in contract. The tort claim turns on whether a cause of action is created by a discharge that contravenes either important public policies or rights conferred on employees as members of the citizenry at large. The contract claim raises the question whether an enforceable contractual right to longterm employment may be read into what has traditionally been termed an employment-at-will position. The district court, concluding that no cause of action was stated, granted the employer's motion to dismiss both claims. Finding jurisdiction over this appeal under 28 U.S.C. § 1291, we vacate the district court's judgment and remand for further proceedings.
* Novosel was an employee of Nationwide from December 1966 until November 18, 1981.1 He had steadily advanced through the company's ranks in a career unmarred by reprimands or disciplinary action. At the time his employment was terminated, he was a district claims manager and one of three candidates for the position of division claims manager.
In late October 1981, a memorandum was circulated through Nationwide's offices soliciting the participation of all employees in an effort to lobby the Pennsylvania House of Representatives. Specifically, employees were instructed to clip, copy, and obtain signatures on coupons bearing the insignia of the Pennsylvania Committee for No-Fault Reform. This Committee was actively supporting the passage of House Bill 1285, the "No-Fault Reform Act," then before the state legislature.
The allegations of the complaint charge that the sole reason for Novosel's discharge was his refusal to participate in the lobbying effort and his privately stated opposition to the company's political stand. Novosel contends that the discharge for refusing to lobby the state legislature on the employer's behalf constituted the tort of wrongful discharge on the grounds it was willful, arbitrary, malicious and in bad faith, and that it was contrary to public policy. Alternatively, the complaint avers a breach of an implied contract promising continued long-term employment so long as Novosel's job performance remained satisfactory. Novosel sought damages, reinstatement and declaratory relief. Nationwide did not file an answer to the complaint; instead it presented a motion to dismiss. Following the submission of briefs on the motion to dismiss, and without benefit of either affidavits or oral argument, the district court granted the motion on January 14, 1983.
Considerable ferment surrounds the doctrine of employment-at-will.2 Once the common-law cornerstone of employment relations not covered by either civil service laws or the National Labor Relations Act, the at-will doctrine has been significantly eroded by both tort and contract theories similar to those propounded by appellant in this case.3 Already 29 states have granted some form of common law exceptions to the at-will doctrine; in addition, the courts of five other states as well as the District of Columbia have indicated their willingness to do so.4
While cognizant of these developments, we are also mindful of the limitations placed upon a federal court sitting in diversity. As this Court has ruled, we are "not free to follow our own inclinations as to the manner in which the common law should develop...." Bruffett v. Warner Communications, Inc., 692 F.2d 910, 918 (3d Cir. 1982). Thus, we are confined to the developments of the Pennsylvania common law that govern this case. At the same time, however, "a federal court must be sensitive to the doctrinal trends of the state whose law it applies, and the policies which inform the prior adjudication by the state courts." Becker v. Interstate Properties, 569 F.2d 1203, 1206 (3d Cir. 1977). Difficulties arise where
the highest state court has not yet authoritatively addressed the critical issue. Recent opinions of this Court make clear that our disposition of such cases must be governed by a prediction of how the state's highest court would decide were it confronted with the problem. Although some have characterized this assignment as speculative or crystal-ball gazing, nonetheless it is a task which we may not decline.
McKenna v. Ortho Pharmaceutical Corp., 622 F.2d 657, 661-62 (3d Cir. 1980) (footnote omitted).
The issue before us, then, is to determine whether the tort and contract claims proffered by the plaintiff state a sufficient cause of action under applicable Pennsylvania state law to survive a motion to dismiss.
Novosel's tort allegations raise two separate issues: first, whether a wrongful discharge claim is cognizable under Pennsylvania law; second, if such a claim can go forward under state law, by what standard is a court to determine whether the facts set forth in the complaint present a sufficient basis for a successful tort action.
* The circumstances of the discharge presented by Novosel fall squarely within the range of activity embraced by the emerging tort case law.5 As one commentator has written:
The factual pattern alleged in these cases seldom varies. The employee objects to work that the employee believes is violative of state or federal law or otherwise improper; the employee protests to his employer that the work should not be performed; the employee expresses his intention not to assist the employer in the furtherance of such work and/or engages in "self-help" activity outside the work place to halt the work; and the employer discharges the employee for refusal to work or incompatibility with management.
Olsen, Wrongful Discharge Claims Raised By At Will Employees: A New Legal Concern for Employers, 32 Lab.L.J. 265, 276 (1981). In a landmark opinion, the Pennsylvania Supreme Court acknowledged that such a situation could give rise to a legal cause of action:
It may be granted that there are areas of an employee's life in which his employer has no legitimate interest. An intrusion into one of these areas by virtue of the employer's power of discharge might plausibly give rise to a cause of action, particularly where some recognized facet of public policy is threatened. The notion that substantive due process elevates an employer's privilege of hiring and discharging his employees to an absolute constitutional right has long since been discredited.
Geary v. United States Steel Corp., 456 Pa. 171, 184, 319 A.2d 174, 180 (1974). Under the particular facts of Geary, the court held:
this case does not require us to define in comprehensive fashion the perimeters of this privilege [to employ-at-will], and we decline to do so. We hold only that where the complaint itself discloses a plausible and legitimate reason for terminating an at-will employment relationship and no clear mandate of public policy is violated thereby, an employee at will has no right of action against his employer for wrongful discharge.
456 Pa. at 184-85, 319 A.2d at 180. Despite the actual holding, Geary stands for the availability of legal remedies in private employer wrongful discharge cases and has been so interpreted by this Court. Bruffett, supra, 692 F.2d at 917-18; Perks v. Firestone Tire & Rubber Co., 611 F.2d 1363, 1365 (3d Cir. 1979); Murg & Scharman, Employment At Will: Do the Exceptions Overwhelm the Rule?, 23 B.C.L.Rev. 329, 345 n. 101 (1982).
Two subsequent Pennsylvania Superior Court cases upheld wrongful discharge causes of action under the theory that "where a clear mandate of public policy is violated by the [employee's] termination, the employer's right to discharge may be circumscribed ..." Reuther v. Fowler & Williams, Inc., 255 Pa.Super. 28, 31, 386 A.2d 119, 120 (1978). The Reuther court held that "the law of this Commonwealth recognizes a cause of action for damages resulting when an employee is discharged for having performed his obligation of jury service." 255 Pa.Super. at 32, 386 A.2d at 120. Similarly in Yaindl v. Ingersoll-Rand Co., 281 Pa.Super. 560, 572, 422 A.2d 611, 617 (1980), the Superior Court recognized "an interest of the public in seeing to it that the employer does not act abusively." See also Hunter v. Port Authority of Allegheny County, 277 Pa.Super. 4, 419 A.2d 631 (1980) (non-statutory wrongful discharge claim of public employee). In addition, other state courts have used public policy standards as the benchmark for wrongful discharge cases; see, e.g., Jackson v. Minidoka Irrigation District, 98 Idaho 330, 563 P.2d 54, 57 (1977) ("an employee may claim damages for wrongful discharge when the motivation for the firing contravenes public policy"); Sventko v. Kroger Co., 69 Mich.App. 644, 245 N.W.2d 151 (1976) (discharge in retaliation for filing workers' compensation claim violates public policy); Comment, Protecting Employees at Will Against Wrongful Discharge: The Public Policy Exception, 96 Harv. L. Rev. 1931, 1932 (1983).
Thus, on the issue whether such a suit may go forward, it was incorrect as a matter of law to declare that "no cause of action for wrongful discharge is stated under Pennsylvania law ...." Novosel v. Nationwide Insurance Co., No. 82-1600, slip op. at 1 (W.D. Pa. Jan. 14, 1983). The district court's assertion that "there occurs an express or implied waiver or relinquishment of otherwise valid constitutional rights when an employee voluntarily engages in employment ..." must consequently be rejected as a ruling that "simply persists from blind imitation of the past." Holmes, The Path of the Law, 10 Harv. L. Rev. 457, 469 (1897).
Applying the logic of Geary, we find that Pennsylvania law permits a cause of action for wrongful discharge where the employment termination abridges a significant and recognized public policy. The district court did not consider the question whether an averment of discharge for refusing to support the employer's lobbying efforts is sufficiently violative of such public policy as to state a cause of action. Nationwide, however, now proposes that "the only prohibition on the termination of an employee is that the termination cannot violate a statutorily recognized public policy," Brief of Appellee at 5 (emphasis added)
This Court has recognized that the "only Pennsylvania cases applying public policy exceptions have done so where no statutory remedies were available." Bruffett, supra, 692 F.2d at 919. Moreover, both Reuther and Hunter allowed causes of action to be implied directly from the Pennsylvania Constitution. Hunter further noted that Pennsylvania courts allow direct causes of action under the Constitution regardless of legislative action or inaction. 277 Pa.Super. at 14 n. 6, 419 A.2d at 636 n. 6, citing Erdman v. Mitchell, 207 Pa. 79, 56 A. 327 (1903). Given that there are no statutory remedies available in the present case and taking into consideration the importance of the political and associational freedoms of the federal and state Constitutions, the absence of a statutory declaration of public policy would appear to be no bar to the existence of a cause of action. Accordingly, a cognizable expression of public policy may be derived in this case from either the First Amendment of the United States Constitution or Article I, Section 7 of the Pennsylvania Constitution.6
The key question in considering the tort claim is therefore whether a discharge for disagreement with the employer's legislative agenda or a refusal to lobby the state legislature on the employer's behalf sufficiently implicate a recognized facet of public policy. The definition of a "clearly mandated public policy" as one that "strikes at the heart of a citizen's social right, duties and responsibilities," set forth in Palmateer v. International Harvester Co., 85 Ill. 2d 124, 52 Ill.Dec. 13, 421 N.E.2d 876 (1981), appears to provide a workable standard for the tort action. While no Pennsylvania law directly addresses the public policy question at bar, the protection of an employee's freedom of political expression would appear to involve no less compelling a societal interest than the fulfillment of jury service or the filing of a workers' compensation claim.
An extensive case law has developed concerning the protection of constitutional rights, particularly First Amendment rights, of government employees. As the Supreme Court has commented, " [f]or most of this century, the unchallenged dogma was that a public employee had no right to object to conditions placed upon the terms of employment--including those which restricted the exercise of constitutional rights." Connick v. Myers, --- U.S. ----, 103 S. Ct. 1684, 1688, 75 L. Ed. 2d 708 (1983). The Court in Connick, however, also observed the constitutional repudiation of this dogma: " [f]or at least 15 years, it has been settled that a state cannot condition public employment on a basis that infringes the employee's constitutionally protected interest in freedom of expression." Id. at 1687, citing Branti v. Finkel, 445 U.S. 507, 515-516, 100 S. Ct. 1287, 1293-1294, 63 L. Ed. 2d 574 (1980); Perry v. Sindermann, 408 U.S. 593, 597, 92 S. Ct. 2694, 2697, 33 L. Ed. 2d 570 (1972); Pickering v. Board of Education, 391 U.S. 563, 88 S. Ct. 1731, 20 L. Ed. 2d 811 (1968); Keyishian v. Board of Regents, 385 U.S. 589, 605-606, 87 S. Ct. 675, 684-685, 17 L. Ed. 2d 629 (1967). "If there is any fixed star in our constitutional constellation, it is that no official, high or petty, can prescribe what shall be orthodox in politics, nationalism, religion, or other matters of opinion or force citizens to confess by word or act their faith therein." Board of Education v. Barnette, 319 U.S. 624, 642, 63 S. Ct. 1178, 1187, 87 L. Ed. 1628 (1943). Thus, there can no longer be any doubt that speech on public issues "has always rested on the highest rung of the hierarchy of First Amendment values." NAACP v. Claiborne Hardware Co., 458 U.S. 886, 102 S. Ct. 3409, 3426, 73 L. Ed. 2d 1215 (1982), quoting Carey v. Brown, 447 U.S. 455, 467, 100 S. Ct. 2286, 2293, 65 L. Ed. 2d 263 (1980).7
In striking down the use of patronage appointments for federal government employees, the Court further noted that one of its goals was to insure that "employees themselves are to be sufficiently free from improper influences." CSC v. Letter Carriers, 413 U.S. 548, 564, 93 S. Ct. 2880, 2890, 37 L. Ed. 2d 796 (1973). It was not, however, simply the abuse of state authority over public employees that fueled the Court's concern over patronage political appointments; no less central is the fear that the political process would be irremediably distorted. If employers such as federal, state or municipal governments are allowed coercive control of the scope and direction of employee political activities, it is argued, their influence will be geometrically enhanced at the expense of both the individual rights of the employees and the ability of the lone political actor to be effectively heard.8
We further note that the Pennsylvania Supreme Court has similarly voiced its concern over the threat posed by discharges to the constitutionally protected rights of employees. In Sacks v. Commonwealth of Pennsylvania, Department of Public Welfare, 502 Pa. 201, 465 A.2d 981 (Pa.Sup.Ct. 1983), the court ordered a state employee reinstated following a discharge for public comments critical of his agency employer. The court reasoned,
there is a calculus of injury required in First Amendment government employee cases in which as the First Amendment interest in the speech rises, so does the government's obligation to react with caution, disciplining an employee, if at all, only when injury to the agency is more than speculative.
Id., 502 Pa. at 215, 465 A.2d at 988.
Although Novosel is not a government employee, the public employee cases do not confine themselves to the narrow question of state action. Rather, these cases suggest that an important public policy is in fact implicated wherever the power to hire and fire is utilized to dictate the terms of employee political activities. In dealing with public employees, the cause of action arises directly from the Constitution rather than from common law developments. The protection of important political freedoms, however, goes well beyond the question whether the threat comes from state or private bodies. The inquiry before us is whether the concern for the rights of political expression and association which animated the public employee cases is sufficient to state a public policy under Pennsylvania law. While there are no Pennsylvania cases squarely on this point, we believe that the clear direction of the opinions promulgated by the state's courts suggests that this question be answered in the affirmative.
Having concluded thereby that an important public policy is at stake, we now hold that Novosel's allegations state a claim within the ambit of Geary in that Novosel's complaint discloses no plausible and legitimate reason for terminating his employment, and his discharge violates a clear mandate of public policy. See Geary, 456 Pa. at 184-85, 319 A.2d at 180. The Pennsylvania Supreme Court's rulings in Geary and Sacks are thus interpreted to extend to a non-constitutional claim where a corporation conditions employment upon political subordination. This is not the first judicial recognition of the relationship between economic power and the political process:
the special status of corporations has placed them in a position to control vast amounts of economic power which may, if not regulated, dominate not only the economy but also the very heart of our democracy, the electoral process.... [The desired end] is not one of equalizing the resources of opposing candidates or opposing positions, but rather of preventing institutions which have been permitted to amass wealth as a result of special advantages extended by the State for certain economic purposes from using that wealth to acquire an unfair advantage in the political process....
First National Bank of Boston v. Bellotti, 435 U.S. 765, 809, 98 S. Ct. 1407, 1433, 55 L. Ed. 2d 707 (1978) (White, J., dissenting).9
Because this case is to be remanded, and taking into consideration the relative novelty of wrongful discharge actions, we proceed to a consideration of the factual bases a plaintiff would have to establish in order to prevail. It appears that the same factors to which the Pennsylvania Supreme Court referred in Sacks for evaluating the evidentiary sufficiency of Sacks' claim would be just as applicable to the case at hand. Thus, on remand the district court should employ the four part inquiry the Sacks court derived from Connick and Pickering:
1. Whether, because of the speech, the employer is prevented from efficiently carrying out its responsibilities;
2. Whether the speech impairs the employee's ability to carry out his own responsibilities;
3. Whether the speech interferes with essential and close working relationships;
4. Whether the manner, time and place in which the speech occurs interferes with business operations.
Sacks, supra, 502 Pa. at 216, 465 A.2d at 988.
In weighing these issues, a court should employ the balancing test factors set forth for wrongful discharge cases by the Pennsylvania Superior Court in Yaindl, supra:
(a) the nature of the actor's conduct,
(b) the actor's motive,
(c) the interests of the other with which the actor's conduct interferes,
(d) the interests sought to be advanced by the actor,
(e) the social interests in protecting the freedom of action of the actor and the contractual interests of the other,
(f) the proximity or remoteness of the actor's conduct to the interference, and
(g) the relations between the parties.
281 Pa.Super. at 574, 422 A.2d at 618, quoting Restatement (Second) of Torts Sec. 767 (1979).IV
Employment-at-will has long been a major tenet of American contract law.10 Numerous proposals for statutory protection from arbitrary discharge have come from commentators11 concerned by the absence of job security for over 60 per cent of the American workforce.12 Legislative proposals extending a "just cause" discharge requirement to all employees regardless of coverage or lack of it under the National Labor Relations Act have been considered in Pennsylvania as well as Colorado, Connecticut, Michigan, New Jersey and Wisconsin.13
Novosel concedes that there is no statutory basis at present in Pennsylvania for a just cause requirement for discharges and, in fact, "the case law favoring someone like plaintiff under a breach of contract theory has been sparse." Brief of Appellant at 21. Instead, we are urged to fashion a common law just cause standard premised primarily on the critical treatment of at-will discharges by the commentaries.14 Whatever the merits of such a standard, it is not the role of a federal court sitting in diversity to create its own common law.15
The absence of a uniform just cause requirement for discharge, however, does not conclude the contractual issue presented here. As with the wrongful discharge tort doctrine, the contractual claims of non-union employees have been the subject of rapidly evolving judicial developments. In Toussaint v. Blue Cross & Blue Shield of Michigan, 408 Mich. 579, 614-15, 292 N.W.2d 880, 892 (1980), the Michigan Supreme Court held that oral representations of job security by the employer and the written procedures in the employee policy manual gave rise to enforceable contract claims in a discharge action. Similarly, in Pugh v. See's Candies, Inc., 116 Cal. App. 3d 311, 325-26, 171 Cal. Rptr. 917, 925 (1981), an employee's promise of faithful service to the employer was found to be sufficient to constitute consideration for a reciprocal duty on the employer's part to refrain from arbitrary dismissal.16
Thus, Novosel's allegation that Nationwide's custom, practice or policy created either a contractual just cause requirement or contractual procedures by which defendant failed to abide is a factual matter that should survive a motion to dismiss:
Even when courts ultimately granted motions for summary judgment they acted only after the plaintiff had been given an opportunity to develop the facts of his case, not on a motion to dismiss.
O'Neill v. ARA Services, Inc., 457 F. Supp. 182, 185 n. 1 (E.D. Pa. 1978) (applying Pennsylvania law in a breach of employment contract case). The trial court erred in foreclosing discovery concerning Nationwide's internal discharge procedures. At least one Pennsylvania court has ruled that the unilateral adoption of a grievance, discipline and discharge procedure by an employer may give rise to a legally enforceable reliance interest. Njoku v. University of Pittsburgh, No. GD 82-13065 (Ct. of C.P., Allegheny County, Sept. 17, 1982). Consequently, Novosel should have been permitted discovery and the development of this point since "Pennsylvania cases have held that whether the parties formed a complete contract is a question for the jury." O'Neill, supra, 457 F. Supp. at 185.
The judgment and order of the district court will be vacated and the case remanded for discovery and further proceedings consistent with this opinion.
STATEMENT OF JUDGE BECKER SUR THE DENIAL OF THE PETITION FOR REHEARING
Because this is a diversity case, the holding of the panel constitutes a mere prediction of the likely course of Pennsylvania law, one subject to revision by the Pennsylvania Supreme Court or the Pennsylvania General Assembly. While this fact would ordinarily render en banc consideration inappropriate, I nonetheless believe that the panel's decision is sufficiently important and sufficiently questionable to call for reconsideration by the en banc Court. See Third Circuit IOP Chapter 8 B. I suspect that this assessment will be joined in by many of the district courts in this circuit, which are bound by the panel's prediction and whose dockets may well be inundated by wrongful discharge claims asserting termination for failure to undertake a job action colorably characterizable as political.
My concern is that the panel has announced an extremely broad "public policy" exception to the law of at-will employment in Pennsylvania that threatens to engulf or "overrule" the holding of the Pennsylvania Supreme Court in Geary v. U.S. Steel Corp., 456 Pa. 171, 319 A.2d 174 (1974)--an action Pennsylvania itself has apparently shown no inclination to undertake. Cf. Richardson v. Charles Cole Memorial Hospital, --- Pa.Super. ---, 466 A.2d 1084 (1983). More specifically, I have three major problems with the panel opinion.
First, the opinion ignores the state action requirement of first amendment jurisprudence, particularly by its repeated, and, in my view, inappropriate citation of public employee cases, and by its implicit assumption that a public policy against government interference with free speech may be readily extended to private actors in voluntary association with another, see, e.g., Hudgens v. NLRB, 424 U.S. 507, 96 S. Ct. 1029, 47 L. Ed. 2d 196 (1976). Second, the opinion could be read to suggest that an explicit contractual provision authorizing an employer to dismiss a lobbyist for failure to undertake lobbying might be unenforceable or subject to a balancing test. Third, the opinion fails to consider other public policy interests, such as the economic interests of the public in efficient corporate performance, the first amendment interests of corporations, see First National Bank of Boston v. Bellotti, 435 U.S. 765, 98 S. Ct. 1407, 55 L. Ed. 2d 707 (1978), and the legitimate interests of a corporation in commanding the loyalty of its employees to pursue its economic well being.*
I therefore dissent from the denial of rehearing.
While some factual disputes are evident from the briefs, this appeal is taken from a dismissal under Rule 12(b) (6) of the Fed.R.Civ.Pro. Therefore, all appellant's allegations must be taken as true and must be viewed in the light most favorable to appellant. Paolino v. Channel Home Centers, 668 F.2d 721, 722 (3d Cir. 1981); 2A Moore's Federal Practice, p 12.08 (1983)
An oft quoted statement of this doctrine is found in Payne v. Western & Atl. R.R. Co., 81 Tenn. 507, 518-19 (1884), overruled on other grounds, Hutton v. Watters, 132 Tenn. 527, 544, 179 S.W. 134, 138 (1915):
[M]en must be left, without interference to buy and sell where they please, and to discharge or retain employees at will for good cause or for no cause, or even for bad cause without thereby being guilty of an unlawful act per se. It is a right which an employee may exercise in the same way, to the same extent, for the same cause or want of cause as the employer.
See Summers, Introduction: Individual Rights in the Workplace: The Employment-At-Will Issue, 16 J.L. Law Reform 201, 203 (1983); Lubin, Legal Challenges Force Firms to Revamp Ways They Dismiss Workers, Wall St.J., Sept. 13, 1983 at 1, col. 6
See Wiskotoni v. Mich. Nat'l Bank-West, 716 F.2d 378 (6th Cir. 1983) (allowing tort and contract claims under Michigan state law). For a compilation of the case law, see DeGiuseppe, The Effect of the Employment-at-Will Rule on Employee Rights to Job Security and Fringe Benefits, 10 Fordham Urb.L.J. 1, 23 n. 101 (1981); Note, Reforming At-Will Employment Law: A Model Statute, 16 J.L. Reform 389, 394 n. 29 (1983)
For the judicial origins of the tort of wrongful discharge see Petermann v. Int'l Bro. of Teamsters, 174 Cal. App. 2d 184, 189, 344 P.2d 25, 27 (1959) (discharge for refusal to commit perjury "patently contrary to the public welfare"); Monge v. Beebe Rubber Co., 114 N.H. 130, 132, 316 A.2d 549, 551 (1974) (female employee wrongfully discharged for refusing to date foreman; court rejected employment-at-will defense as "based on ancient feudal system")
The relevant portion of Article I, Section 7 of the Pennsylvania Constitution states:
The free communication of thoughts and opinions is one of the invaluable rights of man, and every citizen may freely speak, write and print on any subject, being responsible for the abuse of that liberty.
Nor can there be any doubt that the right to petition or not petition the legislature is incorporated within protected speech on public issues. Thus, for example, in limiting the scope of the Sherman Act, the Supreme Court declared, " [t]he right of petition is one of the freedoms protected by the Bill of Rights, and we cannot, of course, lightly impute to Congress an intent to invade these freedoms." Eastern RR Presidents' Conference v. Noerr Motor Freight, Inc., 365 U.S. 127, 138, 81 S. Ct. 523, 530, 5 L. Ed. 2d 464 (1961)
In its leading statement on the effects the power of employers may have on the political process, the Supreme Court stated:
Conditioning public employment on partisan support prevents support of competing political interests. Existing employees are deterred from such support, as well as the multitude seeking jobs. As government employment, state or federal, becomes more pervasive, the greater the dependence on it becomes, and therefore the greater becomes the power to starve political opposition by commanding partisan support, financial and otherwise. Patronage thus tips the electoral process in favor of the incumbent party, and where the practice's scope is substantial relative to the size of the electorate, the impact on the process can be significant.
Our concern with the impact of patronage on political belief and association does not occur in the abstract, for political belief and association constitute the core of those activities protected by the First Amendment.
Elrod v. Burns, 427 U.S. 347, 356, 96 S. Ct. 2673, 2681, 49 L. Ed. 2d 547 (1976) (emphasis added).
The district court relies heavily upon the majority opinion in Bellotti to support the proposition that so long as an employer's actions were "in furtherance of its normal and ordinary business interests," Novosel v. Nationwide Insurance Co., No. 82-1600, slip op. at 1 (W.D. Pa. Jan. 14, 1983), its political activities are beyond court scrutiny. By extending constitutional protection to corporate political activity, the district court precludes any common law tort claim. In our view, this reliance on Bellotti obscures the fact that there are two distinct issues present here: 1) whether a corporation may engage in the type of lobbying demonstrated by defendant; and 2) whether the economic power of such corporations (in this case the power to discharge) may be utilized to coerce individual employee assistance to the corporate political agenda. Although Bellotti does find that corporate speech is entitled to First Amendment protection, the opinion does not stand for the proposition that corporations in the political arena can neither do any wrong nor be regulated. See, e.g., Buckley v. Valeo, 424 U.S. 1, 96 S. Ct. 612, 46 L. Ed. 2d 659 (1976); Federal Corrupt Practices Act, 2 U.S.C. § 441(b) (1976). See also Note, Constitutional Rights of the Corporate Person, 91 Yale L.J. 1641, 1651 (1982):
The notion that soulless, inarticulate corporations could even hold a political view, let alone insist on the right to express it, would be incomprehensible to the scholastic philosophers and the classical economists who provided the conceptual ground for earlier explanations of corporate personality.
At the very least, it does not follow from Bellotti that the right of political expression of a corporation enjoys a transcendent constitutional position regardless of other societal or constitutional interests.
The employment-at-will rule has been recognized in the major treatises. See 9 WILLISTON ON CONTRACTS Sec. 1017 (3d ed. 1967); 3A CORBIN ON CONTRACTS Sec. 684 (1960 & Supp.1971). See also Comment, Employment At Will and the Law of Contracts, 23 Buff. L. Rev. 211, 212-16 (1973)
See, e.g., Mennemeier, Protection from Unjust Discharges: An Arbitration Scheme, 19 Harv.J. on Legis. 49 (1982); Platt, Rethinking the Right of Employers to Terminate At-Will Employees, 15 J.Mar.L.Rev. 633 (1982); St. Antoine, You're Fired!, 10 Hum.Rts. 32 (1982); Peck, Some Kind of Hearing for Persons Discharged from Private Employment, 16 San Diego L.Rev. 313 (1979); Summers, Individual Protection Against Unjust Dismissal: Time for a Statute, 62 Va. L. Rev. 481 (1976)
Note, Reforming At-Will Employment, supra note 4, at 389
Id. at 404 n. 82; Note, "Just Cause" Termination Rights for At-Will Employees, 1982 Det.C. of L.Rev. 591, 615 (1982)
See, e.g., Note, "Just Cause" Termination, supra note 12; Comment, Protecting At-Will Employees Against Wrongful Discharge: The Duty to Terminate Only in Good Faith, 93 Harv. L. Rev. 1816 (1980)
We are reminded that the history of federal courts dictating the terms of employment relations contracts has not been altogether felicitous for employee rights. See Adair v. U.S., 208 U.S. 161, 28 S. Ct. 277, 52 L. Ed. 436 (1908) (striking down prohibition of yellow dog contract); Lochner v. New York, 198 U.S. 45, 25 S. Ct. 539, 49 L. Ed. 937 (1905) (striking down 10 hour working day statute as violating freedom of contract)
Several commentators have encouraged the extension of traditional contract doctrines to protect the at-will employee from discharge. The seminal argument is found in Note, Implied Contract Rights to Job Security, 26 Stan. L. Rev. 335 (1974). See also Note, Challenging the Employment At-Will Doctrine Through Modern Contract Theory, 16 J. of Law.Ref. 449 (1983) (arguing reliance interests, promissory estoppel and other traditional contractual basis for employee protection); Note, Job Security for the At-Will Employee: Contractual Right of Discharge for Cause, 56 Chi. [-]Kent L.Rev. 697, 728 (1981) (completion of work according to employer's standards earns employee contractual right not to be discharged without cause); Comment, supra note 13, at 1832-33 (implied contractual right not to be discharged absent just cause)
I recognize that all of these problems may be partly remedied by the balancing test announced on page 901 of the slip opinion; however, I fear that application of that test nonetheless attenuates the employers' and the public's interests
Get free summaries of new Third Circuit US Court of Appeals opinions delivered to your inbox!


text:
describe('transformers.FieldTransformer', function() {

    var Service;
    var $q, $rootScope;
    var MESSAGE_INVALID_CONFIG,
        MESSAGE_INVALID_FIELDS_OBJECT,
        MESSAGE_INVALID_OPTIONS_ARRAY,
        MESSAGE_INVALID_OPTIONS_OBJECT;

    // load module
    beforeEach(function() {
        module('AngularDynamicForm');
    });

    // inject services (that we want to test)
    beforeEach(inject(function($injector) {

        Service = $injector.get('AngularDynamicForm.transformers.FieldTransformer');

        $q = $injector.get('$q');
        $rootScope = $injector.get('$rootScope');

        MESSAGE_INVALID_CONFIG                              = $injector.get('MESSAGE_INVALID_CONFIG');
        MESSAGE_INVALID_FIELDS_OBJECT                       = $injector.get('MESSAGE_INVALID_FIELDS_OBJECT');
        MESSAGE_INVALID_OPTIONS_ARRAY                       = $injector.get('MESSAGE_INVALID_OPTIONS_ARRAY');
        MESSAGE_INVALID_OPTIONS_OBJECT                      = $injector.get('MESSAGE_INVALID_OPTIONS_OBJECT');
    }));

    //--------------------------------------------
    // transformFields
    //--------------------------------------------

    describe('transformGroupFields', function() {

        it('should return an array', function () {

            var data = [
                {
                    name: 'name',
                    label: 'Name',
                    type: 'text'
                }
            ];
            var config = {
                group1: {
                    order: 1,
                    label: 'Group One',
                    fields: [
                        'name',
                        'number'
                    ]
                }
            };

            var result = Service.transformGroupFields(data, config);

            expect(_.isArray(result)).toBeTruthy();
        });

        it('should add group_label, group_order & order to each item', function () {

            var data = [
                {
                    name: 'name',
                    label: 'Name',
                    type: 'text'
                }, {
                    name: 'number',
                    label: 'Number',
                    type: 'text'
                }
            ];
            var config = {
                group1: {
                    order: 1,
                    label: 'Group One',
                    fields: [
                        'name',
                        'number'
                    ]
                }
            };

            var result = Service.transformGroupFields(data, config);

            expect(result[0].group_label).toBe('Group One');
            expect(result[0].group_order).toBe(1);
            expect(result[0].order).toBe(0);
            expect(result[1].order).toBe(1);
        });

        it('should sort groups by group\'s order', function () {

            var data = [
                {
                    name: 'number',
                    label: 'Number',
                    type: 'text'
                }, {
                    name: 'name',
                    label: 'Name',
                    type: 'text'
                }, {
                    name: 'date',
                    label: 'Date',
                    type: 'text'
                }
            ];
            var config = {
                group1: {
                    order: 2,
                    label: 'Group One',
                    fields: [
                        'name',
                        'number'
                    ]
                },
                group2: {
                    order: 1,
                    label: 'Group Two',
                    fields: [
                        'date'
                    ]
                }
            };

            var result = Service.transformGroupFields(data, config);

            expect(result[0].group_label).toBe('Group Two');
            expect(result[1].group_label).toBe('Group One');
        });
    });

    //--------------------------------------------
    // transformFields
    //--------------------------------------------

    describe('transformFields', function() {

        it('should return an array', function () {

            var data = {
                name: {
                    type: 'text'
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            var result = Service.transformFields(data, config, {});

            expect(_.isArray(result)).toBeTruthy();
        });

        it('should throw an Error if label_camelcase is missing from config', function () {

            var data = {
                name: {
                    type: 'text'
                }
            };
            var config = {
                label_camelcase: true
                //'label_replace_underscores': true
            };

            expect(function () {
                Service.transformFields(data, config, {});
            }).toThrowError(MESSAGE_INVALID_CONFIG);
        });

        it('should throw an Error if label_replace_underscores is missing from config', function () {

            var data = {
                name: {
                    type: 'text'
                }
            };
            var config = {
                //label_camelcase: true,
                label_replace_underscores: true
            };

            expect(function () {
                Service.transformFields(data, config, {});
            }).toThrowError(MESSAGE_INVALID_CONFIG);
        });

        it('should add label, name, model & validate to each item', function () {

            var data = {
                first_name: {
                    type: 'text'
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            var result = Service.transformFields(data, config, {first_name: 'AAAA'});

            expect(result[0].name).toBe('first_name');
            expect(result[0].label).toBe('First Name');
            expect(result[0].validate).toBe(false);
            // expect(result[0].model).toBe('AAAA'); // TODO - why doesn't this work?
        });

        it('should throw an Error if fields item does not contain type', function () {

            var data = {
                name: {
                    //type: 'text'
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            expect(function () {
                Service.transformFields(data, config, {});
            }).toThrowError(MESSAGE_INVALID_FIELDS_OBJECT);
        });

        it('should allow custom field types so long as they contain a type', function () {

            var data = {
                name: {
                    type: 'unknown'
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            var result = Service.transformFields(data, config, {});

            expect(result.length).toBe(1);
        });

        it('should include custom field\'s povided properites', function () {

            var data = {
                name: {
                    type: 'unknown',
                    special: 'I AM SPECIAL'
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            var result = Service.transformFields(data, config, {});

            expect(_.has(result[0], 'special')).toBeTruthy();
        });

        it('should add default field properties for recognised field types', function () {

            var data = {
                name: {
                    type: 'select'
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            var result = Service.transformFields(data, config, {});

            expect(_.isArray(result[0].options)).toBeTruthy();
            expect(result[0].options.length).toBe(0);
            expect(result[0].required).toBeFalsy();
        });

        it('should overwrite default field properties with provided values', function () {

            var data = {
                name: {
                    type: 'select',
                    required: true,
                    options: [
                        {label: 'a', value: 'A'}
                    ]
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            var result = Service.transformFields(data, config, {});

            expect(_.isArray(result[0].options)).toBeTruthy();
            expect(result[0].options.length).toBe(1);
            expect(result[0].required).toBeTruthy();
        });

        it('should throw an Error if options property is not an array', function () {

            var data = {
                name: {
                    type: 'select',
                    options: 'my options',
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            expect(function () {
                Service.transformFields(data, config, {});
            }).toThrowError(MESSAGE_INVALID_OPTIONS_ARRAY);
        });

        it('should throw an Error if an option property does not contain a label property', function () {

            var data = {
                name: {
                    type: 'select',
                    options: [
                        {
                            //label: 'a',
                            value: 'A'
                        }
                    ]
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            expect(function () {
                Service.transformFields(data, config, {});
            }).toThrowError(MESSAGE_INVALID_OPTIONS_OBJECT);
        });

        it('should throw an Error if an option property does not contain a value property', function () {

            var data = {
                name: {
                    type: 'select',
                    options: [
                        {
                            label: 'a'
                            //value: 'A'
                        }
                    ]
                }
            };
            var config = {
                label_camelcase: true,
                label_replace_underscores: true
            };

            expect(function () {
                Service.transformFields(data, config, {});
            }).toThrowError(MESSAGE_INVALID_OPTIONS_OBJECT);
        });
    });
});

redpajama_set_name: RedPajamaGithub


text:
Перегринус, также Перегрин (от  — иностранец, чужеземец; позднее «пилигрим»), — слово латинского происхождения.

 Перегрины — название иностранцев в Древнем Риме.

Персоналии
 Перегринус, Протей (II век) — древнегреческий философ-киник.
 Пётр Перегринус из Пикардии (XIII век) — французский математик, автор трактата о магните.
 Красный Перегринус (1440—1503) — немецкий астролог.

Другое
 «Перегринус Протеус» (1791) — роман Кристофа Виланда о греческом философе.
 «Peregrinus Foundation» (с 1994) — немецкий фонд, основанный  для содействия обучения за рубежом, и присуждающий ежегодную премию за диссертацию по экономике.

См. также
 Перегрин

redpajama_set_name: RedPajamaWikipedia


text:
Dan Molloy
Full Name: Dan Molloy
Birthday: December 4, 1992
Dan Molloy is a tattoo artist from Australia. Scroll below to find out more about Dan's bio, net worth, family, dating, partner, wiki, and facts.
He was born on December 4, 1992 in Perth, Australia. His given name is "Dan".
First Name: Dan
Last Name: Molloy
Profession: Tattoo Artist
Date of Birth: 4-Dec-92
Place of Birth: Perth, Australia
Birth Country Australia
Dan Molloy – Name Meaning:
The meaning of the first name Dan is the lord is my judge & the last name Molloy means a venerable chieftain. The name is originating from the Hebrew.
Dan's age is now 30 years old. He is still alive. His birthdate is on December 4 and the birthday was a Friday. He was born in 1992 and representing the Millenials Generation.
Dan Molloy's real height information is not known.
Birth Flower: Narcissus & Holly
His wife, Lucy Molloy, is a popular YouTuber and is equally tattooed.
A machine builder as well as a tattoo artist, he shares his tattooing machines on the Instagram account, danmolloytattoomachines. He is most active in his career during the year 2005 – present.
The estimated net worth of Dan Molloy is between $1 Million – $5 Million. His primary source of income is to work as a tattoo artist.
Twitter: Dan Molloy Twitter profile
Instagram: Dan Molloy Instagram profile
Tags:19924-DecAustraliaSagittarius
previousLindsay Rhodes
nextJi Su-Won


Collection of case studies and notes for use in classroom at MBA-level; most of the cases are also available directly from Harvard Business School publishing. Instructor's manual available.
Covers key elements of international competition, such as theories of trade and comparative advantage, structure of global industries, roles of intermediation and alliances, political economy of trade policy, and business-government relations.
Substantial revision from First Edition.
BOOK: The International Political Economy of Direct Foreign Investment, Vol. I & Vol. II.


Two close friends of mine surprised me yesterday with this gift. After spending a few hours helping them demolish their garage (not yet complete) they gave me this 20th Anniversary Sonic the Hedgehog. He's really well done. He looks spot on perfect and he's also very pose-able.
I'm sure it's pretty hard to design a toy based off a character that was only ever 2 dimensional but Jazwares Inc. did a great job with this Sonic figure.
I knew exactly where I wanted to place Sonic and I think he looks great in his new home. He adds a little splash of colour and he's through and through SEGA. He's perfect.
One thing I did notice after placing him is that I have a lot of white space around the collection and all of a sudden it looks a little barren. The games look great but there is some room to dress things up a little. I'll work on this over time.
I find it ironic/funny that I got this gift just one day after I posted a comment stating that Jon doesn't give a damn about my Sega Collection! It's still might be true but regardless I am feel'in the love.


text:
The fourth season of Deutschland sucht den Superstar was aired on German channel RTL from February to May 2007. Mark Medlock, the season's winner, was awarded a contract with Sony BMG. The judges in this season were Dieter Bohlen, Heinz Henn, Anja Lukaseder. It was hosted by Marco Schreyl and Tooske Ragas. The viewers chose the contestant's fates as they were able to call for their favorite contestant. The voting results were published on 7 May. The winner got a 10-year contract and €100,000. Twenty percent went to the winner's manager who was chosen by the creators.

Finalists
(Ages stated at time of contest)

Controversies
Contestant Lisa Bund caused a controversy on 10 March when the headline of the German tabloid newspaper Bild read that she fought with bullying, and harassment by some of the other contestants. On 14 March, Bild Online reported about a loud argument between Bund and former contestant Tristan Iser, which happened to have also been filmed by a mobile phone camera. Bund stated in an online diary entry that she felt the video was "like a bad horror movie".

On 22 April, Bild announced that contestant Max Buskohl quit the competition due to RTL's rejection of his request to let his school band Empty Trash get a recording contract alongside him. Viewers had wondered about judge Dieter Bohlen's uncharacteristic behavior when he gave an extremely critical review of Buskohl's performance on 21 April. Buskohl is alleged to have said that Bohlen was antisocial, which explains Bohlen's negative reaction.

Contestant Martin Stosch, who was eliminated on 21 April, remained as a contestant despite being voted off the week prior, replacing Buskohl. However, Buskohl's father Carl Carlton told Spiegel Online that his son already made his decision to leave on 19 April but waited until Sunday to make his announcement at request of RTL.

Judges Dieter Bohlen and Heinz Henn had started a quarrel with each other during the show. On 14 April's show, Henn made it clear that he did not agree with contestant Mark Medlock's song choices. Bohlen, a staunch supporter of Medlock, began imitating Henn during his review of Lisa Bund's performance. Henn later stated that he thought it was "in bad taste, in bad style and disrespectful towards the contestants".

On 24 April, German entertainer Stefan Raab announced a performance by Buskohl set for 25 April at his show TV total which at that time aired on RTL's rival television channel ProSieben. RTL pronounced against a performance by Buskohl and his band Empty Trash on TV total the next day. So during his show on 25 and 26 April, Raab publicly instigated a protest demonstration set for Saturday's Deutschland sucht den Superstar show and was said to have obtained about 120 tickets. However the show eventually went off without any disturbance.

Top 20

1st Top 20 Show (Boys)
Original airdate: 7 February 2007

Bottom four: Jonathan Enns, Aleksan Cetinkaya, Arcangelo Vigneri, Lindsay Stebe
Eliminated: Aleksan Cetinkaya and Lindsay Stebe
Judges' forecasts: Aleksan Cetinkaya and Lindsay Stebe (Bohlen, Lukaseder, Henn)

2nd Top 20 Show (Girls)
Original airdate: 10 February 2007

Bottom five: Julia Falke, Dominika Mrugala, Madeleine Boly, Sarah Jahncke, Nebiha Celenler
Eliminated: Nebiha Celenler, Madeleine Boly, Dominika Mrugala
Judges' forecasts: Nebiha Celenler, Madeleine Boly, Dominika Mrugala (Bohlen, Lukaseder, Henn)

3rd Top 20 Show (Boys)
Original airdate: 15 February 2007

Tristan Iser is there for Roman Lob, who withdrew due to illness. Eventually, Lob was asked back for the season 5 theme shows, but declined due to his studies.

Bottom five: Jonathan Enns, Arcangelo Vigneri, Tristan Iser, Martin Stosch, Dennis Haberlach
Eliminated: Dennis Haberlash, Arcangelo Vigneri, Tristan Iser
Judges' forecasts: Jonathan Enns, Martin Stosch, Tristan Iser (Bohlen, Lukaseder, Henn)

4th Top 20 Show (Girls)
Original airdate: 17 February 2007

Bottom four: Sarah Jahncke, Laura Martin, Priscilla Harris, Julia Falke
Eliminated: Sarah Jahncke and Priscilla Harris
Judges' forecasts: Sarah Jahncke and Priscilla Harris (Bohlen, Lukaseder, Henn)

Finals

1st Theme Show: "Die größten Hits aller Zeiten" (Greatest Hits of All Time)
Original airdate: 24 February 2007

Bottom four: Laura Martin, Julia Falke, Jonathan Enns, Martin Stosch
Eliminated: Laura Martin
Judges' forecasts: Laura Martin (Bohlen), Jonathan Enns (Henn, Lukaseder)

2nd Theme Show: "Die größten Hits der 80er und 90er" (Greatest Hits of the 80s and 90s)
Original airdate: 10 March 2007

Bottom four: Thomas Enns, Martin Stosch, Max Buskohl, Jonathan Enns
Eliminated: Jonathan Enns
Judges' forecasts: Julia Falke (Lukaseder, Bohlen), Jonathan Enns (Henn)

3rd Theme Show: "Power of Love"
Original airdate: 17 March

On 19 March 2007 a CD featuring all of the songs from the show and an additional version of If You Don't Know Me By Now by Simply Red sung by all contestants was released.

Bottom four: Lauren Talbot, Julia Falke, Martin Stosch, Thomas Enns
Eliminated: Julia Falke
Judges' forecasts: Julia Falke (Bohlen, Henn, Lukaseder)

4th Theme Show: "Hits von heute" (Today's Hits)
Original airdate: 31 March 2007

For the first time in the history of Deutschland sucht den Superstar the show aired at the same time as "Wetten, dass..?" (one of the most successful TV shows in Europe) on the public channel ZDF.

Bottom four: Martin Stosch, Lauren Talbot, Thomas Enns, Francisca Urio
Eliminated: Francisca Urio
Judges' forecasts: Lauren Talbot (Bohlen, Henn, Lukaseder)

Beside the show's contestants another casting candidate was eventually given the chance to perform on stage namely Menderes Bagcı who had come to every season's casting audition never getting an admission ticket for the casting call-back. He performed Beat It by Michael Jackson on stage.

The viewers' decision in this episode came as a complete surprise, as Urio, who was eliminated this time, ranked among this season's best and most favored contestants. Before the decision, jury member Dieter Bohlen ironically predicted Urio's elimination in what he thought was an April fool hoax. Subsequently, he and his co-judges watched the decision with dismay and shock written all over their faces.

5th Theme Show: "Big Band"
Original airdate: 7 April 2007

This was the first theme show to be co-hosted by female host Tooske Ragas along with Marco Schreyl in this season of Deutschland sucht den Superstar. Ragas gave birth to her daughter and was not able to present the first four theme shows.

Bottom four: Thomas Enns, Martin Stosch, Lauren Talbot, Lisa Bund
Eliminated: Thomas Enns
Judges' forecasts: Thomas Enns (Bohlen, Henn, Lukaseder)

6th Theme Show: "Die größten Diven und Helden der Musik" (Greatest Divas and Heroes of Music)
Original airdate: 14 April 2007

Bottom three: Martin Stosch, Max Buskohl, Lauren Talbot
Eliminated: Lauren Talbot
Judges' forecasts: Mark Medlock (Henn), Lauren Talbot (Bohlen), Martin Stosch (Lukaseder)

Once again Menderes Bagcı was given the permission to perform on stage. This time he chose Bad by Michael Jackson.

7th Theme Show: "Hits der 70er / Dedicated to…" (Hits of the 70s / Dedicated to…)
Original airdate: 21 April 2007

Bottom three: Max Buskohl, Martin Stosch, Lisa Bund
Eliminated: Martin Stosch
Judges' forecasts: Martin Stosch (Henn, Lukaseder, Bohlen)

On 22 April, Bild newspaper announced that contestant Max Buskohl was dismissed by RTL Television afterwards. (See Controversies.)

8th Theme Show: "Songs der Jury" (Judges' Choice)
Original airdate: 28 April 2007

Bottom three: Lisa Bund, Martin Stosch, Mark Medlock
Eliminated: Lisa Bund
Judges' forecasts: Martin Stosch (Bohlen, Lukaseder, Henn)

9th Theme Show: Final
Original airdate: 5 May 2007

The two finalists performed Elton John's and George Michael's Don't Let the Sun Go Down on Me together on stage.

Winner: Mark Medlock
Runner-up: Martin Stosch
Judges' forecasts of who would win: Mark Medlock (Lukaseder, Bohlen), irresolute (Henn)

Top 10 candidates

Mark Medlock
Mark Medlock, born on 9 July 1978 in Frankfurt, was the winner of the 4th season. His father Lauria immigrated from Georgia, United States, and was a gospel singer. Medlock is openly gay. Prior to his participation of Deutschland sucht den Superstar, he worked as a nurse.

Martin Stosch
Martin Stosch was born on 30 July 1990 in Landshut. He was the youngest male contestant of the show. Being voted out in the seventh theme show, he returned as a replacement for Max Buskohl, who quit the contest by his own will after having serious disagreements with jury member Dieter Bohlen.

Lisa Bund
Lisa Bund was born 31 May 1988 in Frankfurt. He received a lot of promotional support by the German media. She later signed a recording contract and released her first single "Learn to Love You" on 31 August 2007.

Max Buskohl
Max Buskohl is from Berlin. He auditioned for DSDS because he lost a bet. He was part of a band called Empty Trash. He stated in an interview with Der Spiegel that he left DSDS voluntarily, while RTL claims they threw out Max. He was considered a heartthrob on the show with his "super-slim" body and being  tall.

Lauren Talbot
Lauren Talbot was born on 15 March 1990 in Hanover. She was the youngest female contestant in season 4.

Francisca Urio
Francisca Urio, born on 6 February 1981 in Meiningen, is an only child to a German mother and a Tanzanian father.

Julia Falke
Julia Falke was born on 21 June 1988 in Schärding, Austria.

Elimination chart

Note:
 Bottom 3/4 indicates that the contestant was 'saved' last. The Bottom Group results are based on published results after the show that determined the number of percentages for each contestant. This may or may not indicate his or her actual vote rank.
Martin Stosch brought back when Max Buskohl withdrew from the competition.
Roman Lob withdrew from the competition due to illness in the second Top 20 show and was replaced by Tristan Iser.

References

External links
Official page at RTL
Deutschland sucht den Superstar at IMDb

Season 04
2007 German television seasons
2007 in German music


text:
Export handbook
30th August 1974, Page 21
Page 21, 30th August 1974 — Export handbook
A MOST useful reference ituide with the title Livport ilandhrmk has been updated and published by the British Overseas -trade Board. It contains comprehensive information on all aspects of exporting, with lists of addresses of organirations in Britain and abroad from which specialist information can be obtained.
One section of the hook deals with exporting using the manufacturer's own vehicle, with several references to explanatory pamphlets issued by the various Ministries involved. It may not be generally
k nown, for instance, that a certificate is necessary for vehicles carrying perishable foodstuffs between Britain and France, in accordance with the Agreement on the International Carriage of
Perishable Foodstuffs (ATP), and that the Shipowners' Refrigerated Cargo 'Research Association (140
Newmarket Road, Cambridge, CB5 81-IE) is authori/ed to test equipment and issue such certificates.
The book is available from: British Overseas Trade Board, 1 Victoria Street, London. SW III OET.
Organisations: British Overseas Trade Board, Research Association
Locations: Cambridge, Livport, London


text:
Chino Valley teens named as plane crash victims
Plane had been missing for more than 24 hours
The wreckage of a single-engine Cessna aircraft missing out of the Prescott airport was found several miles east of Paulden, Arizona Saturday. Killed in the crash were 19-year-old Spencer Kihlstrom and 19-year-old Jeremiah Linnertz of Chino Valley, according to the Yavapai County Sheriff's Office.
The Daily Courier
Originally Published: September 26, 2017 12:49 p.m.
PAULDEN – Two Chino Valley teens died after a small plane crashed near Paulden.
The wreckage of the airplane, which had been missing for 24 hours out of the Prescott airport, was discovered Saturday, Sept. 23, several miles east of Paulden.
Spencer Kihlstrom and Jeremiah Linnertz, both 19, were found dead at the scene, according to the Yavapai County Sheriff's Office.
According to his Facebook page, Kihlstrom was studying aviation at Yavapai College. He was a graduate of Chino Valley High School. He worked at Little Thumb Butte Bed and Breakfast in Paulden. A message to his parents seeking more information was not immediately returned.
Linnertz worked at Cushman & Wakefield and also graduated from Chino Valley High School, according to his Facebook page.
The Sheriff's Office was notified of a possible missing aircraft based out of the Prescott airport, at approximately 11 a.m. Saturday. It had been at least 24 hours since last contact with the pilot.
Electronic tracking efforts were initiated immediately, said Dwight D'Evelyn, YCSO spokesman. Just before noon, a confirmed missing aircraft report was issued by airport authorities identifying a single-engine Cessna.
Assisted by the Department of Public Safety, personnel checked all surrounding local airports without success.
By now, YCSO's Rescue 1 helicopter was in the air searching as well. Reports indicated two men occupied the plane.
Just before 1 p.m., D'Evelyn said, aided by cellphone tracking and confirmation from the plane's Emergency Locator Transmitter (ELT), Rescue 1 spotted the downed aircraft near Perkinsville Ranch land, several miles east of Paulden. During the initial overflight, it appeared the two male adults did not survive the crash.
Ground crews eventually arrived and confirmed that both the young men were deceased.
Search and rescue crews, working with YCSO's Forest Patrol deputies Saturday night, were in the process of recovering the bodies. DPS Ranger aided this effort due to the rugged terrain.
Airplane crash victims identified
Investigation into cause continues
Paulden plane crash kills four
2 and a half years later, searchers find missing plane
Jerome plane crash victims identified
Investigation into cause under way
Plane crash in Northern Arizona claims two lives


Radiant and fearless, this Metropolis Bag represents the free spirit of the modern woman. Just like in any big city, anything is possible with this bag. Easy to wear on it's own or stack with others, it swings freely on your shoulder, across your body, or from your hand with grace. This is about to be your favorite bag.
- drop: 56 cm - 22"
To clean, use a cleaning milk and a lightly moistened cloth. Do not use solvents. Dry immediately using paper towel without applying pressure. Do not leave in contact with other leathers, but return to its bag.


text:
import React, { Component } from 'react'
import { render } from 'react-dom'
import { combineReducers, createStore, applyMiddleware } from 'redux'
import logger from 'redux-logger'
import { Provider, connect } from 'react-redux'
import { reducer as formReducer, getValues, actionTypes, reduxForm } from 'redux-form'
import { addTimeout, reduxTimeout, WATCH_ALL } from 'redux-timeout'

const reducers = {
  form: formReducer
}
const reducer = combineReducers(reducers)
const store = createStore(reducer, applyMiddleware(reduxTimeout(), logger()))

class App extends Component {
  componentDidMount() {
    this.props.addTimeout(2000, actionTypes.CHANGE, this.save.bind(this));
  }

  save() {
    this.props.save()
  }

  render() {
    const { fields: { firstName, lastName }} = this.props
    return (
      <form>

          First Name
          <input type="text" {...firstName} />

          Last Name
          <input type="text" {...lastName} />

      </form>
    )
  }
}

const mapStateToProps = (state) => {
  return {
    values: getValues(state.form.test)
  }
}

const mapDispatchToProps = (dispatch) => {
  return {
    addTimeout: (timeout, action, toDispatch) => {
      dispatch(addTimeout(timeout, action, toDispatch))
    },
    save: () => {
      dispatch({type: 'SAVE'})
    }
  }
}

const form = connect(mapStateToProps, mapDispatchToProps)(App);

App = reduxForm({
  form: 'test',
  fields: ['firstName', 'lastName']
})(form)

render((
  <Provider store={store}>
    <App />
  </Provider>
), document.getElementById('root'));


Michael has decades of B2B and B2C marketing research experience, including previous professional stints with Mobil Oil and Whirlpool, which helps guide our marketing research clients down the research path best-suited to fit their needs. He's also proficient in and has taught Chinese. Put his vast and diverse industry knowledge to work for you!


Viper is all about color, detail, and style. Each icon has vibrant vibrant gradients enclosed by a a semi-transparent border. All icons have been hand designed to ensure the highest level of detail and uniformity for the entire theme.
Viper comes with a vibrant gradients enclosed by a a semi transparent border. All icons have been hand designed to ensure the highest level of detail and uniformity for the entire theme.
Viper icon has vibrant vibrant gradients enclosed by a a semi-transparent border. All icons have been hand designed to ensure the highest level of detail and uniformity for the entire theme.
Viper Icon Pack v4.0.1 Apk each icon has a beautiful vibrant color enclosed by a semi transparent border. All icons have been hand designed to ensure the highest level of detail and uniformity.