text:
<?php

namespace Haven\Bundle\PersonaBundle\Controller;

// Symfony includes
use Symfony\Component\DependencyInjection\ContainerAware;
use Symfony\Component\HttpFoundation\RedirectResponse;
use Symfony\Component\HttpKernel\Exception\NotFoundHttpException;
use Symfony\Component\HttpFoundation\Response;
// Sensio includes
use Sensio\Bundle\FrameworkExtraBundle\Configuration\Route;
use Sensio\Bundle\FrameworkExtraBundle\Configuration\Template;
use Sensio\Bundle\FrameworkExtraBundle\Configuration\Method;

class PersonaController extends ContainerAware {

    /**
     * @Route("/persona")
     * @Method("GET")
     * @Template()
     */
    public function indexAction($_locale) {
        $entities = $this->container->get("haven_persona.persona.read_handler")->getPublished($_locale);

        return array("entities" => $entities);
    }

    /**
     * @Route("/admin/show/persona/{id}", defaults={"show" = "afficher"})
     * @Method("GET")
     * @Template()
     */
    public function showAction($id) {
        $entity = $this->container->get("haven_persona.persona.read_handler")->getOne($id);
        $delete_form = $this->container->get("haven_persona.persona.form_handler")->createDeleteForm($id);

        $params = array(
            'entity' => $entity,
            "delete_form" => $delete_form->createView()
        );

        if ($entity->is("employee")) {
            $template = str_replace(":Persona:", ":Persona/Employee:", $this->container->get("request")->get('_template'));
        } else {
            $template = $this->container->get("request")->get('_template');
        }

        return new Response($this->container->get('templating')->render($template, $params));
    }

    /**
     * @Route("/admin/list/persona/{type}")
     * @Route("/admin/list/persona")
     * @Method("GET")
     * @Template()
     */
    public function listAction($type = null) {

        $entities = $this->container->get("haven_persona.persona.read_handler")->getAll($type);
        foreach ($entities as $entity) {
            $delete_forms[$entity->getId()] = $this->container->get("haven_persona.persona.form_handler")->createDeleteForm($entity->getId())->createView();
        }

        if ($type == "employee") {
            $template = str_replace(":Persona:", ":Persona/Employee:", $this->container->get("request")->get('_template'));
        } else {
            $template = str_replace(":Persona:", ":Persona/Default:", $this->container->get("request")->get('_template'));
        }

        $params = array("entities" => $entities
            , 'delete_forms' => isset($delete_forms) && is_array($delete_forms) ? $delete_forms : array()
        );

        return new Response($this->container->get('templating')->render($template, $params));
    }

    /**
     * @Route("/admin/create/persona/{type}")
     * @Route("/admin/create/persona")
     * @Method("GET")
     * @Template
     */
    public function createAction($type = null) {
        $edit_form = $this->container->get("haven_persona.persona.form_handler")->createNewForm($type);

        if ($type === "employee") {
            $template = str_replace(":Persona:", ":Persona/Employee:", $this->container->get("request")->get('_template'));
        } else {
            $template = str_replace(":Persona:", ":Persona/Default:", $this->container->get("request")->get('_template'));
        }

        $params = array(
            'entity' => $edit_form->getData()
            , "edit_form" => $edit_form->createView()
        );

        return new Response($this->container->get('templating')->render($template, $params));
    }

    /**
     * Creates a new post entity.
     *
     * @Route("/admin/create/persona/{type}")
     * @Route("/admin/create/persona")
     * @Method("POST")
     * @Template
     */
    public function addAction() {
        $formExplodedName = explode("_", key($this->container->get("request")->request->all()));
        $type = str_replace("type", "", $formShortName = end($formExplodedName));

        $edit_form = $this->container->get("haven_persona.persona.form_handler")->createNewForm($type);

        $request = $this->container->get('request_modifier')->setRequest($this->container->get("Request"))
                ->slug(array("title"))
                ->getRequest();

        $edit_form->bind($request);

        if ($edit_form->getData()->hasUserRelation() && $this->container->get("user.read_handler")->exist($email = $edit_form->getData()->getWeb()->first()->getWeb())) {
            $edit_form->addError(new \Symfony\Component\Form\FormError("cant.use.mail.for.username"));
        }

        if ($edit_form->isValid()) {
            $this->container->get("haven_persona.persona.manager")->add($entity = $edit_form->getData());

            if ($entity->is("employee")) {
                $redirection_params = array("type" => "employee");
            }

            $this->container->get("session")->getFlashBag()->add("success", "employee.sucessfully.created");

            return new RedirectResponse($this->container->get('router')->generate(str_replace('add', "list", $this->container->get("request")->get("_route")), isset($redirection_params) ? $redirection_params : array()));
        }

        if ($type === "employee") {
            $template = str_replace(":Persona:add.html.twig", ":Persona/Employee:create.html.twig", $this->container->get("request")->get('_template'));
        } else {
            $template = str_replace(":Persona:add.html.twig", ":Persona/Default:create.html.twig", $this->container->get("request")->get('_template'));
        }

        $params = array(
            'entity' => $edit_form->getData()
            , 'edit_form' => $edit_form->createView()
        );

        return new Response($this->container->get('templating')->render($template, $params));
    }

    /**
     * @Route("/admin/edit/persona/{id}")
     *
     * @return RedirectResponse
     * @Method("GET")
     * @Template
     */
    public function editAction($id) {
        $entity = $this->container->get('haven_persona.persona.read_handler')->getOne($id);
        $edit_form = $this->container->get("haven_persona.persona.form_handler")->createEditForm($entity);
        $delete_form = $this->container->get("haven_persona.persona.form_handler")->createDeleteForm($entity->getId());

        if ($entity->is("employee")) {
            $template = str_replace(":Persona:", ":Persona/Employee:", $this->container->get("request")->get('_template'));
        } else {
            $template = str_replace(":Persona:", ":Persona/Default:", $this->container->get("request")->get('_template'));
        }

        $params = array(
            'entity' => $entity,
            'edit_form' => $edit_form->createView(),
            'delete_form' => $delete_form->createView(),
        );

        return new Response($this->container->get('templating')->render($template, $params));
    }

    /**
     * @Route("/admin/edit/persona/{id}")
     * @return RedirectResponse
     * @Method("POST")
     * @Template
     */
    public function updateAction($id) {
        $entity = $this->container->get('haven_persona.persona.read_handler')->getOne($id);
        $edit_form = $this->container->get("haven_persona.persona.form_handler")->createEditForm($entity, null);
        $delete_form = $this->container->get("haven_persona.persona.form_handler")->createDeleteForm($entity->getId());

        $request = $this->container->get('request_modifier')->setRequest($this->container->get("request"))
                ->slug(array("title"))
                ->getRequest();

        $edit_form->bind($request);

        if ($edit_form->getData()->hasUserRelation() && $edit_form->getData()->getUser()->getEmail() !== $edit_form->getData()->getWeb()->first()->getWeb() && $this->container->get("user.read_handler")->exist($email = $edit_form->getData()->getWeb()->first()->getWeb())) {
            $edit_form->addError(new \Symfony\Component\Form\FormError("cant.use.mail.for.username"));
        }

        if ($edit_form->isValid()) {
            $this->container->get("haven_persona.persona.manager")->update($entity = $edit_form->getData());
            $this->container->get("session")->getFlashBag()->add("success", "update.success");

            if ($entity->is("employee")) {
                $redirection_params = array("type" => "employee");
            }

            return new RedirectResponse($this->container->get('router')->generate(str_replace('update', "list", $this->container->get("request")->get("_route")), isset($redirection_params) ? $redirection_params : array()));
        }

        if ($entity->is("employee")) {
            $template = str_replace(":Persona:update.html.twig", ":Persona/Employee:edit.html.twig", $this->container->get("request")->get('_template'));
        } else {
            $template = str_replace(":Persona:update.html.twig", ":Persona/Default:edit.html.twig", $this->container->get("request")->get('_template'));
        }

        $params = array(
            'entity' => $entity,
            'edit_form' => $edit_form->createView(),
            'delete_form' => $delete_form->createView(),
        );

        return new Response($this->container->get('templating')->render($template, $params));
    }

    /**
     * @Route("/admin/delete/persona")
     * @Method("POST")
     */
    public function deleteAction() {

        $form_data = $this->container->get("request")->get('form');
        $entity = $this->container->get('haven_persona.persona.read_handler')->getOne($form_data['id']);

        $this->container->get("haven_persona.persona.persistence_handler")->delete($entity);

        if ($entity->is("employee")) {
            $redirection_params = array("type" => "employee");
        }

        return new RedirectResponse($this->container->get('router')->generate(str_replace('delete', "list", $this->container->get("request")->get("_route")), isset($redirection_params) ? $redirection_params : array()));
    }

    /**
     * @Route("/admin/search/persona")
     * @Method("GET")
     * @Template
     */
    public function searchAction() {
        $form = $this->container->get("haven_persona.persona.form_handler")->createSearchForm();

        return array(
            'form' => $form->createView(),
        );
    }

    /**
     * @Route("/admin/search/persona")
     * @Method("POST")
     * @Template
     */
    public function performSearchAction() {
        $form = $this->container->get("haven_persona.persona.form_handler")->createSearchForm();
        $form->bind($request = $this->container->get("request"));

        if ($form->isValid()) {
            $entities = $this->container->get("haven_persona.persona.read_handler")->search($form->getData());
            foreach ($entities as $entity) {
                $delete_forms[$entity->getId()] = $this->container->get("haven_persona.persona.form_handler")->createDeleteForm($entity->getId())->createView();
//                $rank_forms[$entity->getId()] = $this->container->get("haven_persona.persona.form_handler")->createRankForm($entity->getId(), $entity->getRank())->createView();
            }
        } else {
            $this->container->get("session")->getFlashBag()->add("error", "create.error");
        }

        $params = array(
            'entities' => isset($entities) ? $entities : null
            , 'search_form' => $form->createView()
            , 'delete_forms' => isset($delete_forms) && is_array($delete_forms) ? $delete_forms : array()
//            , 'rank_forms' => isset($rank_forms) && is_array($rank_forms) ? $rank_forms : array()
        );
        $template = str_replace(":performSearch.html.twig", ":list.html.twig", $this->container->get("request")->get('_template'));
        $render = $this->container->get("templating")->render($template, $params);

        $response = new Response();
        if ($request->isXMLHttpRequest()) {
            $render = json_encode(array('message' => "success", 'render' => $render));
            $response->headers->set('Content-Type', 'application/json');
        }

        $response->setContent($render);
        return $response;
    }

}

redpajama_set_name: RedPajamaGithub


text:
Story | 7 March 2016
UN-Habitat and Kiambu to show case solid waste facility during TICAD VI
Un habitat and kiambu to show case solid waste facility during ticad vi
Kiambu, 07 March 2016 – When Kenya's President Uhuru Kenyatta announced that Kenya and indeed Africa would host the first ever Tokyo International Conference on Africa's Development outside Japan in August, he observed: "TICAD is promoting the principles of African ownership for the processes encapsulated in the African Union Agenda 2063, with a clear focus to provide decent and productive jobs for the African people, especially the youth."
Although TICAD VI is seeking high-level policy and political dialogue for urbanization in Africa, it will also provide opportunities for exhibiting solutions for some of the challenges associated with the rapid urbanization in Africa. In Kenya, to improve the growing solid waste challenge, the County Government of Kiambu has successfully completed the first ever semi-aerobic sanitary landfill in Africa using the Fukuoka method. The landfill was built with the support of Sweden and technical assistance of Fukuoka University.
A high-level delegation of UN-Habitat Assistant Secretary General, Dr. Aisa Kirabo Kacyira, Prof Sam Ongeri, Kenya's Permanent Representative to UN-Habitat, and Mr. Ito Yo, Japan's Deputy Permanent Representative to UN-Habitat visited Kiambu's landfill in Thika. Speaking during the visit, Dr. Kacyira praised the Government of Japan for their support to UN-Habitat.
Dr. Kacyira also noted, "UN-Habitat is looking forward to build on the experience of Kiambu to support other national and local governments improve waste management." Mr. Ito Yo expressed satisfaction with the work of Kiambu, "It is good to see that a Japanese methodology can be used to addressed key challenges. We hope this can be used in other African countries." Applauding Kiambu and UN-Habitat's contribution to sustainable urbanization in Africa, Prof. Ongeri observed; " This landfill will be a good opportunity to show that projects done through international cooperation can successful and TICAD VI is a good window to showcase this landfill and UN-Habitat's work in Africa."
Featured home news slide
ROAf

redpajama_set_name: RedPajamaCommonCrawl


text:
Jennifer Eckhart
Director, Contract Administration & Purchasing
Jennifer Eckhart joined First 5 LA in August 2009. As Director of the Contract Administration & Purchasing (CAP) Team, she oversees the procurement, contracting and oversight of the contract management functions necessary for First 5 LA to fulfill its role as a public grantmaker. The CAP Team is part of First 5 LA's Center for Operational Excellence, which serves to review, refine and improve operational practices foundational to organizational effectiveness and Strategic Plan success.
Jennifer brings with her a wealth of experience from the public and nonprofit sector. Prior to joining First 5 LA, Jennifer served as a Contracts Manager for Public Health Foundation Enterprises, Inc. There she managed numerous contracts including the organization's largest funded program, Women, Infants, and Children (WIC). She also served as the organization's liaison to the public health deputies for the Los Angeles County Board of Supervisors.
Jennifer also has extensive experience in the workforce sector in positions such as the Asset Development Manager for Community Financial Resource Center, Business Consultant for Community Career Development, Inc. and an Employment Development Specialist at the Housing Authority of the City of Los Angeles (HACLA). At HACLA, Jennifer managed a program that was nationally recognized by NAHRO for the National Award of Merit in Program Innovation and Community Revitalization.
Jennifer has earned a Bachelor of Arts in History and Political Science from UCLA. Upon completion of her bachelor's degree, Jennifer temporarily pursued law at Northeastern University before deciding to focus her professional development in Contracts Management. Jennifer has a certificate in Contracts Management from the University of California, Irvine and served as the Vice President of Communications for the San Fernando Valley Chapter of the National Contract Management Association.


Hi, I am now a consolidated airline. And I don't know if I should start buying planes or continue leasing them. And if you think that I should buy I'd like to know if I should buy the planes that I already have.
That is wrong advice. Every plane is different and the point in which you should switch from buying to leasing has a number of variables--quantity of planes you are ordering, depreciation rate of the plane, etc. The only way to figure this out is with complex calculations.
Generally, buy newer model planes and lease older generation equipment.


text:
McCotter Rejects GOP Policy Group
By Jackie Kucinich
House Republican Policy Committee Chairman Thaddeus McCotter (Mich.) said on Friday that he chose not to join senior Republicans in establishing a new policy development group because he believes it could undermine House efforts to hone a stronger GOP identity.
Instead of potentially diluting their message by outsourcing its development to outside players, McCotter said, House Members should focus on engaging the Democratic majority as an "entrepreneurial insurgency— and continue to build their strength from within the Conference.
"We should be focusing on doing the little things right and building on them,— McCotter told Roll Call. "We have to do it every single day in the House.—
He added, "I hope [the new group] augments it but I worry that it may overwhelm it.—
McCotter is the only member of the House leadership team who declined to participate in the National Council for a New America, a new policy group launched by Minority Whip Eric Cantor (R-Va.) on April 30.
The group, which includes House and Senate Republican leaders, governors and former top state officials, will hold town-hall-style meetings across the country in an effort to recast the weakened party in the eyes of voters. The first meeting was held Saturday in Arlington, Va.
Cantor said the idea of the road show is to gather ideas from outside the Beltway to shape the Republican agenda.
This is not the first time McCotter has opted out of the GOP mainstream.
His decision to run the policy committee as a think tank rather than an agenda-setting arm of the Conference has attracted quiet criticism from his colleagues.
McCotter told Roll Call in an interview earlier this year that the policy committee was not intended to be on the front lines of debate.
"The policy committee allows Members to step out of the grind— and think broadly about how to respond to the Democratic majority, McCotter said.
He said he preferred the post to higher-profile positions because it allowed him to work on long-term strategies behind the scenes with small groups of Members rather than jumping into the battle of the moment.
"This is not a look at me' moment,— he said. "That is not our job, especially in the minority.—
Several Members who spoke on the condition of anonymity said the policy committee should be a stronger force in the minority since the Democrats have effectively monopolized lawmaking and legislating in the 111th Congress.
"In the minority, the policy committee has a great opportunity that it does not have in the majority,— one Member said. "We need to figure out how to use that in the minority, now that we don't have the bigger operation.—
"The policy committee should be working to help set the minority's agenda,— another Member said. "It should generate ideas in a more coherent direction.—
"Part of it is [McCotter's] idiosyncratic style,— the Member added.
Michael Steel, a spokesman for Minority Leader John Boehner (R-Ohio), defended McCotter and explained that policy committee members are active in each of the Republican groups that have formed on every major issue from energy to health care.
"We have solutions groups on numerous major issues, and policy committee folks are involved in all of them,— he said.
One GOP aide said the criticism stems from the policy committee's generally ambiguous mission. As a result, the committee has functioned differently under each person elected to lead it.
"Everyone seems to have an opinion about what the policy committee should do,— the aide said.
McCotter is a staunch conservative, but he has bucked the party on several key votes. For instance, he is running for re-election in a Detroit-area district devastated by the collapse of the auto industry, and he voted for the auto industry bailout that was opposed by GOP leaders.


text:
KELOLAND.com
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NY Times: Trump paid $750 in US income taxes in 2016, 2017
by: JOSH BOAK, Associated Press
President Donald Trump speaks during a campaign rally at Harrisburg International Airport, Saturday, Sept. 26, 2020, in Middletown, Pa. (AP Photo/Evan Vucci)
President Donald Trump paid just $750 in federal income taxes the year he ran for president and in his first year in the White House, according to a report Sunday in The New York Times.
Trump, who has fiercely guarded his tax filings and is the only president in modern times not to make them public, paid no federal income taxes in 10 of the past 15 years.
The details of the tax filings complicate Trump's description of himself as a shrewd and patriotic businessman, revealing instead a series of financial losses and income from abroad that could come into conflict with his responsibilities as president. The president's financial disclosures indicated he earned at least $434.9 million in 2018, but the tax filings reported a $47.4 million loss.
The tax filings also illustrate how a reputed billionaire could pay little to nothing in taxes, while someone in the middle class could pay substantially more than him. Roughly half of Americans pay no income taxes, primarily because of how low their incomes are. But IRS figures indicate that the average tax filer paid roughly $12,200 in 2017, about 16 times more than what the president paid.
The disclosure, which the Times said comes from tax return data it obtained extending over two decades, comes at a pivotal moment ahead of the first presidential debate Tuesday and weeks before a divisive election against Democrat Joe Biden.
Speaking at a news conference Sunday at the White House, Trump dismissed the report as "fake news" and maintained he has paid taxes, though he gave no specifics. He also vowed that information about his taxes "will all be revealed," but he offered no timeline for the disclosure and made similar promises during the 2016 campaign on which he never followed through.
In fact, the president has fielded court challenges against those seeking access to his returns, including the U.S. House, which is suing to get Trump's tax returns as part of congressional oversight.
During his first two years as president, Trump received $73 million from foreign operations, which in addition to his golf properties in Scotland and Ireland included $3 million from the Philippines, $2.3 million from India and $1 million from Turkey, among other nations. The president in 2017 paid $145,400 in taxes in India and $156,824 in the Philippines, compared to just $750 in U.S. income taxes. The Times said the tax records did not reveal any unreported connections to Russia.
Trump found multiple ways to reduce his tax bills. He has taken tax deductions on personal expenses such as housing, aircraft and $70,000 to style his hair while he filmed "The Apprentice." Losses in the property businesses solely owned and managed by Trump appear to have offset income from his stake in "The Apprentice" and other entities with multiple owners.
During the first two years of his presidency, Trump relied on business tax credits to reduce his tax obligations. The Times said $9.7 million worth of business investment credits that were submitted after Trump requested an extension to file his taxes allowed him to offset his obligations and pay just $750 each in 2016 and 2017.
Income tax payments help finance the military and domestic programs.
Trump, starting in 2010, claimed and received an income tax refund that totaled $72.9 million, which the Times said was at the core of an ongoing audit by the IRS. The Times said a ruling against Trump could cost him $100 million or more.
The president could also face mounting financial pressure in the years ahead. The tax records show he's carrying a total of $421 million in loans and debt that are primarily due within four years. Most of that debt comes from the Doral golf resort in Florida ($125 million) and Trump's Washington hotel ($160 million), two properties that the Times said are struggling financially.
Richard Neal, D-Mass., the chair of the House Ways and Means Committee who has tried unsuccessfully to obtain Trump's tax records, said the Times report makes it even more essential for his committee to get the documents.
"It appears that the President has gamed the tax code to his advantage and used legal fights to delay or avoid paying what he owes," Neal wrote in a statement. "Now, Donald Trump is the boss of the agency he considers an adversary. It is essential that the IRS's presidential audit program remain free of interference."
A lawyer for the Trump Organization, Alan Garten, and a spokesperson for the Trump Organization did not immediately respond to a request for comment from The Associated Press on the report.
Garten told the Times that "most, if not all, of the facts appear to be inaccurate."
He said in a statement to the news organization that the president "has paid tens of millions of dollars in personal taxes to the federal government, including paying millions in personal taxes since announcing his candidacy in 2015."
The New York Times said it declined to provide Garten with the tax filings in order to protect its sources, but it said its sources had legal access to the records.
During his first general election debate against Democrat Hillary Clinton in 2016, Clinton said that perhaps Trump wasn't releasing his tax returns because he had paid nothing in federal taxes.
Trump interrupted her to say, "That makes me smart."
by Marissa Lute / Jan 20, 2021
SIOUX FALLS, S.D. (KELO) -- During his last day in office, President Trump has pardoned a South Dakota man linked to a Russian agent.
In July, Paul Erickson was sentenced to seven years in federal court. He pleaded guilty to wire fraud and money laundering in November 2019. Erickson promised investors returns of up to 150% while spending the money on personal expenses for Maria Butina, his former girlfriend.
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text:
This May 2019 photo shows Corey Ballentine of the New York Giants NFL football team. An 18-year-old Kansas man has been charged in the April attack that wounded Ballentine and killed one of his Washburn University teammates, Dwane Simmons. Francisco Alejandro Mendez was charged Friday with first-degree murder, attempted first-degree murder and five counts of aggravated battery in the April 28 attack, the Shawnee County district attorney's office said in a news release. (AP Photo)
Man charged in shooting of Giants draft pick and teammate
TOPEKA, Kan. (AP) — An 18-year-old Kansas man has been charged in the April attack that wounded New York Giants draft pick Corey Ballentine and killed one of his Washburn University teammates, Dwane Simmons. Francisco Alejandro Mendez was charged Friday with first-degree murder, attempted first-...
AP sources: Jets, Gase trade Lee to Chiefs for 6th-rounder
NEW YORK (AP) — Adam Gase needed just a few hours as the Jets' acting general manager to pull off a big deal. Two people with direct knowledge of the trade told The Associated Press that New York agreed Wednesday night to send linebacker Darron Lee to the Kansas City Chiefs for a sixth-round draft...
Cardinals sign top pick Murray to four-year deal
TEMPE, Ariz. (AP) — The Arizona Cardinals have signed No. 1 overall draft pick Kyler Murray to a four-year contract worth about $35 million with a team option for a fifth. The deal announced Thursday includes a signing bonus of more than $23 million. Arizona also signed five other draft picks tor...
In this Sept. 22, 2018 photo, Washburn defensive back Corey Ballentine carries the ball during an NCAA college football game in Topeka, Kan. Police in Kansas are investigating a shooting that killed one current Washburn University football player and injured a former player just hours after he was drafted by the New York Giants. Topeka police say officers found 23-year-old defensive back Dwane Simmons dead when they investigated gunshots shortly before 1 a.m. Sunday, April 28, 2019. Ballentine is the wounded player who was picked by the Giants in the sixth round of the NFL draft Saturday. (Phil Anderson/Topeka Capital-Journal via AP)
The Latest: Ballentine will attend Giants minicamp
TOPEKA, Kan. (AP) — The Latest on the killing of a Washburn University football player and wounding of a New York Giants draft pick (all times local): 5:30 p.m. The New York Giants say cornerback Corey Ballentine, who was shot Sunday in Topeka, Kansas, is recovering and will join the team for its...
Slain player's dad says shooting 'shattered a lot of people'
TOPEKA, Kan. (AP) — The father of a Washburn University football player who was killed in a weekend shooting in which a New York Giants draft pick was wounded said the crime "shattered a lot of people." Navarro Simmons said his family learned from detectives that his son, Dwane Simmons, and his son...
Shooting kills college football player, injures Giants' pick
TOPEKA, Kan. (AP) — Washburn University's joy over one of its own going to the pros quickly shifted to grief this weekend after a shooting killed a current Washburn football player and wounded the former member of the team who was drafted by the New York Giants just hours earlier. Police in Topeka...
Fans attend the final day of the NFL football draft Saturday, April 27, 2019, in Nashville, Tenn. (AP Photo/Mark Humphrey)
Let's talk quarterbacks. As in potential backup QBs
NASHVILLE, Tenn. (AP) — Let's talk quarterbacks. As in potential backup quarterbacks in the NFL, and maybe starters down the road. Eleven quarterbacks were chosen in the three rounds of the draft. The trio that went in the opening round — No. 1 overall Kyler Murray to Arizona, No. 6 Daniel Jones to...
Missouri quarterback Drew Lock poses with NFL Commissioner Roger Goodell after the Denver Broncos selected Lock in the second round of the NFL football draft, Friday, April 26, 2019, in Nashville, Tenn. (AP Photo/Mark Humphrey)
NFL aerial circus makes for 2nd round of DBs, WRs
NASHVILLE, Tenn. (AP) — So you want proof the NFL is an aerial circus? Try the second round of the draft. And some of the third. Of Friday night's first 32 picks, 11 were defensive backs charged with holding down pass catchers, of which seven were chosen. Plus another seven offensive linemen...
The Latest: Wait puts can of chips on Drew Lock's shoulder
NASHVILLE, Tenn. (AP) — The Latest on the NFL draft (all times EDT): 10:45 a.m. Drew Lock didn't have to go far once the Denver Broncos finally ended his wait at the NFL draft. His flight wasn't booked to leave Nashville until Saturday anyway. Lock walked the red carpet Thursday night, then sat...
FILE - In this Dec. 30, 2018, file photo, Arizona Cardinals quarterback Josh Rosen drops back to pass against the Seattle Seahawks during the first half of an NFL football game in Seattle. Rosen, supplanted by Kyler Murray as the Cardinals' quarterback of the future after only one season, has been traded to the Miami Dolphins in a deal that also involved two draft picks. (AP Photo/Ted S. Warren, File)
Dolphins acquire quarterback Josh Rosen in deal with Arizona
DAVIE, Fla. (AP) — Josh Rosen will reboot by trying to help the Miami Dolphins rebuild. Rosen, supplanted by Kyler Murray as the Arizona Cardinals' quarterback of the future after only one season, was traded Friday to become part of Miami's makeover under first-round coach Brian Flores. If Rosen...


This app allows you to listen, set as alarm and set as ring tone of the azan.
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Meal plans, diets, healthy eating schemes; they all, at some point or another, get a bad rep. Whether it's following a widely scrutinised diet such as the Atkins or a low GI diet or something mocked in the media like Weight Watchers or Slimming World, at some point the path you're on with come until criticism.
I've been an official 'Slimming World' follower, for the second time I might add, for 10 weeks now. In that time I've lost just over one stone and I'm well underway to smash my second. But, when you tell someone you're on #SW, it does get greeted with a manner of opinions.
Just in the last week, I read a thread on Twitter mocking Slimming World and seemingly its followers and a staff member in Tesco tried to tell me I shouldn't buy a certain brand of yoghurt as they're full of sugar on SW. I wasn't aware that she was on commission in the aisles. I've found it really works for me and it's something you've got to take with a pinch of salt and apply a lot of common sense; but what can I say, I like it.
So, I thought why not discuss it openly and try and dispel some of the questions it entices?
1. There's too many carbs. How will you ever lose weight eating unlimited pasta, rice and spuds?
Well, I agree with you. Yes, it's major hyped up on the plan that elusive carbs are unlimited but it doesn't take a genius to work out that eating pasta all the time isn't exactly healthy. This is where having common sense and knowing what works for you comes in handy.
2. It's stupid you can't eat avocado, unless you syn it?
Again, yep right there with you. Avocado, nuts and seeds are healthy fats which are bodies need, so why would you syn these? Unfortunately the plan disagrees, but I think it moderation, avo on toast is perfectly acceptable!
3. They sell HEX bars which are essentially full of sugar – how's that healthy?
Surprise, surprise…I agree. They're not healthy. SW is all about following a low fat diet. Sugar is allowed, in moderation, as long as it fits within your 15 syn allowance. But yeah, why replace a KitKat with one of these, when you could syn your fave chocolate bar and then compensate with a shed load of fruit!
4. It's a weird cult that you pay a fiver to attend each week….
I mean, yeah on the face of it, it is an odd thing to do. Pay someone to weigh you each week and then sit around and chat about it! I personally don't stay for group as I nip in every Tuesday on my lunch hour. But I find the weekly weigh helps me keep on track and I actually look forward to it – whether it's good or bad.
Yeah it does get some stick and it may not work for everyone but I'm enjoying it and it's fitted into my lifestyle perfectly. And for me, that's what it's all about.
Next ArticleBlogging // Is your blog content enough?


AMMAN — The Royal Society for the Conservation of Nature (RSCN) on Saturday participated for the 10th consecutive year in the global Earth Hour 2017 campaign at Jabal Amman, the Jordan News Agency, Petra, reported.
The campaign, which saw the participation of hundreds of citizens, included various activities for children, as well as a candlelit march from the Wild Jordan Centre to Rainbow street, Petra reported. The Earth Hour campaign started in Sydney, Australia in 2007, when buildings and businesses turned off their lights and used candles instead, Petra added.


Photographer Anneke Hymmen and art director Kumi Hiroi started their project remodeling by looking closely at the fashion industry through the images it produces. They asked volunteers to describe in words a fashion ad that attracted their attention. The collected words became their working material. Without seeing the original images they began reconstructing their own, this time visual, interpretations of the descriptions at hand. Only with their own fantasies and ideas of beauty, without limitations or a commercial framework, they created new images. Check out the result from 14 April 'till 14 May in Melkweg Expo.
Fashion ads are images made for fast consumption. To be seen by passers by in busy trafc and to catch the eye of magazine readers they are meant to leave us with desire and longing for the lifestyle they symbolise. Feminine, masculine or androgyne, beauty, passion, strength or fragility and other such generic words linger in our [sub]conscious long after the image is gone. Non-descriptive of content but laden with desire they form our perception of beauty and adjust it accordingly with every new fashion season.
For the second part of the project six writers (Maartje Wortel, Shira Keller, Basje Boer, Jetske van Heemstra, Jonathan Grifoen and David Pefko) will use these images as inspiration for short stories. With word count being their only limitation, they are free to drift away in their imagination and take us along for a ride into the worlds however real or fctional they may be.
The project and its publication will consist of three interpretative layers: image descriptions collected by Hymmen and Hiroi, their translations into photographic images and the six written contributions inspired by these visual re-readings.


At HNI Training & Coaching, we understand the unique learning and development needs of GCC Nationals and have designed a range of programmes just for them. The goal of HNI's Nationals Development programme is to make opportunities available to National Graduates and high potential Nationals who are emerging as future high level managers and leaders.
The following Nationals Development Programmes include tailored development packages covering core competencies with special focus on accredited leadership and management qualifications (ILM) which will improve their performance, increase their employability and enhance their career prospects.
These programmes may be used as a pre-requisite for those nominated for promotion. The programme will develop leadership skills; preparing Nationals for promotion to the next level of management.
These programmes may be used for those who are under-performing in their current role. The development programme is as a constructive method through which to improve an individual's performance.
To earn a Level 3 Diploma in Leadership and Management, ILM requires that each trainee must complete not less than 37 Unit Credits.
Each ILM accredited unit is assessed by way of a work-based assignment at the end of each training module.
To earn a Level 3 Certificate in Leadership and Management, ILM requires that each trainee must complete not less than 13 Unit Credits.
To earn a Level 2 Certificate in Leadership and Team Skills, ILM requires that each trainee must complete not less than 13 Unit Credits.
These training courses have been custom-designed by HNI to fulfill the needs of Young Nationals' Development, and endorsed by the ILM as meeting the high quality standards of ILM education programmes.
Each ILM endorsed course is assessed by way of an in-class written assessment at the end of each training course.
For more information about any of our Nationals Development Programme options please send an email to cr@hni.ae.


DistrictBug offers details on school districts and ISDs. This record is for FEDERAL WAY SCHOOL DIST 210 school district in FEDERAL WAY, WA. ISD and school district data is deemed reliable, but not guaranteed. More info at SchoolBug.


Constructed of double-butted A2-SL aluminum that is both strong and lightweight, the Crosstown offers maximum comfort and versatility. A tall head tube puts you in an upright position that's easier on your back and shoulders, and ergonomically designed grips offer additional comfort and control. Whether you're cruising the greenbelt, trekking to the farmer's market, or running errands around town, the wide-range gearing and 700c wheels allow you to tackle hills and flats with ease, and the gel-infused saddle provides plenty of squish to keep you pedaling happily. A chainring guard protects pant legs from grease marks, and rack and fender mounts add carrying capacity and all-weather utility, making the Crosstown your all-purpose ride.


text:
Meet Matthew
50 Years After Stonewall
June 30, 2019 /in Updates /by Matthew for Georgia
On June 30th, as the world gathers in New York where the modern LGBTQ liberation movement began on a hot summer night in 1969, we march in Atlanta to honor the 50th anniversary of the Stonewall uprising.
As we reach this milestone, we reflect on how far we've come. My election last year was only possible because of the activists that rose up at Stonewall and each of the LGBTQ leaders who have come after––Marsha P. Johnson and Silvia Rivera, Harvey Milk, Karla Drenner and Cathy Woolard, Edith Windsor and Jim Obergefell, Stephe Koontz, and many, many others.
With social acceptance for LGBTQ Americans at an all-time high, it would be easy to feel a sense that we've come a long way. But the truth is, when it comes to legislative protections, we don't have a lot to show for the past half century––not at the federal level and certainly not here in Georgia.
Other than the national hate crimes protections for sexual orientation and gender identity passed in 2009, every legal right LGBTQ Americans have achieved has come through court intervention. Considering how political the U.S. Supreme Court has become, we dare not proclaim victory yet.
LGBTQ Georgians lack basic protections against discrimination in the workplace or public places. Transgender Georgians of color in particular face extreme violence just for being themselves. Our youth suffer epidemic levels of homelessness and suicide as they face rejection and abuse from their parents, clergy, and school-aged peers. We dare not proclaim victory yet.
Despite the great progress we've made in Georgia in terms of social acceptance, we still lack basic legislation that protects the LGBTQ community. Lest we forget, Georgia still has a constitutional amendment on the books that bans same-sex marriage. We dare not proclaim victory yet.
I am proud to belong to the LGBTQ community and have the privilege to advocate on their behalf at the state level. While the battle for equality has proven long, slow, and imperfect, the urgent need for basic legal protections in our state propels me to keep fighting. With your help, I promise not to rest until we achieve true freedom and basic dignity for every Georgian.
Today, as we celebrate the movement built by the patrons of Stonewall 50 years ago, let us dedicate ourselves to the work yet to be done.
Tags: LGBTQ
http://secureservercdn.net/198.71.233.64/a78.3df.myftpupload.com/wp-content/uploads/2018/01/MatthewWilson_Logo_340x156.png 0 0 Matthew for Georgia http://secureservercdn.net/198.71.233.64/a78.3df.myftpupload.com/wp-content/uploads/2018/01/MatthewWilson_Logo_340x156.png Matthew for Georgia2019-06-30 11:48:562019-09-25 21:42:0150 Years After Stonewall
Voter Guide 2019––Chamblee
Voter Guide 2019––Brookhaven
Recapping the 2019 Legislative Session
Voter Guides
Matthew for Georgia
2719 Buford Highway, NE
email: info@matthewforgeorgia.com
Matthew for Georgia HD80
© 2018 - Paid for by Matthew for Georgia
Recapping the 2019 Legislative Session Voter Guide 2019––Brookhaven


Cover letters need to convey your value. Follow these steps and you'll have a priceless piece of self-promotion to share with employers.
A great resume is a powerful marketing tool.
You may think of a cover letter and resume as little more than paperwork, but the truth is, those are two very valuable marketing tools. Great marketing has the power to persuade, and that's exactly what you're trying to do: Convince a hiring manager to call you in for an interview. A great cover letter can help do just that.
Like a great resume, a well-crafted cover letter can help you sell yourself to an employer. "Cover letters complete the package by giving job seekers an opportunity to say things that they can't address on their resume," says resume and cover letter writer Leigh Green.
A dynamic cover letter also lets you "convey that you're enthusiastic about the position and that you're keenly aware of how your skills and experience make you the best person for the job," says Robyn Horn, a resume and cover letter writer.
So, how do you write a cover letter that sells? By following a few simple steps.
Start by researching the company you're applying to, says Monster resume expert Kim Isaacs. You need to understand what's important to them and what they pride themselves on. Monster's company profile pages are great resources.
Aside from checking out the company's website, read news articles about the company, review quarterly reports if the company is public, and talk to current employees for insight into the organization's culture. Also, Horn recommends viewing the employer's social media channels and following the company's executives on social media. Gather all the information you can about the organization's core values, culture, and business goals.
Job descriptions offer an invaluable snapshot of the position—and, they contain keywords you'll want to weave into your cover letter. "Look at the most frequently used words in the job posting," says Horn. "Those are often terms you'll want to incorporate." Do this for each cover letter you write so that they're tailored to the jobs you're pursuing.
People have short attention spans. Hiring managers and recruiters are no exception, especially when they're faced with a stack of job applications. As a result, a one-page cover letter is a must. "If your cover letter drifts over one page, you need to take a weed wacker to it," Horn says.
If the hiring manager or recruiter's name is not included in the job posting, you may have to do some digging. You can ask the company's human resources department or a current employee for the hiring manager's name.
Your position advertised on Monster is an excellent fit with my qualifications, as the enclosed resume will attest. My background includes 10 years of success managing international sales programs, top-ranked regions, and Fortune 500 accounts. I offer particular expertise in the high-tech sector, with in-depth knowledge of networking technology that will benefit your team.
This is where you lay out, in detail, the top reasons why you're worthy of a job interview, Isaacs says. Keep your audience in mind: Hiring managers are self-centered—they want to know what you can do for them, not learn about your life story.
You'll need to demonstrate how your credentials, motivation, and track record would benefit the company. You can accomplish this by citing anecdotes that highlight your skills, focusing on the outcome. That means, you want to show results. Using numbers is a great way to quantify your achievements (e.g., "Because I created and implemented a new marketing plan at my last job, the company saw sales increase by 30%."). Make sure to address your unique selling points—if you're bilingual, for instance, explain how that would make you a more valuable asset.
I greatly appreciate your time and consideration for [name of position] and look forward to speaking with you further at your earliest convenience. Please do not hesitate to contact me with any questions.
Generally, a professional sign-off, such as "sincerely" or "respectfully yours," is the way to go. Green's preference is "best regards." "I think it's a little more unique than 'sincerely,'" she says.
Now that you know what goes into a well-written cover letter, turn your attention toward your resume. After all, that is likely to be the first piece of material a hiring manager will come across when you apply for a job. Your resume needs to highlight your skills and experience, while also showing why you would be such a valuable asset to the company. Need a little help? Get a free resume evaluation today from the experts at Monster's Resume Writing Service. You'll get detailed feedback in two business days, including a review of your resume's appearance and content, and a prediction of a recruiter's first impression. It's a quick and easy way to make sure your job search is reaching its full potential.


text:
Q: Inserting email signature using vba in Excel 2013 This sub in an Excel VBA application that has worked well for years, inserting an Outlook signature into an email before displaying the email for me to send (.Display). This has worked in Excel 2007 in Windows XP and 2013 in Windows 7.
Now I have Windows 8.1 and Office 2013 this comes out with Error 91 in my error routine. Could it be a problem with one of the References? - or some change needed in the code?
Sub InsertSig2007(strSigName As String)

    Dim objItem As Object
    Dim objInsp As Outlook.Inspector
    ' requires a project reference to the
    ' Microsoft Office library
    Dim objCBP As Office.CommandBarPopup
    Dim objCBP2 As Office.CommandBarPopup
    Dim objCBB As Office.CommandBarButton
    Dim colCBControls As Office.CommandBarControls
    Set objInsp = ActiveInspector
    If Not objInsp Is Nothing Then
        Set objItem = objInsp.CurrentItem
        If objItem.Class = olMail Then
        ' get Insert menu
            Set objCBP = objInsp.CommandBars.ActiveMenuBar.FindControl(, 30005)
            ' get Signature submenu
            Set objCBP2 = objCBP.CommandBar.FindControl(, 5608)
            If Not objCBP2 Is Nothing Then
                Set colCBControls = objCBP2.Controls
                For Each objCBB In colCBControls
                Debug.Print objCBB.Caption
                If objCBB.Caption = strSigName Then
                    objCBB.Execute ' **** see remarks
                    Exit For
                End If
                Next
            End If
        End If
    End If
    Set objInsp = Nothing
    Set objItem = Nothing
    Set colCBControls = Nothing
    Set objCBB = Nothing
    Set objCBP = Nothing
    Set objCBP2 = Nothing

End Sub

A: "this comes out with Error 91 in my error routine" When debugging do not use an error routine. That way you see the line with the problem and can say what it is in your question.
It is probably
Set objCBP = objInsp.CommandBars.ActiveMenuBar.FindControl(, 30005)

See CommandBars.FindControl Method (Office)
"The use of CommandBars in some Microsoft Office applications has been superseded by the new ribbon component of the Microsoft Office Fluent user interface."
Note: CommandBars.ExecuteMso Method (Office) works in 2013 but I believe the signature button is not available.
You will surely find a replacement for your code here Insert Outlook Signature in mail.
Likely this one:
Sub Mail_Outlook_With_Signature_Html_2()
' Don't forget to copy the function GetBoiler in the module.
' Working in Office 2000-2013
    'Dim OutApp As Object
    Dim OutMail As Object
    Dim strbody As String
    Dim SigString As String
    Dim Signature As String

    'Set OutApp = CreateObject("Outlook.Application")
    'Set OutMail = OutApp.CreateItem(0)

    Set OutMail = CreateItem(0)

    strbody = "
Dear Customer Ron de Bruin
" & _
              "Please visit this website to download the new version.
" & _
              "Let me know if you have problems.
" & _
              "Ron's Excel Page" & _
              "

Thank you"

    'Change only Mysig.htm to the name of your signature
    SigString = Environ("appdata") & _
                "\Microsoft\Signatures\Mysig.htm"

    If Dir(SigString) <> "" Then
        Signature = GetBoiler(SigString)
    Else
        Signature = ""
    End If

    On Error Resume Next

    With OutMail
        '.To = "ron@debruin.nl"
        .CC = ""
        .BCC = ""
        .Subject = "This is the Subject line"
        .HTMLBody = strbody & "
" & Signature
        '.Send
        'or use
        .Display
    End With

    On Error GoTo 0
    Set OutMail = Nothing
    'Set OutApp = Nothing
End Sub

Function GetBoiler(ByVal sFile As String) As String
'Dick Kusleika
    Dim fso As Object
    Dim ts As Object
    Set fso = CreateObject("Scripting.FileSystemObject")
    Set ts = fso.GetFile(sFile).OpenAsTextStream(1, -2)
    GetBoiler = ts.readall
    ts.Close
End Function

redpajama_set_name: RedPajamaStackExchange


Vancouver, November 20, 2018 – Leagold Mining Corporation (TSX:LMC; OTCQX:LMCNF) ("Leagold" or the "Company") is pleased to announce the restart of the RDM mine in Brazil earlier today. The restart follows an unscheduled shutdown that began early October due to regional drought conditions. As announced on November 13, 2018, the water storage facilities at the RDM mine had sufficient volumes to support the restart of operations and RDM commenced the recall of its workforce. Today, the RDM processing facility operated at its normal 7,000 tpd rate.


A really rich and mix of glass was essential to make the most of the light available. There are some gorgeous textures, streakies and mouth blown pieces. A hole was made in the wall to bring light to a very dark corner of the living room.
Using borrowed light from the back door this window really does bring warmth and interest to this room.


text:
Léglise Saint-Charles-de-Blois d'Auray est une église catholique située à Auray, dans le Morbihan (France).

Localisation
L'église est située place Léon-Chevassu, dans le quartier de la gare à Auray (Morbihan).

Dédicataire

Léglise Saint-Charles-de-Blois est placée sous le patronage de Charles de Blois (né en 1319 à Blois et mort le  à Auray). Fils de Guy I de Châtillon, comte de Blois, et de Marguerite de Valois, sœur de Philippe de Valois, il fut baron de Mayenne, seigneur de Guise et, par mariage, comte baillistre de Penthièvre et duc baillistre de Bretagne. Il a été béatifié en 1904 et sa fête est le 29 septembre.

Histoire
Pour faire face à l'augmentation de la population du quartier, desservi par la gare, Léon Chevassu, recteur, demande au début du  la construction d'une nouvelle église. S'appuyant sur des souscriptions privées, l'église est bâtie en 1930] d'après les plans tracés par l architecte départemental Guy Caubert de Cléry. Elle est consacrée en 1939.

Architecture
L'édifice est construit en granite, béton et moellons selon le style Art déco de l'époque. Le clocher, accolé à l'ouest, est toutefois de type cornouaillais. Bâti suivant un plan centré, il ne comporte qu'un seul vaisseau.

La façade présente un pignon à bandes lombardes. Sous une rosace monumentale, s'ouvre le portail en plein cintre.

Mobilier
Tableau : Le Christ de pitié et le vœu de Louis XIII
Croix (crucifix) : Christ en croix
Sept verrières à personnages : scènes de la vie et de la Passion du Christ, sainte Anne, sainte Anne et la Vierge, saint Louis, saint Michel terrassant le dragon

Références

Voir aussi
 Liste des églises du Morbihan

Charles de Blois
Église construite au XXe siècle
Auray Charles-de-Blois
Blois
Architecture Art déco en Bretagne
Église art déco en France

redpajama_set_name: RedPajamaWikipedia


text:
Tell the Senate: End Tax Breaks for Oil, Gas and Coal
Millions of Americans struggle to make ends meet. Meanwhile, corporate oil and gas giants - some of the world's most profitable companies - are granted hundreds of millions of dollars in tax subsidies each year, all while they continue to contribute harm to a changing and endangered climate. We are subsidizing the very behavior that is destroying our planet.
What's more, numerous studies find that eliminating subsidies for fossil fuel production would not have a significant impact on consumer gas prices. The Department of Treasury estimates less than a penny a gallon cost increase. Globally, for every $1 spent to support renewable energy, another $6 are spent on fossil fuel subsidies. To turn our planet in a sustainable direction, we must shift our funding from oil and gas to renewable sources.
Tell the Senate that it's time to end these tax breaks for wealthy and powerful oil, gas and coal companies.
Your Senators
Your Representative
End fossil fuel subsidies
Dear [Decision Maker],
* Personalize your message
It's time to end tax breaks for wealthy and powerful oil, coal and gas companies. Globally, for every $1 spent to support renewable energy, another $6 are spent on fossil fuel subsidies. These companies are making record profits, all while damaging and polluting our climate. As millions of Americans struggle to make ends meet, we continue to grant some of the world's richest and most powerful companies hundreds of millions of dollars in tax subsidies. These companies don't need our support. In fact, numerous studies find that eliminating subsidies for fossil fuel production would not have a significant impact on consumer gas prices. The Department of Treasury estimates less than a penny a gallon cost increase. We've been subsidizing these wealthy companies for far too long--let's end these tax breaks once and for all.
[Your Email]
Mr. Ms. Mrs. Miss Dr.
* Address 1:
* State / Province:
Choose a State AK AL AR AZ CA CO CT DC DE FL GA HI IA ID IL IN KS KY LA MA MD ME MI MN MO MS MT NC ND NE NH NJ NM NV NY OH OK OR PA RI SC SD TN TX UT VA VT WA WI WV WY AS FM GU MH MP PR PW VI
* ZIP / Postal Code:
Yes, I would like to receive periodic updates and communications from Environmental Defense Fund.
© 2010 - 2020 : Moms Clean Air Force; all rights reserved; Privacy Policy


At Executive Suites, we combine the comforts of a home with the convenience of a hotel by offering furnished luxury apartments for less than the cost of a sleeping room. Our properties are designed to provide lease-free, short and long-term accommodations for guests in Parkersburg and Vienna, WV, and Marietta and Belpre, Ohio where the only alternatives may be hotel/motel type sleeping rooms, or long-term leased property and rented furnishings.
We are confident that our Executive Suites are the most attractive and comfortable furnished apartments you will find in the area. Our typical unit consists of a completely furnished two bedroom apartment, fully equipped kitchen, separate dining room, living room, ample storage and many included amenities. Some units contain a queen size sleeper sofa. Condos are also available for extended stay. Some units accept pets. Check out our gallery for more photos of our units.
We believe that our Executive Suites will meet your needs, exceed your expectations, cut your costs, and save you time. Call 304-485-3997 to discuss your special needs, rates, and unit availability. We are also happy to schedule a private viewing for you or your firm.
Single family homes from three to six bedrooms when available. Call for rates.
After the first 30 days we will prorate your rent to your last night.
We accept well mannered pets.
Pet Fee: one-time, non-refunded cleaning fee of $300.
Pet security deposit $500. Refunded with no damage.
Contact Executive Suites at: 304-485-3997 (furnished), 304-916-2115 (unfurnished), or executivesuites.wv@gmail.com to discuss your special needs, rates, and unit availability.


text:
Its the best and the worst of times for corporate culture in Australia
Karen Walker of Culture Smart
Aug 1, 2018·11 min read
As a species, we're still using the same technology to successfully navigate being a member of a group. The amygdala of our brain. Developed long before we used language to communicate, it's designed to ensure our ancestors' survival, through being an accepted and protected member of an African tribe.
Today it continues to relentlessly guide our emotions and social behaviour, also motivating our decision making as a member of any team and group, including those in our working lives.
On the whole when people commit, and bystanders fail to report, misconduct, unconscionable or criminal behaviour in their workplace, it's not through ignorance of obligations and what is right, or because they're a bad apple.
It's because their workplace repeatedly sent signals our ancient navigation system recognised as reinforcing behaviours that contradicted the organisation's espoused culture, purpose, values, obligations and rules of conduct.
Daniel Coyle, author of the bestseller The Culture Code, says culture in organisations is not about, "values and mission and accountability. Culture is not about soft stuff — it's about signalling. Because human brains are incredibly good at perceiving signals that we are safe (or not); whether we are being vulnerable by sharing accurate information (or not), and whether we are moving in the same direction (or not)."
Coyle explains how once we perceive we're a member of a group or team the amygdala "starts to use its immense unconscious neural horsepower to build and sustain your social bonds." Quoting Jay Van Bavel, social neuroscientist at New York University,
"The amygdala tunes in to who's in that group and starts intensely tracking them. Because these people are valuable to you. They were strangers before, but they're on your team now, and that changes the whole dynamic. It's such a powerful switch — it's a big top-down change, a total reconfiguration of the entire motivational and decision-making system."
This correlates with the findings of Amy Edmondson's Harvard study on psychological safety, and Google's five year Project Aristotle research that found psychological safety as the most important characteristic of effective teams.
As Edmondson says,
"We have a place in our brain that's always worried about what people think of us, especially higher-ups. As far as our brain is concerned, if our social system rejects us, we could die."
Coyle's research also affirms that of Jeff Polzer, professor of organizational behavior at Harvard, that showing vulnerability is key to creating cooperation and trust in groups.
"It's about sending a really clear signal that you have weaknesses, that you could use help. And if that behaviour becomes a model for others, then you can set the insecurities aside and get to work, start to trust each other and help each other.
If you never have that vulnerable moment, on the other hand, then people will try to cover up their weaknesses, and every little microtask becomes a place where insecurities manifest themselves."
Coyle's case studies also challenge thinking that motivation is intrinsic to individuals, we're either motivated to meet a specific goal, or we're not.
Highlighting what professor of psychology Gabriele Oettingen long ago demonstrated, motivation involves comparing information on "Here's where you're at" and "Here's where you want to go." As Harvard professor Robert Rosenthal also discovered, the narratives and actions that repeatedly reinforce goals, create numerous behaviours propelling group members towards what they perceive are shared goals.
Here's a few high profile examples explaining what occurred in recent cases of misconduct and unethical behaviour.
Signals about direction and what matters, about purpose, goals and priorities.
Whilst the Commonwealth Bank of Australia (CBA) led the banking industry with the technological sophistication of their Intelligence Deposit Machines (IDM), recently CBA agreed to pay $700 million plus legal costs, the biggest fine in Australian corporate history, for associated breaches of anti-money laundering and counter-terrorism financing laws. APRA reported that CBA's anti-money laundering procedures did trigger alerts, these were reviewed by the bank's Anti-Money Laundering Team and matters relating to other red flags on accounts were referred to their Intelligence Team.
Accounts refer to a culture within CBA where speed to market of customer friendly technological innovations in a highly competitive industry, mattered more than managing compliance and legal risks associated with their IDMs.
The pressure within the Australian Cricket team to turn around a losing streak after years of dominance, reportedly sent similar 'winning at all costs' signals that resulted in numerous on-field confrontations with opposition teams, before culminating in the recent ball tampering and cheating scandal.
Signals that it's safe to raise problems, risks and tough issues, to ask for help.
The Report of Abuse in Defence published in 2014 as a result of the Australian Defence Force Taskforce assessment and response to historic individual cases of workplace abuse and harassment over a period of many decades, highlighted the central role of silence. "In many cases, complainants reported that this pervasive 'culture of silence' was reinforced by the fact that staff or other superiors were aware of some or all of the abuse, and either did nothing to prevent it, and in some instances actively encouraged it. Reinforcing an accepted code of silence … implicitly approved by the hierarchy."
Signals that value the sharing of accurate information and the truth including admitting failure, promoting openness and transparency.
When Volkswagen realised its' diesel engine failed to meet required emission standards, instead of fixing the problem it was hidden from customers and regulators by VW's engine development department installing software that fudged the data. Recently fined 1 billion euros by German prosecutors, in addition to the $4.3 billion draft settlement with U.S. regulators, when the scandal broke in 2015 Matthias Müller, then VW chief executive, pledged "greater humility" and no "yes-men", as part of a more open culture. Current chief executive Herbert Diess recently announced moving to a more open corporate culture remains the organisation's highest priority, "such openness is important in enabling us to deal consistently with problems within our organisation."
Why it's the best of times for corporate culture in Australia
Research and science, namely social neuroscience, psychology, anthropology and behavioural science, defines organisational culture in ways that inform what to effectively manage and measure.Hence, it's the best of times for Australian organisations to proactively nurture positive cultures.
This body of knowledge also explains the principal role culture plays in misconduct and unethical behaviour in Australian workplaces, providing the answers to both reforms and prevention. Why it's important to move our current discourse in Australia on culture towards accepting a scientific based definition, away from decades of business models and management jargon that have distorted its' meaning beyond recognition.
'Culture' comes from the Latin cultus, which means 'care'.
History and current news stories tell us that poor cultures signal that's it's okay to be careless with customers, with employees and with espoused rules and obligations. Just as there's substantial evidence that current approaches to ethics and conduct focussing on policies, processes, rules and compliance are missing that point.
The Financial Stability Board (FSB), which monitors and assesses vulnerabilities affecting the global financial system, recently conducted a review of misconduct in the financial services industry. Assessing the three main approaches to prevention of misconduct, they concluded that mere rules-based approaches, even accompanied by deterrence, have limited effectiveness if applied in isolation of behavioural and cultural approaches that address root causes.
Noting the often counterproductive effects of implementing stringent systems of oversight, control, accountability and discipline can cause. Triggering atmospheres of distrust within organisations that erode cooperation. Significant penalties often promoting behaviours of concealment and defiance.
The report published in May by the Ethics and Compliance Initiative (ECI) as part of their longitudinal study of ethics in US workplaces, identifies pressure to compromise ethical standards and retaliation for reporting wrongdoing — signals within organisations that ethical conduct isn't a priority and it's not safe to talk about misconduct — as key indicators of future unethical behaviour.
The ECI says,
"Managers challenged with higher quotas or growth requirements during economic upcycles may show a willingness to compromise ethical standards, therefore exemplifying the wrongdoing and influencing their subordinates."
But of greatest concern to the ECI was a lack of cultural reform to address causes of misconduct.
The major finding of the Thomson Reuters forum on culture and behavioural science in the banking industry held in April, was more progress is needed in banks applying behavioural science to better understand the internal workings of their cultures.
Why it's the worst of times for corporate culture in Australia
We shouldn't be surprised that media coverage in Australia continues to highlight cases of how some workplace cultures have led to large scale misconduct and unethical behaviour, as research shows we're lagging behind the rest of the world in taking meaningful action on high levels of known misconduct.
CEB Gartner's 2016–17 Global Trends in Misconduct research suggests nearly 1 in 5 (19.3%) of employees in Australia have observed misconduct, only lower than misconduct observation rates in Pakistan (25.6%) and Costa Rica (21.9%).
At the same time the latest Thomson Reuters report on Culture and Conduct Risk 2018: Benchmarking 5 years of Implementation, indicates only half of companies in Australasia have approaches linking culture with conduct risk. Whilst the majority of Australian companies believe personal liability of managers for culture and conduct risk will increase, very few discard business opportunities due to these risks.
Are Australian regulators and professional associations steering organisations in the right direction to manage corporate culture?
The Australian Securities Exchange (ASX) Corporate Governance Council is currently seeking submissions on proposals to update and issue a fourth edition of its Corporate Governance Principles and Recommendations, including recommendations in how entities should "instil the desired culture" and "[a] listed entity should instil and continually reinforce a culture across the organisation of acting lawfully, ethically and in a socially responsible manner."
Managing Culture: A good practice guide was published last December by the Institute of Internal Auditors — Australia (IIA-Australia). Created in collaboration with The Ethics Centre, Chartered Accountants ANZ and the Governance Institute of Australia, it was launched by John Price, Commissioner of Australian Securities and Investments Commission (ASIC). Price outlined ASIC's approach to corporate culture in a speech 19 July 2017, and ASIC has recently proposed monitoring the culture and compliance of the major banks by embedding agents within these organisations.
The Australian Prudential Regulation Authority (APRA) published an Information Paper on Culture Risk in late 2016 and are currently piloting APRA teams conducting onsite culture risk assessments at five unnamed financial services companies.
Let's step through some of the main statements underpinning their approaches and proposals.
Science and research supports a different definition from that of most Australian regulators and professional associations, that "the way we do things around here" and "norms of behaviour" are the outcomes and symptoms of the culture, not the root cause — the culture itself.
Culture being those repeated signals people in groups process that influence their emotions and motivate their behaviour and decisions. Which APRA does acknowledge through references to the De Nederlandsche Bank (DNB) approaches.
"Behaviour and culture are more difficult to observe and less tangible than the financial or organisational aspects of an institution. One could liken the behaviour and culture of an organisation to an iceberg, of which only the tip is visible. The rest is submerged. Behaviour is the visible portion of the iceberg, given that it can be directly observed. But the tip of iceberg doesn't tell you what is concealed underneath. What is not visible to the eye are the motives underlying certain forms of behaviour."
These approaches in the main also fail to acknowledge the overwhelming evidence that culture trumps compliance and ethical frameworks and policies, including espoused principles, values, codes of conduct and purpose.
Sound "risk" and "ethical" cultures adds to the already confusing language for boards, executives and managers to navigate. One already littered with 'innovation cultures', 'digital cultures', 'safety cultures', 'customer-centric cultures' and 'learning cultures', ignoring that a desirable culture where teams have trust based, open, supportive and cooperative relationships, achieves numerous positive outcomes.
As human beings the factors that influence our decisions and behaviour are the same, no matter what industry or organisation we're working in, no matter what strategies we're implementing, no matter what the nature of the tasks we undertake and the decisions we make — about customers, risk or anything else.
As someone who has worked as an authorised officer for a government regulator, and consulted on compliance, ethics and problem gambling in the casino and gaming industry, I worry there isn't an accepted definition of a desirable core culture that is applicable, measurable and valuable for any organisation in any industry. Given scientific based definitions of culture not only aligns with global research on conditions that promote legal and ethical conduct. It correlates with known human needs and factors that also foster well-being, innovation, diversity, inclusion and productivity.
This lack of an accepted definition of a desirable core culture decreases the likelihood of organisations taking meaningful action. Whilst making it challenging for boards, shareholders and regulators to hold them to account if they haven't.
As many high profile cases have demonstrated, 'win at all costs' strategies have historically contributed to wide scale misconduct. Another reason why strategies should align to the aspired culture, not the other way around.
There's a powerful paradox for organisations where people don't feel safe to raise risks and issues, have low trust in speaking the truth to management and others, or have been party to putting the organisation's interests ahead of its' obligations, customers and shareholders.
And it's that traditional audit and risk approaches to gathering real insights about its' culture will likely be defeated by that culture.
APRA is leading the conversations and the way in the application of a scientific based understanding of culture, with experts in organisational psychology already working onsite to assess culture, "drawing on a wide range of sources, from the opinions of junior staff to first-hand observations of board meetings." What remains to be seen in the second half of this year when their pilots are completed, is how the narrow scope of reviewing "risk culture" impacted obtaining insights into root causes of poor decisions and behaviour.
Also proposing to embed agents within banks, ASIC hasn't indicated if these staff will be experts in psychology and human behaviour, or traditional risk auditors.
In conclusion, Australian organisations cannot know if they need stronger corporate governance, compliance and ethical frameworks and what adjustments to make, without first using behavioural science to gain an understanding of which elements of their culture render these ineffective or may do so in the future.
And that's where organisational psychology and behavioural science professionals, internally and externally, must lead the design and implementation of approaches to analysing and improving workplace culture. Board membership also requires psychology and behavioural science expertise, to guide how to correctly interpret and act upon, cultural risks and issues, with regulators intending to hold them more accountable.
The rise of professional services workers and outsourcing, the gig economy, operating models based on ecosystems and platforms, collaborations and business partnerships, all bring inherent cultural complexities and potential conflicts of interest (think Arthur Anderson and the Enron scandal).
Meaning just as culture crosses organisational boundaries, so too must the accountability of boards and leadership teams, and any team assessing culture.
But none of the above will make a real difference, if we fail to collectively agree on a science based definition of organisational culture that informs what to effectively manage and measure.
Originally published on LinkedIn on June 29, 2018
coach | consultant | speaker | writer
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Rehearsing at the Pension Bergblick in Eging am See, Germany. (l. to r.) Willie Jones, John Ely, and Wolfgang Gohringer.
Band shot in front of the Pension Bergblick. (l. to r.) Wolfgang Gohringer, John Ely, and Willie Jones.
Playing on the upper stage. (l. to r.) John Ely, Willie Jones, and Wolfgang Gohringer.


Wen we edit a Test then the Focus set to Field test name. In most case we scroll with the Mouse (MacOS) and the Testname scrolls to another Name.
Can you disable the Mouse scrolling in the Control?
2) Yes, mouse wheel may select items in combo box lists, this is normal, standard Windows behavior. Why do you post this in "bug reports"?


Top tips on how to approach the all-important revision period over the Easter Holidays.
Barnaby Lenon, chairman of the Independent Schools Council, has recently published his advice on how to approach the all-important revision period over the Easter Holidays.
Do plan your revision materials ahead of time – Ensure you are revising from the correct syllabus and exam board. Make sure that any notes you have taken throughout the year are complete and in full. If you've missed any lessons or topics, ask a friend to share these with you or refer to the syllabus, most of which are available online. Separate topics into clearly divided sections and reduce long essays into bitesize notes for easier learning.
Do take breaks – Take regular short breaks to stay energised. Drink plenty of water and eat well to ensure your brain can concentrate. A hearty breakfast will ensure you start the day right. Take a lunch hour to rest in the middle of the day, ready to hit the ground running in the afternoon!
Do test yourself – Write and re-write your notes from memory to ensure facts are stored in your brain in the long-term. Ask a parent or tutor to create short quizzes for you to complete and revise further any mistakes you may make.
Do revise more than one subject a day – Split your time between two or three subjects every day, too much focus on one subject will tire you out. E.g. do some maths revision in the morning and some chemistry revision in the afternoon.
Do start early – It is scientifically proven that our brains are more energized and active in the mornings. Wake up in good time and be ready to start revising by 9am at the latest. Finish in the evenings by 5pm so that you can relax and allow all the revision to sink in! A good night's sleep will also ensure you awake feeling refreshed for the day of revising ahead.
Do revise with friends – Revising alone is important but if you have friends that live locally, arrange study groups and revise together as well. Test each other on facts and knowledge, you may pick up some new information that you didn't know before.
Don't panic – Lots of students can find that revision is an overwhelming prospect. There is no need to become stressed about revision. Take our advice in this blog post and you will find that revision can be a great way to not only revise material you already know but to learn new information that will see you achieve great exam results.
Don't overwork yourself – Pace your revision and work to a strict, planned schedule to ensure you make the most of your holiday time. Take regular breaks and remember to make time for a healthy breakfast, lunch and dinner.
Don't procrastinate – Don't give yourself reasons not to revise. Put away your mobile phone, iPad, laptop and anything else that is a distraction! Don't make plans that mean you'll be out all day with friends/family. Revision is best done daily to ensure your brain retains all the information and facts you've been learning.
Don't work in a noisy place – Find a nice quiet room at home or in a local library where you can revise in peace and quiet. A home office or dining room where you can sit at a proper table and close the door on any noisy siblings, parents or pets is ideal!
Don't feel defeated – You are not alone! All your peers are in the same situation. Share your revision techniques with your friends and stay positive. Remember that once you've sat your exams, you'll have plenty of time to relax!
Lots of student's approach revision in different ways. Some students like to 'cram' as much information into their brains as possible before each exam, some like to revise occasionally and spread out their revision, so they don't become overwhelmed. However, an organised and diligent approach to revision will undoubtedly stand you in good stead for any upcoming exams. Treat your revision period like an extension of your school timetable, be disciplined with your time and take ownership of your studies. Soon, you may be off to university and the skills you have acquired in your revision periods, will assist you in the independent learning that is required in many higher education courses. Lastly, but certainly not least, the very best of luck with your exams!
Should you be interested in an intensive tuition package over the holiday period to assist with your revision, please get in touch with us now.
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Joint Statements
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Civic Solidarity Platform condemns harsh response by the Azerbaijani authorities to protests
The Civic Solidarity Platform and the International Partnership Group for Azerbaijan (IPGA) condemn the harsh response by the Azerbaijani authorities to recent protests in the country, and call on the Council of Europe to ensure Azerbaijan respects its human rights obligations as a member state.
Social tensions in Azerbaijan have risen in recent days. On Wednesday, 23 January 2013, the town of Ismayilli was shaken by protests and on Saturday, 26 January 2013, hundreds of people demonstrated in the capital Baku to express solidarity with recent protests across the country. This social unrest was triggered by widespread corruption.
The Baku assembly was brutally dispersed by the police and around 50 demonstrators were arrested. Among them were the prominent blogger Emin Milli, the human rights defender and Rafto Prize winner Malahat Nasibova, the human rights lawyer Intigam Aliyev, as well as the investigative journalist, Fritt Ord Foundation and ZEIT Foundation award winner Khadija Ismayilova.
The highest penalty was imposed on Emin Milli who was sentenced to administrative detention for 15 days. Abulfaz Gurbanli, Chairman of Azerbaijan Popular Front Party (APFP) Youth Committee, Turkel Azerturk, and Tunjay Guliyev, members of this Committee, and Rufat Abdullayev, NIDA Movement member, received 13 days of administrative detention. After a couple of hours the rest of the detainees were released, though some were fined as much as €2,500 for taking part in an unsanctioned peaceful demonstration under recently adopted draconian restrictions on freedom of peaceful assembly. Fines were imposed on 20 demonstrators.
Recent amendments to the law on assemblies significantly increased the fines for organizers and participants of illegal demonstrations, which is worryingly similar to recent legislative amendments in the Russian Federation. The new law increased fines for participation in illegal demonstrations to 500 to 1,000 manat (approx 500 to 1,000 EUR), and mandated fines of 1,500 to 3,000 manats (approx. 1,500 to 3,000 EUR) for organizers who are ordinary citizens, and from 3,000 to 6,000 manats (3,000 to 6,000 EUR) if the organizer is an official.
On Wednesday, 23 January 2013, the Parliamentary Assembly of the Council of Europe (PACE) rejected the report comprising the list of political prisoners in Azerbaijan prepared by Christoph Strässer. Many of the Azerbaijani activists who were detained or fined were present at the Assembly in Strasbourg or commented on it in blogs and newspapers.
Another resolution regarding Azerbaijan's commitments as a member of Council of the Europe, which was successfully adopted by PACE last Wednesday, 23 January 2013, stated that "recently adopted amendments to the Criminal Code and the Administrative Code, which have increased penalties for the organisers of, and participants in, "unauthorised" gatherings raise concern. Considering the authorities' ongoing blanket ban on protests in Baku city centre, these amendments are likely to have a further negative impact on freedom of assembly and freedom of expression."
The Civic Solidarity Platform and the IPGA condemn the arrests of participants in the peaceful protest in Baku. We call upon the international community to demand that the Azerbaijani authorities stop punishing critical voices, including those of human rights defenders and journalists. The Azerbaijani authorities should guarantee special protection for human rights defenders, who play a crucial role in monitoring assemblies and assisting detained demonstrators. Journalists exercising their professional duty should not be targeted as their role as watchdog is vital in a democratic society.
We particularly call on the Council of Europe Commissioner for Human Rights, Nils Muižnieks, to highlight the problem of the detention of demonstrators during his upcoming visit to Azerbaijan.
We call on the CoE Committee of Ministers to undertake a serious debate on the participation of Azerbaijan in the Council of Europe, particularly ahead of its chairmanship which is scheduled for May-November 2013.
The Civic Solidarity Platform calls on the European Parliament to adopt a resolution on these recent detentions in Azerbaijan during the plenary session scheduled for 4-7 February 2013.
Talk about this story
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Joint statement on the freedom to religion or belief in Russia
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More from Azerbaijan
Statement of Azerbaijani National Platform of the Eastern Partnership Civil Society Forum
Civil society call on PACE to appoint a Rapporteur to examine the issue of political prisoners in Azerbaijan
Representatives of 42 international and national non-governmental organizations issue the appeal to the Parliamentary Assembly of the Council of Europe (PACE) to request the appointment of a Rapporteur to examine the situation of political prisoners in Azerbaijan.
Azerbaijan: legislative amendments raise alarm
© 2017 Civic Solidarity. All rights reserved.


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N,N-dimethylformamide
Currently viewing: S-01 | Summary001 Key | Experimental result002 Supporting | Experimental result003 Supporting | Experimental result
other: Non-GLP study according to national standard method.
other: DIN 38412, part 9, "Determination of inhibitory effect on the cell multiplication"
Analytical monitoring:
Details on sampling:
algal growth was checked by determination of chlorophyll A fluorescence at 0, 24, 48, 72 and 96 h.
Desmodesmus subspicatus (previous name: Scenedesmus subspicatus)
concentration of test substance: 100, 320 and 1000 mg/L
Details on test conditions:
number of replicates/concentration: 4
> 1 000 mg/L
act. ingr.
EC10 (effect: growth rate) > 1000 mg/L (nominal),
EC50 (effect: growth rate) > 1000 mg/L (nominal).
Test performed according to DIN 38412, part 9, "Determination of inhibitory effect on the cell multiplication". EC10 (effect: growth rate) > 1000 mg/L (nominal), EC50 (effect: growth rate) > 1000 mg/L (nominal).
- EC50 (72 h) > 1000 mg/L for Desmodesmus subspicatus (DIN 38412, part 9, static, non-GLP).
EC50 for freshwater algae:
1 000 mg/L
EC10 or NOEC for freshwater algae:
The acute toxicity to Desmodesmus subspicatus was determined according to DIN 38412, part 9 test protocol, resulting in EC10 as well as EC50 value greater than 1000 mg/L within 72 hours. These results are related to both biomass gain and growth rate (BASF, 1988).
In a long-term test with Pseudokirchneriella subcapitata a NOEC (14d) of 940 mg/L was found (Hughes & Vilkas, 1988). However, this test is not used for the hazard assessment as the algae growth was no longer in the exponential phase at the end of the test. Only low toxicity to two different algae species (Pseudokirchneriella subcapitata and Chlorella vulgaris) is shown in another study which was conducted by El Jay, A. (1996).


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Raphael Jov - January 19, 2022
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Dj Dark – Chill Vibes
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