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This Privacy Policy was last updated on August 11, 2020
Welcome to the web site (the "Site") of Carrington Designs LLC, doing business as ("DBA") Canvas & Hyde ("Canvas & Hyde", "we", "us" and/or "our"). Canvas & Hyde This Site is operated by Canvas & Hyde and has been created to provide information about our Canvas & Hyde and to provide this website, services, information, tools, functionality, updates and similar materials (the "Canvas & Hyde Services") Canvas & Hyde to our Site visitors ("you", "your"). This Privacy Policy sets forth Canvas & Hyde's policy with respect to information including personally identifiable data ("Personal Data") and other information that is collected from Site visitors.
When you interact with us through the Site, we may collect Personal Data and other information from you, as further described below:
Personal Data That You Provide Through the Site: We collect Personal Data from you when you voluntarily provide such information, such as when you contact us with inquiries, respond to one of our surveys, register for access to the Canvas & Hyde Services or use certain Canvas & Hyde Services. Data we collect includes but is not limited to information such as telephone numbers and email addresses used to verify the identity of the user. Wherever Canvas & Hyde collects Personal Data we make an effort to provide a link to this Privacy Policy.
By voluntarily providing us with Personal Data, you are consenting to our use of it in accordance with this Privacy Policy. If you provide Personal Data to this Site, you acknowledge and agree that such Personal Data may be transferred from your current location to the offices and servers of Canvas & Hyde and the authorized third parties referred to herein located in the United States.
Non-Identifiable Data: When you interact with Canvas & Hyde through the Site, we receive and store certain personally non-identifiable information. Such information, which is collected passively using various technologies, cannot presently be used to specifically identify you. Canvas & Hyde may store such information itself or such information may be included in databases owned and maintained by Canvas & Hyde affiliates, agents or service providers. This Site may use such information and pool it with other information to track, for example, the total number of visitors to our Site, the number of visitors to each page of our Site, and the domain names of our visitors' Internet service providers. It is important to note that no Personal Data is available or used in this process.
In operating this Site, we may use a technology called "cookies." A cookie is a piece of information that the computer that hosts our Site gives to your browser when you access the Site. Our cookies help provide additional functionality to the Site and help us analyze Site usage more accurately. For instance, our Site may set a cookie on your browser that allows you to access the Site without needing to remember and then enter a password more than once during a visit to the Site. In all cases in which we use cookies, we will not collect Personal Data except with your permission. On most web browsers, you will find a "help" section on the toolbar. Please refer to this section for information on how to receive notification when you are receiving a new cookie and how to turn cookies off. We recommend that you leave cookies turned on because they allow you to take advantage of some of the Site's features.
Aggregated Personal Data: In an ongoing effort to better understand and serve the users of the Canvas & Hyde Services, Canvas & Hyde often conducts research on its customer demographics, interests and behavior based on the Personal Data and other information provided to us. This research may be compiled and analyzed on an aggregate basis, and Canvas & Hyde may share this aggregate data with its affiliates, agents and business partners. This aggregate information does not identify you personally. Canvas & Hyde may also disclose aggregated user statistics in order to describe our services to current and prospective business partners, and to other third parties for other lawful purposes.
OUR USE OF YOUR PERSONAL DATA AND OTHER INFORMATION:
Canvas & Hyde uses the Personal Data you provide in a manner that is consistent with this Privacy Policy. If you provide Personal Data for a certain reason, we may use the Personal Data in connection with the reason for which it was provided. For instance, if you contact us by e-mail, we will use the Personal Data you provide to answer your question or resolve your problem. Also, if you provide Personal Data in order to obtain access to the Canvas & Hyde Services, we will use your Personal Data to provide you with access to such services and to monitor your use of such services. Canvas & Hyde and its subsidiaries and affiliates (the "Canvas & Hyde Related Companies") may also use your Personal Data and other personally non-identifiable information collected through the Site to help us improve the content and functionality of the Site, to better understand our users and to improve the Canvas & Hyde Services. Canvas & Hyde and its affiliates may use this information to contact you in the future to tell you about services we believe will be of interest to you. If we do so, each communication we send you will contain instructions permitting you to "opt-out" of receiving future communications. In addition, if at any time you wish not to receive any future communications or you wish to have your name deleted from our mailing lists, please contact us as indicated below.
If Canvas & Hyde intends on using any Personal Data in any manner that is not consistent with this Privacy Policy, you will be informed of such anticipated use prior to or at the time at which the Personal Data is collected.
OUR DISCLOSURE OF YOUR PERSONAL DATA AND OTHER INFORMATION:
Canvas & Hyde is not in the business of selling your information. We consider this information to be a vital part of our relationship with you. There are, however, certain circumstances in which we may share your Personal Data with certain third parties without further notice to you, as set forth below:
Business Transfers: As we develop our business, we might sell or buy businesses or assets. In the event of a corporate sale, merger, reorganization, dissolution or similar event, Personal Data may be part of the transferred assets.
Related Companies: We may also share your Personal Data with our Related Companies for purposes consistent with this Privacy Policy.
Agents, Consultants and Related Third Parties: Canvas & Hyde, like many businesses, sometimes hires other companies to perform certain business-related functions. Examples of such functions include mailing information, maintaining databases and processing payments. When we employ another Canvas & Hyde to perform a function of this nature, we only provide them with the information that they need to perform their specific function.
Legal Requirements: Canvas & Hyde may disclose your Personal Data if required to do so by law or in the good faith belief that such action is necessary to (i) comply with a legal obligation, (ii) protect and defend the rights or property of Canvas & Hyde, (iii) act in urgent circumstances to protect the personal safety of users of the Site or the public, or (iv) protect against legal liability.
YOUR CHOICES:
You can use the Site without providing any Personal Data. If you choose not to provide any Personal Data, you may not be able to use certain Canvas & Hyde Services.
This Privacy Policy does not apply to any Personal Data collected by Canvas & Hyde other than Personal Data collected through the Site. This Privacy Policy shall not apply to any unsolicited information you provide to Canvas & Hyde through this Site or through any other means. This includes, but is not limited to, information posted to any public areas of the Site, such as bulletin boards (collectively, "Public Areas"), any ideas for new products or modifications to existing products, and other unsolicited submissions (collectively, "Unsolicited Information"). All Unsolicited Information shall be deemed to be non-confidential and Canvas & Hyde shall be free to reproduce, use, disclose, and distribute such Unsolicited Information to others without limitation or attribution.
LINKS TO OTHER WEB SITES:
This Privacy Policy applies only to the Site. This Site may contain links to other web sites not operated or controlled by Canvas & Hyde (the "Third Party Sites"). The policies and procedures we described here do not apply to the Third Party Sites. The links from this Site do not imply that Canvas & Hyde endorses or has reviewed the Third Party Sites. We suggest contacting those sites directly for information on their privacy policies.
Canvas & Hyde takes reasonable steps to protect the Personal Data provided via the Site from loss, misuse, and unauthorized access, disclosure, alteration, or destruction. However, no Internet or e-mail transmission is ever fully secure or error free. In particular, e-mail sent to or from this Site may not be secure. Therefore, you should take special care in deciding what information you send to us via e-mail. Please keep this in mind when disclosing any Personal Data to Canvas & Hyde via the Internet.
Your access to and use of this Site is subject to the Terms of Use.
CHANGES TO CANVAS & HYDE'S PRIVACY POLICY:
The Site and our business may change from time to time. As a result, at times it may be necessary for Canvas & Hyde to make changes to this Privacy Policy. Canvas & Hyde reserves the right to update or modify this Privacy Policy at any time and from time to time without prior notice. Please review this policy periodically, and especially before you provide any Personal Data. This Privacy Policy was last updated on the date indicated above. Your continued use of the Site after any changes or revisions to this Privacy Policy shall indicate your agreement with the terms of such revised Privacy Policy.
ACCESS TO INFORMATION; CONTACTING CANVAS & HYDE:
To keep your Personal Data accurate, current, and complete, please contact us as specified below. We will take reasonable steps to update or correct Personal Data in our possession that you have previously submitted via this Site.
Please also feel free to contact us if you have any questions about Canvas & Hyde's Privacy Policy or the information practices of this Site.
You may contact us as follows:
Carrington Designs LLC
70 Washington Street 7D


This article, originally posted here, and reposted with permission, seeks to point those interested in conducted, leading, or simply participating in your company's digital transformation, in the direction of some tools that I have discovered working as the Manager for IT University of Copenhagen's Business Innovation Lab that are not only based in scientific research but approachable from a business perspective.
Today, the calls for Digital Transformation can be heard coming from nearly every nook & cranny of practically every industry.
Evolve or die, as the newly christened adage goes. But why is digital transformation important? And as an organization how do we know we are doing it right?
Many organizations already claim to be undergoing a digital transformation. The most prevalent proof of this is adopting more agile methods of working and collaborating.
But a look under the hood, often times reveals, something else entirely — doing waterfall in an agile manner – which as many studies show, rarely ends well.
Digital transformation is important now because what constituted a successful business model or best practices in the past are becoming or have already become irrelevant.
In the past, organizations were mainly organization-centric, focusing on getting it right internally before releasing products and service to the market.
Digital-Native organizations are customer-centric, releasing products early and often and able to incorporate customer feedback into future iterations of their products and services.
Because of this difference, the hard work of traditional organizations spend developing a competitive advantage over years, decades even, can be swiped off the map by a start-up that is digitally native, equipped with a digital business model and a culture of customer-centricity.
But never fear! Because the research that has been in done in the field of Digital Transformation is wide and deep, and thanks to these great authors, you don't have read every peer-reviewed article on the subject to become a change agent: no matter your position in your organization.
This first book, published in 2017, is an excellent place to start if you are an executive in a large organization and are interested in jump-starting your organization's digital transformation.
What I love about this book is that mentions in a very applicable and approachable way nearly every academic article I read while obtaining my Master's Degree in Digital Innovation & Management.
Everything from Schumpeter's 'gale of creative destruction' to Boston Consulting Group's DICE mathematical formula for accessing the risk of failure in program execution, this book dives into the depth of knowledge available to define agility, present agile innovation processes, and turn the corner to achieve the cultural change necessary to successfully transform your organization to a Digital-Native.
Perkin, N., & Abraham, P. (2017). Building the agile business through digital transformation. Kogan Page Publishers.
This book is can be a vital tool for executive management used to understand the weaknesses of current business models in the face of industry disruption.
Published in 2017, Radical Business Model Transformation offers tools to shift resources and adapt current business practices to bake resilience into new business models and minimize risk in an uncertain environment.
Business model transformation is the prevailing theme of the modern economy. This is required reading for anyone who wants to learn how innovation can create new opportunity & growth.
Linz, C., Müller-Stewens, G., & Zimmermann, A. (2017) Radical Business Model Transformation: Gaining the Competitive Edge in a Disruptive World. Kogan Page Publishers.
This last book is geared towards employees in an organization as opposed to the first two which are focused on helping business leaders understand the problem digital transformation sets out to solve.
Transform is from 2016 and is meant to empower employees who may have a more digital-native mindset than that of the culture of the organization within which they operate, hence the idea of a rebel's guide.
The hierarchy, the status-quo, these concepts are, by definition, change averse.
McGovern posits that upper management has been overvalued and over-paid for decades and because of this fact, they will be, as a whole, unwilling to jeopardize this current reality in the name of survival.
Therefore, this book can also offer inspiration to rebel leaders in organizations who can recognize the importance of digital transformation in the face of disruptive innovation.
McGovern, G. (2016). Transform: A Rebel's Guide for Digital Transformation. Silvwe Beach Publishing.
The method is made up of roles, event, and artefacts, all of which are clearly defined and work together to produce frequent product increments that can be used and assessed by stakeholders long before the project comes to an end. This ensures not only that expectations are continuously understood by all stakeholders, but also that that which is being developed will in fact have impact and create value for the clients and the ends users.
It has roots in software development, dating back several decades, but today you can find this process framework has transcended its origins and has taken root has a widely applicable project management methodology.
Scrum has three pillars: Transparency, Inspection, and Adaption.
Transparency is important due to the self-organizing nature of the scum method, no matter your role on the team the process must be visible so that you can have a sense of shared ownership in outcomes.
Inspection requires that all team members inspect project artefacts and the progress being made towards a sprint goal. This can detect variances and misalignments during the course of sprint rather than having to wait until the sprint review with stakeholders.
Adaption is an essential piece to scrum because it informs the iterative nature of the process. The expectation is that if the project is veering off course, team members must be ready to adapt and change course.
With these pillars and an understanding of the artefacts, roles, and events of scrum you are ready to spring into action and be a part of your organization's agile transformation.
If you want to learn more about the benefits of working agile, check out this blogpost.
A scrum team is made up of anywhere between 5 – 11 members. While each scrum team will only have one Product Owner and one Scrum Master, the diversity of the skills required will dictate the number of development team members. It is important to note that there is no hierarchy in the team, all are equal and all are responsible.
Product Owner: This person is responsible for ROI, product vision, and prioritizing the backlog. This person works closely with the business side and the stakeholders. An apt metaphor for this position would be that of a Foreign Minister, responsible for communicating with those outside of the product team.
Scrum Master:To continue this metaphor, the Scrum Master is the Interior Minister and is responsible for managing communication within the team. More than that the Scrum Master is there to facilitate the scrum process, which in many cases amounts to removing barriers and obstacles that could impede the team from doing their work. This person also capture the empirical data to produce the burndown chart — an artifact that keeps the work towards the end goal visible and can signal missed deadlines before they hit.
Development Team: All other team members are a part of the development team and they are a cross functional group which encompasses all the necessary skills to complete the project.
Artefacts are used within the scrum method to ensure transparency. Artefacts include; product backlog, sprint backlog, and product increments.
Product Backlog: A list of requirements written from the perspective of users. This list can be continuously updated and refined.
Sprint Backlog: A list of the development team's work for a sprint which emerges in Sprint Planning.
Product Increment: a.k.a. DoD or Definition of Done is a functional representation of the work completed within a particular sprint which is shared with the business and stakeholders at the Sprint Review.
This section will briefly describe the events which make up Scrum: Sprints, Sprint Planning, Daily Scrum, Sprint Review & Sprint Retrospective.
Work is carried out in 1 to 4 week sprints, or time-boxed, wherein the Scrum Team works towards the creation of a working product, known as an Incremental Product Release. A new sprint begin immediately following the conclusion of the previous sprint. Spring contain the following events: Sprint Planning, Daily Scrum, Sprint Review & Sprint Retrospective.
What is known as requirements specification in traditional development projects is encapsulated in the product backlog. This prioritized list is curated by Product Owner.
During each sprint, the team works through the sprint backlog which is the team's prioritized tasks for each sprint.
Through the use of user stories and epics, the team collectively estimates the amount of hours to be spent on the tasks making up the sprint backlog and the relative value each will produce.
What makes scrum so special is its focus on consistently delivering working products that can immediately translate into creating value long before the project is completed.
These MVP like products are an excellent way to ensure the project is on track and will produce value for stakeholders from day 1.
Daily scrum are short meetings (no more than 15mins!!) where the pillars of scrum can be seen at work. The meetings are held at the same time each day and preferably in the same place where work is inspected and synchronized, and any impediments are revealed. If adaption is necessary then follow-on meetings may be made after the Daily Scrum.
Once the sprint is completed the team invites the stakeholders in to inspect the product of the sprint. Remember the product must be functional.
This is an opportunity for team members only to discuss the previous sprint and is facilitated by the Scrum Master. Possible changes and adaptions for upcoming sprints are discussed here.
Going agile should not be taken lightly and it requires full buy-in not only from employees and upper management but middle management as well.
To alleviate the stress that a new working perspective can have on middle management consider closely vetting incoming candidates for their proven ability working agile and offer current employees opportunities to get educated and certified in Scrum and SAFe.
This is why BuILD has taken such an interest in this method, because doing so can create value for our passionate and career-driven students while also creating value for the organizations with which we and our students collaborate with.
Together we are preparing to face the challenges of the Digital Age and together we learning and growing.


"It is not enough that we build products that function, that are understandable and usable.
Humorously perilous business for both of us. For, before we proceed further, it must be said that the monkey-rope was fast at both ends; fast to broad canvas belt, and fast to my narrow leather one. So that for better or for worse, we two, for the time, were wedded; and should poor sink to rise no more.
Humorously perilous business for both of us. For, before we proceed further, it must be said that the monkey-rope was fast at both ends; fast to broad canvas belt, and to my leather one.
usly perilous business for canvas.


The fruit, also known as Malabar Tamarind or Brindle Berry, and is found in Southwest India, Indonesia and Myanmar. It resembles a pumpkin but ripens to a red or yellowish fruit about the size of an orange.
Scientists in the late 1960s identified a substance in the peel called hydroxycitric acid, or HCA, which stops an enzyme that turns sugar into fat.
The main benefit of Garcinia Cambogia is its ability to aid in weight loss when ingested in the right quantity. It leads to the body slowing down fat production. It also helps convert carbs and sugars when consumed into energy. Garcinia Cambogia has been shown to increase metabolic activity within the body and also to aid in the suppression of appetite.
Garcinia Cambogia has become well known for its health benefits, including its ability to aid in weight loss, fight depression, reduce stress, lower cholesterol, increase metabolism, regulate blood sugar, and boost energy levels, among others.
Often considered a miracle cure for obesity, it affects weight loss some ways. HCA found in Garcinia Cambogia can prevent calories from being stored as fat. It has been shown that people taking Garcinia Cambogia lose three times as much weight as those who just diet and exercise.
One of Garcinia Cambogia's amazing functions is that it increases metabolism. HCA improves and balances all the reactions of metabolism. When metabolism is increased, the carbohydrates in food are used up to provide energy rather than being stored as fat.
Garcinia Cambogia extract can help to combat fatigue and muscle weakness by giving an energetic burst that can overcome weight-loss moments of exhaustion. The greater stabilized levels of serotonin that HCA promotes within the body boost energy levels. At the same time, the body more efficiently burns fat.
Garcinia Cambogia by containing appetite trains the body to eat only at certain times, and in specific amounts.
The main active component in Garcinia Cambogia is hydroxycitric acid. It can control hunger by suppressing unnecessary appetite. Hydroxycitric acid (HCA) increases the serotonin level in the body, which in turn regulates appetite. Increased serotonin in blood, also keeps sugar-craving at bay.
ATP citrate-lyase is an enzyme which is responsible for the conversion of carbohydrates from food to fat mostly in places around the waist, buttocks, thighs, hips, and arms.
HCA inhibits the fat storing process by reducing the activity of ATP citrate-lyase through increased metabolism.
Green Tea is loaded with antioxidants that have an immense effect on the human body. Some of the healing compounds and antioxidants found in green tea include catechins, polyphenols, and other types of flavonoids.
To lose weight, fat must first be broken down and moved into the bloodstream. The active compounds in green tea help in the process by boosting the impacts of fat consuming hormones. The core antioxidant in tea, EGCG, helps prevent an enzyme that breaks down the hormone norepinephrine. The hormone is used by the nervous system as a signal to the fat cells, instructing them to break down the fat.
Enhancing the body's capacity to burn fat is one of the fundamental steps in shedding weight and keeping it off. In combination with a healthy and proper diet and exercise, increasing metabolic effectiveness and fat-burning potential will prompt to shed the excess pounds. Green tea can give that an energetic boost while influencing various other aspects of health that can help in weight-loss goals.
The EGCG antioxidant in green tea boosts metabolism, ultimately helping weight loss. Green tea can also help mobilize fat from fat cells. The active compounds in green tea increase the effects of fat burning hormones.
Green tea also increases fat burning during exercise. It can also boost the metabolic rate which means that calories are burnt round the clock. Green tea can also modify the genes related to energy metabolism.
The antioxidants in green tea promote the digestive system. The catechins in the tea slow down the activity of the digestive enzymes which means that the intestines do not absorb the calories consumed which leads to enhanced weight loss.
Green tea offers vitamins B, C, and E which are essential for digestion. It flushes out the toxins and cleans the digestive tract and improves the body functions. Also, it takes care of problems like bloating, cramping, inflammation, constipation, discomfort, and stress.
Green tea is the best cure for fatigue and mainly hangovers caused by the consumption of alcoholic beverages and lack of sleep. Green tea with lemon juice is a popular remedy to eliminate the draining effects of alcohol almost instantly.
Diabetes is one of the most common conditions that accompany obesity. Drinking green tea can help regulate blood sugar levels and keep diabetes condition under control, making it easier to lose weight and keep metabolism consistently high.


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Q: Are there security issues I should take into consideration if my shopping cart opens up a HTML invoice? To save on transaction costs when a user selects "buy now", an HTML invoice opens in a new tab with their order and our banking details for them to make a manual EFT. Are there security concerns I should be aware of? Could a hacker inject their own banking details into this? Suggestions to make it more secure?
I haven't built the .js script yet to inject the info into the invoice but here is the invoice code:

Invoice

  <address>

Jonathan Neal

101 E. Chapman Ave
Orange, CA 92866

(800) 555-1234

  </address>
  <input type="file" accept="image/*">

Recipient

  <address>

Some Company
c/o Some Guy

  </address>

      Invoice #
      101138

      Date
      January 1, 2012

      Amount Due
      $600.00

        Item
        Description
        Rate
        Quantity
        Price

        Front End Consultation
        Experience Review
        $150.00
        4
        $600.00

      Total
      $600.00

      Amount Paid
      $0.00

      Balance Due
      $600.00

Additional Notes

A finance charge of 1.5% will be made on unpaid balances after 30 days.

A: Assuming you use proper TLS I would not worry much about MITM. If you don't - start using it now.
Also - I will assume that you generate the invoice server side. Or at least get the invoice data from the server. But client side in general is not safe.
Make sure the invoice is only available when the user is logged in. Or - of you allow shopping without logging in - make the invoice URL hard to guess. There is a great potential of customer data leaking in such a system.

redpajama_set_name: RedPajamaStackExchange


I am from television shows before and after school, from onion snacks and pizza bagels bought at Kosher City. I am from always stealing the Doritos after my brother opened the bag.
I am from the warmth of a living room so full and inviting. The feel of plush carpet between your toes. The curve of the couch as the best place to fall asleep.
I am from the grass, the weeds and the caterpillars, the trees, the sky and the night. I am from the ice cream truck in the summertime. Freshly bathed and sitting on the porch while watching baseball while we waited.
I am from my father's whistle heard around the corner. From my mother playing Triominos with me whenever I stayed home sick from school.
I am from drives to New Jersey and stops to get fresh corn on the way and a father who rarely cried. I am from learning to float from a man named Bert while visiting my Nana in Florida. From listening to 8-tracks in the back of my Aunt's car. I am from Aaron and Golda and Pauline and Harry.
I am from the strength beyond words and endless support. With or without tears.
From potatoes growing in my brother's ears and my mother never using her real name when she had to return something.
I am from temple on the High Holy-days. Walking and never driving. From carrying my father's tallit bag home as we walked together. I am from picking apart Babka to break the fast, and fighting with my brother over the cherries.
I'm from Brooklyn, New York, Israel, Germany and Poland. From my father's matzo ball soup, noodle kugel and vegetable cutlets. And my mother's Jewish meatballs and sauce. Her chicken parmigiana and baked ziti. I'm from Chinese food on Friday nights. The diner on Saturdays and Italian on Sundays.
From the (U)SS Constitution sailing from Israel, docking in Italy, and finally making her way to the US of A. The life of a young boy on board a boat with his mother, sister and father. I am from the Grandfather I have never met.
I am from a family who sings. Often and loudly. And dances with abandon whenever we can. From dancing with my Aunt to the sounds of Rise in the living room. My childhood best friend by my side.
I am from grass parties and looking up at the sky together. From Jack Wagner concerts and West Side Story. From sitting on my best friend's stoop every Fourth of July.
I am from old, frayed photo albums shelved under the TV in my parents' bedroom. From old home movies on the projector in the dining room, played up against the wall in the dark. I'm from those silent memories where grandparents played with children. Me. Holding me close or smiling proudly as I flipped across the old orange and black carpeting.
This post is in response to one of the prompts today at Mama Kat's Writer's Workshop. Check it out for yourself here and forgive me for whatever liberties I took with the template.
I really love how to paint pictures. How wonderful to dance and sing and sneak Doritos!
This is totally amazing. What a great take on it! I love this for the cultural details woven in with memories of the things you did as a child that are simple and beautiful.
I love reading about where you're from...'cause I'm from there too...and you owe me Doritos Sista!!!
I love reading about where you're from...since I'm from there too...and you still owe me some Doritos my Sista!!!
Yes! This was awesome. Anyone from a line of Brooklyn, New York, Israel, Germany and Poland has me completely intrigued from the start.


Gravity waves (GWs) play an important role in transferring energy and momentum from the troposphere to the middle atmosphere. However, shorter-scale GWs are generally not explicitly resolved in general circulation models but need to be parameterized instead. Super pressure balloons provide direct access to measure GW characteristics as a function of wave intrinsic frequency that are needed for these parameterizations. The 30s sampling rate of the GPS receivers carried on the balloons deployed in the 2010 Concordiasi campaign in the Antarctic is much higher compared to the previous campaigns and can cover the full range of the GW spectrum. Two among 19 balloons are also equipped with the dual-frequency GPS receivers initially developed for GPS radio occultation research in addition to the single-frequency receivers, which are expected to provide better positions for GW parameter estimations. Improvements of the positions are significant, from similar to 3-10m horizontal and similar to 5m vertical to similar to 0.1 and 0.2m, respectively, which makes it possible to resolve the Eulerian pressure independently of altitude for the intrinsic phase speed estimation. The lower position accuracy in the previous analysis of campaign results from the single-frequency GPS receiver was primarily due to a problem with the onboard clock that is not present in the new results. The impacts of the position improvements on the final GW parameters are highlighted, with larger difference in momentum flux for the shorter-scale GWs than for the longer scale GWs and significant difference in the distribution of the intrinsic phase speed.


text:
Expert Parish Record History
Births, marriage and deaths records
Other important records
Getting around a brick wall
Explore our records
Expert advice - parish records
Parish records are by far the most important source for family historians before 1837. These handwritten records, kept by the church, have survived for several centuries and can often be difficult to find, fragile and, of course, difficult to read! Here, we explain more about them, why they are so useful and how to get the most from them when researching your family tree.
•Where to start
•Parish baptisms
•Parish marriages
•Parish burials
•Further help with parish records
An introduction to parish records
Else Churchill of the Society of Genealogists explains what they are, and how to get the best from them...
"After working through the civil records of birth, marriage and death and looking at the Victorian censuses, the next step is to use church records. By this we mean the parish registers of the established church recording baptisms, marriages and burials.
These records survive for most parishes and form the basis of family research back (if you are lucky) to the 16th century in England and Wales and to the 17th century in Scotland.
Most of the original copies of registers for nearly 12,000 parishes in the United Kingdom have been deposited in record offices. Since its foundation in 1911 the Society of Genealogists has been collecting copies or transcripts of these records and there are many indexes or finding aids that can be used to help find the information you want within them.
It's useful to have some idea of the historical context that affects how registers were used. It would be nice to say that all parish registers date back to 1538 when they were introduced in England and Wales, but in fact only about 800 survive from then.
A further enactment decreed that the registers, originally written on loose sheets of paper should be copied up into parchment books but many vicars only recorded the registers from the beginning of the reign of Elizabeth I in 1559. From 1598 copies of the registers were to be sent each year to the Bishop. These copies, usually known as bishops' transcripts (BTs) or sometimes register bills were stored in the Bishop's registry.
Civil wars can of course be disastrous for the keeping of records and there are often gaps in the registers in the period leading up to and shortly after the Civil War and the Interregnum (especially from about 1645-1660).
Information in earlier registers can differ with some recording baptisms, marriages and burials together on the page, some keeping them separate. Some can be more informative than others, depending almost at whim on what the vicar chose to note down. In 1753 Hardwick"s Marriage Act for the "preventing of Clandestine Marriages" sought to prevent abuses of the marriage system and to regularise the recording of legal marriages.
It introduced the keeping of a separate marriage registers and ensured that marriages occurred only in an authorised Anglican church or chapel, after the calling of banns or the issuing of a licence permitting marriage. Banns were to be recorded either in the register or a separate book, so separate marriage registers begin on 25 March 1754.
As Quakers and Jews were found to be very particular in recording marriages, they were exempt from the act but Catholics and Protestant nonconformists were no longer permitted to marry in their own churches or chapels. Rose"s Act of 1812 "for the better regulating and preserving of parish and other registers of births, baptisms, marriages and burials" established that separate registers should be provided to record baptisms and burials and prescribed the minimum information that should be recorded for the event.
As a consequence, all registers will start again from 1813, usually on pre-printed and numbered forms so as to avoid the possibility of fraudulent alterations. At certain times stamp duties and taxes were levied on entries in registers that undoubtedly caused people to avoid the costs of these important ceremonies. This means that you might not find an entry you are seeking especially during the period 1694-1706 or 1784-94."

redpajama_set_name: RedPajamaCommonCrawl


• Junior Keita Bates-Diop will have season-ending surgery on his left leg to repair a stress fracture he has been battling since missing about two months of summer workouts with the injury. Bates-Diop played in nine games this season around illness, a right ankle sprain sustained in the Providence game (Nov. 17) and lingering pain from the left-leg stress fracture. He averaged 9.7 points and 5.2 rebounds this season. Ohio State will apply for a medical redshirt season on Bates-Diop's behalf following the 2016-17 campaign. If granted, he will have two seasons of eligibility remaining.
• Senior Marc Loving became the 53rd Buckeye all-time to reach 1,000 career points. Loving scored 12 points against Michigan State the last time out. He is the 12th player in the Thad Matta era to reach 1,000 career points as a Buckeye. His point total of 1,147 is tied for 37th on the all-time Ohio State scoring list with Frank Howard. Lawrence Funderburke is No. 36 with 1,179 career points.
• Thad Matta is No. 13 all-time in career Big Ten regular-season victories … Matta owns 144 career league triumphs. He passed Harold "Bud" Foster (WIS 1935-59) who also won 143 league encounters with the win over Michigan State (72-67/Jan. 15 in Columbus). The No. 12 spot is held by former Ohio State coach Harold Olsen (1923-46). He won 154 league games over his tenure.
• JaQuan Lyle reached 600 points for his career (612/11.5 ppg./53 gms) with 22 points vs. Michigan State the last time out … Jae'Sean Tate and Marc Loving are working on becoming Ohio State's 26th/27th players with 1,000 career points and 500 career boards…Tate has 890 points (11.0 ppg.) and 468 caroms (5.8 rpg.) over 81 career appearances… Loving has 1,247 career points (9.6 ppg.) and 451 career rebounds (3.8 rpg.)…Deshaun Thomas was the most recent Buckeye to join the 1,000/500 club in 2013…he finished with 1,630/560.
• Jae'Sean Tate is one of two Power 5 Conference players 6-4 or shorter averaging more than six rebounds per game (Juwan Parker of Georgia is averaging 6.1). Overall, Tate is tie for 17th nationally among players 6-4 or shorter with 6.3 rebounds per game … he also is tied for 11th nationally among players 6-4 or shorter with 1.9 offensive rebounds per game.
• Trevor Thompson is tied for the most double-doubles (five) nationally among players averaging fewer than 23 minutes per game. In games where Thompson comes off the bench, he is averaging the second-most rebounds per game nationally at 8.5.
Through 18 games, Ohio State has five players contributing 10 or more points a game. Junior Jae'Sean Tate leads the way with 14.1 ppg. He is followed by senior Marc Loving (11.2), sophomore JaQuan Lyle (12.2), junior Trevor Thompson (10.7) and junior Kam Williams (10.4). Junior Keita Bates-Diop, who is out for the remainder of the season (stress fracture, left leg) averaged 9.7 ppg. in nine appearances this year. Thompson's 9.1 rebounds a game leads the team.
Since Thad Matta took over at Ohio State in 2004-05, there have been eight games in which a Buckeye recorded 17 or more rebounds. Trevor Thompson recorded a career-best with 17 boards vs. Connecticut. He also tallied a career-high 17 points in the 64-60 win last Saturday in Columbus. Both Greg Oden (vs. Purdue, 3/10/07) and Jared Sullinger (vs. South Carolina Dec. 18, 2010) recorded 19-rebound games. Sullinger also had a pair of games with 18 boards (both vs. Northwestern 3/11/11, 2/29/12). Evan Turner recorded two games with 17 caroms (vs. Alcorn State 11/9/09; and James Madison 11/12/09). Turner's effort vs. Alcorn State was part of triple-double in which he scored 14 points and handed out 10 assists. Terence Dials also grabbed 17 boards in a game vs. Illinois (12/12/06).
Ohio State leads the all-time series with the Huskers 13-3. The Buckeyes are 4-2 in Lincoln and 7-0 in Columbus. The teams have met three times on neutral courts with the Buckeyes owning the 2-1 advantage in those games. Thad Matta teams are 9-1 vs. Nebraska, which includes a 3-1 record in Lincoln. Senior Marc Loving has played the most games vs. Nebraska with five. He averages 8.4 points and 2.8 rebounds in the series. Junior Jae'Sean Tate averages 18.5 points and 9.5 rebounds in two career appearances vs. the Huskers. JaQuan Lyle tallied 19 points and seven rebounds in his only meeting vs. Nebraska last year.
Nebraska will play host to the Buckeyes sporting a 9-8 overall record and a 3-2 mark in the Big Ten. The Cornhuskers were 6-6 in non-conference action before opening league play with wins at Indiana, at Maryland and at home vs. Iowa. Northwestern and Michigan downed Nebraska in the last two games leading up to the matchup with the Buckeyes. Senior guard Tai Webster leads the Huskers in scoring at 18.3 points per game. Sophomore guard Glynn Watson Jr. is next with 15.1 ppg. just ahead of the 10.1 ppg. contributed by sophomore forward Ed Morrow. Morrow leads the way on the boards with 7.9 caroms a game.
JaQuan Lyle scored all 19 of his points after halftime, including six in overtime to carry Ohio State to a 65-62 victory over Nebraska Feb. 20, 2016.Lyle's layup with 31 seconds left broke a 62-62 tie, and the Huskers missed on three more chances before Ohio State secured its sixth win in eight games. Andrew White III missed badly on a drive with 15.1 seconds left and on a 3-pointer after that. Glynn Watson Jr. grabbed White's miss and was well off with his desperation try just before the buzzer. Keita Bates-Diop had 16 points and Jae'Sean Tate and Marc Loving added 15 apiece for Ohio State, with Tate also grabbing 12 rebounds. Jack McVeigh led the Huskers with 16 points, White had 14 and Watson added 10. Nebraska shot a season-low 27.1 percent from the field.
Ohio State is competing in its 105th season as a member of the Big Ten Conference in 2016-17. The Buckeyes own an overall record of 796-705 against current league members. Thad Matta, in 17 seasons as a head coach, owns an overall record of 171-82 vs. league members, including a mark of 167-79 while coaching the Buckeyes.
Thad Matta has directed Ohio State to at least 10 wins during non-conference play in 12 of his 13 full seasons in Columbus. Matta is 164-35 vs. non-conference competition at Ohio State and 167-79 vs. Big Ten foes (regular season and Big Ten tournament games) for an overall record of 331-115. In 17 seasons as a head coach (1 at Butler, 3 at Xavier and 13 at Ohio State) Matta is 171-81 vs. the current roster of Big Ten teams. He has winning records vs. 10-of-13 league opponents: ILL (17-6), IND (12-10), IOWA (13-7), MICH (19-7), MINN (14-7), NW (19-1), PSU (21-2), PUR (18-9), NEB (9-1) and RUT (3-0). He is four games under .500 vs. Michigan State (12-15) and is one under vs. Wisconsin (12-14) and Maryland (2-3).
Thad Matta has 144 career regular-season wins in Big Ten Conference play to rank No. 13 all-time in Big Ten history. Ohio State's Harold Olsen (1923-46) holds down the No. 12 spots with 154 all-time league wins.
• Ohio State now trails the all-time series with Michigan, 67-56.
• Michigan State shot 50 percent on the night, the only one of 18 opponents this season to shoot at least 50 percent against the Buckeyes.
• The Buckeyes held MSU to be scoreless for 4:33 minutes in the first half.
• The Spartans are the 10th team this season which the Buckeyes have held under 70 points.
• The Buckeyes are 5-0 this year when making at least 10 3-pointers.
• Ohio State is now 10-2 when leading at halftime this season.
• The Scarlet and Gray is 11-2 this season when leading with five minutes left in the game.
• Five Buckeyes scored in double figures.
• Thad Matta-coached teams are now 12-15 overall against Michigan State and hold an overall record of 6-4 in Value City Arena.
• Matta has 144 career regular-season wins in Big Ten Conference play, good for the No. 13 spot all-time in Big Ten history.
• With Matta at the helm, Ohio State has an overall record of 167-79 against Big Ten members.
• Matta owns a career record of 331-115, 171-82 against Big Ten Conference teams.
• Matta-led teams are now 229-84 when they score more than 70 points in the game.
• Thad Matta is 189-8 in Columbus vs. unranked opponents. The Buckeyes have lost just five times to an unranked non-conference opponent during his 13 years at Ohio State.
• Ohio State is 68-3 in Columbus with Matta at the helm vs. unranked Big Ten opponents.
• Opponents have made fewer than 10 FTs 223 times in Matta era vs. the Buckeyes. OSU is 192-31 in those games.
• JaQuan Lyle led the Buckeyes in scoring for the night with 22 points and added six assists and four rebounds.
• Lyle went for a career-high five 3-pointers in the game.
• Lyle has now scored in double figures in 12 games this season.
• Trevor Thompson grabbed eight rebounds on the night and tallied 10 points, one assist and two blocks.
• Thompson has scored in double figures for four consecutive games.
• Jae'Sean Tate went for 12 points and three rebounds in the game.
• Tate tied his season-high three steals. The last time he had three steals was in the win over Western Carolina on Nov. 21.
• Marc Loving scored 12 points while also adding two assists and seven rebounds.
• Loving now has 1,147 career points and moved up to No. 37 on the Ohio State all-time scoring list.
• Loving made 6-of-6 free throws, good enough to tie his season high against Marshall on Nov. 25.


text:
Re: A Cornucopia of incompetence
In Reply to: Re: A Cornucopia of incompetence posted by Jim Rushford, cA on January 12, 2023 at 10:40:27:
Senator Stabenow recently announced that she is not running for re-election in 2024.
Buttifag, who lives in DC and previously lived in Indiana, immediately announced that he is "moving" to Michigan.
Now, why would he do that?


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text:
Q: How to close modal by state in vue I'm using v-dialog component.I can popup v-dialog by state but can't close when press close button which have to get value false
Here is my code
<v-dialog :value="productSellingStatus" persistent max-width="290">
      <v-card>
        <v-card-title class="headline">Use Google's location service?</v-card-title>
        <v-card-text>Let Google help apps determine location. This means sending anonymous location data to Google, even when no apps are running.</v-card-text>
        <v-card-actions>
          <v-spacer></v-spacer>
          <v-btn color="green darken-1" text @click="!productSellingStatus">Disagree</v-btn>
          <v-btn color="green darken-1" text @click="this.dialog=!productSellingStatus">Agree</v-btn>
        </v-card-actions>
      </v-card>
    </v-dialog>

//in script
computed: {
        ...mapState(["productSellingStatus"])

I can open modal when my productSellingStatus state become true in mutation

A: You should have a mutation in the Vuex store...
    [TOGGLE_SELLING_STATUS] (state, bool) {
        state.productSellingStatus = bool
    },

and then toggle it from a method in the component...
toggleSellingStatus (val) {
  this.$store.commit('TOGGLE_SELLING_STATUS', val)
},

A: You can also use $store directly.
$store.state.productSellingStatus=false

<v-btn color="green darken-1" text @click="this.dialog=!$store.state.productSellingStatus">Agree</v-btn>


text:
Justia › US Law › Case Law › Federal Courts › District Courts › Rhode Island › District of Rhode Island › 1991 › Bertoncini v. City of Providence
Bertoncini v. City of Providence, 767 F. Supp. 1194 (D.R.I. 1991)
US District Court for the District of Rhode Island - 767 F. Supp. 1194 (D.R.I. 1991)
David M. BERTONCINI, David N. Bock, Jr., Timothy A. Bock, Robert M. Butler, Jr., Timothy J. Day, John Fallon, Philip F. Fiore, Christopher Jannitto, Michael Johnson, Edward L. MacDonald, III, Thomas Miller, James J. Nunes, Robert Pridemore, Rocco T. Sauro, Michael T. Sullivan, Kenneth J. Turchetti, James L. Varin, Douglas L. Deegan, Russell G. Gross and Ronald M. Lefaivre, Plaintiffs,
The CITY OF PROVIDENCE, Vincent A. Cianci, Jr., Individually and in his Capacity as Mayor of Providence, Gilbert McLaughlin, Individually and in his Capacity as Chief of the Providence Fire Department, and John Partington, Sr., Individually and in his Capacity as Commissioner of Public Safety of the City of Providence, Defendants.
Civ. A. No. 91-0303-T.
United States District Court, D. Rhode Island.
July 22, 1991.
*1195 Joseph J. Rodio, Rodio & Ursillo, Michael K. Marran, Providence, R.I., for plaintiffs.
Catherine Elizabeth Graziano, Hawkins & Hoopis, Kevin F. McHugh, City Solicitor's *1196 Office, Providence, R.I., for defendants.
TORRES, District Judge.
This is an action to enjoin the City of Providence (the "City") and its Fire Department from commencing a training school for prospective fire fighters and to declare void what the plaintiffs describe as the Fire Departments's efforts "to establish or maintain a quota system for women, blacks or other minority recruits" in its hiring practices. Amended Verified Complaint ¶ 3 at 15. The plaintiffs are applicants who were not selected to attend the school and contend that the selection process discriminates against them on the basis of race and sex in violation of the Equal Protection Clause of the Fourteenth Amendment, U.S. Const. amend. XIV, § 1, and Title VII, 42 U.S.C. §§ 2000e et seq., and that it gives rise to a cause of action on various theories arising under state law. The case is presently before the Court for decision on the plaintiffs' motion for a preliminary injunction.
The facts currently before the Court were presented in the form of a stipulation filed by the parties and during evidentiary hearings conducted over a period of four days. Sometime before September 15, 1990, the City of Providence perceived a need to hire additional fire fighters to fill vacancies created by anticipated retirements and minimum staffing requirements provided in a new collective bargaining agreement. The number of new fire fighters needed was originally thought to be 80, but that figure was later revised to 140.
In order to be hired as a Providence fire fighter, an applicant must be at least 18 years of age, have the equivalent of a twelfth grade education and successfully complete a 26 week training course which is referred to as a "school" for fire fighters. Schools are conducted on an ad hoc basis whenever the need for hiring additional fire fighters arises.
In order to gain admittance into the school, an applicant must first pass a written examination and then a physical agility test. Applicants who pass both tests are ranked on the basis of a composite score that attaches equal weight to the grades received on each test. The number of applicants necessary to produce the desired enrollment in the school is tentatively selected from that list. However, before they can attend the school, they must satisfactorily complete a medical examination, a psychological evaluation and a police background check. Applicants who do not clear those hurdles are replaced by others selected from the list.
On September 15, 1990, the City began advertising for candidates. Its solicitations included what were described as aggressive efforts to recruit minority candidates by, among other things, contacting minority organizations. The City's plan was to conduct an initial school for 60 candidates during July of 1991 (the "July 24 school") and two additional schools for 40 candidates each sometime during 1992.
Applications were submitted by 1,754 individuals. 1,173 of them took the written examination, and 727 passed. Only 607 of that number elected to take the physical agility test, and 536 of them passed it, too. Of the applicants successfully completing both tests, 23 were males belonging to minority groups[1] and 7 were women. It is not clear whether any of the women were also members of minority groups.
Fifty-eight of the 60 highest ranked applicants were white males and 2 were males belonging to minority groups. The first 48, all of whom were white males, were selected to attend the school subject to successful completion of the medical examination, psychological examination and police background check. The remaining *1197 12 selections were made in order of rank from among the minority and female applicants based on a decision that, pursuant to the City's affirmative action plan, 20% of those selected should be members of those groups. Their rankings range from 50 to 373.
The plaintiffs are twenty white males who successfully completed both the mental examination and the physical agility test but were not selected for the July 24 school. One of them, Russell G. Gross, is 57th on the ranking list. The rankings of the others range from 81 to 467. The plaintiffs contend that the preference given to minority and women applicants violates their Fourteenth Amendment Equal Protection rights and the provisions of Title VII.
PRELIMINARY INJUNCTION STANDARD
One of the principal purposes of a preliminary injunction is to preserve the status quo pending ultimate resolution of the case. Tri-State Generation and Transmission Ass'n v. Shoshone River Power, Inc., 805 F.2d 351, 355 (10th Cir. 1986). However, a preliminary injunction is a drastic form of relief because it affects the rights of a party before that party has had an adequate opportunity to develop and present the merits of its case. Consequently, courts have devised a rather rigorous standard that must be satisfied before such relief is granted.
That standard is well established. It requires the party seeking the injunction to demonstrate:
(1) That it does not have an adequate remedy at law and will suffer irreparable harm before the case can be litigated on the merits if the injunction is not granted;
(2) That such harm outweighs any harm that the adverse party will suffer if the injunction is granted;
(3) That it is likely to ultimately succeed on the merits of its claim; and
(4) That the requested injunction will not adversely affect the public interest.
Collazo Rivera v. Torres Gaztambide, 812 F.2d 258, 259 (1st Cir. 1987); Planned Parenthood League of Mass. v. Bellotti, 641 F.2d 1006, 1009 (1st Cir.1981).
I. Irreparable Harm To Plaintiffs
One form of irreparable harm claimed by the plaintiffs is the lost opportunity to become fire fighters. The City contends that failure to be selected for the July 24 school does not constitute irreparable harm because candidates for the two schools scheduled to be conducted during 1992 will be drawn from the same list. However, there is no guarantee either that additional schools will be conducted or that the same applicant list will be used. In addition, graduates of subsequent schools will have less seniority than graduates of the July 24 school. That will permanently and adversely affect their rights with respect to matters such as compensation, preferences in selecting vacations and eligibility for promotion. Due to the spacing of promotional examinations, a loss of as little as six months seniority may result in a delay of as much as two years before a fire fighter becomes eligible to take a promotional examination.
Furthermore, it appears that the Court will be unable to completely restore any seniority that the plaintiffs might lose if they are wrongfully excluded from the July 24 school. Graduates of each school are ranked based on their performance at the school and are hired in order of their ranking. Consequently, even if one who does not attend the July 24 school graduates from a later school, it would be impossible to fairly establish that person's seniority vis-à-vis the individual graduates of the earlier school.
Nevertheless, in determining whether the plaintiffs will suffer that kind of harm if a preliminary injunction does not issue, a distinction must be drawn between Gross and the remaining plaintiffs. As previously noted, Gross is the only one whose composite test score ranks him among the top 60 applicants. The rankings of the other plaintiffs range from 81 to 467. Therefore, Gross is the only plaintiff *1198 who would be chosen for the July 24 school if the 20% setaside is declared invalid and the City is required to select solely on the basis of test scores. To put it another way, none of the plaintiffs, except Gross, would be admitted to the July 24 school even if a preliminary injunction is granted. Therefore, none of them can claim to be irreparably harmed by the failure to issue an injunction. The possibility that they might be selected for some future school and, if so, that their seniority might be lessened is too remote and speculative to warrant injunctive relief. Cf. Tangren v. Wackenhut Serv., Inc., 658 F.2d 705, 707 (9th Cir.1981). That is especially true inasmuch as 15 of the plaintiffs rank below 140.
II. Irreparable Harm To Defendants
The level of harm that the City will suffer if an injunction is granted depends upon the scope of the injunction. At the present time, the City makes up for existing manpower shortages by utilizing off duty fire fighters who work overtime and are compensated at time and one-half. If the City is enjoined from proceeding with the July 24 school, the period during which this practice must be continued will be lengthened. The precise differential between overtime rates and the cost of paying new recruits is difficult to calculate but appears to be approximately $12,000 per week.
In addition, enjoining the July 24 school would harm the 48 white males and two minorities whose scores placed them among the top 60 candidates and whose selection has not been challenged by anyone as well as the remaining 10 minority and female applicants who tentatively have been selected.
On the other hand, the City will suffer no harm if it is required to include Gross in the school. The Fire Chief testified that schools have been conducted successfully with as many as 71 attendees although the optimum number is somewhat less than that. Moreover, it was stated that the enrollment has been increased from 60 to 61 in order to accommodate an applicant who is the child of a fire fighter killed in the line of duty pursuant to longstanding departmental policy and that, in fact, there are 62 available slots at the school. Finally, the City's need for additional fire fighters far exceeds the number slated to attend the July 24 school. As previously noted, the City plans to hire 140 new fire fighters during the next year. Therefore the addition of one person to the July 24 school will not have any adverse effect upon the City.
In short, the Court finds that none of the plaintiffs besides Gross will be irreparably deprived of anything to which they would otherwise be entitled if a preliminary injunction does not issue. On the other hand, the City will not suffer any harm if it is required to include Gross in the July 24 school. Consequently, the balancing of the harms component of the preliminary injunction test weighs very heavily against enjoining the July 24 school and in favor of requiring that Gross be permitted to attend subject to satisfactorily completing a medical examination, a psychological evaluation and a police background check.
III. Public Interest
Analysis of the public interest that might be served by granting or denying an injunction provides little guidance in this case. The prospect of enjoining the July 24 school implicates two conflicting and equally compelling public interests. One is the public's strong interest in ensuring that the City does not discriminate against individuals based on their race and/or gender even if they happen to be white males. The other is the public's equally compelling interest in rectifying any past discrimination that may have resulted in the exclusion of minorities and/or women from public employment by ensuring that reasonable steps are taken so that the composition of the Providence Fire Department more accurately reflects the composition of the pool of qualified individuals from which it is drawn.
The plaintiffs assert that failure to enjoin the July 24 school would also run counter to the public's interest in ensuring that only qualified individuals become fire fighters. They properly point out that citizens' *1199 lives and property are in many ways dependent upon the fire fighters' ability to competently discharge their duties. However, the uncontradicted evidence is that all 536 applicants who passed the written examination and physical agility test are qualified to be trained as fire fighters. Consequently, at most, the plaintiffs are referring to the relative qualifications of those selected rather than whether they are qualified or unqualified.
When the prospect of merely requiring that Gross be included in the July 24 school is considered, any conflict among the various public interests disappears. There is no question about Gross's qualifications. Furthermore, if he ultimately prevails in this case, his exclusion would constitute the kind of discrimination that the public has an interest in preventing.
IV. Likelihood of Success
It is always difficult to assess a plaintiff's likelihood of ultimate success at such a preliminary stage when the facts have not yet been fully developed. In this case it is especially difficult because counsel have not yet had an opportunity to fully address all of the complex legal issues presented. The difficulty is compounded by the fact that the Supreme Court itself appears to be of several minds on the subject as evidenced by the profusion of concurring and dissenting opinions contained in its decisions.
The perils of navigating these incompletely charted waters are somewhat reduced by the fact that, in this case, the balancing of the harms component of the preliminary injunction test is so heavily weighted in favor of Gross and against the remaining plaintiffs that the significance of the likelihood of success component is correspondingly diminished. Nevertheless, some analysis is required particularly since future schools are also contemplated.
As previously indicated, the plaintiffs challenge the selection process as a violation of both the Equal Protection Clause and Title VII. Since the principles applicable to the two claims appear to be some-what different, the Court will address them separately.
A. Equal Protection
The Supreme Court has consistently repudiated distinctions between citizens that are based solely on their race or ancestry as "`odious to a free people whose institutions are founded upon the doctrine of equality.'" Wygant v. Jackson Bd. of Educ., 476 U.S. 267, 273, 106 S. Ct. 1842, 1846, 90 L. Ed. 2d 260 (1986) (quoting Loving v. Virginia, 388 U.S. 1, 11, 87 S. Ct. 1817, 1823, 18 L. Ed. 2d 1010 (1967)). More specifically, it has held that public employers "must act in accordance with a `core purpose of the Fourteenth Amendment' which is to `do away with all governmentally imposed discriminations based on race.'" Id. at 277, 106 S. Ct. at 1848 (quoting Palmore v. Sidoti, 466 U.S. 429, 432, 104 S. Ct. 1879, 1881, 80 L. Ed. 2d 421 (1984)).
Consequently, the Court has stated that "`[r]acial and ethnic distinctions of any sort are inherently suspect and thus call for the most exacting judicial examination.'" Id. at 273, 106 S. Ct. at 1846 (quoting Regents of the Univ. of Cal. v. Bakke, 438 U.S. 265, 291, 98 S. Ct. 2733, 2748, 57 L. Ed. 2d 750 (1978)). This principle applies without regard to whether those discriminated against are members of a minority group or not. Id.
Briefly stated, any preference by a governmental agency that is based on racial or ethnic criteria violates the constitutional guarantee of equal protection unless it satisfies two requirements. First, it "`must be justified by a compelling governmental interest.'" Id. at 274, 106 S. Ct. at 1847 (quoting Palmore, 466 U.S. at 432, 104 S.Ct. at 1882). Second, the means chosen to promote that interest must be "`narrowly tailored to the achievement of that goal.'" Id. (quoting Fullilove v. Klutznick, 448 U.S. 448, 480, 100 S. Ct. 2758, 2776, 65 L. Ed. 2d 902 (1980).
1. Compelling Governmental Interest
In determining whether racial or ethnic preferences may play a role in a governmental agency's employment decisions, the *1200 Supreme Court has drawn a clear line between situations in which there is evidence that the agency in question discriminated in the past and cases in which such evidence is lacking.
Preferences designed to remedy past discrimination by the agency are generally permissible. See id. at 274, 106 S. Ct. at 1847. In fact, in many cases, they may be required. See, e.g., United States v. Paradise, 480 U.S. 149, 107 S. Ct. 1053, 94 L. Ed. 2d 203 (1987).
On the other hand, a desire to make amends for past discrimination by society in general is not sufficient to justify such preferences. Wygant, 476 U.S. at 274, 106 S. Ct. at 1847. Thus, the Court has stated that:
Before ... [a public employer] embarks on an affirmative-action program, ... it must have sufficient evidence to justify the conclusion that there has been prior discrimination [by that agency].
Id. at 277, 106 S. Ct. at 1848.
The Supreme Court has expressed a dual rationale for prohibiting preferences that are designed merely to remedy past societal discrimination. Part of that rationale is based on the conclusion that, in the absence of discrimination by the agency, its "`non-discriminatory hiring practices will in time result in a work force more or less representative of the racial and ethnic composition of the population in the community from which employees are hired.'" Id. at 275, 106 S. Ct. at 1847 (quoting International Bhd. of Teamsters v. United States, 431 U.S. 324, 340 n. 20, 97 S. Ct. 1843, 1857 n. 20, 52 L. Ed. 2d 396 (1977)).
In addition, the Court has found that societal discrimination is "too amorphous" a basis for utilizing racial or ethnic classifications that adversely affect individuals who had nothing to do with such discrimination. Id. at 276, 106 S. Ct. at 1848. Thus, the Court has stated:
No one doubts that there has been serious racial discrimination in this country. But as the basis for imposing discriminatory legal remedies that work against innocent people, societal discrimination is insufficient and over expansive. In the absence of particularized findings, a court could uphold remedies that are ageless in their reach into the past, and timeless in their ability to affect the future.
2. Narrowly Tailored Means
When past discrimination by the agency in question is established, some form of racial or ethnic preference is permissible. Accordingly, the Supreme Court has stated:
We have recognized, however, that in order to remedy the effects of prior discrimination, it may be necessary to take race into account. As part of this Nation's dedication to eradicating racial discrimination, innocent persons may be called upon to bear some of the burden of the remedy. "When effectuating a limited and properly tailored remedy to cure the effects of prior discrimination, such a `sharing of the burden' by innocent parties is not impermissible."
Id. at 280-81, 106 S. Ct. at 1850 (quoting Fullilove, 448 U.S. at 484, 100 S.Ct. at 2778).
However, the means adopted to remedy that discrimination "must be specifically and narrowly framed to accomplish that purpose." Id. at 279, 106 S. Ct. at 1850 (citing Fullilove, 448 U.S. at 480, 100 S.Ct. at 2775-76). They should not be shaped by subjective opinions or the zeal or lack of zeal of the people formulating them.
Of course, that does not prevent extreme measures from being adopted when circumstances warrant them. If a governmental agency has engaged in deliberate and pervasive discrimination, sweeping measures may qualify as narrowly tailored to provide the type of remedy required. E.g., Paradise, 480 U.S. at 185, 107 S. Ct. at 1074. It does mean that there must be a close connection between the degree, nature and extent of the prior discrimination and the extent to which racial and/or ethnic criteria are utilized to redress its effects. Wygant, 476 U.S. at 280, 106 S. Ct. at 1850. To put it another way, *1201 one of the factors to be considered in determining whether a remedy is narrowly tailored to achieve a permissible purpose is whether "other less intrusive means" of accomplishing the purpose are available. Id. at 283-84, 106 S. Ct. at 1852.
Since concerns over the burden that race-based preferences impose on innocent parties is one of the factors underlying this proportionality requirement, the nature of the employment decision at issue has been held to bear on what dosage of medicine may be administered to cure the disease. In this connection, the Supreme Court has said that:
In cases involving valid hiring goals, the burden to be borne by innocent individuals is diffused to a considerable extent among society generally. Though hiring goals may burden some innocent individuals, they simply do not impose the same kind of injury that layoffs impose. Denial of a future employment opportunity is not as intrusive as loss of an existing job.
Id. at 283, 106 S. Ct. at 1851 (emphasis added).
On the other hand, the Court has stated that:
While hiring goals impose a diffuse burden, often foreclosing only one of several opportunities, layoffs impose the entire burden of achieving racial equality on particular individuals, often resulting in serious disruption of their lives. That burden is too intrusive.
Id. (emphasis added).
B. Title VII
In the area of affirmative action, Title VII apparently is viewed as somewhat less restrictive than the Equal Protection Clause at least insofar as voluntary affirmative action plans are concerned. See Johnson v. Transportation Agency, Santa Clara County, Cal., 480 U.S. 616, 620 n. 2, 627 n. 6, 107 S. Ct. 1442, 1446 n. 2, 1449 n. 6, 94 L. Ed. 2d 615 (1987). Title VII declares it unlawful for an employer "to fail or refuse to hire ... any individual ... because of such individual's race, color, religion, sex or national origin" or "to limit, segregate, or classify ... applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities ... because of such individual's race, color, religion, sex or national origin." 42 U.S.C. § 2000e-2(a). However, the Supreme Court has stated that when an employer voluntarily selects minority applicants for employment "taking race into account [is] consistent with Title VII's objective of `break[ing] down old patterns of racial segregation and hierarchy.'" Johnson, 480 U.S. at 628, 107 S. Ct. at 1450 (quoting USW of America v. Weber, 443 U.S. 193, 208, 99 S. Ct. 2721, 2730, 61 L. Ed. 2d 480 (1979)).
Accordingly, the test for determining whether a voluntary affirmative action plan violates the prohibition contained in Title VII has been held to be somewhat different from that applicable under the Equal Protection Clause. Id. at 627 n. 6, 107 S. Ct. at 1449 n. 6. Under Title VII a voluntary affirmative action plan will pass muster if it satisfies two requirements. First, it must be "a temporary measure, not designed to maintain racial balance, but to `eliminate a manifest racial imbalance.'" Id. at 630, 107 S. Ct. at 1451 (quoting Weber, 443 U.S. at 208, 99 S.Ct. at 2730). Second, it must not "`unnecessarily trammel the interests of the white employees,' ... [n]or ... `create an absolute bar to the advancement of white employees.'" Id.
1. Manifest Imbalance
One of the greatest difficulties in applying this test is determining what constitutes the kind of "manifest racial imbalance" that justifies adoption of preferences. It is clear that "an employer seeking to justify the adoption of a plan need not point to its own prior discriminatory practices, nor even to evidence of an `arguable violation' on its part. Rather, it need point only to a `conspicuous ... imbalance in traditionally segregated job categories.'" Id. at 630, 107 S. Ct. at 1451 (citations omitted).
In deciding whether the kind of imbalance that exists justifies taking race or gender into account, the Supreme Court *1202 has said that "a comparison of the percentage of minorities or women in the employer's work force with the percentage in the area labor market or general population is appropriate in analyzing jobs that require no special expertise." Id. at 631-32, 107 S. Ct. at 1452 (emphasis added). On the other hand, the Court has stated that "where a job requires special training ... the comparison should be with those in the labor force who possess the relevant qualifications." Id. at 632, 107 S. Ct. at 1452.
2. Unnecessarily Trammelling
With respect to the second prong of the test, the Supreme Court has drawn the same distinction it draws under equal protection analysis between employment decisions that result in termination of an employee's existing employment and those that result in failure to hire a prospective employee. Compare Wygant, 476 U.S. at 282-83, 106 S. Ct. at 1851-52 with Johnson, 480 U.S. at 638, 107 S. Ct. at 1455-56. Failure to hire a nonminority applicant is far less likely to be deemed an action that unnecessarily trammels that applicant's interests because its effect is perceived to be less direct and less onerous. See Johnson, 480 U.S. at 638, 107 S. Ct. at 1455-56. Moreover, the Court has found that an affirmative action plan that leaves substantial numbers of whites free to compete or participate does not constitute "an absolute bar" to their advancement. Id. at 630, 638, 107 S. Ct. at 1451, 1455-56.
However, plans that rely on "reflexive adherence to a numerical standard" are not permissible. Id. at 637, 107 S. Ct. at 1455. Thus, the Court has distinguished between "goals" that "merely authorize[] that consideration be given to affirmative action concerns when evaluating qualified applicants" and "blind hiring" or "quotas" that are derived "solely by reference to statistics." Id. at 637-38, 107 S. Ct. at 1455-56.
C. The Instant Case
In this case, there is no question that, in making selections for the July 24 school, the City has used race and gender as criteria by giving preferences to minorities and women. To its credit, the City has gone to considerable lengths to develop a validated testing procedure devised and administered by professionals. Cf. Hammon v. Barry, 826 F.2d 73, 79 (D.C.Cir.1987), cert. denied, 486 U.S. 1036, 108 S. Ct. 2023, 100 L. Ed. 2d 610 (1988). Furthermore, only those whose test results classify them as "qualified" are considered for employment. Cf. Johnson, 480 U.S. at 623-24, 107 S. Ct. at 1447-48.
However, the range of test results suggests that, at least based on that standard of comparison, some may be more qualified than others. By definition, a validated test is one that purports to predict job performance. The higher an individual scores, the more proficient that individual is expected to be in performing the job. Cf. Krupa v. New Castle County, 732 F. Supp. 497, 499-500 (D.Del.1990). The City has tacitly accepted that premise by selecting applicants solely on the basis of their test scores up to the point at which that method makes it impossible to hire the number of minorities and/or women necessary to meet its affirmative action goals.
That does not mean that there is a perfect correlation between test scores and anticipated job performance or that test scores are the only factor predictive of such performance. The Fire Department officers who testified all stated that individuals achieving the highest test scores do not always make the best fire fighters. However, the City has offered no justification other than race or gender for departing from its usual practice in selecting the final 12 participants in the school. Indeed, it has candidly acknowledged that race and gender were the only factors taken into account. That triggers analysis under strict scrutiny standards and requires the City to present "a strong basis in evidence for its conclusion that remedial action was necessary." Wygant, 476 U.S. at 277, 106 S. Ct. at 1848; Johnson, 480 U.S. at 626-27, 107 S. Ct. at 1449.
1. Past Discrimination by Fire Department
The City relies entirely on the statistical disparity between the percentage of minorities *1203 and/or women in the Fire Department and their representation in the general population which is especially pronounced insofar as women are concerned.[2] That may or may not be sufficient to establish the type of "manifest imbalance" necessary to pass muster under Title VII. But it provides little evidence of past discrimination by the Fire Department which is required under the Equal Protection Clause to justify the use of racial or ethnic classifications.
As previously noted, the Supreme Court has stated that there may be many reasons for such a disparity other than discrimination. See City of Richmond v. J.A. Croson Co., 488 U.S. 469, 109 S. Ct. 706, 725-26, 102 L. Ed. 2d 854 (1989). The underrepresentation of women, for example, may be due to the physical strength required or a less wide spread desire to become fire fighters. The plaintiffs also allude to the possibility that some minority groups include large numbers of recent immigrants who have not yet obtained high school equivalency certificates. Indeed, the possibility of dramatic increases in the size of such groups due to recent immigration would bear on whether their underrepresentation is due to sudden demographic changes or past discrimination by the Fire Department.
At this stage, there is no evidence apart from such statistical disparity that suggests past discrimination by the Fire Department. On the contrary, the City has been unable to point to any complaints or findings of such discrimination, and Fire Department officials expressly deny that the department discriminates. In fact, the record establishes that the Fire Department (and the City) has had an affirmative action program in place for 14 years. The Court is unable to determine what progress has been made under that program because no monitoring reports have been provided. One thing that is known is that, under the plan, 25% of those admitted to the last school in 1987 were minorities and/or women. Another is that the Fire Department has made what its officials described as vigorous efforts to solicit and recruit minority applicants. These facts seem to be inconsistent with the conclusion that the Fire Department has been guilty of discrimination.
2. Reflexive Adherence to Statistics Quotas
As previously noted, in those cases where preferences are permissible, they must be incorporated into plans that have flexible goals rather than rigid quotas regarding minority hiring. Johnson, 480 U.S. at 636-38, 107 S. Ct. at 1454-56. In attempting to distinguish between the two, one relevant inquiry is whether the plan "earmarks" positions for any one group or whether membership in that group is merely "one of several factors that may be taken into account in evaluating qualified applicants." Id. at 641, 107 S. Ct. at 1457.
In this case, it appears that the City began with the premise that 20% of the applicants selected to attend the July 24 school would be minorities and/or women if a sufficient number of them passed the written and physical agility tests. That determination was made at a February 4, 1991 meeting attended by the Mayor, Fire Department officials and other members of the City Administration. No explanation has been offered as to how that figure was arrived at except to say that it was based on similar figures utilized by prior administrations.
Furthermore, in setting that figure no restriction was placed on how far down the ranking list the City would go in order to achieve its goal. As matters now stand, the twelfth minority and/or woman selected in order to reach the 20% figure is No. 373 on the list. In this respect, this case *1204 appears to be unlike Johnson where race, ethnicity, and/or gender were merely taken into account as a "plus" factor and more like Bakke where it was determinative. Here, the system of preference utilized bears some of the indicia of a quota or an inflexible adherence to a preordained numerical standard.
In summary, no fair-minded person of goodwill would take issue with an employer's voluntary efforts to achieve a work force that fairly reflects the racial, ethnic and/or gender composition of that portion of the general population possessing the necessary job qualifications. However, the law establishes limits regarding the methods that may be utilized in attempting to reach that goal. Those methods may span the spectrum from efforts to vigorously recruit minorities and women to giving such applicants some form of special consideration. When those methods include preferences based on race, ethnicity and/or gender, they must be strictly scrutinized to ensure that they do not unreasonably discriminate against individuals who are not members of the favored groups. Specifically, those methods must satisfy the standards established by the Supreme Court pursuant to Title VII and the Equal Protection Clause of the Fourteenth Amendment.
In this case, the City's desire to include more minorities and women in its Fire Department is readily understandable and even commendable. However, there are serious questions as to whether the method for selecting applicants to attend the July 24 school satisfies the applicable requirements. That is especially true with respect to the test adopted by the Supreme Court under the Equal Protection Clause.
As previously noted, there has been no showing of past or present discrimination by the Fire Department. Furthermore, the preferences utilized appear to be nothing more than rigid adherence to a fixed goal of admitting a specific and preordained percentage of minorities and women to the July 24 school without a sufficient explanation as to how that percentage was derived.
Insofar as Plaintiff Gross is concerned, those questions create a sufficient likelihood of success to warrant injunctive relief because the balancing of the harms component of the preliminary injunction test weighs heavily in his favor. That is to say, he has demonstrated that, but for the 20% setaside, he would almost certainly be admitted to the July 24 school. Moreover, he has established that the failure to admit him will, at the very least, permanently deprive him of seniority rights vis-a-vis the other members of that class. Additionally, admitting him to the school will not harm the City in any way since there is an available slot, and the City has expressed an intention to hire approximately 140 additional fire fighters within the next year.
On the other hand, the questions raised with respect to the selection process are not sufficient to warrant injunctive relief for the remaining plaintiffs. Even if the City were prohibited from giving race, ethnicity or gender any consideration whatever in the selection process, none of the remaining plaintiffs would be selected for the July 24 school since none of them is ranked any higher than No. 81. Therefore, the remaining plaintiffs have not demonstrated that they will suffer any irreparable harm if the school is allowed to proceed or that they will benefit in any way from an order enjoining the school. However, such an order would result in considerable expense to the City in overtime costs necessary to meet minimum staffing requirements and would work a hardship on those individuals who have been selected to attend the school.
For all of the foregoing reasons, the plaintiffs' motion for a preliminary injunction enjoining the school scheduled to begin on July 24 is denied. However, the City is ordered to include Russell G. Gross in that school if he satisfactorily completes the physical examination, psychological evaluation and police background check required of all attendees.
IT IS SO ORDERED.
[1] The Providence Fire Department's 1989-1992 Affirmative Action Program defines "minority groups" to include "Blacks, Hispanics, American Indians or Alaskan Natives, Asian and Pacific Islanders." This same definition is used in the City of Providence's 1989-1992 Affirmative Action Plan.
[2] At the present time, three women are employed in administrative positions. They represent less than 1% of the total force. There are no female fire fighters. The extent of any disparity with respect to minorities depends on what population sample is used. Minorities make up 6% of the Fire Department and 42.48% of the population of Providence and 10.7% of the population of the State of Rhode Island. For purposes of this motion, the Court need not determine whether the relevant general population statistics are those of the City of Providence or of the larger and less heterogeneous metropolitan area from which applicants are drawn.


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Global Business Process Management (BPM) Market Size, Status and Forecast 2022
Published On: Sep 2017
Publisher: QY Research
Report ID: 118602
This report studies the global Business Process Management (BPM) market, analyzes and researches the Business Process Management (BPM) development status and forecast in United States, EU, Japan, China, India and Southeast Asia. This report focuses on the top players in global market, like
Adeptia
Market segment by Application, Business Process Management (BPM) can be split into
1 Industry Overview of Business Process Management (BPM)
1.1 Business Process Management (BPM) Market Overview
1.1.1 Business Process Management (BPM) Product Scope
1.1.2 Market Status and Outlook
1.2 Global Business Process Management (BPM) Market Size and Analysis by Regions
1.2.2 EU
1.3 Business Process Management (BPM) Market by End Users/Application
2 Global Business Process Management (BPM) Competition Analysis by Players
2.1 Business Process Management (BPM) Market Size (Value) by Players (2016 and 2017)
2.2 Competitive Status and Trend
2.2.1 Market Concentration Rate
2.2.2 Product/Service Differences
2.2.3 New Entrants
2.2.4 The Technology Trends in Future
3 Company (Top Players) Profiles
3.1 CSC
3.1.3 Products, Services and Solutions
3.1.4 Business Process Management (BPM) Revenue (Value) (2012-2017)
3.1.5 Recent Developments
3.2 IBM
3.3 OpenText
3.4 Oracle
3.5 Pegasystems
3.6 SAP
3.7 Accenture
3.8 Adaptive Planning
3.9 Adeptia
4 Global Business Process Management (BPM) Market Size by Application (2012-2017)
4.1 Global Business Process Management (BPM) Market Size by Application (2012-2017)
4.2 Potential Application of Business Process Management (BPM) in Future
4.3 Top Consumer/End Users of Business Process Management (BPM)
5 United States Business Process Management (BPM) Development Status and Outlook
5.1 United States Business Process Management (BPM) Market Size (2012-2017)
5.2 United States Business Process Management (BPM) Market Size and Market Share by Players (2016 and 2017)
6 EU Business Process Management (BPM) Development Status and Outlook
6.1 EU Business Process Management (BPM) Market Size (2012-2017)
6.2 EU Business Process Management (BPM) Market Size and Market Share by Players (2016 and 2017)
7 Japan Business Process Management (BPM) Development Status and Outlook
7.1 Japan Business Process Management (BPM) Market Size (2012-2017)
7.2 Japan Business Process Management (BPM) Market Size and Market Share by Players (2016 and 2017)
8 China Business Process Management (BPM) Development Status and Outlook
8.1 China Business Process Management (BPM) Market Size (2012-2017)
8.2 China Business Process Management (BPM) Market Size and Market Share by Players (2016 and 2017)
9 India Business Process Management (BPM) Development Status and Outlook
9.1 India Business Process Management (BPM) Market Size (2012-2017)
9.2 India Business Process Management (BPM) Market Size and Market Share by Players (2016 and 2017)
10 Southeast Asia Business Process Management (BPM) Development Status and Outlook
10.1 Southeast Asia Business Process Management (BPM) Market Size (2012-2017)
10.2 Southeast Asia Business Process Management (BPM) Market Size and Market Share by Players (2016 and 2017)
11 Market Forecast by Regions and Application (2017-2022)
11.1 Global Business Process Management (BPM) Market Size (Value) by Regions (2017-2022)
11.1.1 United States Business Process Management (BPM) Revenue and Growth Rate (2017-2022)
11.1.2 EU Business Process Management (BPM) Revenue and Growth Rate (2017-2022)
11.1.3 Japan Business Process Management (BPM) Revenue and Growth Rate (2017-2022)
11.1.4 China Business Process Management (BPM) Revenue and Growth Rate (2017-2022)
11.1.5 India Business Process Management (BPM) Revenue and Growth Rate (2017-2022)
11.1.6 Southeast Asia Business Process Management (BPM) Revenue and Growth Rate (2017-2022)
11.2 Global Business Process Management (BPM) Market Size (Value) by Application (2017-2022)
11.3 The Market Drivers in Future
12 Business Process Management (BPM) Market Dynamics
12.1 Business Process Management (BPM) Market Opportunities
12.2 Business Process Management (BPM) Challenge and Risk
12.2.1 Competition from Opponents
12.2.2 Downside Risks of Economy
12.3 Business Process Management (BPM) Market Constraints and Threat
12.3.1 Threat from Substitute
12.3.2 Government Policy
12.3.3 Technology Risks
12.4 Business Process Management (BPM) Market Driving Force
12.4.1 Growing Demand from Emerging Markets
12.4.2 Potential Application
13.1.1 Substitutes
13.2 Consumer Needs Trend/Customer Preference
13.3 External Environmental Change
13.3.1 Economic Fluctuations
13.3.2 Other Risk Factors
14 Research Finding/Conclusion
Analyst Introduction
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Q: Extracting Specific Text From column in dataframe I have the following dataframe and I'm trying to extract the string that has the ABC followed by it's numbers.

Description

ABC12345679 132465

Test ABC12346548

Test ABC1231321 4645

I have tried:
data['extract'] = 'ABC'+data['Description'].str.split('ABC').str[1]

But its giving me what it comes after on instances that there's more text after the ABC* like so:

Description

ABC12345679 132465

ABC12346548

ABC1231321 4645

And I need the column to only contain data as following:

Description

ABC12345679

ABC12346548

ABC1231321

Any assistance on this?

A: I'm no expert on this, but off the top of my head, you could further split(' ') to get rid of the rest.
df['extract'] = 'ABC' + df['Description'].str.split('ABC').str[1].str.split(' ').str[0]

Output:
            Description      extract
0    ABC12345679 132465  ABC12345679
1      Test ABC12346548  ABC12346548
2  Test ABC1231321 4645   ABC1231321

A: We can use regex to extract the necessary part of the string.
Here we are checking for atleast one [A-C] and 0 or more[0-9]
data['extract'] = data.Description.str.extract(r'([A-C]+[0-9]*)')

or (based on need)
data['extract'] = data.Description.str.extract(r'([A-C]+[0-9]+)')

Output
    Description             extract
0   ABC12345679 132465      ABC12345679
1   Test ABC12346548        ABC12346548
2   Test ABC1231321 4645    ABC1231321


text:
Rejon wilszański – jednostka administracyjna wchodząca w skład obwodu kirowohradzkiego Ukrainy.

Rejon utworzony w 1919, ma powierzchnię 645 km² i liczy około 16 tysięcy mieszkańców. Siedzibą władz rejonu jest Wilszanka.

Na terenie rejonu znajdują się 1 osiedlowa rada i 14 silskich rad, obejmujących w sumie 24 wsie.

Miejscowości rejonu

Przypisy

redpajama_set_name: RedPajamaWikipedia