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How Chewse Operationalized Transparency — Starting With Salaries
It was middle school. Nine-year-old Tracy Lawrence was crouched in the bathroom, hurriedly gulping down her lunch in a stall. This was her safe haven from the bullies who gossiped about her and taunted her every day. It was also a way to avoid the humiliation of sitting alone in the cafeteria.
Many years later, that memory returned to Lawrence. She had an epiphany as the now-CEO of the office catering startup Chewse. Gossip may run rampant among pre-adolescents, but it's not something you should have to tolerate as an adult. And the deepest, darkest secrets in a company? They're typically around compensation. So Lawrence and her cofounder, Jeff Schenck, made a decision that might have seemed counterintuitive for an early -stage startup. They put together a spreadsheet listing every employee's pay — including their own. Lawrence told her employees as they stared at her, wide-eyed, that they were introducing transparency to the company, which at the time consisted of 18 people. And that it was going to start with salaries. She typed out an email and attached the spreadsheet. She closed her eyes, heart pounding, and hit 'send.'
Nothing happened. No one freaked out. In fact, no one said anything at all.
Well, okay, some things happened. In the 16 months since sending that email, Chewse's voluntary turnover has dropped by half to 10% in the first full year of implementation. Employees who resigned provided an average of 5.25 weeks of notice, compared to the national standard of two weeks. The percentage of employees who thought their compensation was fair was at 72%, compared to a national average of 20%. And no employee has ever approached the company with a competing job offer, thanks in part to the company's clear system of ratings, expectations-setting and regularly scheduled conversations around performance and salary. Some have even told Lawrence they've never opened the spreadsheet. It's been enough just to know that it was there.
Chewse's team has doubled now to 36, and the workplace is thriving. The company nearly tripled its sales in the past year. Lawrence, who previously founded student dining guide Dish Dash and worked as a corporate event planner for TEDx, has become a champion for authentic transparency — not just in salaries, but as a company value. Here, she takes us through why even the earliest stage startups should consider an open salaries policy, especially if they care about diversity. Lawrence explains how to implement such a program, and why you should pair it with a carefully designed feedback and review system. She shares a four-step process on how to give regular and constructive employee feedback that set expectations and strike the right tone. The end result: a culture of openness, fewer hard feelings around pay and clear communication channels between managers and employees.
The Case for Transparent Salaries
Kicking things off with an obvious question: why consider open salaries at all? Here are the top reasons you should consider implementing a similar policy:
Foundational cultural values. For starters, it's about embedding the values of transparency and fairness into your company culture from the very beginning — and laying the framework for a healthy environment. In Chewse's early days, Lawrence and Schenck debated how to best show appreciation to their employees. "We considered different benefits programs, but it always came back to compensation. People really care about their comp. We wondered, what was the most authentic way to handle compensation? It only seemed right to introduce transparency," Lawrence says. And if you think this is something to hold off on until you have a fully-fledged HR department, think again. This policy is especially effective for super early-stage startups. That might seem counterintuitive, because with such a small staff, wouldn't there be even more sensitivity around pay? "Incorporating transparency from the very start will set the tone for the organization you become. It's so critical that you hire people who want open salaries — not just as a tool, but as the type of person who appreciates that approach. You find people who say, 'I buy into diversity, I buy into equality and fairness.' Those are the kind of people that you want to grow into leaders at your startup."
Recruiting. Open salaries can improve the candidate experience and attract talent. "Candidates would overwhelmingly say they really appreciate the transparency. It resonates with a certain type of person. In a survey we ran, 90% of our new hires said the policy set up clear expectations for compensation and the offer process. That really says something. People often feel they're up against a black box when it comes to pay. It's verboten. You're not supposed to talk about it. We bring it straight out into the open, and we find it really impresses a lot of candidates," Lawrence says. "Not only does it tell them a lot about how they'll be compensated, it says a lot about what it's like to work for us. Closed salary systems are also really hard on job candidates. It's incredibly opaque and you're negotiating in the dark. People can feel like they're fumbling. That didn't feel right to us. We want to be shoulder-to-shoulder with our candidates throughout the process— not be friendly, then get adversarial over comp and then assume everything will be fine again."
Chewse CEO Tracy Lawrence
Retention. Transparent salaries can also go a long way in keeping employees around for longer, as they're likely to feel more satisfied with their pay — because as part of the system, you'll make it clear how it was calculated. "Many people will not speak to their manager if they feel their salary is too low. They'll go and get another job offer. At Chewse, we have a system for monthly conversations about an employee's output level, which directly affects pay. It's designed to be less about someone's worth and more about their output and our formula for salary based on that," Lawrence says. "It's also not going to be about waiting till December for this mythical pay raise. A raise is not going to be because you're negotiating a better offer. Nobody has ever come to us with another offer from another company and said, 'I want to negotiate my pay.' Nobody. They'll come to us at the beginning and say they don't agree with our assessment of their output level. Great. Then we can have conversations about it. That's where we'd prefer to be versus having to say, 'You were upset about this for six months and you went and you spun your wheels on trying to get another offer? Sure, I could've increased your pay two grand.' We don't see that happen here."
Diversity. You could also see gains in this important area. Chewse has — its full-time staff consists of 55% women. "Women are more likely to be uncomfortable negotiating salary. I've learned in my time as a manager that women and, for us, engineers have tended not to negotiate or negotiate not as hard. I've always been baffled by it, because as a manager you're trained not to give your final offer. So you lowball it and you expect somebody to negotiate and then get to about the right place. That tactic doesn't really work when you have women or minority groups that just aren't comfortable with negotiation. Every time someone didn't do it, I would cringe and ask myself, 'If diversity is so important to me as an Asian-American, female CEO, why am I hampering it at my own company?'" Lawrence says. "If you want women and underrepresented minorities to stick around, pay them fairly and make sure they know it. It's not just the right thing to do morally. It's the right thing to do for your company, and for your employees. You'll see that people are happier. They're more at ease. Pay everyone equally and, just as importantly, make sure they know that's the case."
Tech should be a role model for the way diversity works. Right now, we have a problem. One solution: open salaries.
The Four Keys to Making Transparency Work
Open salaries isn't just posting everyone's comp on a bulletin board, however. "There's so much more to it than that. You have to have a culture that's built on foundational transparency. This permeates everything from how often and in what way managers talk to employees to how a person can get a raise," Lawrence says. "At the same time, you're not going to stop resentment entirely. But the key here is to surface it. Instead of it becoming a toxic force where no one feels they're being listened to, you know exactly who's feeling resentful about who because it's an open, shared space. Some companies will fire you for sharing your salary. Here, we say, 'Come talk to us about it. You don't agree with your pay. It's okay.' We talk about it every single month. Since we've implemented open salaries, we haven't been surprised about anybody leaving, especially cases that hinged on compensation. From a planning and succession point of view, especially at a startup level where things evolve very quickly, that's incredibly helpful."
Here's her four-step guide to how Chewse has done it:
Post salary in your job descriptions. "Be clear and upfront right in the beginning. Include the salary range. Because our salaries are output-based, a common question we get at this stage is how do we measure output? So be specific in your job description about how you quantify the determinants of salary. Include details about your open pay system in the job description as well. For the most part, people are very excited when they hear about it. It can be a great recruiting tool," Lawrence says. "This approach will also save you time, effort and heartache by filtering out people who aren't a cultural fit for your company because they're turned off by salary transparency, or who aren't a fit because they're outside of your range. It's a phenomenal filter. You waste so much time having 20-minute conversations where at the end you realize you aren't aligned on comp. You could have saved yourself a lot of time and trouble. Of course, make sure the range you post is the real range. We've been tempted to deviate from how we determined pay for certain candidates in the past, but in the end, transparent salaries kept us honest — and hire people who best fit the company, not just the role."
Excerpt of a Chewse job description, including compensation details, for a VP of Operations & Logistics
Define a ratings system. Chewse uses an A-G rating system to classify its employees by skill and expected output level. An A represents someone who's fresh out of college or otherwise untested and new, while a G represents a person who's at the top of her field — perfect for the job, and a rare find. "The way we measure their rating is by output, which makes it easier for managers to have these conversations. It takes a lot of the emotion out of it. Of course, how we define those levels is very dependent on the manager and the role. For sales it's about hitting a quota X percent of the time. Once that person starts to deliver, we can start to talk about moving him from a C to a D or an E. Then there are other roles like with engineering where it's a lot less based off of hard metrics. This is where the art of management comes in. It's not a science," Lawrence says. "A is beginner, B is intermediate and C is performing consistently at the job standards. If someone's been hanging out in A or B for too long, that's an indicator you've got a problem. In D, E, F and G is where you especially start to get into what's art. It's become a shorthand for the organization of how we refer to the skill levels and experiences we need. While it varies from job to job, the expected performance levels should have meaningful, nuanced milestones associated with them."
Chewse's A-G rating rubric
Choose the variables to determine a compensation formula. Chewse uses a formula that gives a base salary, then a multiplier based on a person's performance. The better and more high-value the performance, the bigger the multiplier. "We use Payscale data and AngelList data and gut-check it with our network. I'll ask other founders what they're paying for certain roles. Typically for sales people and for account managers where there's a lot of those people in the role you get great data and this works fine. But in the beginning, I didn't realize how high the comp was for executive roles," Lawrence says. "We went through a series of people saying our range was too low. At first we thought we just weren't finding people who understood the startup phase. But after the fourth or fifth time, we realized we weren't catching the signals from the market. It's definitely something that we've struggled with, so we now work with a comp specialist. She's worth every penny because she helps us understand when we're underpaying. Then we nip it in the bud. We'll market test and get the data from Payscale once a year, and build our base and formula off of that."
Hold monthly reflections, which double as performance discussions. Here's where the magic starts to really work — here's the space in which you create an openness that paves the way for honest, authentic conversations around an employee's work and growth. "We conduct monthly one-on-ones with managers and employees. It's a way of doing a gut check and staying on top of whether someone is meeting their metrics. It's also a space for airing out disagreement or identifying problem areas, and to have a monthly conversation about compensation. Here, set expectations and give people specific goals around how to increase their output level," Lawrence says. "Trust the framework of monthly reflections. It really does work. We had a manager who, in the process of multiple reflections, found out a person on the team was getting ready to leave. The manager initiated a conversation about output level with her, and it led to this big conversation about career progression and dissatisfaction that they were able to address. That person's still here today, and more engaged than ever."
Here's Lawrence's six-step approach to conducting productive monthly reflections.
Start by hiring people receptive to feedback. This happens before the monthly reflection, but it's an important structural support. "We hire for our values, which include fearless introspection. One question we ask in the hiring process is: 'What's been an important transition point in the past 18 months for you where you've learned something about yourself?' We look for instant intimacy. They don't have to tell their whole life story, but they have to be willing to get vulnerable," Lawrence says. "Part of that will come if you just show receptiveness to their honesty. My managers and I all bring our own fearless introspection to the table, and we encourage others to do the same. For example, we had someone who we interviewed and she was a little bit late. She was almost in tears. I happened to be the first interview and said, 'Hey, what's going on for you right now?' She's said, 'I just feel like I've messed up and I feel like I've failed this interview process.' We hired her. Her opening up and being vulnerable that helped clinch it."
Use a simple, low-lift grading rubric. Chewse has a standard form that managers fill out before the one-to-ones. The grading rubric ranges from √-- (check minus-minus) — indicating failure to perform, with immediate action necessary to address it — and √++ (check plus-plus), which means far exceeding expectations. "First, managers assess work performance, which is basically your output level. The next three sections list our values: authentic connection, fearless introspection and intellectual curiosity. At each reflection, show them how you've ranked them. I don't hide it, and I've learned to normalize it. The first few times it feels fucking awful. You say, 'Listen, I gave you a check minus,' and even if it's justifiable, it still feels horrible to tell someone the bad news," Lawrence says. "But you know what? Every single time the person has said, 'Thank you for telling me that. I'm so grateful that this hasn't been hidden.' Then it starts to get easy. The next month maybe you'll give a check-plus for rocking it, and then you do that three, six, nine months in a row, and at that point it's a signal that it's time for an output level increase, because they've been kicking ass. While this process does take time for managers to execute, it pays dividends in employee satisfaction and expectation-setting."
Use the meetings to develop and grow your employees. The reflections are an opportunity for employees to discuss their growth with their managers, and get honest feedback on where they are on their trajectory. "One of my managers has the bullet points for A-G performance. She might say, 'Yeah, they're doing well at B, but they're not yet at C territory.' There has to be a step change difference. For account managers, you have to be either taking an active mentorship role or you've taken on your own individual projects in addition to your own workload," Lawrence says. "Still, you don't have to fill every requirement to move to the next level — it's more of a discussion with your manager, who has a framework for measuring your performance. People sometimes pick their paths, and we tell them that there are several ways to go. You can start to take the mentorship route, becoming the future manager. The fork in the road usually happens at C — be careful when someone's been hanging out in A or B too long. And advancement has many faces. You could be a really great individual contributor who's specializing. Someone might be doing incredible work but not want to be a manager. They should still get an output increase."
We're human. We can't hold everything in our head. Monthly reflections help quantify a streak of good performance — or bad.
Expect — and welcome — disagreement. While this framework takes a lot emotion out of the process by linking it to performance, the issue of compensation is still a loaded one — so expect people to disagree with their reviews. "We totally expect disagreement. We've had it before and we'll have it again. It's about how you set expectations around performance and give people specific goals around how to increase their output level. That's not an easy job. Sometimes managers say, 'I'm having all these hard conversations for the first time,' but as a result of those hard conversations, people don't leave your team. We measure success not just in retention figures, but in the number of hard conversations we've had," Lawrence says. "It's about having a lot of clarity upfront, too. On your first day of the job, we give you very clear guidelines, and from there we always keep referring back to it as these conversations happen. That way there's no question of what expectations are. As long as you're thoughtful about it upfront, the system does the work for you. This process also eliminates surprises. Let's say throughout the year we're telling a sales rep, 'Hey, you're great at closing deals but you're struggling with upsells.' It's something that we'll have reinforced in our monthly reflections. So at the six-month mark, it should be no surprise when we say, 'I'm keeping you at a C because I've given you all this feedback that we're not yet ready to move you to a D.' It gives managers an easier time of just saying that it's output."
Train your managers in tone and approach. Lawrence's team uses the principles of nonviolent communication, an approach designed around compassion and empathy. "We use the OFNR framework to structure feedback: observe, feel, need, request. Make an observation, state how it makes you feel, then what you need and finally cement it in a specific request. For example, "I know getting from a C to a D is really important to you, so let's talk about that. I'm excited for this, but I noticed you've thrown three work parties in the last two weeks. It's making me feel like you aren't putting your all into these deadlines. What I need to feel is that you're hungry, because the organization needs it right now. We're in the middle of a financing and we need to hit revenue milestones so that we can fundraise,'" Lawrence says. "Don't trigger a person's fight or flight response. Be empathetic but also straightforward. Set the tone from the start as a manager: 'I'm going to be tough with you and I'm going to be real with you but I'm going to do it from a place of care. Always frame it from a place of care."
Convene tribunals to help managers measure success uniformly. Use your weekly management meetings as opportunities to discuss. "All the managers come together and talk about who they're considering for raises. We actually prioritize it at our weekly executive meetings, too. At the end we'll always save a space for anybody issuing output level increases. They'll present both the data about output and the monthly reflections. We'll ask questions. The tribunal is a tough place. We'll push back and ask for more data, or challenge each other to say, 'What about this person? Doesn't she deserve an output level increase?' We advocate to each other," Lawrence says. "It has to be unanimous. And it's a way to make sure everyone is grading by the same yardstick. If you're lagging, trust me, your employee's going to know. They'll say, 'My friend has an easy manager. This isn't fair.' We try to keep consistency there. It's hard, but if you bring people together regularly and have them challenge each other, that's a way to keep everyone on the same level playing field. Having a timeline is important, too. People will either forget or it'll only be the squeaky wheels who get the raises. We evaluate everyone on their output at their six-month mark, but if someone's rising faster, you can initiate an increase sooner."
An employee's output level is the micro, but the macro is their career progression. Monthly reflections can capture both.
Move toward a transparent culture by making employee salaries open. This tactic can also benefit your diversity and inclusion efforts. Build a framework and structure around how you rate and evaluate employees for raises. Start with a ratings system that's tied to a worker's output level. Formulate how you'll determine compensation based on that — try a multiplier, or tinker around with your own formula. Then hold monthly reflections, which also double as performance discussions. Train your managers to speak empathetically and openly during these meetings, and in hiring, look for candidates who demonstrate a willingness to be introspective and open. Convene quarterly tribunals for managers to make their case for raises and challenge each other on their decision-making.
"After implementing open salaries, we've become a more healthy-conflict culture. Originally, my thinking was, 'Can't we all just get along?' What it's actually forced me to do is to recognize that conflict is inevitable, and get serious about how myself and my managers communicate when it happens. You can't avoid disagreement. What you can do is surface it, address it and talk about it early, and that's what having an open and transparent culture is all about," Lawrence says. "If more companies implemented this policy, I think you'd have a lot more diversity. You'd have a lot more women and minorities applying for tech companies and being part of tech. Cultures would become less toxic and you'd have more productive conversations faster. This is the only way innovation and inclusion can continue on together."


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Adam Derek Scott (født 16. juli 1980 i Adelaide, Australien) er en australsk golfspiller, der (pr. september 2010) står noteret for 17 sejre gennem sin professionelle karriere. Hans bedste resultat i en Major-turnering er en 1. plads, som han opnåede ved US Masters i 2013.

Scott har 3 gange, i 2003, 2005 og 2007, repræsenteret Det internationale Hold ved Presidents Cup.

Kilder

Eksterne henvisninger

 Spillerinfo

Golfspillere fra Australien
Personer fra Adelaide

redpajama_set_name: RedPajamaWikipedia


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A regular meeting of the Natchitoches Parish School Board was held on Thursday, June 9, 2016, at 5:00 p.m. in the Board Room of the Natchitoches Parish School Board Office, 310 Royal Street, Natchitoches, Louisiana, and upon roll call, the following members and Dale Skinner, Secretary-Treasurer, were present: Eugean Garner, Carroll Daniels, Joella Collins, Harry Graham, Russell Danzy, Michael Hilton, Emile Metoyer, Steven Harris, Thomas Melder, Rhonda Guidroz and Ralph Wilson. The meeting was called to order by President Ralph Wilson, followed by an invocation by Mr. Garner and Pledge of Allegiance Mrs. Collins.
At Thursday's board meeting under the Superintendent's Report, Mr. Skinner talked about the test score results and where the parish ranked in various areas compared to other parishes in the State. Superintendent Skinner also mentioned that he is scheduled to meet with the Judge next month on July 11th.
Mr. Hilton expressed his concern regarding liability issues with the out of state request from employees. A motion was then made by Mr. Hilton and seconded by Mr. Harris that going forward each individual out of state request would be voted on by a roll call of the board. This motion by Mr. Hilton passed with unanimous consent from the board.
On motion of Mrs. Collins and seconded by the Mr. Harris, the following Consent Agenda items were approved:
2. Approval of Minutes of May 5, 2016; May 16, 2016 Special Called Meeting
B. School Bus Routes Changes:
C. Purchase of Buses:
D. Advertisements:
Permission to advertise for bids:
E. Resignations:
F. Retirements:
G. Requests for Leave:
H. Termination:
Upon roll call, the board unanimously approved the following out of state travel request:
Ryan Riley, Lakeview High School, Agriculture Teacher. Travel to Indianapolis, IN, July 23-July 30, 2016, to serve as the Louisiana representative for the NCA judging committee. Trip to be funded by the Vo-Ag Travel.
Barbara Page, NCHS Math teacher. Travel to Atlanta, GA, June 27-July 3, 2016, to chaperone two students, Mackenzie Morgan and Brock Puryear, to the National Future Business Leaders of America Conference for competition.
Mackenzie Morgan and Brock Puryear, NCHS students. Travel to Atlanta, GA, June 27-July 3, 2016, to compete in the National Future Business Leaders of America Conference. Three hundred dollar stipend per student being requested from General Fund.
Mr. Danzy presented the Finance Report. Mr. Danzy made the motion and Mr. Hilton seconded the motion for approval of the bid from Pat Williams Construction, LLC. for Natchitoches Central High School restoration of the Ag building, Field House, Gym and Jump Start/Weight Room. Upon roll call the following votes were cast. YEAS: Mr. Garner, Mr. Daniels, Mrs. Collins, Mr. Graham, Mr. Danzy, Mr. Hilton, Mr. Metoyer, Mr. Harris, Mrs. Guidroz and Mr. Wilson. NAYS: none. ABSTAIN: Mr. Melder. The motion passed.
Mr. Garner made the motion and Mr. Harris seconded the motion for approval of the bid for Hunting and Fishing Rights Property Lease Contract to lease a specified section of land for the sum of five thousand and one dollars per year. Upon roll call the following votes were cast. YEAS: Mr. Garner, Mr. Daniels, Mrs. Collins, Mr. Graham, Mr. Danzy, Mr. Metoyer, Mr. Harris, Mr. Melder, Mrs. Guidroz and Mr. Wilson. NAYS: Mr. Hilton. The motion passed.
On motion of Mr. Daniels, seconded by Mr. Garner and roll call voting, the board unanimously accepted the bids on all food items, juice, milk and milk products, paper and cleaning supplies.
On motion of Mr. Danzy, seconded by Mr. Melder and roll call voting, the board unanimously approved the two-year rate guarantee for Worker's Compensation Excess Coverage Insurance and authorized the Superintendent to sign the necessary papers.
Mr. Danzy made the motion and Mr. Melder seconded the motion for approving the resolution retaining Government Consultants, Inc. as Municipal Advisor pursuant to the Dodd-Frank Wall Street Reform and Consumer Protection Act, and provide for other matters in connection therewith. Upon roll call the following votes were cast. YEAS: Mr. Garner, Mr. Daniels, Mr. Graham, Mr. Danzy, Mr. Hilton, Mr. Metoyer, Mr. Harris, Mr. Melder, Mrs. Guidroz and Mr. Wilson. NAYS: Mrs. Collins. The motion passed.
On motion of Mr. Danzy, seconded by Mr. Hilton and roll call voting, the board unanimously accepted approving the Addendum to previous two-year rate guarantee with the Property Casualty Alliance of Louisiana (PCAL) originally set to expire on June 30, 2017 to extend through June 30, 2019 and authorized the Superintendent to sign the necessary papers. Addendum will guarantee the 5.78% reduction of rates issued in 2015-2016 for 2016-2017 through 2018-2019.
On motion of Mr. Danzy, seconded by Mr. Melder and roll call voting, the board unanimously granted permission to piggyback Caddo Parish School Board's bid, including addenda, with Follett School Solutions for providing library books, etc., for 2016-2017.
The Executive Report was presented by Mr. Daniels. Mr. Daniels made the motion and Mr. Melder seconded the motion for approval of the Natchitoches Times as the official journal for the Natchitoches Parish School Board. Upon roll call the following votes were cast. YEAS: Mr. Garner, Mr. Daniels, Mrs. Collins, Mr. Graham, Mr. Danzy, Mr. Hilton, Mr. Harris, Mr. Melder, Mrs. Guidroz and Mr. Wilson. NAYS: Mr. Metoyer. The motion passed.
The Personnel Report was presented by Mrs. Page. The board was updated on the amount of recruitment that had been done this past school year and also on the amount of certified and qualified staff we have in the parish.
On motion of Mr. Melder and seconded by Mr. Danzy, the board unanimously approved the 2016-2017 District Parent and Community Engagement (P.A.C.E) Plan.
On motion of Mr. Daniels and seconded by Mr. Danzy, the board unanimously approved changing the dates of the July Committee and Board Meetings from July 5th and 7th to July 12th and 14th.
On motion of Mr. Collins and seconded by Mr. Danzy, the meeting adjourned.
DALE SKINNER, SECRETARY-TREASURER

redpajama_set_name: RedPajamaCommonCrawl


Naturally Well by the Shore is a destination wellness program and spa located in Terra Bella by the Shore in Port Elgin, New Brunswick, Canada.
We feature weekday health lectures, gourmet vegetarian food (with optional organic chicken & wild caught fish), fun fitness and activities & spa services.
Our program is all-inclusive: meals, classes & lectures, activities and more are all included in our program prices!


BLOOMSBURG — Bloomsburg University's Institute for Culture and Society (ICS) presents a lecture by Wendy Lee, "When the Fish are Gone: Climate Change Refugees, Terrorists Real and Imagined, and Climate Change Denialism," as part of ICS's Bloomsburg Explores Poverty symposium.
The lecture, which will be held Thursday, Nov. 12, at 7 p.m. in Hartline Science Center, Room G38, is free and open to the public.
In this lecture, Lee, professor of philosophy, will use the plight of Mexico and Mexicans to argue that the fossil fuel industry fears that giving environmental refugees a human face would make climate change real to the public.
According to Lee, politicians in the U.S., influenced by oil and gas interests, seek political mileage by depicting undocumented workers as drug-runners, terrorists, or simply non-citizens taking away American jobs. She argues that the aim of this rhetoric is to sustain the power of fossil fuel corporations over developing world countries.
Lee concludes that increased public awareness of how environmental crises like climate change influence immigration could gradually transform racist narratives about drug-runners and terrorists into more humanized accounts of victim-refugees.
The lecture is part of the ICS's Bloomsburg Explores Poverty symposium, aimed at increasing awareness of this topic and encouraging members of the campus community to become involved in organizing activities during the 2015-2016 academic year.


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Isn't It Romantic? A Review Of The Movie Musical, 'Love Me Tonight'
Paris. The city of romance and, in Rouben Mamoulian's musical, Love Me Tonight, the city where music is sung like a game of tag – one person starts. Then the next person takes over. What's great about this technique is it allows for more than just the stars of the film to carry the singing. Actors in smaller roles get solos as well. Even the everyday noises of Paris are turned into music under Mamoulian's hand.
Love Me Tonight is centered around Maurice (Maurice Chevalier) and Jeanette (Jeanette MacDonald). All charm and accent, Maurice is a tailor who talk-sings about traditional gender roles and being with a different woman every night, yet he's so disarming (and Lorenz Hart's lyrics so clever) you almost forget to be offended
Meanwhile, over in the countryside Princess Jeanette is suffering from fainting spells and told by her doctor (Joseph Cawthorn) that marriage is the cure. Her father, the Duke (C. Aubrey Smith), is adamant her husband must be royal. A tailor wouldn't do.
The reason Jeanette and Maurice meet is because Maurice is having trouble getting the Duke's nephew (Charles Ruggles) to pay for his suits. Unable to wait for him, he decides to go to the castle himself with the bill.
Film historian, Miles Kreuger (who describes Mamoulian as a father figure and Richard Rogers, the composer, as a mentor), provides a commentary track for Kino Lorber's Blu-Ray and does a great job explaining how the different songs function in the film.
On paper, three bonus features where you have to read through text using the arrows on your remote control might not sound like anything to get excited about and, admittedly, it is a very 'back when DVDs first came out' kind of bonus feature. As soon as you start clicking through, though, the quality of the content far supersedes any doubts you might have about the format.
The text is big enough to read and so many of the documents are pure gold, from budget and shooting schedules, to requests from various censorship boards for the film to make changes (Ontario's was especially strict for some reason). The tone of these letters is fascinating, too, as they usually start off complimentary (or at least for Love Me Tonight they do) but then there's always a "but" coming where they state the actual reason they're writing. It also shows how valuable Chevalier and MacDonald's screen personas were, in allowing films to get away with making off-color jokes. Even in these letters you see board members commenting on the fact that certain lines probably don't sound as salacious coming from Chevalier or MacDonald.
Finally, in the "Screenplay Excerpts of Deleted Scenes" section there's a great exchange between Maurice and Jeanette that didn't make it to the final film. Basically, Maurice is advising Jeanette on what she should write in a letter to a friend and Jeanette decides to go her own way.
Love Me Tonight is available on Blu-Ray now from Kino Lorber. The songs don't always send the right message, but they're not necessarily meant to be taken seriously and the film really is a great example of the musical form.
November 16, 2020 November 17, 2020 Rachel Bellwoar 337 Views Blu-Ray, Kino Lorber, Love Me Tonight, musicals
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April 13, 2019 Erik Amaya 0


The 550km strip covering eastern and southeast Iceland takes in a quarter of the country's coastal fringe, plus some rugged highlands and a good chunk of Europe's largest ice cap. Set on the Ringroad halfway around the country from Reykjavík, Egilsstaðir makes a good base for excursions around Lögurinn lake, where you'll find some saga history, waterfalls and unusually extensive woodlands; or even for an assault on the highlands around Kárahnjúkar and Snæfell, the latter eastern Iceland's tallest peak. The East Fjords feature a sprinkling of picturesque communities – including the port of Seyðisfjörður, with its weekly international ferry – though the main focus is the steep-sided hills and blue waters of the fjords themselves.
Below the East Fjords, southeast Iceland is dominated by the vastness of Vatnajökull, whose icy cap and host of outrunning glaciers sprawl west of the town of Höfn. With a largely infertile terrain of highland moors and coastal gravel deserts known as sandurs to contend with – not to mention a fair share of catastrophic volcanic events – the population centres here are few and far between, though you can explore the glacial fringes at the wild Lónsöræfi reserve, and at Skaftafell National Park, where there are plenty of marked tracks. Further west, the tiny settlement of Kirkjubæjarklaustur is the jumping-off point for several trips inland, the best of which takes you through the fallout from one of Iceland's most disastrous eruptions.


Caroline Harding is a writer, producer and director of documentaries about individuals who have struggled against the odds to make positive change.
In 1998, Carol and Craig Schmarr took their life savings and moved to Kona, Hawaii to save the endangered seahorse.
Groundbreaking physician and pioneer Barbara Korsch developed the definitive study of doctor/patient relationships.


Myrtle has been a bit of a plonker lately, getting a strop on when I try & pick her feet out...solved by changing where I tie her up to groom her, trying to attack Darna in the trailer...not solved yet, hope Myrtle will travel nicely with Madge but not had time to try this out. Myrtle loads very nicely still so I wonder if what is upsetting her is Darna always itching because of SI & making the trailer rock. Myrtle does not beat Darna up in the field. Happily Connie is travelling well with Darna Myrtle also refused to line up at the mounting block, sloved this by lining her up so I could mount from the off side. Brain strain!!
Anyway back to yesterday, out on the moors when I spotted a ewe on its back in a nearby field. Rode close & yelled at it, it wriggled but to no avail. I have rescued a ewe once before in the same field whilst riding Myrtle, several years ago. That time I looped her reins over a fence post but OH & I decided afterwards that was a bit dodgy so this time I looped her reins round a crossed over stirrup. She could still reach the grass.
You know now that she can do it, which is great as it means she is being a plonker those other times. It has been a very odd year and a lot of mares seem to have been unsettled, lets hope they have it out of their system and its onwards.


As a little girl I remember having Strawberry milk as a yummy treat. I remember buying it when I was pregnant with my children too.
I've got a recipe so we can now make it with our own ingredients for a much healthier snack! Woot!
Don't forget the homemade chocolate syrup recipe that we use too!
In saucepan add strawberries, water and sugar and boil for about 10 minutes... the mixture will thicken.
Once reduced and thickened, remove from heat.
Stir in vanilla and strain out chunks of berries.
Your syrup is awesome in milk, but you can use it elsewhere too!
On top of ice cream, yogurt, oatmeal, pudding... or eat it by the spoonful!
Also, I want to take a minute to THANK YOU for all the kind words from yesterday's blogaversary post! You are all so sweet! I truly have enjoyed these past 4 years of blogging. There were times that I hit some rough patches, but blogging is truly a fun and sunny spot in my day.
If you haven't signed up for the giveaway, scroll on down. There's still time... oh, and tell your friends! If I get more than 100 entries... I think I will just have to sweeten the deal!
Thank you for sharing this simple but wonderful recipe! I know my kids will love it and I'm trying hard to remove processed/non-raw foods from my family's diet.
This sounds really good, I can't wait to try it!


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news24x7world
Home » Asia » He Escaped Death as a Kamikaze Pilot. 70 Years Later, He Told His Story.
He Escaped Death as a Kamikaze Pilot. 70 Years Later, He Told His Story.
TOKYO — For more than six decades, Kazuo Odachi had a secret: At the age of 17, he became a kamikaze pilot, one of thousands of young Japanese men tasked to give their lives in last-ditch suicide missions near the end of World War II.
As he built a family and a career as a Tokyo police officer, he kept his secret from virtually everyone, even his wife, who knew only that he had served as a Japanese Navy pilot. The experience, he felt, would be too hard to explain to a society that mostly viewed the kamikaze as maniacal zealots who volunteered for an unthinkable sacrifice.
But over the years, as Japan's complex relationship with the war changed, Mr. Odachi gradually began to share his story with a small group of friends. In 2016, he published a memoir, recounting how he had fallen asleep each night wondering if tomorrow it would be his turn to die for a lost cause. The book was released in English translation in September, the 75th anniversary of the conflict's end.
Mr. Odachi, 93, one of the last living members of a group never meant to survive, said he hoped to memorialize the pilots as young men whose valor and patriotism were exploited. "I don't want anyone to forget that the wonderful country that Japan has become today was built on the foundation of their deaths," he said in a recent interview at his home.
The kamikaze are the most potent symbol of the war in Japan, a vivid example of the dangers of fervent nationalism and martial fanaticism. But as the generation who lived through the war fades away, Japan's opposing political sides are vying to reinterpret the kamikaze for a public still divided over the conflict's legacy.
For the right, the kamikaze are a symbol of traditional virtues and a spirit of self-sacrifice that they believe is woefully absent from modern Japan. For the left, they are part of a generation destroyed by Japanese militarism, and a powerful reminder of the importance of maintaining the country's postwar pacifism.
"The kamikaze as a historical fact, and as a symbol, have a very powerful potential to be used on either side of that argument," said M.G. Sheftall, a professor at Shizuoka University and the author of "Blossoms in the Wind," a collection of interviews with the pilots.
Mr. Odachi himself has little interest in politics. Nowadays, he welcomes visitors into his home in the Tokyo suburbs, where he vividly re-enacts old war scenes, stomping on imaginary airplane pedals and fiercely pulling a pretend flight stick.
His story defies the simple stereotypes often evoked by Japan's conservatives and liberals.
He volunteered to fight in a war he believed his country would not win. He was prepared to die to protect those he loved, but not to throw his life away.
Today, he is staunchly antiwar and thinks Japan's pacifist constitution is fine just the way it is, but he remains a strong advocate for the country's right to self-defense. He has no regrets about his decision to enlist, and he visits Yasukuni Shrine — where generations of Japan's fallen soldiers are enshrined alongside some of its most notorious war criminals — several times a year to console the souls of his friends who died in combat.
Growing up in a village near an air base, Mr. Odachi had long been fascinated by planes, and when the war began, he decided that he would one day fly one. He enlisted in Japan's armed forces in 1943 and joined the Yokaren, an elite group of teenagers who were trained as Navy pilots.
The Yokaren, Mr. Odachi pointed out, were different from other kamikaze, students who had been yanked out of their schools and consigned to death with little preparation or training. Still, the young men in Mr. Odachi's program were groomed to die in aerial combat even before Japan's desperate turn to suicide missions.
Cadets were celebrated as cherry blossoms, a flower whose vivid beauty is accentuated by its brief existence. Even the buttons on their uniforms, embossed with the flower, served as a reminder of their imminent death in battle.
"We all knew that 'happily ever after' was an unlikely outcome," Mr. Odachi wrote in his book, "Memoirs of a Kamikaze." "We weren't destined to live long."
When he arrived in Japanese-occupied Taiwan in August of 1944, the war was entering its end stage.
Japanese forces had been ground down by American technological superiority and the overwhelming production capacity of the U.S. war machine. An allied victory appeared increasingly inevitable, and Japanese tactics began to demand even greater human sacrifice.
In dogfights, pilots were instructed to "aim to carve the enemy with our own propellers," Mr. Odachi wrote. "Of course, death was a certainty if this happened, but at least we would take the enemy with us."
The tactics hinged on the belief that Japanese airmen were more willing to die than their enemies.
The force of that conviction was put to the test in October 1944, when Japan's Navy decided to gamble everything to stop an American attack on its forces in the Philippines, during what would become known as the Battle of Leyte Gulf.
Japanese officers explained to Mr. Odachi and his cohort the plan to use suicide missions and asked for volunteers. They were met with stunned silence.
Only when the officers began to harangue them did the first few men reticently volunteer, he wrote. "We were essentially cajoled into committing suicide," he recalled.
On Oct. 25, Mr. Odachi witnessed the first successful sortie of suicide fighters take off from a bombed-out runway in the Philippines. But Mr. Odachi and his fellow troops soon found themselves pinned down in the island nation, as American bombers destroyed many of his squadron's remaining planes.
Months later, he and others escaped to Taiwan, where, on April 4, 1945, he was ordered on the first mission of his 10-month stint as a suicide pilot.
Mr. Odachi's Zero — the agile Japanese fighter plane that dominated the Pacific skies in the war's early years — was loaded with an 1,100-pound bomb, weighing it down so much that it would be impossible to outmaneuver the enemy. When American fighters spotted him, he jettisoned his bomb into the ocean and managed to escape.
On his next sortie, his group failed to find a target. The next six missions also ended in failure.
After each attempt, he would wait for weeks for new orders. Every night, the officers announced who would fly into battle the next day. It "felt like the conferral of the death penalty, and it was stomach-turning," he wrote.
But by the end, he said, "we had become indifferent to matters of life and death. Our only concern was making the final moment count."
That moment, however, never came. On his final mission, his plane was preparing to take off when a member of the ground crew ran onto the runway, shouting and waving for the squadron to stop. The emperor, Mr. Odachi learned, had just announced Japan's surrender. He was going home.
On his return, as a train took him through the bombed-out remains of Hiroshima, he truly understood that the war was over. At his home in Tokyo, he took the ceremonial short sword commemorating his status as a kamikaze and threw it into the hearth fire, where it melted into a lump of steel.
His only souvenirs from the war are a handful of photos and a present from a young woman he met in Taiwan: a silk scarf, made from a parachute, that is embroidered with cherry blossoms and a blue anchor, the symbol of the Yokaren.
Mr. Odachi has never revealed the woman's identity. It is one of the few things about the war he still refuses to talk about.
People, he said, have often remarked that the kamikaze "didn't value their own lives." He hopes that his memoir will remind them not just of the conflict's costs, but also of the humanity of the young men whose lives were sacrificed for it.
"We were the same age as today's high school students and college freshmen," he said. "There wasn't a single person among us who would have decided on their own to die."
Makiko Inoue contributed reporting.
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mediabest	01/18/2021
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Copyright © 2021 news24x7world.


Zemfirka Blogs...: Book Review: Man Up!
This is far from my usual read but I decided to give it a chance anyway and I have no regrets. In fact, I was pleasantly surprised to find it both entertaining and funny. I have often found myself thinking that I might really enjoy one of those many comedians' biographies while passing the aforementioned book section in my local bookstore, but have never really given in to the idea until now.
I had a promotional credit to spare on my Audible account that was going to waste, so I picked up Man Up!: Tales of My Delusion Self-Confidence by Ross Mathews. At only five plus hours of listening time and narrated by Ross himself [definitely a bonus in my book], I thought it was a good deal and a great opportunity for me to take a break from my marathon listen of the Outlander series. [The Outlander audiobooks have been part of my daily commute since January this year and a break was definitely in order.] So, armed with my new audiobook, I finally took the plunge.
Are you familiar with Ross Mathews? If not, he is the guy who first began his career as Ross the Intern on The Tonight Show with Jay Leno, and later on E!'s Chelsea Lately. Being familiar with both shows, although being far from a devoted follower, I felt that I knew what to expect – and, as I said before, I was not disappointed.
"Hello, dear reader! It's me, Ross Mathews from television! So now that we're best friends (oh, by the way, we totally just became best friends), you should know that I am possibly, just maybe a teeny bit way too excited for you to read my book." Man Up! (Prologue).
How could you not like this guy? Especially now, that we are totally best friends – he said so himself! So, in the spirit of his excitement and his distinctive high pitched chirpy voice we continued on to the many stories of his childhood, various jobs, friendships, relationships, and other exciting, funny, and at times inspirational episodes of his life. Ross lays it all out on the table, from his dating life, and his two lovely pooches Louise and Mijo, his Oscar–winning bff Gwyneth Paltrow, to his many jobs and a sudden spotlight at The Tonight Show.


text:
Weekly Events List
Openings & Events
Calls for Entry
Publication Guidelines
Gallery Openings and Events
Anacostia Community Museum Presents Film and Discussion: "What Happened 2 Chocolate City?"
By Editorial Team on January 21, 2019
Courtesy of Anacostia Community Museum.
Event: Saturday, January 26 from 2pm to 4pm
Washington, DC was the first majority-black city in America-which garnered it the nickname "Chocolate City." The nickname stuck and was used by DC residents from all walks of life for many years until the city's racial demographics changed.
Filmmaker, Mignotae Kebede's critically acclaimed documentary, "What Happened 2 Chocolate City" examines how gentrification is changing Black communities as told through the lenses of three generations of Washingtonians. A panel discussion with the filmmaker and guests follows the screening.
This program is funded in part by the D.C. Commission on the Arts & Humanities, an agency supported in part by the National Endowment for the Arts.
Register online or call 202.633.4844
Anacostia Community Museum is located at 1901 Fort Place SE.
MPA Artist Talks Give and Take: Building Form with Emilie Benes Brzezinski, Rachel Rotenberg, Foon Sham, and Norma Schwartz | Intersectional Painting with Sheila Crider
A virtual artist talk is scheduled for Thursday, January 20 at 7pm.
The Nicholson Project Presents Hoesy Corona WAYFARING
Thu, 20 January 2022 - Sat, 12 March 2022
An opening reception is scheduled for Thursday, January 20 from 5pm to 7pm.
HEMPHILL Presents WILLEM de LOOPER: Paintings 1968 – 1972
Sat, 15 January 2022 - Sat, 26 February 2022
The exhibition opens Saturday, January 15, 2022.
Arlington Artists Alliance Presents Lighting our Community with Art Group Exhibition
Mon, 03 January 2022 - Mon, 28 February 2022
An opening reception is scheduled for Saturday, January 15 from 5:30pm to 8pm.
Multiple Exposures Gallery Presents New Year, New Work – 2022 Group Exhibition
Wed, 12 January 2022 - Sat, 05 February 2022
The exhibition is on view January 11 – February 5, 2022.
BlackRock Center for the Arts Presents Stuart Diekmeyer Curiosity of Scale
A reception is scheduled for Saturday, February 12 from 5pm to 7pm.
Sign Up for East City Art's weekly Newsletter
ECA Artist Directory
© 2022 East City Art. All Rights Reserved.
Site Built & Maintained by WinsiteWP.com


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Welcoming an experienced real estate disputes lateral hire
Eversheds Sutherland appoints Rob Phillips into its Real Estate Litigation team
Eversheds Sutherland has appointed Rob Phillips, an experienced property disputes lawyer, into its Real Estate Litigation team.
Rob is an accomplished real estate disputes lawyer, with over 16 years' experience advising across the complete spectrum of property disputes, including commercial landlord and tenant, development and freehold disputes.
Rob's practice extends to include complex energy, natural resource and minerals disputes, an increasingly important area of advisory work in the UK for energy and utilities clients. He will connect with Eversheds Sutherland's Real Estate practice group and Energy team to further develop the firm's capability in this area.
He joins from Hugh James where he had been Head of Property Litigation since 2013. Rob is returning to Eversheds Sutherland, having joined the firm as a newly qualified solicitor in 2004.
Rob's arrival further bolsters Eversheds Sutherland's real estate litigation capability, taking the team to 16 partners and over 60 full time practitioners, the largest real estate disputes team in the UK. Rob will lead Cardiff's Real Estate Litigation team, taking over from Kath Cook who retires from the partnership in January 2022.
Lisa Barge, Head of our Real Estate Dispute Resolution at Eversheds Sutherland, said:
"We're excited to welcome a property disputes lawyer of Rob's calibre into our Cardiff team. His experience across the real estate sector, in addition to having a particular focus on energy disputes, will prove invaluable to our national team. We have one of the UK's premier real estate disputes teams, and Rob's arrival further bolsters our position in the market."
Paul Worth, Global Co-Head of Litigation at Eversheds Sutherland, said:
"We are pleased to welcome Rob back to Eversheds Sutherland, he brings his broad experience to our busy and growing Real Estate disputes practice. His expertise in the energy, natural resources and utilities sectors will make him a valuable addition to the national team."
Rob Phillips, said:
"It is great to be returning to Eversheds Sutherland and I am looking forward to reconnecting with former and new colleagues within the business. I have maintained my relationships from my time with the team and am eager to get going at a firm that has grown considerably since I left, with the UK's premier real estate disputes team and a wider global network of colleagues and clients."
Paul Worth
Connect with Paul Worth on LinkedIn
Lisa Barge
Product Group Head
Connect with Lisa Barge on LinkedIn
Eversheds Sutherland hires UK Government Legal Department lawyer
Eversheds Sutherland has advised on the completed acquisition of DAN AGRO HOLDING s.r.o.
Eversheds Sutherland advises Oldenburgische Landesbank Aktiengesellschaft on the refinancing of ecovium, a FSN Capital V portfolio company and the financing of the add-on acquisition of Mantis Informatics
Eversheds Sutherland advises Baird Capital on its investment in Subsea Technology & Rentals
Eversheds Sutherland augments its banking capability with Partner hire
Staff sign-in


text:
Perlbuzz About Archives
"Beginning Perl" turned into a wiki
Simon Cozens has been mostly absent from the Perl community since he's gone off to mission work in Japan, but he writes in to tell us:
I've begun the process of putting my (very) old book Beginning Perl, first edition, into a wiki to allow it to be updated, corrected and annotated: http://books.simon-cozens.org/index.php/Beginning_Perl It's a very rough data dump at the moment and needs a lot of gardening, but hopefully it's still a useful resource.
Thanks to Simon for making this available to the community.
PerlBuzz is go for launch!
Welcome to Perl Buzz! Andy and I are excited to be launching a new Perl blog, and hope you'll like it as much as we do.
A lot of people have been asking us, "Why do we need another Perl blog?" We believe that there's room for as many Perl blogs, journals, and news sites as people want to set up. Each has its own flavour and will appeal to different groups of people, and that's just fine. Perl Buzz's unique selling point is that we're bringing a shiny, happy view of the Perl world to the masses. Some other sites focus on communicating within the existing Perl community. We'll do that, too, but we also hope to reach out to those who aren't yet part of the tribe, and show them just how cool Perl is.
So, let's take a look at what Perl Buzz has to offer.
The main Perl Buzz blog, which you're reading right now, is all about news, reviews, and what's exciting in the Perl world. We're interested in everything from impressive Perl websites (see our review of iusethis.com) to releases of free and commercial Perl software (like Movable Type 4.0, released last week) to interesting uses of Perl you might not know about (like attributes or how to write a LOLCODE parser using Parse::RecDescent).
Over in Project Hum, we track what's going on in Perl projects. Anything from performance tweaks to calls for help to translations of docs into other languages. We watch other Perl news sources to find out what's going on, but please let us know if you'd like us to post something about your project!
CPAN Watch is all about what's noteworthy on CPAN. Watching the full feed of CPAN uploads can be like drinking from the firehose, so we filter it and just post the most interesting releases, along with why you should care.
You can subscribe to any or all of the feeds via RSS; see the links in our sidebar.
If you'd like to contribute to Perl Buzz, please email us at editors@perlbuzz.com, or see our How to contribute page.
Organizing Tests with Test::Class
Aug 21, 2007 • CPAN
At the Perl and Mac Development Blog, Christopher Humphries has written a tutorial on using Test::Class.
There are basically two schools of testing that is either Test::Harness based or Test::Class based. Test::Harness school runs a series of scripts which have tests in them top down, usually with a plan at the top of the file (plan is the number of tests you are planning on running). Test::Class manages itself, using Test::Class for tests and to run them...
Most of my test files use Test::More and little else, but Test::Class is a great way to organize tests for larger projects. Best of all, it works with all test modules built on Test::Builder, which is to say almost every test module on the CPAN.
I CAN HAS LOLCODE PARSER?
Unless you've been buried in a bog for the last year, you'll have come across lolcats, the pictures of cats speaking an amusingly stilted dialect of English.
From lolcats came lolgeeks and then, inevitably, lolcode:
I HAS A VAR ITZ 1
IM IN YR LOOP
VISIBLE VAR
IZ VAR BIGGER THAN 39 O RLY?
YA RLY
NO WAI
UP VAR!!1
KTHX
I talked to Joe Drago, author of a lolcode interpreter written in Perl. The parser is based on Parse::RecDescent, a recursive descent parser written by Damian Conway.
Joe's a Senior Software Developer at a video game company, where most of his work is in other languages, but he says he prefers Perl to the C++ that pays the bills.
Joe says, "I'd never used Parse::RecDescent before… I found it to be wonderful. I've been wanting to write a parser for a while now (I own the Dragon book and one on lex/yacc), but I needed a test case. This was a great opportunity to screw around with that. The module is very Perlish, in the sense that it lets you have fun with the grammar of a language without having to plan complex data structures too much to see some results. I highly recommend P::RD for Perl programmers interested in how grammars are written."
Unfortunately Joe's lolcode interpreter predates the official lolcode specifications and isn't compliant with them. But, he says, "I released it under the BSD license under the notion that someone more interested in the final standard would be inspired by my simple stuff and make something really cool with it. Hint, hint!"
Perl debugger reference card
Andrew Ford, maintainer of refcards.com has released a reference card for the Perl debugger.
All his reference cards are downloadable as PDFs in the paper size of your choice. His current reference card project is for WWW::Mechanize, which just tickles me.
White Camels for 2007
Aug 13, 2007 • Community, Perl Foundation
The 2007 White Camel awards for achievements in promoting the Perl community have been awarded to Norbert E. Grüner, Allison Randal and Tim O'Reilly.
Norbert E. Grüner is chair of the YAPC::Europe Foundation, founder of the German Perl Workshop, and is involved in organising Perl events throughout Europe.
Tim O'Reilly is not only the publisher of many Perl books, but also founder of The Perl Conference which began in 1997 and grew to become part of the Open Source Conference in later years. He has been a constant supporter of the Perl community over many years.
Allison Randal is architect of Parrot and was previously project manager for Perl 6, has acted as president of The Perl Foundation, and wrote the new version Artistic License 2.0 under which Perl and many related projects are released.
The White Camel awards were started in 1999 to acknowledge the work of Perl's community leaders, and are awarded each year at the O'Reilly Open Source Conference.
Attributes: powerful Perl syntax you might not know
An anonymous monk at PerlMonks asks How is this Perl?.
sub end : ActionClass('RenderView') {}
As it turns out, they're attributes, one of the newer and less well understood additions to Perl. You won't see them everywhere, but they're starting to appear in a number of places; many people -- including the anonymous perlmonk -- first encounter them in the Catalyst MVC framework.
Attributes allow you to add extra semantics to any Perl subroutine or variable. The typical example -- given in both the perlmonks thread linked above, and in the Attribute::Handlers docs linked below, is an attribute :Loud which makes any subroutine called with it behave as if it only knew how to shout:
sub greet : Loud {
print "Good morning.n";
greet();
... prints "GOOD MORNING";
You can also declare variables using attributes:
my $greeting : Loud;
To learn more about attributes and how to write them:
perldoc attributes
Attribute::Handlers -- a nicer way to handle attributes
Lightning Strikes Four Times, where Mike Friedman discusses using attributes for logging.
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text:
Q: Android Webview contentHeight has value from last visited page When I invoke Webview.contentHeight, I get every time the value from the last visited site. What have I to do, to get the contentHeight of the new loaded site?
I try this:
val view = findViewById<WebView>(R.id.view)
url = edit.text.toString()
url = URLUtil.guessUrl(url)
edit.text = url

if (URLUtil.isValidUrl(url)) {
  view.loadUrl(url)
  //here I've tried and give the Webview with sleep(30000) some time, but this also don't working
  var cheight = view.contentHeight
  var vHeight = view.height
  var mheight = view.measuredHeight
  var minheight = view.minimumHeight
  Toast.makeText(this, cheight.toString() + " " + vHeight.toString() + " " + mheight.toString() + " " + minheight.toString(), Toast.LENGTH_SHORT).show()

A: I had to work around the Problem. To test the behavior afterwards, I get the ContentHeight in a Button.Listener and display the value with Toast.makeText(). Now I get the current value.

redpajama_set_name: RedPajamaStackExchange


text:
White House official: Trump is willing to hear out Europeans on the Paris climate deal
Published Fri, May 26 2017 9:43 AM EDT Updated Fri, May 26 2017 10:24 AM EDT
Jacob Pramuk@jacobpramuk
President Donald Trump will listen to European leaders as he decides his policy on the Paris climate deal, Gary Cohn says
Trump is meeting Friday with G-7 leaders in Italy
Key Republican senators have urged Trump to withdraw from the deal, while some big American businesses are pushing him to stay in it
Italian Prime Minister Paolo Gentiloni, Germany's Chancellor Angela Merkel, U.S. President Donald Trump and European Council President Donald Tusk attend the G7 summit in Taormina, Sicily, Italy, May 26, 2017.
Alessandro Bianchi | Reuters
World leaders have a chance Friday to lobby for Donald Trump's support on the Paris Agreement on climate, and the president may be willing to listen.
"I think he's leaning to understanding the European position," chief economic advisor Gary Cohn told a pool reporter during Trump's first trip overseas as president. "Look as you know from the U.S., there's very strong views on both sides. Both sides are running ads."
"So he knows that in the U.S., there's very strong opinions on both sides, but he also knows that Paris has important meaning to many of the European leaders. And he wants to clearly hear what the European leaders have to say."
Trump meets Friday with the leaders of the G-7 economic powers in Italy, and some of those officials are expected to try to convince the U.S. to keep to its word on the landmark global agreement to curb greenhouse gas emissions, which was reached during the Obama administration. The United States is world's second-biggest greenhouse gas polluter, after China.
Powerful voices push Trump in both directions
As a candidate, Trump said he would renegotiate the agreement or even pull out of it. Since taking office, Trump has taken steps to roll back regulations on emissions, arguing that they're bad for American energy companies.
But some top Trump administration officials and major business leaders have urged him to uphold the deal. Secretary of State Rex Tillerson, who was formerly CEO of Exxon Mobil, has publicly backed the Paris Agreement.
General Electric CEO Jeff Immelt and executives from energy companies like Exxon and Chevron have also pushed the U.S. to stay in the agreement.
Investors are paying more attention to climate change: Amundi
But Trump has faced some political pressure from lawmakers on the other side. A group of 22 Republican senators, including Majority Leader Mitch McConnell, pushed Trump in a Thursday letter to withdraw from the agreement, according to Axios.
The Paris Agreement is the first that "brings all nations into a common cause to undertake ambitious efforts to combat climate change and adapt to its effects, with enhanced support to assist developing countries to do so," according to the United Nations. "As such, it charts a new course in the global climate effort."
Jeff Immelt


text:
import os
import re
import sys

try:
    from setuptools import setup
except ImportError:
    from distutils.core import setup

def get_version(*file_paths):
    """Retrieves the version from miblog/__init__.py"""
    filename = os.path.join(os.path.dirname(__file__), *file_paths)
    version_file = open(filename).read()
    version_match = re.search(r"^__version__ = ['\"]([^'\"]*)['\"]",
                              version_file, re.M)
    if version_match:
        return version_match.group(1)
    raise RuntimeError('Unable to find version string.')

version = get_version("miblog", "__init__.py")

if sys.argv[-1] == 'publish':
    try:
        import wheel
        print("Wheel version: ", wheel.__version__)
    except ImportError:
        print('Wheel library missing. Please run "pip install wheel"')
        sys.exit()
    os.system('python setup.py sdist upload')
    os.system('python setup.py bdist_wheel upload')
    sys.exit()

if sys.argv[-1] == 'tag':
    print("Tagging the version on git:")
    os.system("git tag -a %s -m 'version %s'" % (version, version))
    os.system("git push --tags")
    sys.exit()

readme = open('README.rst').read()
history = open('HISTORY.rst').read().replace('.. :changelog:', '')

setup(
    name='miblog',
    version=version,
    description="""A simple DjangoCMS blog app""",
    long_description=readme + '\n\n' + history,
    author='Robert Weglarek',
    author_email='weglarek.robert@gmail.com',
    url='https://github.com/robertweglarek/miblog',
    packages=[
        'miblog',
    ],
    include_package_data=True,
    install_requires=["django-model-utils>=2.0",],
    license="MIT",
    zip_safe=False,
    keywords='miblog',
    classifiers=[
        'Development Status :: 3 - Alpha',
        'Framework :: Django',
        'Framework :: Django :: 1.10',
        'Intended Audience :: Developers',
        'License :: OSI Approved :: BSD License',
        'Natural Language :: English',
        'Programming Language :: Python :: 2',
        'Programming Language :: Python :: 2.7',
        'Programming Language :: Python :: 3',
        'Programming Language :: Python :: 3.5',
    ],
)

redpajama_set_name: RedPajamaGithub


I've seen a lot of time when we get stuck with a client environment where we need to perform UAT refresh from PROD or create a test environment for us to support client environment. We can create replica by taking full farm backup .But, what is we are creating a replica of an environment manually and we do not have WSP backup file or source code for the solution deployed in the farm. There is no option left for us to deploy the same solution into another environment without this two approaches.
This way, we can take backup of the solution which is already deployed into the server farm and can re-use it into another environment.


An original early 20th-century watercolour painting, J.L. Moore Country Church.
There is an additional graphite sketch of a harbourside verso.
There is a small nick at the lower edge, and a spot of foxing at the middle-left.


My aunt from Pa. found this fan at a flea market and gave it to me.It was a pleasant surprise .
It has a number 30 on the badge so I take it it's circa is 1950. It's a one speed SB/SC oscillator.
Didn't need any parts. Had to braze a couple of wires on the cage. Stripped it all down and gave it a different color. Painted the base and housing an Arizona beige and the blade a bronze color. It runs smooth and quite. A nice little addition to my collection.
Was the one hole in the base used to hang on the wall or used to maybe retain the power cord?
Good job Vic. Nice paint colors.
I have one of those that we ran for 2 summers on a solar bank with no troubles.they are a good modern fan.
Thanks guys for your nice comments 😀.
I had to change that boring factory beige color with something different.
Looks good! And yes, the hole on the base is for wall-mounting.
Looks good Vic, I restored a two speed version of that fan for my neighbor last year.
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text:
Colombia Peace Agreement Timeline
In addition, the amendment gives the President special powers to adopt legally binding decrees for the implementation of the agreement for a period of six months. These decrees are also subject to automatic judicial review. In announcing the partial agreement on illicit drugs, the FARC pledged to "contribute effectively, in the strongest terms, in various forms and through practical measures, to the definitive resolution of the problem of illicit drugs and to put an end to all relations that, because of their rebellion, may have taken place with this phenomenon. [104] [117] In addition, the joint communiqué states that building lasting peace requires "the willingness of all to help clarify the relationship between conflict and growth, the production and marketing of illicit drugs and the money laundering resulting from this phenomenon." [117] The final agreement contains in its appendices the text of the amnesty law that should be submitted to Congress. There would be three types of crimes: those that would be directly eligible for amnesty (those most closely related to guerrilla membership), those who would never be eligible for amnesty, and others that would be defined as a CEP amnesty chamber (including drug trafficking and kidnapping). [112] [126] Comprehensive or comprehensive rural reform and development was the first point of the general agreement between the government and the FARC, and a partial agreement was signed in May 2013. The agreement has four pillars: access to land and land use, the implementation of specific development programmes, the fight against poverty and the eradication of extreme poverty and food security. Among the most important measures are: [103][104] International support for the implementation of the agreement aims to strengthen the guarantees of implementation of the agreement and to provide experience, resources, monitoring and best practices to contribute to the implementation of the agreement. Among the international organisations targeted are the European Union, the food and agriculture organization Via Campesina, Unasur, Switzerland, the Dutch Institute for Multiparty Democracy, UNESCO, the United Nations Development Programme, the United Nations Office on Drugs and Crime, the United States of America, the Office of the United Nations High Commissioner for Human Rights, the Red Cross, the International Centre for Transitional Justice. Sweden and UN Women. [112] Santos and FARC leader Timoleon Jimenez, known as "Tymoshenko," met in Havana to sign an agreement on transitional justice, outsuring upcoming legal proceedings for human rights violations of both sides. The agreement also declared the peace process "irreversible." April 9: Nearly a million Colombians take to the streets of several cities to support the peace process Despite opposition from the Democratic Centre party and other right-wing anti-peace forces in Uribe, Santos was re-elected president in a second round of elections. The FARC implemented two provisional ceasefires in the first and second rounds of the presidential election.
July 2004 – The right-wing AUC and the government launch peace talks. AUC leaders address Congress. 23 September: President Juan Manuel Santos and FARC military commander Timoleén Jiménez aka Tymoshenko announce from Cuba and before the signing of the transitional justice agreement the signing of the transitional justice agreement and the signing of peace on 23 March 2016 The UN Security Council conducts its quarterly review of the peace process in Colombia and the work of the UN verification mission.
- Cape Town Agreement 2012 Pdf
- Article Xxi Of The General Agreement On Tariffs And Trade
- Business Deposit Account Agreement Td Bank
Posted Saturday, December 5th, 2020 at 3:22 pm


text:
Al Faisaliah Office Tower - 14th Floor, King Fahad Road, PO Box 2732, Saudi Arabia,
Direct: +966 11 215 9898
EY-Parthenon Riyadh
Al Faisaliah Office Tower – 6th and 14th Floors, King Fahad Road,
Direct: +00966 11 215 9898
Fax: +00966 11 273 4730
King's Road Tower - 13th Floor King Abdul Aziz Road (Malek Road), P.O. Box 1994, Saudi Arabia,
Direct: +966 2 221 8400
Adeer Tower - 15th Floor, Prince Turki Bin Abdulaziz ST, PO Box 3795, Alkhobar, Saudi Arabia,
Al Khobar 31952


Found on Pinterest: Ghost Peep S'mores Halloween Favors!
I'm obsessed with Pinterest. Obsessed.
My friend Alissa is doing a great series on 31 days of Pinterest with a "special nod to potential holiday gift-giving".
Bloggers all throughout the blogosphere are finding inspiration and making friendships via this social media eye candy gallery every day.
It's genius and I love it.
I've decided that every once in a while, whenever the mood strikes, I will "pay forward" something awesome I've found "pin-worthy".
I need to make sure I can actually find these ghost peeps…but if I can? These are SO the Halloween gifts for my kids classmates! I'm so excited!
UPDATE: So it does not appear that the blog this originated on is "public" anymore.
I'm glad I'm not the only one obsessed! 🙂 Those ghost Peeps are perfect – the kids are going to love that goody bag!
Try making some homemade peeps!
where did you find your ghost peeps?


text:
transfer training exercises
< HOME Friday, October 15, 2010
israel conducts population
Jonathan Cook, The Electronic Intifada, 14 October 2010
Israel secretly staged a training exercise last week to test its ability to quell any civil unrest that might result from a peace deal with the Palestinian Authority requiring the forcible transfer of many Palestinian Arab citizens, the Israeli media has reported.
The drill was intended to evaluate the readiness of the civil defense units, police, army and prison service to contain large-scale riots by Israel's Palestinian Arab minority in response to such a deal.
The transfer scenario echoes a proposal by Avigdor Lieberman, Israel's far-right foreign minister, for what he has termed a "population exchange."
Lieberman proposes land swaps that would force many of Israel's 1.3 million Palestinian Arab citizens into a future Palestinian state in return for annexation to Israel of most of the Jewish settlements in the occupied West Bank. The scheme has been widely criticized as a violation of international law.
He outlined his proposal to the United Nations General Assembly last month. Although Benjamin Netanyahu, Israel's prime minister, said he was not consulted about the speech, he did not admonish Lieberman.
The training exercise has fueled fears among Israel's Palestinian Arab minority that the government might be hoping to pressure Mahmoud Abbas, the president of the Palestinian Authority whose elected mandate expired in early 2009 and remains in power under controversial emergency laws, to agree to land and population swaps as part of US-sponsored peace negotiations, which have stalled.
Dov Chenin, a member of the Israeli parliament representing the joint Jewish-Arab Communist Party, called Tuesday for more details of the exercise from the government during a speech in the chamber, although officials offered no immediate response.
Chenin said the drill was a sign Israel was heading in an "extremely dangerous direction."
"A few years ago, only the extreme right-wing parties talked about transferring Arab citizens, but now we see that even the security forces are preparing concrete plans for carrying out such a scenario."
Netanyahu demanded this week that the Palestinians recognize Israel as a Jewish state before further progress was possible -- a move seen by the Palestinian Arab minority as a threat to its status inside Israel. A US State Department spokesman referred to recognition as "a core demand" and said it had Washington's support.
Haneen Zoabi, a Palestinian Arab member of parliament, said the exercise was designed to send "very clear messages" to the Palestinian Arab minority and Abbas' negotiators.
"Netanyahu is letting us know that we are not part of his vision of Israel's future as a Jewish state and that, if we try to resist his plans, our protests will be greeted with violent repression," she said.
"He also wants the Palestinian negotiators to understand his minimum requirements for an agreement. He is not interested in justice for the Palestinians or in creating a viable state."
Details of the five-day drill were reported last weekend on the Voice of Israel radio station by Carmela Menashe, one of Israel's most respected military correspondents.
The exercise envisioned extensive disturbances by Israel's Palestinian Arab citizens, one-fifth of the population, as security forces prepared to enforce border changes that would forcibly relocate many to a new Palestinian state, according to her report.
In the operation, code-named Warp and Weft, the security services established a large detention center in the Galilee region between Nazareth and Tiberias to cope with an "unprecedented" number of arrests of Palestinian Arab citizens.
The drill anticipated a rapid takeover of the West Bank by Hamas following the signing of the peace agreement with the Palestinian Authority. In the exercise, the security forces had to handle the firing of hundreds of rockets into Israel, armed attacks, prison riots and breakouts.
As Chenin raised his concerns, Lieberman opened a new front in his attacks on Israel's Palestinian Arab citizens, following his repeated statements questioning their loyalty to the state. While hosting the Finnish foreign minister on Tuesday, he accused groups of Palestinian Arab citizens of plotting to secede from the state under orders from the Palestinians in the occupied West Bank and Gaza Strip.
"The Palestinians will try, through various groups among Israeli Arabs, to overturn the legitimacy of Israel as a Jewish state and will work to create different autonomous areas within the state," he said.
Aluf Benn, a senior columnist for the Haaretz newspaper, wrote yesterday that Netanyahu was "hiding behind" Lieberman and that the prime minister was the "true instigator" of the wave of anti-Arab policies and laws the government was promoting.
On Sunday the cabinet approved a bill that would demand a loyalty oath from non-Jews seeking citizenship.
In the Yedioth Ahronoth newspaper, Ahmed Tibi, a Palestinian Arab MP, accused Netanyahu of being behind "a gradual ethnic-cleansing scheme -- removing as many Arabs as possible while creating a Jewish, homogeneous Israel."
Opinion polls among Israel's Palestinian Arab minority have repeatedly shown strong opposition to any plan to revoke their citizenship or force them into a Palestinian state.
The Association of Civil Rights in Israel, the country's largest human rights group, wrote to Netanyahu this week calling the media reports "alarming" and demanding assurances that there were no plans for "population transfer."
It added that the impression was being created that "an issue which is completely illegitimate -- the forced revocation of the citizenship of some of the country's Arab citizens -- is perceived by the government as a reasonable and even likely possibility."
Some observers have speculated that the public security minister, Yitzhak Aharonovitch, who is a member of Lieberman's Yisrael Beiteinu Party, may have been the driving force behind the exercise.
However, Chenin said such an extensive drill involving so many different branches of the security forces could not have been carried out without the involvement of other government ministers, including Ehud Barak, the defense minister.
Barak, leader of the Labor party, has presented himself in Washington as a moderating influence on Israel's right-wing government.
Jonathan Cook is a writer and journalist based in Nazareth, Israel. His latest books are Israel and the Clash of Civilisations: Iraq, Iran and the Plan to Remake the Middle East (Pluto Press) and Disappearing Palestine: Israel's Experiments in Human Despair (Zed Books). His website is www.jkcook.net.
A version of this article originally appeared in The National, published in Abu Dhabi.
israel to demolish 22 Palestinian homes in J'lem to build park
israeli bulldozers raze 40 Araqib homes for the sixth time
israel planning to demolish 110 Palestinian buildings in Silwan
posted by Anonymous @ Friday, October 15, 2010 1 comments
At Saturday, October 16, 2010, musique said...
shouldn't the shitrahellies transporting themselves back to where they came from? Back in the sewer.
akber, bruce1337, bobw, denk, die for the elite, ksdrover, michael boldin, qrswave, scott ewing, stern gang, surfsteve, tri, vper1
Gaza 20 months after Cast Lead
israeli MP: Shoot child rock throwers
Newly declassified documents show that lsrael cons...
lsraeli Cabinet Approves Controversial Loyalty Oat...
lsrael's Persecution of Ameer Makhoul
Obama's Balfour Declaration
Bono's ONE foundation under fire for giving little...
Rachel Corrie's 5th Grade Speech about starvation
lsraeli mentor: Human shields save lives
Lawless Arrests, Detentions and Torture in Iraq
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Prepaid Wireless Tracker #83, May 2015 - Google Finally Launches No Contract Wireless "Project Fi"!
Google Launches No Contract Service "Project Fi" - Should Carriers Be Scared?
Google's Project Fi is a no contract wireless service that uses WiFi, T-Mobile, and Sprint networks. At a base price of $20, it's not really the cheapest deal in town, but offers good value with access to multiple networks. The service currently, however, only works on the Google Nexus 6 smartphone, which is the only phone capable of supporting the required automatic network switching. Therefore, while small MVNOs who offer low cost prepaid service, and large carriers are taking note, Project Fi is not yet a real competitive threat. That said, it could quickly become a market disruptor if a large number of phones are supported in the future.
Note that the service also allows you to pay only for the data that you use by crediting you for unused data. Revenue received for unused services is historically an important source of margin for carriers, so this really helps to put pressure on classic providers. This concept isn't new, however, with Google behind it, the spirit of the threat is completely different.
Ideally the service would work on all nationwide networks, however, the chance of AT&T and Verizon allowing Google's service on their network is very unlikely in the existing paradigm. In fact, if the service becomes too widespread, T-Mobile and Sprint will renegotiate their contract, which they have the right to do with the existing clauses.
If at some point in the future WiFi becomes truly ubiquitous, like water and electricity, then we could see a major shift in how carriers and and customers think about wireless phone access. Perhaps Google will become a major investor in Sprint and/or T-Mobile, and truly put pressure on AT&T and Verizon to compete. It seems unlikely that Google would outright purchase and operate a telecom. It will be interesting to see how this service evolves.
It's not surprising that Verizon is losing prepaid customers. Their prepaid plans have always bordering on pathetic, and they have openly said that they are not interested in this lower market segment. Personally, while I believe it will be awhile before they're materially impacted, the long term future (10 years) will see postpaid as the minority.
It's a misconception that prepaid customers are lower value, particularly with low or no phone subsidies. The industry is at an inflection point where the average customer (including high end users) are seriously starting to question why they should lock into a contract, and why they're paying so much more for a contract plan. Is it really better coverage and service? The easy answer is "no". That said, there are often still coverage differences on prepaid, and people are always hesitant to change habits and perceptions.
I expect that Verizon is thinking that when it becomes critical they can simply slash prices and promote no contract plans. Unlike smaller carriers who need to develop a brand presence, Verizon won't have that challenge. In the meantime, however, Verizon is essentially irrelevant in the prepaid space.
This new process uses a QR code scanned from a phone to capture your phone number for a topup transaction. Real time topup has long since been the preferred in-store payment method, however, it requires the clerk or customer to manually enter the phone number. This is time consuming, and prone to error. Requiring double-entry helps to minimize errors, however, it's still time consuming. Associating your phone number with a reusable topup card is another method that seeks to eliminate phone number entry, however, setting that up is not intuitive, and leaves the customer with yet another card to carry around.
I like this QR code process, and quite honestly, I'm surprised it hasn't been done already. It will also need a process to support the times when you want to topup a different account than the phone you are holding. Perhaps an app that manages multiple QR codes for each account you have could be a solution. However, that might remove some of the simplicity of a single QR code approach. That said, the long term solution will be NFC, so I'm thinking the QR code approach will be an interim solution. Depending on what retailers need to develop to support it, it may be a non-starter when they can clearly see NFC coming as the de facto standard. It will be interesting to see if this takes off. Had they implemented this 5 years ago, it would have been a massive hit!
Walmart's Family Mobile plan, powered by T-Mobile, has added 500MB more data to each plan. This was a needed change to remain competitive, so prospective customers who recently evaluated the program may want to reconsider!
Cricket now offers the Samsung Galaxy S6 flagship smartphone. Although prepaid is still lagging behind the launch of popular phone releases, I would say that less than a month isn't too bad. It's not clear whether the delay is due to OEM requirements, or prepaid carriers themselves moving more slowly. Either way, this small delay is hardly material.
Rather than outlay $650, customers can now use one of Cricket's financing plans. There are several options. I recommend avoiding any program that charges interest (even if deferred!), and paying it off as quickly as possible. There's nothing worse than paying off a phone that is either damaged, or becoming obsolete. And if you take more time to save up, you're likely to see the price of the phone decrease!


text:
Лаллинг () — топоним

Топонимы
 Лаллинг — административное сообщество в Германии (Нижняя Бавария, земля Бавария)
 Лаллинг — община в Германии (Нижняя Бавария, земля Бавария)

Ссылки


There's something very exciting about being part of the growth in Perth's south-east – and starting the next stage of your life at The Avenue. It's new, fresh and full of possibilities.
We make it simple with a single $2,000 deposit for both home and land, plus we have a range of home designs and land available at The Avenue.
Enjoy watching the Birrega Living Stream come to life at The Avenue. This unique feature will provide residents with the perfect place to relax and enjoy the beautiful natural surrounds.
This stunning vision is set to include walking paths, a flowing stream, shaded areas for family picnics, a boardwalk and bike path, with areas of landscaped natural vegetation.
One of my favorite things about my new place is seeing these guys fly over head every day.


text:
<?php slot('submenu') ?>
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<?php slot('title', __('%Community% List')); ?>

<?php $form->getWidgetSchema()->setLabel("name", __('%Community% Name')); ?>
<?php $form->getWidgetSchema()->setLabel("community_category_id", __('%Community% Category')); ?>
<?php echo $form->renderFormTag(url_for('community/list'), array('method' => 'get')) ?>

<?php echo $form ?>

<input type="submit" value="<?php echo __('Search') ?>" />

</form>

<?php if (!$pager->getNbResults()): ?>
<?php echo __('There are no %community% matches search condition.') ?>

<?php else: ?>
<?php slot('pager') ?>

<?php sa_include_pager_navigation($pager, 'community/list?page=%d', array('use_current_query_string' => true)) ?>

<?php end_slot(); ?>
<?php include_slot('pager') ?>
<?php foreach ($pager->getResults() as $community): ?>
<?php $moreInfo = array(
  link_to(__('Delete'), 'community/delete?id='.$community->getId()),
  link_to(__('Make all members join in this %community%'), 'community/addAllMember?id='.$community->getId())
) ?>
<?php if (!(bool)$community->getConfig('is_default')): ?>
<?php $moreInfo[] = link_to(__('Add this %community% as a default'), 'community/addDefaultCommunity?id='.$community->getId()) ?>
<?php else: ?>
<?php $moreInfo[] = link_to(__('Remove this %community% from the default'), 'community/removeDefaultCommunity?id='.$community->getId()) ?>
<?php endif; ?>
<?php include_partial('community/communityInfo', array(
  'community' => $community,
  'moreInfo' => $moreInfo,
)); ?>
<?php endforeach; ?>
<?php include_slot('pager') ?>
<?php endif; ?>


Synopsis: (Taken from Amazon.com) What if love were a disease? There was a time when love was the most important thing in the world. People would go to the end of the earth to find it. They would tell lies for it. Even kill for it. Then, at last, they found the cure. Now, everything is different. Scientists are able to eradicate love, and the government demands that all citizens receive the cure upon turning eighteen. Lena Haloway has always looked forward to the day when she'll be cured. A life without love is a life without pain: safe, measured, predictable, and happy. But then, with only ninety-five days left until her treatment, Lena does the unthinkable.
Delirium was written by award winning author Lauren Oliver, who wrote popular YA novel Before I Fall. I have heard a lot of wonderful things about Lauren Oliver's work and have owned Before I Fall for months now, yet Delirium was my first true experience with this new author. When I heard that Delirium was a dystopian novel, I had to read it and pushed it to the front of my "to be read" pile. Delirium was a bit different as it wasn't a focus on futuristic devices as I've seen in many other dystopian novels. Delirium plays with your mind, making a very realistic world and made the thought of such a strict government all the more scary. What is America without its freedom? In the future, the United States of America is extremely regulated and partnerships are made; and made without love You see, love is a disease and a disease to be feared.
The book is about a naive young girl named Lena (short for Magdalena) and she is preparing for her evaluations. She has never had a boyfriend, nor has she ever had any real interest in having one. Gender mixing is not allowed, not until people are "cured" but even then, they are usually already paired and married; destined to spend their life with a stranger. The evaluations are a time to impress the judges as they will set up each person with a fitting partner as well as decide what their future careers will be. The evaluations are meant to impress and people spend a long time in preparation for this special event.
What bothered me most about this dystopian world is the relationship between parent and child. When the government removes the feelings of love from a person's brain through "the" operation, this also prevents loving feelings for their own children. Although the children grow up with the capacity to love, they grow up not feeling it in return. Isn't that absolutely horrific? Lena was, in a sense, blessed. The operation failed on her mother and Lena grew up very loved and had a very different relationship with her mother than was normally allowed.
Years after Lena's mother's suicide — she begins to question everything. Enter Alex — a cured. Is life without love really a life worth living?
Although it took me a while to really get into the book — once Lena meets Alex and they begin to spend time together, I couldn't put the book down. Lena's transformation and character growth is amazing. Delirium is a thought provoking read and worth the add to your "must-read" dystopian collection. Although the beginning is stuffed with background information, it is worth pushing through and getting to the real meat of the story. I recommend picking up Delirium. You will love it.
This sounds like a great beach day read! Thanks!
I loved Delirium! Intriguing premise, captivating plot, beautiful prose and well built characters. It was absolutely fantastic. But the parent-child relationship was really messed up. It makes sense though because of the world they live in. Great review.