text:
The Nanny Diaries
Citizen Girl
Nanny Returns
Over You
The First Affair
How To Be A Grown-Up
Navigation About Books The Nanny Diaries Citizen Girl Dedication The Real Real Nanny Returns Over You Between You & Me The First Affair How To Be A Grown-Up So Close For Writers Press Contact
Melanie Dunea
With over 6 million copies of their books in print in over 32 languages Newsweek declared McLaughlin and Kraus a 'phenomenon.'
The Nanny Diaries is a #1 New York Times best-seller and the longest-running hardcover best seller of 2002. In 2007 The Nanny Diaries was released as a major motion picture starring Scarlett Johansson, Laura Linney and Alicia Keys.
McLaughlin and Kraus have appeared numerous times on CNN, MSNBC, The Today Show, Good Morning America, Entertainment Tonight and The View. Their work and partnership have been covered in The New York Times, The Washington Post, USA Today, The Philadelphia Inquirer, Los Angeles Times, Chicago Tribune, TIME, Elle, Town & Country and Harper's Bazaar.


text:
php-neurosky-mindwave
===========

PHP script working with a Neurosky MindWave
using thinkgear connector

=================
how to use
=================

to start reading data :
in command line => php -f start_read.php <filename>

to end reading data :
in new command line => php -f end_read.php <filename>

redpajama_set_name: RedPajamaGithub


text:
Q: Script Concat / Minify Task Keeps Running So I have a task like so:
gulp.task('scripts', function() {
    return gulp.src(['app/scripts/app.js', 'app/scripts/controllers/**/*.js', 'app/scripts/services/**/*.js', 'app/scripts/directives/**/*.js', 'app/scripts/libs/**/*.js' ])
        .pipe(concat('external.min.js'))
        .pipe(ngAnnotate())
        .pipe(uglify())
        .pipe(gulp.dest('app/scripts'))
        .pipe(gulp.dest('dist/scripts'))
});

and I have a watch task:
gulp.task('watch', ['sass-dev', 'scripts'], function() {
    gulp.watch('app/style/sass/**/*.scss', ['sass-dev']);
    gulp.watch('app/scripts/**/*.js', ['scripts']);
});

All works well, except whenever I save a JS file, "scripts" runs multiple times. I'm assuming the problem lies with the gulp.src and it looking at multiple files, but I'm not sure.
This is no big deal (to me), but sometimes I'll swap over to the command line and the task is running infinitely. It just keeps getting called over and over again.
If you haven't already guessed, I'm running Angular, which is why app.js is first and I have ngAnnotate.
Can someone shed some light on why the script runs continuously sometimes?

A: I guess the problem is .pipe(gulp.dest('app/scripts')). You're doing some stuff (uglify and angular stuff) with your scripts and then you place them in the same folder you're watching. So the scripts task will launch again and again and again.
You should remove this line and only place your distribution scripts in your distribution folder and leave your app files untouched.

redpajama_set_name: RedPajamaStackExchange


What's tastier than a chocolate bar paired with cannabis? A consistent dose of CBD makes this bar the chocolate lover's go-to medication, without the psychoactive effects of THC. Each order includes one bar, and is available in either milk or dark chocolate.


text:
By Jennifer Weatherhead Harrington Travel October 28, 2013
Hotel Review: New York Times Square Intercontinental
Ideally located in the heart of Times Square, this big name hotel also comes with some amazing views and service.
The Vibe: You're in the heart of all the action, literally. Steps away from Times Square, this is a bustling large hotel, filled to the brim with tourists, but doesn't skimp on service, sleek rooms with pretty spectacular views and having the ideal location for first time visits to NYC.
The Facts: The hotel reaches up 36 floors (with views of the city skyline and the Hudson River) and comes with 607 rooms, four suites and one restaurant. It's just blocks away from Broadway, Times Square, shopping districts and more. Pet lovers will be happy to know cats and dogs are allowed (but be advised of a fee of $250 US per night). Wi-Fi is throughout the hotel and rooms starting at $14.95.
The Experience: Often large hotels are ideally located, but can lack in service and room quality. That's not the case at the New York Times Square Intercontinental. Standard guest rooms come with plush, ultra comfy beds, thick linens and towels and extra spacious spa bathrooms (many with the much-coveted hotel rain shower). Throw in some great views and it's basically everything you need for a super comfortable and easy stay. Beyond that, the service team is plentiful and willing to arrange a show for you, book a dinner reservation and point you in the right direction. For a first time visit to New York City, the location couldn't be better. Hit up Times Square any time of day, walk over to the theatre district for a show at night, shop along Lexington Ave and walk up to Central Park in minutes. If you can handle a busy hotel, a stream of tourists (but, hey, you're one too, right?) and are a first timer to the city, this is a great option that also comes with great service and comfort.
Ca Va Brasserie is the lone restaurant at the hotel and although spacious, there's a lot of people to feed here. That being said, it's a great spot for a quick bite before a show from the modern brasserie style menu. The Lounge (with views of 44 is the spot in the hotel for a pre- or post-night out cocktail (a Manhattan may be in order) and is also a hip spot to people watch.
Room to Book: Classic rooms are ideal for a quick weekend jaunt at 350 sq. feet. Corner suites are perfect for a group getaway and equals better views of the city.
Table to Book: At the Lounge, get a window seat to take in the city lights.
Getting There: The three main airports that get you into New York City are JFK (JFK), LaGuardia (LGA), Newark (EWR). A ride in a cab can take anywhere from 30-90 minutes depending on the time and day and traffic. Expect to pay anywhere from $40-60 (plus 15-20% tip) for a cab from the airport depending on what airport you are coming from. An alternative cash-saving option is taking a shuttle bus, such as the GO Airlink NYC, which will take you get you dropped off right at your hotel.
Insider Tip: We're big fans of hotels that offer green initiatives. The New York Times Square Intercontinental is part of the Green Engage sustainability effort – meaning the hotel monitors its energy usage and has been built to help reduce it's carbon footprint by 25%.
Rates starting at $350 for a king room.
The New York Times Square Intercontinental
877-660-550 for reservations | 212-803-4500 local
ihg.com/intercontinental
Jennifer Weatherhead Harrington
Jennifer's 10 plus years of experience in the travel industry has made her a top travel expert in Canada, with regular national TV appearances on CTV's Your Morning, The Marilyn Denis Show, The Social, CP24's Breaking News and on local stations across Canada and the US. With a background in journalism, fashion and beauty, Jennifer has travelled to over 70 countries reviewing some of the world's most luxurious properties and destinations, while finding hidden gems and amazing experiences. Her byline has appeared in Metro News, The Globe & Mail, ELLE Canada, HELLO!, FLARE, FASHION, Tiny Atlas Quarterly, Travelzoo.ca, jetsetter.com, Style at Home, HGTV.ca and more.
Latest Posts By Jennifer Weatherhead Harrington
Pandemic Travel: Where Will Canadians Travel in 2021?
Embrace Winter: Layering Basics For Cold Weather
Travel Bubbles: A New Trend for Pandemic Travel
Frequent Flyer: Deanne Moser, Art Consultant
Classic New York: Top 5 Things You Must Do
Valentine's Day Travel Deals
Winter Skin Savers
Love them or hate them, us Canadians have to face the cold, windy and often harsh winters that leave us…
Road-tripping Across Istria: The Land of Truffles
The Best Travel Cameras
The Top 7 #BlackFriday and #CyberMonday Deals
5 Things to Do in Antigua
Hotel Review: The Gramercy Park Hotel

redpajama_set_name: RedPajamaCommonCrawl


Graphics for the first episode of the "Red Right Hand" series on vice.com.
This first feature chronicles the victims of the Cleveland Strangler, one of the worst serial killers in American history.
Part of a timeline showing Anthony Sowell's life leading up to him becoming a serial killer.
Modeling, texturing and lighting for an early concept graphic.


A new era of mobile music making on Android has arrived: iRig UA is the first digital effects processor and audio interface that lets you play your guitar, bass or other instrument on your Android device anytime and everywhere. It pairs with AmpliTube UA to deliver jaw dropping and absolutely unmatched sonic performance with any smartphone or tablet with Android 4.2 or higher (and that supports host mode/USB OTG). Now you can enjoy high-quality real time effects processing on your Android device no matter whether it's from Samsung, Sony, Motorola, LG, HTC, Xiaomi, Marshall or any other popular manufacturer.
A versatile system, iRig UA can also be used as a 24-bit digital recording audio interface when it's connected to either a Samsung Professional Audio-compatible or Android 5.0 device or a Mac or PC (requires USB to Micro-USB cable).
iRig UA also makes for an excellent portable audio interface for your Mac or PC. Just get a USB to Micro-USB cable and you'll be ready to play, process and record with the full power of your favourite music creation software. iRig UA works effortlessly with IK's own AmpliTube Custom Shop, a version of the legendary guitar and bass tone studio that includes a base library of 24 pieces of gear that can be expanded via the whole universe of brand name amps, stompboxes, cabinets and mics available for purchase via Gear Credits in the Custom Shop. And, if you register your iRig UA you'll get the bone-shatteringly brutal AmpliTube Metal collection, 25 Gear Credits and T-RackS Classic for free!
You'll love using these great sounding pieces of gear. They make it easy and fun to create virtual guitar or bass rigs comprised of an amplifier, 3 stompbox effects (which can be placed before or after the amplifier) and a cabinet with a positional microphone.
iRig UA offers truly superior sound quality that is noticeably better than typical multi-effects pedals. Want to check out how good it is compared to the rest? We have processed the same guitar takes on iRig UA+AmpliTube UA and three digital modelling stomp-box in the same price range, matching style and tone to provide an unbiased sound test. A/B them for yourself, and you'll immediately hear the difference. Tone for tone, iRig UA and AmpliTube UA clearly sounds superior!
It also sports a 1/8" input that lets you connect your Android device or other external sound source so you can jam along to your favourite tunes while using the power of AmpliTube. On Android 5 and above you can play songs directly from your device (both from internal files or from Internet streaming services like YouTube, Spotify, etc..) directly to the iRig UA to play along your favourite tunes. On Android 4 you can do this by connecting the headphones output of your device to iRig UA's AUX input. In the same way you can connect any audio source with 1/8" stereo output to iRig UA to play along with.
Compatible with Android devices equipped with Micro-USB-OTG socket that supports Host-Mode. Android 4.2 or later is required.
Android devices equipped with USB-C socket require a USB-C male to Micro-USB female adapter with data transfer capability.
To use for digital recording a Samsung Professional Audio or Android 5.0 device is required.
Mac®: Mac OS X 10.6 or later. One free USB port. A Micro USB to USB cable (available separately) is required.
Windows®: Support using the ASIO4ALL driver on Windows XP/Vista/7/8/10. See our FAQ here for further details. A Micro USB to USB cable (available separately) is required.


Rocky Barker wrote about this, this morning. It will be on TV this coming Sunday.
"60 Minutes" report on fires and global warming highlights Idaho. By Rocky Barker. Idaho Statesman.
Yes, global warming. A big concern for me. I'm glad it's been getting a lot of play this year.
I'm working with a coalition to make sure Congress sends the president a strong energy bill with meaningful changes for our environment and planet. This legislation would be a monumental step toward stopping global warming. Please go to http://www.energybill2007.us and sign the petition. This is our chance for real progress, don't let Congress back down.
Congress finally has a chance to pass meaningful energy legislation. The bill they are about to pass includes the best fuel economy standards ever (35 mpg by 2020) and a renewable electricity standard (15% by 2020) that guarantees the growth of renewable, clean energy. But there is a chance these two key advances won't make it through to the final bill.


View our schedule and see what classes we have available. We have a variety of classes for all ages, levels, and interests. Classes are scheduled throughout the day and descriptions can be found on the Group Fitness page. See what all the Y has to offer! And don't forget about our Virtual Classes here.


text:
ACCEPTED

#### According to
The Catalogue of Life, 3rd January 2011

#### Published in
Annls mycol. 30(3/4): 245 (1932)

#### Original name
Phyllachora samanensis Petr. & Cif., 1932

### Remarks
null


text:
Ireland's National Remote Work Strategy Is Fantastic
I fancy myself a political centrist in that I value politics (and policy) that is pragmatic and takes into account how things actually work, not just the rhetoric of it all. And so naturally I was skeptical when I first saw Ireland's "National Remote Work Strategy." The semi-kitschy name ("Making Remote Work") got a hearty chortle out of me, but then it was down to business. I admit thinking no national government could come with that level of pun and still have good policy. Boy, was I wrong.
The policy is downright fantastic. Here's what I love about it.
Starting with data
Ireland first did a national remote work survey in May 2020. A whopping 84% of people said they want the option to work remotely post-pandemic. They redid the survey in October 2020 – and 94% of people said they wanted remote work options post-pandemic.
A similar survey happened of the Irish public service employees in July 2020. 86% said they wanted remote work post-pandemic.
I highlight these stats not to share how many people wanted it (which is obvious), but to say I like that Ireland started by asking people what they wanted.
Clear outcome focus
The report begins with the minister's letter. Leo Varadkar TD is the Tánaiste and Minister for Enterprise, Trade and Employment in Ireland. In the letter, Minister Varadkar says that the strategy is meant to: help rural Ireland flourish, explicitly not turn everyone's homes into offices, keep jobs in Ireland, and ensure city centres remain vibrant.
First off: I like these goals. They are balanced and already indicate that the Irish government paid attention to people's and business' concerns (more on that below).
But also I like how they explicitly call out the benefits they hope to see from remote work: good work life balance for employees, reducing carbon emitted via transportation, and improving child and family wellbeing.
With all those outcomes in mind, they can get down to policy. But I love that it starts with tangible outcomes. The kind you know when you see, but may be hard to measure objectively. Instead, leave the measurement to policy (more on that below, too).
Unlike marketing style strategies that try to get you to do something, Ireland's strategy is very much a "we."
The country has committed in the strategy to leading by example, making at least 20% of public service jobs remote. That may be higher, given that 86% of people want flexibility. But one of the policies in the strategy is an employee's right to request remote work, so it's good that the government is doing it as well. Otherwise, this well-meaning law could be perceived as nothing more than forcing businesses to do what the government won't.
I also like that the strategy includes laws around the right to disconnect – a clear tie to the work life balance and family outcomes.
Acknowledging concerns
No strategy can be taken seriously that doesn't assess the pitfalls. Ireland didn't shy away from them, and I really appreciate that (particularly in a world where some remote work advocates on Twitter only talk about the benefits of remote work and call you stupid or backward if you don't agree).
The concerns highlighted in the report are:
Remote work pushing jobs abroad
Reduce city vibrancy if people leave en masse
Reduce visibility of workers – opening up more opportunities for discrimination in employment
Innovation deficit because of collaboration issues
Reduction in collegiality and shared ownership mentality among employees
Falling back in terms of making old buildings more accessible if companies assume people with disabilities will only ever work remotely
So I like that Ireland named concerns. That's one thing. But let's take stock of the types of concerns raised, cause they are great.
Not only is it clear that there are government issues (jobs going abroad), but also employee issues (discrimination) and company issues (innovation deficit and lower ownership mentality among employees).
Remote work is a fundamental shift to how we operate our professional lives, and I am grateful Ireland acknowledged not just the gravity of the situation but also talked to all stakeholders involved – or at least took into account issues faced by all stakeholders.
Resources on day one
The thing I hate most about a LOT of remote work content is that it's mostly hoopla. Remote work will free everything! Yay! Ok, now what?
WELL, the Irish have an answer for that, too.
Not only are there clear policies (see below!), but they provided resources anyone can use RIGHT NOW.
Here are my three favourites:
Skills necessary for successful remote working
Employer checklist for empowering remote work
Working from home health and safety guide for remote employees
Clear policy prescriptions
I love a good clear policy prescription, and Ireland delivered. Their strategy has three pillars to it:
1 – Build a conducive environment for remote (work hubs and informational guides for employees and employers)
2 – Building remote work infrastructure (work hubs, broadband)
3 – Using remote work to achieve public policy goals outside of the strategy (around employment, data collection, etc.)
I included a screenshot below of the policy prescriptions – you have to read them. They are an inspiration.
But I'll highlight one that I think is great: Tax incentives.
In the new budget 2021, employers can give 3.20 euros per day, tax free, to employees as a form of stipend for working from home. This can be used for heat, internet, electricity, or other infrastructural things that an office would typically take care of.
If employers don't offer this incentive, then citizens can claim 3.20 euros per day as a tax credit when filing their taxes.
I love this in particular because it's simple. If a business can afford to give the stipend, awesome. If not, then employees don't lose out – they get a tax credit at the end of the day. Yet another example of Ireland considering all parties involved instead of only promoting the rhetoric of remote work or talking about benefits in the abstract.
These policy prescriptions though!!! I had to just screen shot it so you could read it all for yourself.
When I first wrote about what governments needed to do to attract remote workers, it was in the middle of the first wave. A lot has changed, politically and otherwise, around the world since then. But it seems Ireland picked up on the key elements that remote workers actually want and need: internet, legitimate changes to tax laws, and a recognition that remote work is not an anti-city movement, but indeed a movement to let people live wherever they want to.
I think the government is right to be concerned about jobs leaving Ireland, but at the same time I think it underestimates the position it's in. An English-speaking European Union country with lush greenery, ocean views, vibrant modern cities, and historical old town centres. It really does have a bit of everything (and property is cheaper than in many other places). Not to mention its convenient geography. You can be in New York City or Toronto in 5 hours – to say nothing of the 25 min hopper flight to London or the 45 min hopper to Paris or Amsterdam.
Just call it the luck of the Irish, I suppose…
Read Next: These Countries Have Digital Nomad Visas
This post originally appeared on Remotely Inclined and is republished with permission.
Anyone Else Exhausted?
Zoom-Free Fridays are the New No-Meeting Mondays, Apparently
Will Remote Work Break Our Tax System?
Who Wants To Work From Nova Scotia?
A Second Order of Remote Work, Please
Subscription Living and Heartland Visas


text:
St. Patrick's Day Guide
Page & Plate Plugs
Welcome to Page & Plate, where you'll find books and recipes worth your precious time. Join me in being well fed and well read.
Aug 5 The Ultimate Chocolate Chip Cookie Recipe and Six Four
Laura Scherb
baking, dessert, announcements, true crime, Super Bowl party guide, fiction, holiday baking, mystery, party food, snacks, vegetarian, st. patrick's day
Skip to the Plate
Skip to the Page
As I think we all know, I have some obsessive tendencies when it comes to cooking. When I get into cooking or eating something, I get REALLY into it, and I have been known, occasionally, every so often, to go a tiny bit overboard. Most recently, I double-whammied and obsessed over chocolate chip cookies and true crime.
My (most recent) deep dive into true crime got started with a crash course on the podcast My Favorite Murder. If you're not familiar and even the tiniest bit into true crime, run, don't walk. I know I'm a little late to the game here, but trust me, this is definitely a case of the better late than never. But alas, this blog isn't about podcasts, it's about books, and so, with MFM playing in my ears, I turned to my bookshelves for a true crime novel I had yet to read.
I found it in Six Four, which won the Best Japanese Crime Fiction of the Year in 2003. While I thought it leaned a little more towards a political drama than crime fiction, it satisfied my craving for a gritty police novel with mystery, intrigue, and, yes, crime. I'm betting it'll someday become an HBO mini-series starring lots of cigarettes. You heard it here first.
Simultaneously, I was also on the quest for the ultimate chocolate chip cookie recipe. And, with the help of my co-workers, who patiently taste-tested and gave feedback during my last week at work, I found it. This is a recipe worth memorizing, if I do say so myself.
If you read that last paragraph carefully, you'll notice that I managed to sneak in a life update: I am officially two weeks into a brand new position about which I'm really excited. As of late July, I'm the Director of Admissions and Community Outreach at the GCE Lab School in Lincoln Park, Chicago. It's been a wild transition, which I'll use as a great excuse for not having posted in a while, and I'm just really, really pumped to be a part of this great new community of learners. If you're in Chicago, or know someone who is, get in touch and let me talk your ear off about this amazing school.
I think that's it for now. More obsessions and updates to come. PEACE, LOVE, COOKIES.
The best, hands-down, no contest.
By Page & Plate, August 5, 2018
I'm big on chocolate chip cookies. Huge, soft, over-chipped, warm, and salty. That's the cookie for me. After taste-testing a few different recipes and versions with people who were kind enough to eat a bunch of cookies for the sake of science, here's the definitive best chocolate chip cookie ever.
Makes: 12 enormous cookies or 24 regular cookies
1 1/2 cups of all-purpose flour
1/2 cup of whole wheat pastry flour
1/2 tsp of baking soda
1/2 tsp of sea salt
1 cup of light brown sugar, packed
1/2 cup of sugar
1 egg plus 1 egg yolk
2 cups of chocolate chunks (I sometimes do 1 cup of choco chunks and 1 cup of M n Ms)
large flake salt for finishing, optional
Preheat the oven to 350 and get your cookie sheets ready. I personally don't line them, but that's more of a me being lazy kind of deal. You do you.
Brown the butter: put the butter in a saucepan over medium-high heat. Stir frequently, then stop when it begins to rapidly bubble and brown. Remove from heat when it's the color of caramel. Set aside to cool. Wow, what a waste of time, you say. What kind of crazy person would do this? You would. Because it's a part of making the best cookie ever.
In a medium bowl, combine the flours, baking soda, and sea salt. Mix, then set aside.
In a stand mixer with a paddle attachment or using a hand mixer , combine the cooled butter and sugars. Beat for about three to five minutes, until light and fluffy. Yes, I time it. No, I don't feel weird about this.
Add the vanilla and the eggs. Beat for another three minutes.
Slowly add the flour mixture to the mixer while on low speed, then mix in the chocolate chips and candy, if applicable, by hand.
Using an ice cream scooper for enormo cookies and a cookie scooper for regular sized cookies, scoop the cookies onto your waiting cookie sheets, then top with a few flakes of the finishing salt.
Bake for between 10-12 minutes, until golden brown.
Enjoy. Brag. Share if you want to cultivate a faithful following.
Six Four
Plot: A father haunted both by the disappearance of his own daughter and by a yet-unsolved kidnapping case he worked over a decade ago navigates his role in the local police force and another active kidnapping case.
Thoughts: I thought this novel was brilliantly written, and I immensely enjoyed reading it. What I had trouble with, however, was its branding as a true crime novel. Because it is not a true crime novel. It is a novel that breathtakingly unfolds a painstaking drama in a local police department. It was hard for me to separate the expectations that I had for the book from the actual experience.
All that yammering aside, I did enjoy reading it. Six Four was different than anything I've ever read, and I really enjoyed how deeply emotional the story got. It was evocative, poetic, and visceral. Give it a read only if you've got the time (and emotional capacity) to read a 500 page book like that.
Verdict: For the dedicated fans of political dramas, this novel will shine. For the true crime enthusiast, this will be underwhelming. Grab a copy here and see which side you're on.
Pst. This post contains affiliate links. Thanks for your support!
chocolate chip cookies, cookies, best chocolate chip cookies, true crime, six four, hideo yokoyama, japanese true crime, translated books, baking, chicag, chicago, gce lab school, education, cookie
Chocolate Peanut Butter Sheet Cake
Aug 12 Sunset Salmon, Kitchen Confidential, and Other Things I Learned from Bourdain
Jul 19 I Was Told There'd Be Cake and Blueberry Citrus Cake
Feb 27 Chocolate Soufflé and The Twelve Lives of Samuel Hawley
Nov 23 Peanut Butter Cookies and The Immortal Life of Henrietta Lacks
Feb 13 Chocolate Raspberry Gobs
Get a free guide to my favorite brownie recipes!
I'm most interested in:
Allllll of the recipes!
Book recommendations, yo.
Something tooooootally different.


text:
Saudi Arabian Oil Company (Saudi Aramco)
Download "Saudi Arabian Oil Company (Saudi Aramco)"
Erika Perkins
1 Saudi Arabian Oil Company (Saudi Aramco) Summary Plan Description Retirement Income Plan U.S. Dollar Employees January 1, 2016
2 Table of Contents WHO IS ELIGIBLE... 1 COST AND FUNDING... 2 VESTING... 2 SERVICE... 2 ACCREDITED SERVICE... 2 RIP FORMULA... 2 AVERAGE EARNINGS... 3 RETIREMENT DATES... 3 RIP BENEFITS (RETIREMENT ELIGIBLE)... 3 TERMINATION BEFORE RETIREMENT ELIGIBILITY... 4 DISABILITY... 5 DEATH BENEFITS... 5 LIMITATIONS OR REDUCTIONS IN RIP BENEFITS... 6 MULTIPLE PERIODS OF EMPLOYMENT... 6 PAYMENT METHODS... 6 BREAK IN SERVICE... 8 HOW TO APPLY FOR BENEFITS... 8 RIP ADMINISTRATOR... 8 CLAIM APPEAL... 8 PENSION BENEFIT GUARANTY CORPORATION... 9 AMENDMENT AND TERMINATION OF PLAN... 9 SUMMARY PLAN DESCRIPTION... 9 Appendix ACCREDITED SERVICE RIP ACCRUAL RATE CASH PAYMENT OPTION INTEREST RATE APPLICABLE MORTALITY AND JOINT AND SURVIVOR TABLES MULTIPLE PERIODS OF EMPLOYMENT... 11
3 SUMMARY PLAN DESCRIPTION RETIREMENT INCOME PLAN The Retirement Income Plan ( RIP ) of the Saudi Arabian Oil Company ( Saudi Aramco ) is a defined benefit pension plan which provides benefits for (1) vested Employees who retire from Saudi Aramco or an Associated Company or (2) vested Employees who terminate employment with Saudi Aramco or an Associated Company prior to becoming retirement eligible. The RIP is a qualified plan under Section 401(a) of the United States Internal Revenue Code of 1986, as amended, and provides certain advantages to U.S. taxpayers: The security of RIP benefits is protected through funding standards and insurance established by the U.S. Government; Members pay no current tax on Company contributions to the RIP or on RIP investment earnings until distributions are made and received from the RIP; and At retirement or termination from employment, if the Cash Payment Option is elected, the lump sum distribution qualifies for rollover to another qualifying retirement plan, including the Savings Plan of the Saudi Arabian Oil Company ( Savings Plan ), or to an Individual Retirement Account. WHO IS ELIGIBLE The RIP covers full-time salaried Employees on the U.S. Dollar payroll of Saudi Aramco and Associated Companies (such companies including Saudi Aramco collectively referred to as the Companies or individually as a Company ). Such Associated Companies include the following listed companies and any others who are named as a participating employer under the Plan: Aramco Services Company Aramco Associated Company Aramco Overseas Company B.V. Aramco Capital Company, LLC Saudi Petroleum International, Inc. Saudi Refining, Inc. Unless eligible Employees voluntarily waive participation in the RIP, they become Members as of their date of hire and remain Members until they receive all the RIP benefits to which they are entitled. Hourly or daily paid employees, leased employees, independent contractors, consultants and supplemental contract workers are excluded. This document describes the RIP benefits available to all Employees hired or rehired on or after October 1, Employees who were hired or last rehired prior to this date should refer to Appendix 1 for more information about their RIP benefits US RIP SPD FINAL Page 1 of 12 January 1, 2016
4 COST AND FUNDING The Company has paid the full cost of funding the RIP for U.S. based Employees since October 1, 1974, and for foreign based Employees since April 1, Prior to those dates, a portion of the cost was funded by mandatory Employee contributions. All Company and Employee contributions to the RIP are held in trust by the Trustee, JP Morgan Chase Bank, 270 Park Avenue, New York, N.Y or by Aetna, 151 Farmington Avenue, Hartford, Connecticut 06156, under a contractual agreement. These assets are held for the exclusive benefit of RIP Members and their beneficiaries. VESTING Vesting in the RIP occurs when a Member completes 5 years of Service or reaches age 60, whichever occurs first. If a Member terminates employment with the Company before becoming vested, no benefits are payable under the RIP. SERVICE For purposes of vesting and determining eligibility for retirement under the RIP, Service generally means employment with one of the Companies named above or certain other controlled Saudi Aramco subsidiaries. Service does not result in accrual of benefits under the RIP unless it counts as Accredited Service as summarized below. ACCREDITED SERVICE Accredited Service is earned for each year or fraction of a year of employment as a full-time salaried Employee with any of the Companies. Accredited Service is used to calculate a Member s RIP benefits. For Employees Whose Last Period of Employment Began Prior to October 1, 2013: Please refer to Appendix 1, Employees Hired or Rehired Before October 1, 2013 regarding Accredited Service for such Employees, which is limited to a maximum of 25 years, except as otherwise specified. For Employees Whose Last Period of Employment Began After September 30, 2013: Accredited Service is calculated in the same way for all work locations and is subject to a maximum credit of 30 years. In the case of a rehired Employee hired after September 30, 2013, prior periods of Accredited Service will be aggregated for eligibility for Retiree Medical and Retiree Life Insurance benefits. RIP FORMULA Your RIP benefit is determined by this formula: 2.0% x years of Accredited Service x final Average Earnings. Your RIP benefit is a monthly amount payable to you as an annuity starting at age 60. If you elect to begin your benefit before age 60 or elect a different payment option, the RIP benefit may be adjusted US RIP SPD FINAL Page 2 of 12 January 1, 2016
5 AVERAGE EARNINGS For purposes of calculating RIP benefits, an Employee s Average Earnings means the average of the 36 highest consecutive full months of base salary during the last 120 months of Service. Base salary means regular monthly base salary, excluding premiums, overtime pay, bonuses, payments under any incentive plans, allowances, living and other expenses and other income. RETIREMENT DATES Normal Retirement: An Employee s Normal Retirement Date is on the first day of the month following his or her 60 th birthday. However, if he or she was born on the 1 st day of the month, the Employee s 60 th birthday is the Normal Retirement Date. Late Retirement: If an Employee works beyond his or her Normal Retirement Date, then his or her late retirement date is the first day of the month following the month when employment terminates. Early Retirement: An Employee is eligible to elect to retire early if he or she is at least 50 years of age and has completed 10 or more years of Service. The Early Retirement Date for such eligible Employees is the first day of the month following the month when employment terminates. RIP BENEFITS (RETIREMENT ELIGIBLE) Normal or Late Retirement: The RIP annuity benefit at normal or late retirement is determined by multiplying 2.0% of the Employee s Average Earnings by the Employee s years of Accredited Service. Example: An Employee retires at age 60, on his Normal Retirement Date, with Average Earnings of $8,000 a month and 20 years of Accredited Service. The lifetime monthly annuity benefit from the RIP is: 2.0% x $8,000 x 20 = $ 3,200 Early Retirement: The RIP annuity benefit at early retirement is determined using the same formula as for normal or late retirement, multiplied by an Early Retirement Factor from the following schedule. The Early Retirement Factors are prorated for partial years based on the Employee s age at the Early Retirement Date. Age at Retirement Date Early Retirement Factor 60 or older 100% 59 97% 58 94% 57 91% 56 88% 55 85% 54 80% 53 75% 52 70% 2016 US RIP SPD FINAL Page 3 of 12 January 1, 2016
6 51 65% 50 60% Example: An Employee retires at age 55 with Average Earnings of $8,000 a month with 20 years of Accredited Service. The lifetime monthly annuity benefit that he or she would receive from the RIP is: 2.0% x $8,000 x 20 = $3,200 x 85% $2,720 TERMINATION BEFORE RETIREMENT ELIGIBILITY If an Employee terminates employment with the Company after 5 or more years of Service, then he or she has a vested right to the normal RIP retirement benefits accrued as of the date of termination which will be payable at his or her Normal Retirement Date. If elected by the Employee, a reduced RIP benefit is available prior to his or her Normal Retirement Date. If the Employee has at least 10 years of Service and elects to defer the Benefit Commencement Date until at least age 50, RIP benefits will be payable in a reduced amount in accordance with the following table: Age at Benefit Commencement Percentage Payable 60 (no reduction) 100% 59 97% 58 94% 57 91% 56 88% 55 85% 54 79% 53 73% 52 67% 51 60% 50 52% Example: An Employee terminates employment at age 45 with Average Earnings of $8,000 a month and 12 years of Accredited Service. If the Employee elects to defer the RIP Benefit Commencement Date until age 60, the lifetime monthly annuity benefit from the RIP is: $8,000 x 2.0% x 12 = $1,920 Example: An Employee terminates employment at age 45 with Average Earnings of $8,000 a month and 12 years of Accredited Service. If the Employee elects to defer the RIP Benefit Commencement Date until age 50, the lifetime monthly annuity benefit at age 50 is: $8,000 x 2.0% x 12 x 52% = $ US RIP SPD FINAL Page 4 of 12 January 1, 2016
7 Other discounting rules apply if an Employee elects to receive RIP benefits either before reaching normal retirement age 60 with less than 10 years of Service or before reaching early retirement age 50 with more than 10 years of Service. Before electing a RIP Benefit Commencement Date, it may be helpful for Employees to compare the lifetime monthly annuity benefit immediately available to the lifetime monthly annuity benefit available at various later dates. Members can obtain estimates of RIP benefits using various Benefit Commencement Dates at All vested terminated Employees have the right to elect to receive their accrued, actuarially adjusted RIP benefits under any annuity option or under the Cash Payment Option as described in the section Payment Methods below. DISABILITY If an Employee becomes totally and permanently disabled before age 60 and receives disability benefits under the Long-Term Disability Plan, his or her participation in the RIP continues until the Employee elects to receive RIP benefits at the time of termination of employment from the Company or at a later Benefit Commencement Date, up to the Employee s Normal Retirement Date. If he or she chooses to continue to participate in the RIP (and to defer receipt of RIP benefits), Accredited Service is granted for the period that disability benefits are received. The additional Accredited Service ceases on the Employee s elected retirement date or Normal Retirement Date, whichever comes first. For purposes of calculating Average Earnings of an Employee during the period that the Employee is receiving disability benefits under the Long-Term Disability Plan, the Employee s base salary at the time the Employee becomes disabled will be deemed to continue during the period of total and permanent disability. DEATH BENEFITS RIP death benefits depend upon whether death occurs before or after the Benefit Commencement Date. Death Before Benefit Commencement Date: If the death of a Member occurs during active employment or prior to the Benefit Commencement Date after termination of employment, the designated beneficiary can elect to receive a death benefit in the form of an annuity payable during the beneficiary s remaining life, based on a 100% Joint & Survivor Annuity calculated using the life expectancies of the Member and the beneficiary. Alternatively, the beneficiary may elect to receive a single lump sum payment of actuarial equivalent value based on the beneficiary s life expectancy. The beneficiary may elect to receive an annuity or lump sum payment as early as the first day of the month following the date of death. The beneficiary can choose to defer the Benefit Commencement Date, but not later than the end of the year after the year in which the Member died, unless the Member s surviving Spouse is the primary beneficiary, in which case the surviving Spouse can defer the Benefit Commencement Date until any time prior to the end of the year when the Member would have turned age 70½, if later than the end of the year following the year in which the Member died. A beneficiary must be designated in writing and submitted to the Personnel Office on forms available from Personnel. If an Employee is married at the time of death, the beneficiary will be the Employee s Spouse unless a written waiver signed by the Employee and Spouse was filed with Personnel prior to the Member s death in accordance with RIP procedures. Whether married 2016 US RIP SPD FINAL Page 5 of 12 January 1, 2016
8 or single, successive contingent beneficiaries may also be designated. A named beneficiary, whether primary or contingent, must be a natural person and may not be a corporation, trust or estate or more than one individual. If no beneficiary is designated, the beneficiary will be determined according to a hierarchy provided in the Plan. Death After Benefit Commencement Date: Upon the death of a Member after the Benefit Commencement Date, the death benefits payable will be determined by the form of RIP benefit payment elected. If the Life Annuity Option or Cash Payment Option was elected, then no additional benefits will be payable under the RIP upon the death of the Member. LIMITATIONS OR REDUCTIONS IN RIP BENEFITS In some situations, RIP benefits may be limited or subject to reduction, as follows: Under the Internal Revenue Code, there are several limitations on the maximum benefits that may be paid under qualified plans, including the RIP. There are limitations on the amount of Employee earnings used to calculate RIP benefits; on annual RIP benefits that may be paid under the RIP; and on lump sum amounts that can be paid. If benefits under the RIP are impacted by any of these limitations, the Company will make a payment to the Employee under the Supplementary Savings and Retirement Income Plan ( SRIP ), which is a nonqualified plan under the Internal Revenue Code, in an amount equal to the difference between what would have been payable absent these limitations and the amount which is payable after application of these limitations. These SRIP amounts are required to be paid to the Employee upon termination of employment. Amounts paid from a nonqualified plan such as the SRIP are taxable as ordinary income when paid by the Company and are not eligible for deferral or for a tax-free rollover. MULTIPLE PERIODS OF EMPLOYMENT Employees who terminate employment and are rehired on or after October 1, 2013 will have RIP benefits calculated only for the period of Accredited Service since the last calculation of a RIP benefit which resulted in an initial or additional vested benefit. Prior periods of Accredited Service will not be aggregated for the purpose of recalculating RIP payments, nor will prior RIP or Severance Award payments be used to offset any future RIP benefits. Multiple vested RIP benefits for multiple Periods of Employment for which a lump payment has not been paid will be aggregated to calculate the total RIP benefits earned. Prior periods of Service will be taken into account in determining eligibility for retiree medical and life insurance benefits. PAYMENT METHODS The RIP annuity benefit is calculated and paid in the form of a Life Annuity whereby monthly benefit payments are made to Members throughout their lifetimes, ceasing upon death. Unless both the Member and Spouse elect another form of payment as described below, if a Member is married when RIP benefit payments commence the benefits will be paid using the 100% Joint Annuity Option with the surviving Spouse as the joint annuitant. The surviving Spouse will receive 100% of the adjusted RIP benefits until death, at which time RIP benefits will cease. If an Employee terminates employment and does not elect to receive RIP benefits at that time, the payment of RIP benefits will automatically be deferred. If RIP benefits are deferred, the Member may not subsequently elect a retroactive Benefit Commencement Date; i.e., RIP benefits 2016 US RIP SPD FINAL Page 6 of 12 January 1, 2016
9 are payable only following the election of a Benefit Commencement Date in the future and RIP benefits are computed as of that later date. The elected Benefit Commencement Date must be the first day of a subsequent month. The Benefit Commencement Date may not be deferred to a month later than the first of the month following attainment of age 62, or 60 days after the close of the RIP plan year in which the Employee terminates employment, whichever occurs later. If the Member has not made a valid written election by that time, then RIP benefits will automatically be paid in the form of a Life Annuity (if the Member is single) or the 100% Joint Annuity Option (if the Member is married). Instead of the payment methods described above (Life Annuity or 100% Joint Annuity Option), a Member may elect any of the following alternative optional payment methods. An election must be made in writing, properly executed and submitted to the Personnel Office, or to Milliman if the Member is retired, on forms available online at Properly executed forms submitted to Personnel will be provided by Personnel to Milliman. If married, the consent of the Spouse to any of these alternative optional payment methods must be witnessed by a representative from the Personnel Office or by a notary public or consular official. Five Years Certain Life Annuity Option: Under this option, the Member will receive adjusted monthly RIP benefits payments for his or her lifetime. If death occurs within 5 years after these monthly payments commence, the beneficiary will receive the amount that the Member would have received each month for the balance of the 5 year guaranteed payment period. 50% Joint Annuity Option: Under this option, the Member elects to receive adjusted RIP benefits payments during his or her lifetime, with benefits continuing after the Member s death for so long as the joint annuitant lives. The amount of the adjustment depends upon the age and resulting life expectancy of the person named as the joint annuitant. Both the Member and the joint annuitant must be living when payments start for this option to be effective. Once payments commence, even if the joint annuitant dies before the Member, under this option the Member will continue to receive the same adjusted benefits under this previously elected option. Cash Payment Option: Whether or not eligible for retirement at the time of termination of employment from the Company, under this payment method the Member may elect to receive a cash lump sum payment in lieu of receiving an annuity. The amount of the lump sum is equal to the present value of the Life Annuity payments to which the Member is entitled, using factors based upon average life expectancy and specified interest rates. The applicable interest rate used to calculate the lump sum payment under this option will be the Minimum Present Value Segment rates as published periodically by the U.S. Internal Revenue Service. The Employee will receive the greater of the benefit calculated using (1) the average of the 24 monthly average Minimum Present Value Segment rates for each rate segment; or (2) the Minimum Present Value Segment rates for each rate segment for the single month four months prior to the Benefit Commencement Date. If the Cash Payment Option is elected and as a result of actions or delays by the Company the lump sum payment is not distributed within 60 days of the Benefit Commencement Date, interest will be paid for the period beginning at the Benefit Commencement Date and ending on the date of distribution of the lump sum payment. Simple (not compounded) interest will be computed using the same interest rate as the rate used in computing the lump sum payment under the Cash Payment Option. If the Member qualifies for a Severance Award under Saudi Labor Law, the RIP benefits attributable to Company contributions are used to satisfy this obligation. If the Severance Award exceeds the Cash Payment Option value of the RIP benefits attributable to Company contributions, the balance of the Severance Award is payable by the Company, not by the RIP US RIP SPD FINAL Page 7 of 12 January 1, 2016
10 Employees who are rehired and receive credit for prior service under the break-in-service rules are subject to an offset of any Severance Award payments previously paid. Benefits provided under the RIP cannot be pledged, assigned, encumbered or garnished in payment of any debt. However, the RIP will comply with a proper court order (such as a Qualified Domestic Relations Order). BREAK IN SERVICE Beginning with the Employee Retirement Income Security Act of 1974 ( ERISA ), and on several occasions since, the U.S. Government has established or modified the rules governing the computation of benefit entitlements of employees who have a break in service. The statutes and related regulations impact the aggregation of service periods both for vesting Service and for Accredited Service. The calculation of Service and Accredited Service under the RIP upon rehire depend upon the Employee s prior length of Service, prior termination date(s) and subsequent rehire date(s). Upon rehire every Employee is provided a letter stating whether or not prior Service and Accredited Service (before the latest hire date) qualify for restoration. HOW TO APPLY FOR BENEFITS All applications for RIP benefits should be filed on the appropriate forms with the Personnel Office or Milliman, which can be reached at , or online at RIP benefits may also be paid in accordance with a Qualified Domestic Relations Order which has been filed with Milliman, the QDRO Administrator, if the order meets all applicable requirements. Retirement income (annuity) benefits are paid directly by Aetna, 151 Farmington Avenue, Hartford, CT Cash Payment Option lump sum amounts are calculated by Milliman and paid by Vanguard. Any information on your benefit should be requested through Milliman. Employees may at any time obtain estimates of their projected RIP benefits at after the participant establishes log-in credentials. RIP ADMINISTRATOR The RIP Administrator is the Saudi Arabian Oil Company. The RIP Administrator's address is Saudi Arabian Oil Company, Attn: Corporate Benefits Advisor, Box 5000, Dhahran 31311, Saudi Arabia. The Company and the Benefits Plan Review Committee administer the Plan in accordance with the written terms and provisions of the RIP, which legally governs all aspects of the administration of the RIP. CLAIM APPEAL If an application for payment of RIP benefits is denied, the Member or beneficiary will receive written notification stating the reasons for denial and referencing the applicable RIP provisions. Following denial in whole or in part, an appeal for reconsideration may be submitted to the Secretary, Benefits Plan Review Committee, c/o Saudi Arabian Oil Company, Attn: Corporate Benefits Advisor, Box 5000, Dhahran 31311, Saudi Arabia, within 60 days after receiving the 2016 US RIP SPD FINAL Page 8 of 12 January 1, 2016
11 denial. Any such request should be accompanied by documents or records in support of the appeal. The Benefits Plan Review Committee will respond in writing with their decision within 60 days after receipt of the appeal. Comparable procedures are available for seeking clarification of rights to future benefits under the Plan. The Benefits Plan Review Committee has the exclusive right to construe and interpret the terms of the RIP and to resolve any ambiguities, and with respect to such matters the Committee s decision will be final. No action at law or in equity shall be brought to recover benefits under this Retirement Income Plan until the appeal rights herein provided have been exercised, all administrative procedures under the RIP have been exhausted and the RIP benefits requested in such appeal have been denied in whole or in part. Any action brought in state or federal court must be commenced within one year after the cause of action accrues. PENSION BENEFIT GUARANTY CORPORATION Benefits under the RIP are insured by the Pension Benefit Guaranty Corporation ( PBGC ). Generally, the PBGC guarantees most normal retirement benefits, early retirement benefits, certain disability benefits and survivor's pensions. However, the PBGC does not guarantee all types of benefits under qualified plans and the amount of benefit protection is subject to certain limitations. The PBGC guarantees certain vested benefits at the level in effect on the date of plan termination. However, if a plan has been in effect less than five years before termination or if benefits have been increased within the five years before plan termination, the whole amount of the plan's vested benefits or the benefit increase may not be guaranteed. In addition, there is a ceiling on the amount of monthly benefits that the PBGC guarantees, which is adjusted periodically. For more information on the PBGC insurance protection and its limitations, ask the RIP Administrator or the PBGC. Inquiries to the PBGC should be addressed to the Office of Communications, PBGC, 1200 K Street N.W., Washington, D.C The PBGC Office of Communications may also be reached by calling AMENDMENT AND TERMINATION OF PLAN Saudi Aramco reserves the right to amend or terminate the RIP at any time; provided, however, that no such amendment or termination shall affect the right to any unpaid benefit of a Member while covered by this RIP. Any amendment of the RIP shall be effected through the Compensation Committee of the Board of Directors or, where appropriate, the Chief Executive Officer, his authorized delegate, or as otherwise authorized under the RIP. If the RIP should ever be discontinued, its assets would be used to provide accrued benefits to Members as required by U.S. law and the RIP. SUMMARY PLAN DESCRIPTION This is only a summary of key provisions of the RIP. The RIP is governed by formal plan documents, the terms of which are controlling over the information in this summary US RIP SPD FINAL Page 9 of 12 January 1, 2016
12 Appendix 1: Employees Whose Last Period of Employment Began before October 1, 2013 This Appendix 1 applies to Employees whose last Period of Employment began prior to October 1, Most rules and procedures described previously in this Summary Plan Description which apply to Employees hired or rehired on or after October 1, 2013 generally apply to such Employees, with the exception of the following: (1) The Accredited Service and accrual rate which applies to the calculation of the single life annuity of the Employee; (2) The interest rate applicable in calculating the lump sum payment under the Cash Payment Option; (3) The applicable mortality tables and joint and survivor annuity tables; and (4) he manner of calculating benefits for multiple Periods of Employment. In summary, for Employees whose last Period of Employment began before October 1, 2013, RIP benefits will be calculated using the interest rate policies, accrual rates, mortality tables, and methodology and procedures in effect prior to amendments to the RIP which apply to Employees hired and rehired after September 30, ACCREDITED SERVICE Before January 1, 1992: For Employees with Accredited Service Before January 1, 1992: For purposes of calculating benefits, Accredited Service means the period of an Employee s participation in the RIP through and including December 31, 1991, calculated as follows: One and one-half years for each year of foreign specified service up to a maximum of 25 years, plus One year for each year of foreign non-specified service, domestic service, or foreign specified service in excess of 25 years of foreign specified service. There is no maximum on the total cumulative Accredited Service before Service with Star Enterprise, Chevron Corporation, Texaco Inc., Exxon Corporation, Mobil Oil Corporation or their successors does not count as Accredited Service under this RIP. After December 31, 1991: Accredited Service earned on and after January 1, 1992 is the same for all work locations and is subject to a maximum credit of 25 years, exclusive of Accredited Service earned through December 31, Accredited Service is earned for each year or fraction of a year of employment. RIP ACCRUAL RATE The accrual rate for Employees whose last Period of Employment began before October 1, 2013 shall be 2.4% for Accredited Service after Thus, the RIP annuity benefit at normal or late retirement for such Employees will be calculated under the following formula: the sum of (1) the Employee s Average Earnings multiplied by 1.6% for years of Accredited Service before 1992 multiplied by the number of years of Accredited Service before 1992; plus (2) the Employee s Average Earnings multiplied by 2.4% multiplied by the number of years of Accredited Service after US RIP SPD FINAL Page 10 of 12 January 1, 2016
13 CASH PAYMENT OPTION INTEREST RATE The amount of the lump sum payable under the Cash Payment Option is equal to the present value of the Life Annuity payments to which the Member is entitled, using factors based upon average life expectancy and specified interest rates. The applicable interest rate used to calculate the lump sum payment under this option is the average of the 24 monthly averages of the U.S. 30 Year Treasury Securities rates, as published by the Internal Revenue Service, minus 2% from each month s average rate, and with each month s average rate subject to a 2% floor. Should the actual average U.S. 30 Year Treasury Securities rate for any month be below 2%, the 2% floor will not apply to that month s average rate. The 24 month period ends with the fourth month prior to the Benefit Commencement Date when the lump sum payment will be paid. For example, in determining the 24 months average rate used in calculating a May 1, 2014 lump sum payment, the monthly average of the U.S. 30 Year Treasury Securities rate for each month (less 2% and subject to a 2% floor) beginning with February 2012 and ending with January 2014 would be used. APPLICABLE MORTALITY AND JOINT AND SURVIVOR TABLES The applicable mortality tables, joint and survivor tables, and all other factors and procedures used in calculating RIP benefits for Employees whose last Period of Employment began before October 1, 2013 remain unchanged from those Tables, factors and procedures applicable and in effect prior to the amendments to the RIP which apply to Employees hired or rehired after September 30, MULTIPLE PERIODS OF EMPLOYMENT The benefit for an Employee who had more than one vested Period of Employment beginning before October 1, 2013 is calculated by applying the Employee s Average Earnings at the time of retirement or other termination to the Employee s total Accredited Service for all Periods of Employment. If benefits were paid with respect to an earlier Period of Employment the amount of the final accrued benefit will be reduced by the actuarial equivalent value of the benefits previously paid, applying actuarial factors described in the Plan US RIP SPD FINAL Page 11 of 12 January 1, 2016
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text: We are interested in how, when, and where microbes compete for space and resources within a host environment. Tripartite microbe-microbe-host interactions are critical in numerous ways, particularly in the context of plant and animal disease. By recognizing and responding to resident microbes, hosts provide uniquely dynamic environments in which the ecology of competition unfolds. To address these interactions, we use on a combination of genetics, molecular biology, genomics, phylogenetics, and other approaches applied to the model plant pathogen, Pseudomonas syringae. Like most bacterial taxa, P. syringae encodes a number of anti-competitor factors, including a diverse suite of proteinaceous toxins known as bacteriocins. These toxins are narrow spectrum in their target range, making it possible to disentangle specific strain-by-strain interactions from non-specific interactions, such as resource competition. Additionally, P. syringae strains exhibit varying degrees of plant-host specificity, allowing us to assess the influence of a hostile or permissive environment on a given microbe-microbe interaction.


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text:
O calendário revolucionário francês ou calendário republicano () foi criado pela Convenção Nacional em 1792, durante o período revolucionário para simbolizar a quebra com a ordem antiga e o início de uma nova era na história da França e do renascimento. O calendário tinha características marcadamente anticlericais e baseava-se no ciclo da natureza.

Era de base solar, composto de doze meses de 30 dias  (três semanas de dez dias, denominadas décadas) totalizando 360 dias. Os dias de cada década eram chamados primidi, duodi, trididi, quartidi, quintidi, sextidi, septidi, octidi, nonidi e decadi. Para completar o número de dias do ano, eram acrescentados cinco dias (ou seis, nos anos bissextos) no fim do ano, de modo que este ficasse alinhado ao ano trópico (aproximadamente 365, 25 dias). O sexto dia complementar, acrescentado a cada quadriênio, era consagrado à celebração da república.

O ano começava no equinócio de outono (22 de setembro, no hemisfério norte), data da proclamação da República francesa, e os nomes dos meses eram alusivos às condições climáticas da época e à correspondente fase do ciclo agrícola, na França.

O dia era dividido em dez horas, que se subdividiam em cem partes (como minutos), as quais se subdividiam em mais cem (como segundos). Essa subdivisão mínima equivalia a 0,864 segundos. Dessa forma, a conversão de, por exemplo, 14 horas 31 minutos 51 segundos, para o calendário revolucionário,  resultaria em 6 horas 5 minutos e 45 segundos. Cada hora do calendário revolucionário equivalia a 2 horas e 24 minutos convencionais. A divisão do dia em base decimal jamais foi usada na prática, tendo sido abolida oficialmente em 1795.

Cada mês do ano tinha uma designação única e que só se repetiria no ano seguinte mas, em vez dos nomes de santos do calendário gregoriano, os meses do calendário republicano tinham nomes de flores, frutas, animais, instrumentos agrícolas, pedras etc.

Os nomes dos dias e dos meses foram concebidos pelo poeta Fabre d'Églantine com auxílio do jardineiro do Jardim das Plantas de Paris. Os criadores pretendiam que essas denominações fossem universais, embora fossem inteiramente referenciados pelas condições francesas.

O primeiro mês chamava-se vendemiário (em referência à vindima, a colheita de uvas). Seguiam-se o brumário (nome alusivo à bruma ou nevoeiro da época), o frimário (mês das geadas ou frimas em francês), o nivoso (por alusão à neve), o pluvioso (mês da chuva, em francês, pluie), o ventoso, o germinal (relativo à germinação das sementes), o floreal (mês das flores), o prairial (em referência a prairie, 'pradaria'), o messidor (nome originário do latim messis, 'colheita'), o termidor (referente ao calor) e o frutidor (alusivo aos frutos). Como cada mês tinha trinta dias, sobravam cinco dias no final do ano (de 17 a 21 de setembro) ou seis dias, nos anos bissextos: eram os dias dos sans-culottes, considerados feriados nacionais:

1.º dia complementar (primidi), chamado "dia da virtude"
 2.º dia complementar (duodi), chamado "dia do engenho"
 3.º dia complementar (tridi), chamado "dia do trabalho"
4.º dia complementar (quartidi), chamado "dia da opinião"'' 5.º dia complementar (quintidi), chamado "dia das recompensas"6.º dia complementar (sextidi), chamado "dia da Revolução" (somente nos anos bissextos: anos III, VII e XI)

Os meses
 No outono:
 Vendemiário (vendémiaire): 22 de setembro a 21 de outubro
 Brumário (brumaire): 22 de outubro a 20 de novembro
 Frimário (frimaire): 21 de novembro a 20 de dezembro
 No inverno:
 Nivoso (nivôse): 21 de dezembro a 19 de janeiro
 Pluvioso (pluviôse): 20 de janeiro a 18 de fevereiro
 Ventoso (ventôse): 19 de fevereiro a 20 de março
 Na primavera:
 Germinal (germinal): 21 de março a 19 de abril
 Floreal (floréal): 20 de abril a 19 de maio
 Prairial (prairial): 20 de maio a 18 de junho
 No verão:
Messidor (messidor): 19 de junho a 18 de julho
 Termidor (thermidor): 19 de julho a 17 de agosto
 Frutidor (fructidor'') : 18 de agosto a 21 de setembro.

A data da revolução,  o 14 de julho, era, segundo esse calendário, o 26 Messidor, dia denominado "Sauge" (em português sálvia).

Esse calendário só vigorou de 22 de setembro de 1792 a 31 de dezembro de 1805, quando Napoleão Bonaparte ordenou o restabelecimento do calendário gregoriano, e também durante a Comuna de Paris (18 de março a 28 de maio de 1871).

Ver também
 Primeira República Francesa

Ligações externas

 Conversor de datas para vários calendários, incluindo este

Calendário revolucionário francês

redpajama_set_name: RedPajamaWikipedia


Tip couscous into a large bowl, pour 100ml hot water. Cover, then leave for 10 mins, until fluffy and all the water has been absorbed. Meanwhile, cut cherry tomatoes, avocado and basil. Add these to the couscous, together with the rocket, olive oil, olives and lime, then sprinkle over salt and pepper and serve.


Contemporary suite crafted from hand-finished solid acacia includes a queen platform bed, square mirror, dresser, chest and nightstand.
Contemporary suite crafted from hand-finished solid acacia includes a king platform bed, square mirror, dresser, chest and nightstand.
King suite features a bed with four self-closing storage drawers, a 6-drawer dresser and landscape mirror in a vintage mocha finish.


Chief Architect and Head of Innovation Labs at Unit4, overseeing development of intelligent software for service organizations.
As early as the '90s, businesses and analysts alike have foretold the death of the ERP system. Over 20 years later, however, ERP is still alive and well. Globalization, digitalization, the internet and a whole host of other technologies have made it virtually impossible for businesses to move away from ERP. There's simply too much critical data housed in the underlying databases for elimination to ever be a viable option.
ERP was criticized for its complexity and for being difficult to change without expensive and time-consuming coding — and still is. Customization is almost always a necessity and can mean locking into a current version or vendor because those customizations are impossible to maintain.
However, this whole dynamic has changed in a relatively short period of time thanks to cloud technology advances and the burgeoning low-code/no-code market. Citizen developers are taking advantage of visual coding environments and machine-generated code to easily and quickly create high-performance applications that are custom-built to fit a business' exact needs. While these low-code/no-code environments have been quickly adopted in consumer technology and app development, adoption has been slower in the enterprise space -- and for good reason. Skeptics worry that we've been down this road before and that the rise of the "citizen developer" will lead to Shadow IT all over again: ungoverned, unmanaged solutions built outside of IT's domain.
I believe the citizen developer market will be huge in the coming years, but this growth should be driven by the citizen developer – not big software vendors like us. The true power of low-code/no-code development comes from the industry-specific and tailored functionality that can be added by smaller, specified app development platforms and their citizen users, which can be far more tailored to a single micro-industry than the software of an industry giant ever could. Even our company, which offers ERP solutions for many industries, can't compete with the enterprise-specific apps citizen developers may create. And those apps will only be augmented by interfacing with and extending the capabilities of ERP platforms that already exist (no matter which ERP vendor they come from).
To prepare for and be ready to fully take advantage of the benefits low-code/no-code can offer, organizations should put in place an integrated, "all hands on deck" approach, where apps built by citizen developers are governed and managed by IT, leading to a more successful digital transformation. While there will undoubtedly still be bumps in the road ahead, it's time to set aside reservations and explore the possibilities of low-code/no-code — but not without a solid plan in place.
Relinquishing the design of overlaying interfaces will be a hard thing for many ERP vendors to do. For decades, the big brands have been dictating the best practices business should follow, forcing companies to map processes and programs to the prefabricated designs of the ERP solutions they purchase. While these out-of-the-box capabilities may be ideal for a small fraction of the industries they were initially designed to map to, businesses and industries change rapidly. It is, therefore, naïve to think that any vendor, no matter how large, could know the ins and outs of any business or department better than the business itself — and especially its employees.
This is where businesses can leverage their employees to take advantage of low-code/no-code applications. Citizen developers represent a new generation in the workforce. They see technology as a way to create value in their work, opening doors to innovation and higher efficiency, and providing new ways of accomplishing goals. When given the tools to quickly develop front-end applications, the solutions they develop will map exactly to the processes used by their organizations, their departments and even their individual teams. The enterprise applications these citizen developers will create, as Jason Bloomberg wrote, "will focus almost exclusively on AI-supported, model-driven and declarative application construction," taking advantage of business data and intelligence that was once relegated to the back office. Enterprise systems like ERP will have to be designed to support this change, enabling customers to build out from the core using loosely coupled microservices so employees can create service-enhancing ERP extensions in their own image.
Of course, this capability to code in-house will fundamentally change the role of in-house IT. As we move further into this new world, modern IT organizations must move away from dispensing limited solutions that are governed with an iron fist, and instead should empower employees and facilitate citizen development. Successful IT organizations will be those that provide their employees with the tools and technologies to design and develop their own IT solutions — as well as the classes and education needed to do so successfully. With review and approval processes in place, both IT organizations and employees can find mutual benefit in the creation of "citizen-built" applications.
The migration of customization and workflow/process design will also transform the ERP vendor, which will start focusing more and more on underlying platforms, tools and databases, as well as embedded technologies like AI and machine learning. For example, Unit4 does not offer a specific platform for citizen developers, but we do provide an API that allows the apps created by citizen developers to access the underlying information and workflows.
To jump-start the low-code/no-code transformation, it will be crucial for vendors to provide the necessary tooling, platforms and APIs to enable a digital business platform that can be utilized by low-code/no-code technologies.
Organizations actively embracing citizen development by providing training, IT support and access to low-code/no-code design environments will set themselves up to be more agile and innovative, and in a better position to succeed with their digital transformation efforts. Consequently, I believe that ERP vendors that respond to the changing market and build their solutions around this "designer ERP" philosophy, providing an extensible platform for digital transformation, will be the most successful. The path to innovation and true digital transformation will start with IT managing the development environment while simultaneously allowing citizen developers the room to creatively find solutions to enable higher productivity.