text:
Research Science
The Chemical Biology Core (CBC) is comprised of two functional units: the Chemistry Division and the Structural Biology Division. The primary purpose of the Chemistry division is to assist, identify and optimize chemical probes and new lead compounds that may benefit both biochemical mechanistic studies and drug discovery & development. The primary purpose of the Structural Biology division is to assist with experiments related to protein purification, binding characterization, and structure determination. The two divisions work together to provide complementary approaches for identifying novel therapeutic targets and anti-cancer agents.
GE AktaPure FPCL for purifying proteins (2 instruments)
Applied Biosystems QuantStudio 6 Flex RT-PCR
Monolith NT.115 microscale thermophoresis
GE Healthcare BiaCore T200 SPR
MicroCal-iTC200*
Envision multi-label multi-well plate readers
Crystallization lab
Rigaku X-ray generator
TTP Labtech Mosquito Crystallization robot
500 MHz NMR with cryoprobe
TOF-LCMS
HPLC-MS (2 instruments)
Production of functional proteins in mg quantities for biochemical and biophysical studies; services include all steps from construct design to purification of homogenous protein.
Crystallization of proteins, protein-small molecule complexes, protein-protein complexes, or protein-DNA complexes, and determination their 3-dimensional structures using X-ray crystallography.
Perform quantitative binding studies of protein-ligand interactions using isothermal titration calorimetry (ITC), differential scanning fluorimetry (DSF), fluorescence polarization (FP), surface plasmon resonance (SPR), and/or microscale thermophoresis (MST).
Synthesis: Re-synthesis of hits and leads to confirm structure and purity; medicinal chemistry and focused library design and synthesis for structure-activity relationships & lead optimization; synthesis of difficult-to-obtain probes/drugs for proof-of-principle studies; synthesis of biotinylated compounds/probes for chemical proteomics studies, multi-gram scale synthesis of potent compounds for pre-clinical in vivo studies.
Synthesis of functional chemical probes for chemical proteomics studies for cancer target validation
Pro-Drug synthesis and salt formation of potent compounds for preclinical studies.
Analytical chemistry, solubility and stability assessments for lead compounds that are used for in vivo studies.
Nuclear Magnetic Resonance (NMR), Mass Spectrometers (HPLC-MS and TOF-LCMS) instrumentation.
The Chemical Biology Core, Chemistry Division, is located in the Moffitt Research Center (MRC) on the fourth floor, room 4017. The Structural Biology Division is located in the Stabile Research Building (SRB) on the fourth floor, room 24208.
The CBC uses a Laboratory Information Management Suite (LIMS) located on the Moffittnet for billing and usage tracking.
All publications based on work conducted in the Chemical Biology Core should acknowledge the facility. A suggested statement is found below. If a Core Staff member(s) significantly contributes or participates in a project, investigators are encouraged to consider including the individual(s) in the list of authors.
This work has been supported in part by the Chemical Biology Core at the H. Lee Moffitt Cancer Center & Research Institute, a comprehensive cancer center designated by the National Cancer Institute and funded in part by Moffitt's Cancer Center Support Grant (P30-CA076292)
Scientific Directors
Harshani Lawrence, PhD
harshani.lawrence@moffitt.org
Jennifer Binning, PhD
jennifer.binning@moffitt.org
Timothy Tran, PhD
timothy.tran@moffitt.org
Clinical Trials Search


text:
Der Elektroniker für Betriebstechnik ist in Deutschland ein anerkannter Ausbildungsberuf.

Die Ausbildungsdauer beträgt ohne Verkürzung 3½ Jahre. Eine zweijährige Berufsausbildung ist in Form des Industrieelektrikers der Fachrichtung Betriebstechnik möglich. Diese Ausbildung kann anschließend zum Elektroniker für Betriebstechnik fortgeführt werden, allerdings nicht zwingend im selben Betrieb.

Berufsbild
Elektroniker für Betriebstechnik sorgen dafür, dass elektrische Anlagen fachgerecht installiert und gewartet werden. Außerdem organisieren sie die Montage von Anlagen und überwachen die Arbeit von Dienstleistern und anderen Gewerken. Elektroniker für Betriebstechnik können überall dort ihrem Beruf nachgehen, wo Fabrikations- und Betriebsanlagen eingesetzt, gebaut und instand gehalten werden. Das können Kraftwerke, Umspannwerke oder Chemiewerke sein. Sie arbeiten in Werkhallen und im Kundenservice an wechselnden Einsatzorten, zum Teil auch im Freien.

Ausbildungsinhalte
 Anfertigen von mechanischen Teilen und Verbindungen
 Instandhaltung von Anlagen der Energietechnik
 Messen von Gleich- und Wechselgrößen
 Montieren, Verdrahten und Installieren von Anlagen der Energietechnik
 Prüfen und Einstellen von Baugruppen und Geräten
 Verlegen und Anschließen von Leitungen und Kabeln
 Vorbereiten und Abschließen von Montagearbeiten

Berufliche Perspektiven
 Elektroingenieur
Techniker
Industriemeister
 Meister
 Elektroniker für Automatisierungstechnik

Ausbildungsvergütung
Für Ausbildungsverträge, die nach dem 31. Dezember 2019 geschlossen werden, gelten nach dem BBIG §17 Mindestvergütungen, die nicht unterschritten werden dürfen, außer die Ausbildungsvergütung ist tarifvertraglich geregelt. Nicht tarifgebundene Ausbildungsbetriebe können von den für ihre Branche und Region geltenden Tarifverträgen um maximal 20 Prozent nach unten abweichen, aber höchstens bis zu der Grenze, die die Mindestausbildungsvergütung vorgibt. Die Ausbildungsvergütung steigt mindestens jährlich an, und betrug im Jahr 2020 in Deutschland durchschnittlich pro Monat:

 Erstes Ausbildungsjahr: 942 €
 Zweites Ausbildungsjahr: 1027 €
 Drittes Ausbildungsjahr: 1115 €
 Viertes Ausbildungsjahr: 1206 €

Auch bei den Ausbildungsvergütung bestehen weiterhin Unterschiede zwischen West- und Ost-Deutschland. So ist der Gesamtdurchschnitt für Westdeutschland 1060 € und in Ostdeutschland 1003 €.

Weblinks
 detaillierte Berufsbeschreibung auf der Seite der Arbeitsagentur
 Ausbildungsberufe Elektroniker für Betriebstechnik Informationen von BIBB (Bundesinstitut für Berufsbildung)
 Die neuen M+E–Berufe – Informationen für Ausbilder, Webseite des ZVEI und Gesamtmetall, (PDF-Datei; 2,9 MB), abgerufen am 3. September 2012

Einzelnachweise

Industrieller Elektroberuf
Ausbildungsberuf

redpajama_set_name: RedPajamaWikipedia


Former Broward Teacher's Union president Patrick Santeramo has been arrested and theft and racketeering charges.
He is charged with one count of racketeering, charged with six counts of grand theft, five counts of campaign contribution violations, four counts of money laundering, three counts of organized scheme to defraud and one count of conspiring to commit racketeering.
According to the arrest affidavit, after he was elected president of the union in 2001, Santeramo divert $165,500 in union funds to himself through an kickback scheme with a construction company.
One example, according to the affidavit, shows the construction billed the union $89,295 for elevator repairs, but then kicked back $20,000 in cash to Santeramo.
He is also accused making numerous illegal campaign contributions by reimbursing individuals with union funds when they contributed to campaigns and improperly claiming $121,848 in sick leave pay.


We all have good customers, employees, vendors and service providers who help our businesses thrive. Make sure they know how much you value them. Recognize their patronage and productivity with promotional products.
Why promotional products? Why not just send a nice card or gift certificate? You know the answer. Promotional products are your best choice because they do double duty – they convey the sentiment of a gift and they keep your name and message in front of recipients day after day.
There's a lot to choose from. The key is to pick an item with real value and staying power. Forget run-of-the-mill. Don't be afraid to spend a little more. After all, these people help your business stay profitable. Consider how much revenue you'd lose if they went somewhere else, or how much they're saving you by providing good service at a reasonable price. Doesn't it make good business sense to show your appreciation?
Custom-labeled wine, salsa, hot sauce, etc.
The primary objective is to choose something most people don't already have or wouldn't necessarily buy for themselves. Need more ideas? Just call 708-478-8222 or send us an e-mail and we'll be happy to assist you in your decision-making process.


On Monday, February 26, a leading blockchain platform for information and products – VeChain announced a partnership with BMW.
The rumours about the VeChain and BMW partnership have been circulating for a while, and they have finally been confirmed at the recent VeChain and Thor rebranding conference.
No official statement has been made yet by VeChain, their Social Media accounts are still quiet as well.
The summit was organised to officially introduce a new branding of the cryptocurrency as VeChain Thor.
The network will support two different tokens: VeChain (VET) and Thor Power (THOR).
VeChain will generate THOR just like NEO (NEO) generates (GAS) GAS. It means that, even though it will only rack up 0.00042 THOR per VET coin per day, you can earn a passive income with this currency.
The new partnership alo proved the revolutionary aspect of this cryptocurrency and its potential for the future.
Finding information about VeChain is not the easiest – according to the official website, VeChain is a leading blockchain platform for products and information which is quite a vague statement.
However, looking under the hood shows that VeChain has already three working products being developed. And all of them are focusing on different markets.
The notorious cryptocurrency is primarily known for its product tracking – the modern blockchain-based answer to supply-chain management solutions.
With this system, consumers and merchants can verify the authenticity and quality of any goods using smart chip technology that's all maintained on a blockchain.
VeChain has developed and API gateway service, used by a Chinese company in relation to importing goods.
Additional application of VeChain is used by a worldwide auditing company – PricewaterhouseCoopers, for validating "third-party services".
Despite all of its potential applications, the biggest advantage of VeChain lies within its capability to provide transparency.
Blockchain technology, in general, solves the issue of untrackable goods and fraudulent information, but VeChain is one of the first ones to actually utilise this idea in a real-life working product.
What Does The VeChain and BMW Partnership Mean?
Well, there are two sides of the coin here.
First of all, BMW is a worldwide recognisable company that is the first one to use VeChain. This will undoubtedly increase the reputation of VeChain and will encourage others to join.
Secondly, BMW has a chance of becoming a leader in terms of supply and chain for automotive industry.
The ability to track products (in case BMC it's parts and cars), will improve efficiency and profitability. Not the mention an increase in trust levels due to transparency.
At the same time, BMW's competitors won't have much choice but to eventually join either VeChain or a similar network to be able to compete with the German car manufacturer.
Let's not forget that big companies like BMW set the precedent for other massive partners, increasing the same VeChain's chances for success.
How To Invest In VeChain?
Currently, VeChain cannot be purchased with fiat currency. The only option of investing in VeChain is exchanging Bitcoin, Ethereum, Litecoin or any other cryptocurrency for VeChain.
If you don't own any cryptocurrency yet, then you will have to open an account with an exchange that will allow you to buy cryptocurrency with fiat.
If you're based in Europe, the best exchange to use will be BitPanda where you have an option of buying crypto with credit/debit card as well as bank transfer. You can read more in our BitPanda review.
If you're based outside of Europe, the best option is CEX.io. Similarly to BitPanda, you have to first buy cryptocurrency with fiat. You can read more in our CEX.io review.
Once you own one of the better-known cryptocurrencies, you will have to exchange it for VeChain.
To do that, you have to open an account with Binance, transfer your cryptocurrency and exchange it for VeChain. You can read about the entire process in our Binance review.
If you already own cryptocurrency, then the process is much quicker.
You will need, however, an account with Binance to trade VeChain. Simply, transfer your coins to Binance and exchange for VeChain.
One of the most popular (but not the most secure) option is MyEtherWallet which works as an extension to your current browser and stores Ethereum-based tokens.
Under no circumstances, you should be storing your fund on an exchange!
If you are looking for a more secure option, look at the hardware wallet Ledger Nano S. Not only it has a stellar market reputation, but it's also one of the most secure cryptocurrency wallets on the market.
You can read more in our Ledger Nano S review.
Will The Price of VeChain Raise?
VeChain investors have been waiting for a big announcement for months, so as soon as the news broke, so did the hope for a price increase.
Unfortunately, the price didn't go up that much and it actually dropped by almost 1% just a few hours after the news release.
One argument is that the vast majority hasn't heard the news yet, and VeChain hasn't made an official statement.
However, regardless of the price today, VeChain has an enormous potential for the future and the rest of 2018.
VeChain and BMW partnership is just a beginning of other significant partnerships which will likely happen throughout the year.
If you do believe in the technology behind VeChain, then this is probably your last-call for investment before the price starts going up.
If, however, you're not convinced to VeChain yet, read our guide to The Best Cryptocurrencies To Invest In 2018.


text:
Il Vaurien è una deriva dotata di tre vele (randa, fiocco e spinnaker), utilizzato per l'introduzione alla pratica della vela.

Descrizione
Il Vaurien è una deriva di grande successo grazie alla sua semplicità di conduzione e gestione. Progettata nel 1951 dal francese Jean Jacques Herbulot, il Vaurien deve il suo successo anche grazie all'economicità del progetto che il nome stesso ricorda: Vaurien in francese si pronuncia come vaut rien, cioè non vale niente. Grazie al suo scafo a spigolo il Vaurien consente una gestione molto semplice ai neofiti; sotto raffica e con onda esprime doti davvero straordinarie. Si lascia condurre sempre con facilità e, ben governata, è in grado di regalare grandi emozioni. Il progetto è nato nel 1951 ed è stato lanciato nel 1952 al Salone Nautico di Parigi.

Fu presto adottato anche da celebri scuole di vela come Les Glénans e il Centro Velico Caprera, rivelandosi subito la barca scuola ideale. Il suo costo accessibile, grazie soprattutto all'uso del compensato marino, contribuì non poco al suo successo. Il cantiere Petàin di La Trinitè sur Mer fu il primo cantiere ad avviarne la produzione di serie, con 400 unità per anno. Nel 1959 i Vaurien in circolazione erano 4500 in tutta Europa. I Paesi Bassi furono il primo paese dopo la Francia in cui il Vaurien riscosse grande successo. Dal 1961 il Vaurien è Classe Velica Internazionale riconosciuta dall'ISAF.

Costruttori italiani: cantiere Gavazzi (compensato marino e vetroresina) e cantiere Faccenda (vetroresina) entrambi con sede a Rosignano Solvay (LI).

Voci correlate
Deriva (barca a vela)

Altri progetti

Collegamenti esterni

 Centre Nautique des Glénans (Centro Nautico "Les Glénans")

Derive


When thousands of people in Brooklyn - including Chas' daughter - slip into comas, John must locate and defeat the evil forces responsible.
Zed Martin: What kind of medium works at an army surplus store?
John Constantine: A paranoid one.
"Quid Pro Quo" may not have been as exhilarating and good as the previous 2 parter episodes, but it still was an entertaining ride that developed and explored characters much more.
The episode kicks off with an alarming coma that affected not just only thousands of people, but Chas' own daughter as well. This ignites Constantine the need to help Chas in order to get the countless souls back including the daughter. The episode was more focused on developing Chas' character which we haven't seen for the previous episode and I'm glad we finally got it here. The flashback scenes were great transitions and showed how Chas' life was greatly affected with his partnership with Constantine and how he got his powers which gives him more lives than his own. The whole Constantine feel is felt all through out the episode and it was very satisfying. The visuals were still intact and scenes which are meant for scares are well done. Even after the episode, I feel that Chas' character will earn more important parts to future narratives considering the large range of stories in the Hellblazer comics. Just make sure the show doesn't get cancelled okay?


Semtech Corporation, a supplier of analog, mixed-signal semiconductors and algorithms, today announced the signing of a definitive agreement to acquire AptoVision Technologies Inc., a privately-held provider of uncompressed, zero-frame latency, Video over IP solutions addressing the exciting Pro AV market. The acquisition is expected to add over 30 employees based in Montreal. AptoVision CEO Kamran Ahmed will join Semtech reporting to Gary Beauchamp, executive vice president and general manager of Semtech's Signal Integrity Products Group.
Software Defined Video over Ethernet (SDVoE) is the only approach to Video over IP based on an interoperable ecosystem of Pro AV products and companies, and AptoVision's BlueRiver technology is the underlying technology driving SDVoE applications and ecosystem. The technology is being quickly adopted into Pro AV applications, and several tier one companies are launching SDVoE-based products. AptoVision's BlueRiver technology addresses the need for flexible software defined AV that can be carried over low-cost IP networks without compression or latency which is critical to support these applications.


text:
@implementation RACData

@end

redpajama_set_name: RedPajamaGithub


text:
2013 Legal Reform Summit: Healing the U.S. Lawsuit System October 23, 2013 8:30AM-5:30PM EST
The U.S. Chamber's Institute for Legal Reform (ILR) hosted its 14th Annual Legal Reform Summit to explore ways to heal the U.S. lawsuit system. The day-long summit brought together top experts…
2012 Legal Reform Summit: Courthouse or Cash Machine? Live Event October 24, 2012 8:00AM-5:00PM EST
The U.S. Chamber's Institute for Legal Reform (ILR) hosted its 13th Annual Legal Reform Summit to explore current litigation trends. The day-long summit brought together top experts to discuss…
2011 Legal Reform Summit: Jobs not Lawsuits! Live Event October 26, 2011 8:00AM-5:30PM EST
The U.S. Chamber's Institute for Legal Reform (ILR) hosted its 12th Annual Legal Reform, which is recognized as the nation's paramount comprehensive legal reform symposium. This year's event…
2010 Legal Reform Summit Live Event October 27, 2010 8:15AM-5:30PM EST
Throughout the day, ILR featured speakers and panels on key topics (see the agenda below) and unveiled a number of new research pieces which promise to advance the legal reform…
Issue Arbitration Asbestos Class Action Litigation COVID-19 Liability Data Privacy False Claims Act (FCA) Foreign Corrupt Practices Act (FCPA) International Initiatives Lawsuit Lending Mass Tort Multidistrict Litigation Medical Liability Municipality Litigation Other Issues Over-Enforcement Securities Litigation Reform State Attorneys General Telephone Consumer Protection Act (TCPA) Third Party Litigation Funding (TPLF) Transnational Trial Lawyer Advertising
Event Types Live Event Live Stream
Date After
Date Before

redpajama_set_name: RedPajamaCommonCrawl


DuraBanner is a 100% opaque banner medium for indoor and outdoor applications designed specifically for solvent, UV and latex based digital printers.
It is available in 10 oz., 13 oz, and 18 oz weights.
The low plasticizer content allows for a more rigid finished product and allows the printer to operate at faster production speeds.
The micro texture in all DuraBanner products results in better ink adhesion and photographic print quality.
Widths available allow for full bleed printing.
Designed for retractable banner stands. Opaque, dimensionally stable, curl free banner witha black back.
Opaque, dimensionally stable, curl free banner.
Designed for retractable banner stands.


text:
Sancha Garcia fou abadessa del Monestir de Santa María de Las Huelgas del 1207 al 1229/30.

El monestir va tenir des del  dues autoritats, l'abadessa per assumptes religiosos, i una dona de la família reial per les matèries seculars relacionades amb l'administració, especialment pel que fa a les relacions entre el monestir i la cort. Sancha Garcia va ser la segona abadessa, després de Dona Misol. Ha estat descrita com "una de les últimes abadesses realment poderoses de l'Europa Medieval", que estava al capdavant del convent i de diversos monestirs, i que feia algunes funcions reservades pels sacerdots, com escoltar confessions.

Referències

Abats espanyols


text:
A magyar jégkorong-válogatott 1989-ben az Ausztráliában megrendezett C. csoportos világbajnokságon vett részt, ahol a negyedik helyen végzett.

Eredmények

Barátságos mérkőzés

Barátságos mérkőzés

Barátságos mérkőzés

Világbajnokság C. csoport

Világbajnokság C. csoport

Világbajnokság C. csoport

Világbajnokság C. csoport

Világbajnokság C. csoport

Világbajnokság C. csoport

Világbajnokság C. csoport

Barátságos mérkőzés

Barátságos mérkőzés

Barátságos mérkőzés

Barátságos mérkőzés

Külső hivatkozások
 A Magyar Jégkorong Szövetség hivatalos honlapja

1989
1989 a jégkorongban


Toolset Starter is a theme designed to help you get started using Toolset plugins.
Download the theme, upload to your WordPress and activate as you would install any other WordPress theme.
Use the WordPress Customizer to quickly set the primary color.
You can use Toolset plugins with any WordPress theme. Our Starter theme includes the absolute minimal page elements, so you can easily add the rest using Toolset plugins.
More time is often required to remove elements from themes rather than add them.
You can quickly tune your design using some helpful classes provided with the theme, including Bootstrap built-in classes.
You can easily override existing classes with your custom ones.
Try Toolset for 30 days. If you're not 100% happy, tell us and get a full refund.
Register to download Toolset Starter theme from this site and get free community support.
Toolset can help with your project.


Shared-ownership is a great way into home ownership and is the main affordable housing scheme. If you can't afford to buy outright, you can part buy part rent your home. You might buy a 25%, 50% or 75% share in your home. You pay a rent on the share that you don't buy normally set at an 'affordable' rate of, say, 2.75%. The bigger the share that you purchase, the less rent you have to pay. The shared ownership properties displayed at sharetobuy.com show you how the rent changes when you vary the size of the share (unless it's a resale in which case the share available is fixed). When you can afford to do so, you can buy more shares until you own your home outright in a process known as 'staircasing'. If you already own a shared ownership house or flat and are looking to staircase to a higher share, or even full ownership, contact the Share to buy mortgage team for more information on staircasing and remortgaging. There are even shared ownership schemes for disabled people and those over 55 years old. Indeed, you can find shared ownership retirement properties at sharetobuy.com in Surrey and Derbyshire. Please note: retirement shared ownership and other part buy part rent schemes for the over 55s may imply that the mortgage term is much shorter than the 'typical' first time buyer period of 25 years. If that is the case, the monthly estimate on our property site may not apply but you can contact the share to buy mortgage term for a more personalised illustration.
The other share in a shared ownership property is usually owned by a 'housing association'. Alternatively, some shared ownership homes are provided by house builders directly on schemes called 'shared equity'. Share to buy are also familiar with shared equity mortgages. Most shared-ownership homes are found in the major conurbations, with big schemes in towns like Milton Keynes and Swindon, and the biggest concentration of shared ownership flats to buy is in London, but there are rural schemes available in some areas though you should be aware that rural schemes are more likely to have a cap on the maximum equity you can staircase to. You can find out more about shared-ownership properties by clicking here. This includes shared ownership in London and other parts of the country. We are expecting to add more part buy part rent homes across England in 2011.
The website, https://www.helptobuy.gov.uk/shared-ownership/ provides general information on shared ownership housing. In areas where a lot of shared ownership housing has been built and sold, (e.g. Milton Keynes) estate agents advertise 'second-hand' shared ownership homes known as 'resales'. Note that there is generally more mortgage choice when purchasing a shared ownership property on a second hand resale basis.
Shared ownership housing schemes are usually intended for people who cannot afford to buy a suitable home in any other way. However, the way in which this is defined will vary considerably with some shared ownership schemes merely being restricted to first time buyers and others to applicants living within a certain borough. Priority will often be given to people on local authority or housing association waiting lists.
When a new housing scheme is developed that includes shared-ownership homes for sale; housing associations will usually advertise shared ownership properties for sale. If you are interested in shared ownership housing apply to the local authority or a housing association that offers shared ownership housing in your area as soon as possible.
The shared ownership lease between you and the housing association will set out your rights and responsibilities as a shared owner. Although you have not bought the property outright, you will generally have the normal rights and responsibilities of a full owner-occupier. In particular, you will generally be responsible for the cost of repair and maintenance to your home, paid through a monthly fee known as a 'service charge'. Take care when researching shared ownership properties for sale to ask how much the service charge is, as well as the rent.


text:
12 alleged child predators including an Indian-origin busted in Somerset County - Indica news
12 alleged child predators including an Indian-origin busted in Somerset County
News October 28, 2020 indica
A man of Indian-origin has been listed as a child sex offender on Tuesday by Somerset County
Prosecutor Michael Robertson.
Digant R. Patel (46), is among 12 child predators who used social media and chat apps to arrange sex with underage girls and boys were busted in an undercover sting operation by the Somerset County Prosecutor's Office and the FBI, authorities said.
As part of "Operation Spotlight," undercover officers would go on social media apps and games, pretending to be girls and boys ranging in age from 12 to 14 years old, and wait to be approached, said Robertson.
Robertson said in a press release that after contact was made and "chatting began, the undercover officers clearly identified themselves as underage girls or boys. Despite that information, the defendants engaged the 'children' in conversations about sex and made arrangements to meet the 'children' for sex".
The alleged predators ranging in age from 26 to 34 believed they were speaking to "kids" and made plans to meet them in Somerset County for sex, Robertson said.
"The defendants were arrested when they arrived at one of three pre-arranged locations in Somerset County, where they expected to find their victims," he said.
All of the alleged predators, including three who traveled from New York, Connecticut and Pennsylvania, came to one of three locations in Somerset County between Oct 15 and 18, where they were arrested.
Among those arrested was Digant R. Patel, 46, of Briarwood Drive East, in Warren, who serves as vice president of a financial institution. Patel was going to meet a 14-year-old, Robertson said.
Social media, while they have their uses, they are also very easy tools for predators make thier move.
Robertson said that parents should monitor their children's use of social media and gaming apps like Facebook, TikTok, Fortnite and Minecraft because predators may be lurking there.
"Parents need to be especially diligent, even before COVID, but especially now when everything is virtual. Schooling, hanging out — kids are not hanging with one another they are on tablets or devices. They need to be diligent on what and who they are speaking with. The message is, if they don't know who it is, don't invite them into their chatroom or Fortnite game," Robertson said.
H-1B kills US jobs? No, says lawyer in case against new rules
Machinery of Oppression – Bay Area Artist draws attention from Museums


text:
Joanna Gaines From 'Fixer Upper' Shares Sweet Video of Son Crew Playing in the Garden
By Busayo Ogunjimi
The "Fixer Upper" star, Joanna Gaines, had a hilarious moment with her youngest son, Crew, as he played in their garden, and the loving mom decided to share it with fans.
Joanna Gaines' son, Crew, might be a little boy, but he is beginning to show that he has a knack for plants as he goes sniffing in the family's garden.
In a hilarious video shared on his mom's Instagram stories, the two-month-old had a wonderful time getting acquainted with the plants as he even sniffed a few.
Joanna Gaines discusses new book, "Capital Gaines: Smart Things I Learned Doing Stupid Stuff" at Build Studio on October 18, 2017. | Photo: GettyImages
CREW LOVES KALE
The video showed Crew enjoying a tour of the garden, but he stopped at a point to sniff the Kale plant. This must-have piqued his interest and at the end of the clip, he almost hilariously tumbled into the garden. His mom wrote:
"He is stopping and smelling the kale."
A thing of interest is that Crew isn't just the youngest of five, but the gap difference between him and his older siblings is quite significant. At the time of his birth, Joanna was 40, and she referred to her baby as a "total Surprise."
Joanna Gaines' Instagram story showing her son Carew in the garden | Photo: Instagram/@Joannagaines
"FIXER UPPER" STARS
Besides their outstanding reality show, Joanna and Chip also garnered fame for their seemingly happy family. Although the two have been through the ups and downs of marriage with their five kids tagging along.
Chip and his wife keep up with their big brood despite running a multi-faceted company.
Before Chip met Joanna, he was a different man; he told People that he hadn't been the type to settle down. Even though he had dated girls who wanted to get married, he was selfish and only did what he wanted. All that changed when he met Joanna.
CHIP MET HIS MATCH
After he became acquainted with Joanna when they met at her father's Firestone automotive shop in Texas, Chip wanted to become a better person. He said:
"I had to make a lot of changes. I had to be a better person...when I thought about the idea of being an 80-year-old man sitting on a rocking chair with my beautiful wife, I got really excited."
THE GAINES KIDS
Joanna and Chip Gaines became man and wife in 2003 after two years of dating. And since then, they have had no reason to look back nor regret.
Mom-Of-5 Joanna Gaines Reveals She Has Learned from Her Parenting Regrets
Chip & Joanna Gaines' Marriage Would Not Have Happened If Chip Did Not Take Her Ultimatum over His Trip Seriously
Lonely Mom of Three Comes to Feed Babies in the Morning and Sees They Had Already Been Fed — Story of the Day
Chip and his wife keep up with their big brood despite running a multi-faceted company. These days most of their kids are teenagers, and this is the age where a lot of hormones get triggered.
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Using A Piece Of Paper As A Display Terminal - ed Vs. vim
This article will focus on discussing why the ancient text editor 'ed' works the way it does.
Despite having its roots in the late 1960s, the 'ed' editor is still installed by default on most modern Linux distributions. Although there are few practical use cases for this editor today, it can still be meaningful to learn how 'ed' works since other Unix tools like vim, grep or sed have features that are significantly influenced from 'ed'.
If you try running the 'ed' command with or without a file argument, you'll see something that looks like this:
If you're waiting for something to happen then you'll be waiting a long time. That's because 'ed' is waiting for you to do something! The 'ed' program doesn't work like other command-line text editors such as vim or nano. The luxury of being able to print the contents of the current file to the terminal is something that 'ed' takes very seriously. That's why you need to explicitly give 'ed' a command to tell it to do so!
For example, if you want to print out an individual line in the file, you can just type the line number and press enter. If you want to append text, use the single-letter command 'a' on a line by itself to enter 'append' mode. Once you're done adding text, write a '.' character on a line by itself and press enter to stop adding text to the file. To review all the lines in the file, you can use the command '1,$p'. Finally, once you're done editing the file, you can use 'wq' to exit:
Hello World.
Here is some more text.
1,$p
Why Is 'ed' So Hard To Use?
To make sense of why this editor is so hard to use, it make sense to think about the way in which people interacted with computers in the early days of computing. Around the time when 'ed' was created, it was still common for computers to print their output on paper instead of electronic screens! These early output devices were called 'teleprinters', often abbreviated as TTY. The term TTY is still used on most *nix systems to this day, and if you run this command, you can probably see some of the virtual TTY devices on your system:
ls /dev/tty*
This ancient model of sending an infinite stream of characters (sent serially) to a 'terminal' or 'teleprinter' device that 'prints' or 'renders' them is still used today. It is even used by more modern terminal programs like vim or nano! You might not believe that vim works this way because it displays all kinds of information at the top and bottom of the terminal. Vim also lets you scroll up and down or open up screen splits etc. You can't possibly send the output of vim to a printer, right? Yes, you can and that's exactly what we're about to try.
The 'script' Command
The 'script' command lets you capture all output during a terminal session and save it to a file. This is a great way to log the output when you're running through a sequences of commands that you need to keep track of, but you can also use it to capture everything that gets output to the terminal during a vim session:
After running the 'script' command try opening a vim session. After doing a few things in vim, quit and then run the 'exit' command in the shell to exit the 'script' session to finish logging:
All of the output from the terminal session is now saved in a file called 'typescript'. Here's an image of what some of the output in the script looks like:
Many of these seemingly gibberish symbols are actually ANSI Escape codes. These are the secret to how vim (and all other terminal applications) can use a serial output to print all sorts of interesting user interfaces. Most importantly, some of these escape sequences allow you to move the printing cursor around to arbitrary positions. That's how vim can keep some text pinned at the bottom or top of the terminal while also giving the illusion that you're scrolling 'up' or 'down' in the file. Some escape codes also control the foreground and background colours.
In the old days, these escape codes were not actually processed by the CPU. The were instead interpreted by the 'terminal' monitor device itself. In other words, the oldest 'terminals' can be thought of as physically separate devices that received a serial stream of text, cursor movement instructions, and color changing instructions. On a 'modern' computer, every 'terminal' window that you open is basically a software emulation of an ancient physical device that you can imagine to look like a small and bulky CRT monitor. Today, these escape codes are processed by the CPU of your laptop or desktop computer inside these software emulated 'terminals' in your graphical desktop environment.
So, what's stopping us from trying to render the output of vim on a piece of paper to pretend that we're in the year 1969? Nothing! Here's is what the output of vim looks like when I try to render it using my laser printer:
The reason that this output doesn't look very useful is because my printer isn't expecting to be used as a display terminal for vim. It doesn't know how to deal with all the ANSI escape sequences and we end up with this weird looking mess. Do you see the '?2004h' part near the start of the output? You can look that up and see that it's an ANSI escape sequence to 'Turn on bracketed paste mode'. It is an exercise left to the reader to look up the rest of the ANSI escape sequences shown on the page above.
Interestingly, my printer seemed to choke when I printed this and got stuck saying 'data remaining' until I printed a blank test page.
I didn't bother investigating, but I assume one of the control sequences confused the printer and made it think it was still waiting on data from the computer.
And here is what using ed would look like if you were only able to render its output on a piece of paper:
Since 'ed' doesn't print any ANSI escape sequences, my printer prints this with no problems!
Based on the two experiences described above, which editor do you think you'd prefer if you had to print all the output on paper?
If you decide to try and learn 'ed', you'll find that the man pages and the '-h' flag are not very helpful. Instead, you should check out the 'info' pages since that's where you'll find out all the details of different editor modes and single-letter commands are:
info ed
After you play around with 'ed' for a while, you'll realize that it acts almost like a command-line shell in itself. The only difference is that the environment in which you're working is a file instead of the user space of your operating system. Every little i/o operation on the file is implemented as a command that requires as little information as possible. This makes complete sense when you have to print everything to paper!
Imagine working on a file with modern Vim where your output always goes to a printer. You now decide to open a log file to check what's on the last line and immediately, your printer starts churning a full page of material. Oops, you opened the wrong file. Try another file, and again, oops! Wrong file again! That's a lot of wasted paper. What is it with these millennials and their fancy text editors that just print every line automatically! I remember the good old days when the users had control over their systems, and programs wouldn't just do whatever they want without asking!
In conclusion, the reason why the 'ed' command works the way it does was due to the higher resources constraints that existed at the time. Features like electronic display terminals and ANSI escape sequences were not in common enough use at the time when 'ed' was created, so there was no reason to consider using them. Instead, a shell-like command-line interface for editing files made way more sense.
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text:
Q: SoapClient with large data I use SoapClient wsdl to retrive some data. It works fine if response is not too large, but if the response is too large, in my case 25 mb, it returns null.
Can anyone help me please?
Here's my code:
$opt = array('http' => array(
    'header' => "MyIdClient:" . $idclient . "\r\nMySecret:" . $mysecret .
    "\r\nContent-Type:text/xml; charset=utf-8"
));

$ctx = stream_context_create($opt);

$options  = array(
    'cache_wsdl' => WSDL_CACHE_NONE,
    'stream_context' => $ctx,
    'soap_version'=>SOAP_1_1,
    'keep_alive' => 1,
    "features" => SOAP_WAIT_ONE_WAY_CALLS
);

$client = new SoapClient($wsdl, $options);

$search_result = $client->__doRequest($request, $endpoint, $action, 1, 0);

redpajama_set_name: RedPajamaStackExchange


text:
Home Parliamentary Business Committees Senate Committees Select Committee on Job Security Select Committee on Job Security Second interim report: insecurity in publicly-funded jobs Chapter 7
Attending a public hearing
Senate committee activity
Appropriations, Staffing and Security
Australia's Disaster Resilience
Environment and Communications
Finance and Public Administration
Foreign Interference Social Media
Legal and Constitutional Affairs
Rural and Regional Affairs and Transport
Scrutiny of Bills
Scrutiny of Delegated Legislation
Selection of Bills
Senators' Interests
Senate Committees: Upcoming Public Hearings
Today's public hearings
Inquiries lapsed in the 46th Parliament
Recent Senate Committee reports
Former Senate Committees
Job security in the higher education sector
Higher education in Australia is primarily delivered through universities in the form of courses that lead to Bachelors, Masters and Doctoral Degrees.1 The broader term 'tertiary education' includes universities, as well as
non-university higher education providers, and vocational education and training (VET) providers.2 While the committee acknowledges that there are significant issues in the wider tertiary education sector, this report is specifically focussed on workforce issues in university higher education.
A number of issues relating to job security were raised by witnesses and submitters to the inquiry, including increasing levels of insecure employment through the use of casual and fixed-term contracts, and issues relating to pay and conditions.
This chapter provides an introduction to the higher education sector and its workforce by looking at:
the structure of the higher education sector;
the size and composition of the workforce;
common employment arrangements; and
earnings and wages of academics.
The higher education sector
Importance of higher education
Australian universities are significant contributors to public good through their ability to: innovate and distribute new knowledge; contribute to economic output and national income; attract global talent and foster international relationships; help address societal change through civic debate; and improve individual lives.
The Australian Bureau of Statistics (ABS) reported that the tertiary sector was worth $37.4 billion to the Australian economy in 2019–-20, making it Australia's third largest export.3
In 2019, a total of 1.5 million students were enrolled across Australia's 43 universities.4 International students comprised 32.4 percent of all enrolments, a trend that had been increasing pre-pandemic. A 2015 report by Deloitte Access Economics estimated that, of that year's international student cohort, 130 000 skilled graduates would enter the Australian workforce thereafter and the increase in human capital would add $8.7 billion to Australia's GDP. In contrast, domestic student enrolments have been in marginal decline since 2017.5
The significance of the higher education sector was acknowledged by many of the organisations and individuals that presented evidence to the committee. The National Tertiary Education Union (NTEU) explained:
Australia relies upon our universities and TAFEs to produce our future professional workforce, to train our teachers, nurses, doctors, mathematicians; our scientists, engineers and architects, and our social workers, psychologists, musicians and business leaders. We rely on our universities to produce ground breaking, innovative research, and to have this research support what our students learn. We expect our universities to be engaged in social issues and in resolving complex problems, to be an active part of our society and to be part of our communities. We want them to lead business innovation and research development, and to be major players on the world stage, leaders in their fields of teaching and research internationally and to be competitive with the top institutions around the world.6
In the National Strategy for International Education 2025, released in 2016, the Australian Government recognised the importance of the sector to Australia's future economic prosperity. The Strategy outlines a 10-year plan for the sector and highlights the importance of maintaining the quality of Australian education institutions and of the international student experience, particularly in relation to employability, to continue growth in the sector.7
The Department of Education, Skills and Employment (DESE) manages the funding, regulation and reporting of the university sector through the Higher Education Support Act 2003 (Cth) (HESA). The federal government supports Australia's higher education sector for both teaching and research through a range of policies, funding and programs. The main funding programs are:
The Commonwealth Grant Scheme (CGS). The CGS is the largest source of government funding for universities which subsidises course fees for eligible domestic students.
Higher Education Loan Program (HELP) payments. The Australian Government through the HELP scheme provides loans to students that are repaid by students when they hit a certain repayment threshold that is income contingent.
Research funding through research block grants, nationally competitive grants, and government supported industry led research initiatives.
Various supplementary grant programs are also funded under HESA to support higher education learning and teaching.8
Total Australian Government expenditure in higher education has almost tripled between 1989 and 2018–19 from $6.7 billion to $18.4 billion per year. HELP loans accounted for the majority of this growth having doubled from less than 16 per cent of total expenditure in 1989 to 35 per cent in 2018–19.9
However, despite the nominal value increase in funding, total spending as a percentage of GDP increased from 0.88 per cent in 1989 to just under one per cent in 2018–19. Furthermore, when HELP loans were excluded, higher education grants for teaching, learning and research had decreased from 0.74 per cent of GDP in 1989 to 0.65 per cent in 2018–19.10
The 2020–21 Federal Budget included additional investment in higher education research, leading to an estimated expenditure high of $11.4 billion in 2020–21. However, this funding increase reflects a one-off temporary increase in research funding which is being provided in response to the COVID-19 pandemic. Expenditure is forecast to decline in the years following. Higher education expenditure in 2023–24 is estimated at $9.3 billion, approximately the same as it was in real terms in 2009–10, as illustrated in Figure 7.1.11
Figure 7.1: Estimated Australian Government expenditure on higher education, 2009–10 to 2023–24
Source: Parliamentary Library based on Australian Government, Budget strategy and outlook: budget paper no. 1: 2020–21; Australian Government, Final budget outcome, various years, https://parlinfo.aph.gov.au/parlInfo/download/library/prspub/7921419/upload_binary/7921419.pdf (accessed 30 August 2021).
In evidence to the committee, Dr Alison Barnes, National President of the NTEU, characterised Australian universities as having a 'funding crisis':
We were in a situation pre COVID where $10 billion had been stripped from Australian universities whilst the sector had grown. Universities were in a funding crisis, which was exacerbated by COVID, which saw another $3.5 billion to $5 billion pulled from Australian universities.12
On a global scale, Australia's investment in higher education is below the OECD average.13 One academic submitter who preferred not to be identified offered a perspective as to why Australia's higher education expenditure has remained stagnant:
It is well-known that Australia is extremely risk-averse in terms of such investment, not prepared to invest money that may not provide a guaranteed return, whereas all more developed OECD countries have been willing to provide larger sums of venture capital investment for a broad range of undertakings and to accept that not all such investment will bear expected profits.14
International student fees have been the largest source of revenue growth for universities over the past few years. Analysis by the Australian Parliamentary Library reported that 'over half (58.5%) of the $6.4 billion revenue increase from 2016 to 2019 came from overseas student fees'. Given the drop in international enrolments, revenue would be expected to decrease between 2020 and 2021.15
Recent federal reforms
In October 2020, the Australian Government introduced the Job-Ready Graduates Package. The Hon Dan Tehan MP, then Minister for Education, announced the Job-Ready Graduates Package would 'address the misalignment between the cost of teaching a degree and the revenue that a university receives to teach it'.16
Amongst other changes to existing teaching funding programs, the package legislated a reduction in average funding per-student for domestic Commonwealth-supported students.17
The legislation did not receive bipartisan support. The Australian Labor Party argued that the package 'attacks the core research purpose of universities by funding only teaching'.18
The Job-Ready package was not significantly addressed by inquiry participants. This may be explained by the fact that it is too early to observe the impacts of the legislation. When asked if certain faculties experienced higher rates of employment casualisation than others, Dr Terri MacDonald expressed concern that, some courses that are expensive to teach—such as nursing, education and science—would face 'increased pressure to insecurely hire staff to deliver those courses' as a result of the package.19
Size and composition of the workforce
The higher education sector directly and indirectly supports the employment of thousands of Australians. Different organisations provided varying estimates of the exact number of people employed in universities. These differences extend to the breakdown of employees by role and function, and type of employment contract. As such, there are a range of statistics to consider.
The limitations of current and previous workforce data collections were noted by a number of inquiry participants. The NTEU submitted that 'data on employment in universities is limited and difficult to interpret'.20 The Council of Australian Postgraduate Associations Incorporated (CAPA) referred to the higher education data as 'scattered and incomplete'.21
Government data
Department of Educations, Skills and Employment
The Higher Education Data Collection is collected and published annually by the DESE. All higher education providers that are approved under HESA are required to report data for the Higher Education Data Collection. Approved providers include all public universities and Bond, Notre Dame, University of Divinity and Avondale University College.22
DESE publishes data as at 31 March each year using the following two methods:
fulltime, fractional full-time and estimated casual staff on a full-time equivalent (FTE) basis; and
a headcount for full-time and fractional full-time. 23
The latest full-year data is for 2020, reporting a total of 140 805 employees on an FTE basis and 130 414 on a headcount basis. These figures are broken down in Table 7.1.
Table 7.1: 2020 Staff data
Fractional full time
Estimated casual
Source: DESE, Selected Higher Education Statistics – 2020 Staff data. (www.dese.gov.au/higher-education-statistics/staff-data/selected-higher-education-statistics-2020-staff-data)
Universities are not required to collect headcount data on casuals and only provide the department with estimated casual FTE data. Table 7.1 reflects this as the total FTE count is higher than total headcount in both 2019 and 2020. As the department does not collect actual numbers of casual workers in its headcount data, gaining a true figure of the number of employees working in the sector, their work status, and a breakdown of their function, is difficult.
The following year the DESE publishes the data for the previous year's 'actual casual staff', which is 'delayed by one year'. This data includes 'actual staff resources expended by casual staff in the calendar year measured in FTEs'. The data is provided in an 'aggregate' form, rather than by individual 'units'. This means 'a single record may relate to many staff members'.24
The 2020 actual casual data has not been published by the DESE yet. However, using the 2019 data, a trend in the level of casualisation emerges:
full-time FTE was 95 500, or 69.7 per cent of total FTE in 2019―down from 71.1 per cent in 2010;
fractional full-time FTE (made up of part-time workers) was 17 205, or 12.6 per cent of total FTE in 2019―up from 11.9 per cent in 2010;
casual FTE was 24 350, or 17.8 per cent of total FTE in 2019―up from 16.2 per cent in 2010.
Figure 7.2 shows that comparative percentage growth of actual casual and fractional full-time has been increasing since 2010, whilst full-time has been decreasing, with actual casual FTE data experiencing the highest growth.
Figure 7.2: FTE for Full-time, Fractional Full-time and Actual Casual Staff by Work Contract, 2010 to 2019
Source: DESE, Selected Higher Education Statistics—2020 Staff Appendix—Actual Staff FTE, www.dese.gov.au/higher-education-statistics/resources/2020-staff-appendix-1-actual-staff-fte (accessed 30 August 2021).
The level of casualisation among teaching staff is particularly notable. The following time series graphs compare FTE numbers by 'work contract' type across all work functions ('research only', 'teaching only', 'teaching and research', and 'other'), with FTE numbers by work contract type in 'teaching only'. (See Figure 7.3 and Figure 7.4)
The actual casual data for 2020 isn't available until next year, however, from the 2019 data, the following observations can be made:
actual casuals comprised 17.8 per cent of FTE by all work contract types in 2019;
casuals are significantly overrepresented in teaching-only roles at 73.5 per cent and accounting for 13 856 of a total 24 350 FTE, or 57 per cent of all casuals; and
full-time FTE by all work contract types has fallen from 21.6 per cent to 16.6 per cent between 2016–2019.25
Figure 7.3: FTE numbers by work contract type across all work functions, 2016–2020
Source: DESE, Selected Higher Education Statistics – Staff Time Series, 2021, https://app.powerbi.com/view?r=eyJrIjoiOTNiM2ExOTAtNmZmNS00ZTAyLTg4MTQtZDI1YmE2ZTI5MzdmIiwidCI6ImRkMGNmZDE1LTQ1NTgtNGIxMi04YmFkLWVhMjY5ODRmYzQxNyJ9 (accessed 30 August 2021).
Figure 7.4: FTE numbers by work contract type for teaching only staff,
Source: DESE, Selected Higher Education Statistics – Staff Time Series, 2021 (accessed 30 August 2021).
Workplace Gender Equality Agency
While the DESE does not provide a headcount on casuals in their datasets, the Workplace Gender Equality Agency (WGEA) does. The WGEA requires employers with more than 100 employees, including all public universities, to report staffing profile data on the number and composition of their employees.
Table 7.2 provides a summary of the WGEA's statistics from 2016–2020. It demonstrates that casual staff have persistently made up greater than 40 per cent of the higher education workforce since 2016.
Table 7.2: Summary of Higher Education
Number of organisations
Percentage of female employees
Employee type breakdown (All employees)
Source: WGEA, 2019-2020 WGEA dataset, https://data.gov.au/dataset/ds-dga-4d35cd80-2538-4705-82f3-d0d18e823d98/details?q=WGEA (accessed 30 August 2021).
The WGEA describes its data collection as 'from a snapshot date between
1 April of the previous year and 31 March of the current year'. However, the WGEA does not enforce consistency around census dates and allows the universities to choose their own on the basis that it is 'representative of your workforce for that year'.26 This limits the scope of analysis when comparing the WGEA data against the DESE data.
As evident in Table 7.2, another concern with relying on the WGEA higher education datasets is that the number of reporting organisations varies from year to year and includes non-university providers.
However, an independent analysis by Andrew Norton, a professor at the Centre of Social Research Methods at the Australian National University (ANU), found a high degree of consistency between the datasets. Professor Norton analysed a sample of the first ten universities in the WGEA dataset and found that 'in seven cases their reported 2019–20 numbers varied from their DESE 31 March 2020 figures by less than 1 per cent'.27
NTEU estimates
Using only government data, it is difficult to determine the exact number of individuals employed in higher education institutions, and their employment status and function. This data is complicated by the fact that universities do not typically publish their workforce information individually.
In its submission, the NTEU provided its own data analysis—see Figure 7.5 below. The NTEU described its approach:
The Department of Education publishes employment data for universities in numbers of Full Time Equivalent staff (FTEs), rather than number of persons employed. Figures [below] are based on the assumption that 1 FTE of casual employment equates to four persons (excluding those engaged on a one-off basis, such as occasional or guest lecturers or general staff employed for one day). This seems to be a fair, if conservative, estimate based on the analysis of the number of active superannuation accounts that correspond to casual employment, universities' reports to the Workplace Gender Equality Agency, and declarations made by employers in connection with the approval of enterprise agreements.28
Figure 7.5: The growth in insecure employment in higher education
Source: National Tertiary Education Union, Submission 47, p. 7.
From this analysis the NTEU identified the following trends:
the sector employed 221 780 individuals in 2019;
the number of casual and fixed term staff in the sector has increased by
89 percent since 2000;
the number of permanent staff has increased by only 49 percent over the same period; and
casual and fixed term staff now account for 66 percent or two-thirds of all persons working in higher education, versus 60 percent in 2000.29
The NTEU advocate for greater transparency in public reporting to avoid data discrepancies and ambiguity:
Universities should be required to report accurate figures for insecure (contract and casual) employment, including by function and gender, such is currently collected for fixed term and ongoing staff, by headcount. The levels of labour hire and third party contract staff working within our universities should also be accounted for.30
Insecure workers as a proportion of the workforce
During the inquiry, the committee heard evidence of increasing levels of insecure employment in universities through the use of casual and fixed-term contracts.
Dr Barnes argued that universities 'are characterised by one of the highest levels of insecure work in our economy':
Only one in three jobs in our universities is permanent or ongoing – that means that the vast majority of our teaching, research and professional support services are undertaken by workers who are not permanently employed.31
The DESE data, provided below for 1996–2008 (Figure 7.6) and 2006–2015 (Figure 7.7), show a steady increase in the proportion of FTE over time that is casual. The trend can be observed in the following snapshots:
in 1996, actual casual employment made up 12.5 per cent of FTE;
by 2008, actual casual employment was 15.3 per cent of FTE;
by 2015, casual work was 17.2 per cent of FTE; and
by 2019, casual work was 17.8 per cent of FTE. (See Figure 7.2 in the government data section above.)
Source: DESE, Selected Higher Education Statistics – 2008 Staff Appendix – Actual Staff FTE, www.dese.gov.au/higher-education-statistics/staff-data/selected-higher-education-statistics-2008-staff-data (accessed 13 August 2021).
Source: DESE, Selected Higher Education Statistics – Selected Higher Education Statistics Staff 2007 report and tables, https://www.dese.gov.au/higher-education-statistics/resources/selected-higher-education-statistics-staff-2007-report-and-tables (accessed 13 August 2021).
When asked whether the levels of casual employment differed from ten to twenty years ago, Mr Stuart Andrews, Australian Higher Education Industrial Association Executive Director, identified a plateau in permanent employment and a 'continuing increase in casual employment':
I would think in broad terms, if you're looking at the number of individuals employed on a casual basis, it would be 60 per cent or more of the headcount of the university because there are so many who are engaged for small components of time. So if you're looking on a headcount basis, if that's what it's referring to, headcount of casuals, you're probably looking in excess of 60 per cent as a generalisation.32
However, Mr Andrews argued that this shift was not necessarily to the detriment of the university or the employees, and that to simply look at the rise in the whole figure of casual higher education sector employees was to present a 'distorted' view of the nature of casual employment in the sector.33
The increase in these forms of employment has been a 'well-documented shift'.34 The report of the Independent Inquiry in Insecure Work in Australia, published in 2012, stated that tertiary education had one of the highest levels of precarious employment of any sector.35
Dr Yaegan Doran, a member of the Casualised, Unemployed and Precarious University Workers, echoed claims that insecure workers make up an overwhelming percentage of all academic and professional staff. Dr Doran gave university-specific examples:
At The University of Sydney, according to figures tabled in questions on notice to the NSW Legislative Council Inquiry into Tertiary Education in October 2020, of the 19,000 staff employed in 2020, around 10,000 were on casual contracts and another 4,140 were on fixed term contracts, totalling 74% of staff in insecure work.
... At the University of Melbourne, according to its 2019 annual report, of its 18,463 staff, 13,454 were on insecure contracts, totalling 73% of staff. In terms of full-time equivalent numbers, around 50% of the work at both The University of Sydney and at The University of Melbourne is done by casual and fixed term staff.36
Characteristics of university workers
The committee heard that women were disproportionately employed in insecure work in the higher education sector and are therefore more susceptible to the impacts of insecure work.
From the DESE data, women accounted for 66 897, or 57.2 per cent, of the total workforce in 2020 and were:
slightly under-represented in full-time work contracts at 53.4 per cent;
significantly overrepresented in fractional fulltime work contracts at 78.1 per cent;
marginally overrepresented in the teaching-only function at 60 per cent, and;
notably underrepresented at higher-duty classification levels―women's representation increases as you move down duty classification levels, accounting for 36.2 per cent of Level E and 54.4 per cent of Level A. 37
Dr MacDonald explained that, despite universities typically having a higher number of women employed, the 'bulk of the women' working in universities are in the lower levels, and that men typically hold roles in upper management and at the senior levels.38
The NTEU provided further evidence, arguing:
Research has consistently shown that both insecure and under employment in tertiary education is gendered, with women over represented in all categories of casual and contract work (be this as academic, research, general or professional and technical staff), in part time roles and, most persistently, in the lower levels of both academic, general/professional and technical classifications.39
A 2016 report entitled, Women, careers and universities: Where to from here?, from Griffith University, which examined gender and equity in higher education, showed that 'clear patterns of gender inequality remain' in the sector. The major issues uncovered were:
women were more likely than men to be employed on fixed term or casual contracts;
women were not equal to men at senior levels;
the initial appointment level is lower for women than for men; and
women were more likely than men to access flexible work provisions in relation to childcare.40
The trends identified in the report have continued, as evidenced in the 2020 WGEA data. As illustrated in Table 7.3, the data confirms that since 2016 women have consistently accounted for a larger percentage of the casual workforce than men, making up 59.4 per cent of the of 2020 casual figure.
Table 7.3: Gender composition division
Source: Source: WGEA, 2019-2020 WGEA dataset, https://data.gov.au/dataset/ds-dga-4d35cd80-2538-4705-82f3-d0d18e823d98/details?q=WGEA (accessed 30 August 2021).
In the higher education sector there is a 'clear and unequivocal trend' for casual workers to be younger.41 Junior classifications are typically held by those without substantial researching or teaching experience. Such individuals are typically young people in the early stages of their career.42
While the DESE data does not provide information specifically by age, it does provide a breakdown of work status by Current Duties Classification. In 2019, casual staff comprised 46.7 per cent of 'Level A' classified workers―removing non-academic staff from the equation, this figure grew to 75.2 per cent. In comparison, casual staff comprised only 2 per cent in total—or 3.2 per cent minus non-academic staff—of 'Above Senior Lecturer' classified workers.43
Moving up the duty classification hierarchy, it is clear that the proportion of casuals decreases. Full-time staff comprised of only 6.8 per cent of 'Level A' classified workers, or 16.9 per cent minus non academics. The data makes it clear that casuals make up a large proportion of junior level academics.44
Science & Technology Australia submitted that, in STEM faculties, insecure work disproportionately affects early-career individuals as they are more likely to be part-time or casual. Between 2012 and 2016 the proportion of young people, working in full-time STEM positions decreased from 62 per cent to 54 per cent―well above the all age average of 25 per cent in 2016.45
Employment arrangements
Broadly speaking, there are three categories of staff in universities; 'permanent or continuing employment, fixed term employment and casual employment'. These categories fall within two 'fundamentally discrete areas'; the academic cohort and the professional or general staff cohort.46 The bulk of evidence presented during this inquiry concerned the experiences of academics and teaching staff.
Australian universities typically outline employment provisions in their enterprise agreements. Enterprise bargaining was introduced in 1991 for the purpose of facilitating 'improvements at individual enterprise level in wages and conditions in return for efficiency gains or productivity offsets'. They are negotiated every three years by the universities and the NTEU, and are voted on by employees.47
The full-time academic has traditionally had their workload divided according to a model of 40 per cent research, 40 per cent teaching and 20 per cent administration and broader university service.48
Within the higher education sector, fixed-term academic employment is typically used to staff specific research projects funded by government grants. For this reason, and the fact that under the Higher Education Industry (Academic Staff) Award 2020 fixed-term employment is prohibited for teaching roles, fixed-term employees are overwhelmingly research-only academics.49
Mr Andrews mentioned that fixed-term employees are afforded the same entitlements as permanent employees. However, he said that there is 'obviously uncertainty' that impacts fixed-term employees at the end of a fixed contract when they are 'waiting on advice as to whether their employment is going to continue'.50
Casual employment often takes the form of staff employed on a
semester-by-semester basis which inevitably results in periods between semesters of no employment. Casual employees do not have leave or severance entitlements and can be dismissed without notice; however they receive 25 per cent loading.51
CAPA asserted that both casual and fixed term contract types 'deprive the employee of protections given to permanent employees'.52
The use of employment through labour hire companies in this sector is not currently well understood. Dr MacDonald expressed the NTEU's desire to have greater clarity on the prevalence of labour hire in the sector:
We also have the introduction of labour-hire companies. We know they exist but we don't know how many there are. The labour-hire companies usually come in after a university has done a mass round of redundancies. Usually the redundancies, in the first instance, are targeted at general and professional staff. But the work doesn't go away. So, to fill the gaps, they will bring in labour hire to get the work done. The problem is that there is no reporting of those numbers. So we only know when we hear from our members that a university has an extra 30, 40, 70 or 150 people coming in under labour hire. That's an area we would like to have a bit more transparency about.53
The Australian Higher Education Industrial Association (AHEIA) told the committee that they were 'not aware of any data relating to persons who might be engaged by universities on an "outsourced or independent contractor" basis'.54
The Higher Education Industry (Academic Staff) Award 2020 outlines the terms and conditions of employment in universities. Full-time and fixed-term employees are paid on a scale from classification level A-E and casual staff are paid an hourly rate including 25% loading for work performed such as lecturing an tutoring.55
Registered Enterprise Agreements take the place of the Award for the majority of Australia's public universities, and are typically negotiated by the NTEU.56 Remuneration rates between universities therefore differ and universities publish their salary scales individually, however most universities pay above the Award rate.57
Inquiry participants indicated that underpayment and 'wage theft' are systemic in the sector and are exacerbated by the overuse of casual workers.58
The University of Sydney Casuals Network claimed that underpayment is structural in the sector and is not an accident. In its submission it specified that 'wage theft is the business model that university managements are pursuing', and that there is a 'growing body of anecdotal and indicative evidence' to support this claim. 59
Dr Joe McCarthy, a lecturer at the School of Sociology at the ANU, concurs. In an article published in November 2020, he argued that:
This theft is embedded and normalised within [enterprise] documents because university pay rates attribute incorrect levels of workload to academic tasks. In other words, casuals regularly cannot finish their work to a standard befitting an academic institution within the hours set by management.60
AHEIA strongly refuted the claim that wage theft is systemic, arguing the notion of wage theft being rife in the sector is 'perverse'.61 Mr Andrews told the committee that the universities follow the correct procedures when confronting payment irregularities and that they 'should be applauded' in instances where these irregularities are investigated on the university's own volition.62
In its 2020 report, Over-Worked and Worked Over: Casual Academics Bear the Costs of Covid-19, the University of Sydney Casuals Network found that '74.1% of respondents were stressed about the amount of unpaid work they completed', and that 'casual workers did an average of 50.58 unpaid hours over the semester'.63
This is supported by evidence that of Australia's 43 universities, 21 are currently being investigated for underpayments.64 In August 2020 the University of Sydney admitted to underpaying casual professional staff almost $9 million and the University of Melbourne agreed to repay almost $6 million in unpaid wages to casual academic staff.65
Piece rates
Casuals are commonly paid for some of their work using 'piece rates', a term used to describe the rates of pay prescribed to casuals. These rates are mainly used in teaching roles to pay for the marking of exams, essays and other assessable work. Mr Andrews described piece rates:
That regime effectively involves an estimation of the ancillary work associated with the face-to-face tutorial or lecture or whatever. It's an estimation that they've set as the standard, being two hours of other work associated with one hour in front of students—so three hours are paid for.66
Dr Doran explained that under the piece rate scheme the employee gets 'paid by a task done … not by how many hours it takes'.67
Piece rates were overwhelmingly identified as a key facilitator of wage theft within the sector. This is because piece rate formulas and classifications often don't reflect the nature, level or actual hours of work required, meaning casual and sessional staff often effectively render much of their labour unpaid.68
Despite the fact that tasks such as administrative duties, attending meetings and pastoral care are core and expected within a casual teaching role, they are often not remunerated:
I get no pay for administration hours—for example, meetings—but I have to attend meetings to have fairness across different contracts. I'll get an email saying, 'I know you're not going to be paid for this one-hour meeting, but please come.'69
The next chapter of this report discusses the impacts of the employment arrangements detailed in this chapter on universities, academics and teaching staff, and students.
The impact of COVID-19 on the sector and its workforce is discussed in Chapter 9, followed by a discussion on proposed reforms and the committee's views in Chapter 10.
Study in Australia, Australian education system, 2021, www.studyaustralia.gov.au/english/australian-education/education-system (accessed 23 August 2021).
Study in Australia, Australian education system, 2021, (accessed 23 August 2021).
Australian Bureau of Statistics (ABS), International Trade: Supplementary Information, Financial Year, www.abs.gov.au/statistics/economy/international-trade/international-trade-supplementary-information-financial-year/latest-release (accessed 17 August 2021).
Universities Australia, Data snapshot, October 2019, p. 8.
Deloitte Access Economics, Growth and opportunity in Australian International Education, December 2015, www2.deloitte.com/au/en/pages/economics/articles/growth-opportunity-australian-international-education.html (accessed 23 August 2021).
National Tertiary Education Union (NTEU), Committee Hansard, 13 April 2021, p. 31.
Department of Education, Skills and Employment (DESE), National Strategy for International Education 2025, 29 March 2021, p. 2, www.dese.gov.au/national-strategy-international-education (accessed 17 August 2021).
Universities Australia, 2020 Higher Education Facts and Figures, October 2020, p. 12.
Dr Hazel Ferguson, A guide to Australian Government funding for higher education learning and teaching, Parliamentary Library Research Paper Series, 2020-21, 23 April 2021, p. 3, https://parlinfo.aph.gov.au/parlInfo/download/library/prspub/7921419/upload_binary/7921419.pdf (accessed 20 August 2021).
Dr Alison Barnes, National President, NTEU, Committee Hansard, 13 April 2021, p. 34.
NTEU, Submission 47, p. 28.
Name Withheld, Submission 120, p. 24.
Dr Hazel Ferguson, 'Overseas students in Australian higher education: a quick guide', Parliamentary Library Research Paper Series, 2020-21, 22 April 2021, p. 7, https://parlinfo.aph.gov.au/parlInfo/download/library/prspub/6765126/upload_binary/6765126.pdf (accessed 20 August 2021).
Hon Dan Tehan MP, Job-ready graduates speech, 19 June 2020, p. 3.
Dr Hazel Ferguson, Higher Education Support Amendment (Job-Ready Graduates and Supporting Regional and Remote Students) Bill 2020, Bills Digest No. 12, 2020-21, 3 October 2020, p.7,https://parlinfo.aph.gov.au/parlInfo/download/legislation/billsdgs/7527030/upload_binary/7527030.pdf;fileType=application%2Fpdf#search=%22legislation/billsdgs/7527030%22 (accessed 20 August 2021).
Senate Education and Employment Legislation Committee, Higher Education Support Amendment (Job-Ready Graduates and Supporting Regional and Remote Students) Bill 2020, op. cit., pp. 80–81.
Dr Terri MacDonald, Director–Policy and Research, NTEU, Committee Hansard, 13 April 2021, p. 32.
Council of Australian Postgraduate Associations (CAPA), Submission 64, p. 7.
DESE, Higher Education Statistics: Staff data, 2021, www.dese.gov.au/higher-education-statistics/staff-data#toc-actual-casual-staff (accessed 30 August 2021).
Australian Higher Education Industrial Association (AHEIA), answer to written question on notice, 3 May 2021 (received 17 May 2021).
DESE, Higher Education Statistics: Staff data, 2021, (accessed 30 August 2021).
DESE, Selected Higher Education Statistics – Staff Time Series', 2021, https://app.powerbi.com/view?r=eyJrIjoiOTNiM2ExOTAtNmZmNS00ZTAyLTg4MTQtZDI1YmE2ZTI5MzdmIiwidCI6ImRkMGNmZDE1LTQ1NTgtNGIxMi04YmFkLWVhMjY5ODRmYzQxNyJ9 (accessed 31 August 2021)
Australian Government, WGEA dataset, 31 March 2021, https://data.gov.au/dataset/ds-dga-4d35cd80-2538-4705-82f3-d0d18e823d98/details?q=WGEA (accessed 17 August 2021).
Andrew Norton, How many jobs are there in higher education?, 16 April 2021, https://andrewnorton.net.au/2021/04/16/how-many-jobs-are-there-in-higher-education/ (accessed 13 August 2021).
NTEU, Submission 47, p. 7.
Dr Barnes, NTEU, Committee Hansard, 13 April 2021, p. 31.
Mr Stuart Andrews, Executive Director, Australian Higher Education Industrial Association (AHEIA), Committee Hansard, 20 April 2021, p. 67.
Mr Andrews, AHEIA, Committee Hansard, 20 April 2021, p. 64.
Name withheld, Submission 120, p. 5.
Australian Council of Trade Unions, Lives on Hold: Unlocking the Potential of Australia's Workforce (Melbourne: Australian Council of Trade Unions, 2012), p. 59.
Dr Yaegan Doran, Casualised, Unemployed and Precarious University Workers, Committee Hansard, 20 April 2021, p. 65.
DESE, Higher Education Statistics, Selected Higher Education Statistics – Staff Time Series, 2021 (accessed 30 August 2021); The system of academic titles and ranks in Australia is classified to five levels, A–E, level A being the lowest and Level E the highest.
Dr MacDonald, NTEU, Committee Hansard, 13 April 2021, p. 35.
Griffith University, Women, Careers and Universities: Where to from here, March 2016, p. 8.
Dr Robyn May, 'An Investigation of the Casualisation of Academic Work in Australia', Griffith University, September 2013, p. 83.
DESE, Selected Higher Education Statistics – Staff Time Series, 2021 (accessed 2 September 2021).
Science and Technology Australia, Submission 61, p. 3; ABS, Characteristics of Employment, cat. no. 6333.0, August 2016 www.abs.gov.au/AUSSTATS/abs@.nsf/Lookup/6333.0Main+Features1August%202016?OpenDocument= (accessed 31 August 2021).
Elizabeth Bare, Ia Marshamn, Teresa Tija and Janet Beard, A fork in the road for university enterprise bargaining?, University of Melbourne, LH Martin Institute, 28 April 2021, p. 1, https://melbourne-cshe.unimelb.edu.au/lh-martin-institute/fellow-voices/a-fork-in-the-road-for-university-enterprise-bargaining
CAPA, Submission 64, p. 10.
AHEIA, answers to questions on notice, 3 May 2021 (received 17 May 2021).
Australian Government, Higher Education Industry —Academic Staff—Award 2020, Fair Work Ombudsman, https://awardviewer.fwo.gov.au/award/show/MA000006#TOPOFBODYPAGE (accessed 5 September 2021).
See for example: The Australian National University, Schedule 1. Academic staff salary schedule, 2021, https://services.anu.edu.au/human-resources/enterprise-agreement/schedule-2-casual-sessional-academic-salary-rates (accessed 31 August 2021); Fair Work Commission, University of Sydney Enterprise Agreement 2018-2021, 20 April 2018 https://www.fwc.gov.au/document/agreement/AE428081 (accessed 31 August 2021).
See for example: Dr Barnes, NTEU, Committee Hansard, 13 April 2021, p. 32; Name withheld, Submission 120, pp. 6–7
University of Sydney Casuals Network (USYD Casuals Network), Submission 59.2, p. 8.
Dr Joe McCarthy, A casual reflection on academia: before and after the pandemic, Green Agenda, 3 November 2020, https://greenagenda.org.au/2020/11/reflection-on-academia-before-and-after-the-pandemic/ (Accessed 20 August 2021).
Senate Economics References Committee, Unlawful underpayment of employees' remuneration, AHEIA, Submission 113, p. 1.
USYD Casuals Network, Submission 59.1, p. 4.
Casualised, Unemployed and Precarious University Workers (CUPUW), Committee Hansard, 13 April 2021, p. 38.
University of Sydney Casuals Network, Submission 59.2, p. 8.
Dr Doran, CUPUW, Committee Hansard, 20 April 2021, p. 41.
See for example: La Trobe Casuals Network, Submission 1, p. 1; NTEU, Submission 47, p. 25.
Mx Daniel Cotton, Member, USYD Casuals Network, Committee Hansard, 13 April 2021, p. 43.
Second Interim Report
Third Interim Report
Fourth Interim Report
10 Mar 2022: Canberra
03 Feb 2022: Canberra


text:
Morrissey Steals Fan's Artwork For A Tour T-Shirt … Again
News March 13, 2015 3:45 PM By Chris DeVille
Back in 1992, Morrissey's camp reached out to NME photographer Derek Ridgers about using his photo of skinheads as part of a montage during the Smiths singer's stage show for an upcoming French gig. Long story short, not only did Moz use the photo as his sole stage backdrop (i.e. not part of a montage) throughout his entire tour, he made it the tour's dominant image, putting it on T-shirts, backstage passes, and the cover of the program. Ridgers says he never received payment or any explanation, but he remains a fan of Morrissey's music anyhow.
Now another Moz fan finds himself in a similar situation. A forum user at Morrissey-solo.com under the name of @MorrisseyGang said a man named Sean Preston from Merchandising For Life contacted him about using the above image of a naked Morrissey shutting up the Queen of England, which @MorrisseyGang designed. The designer said he'd be willing to let the company use his image if they made a payment offer, and he never heard back. Then photos of Morrissey's tour merchandise started popping up online, and @MorrisseyGang noticed that his image was on one of Moz's newest tour T-shirts. Check it out on the far left of the merch table and then close up.
At least the designer can take solace in the fact that Morrissey will probably cancel all the shows where this T-shirt is supposed to be for sale anyway, though it is for sale here for £25. And unfortunately, because @MorrisseyGang does not own the original nude Morrissey photo, he probably has no legal recourse against Morrissey or Merchandising For Life. I guess post-Smiths Moz gave up asking please?
Chris DeVille Staff chrisdeville


text:
Q: Proof: Zero is less than one How can one show/prove that $0<1$?
$1$ is not actually defined to be greater than zero, but I think it can be proven. I already know that the real numbers are an ordered field and I am familiar with the field axioms and the definition of a total ordering. However I do not know how to start such a proof.
Any kind of help or advice will be really appreciated.

A: $1 = 1^2$ and $x^2>0$ if $x\ne 0$.
For the last claim, the main point is that by definition of positive $x,y>0$ implies $xy>0$. This is used as follows:
If $x>0$ then $x^2 = x \cdot x > 0$.
If $x<0$ then $-x > 0 $ and so $x^2=(-x)^2 > 0$.
In turn, this follows from $(-x)y=-(xy)$, which follows from distributivity:
$0 = (-x + x)y = (-x)y+(xy)$.

A: I'll add some details/more information to @lhf answer:
In an ordered field $K$, there is a distinguished subset $P$ such that:
(i) $\{ P,\{0\},-P\}$ is a partition of $K$,
(ii) $\forall x,y\in P$, $\; x+y\in P\;$ and $\;xy\in P$.
In particular, as $\;1=1\cdot 1=(-1)\cdot(-1)$, we see $1\in P$.
We then define a strict order relation on $K$ by setting $x>y$ if $x-y\in P$. In particular, $\;x\in P\iff x>0$.


I'm looking for a replacement wooden knob for a Columbia Viva-Tonal crank, pictured below.
Are new ones available, or must I look for another crank?
It appears it would be held in place by a C-clip or something similar. Columbia experts, please help! Thanks!


Author Lindy West's memoir 'Shrill: Notes From a Loud Woman' led to her new Hulu series starring Aidy Bryant. Now that she's a creator and not a critic, she's reassessing some of her most pointed reviews. But that doesn't mean she's any less opinionated.


text:
Nikos PAPALOUKAS
Nikos Papaloukas was born in the village of Pellapais in the province of Kyrenia in October 1969. Directly after the Turkish invasion in Cyprus in 1974 he was forced to relocate to Nicosia, his current residence where he lives and established his studio as a visual artist. During the period 1992 1994 he studied Graphic Design in Frederick Institute of Technology Nicosia, Cyprus. In 1998, he continued his studies to the Aristotle University of Salonika at the Department of Applied and Fine Arts where he graduated with honors. In 2011, he completed a master's degree in Fine Arts at Northampton University, England. He exhibited his work in Cyprus and abroad. In December 2011, he presented his work in a solo exhibition in the Literature Museum of Kiev, Ukraine. The exhibition was part of the celebrations for the twenty years of diplomatic collaboration between Ukraine and Cyprus. In March 2016, the M. Kakoyiannis foundation hosted his solo exhibition, 'Little Circle'. His work has been included in various curated exhibitions and presented in Art magazines and Art books, in both Cyprus and Greece. After completing his Master's degree, he was invited to teach at the university of Nicosia the History of Art lesson «Greek Art» (2012-2014 / 2016) and at the Cyprus Technological University in Limassol, the course "Drawing, Color and Composition" (2014-2017). Since 2017 he has been collaborating with the Cyprus Pedagogical Institute where he organizes workshops on teaching art to teachers, within the framework of the program "Collaborations with visual artists".
Mixed media sculpture | 40 x 17 x 10 cm


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text:
#ifndef domTest_h
#define domTest_h

#include <map>
#include <string>

// We use the boost filesystem library for cross-platform file system support. You'll need
// to have boost on your machine for this to work. For the Windows build boost is provided
// in the external-libs folder, but for Linux it's expected that you'll install a boost
// obtained via your distro's package manager. For example on Debian/Ubuntu, you can run
//   apt-get install libboost-filesystem-dev
// to install the boost filesystem library on your machine.
//
// Disable the warnings we get from Boost
// warning C4180: qualifier applied to function type has no meaning; ignored
// warning C4245: 'argument' : conversion from 'int' to 'boost::filesystem::system_error_type',
//   signed/unsigned mismatch
#ifdef _MSC_VER
#pragma warning(push)
#pragma warning(disable: 4180 4245)
#endif
#include <boost/filesystem/convenience.hpp>
#ifdef _MSC_VER
#pragma warning(pop)
#endif

struct domTest;
std::map<std::string, domTest*>& registeredTests();
boost::filesystem::path& dataPath();
boost::filesystem::path& tmpPath();

struct testResult {
	bool passed;
	std::string file; // If the test failed, the file it failed in.
	int line; // If the test failed, the line number it failed on, or -1 if the line
	          // number isn't available.
	std::string msg; // An error message for the user. Usually empty.

	testResult() : passed(true), line(-1) { }
	testResult(bool passed, const std::string& file = "", int line = -1, const std::string& msg = "")
	  : passed(passed),
			file(file),
	    line(line),
	    msg(msg) {
	}
};

struct domTest {
	std::string name;
	domTest(const std::string& name) : name(name) {
		registeredTests()[name] = this;
	}
	virtual ~domTest() { };
	virtual testResult run() = 0;
};

#define DefineTest(testName) \
	struct domTest_##testName : public domTest { \
		domTest_##testName() : domTest(#testName) { } \
		testResult run();	\
	}; \
	domTest_##testName domTest_##testName##Obj; \
	testResult domTest_##testName::run()

#define CheckResult(val) \
	if (!(val)) { \
		return testResult(false, __FILE__, __LINE__); \
	}

#define CheckTestResult(result) \
	{ \
		testResult res = result; \
		if (!res.passed) \
			return res; \
	}

#define SafeAdd(elt, name, var) \
	daeElement* var = elt->add(name); CheckResult(var);

std::string lookupTestFile(const std::string& fileName);
std::string getTmpFile(const std::string& fileName);

#endif