text:
Microsoft KIN (кодовое название Project Pink) — название смартфонов производства Microsoft. Смартфоны предназначены для пользователей социальных сетей, таких как Facebook, Twitter и MySpace. Целевая аудитория — мужчины и женщины в возрасте от 15 до 30 лет.

История
12 апреля 2010 года корпорация Microsoft объявила о выпуске двух моделей KIN — KIN ONE и KIN TWO, которые поступили в продажу в мае в США и осенью планировались продажи в Европе. Телефоны Microsoft KIN производила компания Sharp и продавались они в США у оператора сотовой связи Verizon Wireless.

В июле 2010 года корпорация Microsoft объявила о прекращении производства моделей KIN. Телефоны смогли продержаться на рынке полтора месяца с начала продаж. В прессе ходили слухи о проданных всего 500 устройствах, но исходя из данных о количестве пользователей, зарегистрированных в приложении, которое доступно только с самих устройств, было продано около 9000 аппаратов.

В ноябре 2010 года Microsoft и Verizon Wireless заявили о намерении вновь выйти на рынок с этими устройствами под названиями KIN ONEm и KIN TWOm по более дешёвым цене и тарифному плану и с теми же техническими характеристиками, что у оригинальных KIN.

Платформа
Платформа смартфонов KIN предусматривает тесную интеграцию с социальными сетями и включает в себя элементы операционной системы Windows Phone 7, при этом у различных моделей ядра системы не идентичны, но имеют много общего. Но определённое влияние оказала и платформа Danger Hiptop/T-Mobile Sidekick, на которой базируется серия мобильных устройств, компания-разработчик которой была приобретена корпорацией Microsoft.

После закрытия проекта KIN сотрудники, занимающиеся его разработкой, присоединились к команде разработчиков платформы Windows Phone, привнеся наработанные идеи в новую платформу Microsoft.

Модели
Microsoft KIN ONE:
 Вертикальный слайдер с QWERTY-клавиатурой
 Сенсорный экран 2.6" TFT, QVGA (320 x 240)
 Камера 5 Мп (светодиодная вспышка)
 Память 4 Гб, 256 Мб DDR RAM
 Mono Speaker
 GPS, Bluetooth, USB
Microsoft KIN TWO:
 Горизонтальный слайдер с QWERTY-клавиатурой
 Сенсорный экран 3.4" TFT, HVGA (480x320)
 Камера 8 Мп (светодиодная вспышка)
 Память 8 Гб, 256 Мб DDR RAM
 Stereo Speaker
 GPS, Bluetooth, USB

Примечания

Ссылки
 Официальный сайт

Смартфоны Microsoft
Microsoft

redpajama_set_name: RedPajamaWikipedia


In other Asian countries with small, old communities the Jewish population tended to decline, even to the point of disappearance. It admits that Jews, like many other wartime nationalities, suffered rigours and..
Visitors wishing to explore and get an up close view of Lady Liberty can do so with multiple tours to the top of the statue. This change was more due to practical..
their field may be better than involving all people in all issues at all time. As discussed further below, there are elements within both Western and non-Western societies that are hostile to democracy for various reasons. In his work, Politics, he offered some comparisons with other forms of government and rule, but also included some warnings, It is often supposed that there is only one kind of democracy and one of oligarchy. As a recent example, as South Africa came out of apartheid, it was praised for its move to democracy, its truth and reconciliation approach and other political moves. The previous link goes into this in a lot more detail.) Fear, scare stories and political opportunism have also been a useful propaganda tools during election time.
Napoleon was to say: the politics of the future will be the art of mobilizing the masses. Kanya DAlmeida, US: Money Isnt Speech, Corporations Arent People, Inter Press Service, January 21, 2012 Emphasis added In a country that has a lot of concentrated ownership of media, is there a potential conflict of interest; the mainstream media may not have as much interest. Weak democracies and hostile oppositions, lack of inclusiveness undermines democracy, strengthens extremism. There are criticisms of how negative ads and entertainment values infiltrated election coverage, what Time magazine calls "electotainment." They bemoan the fact that there was more spin and opinionizing than reporting along with less investigative reporting.
Sundeep Walsekar, mentioned earlier is worth"ng again to show just one seemingly small, but perhaps significant example: It is generally believed that much of modern Western thought has its origins in Greek philosophy. In the Indian state of Kerala, for example, a party was voted in that has put communist practices in place with some reasonable success. The risk of demagogy is therefore a concern. While these issues will be explored further below, first a look at some of the fundamentals of a democratic system. A simple effects of media comparison on procuring a service may help highlight this: A responsible government may request a tender for contract. Issues such as inequality and social/political differences may have a better chance of being resolved without resort to violence in a process that actually is (and is also seen to be) open, accountable and inclusive.


text:
import React from 'react';
import ReactDOM from 'react-dom';
import { Provider } from 'react-redux';
import { ReduxAsyncConnect } from 'redux-connect';
import { Router } from 'react-router';
import routes from './routes';
import store from 'redux/store';
import history from './history';

if (__CLIENT__ && __DEVELOPMENT__) {
  // https://facebook.github.io/react/docs/advanced-performance.html
  window.Perf = require('react-addons-perf');
}

if (__CLIENT__) {
  ReactDOM.render(
    <Provider store={store} key="provider">
      <Router render={(props) => <ReduxAsyncConnect {...props} />} history={history}>
        {routes}
      </Router>
    </Provider>,
    document.getElementById('root')
  );
}

redpajama_set_name: RedPajamaGithub


How I Trade Options - Form An Opinion - Duration!
This option trading blog will discuss how the duration of the expected move impacts the strategy selection. I feel that this is one of the biggest mistakes novice traders make. They are so worried about time premium decay and about being wrong that they buy the longest term LEAP option listed.
When I conduct my analysis, I form an opinion on how long it will take the move to "play out". The nature of the move will help me nail down the time horizon. There are three general categories that a trade will fall into and sometimes they intersect.
Trend - The first category is trend. If I'm looking at a stock that is on a steady course from point A-B, I can extrapolate the time horizon. If the pattern is nice and tight and my projection is 2-3 months long, I will consider an in-the-money (ITM) option with three months of life. I want a surrogate stock position where my deltas are high and I'm not paying much if any time premium. If the stock makes its move and stalls or if the market conditions change, I can decide to take profits and move on. If the stock is on a choppy but consistent trend higher, I will often sell some near term out-of-the-money options against the ITM position and create a diagonal spread. In these cases the implied volatilities (IVs) are usually higher. This strategy reduces my risk and I can take advantage of time decay while the move unfolds.
In the example below, the stock has a history of making nice predictable moves higher. It does so in a grinding manner and you just have to be patient. When I formulate my game plan, I can see that it might take 2-3 months for the move to materialize. I can take comfort in buying an ITM call with a 4-5 months of life because the stock has not had a pattern of making violent moves. As it grinds higher I'll be able to take profits along the way if I choose since the deltas will be relatively high (above .7).
Breach – When a significant price level has been violated I'm looking for the momentum to pick up and for the move to be sustained. This can be a breakout above a horizontal resistance level, a breakdown below a trend line, a fall below a long term moving average… Many traders have noted the event and the activity picks up. In these cases, the initial surge and follow through are not usually more than a month long. After that, the activity can get choppy as the stock determines a new range. The longer term the support or resistance level, the more significant the breach and the more explosive the move. In these instances I might opt for an out-of-the-money option with 2-3 months until expiration because I'm expecting a big, sustained move. If the breach is less significant I will stay closer to the money and maybe even ITM. I will try to capture part of that early "pop" while the price action is still predictable and then get out.
In this example, the stock has a pattern of making big sharp moves once a key price level has been broken. The options are bound to carry "rich" premiums but they are justified. In this case, I would buy out-of-the-money (OTM) options that are one strike out and have 3-6 weeks of life. I don't plan on being in the trade for 4 months, so why buy those options. When you "buy time", the premiums are much more expensive and the deltas drop down. In other words, you don't get the same "bang for your buck".
Event – An event driven trade could be an earnings announcement, an FOMC meeting, a housing starts number, an oil inventory number… you get the idea. Earnings announcements, FDA approvals/rejections, lawsuit settlements are normally released after the market is closed. In some instances the exact release date is not known, but traders are able to define a date range. This is not a big part of my trading because the outcome is unpredictable and the implied volatilities in the options are "jacked". This makes it hard to profit even when the move is big because there is so much uncertainty factored in. When I'm looking to trade a stock before earnings are released, I will stay in the front month options that expire after the announcement. I plan on being out of the trade before the actual release and I know the options will retain their implied volatility before the news. If I'm trading options after an earnings release, I will normally go out 6-8 weeks because I know there is a chance I will hold the position now that the uncertainty has passed.
In this example I was looking for PJC to make a big move on the earnings announcement. It was releasing the news 3 days before expiration. There was no need to go further out since the stock would either make a huge move – or not. In any case, I planned to be out of the position in a day or two. The strangle was purchased for $1.60 and it traded over $5 in the next two days. If you look at chart below, you will see that a longer term option would not have moved nearly enough because the premiums were so high. The November strangle was trading over $5.00 before the release. It barely made money and it would have tempted me to stay in the position longer than I should have. As you can see the stock has fallen back to $65.00. By the way, is that a significant support breach?
The problem with being in a position were you don't give yourself enough time is that you have to roll the position into a future month as expiration approaches. When you do that you incur extra commissions and you have to fight at least two extra bid/asks. You are also exposed to accelerated time decay when you own front month options.
If you give yourself too much time, the options are less liquid and the bid/ask is wider. The options have more time premium so the deltas are lower and the options don't move like you had hoped. The trade also ties up more capital than it should and it lulls you into hanging on to a bad trade because you "have time" to be right. Have you ever bought a LEAP where the stock made the expected move but you didn't make any money? By the time you figure in commissions, slippage and low deltas, the options didn't go anywhere. That's my point.
If I have a trade that will last 1-2 days and it is not event driven, I won't even consider options. The stock is a more effective vehicle because the slippage is lower and it has a delta of 1.0. I like the fact that I can get in and out with ease.
Duration is a very important element. Often, I'll get out of a trade just because the expected time frame has lapsed without a move. With every tick of the clock, my initial analysis becomes more uncertain.
My next blog will explain how confidence affects my trading decision. There are only a couple of steps left in my approach to options and they might be posted to the new blog.


There is a need to share good practice relating to freedom camping across practitioners in local government. This guide aims to facilitate a common understanding of good practice in the many disciplines of freedom camping management.
The document below, updated in December 2012, provides guidance for local authorities on the Freedom Camping Act 2011.
Simpson Grierson Legal Review - "A Guide to Freedom Camping Bylaws under the Freedom Camping Act 2011."
The New Zealand Motor Caravan Association Inc commissioned ChenPalmer to write a guidance document for councils on the Freedom Camping Act 2011. This has been provided to councils by the Association.
LGNZ commissioned Simpson Grierson to review the ChenPalmer guidance and we advise councils using the ChenPalmer guidance to do so in conjunction with the legal review.
Simpson Grierson legal opinion - "Further Freedom Camping Issues"
This opinion considers a number of matters including the relationship between a by-law made under the Local Government Act 2002, the intent of the Freedom Camping Act and the assessment required by section 11 of the Freedom Camping Act 2011.


text:
Clorato de amônio é o composto químico de fórmula NH4ClO3, é obtido por neutralização do ácido clórico com amônia ou carbonato de amônio, ou por reagir cloratos de bário, estrôncio ou cálcio com carbonato ou sulfato de amônio, produzindo o respectivo precipitado de carbonato ou sulfato e solução de clorato de amônio.

Compostos de amônio
Cloratos
Produtos químicos explosivos
Agentes oxidantes


Enjoy a peaceful boat trip which doesn't require a sailing licence. You'll spend a day out at sea in the sunshine in front of Barcelona's beaches.
If sailing is on your bucket list, we invite you to take the helm!.Enjoy the Barcelona sea on a fully equipped boat without needing a sailing licence. A Compass 400GT boat with a 15 HPYamaha outboard motor awaits you in the Olympic Marina to take you on an adventure!.
Barcelona's Olympic Marina is within easy access of the city's major sights and has an excellent choice of restaurants, bars and leisure attractions. Your boat will be waiting for you in the marina ready to weigh anchor and set off to enjoy the city's amazing skyline from the sea.
We invite you spend a fun-filled morning or afternoon on the sea with every comfort and everything you'll need to enjoy an unforgettable experience.And if you prefer, an expert skipper can travel with you so all you'll have to worry about is putting on your sunscreen and relaxing.
Boat hire for 1, 2 or 4 hours (maximum 5 persons).
Cleaning at the end of the trip.
Harbour, security and mooring services.
Times: All year,from 10am to 8pm.
Languages: Englis, Catalan and Spanish.
Length: 1, 2 or 4 hours.
Meeting point: Moll de Mestral 2841. Port Olímpic. Metro L4 stop Ciutadella-Vila Olímpica. Bus 36, 45, 59, 71, 92, V21 and H16. Tram T4: stop Ciutadella-Vila Olímpica.
We recommend you wear comfortable clothing appropriate for the season, rubber-soled footwear.
When renting you must leave a 100 € cash or credit card deposit.


text:
WPF Report: Resume Database Nightmare – Job Seeker Privacy at Risk
Interim Report of the 2003 Online Job Search Privacy Study
Pam Dixon
Author, Principal Investigator
Originally Posted February 19, 2003. Job Seeker Tips section updated August 10, 2004.
Interim Report Contents:
Read the Report:
Read the comments below by clicking on the headings
Information about the author
Summary of report findings
II. "Resume Sale" at HotResumes.com
III. Biotech and pharmaceutical resume database privacy issues
IV. Policy recommendations
V. Recommendations to job seekers
VI. Contributors
VII. Appendices
Appendix A: HotResumes.com invoice to Biotechcareers for "resume sale"
Appendix B: Text of Medzilla job seeker notification
Appendix C : HotResumes privacy policy & information as of 2/11/03
Pam Dixon, during the course of researching a separate study of resume databases, has discovered serious consumer privacy issues in resume databases that rise to the level of deserving immediate consumer notice. This report, below, highlights her findings.
The report itself is comprised of a consumer notice, which is based primarily on public documents. The report also contains policy recommendations and job seeker tips.
The complete study findings along with an extensive consumer guide will be published later this year.
The author has joined forces with the Privacy Rights Clearinghouse, a non-profit consumer advocacy organization, to disseminate the consumer information in this report.
Pam Dixon is an author and researcher conducting a year-long study of privacy issues impacting job seekers. The study is funded by the Rose Foundation Consumer Privacy Rights Fund.
Ms. Dixon is the author of seven books related to technology, with two books specifically about online job searching. She is the author of the Privacy Foundation's 2001 report on the privacy practices of Monster.com, and she is the principal investigator for the Online Job Search Privacy Study.
The information in this alert was obtained from public documents that have already been published unless otherwise noted [1].
HotResumes.com sold 4, 941 resumes and/or email addresses [2]. (See Appendix A for a copy of the published invoice of what is described as a "resume sale.")
Legal documents indicate that a Mr. Jason Monastra, while he was the owner of Biotechcareers.com, a job site focused on biotechnology-related jobs, gained paid access to health and biotech-related resumes [3]. He downloaded thousands of resumes for his use [4]. Mr. Monastra was using the resumes to create an internal resume database [5]. Medzilla, Inc, a prominent health, pharmaceutical, and biotech job site, sued Mr. Monastra over this matter [6].
Four large biotechnology and health related job sites exist: Medzilla, HireHealth, BioSpace, and BioView. Thousands of job seekers' resumes were taken from Medzilla, a prominent health, pharmaceutical, and biotech job site [7]. According to telephone interviews with each of the other companies , [8] company representatives told researchers that Mr. Monastra did access resumes at HireHealth in fall, 2002. BioView told researchers Mr. Monastra accessed its resume database in August 2002, and was stopped immediately. BioSpace told researchers its resume database was not accessed by Mr. Monastra.
Legal documents indicate that Medzilla notified the jobseekers whose resumes had been downloaded by Mr. Monastra of its lawsuit and related issues. [9]. (A copy of the Medzilla notice to jobseekers is in Appendix B. )
According to legal documents, HotResumes.com sold 4,941 resumes and/or email addresses to Biotechcareers.com for .33 cents each in a sale that was invoiced on November 30, 2002. This invoice was made public and was published as part of a lawsuit against Mr. Monastra ( Medzilla vs. Optimum Intelligence et al .) [10]. The invoice was noted as a "resume sale" and it was marked as paid. A copy of the invoice is in Appendix A.
Mr. Monastra additionally asserted in legal documents that he had purchased email addresses from HotResumes.com [11].
On its Web site, HotResumes, in its publicly published Frequently Asked Questions section, states that it receives resumes from three sources:
"We receive resumes through visitors who travel to our site, strategic partnerships, and resume writing services" [12].
Legal documents did not indicate where the data that comprised the HotResumes.com "resume sale" originated from.
For reference purposes, the HotResumes published privacy policy on its Web site is quoted below in part. To reiterate, legal documents did not indicate where the data comprising the sale came from, so researchers do not how the HotResumes posted privacy policy applies to its invoiced "resume sale" to Biotechcareers.com.
HotResumes.com privacy policy excerpt:
"We do not disclose information about your individual visits to HotResumes.com, or personal information that you provide, such as your name, address, email address, telephone number, credit card number, etc., to any outside parties, except when we believe the law requires it. But, we may record and share aggregated information with our partners". [13]
III. Biotech and Pharmaceutical Resume Database Privacy Issue
In July, 2002, Dr. Frank Heasley, the owner of Medzilla.com, a biotechnology job site, became aware that Jason Monastra, who was at the time a recruiter and the owner of Optimum Intelligence, was making a large number of resume downloads from the Medzilla resume database. Dr. Heasley quickly discovered that Jason Monastra was also the owner of a new job search site called Biotechcareers.com and had downloaded approximately 2,400 resumes from the Medzilla database within the space of several weeks [14].
October 15, 2002, Medzilla filed suit against the owner of Biotechcareers.com [15]. November 15, 2002, Dr. Heasley contacted the 2,399 job seekers whose resumes Mr. Monastra had downloaded and notified them that their resumes had been taken from the resume database and used in ways not allowed by the terms of agreement of the Medzilla site [16].
The entire Medzilla notice to job seekers is published in legal documents [17]. The text is reprinted in Appendix B in full.
The notice, sent from Frank Heasley, stated in part:
A few months ago we discovered that a person claiming to be a recruiter was actually setting up a new job board, and had taken several thousand resumes from the Medzilla site.
We then learned that he had similarly taken thousands of resumes from other biotech related job boards, several of which have also initiated action against him…."
According to legal documents and the job seeker emails contained within them, [18] the owners and / or agents of Biotechcareers.com contacted the job seekers whose resumes Mr. Monastra had downloaded [19]. Some of the job seeker email solicitations said the Biotechcareers.com site had an outdated copy of the job seekers' resumes, and requested the job seekers to "repost" their resumes on Biotechcareers.com by replying with a new resume attached [20].
One such email sent to a job seeker, from support@biotechcareers.com dated November 16, 2002, stated:
"We have an older copy of your resume and would like an updated copy for our records.
Please simply reply to this message and attach a word copy. We currently work with many of the top pharmaceutical and biotech companies, and believe your experience lends itself well to positions our clients have open.
Thank you." [20]
Other job seekers were contacted by third parties through the Biotechcareers.com site, even though job seekers said they had not posted resumes there. According to documents, one such email came from Jim Hansen of LifeScience Associates November 18, 2002 (21).
The subject line of the referenced email read:
"Response to your resume posting on Biotechcareers.com."
The message went on to state:
"Please send me full contact information along with a Word copy of your resume so we may be able to communicate about potential job opportunities. I look forward to hearing from you.
The email was signed by Jim Hansen, Relationship Manager of LifeScience Associates. The email referenced Biotechcareers at the bottom of the page (21).
Another email sent from Biotechcareers to a Medzilla resume poster November 22, 2002 [22] stated, in part:
"…Your resume has been cross-posted to http://biotechcareers.com through one of our partner sites. You can view, edit, refresh, or delete your resume by clicking on …"
"With over 7,000 jobs from more than 1,100 companies currently on the site, you're sure to find some interesting opportunities." …
The Medzilla notice to jobseekers mentioned "other biotech related job boards" [23] Chris Amato of HireHealth is specifically mentioned in the Medzilla v Optimum Intelligence documents [24].
In a telephone interview, Chris Amato of HireHealth.com, a large search site with a significant resume database, said he noticed a pattern of resume download on his resume database tying back to Biotechcareers.com. Mr. Amato told researchers he notified "hundreds" of job seekers by telephone that the privacy of the resumes they posted on HireHealth had been compromised [25].
Also in a telephone interview, [26] Pam Bailey, director of BioView, another large biotech job site, told researchers that she was contacted in August, 2002 by a job seeker with a question about an email solicitation from a recruiter. The email had referenced BioView's site.
Ms. Bailey researched the matter and discovered that a company called Optimum Intelligence, owned by Jason Monastra, had sent the email to the job seeker and had represented to the job seeker that he found their resume in the BioView database when in fact, the job seeker's resume was not in the BioView database. In the email, Mr. Monastra solicited the job seeker to send in a new copy of a resume to the address in the email.
BioView's parent company, Monster.com, sent a cease and desist letter to stop Mr. Monastra from soliciting BioView jobseekers. Ms. Bailey told researchers that Mr. Monastra's access to the resume database ended immediately, and that his account was shut down [27].
In telephone interviews, BioSpace.com told researchers its database was not accessed by Mr. Monastra [28].
The Medzilla lawsuit was settled in Medzilla's favor and dismissed February 3, 2003 [29]. The Biotechcareers.com domain was handed over to Medzilla as part of the settlement [30]. In a telephone interview after the dismissal of the suit, Mr. Heasley told researchers that as part of the settlement, Mr. Monastra was directed to erase the Biotechcareers.com resume database [31].
No legal actions against Mr. Monastra or Biotechcareers.com have been publicly filed on BioView's behalf at this date, nor have they been filed on the behalf of BioSpace nor HireHealth [32].
Legal documents indicate that the Biotechcareers.com resume database allegedly contained in "excess of 20,000 resumes" and "included over 30,000 registered users" at the time Mr. Monastra was directed to delete it [33].
Author Pam Dixon joins the Privacy Rights Clearinghouse , a nonprofit consumer advocacy organization, in recommending that the Federal Trade Commission (FTC) undertake a thorough investigation of the entire job search industry, online and off.
Issues include:
Deceptive data handling practices in regards to posted privacy policies.
Poor and in many cases absent notification to consumers of data handling practices.
Widespread industry practice of data mining and selling job seeker data, including names, email addresses, resumes, and in some cases Equal Employment data such as ethnicity and gender.
Data security issues, including:
Poor to non-existent resume database access verification procedures.
Poor to non-existent job validation procedures.
Poor follow-through and lack of notification to job seekers of privacy lapses and problems.
Widespread industry practice of using copyrighted information belonging to consumers (resumes) as an integral part of making a business profit while at the same time not fully disclosing this practice.
We wish to emphasize that job seekers who are notified of privacy lapses impacting their job searches receive that notification voluntarily by the most ethical sites in the industry. We believe that all sites should notify job seekers of privacy lapses, and in a timely fashion.
In any job search, it is undeniably important to circulate a resume. However, job seekers need to carefully minimize privacy issues related to resumes while still maintaining appropriate exposure to employers.
It is important for all job seekers to understand that resume databases vary widely in privacy practices and controls. Learning to choose a quality job search site and resume database with good privacy practices has become an important part of your job search if you plan to use the Internet as a job search tool.
Another key skill is to discriminate between valid job search related email and unhelpful solicitations for your resume.
Remember, in the information economy, your resume has a "street value." It is important to protect your resume from people and businesses who want to use it primarily to make a profit instead of primarily to help you find employment.
General Tips:
After you post, your resume is out of your control. Even the most careful, conscientious sites cannot control your resume after an employer or a recruiter has downloaded it. Job sites do not have the ability to track or physically control how a recruiter or employer uses your resume after it is downloaded. Most sites watch for problems – such as rapid resume downloads — and enforce terms of use agreements with employers and recruiters. But let the job seeker beware. When it comes to resume databases, some responsibility does fall to the job seeker to understand the risks involved in posting a resume in a database.
The more general the email "job" offer, the less valid it usually is . In the Biotechcareers.com emails to job seekers, what stands out the most is that the emails asked jobseekers to send a resume to a new email address or to "update" their resumes. No specific, credible job was offered at one specific, verifiable company. Vague wording like "We have thousands of jobs" or "We work with major companies" is a red flag. Requests to send in a new copy of your resume can spell trouble, too. Avoid vaguely worded offers, and avoid sending your resume to general email resume solicitations after you have posted your resume online.
Keep good records . Be sure to keep a record of where you have posted your resume. Remember to go back and delete your resume from the sites where you have posted it after you have finished your job search.
Be cautious about resume writing service agreements. If you plan on using a resume writing service in your job search efforts, get an agreement in writing that the service will not sell or share your resume with any third parties or partners . Also, ask to see the privacy policy of any resume writing services you may use and ask specifically about how the service handles and stores your resume. This applies to traditional and online resume writing services.
Use a disposable email address. If you decide to post your resume to a site that does not allow you to mask your identity, then mask it yourself. Use an email address that you can cancel if you start getting spam, and don't give out your full name, phone number, or home address.
Never put a Social Security Number on your resume. You can provide it when you are invited for an interview or when the employer obtains your permission to conduct a background check. Widespread access to your SSN puts you at risk for identity theft. The only exception to this is when you are applying to Federal or State jobs, which typically require an SSN up front.
Omit references on your resume . When you post a resume online with your references' names and phone numbers on it, you are giving their information away without their consent in what can be a very public forum.
Not every job offer you see is a real job. Some jobs are just scams. After you post your resume, you may hear from a person offering you a job that is a scam. Fake job scams have become a very serious problem in online job searching, as detailed in the World Privacy Forum "Job Fraud" report. There are usually some clear tip-offs that a job may be a scam. For example:
Does the job ask you to scan your ID or drivers' license and send it in?
Does the job ask you to transfer money as part of your duties?
Does the job description mention e-Bay, Pay Pal, or Western Union?
If any of the above are true, please understand that you may be looking at a fraudulent job. See the WPF detailed consumer tips on avoiding job fraud <http://www.worldprivacyforum.org/jobscamtipspayforwarding.html > for more information about job scams and how to avoid them.
Resume posting options for job seekers
Job seekers have several options to choose from in circulating a resume.
One option is to reply to job ads directly without going through a third party. Look for a company-related email address to send your resume to.
Another option is to post a resume directly on the Web site of the company you wish to work for.
Working with one carefully selected "headhunter" or recruiter is also an option.
Some resume databases let you mask your contact information or email address when you post a resume. This resume posting option allows you to control who contacts you or not. If you are going to post a resume online, this should be the only way you post it.
Before posting a resume to any database, take the time to look for and read the privacy policy of that site and query the site owner with any privacy concerns . Be sure to look for specific privacy policy statements about resumes, registration information, and statements about how that information is used, stored, and shared. If the site does not have a privacy policy posted, that should signal that you should be especially cautious about posting a resume there, if at all.
Pay particular attention to how long a site says it will keep or store your resume . Preferably, job and resume sites should state that they promise to keep your resume for a limited, specific amount of time, such as one to six months, after which the site will delete your resume. Without specific, written statements about how long your resume may be kept, your resume can be archived for years, legally . Most job seekers do not want resumes circulating after they have gotten a job.
Before you post a resume, check to make sure you can delete your resume after you have posted it . Look in the job site's privacy policy for resume deletion instructions. If you don't find any such instructions on the site, write an email to the site and ask how or if you can delete your resume. If you are not satisfied with the reply, do not post your resume to that site. You must be able to delete your resume when you want to. After all, it belongs to you.
If you post a resume to a resume database and receive unsolicited email other than from legitimate employers or recruiters, be sure to notify the site where you have your resume posted and tell them you have received the email. Be sure to forward the entire email you received to the site so that it can take action. Again, the more vague the email, the less legitimate it is likely to be.
Post your resume sparingly. It is tempting to go to every job site you can find and post your resume. Focus on quality, not quantity. If you believe you must post your resume online, hand-pick just a handful of sites that have good privacy policies and a good track record. Choose sites that other people working in your profession have had good luck with, and post only to sites that allow you to mask your contact information.
Your resume belongs to you. According to current copyright law, you own your resume and the copyright on it. If you don't like how your resume is being handled, you have the right to complain and take action.
Help for Job Seekers
If you believe your resume or personal job search data, including your email address or your name, has been shared or used in a way inconsistent with a job site's posted privacy policy, you have recourse [34] through the Federal Trade Commission (FTC.)
You may file a consumer complaint with the FTC by calling (1-877-FTC-HELP ) or by using the FTC's online filing system, located at http://www.ftc.gov/ . Click on "File a Complaint Online."
If you have identity theft problems resulting from your resume posting, visit the Web sites of the Privacy Rights Clearinghouse www.privacyrights.org/identity.htm and the Identity Theft Resource Center www.idtheftcenter.org for facts and helpful information. The PRC provides other fact sheets relating to SSNs, workplace privacy, and financial privacy, located at www.privacyrights.org/fs .
You may additionally contact www.JobSearchPrivacy.org for further information or help as of February 24, 2003. New consumer information will be posted at the site, including a consumer guide to online job site privacy, throughout 2003 and beyond. Email: info@jobsearchprivacy.org .
This report, "Resume Database Nightmare: Job Seeker Privacy at Risk," is available on the Privacy Rights Clearinghouse Web site at www.privacyrights.org/ar/Dixon-JobPrivacyRpt.htm and at www.pamdixon.com.
Pam Dixon gratefully acknowledges Rose Foundation Consumer Privacy Rights Fund, whose financial support made this research possible .
The Honorable Judge Barbara Rothstein's docket clerk provided valuable assistance to researchers, as well as a timely copy of the Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R docket.
Claudia B. Farrell of the FTC assisted in identifying documentation for researchers.
Beth Givens, director of the Privacy Rights Clearinghouse, made significant and helpful contributions to this document.
Appendix A :Copy of HotResumes.com Invoice to Biotechcareers for "resume sale."
This invoice is referenced from the publicly available case files of Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R, U.S. District Court for the Western District of Washington at Seattle.
In the case file, the Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel , Exhibit 3, contains the invoice of HotResumes.com "resume sale" to Biotechcareers.com. The invoice is labeled as #628, and is dated November 30, 2002. The description of the goods is marked as a "Resume Sale," and the invoiced is marked as paid in handwriting.
(see attached PDF file, linked to here.) After you click on the link, you may see a dialogue box. Click "open" to view file immediately.
Appendix B : Text of Medzilla job seeker notification.
This text is taken from Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R . Case file. Also: Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel, Paragraph 14, which contains the text of the email notice.
The message was sent November 14 to 2, 399 job seekers whose resumes Mr. Monastra had downloaded.
On October 15th Medzilla, Inc filed a lawsuit against Jason Monastra and his company "Optimum Intelligence" (biotechcareers.com) in the Federal District court.
The lawsuit alleges fraud, copyright infringement, and breach of contract.
A restraining order imposing injunctive relief was obtained on November 1 st .
We value our business relationships with your firm as clients, and felt that you should be aware of the above.
Frank Heasley Ph.D.
President, CEO
Medzilla. Inc.
Appendix C :HotResumes Privacy Policy & Information as of February 11, 2003
Following is a portion of the February 11, 2003 version of HotResumes.com privacy policy as posted publicly on its Web site. The entire policy is available at http://www.hotresumes.com/ . Researchers have retained for their records a complete printout of the February 11 policy for study and reference purposes.
Excerpt of HotResumes.com posted privacy policy:
Information About All HotResumes.com Visitors
We gather information about all of our users collectively, such as what areas users visit most frequently and what services users access the most. We only use such information in the aggregate and not on an individual basis. This information helps us determine what is most beneficial for our users, and how we can develop a better overall Website for our users. This information may be shared with our partners, but only in the aggregate, so that they too may develop a better overall career Website for you, as well.
Information About You Specifically
In some instances, such as when you sign up to use a service, enter into a contest, or purchase a product, we may need more specific information about you, such as name, address, e-mail address, telephone number, credit card number, etc. We may use that information to make you aware of additional products and services which may be of interest to you, or to contact you regarding site changes. We may also ask you for other information, such as feedback regarding the site, the types of jobs you are interested in, etc., Again, in an effort to develop for you deliver to you the best possible career Website.
General Information Disclosure
We do not disclose information about your individual visits to HotResumes.com, or personal information that you provide, such as your name, address, e-mail address, telephone number, credit card number, etc., to any outside parties, except when we believe the law requires it. But, we may record and share aggregated information with our partners.
Documents used in preparing this consumer notice include:
[1] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R, U.S. District Court for the Western District of Washington at Seattle. The entire Medzilla v Optimum Intelligence case file, including the exhibits, was used in preparation of this consumer notice.
HotResumes.com privacy policy, located at http://www.hotresumes.com/index.cfm?tid=privacy.cfm .
Also: HotResumes.com Frequently Asked Questions page. http://www.hotresumes.com/index.cfm?tid=faq.cfm .
Biotechcareers.com http://biotechcareers.com/
http://www.archive.org .
Case filings nationwide through electronic court filing databases.
FTC site, including http://www.ftc.gov/privacy/index.html ,http://www.ftc.gov/ogc/stat1.htm and documents available at the FTC site.
[2] M edzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R . Case file. Also: Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel , Exhibit 3, Invoice of HotResumes.com "resume sale" to Biotechcareers.com. Invoice is #628, dated November 30, 2002, described as "Resume Sale," and marked as paid.
[3] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R . Case file. Also: Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel, Paragraph 7. "On July 12, 2002, I opened an account with Medzilla and paid Medzilla $550 for the right to enable Optimum to access Medzilla's resume database."
[4] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R. Case file. Also: Verified Complaint for Breach of Contract, Fraud and Copyright Infringement, Unfair Competition. Section III; : Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel , paragraph 8 "Over the course of several weeks, Optimum Intelligence obtained approximately 2,400 resumes from its Website."
[5] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R . Case file. Also: Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel, Paragraph 8. "Acquiring the resumes was to create an internal resume database…"
[6] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R Case file. Also: Verified Complaint for Breach of Contract, Fraud and Copyright Infringement, Unfair Competition.
[8] Telephone interviews with Pam Bailey of BioView February 12 and 14, 2003. Telephone interviews with BioSpace executives February 11 and 12, 2003. Telephone interviews with Chris Amato of HireHealth, February 11, 2003.
[9] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R . Case file. Also: Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel, Paragraph 14 contains the text of the email notice.
[10] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R . Case file. Also: Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel , Exhibit 3, Invoice of HotResumes.com "resume sale" to Biotechcareers.com.
[11] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R . Case file. Also: Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel , paragraph 23. "Optimum acquired the email addresses by paying HotResumes …"
[12] HotResumes.com http://www.hotresumes.com/ Frequently Asked Questions , Paragraph 2.
[13] HotResumes.com Privacy Policy , Paragraph 4, General Information Disclosure section.
[14] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R. Case file. Also: Verified Complaint for Breach of Contract, Fraud and Copyright Infringement, Unfair Competition. Section III; : Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel , paragraph 8 "Over the course of several weeks, Optimum Intelligence obtained approximately 2,400 resumes from its Website." Also: Declaration of Franklin A. Heasley in support of Motion to Compel Compliance with Order Granting Injunctive Relief, Dec. 4, 2002 . Paragraph 2a states "On Thursday November 14 Medzilla, Inc. sent a message to all 2,399 candidates whose resumes were taken from our Web site …".
[15] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R, U.S. District Court for the Western District of Washington at Seattle. Verified Complaint for Breach of Contract, Fraud and Copyright Infringement, Unfair Competition.
[16] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R. Case file. Also: Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel, paragraph 14. Paragraph 14 contains a copy of the memo Dr. Frank Heasley sent to Medzilla clients. Also: M Medzilla Terms of Use http://www.medzilla.com/termsofuse.html .
[17] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R. Case file. Also: Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel, paragraph 14. Paragraph 14 contains a copy of the memo Dr. Frank Heasley sent to Medzilla clients. Also: Declaration of Franklin A. Heasley in support of Motion to Compel Compliance with Order Granting Injunctive Relief, Dec. 4, 2002 . Paragraph 2a states "On Thursday November 14 Medzilla, Inc. sent a message to all 2,399 candidates whose resumes were taken from our Web site …"
[18] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R. Declaration of Franklin A. Heasley, Section V: 6, V:8,V:9,V:10. Also: Declaration of Franklin A. Heasley in support of Motion to Compel Compliance with Order Granting Injunctive Relief, Dec. 4, 2002 paragraphs 5, 6, 8, 9, 10, and Exhibit A, pages 1-2.
[20] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R: Declaration of Franklin A. Heasley in support of Motion to Compel Compliance with Order Granting Injunctive Relief, Dec. 4, 2002 . Paragraph 5.
[22] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R, Declaration of Franklin A. Heasley in support of Motion to Compel Compliance with Order Granting Injunctive Relief, Dec. 4, 2002 . Paragraph 9.
[23] Quote located in: Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R. Case file. Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel, paragraph 14. Paragraph 14 contains a copy of the memo Dr. Frank Heasley sent to Medzilla clients.
[24] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R. Declaration of Jason Monastra in support of opposition to Plaintiff's Motion to Compel , Exhibit 4. Email exchange between Frank Heasley and Chris Amato regarding Biotechcareers.com.
[25] Telephone interview with Chris Amato, February 11, 2003. Also, Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R. Declaration of Jason Monastra in support of opposition to Plaintiff's Motion to Compel , Exhibit 4.
[26] Telephone interviews with Pam Bailey February 12 and 14, 2003.
[27] Telephone interview with Pam Bailey February 12 and 14, 2003.
[28] Telephone interviews with BioSpace executives February 11 and 12, 2003.
[29] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R . Stipulation and Order of Dismissal, February 3, 2003 . Also: Interview with Frank Heasley February 12, 2003. Also: " Important Notice , " front page of http://biotechcareers.com/, which discussed the settlement of the lawsuit.
[30] Interview with Frank Heasley February 12, 2003. Also: " Important Notice , " front page of http://biotechcareers.com/ .
[31] Telephone interviews with Frank Heasley February 12 and 14, 2003.
[32] Database search of electronic court filings under the names BioSpace, Monastra, Optimum Intelligence, TMPW, Monster.com, BioView and possible name variations did not reveal any current court filings as of February 12, 2003.
[33] Medzilla, Inc. v Optimum Intelligence LLC, et al Case No. CO2-2122R. Declaration of Jason Monastra in Support of Opposition to Plaintiff's Motion to Compel, Friday December 20, 2002. Paragraph 3. "Optimum's database now exceeds 20,000 resumes, includes over 30,000 registered users, and has over 150,000 monthly visits."
[34] .a.The FTC policy is that posted privacy policies on Web sites should reflect actual data practices. If the policies do not match the data practices, there may be potential legal consequences. The FTC Act allows enforcement. http://www.ftc.gov/ogc/stat1.htm General description of the Act: " Under this Act, the Commission is empowered, among other things, to (a) prevent unfair methods of competition, and unfair or deceptive acts or practices in or affecting commerce; (b) seek monetary redress and other relief for conduct injurious to consumers; (c) prescribe trade regulation rules defining with specificity acts or practices that are unfair or deceptive, and establishing requirements designed to prevent such acts or practices; (d) conduct investigations relating to the organization, business, practices, and management of entities engaged in commerce; and (e) make reports and legislative recommendations to Congress."
b. Also: An important policy statement from the FTC regarding this issue can be found in FTC Chairman Timothy Muris' remarks of 2001 in his speech, Protecting Consumers' Privacy: 2002 and Beyond ; Remarks of FTC Chairman Timothy J. Muris at The Privacy 2001 Conference Cleveland, Ohio, October 4, 2001. Here, quoting from the section of his speech, "Enforcing Privacy Policies" : " We will also enforce privacy promises. One of the agency's successes has been encouraging Internet sites to post privacy notices. In 1998, only 2 percent of all sites had some form of privacy notices.(24) By 2000, virtually all of the most popular sites had privacy notices.(25) ……… Having encouraged commercial Web sites to post these notices, the FTC needs to ensure compliance. Privacy promises made offline should be held to the same standard. The FTC has brought several cases challenging violations of promises made in online privacy policies such as the disclosure of information to third parties and the collection of personally identifiable information from children.(26) We will expand our review of privacy policies and make it more systematic. We will seed lists with names to ensure that restrictions on disclosures to third parties are honored. We will also work with seal programs and others to get referrals of possible privacy violations. Finally, as I will discuss shortly, we will improve our own complaint handling system to target cases more effectively." http://www.ftc.gov/speeches/muris/privisp1002.htm
c. Also, see : FTC v. Toysmart.com, No. 00-11341-RGS ,D. Mass. filed July 10, 2000, alleging that Toysmart misrepresented that personal information collected from consumers on company Web site would never be shared with third parties. http://www.ftc.gov/os/2000/07/toysmartcmp.htm FTC v Toysmart.com complaint .
Posted March 6, 2003 in Job Search Privacy, Reports
Resume Database Nightmare: Introduction
2003 Job Search Privacy Study: Appendix A – Key Unicru Screens

redpajama_set_name: RedPajamaCommonCrawl


TEHRAN - Iran national football team will play Trinidad and Tobago in a friendly match on Nov. 15.
The warm up match will be held in Tehran's Azadi Stadium as part of preparation for the 2019 AFC Asian Cup.
"The match against Iran will be a good warm-up for us ahead of the 2019 CONCACAF Gold Cup. Iran are a strong team and sit in the 33rd place in FIFA ranking. They had an excellent performance in the 2018 World Cup and it shows how good they are," Trinidad and Tobago head coach Dennis Lawrence said.
Iran defeated Trinidad and Tobago 2-0 ahead of the 2014 World Cup thanks to the goals from Ehsan Haji Safi and Reza Ghoochannejhad at the Corinthians soccer team training center in Sao Paulo, Brazil.
Iran defeated Bolivia 2-1 in a friendly match on Oct. 16 at the Azadi Stadium.
The Iranian media reports suggest that Team Melli will face Venezuela in Doha, Qatar on Nov. 20.
Iran have been drawn in AFC Asian Cup Group D along with Iraq, Yemen and Vietnam.