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Home Features The adjunct dilemma: from policy to personal
The adjunct dilemma: from policy to personal
Emily Shugerman and Henry Dickmeyer
As graduation looms nearer, seniors begin to worry about finding a job for the upcoming year. They send out resumes, have their friends edit and re-edit their cover letters and check their emails incessantly for job request replies. Suddenly they realize they have no way to pay rent, no way to buy groceries, no way to pay the doctor's bills unless they find employment soon. This process is nerve-wracking enough to go through during senior year. Imagine going through it every year for the rest of your life.
Such is the lifestyle of most non-tenure track professors, or "adjuncts," as they are colloquially known. Non-tenure track (NTT) professors are faculty members who sign contracts to teach at an institution for a semester — or a year, if they're lucky — while tenured professors are guaranteed employment until they choose to retire.
Tenured and tenure-track (T3) professors also enjoy a sizable pay raise over their NTT peers. According to a survey by the American Association of University Professors, the lowest-paid T3 professor at Occidental makes $65,600 per year, plus health care and other benefits. Part-time NTT professors, in comparison, are paid $6,000 per class. If a NTT professor taught five classes in an academic year, equal to the normal course load of a T3 professor, they would still make over $35,000 less per year than their tenure-track peers. NTT professors who are hired full time, meaning they teach six classes per year, are offered $10,000 per class, plus benefits. Full-time status must be offered by the school, however, and only 37 of the 137 NTT professors at Occidental are full-time employees.
According to former psychology department chair Anne Schell, NTT professors are sometimes taken on to replace T3 professors who are out on sabbatical or on emergency leave. Other times, NTT professors are brought on to serve as resident experts in their field or to teach a niche subject. Schell used the example of professor of psychology Heather Banis, who runs a clinical psychology practice part-time and also teaches classes on clinical psychology at Occidental in a NTT position.
"That's a good reason for having [NTT professors], where you want someone who really is experienced in the practice of doing it," Shell said. "You don't want someone teaching clinical psychology who isn't an active clinician."
Unless they are full-time, NTT professors are not contractually obligated to teach a certain number of courses every year. They are also not required to serve as student advisers or carry out formal research. This flexibility is a benefit for NTT professors such as Banis, who have other sources of financial support. NTT Spanish professor Gloria Orozco is another such case.
"I love teaching very much and being an adjunct lets you concentrate more on teaching," Orozco said in an email to The Weekly. "This works great for someone like me — free spirited and unconventional — but I am lucky and privileged that my family was not dependent exclusively on my income and that I am covered by my husband's health insurance. That is not the case for most adjuncts."
As Orozco points out, the lack of job security poses a problem for those attempting to make their living solely by teaching as NTT professors. The lower salary and lack of benefits for a part-time NTT professor saves money for the school, but many believe it is unsustainable for the professors themselves.
"That's the reason why Oxy has so many non-tenure-track, adjunct faculty," Schell said. "Because they are paid, per course, much less than a tenure track faculty member; so little that in some ways it's almost exploitive, for people who are teaching only one or two courses."
This balance between flexibility and security — between the desire to teach and the need to earn a livable income — defines the careers of NTT professors at Occidental and across the country.
Occidental College is one of many institutions across the country where NTT professors make up nearly half of the faculty — 46.2 percent, according to Human Resources. According to a January Congressional report, NTT faculty make up over 75.5 percent of the national workforce. Over the past 5 years, the number of full-time NTT professors at Occidental has jumped from 11.5 percent in 2009 to 17.8 percent in 2013, while the number of part-time NTT faculty has fallen from 35 percent to 28.5 percent in that same period.
According to President of Faculty Council and professor of mathematics Nalsey Tinberg and Chair of the Subcommittee on Finance (SCOF) and professor of chemistry Michael Hill, both faculty and the administration are strongly concerned with Occidental's high ratio of T3 faculty-to-student body size. A low T3 faculty-to-student body size is desirable because T3 faculty provide students resources that NTT faculty are not equipped to provide. Occidental's ratio of T3 faculty-to-student body size rests at 14.4:1, which lags behind many peer institutions, or "comparison schools."
Source: Dean's office
"We will never look like our peers in regard to the tenure-track-to-non-tenure track ratio," Assistant Dean for Academic Affairs Hannah Spinosa said.
However, the Deans' office says they are committed to improving this ratio.
"Colleges like Occidental are traditionally staffed by tenured faculty, and we need to continue that. We strongly believe that tenured faculty should be at the heart of the college," Dean for Academic Affairs Jorge Gonzalez said.
Although NTT faculty are qualified professionals with appropriate degrees and specialties — 89.9 percent of all faculty hold Ph.Ds — T3 faculty have the job security that allow students to approach them for recommendations, work in research labs and develop lasting connections both at Occidental and after graduation. T3 faculty do not have to worry about next year's contract, whether they can keep their advisees, their chance to commit time to students or their capacity to forge working relationships with the college and its constituents.
"It's very important to have continuity," Hill said. "For long-term advising, for stability, you want to have tenure-track people. I think everybody feels that we aren't at that balance here."
But when there are not enough T3 faculty to support the number of students at the college, departments may be forced to use adjuncts in ways that are, in the long-run, inconvenient or inefficient for the department. Adjuncts are sometimes forced to fill a hole left by a retiring professor or teach entry-level courses rather than instruct in their particular area of expertise.
"Every year we'll have two or three courses, at least, that need to be taught by adjuncts because we just don't have enough tenure-track faculty to staff them," Schell said.
Professor of politics Larry Caldwell, who has observed Occidental's increasing use of adjuncts over the past 20 years, contends that there is a strong consensus among the faculty that there are too many NTT professors at the college for the type of education that Occidental seeks to provide. Adjuncts, according to Caldwell, must be used prudently, as experts in their field with a clear understanding of their position at the college.
"The question is whether you want to enrich the curriculum by adding courses, or whether you're principally interested in the kinds of minds in a classroom," Caldwell said. "I'm on the second half of that spectrum."
Caldwell understands that NTT professors sometimes have the ability to work closely with students and make the effort to connect with them.
"We've had adjuncts who have spent more hours meeting, talking and working with students outside of the classroom than any of our tenure-track professors," Caldwell said.
Diplomacy and World Affairs (DWA) major Elliott Reed (senior) has taken nine courses in the DWA department, out of which all seven have been taught by adjunct faculty. While studying abroad in Serbia during his junior year, the DWA department informed Reed that he would no longer be an advisee to his current adviser — a NTT faculty member — with whom he had developed a close connection.
"It's hard, halfway through my academic career, to switch advisers from someone I know really well to someone I don't," Reed said.
Aside from this close connection with his former adviser, Reed has felt removed from his own department.
"I'm graduating as a DWA major, and I feel like I have absolutely no connection to the department as a whole," Reed said. "I have had to engage with the DWA department, and it hasn't engaged with me. I don't feel like I can go to any DWA professor and ask for a recommendation."
Art History and Visual Arts (AHVA) and Group Language double major Samuel Wylie (junior) also believes his experience as an undergraduate could have been enhanced by the presence of more T3 faculty members.
"As an underclassman, it seemed impossible to develop a relationship strong enough to get a letter of recommendation when tenured faculty rarely taught my classes," Wylie said. "Even now, it is tremendously frustrating to reintroduce myself each year to new professors and know our relationship will begin and end with a single class."
Biology major Tina Tran (senior), who is beginning a Ph.D program at Cornell University in the fall, expressed similar concerns regarding recommendations, as well as anxiety for her department as a whole.
"In the last couple years at Oxy, I haven't seen any more open positions in the biology department for Occidental professors," Tran said. "I think it's really sad because going into academia, you don't make much money and you don't get many benefits without having a tenured position."
When professors in lab sciences acquire tenure, they also gain access to their own lab, thus providing a better space for research and interaction with students and a space from which to gain credibility in the field of academia. According to Tran, Cornell and other Ph.D programs would not accept letters of recommendation from NTT faculty.
Stories from students like Reed, Wylie and Tran are not uncommon at Occidental, where almost 30 percent of all faculty members are part-time NTT faculty.
"When I have talked to trustees and alumni, I always hear arguments about the wonderful resource of being in Los Angeles," Caldwell said. "I've heard almost no understanding for our issues we're talking about. Since the trustees are often speaking from the business perspective, I say, 'Do you really think your colleagues are going to pay the Occidental tuition for your kid to go to Occidental and not have regular full-time faculty?'"
Caldwell described an event in which the impact of increased NTT hirings was impressed upon him. In the time that he sat on SCOF, the committee discussed the use of adjuncts at one of its meetings. A student representative — a senior who had been nominated for a Rhodes Scholarship — stood up in front of the committee and confessed that she had nobody to write her first-year letter of recommendation. All of her first-year professors had left the college.
While students may feel the impact of the NTT position on the quality of their education, most are unaware of the effect that it has on the lives of their professors. For those professors who aspired to be tenured professors all throughout graduate school, the reality of working multiple NTT jobs can be disheartening.
"When you go to a university and go to grad school and get your Ph.D, there's a hope that you're going to land a tenure-track position because that's what your advisers are preparing you for," one Occidental NTT professor said, who chose to remain anonymous to protect her employment. "It's disappointing to not get tenure-track position and not be able to devote all your time and energy to your students."
But obtaining a T3 job is no easy task. In an attempt to recover from the economic downturn, colleges have been taking on less tenure track faculty in recent years. In order to continue their academic careers, recent graduates looking for T3 jobs may turn to adjunct teaching in order to pay the bills. Unfortunately, if a T3 job takes too long to come along, it may never turn up at all.
"If you don't land a solid tenure-track position within the first two, maybe three years after getting your Ph.D you are no longer viable and you will probably never land a good tenure-track position, period," another anonymous NTT professor said. "The way academia works, it's like you're stale goods if you're not taken off the shelf within the first two years."
This is how so many Ph.D graduates end up working multiple jobs on different campuses, while making half of what their tenured counterparts make.
"Oftentimes, adjuncts have to take several courses, not all on the same campus," one Occidental NTT professor said. "It's not a matter of you choosing — it's a matter of you taking what you can get."
Even when employing the "take what you get" strategy, there is no guarantee that NTT professors will get as many teaching opportunities as they want or need. While full-time NTT positions are available at Occidental, only 17.8 percent of NTT professors actually work full-time. Although there is no formal rule that restricts the number of classes they can teach, several Occidental NTT professors expressed that there seemed to be informal caps keeping them from working more than three or four classes. One NTT professor told of being offered almost a full course load by her department, only to have the offer rescinded at a later date. Orozco also said that she was not allowed to teach more than four courses at Occidental this year, indicating that this was a change from past policies. Schell explained that one of the reasons the school might be reluctant to hire NTT professors for more than a few classes is because they do not want these professors to depend on their NTT position at Occidental as their only source of income.
"We can't really offer adjuncts enough money to make it a very rewarding job for someone who's teaching five courses," Schell said. "You're not making as much as someone teaching public school would be — someone teaching sixth grade somewhere. And for someone with a Ph.D, that's demeaning."
Spinosa confirmed that the Dean's office generally dissuades departments from taking on NTT professors to teach more than four classes in a year because they consider the pay offered to be too low for that amount of work.
"It's not fair; it's not equitable," Spinosa said. "At that point we should be paying you full-time."
But more problematic to many NTT professors than the comparatively low pay is the lack of job security. Contracts for NTT position are between one and two semesters long, and sometimes do not come earlier than one month before the start of the semester, according to many of the faculty interviewed. Although the Dean's office explained that they like to have contracts for the fall semester in the hands of NTT professors by early May, several professors said they had not been notified of their hiring until weeks, even days, before their first course. Even then, if the course fails to reach a minimum enrollment of students, the Dean can choose to cancel it entirely.
"You don't know what classes you will teach and you need to accept what classes they will give you," an Occidental NTT professor said. "The security is not there. It's always uncertain what will happen next semester and you have to think to yourself, 'Can I survive without this job? Can I make it where I need to without this job?'"
Another Occidental professor put it even more succinctly:
"I haven't been able to plan my life […] I haven't been able to make a plan for the future because I don't know. That's what being an adjunct means."
Many NTT professors also expressed the loneliness and feelings of isolation that come from being a part-time instructor on a residential campus. Because they frequently have to jump from job to job or campus to campus, it can be hard to feel a part of the campus community.
"A couple employees were very welcoming, but the rest — you feel like nobody knows you," one part-time NTT professor said. "You don't attend the staff meetings, and you don't feel like part of the faculty."
Others said they felt like "second class citizens," or like they were looked down upon within their departments. Several tenured faculty members, however, went to great lengths to emphasize how much they appreciated the NTT faculty. Caldwell said he considered the politics department lucky for having been able to employ a number of high-quality NTT faculty.
"There are really dedicated, excellent teachers," Caldwell said. "There are people who should have tenure track positions and who, because of larger market in higher education, haven't gotten tenure track positions. Of course we're lucky."
Over and over, NTT professors expressed how they wished they could give even more time to their students. Some expressed a desire to have more office hours, some wanted to take on student advisees and some simply wanted to be included on the faculty listserv so they could stay up-to-date with the rest of the faculty. But despite their wishes, the reality of their position kept many of these professors from being able to truly invest in the Occidental experience.
"I'm not here — I can't be here, because I'm other places," one NTT professor said. "And my students have no idea."
During President Veitch's administration, efforts have been made to improve the working conditions of adjunct faculty and create more tenure-track positions at the college.
The Dean of the College approved a proposal last October that included a three-year review process for both part-time and full-time NTT faculty, the opportunity for upward mobility for NTT faculty and benefits for full-time NTT faculty. With some components put into effect this spring and others implemented in the fall, the policy also more concretely defines the role of adjunct faculty and clarifies standards for appointment.
"The college seeks to create a culture that recognizes and rewards the work of NTT faculty who teach, provide service and enhance the academic experience of our students," the new NTT faculty policy states.
The Faculty Council has also created a standing committee composed of two full-time and two part-time NTT faculty, as well as one T3 faculty member. The group meets regularly to discuss issues related to NTT faculty.
"NTT are a critical component for what this college is about," Gonzalez said.
Clarifying the role of adjunct faculty, particularly NTT faculty, has the potential to give both department chairs and full-time faculty greater security. Acknowledging that part-time faculty are often unable to be on campus every day for their students, an increase in the number of full-time faculty — be it NTT or T3 faculty — appears to be a priority for both faculty and the administration.
Source: Human Resources Office
"The full-time professors are more of a presence," department chair and professor of Spanish and French Studies Robert Ellis said. "It's not just a question of tenure line versus non-tenure — it's beneficial to everyone if professors can be full-time."
Adjunct assistant professor of German, Russian and Classical Studies Walt Richmond agrees that this policy will be a step forward in addressing concerns from NTT faculty regarding benefits and upward mobility.
"In comparison to other colleges, it's an excellent first step," Richmond said. "Both from the point-of-view from what it actually accomplishes, and from the point-of-view from the administration. It shows that the administration wants to solve the issue and whatever problems are involved."
But Occidental's move to improve working conditions and standardize NTT review processes does not fully encapsulate the dilemma of NTT employment. The college's history of opening tenure-track positions has varied widely depending on economic expediency and resources, as well as cyclical hiring and retirement trends among faculty.
Richmond, an NTT faculty member at Occidental for 19 years, recalled his efforts to seek tenure in the early 2000s. Originally hired to teach second-year Russian, Richmond found himself teaching courses in three separate departments — Cultural Studies Program (CSP), Languages and Literatures and English Writing — by 1996. In 1999, Richmond was called upon by the dean to "save" the Russian program in his department over a two to three year period, after which the administration would seek out a tenure-track hire. However, during that time period, President John Sloughter was replaced by President Ted Mitchell.
"There was no communication between the two about reopening the tenure-track line," Richmond said.
By the end of Mitchell's administration in 2005, there had been no effort made to reopen the tenure-track line, leaving Richmond without a tenure-track opportunity.
"When the tenure-track position searches finally opened up [under Mitchell],there was an overwhelming demand, and I think voices of my department got drowned out by the others," Richmond said.
Richmond's situation illustrates the difficulty with promising tenure-track hires to departments when so many are constantly in need of new T3 faculty. According to Caldwell, the college went through nearly a decade and a half, from the late '90s through today, of not hiring many tenure-track faculty members. From 2009 to 2011, there was an increase from 134 to 141 T3 staff members, but that number has stagnated over the past three years.
According to Hill, the college must either scale back the number of students or increase the number of T3 positions in order to decrease the T3-student ratio.
To move closer to the target of an 11:1 ratio — a target for SCOF and the Dean's office — the college must decide how to efficiently open tenure-track positions, fill spots that have been vacated by retiring faculty and reduce the student body size.
"It's a balancing act, because what you always want to do is you want to provide both the best possible experience for the students that are here and make sure that the educational experience is sustainable," Hill said.
But according to both Tinberg and Hill, T3 faculty can only be hired so quickly. Considering the extent of the search, review and hiring processes, only between eight and 10 faculty hires can be conducted at one time.
And that's not to mention the economic burden that a hiring binge would have on the college.
According to data drawn from the Dean's office and compiled by SCOF, two scenarios would decrease the student-to-T3-faculty ratio to 11:1: a decrease in the number of enrolled students by 1,000 or an increase in the number of T3 faculty by 41. Since the cost of both options alone would be sizable over a short period of time, a quick solution requires finding a middle-ground. Even so, such a process would take between six and 10 years.
"We didn't get into it in a small length of time, and we won't get out of it for a small length of time," Tinberg said.
While a plan must still be set in terms of decreasing the T3 faculty-to-student body size ratio, the Dean hopes the recent change in the NTT policy will provide better working conditions for faculty that are seeking tenure-track spots at the college.
The other challenge faced by the college, however, is figuring out which departments should be awarded new tenure-track lines.
According to Gonzalez, all department chairs are invited to apply for new T3 positions to be created for their respective departments. After submitting a detailed application to the Academic Planning Committee, the committee returns applications to the proper department with a list of questions and concerns. Each department is then evaluated more by the committee and the committee makes recommendations to the Dean as to which departments are in most need of tenured positions.
But because of the nature of the position, NTT faculty members are still working contract-to-contract, craving a more secure position and an opportunity to advance either within the college or at other institutions. While the new NTT policy aims to clarify the role of adjuncts at the college as a whole, each department has its own way of approaching specialists, guest lecturers and other NTT faculty. The use of NTT faculty will largely rest on a department's needs or requirements.
"[The number of NTT positions in each department] depends on department, depends on time and depends on circumstance," Gonzalez said.
Faculty and administration agree, however, that NTT professors must be hired and utilized wisely.
"The goal is to find people who are right for those kinds of positions and give them the right kind of treatment for that position, rather than take someone who needs a full-time job with no chance of advancement," Richmond said.
One anonymous NTT professor shared a similar view for the role of NTT faculty at Occidental.
"In general, hires have been to fill in spots that have been vacated," the professor said. "One thing to look for is how often adjuncts seem to be substituting for a specific professor or for a certain professorial role, or how often someone is brought in to teach a vibrant course of their own design."
The way departments use NTT faculty is contingent on a number of faculty members. After considering the cost of salary and benefits associated with converting NTT positions into T3 positions and the loss in revenue caused by a from a decrease in the student body size, the administration and faculty will continue negotiating for an economical solution to Occidental's robust NTT population.
"The faculty keeps pushing the administration to [open T3 positions] faster," Schell said. "The administration doesn't always — there's a pot of money, and sometimes they decide what they really need is another administrator, who will make a lot more than another faculty member, or there's an administrator who needs a big raise. Sometimes the faculty are not at all happy about that. So there is tension between the administration and the faculty with respect to the piece of the total pie that's being devoted to converting adjunct positions to full-time faculty positions, as opposed to being soaked up somewhere inside of Coons."
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Amy answered in the affirmative.
I bought Annard a remote controlled fire truck and he seems very happy with it.
Himawan is planting a palm tree in his backyard.
Piet suddenly started to cry.
Patty was wearing a cowboy hat.
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She is the only woman at her job.
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Coronavirus FAQ: Does It Make Your Hair Fall Out?
By Sheila Mulrooney Eldred
Genevieve Villamora, 44, says she suffered hair loss after recovering from COVID-19: Her hands would be covered with hair after a shower. It was "traumatic because as a woman so much of my femininity and self-image is linked to my hair," says the Washington, D.C., restaurateur. Her hair loss began to lessen four months out from her recovery from COVID.
Each week, we answer "frequently asked questions" about life during the coronavirus crisis. If you have a question you'd like us to consider for a future post, email us at goatsandsoda@npr.org with the subject line: "Weekly Coronavirus Questions."
I had COVID-19 months ago. Now my hair is falling out! What is going on?
First of all, don't panic! Losing fistfuls of hair may seem alarming, but it's actually a common response to extreme stress, both physical (i.e., an illness such as COVID-19) and emotional (i.e., living through a pandemic).
Given the number of us who have experienced either the physical or emotional stress of COVID, it's no surprise that the number of people who have been Googling hair loss has skyrocketed, according to The New York Times, or that a recent study published in The Lancet showed that 22% of hospitalized COVID-19 patients in China reported hair loss six months later.
In fact, this type of stress-related hair loss, officially called telogen effluvium, may happen more often than we think, says Dr. Aurora Pop-Vicas, an infectious disease specialist at UW health in Madison, Wisc. We could be noticing it now because so many of us are hyper-aware of COVID-19 and its symptoms. In the past, someone who stayed in bed with the flu for four or five days and then noticed clumps of hair falling out three months later might never have made the connection between illness and clogged drain, she says.
"I think this is coming to our attention more than before," she says.
But why do our bodies often punctuate a stressful event with such an insult?
Dr. Greg Vanichcakhorn, the medical director of the COVID Activity Rehabilitation Program at the Mayo Clinic in Rochester, Minn., says it's more accurate to think of it as hair shedding.
"Basically what happens is when a human is exposed to a significant insult like infection or a super-stressful event, it can cause hair cells to go into their dormant phase," he explains. "They're basically dead. And that can happen months after the insult. So maybe why patients are experiencing it post-COVID is that their body is still freaked out about what happened to them."
Hair goes through this cycle under normal circumstances as well, points out Dr. David Cutler, a family medicine physician at Providence Saint John's Health Center in Santa Monica, Calif.
"It's a natural phenomenon that all hair follicles go through periods of rest and growth and hair will fall out," he says.
The difference in people with telogen effluvium is that it all happens at once. Under normal circumstances, about 10% of your hair is in a resting phase, 5% in a shedding phase and the rest in a growth phase, Pop-Vicus says. "But if your body experiences a potent stressor, the body shifts its energy to focus and prioritize life-sustaining function," she explains. "Hair growth is not necessarily a survival function. So then maybe 50% of your hair would shift to the resting phase. That phase usually lasts two to three months, and then it naturally sheds."
That's when patients notice the clumps of hair on their brushes, she says — way more than what you'd usually experience.
That delayed reaction makes it tricky to parse out whether the phenomenon could be associated with COVID long haulers. While it's not one of the primary symptoms or complaints of long haulers, Van has seen cases of it in his patients.
And there are other reasons for hair loss: Medications such as chemotherapy and aging are well-known causes, but sometimes thyroid disease, hormonal imbalances or scalp problems can be the root of the issue, Pop-Vicus says. Contacting your primary care provider can help parse that out.
If you're still noticing clumps after six months, or if you have other symptoms such as scalp itching, redness, flaking or pain, those are signs that something else could be causing the hair loss. Seek out a board certified dermatologist, says Dr. Shilpi Khetarpal, a dermatologist at the Cleveland Clinic.
Whatever the cause, sudden hair loss "can be quite disturbing," Van says.
The good news? Your hair will grow back! With no interventions, telogen effluvium usually resolves within six months, Khetarpal says.
In the meantime, techniques to manage stress may help, says Pop-Vicus: like yoga and meditation, especially when combined with good nutrition, sleep and exercise.
And those who've experienced this symptom also advise family members and friends not to make light of it. "My hair loss was traumatic because as a woman so much of my femininity and self-image is linked to my air," says 44-year-old restaurateur Genevieve Villamora of Washington, D.C. She says her hands were covered with hair after she showered — and that hair would come out during the day as well. The only other time she experienced that degree of hair loss was after giving birth. Her hair loss started to lessen, she says, four months after her recovery from COVID.
Sheila Mulrooney Eldred is a freelance health journalist in Minneapolis. She's written about COVID-19 for many publications including Medscape, Kaiser Health News, Science News for Students and The Washington Post. More at sheilaeldred.pressfolios.com. On Twitter: @milepostmedia
Sheila Mulrooney Eldred

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In September 1957 the South is mesmerized by events in Little Rock, Arkansas, whose governor has called out the National Guard as part of his attempt to halt the integration of Central High School. And in Memphis, two white men and a white woman are planning to capitalize on the confrontation between the races by kidnapping the grandson of a wealthy black entrepreneur and pinning the crime on white supremacists. The problem is that Podjo, Rufus, and Reeny have only an amateur's understanding of what a kidnapping entails -- and a total, terrifying incomprehension of their victims. In September September a magisterial historian of the Civil War charts its distant repercussions in the streets…
of the contemporary South. By turns wryly comic, ribald, and chilling, Shelby Foote's novel is at once a convincing thriller and a powerful tragicomedy of race. September September has been adapted by Larry McMurtry for the Turner Network Television film Memphis, starring Cybill Shepherd.
Publisher: Knopf Doubleday Publishing Group
Size: 5.25" wide x 8.00" long x 0.75" tall
Author and historian Shelby Foote was born in Greenville, Mississippi on November 17, 1916. He was educated at the University of North Carolina and served with the U.S. Army artillery during World War II. He was dismissed in 1944 for using a government vehicle against regulations. He later enlisted in the U.S. Marine Corps, but did not see active duty. After being discharged from the military, he briefly became a journalist. He has written short stories, plays, and longer works, but is best known for his three-volume narrative history of the Civil War. He was awarded Guggenheim fellowships in 1958, 1959, and 1960, a Ford Foundation grant in 1963, and the Dos Passos Prize for Literature in…
1988. In 2003, Foote received the Peggy V. Helmerich Distinguished Author Award. The Helmerich Award is presented annually by the Tulsa Library Trust. He appeared in Ken Burns' PBS documentary The Civil War. He died at home in Memphis, Tennessee, on June 27, 2005 due to a heart attack. He was interred in Elmwood Cemetery in Memphis.
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Today's overly saturated consumer is the shared challenge among retailers, brands, and suppliers. Their paths to purchase are no longer linear. They are unpredictable, highly sensitive to external factors, and have the power to control (or be controlled by) a rapidly evolving technological landscape.
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The result? Retail that enhances overall brand experience, creates lasting impressions, and increases the likelihood to purchase - no matter where that transaction will ultimately occur.


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Brandon Vera Gets Boost of Motivation From Becoming a Father
ONE Heavyweight World Champion Brandon "The Truth" Vera and his wife Jessica welcomed their son, Atreyu Timothy, into the world late last month. Vera broke the news to his millions of fans on his official Instagram account.
https://www.instagram.com/p/CDEcQj5pk38/
For the highly-decorated Filipino-American mixed martial artist, becoming a father was a surreal experience. It's a milestone in the 42-year old's life that he says he can't find the words to describe.
"I can't describe how Atreyu was born just like I can't describe what it's like to win in the ONE Circle. It's two peas in the same pod, no words would ever do that justice," said Vera.
"There was one moment when Atreyu first came out, I was in such joy that I threw my arms up in the air and looked straight up at the ceiling and started crying and smiling, thinking, 'Wow, this is what everyone talks about.'"
Becoming a father has been a dream for Vera, who is excited to raise his son and teach him the ways of martial arts.
Vera is one of the most prolific Filipino martial artists of all time. His veteran experience has seen him compete in the world's biggest martial arts promotions. He's squared off against some of the very best the sport has ever seen, including Randy Couture, Jon Jones, Mauricio Rua, and Frank Mir, among others.
"The Truth" joined ONE Championship in 2014, quickly winning the inaugural ONE Heavyweight World Title in just his second outing. He has since defended the title successfully, on two occasions.
But despite his time now being dedicated to becoming the best father he can be to his son, Vera says he's still very much focused on continuing with his professional mixed martial arts career, and that he's now more motivated than ever.
"It is easier to wake up. I can agree with this statement. I feel more motivated. I get tired less. I don't know how and why, but that happened," said Vera.
"Everybody keeps saying priorities change, I am not of that same mindset. Family has always been number one for me. I have been waiting for a long time to change diapers, feed the baby, and train with my child in the gym. All plans are still the same. We're the World Champ, WE act accordingly and WE keep our title until WE decide it is time for the next step."
Vera hasn't stepped inside the ONE Circle since an October 2019 loss to Myanmar's Aung La N Sang. Sans this defeat, Vera has managed to remain unbeaten in ONE Championship, and is currently one of the most dominant World Champions on the roster.
ONE Championship recently made a handful of big heavyweight signings, so the challengers for Vera's heavyweight belt continue to pile up. The Filipino-American is expected to make his next title defense against India's Arjan Bhullar, although a bout has yet to be finalized.
Regardless of the tests that lay before him, however, Vera says he's more driven now to continue his success in the Circle, as well as raise his son to the best of his ability.
"Honestly, I re-realize I'm a father every day I open my eyes and see him. Being a father is not only a very important path in life, it's also a very serious one for me where my teachings and actions will and can help mold Atreyu into a person to help this world," Vera said.
Posted in MMA, ONE ChampionshipTagged MMA, ONE, ONE Championship, slider
Author: Fight Game Asia
Robert Belen is a long-time combat sports writer for dSource Boxing. An avid sports fan, he knows no fear nor partiality in his reporting. If you have a problem with him, tell it to his face. (We bid you not.) You can follow him on Twitter @robertbelen	View all posts by Fight Game Asia
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Nostalgia Corner: Halo 3
Andy Prizeman-Nolan takes a brief look back at the cultural phenomenon of Halo 3.
Andy Prizeman-Nolan
First released way back in September 2007, Halo 3, a futuristic first-person shooter, was an outright success. It made $170 million within the first 24 hours, and $300 million by the week's end. Halo 3 is widely regarded as a legendary game today, evident in the memories conjured up in many a player upon listening to the game's iconic theme.
The game's campaign followed the story of Master Chief, alongside the A.I. named Cortana and disgraced Covenant commander Arbiter, attempting to activate one of the Halo Rings in order to wipe out the Flood, a race of parasitic aliens. The campaign mode is beloved to this day, perfect for a re-run with a friend, and produced what is arguably one of the greatest final levels in video game history. Those who have played it undoubtedly have vivid memories of the ground coming apart from under them as they attempted to escape from the impending destruction. The multiplayer continued on the neat formula constructed by Halo 2, offering cleaner mechanics made possible by the Xbox 360's capabilities.
"a fantastic shooter experience, with a compelling, memorable campaign, which has cemented itself in the hearts and memories of many who have played it"
Halo 3 would become synonymous with both the Xbox 360 itself, and the FPS genre as a whole. Overall, it is a fantastic shooter experience, with a compelling, memorable campaign, which has cemented itself in the hearts and memories of many who have played it.
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General Election 2020: Why students should vote for the Social Democrats
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At the Media Research Center's annual Dishonors Awards on Thursday in Washington, D.C., Brigitte Gabriel, founder of ACT for America, the nation's largest and most influential national security grassroots advocacy group, took a jab at Hillary Clinton, saying while President Trump is leader of the free world, "Hillary is at Costco" signing copies of her book, "What Happened," for half price.
"I have great news. President Donald Trump is living at the White House, while Hillary is at Costco signing books in the milk aisle. Half price. She's perfectly nestled between a pallet of toilet paper and bottled water on the other side. And it gets even better. Kathy Griffin is still out of work. Sweet success!" Gabriel said.
Gabriel was on hand to, in jest, accept the winner of the "Kathy Griffin Celebrity Dumbass Award," which featured four celebrities and the outrageous comments they've made.
Gabriel said she was grateful to the MRC for supporting her and the conservative movement.
She said the "leftist media" twisted her words when she took part in a Benghazi panel at the Heritage Foundation and attacked her as if she had committed a crime. However, the MRC posted the video online, and it already has 30 million viewers.


Vila Real de Santo António. This rich city was once a land of Phoenicians and Carthaginians. Its architecture and design are the result of the magnificent reconstruction of the city that occurred following the earthquake of 1755. The city has been designed on parallel streets, traditional of the "pombalina" era, which enables the breeze and sun to reach each corner in harmony.
With rich and varied gastronomy, its delicious dishes include cockles, clams, cuttlefish and many other seafood elements captured in the warm sea waters or at Monte Gordo Beach.
Sapal Nature Reserve is comprised of several areas that stretch to the Guadiana River with unique fauna and flora.
The Coastal Dunes National Forest consists mainly of pine trees that stretch from Vila Real de Santo António to Monte Gordo and it is home to an impressive existence of diverse species.
Ria Formosa Natural Park runs from the Peninsula de Cacela to the Isla de Ancão. It is an extension of the sandy peninsulas that separate the sea from the land.
In the morning, you can enjoy the calls of terns and seagulls on Monte Gordo Beach, which is enormous, making it the perfect place for a walk by the sea or a dip in its warm, clean waters.
The area has an excellent, high-performance centre that can be easily accessed. It is highly frequented by elite athletes. It is comprised of a pavilion, a stadium with a grass football pitch, gymnasium, athletics track, two grass pitches with a throwing area, an archery area and a synthetic grass pitch. It also has nine tennis courts, three paddle tennis courts and two mini tennis courts.
Many sporting activities are enjoyed in the covered space named the Nave Deportiva. This area includes a weights room, a meeting room, a lounge and a bar.
The Doca de Recreio enjoys an excellent location near the mouth of the Guadiana River, which is a meeting point for ships coming from Spain, England, France, the Netherlands and other countries. From here, you can enjoy tourist boat excursions that will enable you to take in the natural beauty of this region.
Situated in the Algarve, Portugal, Monte Gordo is approximately 60 km (45 minutes) from Faro Airport and 147 km (1 hour 30 minutes) from Seville Airport. It is connected to the entirety of the Algarve by the Via do Infante motorway, which also offers access to water parks, theme parks, safaris, casinos and more.
Come and discover one of the most beautiful places in Portugal, which has the warmest waters in the Algarve. Enjoy our company at Aparthotel Foz Atlantida, with 36 apartments, including studios and one-, two- and three-bedroom apartments and a swimming pool on the roof terrace, situated just 200 metres from the beach. You can also choose Hotel Navegadores, which is 500 metres from the beach and which has 346 rooms, a lobby bar, covered pool, meeting rooms, lounges, a reading room and more.


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External governance and the EU policy for sustainable biofuels, the case of Mozambique
Di Lucia, Lorenzo LU (2010) In Energy Policy 38(11). p.7395-7403
Growing demand for transport biofuels in the EU is driving an expansion of the industry in developing countries. Large-scale production of energy crops for biofuel, if mismanaged, could cause detrimental environmental and social impacts. The aim of this study is to examine whether the newly adopted EU Directive 2009/28/EC and its sustainability certification system can effectively ensure sustainable production of biofuels outside the EU. Mozambique, a least developed country with biofuels ambitions, is selected as empirical case. The effectiveness of the EU policy in analysed employing ideal models of external governance (hierarchical, market and network governance) as analytical framework. The findings show that the EU attempts to impose... (More)
Growing demand for transport biofuels in the EU is driving an expansion of the industry in developing countries. Large-scale production of energy crops for biofuel, if mismanaged, could cause detrimental environmental and social impacts. The aim of this study is to examine whether the newly adopted EU Directive 2009/28/EC and its sustainability certification system can effectively ensure sustainable production of biofuels outside the EU. Mozambique, a least developed country with biofuels ambitions, is selected as empirical case. The effectiveness of the EU policy in analysed employing ideal models of external governance (hierarchical, market and network governance) as analytical framework. The findings show that the EU attempts to impose its rules and values on sustainable biofuels using its leverage through trade. The market approach adopted by the EU is expected to produce only unstable (subject to abrupt changes of market prices and demand) and thin (limited to climate and biodiversity issues) policy results. Stronger emphasis on a network oriented approach based on substantial involvement of foreign actors, and on international policy legitimacy is suggested as a way forward. (C) 2010 Elsevier Ltd. All rights reserved. (Less)
Di Lucia, Lorenzo LU
Governance, Biofuels, Sustainability
10.1016/j.enpol.2010.08.015
43480fb2-6d2b-4adc-bf97-1366183d07e2 (old id 1753340)
@article{43480fb2-6d2b-4adc-bf97-1366183d07e2,
abstract     = {Growing demand for transport biofuels in the EU is driving an expansion of the industry in developing countries. Large-scale production of energy crops for biofuel, if mismanaged, could cause detrimental environmental and social impacts. The aim of this study is to examine whether the newly adopted EU Directive 2009/28/EC and its sustainability certification system can effectively ensure sustainable production of biofuels outside the EU. Mozambique, a least developed country with biofuels ambitions, is selected as empirical case. The effectiveness of the EU policy in analysed employing ideal models of external governance (hierarchical, market and network governance) as analytical framework. The findings show that the EU attempts to impose its rules and values on sustainable biofuels using its leverage through trade. The market approach adopted by the EU is expected to produce only unstable (subject to abrupt changes of market prices and demand) and thin (limited to climate and biodiversity issues) policy results. Stronger emphasis on a network oriented approach based on substantial involvement of foreign actors, and on international policy legitimacy is suggested as a way forward. (C) 2010 Elsevier Ltd. All rights reserved.},
author       = {Di Lucia, Lorenzo},
publisher    = {Elsevier},
series       = {Energy Policy},
title        = {External governance and the EU policy for sustainable biofuels, the case of Mozambique},
url          = {http://dx.doi.org/10.1016/j.enpol.2010.08.015},
doi          = {10.1016/j.enpol.2010.08.015},
volume       = {38},