Food is like fashion. Each year new foods catch on like wildfire and spread through the industry, while other foods fall out of favour. Often these trends are driven by new research into health and nutrition as we continually strive to become more aware and take better care of ourselves.
On this year's list there are some foods that have been growing in popularity but continue to be 'hot', like tahini, for example. A staple in Middle Eastern cooking, most people are aware that tahini is an important ingredient in hummus. In the last few years we have seen this wondrous ingredient make an appearance in everything from beverages to desserts. We love to use tahini in dressings, or bake it into cakes, and this year we encouraged Pascale from Pascale's All Natural Ice Cream to make a tahini ice cream, and it was delicious! Ask for it when you see her at the Lansdowne Farmer's Market. Our current supplier of tahini is a Syrian family run business in Toronto, where they are making regular tahini, smoked tahini, and a beet tahini.
Another hot food trend sweeping across the Europe and North America is Food Hubs. The concept is like a food court, but specifically to hold small, locally owned, healthy and often veg-forward pop up shops. I have visited them in a number of cities, operating indoors at the bottom of office buildings like Toronto's Assembly Chef's Hall, or under the train line arches in London at the Maltby Street Market, or in our own lovely city at Queen Street Fare. These venues provide small business with an opportunity to test out their concept, or allow small existing restaurants to open a second location. The food being offered tends to be healthier, and has a much larger local ingredient component. It sure beats fast food chains!
Vegetarianism, veganism, and eating to lessen our environmental impact are all huge trends that should not be ignored. More than 12 percent of millennial's identify as vegetarian, but other generations are also trying to eat less meat, eat only ethically sourced meat, or are moving towards a more plant based diet. Vegetarian, vegan, and Veg-Forward restaurants are popping up everywhere and have become popular even with omnivores.
Fats are no longer bad for you and this is a good thing. We now know that over-consumption of simple carbohydrates and refined sugars and grains are the real culprits and fats are not only good for you but necessary for proper brain function, among many other things. This includes foods like avocados, cheese, dark chocolate, whole eggs, fatty fish, nuts & seeds, and good oils like extra virgin olive oil, coconut oil, and full fat yogurt, which also carries the benefit of being a fermented food.
Rounding out my list for 2019 is Cannabis infused foods like cookies, ice-cream, and beverages. It's still early but after April it will be possible to make and buy foods infused with cannabis, but it's still too early to say how this might impact the local food scene this year. We will all have to stay tuned on this one.
In February we celebrate Valentine's Day and there are so many different ways to enjoy this annual tribute to love whether it be with your partner, your friends or your family. Many restaurants in our community are offering special menus for dining in or taking out. If you enjoy cooking, and have the time then I am including a few recipes here for you to test out on this occasion. The Red Apron will be offering our 4 course Valentines Special for pre-order and pick up on the 14, featuring Latin Inspired flavours and spices. Visit our website for details.
Season the duck legs on both sides with salt and pepper. Sear the duck legs skin side down on medium high heat in a frying pan until the skin turns dark brown and some of the fat has melted away.
Transfer to a casserole dish and add remaining ingredients. Cover and cook in a 300 degree pre-heated oven for 2 hours. Remove from oven, ladle sauce and juice over duck legs and check for doneness. The meat should easily pull away from the bone – almost fall off. If they are not quite ready, cover and return to the oven for another ½ to 1 hour.
Remove duck legs from liquid. Discard the thyme springs and lemon slices. Reserve the liquid and let sit until the fat rises to the top (at least ½ hour or overnight). Skim off the fat and reduce remaining liquid until you have less than 1 cup – just enough to spoon over the duck legs before serving.
This recipe can be made the day ahead and then re-heated to serve. Serves 4.
Bring potatoes to boil in a large pot of salted water. Reduce to simmer and cook until tender when pierced with a fork. In a separate pot, bring parsnips to boil in a medium pot of salted water and reduce to simmer, cook until tender. Drain thoroughly.
In a small saucepan, melt butter & cream, and add chopped garlic. Simmer on low for 5-10 minutes to infuse the cream with garlic.
Pass potatoes & parsnips through a ricer mash with a potato masher. Slowly add garlic cream & butter mixture and mix until incorporated. Transfer to a covered casserole dish and re-heated in 400 degree pre-heated oven when you are ready to serve. Serves 4.
Preheat the oven to 325°F. Line the bottom of a 9" pan with parchment paper that has been cut to fit.
In the top of a double boiler or in a bowl set over simmering water, combine the chocolate and butter and heat, stirring constantly, just until melted. Immediately remove from the heat; set aside to cool slightly.
In a large bowl with an electric mixer on medium speed, beat the egg yolks with 1/2 cup of the sugar. Reduce the speed to low and gradually add the flour, mixing until thoroughly incorporated. Gradually add the cooled chocolate mixture, mixing until thoroughly incorporated. Set aside.
In a medium bowl with an electric mixer on medium speed, beat the egg whites and the salt just until foamy. Gradually add the remaining 1/2 cup sugar and beat just until soft peaks form, being careful not to overbeat. Gradually fold the egg whites into the chocolate mixture and mix just until incorporated. Spread the batter into the prepared pan.
Bake the torte in the preheated oven until a toothpick inserted in the center comes out clean, 30 to 40 minutes. Transfer the pan to a wire rack to cool completely. Run a sharp knife around the edge of the pan and carefully invert the cake onto a platter or a 9-inch cardboard circle; the cake should be upside down. Using the bottom of the cake pan, gently press the "top" of the cake to flatten it evenly.
If desired, dust the top of the torte with confectioners' sugar and serve with macerated red berries.


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Here are the main points again: Stay in your own homes, and if you live in an area where a fall-out warning has been given stay in your fall-out room, until you are told it is safe to come out. The message that the immediate danger has passed will be given by the sirens and repeated on this wavelength. Make sure that the gas and all fuel supplies are turned off and that all fires are extinguished.
"Milteer advised that they did not have to worry about Lee Harvey Oswald getting caught because 'he doesn't know anything' and that the 'right wing' is in the clear…."


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For those seeking better audio quality in your rides, worry not, we are here to help as best as we can. We know you have busy lives and can't be bothered to do days of research and learning to figure this out. This is why we have come up with this post to help summarize what can be done, all in one blog post we kid you not. To be clear, we will just focus on basic items and not go into dsp, wiring, amps, crossovers and such. This is more for those looking to keep a basic setup for now.
Before we proceed, we need to make the assumption that your system has been installed and setup correctly and everything works fine. If you have blown speakers, faulty head units, and any other defective items, we would strongly recommend you start with fixing those first. Trying to improve audio quality with broken parts is like trying to win the marathon running backwards. Unless its a backwards running marathon you're in of course.
Having said that, a quick test that we like to do is to play with the fader and balance on the head unit just to hear how everything sounds on each channel. You can do this if your head unit has basic fader and balance controls. Just fade the speakers front/balance left, front/balance right, rear/balance left and rear/balance right. If it all sounds even, roughly speaking, then its a good starting point. If it doesn't sound even, then you may need to investigate further and rectify the issue. It could be blown speakers, faulty head unit, broken wires, bad terminals or as simple as being out of phase. In some cases you may find that left is right and right is left even. This means your installer had something on his mind when he was doing the install and you should call him and ask him how life is treating him. Then ask him to fix the issue if he doesn't breakdown in tears or goes on a rampage.
Again, its always best to rectify standing problems before chasing sound quality.
So, lets say you are happy that your system isn't faulty, great, we can move on. No, the next step isn't to go to a shop and ask for "The BEST speakers under a hundred bucks". We recommend you first find your favorite song in the best quality you can get and in the format that your head units can accept. Be it CD, MP3 file or a bluetooth stream, it doesn't matter, go get it and play it in your car. It is best if you choose a song which you hear often and in many different places. Why you ask? This is because if you like the song, you probably paid attention when its being played wherever you were and will probably be aware of the nuances of the song. You will be surprised what your subconscious picks up and stores in your memory. If you have multiple songs in different styles, then its even better as it would allow to test a larger variance of audio signals. That Euro-trash Dance Techno 250 beats per minute song qualifies too, as long as you like it.
The above are the typical findings when listening to a system. Let's look at each of the situation and breakdown what we can try to rectify it.
If your head unit has equalizer controls, you could try to boost or cut the bass frequencies (mid and bass) and see if it improves the sound.
Again, play around with the EQ controls on the higher frequencies (mid and treble) to see if you can achieve a satisfying result.
If you have maxed out (without any distortions) the volume knob, but you find that audio is still too soft then perhaps a new head unit is in order.
It is likely that your speakers can't handle the signal, so perhaps a speaker upgrade is in order.
If you have EQ controls, then try playing around with it to see if you can bump up the certain frequencies to achieve the details.
If the above steps successfully resolves the problem with your system then great, you're done! But let's say you tried the above and still can't get it to sound quite right, then below are 3 audio upgrades to consider.
If you find that the controls on your head unit just doesn't have enough parameters to adjust, then perhaps a head unit upgrade may be ideal for you. Most head units these days have 10-13 equalizer bands and some even up to 31-band adjustment. That's plenty if you ask us. There is also digital time alignment which certainly helps with cleaning up the audio signals.
Furthermore, aftermarket head units typically have more output power, so sending cleaner and louder audio signals to your speakers will definitely help a lot.
The head unit is almost always the first thing we recommend customers to upgrade in most cases.
I say speakers cause if you're gonna change them, please change a matching set. Never have different speakers on the left and right.
If you find the sound starts to distort or gets noisy at very low volume levels, then it is very likely your speakers just can't cope. If you have factory speakers, then most entry-level aftermarket speakers would already be a lot better based on our experience. If you do not plan to have any amps, then best to stick to 35 - 55 Watts RMS as this would match most head unit outputs without issues.
Ok, this is a bit of a stretch for most people but please bear with us. If you find that your system lacks bass, then this will likely help improve the situation.
We hope you find this post useful. Do leave a comment if you like or dislike it. Don't forget to share if you think someone could benefit from this.


Algerian President Abdelaziz Bouteflika's ruling party and its allies won local polls in which less than half the electorate took part, official results showed Friday.
The National Liberation Front (FLN) was the victor in 603 out of 1,541 municipalities, 400 fewer than in the last polls in 2012, while the National Democratic Party (RDN) came out on top in 451 municipalities, an increase of 100.
Less than half of the 22-million-strong electorate took part in Thursday's vote for city councils and for 48 state legislatures, in which the FLN won 35 percent of seats and the RDN came second with a 26-percent share.
Dozens of political parties and four alliances competed for seats.
In a rare public outing, Bouteflika, who is expected to seek a fifth term in office in 2019, appeared in a wheelchair to cast his ballot paper at a polling station in Algiers.
Bouteflika, 80, who won a fourth term in 2014, has used a wheelchair for public appearances since suffering a stroke in 2013.
A parliamentary election in May was marred by a 35-percent turnout and voter apathy over what many see as broken government promises and a political system tainted by corruption.


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Can a new employer find out about previous salary?
SoapBox › Forums › Forum for Indian people living in the uk › Can a new employer find out about previous salary?
This topic contains 27 replies, has 19 voices, and was last updated by sammy 1 year, 2 months ago.
I'm considering my options workwise and one options is to move companies. However, as I am on £x at the company I currently work. I told the new company a different figure in regards to my current salary. Actually, I told them I was earning 14k more than what my real salary really is (this additional 14k is the market rate for my position).
I am now worried. As part of the references can the new company ask my current HR department or perhaps calculate it on my P45. I am worried now, because I want the new position and was after a big boost in salary, which reflects my position. And I did not want them to just lower the offer based on my current salary.
Are salaries disclosed as part of the standard references?
Yes it is one of the bits of info in a standard reference but if you got overtime, bonus, car etc you could say you were adding those in if questioned.
It will be blindingly obvious on your P45. They will see it, for sure, but it shouldn't matter, most employers will just ignore it and they are used to it because everybody lies. As long as you do your job well and you are worth the money then shouldn't be a problem.
I'd have thought it was confidential, though I know nothing of these things. I'd be pissed if someone gave away my salary to anyone, its my business and no one elses. The new position should not be based on previous salary (unless following a rigid pay scale eg public sector teachers etc but band then also denotes experience) but on the skills etc you bring. Salary is a negotiation point, them knowing your salary then makes the negotiation biased.
The P45 will be a clue. But I was an HR/Employment law advisor. I certainly never ever looked at someone's P45 it always ended up with payroll. So I'd breath a little bit easy on that. It would need to be a chance encounter between someone from the management team, discussing the vastly inflated salary they had to offer you, with someone from the payroll team, who just happens to remember that the figures from your P45 don't quite reflect the amount on the reference they've not seen as these are normally kept by HR.
Will the reference reflect your salary? Tombstone references are almost the norm these days. Name, Employer, position start date & end date. An employer is free to disclose salary if asked – they normally wouldn't bother if they were'nt asked, but there's new & stricter Data Protection legislation coming out in May which many organisations are preparing for and I'd guess many employers have already got cautious about disclosing information like that now without the permission of the data subject (you!).
Just Relax and keep your fingers crossed – good luck.
"However, as I am on low paid salary at the company I currently work, I told them a different figure in regards to my current salary. Actually, I told them I was earning 14k more than what my real salary really is (this additional 14k is the market rate for my position).
Without your explicit permission, your current HR department would be breaking the Data Protection Act 1998 if they told the new company your salary present salary – or indeed anything about you. If you put your current employer down as a reference then you may have given them such permission?
or perhaps calculate it on my P45.
Whoopsie. Let's hope that submitting false information in your application isn't grounds for instant dismissal. It is where I work. Wouldn't want that hanging over me. Between that and plagiarising someone else's question without reference (that's a new one on me) some people might start to form a view.
The P45 will be a clue. But I was an HR/Employment law advisor. I certainly never ever looked at someone's P45 it always ended up with payroll.
That assumes he is joining a large company so it might not be so cut and dried.
If you end up being challenged about it just say that regardless of previous salary this is what you are worth and one of your reasons for leaving is being undervalued by your current employer.
They won't do anything. If they want you on the rate they offered then that's that.
I've decided ithat asking people's salary is a pointless interview question. Anyone currently employed would want an incentive to move. I now tell them what I've budgeted for the role and ask if that suits them. This is because when the tables are turned I prefer to be employed at a rate offered that meets or exceeds my expectation without first disclosing the expectation.
Well done for being bold enough to get the salary you deserve if that is the market rate.
do not be concerned about it. Clearly your new employers consider you are worth it.
@hoylcow I don't think that's the case. Employers have to give fair and accurate references. I see no way in which giving a person's leaving salary could be described as unfair or inaccurate.
People are perfectly entitled to ask for a higher salary from a new employer and the new employer will pay you what they think you are worth. No need to lie about previous salary just be honest (ish) about what you think you are worth.
I don't think that's the case. Employers have to give fair and accurate references. I see no way in which giving a person's leaving salary could be described as unfair or inaccurate.
@abdul As I said before, there needs to be permission from the employee otherwise it's a potential violation of the data protection act.
My understanding is that if I receive a reference request for person A from company B, that I should only answer it with permission from person A. As I said in my previous post, this person may have given permission to their current employer. Just imagine; I write to your employer asking for a reference for you – but I'm doing this to find out information about you for my own interest not as part of a job offer. Congratulations, your employer just released data about you to a malicious third party and without your permission.
Any business disclosing an employee's salary and other information without directly seeking their permission needs to check their procedures before May 26 when we switch from the DPA to the GDPR… My understanding is that the person's status as an employee may even qualify as protected data under GDPR.
Employers have to give fair and accurate references.
The first sentence of your link says they *do not have to give a reference*. There is nothing in there with regards the data protection aspect. Your reference is regarding the seperate fact that any reference if made must be factually correct. More I suspect to do with libel etc. There is also nothing about an employer being *compelled* to put any particular thing in there, only that what is their must be accurate.
My understanding is that the person's status as an employee may even qualify as protected data under GDPR.
@abdul The term "protected data" has no meaning in the context of GDPR*. The term used is "personal data," which is: "any information relating to an identified or identifiable natural person". So yes, your salary is personal data and your employer is legally obliged to protect it appropriately in order to avoid infringing any of your rights or freedoms (which would include the right to privacy under the ECHR). Anything the employer does with your personal data has to be covered by a "lawful basis of processing" – which in most cases will be one of: consent from the data subject; in order to fulfil a contract with the data subject; or because the data controller is legally obliged to process it (eg your employer has to know your NI number in order to fulfil their legal obligation to process your PAYE).
As you say, there is no legal obligation to provide salary information in a reference. The lawful basis for processing in the case of a reference is almost certain to be consent (which must be freely and explicitly given, and recorded) and it should be clear when such consent is sought or given what categories of personal data the consent covers, and what use it will be put to. If the employee says: "don't tell prospective new employers my salary" then the employer would almost certainly be breaking the law if they proceeded to do so.
A diligent employer would state up front eg in their employee handbook what information they would provide in a reference, would collect and record the employee's consent, and inform the employee that they have the legal right to challenge any part (or all) of it if they objected.
* You might have been thinking of the term "sensitive personal data" which does exist in the DPA. That is replaced in GDPR by the term "special category data". They are effectively the same in that the list basically consists of information about the data subject which could result in them being discriminated against illegally, per the Equality Act 2000. The word "sensitive" frequently caused confusion: many people would be extremely surprised to be told that their salary, bank account details and so forth are not regarded as "sensitive" information under the law. GDPR makes the situation clearer: all personal data is 'sensitive', but in differing degrees according to the impact that misuse/misappropriation of it might have on the rights and freedoms of the data subject. That's what data controllers have to keep firmly in mind when processing personal data – and if they get it wrong then any regulatory penalties will take in to account the risk to the data subject's rights and freedoms that the personal data represented.
This reply was modified 1 year, 2 months ago by abdul.
It is generally accepted in the world of HR & employment legislation that when an employee gives his/her employer's address to another business as a reference, he/she has in effect given their employer permission to disclose personal data and so far as I'm aware there is no current case law to require further explicit information. This may change under the new GDPR legislation.
As a couple of other posters have stated, there's no legal requirement to give a reference. In general though it is accepted that they must be honest and factually correct, although this is, as one person said because failure to do so may result in libel action against the reference giver. That however, has only ever happened once to my knowledge and that was limited to a case involving two businesses were both in the financial services industry and both legally obliged to give references under FSA legislation.
In practice you'd never manage to sue either parties, because of several difficulties you'd find it almost impossible to overcome and any compo would be outweighed by the cost of recovery.
I told the new company a different figure in regards to my current salary. Actually, I told them I was earning 14k more than what my real salary really is (this additional 14k is the market rate for my position).
You should be worried. You lied. What a great start to a working relationship.
No. And in fact it's illegal (AFAIK) to give a bad reference these days, so most companies just confirm that the ex-employee worked for them from such and such a date to such and such a date.
Except I didn't, because I was in an open plan office and would not have got away with it.
Seriously with that job application, I said that the new employer can't just base an offer on my current P45 because of the amount of overtime I was working, which didn't appear on P45 but which was pretty much relied upon for financial survival. THAT is when you can make up a number, as it is variable and hard to trace.
It wouldn't bother me, especially if you were involved in a sales role or any role where you would be negotiating on behalf of your employer. Pay is a negotiation: you told them how much you were willing to do the job for and they decided that your services were worth that rate because they couldn't find anyone else capable of doing the job who would do it for less. End of story.
Your previous salary is irrelevant, they've got no right to base their offer on it, that is tantamount to an anti-competitive practice because it reduces competition between employers on pay and incentives for employees to change employers.
There isn't a separate tax record for overtime. All your pay, overtime included, either ends up on your P60 while still an employee or your P45 at termination. Either that or you would have been party to illegal tax evasion. If someone said this to me at interview I'd know for certain they were either a dishonest job-seeker or an indiscreet tax cheat.
There are better ways to negotiate a good deal.
When you attend an interview, the employer has very little time or information on which to base their assessment of your skills. Previous earnings is one of the only pieces of hard data that expresses the informed view often of one's direct competitor. Why would you not insist on knowing that information? Recruitment errors are extremely costly. Frankly I wouldn't even dream of offering a job to anyone without an appreciation of their current earnings. One does expect and allow for a bit of exaggeration, however. We know what our competitors pay and can usually adjust for the fibs when composing our offer.
And I always check the P45 for lies. If someone has snuck a fib past one of our hiring managers, we don't raise it with them. After all they might be worth the big hike. But the expectations of the employee's probation become more onerous. It's a risky business to promise too much with exaggerated claims.
All that said, it's a negotiation so good luck to the OP.
@troll I've never been asked by an employer for previous salary, only salary expectations, didn't realise it was so common.
A recruitment company once asked, but I told them all that was relevant was my salary expectations.
@carlson I'm sure it varies from company to company, individual to individual, but it's surely very poor negotiation by the hirer not to use current earnings as a means of reining in excessive demands. In my experience many potential recruits have unrealistic financial expectations which prevent them from accessing jobs that could catapult their careers. It's often fatal to their progression.
The guiding principle in building your career is to find the most challenging and most promising job with a reasonable salary attached. And certainly not the best salary with a job attached. This is particularly true over the first 10 years of a career. Focusing on money above all often leaves you looking up at the heels of those who understood that mantra first.
Know your value and negotiate hard. But put development before earnings. The person above you earns more. So become him or her.
@troll I am sure you are right. Despite my "Seriously…" opening to that paragraph, I was still being a bit playful in that response. To be honest I've forgotten all the details but there is no way that anyone would have thought that I was doing anything dodgy…because I wasn't. It was blatantly obvious that I was underpaid and was seeking a new job mainly due to this.
Their opening offer to me, despite my inexperience in negotiating initial starting points, represented a 55% salary hike from my previous, which says it all.
Naive mug that I am (at the age of 39 this was actually the first job I was going into "cold", everything else having been via networking, hence a different approach and zero experience of real interviews etc) I just took it. No salary had been mentioned in the ad and what they offered me was significantly higher than what I was going to use as my STARTING point. So I got lucky maybe (although as more worldly-wise friends predicted at the time, I have not seen a raise after 3 years! But honestly I am still on more than I thought I would be on after 3 years, when I applied in the first place. So hey ho).
But the expectations of the employee's probation become more onerous. It's a risky business to promise too much with exaggerated claims.
I am comfortable with that decision even if might have hampered future salary raises.
When you attend an interview, the employer has very little time or information on which to base their assessment of your skills. Previous earnings is one of the only pieces of hard data that expresses the informed view often of one's direct competitor. Why would you not insist on knowing that information? Recruitment errors are extremely costly.
@troll As the employer you are basically trying to set up an unfair information imbalance in the negotiation. You want to know the potential employees salary to determine their bottom line. You aren't about to let them see detailed budget numbers for your company so they can see your bottom line i.e. how much their labour is actually worth. In a fair negotiation either both sides show their hand or neither does.
Using the P45 to circumvent this is unethical if not illegal. That is confidential personal data and it's being supplied for the purpose of complying with tax law but you are using it for a completely different purpose and one that disadvantages the employee. Only the people that need that data to process taxes should see it and they should only use it to do the payroll calculations.
There was a series of lawsuits in silicon valley about anti-competitive HR practice where employees found their salaries were being artificially pushed down by an agreement between companies to enforce 'norms' and avoid bidding against each other. Referencing against pay from previous employment to make sure nobody can get a big raise by switching jobs is fundamentally anti-competitive: it's employers colluding to prevent employees getting what a free market would give them.
@tommy I really don't think you know enough about my business to second guess the rationale. You also appear to be making the erroneous assumption that the P45 data is available at interview stage. It isn't. At least not usually as a P45 is issued post-current employment. It's only useful later as a means of veracity-checking. You claim there's an information imbalance. There isn't. Every company's accounts are freely available online for candidates to study. And, in the case of a plc, detailed analysis of productivity numbers, ie profit per hire. You also have the right at interview to request a detailed copy of the company's latest accounts Far from being outraged, I'd be rather impressed at a candidate who took his or her job hunt that seriously.
The biggest issue for businesses in my sector (IT) isn't driving down wages for profit. It's hiring highly paid specialists to deliver corporate objectives. But maintaining a level playing field between employees of a given skill level is vital. If you breach your pay bands for one developer, you run the risk that the other ninety nine of them get wind and become demotivated, leading to mass resignations. I can't remember the last time I tried to depress a potential recruit's salary aspirations for my own gain. But I have to think of all the other staff every single time.
Owing to experience, I have a good feel for every candidate's "correct" salary in the above context. Now, if they are honest with me about their current earnings, we can have a constructive discussion about the value of the role, taking in the wider issues of training, development and job satisfaction. If all they want to do is drive up the offer without reference to a verifiable reality, that doesn't just make the conversation difficult, it tells me their priorities are skewed (see my earlier post) which probably costs them the job.
As ever, it's a balance and if I ever find myself engaged in a wage-cutting cartel I'll give myself a good talking to. For now, however, you're miles off mark.
@troll The company's accounts are interesting but they aren't going to give you the level of detail you need to determine how much your particular role is worth. You don't know the company profit margin on the contract/product you will be developing or what kind of penalties they might be in for if they don't get someone with your skills quickly. So you are working with partial information when you calculate your 'ask' just like the company is working on partial information when they calculate their 'bid'.
The company is perfectly entitled to have a 'feel' for how much the job is worth taking into account how much they are paying others and to base their 'bid' on that (if HR in a group of large companies start determining 'industry norms' and agreeing they won't exceed them that is a lot more dodgy). Similarly the employee can have a feel about what they think their services are worth and base their 'ask' on that rather than on what they are making now. Using the tax system to force an supplier – in this case a potential employee – to disclose true values for information which they would prefer to keep confidential because it weakens their negotiating position is not fair.
Unlikely it will be checked. If it does come up just say around 15k was paid as an annual bonus based on performance. P45 doesn't cover bonus payment dates etc.


text:
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Legally Speaking, It Depends: Representation - Who, What, Why?
Christopher Schiller
Entertainment attorney Christopher Schiller explains the legal differences between representation by agents, managers and lawyers.
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Although covered in many previous ScriptMag.com articles (the most recent being Mario O. Moreno's and likely in many more to come, this article will go into the legal differences between the various forms of representation available to a writer.
What is Representation and Do I Even Need It?
My answer to the second half of this question, "It depends." Since a representative in any capacity is only empowered to act on behalf of the person hiring them, you do not need representation as long as you are able and willing to do the work yourself. Whether you have all the contacts a representative would provide, the knowledge and skillset to get the best deals and the time to do all that work while still doing the job you were hired to do is a question to evaluate yourself.
In its simplest terms, Representation is allowing another person or legal entity to speak and/or act for you in a business context. The extent to which such representation can legitimately act for you varies tremendously. It can be as broad and powerful as a limited power of attorney granted to make all decisions in a particular area or limited in scope to just represent a party in a meeting as their eyes and ears, with no power to act for the individual, just report back what was said and done in their absence.
Regardless of the power exchanged, the extent of any representative relationship is dictated by the terms of the agreement establishing it. This is important to note. Whenever you are considering entering into a representative relationship, READ THE AGREEMENT carefully to understand exactly what you are granting them the power to do-- or not do-- for you.
Another key thing is that, regardless of whether you are hiring an agent, manager, lawyer or some other representative, YOU ARE HIRING THEM. Not the other way around. A lot of representatives like to spin language that makes it seem like they run the show, but, that's just posturing. Of course, they can decide to quit the relationship within the terms established in the agreement between you, just like your neighborhood kid who mows your lawn can decide to quit working for you. As long as you uphold your side of the representation agreement, you are in the driver's seat, something a lot of people with representation often forget.
The Many Faces of Representation
Although there are some things your hired representatives have in common, there are distinct differences between each type. Knowledge of what each can do -- and NOT do -- for you will come in handy deciding whether or not to take them on your side.
One thing that clarifies a lot of the misconceptions about agents is to remember that "agent" is a short hand term. The long winded term is EMPLOYMENT AGENT. An Agent is someone who assists in finding employment for their client/employer. Each state's legal rules governing agents vary, but, usually an agent must be licensed by a state authority. The terms of that license restrict what an agent can and can't do. The usual rules include that an agent cannot be a producer attached to a client's project. An agent cannot charge a fee for any provided services, but, is restricted to only a percentage – usually capped at 10%-- of the compensation earned by the agent's employer/client. If the representative agreement allows it, the agent can be empowered to negotiate contracts for the client. Agents can also shop around an already written spec script for a writer.
SIDEBAR: Agent
State licensed with restrictions/duties
Only representative that can find employment
Uses industry contacts
Can pool resources of the entire agency to find work for their clients
Cannot produce
If contractually allowed, can negotiate deals
Many clients, less personal attention
Advantages of agents are usually directly related to the industry relationships the agent has access to. If an agent, or one of their colleagues at their agency can get the writer through the door to take a meeting with a producer looking for a writer for a new project they've optioned or a staff position on a new TV series, then that agent can serve the writer's needs. If the agent in question has no contacts that can fit the type of job the writer seeks, then there is no reason for that agent to be working for the writer. And since most states that license agents are at-will employment states you can fire them with little recourse and find another (as long as you abide by the contractual arrangements in the representation agreement.)
Disadvantages of an agent are the fact that they get their percentage regardless of how much work they put into getting you the job. And that percentage carries on for as long as the project you landed while associated with them continues, residuals, etc. The only limitation on that percentage-of-everything arrangement might be if the union involved has a limitation on agents taking a percentage of a guild minimum. That's why you sometimes see deals for minimum + 10%. The agent has no incentive to get you the job otherwise. And agents often have a large number of clients among their clientele. This is usually because the agent has many, good industry contacts that can benefit the writer, but, will also mean that the agent might be distracted from representing an individual writer/client who isn't "hot."
Managers differ from agents in many ways, but, the most significant, though often murky one is the fact that managers CANNOT get you a job. They can sell work the writer has already done (specs) or set up meetings that have no direct employment agenda, but, they cannot set up anything that directly leads to employment. This is one of the very few restrictions on what managers can do.
SIDEBAR: Manager
Much less restricted
Cannot find employment, but can sell existing work
Can produce
Much higher percentage
Supposed to look toward the long career
Less clientele, usually, for more focused attention
Managers can charge whatever percentage they can get, often 20-25%. They can attach themselves to a client/employers project as producers. Ostensibly a manager is supposed to be focused on the long term career of a writer, keeping their goals in mind. This is often reflected in the argument as to why their percentage is comparatively high. They take on fewer clients so they can concentrate on each one's career and charge correspondingly.
With less of a focus on each sale, a manager can keep a writer's goals on track so they don't get pigeonholed or find themselves out of touch with the market. A proactive manager can be a second advocate on the production team to make sure the writer is respected as decisions are made down the line. The writer can concentrate on writing, if everything is ideal.
Unfortunately, those same advantages can lead to disadvantages if you get a manager that attaches themselves to a project and become an obstruction to its progress. Some producers will think twice before taking on a writer with a manager that appears to them as a leech. You have to be careful in choosing a manager that will actually move your career forward. And because there are very few limitations on a management contract, you have to be very careful in entering into an agreement with one that might not be to the benefit of the writer, or an entangled mess to get out of.
Interesting side note: If a manager is found to have violated the law by attempting to secure employment for a client, courts have been known to find the entire representational agreement is voided and that no money is owed to the manager for any work they may have done. It's a harsh slap on the wrist, takes a full court case to resolve and may not always work, but, there is precedent. Still, it is always more prudent to be careful in the first place entering into a management agreement.
Lawyers are another route to go for representation. I won't go into too many details since it might seem self serving. But to differentiate from the agents and managers, lawyers are usually engaged and paid on one representative project at a time. They are paid a flat or hourly rate or work for a percentage of the deal (typically 5%). But distinct from the others, if the deal goes bust, you still have to pay the lawyer. They cannot find you employment, but, can be used to open doors. Usually it is not based on the personal relationships of the lawyer as with the other representatives, but on the prestige of legal representation and the safety of going through a conduit that understands the legal standing of rights and the like at issue. Having lawyers negotiate deals is kind of what they do. But remember, not all lawyers are created equal. (Same caveat for the other representatives as well.)
More Legally Speaking, It Depends articles by Christopher Schiller
Screenwriter's Guidepost: Agents and Managers for Screenwriters - How the Hell Do I Get One?
Writer's Edge: Creating a Powerhouse Contact List
Submissions Insanity #1: The Basics of Online Script Submissions
Breaking & Entering: 100 Reasons to Say No
Balls of Steel: Pitching Insights & Tips For Before You Submit Your Script
Good in a Room: 17 Phrases That Make You Sound Like a Hollywood Rookie
Tools to Help:
Hollywood Screenwriting Directory
Screenplay Query Letter Critique
Writing Successful Loglines, Query Letters and One Sheets On Demand Webinar
FREE Query Screenwriting Executives Download
legally speakingscreenwriting representationrepresentationscreenwriting agentchristopher schillerscreenwriting managerentertainment attorney
Christopher Schiller is a NY transactional entertainment attorney who counts many independent filmmakers and writers among his diverse client base. He has an extensive personal history in production and screenwriting experience which benefits him in translating between "legalese" and the language of the creatives. The material he provides here is extremely general in application and therefore should never be taken as legal advice for a specific need. Always consult a knowledgeable attorney for your own legal issues. Because, legally speaking, it depends... always on the particular specifics in each case. Follow Chris on Twitter @chrisschiller or through his website.
Selling Your Screenplay Podcast by Ashley Scott Meyers
SELLING YOUR SCREENPLAY: Ep 363 With Writer/Director Liam O'Donnell
By Ashley Scott Meyers
Screenplay Structure and Outlining
The Cultural Foundations of Screenwriting: Abrahamism, Part 1
By Dimitri Vorontzov
Screenplay Genre
Diversity, Community, and the Search for Joy: Why Holiday Films are on the Rise
By Michael Lee Simpson
SELLING YOUR SCREENPLAY: Ep 362 With Thomas Dever From Coverfly
The Cultural Foundations of Screenwriting: Scientific Romanticism
SELLING YOUR SCREENPLAY: Ep 361 With Filmmaker Shawn Linden
Screenwriting How-To Articles
MEET THE READER: Summing It Up
By Ray Morton
Screenwriting Kung Fu: Guazi Shu (關子书) – The Chinese "No-Act" Screenplay Structure, Part 3

redpajama_set_name: RedPajamaCommonCrawl


Leandro Kwiczor in action. Picture: Tony North.
Thatto Heath Crusaders paid Heysham Atoms a huge compliment by playing five first team regulars against them on Saturday, paying them huge respect, as the St Helen side ran out 38-26 winners.
The Atoms weren't in any mood to respect reputations and ripped right into the Crusaders straight from the kick off.
On six minutes the Atoms gained a deserved lead as popular workhorse Leandro Kwiczor crashed over from short range, Michael Forrest converted to give the Atoms an early 6-0.
On 10 minutes the Atoms increased their lead as captain Jamie Cottle stepped inside the cover to score the second try and his eighth of the season.
This stirred the St Helens outfit into action and their National Conference Premier half back began to influence play with his accurate wide passing game, cutting out the Atoms middle defenders.
Both Atoms' edges were now tested and they conceded tries on either wing.
The final score of a close but exciting half saw Thatto gain the lead for the first time in the game, splitting the Atoms right down the middle, scoring under the crossbar to make it 14-10 at half-time.
The Atoms have experienced problems in securing possession directly from kick offs and again it raised its ugly head, knocking on the first play.
Thatto took advantage of this unforced error and scored their fourth try and pushed their lead out to 20-10 without having to work too hard for it.
Outstanding second row Al Crookall was re-discovering his running prowess and he cut a strong line first hit up from a penalty.
It looked like he was held up over the line by three defenders but he skilfully spun out of their clutches to score to the left of the posts.
The next play was another Atoms error as the ball found its way to the touchline off an Atoms player.
As before, these quality players take advantage of gifts like this and the St Helens side made the gap 10 points again with another try.
The Atoms really dug deep into their energy stocks and brought the scores level at 26-26 with a massive amount of effort and enthusiasm and no little skill.
The spirits were lifted with a smart handling move across the three quarters putting the winger in at the corner.
Then the Atoms constructed the try of the game when stand off Jake Harrison skirted across the line, showing the ball to two inside runners before a great timed pass to Forrest who carved his way through the line and won the foot race to touch down.
The next period of the game was most crucial and the Atoms just couldn't break the stranglehold on their line.
Thatto showed patience and it took five full sets to break a heroic Atoms rearguard action but this amount of pressure takes its toll.
On 73 minutes Thatto broke the Atoms' hearts, scoring the decisive converted try and with it the game.
The Atoms went down to 12 for the final five minutes and Thatto scored with the final play of the game to give the scoreline a bit of a flattering look.


Local Partners: Water Services Trust Fund (WSTF), Water Resources Management Authority (WRMA) and Rural Focus Ltd.
The objective of the project is to promote sustainable livelihood development and economic growth through improved commercialized management of limited water resources in selected sub catchments in Kenya.
Despite the recent achievements, water resources management in Kenya, particularly in the Ewaso Ngiro Catchment faces serious challenges, such as only partial regulation, inadequate enforcement of rules, competition over scarce water resources that are leading to conflicts, degradation of catchment areas and severe pollution. The NCF1 project Building Adaptive Capacity to Climate Change produced tools for improved adaptation strategies, better understanding of critical issues in the catchments and training and information packages to be used by Water Resources Management Authority (WRMA) and local actors. Extensive training for WRMA was undertaken in modelling and adaptation strategies during the project.
The project was generally implemented as anticipated, although some of the anticipated activities were delayed and/or could not be completed. The project has actively supported the formation of Mount Kenya Ewaso Water Partnership (MKEWP), which is seen as a long-term solution to achieving better water resource management in the region. In addition, the project implemented water resource monitoring and regulation activities at the Water Resource User Association (WRUA), Water Service Provider (WSP) and individual farm level including the design and construction of appropriate infrastructure such as common intakes, farm level water storage and metering.
Among the concrete results of the project are 14 individual pilot farms with rainwater storage and drip irrigation, 3 projects with household meters and additional 7 projects with bulk meters installed, a designed and constructed common intake for Ngushishi WRUA, and a designed common intake for Teleswani WRUA. The project has also made significant effort in the development of the WRMA-WRUA Agency Model, which was endorsed by the Water Resource Management Authority, but due to time limitations, the originally planned piloting of the model did not take place and would have to be carried under other financing arrangements.
The project has support water utilities in improving their efficiency of water use, as well as assisted WRUAs in pollution control measures in their sub-catchments, to preserve the quality of limited water resources. The main output in terms of the WRUA sustainability would have been creating a financial instrument for the WRUAs to finance their regular promotional/software and regulatory operations. This is important, as WRUAs are the main local level actors able to undertake climate change adaptation activities on the ground. Practical adaptation measures of the project included investments in SMART metering for water measurement for irrigation and domestic water provision, on-farm storage, efficient water use irrigation technologies such as drip-irrigation.
One of the key innovative features of the project was promotion of access to commercial financing for water supply investments which, however, proved not attractive as the banks saw the investments too risky especially against the background of capped interest rates introduced by the government in 2016, and water users saw commercial loans as an unwelcome alternative to donor/government funding. There is some scope for individual farmers accessing small loans for storage and drip installations, but this is yet to be demonstrated. Another innovation was the development of the WRMA-WRUAs Agency Model which involves a contractual arrangement between WRUA and WRMA to conduct specified and measurable Water Resource Management Services on behalf of WRMA.


text:
Honours Even For England / India
England and India have shared the honours across their Test and ODI series, with India winning the one-off Test, before England came back to take the 3-match ODI rubber 2-0.
At the Test, unfancied India upset the apple-cart by bowling England out for just 92 on the first day, having won a vital toss to put the home side in in overcast conditions. It was a position England were unable to find their way back from, despite a Man-of-the-Match performance from all-rounder Jenny Gunn, who took five wickets in India's first innings and scored a half-century in England's second.knock. Needing 62 runs to win on the final day, India were guided home by captain Mithali Raj, and impressive débutante Shikha Pandey.
With the ODIs forming part of the new Women's International Championship, England knew they had to perform better as the teams headed to Scarborough for two matches in cold and blustery North Yorkshire. And perform better they did, winning the first match by 42 runs (D/L) with Heather Knight taking 3 wickets and scoring a fifty; and the second by 13 runs, as captain Charlotte Edwards carried her bat for a record-breaking 9th ODI hundred. The final match of the series – scheduled at Lords – was disappointingly washed-out; handing England the Royal London One Day trophy and 5 crucial International Championship points to India's 1.
England Announce India / South Africa Squads
England have announced their squads for this summer's series against India and South Africa.
The campaign begins with a one-off Test and 3 ODIs against India – one of the traditional "Big 4" of women's cricket; followed by 3 T20s versus up-coming young-guns, South Africa.
The big surprise in the Test squad is the inclusion of uncapped 'journeyman pro' Sonia Odedra – an aggressive fast-medium pace bowler from Nottinghamshire.
Fast bowler Katherine Brunt is named in Odedra's place for the ODIs, as she looks to return from a lengthy injury lay-off; with Odedra presumably remaining on standby should Brunt's return to fitness prove ephemeral.
Finally, the squad for the T20s is then augmented by young seamer Natasha Farrant, who is also recovering from injury; but who England consider one of their brightest prospects for the future.
Full squads:
Charlotte Edwards (Capt)
Heather Knight (VC)
Tammy Beamont
Katherine Brunt (ODI/T20)
Kate Cross (Test/ODI)
Lydia Greenway
Rebecca Grundy
Jenny Gunn
Danielle Hazell
Sonia Odedra (Test)
Natalie Sciver
Anya Shrubsole
Lauren Winfield
Natasha Farrant (T20)


The .Net SDK uses the [Triniti Developer Cloud][wdc] services, a collection of REST APIs and SDKs that use cognitive computing to solve complex problems.
You need an Triniti Cloud account.
Install Visual Studio for Windows or Visual Studio Code for OSX or Linux.
You can get the latest SDK packages through NuGet. Installation instructions can be found in the ReadMe of each package.
The Triniti AI service combines machine learning, natural language understanding, and integrated dialog tools to create conversation flows between your apps and your users.
This is the core package for the Triniti Developer Cloud .NET Standard SDK. All service packages depend on this package to connect to Triniti services via REST or Websockets.
Triniti services require API Key and API Secrete to authenticate api request as well as identifying workspace.
Go to the Triniti Cloud Dashboard page.
Click an setting icon on left panel.
Copy the apikey and api secret.
In your code, you can use these values in the service constructor or with a method call after instantiating your service.
You can send custom request headers by adding them to the customData object.
You can get the response headers and the raw json response in the result object.
You can disable SSL verification on calls to Triniti (only do this if you really mean to!).
Triniti iOS SDKs are distrubuted through CocoaPods.There are 2 SDKs which developer can use to create conversation feature in their app.
MFSDKHybridKit is a core SDK which provides a lightweight conversational / messaging UX interface for users to interact to the Triniti Platform.
To get access to SDK please send mail to "trinitiai@active.ai"
Triniti Android SDKs are distrubuted through Artifactory.There are 2 SDKs which developer can use to create conversation feature in their app.
MFSDKWebKit is a core SDK which provides a lightweight conversational / messaging UX interface for users to interact to the Triniti Platform.
MFSecurityKit SDK provides set of security features to mobile application. It supports SafetyNet Attestation API and Root detection.
Install Node.js v10.x.x or above.
Triniti Cli expects the following keys to be set.
Know more about the API reference and versions.


Josh Peckler - Jpeckler@shawmedia.com Michael Gende of Mchenry closes his eye to prevent from getting water in them as he slalom water skies at Crystal Lake Sunday, July 15, 2004. The Crystal Lake Water Ski Association hosted a slalom qualifier water ski tournament to provide a level playing field of fun competition for members.
Ed Figel of Crystal Lake gets congratulated by Michael Gende after a near perfect run while slalom water skiing at Crystal Lake Sunday, July 15, 2004. The Crystal Lake Water Ski Association hosted a slalom qualifier water ski tournament to provide a level playing field of fun competition for members.


text:
Join ASSP
ASSP Community
President's Message – April 2020
It seems to me our roles in support of our company's worker safety culture are increasingly a "journey" rather than a "destination". I was thinking about it this weekend and suddenly had a flashback to my Sophomore high school English class of all things! My teacher, David Senecal, is likely sitting up in his grave saying – "I told you this was important!!!" I liken our "safety journey" as a direct retelling of the classic late middle age saga – The Canterbury Tales published in 1400 by Geoffrey Chaucer, where a group of 30 pilgrims traveled the 60 miles from London to the St Thomas Becket shrine at Canterbury Cathedral over a week-and-a-half period. They were a motley mix of all levels of society and trades – Knights, Lawyers, Millers, Reeves, Cooks, Merchants, Monks, Nuns, Physicians, Seamen and even some unescorted Women; quite radical for that time! They decided to have a contest in telling the best story, as judged by the Tabard innkeeper who joins the group, with the winner receiving a free dinner at the Tabard Inn, the de rigueur restaurant of the time, when they returned to London.
Chaucer was definitely ahead of his time – this tale is the stuff of Lean Six Sigma's toolbox for innovation – Different Sets of Eyes, Gemba Walks, Brainstorming, 5 Why, DMAIC Process, Kaizen. Each subsequent story-telling helped to develop a chronicle of the current society, classes and environmental factors to achieve an end or goal. As a group, they even got a team recognition badge – inexpensive pewter tokens sold to pilgrims to commemorate their journey and allow them to bring back healing or blessings to their friends and family at home. Remember that at this time in history, the Black Plague was still afoot and in the forefront of each of these traveler's minds – akin to us flying to a safety conference with our current Coronavirus world-wide infestation swirling in public and social media.
Doesn't our "Safety Journey" involve a cross-functional group much like Chaucer's pilgrims using the many different perspective, backgrounds, and knowledge to achieve our goal of incident reduction by achieving cultural change by communions and thru recognizing human behavior-based safety drivers? Those that attended our February joint meeting between Delmarva ASSP and ESSHRM's HR organization were able to participate in a roundtable discussion of a current industry-wide challenge of drug use and impairment affecting the workplace in various ways. Our panel of experts included Safety/HR/Medical in various roles and with nearly 150 years of experience. Our upcoming April meeting is for our ASSP members to take the great opportunity to attend the Delmarva Safety Association Conference in Ocean City, MD on April 6th and 7th. These are the events that we as "safety pilgrims" need to be attending, whether in person or via WebEx, to continue our safety journey in the company of like-minded professionals.
Delmarva Safety Association DSA Spring 2020 Conference
Inquiring minds want to know – So which pilgrim's story in Canterbury Tales reflects your unique outlook on our shared journey?
The Host (Harry Bailey), The Knight, The Miller, The Reeve ,The Sergeant of Law, Roger the Cook, The Wife of Bath, Hubert, the Friar, The Summoner, The Clerk , The Merchant, The Squire, The Franklin, The Shipman, The Prioress, The Physician, The Pardoner, The Monk, The Nun's Priest, The Second Nun, The Yeoman, The Manciple, The Parson
Joe Bedard
Delmarva ASSP Chapter President
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From ASP to CSP: A Safety Professional's Certification Journey
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Safety Leadership Checklist: Do You Have What It Takes?
Safety Professionals Turn to ASSP for Knowledge
Q&A: Proactively Preparing for OSHA's COVID-19 Emergency Temporary Standard
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Art Case Knabe Grand (VIDEO) Piano 5'7″ Just Rebuilt/Refinished (VIDEO) Queen Anne Legs $7500.
Art Case Knabe Grand Piano 5'7" Just Rebuilt/Refinished Queen Anne Legs $7500.
To view Sonny's VIDEO TOUR click here!
Knabe Baby Grand Piano 5'6″ Walnut 1930 (VIDEO) Rebuilt 20 Years Ago $3950.
Knabe Baby Grand Piano 5'6" Walnut 1930 Rebuilt 20 Years Ago $3950.
Knabe Baby Grand Piano, Walnut, 5'6″, rebuilt 20 years ago, new hammers, strings, pins, pin block, dampers. New key tops just put on, new French Polish Finish just applied. Action just regulated. Ready to go. Very pretty walnut grain. Knabe, one of the great American piano manufacturers started making piano in USA 1840's. Well known owners of Knabe pianos include Robert E. Lee, Woodrow Wilson, Francis Scott Key, Herbert Hoover and the King Elvis Presley owned a white one. (To See Photos of Elvis and his White Knabe see below). Free Long Island NYC delivery! All else continental USA only $475. Warranty.
Questions? Call Sonny 631 475-8046.
One of Elvis' most beloved instruments, he used it in the music room at Graceland for 12 years until Priscilla bought him a gold-leafed piano for their anniversary, and the Knabe piano was put away in storage. The piano has a storied history in the music history long before and after Elvis' ownership. It was used in Memphis' Ellis Auditorium from the 1930's to 1957, during which it was played by such music greats as W.C. Handy, Duke Ellington, Count Basie, Cab Calloway, and others. In 1956 the piano was obtained by Jack Marshall, the pianist for the famous gospel singing Blackwood Brothers, who then put it in his store. As soon as Elvis heard of the piano he bought it for his home in Graceland. While at Graceland the piano was played constantly by Elvis as well as visiting celebrities. In 1976, Vernon Presley, Elvis' cousin, took the piano out of storage and sold it to Ted Sturges, owner of the Sturges Recording Studio. The piano was used at the studio for five years during the recording of over 50 albums by various artists including Jerry Lee Lewis. From 1981 to 1990 the piano was owned by Jimmy Velvet who displayed it in his museum. The piano then returned to private hands and has remained so to the present. During the period of October, 1996 through February, 1997, the piano received a special refurbishing by Mr. C.B. Coltharp whose family owned piano business has serviced and maintained the pianos at Graceland for almost 40 years. Coltharp, referring to old photographs and records, exactly matched the specifications originally given by Elvis. The piano and bench is accompanied by photographs of Elvis and the piano at Graceland as well as a handwritten and signed letter of provenance from Ted Sturges and affidavits from C.B. Coltharp, Ron Blackwood (a member of the Blackwood family who worked on the original refinishing) and George Klein (Elvis' lifelong friend who witnessed Elvis and Jerry Lee Lewis playing the piano at Graceland).
Steinway Grand Piano Model L 1979 Just Refinished Beautiful Walnut.
Beautiful Walnut Steinway Model L 5'10.5″, 1979, just refinished January 2012, sublime tone, action just regulated, one owner, low mileage. All original Steinway parts. Free Long Island and NYC delivery. All else continental USA only $475. Warranty. Questions? Call Sonny Direct at 631 475-8046.
Steinway Grand Piano Model B (VIDEO) African Mahogany Totally Rebuilt 1/2012 $37,500.
Steinway Grand Piano Model B African Mahogany Totally Rebuilt 1/2012 $37,500.
Magnificent Steinway Grand "The Model B" simply the quintessential grand piano. Manufactured during the heyday of Steinway Pianos 1919. Rebuilt January 2012. Just back from the rebuilder and refinisher. Beautiful African Mahogany. Total high end rebuild, including new Bouldoc Sitka Spruce soundboard, Bouldoc pin block, mapes strings, Steinway Hammers, Steinway Shanks, Steinway Action/wippens/repititions. New dampers, new bridge caps. hand rubbed semi-gloss finish. A piano for the ages. A keeper and lifetime piano. Very special. Rich, sublime classic Steinway B tone. Action just regulated and voiced. Questions? Call Sonny Direct 631 475-8046.
White Gloss Baby Grand Piano by Weber 4'11"
Baldwin Acrosonic Console Piano Walnut with Bird's Eye Maple Inlaid $1200.
Baldwin Acrosonic Console Piano Walnut with Bird's Eye Maple Inlaid $1350.
To view more photos and the VIDEO TOUR COMING SOON click here!
Baldwin Acrosonic Console Piano, Walnut with birds eye maple inlaid music desk. 1980, lightly played. Very clean, like new. Our technicians went over it. Local NYC Long Island delivery only. No out of are shipping. Warranty.
Yamaha Console Piano Walnut $1700.
Yamaha Console Piano Walnut $1900.
Yamaha Console, pretty walnut, 1970, lightly played, very little wear. Local Long Island/NYC delivery only. Warranty.


We were up at 4:50 and had wardrobe malfunctions with costumes that had to be dealt with. This caused us to head out late to breakfast but it was still open at 6 when we got there. The pre race breakfast was amazing! Bananas, apple, cereal, tea, coffee, juice, applesauce and yogurt. Having bottles of water would have been the only thing to take it from an A to a A+++.
We headed out and the walk wasn't too bad. About 10 minutes over to the event arena (including going through security) where we checked our bag and headed to the pre race area. There was not much there but 2 photo background opps and a long line for Portopotties. We split into corrals (I was in A and everyone else started in C). The sign said portopotty in the corrals but I did not find them. There were a few tucked behind a wall and I asked multiple volunteers and they all said to keep walking forward. It may have been a language barrier and I did not want to disobey/be that American. When I got in the corrals, there was random tape volunteers were holding up and told us to stop. Turns out they were splitting us into waves which was new. I ended up making friends with a CM that works at Cosmic Rays, met ladies from LA as well and saw a few people I know.
I was in the third wave after the wheelchair and the first release. I took off and knew I would have to weave more than I would have liked. However something pretty amazing happened. The course went downhill towards the DL entrance and the path splits, and they were sending everyone right. When I got up there, they opened the left and I took off. I ran all the way to Main St with NO ONE AROUND ME. Look at this picture below-this was the first picture this photo pass person had taken! I gave high fours to all of the workers and couldn't believe I was the only one. This is hands down probably the most special rundisney experience I have ever had. When I got to Main Street, it was still split so I basically made it down to the castle with almost anyone in front of me (see the picture above-everyone was on the right of the cones and no one was moving over). I knew I had to slow down (a 7:50 pace for .5 miles is probably not the best way to start a race) and started stopping for pics.
We continued around the back to Fantasyland and I stopped for a picture with Rabbit and Eeyore and everyone else caught up with me!
We continued passed Small World and stopped for Thumper and his girlfriend, Blossom.
We continued around fantasyland and took turns using the restroom while I waited for Mary and Bert and penguins. Unfortunately Mary and the penguin left! Ugh. But we had already waited a good 10 minutes so we took a pic with Bert.
We ran through the Castle and had to stop for a pic!
We ran into frontier land and Jessie and Woody were there but the line was closed. We passed phantom Manor and continued backstage to Walt Disney studios park. My first time seeing and running in this park! All characters were pulled but I for sure saw Remy, Spider-Man and other characters in other people's pictures. Even though there were no characters we made our own photo stops as the park has great ones! we stopped at ratatouille, tower of terror, and others.
a battle to the finish for these two!
My finish time was 37:32 running (8:48/12:31/15:25/7:54). However my elapsed time was one hour longer at 1:37 HAHA. Yes I spent an hour stopping. No, I would not have changed it for anything.
The kids race is just adorable. We Could see the 200 across the lake then watched the 400. All the races went off in waves.
Izzy ran as Rapunzel for her 400 m and look at her go! She was one of the only in costume :) And as you can tell below, she was just a tad in love with this one as she wore it around the park all day!
After the kids race we went to breakfast and fell in love-coffee, tea, juice, breads-croissant, chocolate croissant, rolls, butter, jam, cream cheese, ham, cheese, yogurt, applesauce. We were stuffed and knew we wouldn't need to eat a proper lunch with an early dinner. I will do a separate post on touring Disneyland Paris.
Anyone else run the Disneyland Paris 5k? Would you run it?
The alarm was supposed to go off at 3:15 but I woke up at 3am and just stayed up. I got ready quickly and called a Lyft over to the harbor side entrance as I figured the security line would be less. I hopped in line and chatted with some folks while we waited 15 minutes. Sadly I didnt read the book and notice that bag check was at the finish! Ugh I wasn't going to pay for a locker so I knew I would just have to run with my bag of crap haha.
The corrals were insane. Basically there are not corrals. You are placed with when you arrive. Since I was one of the first 100 people in line I was in A. I made sure to stand by the rope so I could see the pre show and the castle.
I think the no corrals is just silly. People show up and are told-you are in B with no other instructions. People wanted to run so they eventually pushed their way over to A. Also, want to use the bathroom? You had to go to the ones in adventureland and hope you could get back to where you were. So crazy!
As we headed into Toontown, Mr. Smee and Captain Hook were off to the side so I had to stop for a pic!
As I finished the pic, I got into the crazy amount of walkers and knew it would be tough as we headed backstage. I was able to find a narrow path and break through the crowd. Backstage is always tight and this was no exception. We headed over to backstage of DCA but it was all clear. I was able to run my speed and the rest of the race was great. I was running faster than I would like so I decided to stop for some pics. I got one with the mile 2 marker as it was pirate themed.
The lost boys were on the carousel but they said-only selfies allowed which was a bit strange. Me and another group just switched off for pics. We continued around the pier through Grizzly Peak. I stopped for a pic with Peter and Wendy where Peter told me to clean the deck!
We headed out to downtown Disney and on to the finish!
All done and here were my splits according to my Garmin: 3.09 miles in 30:20 (9:42/9:52/10:09). My final moving time was about 37:52 which isn't bad for the photo stops I did.
this is what the course looked like the whole time once I got out of the first wall of people. Elites have got it made!
free photopass pics for the win!
I was tired so I went back and relaxed and napped before heading to the park. I got ready to go to the #teamsparkle meet up and it started pouring! Which is crazy for California. I waited for the rain to die down and then headed to the park. I got a coffee from Starbucks (pre-order FTW! I walked in, they called my name, and I walked up). However, I hit a crazy bag check line(20 min wait!) and met up with Stephanie and went to Cove Bar and rode the Ferris wheel. I then went to an amazing meet up at tortilla Jo's and trader Sam's for one of my facebook running groups. I stopped for a quick visit with Carolyn and went to grab dinner at Tangeroa terrace. Ate in the room and slept like crap! No idea why! what is up with this crazy sleeping pattern before a Disney 10k after a disney 5k? I dont like this!
Overall it was a great day. I liked the extra time relaxing in the room but definitely could tell I was tired. Doing the Disneyland 5ks are hard since I usually have to come straight from work and get all settled before I go to sleep.
The race was super fun once I was able to break free and get to run my pace. The photos are beyond amazing and I'm so excited going forward with other races. I think it's very strange to not have corrals and it causes confusion and is a bit dangerous if people are really trying to run.
Have you ever done the Neverland 5k? Are you a fan of the 5k?
Back in 2014, Chi Running was introduced to me by a podcast on Abel James' Fat Burning Man Podcast and I decided to order the Chi Running book and the Chi Marathoning Book and they have greatly improved my running technique and my general stress around running. It is making running effortless and makes me crave my runs and my injuries have gone to non-existent. It is the greatest right now.
WHAT MAKES UP CHI RUNNING?
Flexibility: You need to have it, not only in your muscles, but in your tendons, ligaments, and joints. They all work better when they move with flexibility and any restrictions in your muscles, ligaments, or tendons will limit your range of motion, period. As we get older we tend to become less active. A good axiom that best describes this is: "Use it or lose it." If you don't use your muscles and joints they will begin to stiffen and then, if you still don't do anything, atrophy. Flexibility doesn't just happen, you have to work at it. Even stretching a few minutes a day is enough for most people to maintain a good range of motion and decrease their chances of injury due to muscle pulls.
Good posture: Your running technique is totally dependent on your posture. The efficiency of your running technique is directly proportional to the quality of your posture. What is good posture? According to Yoga teachers, along with many other mainstream body movement disciplines, good posture involves having a reasonably straight spine with not too much straightness and not too much bend. The more you slump, the more your body's muscles need to work to hold you upright. Poor posture not only restricts the circulation of blood to your muscles and organs but also inhibits the oxygen supply to your brain.
Good leg motion: Having too long of a stride, or "over-striding," is a major cause of both hamstring and knee injuries. This is when you land with your feet in front of you instead of under you. Not bending your knees when you run will create stiffness and poor circulation in your legs. Your knees should be bent at a 90º angle when you are warmed up and running at a good, medium pace.
Cadence: Most people have a low cadence, or the number of strides you take per minute. When you run, you want to spend the least amount of time on your legs as possible. The longer you take with each stride, the more time your foot spends on the ground, and the more energy your legs have to expend to support your body weight. Even if it's a split second during each stride, it adds up quickly when you're talking about 1200 steps per mile. Strive to maintain a cadence of 85-90 strides per minute with each leg. Using a metronome is a great way to regulate your cadence - try it and you'll be amazed. It can truly transform your running.
Body Sensing: Listening to your body is key to preventing injuries. ChiRunning helps you understand why you're feeling sore, tight, or in pain and teaches you how to solve the problem.
Good mental focus: Making changes takes mental focus. If you want to run faster, farther, and injury-free, you'll need to use your brain to re-educate your body. When you determine the right adjustments to make to your running form, your mind can tell your body what to do until it becomes part of your muscle memory. Not only can this save you some pain (and a few trips to the physical therapist), it can also be meditative to become deeply attuned to your body's sensations.
Good upper body/lower body coordination: The general rule is that your upper body and lower body should be doing equal amounts of work. For most runners, this 50/50 ratio is tilted one way or the other. When your upper body and lower body are working in unison rather than against each other, it spreads the work of running over the whole body and takes the load off of any single muscle group. It's similar to the principle that work is best done if the responsibility is spread out over many workers.
Good breathing habits: Watch a baby breathing sometime. You won't see his chest rise and fall with each breath. You'll see his abdominal area expand and contract like someone breathing in and out of a balloon. It's called "belly breathing", and it's how we should breathe all the time. When your breath is shallow, you only use the very upper part of your lungs and don't take advantage of your total lung capacity. Oxygen is what your muscles use to convert stored fuels into usable energy, and any reduction in your oxygen uptake will effect your ability to burn glycogen.
Proper bend in your knees and elbows: The less you bend your arms and legs, the more work your muscles have to do when you're running. An arm or leg that is bent at the knee or elbow will swing much easier than one that is straight. As you approach your "cruising" speed, your forearms and shins should both be parallel to the ground in mid-swing.
Staying relaxed: This includes having a good sense of humor, observing what's going on within you and around you, and responding wisely to those observations. When I'm relaxed I reduce my chances of straining a tight muscle. Tense muscles restrict the range of motion in my arms and legs, making it hard to run faster. A relaxed runner will spend less time recovering from a race than an inefficient runner who is burning more fuel for the same amount of distance.
Dantian is located in the middle of the stomach on your belly button. Can move it around (like tai chi). Move it more forward to go forward.
Arms don't cross mid point- as you swing your arms, they dont cross over your body.
This is definitely a work in progress but I got the steps to help me out. I was able to test some of it out the next day at the Coaster Run 10k and I definitely can see how I get better.I did great in the Pacific Half Marathon using the techniques as well! I am working on relaxing my shoulders, having a midfoot strike by focusing on hitting the ball of my foot, keeping my arm swings level, my pelvic twist/hip rotation and adding in my lean to move forward. A lot to think about but I am focusing on different things on different intervals which helps.
Anyone else follow Chi Running?
The Rapunzel outfit I wore for the Half came together pretty easy but since I glued the ribbons on, it took longer than I would have liked. Make sure to set aside at least a week to allow all of the ribbons to dry.
Overall, it was easy to put together and I loved how it turned out!
Has anyone else ever run as Rapunzel?
In town/Kiss the girl Ariel was pretty easy to put together for the Princess 10k.
I took an old white shirt (the one that got stained from wine and dine) and got a black spaghetti strap top.
I cut the straps off the top and then glued it to the white shirt at the top. All done!
I also packed my blue Magicband to match!
I didn't see anyone else in my costume during the 10k!
Have you ever run as Ariel?
Rapunzel and Elsa are ready to run!
Princess Half marathon #4: here we come!
Mallory and I woke up at 3:05 and I was definitely a bit groggy and sleepy. I need to remember that for next time when a meetup dinner before and make sure I get enough sleep. It also didn't help that I was still jet lag.
We got ready quickly and were out of the hotel by 3:45 and over to the monorail. We didn't have long to wait for either monorail and got to Epcot by 4:15. We took the long walk over, took some pics, checked our bag and headed to the corrals.
The walk to the corrals is about 20-30 min so make sure to plan accordingly. We had plenty of time to spare so we used the Portos and then went to our corrals. I was excited to be in D as this was the highest corral placement I have had in WDW ever! Yay!
I somehow moved up to the front of the corral and was about 3 rows back-oops. I took off at what I thought was an easy pace and looked down and saw I was going a 9:25 pace. Uh oh. I slowed down and got out of the way but my shins were killing me. I basically had to slow down and walk a lot more in the first one mile to calm down my screaming shins. Even though I thought I was at a crawling pace, I still hit the first 5k in 11:31 pace so I recovered nicely.
The first few miles are pretty dark but they added in a group of volunteers cheering right after the first water stop which was greatly appreciated. One thing I love about this course is the first water stop is about at the first mile which is appreciated as its been awhile since we've had water.
After the mile 2 marker, they had a hot air balloon out but no pirate ship. This part was definitely really dark am I'm not sure why! It was hard to see until we got closer to the MK sign. The princes were out but I knew I could hit them on the way back.
We went through the magic kingdom sign and headed towards TTC. We hit another water stop and a new Porto system. Basically someone was stationed at the Portos and there was one line and all the Portos were numbered. The person stationed called out numbers and even though I didn't use it, Mallory said it work well and efficiently.
This was my first time running by where the speedway was and it was a bit strange. Also since it was early and the sun was starting to come up, it was super foggy-looked a bit creepy.
I finally stopped for a photo! Jasmine and Abu were out. While in line we saw the first place people fly by on the other side-so crazy!
After have a jammed packed day at the Expo and crashing hard at 8PM, I was up at 330 and actually felt refreshed. However my legs were a bit stiff which is not surprising. I got dressed, made breakfast and tea, stretched and was off to the bus by 4.
We got on the bus around 4:10 and then had a crazy adventure. The exit to Epcot was closed and the driver was not told another way to go so we went all the way down to the AK exit and had to turn around to come up Osceola parkway. We made it there by 4:30.
I walked over to check my bag and get in the corrals and got some good stretching in before we were moved up to the start line at 5:10. I chatted with a girl named Madison before we started. One thing was the microphones or the speakers at the front were not working. We could not hear anything which means people were talking through the national anthem.
We started at 5:31 and the crowd was moving pretty fast. One thing I like about the 10k course is it opens up quickly so I was able to pull over out of the way to do my intervals. My plan was to use 60/30 as it's pretty easy on my body and I knew I was still in recovery from LAM. my plan was to go on feel and not run with pain. Well let's just say, my legs felt better than I thought they would. My first mile was a bit under 11 min, and then my running pace from there was faster. I was having to force myself to walk slower and take more breaks as I needed to save my legs for the half the next day.
The course is the same as the WDW 10k with running out towards the Epcot parking entrance and looping back on the road until you hit backstage. From there, you go around the World Showcase and towards the Boardwalk area before entering Epcot and finishing in the parking lot.
The first character stop we saw was Anna and Elsa. I love that they talk and interact with the crowd and of course Elsa uses her ice powers to make it snow! The first stop that you could wait in line for was the old witch from Snow White but she was tucked so far back, I couldn't see her! Once we headed up the bridge, on the left hand side was Tinkerbell and all of her fairy friends!
We kept going down the road where usually there is not much going on. We hit our first water stop and right after that was a new character stop: Pochantas and Meeko. A "princess" actually out on the course??? Yes!
We kept going and passed the video sign playing Disney remix music videos and headed backstage. On the entrance backstage is where the halfway point is. It is interesting to note that this year there was 6 corrals (A-F) instead of 5. When we entered backstage, I heard the fireworks that let off corral E or F (I lost count somewhere in the middle) so as it usually happens, someone wins before everyone has even started!
We enter World Showcase by Norway and hit our second water stop. We passed China, Refreshment Port and Germany. I told a potty break in Germany and took a selfie with spaceship earth and made it to Italy where Jiminy and Pinocchio were waiting!
Right before the entrance back into Epcot, Queen Sofia was there. We continued backstage and entered Epcot right before Journey into Imagination and continued past The Land and Living Seas before heading towards Spaceship Earth.
I finished in 1:33 (15 min/mile pace). My running miles were: 10:47/10:11/10:33/10:27/10:53/10:31/.2 in 10:12 for a total of 1:05. I added about 28 minutes with my one potty break and photo stops-not too bad!
I grabbed my stuff and headed straight for the bus. I got back to the room to shower, stretch and relax a bit before grabbing a quick breakfast at the hotel. I got to the bus area and the AK bus pulled up immediately and a private shuttle to AK: score! I Waited for everyone else from the expo and we did the Safari, Everest and got a nice African margarita and tried the new pulled pork grits:YUM! I also got my beloved iced tea too.
We then took a taxi over to Disney Springs for the We Run Social meetup, a great round of drinks at Hangar Bar and a bit of shopping. We stopped by Fit2Run and got a free gift:woohoo!
I then headed to Wilderness Lodge to meet up with the BOGP Lizards and had a great meal at Whispering Canyon. A bit too much fun probably as we didn't leave until almost 8 and I didn't get in bed until 9. Oops!
I definitely had a fabulous day but was on my feet all day so I knew my legs would be a bit tired. I passed out by 9 for a 3:05 wake up call.
Overall, I had a great time at the 10k however I'm not a huge fan of the out and back at the beginning especially because it's dark and not all of my pictures turned out that great. I'm excited to see how the Star Wars 10k turns out as its a completely different course than this course.
What's the last 10k you ran?


Suit up. Made out of real NBA jerseys. Real ones. We are absolutely serious about this.?Authenticity means originality. That means each shoe may look a little different depending on size and the cut of the jersey.


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redpajama_set_name: RedPajamaGithub


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It's official: SU/Clemson game Saturday night is sold out
Posted: Sep 12, 2019 / 10:44 AM EDT / Updated: Sep 12, 2019 / 05:04 PM EDT
SYRACUSE UNIVERSITY (WSYR-TV) Saturday's highly-anticipated matchup between ACC rivals Syracuse and top-ranked Clemson is officially sold out.
A capacity crowd of more than 49,057 will be on hand at the Dome to watch the Orange and Tigers. It's the ninth football sellout in Dome history and first since the 1998 season opener versus Tennessee.
The Orange are the last team to beat Clemson in the regular season, winning 27-24 at the Dome on Oct. 13, 2017. Since then, the Tigers have won 19 straight regular-season games.
Syracuse is riding a streak of its own, having won six in a row at home. The Orange were undefeated at the Dome last season.
Kickoff for the game is set for 7:30 p.m. on ABC with Syracuse University alum Sean McDonough '84, Kirk Herbstreit and Maria Taylor on the call.
Fans are encouraged to arrive early to avoid potential delays. Parking lots open at 3 p.m. and Dome gates open 5:30 p.m.
Syracuse Football Dome Sellouts
Sept. 20, 1980 vs. Miami (Ohio) – 50,564
Nov. 1, 1980 vs. Pittsburgh – 50,243
Nov. 8, 1980 vs. Navy – 50,350
Oct. 18, 1981 vs. Penn State – 50,037
Sept. 5, 1998 vs. Tennessee – 49,550
Sept. 14, 2019 vs. Clemson
More Orange Nation Stories
Joe Girard and Buddy Boeheim 'almost 100%' after positive COVID-19 result
SYRACUSE, N.Y. (WSYR-TV) -- It was an impressive performance by the Orange on Tuesday night as they rolled past Miami 83-57.
The bigger story, though, came after the game as Jim Boeheim mentioned in his postgame Zoom call that both his son Buddy and Joe Girard had tested positive for COVID-19 and are still coming back from the illness.
'Cuse cruises past 'Canes
SYRACUSE, N.Y. (WSYR-TV) -- Jim Boeheim wanted to see improvement across the board after Saturday's 20-point loss at Pittsburgh. Well, he certainly got that Tuesday night against Miami in an 83-57 victory.
Better defense? Check. The Hurricanes only scored 22 first-half points and finished the game 4-for-25 from three-point range.
Big 4th quarter propels SU Women past North Carolina
SYRACUSE, N.Y. (WSYR-TV) --
#23 Syracuse women won their third straight game on Tuesday afternoon, knocking off North Carolina at the Carrier Dome.