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Four Standout Spas in the Pacific Northwest
Seraine Page
[Image: Courtesy of Ruby's Spa & Salon]Spas along the Columbia River Gorge summon tourists and locals alike.
The beauty of the Columbia River Gorge beckons two million tourists each year. Straddling the Washington and Oregon state lines about an hour's drive from Portland, "the Gorge" serves as an escape for harried city dwellers. The National Scenic Area protects a 70-mile canyon and is known for its stunning views of snow-capped Mount Hood, majestic waterfalls and the mighty Columbia River itself. Thrill seekers, nature aficionados and spa devotees flock to the region, which is home to numerous spas and resorts. And because tourism thrives, spa owners are consistently marketing to new clientele in addition to locals seeking relaxing getaways. Here's a look at how four Columbia River Gorge spas use the area's popularity to their advantage.
Ruby's Spa & Salon at McMenamins Edgefield Troutdale, Oregon
Built in 1911, the historic Edgefield hotel is one of several well known McMenamins establishments throughout Oregon and Washington. The 74-acre property is teeming with pastimes, including lush gardens, a brewery and several restaurants. The Ruby's Spa sign, bright red and easy to spot, points guests in the right direction; a collection of Renaissance-style art keeps them entertained along the way.
A full-service facility, the multi-floor Ruby's Spa & Salon offers everything from hot towel shaves to full-body massages. The hotel's grounds are open to the public, but only spa guests are allowed to use the soaking pool to ensure privacy and exclusivity. "We do get a lot of people traveling to visit us," says Cathy Pappas, corporate spa director, who notes that bridal parties and business guests in particular appreciate that they don't have to depart the property for leisure thanks to the resort's golf course, winery, brewery and, of course, spa.
Ruby's day guests, too, often find it hard to leave. In fact, locals make up about 60 percent of the spa's client base, which Pappas credits to exceptional customer service from her staff . "We strive to remember each guest by name," says the spa pro, who adds that personal touches, like a complimentary glass of local wine during a pedicure, help charm clients. Another way spa staff keep residents coming back is with a loyalty card, allowing guests to earn a massage or facial after they've purchased six. "Freebies excite clients," says Pappas.
When it comes to advertising, she places trust in the hotel's marketing department to do much of the footwork, keeping them informed of current promotions. Updating the spa website consistently is crucial, she notes, especially since Ruby's Spa offers discounted monthly services.
In managing her team of 32 employees, Pappas says that regular communication is key to making her busy spa successful. "I don't manage them all the same," Pappas explains. "I want to treat each individual differently, but I also want to keep work and our spa environment professional and fun. Everyone is here for a purpose."
[Image: Courtesy of Waterleaf Spa]
Waterleaf Spa at Skamania Lodge Stevenson, Washington
With clear views of the rushing Columbia River, Skamania Lodge welcomes guests to its secluded, forested escape. For more than 20 years, the 175-acre property has been a destination for business events, conferences, weddings and honeymoons. In 2016, two separate tree house accommodations were added for visitors seeking a truly natural ambience amid lush forest scenery.
Waterleaf Spa itself has four treatment spaces (including a nail room, facial room and massage room) plus an indoor pool, wet sauna, Jacuzzi tub, adults-only outdoor hot tub, sun deck and a sanctuary room with vistas of the area's rolling hills.
When Katrina Eichner took the helm as spa, wellness and retail manager in September 2016, she explored unique ways to serve more clients. She and her staff dreamed up a special service for the lodge's tree house accommodations. "Treatments Among the Trees" enable guests staying in the refi ned, rustic tree houses—just a short walk from the lodge and spa—to receive private spa sessions on their decks, right within nature. The menu, set to launch in the next few months, will include the Columbia River Rock Massage (50-80 min./$140-$200), which incorporates BodyRocks, massage tools handcrafted from local river rocks.
[Image: Courtesy of Balch Hotel]
Bliss at the Balch at the Historic Balch Hotel Dufur, Oregon
In June 2015, Claire Sierra and her husband Josiah Dean purchased the Historic Balch Hotel located in the golden, rural, farmland community of Dufur, Oregon. Along with the 18-room property came a petite, 120-square-foot massage room. "I felt that by offering a variety of spa services, it would give guests an opportunity to relax and take care of themselves," says Sierra, who is a licensed esthetician, massage therapist and serves as the spa and wellness director. "Sometimes what people really need is downtime to do a whole lot of nothing."
In a town with a population of just 600 people, 90 percent of Sierra's clientele are tourists. Sierra tries to encompass truly unique options—even as a solo practitioner with a one-room day spa. Sometimes, she says, that means thinking outside the box.
Case in point: the upcoming "Entering the Healing Temple" event. Sierra will bring together five alternative healing practitioners for a full day, during which quiet time and facilitated group discussions will be interwoven with one-on-one massage therapy, reiki and palm reading sessions. "It gives us a feeling that we're in the space together, helping one another," Sierra says of these community events. "I think networking meetings are really important, especially for women."
The spa is also known for its unique facial treatments—such as the Gem Reiki Facial (90 min./$120)—as well as reflective and creative activities designed to settle the mind, body and soul. For some, that means taking in views of Mount Hood while strolling hotel grounds; for others it's participating in art therapy. "Women in particular are often remiss in their own self-care," says Sierra. "What I'm doing is reminding them that they are important, and that they deserve to take care of themselves."
[Image: Courtesy of The Spa at Waters Edge]
The Spa at Water's Edge at Mid-Columbia Medical Center The Dalles, Oregon
Despite its medical facility exterior, a relaxing internal ambiance and a seamless blend between The Spa at Water's Edge and Mid-Columbia Medical Center makes it easy for patients and guests alike to unwind once inside. When the medical center first opened in 1997, the administration's vision included incorporating massage into patient healing, but it wasn't until June 2010 that the plan became a reality. Over time, the spa developed into a wellness center, bringing with it a slew of spa services. "It was quite a visionary step," says Barb Robison, director of mind and body medicine. "The philosophy is very holistic. We're trained to make this a balance between a resort spa and a medical spa where clients feel luxury in their health care."
An added benefit and challenge of the spa's connection to a medical center is working with insurance companies. Although it's a complex system for a spa, it can be done, Robison notes, as nearly 50 percent of the spa's clients go through their insurance. "That certainly sets us apart; we've undoubtedly seen an increase in insurance companies covering massage as a wellness benefit." Other services on the menu include hydrotherapy, facials, body treatments and mind-body workshops. Some of these sessions are covered for clients by financial scholarships sponsored by the Mid-Columbia Health Foundation as a way to increase patient accessibility.
Twice a year, a registered nurse teaches an in-depth, mindfulness-based stress reduction program, founded on ancient and modern evidence-based research. The two-hour course ($199) meets once a week for eight weeks and offers meditative yoga and other mindfulness relaxation techniques to serve patients struggling with anxiety, depression, cancer, sleep disorders and other conditions.
The spa also offers complimentary meditation and breath work classes every month, which attract locals interested in learning more about calming the mind. It's good for business to offer some freebies, Robison notes, adding that about half of those who attend the complimentary courses come back for the spa's eight week meditation course. "We need more of those classes in the nation," says Robison. "It's a strong addition to any spa, and an excellent way to bring in foot traffic."
–by Seraine Page
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Posted on September 19, 2014 by Ladan Nikravan
SunTrust Banks on Succession
From left, SunTrust Banks' Kim Fleming, senior vice president of talent and risk management; Mary Slaughter, chief talent officer; and Katie Jones, a senior vice president, worked to trasform the bank's succession planning process.
In June, SunTrust Banks Inc. agreed to pay an expensive bill: $968 million to the United States government to settle probes by the Justice Department and other government agencies for allegations of abusive mortgage practices in the period leading up to the financial crisis.
Like other regional banks at the time, Atlanta-based SunTrust, with roughly $175 billion in assets, got caught up in the dash to maximize the potential for profit from rising residential real estate values. And as with other mortgage lenders, the means of doing so — by underwriting loans to customers with substandard credit to collect more revenue in fees — contributed to a systemic tsunami that propelled the worst recession in a generation.
"SunTrust's conduct is a prime example of the widespread underwriting failures that helped bring about the financial crisis," U.S. Attorney General Eric Holder said in a statement at the time of the settlement.
But SunTrust's mismanagement of the risks associated with its mortgage lending conduct extended beyond the world of finance. To company executives, the problem was also internally systemic.
"We prided ourselves at SunTrust before the financial crisis as being a pretty conservative bank when it came to making loans and extending credit," Mary Slaughter, SunTrust's former chief talent officer, told Talent Management in May before recently leaving the bank. "We always thought we were really, really good at it, but came to find out that the whole world got to see there were flaws in our system. We didn't think we'd go under like some other institutions, but it was very apparently time for a transformation."
Part of that transformation came in the form of a revamp of the bank's succession planning and approach to HR, with a focus on applying the principles of risk management. Before the financial crisis, SunTrust's succession process only included its CEO, William Rogers Jr., and his 10 direct reports. Now, company executives say the bank's critical succession reach goes more than 100 roles deep, with potential moves projected as far as five years out.
SunTrust's succession overhaul has also come with peripheral HR changes, including a revised leadership competency model and talent review process. Executives say each has helped the bank regain its footing as it continues to build back a business sound enough to withstand whatever risks lay ahead.
"Today our succession planning process looks completely different," said Kim Fleming, senior vice president of talent and risk management for the 26,000-employee company. "As we redesigned it, we were mindful to ensure we built a process that represented safety and soundness for the bank, and that our outcomes were ultimately aligned to the strategic needs of SunTrust."
Yet before SunTrust could really get a grip on changing its HR culture, there were more blustery winds to calm. Surviving the rash of U.S. bank failures in the immediate aftermath of the crisis, working to repay loans it received as part of the government's Troubled Asset Relief Program and wading through a bounty of pending regulations aimed at the financial sector stood in the bank's way.
These challenges paled in comparison to SunTrust's biggest goal coming out of the crisis: to regain the confidence and trust of its customers.
Like most bank holding companies, the shock of the financial crisis hit SunTrust like a brick in the face. Its stock price went from being valued at $73 a share in October 2007 to $7 a share in February 2009 — a 90 percent decrease in less than two years.
"We were trying to understand exactly where the bottom was, and nobody really knew," Slaughter said. "It was a really tough time. Everybody was just holding on to see what would happen next."
SunTrust's own valuation troubles appeared especially daunting considering the severity of the financial crisis' blow to the Southeast, the region in which the bank primarily does business.
Only three banks failed nationwide in 2007, according to the Federal Deposit Insurance Corp., the agency that regulates and insures most of the nation's banks. That number jumped to 28 in 2008 and 140 in 2009, as the shocks brought on by the financial crisis reverberated. A bank fails when it is unable to meet its financial obligations to depositors and creditors.
The peak for nationwide bank failures during this period came in 2010, when 157 banks failed. Florida, a key SunTrust market, was especially hard hit by bank failures: 71 of the state's community banks have failed since 2008, according to the FDIC.
Against this backdrop, SunTrust had to reinvent itself. In 2009, it began a new campaign, "Live solid, bank solid," aimed at re-establishing the trust and confidence of customers. Part of the campaign came with internal changes such as increasing oversight across all of SunTrust's lines of business. Specifically, Thomas Freeman, SunTrust's chief risk officer, tasked all senior-level executives with analyzing their department's risk management structure.
"He said, 'Whether you're in a revenue-generating role or a corporate function role, look at your operating practices and decide, are you optimizing the right balance of growth and innovation with risk management?" Slaughter said. "It's all about the health of the company, and for HR that means making sure you've got the right talent ready and engaged to grow the business."
Risk management is the act of making decisions based on the likelihood of certain events. In the financial industry, it typically occurs when a manager uses analysis to try to quantify the potential for dollar losses in an investment based on certain actions — or, in some instances, inaction. Most economists have pinned the underlying causes of the financial crisis on massive-scale inadequate risk management when it came to issuing credit, among other factors.
While risk management is fairly typical in the financial world, its principles are generally new to HR, said Ravin Jesuthasan, managing director and global practice leader for talent management at benefits consulting and research firm Towers Watson & Co. Jesuthasan said that since about 1950, when employment management was integrated into the term "personnel management," HR has mostly acted from a perspective of compliance, not risk management.
"Compliance in the sense of 'ensure we can run our business with minimal disruptions; ensure we have the right skills in our people, the right leaders; ensure we are following labor laws,' " he said. "But as economics have grown more volatile … HR has had to become more nuanced and more thoughtful about risk. HR has to understand the way people work, make decisions, how they are motivated."
Beefing Up Succession
Moving from a compliance-based approach to a risk-management one was part of the challenge for Slaughter at SunTrust. "The financial industry is focused on regulation — it was before the recession and is even more now," she said. "There are training requirements, hiring requirements, recertification requirements. On the talent development side, we were very much compliant and in alignment with what the Fed wanted us to be doing, but we weren't focusing on risk."
Under Slaughter's direction and Freeman's mandate, HR's involvement with risk mitigation began with a new succession planning process in 2011. While the company had always had a succession planning process, it only occurred once a year and was solely focused on the CEO and his direct reports. HR reported the plan to SunTrust's board of directors annually.
But the Dodd-Frank Wall Street Reform and Consumer Protection Act, signed into law in 2010 in response to the financial crisis, changed the regulatory environment regarding reporting succession at financial institutions. Part of the law requires banks to have detailed management succession plans analyzed at least annually — something SunTrust already had in place.
With the regulatory environment putting a greater emphasis on succession, Slaughter's team took to revamping the talent process to be more thorough. They sat down with Rogers, the bank's CEO, and his direct reports to identify critical roles in the organization — roles that, if left vacant, could put the company in serious financial trouble. Twenty roles were identified.
Next, they pinpointed 70 strategic roles on the next tier down that set strategy. Slaughter said these roles could be vacant temporarily but not for long, because they make sure the company runs smoothly.
To better align talent management with risk management, Slaughter's team worked in 2012 with SunTrust's finance department to create scorecards for the CEO and his direct reports. Each scorecard has 12 to 15 goals, which include talent benchmarks like top talent retention, placement of diverse teammates in senior management roles, as well as metrics that are specific to the executive's function or line of business. Scorecards are measured and reported monthly.
Slaughter said under the bank's new succession framework the executive's scores weigh heavily when discussing compensation and planning for yearly bonuses. SunTrust's annual bonus is based on three components: enterprisewide goals, functional goals and individual teammate goals. Achievement of those goals is weighted in the annual bonus calculations.
Succession planning and talent review goals are considered enterprise goals, so achievement of those influences the potential funding pool for bonuses each year. Bonus funding pools are reduced when goals aren't met.
"We want to make sure they're focusing not only on business results but that they are building a diverse leadership pipeline to continue to grow the health of the company," Slaughter said.
Building an Infrastructure
The idea of linking talent management to executive compensation wasn't unique to SunTrust. In the wake of the financial crisis, London-based Lloyds Banking Group created the role of people risk director, reporting directly into HR. Similarly, Pittsburgh-based PNC Financial Services Group Inc. has initiated an analytical approach linking financial performance, compensation and risk management. Representatives from each bank declined interview requests.
With the organization's top leaders identified and scorecards in place, SunTrust's talent team began revamping the talent review and learning and development components to its new succession planning process.
Chief among the changes: Instead of focusing on talent moves a year out, the company began projecting moves three to five years out and creating detailed role success profiles. These profiles define key responsibilities, competencies and experiences required for the role. They also help assess gaps and development needs for future successors.
The company then revised talent assessment definitions for assessing potential and created a new nine-box grid, which enabled mechanisms to recognize and reward top professionals with deeper expertise, not just high potentials with more vertical opportunities.
The company's talent function also aligned nine-box ratings to its total rewards process; rolled out a new leadership competency model; aligned talent review and succession process with annual strategy and investment planning; implemented a cross-center of expertise process with the talent acquisition expert to use data as job openings occurred; and created a top-performer award process to retain top professionals.
"In the past we weren't planning for the breadth of roles that were critical or strategic to our business," said Fleming, "and we weren't fully leveraging the talent view across the enterprise to build stronger pipelines."
Moreover, Slaughter said talent reviews for the company's top 1,500 employees now happen on a quarterly basis, and questions are asked that weren't asked before.
She posed an example: "In order to get Allison ready for that role, what experiences does Allison need? Where can we move her? When can we place her?"
Slaughter added: "It has gone from being an exercise where you're reporting out on data just to the executive team and/or to the board of directors to turn into an actual process that's causing positive career movement to happen for our teammates; for our leadership pipeline to become more robust and more transparent; to upping the game on talking about the impact of diverse leaders in the organization and where we need them and how we can grow them; to even things as simple as when do you need talent from the inside and when do you need talent from the outside?"
Slaughter's team has also created profiles for top talent — like hypothetical Allison. Every executive has access to these profiles, full of career history, performance, potential rating, engagement scores, educational backgrounds and career goals. SunTrust's talent function can then match these to the success profiles of available jobs.
Most recently, the bank's CEO has even asked HR to begin building role forecasts seven to 10 years out. Additionally, Slaughter said she has created an 18-month high potential program for early-career talent. At the time of this writing, 30 teammates were enrolled in the first round, with 67 percent of them considered "diverse leaders," Slaughter said.
Roughly six years after the crisis, SunTrust said its succession environment is light-years ahead of where it was in 2008.
The bank said it has increased succession planning for what it considers its most critical roles from 25 positions to more than 100, each of which is aligned to the organization's strategic goals. SunTrust also said it has seen a 12 percentage point increase in its talent mobility and retained 90 people who are considered top talent.
What's more, the bank says it has doubled its investment in leadership development since 2011. In 2013, SunTrust sent roughly 400 leaders through its formal leadership development programs and is on target to increase this number to end 2014.
SunTrust is also on better financial footing. In March 2011, the bank announced it had repaid $4.85 billion to the U.S. Treasury. The bank's balance sheet has also steadily improved since the crisis, with estimated capital ratios — a measure of a bank's ability to withstand losses — "well above" regulatory requirements, according to its second-quarter earnings release in July.
To be sure, SunTrust isn't entirely out of the woods. Though the bank has agreed to pay penalties to the government for its mortgage lending practices leading up to the crisis, an investigation by the Justice Department into mortgages it sold to Fannie Mae and Freddie Mac was still ongoing at the time of publication.
In any event, SunTrust's succession overhaul appears to have injected a new sense of urgency into talent management throughout the company.
"The leadership team has become bolder and more decisive about placing the right people in the right jobs at the right time," Slaughter said. Bill Rogers, SunTrust's CEO, "feels a very strong sense of commitment and urgency to continue to accelerate the health of the business, and he knows this is a big part of it."
Slaughter's efforts on the bank's succession rebuild have come full circle, as she decided to leave SunTrust over the summer to pursue opportunities more focused on learning and development.
Thanks to her efforts, filling her role — and the expertise she brought to the bank — has been made easier. Fleming has been promoted to assume a new talent management leadership role.
Though she's leaving, the importance of talent management in the financial sector isn't lost on Slaughter. And now that the bank has put more rigor on talent and succession, it appears more of its executives are singing the same tune.
"At our last shareholder meeting, Bill stood up and said, 'The competitive advantage financial services has to have is talent, otherwise you're just looking at commodity services. It's the talent that makes a difference in the performance and health of an organization.' And now that we're out of the recession, it's all about staying healthy."
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Home News Call for Papers | "Sport, Feminism, and the Global South" | Special...
Call for Papers | "Sport, Feminism, and the Global South" | Special issue of Sociology of Sport Journal | Ends 2017-03-01
Catherine Palmer, University of Tasmania
Kim Toffoletti, Deakin University
Deadline for submission of papers: 1st March 2017
Rollerderby is growing in Korea. Depicted is the first scrimmage between two rollerderby teams in Korea, in April 2012 – Seoul and Daegu, to be specific.
Feminist scholars have long been at the forefront of advancing the study of sport to address the intersections of race, gender, class, sexuality and ability in framing sporting encounters and experiences. The field, however, is largely dominated by research that details the gender operations of sport across North America, Europe and the UK (what is often referred to as "the Global North") leaving women's everyday encounters with sport as players, audiences, workers and media subjects across "the Global South"; that is Australasia, Africa, Latin America and the Middle East open to further investigation. It is timely then to re-examine feminist approaches to conceptualising sporting encounters, identities and relations in the Global South so as to widen the empirical and theoretical base of sporting feminisms and, better understand the political geography of knowledge production in sport.
This special issue of the Sociology of Sport seeks to broaden the geographical, theoretical, social, cultural and intercultural scope of writing about women, gender and sport by assembling key contributions from feminist sport research undertaken in or by scholars from the Global South. While the Global South can be understood in terms of geographical space (as above) alternatively it envisions a critique of the production of knowledges 'from the viewpoints, perspectives and problems of metropolitan society', which are presented as universal and applicable to all cultures and contexts (Connell, 2007, vii-viii). This special issue is keen to include contributions that engage with social experiences of sport from the periphery, including those peripheral knowledges in colonised "Global North" countries such as Canada, the Artic and Australia and New Zealand who are geographically South of the dateline yet can be understood as part of the global metropole that decentralises its Indigenous "Others". We seek to solicit articles on sport research undertaken in or by contributors that critically interrogate gender relations, inequalities, the production of gendered subjectivities, pleasures and knowledges through sporting encounters in the Global South in ways that advance methodological, theoretical and conceptual boundaries of feminist sport research.
Papers which address, but are not limited to, the following are particularly welcome:
Feminist analyses of the dualities, dichotomies and discourses of sport in the Global North and Global South;
Empirical or textual accounts of gendered sporting pleasures as transformative experiences;
Accounts of women's participation in sport the Global South, including mainstream and alternative or "lifestyle" sports;
Feminist perspectives on sport and development in or from the Global South;
Feminist perspectives on sporting organisations, governance and sports policy from the Global South;
Media representations of sportswomen in or from the Global South;
Feminist perspectives on sporting mega-events, such as Rio 2016, in the Global South;
Methodological issues and innovations in exploring sport, feminism and the Global South
Theoretical contributions to exploring and re-defining sport, feminism and the Global South
Transnational, intersectional and post-colonial feminist perspectives on sport.
Authors should follow the "Submission Guidelines for Authors" used in every issue of the Sociology of Sport Journal found at http://journals.humankinetics.com/submission-guidelines-for-ssj.
All papers should be not more than 8,000 words inclusive of endnotes and reference list. Submit original manuscripts online:http://mc.manuscriptcentral.com/hk_ssj
Please address any questions to one of the co-editors:
Dr Kim Toffoletti (kim.toffoletti@deakin.edu.au) at Deakin University or
Professor Catherine Palmer (Catherine.Palmer@utas.edu.au) at University of Tasmania.
CfP Scholarly journal
Sociology of Sport Journal
sport for development
Previous articleCall for Papers | "Politics and policies of austerity and their impact on sport, leisure and public health" | Special issue of International Journal of Sport Policy and Politics
Next articleJournal of Sports Sciences, Volume 34, 2016, Issue 19
Journal of Sport Management, Volume 37, 2023, Issue 1
Call for Papers | "We are courageous: Speaking out boldly and acting for change", the 2023 Women in Sport and Exercise Academic Network (WiSEAN)...
Call for Papers | "Outsiders, underdogs and bohemians in sport", Special Issue of Sport in Society | Call ends August 15, 2023
Journal of Sport and Exercise Psychology, Volume 44, 2022, Issue 6
Journal of Clinical Sport Psychology, Volume 16, 2022, Issue 4 | Living and Embracing Intersectionality in Sport
Sociology of Sport Journal, Volume 39, 2022, Issue 4


At the October 23, 2013 meeting, the parties reached a tentative agreement after in-depth discussions on the implications of separating food and dining from residences. Discussions led to several exchanges and proposals. This led the parties to a tentative agreement to be written into a formal agreement proposal and submitted to the union at the next bargaining session, set for November 6.


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Watch The Underachievers
Danny Warren is a former minor-league shortstop that becomes a narc to uncover drug dealing in this situation comedy. Investigating at a high-school adult-education class, he falls for the tempting teacher. He joins a colorful group of characters that includes ex-cons, illegal aliens, and brain-dead baby boomers that cause more trouble than their younger counterparts. Swimming classes and wine tastings serve as background for a series of comic catastrophes.
Rent from $3.99 / Own from $7.99
The Underachievers is a 1988 comedy with a runtime of 1 hour and 26 minutes. It has received mostly poor reviews from critics and viewers, who have given it an IMDb score of 4.2.
Where to Watch The Underachievers
The Underachievers is available to watch, stream, download and buy, rent on demand at Amazon, Apple TV and Vudu. Some platforms allow you to rent The Underachievers for a limited time or purchase the movie and download it to your device.
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Bush: Social Security Shortchanges Black Seniors
James Joyner · Wednesday, January 26, 2005 · 9 comments
Bush says Social Security shortchanges black seniors (LAT – Buffalo News)
Race became a significant factor in the debate over Social Security on Tuesday when President Bush told black leaders that the government retirement program shortchanged blacks, whose relatively shorter life span meant they paid more in payroll taxes than they eventually received in benefits. Bush's comments came during a private White House meeting with 22 black religious and business leaders who backed his re-election last year – marking a new line of argument in the president's attempts to win support for adding worker-owned investment accounts to Social Security. The conversation demonstrated the White House's determination to build on outreach efforts to blacks that proved effective in battleground states last year, adding Social Security to a list of moral issues – such as opposition to same-sex marriage and support for faith-based social programs – that Republicans see as providing common ground with black conservatives.
White House officials did not release a transcript of the hourlong meeting, but several participants said Bush was adamant that his Social Security plan had special appeal to blacks – and that he intended to make that point in public. "He brought to our attention that African-Americans in particular need to understand how Social Security in its present condition affects the African-American community," said Michelle D. Bernard, senior vice president of the conservative Independent Women's Forum, a Washington policy group.
Robert L. Woodson, who heads the National Center for Neighborhood Enterprise, said Bush's remarks were well-received. "He feels that we need to have some options," said Woodson, whose organization focuses on community revitalization efforts, largely in low-income areas.
Underscoring the rift among black leaders, the president's remarks are likely to meet resistance today when members of the all-Democratic Congressional Black Caucus are scheduled to visit the White House. Caucus leaders contend that blacks rely disproportionately on disability and survivors' benefits paid by Social Security, and that Bush's changes would jeopardize the entire system – hurting black beneficiaries far more than the private accounts might help them. Furthermore, the White House's opponents argue, the vagaries of the stock market could leave private-account holders with fewer benefits than the current system guarantees. White House spokesman Scott McClellan said Bush did not support altering the disability-benefits or survivors'-benefits pieces of Social Security – only the retirement benefits.
The point on the racial disparity of Social Security retirement benefits has been made time and again, including by prominent liberal black leaders such as Jesse Jackson. For Bush to co-opt this as a major selling point of his reform effort is simply brilliant. Karl Rove at his finest, one presumes.
Clayton Cramer likes it, too. Michelle Malkin, though, is not amused:
So, the Bush administration thinks it's okay to use racial profiling to hand out government retirement benefits, but it's not okay to use racial profiling to prevent terrorists from getting on planes?
Fair enough. Of course, the nature of racial politics has always been that it's acceptable to point out disparities in one direction (i.e., blacks are underrepresented in elite medical school admissions) but not the other (i.e., blacks are overrepresented in prisons). One can get away with the latter to point out victimization, not problematic behavior patterns.
FILED UNDER: Economics and Business, Race and Politics, US Politics
Wednesday, January 26, 2005 at 14:49
I'm not a fan of Rush Limbaugh's, but when I was out driving on Monday, I was listening to him (gimme a break, in my area it's him, country, jesusnetwork or Yo!Yo!Yo!). Rush said that if the debate has come to carving off special interest groups (not just blacks, but women also live longer than men) for special treatment, that means the system is broken. I agree. We will be financing Bill Gates' retirement under the current system. This is the 21st Century, not the 1930's. Social Security is not a private savings account, it is a tax. Once you say that blacks are an exception, then everyone will want to be an exception. Haven't we learned anything from the past?
I didn't think Bush was talking about using any sort of profiling or weighting of SS pay-ins or benefits.
I thought he was just pointing out that if you switch to a personal retirement account system, then each individual is funding his/her own retirement and not someone else's. In the case of blacks, that means not paying in enough to cover whites, who generally live longer.
I'm not sure it's a winning argument, but it's not a preference program.
Umm, no one is arguing that blacks should be excluded from the system. The purpose of the argument is twofold
1. To gain the support of a significant voting bloc–that happens to be 90% Democrat and
2. To illustrate the problem with a government-owned benefit program vice a private account. Blacks will still die earlier, at least in the short run, but they'll at least have the ability to decide when to retire and will their savings as estate under a private/personal system.
anjin-san says:
Why don't we work to improve our health care system and make sure blacks have equal access?
Just another wild & crazy idea…
Crerar says:
No mention of the fact though if Blacks are net gainers or losers of social security contributions.
McGehee says:
Only the ones in red states, I'm sure.
JackLewis.net says:
He should've played the Jack
Meeting privately with 22 black religious and business leaders who backed his reelection last year, Bush warned that Social Security…
ipwatcher says:
Too bad Bush was completely wrong about blacks being shortchanged by Social Security, as was shown by a study done by the Social Security deputy chief actuary after the Heritage Foundation made this erroneous claim in the late 90s.
The Tar Pit says:
Privatizing Social Security and Black Actuarials
Much is being made of black life expectancy, but it should be noted that the figures usually parlayed are for life expectancy at birth. Today Hugh Hewitt, who discussed this issue on this afternoon's radio program, linked to life expectancy at birth …


Looks good and feels great.
The pattern on the shirt was great BUT want to add that the material is just lovely...not typical tshirt but great quality cotton with a wonderful soft feel. My son wears it all he can.


Sarina said her feelings about those blessings have changed from the time she wrote the entry. She now believes the accurate diagnosis of sarcoma itself was a blessing and the reason she's alive today. She was blessed with a physician who recognized the urgency and seriousness of her signs and symptoms, an early diagnosis and successful treatment.
Sarina shared what her life was like before, during and after the diagnosis of sarcoma. While the months of treatment and recovery were extremely difficult, Sarina said she is thankful for what she has learned and for those who were there for her along the way.
During the 20 minutes of questioning that followed, attendees asked her to explain further. Sarina said she has learned to appreciate the simple things in life. She is very grateful to physicians who gave her time to absorb and understand new information, to her employer who supported her throughout her treatment, and to family and friends for "just being there" with unconditional love and caring.


Dodge is releasing two new old models of its muscle cars for Woodward this week: The Dodge Charger Daytona and the Dodge Challenger T/A. http://autoweek.com/article/car-news/2017-dodge-challenger-t-and-charger-daytona-storm-woodward-dream-cruise.
This reveal comes just before Uber made moves to ditch human drivers altogether in a Pittsburgh field test. While the rest of the world is moving us toward EVs and self-driving tech Dodge is almost defiantly producing muscle cars.
I think the timing of the reveal tells us a lot. This is what it says: Drivers love to drive. And they love the cars that drive well and look great. Hence the popularity of Woodward. Monterey Car Week is under way this week, too. Vintage cars, auctions, and throngs of people.
But despite Dodge's new muscle cars and Woodward and Monterey, EV tech is moving forward, and self-drivers are becoming more and more prevalent. In fact, MIT just released a study in the journal Nature suggesting that we don't need vehicles with a large range, but that an 84-mile Nissan Leaf will do the trick. The MIT study found that for 87 percent of the car operators an EV, perhaps even a shared EV, would work.
That says a lot too. It says that the people who want and are pushing autonomous drive and EV vehicles aren't drivers. They are consumers and the car is just another appliance to them, which would explain why the Camry is one of the best-selling vehicles in the market.
But for those of us who love the feel of a car responding to our control, the feel of the road, the thrum of an engine, the squeal of tires, we won't be satisfied with a vehicle that only gets from point A to B. Cars aren't appliances to us. We more than likely wouldn't be open to car sharing services and boring EV and/or autonomous drive vehicles. Unfortunately, we make up only 13 percent of the study.
To be fair though, a lot of us in that 13 percent probably have a daily driver that gets decent mileage and does the A to B during the week without a lot of speed or excitement—heck, it might even be a Camry—and our driver car is for special occasions like a weekend trip or a car cruise or when we just want to cut loose from the hum drum.
I would love to be more excited, really I would. But this is will probably be another concept that Cadillac won't produce, nor incorporate any part of into its upcoming designs—Elmiraj we're looking at you.
That being said, if you are in the area you should head out to Car Week and get a glimpse of all those fabulous cars.
Paul Fix and I will be at Monterey car week, a His Turn – Her Turn review will be coming soon.


Saint John Sarkander (Czech and Polish: Jan Sarkander) (1576–1620) was a Polish and Moravian priest.
He was ordained in 1609 and worked in Holešov from 1616. He was accused of betrayal and tortured in Olomouc prison, partially due to his refusal to divulge what was said in confession. Today the St. Jan Sarkander chapel stands on the place of his torture. The original torturing rack and Sarkander's gravestone are preserved here. Sarkander was canonized by Pope John Paul II during his visit to Olomouc in 1995.
^ "Bl. John Sarkander". Catholic Encyclopedia. New York: Robert Appleton Company. 1913. http://en.wikisource.org/wiki/Catholic_Encyclopedia_(1913)/Bl._John_Sarkander.


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Fear and Loathing in Las Vegas and Other American Stories (Hardcover)
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Garlic and Sapphires: The Secret Life of a Critic in Disguise (Paperback)
By Ruth Reichl
The Diving Bell and the Butterfly: A Memoir of Life in Death (Vintage International) (Paperback)
By Jean-Dominique Bauby
Into Thin Air: A Personal Account of the Mount Everest Disaster (Modern Library Exploration) (Hardcover)
By Jon Krakauer
Consent: A Memoir (Paperback)
By Vanessa Springora, Natasha Lehrer (Translated by)
Pessoa: A Biography (Paperback)
By Richard Zenith
Run, Hide, Repeat: A Memoir of a Fugitive Childhood (Paperback)
By Pauline Dakin
The Newspaper Axis: Six Press Barons Who Enabled Hitler (Hardcover)
By Kathryn S. Olmsted
J. K. Rowling: The Biography of the Highest Paid British Fantasy Author and her Life as a Philanthropist (Business) (Paperback)
By United Library
Black Like Me (Paperback)
By John Howard Griffin, John Howard Griffin (Epilogue by), Robert Bonazzi (Afterword by)


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Taking a break from Trove. Will be back sometime. Sorry to those who posted that I haven't responded to.
Trading 1:1; block for block, non-block for non-block. Also willing to buy/sell the recipes. Post here or message in game.
I'll try catch you tomorrow in game, I should be on from 2pm PST onwards.
Edit: Was a quick trade. Thank you!
I have to offer: Red Glass and Jail Bar Set. just fyi: i am playing in UTC+2. maybe we manage to meet later today.
robot usher/desert raider gnome for leafy canopies?
Thanks for the trade Linguist!
You have one that I need but I have nothing that you need, do you take other recipes you have in trade to keep your stock up? I need Basalt Rook.
http://forums.trovegame.com/showthread.php?2536-Selling-and-trading-recipes there is the link to my post if you are interested in trading anything, I should be online later today.
I'm actually trying to lower stock. Almost all 4 personal chest tabs are full of recipes right now so I'd rather not trade for duplicates. I am willing to sell them though.
How about 150 flux Snail?
I'll trade Robo-Cow for Coffin Collection.
You still have these 4?
If your answer is yes, would you buy it for flux? Cause i dont have any recipes for trading ._.
Interested in Glowing Cyan and Glowing Purple, as well as Basalt Pawn. I have Colossal Cupcake for you. I'll give you 200f for the other block recipes (each).
Hey Lizardman, do you still trade recipes? I need 7 stylish block recipes (non mustache) and have lots of biome or winter, to trade. or can buy if needed.


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"If you do not manage culture, it manages you, and you may not even be aware of the extent to which this is happening" (Edgar Schein, professor MIT Sloan School of Management).
What's the culture of enterprise?
A company is a place of wealth creation, but also a living place. As such companies have all different cultures that characterize them. However, corporate culture doesn't limit itself to aspects immediately obvious (jobs, dressing standards, language). Such as an iceberg, the most impressive part is located under the surface … We are talking about organizational values originating from the belief that some codes of conduct are better than others in order to achieve efficiency and performance in one's company.
Corporate culture could be defined like: « the set of values it upholds to and that is promoted through the activities of the company ». Those values include not only the area of specialty. For example, a company producing cars could be either conqueror (searching for new markets) or more conservative (searching to consolidate positions acquired). Even if they are both producing the same type of goods, the orientation of their activity will create divergent set of values, and therefore different cultures. The same person will grow and flourish in one of them and be dissatisfied in the other. And yet, both companies have the same job profile. In addition, one is not better than the other, just different because of its corporate culture. That's why it is essential to determine as precisely as possible the "corporate culture" of companies in order to ensure an efficient management and to know the level of adequacy between the shared values of the company and those of its employees or, of the candidate that might be recruited.
Initially, researchers in organizational sciences tried to link personalities to organisations, with no success. In 1989 Chatman work marked the birth of a new model in the field: adequacy of an employee and its company is linked to values not to personality. As a matter of fact, personality corresponds to preferences and behavioral habits of an individual (shyness, open-mindedness, anxiety, leadership, etc.). Those are stable passed adulthood. Values, for their part, learned from experience, acquired through life represent the convictions of a person regarding codes of conduct preferable to hold. For example, the way we think we should be managed or treated in a company by colleagues or a boss, how our salary should be calculated: through success, seniority or according to the level of responsibility. Those values forged through our own existence direct us in the way we function and manage situations, and therefore affect our motivation at work. Those values have a bigger impact than personality. Adequacy between the personality of an individual – which means the behavior in everyday life (shy, altruist, anxious or authoritative), and the goals of a company is secondary here.
Why corporate culture is essential?
When a company chooses to recruit a new person, the major question emerging is to know if the candidate has the potential to reinforce the corporate culture by his or her own values, or rather to undermine it. Here is where the company's cultural profile is valuable, allowing to make a prognosis of the adequacy of the company with the cultural profile of a candidate.
A company can also be willing to make its culture evolve. To achieve that challenge, a pre-requisite is to take in consideration the management objectives in the recruitments undertaken and to determine the profiles (of new candidates and employees) with the best potential to make the culture of the company evolve in the way its management want to. For that, you need cultural profile and audit.
How to determine corporate culture with Vadequa?
Research has shown that companies really capable to tell what is their culture are rare. Even fewer are the ones having the tools to measure and identify their culture and values. Vadequa is a French tool based on methodology, analysis and tests developed by researchers in psychology and statistics. This tool relies on the validated scientific models of Robert E. Quinn (1983), The Competing Values Framework. As the corporate culture is not directly accessible, we need to determine it indirectly. The ones best placed to do it are of course the ones working (or that did work) in the company. That's why Vadequa relies upon them to determine it.
With an anonymous on-line questionnaire Vadequa gathers the answers of collaborators. The algorithm generates a detailed report on the company's values pinpointing them according to the 4 categories of culture identified by Quinn (Innovators, Competitors, Collaborators, Organizers) and providing recommendations and potential solutions according to management's objectives. The company gets a detailed diagnosis on the organisation audited whether it is a small team, a department or the whole company. The information provided covers the profiles that characterize the company, shared values, "felt values" and social climate. A wide range of data where you can also compare different groups of collaborators such as for example Sales department versus R&D department, etc. Management and/or HR get a clear and objective understanding of their organisation, in order to work on its performance and cohesion, whether for change management, team building, conflicts resolutions, intern mobility, and more.
Vadequa give the opportunity to optimize recruitments and to get to know better the company's employees. The tool also allows measuring the adequacy of the candidate/employee and the company. Through an second on-line questionnaire potential candidates are evaluated on their motivations, values, culture, personality and job requirements for the position they applied for. A detailed report is then automatically provided giving an objective insight on the potential of adaptation and integration in the company of the candidate.
Corporate culture is not a trend in order to inject "happiness" in a company. It a real concern especially for company's management, not only for HR. Beyond the clichés, corporate culture is a real matter of business with a serious impact on performance and results. A good knowledge and management of corporate culture has direct consequences as essential as the financial growth, development of products, sales or marketing. It has an influence on the development of the organization whether for clients, income, investments, services and products. If Google, Apple and Microsoft understood it, the strategic value of corporate culture is valid for any kind of enterprise, allowing it to stand out among it competitors.
Culture cohesion: agreement on playing rules. A candidate or an employee needs to agree to the corporate culture to flourish at work and to contribute to the performance of the company.
Compatibility of personalities: avoidance of emotional conflicts, benefice of diversity in work preferences. Candidate or employee's personality has to allow him or her to adapt to the corporate culture. In addition, his or her personality must be compatible with the ones of the other members of the team.
Diversity of competencies: each person provides its own contribution. Candidate or employee needs to have the technical and behavioural competencies necessary to do the job effectively.
The easier and quicker moment to act on culture is the recruitment phase. To find the right candidate, you can no longer rely only on its professional skills. Research has shown that problems with management and lay-offs are rarely due to competencies, but to soft skills. Corporate culture can become the motor of the development of companies by playing an essential role in the attraction, motivation and loyalty of employees and future collaborators.
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Mayfair's 'Little White House' up for sale
A house billed as "London's most protected private home" and located in Mayfair's Embassy Quarter is on the market for £2.5 million ($3.68 million).
The Little White House at 4 Blackburne's Mews in Mayfair is located in a private gated mews complex that is adjacent to the American Embassy and within its protective perimeter.
Currently, the house sits inside the American Embassy's security cordon that includes identity card access, patrolling US marines, 24-hour British police presence, checkpoints, anti-tank blocks and CCTV security.
However this cordon will soon end and the house's agent Wetherell forecasts that a major property opportunity for the Little White House will arise next year in 2017 when the US Embassy and relocates to Nine Elms. It provides Blackburne's Mews and the vacant Embassy with the biggest urban renewal and capital value uplift opportunity since the 1960s with the embassy being transformed into a five-star hotel and luxury resort.
The property is known as the Little White House due to its white façade; grand 1600 Pennsylvania Avenue style entrance hall and sweeping staircase; and its proximity to and long-standing links with the adjacent American Embassy.
The white house at 4 Blackburne's Mews dates back to 1732; with major reconstruction undertaken in 1926-1928 by William Forsyth and Hugh Maule of West End architects Forsyth & Maule (the Washington white house was designed by James Hoban and built in 1792-1800).
Running north-south, Blackburne's Mews is located directly adjacent to the rear of the American Embassy whose front façade overlooks Grosvenor Square.
The close relationship between the Little White House and the American Embassy started in 1785 when the first ever American diplomatic mission was founded by John Adams (later President of the US), who rented a house on adjacent Grosvenor Square. In 1811 the mission was raised to Minister & Charge d'Affaires status and in 1893 the first US Ambassador was appointed.
During the early decades, some of the embassy staff rented rooms in houses in the surrounding streets and during the Victorian era the American Embassy invited neighbouring residents from Grosvenor Square, Blackburne's Mews and Culross Street to festive parties and social occasions at the Embassy.
Between 1957-1960 a new six storey American Embassy building, designed by modernist architect Eero Saarinen was built along the Western side of Grosvenor Square, backing directly onto Blackburne's Mews.
During the Kennedy and LBJ administrations of the 1960s local residents from Blackburne's Mews and Culross Street were allowed to use the embassy library and were invited regularly to embassy jazz concerts and art shows, and it's from this era that the white stucco-fronted house at No.4 acquired its nickname the 'Little White House'.
From 1968 the embassy's neighbour-outreach programme was halted with security levels dramatically increased in 1985 and September 2011. Following 9/11, Blackburne's Mews was incorporated into the embassy's protective perimeter.
Police checkpoints and anti-tank blocks were placed at both ends of Blackburne's Mews, whilst inside the checkpoints 2- hour police patrols, US marine security checks and CCTV cameras were established. In addition, every resident, uniquely for Britain, was asked to carry an identity card and every visitor to the mews was required to explain themselves. These measures made the house and its neighbours arguably the "most protected private homes in Britain".
The biggest property opportunity for the house will arise next year in 2017 when the US Embassy relocates south of the River Thames to Nine Elms. The move will provide Blackburne's Mews and the vacant embassy with the biggest urban renewal opportunity since the 1960s and create a new era for Grosvenor Square.
The embassy will be transformed into a five-star hotel and resort. The new luxury complex will provide 137 bedrooms and suites, a ballroom, health spa, five restaurants/bars and six retail boutiques, with new public entrances fronting onto Grosvenor Square and Blackburne's Mews.
Peter Wetherell, Chief Executive of Wetherell says: "The Little White House in Blackburne's Mews provides the adroit buyer with an outstanding and unique long term investment and lifestyle opportunity. The transformed embassy building will become London's next Claridges or Connaught Hotel with the purchaser having the benefit of living right on the doorstep. The resort's restaurants, bars, health spa and boutiques will be one of the 'must visit' destinations in Mayfair, and the urban renewal has the potential to give huge uplift to property values in the local area."
The Little White House provides 2,773 sq ft of living space over lower ground, ground, first and second floors and benefits from an integral garage and access to communal gardens.
The property has a grand entrance hall with sweeping staircase leading up to a large double reception room on the first floor which provides great entertaining space and fantastic natural light.
There is a ground floor formal dining room, with doors opening onto the communal garden, and a large family kitchen/breakfast room. The remainder of the accommodation provides four bedroom suites, each with fitted wardrobes and ensuite bath/shower rooms, guest cloakroom and utility/storage room.
The Little White House is available for sale for £2.5 million (leasehold).
Iconic One At Palm Jumeirah to open in December
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The Timberwolves are in Dallas to take on Dirk Nowitzki and the Mavericks tonight at 7:30 CST. The Wolves have lost three straight. They're now 8-9. After getting off to a quick 7-2 start, this the first time this season the Wolves have been under .500.
It was clear that after three straight losses, Adelman has lost any patience with which he began the season for the Wolves' propensity for unforced errors, lackadaisical defense, and their failure to do basic things–like, say, blocking out opposing bigs (and Andre Miller) on the defensive boards–for painfully long stretches in winnable games.
Worse than that, Adelman clearly knows he doesn't have a magic bullet to use now that he needs one.
Hey Wolves fans. I just got back from Thanksgiving in Zumbrota, Minnesota (yes that's right, the original home of Jacksonville Jaguars coach, Gus Bradley.) As the lead picture shows, I was digging through some of my old prized possessions sitting in my parents' storage. More on that below.
The Wolves are in Dallas today where tonight they face the Mavs (7:30 CST, FSN North, 830 WCCO Radio). Dallas is 10-7, slightly better than Minnesota's 8-9, but they boast a home record of 8-1. That's why I was surprised to see that the Wolves are currently two-point favorites in tonight's game. I mean, the Wolves are 2-6 on the road and have lost 5 of their last 6 games. Even if they have extra days of rest, I expected Dallas to be favored. Digging deeper, I then noticed that the Mavs might be without starting point guard Jose Calderon, who sprained his ankle last night in Atlanta, in a game the Mavs lost despite leading 70-55 when Calderon left the game.
Through 17 games, the numbers show the Mavs to be a slightly net-positive (+0.9 per 100 possessions) team in the 31.1 minutes that Calderon registers, per game. This is because of how well their offense plays with him. With Jose running the show, the Mavs score 107.8 per 100, and allow 106.8. It's an offensive game. When he's off the court, the Mavs score 102.6 per 100, but allow a much-better 98.3. In pretty small sample size, then, the Mavs have been better with Calderon on the bench than with him on the floor playing. I tend to side with Vegas here in believing that rookies Gal Mekel and Shane Larkin will struggle to replace Calderon when faced with greater responsibility and starting-level competition. I guess we'll find out tonight.
One last thing about the Mavs: Monta Ellis. He's playing his best ball since the We Believe, pre-moped accident days. Credit probably goes to Rick Carlisle whose reputation for maximizing production from raw talent is well established. Check out Kirk Goldsberry's Grantland piece for more about Monta's early-season success. I should add that Ellis shot a combined 8 for 31 in his last two games, perhaps signaling some regression to the mean. If Calderon can't go tonight, expect a more ball-dominant Monta to replace the missing offense initiation.
Okay, on to more important things like the other jerseys I found when I was home for the holiday. I wasn't a huge jersey kid, but I found five of them that span from 5th Grade through sophomore year in college. I suppose it only makes sense to do this Jersey Power Rankings style, because all internet lists are to be power ranked.
There isn't much to say about last night's game other than the Nets — literally — did not look like an NBA team. The Wolves played fine, but were hardly at their best, yet still led by 16 after 1, 20 after 2, and 32 after 3. Nobody aside from maybe Corey Brewer had a hot night by their standards. Ricky made 2 of 3 from downtown, and that is great to see, but the game had a major front-running feel to it where there wasn't a worry in the world when anybody's shot went up.
I don't want to waste my time or yours with too much detail about a game where one team didn't show up to play. The Nets better hope that the returns of Deron Williams and Brook Lopez have a dramatic effect. Jason Kidd's job might be in jeopardy just one month into his coaching career.
Some scary injury news around the league. I haven't had a chance to read the stories — and I think the MRIs and whatnot have yet to come back with definitive results — but it sounds like the NBA might be once again without Derrick Rose. Marc Gasol and Andre Iguodala might be out, too. More to come on all this when we have better information.
Always good to get a win, even when the opponent isn't ready to play.


Melinda Risk Human Thing Ring is available to order.
Messika Move Romane Diamond Ring is available to order.
Monique Pean Fossilized Woolly Mammoth Ring is available to order.
Monique Pean Herkimer 40ctw Diamond Ring is available to order.
Oromalia Diamond Buckle Ring is available to order.
Oromalia Domed Ebony and Diamond Ring is available to order.
Plata Hammered Twisted Concave Ring is available to order.
Rahaminov Vertical Diamond Ring is available to order.


'Chelsea Handler is under fire for a tweet about South Carolina Senator Lindsey Graham, where she implied that the politician is gay and is being blackmailed by the Trump administration because of it.
'South Carolina Sen. Lindsey Graham was pressed on his transition to an amicable relationship with President Donald Trump in spite of their often viral clashes before the 2016 election.
At one point during the campaign, Trump became so frustrated with Graham (R) that he shared the senator's cell phone number with the public.
CNN host Kate Bolduan on Friday asked Graham about several recent statements and decisions by Trump and why he continues to defend the president.


text:
Gran Turismo 5 at Tokyo Game Show: Community Features, Legacy Tracks, Weather Effects, X1 Prototype
Sid Shuman	Senior Director, SIE Content Communications
5 Author Replies
At last night's Gran Turismo 5 panel at the Tokyo Game Show in Makuhari Messe, Polyphony Digital's Kazunori Yamauchi gave an extensive update on new features coming to GT5. Highlights included new community features related to My Home, weather effects such as rainfall, returning legacy tracks, and new cars. For more details, see the full announcement on Gran-Turismo.com. But first things first! Watch the new Tokyo Game Show trailer for Gran Turismo 5 below.
My Home Detailed
Gran Turismo 5 will include a big focus on social media functions and community interaction. The record of your playing experience, as well as your future objectives, are all organized on the "My Home" screen — a sort of "home base" for GT5 players. In addition to your PS3, My Home will also be viewable from your PC's web browser starting on November 2nd, GT5's release date. Kazunori explained that while console gaming and web browser gaming are separate fields, GT5's My Home function will help bridge this gap.
My Home is made up of three modes: GT LIFE, Profiles, and Community. Today, Polyphony Digital primarily touched upon the Community element. Kazunori explained that, while the major feature of the Community element is the ability to privately communicate with and race your PSN friends online, there are many other communication features built into GT5. Sharing photos and user-created courses, mail, and even a BBS bulletin board will all be included in the Community section of GT5. These functions will also be available for use in a web browser on Gran-Turismo.com as well as your PS3. You'll also be able to "gift" cars or car parts to your PSN friends.
Inside Community is "My Lounge," in which up to 16 friends can gather to hold online races. Lounge rules are up to you and can be changed from lounge to lounge: A Spec allows you to race from behind the wheel, while B Space allows you to give commands to an AI driver as a sort of "director's mode." The AI driver feature also allows you to "rent out" AI drivers, and they'll gain experience as they race.
Remote Racing is a special mode in Commmunity that also ties into the AI drivers and web browser support. In Remote Racing, you can set up an AI driver as "public," and he may race against one of your PSN friends while you're away. When you return, he'll have gained experience while you were away. In Remote Racing, you'll be able to watch these races, but not give AI commands like you would in the standard B Spec mode.
New Cars and X1 Prototype Reveal
With over 1000 cars in the final game, Polyphony Digital showed off a selection of new cars, starting with the X1 Prototype Project, a dream car that was designed in a partnership between Red Bull Racing and Polyphony Digital. See the mysterious X1 Prototype in the new video below.
Kazunori explained that both teams were interested in building a car that "throws aside all rules and regulations," and was built for maximum performance — "the fastest racing car on land." The X1 Protoype will be playable in GT5. In addition to the X1 Prototype, Kazunori also introduced a selection of new cars that will make it into GT5 on November 2nd.
Isuzu 4200R '89
Citroën GT by Citroën Race Car
Volkswagen typ2 (T1) Samba Bus '62
Volkswagen Kubelwagen typ82 '44
Volkswagen Schwimmwagen typ166 '42
Returning Legacy Tracks
Kazunori also confirmed that some popular legacy tracks from GT's history have been rebuilt and remodeled for GT5. Check them out in the screens below.
Trial Mountain Circuit in Gran Turismo 5
Laguna Seca Raceway in Gran Turismo 5
Sarthe 2009 in Gran Turismo 5
Weather Change Effects
Finally, the Polyphony Digital team also confirmed that environmental changes due to rain and snow have been implemented — down to functional windshield wipers. Combined with other new visual effects such as day-and-night cycle, lightning and tire smoke, Kazunori explained that the weather effects will allow for more immersive racing experiences. Kazunori also confirmed that the weather effects wouldn't be available on every course, but primarily courses focused on endurance racing.
For more details on Gran Turismo 5's Tokyo Game Show announcements, visit Gran-Turismo.com.
gran turismo 5playstation gamespolyphony digitaltgs10
SmooshyKing
…and if you've ever watched real racing, you'll notice that the professionals crash too. And they sure aren't trying to.
MXZBladEon
This game looks amazing
i doubt you will ever be able to make a GT6, at least not on a PS3 (perhaps PS4)
Hombre_Alabama
I have tears of joy, this is just amazing!! I wanna be frozen till November 2nd!!! PD you guys rules!!!
BubbleBelly542
Wow! Simply amazing! Who thinks they need to scrap premium cars with stupid cockpit views and make the damage and other gameplay features better? I do! But the weather is sick especially with the weather. I was reading about this on the website it will also forecast weather but it may not be correct just like real life!
Who's ready for online play? ME! It's gonna be sick! I reordered the special edition! If you want to join a league in gt5 add me I'm bubblebelly542 invade you didn't already see that
i ordered the Collectors Edition also, cant wait for this, its gonna be awesome…..only bad part, i have to wait until next years tax return to be able to afford my Game Seats racing seat w/optional gear shifter attachment, and my Logitech G27 racing wheel, and the 3D starter kit for my 60″ Mitsubishi DLP 3D-ready TV….once i get that stuff, well thats just icing on the cake :)
Mak33
One very detailed effect I noticed is the water spray from other outside sources than just from above (sky). If you look closely and replay from 0:25 to 0:30, you'll notice that the actual road spray from the vehicle in front produces a quick heavy splash of drops on the windshield. Before and after this event, the normal rain effects are not as dramatic. This is simply incredible and is hard to catch unless you replay this segment over and over.
Can't wait for November like the rest of you. From what I've seen from trailers and gameplay, GT5 is mind-blowing.
letherclad
This is just nuts, this game is going to have so much content that its gonna take years to experience it all
lSINGHl
I have the Collectors edition preordered. But how come Canada doesn't get the signature edition? .
z-assolluto-7-11
Can't wait for November 3 in Europe!


text:
the hollywood knights
funkin' for jamaica / momo
JACKIE ROSS
dynamite lovin' / you really know how to hurt a girl
you break me up / i ain't givin' up nothin'
burnin'
STAR BAND DE DAKAR
joy ride / drag
MARTHA & VANDELLAS
my baby loves me / never leave your baby's side
march of the falsettos
BRUCE DAIGREPONT
stir up the roux
magic christian music
the official live (playing the fool)
rock around with ollie vee / i'm gonna love you too
JIMMY RUSHING
rushing lullabies
goin' home! their greatest hits
HAROLD MABERN
greasy kid stuff
JIMMY DAWKINS
jimmy 'fast fingers' dawkins
elvis' golden records, vol. 2
VINNIE MOORE
mind's eye
JIMMY CARROLL
big green car / that's all i want
CHET RENI & KINGS
a love of my own / what's wrong with me
daddy-o-rock / hey woman
a fool's paradise
even in the quietest moments
ROCKY SULLIVAN
illegal entry
YAYS & NAYS
you're my people
i can't seem to forget you / mono
ski songs
pleasure to kill
yes l.a.
vintage violence
the barbarians
ROLLING STONES (NANKER PHELGE)
schoolboy blues / andrew's blues (nanker phelge)
it won't work out baby / give me your love
ALBERT COLLINS
the compleat
the garage zone, vol. 2
stroboscopica
le terme
BORIS W/ MICHIO KURIHARA
in my mouth or on the ground (ny 1972)
no candy
KHAN JAMAL CREATIVE ARTS ENSEMBLE
drum dance to the motherland
nick the stripper + 2
booze party
the yardbirds featuring beck, clapton & page
AGALLOCH
pale folklore
show you my love / mono
LISKER
miles in the sky
TORQUES
elvis sings christmas songs
RENE BLOCH
mr. latin
A.C. REED
boogalo tramp / talkin' about my friends
EDDIE SNOW
ain't that right / bring your love back home
RAMBLIN' THOMAS
chicago blues, 1928
never again / calling you
GOSPEL AMBASSADORS
send your cleansing power / he died for me
how can you be in two places at once?
MARVA WHITNEY
what kind of man / things got to get better
black sugar 2
BUNKY GREEN
the latinization of
merry christmas darling / times change
VIOLINAIRES
stand by me / salt of the earth
christmas at the patti
J.C. WHITE SINGERS
someone to lean on / blessed trinity
hefti in gotham city
and some friends
'twas the night before christmas / mono
BILLY 'THE KID' EMERSON
move baby move / when it rains it pours
COUNTRY GAZETTE
a traitor in our midst!
ASTRUD GILBERTO & WALTER WANDERLEY
a certain smile a certain sadness
HERB ALPERT'S TIJUANA BRASS
a banda / miss frenchy brown
rudolph the red-nosed reindeer / pretty paper
SUNNY ADE
OBED NGOBENI
my wife bought a taxi
what a way to make a living!
NEW GRASS REVIVAL
fly through the country
Dale Farr
EARL KING: Trick Bag
CARL PERKINS: Honey Don't
WARREN SMITH: Ubangi Stomp
DR ROSS: Boogie Disease
HOWLIN WOLF: I Asked For Water
OTIS RUSH: I Can't Quit You Baby
MUDDY WATERS: Long Distance Call
JIMMY REED: I Want To Be Loved
DREAMLOVERS: If I Should Lose You
SHERADES: My Love
JOHNNIE RAY: Cry
SOLOMON BURKE: Everybody Needs Somebody
TOMMY TUCKER: High Heel Sneakers
SHAWEES: No One To Love Me
HIDEAWAYS: Can't Help Loving That Girl Of Mine
CASTELLS: My Girl Awaits Me
JOE HINTON: Funny
LILLIAN LEACH & MELLOWS: My Darling
The Roots of Rock and Roll..38 Years of playing my own 45s,LP's, CD's every other Friday at 3:00 PST on KBOO radio and KBOO.FM streaming
KBOO.FM
Bukka White
Booker T. Washington "Bukka" White (November 12, 1909 – February 26, 1977) was an African-American Delta blues guitarist and singer. "Bukka" is a phonetic spelling of White's first name, placed on the labels of his early recordings. He preferred the proper spelling of his name, "Booker," as he was named after the well-known African-American educator and civil rights activist Booker T. Washington.
White was born south of Houston, Mississippi. He was a first cousin of B.B. King's mother (White's mother and King's grandmother were sisters). He is remembered as a player of National resonator guitars. He also played piano, but less adeptly. He typically played slide guitar, in an open tuning. He was one of the few, along with Skip James, to use a crossnote tuning in E minor, which he may have learned, as James did, from Henry Stuckey.
White started his career playing the fiddle at square dances. He claimed to have met Charlie Patton soon after, but some have doubted this recollection. Nonetheless, Patton was a strong influence on White.
He first recorded for Victor Records in 1930. His recordings for Victor, like those of many other bluesmen, included country blues and gospel music. Victor published his photograph in 1930. His gospel songs were done in the style of Blind Willie Johnson, with a female singer accentuating the last phrase of each line.
Nine years later, while serving time for assault, he recorded for the folklorist John Lomax. The few songs he recorded around this time became his most well known: "Shake 'Em On Down," and "Po' Boy." His 1937 version of the oft-recorded song "Shake 'Em on Down," is considered definitive; it became a hit while White was serving time in Parchman.
One of his most famous songs, "Parchman Farm Blues", about the Mississippi State Penitentiary (also known as Parchman Farm) in Sunflower County, Mississippi, was released on Harry Smith's fourth volume of the Anthology of American Folk Music, Vol. 4.
Bob Dylan covered his song "Fixin' to Die Blues", which aided a "rediscovery" of White in 1963 by guitarist John Fahey and Ed Denson, which propelled him into the folk revival of the 1960s. White had recorded the song simply because his other songs had not particularly impressed the Victor record producer. It was a studio composition of which White had thought little until it re-emerged thirty years later.
Fahey and Denson found White easily enough: Fahey wrote a letter to "Bukka White (Old Blues Singer), c/o General Delivery, Aberdeen, Mississippi." Fahey had assumed, given White's song "Aberdeen, Mississippi", that White still lived there or nearby. The postcard was forwarded to Memphis, Tennessee, where White worked in a tank factory. Fahey and Denson soon traveled to meet White, and White and Fahey remained friends through the remainder of White's life. He recorded a new album for Denson and Fahey's Takoma Records, whilst Denson became his manager. White was at one time also managed by experienced blues manager Arne Brogger.
Later in his life, White was friends with the musician Furry Lewis. The two recorded an album (mostly in Lewis's Memphis apartment), Furry Lewis, Bukka White & Friends: Party! At Home.
White died of cancer in February 1977, at the age of 67, in Memphis, Tennessee. In 1990 he was posthumously inducted into the Blues Hall of Fame (along with Blind Blake and Lonnie Johnson).
On November 21, 2011, the Recording Academy announced that "Fixin' to Die Blues" was to be added to its 2012 list of Grammy Hall of Fame Award recipients.
The Led Zeppelin song "Hats Off to (Roy) Harper", on the band's 1970 album Led Zeppelin III, was based in large part on White's "Shake 'Em on Down." "Custard Pie", a song on Led Zeppelin's 1975 album Physical Graffiti, also references "Shake 'Em on Down."
The 1963 recordings of White's song "Shake 'Em on Down" and spoken-word piece "Remembrance of Charlie Patton" were both sampled by electronic artist Recoil (mostly a one-man effort by Alan Wilder of Depeche Mode) for the track "Electro Blues for Bukka White" on the 1992 album Bloodline. The song was reworked and re-released on the 2000 EP Jezebel.
In 1995, White's "Aberdeen, Mississippi" was covered as "Aberdeen" by guitarist Kenny Wayne Shepherd on his debut album, Ledbetter Heights. It reached number 23 on the Billboard (North America) Mainstream Rock Tracks in 1996.
On January 26, 2010, Eric Bibb released Booker's Guitar (TEL 31756 02) through Telarc International Corporation after becoming inspired by the hidden stories Bibb felt through holding White's famous guitar.
White's song "Parchman Farm Blues" was recorded by Jeff Buckley, and was released posthumously on the bonus disc of Buckley's album Grace: Legacy Edition.
Article courtesy of www.wikipedia.org


text:
Q: Div overflow beyond browser width without setting width I am trying to create a div where instead of the images inside moving to the next line it just keeps overflowing beyond the browser width.
HTML Markup:

CSS:
.carousel {
  overflow: scroll;
  overflow-x: hidden;
}
.carousel img{
  display: inline-block;
}

Is there anyway to do this without setting a width to the div?
CodePen demo

A: Add white-space:nowrap to your .carousel div:
.carousel {
  overflow: scroll;
  overflow-x: hidden;
  white-space:nowrap;
}

http://codepen.io/anon/pen/iCqtc

A: Just to complement the other answer, if you want the carousel to scroll horizontally instead of hiding its overflow, you can hide overflow-y and set overflow-x to scroll:
.carousel
{
    overflow-y: hidden;
    overflow-x: scroll;
    white-space: nowrap;
}

Check the example.

redpajama_set_name: RedPajamaStackExchange


text:
Q: Chaining a clone and a find I'm trying to clone my template (this is just a tr), then inside the template find a td (this.titleRow) then add text to it.
The problem I have is that the below clones the template, finds the table row, inserts the text but as I have used find, only the title row td is appended from the clone, other td's are not.
How can I do this but keep the command chained?
$(this.tBody).append(this.template.clone().find(this.titleRow).text('John Smith');

A: You can chain them as a single line if you use appendTo (instead of append) as it retains the cloned object as the return value:
this.template.clone().appendTo(this.tBody).find(this.titleRow).text('John Smith');


text:
CREATE FUNCTION get_articulo_detalle(bigint) RETURNS SETOF refcursor
    LANGUAGE plpgsql
    AS $_$
BEGIN

DECLARE cur_articulos refcursor;
DECLARE cur_categoria refcursor;
DECLARE cur_comentarios refcursor;

	BEGIN
	OPEN cur_articulos FOR
		SELECT * FROM articulos WHERE artid = $1;

	RETURN NEXT cur_articulos;

	OPEN cur_categoria FOR
		SELECT nombre FROM categorias
			WHERE catid = (SELECT catid FROM articulos WHERE artid = $1);

	RETURN NEXT cur_categoria;

	OPEN cur_comentarios FOR SELECT * FROM comentarios WHERE artid = $1;
	RETURN NEXT cur_comentarios;
	END;

END
$_$;

redpajama_set_name: RedPajamaGithub