text:
package com.gokuai.yunku.demo.file;

import com.gokuai.base.DebugConfig;
import com.gokuai.base.ReturnResult;
import com.gokuai.yunku.demo.helper.EntFileManagerHelper;
import com.yunkuent.sdk.ConfigHelper;
import com.yunkuent.sdk.data.FileInfo;
import com.yunkuent.sdk.data.YunkuException;
import com.yunkuent.sdk.upload.UploadCallback;

/**
 * Created by qp on 2017/3/2.
 *
 * 文件分块上传
 */
public class UploadByBlockAsync {

    public static void main(String[] args) {

        DebugConfig.DEBUG = true;

        new ConfigHelper()
//                .apiHost("http://yk3.gokuai.com/m-open")
                .retry(5)
                .language("zh-CN")
                .config();

        //overwrite=false, 如果有重名返回的 file.fullpath 的文件会自动追加(2), (3)...
        EntFileManagerHelper.getInstance().uploadByBlockAsync("pic/FalcoPeregrinus.jpg", "", 0, "/Pictures/bing/FalcoPeregrinus.jpg", true, new UploadCallback() {

            @Override
            public void onSuccess(String fullpath, FileInfo file) {
                System.out.println(fullpath + " upload success");
            }

            @Override
            public void onFail(String fullpath, YunkuException e) {
                System.out.println("upload fail");
                e.printStackTrace();

                ReturnResult result = e.getReturnResult();
                if (result != null) {
                    if (result.getException() != null) {
                        //出现网络或IO错误
                        result.getException().printStackTrace();
                    } else {
                        //如果API接口返回异常, 获取最后一次API请求的结果
                        System.out.println("http response code: " + result.getCode() + ", body: " + result.getBody());
                    }
                }
            }

            @Override
            public void onProgress(String fullpath, float percent) {
                System.out.println(fullpath + ": "  + percent * 100 + "%");
            }
        });
    }
}


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HomeStudent Life & ResourcesArts & CultureDavis Theatre
Davis Theatre
Seating Information
Steinway & Sons Concert Grand Model D
The Davis Theatre for the Performing Arts
Grand Opening January 25, 1930
This grand theatre opened on January 25, 1930, as The Paramount Theatre. It was a Movie Palace, designed for the talkies and Vaudeville shows. Countless numbers of patrons not only enjoyed movies and shows in the palace, but many couples enjoyed their first date, first kiss or marriage proposal here. There were many weddings held on the stage of The Paramount!
In 1976, after the last feature Gone With the Wind, the majestic Paramount Theatre closed its doors. The theatre was purchased by Troy University and reopened in 1983 as The Davis Theatre for the Performing Arts. Named for the late Tine W. Davis and his wife Eunice, the major contributors to the restoration process.
The Davis Theatre is a downtown landmark and is one of only a handful of such theatres still standing across the South. The acoustics are excellent, and with twelve-hundred seats, the size is perfect. It has a full-size orchestra pit, and the stage is easily seen from any seat in the house. There is a feeling of intimacy long since sacrificed in modern theatre design.
The Davis Theatre is ideal for Montgomery's needs in size, design and location; in the center of a revitalized downtown area where it is a perfect complement to the city's convention facilities.
The theatre hosts amateur and professional musicals, dramatic productions, chamber music groups, symphony orchestras, dance groups, ballets and instrumental performances of all types. Moreover, the theatre is available to civic, cultural and educational institutions to merge these programs with other activities to expand and enrich the life of the community. In the downtown Montgomery area, civic and convention groups have access to a lavish, nostalgic, first-rate, multi-purpose theatre.
Restoration Phases
The original plaster ornamentation have been reproduced exactly. The ornate chandeliers have been restored by hand to their original luster. In addition, the entire air conditioning, heating and electrical distribution systems have been replaced, and new carpeting installed throughout. The Davis Theatre for the Performing Arts reopened its doors with a Gala Grand Reopening on May 21, 1983. James Whitmore performed the title role in Will Rogers' U.S.A. for this historic event.
A complete state-of-the-art audio and lighting system was installed, all of the theatre seats were replaced, the riggings and curtains were replaced, and the stage and backstage areas were enlarged.
The complete exterior of the theatre was restored to its original beauty, including the grand marquee.

redpajama_set_name: RedPajamaCommonCrawl


Hi, my name is Amanda and I'm the blogger behind Derby City Darling. You may remember me from such posts as Five Tips for a Successful Photo Shoot, Meet Me at the Hop (in Red, White and Blue), and 25 Thoughts I Had While Shopping the Sephora VIB Sale. Just figured I'd remind you since it's been 99 days since I last shared anything on this little nook of the Internet. All jokes aside, it's a brand new year and with that comes a new set of goals and aspirations. I already bought myself a new bag, because new year equals new bag, am I right or am I right? With Marc on my shoulder I'll pretty much be able to conquer anything.
Toward the end of last year I let myself slip into a dark hole, and to be perfectly honest I am still climbing my way out. I'm definitely getting there, though. I don't know if it's the promise of a fresh start or the fact that an old chapter in my life has come to a close, but I'm motivated more than ever to unleash my creative side again. I knew it was back when I was washing my hair and thinking of how I would write this first post since my little break. There were so many witty thoughts running through my head as I lathered and rinsed that I knew I needed to get this out tonight, at 10:38 PM before bed. I've got other projects on the horizon too, including re-opening my Etsy shop, that I can't wait to get going.
I got the idea for The Year of You from a YouTuber that I follow, Marissa Lace. We both had similar experiences in 2015 as mentioned in paragraph two, and so I was really able to relate to her in this video. I decided as soon as I watched it that I wanted to make 2016 the Year of Me. I'm going to focus on things that I want to do, things that I enjoy, and spend time nurturing myself. I've always made a list of new year's resolutions in my head, but this year I wanted to document them here on the blog. If you know me then you know I love lists, and more importantly checking things off of said list, and so what more important list to have than one of goals for a new year. These are the things that I'm going to do for myself this year.
Whether you had a tough 2015 and welcome a blank slate or had an amazing 2015 and want to keep on rolling into 2016, I hope that you are able to reach your goals and dreams and make it The Year of You. I'd love to know what your resolutions for the year are, and if you have any recommendations for other podcasts, feel free to send them my way.


As part of my daily job, I work with the NIST Cybersecurity Framework team. It is my pleasure to share with you that after 3 years of dialog with the community, the Cybersecurity Framework has been updated. This draft update, version 1.1, draws from discussions had at workshops, public comment periods, and general feedback received from stakeholders. The update is a first and foremost an attempt to refine and clarify some aspects of the Framework. Additionally, the update adds additional information on topics that have been brought up as gaps in the original version, namely: cyber supply chain, measurement, and authentication. NIST is seeking comment on the draft from the community by April 10th 2017. If you plan on being at RSA2017 in February, I will be moderating a panel on the Cybersecurity Framework implementation and update. Scheduled to join me are: the NIST Cybersecurity Framework Program Manager Matthew Barrett, Venable Senior Director for Technology Risk Management John Banghart, as well as Center for Internet Security VP and CFORUM Executive Director Tony Sager. We will be discussing the who, the what, and the where of the Framework at 8:00am on Thursday 2/16/2017 in Moscone North 131. For those attending in person or who see the recap later, continue the conversation here, on CForum. Come join us.
One of the most popular items our customers use are our dynamic dashboards. We've seen tremendous growth in organizations who want to know how they compare to regulatory and compliance standards from NIST, DISA, PCI, .etc. Our customers leverage dashboards and report templates which allow them to re-interpret the scanning, network monitoring and log analysis data they are already collecting to monitor how compliant they are with these standards. I've included links to many of our more popular dashboards below: CSC 20 Controls http://www.tenable.com/sc-dashboards/council-on-cybersecurity-20-critical-security-controls-dashboard NIST CyberSecurity Framework http://www.tenable.com/sc-dashboards/cybersecurity-framework-audit-dashboards PCI Status http://www.tenable.com/sc-dashboards/pci-status Securities and Exchange Commission http://www.tenable.com/sc-dashboards/sec-risk-alert Australian Signals Directorate Top 4 Mitigation Strategies http://www.tenable.com/sc-dashboards/asd-top-4-mitigation-strategies Each of these dashboards includes a lengthy description of how technologies such as network traffic monitoring, net flow collection, credentialed vulnerability scanning and configuration auditing can be leveraged to perform a technical assessment of compliance with each of these controls. We have published several hundred of these types of dashboards for our customers. Many of these were requested by our customers as well. At Tenable, we consider realtime automated testing of a security policy the very essence of continuous monitoring. Without a security policy to translate the security telemetry from your scanners, logs and security systems, all of this data produces security noise. It takes a policy to make sense and understand if the data from your sensors is telling you that you are secure or that you have a problem.


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Home / Blogs / Living, Learning, and Earning: Women's Equal Pay Day
Women's Equal Pay Day
In honor of Women's History Month, SEF is launching a series highlighting education and workforce equity issues that affect women and girls in the United States, especially the most vulnerable – women of color and those with the lowest levels of education – each of whom is over-represented in low-wage jobs.
On average, a woman working full-time, year-round in the United States must work for 15 months to get paid as much as a man working full-time, year-round earns in 12. It will take her 50 years to get paid what he earns in just 40 – for Black women, it's 66. The persistent lifetime earnings gap between men and women derives from outdated attitudes and institutionalized gender and racial discrimination that systemically deprive women of equal opportunities and undermine efforts to expand workforce diversity which has been shown to benefit both society and our economy.
Working women collectively lose $956 billion every year to the gender pay gap, on average being paid just $0.82 for every dollar that men are paid. The wage gap is disproportionately large for Black and Brown women who are paid significantly less than their white and Asian peers, compared to every dollar paid to a white, non-Hispanic male. Black women are paid $0.63 to Native American women's $0.50 and Latina women's $0.55, compared with $0.79 for white women and $0.87 for Asian and Pacific Islander women. Keep in mind that vast discrepancies in pay exist among women from different ethnic and national backgrounds even within discrete racial identities.
The gender pay gap is worse in the South where women earn on average is $0.78 for every dollar earned by men. Just four of the 17 states in SEF's region – Delaware, Florida, Maryland, and North Carolina – had a gender pay gap narrower than the national average in 2019 according to the National Partnership for Women & Families. Among the remaining 13 Southern states, pay gaps ranged from $0.20 in Georgia to $0.28 in Louisiana.
"No country can ever truly flourish if it stifles the potential of its women and deprives itself of the contribution of half its citizens."
– Michelle Obama, former First Lady of the United States
The equity gap doesn't just harm individual women. According to Bloomberg, in 2019 alone, the United States lost $2.6 trillion in unrealized workplace productivity due to gender inequality – adding to a total of $21.4 trillion between 1990 and 2021. For businesses, gender equity is linked to increased revenues and productivity from customer relations. Female leaders have demonstrated higher financial returns on equity, higher dividend payments for shareholders, and more fair wealth distribution.
And women are integral to our children's futures, especially as they are the primary earners, or "breadwinners," in almost half of American families – particularly for Black and Native American families in which women are the breadwinners 74 and 58 percent of the time, respectively. Working women who are not breadwinners still contribute nearly 40 percent of their family's total income.
Differences in the types of jobs in which men and women are concentrated account for only about half of wage differences. Even when comparing women and men with similar experience and backgrounds working similar jobs, a consistent 10 percent wage gap remains.
In fact, according to a 2018 report from Georgetown University, women earn more postsecondary credentials at all levels than men, but women typically need an additional credential or degree to earn the same amount as similarly situated men. Systemic influences further disadvantage Black and Latina women who earn postsecondary credentials and degrees at rates lower than their Asian and white peers for a host of system-based reasons.
"If we think of life as a long race, it is education that provides the training, the nourishment, and the support. Without good quality education, you walk up to the starting line with a severe disadvantage."
– Christine Lagarde, Managing Director, International Monetary Fund
Black and Latina girls are more likely than their white and Asian counterparts to grow up in poverty and to attend underperforming schools. They are also more likely to be the target of disciplinary actions in school and less likely to get the support they need to succeed. That systemic racism extends to the workforce – compared with white and Asian women, Black, Latina, and Native American women experience significant, disparate outcomes that negatively impact their children and lead to a multi-generational cycle of low educational attainment and poverty.
All women, but especially women of color, are overrepresented in lower-paying industries as well as the lower-paid occupations within them. Mothers, in particular, represent a 3.5 times larger share of low-wage workers than do fathers. Women are less likely to be promoted to leadership positions, and jobs historically seen as "women's work", such as those found in the service and hospitality, health care, and education industries, are undervalued and underpaid compared with jobs seen as "men's jobs."
"Equal pay for equal work continues to be seen as applying to equal pay for men and women in the same occupation while the larger point of continuing relevance in our day is that some occupations have depressed wages because women are the chief employee. The former is a pattern of sex discrimination, the latter of institutionalized sexism."
– Alice S. Rossi, professor of Sociology at the University of Massachusetts
Historically, individual women's career progression was interrupted when they had families, a trend that persists today as women are still expected to take on the majority of child and family care and domestic responsibilities. The pandemic exacerbated this issue by decimating an already deficient childcare system and sending millions of children home for virtual schooling. Even in families where men took on greater amounts of household and family chores, their portion of the work remained largely the same. Likewise, working mothers were 28 percent more likely to report suffering burnout than fathers.
These systemic disadvantages, coupled with pandemic impacts caused women to drop out of the labor force at significantly higher rates than men. One in four are still considering it. Between February 2020 and 2021, 2.3 million women left the labor force compared with 1.8 million men.
To make matters worse, women are returning to work in lower numbers than men and their unemployment levels remain high.
By February 2021, white women's unemployment remained 5.4 percent below pre-pandemic levels. The recovery has been predictably weaker for Black and Hispanic women whose employment levels remained 9.7 percent and 8.6 percent below pre-pandemic levels, respectively. Comparatively, white and Latino men's employment rates recovered more quickly than white, Black and Latina women, but still lag pre-pandemic levels by 5.0 and 5.1 percent. The recovery for Black men, however, lags that of white women at 5.9 percent below pre-pandemic levels.
"We [women] are the majority of the population, majority of the electorate, majority of the workforce…and yet we're still doing the majority of family unpaid or low-paid labor. And we live longer. Our stuff is not "special interest" stuff. Our stuff is the stuff of the future, of the whole."
– Ai-jen Poo, Director of the National Domestic Workers Alliance
Over the next few weeks, SEF will present readers with two follow up pieces, one of which being a state-by-state view of the current status of women in the South, and the other to include policy considerations and state examples for education, business, and government leaders to adapt for all the women that they work with and serve.
Meagan Crowe is SEF's Senior Research and Policy Analyst.
Living, Learning, and Earning: Women's Equity in Education and Employment
Community Learning and Tech Hubs: A Solution to Lost Learning Time and Education Inequity


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27 producers in this region
Description to Luxembourg
The wine-growing history of this country is connected to that of the Moselle; this river forms the border over a length of 36 kilometers Germany, The German cultivation area lies to the east on the other bank Moselle, The Romans led the entire area as early as the 1st century BC. Chr. Viticulture. In the Middle Ages, the establishment of many monasteries led to an upswing in viticulture. The vineyards were almost completely destroyed by an extremely cold winter in 1709. After a decision at the Vienna Congress in 1815, the Grand Duchy of Luxembourg had to cede all the vineyards on the other side of the river. From 1880 there was a big boom through a customs agreement. The sort Elbling (Back then 90% share) pressed Luxembourg wines were mostly exported to Germany as base wine for sparkling wine or as blended wine. However, this came to an end after the First World War.
In 2012 the vineyard area was over 1,000 hectares, of which 85,000 hectoliters of wine were produced. In terms of climate, the winegrowing areas are located on the northern edge of European viticulture. The vineyards are divided into around a hundred layers with a width of 300 to 400 meters over 40 kilometers along the banks of the Moselle from Schengen to Wasserbillig. They are located in the eastern cantons of Remich (with the main municipalities Remich, Schengen and Wintrange) on alluvial soils and Grevenmacher with predominant limestone soils. The limestone soils are particularly suitable for the Burgundy varieties. The cold temperatures cause longer ripening times and strongly fluctuating yields. The high yield limits are 140 hl / ha for Rivaner and Elbling, as well as 120 hl / ha for the other varieties. The acidic Elbling is mainly processed into sparkling wines or crémants. The Blend 2010:
Synonyms or name in Luxembourg
hectare
Elbling White Räifrench 370
Müller-Thurgau White rivaner 184
Auxerrois White - 183
Pinot Blanc White - 162
Pinot gris White - 146
Riesling White - 121
Gamay red Gamay Noir 98
Gewurztraminer / Traminer White - 20
Chardonnay White - 16
Pinot Noir red - 3
There is the comprehensive appellation "Moselle Luxembourgeoise" and for sparkling wines made using the champagne method " Crémant de Luxembourg ". In 1935 the "Marque Nationale des Vins Luxembourgeois" was introduced. The "Marque Nationale - Appellation Contrôlée" guarantees state control of origin and quality based on a analytical and sensory testing according to a 20-point system with at least 12 points. With 14 points a wine reaches the category "Vin classé", with 16 points "Premier Cru" and with 18 points "Grand Premier Cru". The criteria introduced in 2001 for "Vendange Tardive" ( late vintage ), "Vin de Glace" ( Eiswein ) and "Vin de Paille" ( Strohwein ) are based on Oechsle degrees. The "Vins Barrique" are mostly Chardonnay wines. Mainly become unmixed Produces white wines, the grape variety is next to the community and often also on the site label noted.
In just 20 years, the number of producers has dropped from 1,200 to less than 500, as many small goods have sold their space. "Les Domaines de Vinsmoselle" is an association of six Winzergenossenschaften with 450 grape suppliers. In 1966 the "Organization Professionnelle des Vignerons Indépendants (OPVI)" was founded with around 50 independent winegrowers. The "Charter" was founded by seven winegrowers from this circle in 2007. These are committed to natural wine production with strict rules such as waiving enrich and organic fertilization, such as yield restriction with a maximum of 60 hl / ha.
In the "Fédération des Producteurs Négociants "Wineries and dealers are organized. Well-known producers are Mathis Bastian, Claude Bentz, René Bentz, Bernard-Massard, Caves Gales, Alice Hartmann, Jean Ley-Schartz, Caves St-Remy-Desom, Clos des Rochers, Clos Mon Vieux Moulin, Château de Schengen, Aly Duhr et Fils, Pundel-Hoffeld, Pundel-Sibenaler, Henri Ruppert, Krier Frères, Paul Legill, Jean Schlink-Hoffeld, Schmit-Fohl, Schram & Fils, Schumacher-Knepper, Schumacher - Lethal & Fils, Steinmetz-Jungers, Stronck-Pinnel, Sunnen-Hoffmann and Thill.
Classified producers: 1
Classified wine producers in Luxembourg 1
Domaine Henri Ruppert Moselle Valley, Schengen
Domaine Henri Ruppert — Moselle Valley 2014 Moselle Luxembourgeoise AOP Crémant de Luxembourg Esprit de Schengen
Domaine Henri Ruppert — Moselle Valley 2012 Moselle Luxembourgeoise AOP Crémant de Luxembourg Brut Cuvée Gëlle Fra
Domaine Henri Ruppert — Moselle Valley 2011 Moselle Luxembourgeoise AOP Crémant de Luxembourg Rosé, Cuvée Gëlle Fra
Domaine Henri Ruppert — Moselle Valley 2016 Moselle Luxembourgeoise AOP Riesling Côteaux de Schengen "Quartz"


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Child Inclusive Mediation
Unmarried Mediation
MIAMs
Surrogacy Mediation
After Divorce Care
Workplace mediation services are a way to resolve workplace disputes and prevent them from escalating further into full employment tribunals or court claims. Workplace dispute mediation works with all involved parties to make sure everyone's voice is heard on equal terms, allowing grievances to be aired fully with less of an imbalance of power.
In this way, a mutually agreeable outcome can be reached that is not forced on an employee by their manager, making it much less likely that the employee will raise the same grievance again in the future.
What is workplace mediation?
Workplace mediation is similar in principle to family mediation – and in many small family-owned businesses, disputes can arise between individuals who are related to one another.
But it also provides commercial dispute mediation to individuals whose only relationship to one another is professional, such as through an employment contract.
In all cases, it is a way to resolve disputes on equal terms, with the benefit of an independent and impartial voice from your business mediator, and to move forward in a positive way that can help to preserve and restore the good-faith relationship between both parties.
When is workplace mediation needed?
Workplace dispute mediation can be used to resolve all kinds of business disputes, but like all mediation, it is ideally suited to situations where you cannot see a way forwards or agree on the best course of action.
A mediator provides an independent, impartial voice and can help parties to see each other's point of view, as well as explaining why a potential outcome might be better than it initially seems.
The worst case scenario in a workplace dispute is where one party feels aggrieved enough to take the other to court – this can be costly in terms of both time and money, and the verdict of the court is unlikely to restore the business relationship.
Workplace mediation provides an important alternative that is not based on one party winning and the other losing, but on negotiation and compromise, and finding a route forwards that is welcomed by all involved in a positive way.
Why is workplace mediation a good choice?
We've already mentioned some of the benefits of workplace mediation above, but it's worth taking a moment to appreciate how they stack up.
Mediation is a positive and impartial process. It helps to overcome power imbalances, for example in disputes between an employee and their manager or employer.
It aims for faster, cheaper, less stressful resolution of disputes, and can avoid employment tribunals and costly, lengthy court action.
Best of all, it can leave all parties feeling satisfied with the outcome – nobody has to 'lose' and the working relationship can be restored to a good faith position in many cases too.
Types of workplace mediation
The obvious type of workplace mediation is when there is a dispute between an employee and their employer, manager or business owner.
But disputes can arise between individuals at the same level of management, or between siblings who run a family-owned business together.
Commercial mediation cases can therefore include any of the following parties, along with some other dispute structures not listed here:
Owner vs Owner
Owner vs Employee
Employee vs Employee
Manager vs Manager
Manager vs Employee
In cases where one party outranks the other, it can be tempting to simply 'pull rank' and rely on the power imbalance to resolve the dispute.
However, this can leave lower-ranked employees feeling disenfranchised and lead to poor productivity, further problems with behaviour and conduct, and ultimately lead them to leave their job.
Mediation makes sure all parties have their say, regardless of rank, so that the outcome agreed upon is fully fair and impartial, while crucially serving the interests of the business as a whole.
What is the workplace mediation process?
Workplace mediation services aim to prevent the need for formal legal action and while the dispute mediation process has a certain level of formality, it can be very flexible too.
In many cases an employee just wants to be heard without their concerns being waved off by their manager or employer – and we find time and time again that a simple apology can resolve the conflict in moments.
Where disputes are more involved, our accredited conflict coaching techniques can work with you through and beyond the dispute itself, helping to restore the working relationship.
This can not only allow employees to remain in their job rather than feeling like they have to leave, but can actually turn the relationship around to leave them feeling happier and more valued, and in turn lead to them being more productive and contributing more in the future.
Workplace dispute mediation is a professional service for businesses and as such, it is designed to be cost efficient – resolving disputes amicably should always be worth it.
More complex cases or disputes that take longer to resolve may require additional mediation sessions, but generally speaking it is a mediator's job to reach a satisfactory conclusion as quickly as possible.
Remember that disputes left unchecked are likely to escalate. That could mean losing a valuable employee, facing an employment tribunal or even going to court, all of which can have a much higher cost to your company than scheduling a workplace mediation session.
Why choose Marcia Mediation?
By choosing Marcia Mediation, you benefit from access to specialist knowledge on workplace dispute resolution. Our long track record of successfully resolving workplace grievances without costly court action or tribunal awards proves that mediation is the best step forward in many workplace disagreements.
Our experience includes every type of workplace relationship, from members of the same family, to employee vs employee disputes, to owner/manager vs employee disputes where there is a disparity of power to account for.
In all cases we work diligently to represent the interests of both parties, and to reach a mutually agreeable outcome that resolves the dispute with minimal costs on both sides.
What types of workplace mediation do we provide?
Business ownership disputes can threaten the very existence of a company, whether they relate to who has the final say in management decisions, who will take over when a current owner retires, or a disagreement between siblings in a family-owned business.
It is not uncommon for Marcia Mediation to encounter disputes in family owned companies. This is where family mediation and workplace mediation meet.
In this instance, Marcia Mediation can provide a fully experienced and well rounded approach to resolving issues which have both a professional, financial and emotional investment.
At Marcia Mediation we offer accredited workplace mediation services, providing you with the professional support you need to resolve your differences and make a decision that is mutually agreeable and in the best interests of your company.
Ultimately this is what matters most, and any future plans you agree should always look beyond yourselves as individuals and factor in what's best for your business, something an accredited workplace mediator can help you to do.
Examples of owner-level workplace disputes
There are all kinds of ownership disputes and owner v owner grievances that a mediator can help with.
A few examples might include:
– Succession planning when owners are significantly different ages.
– Disagreements over when and whether to sell the company.
– Disputes over how much time and effort each party is putting in.
This is by no means an exhaustive list, and generally speaking if you find yourself at an impasse in a dispute between business owners, a mediator from Marcia Mediation can help.
Disputes between owners and employees are among the biggest imbalances of power in workplace grievances, and it's important to show that the employee's side of the story is both heard and fairly treated.
Workplace mediators help to do this by treating both parties as equals. That is not to say that a workplace mediator will overcompensate by giving too much representation to the employee.
Instead, a mediator's role is to find the right balance – and hopefully some common ground – so that everyone's views can be taken into account and a fair, mutually agreeable outcome decided upon.
The employee benefits from equal representation despite holding less of the power, while the owner benefits from a non-discriminatory disputes policy that can retain talented employees and avoid future employment tribunals and court action.
Common owner-employee disputes
In many cases an experienced workplace mediator like Marcia Mediation will have encountered a very similar situation before.
– An owner needs to enforce disciplinary action but the employee refuses to recognise it.
– An employee walks out without serving notice then claims constructive dismissal.
– An impasse is reached between the power and control of the employer, and the individual rights of the employee.
This last example describes the vast majority of owner-employee workplace disputes, where the employee believes their rights protect them against the owner's actions, even if the owner believes their actions are in the best interests of the workplace.
Disputes between employees – even at the same level in the promotion ladder – are not always fair and equal. That's where a workplace mediator can help.
Even if the employer believes they are acting impartially, it can be difficult to prove this and if one employee feels unfairly treated, this can lead to further tribunals and litigation.
A workplace mediator is there to listen to all sides – both employees and the employer too if appropriate – and help to move talks along in a fair and balanced way.
This leaves all involved feeling that they had equal input into the outcome and can improve the chances of a mutually satisfactory result.
When employees disagree
Employee grievances are difficult to referee. In most cases, one employee will have been with the company for longer; one may be better performing; and one may be in a more senior role.
Any such imbalance can make it hard to take sides. You don't want to automatically side with the longest serving or most senior employee, but you don't want to unfairly favour the other employee to compensate.
Workplace mediation offers something different and is the ideal solution to this problem. Mediators don't take sides at all – we are there to find the middle ground on which all parties can agree.
This also removes the burden from managers and employers, ensuring you do not face accusations of discrimination or constructive dismissal in the future.
How does employee mediation work?
Employee mediation can be a part of your long-term disputes policy, but you can also call us in if a particular grievance has proved impossible to resolve internally.
Your workplace mediator will talk to all the relevant parties, including both employees, to try to find out exactly what has created the dispute and whether it is a simple misunderstanding or something deeper.
Managers and employers can be involved if appropriate, but in many cases it is quickly clear what has gone wrong and relatively quick and easy to resolve it.
Workplace mediation of disputes between managers can help to avoid the situation where one party is more senior than the other and therefore expects the company to take their side.
It is also an effective solution when the parties involved are at similar levels of management in different departments or different parts of the company hierarchy, making it unclear who is in the more senior role.
By calling in an experienced workplace mediator, you can judge each party's claims on merit rather than management level and show that you are taking fair and equal action.
This improves outcomes by achieving a positive and satisfactory result for both parties where possible and reducing the risk of future legal action or tribunal claims.
Why do managers disagree?
Disputes between managers are not uncommon. In many cases they arise when managers have a degree of autonomy but not full control.
This can lead to disagreements about how best to proceed with a particular project, especially when multiple departments are involved and there is not one clear line management structure to follow.
In such cases, workplace mediation provides an independent voice – and independent ears – to listen to all sides of the story and help establish a route forwards.
By doing this quickly and amicably, you can keep projects on track and reduce the negative impact of disputes across the board, while achieving a positive resolution faster and with less stress and financial cost.
Disputes between managers and lower-level employees can be a challenge for company owners and directors to resolve fairly.
In the first instance you might want to side with the manager. This is not entirely unreasonable, as they are usually the longer-serving employee and closer to the heart of your organisation.
However, adopting this as your default position is troublesome. It effectively puts employees at a disadvantage even when they have a legitimate grievance to raise.
Workplace mediation is the better option. It takes a neutral, independent stance and makes certain that no decisions are made until both sides of the story have been heard and weighed up on an equal footing.
Solutions without taking sides
An experienced workplace mediator does not take sides. Instead they act on the evidence from all involved parties to produce a solution that is the best fit for all concerned.
In many disputes in the workplace, the 'normal' approach is to seek a compromise where both parties are forced to lower their expectations.
But with mediation it's often possible to come up with a flexible way forward so that nobody needs to compromise, leaving all parties feeling more positive about the solution.
This is when an independent mediator is at their best, drawing on all of their experience in business to identify the core of the problem and the ideal way to resolve it with maximum satisfaction all round.
Meet Marcia
A pioneer for mediation since commencing legal practice as a family solicitor some seventeen years ago, Marcia has worked exclusively as an independent mediator since 2004, focussing initially on family mediation, and latterly on work place mediation.
Marcia's accreditations include Family Mediation and she is a qualified child consultant practitioner. Her associations include the Professional Mediators Association and Resolution.
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Q: Include Google maps so that I dynamically can change the location via admincenter I included Google maps to a company website under location. Now the problem is, whenever the company wants to change the location it would have to edit the PHP / HTML file where the google maps include is written. I want to do this automatically via PHP and MySQL, I just want to offer a formula where the administrator of the website has to put in an adress and it click save so that it changes the location automatically in the database and I can call the data from the database on the page where the actual google maps iframe is included.
I googled so hard but I could only find Google Map Generators which were offering the final iframe code but no example on how they did the formula to realize this.
I found a javascript code that helped me, but the version of google maps is outdated and so are the parameters which don't provide the option of height and with only latitude and longitude I land somewhere completly wrong.
Where can I find tutorials on how to build my matter?
Thanks in advance

A: Use the Google Maps API. Pull the company address and use the Geocoder method to return the lat/lng and then use the lat/lng in a Marker overlay or whatever other overlay type you may want to use.
See.... https://developers.google.com/maps/documentation/javascript/reference

redpajama_set_name: RedPajamaStackExchange


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JMD on NBN: The Gulf Region and Israel by Sigurd Neubauer
SIGURD NEUBAUER
The Gulf Region and Israel
Old Struggles, New Alliances
KODESH PRESS 2020
July 21, 2020 James M. Dorsey
Gulf scholar Sigurd Neubauer's The Gulf Region and Israel: Old Struggles, New Alliances makes a significant contribution to our understanding of what drives shifting alliances in the Middle East, an ever more volatile part of the world.
Shunned by Arab states for much of its existence, Israel has become in recent years a key factor in efforts by Gulf states to punch above their weight, shape the greater Middle East in their mould, box in countries like Iran and Turkey, and manage their reputations in Washington and ties to the United States.
A keen student of the region, Neubauer clearly lays out the limitations of burgeoning alliances in the absence of the resolution of the Middle East's myriad conflicts among which are the dispute between Israelis and Palestinians and the rift between Gulf states.
In doing so, he has written an easily accessible book that is must read for anyone, even those with only a cursory interest in a part of the world that too often impacts the lives of those far beyond its boundaries.
Sigurd Neubauer is an internationally recognized authority on the Gulf Cooperation Council (GCC), Persian Gulf Security, U.S.-Arab relations, Middle East politics, Arab-Israeli relations, Afghanistan, and U.S. defense industry. His expertise also includes NATO, Norwegian defense policy and transatlantic relations.
Listen to the podcast at https://newbooksnetwork.com/sigurd-neubauer-the-gulf-region-and-israel-old-struggles-new-alliances-kodesh-press-2020/\
James M. Dorsey is a senior fellow at Singapore's S. Rajaratnam School of International Studies, adjunct senior fellow at the National University of Singapore's Middle East Institute and the author of the globally syndicated column and blog, The Turbulent World of Middle East Soccer.
FIFA Uncovered: A discussion with filmmaker Miles Coleman about his new Netflix documentary
The Group of 20's Religion Forum: How much is too much balancing? A conversation with Ahmet Kuru


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Petricani ist der Name mehrerer Orte in Rumänien:

 Petricani (Neamț), Gemeinde im Kreis Neamț
 Petricani (Botoșani), Dorf im Kreis Botoșani

redpajama_set_name: RedPajamaWikipedia


A bed and breakfast in Abingdon, is a good choice for an affordable and cosy place to stay in this part of the UK. You can look forward to welcoming services and people in this lovely town, and experiences you won't ever forget due to the style of Oxfordshire.
You can explore a town full of charm from your bed and breakfast in Abingdon. Some of the unique landmarks you'll see and have the opportunity to visit are in Abingdon are the Abbey, and the County Hall Museum. Choosing to stay at a B&B in this lively town, will make many wonderful memories no matter how you decide to spend your time here.


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Partly cloudy skies. High 52F. Winds WSW at 10 to 15 mph..
A few clouds from time to time. Low 28F. Winds light and variable.
The Prince William Board of County Supervisors during a recent meeting in the board chambers at the James J. McCoart Building.
This map shows the boundaries of Prince William County's seven current magisterial districts. The red dots designate polling precinct locations in the county.
courtesy Prince William County
Prince William's upcoming redistricting process could result in new supervisor, school board seats
Every 10 years, state legislatures are charged with redrawing the political boundaries for the Virginia General Assembly and congressional districts, a process that has received lots of attention in Virginia last fall when voters approved the commonwealth's first-ever bipartisan redistricting commission.
Less well known is that Virginia's counties and cities must also redraw the boundaries of their districts every 10 years and may decide whether to add new council or magisterial districts, a process that is left to the local elected officials, rather than the state legislature.
And unlike the state's 2021 redistricting process, which will be handled by a separate commission, local elected officials are still in charge of drawing their own districts, a process that has drawn scrutiny at the state level because it often leads to misshapen, or "gerrymandered," districts created to benefit politicians' chances at re-election.
"It is sort of like the ultimate inside baseball," said Keith Scarborough, secretary of Prince William County's Electoral Board, about the local redistricting process. Scarborough is an attorney and a long-time member of the electoral board who has observed previous redistricting cycles in Prince William.
Prince William County has added nearly 70,000 new residents since the last redistricting in 2011, and nearly 200,000 new residents since the 2001 redistricting. Scarborough said the board considered adding an eighth magisterial district in 2011, but ultimately scrapped the idea over concerns about the added costs.
Now, the Prince William Board of County Supervisors is again tasked with redrawing the boundaries of the existing seven districts so that they are roughly equal in population. And they could also consider creating an eighth magisterial district, a change that could trigger a special election to fill new supervisor and school board member seats.
"The county has grown significantly just in the last 10 years. It'll be the board's decision whether they want to stick with seven magisterial districts and just redraw the boundaries or whether they want to add an entire new magisterial district," Scarborough said.
Loudoun County, which has a smaller population than Prince William, already has eight magisterial districts as well as one at-large chairman. Fairfax, which is more than double the size of Prince William, has nine magisterial districts as well as one at-large chairman.
The redistricting process will not be able to start, however, until the new census numbers are released. Virginia typically gets access to those numbers earlier than other states because of the commonwealth's off-year election cycle when there are statewide races for governor, lieutenant governor and attorney general and all 100 House of Delegates seats.
The county expects to receive the new population numbers from the census on March 31. The board will then have to decide who is going to take the lead on the project – the board, county staff or an independent contractor. Scarborough said that in the past, supervisors have worked directly with county staff in coming up with the new lines.
"However it's done, the supervisors are usually interested in drawing districts that they think are friendly to them and will result in them being able to stay in office," Scarborough said.
The supervisors will need to hold a public hearing and vote on whatever new map they come up with. If the board considers adding a new magisterial district for the county, that will also be subject to a public hearing and a vote, Scarborough said.
How the map will end up looking is still a mystery. However, the county has posted the estimated population changes in each district over the last 10 years in a presentation released ahead of the Jan. 19 board meeting. The numbers show which districts will need to become smaller or larger to keep them all equally sized.
Each district should contain roughly 67,354 residents if the board chooses to move forward with only seven magisterial districts, according to the presentation. Three districts, the Neabsco, Potomac and Occoquan districts – all held by Democrats – have fewer than that and will need to be expanded to bring more residents into their districts.
The Neabsco District is the smallest, with only 55,000 residents.
The Woodbridge District has roughly 67,000 residents already, so the size may not need to be adjusted. The Coles, Gainesville and Brentsville districts – all held by Republicans – each have more than 70,000 residents and may need to be made smaller to keep the districts equal. Those estimates could be scuttled if the supervisors decide to draw an entirely new district.
The county is also bringing forward a set of rules for the redistricting process that will go before the board for a vote. The rules are similar to those passed by the General Assembly last year to ensure that no gerrymandering occurs during the redistricting process.
Gerrymandering is when politicians manipulate political boundaries to favor a party or politician.
The county's redistricting criteria includes keeping district populations as equal as possible; banning racial gerrymandering, which is the process by which districts are drawn to dilute the voting power of minorities; keeping the districts compact and contiguous; creating boundaries that are politically fair and have clearly observable boundaries; and creating boundaries that recognize incumbency "to the maximum extent permissible under law and consistent with the other criteria."
The supervisors will receive a presentation from county staff during their upcoming Tuesday, Jan. 19, meeting and will discuss the proposed criteria. It is not clear whether they will vote to adopt the criteria Jan. 19 or at a later date. This will be the board members first discussion of the process.
At-large Chair Ann Wheeler (D) declined request for comment on the upcoming redistricting process. Several other board members did not respond to requests for comment ahead of the meeting.
Scarborough said the only legal criteria for drawing district lines at the county level is that each district needs to have roughly the same population. It is legal, he said, for the board to draw the lines in ways that may benefit elected officials politically. But adopting the criteria could put up some guardrails to avoid that outcome.
"Redrawing districts is ultimately political consideration," Scarborough said. "How it breaks down at a partisan level is going to be something that is going to be in the back of all their minds."
Keith Scarborough
New Supervisor And School Board
Prince William Board Of County Supervisors
Ann Wheeler


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EX-FENCING COACH AND HARVARD PARENT ACQUITTED OF BRIBERY CHARGES
Residents Demand Answers at Council Meeting on Police Killing of Sayed Faisal
Bob Odenkirk Named Hasty Pudding Man of the Year
Harvard Kennedy School Dean Reverses Course, Will Name Ken Roth Fellow
Ex-Provost, Harvard Corporation Member Will Investigate Stanford President's Scientific Misconduct Allegations
Harvard Medical School Drops Out of U.S. News Rankings
Facebook.com Gets Facelift, New Features
Fresh add-ons include high school version and personal photo pages
By Sam Teller, Crimson Staff Writer
In the wake of an aesthetic overhaul and substantial expansion, facebook.com has more changes in store for its four million users, including expanded personal photo pages and a possible blog-like feature.
Facebookers across the country will soon be able to upload dozens of photos to their personal pages, a feature already available on popular social networking sites like myspace.com and friendster.com. Spokesman Chris R. Hughes '06 promised "more photos than any other comparable site."
He also said the new feature would be different from Wirehog, a file-sharing program introduced last year on thefacebook.com.
"Wirehog was always a separate company," he said. "I think it's still up and functional but I don't think it's widely used."
Hughes also said facebook.com was "playing around with an alternative to blogging." He declined to elaborate on this potential feature because it has not yet been finalized, he said.
Three weeks ago, the site underwent a number of changes, starting with its name. The definite article was dropped—turning thefacebook.com into facebook.com.
In addition, designers made a number of aesthetic alterations, which included jettisoning the blue lines that compartmentalized user profiles, reducing the size of the banner heading and logo, reconfiguring the message and comment space known as the "wall," and enhancing the site's quick-search feature so that a user's friends appear first in any group of search results.
"The general idea was that we wanted the site to be more aesthetically pleasing, cleaner, and a bit more logical," Hughes said. "It was just time to tighten up the look of it all."
Hughes said that the feedback has been positive overall, but that "some people are frustrated with the new way we are doing the wall."
"I personally prefer the older visual design," Kyle J. Foreman '08, a student randomly selected using facebook.com's Social Net feature, wrote in an e-mail. "But since they didn't clutter up the layout or interface of the site I'm not complaining. Google and eBay have shown that some of the most useful sites don't have to have a lot of glitz."
Facebook.com made a bigger splash two weeks ago when it unveiled a high-school version of the site, hs.facebook.com, racking up 88 new high-school users in the first 10 minutes after it went live.
"High school and college are pretty different," Hughes said. "But there's a pretty key factor they share—they're educational institutions around which students' lives are built. The structural similarity made it the logical next step."
After two weeks, the high-school site has attracted approximately 100,000 users, a fairly high figure considering that, at this point, high schoolers must be invited to join the site by current college students.
"The reaction has been pretty good," Hughes said. "We've had a lot people sign up and that's the most important feedback. Still, there are some college kids who are pissed and want to keep the network to themselves."
The next facebook.com change this month will be the site's final round of nationwide expansion.
In July 2004, Hughes told Business Week Online that .com hoped to expand to 100 schools by last fall. Today, the site has more 3.8 million registered college-affiliated users from 1,531 different North American colleges. Hughes said the site will include every college in the United States, totalling more than 2,000, by this coming Monday.
Last May, the venture-capital firm Accel Partners announced it would invest $13 million in .com. Founder and CEO Mark E. Zuckerberg '06-'08 said at the time that the influx of money would allow the site to improve the display of advertisements and add new features.
But even as the site continues to expand to millions of students across the country, Hughes said the company has not forgotten its modest beginnings.
"Harvard kids, better than anyone else, know that facebook used to be a dinky little site for one college," Hughes said. "But it's huge at this point. It's a very real business with lots of employees. Mark went from being a Harvard student programming in his dorm room to CEO of a multimillion-dollar corporation."
Internally, the recent redesign was deemed Operation Quail, apparently inspired by a quail hunting scene in the recent movie "Wedding Crashers."
"Our whole culture is about being funny and creative," Hughes said.
—Staff writer Sam Teller can be reached at steller@fas.harvard.edu.
Want to keep up with breaking news? Subscribe to our email newsletter.


Liam recently graduated from the University of Newcastle in 2016 and joins us with a range of new knowledge. He is particularly passionate about biomechanics, sports podiatry and nail surgery but thoroughly enjoys helping every person to improve their foot health and building relationships with new clients to ensure they have the best personal outcome.
Liam is an avid surfer, runner and soccer player who attributes a podiatrist to keeping him running and active when suffering from a case of shin splints in his younger years. He was fascinated by how much this podiatrist helped him and would like to continue to do the same for other people.


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« 99 problems but a FREE Disney app ain't one -- check out these 99 FREE apps featuring Avengers, Descendants, Star Wars, Princesses and more! Updated! | Main | Review: MyMemo -Customisable kids memory matching game for educational use. »
Review- Pocket Family: My Fun Dreamhouse sucked this reviewer in like Farmville and Candy Crush.
Bottom Line: With no parental controls in place, in-app purchases and third-party ads, this app is most definitely for the oldest kids we review for and as it turns out, this 44 year-old app reviewer that can barely stop watching her little people running around to write this post. Oh look! Another coin!
If you would like to download this app please use this handy link and support Smart Apps for Kids:
FREE w/IAPs (iPad/iPhone)
_________________________________________________________________________________________________________________________________________________________
This app has third-party ads, in-app purchases and external links with no parent-protection.
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Our friend Philip got to play with his very own dream home. Have a look below:
My Pocket Family: My Fun Dream House is a time-management game where users build additions to their homes while adding family members and items that earn money and experience points that help them level-up. This game is adorable, but not recommended for youngsters who are not old enough to have the iTunes password or have their own Facebook account. When the app is first used a tutorial walks players through all of the areas while performing tasks that complete level one. Users are given a house, one room, coins and hearts to begin and can add to all of them by completing tasks with each level. Experience is earned by completing tasks, building rooms and tapping family members who have a coin over their heads. Coins are timed differently for each family member and interactive item, so this makes the game easy to visit and leave as many times as desired and as long or short as a teen wants.
With coins, users can buy rooms which take time to build and then decorate those rooms with wallpaper, flooring and household items like plants, posters, backgrounds, tables and chairs. The higher the level, the more items and rooms are opened. When there is no more room, kids can apply for a permit to add on to the home from the sides or top of the house. This is also a timed activity that costs coins. Hearts are used for specialty items in the store (like premium rooms and outfits) and for speeding up the process of permits or room building.
In addition to decorating the home, users can also spin the wheel with earned tokens to earn coins or clothing items for family members. There is an album located in the lower right of the screen where users can flip though and learn about the people that live with them. Each has a job, age and favorite quote as well as the ability to change into new outfits that have been won in the daily spins. There is also a settings button has links for support, language, social media, notification settings and resetting the game
Overall, I really enjoyed reviewing an app for older kids. The app had no bugs while I fiddled with all of the buttons and settings. Pocket Family is made well and even though the women in my home seem to only like to clean, belly-dance and jazzercise, I'm holding out hope that future females will be lawyers, doctors and scientists. There are two main reasons this app is not recommended for young users, third-party ads and external links. Normally I can't stand ads in any form, but this app has set them up as a way to earn coins and hearts for the game instead of flashing them as a banner along the bottom of the play area. In the upper right corner a button that says "ad" along with the number of hearts or coins available to be earned are shown. Users watch the short ads in full, then earn that reward. If users have a Facebook account, linking the game is a way to gain neighbors and complete tasks as well as earn coins. It may not be time well-spent, but I think entertainment has its place and this app fits the bill.
Cynthia needs more Pocket Family neighbors. *Smart Apps for Kids was paid a priority review fee for this post.
02/27/2016 at 09:00 PM in Ages 12-up, free/free trial, **** (four stars), just for fun, time | Permalink


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Home > Resources > "ie" Magazine > Be Featured in "ie"
One of the great features of "ie" magazine are the Industry Perspectives and People Profiles - sharing information on events and event professionals just like you! As an IFEA Member Benefit, you are able to participate in this feature of the magazine and profile your own experience or your event with your peers.
Interested in completing an Industry or People Profile for the magazine? Just download the forms below and send them in! Note: You must be an IFEA Member to participate.
Questions / Interested in Participating?
Interested in completing an Industry or People Profile for the magazine? Just download the forms below and send them in! Or contact Nia Hovde, CFEE, Vice President/Director of Marketing & Communications at +1-208-433-0950 ext: 3 or nia@ifea.com.


16″ × 20″, acrylic. Plein air. A study in reds. Yes, they really were on a table in front of the ocean!
Share this with anyone interested.
Thank you! Yes Lily is here with us. She loves to swim in the ocean. And I'd love to take a pic of that but I have to be in the water for her to go in!


Delhi Diary-Sunita | READ ON MY DEAR, READ ON.
This entry was posted in Delhi Diaries and tagged domestic help, friendship, household affairs, housemaid, living in India, Sunita. Bookmark the permalink.
I spent some happy time catching up with your blog after traveling for a week and not having much computer time. I enjoyed every post, and am replying to all of them in this comment. The market you visited seemed filled with real life, real goods, and real people, unlike most of the sanitized and expensive stores where I have to shop. Memory Lane intrigued me; and as so often happens when I read your writing, I wanted to know more. I like the was the dream-like quality of Almonds turned to the reality of the way almonds are used and then back to the dream. Nice organization. Finally, my favorite, Sunita, a well written character sketch and reflection on an unusual relationship. You have such an eye for detail; I look forward to reading your posts.
I hope you had lovely week traveling and I am excited to read about your adventures. Sunita is indeed a most lovely woman and I am very grateful to know her. My life would be poorer without her and whenever I see her, I just have to smile.


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For INI Translate feature, all Joomla extensions that use the standard INI language files are supported.
Is Speedy Translate a machine based translate service (automatic translation) like Yandex Translate, Google Translate or Bing Translator?
Yes, since version 1.8.0 we added new Automatic Translation feature, more information can be found in this blog post.
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Please send us an email with your extension name + download link (or an installation package), we will check to see if it can be integrated with Speedy Translate.


Happiness is the meaning and purpose of life, the whole aim and end of human existence (Plato).
What does it take for human beings to be happy?
Let us work together and let us offer hope, promise, inspiration and empowerment to reignite self belief.
Dawn is a registered charity that has been working in Harrow. It has been supporting the Mental Health and Social Wellbeing of the community in Harrow and its neighbouring boroughs for the last 26 years. It initially started as a voluntary organisation until May 2000 when it became a registered charity.
Dawn's aims are to alleviate poverty, distress, isolation and inequality of opportunities by provision of appropriate services and facilities to support the emotional and mental health by way of professional counselling tailored to the needs of its service-users.
Dawn's aim is to support socially isolated and marginalised women disadvantaged through prevalence of: cultural and linguistic barriers, societal norms resulting in lack of confidence, prevention of early-years educational opportunities and knowledge to navigate their way around the availability of community services.
To overcome such barriers and the disadvantages culminating in denial of access to mainstream services, we provide a multilingual, culturally sensitive women-only safe space for women to: visit readily, meet others, increase their friendships, have their concerns and issues heard and access counselling and other information, advocacy and advisory services. We offer a range of other educational, cultural and recreational facilities and, work and employment support opportunities – to improve their connectivity and participation in the community.
10 Free counselling sessions with one of our senior counsellors.


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Click Here for Items Related To - Abellio Rail NRW
Abellio Deutschland is a public transit operator in Germany operating bus and rail networks. Headquartered in
Berlin Berlin ( , ) is the Capital city, capital and List of cities in Germany by population, largest city of Germany by both area and population. Its 3.7 million inhabitants make it the European Union's List of cities in the European Union by populat ...
, it is a subsidiary of the Dutch state-owned
Abellio Abellio (also Abelio and Abelionni) was a god worshiped in the Garonne Valley in Gallia Aquitania (now southwest France), known primarily by a number of inscriptions which were discovered in Comminges, in the Pyrenees. He may have been a god of A ...
Abellio Deutschland was formed by the
Essen Essen (; Latin Latin (, or , ) is a classical language belonging to the Italic languages, Italic branch of the Indo-European languages. Latin was originally spoken in the area around Rome, known as Latium. Through the power of the Roman Republ ...
public transit company (
EVAG
, today part of Ruhrbahn) in 2004. In 2005, British investment company Star Capital Partners purchased a 75% share in Abellio from the City of Essen. In December 2008, both sold their shares to NedRailways. The Abellio brand was later rolled out to replace the NedRailways brand internationally.
As at December 2016, Abellio Deutschland operated 18 lines over 978 kilometres with a fleet of 86 trains.Welcome to Abellio
Abellio February 2017
Abellio Rail NRW
Abellio Rail NRW was founded in September 2005. It operates several regional railway lines in
North Rhine-Westphalia North Rhine-Westphalia (german: Nordrhein-Westfalen, ; Low Franconian Low Franconian, Low Frankish, NetherlandicSarah Grey Thomason, Terrence Kaufman: ''Language Contact, Creolization, and Genetic Linguistics'', University of California Press, ...
. The NRW network stretches from
Gelsenkirchen Gelsenkirchen (, , ; wep, Gelsenkiärken) is the 11th largest city of Germany's most populous federal state of North Rhine-Westphalia and its 262,528 (2016) inhabitants make it the List of cities in Germany by population, 25th largest city of ...
Bochum Bochum ( , also , ; wep, Baukem), with a population of 364,920 (2016), is the sixth largest city (after Cologne Cologne ( ; german: Köln ; ksh, Kölle ) is the largest city of Germany, Germany's most populous States of Germany, state of N ...
, from
Siegen Siegen () is a List of cities and towns in Germany, city in Germany, in the south Westphalian part of North Rhine-Westphalia. It is located in the district of Siegen-Wittgenstein in the Arnsberg (region), Arnsberg region. The university town (ne ...
and Iserlohn station, Iserlohn via Hagen Hauptbahnhof, Hagen as well as from Wuppertal Hauptbahnhof, Wuppertal to Solingen Hauptbahnhof, Solingen via Remscheid Hauptbahnhof, Remscheid (line S7 (Rhine-Ruhr S-Bahn), S7). In December 2016, it commenced operating along the Lower Rhine network between Arnhem Centraal railway station, Arnhem in The Netherlands and Düsseldorf Hauptbahnhof, Düsseldorf / Mönchengladbach-Lürrip station, Mönchengladbach and Bocholt railway station, Bocholt. From December 2018, it has operated the Rhine-Ruhr-Express with the Rhein-Hellweg-Express (RE11) and from June 2020, it will operate the NRW-Express (RE1). Both will run until December 2033. In December 2016, Abellio NRW commenced operating a 12-year concession to operate Niederrhein-Netz services using the Oberhausen–Arnhem railway covering the Rhein-IJssel-Express (RE19), Arnhem Centraal railway station, Arnhem – Zevenaar – Emmerich station, Emmerich – Wesel station, Wesel – Oberhausen Hauptbahnhof, Oberhausen – Duisburg Hauptbahnhof, Duisburg – Düsseldorf Airport station, Düsseldorf Airport – Düsseldorf and the Emscher-Niederrhein-Bahn (RB35), Mönchengladbach-Lürrip station, Mönchengladbach – Krefeld Hauptbahnhof, Krefeld – Wesel station, Wesel. In April 2017 the former was extended into the Netherlands to Arnhem Centraal railway station, Arnhem. In December 2019, it will commence operating lines S2 (Rhine-Ruhr S-Bahn), S2, S3 (Rhine-Ruhr S-Bahn), S3 and S9 (Rhine-Ruhr S-Bahn), S9 of the Rhine-Ruhr S-Bahn network with 29 Stadler Flirts.
Abellio Rail Mitteldeutschland
Abellio Rail Mitteldeutschland commenced operating the Saale-Thuringia-Südharz (STS) electric network since December 2015 on a 15-year contract, over ten lines with a route length of 575 kilometres. The network extends from Halle (Saale) Hauptbahnhof, Halle to Erfurt Hauptbahnhof, Erfurt, Eisenach station, Eisenach and Kassel Hauptbahnhof, Kassel as well as from Leipzig Hauptbahnhof, Leipzig to Erfurt and Saalfeld station, Saalfeld. In December 2018, Abellio Deutschland will commence operating 12 routes in Saxony-Anhalt. These will be operated by 52 Alstom Coradia Lints.
Abellio Rail Baden-Württemberg
From June 2019 Abellio takes over some regional train lines in Baden Württemberg under a 13-year contract. Initially a fleet of 43 Bombardier Talent 2s were ordered. This was later increased by five. Abellio operates the following regional routes in Baden-Württemberg: * RB 17a Stuttgart - Mühlacker - Pforzheim (- Bad Wildbad*/Wilferdingen-Singen) * RE/RB 17b Stuttgart - Mühlacker- Bretten - Bruchsal - Heidelberg * RB 17c Stuttgart - Mühlacker - Bretten - Bruchsal * RE 10a Mannheim - Mosbach-Neckarelz - Heilbronn - Stuttgart - Tübingen * RE 10b Mannheim - Sinsheim (Elsenz) - Heilbronn - Stuttgart - Tübingen * RB 18 Osterburken - Heilbronn - Stuttgart - Tübingen * IRE 6 Stuttgart - Tübingen
WestfalenBahn
Abellio Deutschland owned a 25% share in WestfalenBahn that was founded in 2005. In July 2017 this was increased to 100%.
In April 2013, Abellio Deutschland announced it would focus on rail transport and sell its three bus companies. In November 2013 VM and Werner were sold to Transport Capital with 220 buses. The remaining KVG business was sold to Rhenus (company), Rhenus Veniro and the Bautzen (district), District of Bautzen in October 2014 with 84 buses.
Abellio sells the Dreiländereck to Oberlausitz
Abellio 29 October 2014 (German)
Abellio Deutschland company website
{{Abellio, state=collapsed Abellio (transport company) Public transport operators of Germany Railway companies of Germany Transport companies established in 2004 2004 establishments in Germany


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Animals, Weird
Bet these funny looking birds will make you laugh hard!
Mwanner / CC BY-SA 3.0
Pink Spoonbill
Check out these 5 Really Funny Looking Birds In the world.
1. Anhinga
D. Gordon E. Robertson /CC BY-SA 3.0 | Anhinga In Tree
The anhinga, sometimes called snakebird, darter, American darter, or water turkey, is a water bird of the warmer parts of the Americas. The word anhinga comes from the Brazilian Tupi language and means devil bird or snake bird. It is a dark-plumaged piscivore with a very long neck and often swims with only the neck above water. The anhinga is placed in the darter family. Like other darters, the anhinga hunts by spearing fishes and other small prey using its sharp, slender beak.
Gareth Rasberry /CC BY-SA 3.0 | Anhinga In Flight
2. Spoonbills
Mwanner /CC BY-SA 3.0 | Pink Spoonbill
Spoonbills are a group of large, long-legged wading birds in the family Threskiornithidae. They are most closely related to the Old World ibises. All spoonbills have large, flat, spatulate bills and feed by wading through shallow water, sweeping the partly opened bill from side to side. Spoonbills generally prefer fresh water to salt but are found in both environments. They need to feed many hours each day.
Martybugs /CC BY 3.0 | Yellow Billed Spoonbill
3. Antarctic Giant Petrel
Ron Knight /CC BY 2.0 | Antarctic Giant Petrel
Giant petrel is a genus, from the family Procellariidae which consists of two species. They are the largest birds of this family. Both species are restricted to the Southern Hemisphere. Giant petrels are aggressive predators and scavengers. They are much darker and more mottled brown and have a more hunch-backed look. The petrels have a hooked bill called the maxillary unguis which can hold slippery food.
Brocken Inaglory /CC BY-SA 1.0 | Antarctic Giant Petrel With Chicks
4. Inca Tern
Olaf Oliviero Riemer /CC BY-SA 3.0 | Inca Tern
The Inca tern is a seabird in the family Sternidae. It is the only member of the genus Larosterna. This uniquely plumaged bird breeds on the coasts of Peru and Chile and is restricted to the Humboldt current. It can be identified by its dark grey body, white moustache on both sides of its head and red-orange beak and feet. The Inca tern is a large tern, approximately 40 cm long. The Inca tern feeds primarily on small fish, such as anchovies.
5. The Sage Grouse
The sage-grouse is the largest grouse in North America. Adults have a long, pointed tail and legs with feathers to the toes. Adult males have a yellow patch over the eye, are grayish on top with a white breast, a dark brown throat and a black belly. Two yellowish sacs on the neck are inflated during courtship display. Adult females are mottled gray-brown with a light brown throat and dark belly.
Oregon Department of Fish & Wildlife /CC BY-SA 2.0 | Female Sage Grouse
10 Most Beautiful Birds Having Very Weird Beaks
10 Most Amazing Flightless Birds In The World
Top 5 Amazing New World Monkeys
Top 10 Largest Organisms In The World
5 Most Amazing And Unusual Animals On Earth
7 Most Venomous & Dangerous Spiders
Anhinga, Antarctic Giant Petrel, birds, funny birds, Inca Tern, Spoonbills, The Sage Grouse


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All Things Bria
Waru Express: Attack of the Clones
June 16, 2016 June 14, 2016 Bria
I took a few days off for Thanksgiving (and so I won't completely kill Brian with my fast reading speed) (Editor's Note: No seriously. I was concerning people.) but we're back with more Prequel Era books! This time, half of the books were obvious tie-ins to books from much further down the timeline and two of them were, well, Attack of the Clones based. This one's a bit more of a mixed bag than before.
Rogue Planet
Okay so you know how some people hate Boba Fett and get annoyed by how fans adore him and he gets all these appearances etc etc? Yeah, that's me except with Tarkin and the building of the Death Star. Honestly, what is this obsession that EU authors have with him and the Death Star? I mean, I know it was a cool looking space station that blew planets up but can we not credit everyone and their mother with its construction? (Editor's Note: This is funny given how much I enjoyed reading James Luceno's Tarkin. Not that it was my favorite but…)
Overall, the book's okay but it's so obviously there for the New Jedi Order that it feels far too much like an extended short story sometimes. Character-wise, it's good. I actually really enjoyed getting some insight into the early years of Obi-Wan and Anakin's Master/Padawan relationship. (Editor's Note: I think this could fit well with Charles Soule's Obi-Wan and Anakin comic.) I also rather enjoy Thracia Cho Leem because anyone who can out sass Mace Windu and still have his respect deserves your respect. It's too bad that she leaves the Jedi Order because wow is he going to need her in about a decade when Shatterpoint happens… The only thing I'm really not fond of is getting beaten over the head with "Oooo Anakin's going to fall to the Dark Side one day!" I get what Greg Bear was doing but at times, it felt like a bit too much. Also, I will be forever sad that Anakin didn't get to keep his ship. Poor baby.
Book Two of 'GUYS THIS IS GOING TO BE REALLY IMPORTANT LATER ON IN THE EU SO YOU SHOULD REALLY TAKE NOTES.' It's also one of those books that make me wonder if every Master/Padawan team in the galaxy is named Kenobi/Skywalker.
Okay, okay. That was mean but sometimes, I just can't contain the snark. In actuality, I really liked this book and I definitely liked it way more than I remembered liking it when I originally read it. It's a very good read and kept me basically glued to the pages all day. Despite my eye rolling up there, Zahn actually does write a good Obi-Wan and Anakin and it's nice seeing him deal with characters outside of his Star Wars norm. I just wish that we could see more of the thousands of Jedi in the galaxy but that's a general note for the Star Wars universe, not a Zahn specific one.
I also rather liked getting to see Thrawn before he's the Grand Admiral and I enjoyed getting to learn more about the Chiss because they are one intriguing society to say the least. And hey, Car'das is another welcome addition to the cast of characters. I appreciated him a lot more after reading this book.
But what we really need to talk about is Jorus C'Baoth.
Actually I think that pretty much sums it up. I don't know how much cloning had to do with making Joruus crazy because WOW WAS HE ALREADY THERE. C-R-A-Z-Y. Poor Lorana. She was too nice to have him for a Master. Maybe Thracia Cho Leem can go back in time and adopt her.
Is it a little heavy on the 'Let's put together all the pieces for other stories that will be happening!' factor? Sure but it does it in a good way, much akin to Darth Plageuis, which makes it worth your time.
The Approaching Storm
Bless you, Alan Dean Foster, for writing this book. In particular, thank you for choosing to focus not just on Obi-Wan and Anakin but also on those two female Jedi who appear briefly in Attack of the Clones as essentially glorified extras. Honestly, how can you NOT love Luminara Undili and Barriss Offee? ESPECIALLY BARRISS. I'd love to do a version of that Mean Girl meme here, "Barriss Offee is flawless, I hear her hair insured for 1200 credits," but that's a part of what makes Barriss so great: she's not flawless. She's not nearly as sure of herself as Anakin is but she is a fair bit more self-righteous because EXCUSE YOU, ANAKIN SKYWALKER. Okay, maybe self righteous might not be the right word but she's definitely a much more of a by-the-book Jedi than Anakin. Regardless, she's just an awesome character. She's a very capable Jedi who can handle herself in a tough situation but will still readily admit that she has more to learn from her Master. Plus, I love that she doesn't immediately resort to violence to get herself out of a tough situation. The bit where she uses her talents with healing to free herself from the kidnapping is a brilliant move. My favorite self-rescuing Jedi lady. ❤
I also love that she and Anakin become friends by the end of the book. That boy needs more friends and Barriss would definitely be a good influence on him. Or she would've been IF A WAR WASN'T GOING TO START REALLY SOON.
PS: If you think this is a love letter to Barriss Offee… just wait until I get to the MedStar books.
I'd be remiss if I didn't talk about Luminara or Obi-Wan. I can't get enough of Obi-Wan as the overly calm Jedi Master. Everyone's in shock over how fast these animals move? Obi-Wan's chilling out with his eyes closed and arms crossed. Time for a morning stretch but you don't have time to stop? That's okay. Obi-Wan's just going do his on top of the galloping animal. And then there's Luminara Unduli who also excels at being calm and in control and incredibly capable. How can you not love her from the very first scene where she adeptly handles those inappropriate men?
It may be a bit cheesy but I rather love the part of the book where the Jedi have to demonstrate their souls. It's a different side to each of them and you can't help but love it. I also laughed at the blatant foreshadowing of Yoda's duel with Dooku. Master Yoda? Incapable of being a master duelist? Ohhhhh Anakin. Just you wait, child. Just you wait. The plot of the book itself is fine but honestly, this is far more of a character driven book than anything else. It works really well as a lead-in to Attack of the Clones because not only is that throw away line about Obi-Wan and Anakin explained but it also lets you get to know who both of them have become as people in the ten years since the last film.
(Editor's Note: No I still do not want to talk about the end of Season Five of The Clone Wars. THAT'S NOT THE REAL BARRISS. THIS WAS.)
Attack of the Clones
The first thing that I loved about this book was the first few chapters. I want to hug the Lars family. I love that RA Salvatore gives us a look at them as a happy family and also lets us get to know Cliegg, Owen, and Beru. It lets us see that Shmi did find true happiness even though she missed her son every day. I thought it was adorable that Owen calls her 'Mom.'
I have to admit that the chapter where Padmé and Anakin go to visit her family breaks my heart and I sincerely wish they'd kept it in the film. Not only do I think it gives a lot more insight into Padmé and her half of the romance but her interactions with her family are incredibly sweet. That, of course, brings us to the heartache because I couldn't help but wish that Anakin and Padmé could have raised their two children in peace on Naboo. Sure, the twins might not have become heroes of the galaxy but oh man they could've been so happy. THEY COULD'VE BEEN HAPPY.
Overall, it's really not a bad novelization and it lets you get much more into the characters' heads than the film and see more of certain characters in general. It's a very true novelization as far as dialogue goes but it's a decent enough read. Like I mentioned before, its greatest strength is how it fleshes out the Anakin/Padmé romance.cha
Next up… the Clone Wars starts! Waaaaaaaar! Won't somebody think of the clones? Or the Jedi?
Originally posted on November 29, 2012
Waru Expressalan dean foster, Attack of the Clones, greg bear, outbound flight, r.a. salvatore, rogue planet, Star Wars, star wars legends, the approaching storm, timothy zahn, Waru Express
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Imperialism, Political Economy
Celebrating the lives of Marx and Connolly
Written by Editor on 8th June 2018
More in Imperialism:
The time has come 11th January 2020
Rehearsing a possible war against Russia 11th January 2020
Defend Julian Assange and Chelsea Manning! 2nd December 2019
Over the weekend of the 12th and 13th of May the CPI and the Connolly Youth Movement celebrated the lives of two great thinkers and activists, Karl Marx and James Connolly.
On Saturday the 12th Dr Stephen Nolan gave this year's James Connolly Memorial Lecture, under the title "The Continued Relevance of Karl Marx," to a packed house. The lecture was to celebrate the 200th anniversary of the birth of Marx. (The full speech can be viewed at https://youtu.be/faCeeeXVkd0.) The meeting was chaired by Laura Duggan, who opened the proceedings with a quotation from Jean-Paul Sartre: "Marxism remains the philosophy of our times because we have not gone beyond the circumstances which created it."
Stephen outlined the continued relevance in the present climate of "full-spectrum domination" by monopoly capitalism—economically, politically, and culturally. He outlined the role of the mass media and also drew attention to how elements of the left have contributed to the blotting out of any possible alternative to capitalism, in particular by social democracy.
He referred to the desert that is trade union education today, which has been reduced to the "skills agenda," with the absence of Marx and his ideas and little or no talk of class or exploitation. He pointed out that Marx still provides the essential tool for understanding contemporary monopoly capitalism.
Stephen drew attention to the reconstitution of ruling-class power after the economic crisis of 2010. He went on to point out that Marxism is about understanding long-term historical change, drawing on the writings of Marx in relation to Ireland and the primitive accumulation of capital and the savage exploitation that capitalism entails.
On Sunday the 13th the annual James Connolly Commemoration took place in Arbour Hill Military Cemetery. The commemoration was chaired by Janelle McAteer, and the main oration was given by Gearóid Ó Machail on behalf of the CPI. Alex Homits, general secretary of the Connolly Youth Movement, spoke on behalf of the CYM.
Gearóid began by declaring: "At 07:15 hours on May 12, 1916, Marxist theorist, socialist author, industrial union organiser, Citizen Army founder, Commandant-General of the Dublin Division of the Republican Army and Vice-President of the Provisional Government of the Irish Republic, Comrade James Connolly was summarily executed by a British firing squad, just across the river, in the yard of Kilmainham Gaol.
"Born 150 years ago, on the 5th of June 1868, in the crowded Irish immigrant slum of Cowgate . . . James Connolly was unquestionably our greatest ever socialist theorist and practitioner."
Gearóid went on to emphasise the continued importance of Connolly to today's struggle and the important lessons that this generation of activists can learn from him. "Connolly's task, like ours today, was to apply and test his Marxist theory against the material conditions faced by the working class in his own lifetime.
"Our task in 2018, comrades, is to set about the formidable task of the Reconquest of 21st-century Ireland. It's the same task faced by Connolly in a new set of historical conditions. The end goal is the same, however: we need to apply our Marxist analysis to achieve a programme and strategy for replacing capitalism. Not a programme for alleviating the worst aspects of capitalism and imperialism but a programme that recognises that capitalism has unsolvable contradictions built in to its DNA. Revolution, comrades, is a cultural, political and economic struggle for superior ideas.
"None of us are naïve about the difficulties we face in reorienting the struggles of the working class into a cohesive and ideologically driven challenge to the capitalist state. Those struggles are happening every day, all around us, and we as communists must be to the fore in the people's struggles, both defensive and offensive. The role and the contribution of the party in this period is vitally important, laying new groundwork for contact and communication with the working class and the popular masses.
"The strengthening of monopoly capital is bound to bring a further sharpening of the contradiction between capital and salaried labour and thus a sharpening of all social contradictions. These are contradictions that arise from the built-in reproductive cycle of capitalism, co-existing extreme opulence and mass poverty, surplus and want, economic growth and wage restraint, full employment and in-work poverty. These are not blips, mistakes, the product of corruption, or bad policy: they are as much a by-product of capitalism as the ecological destruction of our planet and obliteration of our natural resources.
"Working people need to understand the interconnected relations between the state, establishment political parties, and the powerful economic forces that control their lives. Workers need to understand who really runs the Government and whose interests it serves. That's why we need to reinvigorate our education programme: to grow and develop our young political cadre that they may be enabled and empowered to lead working people in their everyday struggles."
Gearóid finished his oration by outlining the position of the CPI, of drawing lessons from the historical experiences and legacy of Connolly, by stating: "We will continue to work with left republicans and trade unionists in the Peadar O'Donnell Forum to analyse and dissect the class nature of imperialism's grip on Ireland. James Connolly was keenly aware of the nature of imperialism and stressed the importance of broad working-class unity in resisting its insidious threat to our democracy, independence, and sovereignty.
"Connolly developed a number of innovative theoretical positions regarding the relationship between Marxism and anti-imperialism—positions heretical to both conventional forms of Irish nationalism and the form of socialism espoused by the Second International, prevalent during his lifetime.
"He was among the first to combine the politics of anti-imperialist nationalism with international Marxism in the colonial arena. His fundamental teaching is that the struggle for national liberation is not opposed to the struggle for socialism but an integral and necessary part of it."
Alex Homits, speaking as a young person growing up in contemporary Ireland, spoke of and reflected the experiences of many of the younger generation when he said: "It is a curious thing to commemorate a man whose ideas are so written out of the Irish history curriculum that growing up here you would think he did not exist. Yet he did exist, and the impact on Irish history and the struggle for liberation is something we continue to evaluate and feel today. Connolly redirected the historical undercurrents of Irish republicanism and in life and death energised a conflict-ridden movement with firm, concrete leadership.
"Connolly cut through the abstract notions of freedom, liberty, and independence. He determined sovereignty in the most concrete and immediate terms and articulated this in an earlier political programme for the Irish Socialist Republican Party, a document many of you are familiar with.
"What underpinned this document and what Connolly understood: for us, the people of Ireland, to feel, express and guarantee our liberation we must also own the mechanisms that organise the functions of our society. To Connolly, and to us, this means that the banks, the ports, the canals, the factories and the overall control of production of all commodities that we use and require on a day-to-day basis."
Alex went on to point out why Connolly is still relevant to young people. "Opponents and critics of Connolly will tell us that 'times have changed,' and we must accustom ourselves to that. North and south of the border, the workers of Ireland are being hammered by the exploiter classes. We're called 'generation rent': unable to afford to live or work towards secure housing.
"Hundreds of thousands of people simply pack their bags and leave, motivated not by some sort of innate desire to find adventure abroad but because the state and its parliamentary 'social democrats' have robbed young people of all opportunities. Emigration becomes the only available option to find life elsewhere; emigration becomes the only chance of a rich life of opportunities.
"The historical role of emigration in Ireland and the mass displacement of the Irish people have always been used as a weapon to confiscate land; today it is used to alleviate the austerity policies that destroy rural and urban communities.
"Austerity, a mechanism that transfers wealth from the workers to the ruling class, has also implicitly thrown young people into an almost inescapable abyss: no decently paid work, no housing, no access to proper health services, and no value for the education that we're rigorously asked to pursue after school."
The Connolly Memorial Lecture and the orations will be published in full shortly and will be available from www.connollybooks.org.