Intro: Dr. F. downsizes TV's Frank!
Host segment 3: Song: "The Greatest Frank"
End: A letter to Frank, Torgo is fired!
Ad: "See...the Wildest, Weirdest Party-Rumble of 'Em All!"
Ad: "Teen-Agers Zoom to Supersize!
See Them Burst out of their Clothes and Bust Up a Town!"
Plot: Pre-teen genius creates giant-making goo which some teens eat and then take over a town.
Trivia: Born in 1954, RON HOWARD's first acting job was appearing on the stage with his parents in a production of The Seven Year Itch. Most of us got to know him as the little boy Opie on TV's Andy Griffith Show and later as teen Richie Cunningham on TV's Happy Days, which was a modified version of his role in the 1973 film American Graffiti. His screen debut was in 1959's The Journey, followed by the role of the lisping-singing kid in 1962's The Music Man. He appeared with his brother Clint in 1976's Eat My Dust.
In 1978, Howard finally got a chance from Roger Corman to direct Grand Theft Auto, and two years later directed the formidable Bette Davis in the TV-movie Skyward. 1982's Night Shift was his first big success, followed by Splash (1984 starring Tom Hanks); Cocoon (1985 with Don Ameche); Parenthood (1989 starred Steve Martin); Backdraft (1991 with Kurt Russell); Far and Away (1992 starring Tom Cruise); The Paper (1994 with Michael Keaton); Apollo 13 (1995 again with Hanks); Ransom (1996 starring Mel Gibson); and as mentioned many times in this episode, Willow (1988 starring Val Kilmer).
Make-up man WALLY WESTMORE comes from a large family of many make-up artists who worked in the movie business. (For details, see the Trivia Section in 614-SAN FRANCISCO INTERNATIONAL, which contains info on his brother BUD WESTMORE and the whole Westmore clan). Wally helped made actors look good in movies like War of the Worlds; Double Indemnity; Sunset Boulevard; and 906-THE SPACE CHILDREN.
See something familiar in those exterior shots? No wonder...some of those houses were also used for TV's Bewitched and I Dream of Jeannie.


text:
Joe Principe (nacido el 14 de noviembre de 1974) es un músico estadounidense. Es conocido por ser el bajista de la banda de punk rock Rise Against desde su fundación en 1999.

Joe también es un estricto vegetariano y defensor de los derechos de los animales. Promueve activamente la organización PETA con su banda.

Biografía

88 Fingers Louie (1993 - 1999)
Joe Principe comenzó su carrera musical a los 15 años, aprendiendo a tocar, e influido durante sus años de formación por bandas como Bad Religion, Minor Threat, Bad Brains, The Descendents y otros grupos afines.

En 1993, Joe Principe formó en Chicago la banda de hardcore punk 88 Fingers Louie con Dom Vallone, Mr. Precision y Denis Buckley. La banda estuvo junta durante seis años, en los cuales publicaron varios lanzamientos ("Go Away", "Wanted", "Totin' 40's & Fuckin' Shit Up", "Behind Bars", "88 Fingers Up Your Ass", "The Dom Years", "The Teacher Gets It", "Back On The Streets" y "88 Fingers Louie/Kid Dynamite").

En el año 1999, la banda decidió separarse.

Rise Against (1999 - presente)

Poco después de la disolución de 88 Fingers Louie, Principe conoció a su futuro compañero de banda y amigo Tim McIlrath, en un concierto de Sick of It All. Principe pidió a McIlrath que cantara algunos temas que él y el exguitarrista de 88 Fingers Louie Mr. Precision habían grabado. Fue entonces cuando McIlrath acordó crear la banda. Más tarde conocieron al batería Toni Tintari y formaron la banda "Transistor Revolt", nombre original del grupo antes de cambiarlo a "Rise Against".

En 2000, Transistor Revolt lanzó la maqueta homónima titulada "Transistor Revolt". Tintari (batería) dejó la banda a finales de ese año, antes de la grabación de su primer álbum de larga duración. Fue sustituido por el batería Brandon Barnes.

En el año 2001, la banda cambió definitivamente su nombre a "Rise Against", y lanzó su álbum debut titulado "The Unraveling".

Hasta día de hoy, Joe Principe sigue tocando con Rise Against, y ha grabado en los siete álbumes de estudio del grupo.

Discografía

Con Rise Against

Transistor Revolt (Demo) (2000)
The Unraveling (2001)
Revolutions per Minute (2003)
Siren Song of the Counter Culture (2004)
The Sufferer & the Witness (2006)
This Is Noise (EP) (2007)
Appeal to Reason (2008)
Endgame (2011)
The Black Market (2014)
Wolves (2017)
The Ghost Note Symphonies, Vol. 1 (2018)
Nowhere Generation (2021)

Con 88 Fingers Louie
Go Away 7"(1993)
Wanted 7" (1993)
Totin' 40's & Fuckin' Shit Up (1995)
Behind Bars (1995)
88 Fingers Up Your Ass (1997)
The Dom Years (1997)
The Teacher Gets It (1997)
Back On The Streets (1998)
88 Fingers Louie/Kid Dynamite (1999)

Enlaces externos

Bajistas de Estados Unidos
Bajistas de punk rock
Rise Against
Vegetarianos
Nacidos en Chicago

redpajama_set_name: RedPajamaWikipedia


Address: Shop 56 Hayfields Shop Ctr, 34 Blackburrow Rd, Hayfields, Pietermaritzburg, 3201, South Africa, Kwazulu Natal. See full address and map.
Address: 157 Victoria Rd, Pietermaritzburg, 3201, South Africa, Kwazulu Natal. See full address and map.
Find every business listed for Dried Fruit & Nuts.


Imnia is a game I've found about accidentally, and please… give me more accidents like that! A city builder, with a bunch of fresh mechanics, and both familiar and unfamiliar setting, piqued my interest right from the beginning.
As its Kickstarter campaign is drawing near, more and more details about the board game are surfacing. And as a city development-economy game addict (since Civ 1 for early 90s hardware) I just can't skip it.


Meet Our Summer Intern, Joe Scibelli Jr.
My first summer internship at Haddad Dealerships of The Berkshires was a richly rewarding experience, so I am ecstatic that I was given the opportunity to come back. The skills that I acquired during my time in the BDC have proven to be very valuable in building a resume, as well as helping me narrow down my career path. I would say that the most crucial part of the internship was the marketing experience I gained from running a few of Haddad's many social media accounts. Promoting the annual Haddad Sock Game and The Haddad 600 took a great deal of creative thinking, and required me to learn how to effectively and interactively communicate to a large audience of customers. I learned a great deal about search engine optimization through writing blog posts like these, and I was introduced to HTML through creating a brand new set of email templates for the BDC and sales consultants. While the experience was valuable, we also managed to fit in quite a bit of fun. We traveled to the summit of Mount Greylock and other scenic locations around the Pittsfield area to take pictures that were used for the Haddad website's call- to-action buttons; I even had fun choosing where to order lunch among the many great options here in The Berkshires, Hot Harry's in Dalton being my first choice.
This time around, I look forward to learning some management skills, and continuing to learn my way around DealerSocket and all the other tools that help each of the Haddad Dealerships function. Effective communication between the dealerships' is absolutely essential to maximizing sales, so as my area of study, I hope to take what I learned from communication courses at UMass Amherst and apply them in a way that benefits Haddad. Working in the BDC has been my first real opportunity to connect my studies with an actual job, which has made the actual experience of going to a university feel more valuable than I once thought.
Meet Mr. Joe Scibelli Jr.
While I'm proud of my accomplishments so far, more than anything I am excited to continue learning through experience and unlock my full potential; I am confident that the BDC at Haddad is conducive to doing exactly that. I am greatly looking forward to spending another summer at Haddad Auto, and I know that I will leave here in September with a more developed skillset, more experience, and a determination to find myself a career where I can utilize all the skills that I have worked so hard to learn. I owe a lot to Shannon and the whole team here at the BDC for getting me this far, but I certainly have a lot more to learn and I have never felt readier!


If the phrase "Rosé All Day" is one you live by, here's a way to pay tribute to your favourite pink drink on National Rosé Day weekend and support the Blue Mountain Village Foundation Casey House and The Period Purse! This isn't your average weekend - Run, Walk, and Yoga! There's something for everyone!
Lace up your runners for a picturesque 4.8km run or walk through the beautiful Blue Mountain and then join us for the ultimate happy hour complete with food, friends, music and of course, drinks - pink ones and other kinds too, because we don't discriminate.
On Sunday, the weekend fun continues with Namaste & Drink Rosé. Grab your mat and your bestie too, for a peaceful and rejuvinating morning of yoga, relaxation and your favourite pink drink.


A good culture is the foundation of any successful company, but sometimes it's not enough.
Companies go through ups, downs and growth cycles that can make employees feel unsettled, or even undervalued.
During those times, employees need to know their role in the company's future, as well as be engaged and willing to fight through hard times because they are on board with the company's goals.
This is why there's a profound difference in a good culture versus an "all in" culture. The "all in" culture goes beyond surface-level perks.
It views every person as a key stakeholder within the organization, creates alignment across the company and gives employees the tools they need to succeed.
This is the type of culture that keeps employees engaged, and it's widely known that engaged employees are a company's greatest assets.
According to a recent study by The Harvard Business School, engaged employees are far more productive than their unengaged counterparts.
In fact, the top one percent of productive employees adds approximately $5,000 per year in profits, while toxic employees cost companies just over $12,000 per year. But building the kind of "all in" culture that fosters this level of engagement isn't easy — brands must actively work towards it every single day.
Here are six ways to create an "all in" culture.
In the midst of meeting sales goals, addressing customer retention and any other day-to-day activities that directly contribute to revenue and profits, it's easy for culture to fall off the priority list.
To keep culture firmly in the asset column, leadership must develop a strategic plan and set culture-driven goals. Without a detailed and measurable plan, culture may slip away during times of chaos or busyness.
Leadership sets the tone for company culture — and the trust employees have in leadership's vision is a direct reflection of buy-in and productivity.
When leadership is honest and transparent, employees won't question where they may fit into the future of the company, which can increase motivation and decrease turnover. Communicating corporate goals and mapping tactics to achieve those goals will help employees set their sights on the future, understand their roles, and motivate them to contribute to the company's success.
Creating a culture of listening is imperative to creating an "all in" culture of engagement. By listening, observing and asking the right questions, leadership can facilitate open communication where employees can share ideas, questions or concerns without fear of repercussion.
This open dialogue creates a collaborative learning environment and allows companies to gather the right information to either validate existing strategies or change course before it's too late.
Providing an environment that promotes your desired culture isn't enough. Arm your employees with the tools and tech they need to do their jobs to the best of their abilities. Tackle projects quickly and efficiently without the burden of manual tasks. And achieve an optimal work/life balance.
In the world of contact centers, for example, workforce management technology allows agents to select the hours that work best for them, creating a sense of ownership over their schedule and enabling a more flexible, employee-centric workplace.
Culture isn't a one-size-fits-all concept, so it's important to define what culture will look like within the context of your unique business. Some companies might consider assisting with student loan repayment, while others may look toward retirement planning or vacation days as ways to elevate employee engagement.
However, the business chooses to define culture, the most important thing to remember is that it should be a direct reflection of what matters most to the organization, leadership and employees.
Building the right team is imperative to creating the synergy required for an "all in" culture, which makes the hiring and onboarding process critical to cultural success. By choosing the right candidates the first time, companies can avoid termination, which creates unrest among other employees.
When hiring, it's important to take the time to vet candidates and have them meet team members across different levels and departments, in both a business and relaxed environment. This can help determine mutual fit and allow existing team members to have input. After all, the last person hired is often the one who recruits the next, so choose employees who will epitomize and uphold your culture.
When companies have successfully created an "all in" culture, employees are engaged, productive and excited for what's to come because they have a real stake in the company.
This type of culture doesn't happen overnight, but the return is well worth the investment. With the right effort and right steps, companies can cultivate an "all in" culture and transform the organization from the inside out.
Tom Goodmanson is president and CEO of Calabrio, a maker of software and products that help companies analyze the effectiveness of call centers. He has more than 20 years of experience leading fast growing dynamic software and technology companies.


Doreen Southwood is a Cape Town-based women's clothing label and owner of retail outlet MeMeMe.
Owner of retail outlet MeMeMe, Doreen Southwood aims to continue her pursuit of making South African clothing design easily accessible to the public. At the heart of all her clothing is a highly individual style. The label captures a contemporary interpretation of classic and timeless clothing, while remaining true to South African inspiration. The mood of Doreen's designs always embodies the feminine and the nostalgic.


Hall, Charles S. Life And Letters of Samuel Holden Parsons Major General in the Continental Army and Chief Judge of the Southwestern Territory 1787-1789. Binghamton, NY: Otseningo Publishing Col, 1905.
Loring, George B. A Vindication of General Samuel Holden Parsons against the Charge of Treasonable Correspondence during the Revolutionary War. Salem, MA: Salem Press, 1888.
Parsons Family Papers, Manuscript Division, Library of Congress, Washington, DC.
Dacus, Jeff. "General Samuel Parsons and the Tory." Journal of the American Revolution, January 29, 2018. https://allthingsliberty.com/2018/01/general-samuel-parsons-tory/.


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1369 Harrison Dr
1369 Harrison Dr is a single family residence located in Greenwood, IN 46143. Built in 1999, this property features 4 bedrooms, 3 bathrooms, 8,407 sq ft lot, and 2,756 sq ft of living space. The estimated market value for 1369 Harrison Dr is $155,000.
For the surrounding community of Greenwood, IN 46143, the nearby schools are exceptional and include Greenwood Community High Sch, Southwest Elementary School and Greenwood Christian School. The overall crime risk for this area is low with 3 criminal and sex offenders residing within 1 mile. The natural disaster risk for this area includes very low earthquake risk, high tornado risk, and minimal flood risk.
Property Details: 1369 Harrison Dr
Parcel Number: 410505031044000026
Subdivision: CLEARBROOK LAKES SEC 2
Tract: 610403
Basement Sq Ft: 634
1357 Harrison Dr, Greenwood, IN 46143
1314 Crescent Dr, Greenwood, IN 46143
404 Downing Dr, Greenwood, IN 46143
4331 Blackwood Ct
1222 Thornmeadow...
580 Reed Ct
2357 Bainbridge Rd
1413 Bluestem Dr
Situated at 1369 Harrison Dr, Greenwood, IN 46143, this is a Single Family Residence with 4 bedrooms and 3.0 bathrooms and approximately 2,756 square feet of living space and a 8,407 square foot lot. The property was built in 1999 and is in the neighborhood of Johnson County, Indiana.
In 05/2019, a total of 11 properties had foreclosure filings in the 46143 zip code surrounding 1369 Harrison Dr, Greenwood, IN 46143, one in every 2,021 housing units receiving a foreclosure filing. In Johnson County, one in every 1,984 housing units had a foreclosure filing in 05/2019. Statewide in Indiana, one in every 3,359 housing units had a foreclosure filing in 05/2019, while one in every 2,411 housing units had a foreclosure filing nationwide.

redpajama_set_name: RedPajamaCommonCrawl


Home / Behavioral Health / Do you feel the stress of balancing work and family life?
Do you feel the stress of balancing work and family life?
For parents, keeping up with their children's activities along with their own careers can be challenging.
A recent survey published by Pew Research Center found that both parents work full-time in 46 percent of all two-parent households. Approximately 56 percent of working parents also said it's difficult for them to balance their job and family responsibilities.
Dr. Krippner suggests couples sit down and discuss the subject at length. He says decisions about priorities are important, as well as the specific distribution of responsibilities within the home. Oftentimes, it's to eliminate some things from a parent's life because there isn't time to do everything.
Of those surveyed, 50 percent of fathers who work full-time said they spend too little time with their kids. This was also true for 39 percent of moms who work full-time.
To help parents make the most of their time with their children, Dr. Aaron Traeger, a pediatrician with Advocate Medical Group in Normal, Ill, says families should have a goal of being intentional about their time at home.
While parents can work together to create balance with work and family, employers, including Advocate Health Care, based in Downers Grove, Ill, offer specific programs designed to help their associates do just that.
For those working in patient care, Advocate offers various scheduling options and a "weekender program" where patient care associates work two 12-hour shifts each weekend. Dwyer says these opportunities give parents the opportunity to save money on daycare and spend more time with their kids.
Thank you for addressing what employers can do to help balance that equation rather than putting it all on employees.


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Q: How is the output of this program 12 300 in Java? How come the output of this program is:
12
300

Can anyone please explain where the 300 part comes from?
Explain calArea1() please.
public class Practice3 {
    int i;
    int j;

    public static int calArea2(Practice3 t) {
        t.i=t.i+10;
        t.j=t.i+20;
        return t.i*t.j;
    }

    public static void main(String[] args) {
        int area = calArea1(3,4);
        System.out.println(area);
        Practice3 t = new Practice3();
        area = calArea2(t);
        System.out.println(area);
    }

    public static int calArea1(int i, int j) {
        return i*j;
    }
}

A: t.i and t.j start as 0.
t.i=t.i+10; //t.i = 0 + 10 = 10
t.j=t.i+20; // t.j = 10 + 20 = 30
return t.i*t.j; // t.i * t.j = 10 * 30 = 300

A: You made a mistake on the second line here:
t.i=t.i+10;
t.j=t.i+20; // << This should be t.j+20

Since t.i has been set to 10 at the time you add 20 to it, the result is 30, which, when multiplied by 10, gives you 300.
Java offers a convenient operator += to avoid mistakes like that:
t.i += 10;
t.j += 20;

Now the output is going to be 200, matching the value that you expected.

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Sip a Virginia Julep while enjoying live music by the Jason Burke Band 2-5pm. Food truck details coming soon. Virginia Distillery Co. Visitors Center. 11am-6pm. For details, please click this link. For more info call: 434-285-2900.