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text:
Publisher: Institute of Mathematics NAS of Ukraine
UMZh Ukrains'kyi Matematychnyi Zhurnal
Volume 71, № 7, 2019
(Current Issue)
Ukr. Mat. Zh.
Anniversaries (Ukrainian)
Vladyslav Kyrylovych Dzyadyk (on his 100th birthday)
Dzyadyk Yu. V., Golub A. P., Kovtunets V. V., Letychevs'kyi O. A., Lukovsky I. O., Makarov V. L., Romanyuk A. S., Samoilenko A. M., Serdyuk A. S., Shevchuk I. A., Zadiraka V. K.
Full text (.pdf)
Ukr. Mat. Zh. - 2019. - 71, № 2. - pp. 147-150
Article (English)
Application of Dzyadyk's polynomial kernels in the constructive function theory
Andrievskii V. V.
↓ Abstract
This is a survey of recent results in the constructive theory of functions of complex variable obtained by the author through the application of the theory of Dzjadyk's kernels combined with the methods and results from modern geometric function theory and the theory of quasiconformal mappings.
Article (Russian)
One inequality of the Landau – Kolmogorov type for periodic functions of two variable
Babenko V. F.
We obtain a new sharp inequality of the Landau – Kolmogorov type for a periodic function of two variables that estimates the convolution of the best uniform approximations of its partial primitives by the sums of univariate functions with the help of its $L_{\infty}$ -norm and uniform norms of its mixed primitives. Some applications of the obtained inequality are presented.
Article (Ukrainian)
Piecewise-polynomial approximations for the solutions of impulsive differential equations
Bilenko V. I., Bozhonok K. V., Dzyadyk S. Yu.
On the basis of V. Dzyadyk's approximation method, we consider the problems of construction and theoretical substantiation of high-precision numerical-analytic algorithms for the piecewise polynomial approximation of the solutions of problems with pulsed action.
On the estimates of widths of the classes of functions defined by the generalized moduli of continuity and majorants in the weighted space $L_{2x} (0,1)$
Vakarchuk S. B.
The upper and lower estimates for the Kolmogorov, linear, Bernstein, Gelfand, projective, and Fourier widths are obtained in the space $L_{2,x}(0, 1)$ for the classes of functions $W^r_2 (\Omega^{(\nu )}_{m,x}; \Psi )$, where $r \in Z+, m \in N, \nu \geq 0,$ and $\\Omega^{(\nu )}_{m,x}$ and $\Psi$ are the mth order generalized modulus of continuity and the majorant, respectively. The upper and lower estimates for the suprema of Fourier – Bessel coefficients were also found on these classes. We also present the conditions for majorants under which it is possible to find the exact values of indicated widths and the suprema of Fourier – Bessel coefficients.
Resonant equations with classical orthogonal polynomials. I
Gavrilyuk I. P., Makarov V. L.
In the present paper, we study some resonant equations related to the classical orthogonal polynomials and propose an algorithm of finding their particular and general solutions in the explicit form. The algorithm is especially suitable for the computer algebra tools, such as Maple. The resonant equations form an essential part of various applications e.g. of the efficient functional-discrete method aimed at the solution of operator equations and eigenvalue problems. These equations also appear in the context of supersymmetric Casimir operators for the di-spin algebra, as well as for the square operator equations $A^2u = f$; e.g., for the biharmonic equation.
Quasiunconditional basis property of the Faber – Schauder system
Grigoryan M. G., Krotov V. G.
We prove that, for any $0 < \delta < 1$, there exists a measurable set $E_{\delta} \subset [0, 1], \mathrm{m}\mathrm{e}\mathrm{s} (E_{\delta }) > 1 \delta $, such that for any function $f \in C[0, 1]$, one can find a function $\widetilde f \in C[0, 1]$ that coincides with f on E\delta , and the Fourier – Faber – Schauder series for the function $\widetilde f$ unconditionally converges in $C[0, 1]$. Moreover, the moduli of the nonzero Fourier – Faber – Schauder coefficients of the function $\widetilde f$ coincide with the elements of a given sequence $\{ b_n\}$ satisfying the condition $$b_n \downarrow 0,\; \sum^{\infty }_{n=1} frac{b_n}{n} = +\infty .$$
On Cèsaro and Copson norms of nonnegative sequences
Kolyada V. I.
The C`esaro and Copson norms of a nonnegative sequence are lp-norms of its arithmetic means and the corresponding conjugate means. It is well known that, for $1 < p < \infty$, these norms are equivalent. In 1996, G. Bennett posed the problem of finding the best constants in the associated inequalities. The solution of this problem requires the evaluation of four constants. Two of them were found by G. Bennett. We find one of the two unknown constants and also prove one optimal weighted-type estimate regarding the remaining constant.
On one estimate of divided differences and its applications
Kopotun K. A., Leviatan D., Shevchuk I. A.
We give an estimate of the general divided differences $[x_0, ..., x_m; f]$, where some points xi are allowed to coalesce (in this case, $f$ is assumed to be sufficiently smooth). This estimate is then applied to significantly strengthen the celebrated Whitney and Marchaud inequalities and their generalization to the Hermite interpolation. For example, one of the numerous corollaries of this estimate is the fact that, given a function $f \in C(r)(I)$ and a set $Z = \{ z_j\}^{\mu}_{j=0}$ such that $z_{j+1} - z_j \geq \lambda | I|$ for all $0 \leq j \leq \mu 1$, where $I := [z_0, z_{\mu} ], | I|$ is the length of $I$, and $\lambda$ is a positive number, the Hermite polynomial $\scrL (\cdot ; f;Z)$ of degree $\leq r\mu + \mu + r$ satisfying the equality $\scrL (j)(z\nu ; f;Z) = f(j)(z\nu )$ for all $0 \leq \nu \leq \mu$ and $0 \leq j \leq r$ approximates $f$ so that, for all $x \in I$, $$| f(x) \scr L (x; f;Z)| \leq C (\mathrm{d}\mathrm{i}\mathrm{s}\mathrm{t} (x,Z))^{r+1} \int^{2| I|}_{dist (x,Z)}\frac{\omega_{m-r}(f^{(r)}, t, I)}{t^2}dt,$$ where $m := (r + 1)(\mu + 1), C = C(m, \lambda )$ and $\mathrm{d}\mathrm{i}\mathrm{s}\mathrm{t} (x,Z) := \mathrm{m}\mathrm{i}\mathrm{n}0\leq j\leq \mu | x zj | $.
Estimation of the rate of decrease (vanishing) of a function in terms of relative oscillations
Korenovskii A. A.
The relative mean integral oscillations of a nondecreasing equimeasurable rearrangement are estimated from above via the same oscillations of the original function. On the basis of this estimate, we establish a lower order-exact estimate for the rate of decrease (vanishing) of the rearrangement.
On the joint approximation of a function and its derivatives in the mean
Motornaya O. V., Motornyi V. P.
We consider some properties of functions integrable on a segment. Some estimates for the approximations of function and its derivatives are obtained.
Approximating characteristics of the classes of periodic multivariate functions in the space $B_{∞,1}$
Romanyuk A. S., Romanyuk V. S.
We obtain the exact-order estimates of the Kolmogorov widths and entropy numbers for the classes $W^{r}_{p,\alpha}$ and $B^r _{p,\theta}$ in the norm of the $B_{\infty ,1} -space.
Approximation by interpolation trigonometric polynomials in metrics of the spaces $L_p$ on the classes of periodic entire functions
Serdyuk A. S., Sokolenko I. V.
We obtain the asymptotic equalities for the least upper bounds of approximations by interpolation trigonometric polynomials with equidistant distribution of interpolation nodes $x_{(n 1)}^k = \frac{2k\pi}{2n 1}, k \in Z,$, in metrics of the spaces $L_p$ on the classes of $2\pi$ -periodic functions that can be represented in the form of convolutions of functions $\varphi , \varphi \bot 1$, from the unit ball of the space $L_1$, with fixed generating kernels in the case where the modules of their Fourier coefficients $\psi (k)$ satisfy the condition $\mathrm{lim}_{k\rightarrow \infty} \psi (k + 1)/\psi (k) = 0.$. Similar estimates are also obtained on the classes of $r$-differentiable functions $W^r_1$ for the rapidly increasing exponents of smoothness $r (r/n \rightarrow \infty , n \rightarrow \infty )$.
On the approximation of functions by polynomials and entire functions of exponential type
Trigub R. M.
We present a brief survey of works in the approximation theory of functions known to the author and connected with V. K. Dzyadyk's scientific publications.
Tel.: +380 44 234-45-64
© 2019 Ukrains'kyi Matematychnyi Zhurnal (Ukr. Mat. Zh.)

redpajama_set_name: RedPajamaCommonCrawl


Last updated on November 29 2018.
Under "Network Access"/Public IPs/Reverse DNS.
Modern, informative, full featured UI.
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Block $0.100 10GB minimum size Replicated 3 times.
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We conducted 5 different types of tests for Linode - 2GB $10. Review the results and compare this plan to its competitors.
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We conducted 5 different types of tests for Linode - 4GB $20. Review the results and compare this plan to its competitors.
This plan was tested 4 times at vpsbenchmarks.com. The table below shows all trials run on the 4GB $20 plan and the web response times for every one of those.
We conducted 5 different types of tests for Linode - 1GB $5. Review the results and compare this plan to its competitors.
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text:
Aliza F. Herzberg
Lori Barnea
2020 Year-End Employment Update (REVISED)
December 17, 2020 by Herzberg Law Group Thought Leadership 0 comments
As 2020 draws to a close, we have put together the highlights of amended and newly enacted laws that employers should keep in mind as we move into the new year. These highlights provide a survey of the new laws. For details or questions relating to applicability or implementation, please contact Aliza Herzberg or Lori Barnea:
FEDERAL LAWS AND GUIDANCE
Families First Coronavirus Response Act (FFCRA)
In March of 2020, the federal government passed a COVID-19 paid leave law, the FFCRA, which required certain employers to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. The FFCRA has expired as of December 31, 2020, however employers who wish to voluntarily offer the benefits of the FFCRA may continue to do so and will receive a tax credit for any paid time off given under the FFCRA through March 31, 2021.
EEOC Guidance on COVID-19 Vaccinations
On December 16, 2020, the Equal Employment Opportunity Commission (EEOC) issued guidance regarding the rules associated with employer mandated workforce vaccinations. The guidance addresses the intersection of various laws including the Americans with Disabilities Act (ADA), the Genetic Information Non-Discrimination Act (GINA) and religious accommodations under Title VII of the Civil Rights Act of 1964. While the guidance indicates that employers may mandate vaccinations in the workplace, it also addresses the various pitfalls in such mandates including illegal disclosures of disability related inquiries, the handling of sensitive medical information and the requirement that all vaccinations should be handled through a third party health care provider.
DOL's Guidance on Return-To-Work, Remote Work, And Wage and Hour Issues
The U.S. Department of Labor issued new guidance materials to employers in July of 2020 regarding return-to-work, remote work, and wage and hour issues. The agency recognized that the intersection between the FFCRA, the Family and Medical Leave Act (FMLA), and the Fair Labor Standards Act (FLSA) presented challenges for compliance purposes, and issued guidance to assist employers in the process. For the full text of the guidance, click here and here.
DOL Final Overtime Exemption Rule
The final overtime exemption rule issued by the U.S. Department of Labor (DOL) became effective January 1, 2020 and raised the annual salary threshold for the white-collar overtime exemptions under the Fair Labor Standards Act (FLSA) to $35,568 per year or $684 per week, up from the prior threshold of $23,660 per year or $455 per week. (Note that the exemption threshold is higher in certain states, including New York.). Additionally, the U.S. DOL raised the highly compensated employee exemption from $100,000 to $107,432. Going into 2021, employers should continue to be mindful of these thresholds when setting employees' salaries and determining whether employees are exempt or non-exempt.
NEW YORK STATE LAWS AND GUIDELINES
New York Forward Reopening Guidelines
In May of 2020, New York State began to issue re-opening guidelines detailing when and how essential and non-essential businesses could properly reopen. The state also issued guidance for commercial and recreational activities. These rules and regulations continue to be issued and updated as regions within the state move from yellow to orange to red.
Some of the regulations for non-essential businesses to remain open include: mandatory social distancing, increased hygiene practices in the workplace, employee health screening questionnaires and mandated mask-wearing. Click here for the full New York Forward website.
New York State COVID-19 Leave Law
In March of 2020, New York State enacted a coronavirus-focused paid sick leave law which provides 5-10 days of paid, job-protected leave (based on the employer's size), for employees who are subject to an order of quarantine and guarantees workers access to New York Paid Family Leave and short-term disability benefits for the period of quarantine. This law does not have an expiration date and is set to remain in effect for the duration of the pandemic. The state created a one page guide which should be posted in the workplace. Click here to see the guide.
New York State Paid Sick Leave Law
New York State also rolled out a long considered permanent non-COVID-19 related sick leave law effective September 30, 2020. Under the new law, employees were eligible to begin accruing sick leave on September 30, 2020, and may start using their sick leave as of January 1, 2021. Employers with fewer than four (4) employees and net income less than $1 million will be required to provide their employees with up to forty (40) hours of unpaid sick leave per year. Employers with fewer than four (4) employees and net income of $1 million or more, and employers with 5-99 employees will be required to provide their employees with up to forty (40) hours of paid sick leave per year. Employers with 100 or more employees will be required to provide their employees with up to fifty-six (56) hours of paid sick leave per year.
New York City Earned Sick and Safe Time Act
New York City amended its existing sick leave law to conform to the provisions of the New York State Paid Sick Leave Law. As of January 1, 2021, employers with fewer than four (4) employees and net income of $1 million will be required to provide their employees with up to forty (40) hours of paid sick leave per year. Employers with 100 or more employees will be required to provide their employees with up to fifty-six (56) hours of paid sick leave per year. All other employers will continue to be required to provide their employees with up to forty (40) hours of paid sick leave per year. Click here for more information on the amended law.
As part of this amendment, employers in New York City must include the following information on a pay statement or "other form of written documentation" for each pay period: (i) the amount of sick and safe leave accrued and used during the pay period; and (ii) the employee's total balance of accrued safe and sick leave. If you have not made this change, please do so immediately.
Starting on January 1, 2021, the amount of paid family leave available to eligible employees under New York State law will increase from ten (10) weeks to twelve (12) weeks of leave. Wage replacement benefits under the law will increase from 60% of the employee's average weekly wage (capped at $840.70) to 67% of the average weekly wage (capped at $971.61).
New York Minimum Wage Law
All New York City employers are currently required to pay their employees a minimum wage of $15.00 per hour. As of December 31, 2020, the hourly minimum wage will increase to $14.00 in Nassau, Suffolk and Westchester Counties, and to $12.50 throughout the remainder of New York State.
New York City Drug Testing Law
Effective May 10, 2020, the City of New York Administrative Code was amended to prohibit employers from requiring applicants to submit to drug testing for marijuana or THC as a condition of employment, subject to certain exceptions. Applicants for certain safety and security sensitive jobs and jobs that requires the supervision or care of patients may still be tested, as can applicants for positions where testing is required by the U.S. Department of Transportation, federal contracts or grants, federal or state statutes, or collective bargaining agreements.
New York State Anti-Harassment and Anti-Discrimination laws
Beginning on August 12, 2020 the statute of limitations for filing a sexual harassment complaint in New York was lengthened from one year to three years.
New York City Expands Fair Chance Act
On December 17, 2020, the New York City Council passed a bill that, once signed into law by Mayor DeBlasio, will expand the Fair Chance Act law and will impose further restrictions on an employer's ability to take an adverse action against a job applicant or current employee based on pending criminal charges, arrests or convictions. Before a conditional offer of employment may be withdrawn or a current employee adversely affected on the basis of a pending criminal charge, arrest or accusation, an employer must individually assess the relevance of the alleged criminal conduct using seven factors similar to, but not the same as, the eight factors required to be applied under New York State Corrections Law. In addition, the FCA review process currently only applies to applicants for employment but the expanded law requires employers to follow the same FCA notice and review process to current employees with a criminal conviction during employment.
NEW JERSEY LAWS
New Jersey Earned Sick Leave Law
New Jersey's Sick Leave law was expanded to allow employees to use their existing sick leave for COVID-19 related reasons.
New Jersey Minimum Wage Law
In New Jersey, as of January 1, 2021, most employers must pay their employees a minimum wage of $12.00 per hour. Seasonal and small employers (fewer than six (6) employees) must pay their employees a minimum wage of $11.10 per hour while New Jersey agricultural employers must pay their employees a minimum wage of $10.44 per hour.
New Jersey Paid Family Leave Act
This law was amended to include pandemics and other similar emergencies as reasons to take leave under the Act.
New Jersey Paid Family Leave Insurance
Beginning July 1, 2020, under the New Jersey Paid Family Leave Insurance program, employees became eligible to receive payments for up to 12 weeks of leave, an increase that has effectively doubled the length of employees' paid leave. In addition, the weekly benefit rate increased to 85% of the employee's average weekly wage, up to a cap of $859.
CONNECTICUT LAW
Connecticut Paid Family Leave Law
In 2019, Connecticut enacted the Paid Family and Medical Leave Act (PFMLA), which outlines a system that will provide eligible Connecticut employees to between 12 and 14 weeks of paid family leave. While payment of benefits under the law do not begin until January 2022, employers must begin taking deductions from the pay of Connecticut employees to fund the program as of January 1, 2021.
Connecticut Anti- Harassment Training
Connecticut's harassment training law, SB-3, requires employers with three or more employees to provide sexual harassment training to all employees, including supervisors and non-supervisors. Employers with fewer than three employees must provide the training to supervisors only. All training must be provided by January 1, 2021 or within six months of an employee beginning employment. The original deadline of October 1, 2020 was extended due to the COVID-19 pandemic.
If you have any questions or require assistance with any of the above, please contact Aliza Herzberg at aliza@herzberglawgroup.com or Lori Barnea at lori@herzberglawgroup.com.
This publication is issued by Herzberg Law Group for informational purposes only and does not constitute legal advice or establish an attorney-client relationship. In some jurisdictions, this publication may be considered attorney advertising.
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The Audi R8 V12 TDI concept that made such a splash in Detroit has a fraternal twin, and it's headed to Geneva. Finished in Brilliant Red paint and dubbed the R8 TDI Le Mans -- the association with the fabled endurance race carries a lot more weight on the Continent -- the car arrives in Geneva with the same impressive spec sheet as its silver counterpart. A 6.0L V12 TDI is crammed in the space behind the R8's passenger compartment. It packs a bit of a punch, too -- 500 horsepower and enough torque (737 lb-ft) to alter the earth's rotation allow for a 0-62 mph time of just 4.2 seconds and a 186 mph top end. That's Euro 6-compliant power, too. Clean and mean -- emphasis on the mean.
We'll have live shots of it for you tomorrow.
Audi is presenting a revolution in the top class – the first 12-cylinder diesel engine in a high-performance roadgoing sports car. The V12 TDI with a displacement of six liters powers a concept car based on the Audi R8. This unit generates a huge 500 hp and 1,000 Newton-meters (737.56 lb-ft) of torque. Audi is writing a new chapter in diesel technology with this power unit. Equipped with the expertise that Audi has built up through its motor sport activities, the R8 TDI Le Mans in Brilliant Red embodies superb road handling, pioneering technology and fascinating design.
The roadgoing version of the new V12 TDI is built at the Györ plant, in Hungary. And the R8 TDI Le Mans still has a massive 500 hp on tap. In developing the six-liter engine, it was a clear priority to integrate it into the current family of Audi V engines, of which many thousands of versions with 6, 8 and 10 cylinders have already been built – both gasoline and TDI.


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Global organic personal care products market expected to reach approximately USD 21,262.10 million by 2024, growing at a CAGR of around 9.53% between 2018 and 2024. The rise in use of organic skin care products over synthetic products may help in the growth of organic personal care products industry.
The report covers forecast and analysis for the organic personal care products market on a global and regional level. The study provides historical data along with a forecast from 2018 to 2024 based on revenue (USD Million) and volume (Million Units). The study includes drivers and restraints for the organic personal care products market along with the impact they have on the demand over the forecast period. Additionally, the report includes the study of opportunities and threats to organic personal care products market on a global level.
To understand the competitive landscape in the market, an analysis of Porter's Five Forces model for the organic personal care products market has also been included. The study encompasses a market attractiveness analysis, wherein type segments and distribution channel segments are benchmarked based on their market size, growth rate, and general attractiveness.
The study provides a decisive view of the organic personal care products market by segmenting the market based on product category, distribution channel, and regions. All the segments have been analyzed based on present and future trends and the market is estimated from 2018 to 2024. Based on the product category, the global organic personal care products market is segmented into skin care, hair care, oral care, color cosmetics, and others. Based on the distribution channel, the organic personal care products market is segmented into a hypermarket/supermarket, specialist retailers, drug stores, online retailing, and direct selling. The regional segmentation includes the current and forecast demand for North America, Europe, Asia Pacific, Latin America, and the Middle East and Africa with its further bifurcation into major countries including the U.S., Germany, France, the UK, China, Japan, India, and Brazil.
The report include detailed profiles including company overview, key developments, business strategies, financial overview, etc. of key players operating in the global organic personal care products market such as Hain Celestial Group, Estee Lauder, Yves Rocher,The Body Shop, Bare Escentuals, Burt's Bee, Arbonne International, L'Oreal, Aveda Corp, Amway, L'Occitane en Provence, and Natura Cosméticos S.A.


These south sea tahitian golden pearl earrings each contain a good quality golden pearl measuring 10.75 mm.
This pair of 14K yellow gold earrings each contain a cabochon cut amethyst as well as 3 round brilliant cut diamonds.
This pair of antique style diamond earrings each contain a round brilliant cut diamond weighing 0.4ct that's surrounded by 6 smaller brilliant cut diamonds.


Up until the 2018 regular season, 31 of the 32 NFL teams had at least one runner who had amassed 1,000 or more yards rushing in a season this decade (2010-17). The only team without a 1,000-yard rusher this decade was the Carolina Panthers.
That changed after this past season; all-purpose running back Christian McCaffrey had 1,098 yards rushing for the Panthers in 2018. All total, there were eight teams that had a 1,000-yard rusher this past season: Saquon Barkley (N.Y. Giants), Ezekiel Elliott (Dallas), Todd Gurley (L.A. Rams), Joe Mixon (Cincinnati), Chris Carson (Seattle), Christian McCaffrey (Carolina), Derrick Henry (Tennessee), Adrian Peterson (Washington), Phillip Lindsay (Denver).
Cincinnati and Denver have had the most different players reach 1,000 yards rushing in a season from 2010-18 with four each. Here is a look at how many different 1,000-yard rushers each team has had since 2010 (a player who has had multiple 1,000-yard seasons this decade is counted only once; this is the number of individual players).
Does it seem to you that the elite receivers in the NFL are becoming younger and younger? Well, there are some numbers to back that up.
There were 74 players who had 50 or more receptions during the 2018 regular season. Of those, 41 (55%) were age 25-29. Twenty-one of the 74 (28%) were age 20-24; and 12 of the 74 (16%) were age 30 and older.
Of the 74, 33 (almost half… 45%) were between the ages of 24-26. Fifteen of the 74 players with 50 or more receptions in 2018 were age 25, the most of any age group.
If we bump the stat to players who caught 80 or more passes in 2018, 15 of the 21 players (71%) who caught 80 or more passes were age 25-29; five (24%) were age 20-24, and only one was over the age of 30.
Finally, if we just look at the 11 players who caught 100 or more passes in 2018, there were eight (73%) who were age 25-29, two age 20-24 and only one that was in his thirties.
Just in case you were wondering, here are the 12 players in their 30's who caught 50 or more passes in 2018: Larry Fitzgerald (age 35), Jordy Nelson (33), Danny Amendola (33), Julian Edelman (32), Jimmy Graham (32), Emmanuel Sanders (31), Jared Cook (31), Demaryius Thomas (31), Michael Crabtree (31), Antonio Brown (30), Golden Tate (30), Doug Baldwin (30).
If you are a Packers fan, you know that QB Aaron Rodgers had only two interceptions in the 2018 regular season. You may also know that Rodgers was sacked a total of 49 times last season.
Here's the stat: Of all QBs who have been sacked 40 or more times in a season, Rodgers becomes the first in NFL history to have less than three interceptions in the same season.
Following are the five QBs with 40 or more sacks and five or fewer interceptions in the same season.
Alex Smith, San Francisco, 2011: 44 sacks, 5 INT.
Rodgers also becomes the first QB in NFL history to have 25 or more TD passes, less than five interceptions and 40 or more sacks in a season.
If we adjust the numbers a bit and look at how many QBs were sacked 40 or more times and had fewer than 10 interceptions in a season, that has happened 38 times in league history by 27 different QBs… six of them have reached these two numbers in a season multiple times. The six who reached these numbers multiple times: Aaron Rodgers (four seasons), Russell Wilson (four seasons), Alex Smith (three seasons), Ken O'Brien, Neil O'Donnell and Tyrod Taylor (two seasons each).
Six QBs in 2018 were sacked 40 or more times and had fewer than 10 interceptions: Rodgers, Wilson, Deshaun Watson, Matt Ryan, Dak Prescott and Marcus Mariota.
Here are some of the numbers that helped define the Packers 24-17 loss to the Chicago Bears on December 16.
Prior to last Sunday's contest, the Packers had won five straight over the Bears in December games. Green Bay is 15-5 versus the Bears in December games since 1994.
Prior to the game against the Packers, the Bears had lost seven straight at home in December when the temperature was 45 degrees or higher. It was 45 degrees at game time.
Aaron Rodgers was sacked five times in the contest. Green Bay is now 3-16 since 2010 in games where the QB is sacked five or more times.
Chicago scored first in the game. Since 1940, the Bears are 24-51-1 (.322) against the Packers when they score first in the game.
The Pack did not score in the first quarter and have now lost eight of their last nine games when they do not score in the first quarter. Green Bay is 45-53 (.459) since 2000 in games when they do not score in the first quarter.
Green Bay's Mason Crosby made three field goals in the game. That's usually good news for the Pack; the team is now 32-8-1 (.793) in games when Crosby connects on three or more field goals in a game.
Green Bay was behind 14-3 at halftime. Since 2000, the Packers are 3-23 (.115) in road games when they are behind by 10 points or more at halftime.
Jamaal Williams has a rushing TD in the game, the only TD scored by the Packers. The team is only 2-4 in games where Williams scores a rushing TD.
The score was tied at 14-14 going into the fourth quarter. Green Bay has now lost five straight games on the road when the score is tied going into the fourth quarter.
The Pack had one turnover in the game, an interception by Aaron Rodgers. The team is 2-2-1 in games this season when they do not have a turnover; they are 3-6 in games where they had at least one turnover.
Rodgers had a Passer Rating of 68.9 in the game. Green Bay is 3-11 in games started by Rodgers where he had a Passer Rating below 70. It was the second worst Passer Rating Rodgers had in his career in a game against the Bears.
Chicago QB Mitch Trubisky had a Passer Rating of 120.4 in the game. It was the seventh highest Passer Rating for a Chicago Bears QB in a game against the Packers in history (minimum of 10 pass attempts). He was the first QB with a Passer Rating above 120 against Green Bay since Cade McNown had a Passer Rating of 123.5 against the Pack in a game on October 1, 2000.
Rodgers streak of no interceptions ended with 403 pass attempts. He now has two interceptions this season (with 23 TD passes). Tom Brady holds the NFL record for most TD passes in a season with only two interceptions with 28 (he did it in 2016). Second on the list is Nick Foles who had 27 TD passes and only two interceptions in 2013.
Davante Adams had eight receptions for 119 yards, his fifth 100-yard receiving game this season. Robert Brooks holds the team record with nine 100-yard receiving games in 1995. Adams, if he reaches the 100-yard mark in each of the final two games, could tie Jordy Nelson and Sterling Sharpe for second on the list; Nelson had seven 100-yard games in 2014, Sharpe had seven 100-yard games in 1992.
Scoring under 20 points in a game versus the Bears has not been a good omen for the Pack: since 1940, Green Bay is 17-63 (.213) in games against Bears when they tally less than 20 points.
One of the best ways to evaluate an NFL quarterback's effectiveness is his touchdowns-to-interceptions ratio. Based on that formula, a quartet of current NFL QBs may be setting a new standard in this stat.
Steve Young holds the NFL record for most TD passes in a season without an interception with 10. He did that in 1987. Josh McCown currently holds the NFL single-season mark for most TD passes in a season with only one interception when he threw for 13 TDs in 2013 with just a single pick. That mark by McCown, however, may be challenged this year.
Green Bay QB Aaron Rodgers this season has 21 TD passes with only one interception. If he ends the '18 campaign without another interception, he would set the record for most TD passes in a season with only one interception. Of course, there are four games remaining in the schedule and McCown's record could stay intact.
Let's take a look at those quarterbacks who have thrown the most TD passes in a season with zero, one, two, three, four or five interceptions.


Notes: Cheapside station opened on 14th February 1872. Initially the platform was built of timber but this was replaced c.1877. The station was renamed twice, first becoming Westmount and then in February 1896 it was renamed West Park to coincide with a refurbishment of the station when a new refreshment room was provided.
The station had a short platform on the up side of the line; long trains had to pull up twice to allow all passengers to use the platform. On 30th September 1921 the platform was lengthened to take a full length train.
Although the name of the station was changed to West Park in 1896, tickets to some destinations still showed Cheapside until at least 1901 as can be seen on some of the tickets below. Click here for more tickets from West Park station.
West Park station c.1910 looking towards St. Helier.
West Park station c.late 1930s after the track had been lifted.
The site of West Park station in June 2010 looking towards St. Helier. The buildings on the far left are also seen in the pictures above.


School-based mental health programs are increasingly being implemented as an affordable, effective, and productive way to provide mental health services to children and adolescents with social, emotional, and behavioral problems. Providers in these programs are in a unique position to work closely with parents to address the needs of children in their program and help to promote good home-school collaboration. In this webinar, school-based mental health providers will be provided with tools and strategies for increasing engagement with parents or caregivers of children and adolescents on their caseloads to better meet students' needs.
Target Audience: School-Based Mental Health Providers for all grade levels.


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How to Play Movies in OpenOffice Impress
By Aurelio Locsin
i Ciaran Griffin/Lifesize/Getty Images
Impress is a part of the free OpenOffice suite that lets you create presentation slides that contain different font styles, multiple color schemes, sounds, images and movies. The movie formats it can handle include Quicktime (MOV) streaming videos (ASF), Windows Media Video (WMV), Motion Picture Experts Group (MPEG) and Audio Video Interface (AVI). The program can save to its own proprietary format or to PowerPoint format for importing and editing by the Microsoft Office Suite.
Choose the Insert menu from inside OpenOffice Impress and select "Movie and Sound" to display the Open dialog box.
Navigate to the movie you want to insert and double-click to insert it into the current slide.
Select the movie to make the video toolbar appear at the bottom of the slide. Click the "Play" button on this toolbar to play the movie.
Choose the File menu and "Save" to save the current presentation. When you view the presentation and reach the current slide, the movie automatically plays.
Traverse City Area Public Schools: Inserting Movies into OpenOffice Impress
Aurelio Locsin has been writing professionally since 1982. He published his first book in 1996 and is a frequent contributor to many online publications, specializing in consumer, business and technical topics. Locsin holds a Bachelor of Arts in scientific and technical communications from the University of Washington.


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The Tunnell Trust
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by Jasmin Allpress
Some Thoughts from Each of Us
After a year of zoom rehearsals and sporadic periods of being able to play together, I have been so excited at the prospect of a whole week spent together. Since arriving on the beautiful and serene Isle of Coll we have been warmly welcomed into such a close community. I feel particularly touched by this after year of isolation. Being reminded of the impact music has on people and communities has reignited my excitement and passion for chamber music. Additionally, escaping to such a remote place has allowed me to momentarily forget about the busyness of student life and truly focus on connecting with each other through our music. Being surrounded by Tutors with such love for music has been inspiring and uplifting. I am really looking forward to performing the music we have been closely working on in the concerts at the end of the week.
Throughout the past year I have become accustomed to readjusting to cancelled plans. However, over the past few months the idea of travelling to the Isle of Coll for the Tunnell Trust Chamber Course seemed within reach and I found myself really investing in a plan for the first time in a long time.
Although we have been lucky to meet and rehearse this year, it has been very fragmented and so far from our way of working pre-covid. We've been on the Isle of Coll since Saturday and we've slowly been adjusting to intensively working together again. It's been such a privilege to be given the space to re-learn and progress our way of playing as a Piano Trio.
We've been studying some amazing repertoire over the past few days (Brahms Trio No.1, Haydn Trio A Major Hob.XV:18, Beethoven Piano Trio No.3) and it's been wonderful to work with and play to the incredible tutors here. The Tunnell Trust Music Coll feels unique in its atmosphere and the surroundings more beautiful than we could have imagined. Our time here has certainly felt very special and we can't thank the Trust enough for inviting us.
After what has seemed like the longest year, the Tunnell Trust course has so far been a breath of fresh air. As with most musicians, we've spent our time mostly on our own, living a musically sparse life, and desperately trying to feel enthusiastic about live streamed concerts. Two very early starts, a tram, two trains and a ferry and we had arrived on the Isle of Coll. I felt refreshed. I'd never before ventured more remote than the Scottish Highlands and here I was in the back of beyond; complete paradise. The pace of life had gone from 100 to no more than a 5 and I was able to breathe deeply for the first time in months.
I also wasn't sure that intense chamber rehearsing and coaching was what I needed and yet a day in and I already felt renewed. Playing live music with other people brings a special kind of joy which I hadn't experienced since our last concert pre-covid in March 2020. Not only playing together but receiving guidance and advice from the most interesting and insightful musicians. Reliving old repertoire (Brahms B major trio) and exploring new pieces (Haydn trio in A major) has filled me with a hunger to play again, especially playing on the wonderful Bosendorfer grand piano they had hired in for the week. I already feel more assured in myself, more excited to try new things and completely desperate to get back to the piano. A few days of proper music making and I have been reminded of why those months of practising in a room by myself have been worth it. I would love to thank the Tunnell Trust for such a special opportunity.
Salomés in Coll
Farewell to Tim Brown
The Tunnell Trust is a regitered charity in Scotland SC021739. Copyright © Tunnell Trust for Young Musicians 2017. All rights reserved.


Over the past week several charities called off fundraising events at the President's Florida estate over concerns about his response to the recent violence in Charlottesville. Some expressed concern that the locale would create distraction and controversy. There is a real logic in this rationale, as in the lives of nonprofits few pursuits are more delicate than asking people for money.
There are risks to any public-facing decision, especially for large and visible nonprofits like the Red Cross, Komen, and the American Cancer Society, which took a similar tack. Backlash can be swift and vicious: there is already a campaign to boycott companies that withdrew from the President's business advisory councils last week on similar grounds. Behind even the clearest and boldest statement lies plenty of deliberation, however vast the swell of public support.
There are times when an organization's mission—especially its commitment to it—is publicly tested. Relief groups during natural disasters are one obvious example. At these moments, organizations we ordinarily may not think of every day are thrust into the glare of public attention and scrutiny.
Reverberations from Charlottesville provide a particularly interesting public test because the organizations speaking up are interpreting their missions in broad, humanistic terms—in the spirit of their programmatic work, but reaching well beyond it. Charlottesville had nothing directly to do with breast cancer or disaster relief, but the leaders of those organizations saw a deeper, urgent relevance, rooted in ethics and morality. No doubt they also had their donors in mind.
Mission and vision statements, however aspirational and enshrined, are no more than strings of words assembled by people. They are crafted with care and precision, with the intent to focus and inspire an organization. But to be effective, the people of the organization must put the mission and vision to work every day. And continuously interpret them with candor and vigilance, with an appreciation of an organization's broader role and responsibility in the world.
We kicked off a strategic planning effort with a new client recently. A staff member, curious about why he was in the room and on the strategic planning team, asked a familiar question: "Why are we doing strategic planning?" Behind the question was the tension of an overcommitted worker wondering what this big new chunk of extra work would actually do for his organization.
Nonprofit organizations undertake strategic plans for many reasons, positive and negative. We see new leaders come through our door eager to change their organizations for the better…and leaders who have lost funding and need to retrench strategically. Calls come from board chairs who want faster results, or top staff who feel their effort is becoming less relevant in the changing world around them. The genesis for every strategic planning effort has some level of both pain and opportunity wrapped into it.
No matter what the genesis for the process, there is a universal answer to that "why?": If you don't drive, someone or something else will do so. If you don't set a course — imperfect though it may be — you will not get to where you want to be. As all-consuming as an organization's day-to-day activities may be, leadership must make the effort to periodically look over the horizon. I won't get too sailorly, but that look over the horizon helps an organization see what change is happening in their operating environment (the good and the bad), where they are in reaching their organizational goals, and how they might want to adjust course to get there more efficiently or effectively.