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MUHS girls' tennis sees win streak end
MIDDLEBURY — Visiting Montpelier ended the Middlebury Union High School girls' tennis team's three-match winning streak on Monday, 6-1.
The inexperienced Tigers, who dropped to 3-2, were playing without three absent singles players against a team whose only loss had come against Division I title contender Champlain Valley, 4-3.
Coach Laura Rumbough has been pleased that her team has played so well despite losing so many members of its 2011 rotation to graduation. She noted Monday's absences meant all her remaining players had to move up the ladder to face tougher than usual competition.
They did not object to doing so, Rumbough said, and will benefit from the experience.
"The girls all enjoyed playing up a few positions and taking on the challenge of playing a strong Montpelier team," Rumbough said. "I was proud that they hung in there and gave it their all. For the most part, the matches were closer than the scores indicate, with good rallies and some close deuce games. Playing better teams is a fabulous learning experience, and typically players see more improvement when challenged to play at higher levels."
Of course, the Tigers and their coach hope to win as many individual and collective matches as possible, but Rumbough — who is actively recruiting players to replace the several seniors on this spring's squad — said afternoons like Monday are also part of the program's larger goals.
"Tennis is a lifetime sport, and all my girls will enjoy the benefits of improving their game," she said.
The Tigers' highlight vs. Montpelier was a win by freshman Marvie Avery, typically the Tigers' No. 4 singles player, over Solon junior No. 2 Andie Parento.
The match proved to be a baseline duel between two consistent hitters. Avery, playing her first year of competitive tennis, won the first set, 6-4, and led the second set, 3-2. But Parento won four straight games to win the second set, 6-3, and appeared to have the momentum in the first-to-10-points tiebreaker that the sport in Vermont now uses to settle 1-1 stalemates. Instead, Avery steadied her game, won the first two tiebreaker points, and never trailed in a 10-7 tiebreak win.
In the other matches vs. the Solons:
In No. 1 singles, Tiger Anna Rumbough lost to Carly Watson, 1-6, 0-6.
In No. 3 singles, Tiger Maelys Michel lost to Stassy Furber, 2-6, 2-6.
In No. 4 singles, Tiger Sonia Howlett lost to Chloe Golonka, 1-6, 2-6.
In No. 5 singles, Tiger Christi VanAmberg lost to Anna Hartman, 1-6, 1-6.
In No. 1 doubles, Tigers Grace Boucher and Mira Atherton lost to Alexis Boucher and Caitlyn Bashara, 1-6, 0-6.
In No. 2 doubles, Tigers Olivia Halnon and Tina Friml lost to Julie Connor and Alyssa Barret, 0-6, 0-6.
In earlier match wins, on April 21, MUHS topped Lake Region, 6-0.
• At No. 1 singles, Rumbough won, 6-2, 6-1.
• At No. 2 singles, Boucher won, 7-5, 7-5.
• At No. 3 singles, Avery won, 6-0, 6-2.
• At No. 4 singles, Molly Mosenthal won, 6-0, 6-1.
• At No. 5 singles, Michel won, 6-0, 6-0.
In doubles, Howlett and VanAmberg won by default.
On April 18, the Tigers topped Spaulding, 6-1.
• At No. 1 singles, Hannah Kraus lost, 6-2, 4-6 (7-10).
• At No. 2 singles, Rumbough won, 6-1, 6-3.
• At No. 3 singles, Boucher won, 6-0, 6-3.
• At No. 4 singles, Avery won, 6-0, 6-0.
• At No. 5 singles, Mosenthal won, 6-0, 6-2.
• At No. 1 doubles, Howlett and Atherton won, 7-5, 6-1.
• At No. 2 doubles, Michel and VanAmberg won, 6-1, 6-1.
On April 11, the Tigers defeated St. Johnsbury, 6-1.
• At No. 1 singles, Rumbough lost, 1-6, 1-6.
• At No. 2 singles, Kraus won, 6-4, 6-3.
• At No. 3 singles, Boucher won, 6-4, 6-2.
• At No. 4 singles, Avery won, 6-0, 6-1.
• At No. 5 singles, Mosenthal won, 6-1, 6-3.
• At No. 1 doubles, Howlett and Atherton won, 6-3, 7-6.
• At No. 2 doubles, Michel and VanAmberg won, 6-3, 6-1.
Andy Kirkaldy may be reached at andyk@addisonindependent
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For information about joining the Brea Police Department, visit www.joinbreapd.net or call (714) 990-7715. For a list of current openings visit https://www.governmentjobs.com/careers/brea/.
Show All Answers
The City of Brea only accepts applications for positions that are advertised as open. To submit interest for a position that is not open, complete an interest card at www.jobs.cityofbrea.net. Once an interest card is submitted, you will be automatically notified via email upon the opening of the selected position.
There are several ways you can stay on top of available positions. We recommend that you create a profile by visiting https://www.governmentjobs.com/careers/brea/. The system allows you to review job descriptions and requirements, see a current list of jobs, apply for a position and track the application process. If you are interested in a job that is not currently open, you can also complete an online interest card and you will be notified by email. Additionally, when a position becomes available, the system will send an announcement for the position, known as a "Career Opportunity Bulletin." The bulletin contains the salary range, information on the position, the application and selection process, examples of duties and essential qualifications, including education, experience and applicable licenses and certificates.
To submit an online employment application, go to https://www.governmentjobs.com/careers/brea/. Computer access is also available at many public libraries. If you need assistance completing the online employment application please contact the Human Resources Division at (714)990-7726.
--In order for your application to receive the full consideration it deserves, it is very important that you fill out the online application completely, even if you choose to include a resume. Do not simply state "See Resume" when asked to describe your responsibilities and experience, as your resume will not be considered as qualifying. Your qualifications will be evaluated on the basis of information you provide on the application itself. Your resume will only be reviewed for clarification purposes.
--Occasionally, a completed supplemental questionnaire will be required along with the employment application. The supplemental questionnaire focuses on the key responsibilities of the position for which you are applying, and allows you to elaborate on your previous experience in areas of particular relevance to the job. Make sure you fully complete this important addendum to the application. Even qualified applicants will not be considered for a position if they fail to submit the required supplemental questionnaire.
--All online applications must be submitted prior to any position's closing deadline. Postmarks, emails, facsimiles and hand deliveries of applications or application materials cannot be accepted.
When this deadline-free approach is indicated on the Career Opportunity Bulletin or in the online posting, it means that the position will close without notice once a sufficient number of applications from qualified individuals have been received. Call the Human Resources Division at (714) 990-7726 to confirm that the position has not closed. Or simply check availability by visting https://www.governmentjobs.com/careers/brea/.
If you are participating in an active recruitment process, you should immediately update your profile by visiting https://www.governmentjobs.com/careers/brea/. The City will not be responsible for updating online profiles.
You must submit a separate application for each position to which you are interested in applying. Your application is evaluated on how well your training and experience match the particular position for which you are applying. Resumes are not accepted in lieu of the City of Brea employment application and responses such as "See Resume" will not be considered.
A "master" application might not do you justice in every case, and it may be to your benefit to tailor your application to highlight the skills you possess that are most suited to the position you are applying for. Once you have applied online, modify and resubmitting your application for another position is a simple procedure.
Before any decision is made regarding who should be invited to a test, each application is carefully reviewed based upon the requirements of the position. Only those candidates whose experience and training most closely match the City's requirements for the position, as indicated in the City of Brea employment application, will be invited to take part in the competitive testing process. If you receive notice that you are not among the highest qualified candidates, do not be discouraged. Sometimes the competition is pretty tough! We encourage you to try again in the future should a position become available.
You will be notified of your test results as soon as possible by email, typically within one to three weeks depending on the type of test and the position. If you have successfully passed a written or practical examination, you may be invited to the next phase of the recruitment process.
Generally, the interview is conducted by an oral board made up of three panelists. Often the panelists will come from different departments, and/or outside agencies. During your interview, you will be asked several structured and situational questions to help the panelists understand your education and work experience as it relates to the position.
You will be notified of your interview results within one week by email. If you have been successful, your name will be placed on an Employment Eligibility List for the position. The City of Brea maintains full list certification, which means that the names of eligible candidates are placed on the Employment Eligibility List in alphabetical order. The Eligibility List is then sent to the Hiring Department. The Hiring Department may conduct second interviews and hire anyone from the Eligibility List. The Hiring Department is not bound to consider candidates in score or rank order. The Eligibility List for the job classification will remain in effect for a specified period of time, usually one year for Full-Time positions. Future vacancies may be filled from the Eligibility List on a City-wide basis.

subset: commoncrawl


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Q. I can receive email but I can't send anything. What's causing this?
A. Please confirm that you have setup your email client correctly and that you have the correct email settings
If the settings are correct, any Anti-Virus or Firewall software you are using may be interfering in the sending procedure. If you disable this software and continue to have the same problem sending mail, please contact us.
Tags: email, error, sending


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Reputation marketing and online reviews are taking the business world – and digital marketing industry -- by storm.
Ever since Amazon first began allowing people to leave reviews (good AND bad ones) on their site, consumers have turned to online reviews to make judgments about a business, product, or service -- sometimes exclusively on what other people are saying and the star ratings/reviews people give.
Think about the last time you made a purchase, ate at a new restaurant, or needed your car repaired. You probably first went online and either asked your Facebook friends and family for recommendations and/or did a search on Google for local businesses in your area. As you were searching, you probably couldn't help but notice Google reviews show prominently in search results.
Not only does Google show reviews consumers left on their platform, but Google also shows other online web reviews about a company on the business' Google My Business listing:
If you think that online reviews don't matter to your business…think again.
According to BrightLocal's recent consumer online review study, 84% of people trust an online review as much as a personal recommendation. That's HUGE! Not only do online reviews impact consumer trust in a business, but they can also increase landing page conversions and click-through rates.
Here are just a few of the findings:
- Having a 5-star rating boosts search click-throughs by 28%
- Going from a 3-star to a 5-star rating drives 25% more clicks
- 56% of consumers select a business if it has positive reviews
- 83% of the people thought the business with the user-generated reviews on a landing page was trustworthy
- 74% of people who saw reviews on landing pages said they would contact the businesses
- 7 out of 10 people will leave an online review if they're asked by the business to leave one
But there are a lot of questions about reputation marketing
Reputation marketing can be confusing for business owners. How do you get reviews? Do you ask customers directly? Can you post reviews on your customers' behalf? (No, you can't.) What do you do if someone leaves a bad review?
We decided to look at some of the common questions real business owners have about online reviews and answer some of them here so everyone can benefit! So here we go….
Q. How do businesses "get on" Yelp?
A. First go to biz.yelp.com and search for your business. If your business isn't found/listed, you can then click "Add your business to Yelp."
If your business is listed but there is no option to claim the listing, that means that somebody already claimed it, or you may have recently submitted your business to Yelp and it's pending approval. You can find out more information about claiming your business on Yelp here.
Q. What can you do to offset Yelp and their "review filtering?" I've seen many real reviews get filtered out by Yelp and it's frustrating!
A. I hear ya! I agree. Unlike Google which encourages businesses to ask customers for reviews, Yelp discourages it.
They want customers to organically/naturally leave reviews about a business and can suppress reviews if their algorithm thinks that the review was left because the business asked a person to leave it. Additionally, Yelp gives more credibility to reviews that are left by visitors who frequently review a variety of businesses on Yelp. (i.e. "Yelpers.")
If you'd like a customer to leave a review on Yelp, first ask them, "Do you use Yelp?" If they say, "Yes," then chances are their review will be viewed by Yelp as a legitimate one. Additionally, if a business gets too many reviews in a short period of time (i.e. a business has no Yelp reviews and suddenly has five reviews submitted), Yelp's algorithm will flag them as being suspicious.
I know it can be frustrating, and out of all the review sites, Yelp is probably the pickiest, and you should think about your Yelp review strategy ahead of time.
Q. Can you block consistent bad reviews from one customer? Especially one that you have made attempts to rectify the customer's experience. Is it a good idea to just block the customer after a period of time?
A. On most review sites, you can't "block" reviews.
(Although Google recently began allowing businesses to "flag" suspicious reviews, they're not the norm.) In most cases, you just want to respond to the bad reviewer (politely) and tolerate it. Ask them to call you to take the dispute offline. You will then want to create a strategy to get more GOOD reviews from happy customers which will eventually push down the negative reviews.
It's generally not a good idea to delete reviews -- even if you have the ability to do so. Most people can see the true complainer for who they are.
Q. Can you publish feedback without the customer's permission? Like comments in an email or provided on Facebook? Are there restrictions in this area?
A. NEVER post a review online on behalf of a customer.
First, ideally, you want that customer to go online and leave the review themselves. That makes it truly genuine. Second, the review sites can tell where the online reviews are coming from. This means if you start typing in a bunch of customer reviews from your office computers on Google, Insiderpages, Yelp, etc., Google and the other review sites will know that (they can see your IP address and other details) and will either penalize you or delete the reviews. It's NOT worth the risk.
Always ask your customers to leave reviews for you. You can do this many ways:
- Send them a thank you email saying how great it was to work with them and ask for a review
- Send them a physical letter thanking them and asking for a review
- Include a line at the bottom of your invoice asking for a review
- Add "How are we doing?" with a link to a review site in your email signature line
- Call a happy customer, and just ask
NOTE: Always provide customers with the DIRECT URL to your review site's page (i.e. "Tell us how we did! Please leave a review for us on facebook.com/CompanyName." Don't just say, "Please leave a review for us on Facebook." Give them the direct page to your business on a review site, so they don't have to search and hunt for it. Make it easy for customers to leave reviews. (If they have to search and work at it, the chances of them actually leaving a review are diminished.)
Q. Do you think that Facebook reviews are as important as Yelp or Google reviews?
A. Almost ALL of the credible review sites are important.
Yelp, Google My Business/Google, and Facebook are probably the top three, but don't stop there! If there are niche review directories (like Angie's List or Cars.com), ask customers to leave reviews there, too. Mix it up. You want a good balance of reviews on a variety of the top review sites.
Looking for more information on reputation marketing?
I recently gave a SCORE webinar that taught attendees how building their online reputation can drive more clicks, calls, and sales to their business. If you missed out on this SCORE webinar, you can watch the replay here.
Copyright © 2024 SCORE Association, SCORE.org
Funded, in part, through a Cooperative Agreement with the U.S. Small Business Administration. All opinions, and/or recommendations expressed herein are those of the author(s) and do not necessarily reflect the views of the SBA.


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"I thought I'd share my results while on AndroxyFX. I had my Testosterone panel results today & my free Test is 380 & Total Testosterone is 1,666, so I know it works!! The Free was sky high in a very good way & I'm feeling the 'T' rush in my workouts. Strength has increased tremendously and I've been responding well to MesoFX also."
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"Before my 3 bottles of MesoFX & 2 bottles of Lipotase I worked out 4 days a week, ate about 3,000 calories a day, & did heavy weight of about 6-8 reps with only 8-12 sets per muscle group. I was 201 lbs & was somewhere between 28-30% bodyfat. I am now 219 lbs & only %19 body fat. My bench press went from 355 lbs to 426 lbs. My squat went up 82 lbs as well. I am leaner, stronger, bigger & all around better than ever before after only one stack of 3 MesoFX & 2 Lipotase."
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Doctor Doom Blasted
Dr. Doom Blasted
The Fantastic Four superheroes are in action to protect the public and bring justice to the villains. You will discover a league of Fantastic Four and superhero coloring pages for you to enjoy from Hellokids. Color your design online with the interactive coloring machine or print to color at home. There is a nice selection of Marvel Comic character coloring pages for to check out too.


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As human beings, we expend a great deal of time, money, and energy in the pursuit of happiness. From exotic travel to simply spending time with our grandchildren, the things that make us happy change as we age. A new study in the Journal of Consumer Research explores the role of age on the happiness we receive from both the ordinary and the extraordinary experiences in our lives.
"We examine how age – and the perceived amount of time left in life – impacts the happiness people enjoy from both extraordinary and ordinary life experiences," write authors Amit Bhattacharjee (Dartmouth College) and Cassie Mogilner (Wharton School of the University of Pennsylvania).
Across a series of eight studies, the authors asked participants to recall, plan, or imagine happy experiences in an attempt to draw a distinction between experiences that are ordinary (common and frequent) versus extraordinary (uncommon and infrequent). The researchers were specifically interested in testing their theory that younger people will associate extraordinary experiences with greater happiness than ordinary experiences.
In one study, over 200 participants from across the United States and between the ages of 18 and 79 were asked to recall a recent extraordinary experience that made them happy. The researchers assigned the responses into 12 broad categories including spending time with others, life milestones, and travel. While responses from all age groups reported happiness in extraordinary experiences, study results indicated that happiness from ordinary experiences was more common in the older age demographic.
The researchers suggest brands using experiential marketing campaigns to reach a specific age group examine the type of experience and dimension of the connection they are looking to achieve. "Young people actively seeking to define themselves find it particularly rewarding to accumulate extraordinary experiences that mark their progression through life milestones. On the other hand, once people are older and have established a better sense of who they are, the experiences they view as self-defining are just as likely to include the routine daily events that reveal how they like to spend their time," the authors conclude.


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To Fight Drug Addiction, Researchers Target the Brain with Nanoparticles
(PhysOrg.com) -- A precise, new nanotechnology treatment for drug addiction may be on the horizon as the result of research conducted at the University at Buffalo.
Scientists in UB's Institute for Lasers, Photonics and Biophotonics and UB's Department of Medicine have developed a stable nanoparticle that delivers short RNA molecules in the brain to "silence" or turn off a gene that plays a critical role in many kinds of drug addiction.
The UB team's in vitro findings were published online the week of March 23 in the Proceedings of the National Academy of Sciences.
"These findings mean that in the future, we might be able to add a powerful pharmaceutical agent to the current arsenal of weapons in order to more effectively fight a whole range of substance addictions," said Paras N. Prasad, Ph.D., executive director of the UB Institute for Lasers, Photonics and Biophotonics and SUNY Distinguished Professor in the departments of Chemistry, Physics, Electrical Engineering and Medicine, who led the UB team.
The new approach developed by the UB researchers also may be applicable to treating Parkinson's disease, cancer and a range of other neurologic and psychiatric disorders, which require certain drugs to be delivered to the brain.
At the same time, the study's co-authors in the UB Department of Medicine say this highly translational research strongly suggests that the nanoparticles would be applicable to other diseases. They will soon begin to study their use in treating AIDS dementia, prostate cancer and asthma.
"The findings of this study tell us that these nanoparticles are both a safe and very efficient way of delivering to a variety of tissues highly sophisticated new drugs that turn off abnormal genes," said Stanley A. Schwartz, M.D., Ph.D., professor in the UB departments of Medicine, Pediatrics and Microbiology, director of the Division of Allergy, Immunology and Rheumatology in the UB School of Medicine and Biomedical Sciences, and a co-author on the study.
The PNAS paper describes the development of an innovative way to silence DARPP-32, a brain protein, understood to be a central "trigger" for the cascade of signals that occurs in drug addiction.
DARPP-32 is a protein in the brain that facilitates addictive behaviors. Silencing of the DARPP-32 gene with certain kinds of ribonucleic acid (RNA), called short interfering RNA (siRNA), can inhibit production of this protein and thus, could help prevent drug addiction.
"When you silence this gene, the physical craving for the drug should be reduced," said Adela C. Boniou, Ph.D., a post-doctoral researcher in the Institute for Lasers, Photonics and Biophotonics in the UB Department of Chemistry in the College of Arts and Sciences, and a co-author.
The drawback has been in finding a way to safely and efficiently deliver the siRNA, which is not stable by itself.
The UB researchers were successful when they combined the siRNA molecules with gold nanoparticles shaped like rods, called nanorods.
This may be the first time that siRNA molecules have been used with gold nanorods.
"What is unique here is that we have applied nanotechnology to therapeutic concepts directed at silencing a gene in the brain, using RNA techniques," said Supriya D. Mahajan, Ph.D., research assistant professor in the UB Department of Medicine in the School of Medicine and Biomedical Sciences.
In addition to their biocompatibility, the gold nanorods developed by the UB researchers are advantageous because they are rod-shaped rather than spherical, thus allowing for more siRNA molecules to be loaded on to their surface. This further increases their stability and allows for better penetration into cells.
"We have demonstrated that we can use these gold nanorods to stabilize the siRNA molecules, take them across the blood-brain barrier and silence the gene," said Indrajit Roy, Ph.D., deputy director for biophotonics at the institute. "The nanorods nicely address all three of these requirements."
The nanorods delivered 40 percent of the silencing RNA molecules across the blood-brain barrier model, significantly higher than the amounts that have previously been achieved in other experiments.
In the next stage of the research, the UB scientists will conduct similar experiments in vivo.
The researchers are active participants in the strategic strength in Integrated Nanostructured Systems identified in the UB 2020 planning process, which brings together researchers in the life sciences, medicine and engineering to promote interdisciplinary advancements.
Provided by University at Buffalo (news : web)


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Stock Ranch
About the Plan
In February 2001, the Citrus Heights City Council adopted the Stock Ranch Guide for Development to implement the objectives and policies of the General Plan that guide the development of the Stock Ranch area. Stock Ranch is located in the central portion of the city and is bounded by:
- Auburn Boulevard to the north
- Sylvan Road to the east
- Greenback Lane to the south
- Van Maren Lane to the west
The Stock Ranch planning area includes 129 acres of which the dominant land uses are commercial, single-family residential and open space. The Stock Ranch plan provides for the development of 570,000 square feet of commercial areas that allows the construction of a maximum of 2 big box retailers. The plan also includes over 43 acres for residential development and 32 acres of open space.
Development Activities
On February 26, 2003, the City Council approved the first development plans for the Stock Ranch area. The plans included the development of the north side of the creek with a 148,663-square-foot Costco Wholesale Warehouse including a 5,200-square-foot tire and fueling center that opened in December 2003.
In August 2004, the city received an application from Wal-Mart Stores to construct a retail store for the 2nd big box user allowed through the Stock Ranch Guide for Development. The Wal-Mart proposal consists of the construction of a retail store with
Also approved within the Stock Ranch planning area is a 98-lot single-family home subdivision.
The history of Stock Ranch extends to the earliest days of Citrus Heights in the 1800s. A compilation of more recent events related to the planning for Stock Ranch has been compiled in a Background Report (PDF) presented to the City Council in September 1999. The Background Report contains a brief history of the site from the 1970s to the present day as well as basic information on the roadway issues affecting
Planning Division
Physical Address
6360 Fountain Square Drive
Citrus Heights, CA 95621
Phone: 916-727-4740Fax: 916-725-5799
Lobby Hours
8:00 a.m. to 4:00 p.m. Monday through Friday


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This privacy policy is only applicable to residents of the State of California. We respect your privacy and appreciate the importance of your trust. As part of our efforts to help you understand how we handle the personal information you share with us on our websites and related platforms (including, without limitation, social media pages, and mobile sites (collective, the "Website")), this Privacy Policy sets forth the categories of information that we may collect from you, how such information is collected, our business purposes for collecting such information, and how certain information may be shared with our business partners.
- Types of Information that We Collect.
- Information Provided by You:
We and our third-party service providers may collect Personal Information that you provide to us through your interactions with the Website. "Personal Information" is information that can be used to identify you individually, and includes items such as your name, home address, e-mail address, telephone number, and/or payment information, such as your account or card number, if used to make a purchase from our Website. If you maintain an account on our website, Personal Information may also include a user name, password and answers to our security questions.
The type of Personal Information that we collect depends on your use of the Website and what information you provide to us. For example:
- If you purchase any of the Products offered from our Website, you will be required to provide us with your name, billing address, shipping address, e-mail address and credit card number.
- If you sign up to be a part of our mailing list, you will be asked to provide us with your e-mail address.
- If you receive and fill out a survey, you may be asked for certain demographic information, such as your gender and age range.
- If you participate on any of our social networking platforms, we may access any photographs, messages or other data that you have posted on our social network pages.
- If you contact our Support team, we will store information about your communication, such as the date and time of your communication, your phone number or email address, and the content of your communication.
- Information We Automatically Receive
We and our third-party service providers may also use a variety of technologies that automatically or passively collect information about how our Website is accessed and used (known as "Usage Information") by you. "Usage Information" may include the type of browser and device you used to access our Website, your operating system and application version, the web pages accessed by you, the time you accessed these web pages, preceding web page views, and your use of any features or applications on our Website. Statistical data like this helps us understand what is interesting and relevant to our customers, so we can best adapt our content for our customers' benefit.
We and our third-party service providers may also automatically collect an IP address or other unique identifier information from the computer, mobile device, or other device you use to access our Website. We may use this information to, amongst other things, administer our Website, help diagnose server problems, analyze trends, track web page movements, help identify you and your shopping cart, and gather broad demographic information for collected use.
- Cookies and Other Technology:
Most Internet browsers are initially set up to accept cookies. You may download an opt-out cookie here to disable any and all cookies we employ to track and enhance your user experience– however, your ability to use the website will be then limited and/or unavailable.
Please note that this opt-out is cookie-based (i.e., a cookie must be on your computer to tell our systems that you have opted-out). If you delete, block or otherwise restrict all cookies, this opt-out may not be effective. Further, because different computers, mobile devices and different Internet browsers all require their own version of the opt-out cookie, you must perform this opt-out process on all computers and browsers for which you wish to be opted-out.
- Information Provided by You:
- Our Children's Policy.
Our Website is not directed to children under the age of sixteen (16). Children may not use our Website or purchase our products, and we do not knowingly collect any personal information from children under the age of sixteen (16). We have no way of distinguishing the age of individuals who access our Website. If a child has provided us with personal information, the parent or guardian should contact us to remove the information and opt out of promotional opportunities using the contact link provided below.
- Our Use and Sharing of Your Information.
We use the information that we collect about you for a variety reasons, including the following:
- Verifying your identity;
- Fulfilling your product orders;
- Processing any product returns, exchanges or subscriptions;
- Responding to your communications;
- Communicating with you about your purchases and activities on the Website;
- Providing you with access to certain areas and features on the Website;
- Inviting you to participate in a survey regarding your health, our products or websites;
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Last Revised: 7/23/2021


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Aloha Sprinklerinos,
For the majority of my makeup wearing life I have been a bronzer girl. I love to bronze, highlight, shimmer, contour, the lot. With naturally red skin, I hid away from products that promised flushed cheeked and rosey glows and stuck to what I knew.
What a silly billy I was.
After a recent I-Can-Wear-Blusher discovery, I added two MUA Blush Perfection Cream Blushers to my collection and have been so impressed with their quality.
With an affordable price tag of £2 and 4 different shades to choose from, I think these could be a makeup bag staple.
I found them to have good, buildable pigmentation, easy to blend properties and they lasted a satisfactory amount of time. Obviously the likes of MAC and Illamasqua are going to outshine these in the quality stakes, but for £2 a piece, these blushers were above and beyond my expectations.
I really liked that you could apply a few layers to have quite a strong look, or simple apply a tiny bit for a fresh flush. I was also pleased that the cream blusher worked well with my fingers, for when you don't have a brush to hand.
The packaging is sweet and the clear hinged lid allows you to see exactly what shade you are picking up. I was also pleasantly surprised to see that the shade have names. I'm a huge fan of their budget £1 lipsticks but wish, wish, wish that they would give them pretty names. 'Shade 13' is just so uninspiring, no matter how amazing the colour is.
Overall, I don't have anything bad to say about these little gems and suggest you give them a swatch next time you are in your local Superdrug.
Have you tried these before? Are you a fan of MUA? I know I am!
This month my Ultimate Advertiser is 21st Serendipity . If you would like to find out more about advertising on this blog, click HERE.


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Long-Lost Diary of Nazi Alfred Rosenberg Expected to Bring 'New Insight' Into Hitler's Inner Circle
Alfred Rosenberg's diary spans from 1936 to 1944.
June 13, 2013— -- Hundreds of pages of the long-lost diary kept by one of Adolf Hitler's advisors were recovered by federal officials, who said today they hope the discovery will be an "important record" of crimes perpetrated during the Holocaust.
The diary, which was penned by Alfred Rosenberg, is roughly 400 pages of loose-leaf paper and spans from 1936 to 1944, according to a statement from the United States Holocaust Memorial Museum.
The museum said it worked with a private investigator, the FBI and the Department of Justice to locate the missing diary earlier this year at a private company in New York. It was seized by federal agents who worked with a scholar to authenticate the diary before its recovery was announced today.
"Rosenberg was privy to much of the planning for the Nazi racial state, mass murder of the Jewish people, planning and conduct of World War II and the occupation of Soviet territory," the U.S. Department of Homeland Security said in a statement today. "As such, his diary entries could provide historians with a potential wealth of previously unknown information regarding the history of this period."
As a close Hitler aide and Nazi propagandist, Rosenberg led the Nazi's foreign affairs department and was appointed Reich minister for the occupied Eastern Territories in July 1941.
His diary, along with a trove of other unclassified documents, fell into the hands of Robert Kempner, a Jewish man who immigrated to the United States in 1939 and who later served as assistant U.S. chief counsel during the International Military Tribunal at Nuremberg.
Kempner was allowed by the Office of the Chief of Counsel of War Crimes to keep the documents for the purpose of writing, lectures and studying, according to the United States Holocaust Memorial Museum.
He died in 1993 and, four years later, Kempner's heirs told the museum they planned to donate the documents. The Rosenberg Diary, however, had remained missing from the museum's collection until it was tracked down by federal agents.
The diary was taken to the Department of Homeland Security office in Wilmington, Del., according to the museum, where a scholar verified the authenticity of the loose-leaf pages, which are said to be in good condition.
Henry Mayer, the museum's senior advisor on archives, said that while the museum's team had yet to fully examine the contents of the diary, "it does give details that one would never know about the politics within the top leadership of the Nazi Party and the state."
Rosenberg's 1930 book "The Myth of the Twentieth Century," philosophized on National Socialism and Aryan culture.
After the war, he was found guilty of crimes against humanity at the Nuremberg trials and was hanged in 1946.


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Aging workforce: How will companies, workers cope?
A proactive approach to a skills deficiency is imperative for a company hoping to remain competitive. Let's face it, many industrial companies will be competing for the same group of skilled workers in the future. Here are five steps to help you survive a pending skill shortage in your company.
Dave Smith retired after 30 years of service. Dave had worked his way up from a maintenance mechanic, to a supervisor, and eventually superintendent in charge of all maintenance efforts at the plant. He remained a source of knowledge for everyone, even after entering management positions. As a mater of fact, it was very common to find a group of people crowded around Dave while he personally solved a problem or repaired a piece of machinery.
People at the plant found themselves at a tremendous loss soon after Dave's retirement. Dave was called at home almost daily to answer what should have been routine questions. Only six months after retiring, Dave was hired back as a consultant to the plant. The big surprise is the company is now paying more money for Dave now than before he retired.
It is probably obvious that what Dave learned and applied throughout his career had not be passed on — or even learned independently — by other maintenance employees at the plant. Dave had attained tacit knowledge through his years of service. Tacit knowledge is derived from subjective insights, intuitions and hunches. As such, it is highly personal and not easily expressible to others. Normally, we do not concentrate so deliberately on the physical motions we make. Shut your eyes and try to touch the tip of your nose with your index finger. Most people are able to touch their nose the first time. This tacit knowledge, acquired at an early age, has become automatic. On the other hand it would be particularly difficult to write an essay on how you touch your nose with your eyes closed. We are all very good at doing things tacitly.
Experienced maintenance workers have acquired tacit knowledge: activities that made them proficient at their job. Activities most of them take for granted were learned over time and became a part of their skill set. Very basic skills such as knowing which way to turn a bolt to tighten or loosen it are honed at an early age. More complex skills become part of their tacit knowledge with training and practice. An electrician who quickly troubleshoots motor control circuits is using a higher level of tacit knowledge that has been honed by practice.
Many companies like Dave's fail to realize the importance of tacit knowledge in their employees until they are gone. This knowledge loss is now being compounded with the looming shortage in skilled trade labor. With fewer young workers entering the skilled trades, many maintenance jobs will go unfilled. At the same time, the few new workers entering maintenance do not possess the skill set needed to replace those retiring.
A scarcity in maintenance labor will develop during the next five to 10 years as the Baby Boom generation begins to retire. The Baby Boom describes the period after World War II when the population in North America increased dramatically. The Baby Boom generation is a demographic group born between 1946 and 1964 that has had — and is still having — a major influence on the economy. The buying habits of this group is said to have spawned everything from fast food restaurants to superstores.
The Boomers also became a driving force in the manufacturing revolution. The needs of industrial expansion demanded less manual labor and more skilled industrial workers. Technical colleges and trade school attendance increased in the 1950s and 1960s to meet this need. The result was an economic expansion that remains unprecedented in modern history.
Retirement looms
A study conducted by the Hudson Institute ( www.hudson.org ) reports that 30% to 40% of the maintenance employees currently working in North America will be retiring during the next five years. The demographics of the workforce is a cause for alarm to many companies, where the average age of an hourly employee is 44 to 48.
Compounding the issue, young people are not entering the maintenance field. During the past several years, jobs related to manufacturing have not been perceived as a viable opportunity. The manufacturing sector has been tied to an old stereotype of the "assembly line" jobs.
In a 2003, survey conducted by the National Association of Manufacturers ( www.nam.org ), respondents describing the images associated with a career in manufacturing offered phrases such as "serving a life sentence," being "on a chain gang" or "slave to the line," or being a "robot." The study also found that young people are discouraged from pursuing skilled trade positions by their parents and school advisors in favor of entering into universities to work in white-collar jobs.
The inability to find skilled labor was the cause for approximately 300,000 jobs remaining unfilled in 2000, according to the Canadian Federation of Independent Business. The Conference Board of Canada forecasts a deficit of one million workers in skilled trades over the next 20 years. The result is companies are competing aggressively for the limited skilled worker pool.
A survey conducted in 2001 by the NAM's Center for Workforce Success revealed that a about 20% of the employers feel there is no skilled employee shortage, 60% had a only a moderate shortage and 20% had a serious shortage.
However, when this survey is broken into job categories, the results are more alarming for maintenance departments. The category of "technicians/electricians" and "craft workers" are reported at a shortage rate of 34% and 43% respectively.
How to survive
A proactive approach to a skills deficiency is imperative for a company hoping to remain competitive. Let's face it, many industrial companies will be competing for the same group of skilled workers in the future. Here are five steps to help you survive a pending skill shortage in your company:
1. Determine your core competencies. Just because people in your current workforce are good at doing something doesn't mean that you have to perform that work after they retire. For example, assume you rebuild your own pumps because you have the skill in house. Consider contracting this service out to an outside shop in the future.
2. Become a learning organization , constantly training and building a knowledge base in your current workforce. You should devote at least 10% of a normal work week on focused training.
3. Talk about the work that goes on from day-to-day. Make it a point to openly discuss operations problems and the methods that are employed to solve them. Think of every problem as a learning process for all.
4. Develop a plan to retain the skills embodied in your current workforce and build on the skills of your most experienced employees. The more formal this process is, the better. Don't just send an inexperienced employee to work with an experienced one. If possible, have experienced employees write down their troubleshooting or repair processes, and ask them to train others in a formal environment.
5. Consider hiring and training eager persons with aptitude when attempts to hire skilled employees have failed. Eager and willing employees don't necessarily have to have all the skills of an existing employee. Be prepared to focus their skill development and train them to your company's requirements.
Money isn't the only motivator when is comes to retaining employees. Employees appreciate working in an environment where training and skills development is consistently emphasized. These employees will be less likely to jump ship and will be more loyal in the long run.
The need for skilled employees in manufacturing jobs will always exist. Traditional outlets such as trade schools and technical colleges are less likely to be sources for the future skilled workforce. Company management needs to take charge of the transfer of skills, whether by formal training or less formal skills transfer methods.
Companies who fail to heed the warning risk becoming less competitive.
Author Information |
Michael V. Brown is president of New Standard Institute, a training and consulting firm specializing in Maintenance Department issues. Alexandra L. Galli-Debicella was new products director at New Standard Institute until August 2004. For other articles go to www.newstandardinstitute.com . |
Do you have experience and expertise with the topics mentioned in this content? You should consider contributing to our CFE Media editorial team and getting the recognition you and your company deserve. Click here to start this process.


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Almost a year after resigning as Bolivia's Defense Minister, Cecilia Chacón has broken her silence to question President Evo Morales' recent appointment of ex-Interior Minister Sacha Llorenti as ambassador to the UN—an act which, she says, signifies impunity for those responsible for the police repression of lowland indigenous marchers last September 25 at Chaparina.
The marchers were protesting the government's plan to build a highway through the Isiboro-Sécure Indigenous Territory and National Park (TIPNIS) when the brutal police intervention occurred. Llorenti, whose jurisdiction at the time included oversight of the federal police, has denied any responsibility for the episode, blaming disgruntled police factions for breaking the "chain of command."
In July, federal prosecutors excluded Llorenti from the official investigation of the case. Despite outcries from human rights and indigenous organizations, he assumed his new UN post on September 5.
Appointed by Morales in April 2011 as Bolivia's first-ever female Minister of Defense, Chacón resigned less than 6 months later in response to the Chaparina attack. "I do not agree with the decision to intervene in the march and I cannot defend or justify the measure when other alternatives existed," she wrote in her resignation letter.
Since then, Chacón—a self-described "militant" in Bolivia's "process of change"—has maintained a low profile, avoiding media contact and public criticism of the Morales government, despite her disagreements with it (and in contrast to other dissidents). Many believe she would have continued to keep her silence, were it not for the provocative appointment of Llorenti.
In a September 3rd statement posted on her Facebook page under the title "In Defense of Hope," Chacón argues that Llorenti's designation "not only signifies impunity for those responsible [for Chaparina], but is a tacit affirmation that what happened… is considered valid and justifiable." It undermines the impartial investigation that Morales promised, she notes, as well as the opportunity for a much-needed process of governmental reflection and self-criticism about how the conflict was handled. "We're not yet witnessing a sincere desire by the government to correct the damage," says Chacón.
She raises the important questions about Chaparina that have not yet been answered. "Who prepared the plan [for intervention]? Who proposed it? Who authorized it? Who executed it? Who applauded that it was implemented 'cleanly and without casualties'?" A year later, the official investigation designed to address these issues has barely advanced.
More broadly, Chacón views the appointment of Llorenti as evidence of the Morales government's failure to "rescue" a now misguided "process of change." The process, she argues, is not the monopoly of any political party or enlightened elite, but belongs to the Bolivian people, who now have the right and the duty to defend it themselves. Still, she insists, "I am not against the Executive. I want every day to make things right."
The reaction to Chacón's statement has been largely supportive, judging from the comments (and 245 'likes') on her Facebook page. A few critics have charged her with playing into the hands of the political opposition (knowingly or otherwise). In fact, opposition leaders are now demanding that she testify before public prosecutors to officially disclose what she knows about Chaparina—including who ordered the mobilization of military airplanes to disperse the marchers back to their communities (an action thwarted by local sympathizers who prevented the planes from landing).
The Morales government has not officially responded to Chacón's statement. For those interested in the current saga of Bolivian politics, it's definitely worth a read (to date, in Spanish only).


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The Lady Panthers volleyball team had many near misses last season.
Including a five set loss to Delta at regionals that ended the season for Montezuma-Cortez High School.
Three seniors graduated from last years squad, but many experienced faces return to the hardwood. One of which is senior All-Conference returner Abby Engel. Shell move to libero from opposite hitter.
Senior outside hitters Danielle Waltman and Devon Biery are back. The two are up front about the teams high expectations.
Each practice is getting better and better. I think well go farther in the season, Waltman said. Last season was a good season. But this year, we have a team that meshes well together. We play well together and weve been together for a while.
Engel and her teammates would love nothing more than to go out as seniors in the 4A state tournament.
The goal is always to get to state. We really feel like we can do that, she said.
Junior leading blocker Nickelle Oliver will be strong in the middle once again and a host of underclassmen look to make the grade for coach Barbara Chappell.
The pieces are in place for a big year on the volleyball court.
A lot of young players have matured over the summer, Chappell said. We have a lot of depth this year. I feel really good about our ability. They know they have to work hard. They knew right away. As a coach, we didnt have to get on them for that.
M-CHS must start strong in the preseason to gain momentum heading into difficult 5A/4A Southwestern League play. Instead of embarking on a long bus ride to Colorado Springs, the Lady Panthers will head south of the border to Farmington, N.M., to participate in the Piedra Vista High School tourney. Before that, M-CHS will host its own tournament on Sept. 8. Regional teams Mancos, Dolores and Monument Valley (Ariz.) will be there. Those pesky Lady Panthers from Delta will be in Cortez, too.
We travel so, so much in the season. Its really hard to stay focused when youre traveling that much. Were excited to host this, Chappell said.
Head junior varsity coach and lead assistant Casey Bauer is back on the bench. The former M-CHS and Colorado State standout, and European volleyball pro is passing, spiking and serving her valuable playing experience to both the JV and varsity.
We compliment each other in so many ways. Im really excited to have her back, said Chappell about her assistant. We are more of a co-coach. We bounce ideas off each other all the time. We practice (our teams) together. I feel like thats how they develop. More touches the better.
Biery feels her game has taken a major leap forward this season.
I think its really good having them as coaches. Theyve made me so much better, she said. Practices are more intense and we get better every time. Its because they push us to get better. Theyre really encouraging.
With more experience comes more success. The Lady Panthers were on the cusp of a great season a year ago with so many heartbreaking, gut wrenching losses. This 2012 year could be just the beginning of something special.
I feel like the attitude and the atmosphere is all hard work, Chappell said. Last year, it was a lot of starting to grow that mental attitude. Weve already started here with that focus. Theyre hitting the ball, theyre finishing the ball and making sure we are winning that point. I feel that summer experience with a lot of the younger players, was huge.
First serve is tonight at 6:30 p.m., versus Pagosa Springs inside the M-CHS Gym.
[email protected].


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Message Board
Gerald Posner Message Board
Talk about the novels, new and used books that Posner has written!
Author Posner's Book Reviews
Citizen Perot
Author, Gerald Posner did vast research for this informative biography of one of America's famous eccentric personas', Ross Perot. Perot was born on June 27, 1930 in Texarkana, Texas. At the tender age of just seven, Perot began earning money. He broke horses in, put on the market some saddles, seeds and magazines for his savings. In his thirties, Ross Perot who was a brilliant strategist, built a multibillion- dollar domain from his idea with comput...
Motown: Music, Money, Sex, and Power
This book is a behind the scenes tell all of the Motown record label/institution. It all began in 1959 when Berry Gordy borrowed $800 from his family and launched a record company. The company's name was Motown. Although the company was located in a poor Detroit neighborhood, a large sign was put in front of the studio stating "Hitsville USA". And so it began. The book details Berry Gordy's humble beginnings, his family life, his dashed dream of bec...


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Sherry Bonelli, owner of early bird digital marketing, is a Search Engine Optimization (SEO) and digital marketing professional with 23+ years' experience. Her digital marketing agency, early bird digital marketing, serves clients all over the country.
Sherry is a Google Business Profile Platinum Product Expert and is a columnist for leading marketing websites like Search Engine Journal, Search Engine Land, MOZ, Adweek and others. She received Search Engine Land's 2018 SEO Contributor of the Year Award.
She is a recognized presenter and speaker at leading digital marketing conferences, podcasts and webinars like Traffic & Conversion Summit (2018, 2019, 2021), State of Search, Digital Marketer, SCORE, MOZ, Edge of the Web, Local Marketing Institute, Midwest Digital Marketing Conference, Duct Tape Marketing and others. Sherry holds a Master's Degree in Internet Marketing. She is also a LinkedIn Learning Instructor, Adjunct Instructor for several colleges and universities and is the host of The Marketing Plan Podcast.
You can find out more information by visiting https://earlybirddigitalmarketing.com or by calling 319-409-3287


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Coffee May Speed Up Bowel Recovery From Colon Surgery
Normal function resumed more quickly than for water drinkers alone, study found
URL of this page: http://www.nlm.nih.gov/medlineplus/news/fullstory_130217.html
(*this news item will not be available after 01/10/2013)
Friday, October 12, 2012
Researchers at University Hospital Heidelberg, in Germany, also found that these patients were able to tolerate solid food sooner after their operation than people who didn't drink coffee.
The study was published in the November issue of the surgical journal BJS.
"Postoperative bowel obstruction is a common problem after abdominal surgery, and the aim of this study was to test our theory that coffee would help to alleviate this," study lead author Dr. Sascha Muller, who is now based at Kantonsspital St. Gallen, in Switzerland, said in a journal news release.
The researchers recruited 80 patients with colon cancer, diverticular disease (a structural problem in the wall of their colon), inflammatory bowel disease or another condition. The patients were an average of 61 years old and slightly more than half were men.
Participants were divided into two groups: those who drank coffee and those who drank water after colon surgery. The patients were given 100 milliliters (about half a cup) of coffee or water at three different times during the day.
Coffee drinkers took slightly more than 60 hours to make their first bowel movement after surgery, the study found. Water drinkers, on the other hand, took 74 hours.
The coffee group also tolerated solid food in just more than 49 hours after surgery. The water drinkers took 56 hours to do the same. The coffee drinkers were also able to pass wind within 41 hours after surgery compared with 46 hours for water drinkers.
"This randomized trial showed that the time to first bowel movement after surgery was much shorter in the coffee drinkers than the water drinkers," Muller said. No coffee-related complications were seen in the study.
Exactly how coffee restores bowel function is uncertain, the researchers noted. "Whatever the mechanism, it is clear that postoperative coffee consumption is a cheap and safe way to activate bowel motility after elective colonic surgery," they wrote.
Although the researchers found an association between coffee consumption and earlier bowel movements after surgery, they did not prove a cause-and-effect relationship.
Copyright (c) 2012 HealthDay. All rights reserved.
- More Health News on:
- Caffeine
- Colorectal Cancer


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After same-sex marriage becomes legal here on July 24, gay priests with partners in the Episcopal Diocese of Long Island will head to the altar. They have to. Their bishop set a nine-month deadline for them to marry or stop living together.
Next door, meanwhile, the Episcopal bishop of New York says he also expects gay clergy in committed relationships to wed "in due course." Still, this longtime supporter of gay rights says churches in his diocese are off limits for gay weddings until he receives clearer liturgical guidance from the national denomination.
As more states legalize same-sex marriage, religious groups with ambiguous policies on homosexuality are divided over whether they should allow the ceremonies in local congregations. The decision is especially complex in the mainline Protestant denominations that have yet to fully resolve their disagreements over the Bible and homosexuality. Many have taken steps toward acceptance of gay ordination and same-gender couples without changing the official definition of marriage in church constitutions and canons. With the exception of the United Church of Christ, which approved gay marriage six years ago, none of the larger mainline churches has a national liturgy for same-sex weddings or even blessing ceremonies.
The result is a patchwork of church policies in states where gays can civilly wed — not only for lay people, but also for gay clergy who want to marry their partners.
"It's a challenge for us," said Tony De La Rosa, administrator of the Presbytery of New York City, a regional body of the Presbyterian Church (U.S.A.). "I think this is a moment of great tumult in the sights of the church."
The New York regional body of the United Methodist Church issued a statement reminding local congregations that the Methodist Book of Discipline bars any celebration of same-gender unions, but encouraged congregants to "extend God's love" to each other, "particularly those with whom we disagree."
Just last Sunday, the Presbyterian Church formally lifted barriers to ordination for gays and lesbians who are not celibate, although individual congregations had been hiring gay pastors and conducting same-sex blessing ceremonies for years. De La Rosa expects a similar mix of responses to gay marriage laws, even though a minister who conducts a same-gender marriage is at risk of possible disciplinary action by the denomination since the ceremonies are not officially authorized. De La Rosa, who is gay, said he does not plan to wed because the marriage would not be recognized in California, where he and his partner are residents.
New York churches can look for guidance to religious leaders in the five other states where gay marriage is already legal: Massachusetts, Connecticut, Vermont, New Hampshire and Iowa, plus the District of Columbia.
The New England Synod of the Evangelical Lutheran Church in America, which includes four of the five states with gay marriage, issued a document stating that pastors can choose to solemnize same-sex marriages in individual churches that give their approval. The Upstate New York Synod, which oversees Lutheran churches in the Albany area, distributed that document to local leaders ahead of an upcoming discussion on the gay marriage law. The Evangelical Lutheran Church in America formally abolished a celibacy requirement for gay and lesbian clergy more than a year ago, but still defines marriage as between one man and one woman.
The Rev. David Preisinger, an assistant to the Upstate New York bishop, said the bishop has indicated that she will not take action against clergy who perform the ceremonies. He said churches in his region have already received several requests for weddings and believes they will take place soon.
"There are some congregations that are very open to it and others that don't want anything to do with it," Preisinger said.
The Episcopal Church blazed a trail, and enraged fellow Anglicans worldwide, in 2003 by consecrating the first openly gay bishop, V. Gene Robinson of New Hampshire. On same-sex marriage, Episcopal dioceses have been guided by a 2009 resolution from the General Convention, the church's top national policy body, that asked for a "generous pastoral response" to gay couples, especially in states with same-sex marriage or civil unions.
However, bishops disagree about what the resolution means. Each has cited the measure when issuing dramatically different policies.
Even before the New York legislature had passed the gay marriage bill last month, Bishop Gladstone Adams, who leads the Syracuse-based Episcopal Diocese of Central New York, had asked the local liturgy committee to draft a rite for same-gender marriage. Adams said individual priests and parishes could decide whether to conduct the ceremonies. He has not yet set a policy on marriage for clergy living with same-gender partners.
In the Diocese of New York, Bishop Mark Sisk said local priests could bless couples who marry elsewhere in a civil ceremony, but could not solemnize the marriages.
"I do not believe that resolution … empowered bishops to authorize clergy to perform such marriages," Sisk wrote in a statement. "Nor do I believe that it is appropriate for clergy to circumvent the vows we have taken by becoming separately licensed by the state to perform such marriages."
His position stunned many Episcopalians. The New York diocese is considered so gay-friendly that the local chapter of the national Episcopal gay advocacy group, Integrity, focuses instead on outreach to other gay and lesbians seeking a religious community, according to Mary O'Shaughnessy, New York City coordinator for the organization.
Sisk's spokesman said the bishop won't move forward without an approved liturgy. Episcopalians are drafting prayers for blessing same-gender couples that advocates hope will be accepted next year by the General Convention.
O'Shaughnessy said she was disappointed by Sisk's decision, but said he has "unequivocally" supported gay and lesbian rights and she understands that he has a broad constituency to consider, including parishes in the diocese that lie outside of Manhattan.
Long Island Episcopal Bishop Lawrence Provenzano said there is nothing "punitive" about the nine-month period he set for clergy to marry their partners — a length of time he said was similar to an academic year. No one will be disciplined for failing to meet the deadline. Instead, he said he would handle each priest's situation on a case-by-case basis. He noted that some private employers are considering restricting domestic partner benefits to those who are legally married.
"I need to be mindful that the church has always asked people to live in committed monogamous, faithful relationships," Provenzano said. "I won't allow heterosexual clergy to live in a rectory or church housing without the benefit of marriage. When one puts it in that context, then you see how it all begins to make sense."
The Rev. Christopher Hofer, pastor of the Episcopal Church of St. Jude in Wantagh, on Long Island, said he has heard no complaints from other gay or lesbian clergy about the policy. Hofer plans a "big" August wedding in his parish with his partner of 17 years, Kerry Brady. They live in the church rectory, where on a recent evening they waited together for a messenger to deliver their wedding rings.
"I think Bishop Provenzano's statement was not only fair, but beyond generous. It gives people time, acknowledging that there's a financial component involved, and recognizing that some may not choose to live together," Hofer said. "Now that the state is recognizing civil marriage, we as priests, perhaps deacons too, who are in committed relationships, have a choice: We either live what we preach, to become civilly married, or we choose to live apart."
No other Episcopal dioceses in states with same-gender marriage have set an explicit deadline for gay clergy to marry their live-in partners.
Episcopal Bishop John Chane, of the Diocese of Washington, allowed local priests to perform same-sex marriages in parishes that approved the ceremonies, but did not ask clergy to marry or live alone. He said it wouldn't be fair, since so few states recognize the marriages, and state and federal laws like the Defense of Marriage Act are still in effect and "deny the human rights and disrespect the orientation" of gays and lesbians. He said five gay clergy have married in the Diocese of Washington since same-sex marriages started last year.
. At St. James Episcopal Church, Fordham, in the Diocese of New York, the Rev. Tobias Haller, plans to wed his male partner of more than three decades at the end of this month, but not in his parish. The couple plans a civil ceremony only.
"We had our church wedding 31 years ago," Haller said, of a private blessing they had received from a rector.
Haller said he understands and accepts Sisk's approach to the issue. The bishop meets with gay and lesbian clergy in the diocese every few months and had previously discussed his hope that they would marry their partners if they had the chance, Haller said.
"It makes sense to me," Haller said. "It's certainly a standard bishops would expect of heterosexual clergy."
Rachel Zoll can be reached at twitter.com/rzollAP
Copyright 2011 The Associated Press.


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Jil Sander, the high-end luxury brand, is the epitome of modernity and sophistication. Its unconditional dedication to contemporary design combines elegance and purity with innovative materials and exceptional craftsmanship. The refinement of cuts and the perfection of details give form to a figure that stands out by its distinctive belief in excellence and highest quality standard.
Jil Sander products, which include women's and men's ready-to-wear, shoes, bags & accessories, cosmetics, eyewear and jewelry are distributed worldwide through its network of directly operated stores and through independent retailers. Since September Jil Sander also serves customers through its online presence.


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Wes Moore
veteran, writer
Wes Moore is a Rhodes Scholar, a combat veteran of Afghanistan, and has worked as a Special Assistant to Secretary Condoleezza Rice at the State Department as a White House Fellow. He was a featured speaker at the 2008 Democratic National Convention, named one of *Ebony* magazine's Top 30 Leaders Under 30 (2007), and most recently, dubbed one of the top young business leaders in America in *Crain's*. He lives in Jersey City, New Jersey.


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With the 110th Congress convening soon, the race for president is likely to heavily influence activities on Capitol Hill in 2008.
From the president's annual State of the Union Address and submission of the federal budget for fiscal year 2009 to formulation of a congressional budget resolution and allocation of funds to federal agencies, it will all take place in anticipation of an electoral and largely partisan storm front.
This year's session is "do or die" time for major bills introduced last year. Big-picture policy issues and unfinished business from last year will likely dominate the political landscape, leaving little room for innovative or breakthrough domestic and foreign policy.
Storm clouds hovering over this year's session include, first and foremost, wars in Iraq and Afghanistan. The costs associated with them and potential courses of action will be major issues in the presidential race and key influences on funding decisions. A new Joint Economic Committee report puts the total cost at $3.5 trillion if the nation stays the course.
The home foreclosure crisis also threatens to keep the economy under a cloud. According to the latest RealtyTrac data, one foreclosure filing occurred for every 196 U.S. households in the third quarter of 2007. The impact of the crisis has spurred both introduction of and action on many legislative initiatives, including ones involving anti-predatory lending strategies.
Legislation to address an acute lack of affordable housing for the poor also faces an uncertain fate this year. The House-passed National Affordable Housing Trust Fund Act of 2007 would assist in the construction, rehabilitation and preservation of 1.5 million affordable housing units over the next decade, but it awaits Senate action.
A big question mark is whether presidential politics will spur national discussion of how to put the 36 million Americans living in poverty on the road to financial independence. Nearly one-fourth of blacks and over one-third of black children live in poverty.
And employment does not guarantee escape. In 2006, 7.5 percent of working families were living below the poverty threshold. Those with a minority parent were three to four times as likely to be poor as those with a white parent. Addressing poverty requires a multifaceted approach, but raising the minimum wage is a place to start.
Last year saw the first increase in the minimum wage in 10 years, from $5.15 to $7.25 an hour. It is the National Urban League's hope that legislation indexing the minimum wage to the inflation rate will be introduced so that poor and working families no longer have to depend on the whims of Congress.
Despite the fact that 47 million Americans lack health insurance, Congress is unlikely to act on universal health care proposals, but the presidential race is likely to raise the issue's visibility, setting the stage for further debate in 2009.
With 14 vacancies remaining on federal appeals courts nationwide, little time remains to fill them. The Senate confirmed five appeals court nominees in 2007, but the judicial nomination process is likely to grind to a halt until a new president is elected.
On the education front, after a number of congressional committee hearings, efforts to reauthorize the No Child Left Behind law are likely to come face-to-face with presidential politics this year. While the law expired last September, it provided for an automatic one-year extension. No legislation has been introduced in either chamber, but negotiations continue. Bills are expected to be introduced in 2008, but it is unclear if Congress will be able to complete action in an election year.
Progress was made toward reauthorizing the Higher Education Act, the law that provides for expanded access of low- and middle-income students to higher education.
Key issues include: controlling college costs; simplifying the student aid process; improving teacher training; increasing the Pell grant; and expanding college preparation programs for low-income students, among others.
The Workforce Investment Act, the nation's frontline employment and training vehicle for youth and dislocated workers, desperately needs more congressional champions. Without reauthorization, funding for employment and training services becomes increasingly vulnerable to the budget axe.
For thousands of low-income Gulf Coast residents who are still — after more than two years — trying to find their way home after hurricanes Katrina and Rita, the sun won't shine until Congress completes work on hurricane housing recovery legislation, which awaits Senate action.
And finally, supporters of the D.C. House Voting Rights Act in 2008 are going to try to break a Senate roadblock and get the bill on the chamber's floor for a final vote. In 2007, the Senate failed to overcome a filibuster — the first of a voting rights bill since the end of segregation — by a mere three votes. The House had already passed the bill months earlier.
Marc H. Morial is the president and CEO of the National Urban League.


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Little Fideux in the delightful SPDR TV spotThe Guard Brothers - Thomas and Charles - the British-born duo who made their tandem feature debut earlier this year with the Elizabeth Banks-David Strathairn starrer, "The Univited," a remake of Ji-woon Kim's 2003 South Korean thriller, "Janghwa, Hongryeon," started out about 10 years ago as teens, dabbling in shorts. Their talent was clear - clear enough to attract such estimable names to their short projects as actors Jason Flemyng, Jodhi May, Martin Freeman and Lena Headey.
And they worked alongside such heavyweights as Mike Lee, Peter Greenaway, Stephen Daldry, Ridley Scott and Christopher Nolan on the omnibus film, "Cinema16: British Short Films" (2003).
I liked "The Uninvited." It was pretty fastideous for a genre film and the Guards invested some credible psychology and enormous tension, taking the viewer on a flight of exultant nightmare lyricism, along the lines of Brian DePalma's "Carrie" (1976) and M. Night Shyamalan's "The Sixth Sense" (1999). The guys also coaxed a performance of delicious, juicy villainy out of the always game Banks.
But apparently, the brothers really excel at shorts, as evidenced by their charming, disarming - and delightfully odd - dog commercial for The State Street Corporation, , a company that specializes in investment, insurance and property development. Now you may wonder what a little dog has to do with investments - in this case, State's SPDR Exchange Traded Funds.
Not much. The idea is esoteric: A little dog, clearly a street stray in Paris, works hard to deliver "desirables" to an aloof pooch living in comfort. A baseball, an old catchers' mit, a teddy bear and a used bone are among the items that the little bandy-legged dog manages to dig up, while rival street dogs are in pursuit of him. But they can't catch up. He has the goods. He delivers. Just like the SPDR Exchange Traded Funds, see?
Shot in glorious black-and-white, all of this is played out, a la Albert Lamorisse's "Le ballon rouge"/"The Red Balloon" - in the simplest of ways, with a French chanteuse warbling in the background for further ambience.
Once seen, this spot is not easily forgotten, although I have no idea how successful it's been selling funds. (Alas, the original commerical, which had a voiceover - in English - only at the end, was subsequently replaced by an edited version with the pesky voiceover now heard throughout.)
The Gate Worldwide is the agency that was in charge. Gustav Geldenhuys served as producer for the Guards; the excellent cinematograhy was by Joost Van Gelder, and Chuck Willis, of The Cutting Room, edited.
As the French would say, Formidable!


text: On Sun, 12 Dec 2004, SF Husain wrote: > Hi > > I'm currently designing a beowulf style parallel processor and am trying to > decide which processor to use for the nodes. My project requires my final > design for the parallel processor to be able to provide a sustained throuput > of 0.25 TFlops. > > My research tells me that in general that the flop rate scales up linearly. > My trouble is that I'm having trouble finding estimates for the flop rates > of the processors I'm looking at. > > I've looked at the specfp2000 results but as far as I can tell their numbers > do not easily convert to a flop rate. Could anyone tell me how I can find > estimates for the flop rates of processors or if there is any rough sort of > conversion that I can do on these spec (or any other) benchmark results. > > I'm aware that the actual rate is dependent on type of work given to the > processors. However my project is only a design exercise aimed at developing > research skills so even a very rough conversion or sourse of sample results > would be suitable for my purposes. > > If anyone could help that would be great. Sigh. I suppose that the first question one has to ask is "what's a FLOPS", isn't it? "Floating point operations per second" seems a bit ambiguous, given the wide range of things that can be considered a floating point operation. The second question one MIGHT ask is why you are designing a system with a targeted FLOPS rating regardless of budget and regardless of the relationship between FLOPS and the work you actually want to accomplish. This is not a specious question -- in actual fact the "correct" thing to do for a variety of fairly obvious reasons is to design a system with a mind towards a particular work capacity of the work you want to accomplish, or more reasonably, to take what you can afford to spend and design a machine that can do as much of that work as possible per dollar spent. Optimizing cost-benefit is what the game is all about, not being able to boast of 0.25 TFLOPS (whatever that means). This matters quite a bit, because an optimal design for a real parallel project may well spend your budget in ways than just optimizing FLOPS. This will almost certainly be true if your application has any sort of rich structure at all -- interprocessor communications over the network, a large memory footprint, a mix of local and nonlocal memory accesses, trancendental function calls. After the lecture, I suppose I'll answer your question. There are several benchmarks that return FLOPS. "The" benchmark that returns FLOPS is likely linpack, a linear algebra benchmark. However, stream returns MFLOPS fractionated across four distinct floating point operations -- copying a vector of floats, scaling a vector of floats, multiplying two vectors of floats, and multiplying and adding three vectors of floats (multiply/add is a single pipelined operation on many processors). Stream acts strictly on a sequential vector too large (>4x) to fit in cache and is as much a memory speed benchmark as it is floating point. cpu_rate contains embedded stream with the ability to vary vector size, so you can measure FLOPS for vectors inside cache. This will (naturally) give you a much higher rate (and let you reach your design goal with many fewer processors) but won't necessarily mean anything to your application, which you assert doesn't matter but obviously does. It also gives you a stream-like +-*/ (including DIVISION, which is much slower than multiplication or addition) test that returns "bogoFLOPS" and which will let you pump the number of processors much HIGHER. It contains a "savage" benchmark which measures trancendental rates. lmbench contains microbenchmark code for directly measuring floating point rates. Finally, you can always look up vendor spec per processor and use "theoretical peak" FLOPS, which will be something like a multiplier like 0.5-2 x the CPU clock. Hmmm, that doesn't really answer your question, but it does indicate why the question is a silly one. Pick your definition and you can push the FLOPS rating of any given CPU a factor of any given CPU up and down over nearly an order of magnitude, and be able to fully justify the number either way. You might as well design a system with a target aggregate (bits*clock) where bits is the datapath width and clock is the CPU clock. That's likely to be within a factor of two or so of comparable across many architectures.... rgb > > Thanks > > Sufi > > > _______________________________________________ > Beowulf mailing list, Beowulf at beowulf.org > To change your subscription (digest mode or unsubscribe) visit http://www.beowulf.org/mailman/listinfo/beowulf > -- Robert G. Brown http://www.phy.duke.edu/~rgb/ Duke University Dept. of Physics, Box 90305 Durham, N.C. 27708-0305 Phone: 1-919-660-2567 Fax: 919-660-2525 email:rgb at phy.duke.edu