1991, was the day Weiqiang group was founded, it is every person fullest start Weiqiang passion. Twenty-three years of market baptism, innovative and enterprising twenty-three years, from 50 employees to more than 1,800 people, including all types of engineering and technical personnel of 230 people, with annual sales of over 20 billion yuan, the Group occupies area of 450,000 square meters, step by step, embodied the spirit of pioneers Weiqiang Group, once again crossing, surging forward Weiqiang Group, the world's pride.
Weiqiang Group is a production of copper, plumbing and sanitary products, brass hardware accessories based professional large enterprise groups, the Group under the jurisdiction of the "Guangdong Weiqiang Copper Technology Co., Ltd.", "Weiqiang Jiangxi Copper Co., Ltd. "" Guangdong Wei Xiang Sanitary Ware Industry Co., Ltd. "," Guangdong Kellers Sanitary Ware Industry Co., Ltd. "," Shane Sanitary Ware Industry Co., Ltd., Jiangmen City, "" Kaiping ho Wan furniture Limited "," Wei Town Kaiping City on strong electroplating factory "and seven wholly-owned subsidiaries.
Weiqiang bathroom now has a large-scale production capacity, set gravity casting, forging, CNC, precision instruments, welding, polishing, for one, has a strong R & D capabilities and intensive professional manufacturing capability, set the perfect production equipment and gravity casting low pressure casting, forging, CNC CNC lathes, machining centers, precision instruments, welding, polishing and plating as a whole, from raw material production to the manufacture of end products as well as import and export of industrial system. Weiqiang Company uphold the quality first, the customer first purpose, various high-end bathroom products including faucets, bathroom accessories and various accessories, such as copper, is a highly professional ODM manufacturer of bathroom products, and to undertake OEM products . "Wei Xiang" brand and "Kellers' brand of bathroom plumbing products are mainly exported to all over the world in Europe, America, Australia, South Africa and the Middle East, and to provide support services for the local sanitary world's top brands, Kellers ceramic production line project are in the pipeline for the whole bathroom to do the whole package. Products by the favor and trust at home and abroad, more and more merchants and our company has established long-term and stable strategic cooperative partnership, so far the company has more than 1,500 regular customers at home and abroad.
???? The company has passed ISO9001: 2008 quality system certification, ISO14001 environmental management system certification and OHSMS18001 occupational health and safety management system certification, and the use of UF ERP information management system; Weiqiang Copper Technology Co., Ltd. of Guangdong passed ROHS-compliant factory certification, in the second session of the Chinese sanitary standings competitions was awarded "China Top Ten bathroom accessories supply enterprise", is a member unit of the National kitchen & Bath Hardware Hardware standardization Committee of the Technical Committee; Weiqiang products made of copper the EU's restriction of Hazardous Substances regulations ROHS certification; Weiqiang bathroom plumbing products have passed UPC, AB1953, WATERSENSE, CE, WRAS, WATERMARK and Chinese water-saving certification, Weiqiang Copper "Weiqiang" brand famous brand in Guangdong Province , bathroom "Kellers" brand won five consecutive years China sanitary faucets and other brand-name products and Chinese green certificates, Shane sanitary company is "stainless steel faucet standard" drafting unit.
??? The company will adhere to the "people-oriented, scientific management, technology first, quality based" thinking enterprises, to "excellence, striving for perfection." Take the "high quality, high efficiency, low consumption," the road of sustainable development. Wide-talent, training, full cooperation, mutual profitability, social services, innovation, sustainable development, Tree "Weiqiang" brand, a world-class enterprise.
© 2014 Copyright Guangdong Calise Sanitary Ware Industry Co., Ltd.


text:
Joe Flacco's record contract puts agent Joe Linta in spotlight
By By Childs Walker and Mike Klingaman and The Baltimore Sun
Don't look for a $3,000 suit or slicked-back hair. Don't expect to hear empty flattery or bragging about an extensive list of superstar clients. None of that is Joe Linta.
"If you met him and he told you he was a sports agent, you wouldn't believe him," says recently retired Ravens center Matt Birk, a client of Linta's for all 15 of his NFL seasons.
Linta built his Connecticut-based agency around guys like Birk, who were drafted in the later rounds and became excellent players at unglamorous positions. The former Yale defensive lineman pored over game tape and ran potential clients through his own drills — as much a coach as a master negotiator. He became a low-key success but never a star on the level of superagents Drew Rosenhaus or Leigh Steinberg.
All that is changing now because of another low-key Northeasterner named Joe Flacco. A Super Bowl Most Valuable Player at the prime age of 28, Flacco agreed to a six-year, $120.6 million deal Friday with the Ravens, according to team and league sources, which will make him the highest-paid player in NFL history. And Linta is the man who negotiated the contract.
Flacco's pending free agency and the negotiations have brought Linta an unprecedented level of scrutiny and recognition. During the period leading up to the talks, he boldly asserted the strength of his client's position and received some criticism that he was negotiating through the media.
But Linta's no grandstander, says Penn State head coach Bill O'Brien, who was an assistant with the New England Patriots, where Linta was highly respected by the NFL's most decorated coach, Bill Belichick.
'He's honest'
"He understands the game, and he wants to do the best for his client," says O'Brien, who hired Linta as his agent based on what he saw with the Patriots. "But he's always going to be fair. He had the respect of the organization because he's honest."
Linta did not respond to interview requests for this article. But a few terms come up over and over from clients and associates who've known Linta for years: honest, straightforward, caring, a football lifer. This is a guy who takes time away from agenting every fall to coach his sons, Nick and T.J., at Connecticut's Hamden Hall Country Day School.
With his mom-and-pop stable of 45 clients, he's a rare breed in an era of conglomerate agencies, says his vice president, Tom Kleine. "Joe's about as un-Ivy a guy as you could possibly find," says Kleine, who has been with him for 11 years. "He can sit and crunch numbers with the numbers guys. But he's equally comfortable sitting and talking football with the football guys."
Linta grew up in Pittsburgh rooting for the great Steelers teams of the 1970s. Though he was no football star at Yale, coach Carmen Cozza says he was a dogged student of the game and a guy who always had some idea to put extra money in his pocket.
"He's a go-getter, a worker who'll dedicate himself to doing the best for Flacco and others," Cozza says. "He's not one of these sharp-dressing guys; I used to tell him, 'Shake the coal dust off yourself and get to work.'"
Classmate Patrick Ruwe, who captained the Yale squad, remembers Linta as a disheveled character who "went his own way a little bit." But he's not surprised that his teammate became an agent.
"He was clearly entrepreneurially aligned," says Ruwe, now the orthopedic surgeon for Yale football. "I think he ran the student refrigerator service, where you could rent a fridge for 50 bucks a year, and he'd be the liaison between the college and students. And he worked nights with a downtown parking service."
'Papa Joe'
Tom Giella, who was a year behind Linta, remembers players calling him "Papa Joe" because he became a de facto coach when a knee injury sidelined him his senior year.
"'Slick' is not an adjective I'd use to describe Joe," Giella says. "He was our colleague and one who looked out for our best interests. He was a casual blue-jeans-and-T-shirt type of guy."
Linta served as an assistant coach at Yale after he graduated and became a certified NFL agent in 1990.
Over the years, his clients included a few first-round picks, such as tight end Kyle Brady out of Penn State and defensive end Kamerion Wimbley out of Florida State, and a likely Hall-of-Famer in Nebraska guard Will Shields.
But players such as Birk, a sixth-round pick out of Harvard, and Steelers guard Willie Colon, a fourth-round pick out of Hofstra, were more his bread and butter. In addition to Flacco, Linta represents Ravens center Gino Gradkowski, a fourth-round pick last year, and guard Antoine McClain, a rookie free agent who was on the practice squad last season.
He experienced a heartbreaking side of his work in December, when Kansas City Chiefs linebacker Jovan Belcher, another of Linta's proud finds, killed his girlfriend and then fatally shot himself outside the team's practice facility.
Ivy regular guys
Birk says agents weren't exactly flocking to him when he emerged from Harvard. Perhaps that's why he reached to a graduate of archrival Yale for representation.
"It was a charitable thing," Birk says jokingly. "I was trying to help those less fortunate."
Actually, he says, he felt a regular-guy kinship with Linta despite their backgrounds at blue-blood universities. "He's like a Miller Lite kind of guy," Birk says. "He's like me, and that's why we always got along."
Birk told Linta he didn't want a bunch of phone calls reminding him how great he was. He was fine with talking a few times a year, so long as they were straight with each other.
"A lot of agents overemphasize their importance," Birk says. "But Joe didn't oversell himself, and when the time came, he showed he could do the big deal."
In Birk's case, that meant a $31 million contract with the Minnesota Vikings in 2001 and a $12 million contract with the Ravens in 2009.
Those numbers pale in comparison to the $120.6 million deal for Flacco. And Birk says he's happy to see his lunch-pail agent get a shot at such a lucrative negotiation.
"But really, Joe is just servicing his client," Birk says. "Whether that's Joe Flacco or an undrafted free agent, he's going to care about the guy."
Doing his homework
O'Brien, who replaced the legendary Joe Paterno at the head of a Penn State program haunted by scandal, says he sought Linta more than Linta sought him.
"He does his homework," O'Brien says when asked to explain the attraction. "He works at it. He represents what's good in his profession."
Linta has become friendly with O'Brien's wife and kids. Like Birk, the Penn State coach says he loves having a beer with his agent, listening to Linta's dry wit.
"You want to see a guy like that have success," O'Brien says.
Though Flacco plays the game's most glamorous position, he shares many traits with Linta's other clients.
He came from a lower-division program at the University of Delaware and didn't get much NFL attention until late in his college career. He's an understated, family-oriented man.
Kleine says the agency gained an upper hand by identifying Flacco's talent early. "You could not go and watch Joe throw the football without saying, 'Wow,'" he recalls. "But guys still had five, six, seven other quarterbacks going ahead of him in the draft. We really got ahead of the curve and out-scouted the scouts."
The Flaccos saw a kindred spirit in Linta and trusted him to persuade NFL front offices to view their son in the best light.
"If you're a fringe guy, not a guy who's going to be a top pick but someone without high visibility, you need someone like him," Flacco's father, Steve, told the New Haven Register in 2009. "He has a history of helping those kinds of guys get into the league, and the people around the league know that and respect his opinion."
Flacco ultimately took Linta to places he had never been before, such as Disney World for the annual Super Bowl MVP parade and the green room at the "Late Show with David Letterman."
"I had slept like an hour," Linta told the Hartford Courant of those magical 24 hours after the Super Bowl. "But the day was a bucket-list thing. Obviously, it's the highest point in my professional career as an agent."
And then, it was time to negotiate.
childs.walker@baltsun.com
mike.klingaman@baltsun.com
Other Linta clients
Matt Birk: recently retired Ravens center, six-time Pro Bowl player
Gino Gradkowski: Ravens center, 2012 fourth-round pick
Antoine McClain: Ravens practice squad player, 2012 rookie free agent
Willie Colon: Pittsburgh Steelers guard, 2006 fourth-round pick
Will Shields: 12-time Pro Bowl guard, 2013 Hall of Fame finalist
Kamerion Wimbley: Tennessee Titans defensive end, 2006 first-round pick
Romeo Crennel: former Cleveland Browns and Kansas City Chiefs head coach
Bill O'Brien: Penn State head coach
The Pennsylvania State University
Most Read •

redpajama_set_name: RedPajamaCommonCrawl


text:
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}
export default MitoticCountScore;

redpajama_set_name: RedPajamaGithub


text:
Freebritney hits congress
Britney Spears' situation is now getting bipartisan support in Congress. Photo: Rodin Eckenroth/Getty Images
The #FreeBritney movement goes to Congress
The recently-introduced, bipartisan Free Act would make it easier for those under a conservatorship to free themselves.
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Fans of the legendary pop singer Britney Spears have been championing the #FreeBritney movement for years, even before news arrived that Spears has been controlled by an abusive conservatorship for the last 13 years.
Spears fans found "clues" in many of her TikTok videos and Instagram posts, claiming that something about her demeanor and behavior just isn't right, and expressing major concerns for her mental and emotional well-being.
These concerns were quickly dismissed as "conspiracy theories" by her father, Jamie Spears, who currently controls everything about his daughter's life, from her finances to her reproductive decisions.
Recently, after over a decade of not speaking publicly on the topic, the star decided to be vulnerable and shared the trauma of her abusive conservatorship.
In June, she petitioned an LA court to end the arrangement that has dominated her personal life, career and finances since 2009. In her testimony, she revealed she had been forced to work against her will, been blocked from marrying whom she wishes to, and prohibited from removing her IUD to have a baby, and more.
Dear @britneyspears ….I feel like we owe you an apology. We bought into the whole hype of BRITNEY the performer, without much consideration for how Britney Jean Spears, the person, was coping through each day. Looking back now, I remember you saying this in front of me… pic.twitter.com/I80ODPKPvq
— Zachary Gordon (@ZacharyGordon95) June 22, 2021
Celebrities such as Miley Cyrus, Paris Hilton, Ariana Grande, John Oliver, Ashley Benson, Pete Davidson and more have expressed their solidarity with Spears, wishing her peace, autonomy and freedom. Even Planned Parenthood has joined the movement.
We stand in solidarity with Britney and all women who face reproductive coercion. Your reproductive health is your own — and no one should make decisions about it for you. #FreeBritney https://t.co/jkx5ZpOdFT
— Alexis McGill Johnson (@alexismcgill) June 23, 2021
Now, U.S. Congress wants to free her, and two representatives have introduced bipartisan legislation to place restrictions on arrangements like Spears'.
Florida Rep. Charlie Crist and South Carolina Rep. Nancy Mace introduced the Freedom and Right to Emancipate from Exploitation — or FREE — Act, on Tuesday, July 20.
The FREE Act would give conservatees the right to request that a judge replace privately appointed guardians. According to the New York Times, under the act, people in a position such as Spears would not be required to bring forth any evidence of abuse to petition for a new conservator.
Rep. Crist told the Times that the intention behind this legislation is to bring "transparency and accountability" to the process of conservatorship.
"The Britney Spears conservatorship, it's a nightmare. If this can happen to her, it can happen to anybody," he said.
The bill would offer state funding for case workers to supervise conservatorships. States accepting the funds would require case workers and public guardians to disclose their finances, and provide annual reports on the conservatorships.
"Under the Free Act, we would free Britney along with the countless numbers of seniors and persons with disabilities being abused and exploited by the broken system," said Crist.
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However, the FREE Act does not outline an easier path towards ending these arrangements, as Spears has repeatedly stated she wishes to do. Last month, the singer said that she "just wants her life back."
Spears said she wants to have the conservatorship end for good, to have control of her finances, and to be able to control her own body, in terms of having a baby.
A judge denied removing Britney Spears' father as conservator of her estate, after she said she has been mistreated, forced to perform and blocked from removing her IUD.
Her father, who also controlled her personal affairs until 2019, says he is "greatly saddened" by her claims. pic.twitter.com/9KTYUtYFxv
— AJ+ (@ajplus) July 1, 2021
"To see a woman like Britney Spears have her most basic human rights permanently stripped away from her under the guise of 'protection' should be illegal," Mace told The Guardian.
If it was already a law, the Free Act would have made it easier for Spears to oust her father from the conservatorship, which she has also said she wants to do on multiple occasions.
As of this writing, Spears' new attorney, Matthew Rosengart, views removing Jamie Spears as the first priority in the case.
On Tuesday, he said he is working "aggressively and expeditiously" to remove Jamie as conservator, given that he doesn't resign first.
"We will be moving promptly and aggressively for Jamie Spears' removal" — Matthew Rosengart pic.twitter.com/y9bvlLv5JR
— Fan Account (@breatheonmiley) July 14, 2021
In an Instagram video celebrating Rosengart's appointment, Spears posted a montage of her doing cartwheels and horseback riding, set to the song "Black Horse and the Cherry Tree" by KT Tunstall.
Spears wrote in the caption how she was feeling grateful and blessed to have "real representation, and to have so much support" from her fans. She then used the hashtag #FreeBritney for the first time.
"Under the FREE Act, we would Free Britney along with the countless number of seniors and persons with disabilities being abused and exploited by the broken system, '' Crist said in a statement.
Free Britney


Move in ready, 2 bedroom condo *Ample of parking *Minutes from Silver Line, Bus Service, Lake Anne, Reston Town Center. The unit has an updated Kitchen with granite, SS appliances, In-Unit W&D *Separate Dining room, Units backs to trees with a large balcony overlooking woods. Condo Fee Includes All Utilities except Cable, Phone, ~Internet.
DirectionsFollow I-495 W, 495 I-95 S/Capital Beltway take the exit onto VA-267 W toward Reston. Take exit 13 for VA-828/Wiehle Ave turn right onto Wiehle Ave. Continue on Wiehle Ave turn left onto N Shore Dr. Turn left onto Northgate Square.


text:
myscience.ch › news › news from the lab 2015 › The future of farming depends on local breeds
The future of farming depends on local breeds
16 October 2015 - Français
Life Sciences | Environment
16.10.15 - The dwindling genetic diversity of farm animals is increasingly becoming a threat to livestock production. Although new DNA technologies can help us address this problem, changing habits to preserve local lineages may prove to be challenging.
It is hard to overestimate the importance of global livestock production to society and the economy. It constitutes the main source of income for 1.3 billion farmers, providing vital food for 800 million subsistence farmers, and making up 40% of global agricultural GDP. But overbreeding and dwindling genetic diversity could limit the ability of livestock populations to adapt the environmental changes, such as global warming and related new diseases. Currently on the sidelines, lesser-known livestock breeds and the DNA they carry could become key to securing the future of livestock farming.
For four years leading up to 2014, a European research project chaired by EPFL took stock of the past, present, and future of farm animal genetic resources and outlined the questions of highest priority for research, infrastructure and policy development for the coming decade. A selection of the project's scientific output has now been published by the open access journal Frontiers in Genetics and is available online in the form of 31 research papers.
A shrinking genetic reservoir
Over the past 100 years, many local breeds have gone extinct, as more productive industrial breeds have taken over. Even within these breeds, the genetic diversity between individuals is shrinking. So why does this matter? "A reduction of genetic diversity goes hand with hand with a reduction of the species' capacity to adapt to new diseases, warmer temperatures, or new food sources," says Stéphane Joost, the project's chair.
"Studying 1,200 sheep from 32 old, native breeds from around the world, we previously identified a specific gene involved in regulating their metabolism, whose presence correlated strongly with the amount of incident solar radiation - a genetic trait that made them better adapted to their environment than cosmopolitan breeds that are more productive in the short term," says Joost. If breeds carrying such specific adaptations disappear, so too will the coping strategies they acquired throughout evolution.
The better choice?
Joost's advice to farmers: "Farmers should keep their local, well adapted breeds," he urges. They may be less productive than their industrially bred cousins, but in developing countries with extreme climates sticking to them is often the wiser choice - a lesson that many farmers learn the hard way. After investing their savings to crossbreed a species of cow local to West Africa with an industrial breed, farmers in Burkina Faso first reaped the fruits of their investment, until they realized that all of the mixed breed's offspring were poorly adapted to their climate and eventually died. "Only local breeds are adapted to resist to such harsh environments and withstand diseases such as trypanosomiasis, spread by the tsetse fly," says Joost.
An archive of adaptation
Understanding the genetic history of today's breeds could help us find ways of adapting in the future, says Joost. "What ancestral animals conferred the species with a specific trait? And what can we do today to recover that same trait?" he asks. Knowing, for example, exactly which native species were crossbred to produce today's breeds could help pinpoint certain well-adapted genes present in the native species that may have been lost. In the same way, well-adapted local breeds that were abandoned to the point of extinction could be recreated by cross-breeding the ancestral species they emerged from.
To ensure that the research carried out in this project finds its way into the agricultural community, the 31 studies will be compiled into an e-book, which will also be made available in print and distributed to stakeholders in developing countries by the FAO. But changing habits will be an uphill battle, as it involves sacrificing short-term profits for long-term sustainability - a problem that Joost and the co-organizers of the research project are well aware of. "Throughout this project, we emphasized the need to work with social scientists to effectively influence the habits of the breeders associations and other stakeholders. This is one front on which we still have much to do," he concludes.
Swiss Federal Institute of Technology Lausanne, EPFL
Job offers: Swiss Federal Institute of Technology Lausanne, EPFL
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text:
Continued Growth
Fosway Group Appoints Martin Couzins as Head of Content
Cirencester (UK), July 2021 - Fosway Group, one of Europe's leading HR-industry analysts, has announced the appointment of Martin Couzins as its Head of Content. The appointment supports the continued growth of the firm and further enhances the impact and value of Fosway's research with corporate clients and the wider HR, talent, and learning markets.
Martin brings extensive publishing experience, as well as in-depth knowledge of the HR, talent, and learning sectors. Prior to joining Fosway Group, Martin spent ten years supporting learning brands with their market positioning and thought-leadership content. He also held senior editorial roles at Personnel Today and XpertHR. He is a regular presenter on Learning Now TV and is a recipient of the Training Journal Award for Special Achievement in Learning and Development.
Martin joins the senior leadership team at Fosway and will work closely with CEO David Wilson to deepen engagement with Fosway's research and insights. As well as taking responsibility for Fosway's reports and content outputs, Martin will support the growth of Fosway's corporate community.
"Martin joins Fosway at an exciting time. The pandemic has accelerated the transformation of HR and L&D to become truly digital and agile functions. It has also emphasized their need to challenge traditional processes and deliver more disruptive solutions. This is driving significant growth for Fosway's unique European analyst research and insights," said, David Wilson, Fosway Group's Founder and CEO. "We are delighted to welcome Martin to the team. His domain knowledge and publishing experience will help us further increase the effectiveness and impact of Fosway's research with customers and suppliers alike."
Martin comments, "Over the last ten years I got to know Fosway as a client. As a leading source of independent insight on HR technology and market trends, I frequently referenced their research and insights in my own work. So, I'm really excited to be joining David and the team at this time and to help further grow Fosway's market influence and impact."
Find more details on Fosway's latest research.
learning markets


text:
McKinnons Creek Hatchery
Salmon Trust Inc
Salmon Symposium
NZ Order of Merit.
It is with absolute pleasure we congratulate Mathew Hall for his award in the Queen's Honours list for 2018 for services to conservation and fishing
Mr Matthew Hall has been a member of the Central South Island (CSI) Fish and Game Council since its inception in 1991 and has twice been Chairman.
Mr Hall was a member of the CSI's Steering Committee in developing the draft Salmon Management Plan and is CSI's advocate to the Salmon Enhancement Trust. He is currently a member of the Fish and Game New Zealand Council and was Chairman from 2011 to 2012. He was inaugural Chairman of the Canterbury Water Management Strategy Ashburton Zone Committee from 2010 to 2014. In this role he led a process of community consultation in the Hinds catchment and led the committee through the establishment of the first Zone Implementation Programme and later an addendum to instruct the development of a regulatory plan. In 2017 he organised and co-chaired the Salmon Symposium in Ashburton, which attracted national interest and international speakers. He has been a foundation member since 1981 of Save the Rivers Mid-Canterbury. He has made significant contributions towards establishing Water Conservation Orders on the Rakaia and Rangitata Rivers. He is Secretary and Life Member of South Rangitata Reserve Inc. Mr Hall was a foundation member of Ashburton Rangitata Instream Users Group.
Well done Mathew.
© McKinnon's Creek Hatchery | Website designed by Corporate Print 2010 Ltd


text:
Ignorance breeds racism
By Rachel Lee, Jun Ji-hye, Ryu Chang-gi
Seemingly ignorant of what constitutes racism or discrimination, some Koreans utter racist remarks or engage in racist behavior. Apparently, they don't realize what they are ignorant about and this ignorance becomes the seed of their racism.
Not only ignorance but a lack of anti-racism laws is emerging as a major stumbling block to preventing the nation from becoming a truly multicultural society.
In July 2009, Bonojit Hussain, an Indian professor who used to work here, accused a Korean of humiliating him by hurling abusive and racist words such as "dirty" and "pitch-black foreigner" on a bus.
The case resulted in a lawmaker proposing an anti-racism bill. But the bill has been mothballed and won't become the basis for new legislation anytime soon given the lack of interest shown toward it from other lawmakers along with strong opposition from conservative civic groups.
More than 1.5 million people from around the world are currently living in Korea and that number is expected to keep growing.
These expatriates say they experience growing racism here because many Koreans are still xenophobic and have prejudices against them.
The stare
The case most habitually cited by foreigners is being stared at by Koreans on streets, subways and other public places.
"Korean people tend to stare at those who look different from them," says Mohamad Aimien bin Mohamad Ali, 23, a Malaysian who graduated in chemical engineering from Sungkyunkwan University last month.
Mohamad Ali, currently working in Seoul as a contract worker for Asia Cement said he felt discriminated against due to the way that Korean people look at him when he walks around the city. He felt even worse when he went shopping ― some store assistants treated him badly.
"When I asked for the price or anything about some stuff in the shop, they seemed annoyed with me as if I was wasting their time. Sometimes they used 'banmal (impolite words)' to me because they thought I didn't speak Korean," the 23-year-old said. "I was frustrated when I saw the same staff members treating Korean or Western customers with courtesy," he added.
Mohamad Ali has also had irksome experiences while using public transport.
"Some taxi drivers talk as if they don't know the places that I want to go to, although they can easily find them with navigation devices. They probably think I don't have enough money to pay."
Asked what hurt him the most, he recalled an experience he had five years ago.
"I went to take an empty seat on the train. As soon as I sat down, people on my left and right left their seats and went away from me to stand in different places. I had no idea why they were trying to avoid me. Although seats around me were empty, they kept standing till I got off. It was shocking."
Hassan Abid, 28, a Pakistani who studied computer engineering at Kyung Hee University Global Campus, "luckily" has some advantages ― comparatively white skin and high English proficiency.
But Abid says Korean people suddenly lose interest in him the moment they learn where he is from.
Abid, currently working as an intern for an I.T. Company called Nexstreaming, found discrimination against foreigners ― especially those from other developing Asian nations ― pervasive in the job market.
"One of my friends lost her job because of her dark skin color. She is from India," he said.
Abid thinks that the Korean government is making sincere efforts to attract more foreign students to the country but its people are not ready yet.
"Few Korean students interact with foreign students at the campus," Abid said. "I only hung out with foreign classmates although I took a class that was conducted in Korean."
Mohamad Ali really likes the campaign that was launched by the Korea Tourism Organization with the theme: "We say hello first."
He said, "If this kind of campaign is successful, Korea will have a better reputation among foreigners."
Hostility toward difference
Discrimination against black people is not uncommon here, with African-American teachers shunned by Korean parents at schools or "hagwon" (private language institutes).
Kenyan Ambassador to Korea Ngovi Kitau, 52, ran a business in Mumbai, India before he came to Seoul. He also senses racism here.
"Some Koreans are afraid of approaching foreigners not only Africans but also Europeans," Kitau said, adding that young Koreans should visit not only the United States but other countries to be confident in relationships with people from all over the world.
"The antagonism against foreigners in Nairobi is smaller than Korea, I think. Many Indians and Europeans are managing businesses in Kenya, Kenyans learn the attitude of how to move together, supporting economic activities. So, we have to respect each other regardless of the color of our skins," he said.
He says that mutual understanding will help remove discriminatory views against those from developing nations.
"Likewise being good to Americans, Koreans should (develop) more relationships with the people from various nations. Learning about other cultures will be an opportunity. I am sure Koreans (have) a potential to (embrace) various other cultures based on Koreans' hospitality to others," Kitau said.
Many Caucasians say they have to endure dirty looks from Korean men, especially those from older generations, when they go out with Korean girls.
"When I was walking with my American friend the other day, a drunken old man suddenly came out from nowhere and swore at me. I was so shocked," Kim, a 27-year-old Korean-American said.
Phil Wright, a student studying language at Sogang University in Seoul, also pointed out the difference between his homeland, the U.K. and this Asian country. "Using violent words to foreigners means serious punishment such as a fine or even imprisonment (in the U.K.). Racism still pervades in the society but an increasing number of its people have started to change their views about other nationalities," he said.
Jolo Logon, a 28-year-old staff member at a Filipino medical insurance company in Manila, spent 14 months as an agricultural researcher in Daegu. During his stint here, Logon had horrible moments with his supervisor when he worked at a farm.
"The advisor forced me to live on his farmland. I spent most of my time feeding goats on the farm by myself," he said. "I did whatever he asked me to do even at night. The guy once threatened me with his fist."
The worst part was when the advisor became suspicious of people of different nationalities like him whenever some bad things happened at the farm.
Greater attention essential
Korean people must be aware of the importance of protecting the basic rights of expatriates, experts said. From school to workplaces, they need to be educated to reject xenophobic and nationalistic attitudes.
Whether it be a change of opinion or behavior, everyone needs to pay greater attention to ways of preventing foreigners from feeling racially discriminated against, they said.
"It starts with the words that we use," said Lee Jae-san, an executive at the Seoul Migrant Workers' Center. "We have always differentiated ourselves from foreigners but I think we should call them 'migrant workers' rather than 'foreign workers.'"
"Korean people obviously prefer white-skinned people who speak English over those with darker skin. There needs to be a change of public awareness and attitudes towards them," Lee added.
He also stressed the importance of the government's role.
"We are living with a growing number of migrant workers and foreigners. What does this tell us about the future direction? We definitely need anti-racism laws set in place. And most importantly, we should respect them, their culture and traditions. They are a big part of us now."


what a great layout- love this collection and how you layered it!! i don't think i will handle middle school so well. I already cried at 1st grade lol!! and preschool 2 LOL!! this year!
The perfect page to document this milestone. I LOVE that newspaper background. It gives the page a newsy feel. The pops of red look great and of course the usual fabulous layering is all there! Such a sweet pic of A too.
I really love how you have been using the black and white photos lately. And those colors on the newspaper print background are great!
Love love love love this!!! I loveeeeeeeeeeeee the red and yellow against the news print background!!!! BEAUTIFUL!!!!
Love all the layers against the newsprint background! Beautiful photo too!
Awesome page. Love how the colors pop off and the base page doesn't loook that busy. Sounds like she's doing great mom!!!
Great page. I love that print background and the pops of colour.
Love this layout and your daughter looking so earnest and full of promise!
This is such a wonderful age. I remember grade 6 so clearly and it seems like such a short time ago that my daughters were in grade 6. (They are 36 and 38 now!!!
Grade 6 is such an exciting year. i could see the metomorphis (sp) so clearly of my child becoming an adult. They started to make decisions on their own...some of them just amazed me.
They were taken with stories of others kindness and tried to build on that pwithin themselves. I remember my youngest daughter went on a weekend retreat and found out that one 71 year old nun made all the guest beds every morning. It was something like 50 or 60 beds.
After that, my daughter got up every Saturday morning and went and helped make beds for a year. Sometimes she brought a friend to help too!
You are going to have such a fun year with your daughter.
Fantastic use of papers! LOVING the background!
Hard to believe they grow up so fast, isn't it? I hope middle school is going well.
Love how the colors just pop off the page!
This is absolutely gorgeous, Lisa! LOVE the newspaper background that lets the colors just pop! Wonderful page!!!
Wonderful layers!! Such a fun design!!!
You are the queen of layering and patterns. I love this!


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Esperanza y Cía. (Ecia), oficialmente «Esperanza y Compañía, Sociedad Anónima», fue una fábrica de armamento fundada en 1925 y establecida desde 1933 en Marquina (Vizcaya) que produjo armas individuales, municiones y morteros para el Ejército de Tierra español y para la exportación. Tras su cierre en 1994, un grupo de sus trabajadores fundaron una nueva empresa, Ecia-Xemein, S.A.L., que sigue activa en 2021.

Historia
Esperanza y Compañía fue fundada el 19 de noviembre de 1925 por Juan Esperanza Salvador, nacido en Broto, Huesca en 1860 y que ya en 1902 trabajaba como armero en Éibar. En 1908 poseía un taller con ocho empleados y ese mismo año se asoció con Juan Pedro Unceta para crear la compañía P. Unceta y J. Esperanza. En 1913 la sociedad se trasladó a Guernica, donde fabricó distintos modelos de pistolas. En 1925 fundó Esperanza y Cía., asociándose con el entonces capitán de infantería Vicente Valero de Bernabé y Casañez, que pidió la baja en el Ejército para convertirse en el Jefe de Estudios de la nueva empresa, donde diseñó una serie de morteros de gran éxito.

La nueva compañía comenzó a producir la pistola automática Ecia y también produjo prototipos de un fusil ametrallador con el mismo nombre. La empresa se trasladó a Marquina en 1933. Al comienzo de la Guerra Civil la empresa pasó a estar controlada por el Gobierno Vasco, que trasladó la fábrica a Derio para alejarla del frente y luego a Bilbao. Después de la guerra la empresa volvió a Marquina y se especializó en la fabricación de morteros para el Ejército español y también para la exportación.

En 1978 la empresa era el primer exportador de armas de España, con unas ventas totales de 1760 millones de pesetas, antes de que la legislación española cambiara para restringir las ventas, requiriendo previa autorización ministerial y siendo solo posible desde entonces proveer a estados no vetados por las Naciones Unidas. Años más tarde, ya en la década de 1980, el poderoso grupo Explosivos Río Tinto (ERT) entró en el capital de Ecia, donde llegó a controlar hasta un 40% de las acciones de la empresa.

En 1980 un convoy que transportaba material militar de la compañía fue atacado por un comando de la organización terrorista ETA, siendo asesinados en el atentado los seis guardia civiles que lo escoltaban. En 1985 ETA también asesinó a José Martínez Parens, el entonces jefe de seguridad de la empresa.

Dificultades económicas en la década de 1990, debido a la disminución de pedidos, resultaron en suspensiones de pagos y el cierre de la compañía en 1994. Un grupo de trabajadores de la compañía fundaron una nueva empresa, Ecia-Xemein, S.A.L., que sigue activa en 2021.

Productos

Pistolas Ecia
Esperanza y Cía. adquirió las patentes de la desaparecida fábrica «Alkartasuna» y fabricó una pistola semiautomática de doble acción.

Mortero Valero de 60 mm modelo 1926
Declarado reglamentario por real orden circular de 4 de mayo de 1926.
 Calibre : 60 mm

Mortero Valero de 50 mm modelo 1932
Declarado reglamentario por orden circular de 6 de septiembre de 1932. Mortero de compañía, podía ser transportado y utilizado por un solo individuo.
 Calibre : 50 mm
 Peso de la munición : 780 g
 Alcance: de 50 a 1000 m
 Peso : 7 kg

Mortero Valero de 81 mm modelo 1933

Declarado reglamentario por orden circular de 24 de mayo de 1933, sustituye al modelo 1926 de 60mm como arma de batallón.
 Calibre : 81 mm
 Peso de la munición : 4 kg
 Alcance máximo: 3250 m
 Peso : 63 kg
 Longitud del tubo: 1.2 m

Mortero «Franco» de 120 mm
Se comenzó a fabricar en 1942.
 Calibre : 120 mm
 Peso : 85 kg
 Alcance máximo: 6400 m
 Cadencia de disparo : 3 disparos/minuto

Mortero Valero-Ecia de 81 mm modelo 1942
 Calibre : 81 mm

Mortero Valero-Ecia de 120 mm modelo 1942

 Calibre : 120 mm

Mortero Ecia modelo 1951 de 60 mm
Los tres tipos de Ecia modelo 1951 que sustituyeron a los Valero como reglamentarios en el Ejército español pesaban menos y todos usaban el mismo sistema de afuste, el mismo goniómetro, el mismo sistema de disparo y la misma espoleta. Tenían las tablas de tiro impresas en el tubo.

Mortero Ecia modelo 1951 de 81 mm
Podía ser tranportado, desmontado, por cuatro individuos o por un mulo, o en vehículos.
 Calibre : 81 mm
 Peso de la munición : 3.935 kg (rompedora) 4.154 kg (fumígena)
 Alcance : de 200 a 3145 m
 Cadencia de disparo : 10 a 30 disparos/minuto
 Elevación: de 49.5° a 89.5°
 Peso en posición: 66.37 kg

Mortero Ecia modelo 1951 de 120 mm
Se transportaba en un carro remolcable.
 Calibre : 120 mm
 Peso de la munición : 16.55 kg (rompedora) 17.7 kg (fumígena)
 Alcance : de 600 a 6400 m
 Cadencia de disparo : 5 a 10 disparos/minuto
 Elevación: de 49.5° a 89.5°
 Peso en posición: 321.62 kg
 Longitud del tubo : 1 m

Morteros de 60 mm Ecia modelo C, C-2 y L

También llamados «Commando», el modelo C era para unidades de operaciones especiales, el C-2 para montar en vehículos y el L contaba con un bípode para aumentar su alcance a los 2000 m. Su poco peso permitía que fueran transportados y disparados por un solo individuo.
 Calibre : 60 mm
 Peso de la munición : 1.428 kg (explosiva, fumígena) 1.966 kg (iluminante)
 Alcance máximo : 1060 m (C, C-2) 2100 m (L)
 Cadencia de disparo : 30 disparos/minuto
 Elevación : de 49.5° a 89.5°
 Peso en posición : 5 kg (C) 10 kg (L)
 Longitud del tubo : 650 mm

Morteros de 81 mm Ecia modelos L y L1
Estos morteros estaban equipados con un trípode en vez del bípode habitual. Podían ser trasportados, desmontados, por un equipo de tres sirvientes.
 Calibre : 81.35 mm
 Peso de la munición : 4.13 kg (N) 3.2 kg (NA)
 Alcance máximo : 4100 m (L) 4500 m (L)
 Cadencia de disparo : 15 disparos/minuto
 Peso en posición : 43 kg (L) 45 kg (L1)
 Longitud del tubo : 1.15 m (L) 1.45 m (L1)

Mortero de 105 mm Ecia modelo L
Este mortero estaba equipado con un trípode y una base circular. Se transportaba montado en un remolque de dos ruedas.
 Calibre : 105 mm
 Peso de la munición : 9.2 kg (HE)
 Alcance máximo : 7050 m
 Cadencia de disparo : 12 disparos/minuto
 Peso en posición : 105 kg
 Peso en transporte : 239 kg
 Longitud del tubo : 1.5 m

Morteros de 120 mm Ecia modelos SL y L
Transportados en un remolque de dos ruedas.
 Calibre : 120 mm
 Peso de la munición : 16.745 kg (N-HE) 13.195 kg (L-HE)
 Alcance máximo : 5000 m (L/N-HE) 5940 m (L/L-HE) 5700 m (SL/N-HE) 6660 m (SL/L-HE)
 Cadencia de disparo : 12 disparos/minuto
 Peso en posición : 123 kg (SL) 213 kg (L)
 Peso en transporte : 257 kg (SL) 316 kg (L)
 Longitud del tubo : 1.6 m

Referencias

Bibliografía

Marquina-Jeméin
Empresas de armamento desaparecidas de España

redpajama_set_name: RedPajamaWikipedia


Picture it: you find out your company offers you the chance to earn your next degree. The catch? You'll be part of a "cohort," a group of students made up of other people who work within your organization, working together through the same courses.
You hesitate. Maybe you've been out of the classroom setting for a while, or you're apprehensive about group projects with people you don't know well, or at all. These are normal concerns we hear from working professionals who are about to join a corporate cohort. Luckily, there are some long-lasting benefits to learning alongside your coworkers.
Learning in a cohort is an opportunity to meet and network with coworkers you wouldn't have necessarily met otherwise. People from different departments, divisions, and even geographic locations will get to know one another by working together on projects and other class activities. Friendships created through class might lead to increased project opportunities and career advancement. Through this collaboration, and applying what you learn to workday projects, you also gain a greater understanding of your organization as a whole. This knowledge of the people and workings of your company makes you an even better candidate for promotions in the future.
WPI is sure to execute Non-Disclosure Agreements with our corporate clients, which allow their employees to speak freely in the classroom about the sensitive or proprietary projects upon which they work. This enables students to apply the educational tools they learn directly to the challenges or scenarios they face in their everyday responsibilities and see an immediate return on the investment of graduate education. Because of this specialized perspective and the chance to put their coursework into practice right away, many students report a greater sense of fulfillment from class when learning in a corporate cohort.
Learning in a cohort ensures that you are surrounded by like-minded individuals experiencing the same questions and concerns as you. Peers within a company begin the program together and work toward the same goal, at the same pace, with one another. Your cohort classmates are there to encourage and guide you through your learning experience, and vice versa, which means you won't ever feel unsupported.
These are just a few reasons why a corporate cohort can be a positive experience. There are many more out there, and even more reasons to get a graduate education. It's never too late to advance your professional development and strengthen your indispensability at your company. Don't let some pre-program jitters hold you back! Learn more about programs WPI can bring to your company.
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Native American Tribes & the Indian History in Swampscott, Massachusetts
Home / Native Americans in Massachusetts / Native American Tribes & the Indian History in Swampscott, Massachusetts
Centuries before the terms Native American or Indian were necessary, the tribes were spread all over the Americas. Before any white man set foot on this land, it was settled by the forefathers of bands we now call Sioux, or Cherokee, or Iroquois.
For centuries, the American Indian developed its culture and legacy without disturbance. And that history is fascinating.
From Mayan and Incan ruins, from the mounds left in the central and southern regions of what is currently the U.S. we have learned plenty. It's a tale of beautiful artwork and deep spirituality. Archaeologists have unearthed highly advanced structures and public works.
While there was unavoidable tribal conflict, that was nothing more than a slight blemish in the narrative of our ancestors. They were at peace with this beautiful continent and deeply plugged into nature.
When European leaders dispatched the first vessels in this direction, the goal was to explore new resources – but the quality of climate and the bounty of everything from timber to wildlife subsequently changed their tune. As those leaders learned from their explorers, the drive to colonize spread like wildfire.
The English, French and Spanish raced to carve up the "New World" by transporting over inadequately prepared colonists as fast as they could. In the beginning, they skirmished with the surprised Indians of America's eastern seaboard. But that ultimately gave way to trade, because the Europeans who arrived here learned that their survival was doubtful with no Indian help.
Thus followed years of comparative peace as the settlers got themselves established on American land. But the drive to push inland followed soon after. Kings and queens from thousands of miles away were anxious to find even more resources, and some colonists came for independence and opportunity.
They wanted more space. And so began the process of driving the American Indian out of the way.
It took the form of cash arrangements, barter, and famously, treaties which were almost uniformly ignored after the Indians were moved off the land in question.
The U.S. government's policies towards Native Americans in the second half of the nineteenth century were motivated by the desire to expand westward into territories inhabited by these Native American tribes. By the 1850s nearly all Native American tribes, roughly 360,000 in number, were living to the west of the Mississippi River. These American Indians, some from the Northwestern and Southeastern territories, were confined to Indian Territory located in contemporary Oklahoma, while the Kiowa and Comanche Native American tribes shared the land of the Southern Plains.
The Sioux, Crows and Blackfeet dominated the Northern Plains. These Native American groups met adversity as the continuous stream of European immigrants into northeastern American cities delivered a stream of immigrants into the western lands already occupied by these various groups of Indians.
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The early nineteenth century of the United States was marked by its continual expansion to the Mississippi River. However, due to the Gadsden purchase, that lead to U.S. control of the borderlands of southern New Mexico and Arizona in addition to the authority over Oregon country, Texas and California; America's expansion wouldn't end there. Between 1830 and 1860 the United States nearly doubled the amount of territory under its control.
These territorial gains coincided with the arrival of hordes of European and Asian immigrants who wished to join the surge of American settlers heading west. This, partnered with the discovery of gold in 1849, presented captivating opportunities for those willing to make the long quest westward. Therefore, with the military's protection and the U.S. government's assistance, many settlers set about establishing their homesteads in the Great Plains and other areas of the Native American tribe-inhabited West.
Native American Policy can be defined as the regulations and operations made and adapted in the United States to define the relationship between Native American tribes and the federal government. When the United States initially became a sovereign nation, it implemented the European policies towards the indigenous peoples, but throughout two centuries the U.S. designed its very own widely varying policies regarding the changing perspectives and necessities of Native American oversight.
In 1824, in order to execute the U.S. government's Native American policies, Congress formed a new agency inside the War Department called the Bureau of Indian Affairs, which worked closely with the U.S. Army to enforce their policies. At times the federal government recognized the Indians as self-governing, distinct political communities with different cultural identities; however, at other times the government attempted to force the Native American tribes to give up their cultural identity, let go of their land and assimilate into the American traditions.
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With the steady flow of settlers in to Indian "" land, Eastern newspapers published sensationalized stories of cruel native tribes committing widespread massacres of hundreds of white travelers. Although some settlers lost their lives to American Indian attacks, this was in no way the norm; in fact, Native American tribes frequently helped settlers get across the Plains. Not only did the American Indians peddle wild game and other necessities to travelers, but they acted as guides and messengers between wagon trains as well. Despite the friendly natures of the American Indians, settlers still feared the likelihood of an attack.
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To soothe these concerns, in 1851 the U.S. government presented a conference with several local Indian tribes and established the Treaty of Fort Laramie. Within this treaty, each Native American tribe consented to a bounded territory, allowed the government to construct roadways and forts in this territory and agreed not to go after settlers; in return the federal government agreed to honor the boundaries of each tribe's territory and make total payments to the Indians. The Native American tribes responded quietly to the treaty; in fact the Cheyenne, Sioux, Crow, Arapaho, Assinibione, Mandan, Gros Ventre and Arikara tribes, who signed the treaty, even agreed to end the hostilities amongst their tribes in order to accept the terms of the treaty.
This peaceful agreement between the U.S. government and the Native American tribes didn't last long. After hearing testimonies of fertile terrain and tremendous mineral wealth in the West, the government soon broke their pledge established in the Treat of Fort Laramie by permitting thousands of non-Indians to flood into the area. With so many newcomers moving west, the federal government established a policy of confining Native Americans to reservations, limited areas of acreage within a group's territory "" reserved exclusively for their use, to be able to grant more property for "" non-Indian settlers.
In a series of new treaties the U.S. government compelled Native Americans to surrender their land and migrate to reservations in exchange for protection from attacks by white settlers. In addition, the Indians were allocated a yearly stipend that would include money in addition to food, animals, household goods and agricultural tools. These reservations were created in an effort to clear the way for heightened U.S. growth and involvement in the West, as well as to keep the Native Americans divided from the whites in order to lessen the chance for friction.
These deals had many problems. Most of all many of the native people did not altogether understand the document that they were signing or the conditions within it; moreover, the treaties did not respect the cultural practices of the Native Americans. In addition to this, the government bureaus accountable for applying these policies were overwhelmed with awful management and corruption. In fact most treaty conditions were never accomplished.
The U.S. government rarely honored their side of the deals even when the Native Americans migrated quietly to their reservations. Unethical bureau agents frequently sold off the supplies that were meant for the Indians on reservations to non-Indians. Additionally, as settlers required more property in the West, the federal government frequently decreased the size of Indian reservations. By this time, many of the Native American peoples were unhappy with the treaties and angered by settlers' persistent hunger for territory.
Angered by the government's dishonest and unfair policies, some Native American tribes, including bands of Cheyennes, Arapahos, Comanches and Sioux, fought back. As they struggled to protect their lands and their tribes' survival, more than one thousand skirmishes and battles broke out in the West between 1861 and 1891. In an effort to compel Native Americans onto the reservations and to end the violence, the U.S. government reacted to these conflicts with significant military campaigns. Obviously the U.S. government's Indian policies required of a change.
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Native American policy changed radically after the Civil War. Reformers felt that the policy of pushing Native Americans on to reservations was too harsh while industrialists, who were concerned about their property and resources, thought of assimilation, the cultural absorption of the American Indians into "white America" to be the singular permanent method of assuring Native American survival. In 1871 the government passed a pivotal law proclaiming that the United States would not treat Native American tribes as sovereign entities.
This law signaled a drastic change in the government's relationship with the native peoples – Congress now regarded the Native Americans, not as countries outside of its jurisdiction, but as wards of the government. By making Native Americans wards of the U.S. government, Congress imagined that it would be better to make the policy of assimilation a broadly accepted part of the cultural mainstream of America.
Many U.S. government representatives viewed assimilation as the most practical remedy for what they viewed as "the Indian problem," and the only permanent strategy for guaranteeing U.S. interests in the West and the survival of the American Indians. In order to accomplish this, the government pressed Native Americans to relocate out of their traditional dwellings, move into wooden dwellings and become farmers.
The federal government enacted laws that forced Native Americans to reject their traditional appearance and lifestyle. Some laws outlawed common religious practices while others instructed Indian males to cut their long hair. Agents on more than two-thirds of American Indian reservations established tribunals to impose federal regulations that often banned traditional ethnic and spiritual practices.
To speed the assimilation process, the government established Indian schools that attempted to quickly and forcefully Americanize Indian youth. According to the director of the Carlisle Indian School in Pennsylvania, the schools were designed to "kill the Indian and save the man." To be able to accomplish this goal, the schools required enrollees to speak only English, wear proper American clothing and to switch their Indian names with more "American" ones. These new policies brought Native Americans closer to the end of their established tribal identity and the start of their existence as citizens under the absolute control of the U.S. government.
In 1887, Congress passed the General Allotment Act, the most significant part of the U.S. government's assimilation platform, which was developed to "civilize" American Indians by educating them to become farmers. In order to make this happen, Congress wanted to establish private ownership of Indian land by dividing reservations, which were collectively held, and providing each family their own parcel of land.
Additionally, by forcing the Native Americans onto small plots of land, western developers and settlers could purchase the remaining land. The General Allotment Act, also referred to as the Dawes Act, required that the Indian lands be surveyed and each family be provided with an allotment of between 80 and 160 acres, while unmarried adults were given between 40 to 80 acres; the residual territory was to be sold. Congress was hoping that the Dawes Act would divide Indian tribes and encourage individual enterprise, while cutting down the expense of Indian supervision and producing prime property to be sold to white settlers.
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The Dawes Act proved to be catastrophic for the American Indians; over the next decades they existed under regulations that outlawed their traditional approach to life but did not provide the vital resources to support their businesses and households. Splitting the reservations into small parcels of land led to the significant reduction of Indian-owned property. Inside three decades, the people had lost in excess of two-thirds of the region that they had controlled before the Dawes Act was passed in 1887; the majority of the remaining land was purchased by white settlers.
Regularly, Native Americans were cheated out of their allotments or were forced to sell off their land in order to pay bills and take care of their families. Because of that, the Indians were not "Americanized" and were often not able to become self-supporting farmers or ranchers, as the creators of the policy had desired. This also produced animosity among Indians for the U.S. government, as the allotment process often ruined land that was the spiritual and societal focus of their lives.
Between 1850 and 1900, life for Native Americans changed significantly. Due to U.S. government policies, American Indians were forced from their housing as their native lands were parceled out. The Plains, which they had previously roamed without limits, were now inhabited with white settlers.
Over these years the Indians ended up cheated out of their property, food and lifestyle, as the "" government's Indian policies coerced them on to reservations and attempted to "Americanize" them. Many American Indian bands could not make it through relocation, cultural destruction and military defeat; by 1890 the Native American population was lowered to fewer than 250,000 people. Due to generations of discriminatory and corrupt policies implemented by the United States government between 1850 and 1900, life for the American Indians was changed forever.
[google-map location="Swampscott MA"
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text:
Cruises on Norwegian Gem departing August 2022
From Sun 7 Aug 2022
(To Sun 14 Aug 2022)
Cruise Itinerary: Venice, Italy (07 Aug d1700); Kotor, Montenegro (08 Aug 1400-2000); Corfu, Greece (09 Aug 1000-1600); Santorini, Greece (10 Aug 1400-2200); Mykonos, Greece (11 Aug 0700-1500); Argostoli (Kefallinia), Greece (12 Aug 0900-1500); Dubrovnik, Croatia (13 Aug 0730-1330); Venice, Italy (14 Aug a0800)
From Sun 14 Aug 2022
(To Sun 4 Sep 2022)
Cruise Itinerary: Venice, Italy (28 Aug d1700); Kotor, Montenegro (29 Aug 1400-2000); Corfu, Greece (30 Aug 1000-1600); Santorini, Greece (31 Aug 1400-2200); Mykonos, Greece (01 Sep 0700-1500); Argostoli (Kefallinia), Greece (02 Sep 0900-1500); Dubrovnik, Croatia (03 Sep 0730-1330); Venice, Italy (04 Sep a0800)
Cruises On Norwegian Gem during August 2022 (07 Aug-28 Aug)


Story time: A couple months ago, my wife Tori and I were on our way home from a wedding we photographed in Colorado. We met up with my brother at Kiln Coffee Bar in Grand Junction, near where I grew up. As we headed out to get back on the road, both the owner and manager called out and said, "See ya later, Wade! Drive safe!" My brother looked at me inquisitively and asked if they just called me Wade, I just smiled. They sure did. I kind of love the fact that many of the people who know me through this project call me Wade. I like it enough that I don't even correct people. For the record, my first name is actually Kyle, Wade is my middle name, but you can keep calling me Wade if you'd like. So why did I go with Handsome Wade for this coffee project?
I'm a dreamer, sometimes to a fault. I come up with sooo many projects and ideas that rarely ever turn into anything real. For example, some friends and I wanted to launch a Kickstarter to film a documentary. For a time, I dreamed of moving to Germany, just because. That's just a few out of tons of ideas that never went anywhere. While most of them rarely moved beyond the dream phase, almost every single one of them had a name. I don't know why, but as soon as an idea gets into my head it needs a name.
The instant I thought about starting a coffee blog, I also started obsessing over what to call it. I don't remember the exact process that eventually landed on Handsome Wade, but I remember at some point I decided to start playing around with names based off of my middle name. I had a eureka moment when I remembered that Kyle translates from a Gaelic word that means "handsome," a handy little fact I just happened to know. How could I pass up on such a golden opportunity?
My middle name comes from my late Grandpa Wade (my first name came from Kyle Reese in Terminator. Thanks Mom.). I had a special relationship with my Grandpa. He lived in Michigan and we lived in Colorado, so we didn't see him and my Grandma very often. Many of my early memories of coffee come from Grandpa Wade, like when I took a sip of his coffee at Carl's Jr. and hated it. When he passed away my freshman year of college, it hit me hard.
Grandpa Wade took his coffee with two sugars, he said it kept him sweet. In the weeks and months after his death, I'd make myself a cup of coffee with two sugars in his honor. This pre-breakfast ritual, in the quietness of the pre-breakfast dining hall, helped me heal. It also gave me a taste for coffee that would eventually turn into the passion that fueled this project. Naming my coffee blog after him felt like another opportunity for me to honor my memory of him.
I've since fallen even more in love with the name, Handsome Wade. I love the personal homage, I love how it rolls off the tongue, and I love that now get to be one of those guys that goes by his middle name. (I actually tried to do this when I first went to college, just for kicks, but too many people already knew me and it didn't stick). Beyond that though, it reminds me of my "coffee heritage," so to speak, and inspires me to keep things non-pretentious.
Grandpa's favorite coffee didn't come from a local roaster or some third wave cafe. As far as I know, he didn't precisely measure his ratios or track his extraction rates. In fact, if memory serves me right, he like pre-ground Folgers Classic the best. And yet, he loved coffee. If I sit atop my high horse and assert that your coffee is inferior to mine, I'd be completely invalidating the opinion of the one who inspired me in the first place.
Handsome Wade exists to share my love of coffee with anyone who wants to listen. I love learning new things and I love to share what I learn. If that helps you have an even more enjoyable experience with coffee, then I've accomplished my mission. However, I never want anyone to read what I write as the gospel truth. Make coffee how you enjoy making coffee. Enjoy the experience.
This side-project provides supplemental income that basically just feeds my coffee habits, and in turn helps me provide even more quality coffee content. Here are a couple of my personal favorite coffee products. Using the links below don't cost you anything extra, but they swing me a little commission from whatever you buy. Thanks for your support!


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Live wireless, live free!
Enjoy your Music World without the world's distractions
What goes in ear, stays in ear
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Discover how great your games can sound
Safe and sound for kids entertainment
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Ask Alexa for traffic info, music, open the garage door
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When fitting space is at a premium
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Human Rights & UK Modern Slavery Act
Human Rights Initiatives
In today's globalised market where free trade is on the rise, companies have a significant impact, both positive and negative, on human rights. Operating worldwide, the JVCKENWOOD Group recognises the need to respect the human rights of all stakeholders that have an interest in its operations, including employees and suppliers, while ensuring fair labour practices. We are taking a wide range of measures to fulfill our responsibilities as a global company by sharing our human rights policy and initiatives across the Group while establishing and administering a relevant management system.
JVCKENWOOD Group Human Rights Policy
The JVCKENWOOD Group respects the human rights of all stakeholders who are concerned with its business activities and supply chain. The Guiding Principles on Business and Human Rights was issued by the United Nations Human Rights Council in 2011 against a backdrop of growing concern over the impact of globalizing corporate operations on human rights. They provide steps in which business should take to prevent or mitigate the negative impacts on human rights that could happen within its business operations and supply chains. In addition, the Government of Japan launched Japan's National Action Plan (NAP) on Business and Human Rights (2020-2025) for promoting respect for human rights in the context of business activities in October 2020. To be in line with the principles and NAP, the JVCKENWOOD Group established "JVCKENWOOD Group Human Rights Policy" to clearly express its commitment to respect human rights. The Group will continue to promote activities to respect human rights within its business operations.
• JVCKENWOOD Group Human Rights Policy
Human rights awareness-raising and education
The JVCKENWOOD Group requires all its employees to complete JVCKENWOOD Group Compliance Code of Conduct training in order to ensure that all human rights are respected and that its business is conducted in a sincere and ethical manner that is in compliance with laws and regulations. We are also promoting diversity and preventing harassment through new employee training, etc. in order to raise awareness of human rights and ensure that communication is done with respect and consideration for others.
Human rights hotline
The JVCKENWOOD Group maintains a whistleblower system that enables employees to report on possible violations of any law or regulation, the JVCKENWOOD GROUP Compliance Code of Conduct, and other internal rules.
Ahead of the June 2020 enforcement of a new law requiring companies to provide a harassment hotline service as a measure to prevent workplace power harassment, we set up a harassment hotline in April 2017, enabling employees to report incidents of harassment.
• Compliance/Internal Whistleblower System
Prohibiting Child / Forced Labour
The JVCKENWOOD Group embraces the UN's Universal Declaration of Human Rights and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, insisting on respect for basic human rights all through its supply chains.
The JVCKENWOOD CSR Procurement Guidelines clearly prohibit child / forced labour, and we will be familiarising all suppliers with the Guidelines to ensure they are suitably incorporated into their business practices.
Complying with the UK Modern Slavery Act
The JVCKENWOOD Group has released the following statements in its efforts to prevent slave labor and human trafficking in its business activities and supply chains in compliance with the UK Modern Slavery Act that went into effect in 2015.
► FY2021 Edition: Statement on the UK Modern Slavery Act (English-language version)


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Wilbert King Obituary
Wilbert King
Millville, New Jersey
of Wilbert's Passing
KING, WILBERT (Billy), 75, of Millville, NJ, passed away on Saturday, December 1, 2018. He was born September 26, 1943 in Laurinburg, NC to the late Willie and Edna Holloway King. During his early years, he attended Shaw High School, where he graduated with excellent grades and was in a band as a drum major. He later moved to Washington, D.C. to work construction under his brother (mentor) Willie King Jr. He adapted to the city life then moved to New York City where he became a commercial truck driver for over 25 years and was a superintendent over several buildings in Brooklyn. During his time in Brooklyn, he became a member of Wayside Baptist Church. He found the love of his life in 1968 "Tommylee King" and started a family not knowing they would be together for 50 years (half a century).
Wilbert was the monarch of his family, a pillar of the community. He is survived by his wife, Tommylee King; his children, Tori King (his baby), Pamela Hamilton, Renee Kelly, Gail Cherry, and Lee Jaudon; his sisters, Evelyn Fogle, Delores King, and Marie Tillman; many grandchildren and great grandchildren; and his extended family. In addition to his parents, he was preceded in death by his three brothers, Willie King Jr., Clifton King, and John King; his sister, Ruby Ward-King; and two sons, Ricky Toney and Andrew McCallum.
Wilbert enjoyed life. He was the life of the party - loved music, dancing, sports, life adventures, and traveling. His personality was that of a humble man, never angry, always uplifting.
He lived in God's words, teaching God's law. He will be missed, never forgotten. He left behind so many memories: cheesecake (Junior only), expensive cigar, ice cream cake, his hat and flashy dressing. So when we see these things we remember him. Therefore he will never be forgotten - just truly loved.
Funeral services will be held on Saturday, December 8, 2018 at 11:00 a.m. at the Radzieta Funeral Home, 9 Hand Avenue, Cape May Court House, where viewing will begin at 10:00 a.m. Interment will be in New Hillside Cemetery in Laurinburg, NC.
Radzieta Funeral Home, 9 Hand Avenue, Cape May Court House, NJ 08210 Visitation for Wilbert King https://www.tributes.com/obituary/show/Wilbert-King-106640691#services https://www.tributes.com/obituary/get_ics/106640691?service=3810971&tr=
Radzieta Funeral Home, 9 Hand Avenue, Cape May Court House, NJ 08210 Funeral Service for Wilbert King https://www.tributes.com/obituary/show/Wilbert-King-106640691#services https://www.tributes.com/obituary/get_ics/106640691?service=3810972&tr=
Create An Online Memorial For Wilbert King
The beautiful and interactive Eternal Tribute tells Wilbert's life story the way it deserves to be told in words, pictures and video.


Fish in Illinois impaired urban streams have among the world's highest concentrations of polybrominated diphenyl ethers (PBDEs) in their tissue, according to a 2013 study conducted by ecotoxicologists Da Chen and Michael Lydy.
The Southern Illinois University researchers analyzed common carp and channel catfish samples from 35 aquatic ecosystems across the state for PBDEs and other flame retardants. The results showed that PBDEs—which were phased out of the production of textiles, electronics and other materials in 2004—accounted for 98 percent of the total flame retardants found in fish tissue.
The highest PBDE levels were found in fish taken from urban streams that do not meet Clean Water Act standards, including sections of the Cal-Sag Channel and the Little Calumet River. With concentrations ranging from 642 to 8,200 nanograms per gram, fish in these streams had higher contaminant levels than many other species sampled in the United States, Belgium, Spain and China.
The study marks the first statewide survey of flame retardants in waterways. Its results could help the Illinois Environmental Protection Agency include flame retardants in their Fish Contaminant Monitoring Program.