My Carolina Kitchen: Do you have seasonal recipes that you forget to serve when the season rolls around?
Do you have seasonal recipes that you forget to serve when the season rolls around?
Do you have seasonal recipes that you love and somehow, when the season rolls around, you forget to serve them? It happens to me more often that I'd like to admit and it took one of you to remind me.
Take this orange salad for instance. I had completely forgotten about it this winter until Chris of Nibble Me This participated in a Culinary Adventure Challenge recently and posted a version of this salad on his blog. He and his wife Alexis gobbled the salad down while he prepared perfectly cooked lamb chops, macaroni, and a Napa cabbage gratin that he says was crazy good to complete the challenge. I owe you Chris. This salad had completely slipped my mind.
Citrus salads are a great substitute for tomato salads when tomatoes are tasteless and not in season. If you've a frequent reader, you might remember this salad. I took it to a blogger get-together in Tennessee and later, two of my friends – Larry of Big Dude's Eclectic Ramblings and Lea Ann of Cooking at the Ranch made versions of it. Larry served it with coconut shrimp and Lea Ann incorporated it into a camping trip. Now Chris has "kicked it up a notch" and used blood oranges (the glamour queen of oranges) and added feta cheese. All in all, this orange salad with its bit of sweet and spicy taste is a winner and goes with many different entrees.
It's a hastily made, colorful salad that I found in one of Pierre Franey's 60-Minute Gourmet cookbooks many years ago. At our house, we call this "Pierre's salad." Pierre Franey was a French chef who ran the kitchen at Le Pavillon restaurant in New York City for years. Pierre went on to write newspaper columns for the New York Times, penned some of my favorite cookbooks, and work alongside his dear friend Craig Claiborne, who practically taught my generation how to cook along with Julia Child.
Trim off the ends of the orange and tangelo. Peel them, then cut into quarter inch slices, and put them in a mixing bowl. Add the olives.
Put the paprika, garlic, vinegar and oil, rosemary, salt and pepper in a jar with a tight lid and shake well to make vinaigrette. Pour the vinaigrette over the oranges and olives and toss well. Sprinkle with slivers of red onions, chopped fresh parsley, and serve. Easily doubled or tripled.
Do you have favorite dishes that you forget from time to time? Please tell me, because I need some reassurance that I'm not alone in this.
That looks divine, Sam - and really healthy too when winter has us in its grip!
A delightful salad! So flavorful, fresh and healthy.
This is a very refreshing classic Sam. It just perks up those winter days when tomatoes are less than wonderful as you mentioned.
I still have my 60 Minute Gourmet cookbook that I bought while in college!
Oh Yes! Classic and yummy no matter the season.
A delightful salad - i like the combo of oranges and olives!
This is a wonderful salad! I haven't made it since last summer and I too was reminded of it when Chris posted it. Actually it's on my menu for this week. Thanks for the shout out Sam.
Yum, I love savory orange salads! The combination of fresh oranges and raw onions alone is fantastic, but everything else in this sounds wonderful-thanks!
Simply awesome and I am loving every bit of it. Hope you're having a great week ahead, Sam. Enjoy!
To first answer your question - with my CRS I even remember the what season it is, much less a seasonal recipe. The salad looks good again and thanks for the reminder - we have some good oranges. Also thanks for the mention.
I remember Pierre Franey, I used to watch his cooking show, I may even have his cookbook downstairs, I'll have to check! This salad looks delicious! I'll have to make it soon! Thanks for sharing!
I totally forget about foods we liked and then I make it again after a few years and it's new again. I should keep a log.
Yum! I've been craving citrus everything-I think it's my body's way of making me stay healthy during this flu season.
I don't know that I forget seasonal stuff-but I do forget recipes. I saw a cake the other day and thought now I used to make that all the time-why did I ever stop?
I have never had orange salad, but this sounds delightful and refreshing...!
Sam, this citrus salad got my mouth watering :-) What a great combination of flavor with olive...so nicely presented. Have a great week ahead!
Yes, I do sometimes forget to serve cherished recipes. I think I'd have a hard time forgetting about this salad though. The dressing sounds delicious and rosemary is the last of the herbs left wintering on the kitchen cabinet. Come on spring!
Uhm, uhm, Sam! I can taste it. And your are correct, we forget about seasonal recipes. Right now in our local Market of Choice, 3 for $1.00 ruby red grapefruits, so time to look for a simple recipe.
Such a great tip of using fresh citrus fruit in place of tomatoes in salads. Strawberries are my favorite seasonal fruit. In New York, they're in season from late May to June. It's such a favorite treat, I'm afraid to buy them, because I'm waiting to use them in a special recipe. Then when the season is almost over, I've realized I haven't simply enjoyed them.
How could anyone forget such a lovely salad? I like the fact that this citrus treat chases the winter blues away!
Sam, love this post. So happy to read your mention of le pavillon and your brief bio of Pierre....one of the greats! Salad looks scumptious!
YUm, my mouth was watering at the view of this: citrus and olives, can't beat it!
I've never tried pairing olives and oranges before. I'll definitely try that out.
And yes, you're not alone. Maybe you could write down the dishes you want to cook in your calendar (that's what I do).
Oh and where can I find sweet Hungarian paprika? Does it taste different from the regular kind?
I do, and I love rediscovering them!
This salad looks beyond refreshing. A burst of sunshine in the middle of a cold winter.
I have several recipes that I want to cook each season, but I can never fit them all in. Too many recipes, so little time.
This is a lovely salad..a very refreshing one..I am going to try this.
I love the flavors, colors, and textures of this salad.
All we have now are apples, pears and oranges. I have to cook with those more often. The salad looks really delicious!
Bonjour Sam ~ I had forgotten about beautiful citrus salads~ and you are right oranges are wonderful to use when tomatoes are scarse and tasteless.
Great salad! Thanks for stopping by the "big hugs" helped!
Sam the salad looks so fresh and healthy and delicious!
You are so right, I often forget seasonal dishes. I do have a lamb's lettuce and orange salad that I love but I really want to try this one. It looks and sounds so delicious!
Oranges are so good now and this salad looks so fresh and full of flavor. I've been blogging for almost three years and my recipe files have grown so large that it is easy to pass right over many of our favorites.
Besides my ever expanding recipe book collection...my filing cabinet is chock full of favourites and so many recipes that I'd love to make one day.
With so little time...it's somewhat difficult to plan ahead.
Now, this salad would only require me to remember to keep a few oranges and make this delightful refreshment.
I honestly would not have thought of pairing it with olives...a must try.
BTW Sam...that first photo is a stunner!!!
This looks so good and sounds so appetizing. I love cooking with fruits. I bought a large pineapple at Harry's Farmers Market and would like to do something with it apart from eating it with some Kirsch – do you have any ideas? I also like your split pea soup and I'll copy it. And yes for us a soup and salad make a meal. Sometimes I make a thick soup with lamb, garbanzo beans, zucchini and eggplant plus assorted herbs – with crusty French bread it sure makes a meal and we can hardly eat the salad.
It is an excellent recipe, Sam and I would NEVER had tried it if it wasn't for you. When you guys get back to NC, Alexis and I have to get over to the place in Franklin so we can get together again.
This looks delicious! My daughter would absolutely love it, too! I have forgotten to make chili this season--I've only made it once this winter...can you believe that?!
One of the most attractive salads I've ever prepared and so tasty; great photo!
You are right maybe we should catalogue our recipes by seasons.
This is a wonderful citrus salad --a little grilled shrimp to go with and I would be all set for dinner!
This looks like quite a refreshing salad. I would have never thought to add Hungarian paprika, I'm intrigued and will try it. I also like all of the herb toppings.
This looks absolutely wonderful! So colorful and easy.
What a brightly flavored and cheery salad. I always forget to do up a fig recipe during the short fig season and I always seem to forget about rhubarb as well. I need to get moving when those season pop around.
How did I miss this? I love this salad and we have a ways to go before winter ends. I just got my Saturday evening salad and looking forward to its brightness!
Asparagus. Not that I forget to buy or eat it, but I have a big collection of recipes for it, and I always end up having it the same old way.
Fresh tomato sauce. Either I forget to make it, or I make it and forget to freeze or eat it in time.
This happens to me all the time Sam. I'm always flipping though books and magazines finding recipes to mark off for summer bbqs or other social gatherings. My list only gets longer though- it seems I rarely get the chance to make all the things I would like.
This salad looks beautiful and refreshing, Sam!
Guilty as charged! I'm always a little sad when orange season ends. This looks like a delightful salad!
Such a refreshing looking salad.
Having a food blog and always trying to come up w/ new recipes (hardly making anything twice!)makes me forget to serve the dishes that I love and that are tried and true!
Thanks for the reminder Sam!
This looks delicious, Sam! My husband and I love both citrus and olives.
Oh yes, I often regret not making a special seasonal dish during the holidays for lack of time or because I forget. I am also trying to cook more loccavore foods so I am slowly changing my seasonal specialties to reflect that. This winter I have been making beet salad.
Yum! This looks and sound delicious. I wonder how it would be with balsamic?
This looks so refreshing and delicious! I love citrus salads!


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POWERGEN Asia Co-located with Asian Utility Week, DistribuTECH Asia & SolarVision
Singapore International Energy Week 2019
Asian Power Awards 2019
ABB technology for safer and more efficient power plants in Asia
With a suite of tried and tested digital solutions geared towards safety and efficiency, ABB is pioneering a new way of solving operational issues in power plants across Asia.
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For instance, ABB Ability™ is ABB's unified, cross-industry digital offering, which includes more than 210 industrial internet solutions and an industrial internet technology platform to help customers develop new processes and advance existing ones, by providing insights and optimising planning and controls for real-time operations. The results can then be fed into control systems like ABB Ability™ System 800xA and ABB Ability™ Symphony® Plus to improve key performance metrics of plants and assets.
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Another key project is the China Light and Power (CLP) Company`s Guangxi Fangchenggang power plant. This leverages an ABB Ability™ Symphony® Plus system at the plant, controlling two 630MW thermal generating units and enabling operation at ultra-supercritical levels to improve efficiency, whilst also employing flue gas desulphurisation to minimise the environmental impact of using coal.
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Taiwan-based SunnyRich, a leading solar system integrator company in the region with a 20MW customer base, is working with the Pingtung County Government to develop a solar powered greenhouse to improve food security, produce healthy crops, and allow the land to recover following a devastating typhoon, which caused severe floods and landslides. In Singapore, international furniture store IKEA has installed a solar rooftop plant at its flagship store.
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"ABB is writing the future of safe and smart operations by delivering integrated and secure digital solutions to automate operations and optimise performance and sustainability, with unparalleled experience in the energy and water, oil and gas, specialty chemicals and primary pharmaceutical industries," he adds.
ABB (ABBN: SIX Swiss Ex) is a pioneering technology leader with a comprehensive offering for digital industries. With a history of innovation spanning more than 130 years, ABB is today a leader in digital industries with four customer-focused, globally leading businesses: Electrification, Industrial Automation, Motion, and Robotics & Discrete Automation, supported by its common ABB Ability™ digital platform. ABB's market‑leading Power Grids business will be divested to Hitachi in 2020. ABB operates in more than 100 countries with about 147,000 employees.
ABB leverages solutions approach to build the plant of the future
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redpajama_set_name: RedPajamaCommonCrawl


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Q: SSRS 2017 - Client found response content type of '', but expected 'text/xml' I've got SQL Server 2017 Developer installed on my workstation, and just installed SSRS 2017. I am able to navigate in the SSRS portal, and upload files of dummy data, and create KPIs. However, when click "+New", then "Dataset" or "Data Source", I get the message "Something went wrong. Please try again later." The only clue in a log file is in my RSPortal_yyyy_mm_dd......log file which shows the following:
OData exception occurred: Microsoft.SqlServer.ReportingServices2010.RSConnection2010+MissingEndpointException: The attempt to connect to the report server failed.  Check your connection information and that the report server is a compatible version. ---> System.InvalidOperationException: Client found response content type of '', but expected 'text/xml'
I get the same error if trying to upload an .rdl file.
I did a "next/next/next" install of SSRS, keeping the defaults. The only unusual thing is that I am logged in with a machine account, not a user account. This machine account does show in the top right corner of the SSRS web portal, so that is passing through at least.
What could be happening here?

A: I couldn't figure out the specific failure reason here, but found that if I switched to a domain account instead of "Virtual Service Account" or "Network Service" built in to Report Service Configuration Manager and then restarted the machine, things started working properly

redpajama_set_name: RedPajamaStackExchange


text:
Emil Näsström , född 8 januari 1900 i Nätra socken, Västernorrlands län, död 28 september 1975 i Nätra, var en svensk politiker (socialdemokrat) och kommundirektör.

Näsström var ledamot av riksdagens andra kammare 1937–1940 (invald i Västernorrlands läns valkrets) och ledamot av första kammaren 1941–1968 (invald i Västernorrlands läns och Jämtlands läns valkrets). Han var 1958–1968 vice ordförande i Statsutskottet och under 1968 första kammarens ålderspresident.

Källor
Fotnoter

Ledamöter av Sveriges riksdags andra kammare för Socialdemokraterna
Ledamöter av Sveriges riksdags första kammare för Socialdemokraterna
Personer från Nätra socken
Män
Födda 1900
Avlidna 1975

redpajama_set_name: RedPajamaWikipedia


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Every Luxury Gold itinerary is designed to incorporate must-see sites, multiple trips, hidden gems that would be hard to find on your own, and captivating entertainment. We understand that your free time is important so we give you the freedom to choose the right balance between included activities and time to explore independently.
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London has so much to offer and you can see it in a variety of ways, including via a traditional open-top Sightseeing Bus, free guide Walking, a Thames River Cruise, or on an Evening Tour.
Daily trips visit iconic Stonehenge, the stunning City of Bath, and majestic Windsor Castle.
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The most popular attractions are waiting for you, including the London Eye, Madame Taussauds and Kew Gardens.
Only one hour away from London and close to the picturesque Cotswolds, Bicester Village is worth a visit.


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Bring mich nach Hause () es el cuarto álbum de estudio de la banda alemana Wir sind Helden. Salió al mercado el 27 de agosto de 2010. Su lanzamiento fue precedido por el de su primer sencillo, Alles, el 6 de agosto.

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Referencias

Álbumes de 2010


Blockchain could become the catalyst that tackles ad-fraud, revolutionalizing digital advertising for broadcasters.
There's an ease to watching videos via mobile our and tablets. The sheer accessibility of watching our favorite shows wherever we are make creating an audience extremely easy, so that online video content not just rivals television but now outstrips it.
With recent announcements showing that teenagers are now watching an hour a day of YouTube, you might think that this is huge news for the advertising industry. A captive audience stuck between ad breaks should be every advertiser's dream yet instead, the industry is tainted by fraud and fake news, something even YouTube recognizes.
The Google-owned video platform has recently announced it will be plowing $25m into hunting out fake news in the hopes of boosting dejected advertisers worldwide. But blockchain based Verasity might just have beat them to the punch.
Announced in January, the platform believes it can save advertisers $19bn alone by simply removing the ad-fraud component from digital losses.
Using new patent-pending proof-of-view (PoV) technology, Verasity essentially verifies all impressions through a pay-to-view and pay-to-earn model, while utilizing a new digital currency.
Advertising campaigns online are suffering. From fake views, bots and diluted traffic thanks to fake news, it all adds up to cost the industry millions each year. In the short term, this results in low traffic or an increase in the wrong target market as consumers find themselves redirected to a website by accident without the intent of purchasing anything.
With each visit reading as an impression, advertisers are having to rely on a complex set of data to understand why visitors are coming to their websites with confusion more than sales often the bottom line.
While YouTube might be the world's second largest search engine (only surpassed by its parent company Google), it finds itself at a center of fake news and conspiracy videos that carry serious financial implications.
Advertisers, therefore, have identified that the primary issues that are faced with by video platforms, social networks, and media agencies are currently: fake views, bots, and fraudulent views.
Verasity launched a soft cap a month ago (a public token sale set at a certain amount that will ensure the project becomes funded). This enabled people to quickly join by merely exchanging their Bitcoin or Ethereum for the project's new currency, VERA, created using the Ethereum network.
The industry seems to agree; the soft cap has already been reached with the platform due to launch publicly by early 2019.
For the tech-savvy with a burgeoning cryptocurrency wallet, Verasity makes absolute sense. There's a small token fee for watching something via the platform, but you can earn back VERA tokens by watching adverts. This cyclic way of viewing keeps everything transparent between the advertiser and the customer. Bots are practically eliminated via the blockchain and PoV technology give advertisers security they would never get in the current market.
It also means that for successful broadcasters the earnings potential is immense, with people on the platform already armed with VERA tokens in their wallets, the provision to spend-per-view must be incredibly exciting to new advertisers. And if the commission is less, watch as vloggers start to vote with their feet.
Despite little publicity so far, the Verasity word has spread, and Orman reveals that content creators, talent managers, and rights holders have been contacting him on a daily basis to understand more about the proposition.
Mainstream broadcasters through to smaller vloggers are looking at our solution as a new way to eradicate issues caused by 'fake traffic' and to help create new, more immediate revenue streams - particularly in reference to how much commission the major online video platforms take from content owner channels.
Secondly, the media agency world, recognized as being in a state of disrepair, is developing new blockchain technologies to provide advertisers with more accountable, fairer methods of buying media. Using Blockchain technology to ensure that media investment can provide better transparency, remove the plethora of intermediaries who are taking a piece of the pie; which is reducing brand ROI across digital and programmatic advertising spend.
As they say, the proof is in the pudding. But tellingly Verasity has just announced a partnership with Amazon AWS Activate program, and at the Portfolio Plus level - the most exclusive tier of the program that allows for fast scalability.
Verasity has teamed up with XCHNG, an open Blockchain-based digital advertising ecosystem which promises transparent audience metrics and a dramatic reduction in ad-fraud.
With YouTube's investment and the rise of platforms such as Verasity, 2019 could be the year digital advertisers have wished for. Clear metrics, reduced ad-fraud, and a transparent market.


Imagine that you went to a kid's house to play with him. As the kid is very playful, he got stuck in a room. Find hidden objects and solve interesting puzzles to rescue the playful kid. Good luck and have fun!


North Gower, ON — Nepean-Carleton MP, Pierre Poilievre, released information from the Library of Parliament confirming that a moratorium on the Marlborough Wind Turbine Project could result in an annual savings of up to $4.8 million on Ontarians' energy bills. Due to its unreliability and set-up costs, wind-generated power in Ontario is far more expensive than alternatives like conservation efforts or refurbished nuclear plants. Poilievre has been calling for a moratorium, while Health Canada (a federal department) conducts a study into the safety of wind turbine noise.
The Marlborough project proposed for the outskirts of North Gower is expected to produce approximately 60 million kilowatt hours (kWh) of electricity annually, at a cost of 13.5 cents/kWh, a price the Ontario government has guaranteed for 20 years. In comparison, the Ontario Power Authority purchases electricity generated from coal, natural gas and nuclear plants at a cost of 6 to 9 cents/kWh. A moratorium on this industrial wind turbine project would allow the Power Authority to purchase the same electricity at roughly half the price from these cheaper energy sources while Health Canada conducts its study.
In 2011, wind-generated energy accounted for an average of 2.7% of the total power grid in Ontario, costing taxpayers $519.5 million. The same amount of energy from natural gas generation plants would have cost $96.2 million less.


Dreamcatchers is a comprehensive mentoring 9-year program that develops small, purposeful learning communities, called student cohorts, and connects them to caring adults as they move from early middle school until the 2nd year of their post-secondary experience (College/Credential and/or Career).
To raise aspirations, build resiliency, and promote critical life skills in the lives of young people by expanding their horizons and surrounding them with long-term, individualized support systems.
To raise aspirations for the children and families and make a positive impact on the Immokalee community.
By 2027, we will have 180 students enrolled in the Dreamcatchers program. These students will have higher high school graduation rates, and higher college aspirational and persistent rates than their peers not engaged with Dreamcatchers.
We were founded in 2018 as an offspring of the 1by1 Leadership Foundation. While the commitment of 1by1 to the community of Immokalee continues to grow, the 1by1's Board of Directors decided to start a new organization dedicated to creating a comprehensive, long-term youth development model. The Board deeply desired to create a program that would be relationship centered and committed to young people's lives over the course of their entire adolescence and by doing so, develop a community that would have a lasting and meaningful impact on the lives of youth and their families.
The founding members of Dreamcatchers have decades of experience with effective mentoring models through their previous work with other nonprofit organizations, and have brought their learnings, wisdom, and guiding principles to the founding of Dreamcatchers.
Sinclaire's professional experience spans throughout various industries and disciplines. It also expands from small businesses to large nonprofits, including in that range are academic settings, churches, mental health center, community based agencies, schools and universities. Sinclaire has served in Leadership positions for various nonprofits for several years.
He received a Bachelor's degree from Southern Wesleyan University and a Master's degree in Business Administration (MBA) from St. Thomas University. He is also certified as a Professional Life Coach. Currently, he is pursuing his Doctorate degree in Leadership and Organization Change.
His leadership experience has helped organizations developed a cutting edge in production and organization efficiency. In academics, he has enabled students to develop their competency in Science and Mathematics. He has also written curriculums in Mathematics and Leadership. He is currently writing a book on the Role of Nonprofits in Rural Communities.
Sinclaire has consulted with several organizations in developing a strategy for employee retention. He has coached employees on how they can fulfill their true potential in life.
Currently, Sinclaire serves as Director of Operations for One by One Leadership Foundation of Southwest Florida. The organization works to empower youth to become leaders in their communities by adopting a Service Learning philosophy through its programs.
Sinclaire also serves in a variety of Leadership roles on several nonprofits Boards, including VP of a Statewide Board and committee, as well as several local Boards. He was the recipient of Outstanding Young Man of America award, and served as president of his local Rotary Club.
Kristina O'Hern is a graduate of the University of St. Thomas in St. Paul, Minnesota where she earned a B.A. in Elementary and K-12 Education with a Specialty in World Languages and Cultures. Ms. O'Hern is fluent in Spanish and has more than eight years of experience empowering migrant farm working families living in Immokalee, Florida. She previously held a certification as an accredited representative through the U.S. Department of Justice which allowed her to assist immigrant children and parents with their immigration matters before the Department of Homeland Security. Ms. O'Hern has a deep passion for building community and creating positive social change for Immokalee's youth and families. She resides in Southwest Florida along with her husband.
Alaina moved to Immokalee from Midcoast Maine to work as Dreamcatchers' newest Program Manager. She grew up in Maine and after high school, attended Northeastern University in Boston where she earned her undergraduate degree in Journalism with a Spanish minor. She then served several terms in AmeriCorps where she became passionate about nonprofit youth work. Alaina served with City Year Boston, Hardy Girls Healthy Women in Waterville, Maine and with Trekkers, Inc. in Thomaston, Maine. These experiences compelled her to attend SIT Graduate Institute in Brattleboro, Vermont for a degree in Intercultural Service, Leadership and Management with a Concentration in Youth Program Leadership. For the past 5 years, Alaina worked in direct programming at Trekkers, mentoring youth and leading expeditions with 7th-12th grade students across the state and country. Her career naturally led her to Dreamcatchers in Southwest Florida as it adapts and expands the Trekkers comprehensive long-term youth mentoring model into a 9-year program. Alaina loves the long-term relationship-building focus of this work. In her spare time, she loves to travel, play soccer and be outdoors in the sunshine!
Jessica has over a decade of experience in branding, digital and social media, and fundraising. After working on large brands such as Intel, Smirnoff, Captain Morgan, and Delta, she has more recently dedicated her time and skillset to the nonprofit sector. In 2010, she launched and ran her own organization, Cheti, dedicated to the educational development of children in Arusha, Tanzania. While this organization closed their doors in 2014, her passion for empowering others and making a positive impact has not ended. She has since worked with organizations such as CNFA, the YMCA, and Essential Partners. She is passionate about storytelling and the ability it has to inspire change. When she's not working, she can be found chasing her two little children and enjoying all that SWFL has to offer.
Reid Carpenter served as president of Leadership Foundations of America (LFA) from 2003-2008. Presently Reid is involved as President of One by One Leadership Foundation which is a local expression of the national movement. He also has a variety of functions he does out of the Founder's Office.
As a network of over 55 local leadership foundations throughout the world, Leadership Foundations is dedicated to the physical and spiritual transformation of communities. Members and local partners help millions of people by working with the community to build literacy programs, housing, employment, health care, food programs, mentoring, drug and alcohol rehabilitation centers and more.
Mr. Carpenter began his ministry in 1961 as the Pittsburgh, PA, area director for Young Life, a nondenominational youth organization. As regional director (1967-75) he pioneered Young Life ministries in Ohio, West Virginia, Pennsylvania and New York State. From 1975-78 he was director of Young Life's Northeast Division, which included eastern Canada.
In 1978 Mr. Carpenter founded and became president of the Pittsburgh Leadership Foundation (PLF), a faith-based organization. PLF brings leaders together to tackle the biggest concerns of the region through planning and program organization.
Over the next 23 years he initiated collaborative ventures with hundreds of local partners to assist at-risk youth, prisoners and their families, people with inadequate health care, families in need of housing, and individuals with drug addictions. He secured more than $500 million to support these efforts in the Pittsburgh area.
He initiated, organized and help fund more than 20 organizations, including the ANTI-Racism Institute, Pittsburgh Youth Network, CLEAR (Coalition for Leadership, Education and Advocacy for Recovery) and East Liberty Family Health Care Center. Mr. Carpenter and PLF Also partnered with World Vision to establish its international distribution center and the local collaboration, the Storehouse.
Mr. Carpenter has been an advisor to many faith-based organizations and business corporations. He has served on various boards and committees, including Communities in Schools, International Urban Associates, National Center for Protection of Children and Families and WQED Enterprises (Pittsburgh PBS affiliate).
He received a bachelor's degree in sociology from Fairfield University (CT), a master's degree in biblical studies from Young Life Institute, Fuller Theological Seminary (CA), and an honorary doctorate in Humane Letters from Geneva College (PA).
JP is an Accountant with undergraduate degrees in accounting from Marietta College (OH), Business Administration from Hodges University and an Executive MBA degree from Florida Gulf Coast University. He is currently employed as a VP of Finance with Icon management Services, Inc, a management company specializing in HOA and amenity operations.
In addition, JP is also involved with many nonprofit organizations in various capacities. He has been a member of the Trevecca Board of Trustees since 2009 and currently serves as the chair of the Finance and Audit Committees. He is the Treasurer of The 919 Ministries, Inc; the district treasurer of the Southern Florida District Church of the Nazarene; member of the board of One By One Leadership Foundation; Treasurer and board member of Taste of Immokalee; the Treasurer of the Haitian Coalition of Collier County; a founding board member of the Bayshore Education Center and a member of the board of Community Foundation of Collier County.
JP and his wife Deborah have been married for thirteen years. They are parents of two animated sons – Joshua (12) and Caleb (9), and two princesses – Hannah (6) and Priscilla (3). His personal interest revolves around hanging out with his family, researching a cool gadget to save for and finding a reclining chair to exhale on for a few minutes.


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Non-Disclosure Agreements – where are we now?
In the government response earlier this summer to the consultation on the use of non-disclosure agreements (NDAs) in the workplace, it was confirmed that legislation will be introduced. However, in the current climate, bringing forward legislation "when Parliamentary time allows" makes timeframes very difficult to predict.
Nevertheless, there are some changes that employers can sensibly make now, as the government has made clear what changes will be coming. In our earlier insight we warned of the unintended consequences of over regulating the use of NDAs. As we stated, they are often used for the benefit of both parties, enabling employers and employees to move on when a working relationship has broken down.
What the government are now proposing will enable the majority of employers and employees to continue using NDAs for this purpose. However, legislation will seek to ensure that individuals are clear to what they are agreeing and with whom they can discuss details, without being in breach.
The key legislative changes being proposed include:
Introducing provisions to ensure that nothing in an employment contract or settlement agreement can prevent an individual from making a disclosure to the police, a regulated health care professional, or a legal professional. The changes will enable those seeking medical support to speak freely, as well as allowing the victim of alleged criminal action to report it. The legislation will only extend this right to professionals who are regulated and bound by duties of confidentiality, so disclosure to therapists and counsellors who are not regulated, will not be permitted and may constitute a breach of an NDA.
Whilst the government has stopped short of introducing standard form confidentiality clauses, legislation will require that confidentiality clauses in settlement agreements and employment contracts set out clear limits. Whilst we do not yet know how the legislation will be framed, certainty in drafting and the use of plain English will benefit both parties.
Anyone entering into a confidentiality clause on termination will need independent legal advice on the nature and limitations of the clause. Whilst any solicitor advising on a settlement agreement ought to have provided relevant advice on the scope of a confidentiality obligation, the new requirements will ensure appropriate advice is obtained as a condition of the enforceability of that confidentiality obligation.
The government has indicated a draconian approach to enforcement: if confidentiality clauses do not meet the new legislative requirements, the settlement agreement will be void in its entirety.
Employers should review their settlement agreements in light of the carve outs being proposed, to ensure employees are permitted to talk to regulated professionals and the police. It is clear that, with or without legislation, settlement agreements which even appear to seek to silence former employees inappropriately will reflect poorly on employers if litigation follows. The remainder of the proposals will need more substance before changes to current practices can be made.
News 18 January, 2021
Charles Russell Speechlys advises Daystar Power Group on USD $38m Series B investment
Continuing to assist Daystar Power, a leading provider of hybrid solar power solutions to businesses in West Africa.
Continue Readingabout Charles Russell Speechlys advises Daystar Power Group on USD $38m Series B investment
Events 19 January, 2021
Data protection in the spotlight
Companies increasingly seek to further streamline their operations with the assistance of AI.
Continue Readingabout Data protection in the spotlight
Trevor Bettany
Partner Employment
Tel Trevor +44 (0)20 7427 6421
Email Trevor
trevor.bettany@crsblaw.com


How will PR Smith's SOSTAC® digital marketing planning guide help me and my business?
Knowing where to start can be the toughest part when creating a digital marketing plan or a wider-scope marketing plan for the first time. By using PR Smiths' SOSTAC® model you will have a clear structure that makes it quicker and easier to create the plan. More importantly, the beauty of the SOSTAC® structure is that when you present your plan to colleagues or clients, they will just get it.
But, don't just take our word for it. The Chartered Institute of Marketing centenary poll voted SOSTAC® in the Top 3 Business Models worldwide. It's an established technique developed through the 1990s by PR Smith for structuring business and marketing communications plans, here adapted by its author specifically for creating a digital marketing plan.
Many Smart Insights members will know PR Smith's SOSTAC® planning model which we have featured regularly in our blog posts, infographics and other premium member downloads. We reference this planning framework regularly since we think it's a superb tool for creating and communicating plans with clarity. That's all types of plans from business plans, through marketing plans to digital marketing plans. It works across all of these since everyone who sees a plan structured using SOSTAC® 'just gets it' and can quickly move to discussing how best to improve the plan.
When we speak to our members, many mention SOSTAC® as being really useful for structuring plans, so we talked to Paul about collaborating to create a guide applying it to online marketing planning and it's now available to download by Smart Insights Premium members.
In each section Paul blends explanations, examples, tools and checklists to help you learn how to apply it.
Paul runs workshops, advises and mentors as well as writes books about digital marketing. Someone once told hm that there were 17,000 Paul Smiths in the UK alone, so with his initial being 'R', he adopted PR Smith as his pen name.
His five books are published in seven languages. US Online marketing legend Jim Sterne refers to Digital marketing Excellence 5th Edition (co-authored with Dave Chaffey of Smart Insights) as 'a must read'. The CIM refer to Marketing Communications 5th Edition as a 'Marketing Major'. While SOSTAC® Planning is voted in the top 3 marketing models worldwide.
See Paul's site PRSmith.org for information about his other books and his other passion, The Great Sportsmanship programme.


Our intention would be to provide top quality products and solutions at competitive charges, and top-notch support to customers around the world. We have been ISO9001, CE, and GS certified and strictly adhere to their quality specifications for Plastic Condiment Squeeze Bottle , Condiment Squeeze Bottle , Condiment Squeeze Bottles , The mission of our enterprise is always to offer the very best quality merchandise with best price. We are seeking ahead to doing enterprise with you!
"So as to provide you with ease and enlarge our business, we even have inspectors in QC Crew and guarantee you our best company and solution for Plastic Condiment Squeeze Bottle , Condiment Squeeze Bottle , Condiment Squeeze Bottles , We are seeking for extensive cooperation with honest customers achieving a new cause of glory with customers and strategic partners.


text:
We're based in the picturesque village of Audlem. Audlem is located at the junction of the A525 and A529 roads in south Cheshire, just a mile north of the Shropshire border. The village is seven miles from Nantwich to the north; seven miles from Whitchurch to the west and a similar distance from Market Drayton to the south. It is five miles from Woore to the east.
The Flower Divas, 9 Shropshire Street, Audlem, Cheshire, CW3 0AE
The Flower Divas in Audlem has been accepted for the Good Florist Guide (GFG), a web based directory of the finest florists in the UK. This prestigious accolade is only awarded to florists who really make the grade and allows customers to have an extra level of confidence that they are buying from the best. We are proud to say we have recently been Awarded the North West finalists award in the English Wedding Awards.
We love to talk about your requirements, so why not pop in today. Before you set off, please check the opening times below:
Monday: 09:00 — 15:00
Tuesday: 09:00 — 15:00
Wednesday: 09:00 — 15:00
Thursday: 09:00 — 17:00
Friday: 09:00 — 17:00
Learn to create beautiful displays
The perfect accompaniment to a perfect day


text:
(function() {
'use strict';

angular.module('pr.dashboard.widgets.util')

/**
 * @ngdoc directive
 * @name pr.dashboard.widgets.util.directive:prMetricPicker
 * @restrict E
 * @scope
 *
 * @description
 * The `prMetricPicker` creates a picker for one or more metrics from a list of metric options and aggregation types.
 *
 * It's model is the `metrics` attribute. `metrics` will be updated as the user adds them on the UI. `metrics`
 * will update via two-way binding.
 *
 * Attributes `metric-options` and `aggregation-options` added into the directive will display options
 * to the user to create the list of metrics.
 *
 * @param {Array<object>} metrics The model, which contains the list of selected metrics.
 *   Each metric contains the following properties
 *   - `name` - `{string=}` - Column name in the data source query
 *   - `type` - `{string=}` - Aggregation type (count, sum, etc...)
 *   - `alias` - `{string=}` - Column alias in the data source query
 *
 * @param {boolean} multiple `true` if the user can input multiple metrics, `false` to allow one single metric.
 * @param {Array<object>} metricOptions The array of metric options
 *   Each metric option contains the following properties
 *   - `name` - `{string=}` - Name of the metric
 *
 * @param {Array<string>} aggregationOptions Array of string containing the kinds of aggregations that are allowed for the
 * metrics. (eg. "count", "sum", "min", "max", "unique")
 */
.directive('prMetricPicker', function() {
    return {
      restrict: 'E',
      scope: {
        metrics: '=',
        multiple: '=?',
        metricOptions: '=',
        aggregationOptions: '='
      },
      templateUrl: 'src/prReporting/prDashboardWidgets/util/prMetricPicker.html',
      link: function(scope) {

        scope.metrics = scope.metrics || [];

        function newMetric(metricName) {
          var type = null;
          if (scope.aggregationOptions && scope.aggregationOptions.length) {
            type = scope.aggregationOptions[0];
          }
          return {name: metricName, type: type, alias: metricName};
        }

        scope.selectMetric = function(metricName) {
          scope.metrics[0] = newMetric(metricName);
        };

        /**
         * Add a metric
         * @param {[type]} metricName [description]
         */
        scope.addMetric = function(metricName) {
          scope.metrics.push(newMetric(metricName));
        };

        /**
         * Removes a metric by index
         * @param  {[type]} index [description]
         * @return {[type]}       [description]
         */
        scope.removeMetric = function(index) {
          scope.metrics.splice(index, 1);
        };

        // init
        scope.$watchGroup(['multiple', 'metricOptions', 'aggregationOptions'], function(newValues) {

          // Ensure we have a exactly 1 metric if is not multiple
          var isMultiple = newValues[0];
          scope.metrics = scope.metrics || [];
          if (!isMultiple) {
            if (scope.metrics.length === 0 && scope.metricOptions && scope.metricOptions.length > 0) {
              scope.selectMetric(scope.metricOptions[0].name);
            }
            if (scope.metrics.length > 1) {
              scope.metrics.splice(1, scope.metrics.length - 1);
            }
          }
        });
      }
    };
  });

})();

redpajama_set_name: RedPajamaGithub


For information, the Gambling Commission want to share an issue recently raised with the Commission by a solicitor on behalf of one of their clients. Our response may be of interest to HLA members.
The HLA have produced a response to the FPS Working Group's Consultation on the establishment of the Fundraising Preference Service.
The document Fundraising Preference Service Final Recommendations Paper was submitted to the FPS Working Group on 30th September 2016.
A new version of the Licence conditions and codes of practice has been published by the Gambling Commission. The changes, which focus on the prevention of crime associated with gambling, come into effect on 31 October 2016.
Following the Crime Review, two supplementary consultations are now live until 20th June 2016.


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El Parque Caldas es la plaza principal de la ciudad de Popayán, Colombia. Se encuentra ubicado en el centro de la Ciudad, lugar donde convergen todos los edificios principales y representativos de la ciudad. Desde el año 2010 Con una inversión de más de 2.300 millones de pesos financiados por FONADE y con el aporte de 550 millones
de la Alcaldía de Popayán, se entregaron las obras de ampliación, ornato y embellecimiento del área peatonal del
parque.

Historia
Fue creado con la ciudad en 1537; a su alrededor fueron construidas las casas de los fundadores y las dependencias de los poderes religioso y gubernamental. Inicialmente fue utilizada como Plaza de mercado. En 1538, en el centro de la plaza se colocó un cepo donde fueron decapitados Jorge Robledo y Álvaro de Oyón, cepo que estuvo en este lugar hasta 1766 cuando fue reemplazado por un chorro; este duró allí hasta 1805 cuando en su lugar fue colocada una pila de cantería. Esta fue cambiada en 1910 por la estatua del Sabio Caldas, obra del escultor francés Raoul Verlet; en la misma época fueron sembrados los árboles que hoy adornan y rodean la escultura.

En este lugar fueron ejecutados algunos patriotas durante el Régimen del terror de Pablo Morillo a excepción de Agustín Agualongo quien murió bajo las órdenes de Simón Bolívar:

 Agustín Agualongo
 José María Cabal
 Agustín Calambazo
 Carlos Montufar
 Mariano Matute
 José María Quijano
 Rafael Lataza
 José España
 Andrés Rosas
 José Maria Gutierres
 Manuel Santiago Vallesilla

Estructura
El parque fue encerrado con una verja de hierro forjada por el maestro Julio Ramos, junto con faroles primero y luego lámparas para iluminar la noche de los payaneses; así se conservó algún tiempo, luego la verja fue quitada Y quedó como actualmente lo vemos.

La pila de agua, labrada en piedra de cantera que hoy esta en la Plazuela de Santo Domingo, fue a parar después de 1910 a la Plaza principal de Timbío, de donde se la rescató posteriormente a cambio de un busto del Presidente Pedro Nel Ospina. Al celebrarse el primer centenario de la Independencia Nacional, en 1910, se inauguró la estatua del sabio y mártir Francisco José de Caldas, obra de Raoul Verlet, ocasión en que Guillermo Valencia pronunció una de sus magnas oraciones en homenaje al Prócer. En esta misma oportunidad se dieron al servicio las bancas actuales, de diseño francés, en estructura y soportes artísticamente elaborados en hierro forjado.

Fue testigo también esta Plaza de las ilustres Tertulias sostenidas por personajes como los tres Maestros Guillermo Valencia, Rafael Maya y Efraim Martínez; Carlos, Arcesio y Hernando López Narváez, los tres Toronjos; José Ignacio Bustamante, Carlos Vernaza y Ramón Dolores Pérez; Carlos Simmonds, Arcesio Aragón, Ramiro Ramírez y Víctor Aragón; Francisco Eduardo Diago, Manuel Varona, Carlos Villamil, Francisco José Cháux y Matoño Arboleda; Julio Manuel Ayerbe, Avelino Paz, José Manuel Rodríguez y Gustavo y Daniel Vejarano Segura, y tantos otros destacados payaneses.

Cuando las calles aledañas a la Plaza recibieron el primer baño de pavimento asfáltico, hacia 1935, la colonia sirio-hebreo y libanesa obsequió en gesto recordatorio y de solidaridad, las cuatro fuentes de agua enchapadas en abigarrados y multicolores azulejos, que por algún tiempo fueron tema de controversia como elemento decorativo, hasta que los payaneses nos acostumbramos a aceptarlas como parte integral de su ornamentación.
Esta plaza fue escenario, igualmente, de grandes concentraciones religiosas, cívicas y políticas

Las antiguas verjas que encerraban la plaza fueron reemplazadas, hacia 1940 luego de la pavimentación, por setos ornamentales de siemprevivas y resucitados y varios árboles de "la flor de mayo" un alcornoque (de cuya corteza se extrae el corcho), un palo de mango, dos colosales madroños y un copioso arrayán de Castilla.

A fines del siglo XIX se encontraron documentos gráficos que indican un Parque consecuente con un diseño formal, con su núcleo destinado al monumento principal y sus zonas verdes trazadas geométricamente, con senderos circunvalares y radiales que permitían el acceso y tránsito en cualquier dirección, como en la rosa de los vientos.

Entorno

 Hacia el norte del parque se levanta el edificio de la gobernación del El Departamento del Cauca y la sede del Banco de Bogotá
 Hacia el sur se haya la Catedral Basílica de Nuestra Señora de la Asunción de Popayán junto al Palacio Arzobispal y La Torre del Reloj que data de 1673.
 Hacia el Oriente se levanta el edificio de la Alcaldía de Popayán y junto a este las sedes bancarias del Banco de Occidente Credencial y Bancolombia
 Hacia el Occidente el edificio de la Cámara de Comercio del Cauca, la sede del Banco Agrario de Colombia y la cadena de cafés Juan Valdez.

Véase también

 Catedral Basílica de Nuestra Señora de la Asunción de Popayán
 Francisco José de Caldas

Referencias

Parques de Cauca
Popayán


text:
NDEAM is Here!
Thirty-two years ago, I was a wheelchair-using college senior at Hampton University in Hampton, Virginia. I knew very little about disability employment or inclusion. I just knew that like many of my peers, I had to get a job. I went through a number of first interviews, two second interviews and didn't have a job when I rolled across the stage to get my diploma. This pre-dated the Americans with Disabilities Act (ADA) and companies didn't discuss advancing disability employment the way they do today.
In the 28 years since the ADA became law, a lot has changed. You can easily find articles on 'disability inclusive best practices' on social media, and increased focus on engaging the community as employees and consumers. Great strides have been made and I celebrate those. However, there remain uncontested market opportunity for companies that prioritize disability inclusion.
Each October, the country recognizes National Disability Employment Awareness Month. This year's theme is America's Workforce: Empowering All. As your company plans events for the month, and beyond, I strongly encourage you to establish metrics for disability inclusion. Otherwise, it's expendable as corporate priorities shift if not tied to the bottom-line.
I've assembled a few resources to spark your thinking on disability inclusion that cover a variety of topics:
Reasonable Accommodations in the Workplace: The ADA National Network created a fact sheet which serves as a basic overview of reasonable accommodations in the workplace and includes examples of the reasonable accommodation process
Fashion Styling for People with Disabilities: Stephanie Thomas is founder, stylist and editor-in-chief of CUR8ABLE, a disability fashion lifestyle website. With a passion for accessibility, Stephanie has followed clothing trends for people with disabilities for 24 years and works to empower people every day with advice from her disability fashion styling system. Based in Los Angeles, with followers spanning the globe, Stephanie strives to create beautiful, powerful images that challenge and ultimately change negative perceptions of people with disabilities.
Unlocking Diverse Abilities: How to Create Accessible Workplace Culture: Jennifer Brown is a leading diversity and inclusion expert, and host of The Will To Change podcast, which uncovers true stories of diversity and inclusion. On this show, she interviews Kathy Martinez, Senior Vice President, Disability Segment Market Brand & Strategy for Wells Fargo & Company, who shares her unique diversity story and how she came to be aware of and involved with efforts to create a more just and equal society. Kathy reveals why creating more accessible products and services ultimately benefits all consumers and why it makes good business sense. She also discusses misconceptions that leaders often have when it comes to workplace accommodations and the return on investment that comes with accommodating the needs of all employees.
Job Accommodation Network: JAN provides free consulting services for all employers, regardless of the size of an employer's workforce. Services include one-on-one consultation about all aspects of job accommodations, including the accommodation process, accommodation ideas, product vendors, referral to other resources, and ADA compliance assistance.
The Hidden Market: The Purchasing Power of Working-Age Adults with Disabilities: The needs of adults with disabilities are frequently overlooked in the marketplace and when businesses are designing and promoting products and services. An April 2018 report from the American Institutes of Research finds that inclusive hiring practices and involving people with disabilities in product development and advertisement can help businesses access a market worth billions of dollars.
The Power of Family and Friends: Family and friends of people with disabilities is market of approximately 105 million.They influence purchase decisions and respond to companies that are disability inclusive. In this video, I share effective tips to reach this segment of consumers.
I'd love to learn more about how you, or your organization will recognize National Disability Employment Awareness month. Send me an email or post on our Facebook page!
Happy October!
Carmen Daniels Jones
President, Solutions Marketing Group
Filed Under: Notes from the Founder Leave a Comment
Tags: disability employment, National Disability Employment Awareness Month, NDEAM
JPMorgan Chase and the Four-Pronged Approach to Inclusion
An Interview with Jim Sinocchi, Head of JPMorgan Chase's Office of Disability Inclusion
By Joan Leotta
Industry standard-bearer, JPMorgan Chase & Co., has further cemented its commitment to diversity and inclusion with the hire of James (Jim) Sinocchi, Head of the Office of Disability Inclusion. A vanguard in his own right, Sinocchi has promoted disability inclusion awareness for decades. In this new position, he will partner with JPMorgan Chase's senior leaders to establish consistent standards and processes supporting employees with disabilities and employees who care for family members with disabilities. Prior to joining JPMorgan Chase, Sinocchi served as the co-chair of the IBMers with Disabilities Global Task Force. While there, he collaborated across multiple internal and external channels to create awareness and understanding of policies, initiatives, and Human Resources and Diversity programs. Sinocchi uses his considerable skillset to serve the community as a board member of organizations committed to supporting people living with disabilities. His business acumen makes him sought-after, but his empathy and passion have made him a pioneer. Since 1980, Sinocchi has lived with C5-C6 quadriplegia, the result of a New Year's Eve surfing accident. In this month's SMG Profile, Jim reflects on the intangibles and tangibles that sustain innovation and inclusion in the workplace.
SMG: When did JPMorgan Chase institute the Office of Disability Inclusion?
Sinocchi: JPMorgan Chase has for years worked on improving access to people with disabilities and fostering a culture of inclusion for employees. The company long sought to improve the employee experience, engage with outside organizations (particularly with advocacy organizations), products, and services for people with disabilities. One of our nine firm-wide business resource groups is dedicated to providing a voice for employees with disabilities and those who serve as caregivers.
A little over a year ago, our executives decided they needed to take the step of creating an Office of Disability Inclusion to increase focus on matters related to employee accessibility and drive consistency in our methodology, standards and practices.
SMG: Jim, when did you join the company?
Sinocchi: I joined in June 2016.
SMG: How has the direction of disability inclusion changed over the last twenty years?
Sinocchi: The mindset of companies 20 years ago was, "Let's hire people with disabilities. Let's give them jobs." Today's mindset – at forward-thinking companies – is, "Let's hire people with disabilities, and see who among them has leadership potential." Stereotypes and attitudes have changed and people with disabilities are being promoted to middle and upper management roles. However, people with disabilities continue to face barriers to equal opportunity at work.
I use The Four A's to serve as a roadmap for hiring people with disabilities and enabling them to contribute to the company, and the country. The Four A's are: Attitude, Accommodations, Accessibility and Assimilation. If companies work on those four areas, they'll become part of the new era of hiring people with disabilities and enabling them to contribute to the company and the country.
SMG: How did you develop the Four A's? Why do you like it as an approach for inclusion?
Sinocchi: I was trying to come up with an answer to the question: "How can a company make someone with a disability feel truly comfortable and help that individual succeed?" Companies can teach people with disabilities how to be leaders just as they do with able-bodied people. When people with disabilities are seen as C-suite leaders, accessibility and inclusiveness will enrich that company's culture.
We can also teach managers and executives to recognize leadership potential in a person with a disability. Here's a secret: it's the same methodology used with an able-bodied person. That acknowledgment alone will change paradigms and break the glass ceiling for the employee with a disability. We've done it with gender, with orientation, with race, with religion – but we haven't done it – yet – for people with disabilities.
Assimilation will be the real game changer – the mark of a great company. When people with disabilities can assimilate with their able-bodied colleagues, when people talk to a colleague with a disability and don't think about their disability, we will know we've made a lasting difference.
SMG: How do the four A's work, specifically at JPMorgan Chase? Has disability inclusion changed at JPMorgan Chase since the Office of Disability Inclusion began?
Sinocchi: JPMorgan Chase looks at the whole employee when they join the company. We look first at what the individual can contribute to both the company and our clients. We make it clear that we want people for their intellectual capacity and talent and we will do everything we can to accommodate them in a reasonable manner.
The Four A's codifies this though, making it easy for people to understand what we're trying to accomplish. Rather than use medical jargon or scientific data, The Four A's are already in people's vocabulary and represent the standard dictionary definition of each word; it's straightforward so that people who manage and work with colleagues with disabilities realize it's just about how we treat people and make sure we're not afraid of being politically incorrect.
To help break down the barrier of "political correctness," we launched a video series called "The Disability Dialogues," where senior managers sit down with employees who talk about their disabilities. They speak openly about challenges they face and any they've overcome at work, and invite colleagues to ask questions they may have once been afraid to ask.
The Office of Disability Inclusion is a global, firm-wide operation. Our company has offices in more than 60 countries and reasonable accommodations are a part of how we do business around the world. So, if a candidate has the talent and skills to do a job well, we want them. And, we will provide as many tools as we can to help them do their jobs to the best of their abilities.
SMG: Can you share any data on the number of company employees who identify as having a disability? Has that number increased since the Office of Disability Inclusion began operations?
Sinocchi: As you imply in your question, disability is something that people self-identify. We know that many have disclosed their disabilities for the first time since the Office of Disability Inclusion was established. And we know that many were afraid to disclose their disabilities because they thought it might hinder their career. But we also know that we have more employees who are still getting comfortable with self-identifying and we're working on making sure that they know we can help set them up for success. On the flip side, our employees who work with and manage people with disabilities are also adjusting to the new environment of openness where employees are self-identifying and openly speaking about their disabilities.
SMG: Are there any partnerships with disability organizations that make the Office more effective?
Sinocchi: JPMorgan Chase has an Office of Nonprofit Engagement (called ONE internally), which reaches out to specific communities and serves as a central point of contact for those communities to reach out to us as well. ONE has a robust and growing program to engage nonprofit organizations dedicated to helping people with disabilities lead full and barrier-free lives. Through ONE, we partner with many of the nation's leading disability organizations to raise awareness of and provide solutions to some of the challenges facing specific communities. This level of formalized engagement gives our business leaders and product developers' valuable information about how we can better serve our customers and employees.
SMG: Have you developed any innovative training techniques that you would like to share—for the other employees as well as for the employee with a disability to form an integrated workforce? How do you think this will affect conversation on disability in the workplace?
Sinocchi: We've been focused on creating a culture that encourages conversations about disabilities, which we believe will help to accomplish the fourth A: Assimilation. The more people can talk openly about disabilities, the more it means that able-bodied people can see beyond the disability and people with disabilities feel at ease.
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Tags: disability employment, inclusion, inclusive hiring, Jim Sinocchi, JPMorgan Chase
More Than a Simple Stop for Coffee Ford: Innovation from the Inside Out
More Than a Simple Stop for Coffee
Mark Wafer (left) and Clint Sparling, an employee at one of his Tim Hortons locations
Mark Wafer, President of Megleen Treadstone and owner of several Tim Hortons coffee shop franchises, has transformed his businesses into much more than the routine place to enjoy caffeinated brew. Since opening his first franchise in 1995, Wafer designed his operations to be a proactive source of employment for people with disabilities. His success is now an established model that other businesses follow in doing the same.
Wafer's first experience of hiring an employee with a disability was prompted by supply and demand. Having purchased his first franchise, he was confronted by a scarce labor market and so broadened his employee criteria. With that success and others like it, Wafer found that hiring people with disabilities is not simply a matter of altruism —it is good business. He has since founded SenseAbility to help other businesses learn the advantages of expanding hiring criteria to include people with disabilities.
Wafer and his wife launched their first franchise, Tim Hortons, in the early 90's: "We liked the Tim Hortons franchise model and opportunities were available. We opened our first restaurant in East Toronto in 1995. We hired our first worker with a disability right away. We purchased an existing location with an already built clientele so we were very busy from day one. My staff however was all new and could not keep up so I had to hire someone to look after the dining room, dishes, tables and dishwasher and that's how we discovered Clint Sparling."
Sparling, who has Downs Syndrome, was Tim Hortons first inclusive hire. Wafer, who is Deaf, is especially aware of the barriers that many people with disabilities face in the job market. Extending this opportunity to Sparling made good business sense for both men. Wafer has made independence a possibility for Sparling and Sparling has been an invaluable employee. Now more two decades later, Sparling is still with Wafer's Tim Hortons franchise. Wafer proudly reports "Clint has been with us for twenty-two years. He is married now and owns his own condo as a result of having a job and a paycheck."
Good for Business
Within a few weeks of purchasing his first location, Wafer added a second. Throughout the process, he continued to hire employees with intellectual disabilities. Not long after, he began to take note of the economic benefits to him that resulted from his inclusive employment practice.
Wafer states, "The average annual employee turnover in the QSR business (Quick Service Restaurant) is about 100% and perhaps higher in high density areas. Mine is 40% or lower."
He adds that the average tenure of a non-disabled worker in his franchises is one year and three months. However, his employees with disabilities stay on the job for an average of seven years. The importance of turnover can be measured in dollars and cents. According to Wafer, "an entry level worker costs about $4,000 to replace." But, he also says that he discovered employing workers with disabilities not only reduced employee turnover but also increased productivity, innovation and safety. In addition to measurable, associated costs, there are other costs, which are not as easily quantifiable: "Once a person with a disability learns the task, they will only do it that way and not take shortcuts. They continue to do it the right way, time after time."
Of course, these positive economic measures buoyed Wafer's desire to continue his employment initiative: "As I began to see clear economic factors, lower absenteeism and higher productivity, I continued to hire workers with intellectual disabilities and decided to open our doors to workers with any sort of disability. As long as they could do the job, and if the training made sure they had whatever accommodation they might need, we hired them. "
Since its first hire in 1995, Wafer's franchises have employed over 150 people with disabilities in every aspect of the business including management: "Today, 46 or about seventeen percent of our 250 employees identify as having a disability in all six current locations. They are pretty much evenly distributed among my franchises." (Wafer notes that the Tim Hortons chain does not have a franchise-wide policy on the employment of people with disabilities.)
Recruitment, Training and Hiring
The recruitment process, according to Wafer, is quite simple. "We are well-known in the community so candidates with disabilities apply often and are open about their situation. From the beginning, I set the tone for inclusion and my managers slowly bought into it. Today, when a manager interviews a non-disabled candidate, we ask how that person feels about working with people with disabilities. If we don't get the right answer, that person does not get a second interview."
Canadian Government's Role
According to Wafer, the role of government is to lead by example and provide awareness. It is up to the business and corporate sectors to make change happen. "Canada", he observes, "has little in the way of legislation that helps people with disabilities find work or that supports them when they do find work." Wafer himself was appointed to a government panel in 2012 to find out why more businesses were not hiring workers with disabilities. He says, "The report resonated with corporations and the one take-away for the panel was that corporations wanted to hire more from this massive talent pool but really didn't know what to do. So, the Canadian Federal Finance Minister provided money to establish the Canadian Business SenseAbility."
"The idea for this association," he explains, "came from my time on the panel exploring the success in the U.K. As part of my interviews with corporate leaders I became aware of a group known as the British Forum on Disability and it was their ideas and procedures that gave us the idea of starting SenseAbility. This is a membership driven association with the express purpose of creating disability confident companies. We work with the CEO and executive level, as well as HR and operational managers. Today, twenty-one corporations representing 800,000 employees are members of SenseAbility." The organization provides these companies with an abundance of information that they select in order to make it easier for them to hire people with disabilities into their companies. Tim Hortons Corporate is a current member of SenseAbility. They, too, recognize the benefits Wafer I did. The real success with the brand however has been with other franchise owners across the country and the U.S. In Ontario alone there are 500 restaurants that have hired at least one worker with a disability.
Honors for Wafer
As the recipient of a variety of industry awards, Wafer's work has been recognized for its value both to Canada and the Canadian economy. He observes, "In many areas of Canada we have a labor shortage that is only going to get worse. I suggest to restaurant owners in these areas to focus on the disability community for long term excellent employees. This is a new concept to them because they may currently view disability as a negative rather than a contributing factor to success. We've found that building awareness and educating business owners works."
There are two sets of initials that follow Mark Wafer's name: MSC and OMC. Awarded to Wafer by the Queen Elizabeth II in 2016, the MSC is the Meritorious Service Cross and is one of the highest awards for public service that can be given in Canada. The OMC, the Ontario Medal for Good Citizenship, is the second highest award in Ontario and was given to Wafer in March 2017. According to its website, "this medal recognizes individuals for their exceptional long-term efforts and outstanding contributions to the well-being of their communities."
Moving forward, company-hiring credos must be: "Employable until proven otherwise." Mark Wafer's proves that this is a viable model: "In general we know that in five years we have found work for over a thousand people. This tells us that the message of inclusion for business is working. We don't keep that data for the purpose of the numbers – we don't want the numbers. Many of the projects we have initiated are based on the 'business" model and how hiring impacts productivity, reduces absenteeism and turnover. Susan Scott Parker, CEO and creator of the British Forum on Disability, has worked on it with us and helped us to spread the word."
He goes on to observe, "We have taken our model to other provinces and it is doing well there, too. We even went into the United States, to Syracuse and Rochester. When we tell them they are going to make more money by hiring people with disabilities, the message is heard! They go back and make it work with the result of a lot of people with disabilities finding work."
Although Wafer does not like to measure with numbers, he says, "I worked on a project with the Ontario government that ended two years ago. We did some research on savings to government if a certain number of people with disabilities found jobs and figured out that including seasonal and even minimum wage jobs, the government saves $78 million annually with the employment of five thousand workers with disabilities."
Wafer concludes with this: "One of the things I do is public speaking to explain the impact. The percent of people in Canada who have a disability may only be fifteen percent (roughly the same as in the U.S.) however, when you add in family members, the percent of the population rises to fifty-three percent! That number of people cannot be ignored."
People with disabilities do not make up a niche market. They are the wives, husbands, sons, daughters, brothers, sisters and friends found in every community. Indeed, they are a massive market segment for the goods and services of those who hire people with disabilities. As Marc Wafer attests, not only are they a proven employee resource, they are extensions of the promising economic networks encompassing them.
Tags: Canada, disability employment, employment, inclusive hiring, Marc Wafer, SenseAbility, Tim Hortons
JPMorgan Chase and the Four-Pronged Approach to Inclusion Doing Good is Good Business
Ford: Innovation from the Inside Out
For over a century, the Ford Motor Company has distinguished itself as an innovator in automotive technology and design. With 67 plants worldwide, this industry giant commands a workforce of over 200,000 that will now expand to include persons on the autism spectrum as part of its groundbreaking program FordInclusiveWorks. While similar employment models are increasingly common throughout the business world, what distinguishes the Ford initiative is that positions will be offered at various levels throughout the company rather than in assembly lines alone. According to Monique Brentley, Ford spokesperson and Ford's May 25, 2016 press release, "Ford understands that individuals with autism bring a unique set of strengths to our employment talent pool. Utilizing a diverse and inclusive workforce, one that represents our customers, makes us a better, stronger company. Ford believes that gaining experience with working with individuals with autism contributes to business objectives and enhances diversity at Ford and adheres to our desire to construct a 'better world' through collaboration with and support of those in the community around us."
Crucial to achieving those goals has been the partnership Ford built with Autism Alliance of Michigan (AAoM), a well-established organization offering case management and supports for adults with autism. AAoM CEO and President Colleen Allen points out that in constructing the program, from the very beginning, Ford was open to bringing people with autism to all levels of its company. Allen and her staff, all equipped with degrees in autism related fields, worked with Ford to develop the program and were responsible for the selection of the five individuals who currently participate in the FordInclusiveWorks pilot.
Having officially launched on June 1, 2016 in the Ford product division, the program is still very much in its infancy. Nonetheless, Allen is already excited by what she sees. She anticipates that this success will spark a revolution in hiring people with disabilities, particularly those on the autism spectrum, not only in the automotive industry as with Ford, but in many other industries, as well.
Program Inception
FordInclusiveWorks developed organically when interest from both Ford and AAoM intersected through the personal motivation of its employees. Kirstin Queen, Diversity and Inclusion Manager, Ford Motor Company, has a brother on the autism spectrum. Allen recounts, "Kirstin's father heard of one of our programs on employment issues and brought the ideas to Kirstin, who then proposed developing such a program at Ford."
Raj Nair, Ford's Executive Vice President of Product Development and Chief Technical Officer, enthusiastically volunteered to serve as the program's executive sponsor. Having been touched by autism through friends and family, Nair, like Queen envisioned Ford as a forerunner in such collaborations: In the May 25 release, he states, "We (at Ford) are committed to making people's lives better, and this pilot program has the potential to not only make the participants' lives better, but also help Ford be an even more diverse and inclusive workforce. Autism affects many people in our communities, and I'm proud we're taking on this important initiative."
Ford data further explains that as FordInclusiveWorks took shape, AAoM and Ford partnered to review work at Ford that was both essential to meeting business needs, and was complementary to the typical skills and abilities of individuals with autism. Next, AAoM spent time observing employees performing the work, gathering integral information regarding work requirements, conditions, and surrounding support and structure that would contribute to success. AAoM worked with Ford supervisors to structure job duties, in addition to reaching out to local colleges, universities, and agencies to identify individuals with autism and the skills and/or experience to perform this work at Ford.
The next phase of development focused on equipping Ford personnel. Prior to the start of the pilot AAoM provided autism awareness and effectiveness training for Ford Human Resources and employees who will direct and work adjacent to pilot participants. To ensure effective communication, natural supports are put in place within the Ford team, creating a greater likelihood of successful retention and high performance of pilot participants. One such support, the "On-the-Job Work Experience" portion of the program is coordinated by AAoM and provides job consulting to both pilot participants and to the Ford employees who work alongside them. AAoM also provides training for Ford employees involved in the program to increase their understanding of autism and a position everyone to better relate to their new colleagues.
According to Ford's May 25 press release, although specific skill sets vary for each job, all of the pilot program positions are located within the product development department. For example, in the vehicle evaluation and verification test lab, a FordInclusiveWorks participant will log and prep tires for test vehicles used by engineers for product assessment. The work is highly structured, according requiring a great deal of focus, and calls for a high level of attention to detail and organization. Skills required to complete this task (and other tasks) safely and with a high level of quality lend themselves to strengths typically associated with individuals with autism.
In that same May release, another Ford executive also spoke about the value of the program. "Individuals with autism bring a unique set of talents to our business," said Felicia Fields, Ford group vice-president, human resources and corporate services. "We recognize that having a diverse and inclusive workforce allows us to leverage a wider range of innovative ideas to make our customer's lives better."
Monitoring the Progress and Determining the Success of the Pilot
For Allen and her staff, developing and launching the program are just the beginning. This collaboration with Ford includes ongoing assessment of the program so that each participant finds the best possible fit, ideally performing at the highest level, given the nature of the job assignment. Allen notes that "often the issues are resolved by simply letting the person know what is expected beyond the job description. Sometimes it is as simple as explaining the culture of the workplace, what it means to take a break, how they will get to work, where to go for lunch and more on that level. We are watching the entire project closely so that we can create best practices guidelines. We hope this program can be eventually broadened and replicated in other operations."
At this phase of FordInclusiveWorks, AAoM candidates participate for 30-90 days of on-the-job work experience. During this pilot time period, Ford will assess the individuals for quality of work and fit within Ford culture. If quality and production standards are met, and a fit with Ford is positive, the individual will be invited to apply for the position as a Ford employee through Ford's recruiting process.
"Individuals with autism bring a unique set of talents to our business," says Felicia Fields, Ford group vice president, human resources and corporate services. "We recognize that having a diverse and inclusive workforce allows us to leverage a wider range of innovative ideas to make our customers' lives better."
In terms of employee support, Ford has several employee resource groups (ERGs) at Ford including Ford Employees Dealing with disAbilities (FEDA). This ERG was organized in 2002 and helps ensure the company's ongoing commitment to all of our employees with disabilities. FEDA provides a first-stop resource for information and networking tools for employees dealing with disabilities of their own or of others."
Colleen Allen anticipates that other initiatives will quickly follow this pioneering program in the automotive industry and beyond: "Ever since the article on this project appeared in Disability Scoop, we have been contacted by one company after another–more than thirty by this writing. They want to see if they can also start a similar program. We hope to develop guidelines for such programs so that they can be replicated in other parts of Ford and in other industries. Employment of people on the autism spectrum is the future. Ford is making that future a part of our present reality and helping assure its continuity and success."
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Tags: autism, Autism Alliance of Michigan, disability employment, employment, Ford Motor Company, inclusion
Doing Good is Good Business More Than a Simple Stop for Coffee


Learn the techniques of a current Broadway musician as you practice and play along with a recording of a full band. Music for 15 songs ? in styles ranging from jazz, bop, and swing to Dixieland, Latin, blues, and rock ? and downloadable MP3s offer chances to rehearse both melody and harmony.Each song is recorded three ways: Practice playing melody or harmony with the title tracks, MP3s 1#15, marked TT; Practice playing melody with harmony accompaniment, MP3s 16#30, marked HT; Practice playing harmony with melody accompaniment, MP3s 31#45, marked MT.


I added a new wireless network card to a small pc and updated it to the current OpenSuSE Leap 42.3 Linux. I want to use this box for showing people some free software at work. They should also be able to connect their devices via wireless net to the small pc and get their hands dirty by trying out the free software and e.g. edit some files or sites.
Because the wireless network card didn't support the master mode I need a program that fix this problem. I found the program hostap, that I could install easily. I made some changes to the hostapd.conf file, e.g. set a proper name for the SSID and activated encryption with WPA2.
I had also to configure a DHCP-server and a DNS-server (and to install the appropriate packages for this services). I also made the ssh service available through the firewall. Thus I could reach the small pc via ssh login now. Finished for today.


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Experience / Exhibitions / Cyntoia Brown
Imagine being forced into prostitution as a child by a sex trafficker named Kut-Throat. That was the horrible reality of life for Cyntoia Brown, who killed a 43-year-old man who paid to have sex with her in Tennessee in 2004. Cyntoia states she was in fear for her life from the man, while the prosecution argued her motivation had been robbery. Despite only being 16, Cyntoia was tried as an adult, convicted of murder and sentenced to life-in-prison with the possibility of parole after 51 years.
Cyntoia's case was covered in the 2011 documentary 'Me Facing Life: Cyntoia's Story'. In 2017, her story went viral after it was shared by celebrities including Rihanna, Kim Kardashian and Snoop Dogg. Following a wave of public support, in 2019 Tennessee Governor Bill Haslam commuted her sentence to 15 years, making her eligible for parole later that year. Cyntoia has since become an activist and speaker for prison reform.
This image was created from a photograph taken the moment she learned her sentenced was being commuted.
Newcastle Libraries · Cyntoia Brown