Mellerware Cordless Kettle/Toaster Combo Black (46041bk), 1.8l capacity, 360 degree cordless base, 304 brushed stainless steel, 2 slice capacity, 3 functions: cancel, defrost, reheat, Retail Box, 1 year warranty Product Overview: Fall in love with breakfast all over again with the Black Breakfast Pack from Mellerware. The classic designed vibrant black brushed stainless steel kettle will complime..
Melllerware Cordless Kettle/Toaster Combo Blue (46041BL), 1.8l capacity, 360 degree cordless base, 304 brushed stainless steel, 2 slice capacity, 3 functions: cancel, defrost, reheat, Retail Box, 1 year warranty Product Overview: Fall in love with breakfast all over again with the Blue Breakfast Pack from Mellerware. The classic designed vibrant blue brushed stainless steel kettle will compliment ..
Russell Hobbs (RHBSS56) Breakfast combo - 1.8L Kettle & Toaster - Stainless Steel, Cordless 1.8L kettle, Concealed element, Boil-dry protection, 2 slice wide slot toaster, Variable electronic browning control, Slide-out crumb tray, Bread lift, anti-jam function, Self-centering guide, Retail Box, 1 year warranty Product Overview:The Russell Hobbs (RHBSS56) stainless steel Breakfast combo is ideal ..
Salton (SCP03) Breakfast Combo Pack - 2 Slice Stainless Steel Toaster, Compact design with a brushed stainless steel finish, Cool-touch black sides, Cool-touch black sides,Adjustable browning control with 6 variable settings, Removable and washable crumb tray, Cancel function to stop mid operation, 1.8L Stainless Steel Cordless Kettle, Beautifully brushed stainless steel body with black accents, S..
Taurus 2 Slice Toaster - 960200 - 850W - Stainless steel body, Cancel / defrost / reheat settings, Adjustable browning settings, Removable crumb tray, Self-centering function, Cord storage, Cool touch body, 2 slice capacity, Retail Box 1 year warranty Overview :Combine industrial stainless steel with functionality and you get the Tostadora Estilo from Taurus. This powerful toaster comes standard ..
Taurus Stainless Steel Kettle - 958200 - 2200W - 1.7L capacity, 360° cordless kettle, Concealed heating element, Boil dry protection, Removable filter, 1850-2200w, Strix control, Stainless steel housing, Retail Box, 1 year warranty Overview :Durable stainless steel meets true design quality in the Estilo kettle from Taurus. The Estilo kettle is 360 degree cordless and has a capacity of 1.7L and a..


Check out a preview of this week's Friendo #1.
Leo wasn't allowed toys as a kid, but now that he's all grown up he's going to take yours. He used to play by the rules, but then governments and corporations set fire to the rules and still expected him to behave. He probably would have if it hadn't been for his new friend Jerry. See, Jerry isn't human; he's a personalised marketing VR… and he's malfunctioning. Unhinged ultraviolence from Alex Paknadel (ARCADIA) and Martin Simmonds (PUNKS NOT DEAD).


text:
Thomas Goppel (born 30 April 1947 in Aschaffenburg, Lower Franconia, Bavaria) is a German politician and party member of the CSU party. Goppel was member of the Landtag of Bavaria from 1974 to 2018. He is the son of the former Bavarian Minister President Alfons Goppel and was a member of the Bavarian State Government from 1986 to 1998 and from 2003 to 2008. Amongst others, Goppel served as State Minister for Federal and European Affairs (1990-1994), as State Minister for Regional Development and Environment (1994-1998), as well as State Minister for Science, Research, and Arts (2003-2008). From 1998 to 2003, Goppel was Secretary General of the CSU party. Goppel is a cousin of Konrad Zdarsa, the bishop of the Augsburg Diocese.

Goppel is married.

References

External links
Thomas Goppel at the Landtag of Bavaria

1947 births
Living people
Ministers of the Bavaria State Government
Christian Social Union in Bavaria politicians
Members of the Landtag of Bavaria
Politicians from Bavaria
People from Aschaffenburg

redpajama_set_name: RedPajamaWikipedia


Scarichi 2 in 2 in Acciaio Nero o Acciaio Cromato, a sonorità variabile.
2 in 2 steel chrome or black. It comes with variabile sonority.
2 in 1 Gold Inox muffler available in chrome, polished or black. It comes with manifolds and with variabile sonority.


text:
package io.crate.sql.tree;

import com.google.common.base.MoreObjects;
import com.google.common.base.Objects;
import com.google.common.base.Optional;

import javax.annotation.Nullable;

public class ClusteredBy extends CrateTableOption {

    private final Optional<Expression> column;
    private final Optional<Expression> numberOfShards;

    public ClusteredBy(@Nullable Expression column, @Nullable Expression numberOfShards) {
        this.column = Optional.fromNullable(column);
        this.numberOfShards = Optional.fromNullable(numberOfShards);
    }

    public Optional<Expression> column() {
        return column;
    }

    public Optional<Expression> numberOfShards() {
        return numberOfShards;
    }

    @Override
    public int hashCode() {
        return Objects.hashCode(column, numberOfShards);
    }

    @Override
    public boolean equals(Object o) {
        if (this == o) return true;
        if (o == null || getClass() != o.getClass()) return false;

        ClusteredBy that = (ClusteredBy) o;

        if (numberOfShards != that.numberOfShards) return false;
        if (!column.equals(that.column)) return false;

        return true;
    }

    @Override
    public String toString() {
        return MoreObjects.toStringHelper(this)
                .add("column", column)
                .add("number of shards", numberOfShards).toString();
    }

    @Override
    public <R, C> R accept(AstVisitor<R, C> visitor, C context) {
        return visitor.visitClusteredBy(this, context);
    }
}

redpajama_set_name: RedPajamaGithub


Recently, there have been multiple studies relating to chemical dependency. This kind of substance abuse manifests itself differently in different people, so it is important to analyze it from many different perspectives. For example, people with different physical characteristics, jobs, and personalities will experience this addiction differently. A specific recent study put out by the NIH analyzed rates of relapse. In general, this is an important aspect of recovery to consider because it can help health providers know what kind of care is the most long-lasting. Plus, this study also analysed whether or not these physicians were able to return to their practices. Researchers analyzed surgeons and non-surgeon physicians differently to make sure the results are repeatable. For more information about how to identify and apply research statistics in your general practice, see the source article at the NCBI website.
People who work high-stress jobs, such as physicians, are often found to be more at-risk for chemical dependency than people who have other professions. Specialized treatment options for them are generally beneficial. But should healthcare providers treat surgeons and non-surgeons differently in formal treatment programs? The study found that surgeons were more likely than non-surgeons to complete a physician health program. These programs facilitate addiction recovery from chemical dependency. However, surgeons were less likely to complete programs related to opiate addictions compared to non-surgeons. This could be because of stigma, accessibility issues, or the fact that surgeons do not feel like they have the time for these treatment programs.
In order to reach these conclusions, the study analyzed the chemical dependency rates over a five year span. This included the number of surgeons and non-surgeons able to return to the practice of medicine. Though not statistically significant, more surgeons completed satisfactory requirements to maintain their medical license and practice in their chosen profession compared to non-surgeon physicians. So, based on this data, there could be a need for specialized formal treatment options. However, we will need further studies in this area in order to get a conclusion that is statistically significant.
The Hayver platform provides the support and monitoring you need. Contact us at info(at)hayver.com for more information.


text:
Q: Form upload "undefined method `[]' for nil:NilClass" Delving into Rails' upload functionality and actually following this railsguide.
I use the following code for the upload form:
<%= form_tag({ action: :upload }, multipart: true) do %>
    <%= file_field_tag :picture %>
    <%= submit_tag %>
<% end %>

And this is my upload method:
def upload
    uploaded_io = params[:customer][:picture]     #erroneous line!!
    File.open(Rails.root.join('public', 'uploads', uploaded_io.original_filename), 'w') do |file|
      file.write(uploaded_io.read)
    end
    flash[:notice] = "File uploaded successfully!"
    redirect_to root_path
end

I have marked the line which I believe is erroneous in the second code snippet. The upload method is just pasted from the railsguide and I adjusted the params array to [:customer].
When uploading a file I get this error:
undefined method `[]' for nil:NilClass

It refers to the line I marked above.
I also found this other question, but I haven't figured out yet how that might help me.
What am I doing wrong? Is my form wrong or my controller method? Any help appreciated.

A: Try changing to
params[:picture]

Can always look at the logs to see how the request parameters hash is structured. When you use a form_for in rails, let's say on a customer object like below. You then get the fields as
[:customer][:field_name]

But since you just used the form_tag helper, it's not encased in another hash:
<%= form_for @customer do |f| %>
 <%= f.text_field :field_name %>
<% end %>

redpajama_set_name: RedPajamaStackExchange


text:
Home USA California State University, Stanislaus
Executive Masters of Business Administration (MBA)
California State University, Stanislaus, Turlock | USA
Fall (Aug)
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Completing a master's degree increases your chances of employment and helps you earn more. California State University, Stanislaus offers exceptional education, high-end practical learning and career opportunities for international students. After receiving their Executive Masters of Business Administration (MBA) from the California State University, Stanislaus, students will be able to pursue research work as well as work as a professional in the field.
The interactive curriculum, research opportunities and exceptional teaching faculty at California State University, Stanislaus provide students with a great learning experience. Executive Masters of Business Administration (MBA) helps students become creative and independent researchers. Overall, an Executive Masters of Business Administration (MBA) from the California State University, Stanislaus is an excellent choice for students who want to build a promising career. The employment rate of graduates from California State University, Stanislaus is high, and all its courses are structured to empower students for current and future industry requirements.
1.25 years
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redpajama_set_name: RedPajamaCommonCrawl


text:
Justia › US Law › Case Law › Texas Case Law › Supreme Court of Texas Decisions › 2014 › Arsenio Colorado v. Tyco Valves & Controls, L.P.
Receive free daily summaries of new opinions from the Supreme Court of Texas.
Arsenio Colorado v. Tyco Valves & Controls, L.P. (Opinion)
Justia Opinion Summary
When Tyco Valves & Controls, L.P. decided to close one of its facilities located in Houston, Tyco offered certain employees retention agreements providing that, if the employees remained with the company through the facility's closure, they would receive severance payments in the event they were not offered comparable employment with Tyco. After Tyco sold one of the production units located in the facility to another company, Plaintiffs, several former employees who had worked in that unit and been denied severance, filed a breach of contract action against Tyco. The trial court ruled in favor of the employees and awarded the severance pay. The court of appeals reversed. The Supreme Court affirmed, holding that the Employee Retirement Income and Security Act of 1974 preempted Plaintiffs' breach-of-contract claims.
IN THE SUPREME COURT OF TEXAS 444444444444 NO. 12-0360 444444444444 ARSENIO COLORADO, ET AL., PETITIONERS, v. TYCO VALVES & CONTROLS, L.P. AND TV&C GP HOLDINGS, INC., RESPONDENTS 4444444444444444444444444444444444444444444444444444 ON PETITION FOR REVIEW FROM THE COURT OF APPEALS FOR THE FIRST DISTRICT OF TEXAS 4444444444444444444444444444444444444444444444444444 Argued September 11, 2013 JUSTICE LEHRMANN delivered the opinion of the Court. After deciding to close one of its facilities, Tyco Valves & Controls, L.P. (Tyco) offered certain skilled employees retention agreements to encourage them to remain with the company through the facility s closure. These agreements provided that, in consideration for remaining employed during the retention period, the employees would receive (1) a cash bonus, and (2) severance payments in the event they were not offered comparable employment with Tyco. Eventually, Tyco sold one of the production units located in the facility to another company. Seventeen former Tyco employees who had worked in that unit and been denied severance sued Tyco for breach of contract. Eleven of those employees alleged that they were entitled to severance payments under the retention agreements, notwithstanding the fact that the purchasing company had offered them comparable employment commencing immediately upon the employees termination by Tyco. The other six employees, who had not executed retention agreements, alleged that they were entitled to severance payments under oral agreements with Tyco. After a bench trial, the trial court found for the employees, awarding them severance pay. The court of appeals reversed in a divided opinion and rendered judgment for Tyco. 365 S.W.3d 750. Three issues are presented for our review. First, we determine whether the employees breach-of-contract claims are preempted by the Employee Retirement Income and Security Act of 1974 (ERISA).1 If the claims are not preempted, we must also consider whether legally sufficient evidence exists to prove that (1) Tyco breached the retention agreements by failing to pay severance in light of the purchasing company s offers of comparable employment, and (2) oral agreements to pay severance existed between Tyco and the employees who did not have written agreements. We hold that ERISA preempts the employees breach-of-contract claims and thus need not reach the remaining issues. Accordingly, we affirm the court of appeals judgment. I. Factual and Procedural Background The plaintiffs in this action (Gimpel Employees) worked in Tyco s Gimpel Unit, which manufactured specialized valves. Along with various other Tyco production units, the Gimpel Unit was located in Tyco s West Gulf Bank facility in Houston. By the summer of 2006, Tyco planned to close the West Gulf Bank facility and relocate the units housed there. At that time, the Gimpel Employees were covered by Tyco s Severance Plan for U.S. Employees (ERISA Plan), which was undisputedly governed by ERISA and which provided for eligible employees to receive certain 1 ERISA is codified in Title 29 of the United States Code. See 29 U.S.C. §§ 1001 1461. 2 severance benefits in the event they were terminated for reasons other than cause. The ERISA Plan excluded from eligibility employees who were terminated as the result of a sale of Tyco s assets and had the opportunity to continue employment with the purchaser. The benefits schedule under the Plan included one week s severance pay for each year of the employee s service, subject to a minimum of two weeks and a maximum of fifty-two weeks (referred to as a 2-and-52 schedule). In August 2006, while plans for closing the West Gulf Bank facility were underway, Tyco s new human resources director, Holly Kriendler, created a one-page document entitled Tyco Valves and Controls Severance that outlined a severance schedule for that facility. Pursuant to this schedule (West Gulf Bank Schedule), eligible hourly employees would receive one week s severance pay for each year of service and eligible salaried employees would receive two weeks severance pay for each year of service, subject to a minimum of six weeks and a maximum of twenty-six weeks (referred to as a 6-and-26 schedule). In addition to this 6-and-26 schedule, the West Gulf Bank Schedule contained several provisions copied directly from the ERISA Plan, utilizing capitalized terms that were defined only in the ERISA Plan.2 It also stated: This policy shall apply to bands 4 7 and supersede any prior plan, program or policy under which the Company provided severance benefits prior to the Effective Date of the Policy. 3 In late 2006, Tyco informed the Gimpel Employees of its intention to sell, rather than relocate, the Gimpel Unit. In order to retain its skilled labor force and facilitate the sale, Tyco 2 For example, the West Gulf Bank Schedule uses terms like Severance Benefit, Participant, and Committee. 3 Tyco classified its employees in bands depending on their position. The Gimpel Employees were all classified within bands four through seven. 3 offered a Retention Incentive Agreement (RIA) to eleven of the Gimpel Employees (RIA Employees).4 Each RIA, dated between January 5 and January 15, 2007, was made by and between Tyco Valves and Controls, its successors and assigns ( Tyco or Company ), and [the respective RIA Employee]. 5 The RIAs provided for the payment of a retention incentive bonus if the employees remained with Tyco through a specified period, stating in relevant part: (a) Stay Incentive Bonus. If the Employee has remained an Active Employee of Tyco for the entire Retention Period . . . then, as soon as practical following the end of the Retention Period, Tyco will pay the Employee a retention incentive bonus (a Retention Bonus ) consisting of either: (i) in the event that the Employee is not offered Comparable Employment with Tyco, an amount equal to [between $2,500 and $10,000, depending on the Employee] (Retention Bonus) plus the standard Severance in accordance to [sic] the severance schedule associated with the closure of this facility. . . . [or] (ii) in the event that the Employee is offered Comparable Employment with Tyco, a cash payment of [between $2,500 and $10,000] subject to the Employee s acceptable performance during the Retention Period. The RIAs defined Comparable Employment to mean that within 30 days after the end of the Retention Period, the Employee is offered employment with the Company of comparable pay, status and skill level at a location that is within 25 miles of Employees [sic] current work location. In meetings with the West Gulf Bank facility s acting human-resources manager, conducted either when the RIAs were executed or shortly thereafter, the RIA Employees were orally assured that they would receive severance if the Gimpel Unit were sold. After discussions among 4 The RIA Employees are Petitioners Steven Craig, Umit Davulcu, Richard Gonzales, Lanny Heinrich, Leonard Hill, Chris Kahrig, Lay Keonakhone, Tung Le, Raul Martinez, Kenneth Nash, and Jimmy Phoumlavanh. 5 Beginning in August 2006, Tyco also entered into substantially identical RIAs with employees of other units located at the West Gulf Bank facility. Those employees are not part of the underlying suit. 4 management that confusion existed with respect to employee communications about severance, the Gimpel Employees were told that they would not be entitled to severance if they were offered a job by the purchaser of the Gimpel Unit. None of the RIA Employees who testified at trial had heard of the ERISA Plan when they signed the RIAs. On February 27, 2007, Tyco formally amended the ERISA Plan with an effective date relating back to December 1, 2006. Under the amended ERISA Plan, the severance schedule for the West Gulf Bank facility mirrored the 6-and-26 schedule set out in the West Gulf Bank Schedule; the amended Plan did not change the provision relating to employees who were terminated as a result of an asset sale. According to internal e-mails and Kriendler s testimony at trial, at the time the ERISA Plan was formally amended Tyco was already utilizing the 6-and-26 schedule for West Gulf Bank employees who had been terminated in connection with the facility s closure. Kriendler explained that she had believed flexibility existed in the ERISA Plan s severance schedule as it applied to non-executive employees. Thus, although the 6-and-26 schedule had been approved by the company s financial group, Kriendler didn t realize that there was a separate administrative approval that needed to be done through the plan administrator to properly utilize a schedule of benefits that differed from the schedule laid out in the ERISA Plan. As noted above, that administrative-approval process was completed on February 27, 2007, with an effective date of December 1, 2006. In the spring of 2007, Tyco agreed to sell the Gimpel Unit to Dresser-Rand Company. The asset purchase agreement between Dresser-Rand and Tyco required Dresser-Rand to hire all the Gimpel Employees at substantially the same pay rate and seniority level with respect to accrual of 5 and eligibility for non-pension retirement benefits, severance, and vacation. However, Tyco expressly reserved liability for wages, salary, severance, [and] bonuses, as well as any duties, obligations or liabilities arising under any employee benefit plan and any other amounts owed to the Gimpel Employees as of the closing date. In accordance with the purchase agreement, Dresser-Rand offered all the Gimpel Employees employment in effectively identical positions, with largely identical pay, benefits, and seniority. The Gimpel Employees commenced working for Dresser-Rand immediately following their termination by Tyco. The Gimpel Unit was moved to a Dresser-Rand facility fewer than twenty-five miles away from the West Gulf Bank facility. Tyco timely paid the lump-sum cash bonuses to the RIA Employees under the terms of the RIAs, but refused to pay severance to any of the Gimpel Employees because of Dresser-Rand s employment offers. The Gimpel Employees sued Tyco6 for breach of contract, alleging that they were entitled to severance upon the sale of the Gimpel Unit and their termination by Tyco. Six Gimpel Employees who had not executed RIAs (non-RIA Employees) claimed that Tyco had breached oral agreements to pay them severance on the same terms as the RIA Employees.7 The Gimpel Employees collectively alleged that they were not offered comparable employment with Tyco upon the sale of the Gimpel Unit and were therefore entitled to severance despite having obtained comparable positions with Dresser-Rand. Tyco denied entering into oral agreements with 6 Tyco s general partner, TV&C GP Holdings, Inc., is also a defendant. 7 The non-RIA Employees are Arsenio Colorado, Andy Huynh, Chris Luckey, Fernando Macias, Jorge Martinez, and Souk Vongsamphanh. 6 the non-RIA Employees and denied breaching the RIAs, contending that the RIA Employees were not entitled to severance because they were offered comparable employment with a Tyco successor. Shortly before trial, Tyco pled as an affirmative defense that the Gimpel Employees claims were preempted by ERISA. After a bench trial, the trial court rendered judgment for the Gimpel Employees. In its findings of fact and conclusions of law, the trial court found that the Gimpel Employees contract claims were not preempted by ERISA, as the agreements between Tyco and the Gimpel Employees were not connected to, dependent on, or related to the Tyco Severance Plan and were independent contracts with terms and conditions that [were] different from the Tyco Severance Plan. The trial court also held that Dresser-Rand was not a successor or assign of Tyco and that Tyco therefore breached the RIAs by refusing to pay severance to the RIA Employees. With regard to the non-RIA Employees, the trial court found that Tyco had made oral promises to pay them severance under the West Gulf Bank Schedule and that those promises constituted binding unilateral contracts that became irrevocable upon the employees performance by remaining with Tyco through the sale to Dresser-Rand. The court of appeals reversed in a divided opinion. A majority held that ERISA did not preempt the breach-of-contract claims and that no evidence demonstrated an oral agreement between Tyco and the non-RIA Employees. 365 S.W.3d at 770 71. As to the RIA Employees, the two justices who reached the issue were split as to whether the RIA Employees were offered comparable employment with a successor of Tyco and, in turn, whether Tyco breached the RIAs. Id. at 774; see also id. at 779 80 (Sharp, J., dissenting in part). One justice would have held that the claims 7 were preempted by ERISA and thus concurred in the court s take-nothing judgment for Tyco. Id. at 777 (Massengale, J., concurring). We granted the Gimpel Employees petition for review. II. ERISA Preemption of State-Law Claims We first address whether ERISA preempts the Gimpel Employees breach-of-contract claims. As applied to this case, ERISA preemption is an affirmative defense on which Tyco bore the burden of proof at trial. See Gorman v. Life Ins. Co. of N. Am., 811 S.W.2d 542, 546 (Tex. 1991) (holding that ERISA preemption is an affirmative defense where ERISA s preemptive effect would result only in a change of the applicable law and would not subject the claim to exclusive federal jurisdiction); 29 U.S.C. § 1132(a)(1)(B), (e)(1) (giving state and federal courts concurrent jurisdiction over actions by a beneficiary to recover benefits due under the terms of a covered plan or to enforce rights under the plan). Accordingly, we will disturb the trial court s finding against Tyco on this issue only if the Gimpel Employees claims were preempted as a matter of law. See Sterner v. Marathon Oil Co., 767 S.W.2d 686, 690 (Tex. 1989). ERISA is a comprehensive scheme enacted to promote employees interests in their benefit plans. Shaw v. Delta Air Lines, Inc., 463 U.S. 85, 90 (1983); Cathey v. Metro. Life Ins. Co., 805 S.W.2d 387, 388 (Tex. 1991). The statute establishes various pension-plan requirements and mandates uniform standards for both pension and welfare-benefit plans. Shaw, 463 U.S. at 91. ERISA does not itself mandate any particular set of benefits, but rather sets standards governing reporting, disclosure, and fiduciary responsibility for ERISA-governed plans. Id.; Cathey, 805 S.W.2d at 388. 8 Section 514(a) of ERISA preempts any and all State laws insofar as they may now or hereafter relate to any employee benefit plan covered by ERISA. 29 U.S.C. § 1144(a). ERISA s expansive preemption provisions are intended to ensure exclusive federal regulation of employee benefit plans. Aetna Health Inc. v. Davila, 542 U.S. 200, 208 (2004). Accordingly, ERISA s preemption provision has been broadly construed. Fort Halifax Packing Co. v. Coyne, 482 U.S. 1, 8 (1987) (citing Shaw, 463 U.S. at 96 97). State laws that are subject to preemption include not just statutes, but also common-law causes of action like the Gimpel Employees breach-of-contract claims. Gresham v. Lumbermen s Mut. Cas. Co., 404 F.3d 253, 258 (4th Cir. 2005) (citing 29 U.S.C. § 1144(c)(1)). Thus, in resolving the preemption issue, we must decide whether those claims relate to Tyco s ERISA Plan, which itself undisputedly qualifies as an employee benefit plan governed by ERISA. In Shaw, the United States Supreme Court construed the phrase relates to as carrying its ordinary meaning of having a connection with or reference to an employee benefit plan. 463 U.S. at 96 97. The Supreme Court noted, however, that if the state action affects a benefit plan in too tenuous, remote, or peripheral a manner, the impermissible connection to ERISA does not exist. Id. at 100 n.21; see also Egelhoff v. Egelhoff, 532 U.S. 141, 147 (2001) (looking to the objectives of the ERISA statute and the nature of the effect of the state law on ERISA plans in determining whether the forbidden connection exists) (citations and internal quotation marks omitted). The Supreme Court further clarified the bounds of ERISA preemption in Fort Halifax, holding that a statutorily mandated one-time, lump-sum severance payment to employees upon a plant closure did not require an administrative scheme to administer, and as such did not constitute 9 an employee benefit plan generating the potential for conflicting regulation. 482 U.S. at 12. The Court reasoned that Congress intended preemption to afford employers the advantages of a uniform set of administrative procedures governed by a single set of regulations[, but this] concern only arises . . . with respect to benefits whose provision by nature requires an ongoing administrative program to meet the employer s obligation. Id. at 11; see also Peace v. Am. Gen. Life Ins. Co., 462 F.3d 437, 440 41 (5th Cir. 2006) (holding that the employer did not have a plan under ERISA where no administrative scheme was required to pay the annuity benefit). Federal circuit cases addressing the preemption issue confirm that ERISA . . . preempts state common law causes of action that reference or pertain to an ERISA plan. Eide v. Grey Fox Technical Servs. Corp., 329 F.3d 600, 604 (8th Cir. 2003); see also Epps v. NCNB Tex., 7 F.3d 44, 45 (5th Cir. 1993) ( When a court must refer to an ERISA plan to determine the plaintiff s retirement benefits and compute the damages claimed, the claim relates to an ERISA plan. ). Further, if alleged promises made to employees were simply an attempt to amend [an] existing plan, then it follows that they were based on that plan. Crews v. Gen. Am. Life Ins. Co., 274 F.3d 502, 505 (8th Cir. 2001). The trial court found that Tyco s promises to pay severance to the Gimpel Employees were independent agreements based on the West Gulf Bank Schedule terms, not Tyco s ERISA Plan. The court of appeals agreed, holding that the RIAs provision for standard Severance in accordance to the severance schedule associated with the closure of this facility referred to the West Gulf Bank Schedule, 365 S.W.3d at 767, and that the West Gulf Bank Schedule was not associated with or related to an ERISA Plan, id. at 769. The concurring justice in the court of appeals would have 10 held that, rather than creating an independent duty, the RIAs and the West Gulf Bank Schedule were merely impermissible amendments to the Tyco Severance Plan and were thus related to the Plan and preempted by ERISA. Id. at 776 78 (Massengale, J., concurring). As an initial matter, and leaving aside the RIAs for the moment, we disagree with the trial court s and court of appeals conclusion that the West Gulf Bank Schedule was not related to the ERISA Plan, as they rely on evidence that is not probative of the improper amendment issue and ignore conclusive evidence contradicting that conclusion. Those courts found persuasive the undisputed fact that the West Gulf Bank Schedule s 6-and-26 schedule was in use at the West Gulf Bank facility, and had been communicated to its employees, before the ERISA Plan s formal amendment.8 By itself, however, this evidence is inconclusive. The express terms of the West Gulf Bank Schedule, the principal document on which the Gimpel Employees rely, provide that it supersede[s] any prior plan, program or policy under which the Company provided severance benefits prior to the Effective Date of the Policy. And Tyco provided such benefits under its ERISA Plan. This is consistent with Tyco s internal e-mails and Kriendler s testimony that the 6and-26 schedule was intended to replace the ERISA Plan s schedule of benefits as it applied to certain employees at the West Gulf Bank facility, and that confusion existed about the need to 8 This is consistent with the trial court s finding that one portion of Kriendler s testimony that she created the specific one-page document outlining the West Gulf Bank Schedule for her own use and did not intend for it to be distributed to employees lacked credibility. Kriendler never denied, and in fact affirmatively testified, that by August 2006 Tyco intended the 6-and-26 schedule reflected in the West Gulf Bank Schedule to apply to the closure of the West Gulf Bank facility. 11 formally amend the ERISA Plan to effectuate that change.9 Based on this evidence, we can come to no other conclusion than that the West Gulf Bank Schedule was an attempt to amend Tyco s ERISA Plan and that the formal process of amending the ERISA Plan was completed in February 2007.10 As discussed below, this conclusion is dispositive of the preemption question presented. Addressing the non-RIA Employees claims first, we hold that they are preempted by ERISA. The trial court found that Tyco agreed to pay severance to those employees by directly communicating the West Gulf Bank Schedule terms to the employees and posting the schedule on a facility bulletin board. But promises to pay severance pursuant to the West Gulf Bank Schedule were simply promises to pay severance pursuant to an improperly amended ERISA Plan. It follows, then, that such promises were based on that plan. Crews, 274 F.3d at 505. While the RIA Employees claims are a closer question, we similarly hold that they are preempted. The RIAs, in order to give employees incentive to remain with Tyco through the closure of the West Gulf Bank facility, promised the employees (1) a one-time cash bonus, payable without further condition, and (2) in the event that the Employee is not offered Comparable Employment with Tyco, . . . the standard Severance in accordance to [sic] the severance schedule associated with the closure of this facility. Although the bonus provision, with which Tyco complied, is not at 9 The trial court found that the West Gulf Bank Schedule had been created in connection with a prior restructuring. Specifically, Kriendler testified that the 6-and-26 schedule was utilized with respect to a handful of employees who had been displaced when two other Tyco facilities were relocated. We fail to see how this evidence is relevant to the question of whether the schedule was an improper attempt to amend the ERISA Plan with respect to the West Gulf Bank employees. 10 The parties do not address, and we express no opinion on, the propriety under ERISA of making the amended Plan effective retroactively to December 1, 2006. 12 issue in this case, a comparison of that provision with the severance provision aids our conclusion that the latter is preempted. The bonus provision does not refer to or rely on the ERISA Plan in any way, and is akin to the non-preempted statute in Fort Halifax mandating a one-time, lump-sum severance payment to employees for remaining employed through a plant closure. Fort Halifax, 482 U.S. at 12. By contrast, the severance provision may be analyzed only in conjunction with the standard Severance. The trial court and court of appeals held that the standard Severance referenced in the RIAs was the West Gulf Bank Schedule and that these two documents could be analyzed independently of the ERISA Plan. But as discussed above, the West Gulf Bank Schedule was an improper attempt to amend the ERISA Plan s schedule of benefits, which was subsequently incorporated by formal amendment to the Plan. Accordingly, even if the standard Severance to which the RIAs refer is the severance benefit described in the West Gulf Bank Schedule, that Schedule itself relates to and is an improper attempt to amend the ERISA Plan. See 365 S.W.3d at 777 (Massengale, J., concurring). In turn, any benefits must be calculated pursuant to the ERISA Plan, which, as amended, sets out the 6-and-26 schedule described above. See Epps, 7 F.3d at 45 (holding that an employee s claim for breach of a letter agreement was preempted by ERISA where the agreement d[id] not specify the amount or other terms of [the employee s] retirement benefits, and the court would have to refer to the [employer s ERISA-governed retirement plan] to determine [the employee s] retirement benefits and calculate the damages claimed ). We thus agree with the concurring justice in the court of appeals that [t]he contract claims at issue have the forbidden connection because the 13 RIAs reference and borrow terms from Tyco s [ERISA P]lan, yet they also purport to modify the eligibility parameters of the severance benefit provided under that plan. 365 S.W.3d at 777 (Massengale, J., concurring); see also Crews, 274 F.3d at 505 (where promises made to employees are simply an attempt to amend [an] existing plan, then it follows that they were based on that plan ). The RIAs reference to and reliance on the ERISA Plan is significant and distinguishes this case from those relied upon by the RIA Employees. In Crews, for example, General American Life Insurance Company allegedly promised its employees a lump-sum severance payment in consideration for the employees remaining with the company following the termination of its contract with the Health Care Financing Administration. 274 F.3d at 505 06. General American did not mention the plan in promising to pay the stay-on bonus, which was calculated differently from the benefit in the established plan. Id. at 505. Further, the bonus s purpose was unrelated to the plan s purpose of aiding terminated employees. Id. The stay-on bonus in Crews is akin to the cash-bonus provision in the RIAs. Both specify a benefit in a particular amount that differs from the calculation under an established ERISA plan, and both are triggered solely by the employees remaining with the company through a fixed date. By contrast, the RIAs severance provision enumerates benefits that can only be calculated by reference to the West Gulf Bank Schedule, which in turn relates to the ERISA Plan. Further, by promising the severance payment only in the event the employee is not offered comparable employment, the severance provision goes beyond giving employees incentive to stay with the company and remains tied to protecting employees who suffer at least an adverse employment 14 action, if not a total loss of employment, through no fault of their own. The ERISA Plan serves a similar purpose of providing benefits to employees who are involuntarily terminated for reasons other than cause. The RIA Employees also rely heavily on Gresham, in which the Fourth Circuit held that an employee s breach-of-contract claim based on a severance provision in a written employment offer was not preempted by ERISA because the agreement operated independently of the employer s established severance plan. 404 F.3d at 259. The facts of Gresham are similar in several ways to the facts at hand. As in this case, the established plan denied severance to an employee who was offered employment by a purchasing company, while the only condition on payment of severance in the employment agreement was termination without cause. Id. Further, the Fourth Circuit held that the employee was entitled to the severance benefit even though he had accepted employment with a purchasing company. Id. at 262 63. However, significant differences also exist between the circumstances in Gresham and those at issue here that lead us to reach the opposite conclusion on preemption. First, the offer letter in Gresham did not mention the established plan and expressly set out a benefit calculation that differed from the plan s schedule. Id. at 256; see also Santini v. Cytec Indus., Inc., 537 F. Supp. 2d 1230, 1245 (S.D. Ala. 2008) ( In the instant action, the agreement at issue does not promise to provide benefits under the Plan or refer to the Plan in any way. Plaintiff s employment contract agrees to provide a notice period and/or payments upon termination, calculated according to the terms stated in the employment contract. ). Again, in this case, the RIAs referenced the West Gulf Bank Schedule, which related to the ERISA Plan, and benefits could not be calculated independently 15 of that Plan. Further, in Gresham, the Fourth Circuit found persuasive that there was no indication in the record that severance pay awarded to Gresham pursuant to his employment agreement would be paid out of funds allocated to the Severance Plan. 404 F.3d at 259; see also Eide, 329 F.3d at 606 (noting that promised severance benefits in the event of termination by a purchasing company were not to be delivered pursuant to [the severance plan], but were to be distributed as a lump-sum payment upon termination). In this case, both the ERISA Plan and the West Gulf Bank Schedule provided that benefits shall be paid in accordance with normal payroll practices over the Severance Period or from a supplemental unemployment benefits trust. All indications, therefore, are that any severance benefits owed to the employees under the RIAs would originate from the same source as any benefits owed under the ERISA Plan. Based on the clear connection between the RIAs and the ERISA Plan, we cannot conclude that they operated independently. That said, we share the Fourth Circuit s concern, expressed in Gresham, that a finding of preemption whenever the plaintiff claims an independent promise to pay benefits of the same type as benefits also provided by an ERISA-governed plan would limit employers ability to lure desirable employees by offering benefits better than those available to the rank-and-file. 404 F.3d at 259 n.5. But our holding is not based on the fact that the RIAs severance provision promises to pay benefits of the same type as benefits offered under the ERISA Plan. Rather, it is based on the fact that the employees entitlement to benefits under the RIAs, and the damages claimed, could not be fully evaluated without considering the ERISA-governed plan that was expressly referenced in the RIAs. Further, the benefits originated from the same source. As discussed above, at best, the RIA Employees claims stem from an improper attempt to amend 16 the ERISA Plan and are thus necessarily based on that plan. Crews, 274 F.3d at 505. Accordingly, we hold that the RIAs did not operate independently of the ERISA Plan. The RIA Employees breach-of-contract claims are thus related to the ERISA Plan and are in turn preempted by ERISA. IV. Conclusion Because the Gimpel Employees contract claims are preempted, we need not decide whether legally sufficient evidence supports the trial court s findings as to those claims.11 Although we disagree with the court of appeals opinion on the preemption issue, we nevertheless agree with the court s judgment that the Gimpel Employees take nothing by their breach-of-contract claims. Accordingly, we affirm the court of appeals judgment. _________________________________ Debra H. Lehrmann Justice OPINION DELIVERED: March 28, 2014 11 The Gimpel Employees have never asserted that they prevail under ERISA in the event the claims are preempted. At oral argument, counsel for the Gimpel Employees conceded that they could not successfully assert a claim for benefits under the ERISA Plan. Thus, there is no basis on which to remand the case. 17
of Supreme Court of Texas opinions.


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On one level, there's a sense of relief that the Phillies inked Pete Mackanin to a two-year contract extension that may include 2019.
From what we've seen and heard, the young players in the clubhouse like Mackanin. He's affable, fair and speaks multiple languages. He learns. He has some new-age qualities, but retains some old-school traits, somewhere in between Charlie Manuel and Joe Maddon on the spectrum of baseball managing skills. That's not bad.
But the timing of the extension is curious.
See, Mackanin is going through arguably his worst stretch as both a game manager and communicator. His handling of the bullpen hasn't been great, though one can argue it's early in the season, the arms themselves aren't optimal, and the Phils have been victimized by really good hitting (Bryce Harper, Yoenis Cespedes, et al.). But how he's communicated his handling of the bullpen has been suspect, at best. After Wednesday's thrashing of the Phils by Seattle, reliever Joaquin Benoit called out "the people that run" the pitching staff for a lack of consistent leadership in setting roles.
Now, I'm not the biggest bullpen role guy. Relievers are fungible, and only in rare cases does the traditional setup-lefty-setup-closer structure work for an elongated period of time.
But Benoit has a point. Mackanin stripped Jeanmar Gomez of the closer role in the mega-early part of the season, handing the ball to a baffled but accepting Benoit. Then, after Benoit blew one game (thanks to said Harper), Mackanin started using Hector Neris as his closer. But, as this Benoit seems to be suggesting, he wasn't told that he lost the job.
Since, the bullpen has been "throw darts at the board and see what sticks." Which is weird, because the bullpen hasn't been *that* bad statistically.
But here's the problem: If Mackanin simply told his guys that the first two months (or whatever) would be a feeling-out period with the 'pen, a chance to see who has the best stuff for the high-leverage spots, then fine. But seemingly, again going off Benoit's comments, this didn't happen. Instead, guys are in the dark about when they're entering games, who they'd be likely facing, and how they should prepare.
So why now, when Mackanin for the first time has been called out (though not by name) by one of his players that he gets a two-year extension? Is this just quirky happenstance, as the two sides ironed out something before Wednesday's game and it took this long to cross Ts and dot Is? Or can we put on our not-so tin-foil hats and wonder if the Phils (while happy overall with Mackanin's body of work) are sending some message to the clubhouse with the timing of this announcement?
Big deal? Not necessarily. But why didn't the Phils extend Mackanin during spring training? Nothing has changed since then; Mackanin has done nothing in the first month and a half of 2017 to prove he deserves an extension any more than before the season. In some ways, he's actually worsened his case.
But he's the guy. Matt Klentak, Andy MacPhail and Co. believe he can steer a ship of Odubel Herrera and 24 other guys toward the Phils' first playoff berth since 2011.
Fine. I'm okay with that. But don't make me raise my not-so tin-foil hat again.


Residents turned out to hear from four state cabinet secretaries during an event in Tamaqua on Tuesday.
Usually if four members of the governor's cabinet are in one room, there's a good chance it's somewhere in Harrisburg.
But the heads of four state agencies got together in Tamaqua on Tuesday to field questions from residents and officials from Carbon and Schuylkill counties.
Pedro Rivera, Department of Education; Teresa Miller, Department of Human Services; Patrick McDonnell, Department of Environmental Protection; and Rick Flinn, Pennsylvania Emergency Management Agency, spoke about what their agencies have done since Gov. Tom Wolf took office in 2015.
Barbara Sipler, a teacher who retired from Weatherly Area School District after 42 years, asked Rivera how he would change "toxic" standardized testing which takes up instructional time and restricts what teachers can teach.
Rivera said Wolf has reduced the time that students spend taking tests by two days and moved testing days later in the year so teachers don't feel pressure to teach only what is on the test.
Tamaqua Mayor Nathan Gerace took issue with Wolf's proposal for a $12 minimum wage, suggesting that it would be better to first pay first responders rather than increase the pay for a teenager working a part-time job.
"I'm a firm believer that higher wage comes from higher education, or higher workplace training," he said.
DHS Secretary Miller said the goal of increasing minimum wage is to reduce the amount spent on social services by helping adults, specifically parents, who work full time but still require government assistance.
East Penn Township resident Dorothy Eberts asked McDonnell how to prevent the use of sewage sludge, or biosolids, on local fields. McDonnell said that the state has a long-standing program including regulations on both the plants that produce the material, and the farms where it's used.
"We have a program to make sure we are being protective in terms of the application of biosolids on lands throughout the commonwealth," he said.
Others asked McDonnell about the impact of mining, past and present.
Paula Schuetrum of Tamaqua asked about the efforts to remediate mining sites in Schuylkill Township, noting the orange streams which can be seen in that area.
Lansford Councilwoman Marie Ondrus related a story from another resident concerned about blasting at a mine that was so loud she was afraid it damaged her foundation.
"She had a therapist there, and it was so loud he thought her furnace blew up," Ondrus said.
Social services workers spoke to Miller about the need for more funding, and the need to stand up to those who belittle their profession.
A mental health professional from Schuylkill County defended the people she works with and criticized former Gov. Tom Corbett for saying that public welfare doesn't generate wealth.
"How is your administration educating people that the recipients of DHS dollars are people with significant medical, mental disabilities, the elderly, children and drug and alcohol dependents," she said.
Miller said stigma is one of the biggest obstacles that her department faces. She said only 30 percent of seniors who are eligible for Supplemental Nutrition Assistance enroll, despite the fact that the program is federally funded and proven to lead to lower health care costs.
"Stigma is one of those issues that keeps coming up, it keeps people who need our services from getting them," she said.


text:
January sees UK lenders launch raft of new and revised products
A highly competitive market and changes in taxation policies prompt Shawbrook Bank, Precise Mortgages and Coventry for intermediaries to launch revised mortgage offerings.
A new limited company buy to let mortgage product is now available from Precise Mortgages.
The product is on offer for loan sizes of up to £3 million at up to 80% loan to value. Rates start at 4.09%.
Applicants can have up to 10 loans with Precise Mortgages, up to a maximum of £5 million and can also own unlimited properties through other lenders.
The maximum loan term is 30 years and the maximum age at application is 80 years of age.
Alan Cleary, managing director at Precise Mortgages, said:
"Changes in the taxation of buy to let properties may result in more professional landlords using a Ltd Company structure. Therefore, we have launched this product to help intermediaries meet the needs of their customers."
Precise has also recently announced that it is entering into the government Help to Buy scheme.
Help to Buy Almost Prime products start at 3.55% up to 75% LTV for a two-year tracker.
Two-year fixed rates start at 3.95%, while its four-year fixed rate is available from 4.20%.
Help to Buy Near Prime products include a 5.05% two-year tracker, a two-year fix from 5.45% and four-year fix at 5.70%.
Meanwhile, Shawbrook Bank has reduced rates by 0.20% to 0.35% across its residential refurbishment range.
Karen Bennett, sales and marketing director, commercial mortgages, at Shawbrook, said:
"It is testament to the hard work of the Shawbrook teams and the close relationship we have with our broker partners that we have been able to take on board feedback, and deliver such a significant series of improvements to elements of the residential product suite in January."
Lastly, Coventry for intermediaries has cut the rates on its residential and buy to let mortgages, including its two-year fixed, five-year fixed and Flexx for Term products.
Coventry's residential 90% loan to value mortgage is now available from 3.15%, with a £999 arrangement fee and the 75% loan to value buy to let product has been reduced from 2.95% to 2.55%.
Darin Landon, distribution director, Coventry for intermediaries, said:
"We're delighted to reduce the rates on selected Fixed and Flexx for Term Residential and Buy to Let products, with a variety of fee options available. Plus, all of our products are booking fee free and include a valuation of up to £670 for Residential and £700 for Buy to Let."
BTL Mortgage Calculator


Learn how to remove Bookmarks from audio clips in PowerPoint 2013 for Windows.
Once you add Bookmark(s) to an audio clip, you may want to edit or remove the Bookmark altogether. In PowerPoint you can't edit a Bookmark -- for example, you cannot change the time position of your Bookmark from 30 seconds to 28 seconds. To achieve this change, you have to delete the earlier Bookmark, and then add a new Bookmark on the time position that you want.
Open your presentation, and navigate to the required slide where you have already inserted an audio clip. If your audio clip has no Bookmarks added, go ahead and add a Bookmark. The audio clip that you see in Figure 1, below has four bookmarks added -- notice the white dots that represent these bookmarks within the red highlighted area.
Note: Do not press the Delete key on your keyboard -- that will delete the entire audio clip from your slide!
This removes the Bookmark from the audio clip, as shown in Figure 4. If you removed this Bookmark by error, quickly undo the last step by pressing Ctrl+Z.


2012-13 Storyline: After a tumultuous offseason that saw UVM lose their leading scorer, best recruit, and most of their coaching staff, can they possibly finish anywhere but last?
Random Fact: New Catamount assistant coach Kyle Wallack was reportedly a front-runner to replace Blaise MacDonald in Amherst until Toot Cahoon stepped down, but ended up in Burlington after John Micheletto and Joey Gasparini moved on to UMass.
It's tough to say last season could've been any worse for the Catamounts as they won just six games total, finished out of the Hockey East playoffs by a mere 16 points, and managed to score a meager 2.15 goals a game. But then the offseason started and things continued to be rough for Vermont fans. First, junior Sebastian Stalberg left town, taking his team leading 12 goals and 19 assists with him. Then, prized incoming recruit Zemgus Girgensons signed with the Buffalo Sabres, the team who had earlier taken him 14th overall in the NHL Draft. And shortly after head coach Kevin Sneddon found himself having to replace two assistant coaches and a director of hockey operations as his former staff relocated to Amherst.
There will be a lot of weight on the shoulders of Kyle Reynolds and Connor Brickley to improve the woefully bad scoring this coming season. Reynolds had a solid freshman year, gaining double digits in both goals and assists. Brickley was on his way to a breakout season until he was injured during the World Junior Championships and ended up missing about a third of the season. Incoming freshmen Jonathan Turk, coming off a 30 goals season in the juniors in Alberta, and Michigan transfer Jacob Fallon will be looked upon to contribute right away.
Nick Bruneteau is the most experienced defenseman coming back, but it'll be interested to see how NHL Draft picks Nick Luukko and and Michael Paliotta fare in their second season for the Cats. Paliotta was an everyday player last year while Luukko was giving the team solid minutes until he went down with injury at New Years. Even before Rob Madore's graduation the goaltending situation was fluid for UVM. That's the case again this year where senior John Vazzano will likely battle freshmen Billy Faust and Brody Hoffman. Both put up solid numbers in the Western Canada junior leagues.
In addition to our first season preview today, we also have our first recruit update, a weekly FTT feature ever Tuesday during the season.
The Fall Classic will kick off the USHL season this week. Gillespie will look to build off a five goal and eight assist season last year with Omaha.
According to this post from ESPN Boston, it does sound like Iovanna will return to Malden Catholic this year.
Smith was kept off the scoresheet as the EJHL season got underway this past weekend. It'll be interesting to see how he does this season where he'll likely spend the entire time with the Pics' EJHL team, no longer splitting time in the Empire league.
Merrimack's new practice rink and other upgrades could help the area get an USHL franchise. I'd love to see the top American junior league expand to the northeast. It certainly would make my recruiting updates a little easier.


The Palms, a multifamily asset conveniently located right across University of Texas RGV.The Palms consist of 112 units within eleven buildings. The seller has self-managed with a direct-hire onsite manager. There are a central, gated swimming pool area, a management/leasing office and an on-site Laundry facility. Recently Renovated and Stabilized. Renovations consist on complete remodel of interior with upgraded finishes and extensive rehab and remodel to exterior including New Roof (2016), Flooring (All Tile), HVAC ( 70% ) replaced, Laundry Room, and landscaping. $632K Gross Profit per 2018 P&L. RUBS was just implemented to recapture 90% of the utility expenses which will go directly to the bottom line increasing NOI and Cash Flow! Laundry Equipment is owned and coined operated. Conveniently located walking distance to Retail and Shopping Centers. Approved for the construction of 16 more units within the property add value and potentially increasing CAP and value-add appreciation.


Welcome to the Dermatology Laser Center & Spa, established in 1987 and located in San Marcos, Texas. We have developed a distinctive philosophy for offering exceptional dermatological care, fusing aesthetics and medicine. We provide the latest and most advanced technology for individuals who desire customized treatments and high quality dermatological care. From our cosmetic treatments to our medical procedures, we aim to keep our patients looking great and feeling even better.
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Zechariah was an old man when the angel appeared to him. His priestly career was mostly behind him as was the hope of fatherhood. In fact, Zechariah was long past hoping. He was trying to understand the reasons why. He and his wife Elizabeth had tried to have children for many years. They had prayed too. Of course, they had prayed. Zechariah was a priest and Elizabeth a descendant of Aaron! They had been faithful to God for many years. Yet in all that time God had withheld this small blessing from them.
By now you would think that this ambition would have burned low, along with the desire that accompanies it. Yet when the day came for Zechariah to enter the holy place to pray and offer incense, it occupied his mind. After all those years of faithful service, had it really been so much to ask? Others had been granted this blessing, some many times over. Family members, friends, and some who seemed far less devoted to God than Zechariah and Elizabeth had been allowed to become parents. Time and again he and Elizabeth had been called to celebrate the birth of someone else's child. Elizabeth wept secret tears over the pitying looks she received from the other women. Zechariah tried to comfort her in his clumsy way and urged her not to give up. Now it was too late. They both knew it. Elizabeth was barren. He was old. They were both too far gone in years to hope for children any longer.
Was the old priest brooding? Perhaps, a little. But it was short lived. He was interrupted with a start when out of the corner of his eye he noticed a figure in the shadows standing next to the altar of incense. The flickering light from the seven branches of the lampstand made the man seem to dance. Zechariah gasped involuntarily and the hair on the back of his neck stood on end. His first thought was that there has been some confusion. Perhaps another priest had mistakenly thought that the lot had fallen to him to perform this duty. Maybe the error been Zechariah's.
Zechariah recognized these rules. They were the laws associated with a Nazarite Vow. If the stranger was speaking the truth, not only would he and Elizabeth have a son, but their son would be devoted to the Lord from birth. He would be like Samson or Samuel.
A thrill of happiness swept over Zechariah, like a wave that breaks upon the shore. It dissipated just as quickly. This was too good to be true. Perhaps someone was playing a practical joke. But it couldn't be. No priest or Israelite would dare to trespass here. It was too dangerous. He had heard stories of this kind of thing all his life. Visitations by strangers with promises that came from God. It was the sort of thing that happened to people like Abraham and Sarah, Elkanah and Hannah. But that was in the old stories. He could not imagine such a thing ever happening to him.
At last Zechariah found the courage to speak. "How can I be sure of this?" he demanded. "I am an old man and my wife is well along in years." There was a note of helplessness in his voice. As if Zechariah was afraid to believe what he heard. He and his Elizabeth had prayed so hard and had waited so long. He did not think they could bear to be disappointed again.
As soon as the words were out of his mouth, Zechariah regretted them. He saw the speaker's expression change in the lamplight. His eyebrows rose in surprise and the timbre of his voice changed from reassurance to indignation. "I am Gabriel. I stand in the presence of God, and I have been sent to speak to you and to tell you this good news" he declared. The angel had not actually raised his voice. Yet his words struck Zechariah like the blast of a trumpet. If terror had not kept him frozen in place, he would have fallen on his face and covered his ears.
"Now you will be silent and not able to speak until the day this happens, because you did not believe my words, which will come true at their proper time!" the angel declared.
And then suddenly he was gone. The light seemed to flicker the way a candle does when it gutters. Or the way the sparks rise when incense touches the coals on the altar. There was a hint of fragrance in the air. Not the usual smell of incense but something else. A fragrance that Zechariah could not identify. It made him dizzy. The old priest stood there for several minutes breathing heavily. The ancient silence of the place gathered around him and he tried to collect his thoughts. At last, he made his way out of the Holy Place, stumbling like a blind man.
Meanwhile outside in the temple court, there was a growing sound like waves that have been troubled by the wind when a storm is rising. It was the sound of murmuring coming from those who waited for Zechariah to finish his duties. They were nervous. This delay was not a good sign. Some wondered whether Zechariah had died. Perhaps he had collapsed from old age or maybe he had been smitten by God. After all, such things had happened before. Hadn't Aaron's own sons had been struck down when they offered strange fire before the Lord? The waiting multitude cried out in relief when Zechariah finally came into view. But something had happened. That much was clear from the expression on his face. They began to pepper him with questions.
Zechariah raised his arms like someone pronouncing a benediction in a vain attempt to ward off the crowd that swarmed around him. By now he was fully possessed by the joy of what the angel had said. He grinned like a fool. He reeled like a drunken man. He opened his mouth to shout the good news but of course, he could not utter a word. Zechariah began to heave with silent laughter, as tears streamed down his face. He gesticulated wildly with his hands in an attempt to communicate by signs. "He has had some kind of vision," someone said at last. And Zechariah nodded emphatically.
In this way, it came to pass that Zechariah and Elizabeth were drawn into the ancient stories they had known all their lives and so became a tale themselves. Like the answering line of some advent carol, their joys and sorrows were joined to those who had come before. Just as their promised child would set the stage for everything that would come afterward. When Elizabeth's time was complete, she gave birth to a son. Zechariah wept. Elizabeth laughed. They named him John, just as the angel had predicted. And this was only the beginning of signs.
Last Christmas Eve I attended church. It was the sort of church one often sees these days: chairs where there used to be pews, a worship band instead of a choir, skinny jeans rather than vestments, and exposed ductwork in the place of vaulted ceilings and stained glass. In other words, it was your garden-variety contemporary congregation.
Just before the message, the pastor invited all the children to come on stage and listen to someone read from a picture book about a mouse who discovers the true meaning of Christmas. I'm afraid that I can't recall the details about the storyline. Only that it was unmemorable. Indeed, if there was anything at all remarkable about the tale, it was the church's assumption that the Bible's own account of Christ's nativity did not possess enough wonder to capture a child's imagination. I find this hard to understand.
What we need is not a new story but renewed confidence in the old story that has been entrusted to us. To use the Bible's language, what we need is faith. We live in a world that is starved for wonder. Anyone who doubts this need only look at the other stories which occupy our imagination. They are tales of super-beings and superpowers, angels and demons. They depict a world where the dead come back to life and evil is vanquished. Yet it is a world where God, if he exists at all, is conspicuously absent. That is to say, we are immersed in stories which not only reflect our dreams but also our disease.
and we are sore afraid.
and yet so strange and unearthly.
Now that Advent has arrived, I suppose it is time for my annual Christmas lament. I am reluctant to speak. I am afraid of adding another shrill note to the year's collective shriek. Everybody, it seems to me, is up in arms. Every word is an affront. It is tempting to blame our national mood on the election, but I believe its roots go deeper. If the outcome of the election had been different, I do not think that the tone would have changed. It would only have meant that different voices would be singing the same parts. We are all outraged now.
I cannot help being struck by the difference in Jesus' tone. It was predicted by the prophet Isaiah who declared, "He will not shout or cry out, or raise his voice in the streets" (Isaiah 42:2). Despite the shout of joy that Heaven uttered at His birth, Jesus came into the world in relative obscurity and deliberately refused the limelight. When they tried to make Him a king by force, He opted for the path of solitude and suffering instead (John 6:15). This was not because He shunned royal office. Jesus knew it was His by right. Rather, He took this route because He knew that the only way to put things right was to take the wrong upon Himself. The beauty of Christmas is not the romance of a babe in a manger but the mystery that poet Richard Crashaw celebrates when he speaks of "eternity shut in a span." It is the astonishing fact that God became flesh and lived among us in order to take our sin upon Himself, working justice by His own death and resurrection.


text:
The Community's Genuine Voice
Meet JD Cortez, a student-turned-young-professional sneaker enthusiast. Being in the game for almost 6 years isn't a surprising fact for everyone. His collection, which consists of highly sought after pairs, will surely catch your eye. But for JD, sneakers is not the primary meaning of being a "sneakerhead". Sounds strange? Today, as you read this, we hope JD's words can inspire you in different ways.
What makes him extra special in the community? Find it out in our exclusive Q&A.
SA'ICHI: Tell us a little background about JD's early sneaker days.
JD Cortez: I began collecting sneakers when I was in 3rd year high school. But my love for sneakers began with a pair of black and yellow Nike Air Flight Gary Paytons, it was something I wore for almost 2 years. I've always had my love for basketball as I used to play the sport for Ateneo.
I can say that, my love for basketball honed my passion for sneakers.
"I began collecting as early as 3rd year high school. But my story began with a black and yellow Nike Air Flight Gary Payton sneaker, it was something I wore for almost 2 years. Dati kasi yung shoes para sakin it's only once a year. Syempre, I had my love for basketball as I used to play basketball for Ateneo. I can say that my love for basketball honed my passion for sneakers."
SA'1: What is sneaker collecting for you?
JD: For me, sneakers is an extension of my passion for basketball. It made me develop my way of collecting sneakers. When I stopped playing, I lost piece of me. But with sneakers, I'm always reminded of my roots.
"For me, sneakers is an extension of basketball kasi, because it's my passion. So na-develop yung pag-collect ng sneakers. When I stopped playing, nawala yung piece of me – but with sneakers I'm always reminded with my roots."
SA'1: What is your most memorable moment in the sneaker game?
JD: It took me 23 hours in Nike Park BGC to successfully purchase a Jordan 11 "Concord". Before, the word "hype" triggered the release to be so big, with the sneaker having a sense of "everyone had to had it". The release was done in the traditional way of lining up, plus it taught me how to sleep outside a store with random people - all for the love of the sneaker game.
"My most memorable sneaker moment was when I lined up for 23 hours to purchase a Jordan 11 "Concord". Dati the word "hype" triggered the release to be so big and the sneaker had the sense of "everyone had to had it". What happened was the traditional way of lining up for a sneaker. It taught me how to sleep outside a store with random people - all for the love of the sneaker game."
SA'1: How many pairs do you currently own? Which one is your favorite?
JD: Right now, I have 115 pairs. It's a combination of basketball shoes and lifestyle sneakers from various brands such as Nike (my first love), ASICS, adidas, New Balance, Saucony, Reebok, Puma. All of which I learned from SA. My favorite of them all? The St. Alfred x Asics Gel-Lyte III, the adidas NMD "OG", and my Nike Air Max Zero.
SA'1: Do you regret any sneaker that you passed on?
JD: I do not regret passing on any sneaker because there will always be another pair out there. But sometimes, there are sneakers that I really want and we don't have access to it. For me, sneakers is a part of my DNA, and at the same time having sneakers is an expression of who you are and who you want to be.
Due to logistical and availability reasons, I purchase some of my "must-have" pairs from other collectors - who are very helpful.
"I don't regret passing on sneakers because lagi naman magkakaroon pa naman iba dyan. Pero sometimes, meron mga sneakers na sobrang gusto ko tapos hindi accessible satin. Kasi to me, sneakers is a part of my DNA, at the same time sneakers is having an expression of who you are, and who you want to be. Yung mga sneakers na hindi ko nakuha, due to logistical/availability reasons, I purchase from other collectors, which are very helpful naman."
SA'1: How did you learn about Sole Academy?
JD: I learned about SA when I was in college because of the original Sneaker Hunt. During that time, I wanted a classy, fashionable, presentable sneaker - which Sole Academy had that time. It started with a Vans California, which was available that time at the store.
"I learned about SA when I was in college, because of the original Sneaker Hunt. During college I wanted a classy, fashionable, presentable sneaker which Sole Academy had. It started with a Vans California, which was available that time at the store."
SA'1: Your love for Asics is very evident. If ever you are collaborating with the brand, how would the pair look like?
JD: I'll go with an Asics Gel-Lyte III. I'm very proud of my school, so it will be Blue / White with a touch of black and maybe gray. Just the combination of the right accents and materials such as suede and leather. I'll call it the "Asics Gel-Lyte III Blue Eagle".
"Siguro, I'll go with an Asics Gel-Lyte III. I'm very proud of my school, so I'll go with a Blue/White pair with a touch of black and maybe grey. Just a combination of the right accents, combination of suede and leather. Maybe call it a Blue Eagle Gel-Lyte III."
SA'1: What can you say about the Philippines' passion for sneakers?
JD: It's crazy, super crazy. Just like me, I waited in line for 23 hours for an Air Jordan. Everyone has their own reason, but at the end of the day it boils down to the love for sneakers. So I think it's really crazy, because people can do anything for a sneaker.
"Crazy, sobrang crazy. Parang ako, pumila ako for 23 hours for a Jordan. Siyempre, kanyang kanya rason yan bakit pumipili, pero at the end of the day everyone loves sneakers. So it's really crazy, because people can do anything for a sneaker."
SA'1: How do you see the sneaker game 5 years from now?
JD: In 5 years, I think the sneaker game will still be very in demand. Before, big releases only happened every once every quarter,once a month, and now big releases happen every week. Maybe in 5 years big releases can happen.. (pauses and smiles) everyday?
But for me the most important part of the sneaker game is the sneaker community. The scene should promote passion and love, instead of hate and arrogance. There should be a constant collaboration of helping each other out.
"In 5 years, sobrang lakas padin ng sneaker game. Dati once a quarter lang ang big releases, naging once a month, tapos ngayon parang every week na. Siguro in 5 years everyday na? But for me the most important part of the sneaker game is the sneaker community. Kasi doon, it promotes passion, love, instead of hate and pagyayabang. There should be a constant collaboration of helping each other out."
JD's Lebron III from his parents
SA'1: Who do you look up to in the sneaker world/life?
JD: I look up to my father, because he is the most selfless and genuine man I know. He is the type of person that puts others first before himself. I felt his sacrifices as placed aside his personal wants for me to finish my education.
When we got a bit well-off, he supported my love for shoes. I idolize him because he knows how to mingle with others, which is important in this world. Like in the sneaker game, it's very important to be nice, to be genuine, and to be friendly to others. Basically, treat others how you want to be treated.
"I look up to my father, because he is the most selfless and genuine man I know. Inuuna kasi niya yung kapwa niya kesa sa sarili niya, na-feel ko yun before as he would sacrifice his personal wants for me to finish my education. When we got a bit well-off, pinagbigyan niya ako with my love for shoes. I idolize him because marunong siya makisama, which is important sa mundong ito. Parang sa sneaker game, it's very important to be nice, genuine, and be friendly to others.
Kung anong trato ang gusto mo for yourself, yun din dapat trato mo sa ibang tao."
SA'1: Any message to your followers/friends?
JD: For me, the most important thing is to be yourself, just be who you are. There will always be people who will pull you down because they will never understand what you do.
I have to quote a good line from Macklemore: "These Nikes help define me, but I'm trying to take mine off." Yes, the sneaker game is an expensive hobby, but like what I said, it's part of your DNA and it's who you are. Just be proud of yourself and live within your means. And never forget those who helped you get to where you are.
At the end of the day, my wish for the sneaker community is peace and unity. Just promote passion and love for sneakers. If you didn't get the pair you wanted, remember, there will always be a different pair. Always give a helping hand to others.
"For me, the most important part is to be yourself. Be who you are. There will always be people, that will pull you down because they do not understand you. Gaya ng sinabi ni Macklemore one time "These Nikes help define me, but I'm trying to take mine off". Parang ako, may point yun kasi minsan magastos, but like what I said, it's part of your DNA it's who you are, I think just be proud of yourself and live within your means. Never forget those who help you get to where you are.
At the end of the day, my wish is tama na yung mga away. Just promote passion and love for sneakers. Kung hindi mo makuha yung pair, there will always be a different pair. Always give a helping hand to others."
SA'1: What makes you #BESTINCLASS?
JD: What makes me Best In Class is being myself and leaving everything to God as he will do the rest.
Today, as he turns a year wiser, his genuine voice is heard. At 24 years old, JD possesses the demeanor of a true blooded sneaker collector, which consists of passion, love and mutual respect.
Let his words be an example, because at the end of the day, it's not his sneaker collection that sets him apart, it's his character that catches your heart.


It's time to get ready for the 6th Annual Nebraska Challenge. Hope to see you there.
Edited December 28, 2018 by Randy B.
Just a quick reminder we are just a little over a month away. Hope to see yo there.
Does anyone know if there is "early bird" admission available?
I want to thank everyone who attended the 2019 Nebraska Challenge. Some of you truly faced a challenge to get there this year. Your support is greatly appreciated, and I look forward to seeing a great crowd again next year.


text:
MainAll NewsForeign AffairsJewish organizatons unite in condemnation of UNESCO vote
Jewish organizatons unite in condemnation of UNESCO vote
American Jewish Congress, European Jewish Congress respond to 'diplomatic assault'.
Mordechai Sones, 02/05/17 20:46
UNESCO headquarters in Paris
Establishment institutions representing world Jewry responded in unison agaonst the UNESCO vote on the Jerusalem resolution.
The President of the American Jewish Congress Jack Rosen said, "Once again, UNESCO has unashamedly attacked Israel, this time on Israel's Independence Day, by condemning its sovereignty of Jerusalem. That it then goes further and defines Israel as an occupying power only serves to increase instability in the region.
"Rather than ensuring that Israel is safe and Judaism is preserved, time and again this organisation votes on anti-Semitic resolutions that seek to undermine Israel. It has lost all credibility. I would like to thank President Trump for his efforts in trying to prevent this motion from passing. I would encourage him to continue fighting UNESCO's anti-Israel agenda. While we recognize that more countries abstained from this motion than previous motions, including Argentina and Mexico, we now call on Congress to act against this bias and ensure Israel is protected."
The European Jewish Congress also condemned the "diplomatic assault" on Israel, calling Sweden's vote a familiar pattern of support for extremism.
"Once again we see the diplomatic assault on Israel in international institutions, led by the most undemocratic nations in the world," Dr. Moshe Kantor, President of the EJC, said. "This resolution ignores the history of the Jewish People and its unique and longstanding connection to Jerusalem. It is anti-Semitic and pushes efforts towards peace further back.
"However, we are pleased to note that most European nations voted against the resolution."
22 countries voted in favor of the motion, 23 abstained and 10 countries, mostly European, voted against. The resolution was submitted by Algeria, Egypt, Lebanon, Morocco, Oman, Qatar and Sudan.
Among the nations opposing the resolution were Ukraine, Italy, Germany, Great Britain, Lithuania, Greece and the Netherlands. Sweden was the only European nation to vote in favor of the resolution only days after it was widely assumed they voted for Saudi Arabia to join the UN Women's Rights Commission.
"Sweden's seemingly wretched support for extremism continues as they have isolated themselves among some of the most undemocratic regimes in the world," Dr. Kantor continued. "The Swedish Government must do some soul searching why a nation which classifies its foreign policy as progressive would be in a column time after time with the likes of Saudi Arabia, Sudan, and Iran."
Tags:AJC, UNESCO, European Jewish Congress


Gentoo Forums :: View topic - Program for Multiple-Correspondence Analysis?
Posted: Tue Sep 03, 2013 6:38 am Post subject: Program for Multiple-Correspondence Analysis?
So, it seems like the program R, more to the point the package FactoMineR that works with it, is a good program for doing multiple correspondence analysis. It's apparently open-source, and has packages for other distros available. But I don't seem to see it for gentoo.
I'm looking for a program to run multiple correspondence analysis on some (rather small) data sets, and was wondering if any of you fine people have a suggestion for how I might best go about this. Is this program available for gentoo? Is there some other program that does the same job?


The good news is that we can structure all of the above to be tax efficient. You are protecting your income, your assets and your future.
K&L Deliveries is a Courier & Distribution company with our head office in Millstreet and a depot also in Dublin. We have a total of 35 vehicles on the road. We offer next day delivery to anywhere in Ireland. We also provide a delivery service to all of the U.K & Europe. K&L employs 47 people throughout Ireland.
As managing director of this company, I have a lot of life and pension policies accumulated over the years. In September 2011 I engaged the services of Sean Lynch of Qifa Financial Planners to prepare a report on all of the products that I and my company held. Sean prepared a comprehensive report on all our policies. The report whilst comprehensive was written in plain English and designed for the end user.
Sean spent time with myself and my wife and explained in detail what we had and more importantly the type of policies we had and how they worked. He was able to show us that by changing a few simple things we could save a lot of money. We acted on his advice and will save a staggering amount of €64,400 over the next 15 years, whilst still maintaining the same level of cover.
Millstreet, Co. Cork. January 2018.


text:
#ifndef _ROUNDCC_DICTIONARY_H_
#define _ROUNDCC_DICTIONARY_H_

#include <string>
#include <map>
#include <vector>
#include <time.h>

#include <round/common/BitOption.h>

namespace Round {

class DictionaryKeyList : public std::vector<std::string> {
 public:
  DictionaryKeyList();
  virtual ~DictionaryKeyList();

  void addKey(const std::string &key);
  bool hasKey(const std::string &key) const;
};

class Dictionary : public std::map<std::string, std::string> {
 public:
  Dictionary();
  virtual ~Dictionary();

  bool hasKey(const std::string &key) const;
  std::size_t getAllKeys(DictionaryKeyList *keyList) const;

  bool set(Dictionary *dict);
  bool set(const std::string &key, const std::string &value);
  bool set(const std::string &key, int value);
  bool set(const std::string &key, long value);
  bool set(const std::string &key, bool value);
  bool set(const std::string &key, size_t value);
  bool set(const std::string &key, double value);

  bool get(const std::string &key, std::string *value) const;
  bool get(const std::string &key, int *value) const;
  bool get(const std::string &key, long *value) const;
  bool get(const std::string &key, bool *value) const;
  bool get(const std::string &key, size_t *value) const;
  bool get(const std::string &key, double *value) const;

  bool remove(const std::string &key);
};

}

#endif


1 – What is a Slate Bed Pool Table?
A Slate Bed Pool Table is the type of table that you would find and play on in most pubs, clubs, hotels or other commercial premises. As the name suggests, the playing surface for a Slate Bed Pool table is an actual levelled piece of slate that is covered with the playing surface cloth.
Slate Bed Pool Tables are extremely high quality and long lasting and offer a professional, even and smooth playing surface.
Slate Bed Pool Tables are heavy and generally weigh around 250kg, however these types of tables are suitable for domestic use as well as commercial.
2 – What is the difference between a Slate Bed and a Wood Bed Pool Table?
As the names suggest, the cloth covered playing surface of a Slate Bed Table is made from a single piece of levelled slate, and the playing surface on a Wood Bed Table is made from a single piece of MDF.
Another notable difference between the two types of table is the cost. Slate Bed Tables are more expensive due to the higher cost of the slate bed itself. Also the quality of the of the playing surface on a Slate Bed Table is of a professional and higher standard than a Wood Bed, which is classed as a 'fun' table more suitable for home play.
3 – What accessories do I get if I buy a Pool Table?
All of our Pool Tables come with a set of 2inch Aramith Red & Yellow Pool Balls (with a 1 inch & 7/8's Cue Ball), 2 Cues, a Triangle and a piece of Chalk.
4 – What type of cloth is used on our Pool Tables?
The brand of cloth used on all of our tables is the Strachan West of England cloth. This cloth is made by one of the leading pool and snooker table cloth manufacturers and is of a professional tournament level quality.
Our tables are available in a variety of cloth colour finishes, the different variations available can be seen when you click on any of the individual tables on our site.
As well as the colour variations on offer, you will see that most tables come with the choice of being covered by either a Wool or a Napless cloth.
We use a Strachan West of England Wool Cloth on our tables. Strachan cloths are regarded as the leading brand in the pool table cloth market and have been made in the West of England since 1890.
Strachan cloths are well known for their longevity, classic appearance and for having a lifespan that outlasts it's closest rivals.
As well as being the official and exclusive cloth of choice for the International Pool Players Association and the World Eightball Pool Federation, Strachan cloths are endorsed by the top manufacturers of English pool tables throughout the UK.
6 – What is Napless Cloth?
Napless cloths offers a smoother, faster playing surface than traditional Wool Cloths. Napless cloths are 'nap-free' meaning that they will not pill, fluff or shed and therefore will allow the balls to run a lot quicker and unobstructed across the playing surface.
This type of cloth is traditionally found on American Pool Tables, Outdoor Pool Tables and many tables in commercial settings.
7 – Why are some Pool Tables more expensive than others?
Is the table a Coin Operated Table, a Freeplay Table or a Pool Dining Table?
Does the table have Metal or Wooden legs, is it an Outdoor Table that need to be constructed from Marine Plywood.
Will the table legs require more time to style and craft to give a certain finish.
What ever price you pay for any of our tables, you can rest assured that all of our Pool tables are constructed by us here in our UK manufacturing site and are all made to the highest quality using the finest materials that we can source.
8 – I have never bought a Pool Table before, what type should I buy?
Traditionally, Coin Operated Pool Tables are used in commercial settings such as; pubs, clubs and hotels as additional amenities and to provide extra revenue. However, such tables are also suitable for domestic play, the amount to charge per game is easily adjusted and the table can be fitted with a manual coin operating system or the more expensive electronic coin operating system.
You can also request that we fit your table with a Coin Mechanism that will work off Tokens rather than coins. Add this to the notes section when placed your order.
You may not have enough space for a dedicated games area to keep a pool table and need to be a bit more economical on how you use the space you have to work with. This is where Pool Dining Tables come in handy, as they double up as both a high quality pool table and an attractive dining table.
Again, as with the Coin Operated Pool Tables, the Freeplay Pool Tables are suitable for both domestic and commercial use. The difference with these tables is that they are not fitted with a coin mechanism, hence the name 'Freeplay'.
The tables in the 'Freeplay' category are all Slate Bed Tables and therefore have a professional standard playing surface. They are also all fitted with a Ball Return System, which means that when you pot a ball it is automatically returned to the end of the table and do not just sit in the pockets. The 'Monarch Freeplay Table' is fitted with a Cue Ball Separator return system (the same as what you would find on the Coin Operated Tables) which means that the Cue Ball is returned to one of the table and the colour balls to the other.
Although fitted with Slate Beds like the Freeplay and Coin Operated Tables, our Outdoor Tables are manufactured in such a way that makes them suitable to withstand the rigors of outdoor use.
The Outdoor Pool Tables are fitted with the Napless nylon based cloth, this cloth contains no Wool and therefore prevents it from rotting it prolongs the life of the cloth itself.
The tables in this category are also constructed from laminated Marine Plywood, this is a specially treated material that is designed to resist rotting in environments where the material will be exposed to moisture for long periods of time. The Outdoor Pool Tables are available in the Coin Operated, Freeplay and Pool Dining Table forms too.
There are other questions that you may me asking yourself before purchasing a table, have a look at the links below to see if they can offer further guidance.
9 – How do I pay for my order?
We require all orders to be paid and processed via our website in full and at the time of ordering. We accept credit / debit cards and PayPal.
10 – How long it will it take for my Table to be delivered?
We do not guarantee a set delivery time once your table has been ordered but we will endeavour to have it manufactured within 4 weeks and delivered within 2 weeks after delivered within 4 weeks from the day you order it.
We do not stockpile our tables and this timescale can vary as each of our tables are individually custom made to order here at our manufacturing site. There may even be instances when the turnaround time is faster than the guide timescale mentioned above.
11 – Why buy should I buy a table from DPT Pool Tables?
This is not just a website that sells Pool Tables, it is the online retail division of one of the largest and most established Pool Table Manufacturers in Europe; DPT. DPT have been in the business for over 35 years, and have a state of the art manufacturing facility here in the UK over a 30,000 sq foot site.
Unlike many other online Pool Table retailers, we manufacture every single Pool Table that you can find on our site, and therefore have a complete inside and out knowledge, even down to the smallest component part, of every table that you can find on the DPT Pool Tables site.