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FREE SAMPLES Creative Safety Supply Floor Tape
Get your FREE SAMPLES Creative Safety Supply Floor Tape. Many types of floor marking tape exist, and you may be wondering which one is most suitable for your workspace. To help you decide, they'll send you a box of free floor tape samples so you can give them a try. Just fill out the form on the page and click SUBMIT. Your box will arrive shortly. NOTE: They are not sending to people automatically. You will receive a phone call to verify your need and what you will use it for. This is a sample for companies.
Enjoy your FREE SAMPLES Creative Safety Supply Floor Tape! Come back and let us know what you likes and / or did not like about it in the comments section below or by contacting us via Facebook! We absolutely love hearing from all of you and we always answer you back!


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The World Karate Federation (WKF) is the largest international governing body of sport karate with over 130 member countries. It was formed in 1990 and is the only karate organization recognised by the International Olympic Committee and has more than ten million members.
The WKF organizes the Junior and Senior Karate World Championships, which are each held every other year.
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subset: commoncrawl


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About me
|User since
|March 7, 2012
|Number of add-ons developed
|0 add-ons
|Average rating of developer's add-ons
|Not yet rated
My Reviews
Downloads Tab
Excellent Rated 4 out of 5 stars
Simple and easy to use. Works like a charm.
Though I'd like to see the option to enable the default download button behaviour (the drop-down balloon list) instead of going straight to the download tab when you click it, and making the 'Show All Downloads' button to open the Download Tab.
Download in tab
Broken Rated 1 out of 5 stars
Everything just opens the default download manager window, not a tab.
Menu -> Downloads, CTRL+J, 'Show All Downloads' -- Nothing works.
Downloads in Tab
Still not working... Rated 1 out of 5 stars
The "show all downloads" button opens the default Firefox download manager window instead of a tab.
This addon only works if you set it to automatically open the download tab when a download starts.
Downloads in Tab
not working since FF v18 Rated 2 out of 5 stars
Love this addon but it has not been working for a while for me. I've tried reinstalling FF and the Addon several times, and cleared all data.
Cant even move the status bar? Rated 2 out of 5 stars
What the...? Why is it locked to the bottom right of the addon-bar? Really dude, some people value freedom.
Oh well, at least it works in current Aurora as of this post.
To create your own collections, you must have a Mozilla Add-ons account.


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Main Hotel Number: +44 (0) 1932 335700
Reservations: +44 (0) 1932 335710
Meeting & Events: +44 (0) 1932 335720
Thank you for your enquiry, a member of our team will be in contact shortly.
For a weekend with a difference or simply a special treat for a loved one, something fun for your team and colleagues or just a great excuse to have a blast with a group of friends, this package will not disappoint!
Experience the high speed thrill of a Mercedes-Benz 6.2 litre V8 AMG, on the Mercedes-Benz World track, which is conveniently located seconds from the hotel, near Weybridge in Surrey. After all that excitement, head back to the hotel to enjoy a delicious three course meal in the 1907 restaurant, bar & grill.
This fast paced overnight dinner break is £159.50 per person, per night and includes:
For more information or to book, contact the Reservations Team direct on 01932 335710 or send them an email.
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Nearby points of interest
Distance: 0.45mi
Distance: 0.84mi
Distance: 1.01mi
Distance: 1.05mi
Distance: 0.45mi
Distance: 0.84mi
Distance: 1.01mi
Distance: 1.05mi
Nearby points of interest
Distance: 0.45mi
Distance: 0.84mi
Distance: 1.01mi
Distance: 1.05mi
Distance: 0.45mi
Distance: 0.84mi
Distance: 1.01mi
Distance: 1.05mi
About Rare, the Steak House
Treat yourself to a Rare experience, Established in 2007 at Rare, it's all about the steak. Select cuts of prime wet aged beef, cooked to your specifications presented with your choice of exceptional side dishes. For those who hunger for something other than steak, Rare's affiliation with Il Tulipano has some classic Italian dish's that have been added to the menu or choose from Colorado lamb, veal, poultry & fresh seafood entrees that are expertly prepared & plated. Wine aficionados take note…Rare's cellar is home to just the right Glass or bottle of wine with which to accompany your meal. Rare boasts a generously sized bar, featuring a happy hour with tapas menu, 1/2 priced drinks, Monday thru Friday 4 to 7 pm, the perfect spot to unwind, socialize & network after a hard day's work & commute. For exceptional dining so close to home, simply reserve your table, sit back & enjoy the Rare experience.
Little Falls, NJ 07424
Dining Style:
Casual Elegant
Steakhouse, Seafood, Italian
Hours of Operation:
Dinner 7 days: Monday Thru Thursday - 4:00 pm - 10:00 pm
Friday and Saturday - 4:00 pm to 11:00 pm
Sunday - 3:00 pm to 8:30 pm
Happy Hour Monday Thru Friday 4 pm to 7:00 pm
Cross Street:
Route 23
Dress Code:
Smart Casual
Price Range:
$31 to $50
Payment Options
AMEX, MasterCard, Visa
Phone Number:
(973) 256-6699
On and off premise available
Parking Details:
Valet parking is available Wednesday thru Saturday, along with our private lot.
Public Transit:
NJ Transit and Little Falls train station
Executive Chef:
Dino Suriano
Banquet, Bar Dining, Bar/Lounge, Beer, Full Bar, Happy Hour, Late Night, Non-Smoking, Private Room, Takeout, Wheelchair Access, Wine
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Buy now and send it instantly by email, or print a card to give in person.
Rare, the Steak House Ratings and Reviews
Always concerned when booking a restaurant for a holiday. Not at Rare, the Steak House. This is our 3rd year celebrating New Year's Eve here, and the food and service have always been outstanding. We were seated on time, the waiter was attentive, we were not rushed and our steaks were cooked to perfection. As good or better than a NY steakhouse. Rare is not just for holidays. They have the same standards any other day of the week or time of the year. It's always a treat to dine here and I would highly recommend it to anyone looking for a great meal!
Three friends got together at Rare for Christmas Eve dinner and were very glad that we did!
The food and service at Rare were top notch.
I was a tiny bit disappointed in the holiday decorations as they were a bit sparse. I didn't feel the "Holiday ambiance" I would have liked, but I would definitely recommend going to Rare anytime!
As we walked in with a party of 10 on Christmas Eve, my expectations were, "It will be crowded and we will have to wait." That was not the case. The large bar was inviting to all of us, as we conversed and celebrated the night. Our table was ready and they did not rush us to sit down.
We sat at a round table which we requested but not promised, in the middle of the restaurant and it was perfect.
Now, the food. 2 big college boys, 3 millennial's awaiting steaks. Appy's were wonderful, crabmeat, clams, and bufata mozz that melted in your mouth. The huge steak for two, shared by my sons, was left with only the bone, shaved off of meat. Delicious, cooked to perfection. All steaks were perfect. Double rack of lamb was great. Sauces delicious. Sides such as mashed potatoes were yummy!!!
I will be back with friends for special occasions. Staff knowledgeable and helpful.
It is rare(pun intended) to have all plates cleaned, but we all were a part of the "clean plate club!"
Due to traffic, we called & advised Diana we would be late but were enroute for 5:30 PM reservation. She assured us no problem. Upon our arrival 30 minutes late, we were greeted courteously by the gentleman host and seated almost immediately. We enjoyed our dinner, and the dessert cheesecake with strawberries was awesome & heavenly. As you go to your table, try not to be distracted, before selecting your meal, by the dessert cart with 10 scrumptious choices. Dinner was delicious, including complimentary breads & a small meatball/sauce appetizer. Great service from a very attentive waiter. Wonderful ambiance even with a crowded dining room. Great complimentary valet parking. Highly recommend the Rare Steakhouse...we will certainly go back again very soon,
I have been to this restaurant one other time and it was great. But tonight for our one year anniversary they were way off. I ordered shrimp scampi which I know is a mistake at a steakhouse however I could not eat meat that night and it was unlike any other scampi I have ever seen. No Garlic, not butterflied, served on top of dry pasta! this was a bad choice. My husband had a fantastic filet mignon perfectly cooked I had to eat a couple pieces because I was starving and did not want to reorder another mistake... appetizer was calamari, very good and dessert was a pumpkin mousse tart which was great.
This was our first time here. We were extremely disappointed in our seating. I had made this reservation over a month ago and 5 of us were crammed into a space for 4. Even the waiters had trouble serving us, pouring drinks etc. the entire dining area was like this. The restaurant is extremely loud and hectic. In addition it was so hot it was uncomfortable. The food was excellent and cooked to perfection. We all enjoyed our meals very much and that was top notch. The staff was very friendly and helpful but too rushed. We were celebrating a special anniversary and they over filled champagne glasses, took two of the glasses away before the bottle was finished and didn't replace them, the explanation of meat cuts and what we were to actually get was vague. For the cost of the meal (very high) the experience was disappointing.
Ordered a medium rare porterhouse for 2 and it was charred and medium. The service was great and they were very attentive, so attentive that they took my bread plate and butter knife before I was finished with it. They served a bowl of meatballs and cream sauce with the bread which was delicious and unique. Salad did not come with the $98 steak. Overall, I probably won't go back.
As usual, we had a fantastic dinner at Rare. It was a special occasion and we spent more than we normally would on a dinner night out, but it was well worth it. The food was outstanding and the service was incredible. We did not feel rushed; we had a leisurely dinner. The waiter checked on us often so we had our drinks refilled rapidly. They just do it right!
We'very been here quite a few times but this particular evening my husband ordered the cowboy steak unfortunately this choice was very chewy, we should have sent it back and picked another cut but we are not like that. But the prices they charge we should have never given a cut that was so chewy. Could it be the chef is not aware of the quality of the meats? This last experience will make us think twice about going there again. Sad cause it'seems so close.
Heard good things about this restaurant.. We were all very disappointed. Steaks were not "steakhouse" quality at all. Mac & cheese tasted like Kraft with breadcrumbs on top. The signature steak sauce was uneatable. I know some places have off nights, however I wouldn't give this a second chance!
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I like it without any streusel topping, but you could add one. Also, you could make it with apples. Or peaches and sub out the nutmeg for ginger. Gah... that would be good.
Mix Together:
2 cups flour
3/4 tsp baking powder
3/4 tsp baking soda
1/2 tsp salt
2/3 cup sugar
1/2 tsp nutmeg
1/2 tsp cinnamon
And now put together the wet stuff:
1/2 cup oil
1 egg (or egg replacer or 1/4 cup applesauce to make it vegan)
1/2 cup yogurt (regular or soy)
1/3 cup liquid sweetener (I used brown rice syrup, but maple syrup or barley malt or corn syrup would work out just fine)
1 or 2 pears chopped up
Mix those two bowls together and bake in an 8" by 8" pan for 30-40 minutes at 350 degrees (or until the middle is done). I go even longer, but everyone's ovens are different.
It doesn't look that special, but DANG it's good. I'm going to make some coffee.


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Philtranco bus lines have put there fares up from Clark airport to Pasay Manila from php350 to php450.
This entry was posted on Friday, June 29th, 2012 at 8:35 am and is filed under Philippines.
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DIDMOAD: An acronym that stands for Diabetes Insipidus (inability to concentrate the urine), Diabetes Mellitus, Optic Atrophy (degeneration of the nerve to the eye), and Deafness. These features are characteristic of this genetic disease which is also called the Wolfram syndrome. Patients usually also suffer from severe abnormalities of the nervous system that can be accompanied by behavior problems, psychiatric hospitalizations and, in about a quarter of cases, suicide attempts.
The DIDMOAD or Wolfram syndrome is inherited as an autosomal recessive trait so that brothers and sisters of a child with the syndrome each have a 25 percent chance of receiving the gene from both parents and having the syndrome. The syndrome is caused by a mutation in the gene responsible for the production of a protein called wolframin, resulting in loss of function of this protein. The gene is in chromosome 4p16.1.
Wolfram syndrome is genetically heterogeneous (mixed). There is, for example, a type of Wolfram syndrome with additional atypical features such as profound upper gastrointestinal ulceration and bleeding as well as an absence of diabetes insipidus. The gene for this type of Wolfram syndrome is not in the region of chromosome 4p16.1 but rather is in chromosome 4q22-24.
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Trail Gear 140082-1 Dust Cover Diff Flange
Part #: 140082-1
Description: Dust Cover (Diff Flange)
Condition: NEW
Trail Gear 140082-1 Dust Cover (Diff Flange)
Trail Gear was formed so that the highest quality off-road products and accessories could be offered directly to you! Trail Gear delivers the finest off-road parts for your truck, jeep or SUV. BumperSuperstore.com is proud to carry the full line of Trail Gear products and accessories! Trail Gear specialzes in steering, suspension, axles, drive shaft, trail armor and wheels. Free shipping on all Trail Gear products.
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Preventing Child Neglect in the UK - what makes services accessible to children and families?
This annual review by Action for Children in partnership with the University of Stirling considers barriers to seeking services in cases where there is concern about neglect and sets out practice recommendations.
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Gordon Has Shot To Make Up Ground In SUBWAY 500 MARTINSVILLE, VA (October 15, 2006) -- Martinsville Speedway's tight half-mile oval always produces excitement, but Sunday's SUBWAY 500 has the makings of a...
Gordon Has Shot To Make Up Ground In SUBWAY 500
MARTINSVILLE, VA (October 15, 2006) -- Martinsville Speedway's tight half-mile oval always produces excitement, but Sunday's SUBWAY 500 has the makings of a Chase-for-the-NEXTEL-Cup thriller.
With the top five separated by just over 100 points coming into Sunday's sixth stop in the Chase, and just 216 points separating leader Jeff Burton and 10-th-place Jeff Gordon, the SUBWAY 500 could turn the chase upside down.
Even though he's 10th in the points, Gordon has to be the favorite in the SUBWAY 500. He leads all active drivers at Martinsville with seven wins and he swept both Martinsville Cup races in 2005. He also swept both races here in 2003.
Over the past seven races at Martinsville Speedway, Gordon's average finish is an amazing third.
In addition to seven wins in 27 Martinsville starts, Gordon has five Bud Poles, 15 top-five and 21 top-10 finishes and has led 2,041 laps. Incredibly, he's never had a DNF at Martinsville.
So while he's saddled with a 210 point deficit to Burton coming into Martinsville, it's the one place in the Chase he could take a huge bite out of that lead.
Not surprisingly, Hendrick Motorsports teammate Jimmy Johnson has almost mirrored Gordon at Martinsville over the past seven races. He has one win -- in the 2004 SUBWAY 500 -- and has an average finish of 4.2 over those seven events.
Like Gordon, Johnson is toward the bottom of the Chase headed into Martinsville, three spots ahead of his teammate in seventh. But he's just 146 points behind Burton.
"We have a lot of confidence coming into this race," said Johnson. "I think it's a great race for myself and Jeff, but also not a great race for some of the other guys like Matt Kenseth, who'll we'll be battling with. Hopefully, we'll hit the marks and get some good points there.
Kenseth is second in the points headed into the SUBWAY 500, 45 points behind Burton, while Kevin Harvick is third, 89 in arrears. Rounding out the top five are Mark Martin, 102 points behind the leader and Dale Earnhardt Jr., fifth, 106 points back.
Kenseth has not fared well at Martinsville. While Gordon's average finish over the past seven races has been third and Johnson's has been 4.2, Kenseth's has been 15.1 and his career average finish at Martinsville is just a tad over 17.
Four Chase drivers posted top-10 finishes in the spring Cup race at Martinsville. Gordon was second, Earnhardt fourth, Kyle Busch fifth and Harvick seventh.
On the other hand, four Chase drivers posted finishes of 24th or worse in the spring. Kenseth was 24th, Burton was 33, Kahne was 35th and Hamlin 37th.
Tickets remain for both the SUBWAY 500 on Sunday, October 22, and the Kroger 200 NASCAR Craftsman Truck Series race, on Saturday, October 21, and can be purchased by calling 1.877.RACE.TIX. SUBWAY 500 tickets may also be purchased online at www.racetickets.com. For race information, please visit www.martinsvillespeedway.com.
Ticket prices for the SUBWAY 500 range from $42 to $77. Tickets for the Kroger 200 are $35 in advance and $40 the day of the event. Kroger 200 tickets for children ages 6 to 12 are $5.
-credit: Martinsville Speedway


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Authenticated WordPress Plugin – Password Protection for Your WordPress Blog
This WordPress plugin (tested on 1.5.x & 2.0) will make your blog accessible only to logged in users.
A must-have for paid-content publishers and privacy concerned bloggers.
This is a simple zero configuration plugin. It allows you to view any content, if and only if you are logged in.
Use Cases
Paid Content Publishers
If you want to use WordPress to display paid-content to your users then this plugin is for you. It allows you to display your articles only to registered users. You can prevent non-paying users from registering on your blog by unchecking Anyone can register checkbox in Options / General screen. And then you can manually register the paying members (Users / Authors & Users screen under Add New Users section) who will then have access to site contents.
Private Bloggers
If you want to make your blog accessible to few people only (like family and/or friends) then this plugin is for you.
If you are writing on senstive topics which may cause problem in your professional / personal life then you can use this plugin to restrict access to the contents of this blog. Only you and your selected users will have access to the contents.
This plugin makes the whole blog inacccessible for non-logged in users including search engines. So long this plugin is active your blog contents will be inaccessible to search engines.
Read more and download: Angsuman's Authenticated WordPress Plugin – Password Protection for Your WordPress Blog
- The topic 'Authenticated WordPress Plugin – Password Protection for Your WordPress Blog' is closed to new replies.


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Paper Qualification Essay
Paper Qualification
WHAT ARE THE PROS AND CONS OF GAINING QUALIFICATIONS THROUGH WORK? Erica Smith & Andy Smith, University of Ballarat, Australia Abstract An important plank in lifelong learning policy in both the UK and Australia has been the opportunity for workers to gain qualifications through work. In Australia this opportunity has often been provided through the traineeship system which is a form of 'modern apprenticeship' that has now been in place for twenty years. Two national Australian research projects on the delivery of qualifications through work have been undertaken over a five-year period by the authors and colleagues.
Both projects involved research with workers, managers, training providers, industry bodies, and relevant officials at State and national level. The 2003 project surveyed 400 companies that provided qualification-based training at work and also included twelve enterprise case studies. The 2008 project involved six indepth industry case studies, each of which involved interviews with relevant senior stakeholders and two enterprise case studies, as well as in-depth interviews with senior policy officials, employer peak bodies and trade unions.
The studies showed that many advantages accrue to workers as well as to employers from the delivery of qualifications through work. However there are also some disadvantages and problematic areas for workers, some of which may become more apparent as the global financial crisis affects employment. In the discussion, some parallels are drawn between the Australian and the UK approach to delivering qualifications to lower-level workers through work. Introduction.
This paper uses data from two national research projects in Australia to discuss the pros and cons of gaining qualifications through work. The paper is confined to qualifications delivered by the vocational education and training (VET). As Australia enters its third decade of 'training reform' (Smith & Keating, 2003), gaining qualifications through work has expanded from being primarily the province of male trade apprentices to being a commonplace activity for hundreds of thousands of workers through traineeships and through other workplace-based programs.
Traineeships are a form of apprenticeship that is shorter than the traditional apprenticeship (usually 1-2 years as opposed to 3-4 years), and often in newer or service industries. For example retail is the most commonly delivered traineeship area. They were introduced as a result of the Kirby report (Kirby, 1985) and were intended originally to provide apprenticeship type arrangements for a broader range of workers, including women, and to ameliorate youth unemployment. Since the 1980s, apprenticeships and traineeships alike have been opened up to adults and to part-time workers.
While there are many advantages that accrue to workers, companies and the nation from these new developments there are also some problematic areas. Many arguments have been advanced against Australian traineeships (eg Snell & Hart, 2008) and these arguments are generally rooted in the male trade interest groups. The arguments have been buttressed by many examples of poor practice whereby some training providers during the 1990s, through design or ignorance, delivered poor quality training and were seen to abuse the availability of government funding (eg Schofield, 2000).
This paper does not address this issue as it has been well-rehearsed in the literature and is often transparently traceable to male trade interest groups wishing to retain government funding for training to their own constituencies rather than spreading it across the broader economy and to a greater variety of workers. The paper focuses rather upon more general pros and cons associated with delivery of qualifications through work. Background And Literature Review.
Three policy developments have facilitated the delivery of VET qualifications through work. While this section focuses on Australia there are many parallel developments in the UK and in other countries. The three factors are: the opening of the training market, the introduction of Training Packages (the framework for organising, presenting and delivering national competency standards), and the availability of government funding for qualifications delivered in workplaces. These developments are briefly described in the following paragraphs.
An opening-up of the nationally recognised Vocational Education and Training (VET) training system in Australia has seen movement from a near monopoly by the Technical and Further Education system (TAFE), the public provider, to one in which over 4,000 Registered Training Organisations (RTOs), including just over 100 TAFE Institutes existed in 2001 (Brennan & Smith, 2002) and nearly 8000 1 in 2008. Non-TAFE providers are able to access government funding and offer national qualifications; although there were private providers previously they were not able to do either of these things.
The growth of non-TAFE RTOs has been assisted particularly by what are known as 'User Choice' policies in the funding arrangements for the large apprentice and trainee training market. Around 400,000 Australians (from a workforce of 12 million people) are engaged in apprenticeships and traineeships at any one time (NCVER, 2007) of whom a proportion are newly-recruited workers including school-leavers, but of whom a large number are what are known as 'existing workers', that have been offered the opportunity to gain a qualification through training, often on-the-job.
The development of national competency standards, which are available for use for many different purposes, has been one way in which Australian governments has provided support for training in companies and institutions. Similar developments have occurred elsewhere. The English National Vocational Qualifications (NVQ) system (Fletcher, 1991) was introduced in 1991; NVQS were presented as a means of improving profitability and enhancing economic performance (NCVQ, 1990, as reported in Matlay, 1999).
In Australia, national Training Packages, similar (although by no means identical) in nature, but not introduced until 1997 (Smith & Keating, 2003), provide a national framework for curriculum for all providers delivering nationally recognised training. Training Packages consist of national industry competency standards (known as units of competency) gathered into qualifications at various levels, together with assessment guidelines and, usually, a variety of support materials.
If learners do not require complete qualifications, nationally recognised Statements of Attainment may be issued for one or more units of competency. There are now around 80 Australian Training Packages, many covering industry areas which did not have access to nationally recognised training previously, such as funerals, beauty, seafood and the defence industry. All Australian Training Packages can be viewed on the National Training Information System web site at www. ntis. gov. au.
Australian Training Packages have many similarities with the English NVQ system although there are also some significant differences. There has been considerable controversy about the educational efficacy of Training Packages (some of these debates are summarised in Smith, 2002) but a HighLevel Review of Training Packages (Schofield & McDonald, 2003), and a current review due to report mid-2009 (National Quality Council, 2009), both of which were underpinned by wide consultations, have shown widespread support for the general concept.
Financial incentives for the delivery of on-the-job qualifications fall into three main categories. Firstly, employment incentives are available for companies recruiting workers and placing them onto apprenticeships and traineeships. These are paid on recruitment, at mid-point, and on completion. While a major focus of these subsidies is on newly recruited workers, the incentives are also available for what are called 'existing workers' within certain parameters. Secondly, funding is available for the 'training' part of apprenticeships and traineeships.
In most cases this is provided without question once an apprentice or trainee has been contracted by a company, but there are some restrictions around funding in some States and Territories. This funding flows to the RTO selected by the employer (supposedly in conjunction with the trainee or apprenticeship) for the provision of off-the-job training. It is known as 'user choice' funding (Smith & Keating, 2003). Apprentices and trainees may attend training on day or block release, or the training may be primarily on-the-job with support and visits from the RTO.
In some State and Territories (which have the responsibility of monitoring the quality of VET and of administering 'user choice' funds), RTOs are required to provide a certain number of hours of 'real' training – ie of off-the-job training. The third form of funding for on-the-job delivery is that provided by a variety of national and State/Territory funding schemes which vary from year to year according to industry need and government policies. These may include targeted funding for skill shortage areas or for equity groups.
A longstanding program in this category, for example, is WELL – workplace English language and Literacy – which is now tied closely to the delivery of programs that do not focus solely on language and literacy but embeds their development through the delivery of nationally recognised qualifications or units of competency. Around 200,000 Australians commence traineeships each year and the traineeship program constitutes the main way in which qualifications are delivered through work; arguments have been proposed through industry peak 1.
The 2008 figures were provided directly by staff at the National Training Information Service, are not validated, and include inactive RTOs. bodies such as the Australian Industry Group that funded on-the-job training should be 'decoupled' from, traineeship arrangements but as yet these argument have not gained sufficient traction to be put onto the policy agenda. It is clear that these three developments have combined – as they were intended – to encourage the delivery of qualifications on the job to large cohorts of workers.
The presence of large numbers of RTOs has encouraged keen – perhaps over-aggressive – marketing of qualification-base delivery in order for RTOs to access user choice or other funding. With the focus on standards of performance, Training Packages are well suited to delivery in enterprises; in fact it has been argued that they are better suited to such delivery than to delivery in educational institutions (Boorman, 2001). The Research Method This paper uses findings from two large national Australian research studies for which the fieldwork was undertaken in late 2003 and 2007- 2008 respectively.
For the first project – Study 1 – (Smith, Pickersgill, Smith & Rushbrook, 2005) the research method was as follows: Three exploratory focus groups of employers and other industry stakeholders to ensure that major issues were covered; Case studies in twelve enterprises, in four States and Territories. Four industry areas were covered: hospitality, manufacturing/process manufacturing, call centres and arts/media, and were selected to represent diverse industry sectors and training cultures. Case study sites were chosen in conjunction with skills councils and the reference group.
In each industry area, three enterprises were visited: one that was an enterprise RTO (registered as a training provider in its own right), one that offered nationally-recognised training through RTO(s), and one that offered none or virtually no nationally-recognised training. Interviews were carried out with senior line managers, human resource managers, departmental managers, training staff, workers at different levels with the organisations, and union representatives.
A survey of all 195 enterprise RTOs (based on the National Training Information Service listing) and a sample of 400 medium-to-large companies (from the commercially-available Dun & Bradstreet database) that were not enterprise RTOs but that employed human resource managers and therefore might be expected to have some commitment to training. Just over a quarter of enterprise RTOs (51 or 26. 2%) responded together with 73 other companies, providing roughly comparable numbers for analysis. Telephone interviews with State Training Authority staff in several States and Territories, to clarify 'user choice' and other funding arrangements.
The project was undertaken to scope the provision of nationally-recognised training (ie qualificationbased training) in enterprises. Previous research in this area had generally been descriptive and based in individual industry areas. The study was the first to describe the phenomenon at a national level. It developed models of adoption of qualification-based training by enterprises. The second project – Study 2 – (Smith, Comyn, Brennan Kemmis & Smith, forthcoming), consisted of comprehensive case studies of traineeships in six areas: cleaning, child care, construction, retail, finance & insurance and meat processing.
Within each case study, site visits were made to two company examples, and additional interviews were carried out at national and industry level. As well, interviews were carried out, at a more general level, with thirteen high-level stakeholders – senior officials in government, employer and employee peak bodies, and other major players in the traineeship system. This project was undertaken because the controversy surrounding 'abuse' of the system, discussed in the Introduction to this paper, had stifled other research in the area.
The aim of the research was to identify features of high quality traineeships with the ultimate aim of improving practice to a uniformly higher level. The case studies were carried out during 2007-8 and were completed before the onset of the Global Financial Crisis. Findings And Discussion This section of the paper discusses the pros and cons of gaining VET qualifications through work. The pros The availability of qualifications through work means that many people that were previously without qualifications are now able to gain them.
Often, but by no mean always, these workers have had unsatisfactory experiences at school and tend to lack self-confidence and self-efficacy in their abilities to master 'study'. As the training does not have much focus on classroom delivery and often a relatively low emphasis on written materials success is relatively easily achieved. The following quote is taken from a training manager in a large cleaning company in Study 2. Her workers were undertaking a Certificate III qualification in Asset Maintenance (Cleaning).
a lot of these traineeships are you know, targeting a blue collar audience… like someone who's been a cleaner, may have been a cleaner for 5, 10 years, but there's been no formal recognition of what they've done, and … they see themselves as just a cleaner and the fact that the traineeship is also competency based and can recognise skills that they already have, without them needing to attend… a traditional classroom environment and having it on the job, so the combination of on the job and that recognition that what they're doing actually does have some value somewhere in an educational framework, has made them feel, I think, just a lot more proud about what they do, in themselves, with their self esteem.
There is an absolute recognition among employers that such programs benefit their companies as well as their workers. Study 1 discussed in some detail the ways in which training staff needed, and were able, to 'sell' qualification-based training to their senior managers by emphasising the part which such training played in attracting and motivating staff, as well as providing evidence of attention to quality as required by industry regulatory bodies.
This long explanation, from a Study 2 employer of trainees in an abattoir, shows how the interests of workers and employers dovetail. It would be five years ago I suppose, the abattoir was really going through a growth spurt, and one of the biggest dangers they had was the lack of meat inspectors.
So what they did was they started with a group of people doing Certificate II in Abattoirs and some of them went through and did Certificate III, and they identified the group that they wanted to go on and become their meat inspectors. The group went through and did the meat inspector course of study and it is quite a difficult and long-term commitment.
A few of these were women who started, and they were cleaners. They were cleaning up the bloody kill floors, and you know, pretty average work, really average work, and they went right through the system to become meat inspectors. Which, for them, they were women who were probably I don't know, in their 40's and had probably, I'd say had you know, pretty basic employment all of their working lives.
And you know, it took them through into an occupation and a pay scale that they probably couldn't have ever dreamed of. They were incredibly proud of themselves. And extremely committed. The employers have built enormous stores of goodwill because of what they've done for those people. And those people of course, because they'd been workers all their lives, they know how to work.
So that also makes for a pretty good workforce, and that's why, I think, this abattoir is pretty successful, you know. They really don't have a lot of turnover but they actually have gone through a pretty big growth spurt over the last 5 years, and they have found it difficult to attract the required numbers of staff. This was one way of 'growing their own' and holding on to them.
When it came to offering the training for the group of employees who were to become meat inspectors, we had meat leadership on our scope (of registration), but we decided against delivering it because we didn't think we were actually the best organisation to do it at that level. So we actually bought in OTEN (a distance education TAFE provider), and they did that, and they qualified a group of about 8 people there as meat inspectors. So if you like, from a career pathway point of view, they started on pretty average wages with their Certificate II in abattoir through to meat inspectors, which would earn them $100,000 a year. Of course, this initiative was driven by necessity.
The abattoir needed to have these people, because without meat inspectors, of course, they can't move any product. This is probably the best example of an abattoir's approach to training and commitment to training. It is a necessity to meet compliance issues around AQIS requirements and if they're doing the training properly, if the motivation is that they have to do it to meet quality standards or legislation then that's still a good reason to do and do it well. It is a real advantage to target and support willing staff in training.
A lot of the people we have that do these courses left school because it was a bad experience. And if you put them back into an environment that they equate with 'back to school' they are very resistant. Whereas if they just go to work, and they're shown how to do something, it's not even called training to them, it's just that I'm showing you how to do something and they work, and they get good at it and they get paid, and they're really happy.
And then of course, the assessment process is quite informal. There's no sitting tests, or things that often take them again back to their unhappy school days. And they achieve a qualification, and they do actually value it. And you know, there are some people there that don't really care too much, because for them it's about working and getting paid.
But there are a lot of people there that never achieve anything academically, but because they didn't, doesn't mean they're stupid people. It's just that that type of learning didn't do it for them, whereas on the job learning has obviously been successful for them.
They've had a good experience and they've got their qualification and they're pretty proud of that. While the above discussion shows that providing qualifications through work makes workers feel good and companies more confident in presenting themselves as 'employers of choice', what are the more concrete advantages for workers? A paper produced from Study 1 data (Smith, 2006) indicated that women in particular benefited from qualifications-based training.
The paper showed how the new phenomena had removed many of the barriers to gaining qualifications in VET that had previously been identified (Butler & Ferrier, 2000).
These barriers included practical issues such as the need to travel to a college-based location, often after-hours, as well as underlying issues such as the clack of respect for work typically undertaken by women and the lack of female role models. More generally the paper showed that data from Study 1 indicated that lower-status workers received more training generally as well as qualification-based training in companies that had adopted qualifications-based training. These data begin to answer the question famously posed by Rainbird (2007) 'Can training remove the sticky glue from the floor of low pay for workers?
' They are consistent with UK studies such as that undertaken of NVQ level 2 qualifications by Hillage & Mitchell (2003). A further advantage of qualifications-based training is that undertaking an initial qualification enables people to progress to higher level qualifications.
This facility is often used to advocate for extensive use of Recognition of Prior Learning processes. A lower level qualification may be awarded primarily on RPL and hence may be seen as being of little added value either to the company or to the worker apart from the 'feel good' factor. But the real benefit of RPL into lower-level qualifications is the access to higher-level qualifications. The abattoirs example above is one example of such a pathway.
There was some evidence that the availability of qualifications might improve working within an industry, in other words beginning to provide the 'decent work' that is valorised by industrial relations scholars. The stakeholders in the cleaning industry in Study 2 were united in their hope and belief that training would lift working conditions, improve safety, and address the low status of cleaning as an occupation.
The national union representative was hopefuls that by the simple fact of multi-skilling workers, the current fragmentation of work in the industry could be ameliorated and proper full-time jobs created. The industry was at the time of the study fragmented into 'men's and 'women's' jobs but the training covered both areas of work and the case study findings suggested that most tasks could be safely undertaken by either gender.
A simple but often overlooked advantage for workers of gaining qualifications through work is that they do not have to pay for their training. In a few cases where the training involves attendance at an RTO on a regular basis, trainees are asked by the RTO to pay a contribution towards their training (this has typically been a notional amount and was introduced to improve buy-in to the processes) but generally it is completely free. The cons The disadvantages of gaining qualifications through work fall into two main categories. The first is the integrity of the qualification, including its transferability, and the second is the question of access to the training.
Integrity of qualifications In Study 1, over-contextualisation of qualifications sometimes seemed to occur and was a particular where training was predominantly on-the-job with little classroom component. The issue at stake is whether workers who gain in-house qualifications gain skills and knowledge that are transferable to other contexts, and, in a slightly different point, gain sufficient understanding of other ways of operating (Smith & Keating, 2003: 168; Misko, Patterson & Markotic, 2001: 166-171). Study 1 employers and training staff often talked proudly about the closeness of fit of the training to the enterprise. For example, a national call centre training manager in Study 1 described how the delivery of training and assessment of workers was embedded within normal performance management processes.
Training Packages with their emphasis upon outcomes rather than curriculum lend themselves well to workplace delivery, although they are intended to provide for broader understandings and knowledge. We sensed in Study 2 that there was a greater sophistication among companies in their understanding of such issues and that companies generally showed that they wished their workers to achieve a broader viewpoint and to learn different ways of dong things. Those employers that took a national view, such as those in the meat processing industry, seemed particularly conscious that their traineeship programs were developing a national skills pool and needed to extend beyond training for the current workplace.
In terms of benefit to workers, a broader qualification is referrable because skills and knowledge learned in one place are more readily transferable to a new company either within or external to the original industry. A boarder training approach is also more acceptable to workers particularly those who are more highly educated. For example workers interviewed in the Study 1 call centre were already well-educated with several possessing degrees.
They did not like the strong workplace-specific focus of their Certificate III qualification and hence did not value it. They said they would have preferred a greater amount of 'real training'. They did not object to studying at Certificate III level but did object to poor-quality training that was embedded so far within their work that it was not visible.
In Study 2 a cleaning supervisor was disappointed with the low standard of assessment in the program as delivered by the training provider which he attended. He said 'anyone could pass it', and would have preferred a much more rigorous assessment.
Linked to these 'complaints' was a general feeling among all involved at the company level in Study 2 companies that the over-use of RPL detracted from the benefit of qualifications. Reasons for this view varied from that put forward by the traineeship manager from a large company who said that she could not trust the quality of learning gained through any other company, to workers who really wanted to learn new things and did not want to miss out on learning opportunities through being given RPL.
More generally the integrity of workplace-based qualifications could be compromised where an RTO lacked the capability to deliver training to a high standard. In Study 2 several companies talked of the difficulty they experienced in finding an RTO that provided high quality learning materials and paid an appropriate amount of attention to their trainees.
Some employers in Study 1 and Study 2 mentioned the large amount of time that needed to be devoted to monitoring RTOs' performance. Some complaints were directed specifically at RTOs who employed 'generalist' staff that were not conversant with the industry but relied upon working in partnership with the companies who were expected to provide on-the-job training and carry out the bulk of the assessment.
While these cases were by no means in the majority, the system of workplace delivery removes training and assessment from the gaze of managers of educational institutions and makes quality control more difficult. Integrity can also be compromised by employers who like the idea of having qualified staff but lack the motivation or skills to work effectively with the delivering RTO.
The marketisation of VET in Australia, while not necessarily deleterious overall, encourages aggressive and bottom-line-focused marketing of qualifications to companies. In examples of such marketing in Study 1 the provision of qualifications at different levels was carefully costed for the companies showing cross-subsidisation of some qualifications by others which attracted greater amounts of training.
In Study 2 an RTO trainer in the cleaning industry mentioned several cases where employees had been enrolled on traineeships and then withdrawn – even literally pulled out of the class- when it became clear that hope-for funding was not available. However in other cases, employers persisted with the training in the absence of funding.
Therefore the experience of the trainee is highly dependent upon the quality of the employer's input and the employers' skilful use of the extra skills and knowledge gained by the trainees. . As a cleaning trainer in study 2 said The traineeship is great, so they're going to get a bit more confidence, but if they're not able to put all that into practice at work… in some of the evaluation forms I've even seen things (written) such as: 'What's the use? ' 'Why did we bother? We've been back to work now for four months and are not allowed to do any of this.
' The integrity of the qualification thus depended upon the availability of a variety of workplace tasks that would provide opportunities for practising all the skills learned. While some companies were mindful of this requirement and rotated trainees to allow for broader learning, others did not show much interest – or were perhaps unaware of the need. While many issues like these could be attributed to a lack of interest by employers in training and a desire only to access available funding, it is just as likely that the employers did not really understand what they needed to do, or lacked the skills or knowledge to play their full part in the process.
This is hardly surprising considering that the qualifications in many of these industries and occupations were still in their infancy. Access to qualifications through work Assuming that the integrity of qualifications can be improved, making qualifications available through work is a great advantage to many lower-paid and lower-status workers in times of full employment. Both Study 1 and Study 2 were carried out in the tight labour market which characterised most of the first decade of the twenty-first century in Australia as in many other countries. Some of the industries such as meat processing, cleaning and call centres, suffered to a very great extent from an ability to attract workers and particularly workers of high quality.
Workers were attracted to the idea of gaining qualifications so long as the prospect did not seem too threatening. However the following difficulties could be identified. As unemployment rises due to the Global Financial Crisis, qualifications that are primarily available through work become unavailable to the unemployed. Delivery patterns that involve a close web of mutual contributions from RTOs and from employers may be difficult to extract and to adapt to institutional-base delivery. This is especially where the traineeship apparatus has underpinned training for the industry (eg call centres, meat processing) so that 'simulated' workplaces have never been developed within RTOs.
Workplaces that are struggling with survival in a difficult economic climate are unlikely to welcome requests from RTOs to access their facilities for delivery of training, and RTOs are unlikely to have the funds to develop their own premises. Even in the return to full employment that we hope may occur in the not too distant future, access to qualifications is still patchy.
Access to qualifications through work is only available through employers that engage with the system and typically is greater in a large workplace than a small one, as Study 1 showed. Study 1 also showed that employers that engage are likely to be better employers in terms of human resource and training practices more generally and therefore there is a double disadvantage to those not working for such employers.
The lack of geographical proximity to a good RTO acts as a barrier to prevent access by workers to qualifications through work in the same way as it prevents access individually; while employers do utilise RTOs for delivery in non-traditional modes, Study 2 showed that the quality of training is likely to be lower where RTOs are not close by. A more subtle point about access surfaced in Study 2. For individuals, since traineeships were often attached to a job which they would do anyway, there seemed to be little evidence of a conscious decision to undertake the qualification. This is in stark contrast to the much longer-established apprentice.
Subject: Vocational education,
University/College: University of California
Type of paper: Thesis/Dissertation Chapter
Date: 27 October 2016
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The 2017 Kinsmen Ride for a Lifetime, June 23-25, 2017, will be the 15th edition of this fantastic event. We are excited to again host 48 bikers with big hearts, on another weekend adventure in support of the Kids Cancer Care Foundation of Alberta.
Last year, motorcyclists from Calgary (and area) raised over $100,000 for Kids Cancer Care through pledges and sponsorship. This year, we hope to be able to match this amount, thanks to your support!
This unique three-day event offers unbeatable camaraderie, VIP treatment, exceptional roadside support and maximum fun! Be a rebel with a cause! Start your engine and join 48 riders on a weekend experience you'll never forget.


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Reader Interactions
I don't think it's too short. I like the flower print. Thanks for stopping by.
thanks trula!
It is adorable! Love the print. I'm going to learn to sew one of these days. First must get rid of some junk so I can set up the sewing machine! then I need to find time (I have no idea how you have so much time to sew).
I love it! Especially the pocket ruffles!
thanks lucy & larissa–and you'll love sewing once you give it a go lucy! i have tons of junk i need to get rid of (my sewing cabinet isn't exactly a pretty sight) and there are other things that definitely get neglected at times or i work in five-minute increments!


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- Type: Side Mount Gravity or Suction
- Available Fluid Tip Sizes: 1.5mm/ 1.8mm/ 2.0mm/ 2.5mm/ 3.0mm
Features of General Series S2000 Spray Gun - SG2000:
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text: Only health care professionals such as a psychiatrist, psychologist, or developmental pediatrician can properly diagnose Autism. They will check the child's behaviors including restricted use of spoken language, avoidance or eye conduct, failure to become engaged in activities, failure to develop relationship with peers, repetitive language, lack of creative play and preoccupation with objects or parts of objects. There is a complete handbook that the health care professionals will use called the DSM-IV manual (Handbook for Differential Diagnosis). There are separate tests, including CARS (child autism rating scale), CHAT (checklist for autism in toddlers), ADOS (autistic diagnostic observation scale) and many others. As parents you will be interviewed as well because you are with you child the most. They will also want to rule out similar mental disabilities such as Rett's Disorder, Asperger's Syndrome or Childhood Disintegrative disorder.


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2'' GAP (50mm)
The 2" GAP paling panel brings light in to your garden whilst providing slightly more privacy than the 4" GAP pale. This panel is hardwearing and versatile to suit your preferences.
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Commercial valuations can be done on any urban, rural, or recreational property throughout Manitoba. Commercial valuations are generally in-depth and will require an extensive on-site visit as well as office research. They can be done on any property including:
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Obtaining a loan to assist your real estate purchase or renovation requires your financial partner to make lending decisions. The value of the real estate has an important role in whether or not the loan can be approved, the terms of approval, and the pricing. An informed decision to obtain an appraisal report helps both parties work together by bringing certainty to the property value. You have other things to do than wonder if there is enough security for the loan. Our firm can help you get the answers you need within a time frame that reflects our commitment to you.
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In Manitoba, the courts rely on CRA or AACI appraisal reports to assist in making the important decisions needed to settle the estate. We have completed many of these assignments for both individuals and law firms.


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Persistent Fatigue
If you've been tired every day for a month or more; or have been recently experiencing unusual shortness of breath that you hadn't noticed before — it could be a symptom of several cancer types. These could include colon cancer, leukemia, lymphoma or stomach cancer, says Dr. Richard Wender, Chief Cancer Control Officer for the American Cancer Society.
Cancer-related fatigue is very different from everyday fatigue, according to Dr. Wender. Cancer-related fatigue lasts longer and trying to sleep doesn't make it any better. Many people describe it as overwhelming, and affecting all parts of their lives, and they say it's the most distressing side effect of cancer as well as its treatment.
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Fixed Navbar on mouse scroll is not new but to give this nice effect, there are several methods.The simplest method is to use CSS position. Just open your theme's style.css file and add the following code
position:fixed; top:0; z-index: 500;
The above code is going to make your position fixed. and Just add the above class inside your html/php file like this
<div class"menu-header fixed"> ................your code for menu goes here </div>
But the problem with this method is it does not add that fancy effect where we want to fix out navigation system to fixed on mouse scroll then How to make our navbar fixed on mouse scroll
The code that will add this Fixed class into your desired position is given below. Copy paste this code in a new file and save this file as myscript.js file. We saved this file in a sub-folder of our theme name "JS"
jQuery(function() { jQuery(window).scroll(function () { if (jQuery(window).scrollTop() > 150) { jQuery('.menucolor').addClass('fixed'); } else { jQuery('.menucolor').removeClass('fixed'); } }); });
The above code add fixed class in the menucolor class, inside which we have already placed our navigation system but remove the same class when total mouse scroll is less than 150px. You can increase or descrese this size as per your own requirement.
The solution is very simple you are requested to just add the below code lines in your functions.php to add jQuery. This is basically the proper method to add any Jquery or stylesheet inside your WordPress Theme.
function binarynote_scripts() { wp_enqueue_script( 'scripts', get_template_directory_uri() . '/js/myscripts.js', array( 'jquery' ),'', true ); if ( is_singular() && get_option( 'thread_comments' ) ) { wp_enqueue_script( 'comment-reply' ); } }
The second line of code will actually bring the beauty of this whole code. It will add the jquery code inside your WordPress theme that will add fixed class.
Hi Kumar,
Yeah its working! Thank you for your lovely article. I have been worried about this problem for a long time. I tried number of ways but nothing got succeeded. Well Thank you.


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Kirsten Sollek has been called "…an appealingly rich alto" and "…true contralto" by The New York Times, also "…an ideal Bach alto" with "elemental tone quality" by The Philadelphia Inquirer. Recent performances include Handel's Dixit Dominus and Bach Cantatas 11 and 106 with Saint Thomas 5th Avenue, Handel's Resurrezione with Avi Stein and the Helicon Foundation, Mahler's Third Symphony with Kevin Noe and the MSU Symphony Orchestra, and Duruflé's Requiem with Kent Tritle and Great Music in a Great Space. Other concert appearances include Brahms's Alto Rhapsody with the String Orchestra of Brooklyn, Matthäus-Passion and Bach cantatas performed and recorded with Masaaki Suzuki and Bach Collegium Japan, Haydn Masses (recorded for Naxos) with Jane Glover and Trinity Wall Street, Bach's Matthäus-Passion and numerous cantatas with Andrew Parrott and the New York Collegium, an all-Bach program with Helmuth Rilling and the Chamber Orchestra of Philadelphia, Vivaldi's Gloria with the Seattle Baroque Orchestra, Mozart's Coronation Mass with Tafelmusik, Bach's Weinachts-Oratorium with Eric Milnes and the Trinity Consort, Vivaldi's Stabat Mater with Kent Tritle and Sacred Music in a Sacred Space, Duruflé's Requiem with John Scott at St. Thomas Fifth Avenue, Handel's Messiah with Kansas City Symphony, Bach Collegium Japan, Minnesota Orchestra, Rochester Philharmonic, Virginia Symphony, San Antonio Symphony, Pacific Symphony, and the Dallas Bach Society. Festival performances include the Mostly Mozart Festival at Lincoln Center, Boston Early Music Festival, Lufthansa Festival of Baroque Music, the Virginia Arts Festival, and the Carmel Bach Festival.
In 2011 Ms. Sollek covered the role of Rinaldo in Handel's Rinaldo for the Glyndebourne Festival. Other opera credits include Rosmira in Handel's Partenope with Boston Baroque, Bradamante in Handel's Alcina with Teatro Municipal de Santiago in Chile, Mamma Lucia in Mascagni's Cavalleria Rusticana with the String Orchestra of Brooklyn, Juno in Handel's Semele with Music in the Somerset Hills, Beauty in Hannah Lash's Blood Rose for the Music at the Park series at Park Avenue Christian Church, and Lucretia in Britten's Rape of Lucretia with the Eastman Opera Theatre. She appeared as the Death Knight in Amy Beth Kirsten's Quixote, premiered as a part of Montclair State University's Peak Performances in 2017. Ms. Sollek is featured in the role of the Dying Cow in Lisa Bielawa's serial, made for television opera, Vireo: The Spiritual Biography of a Witch's Accuser. The Dying Cow appears in three of the opera's twelve episodes, which may be viewed for online streaming at https://www.kcet.org/shows/artbound/projects/vireo.
Very active in contemporary music, she has worked extensively with composer John Zorn, premiering his music in the US, Europe, Australia, and Israel. She has sung at the June in Buffalo, Ojai, and Big Ears music festivals performing works by Steve Reich, recording Reich's The Desert Music and Tehillim with Alarm Will Sound for Cantaloupe and Music for 18 Musicians with Ensemble Signal for Harmonia Mundi. Ms. Sollek was a guest artist at the 2017 Bang on a Can residency at Mass MoCA, coaching and singing with the vocal fellows in music by Reich and Lang. She has collaborated with Carnegie Hall's Ensemble ACJW for performances of John Adams' Grand Pianola Music, Jeffrey Milarsky conducting, and Louis Andriessen's De Staat, John Adams conducting.


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Denver-based indie rock band DeVotchKa is a melting pot of genres — a quartet whose lush, dreamlike sound can be easily mistaken for that of an entire orchestra. Now DeVotchKa returns to the Benaroya Hall stage, pairing up with the Seattle Symphony to translate their intimate melodies into a full-scale orchestral experience.
Doors open
1 hour, 30 minutes prior to performance
S. Mark Taper Foundation Auditorium - Benaroya Hall
For more than a decade DeVotchKa has been melting its sweeping influences into an authentic and totally original blend of rock 'n roll. The little band from Denver was suddenly known all across the nation, playing large venues and major music festivals, including Coachella, Austin City Limits, Lollapalooza and Glastonbury.
Pablo Rus Broseta is Associate Conductor of the Seattle Symphony, having originally been appointed Assistant Conductor in 2015. During the 2017–2018 season, he leads the Seattle Symphony in a wide variety of concerts, including an all-Russian program with pianist Beatrice Rana, Carmina burana and a festival of Prokofiev concertos.
The Seattle Symphony is one of America's leading symphony orchestras and is internationally acclaimed for its innovative programming and extensive recording history.


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Check out the Virtual Tour for 9290 N. College, Open House this Sunday, Feb. 24th
Please check out the link below to see this fantastic 3 BD/2.5 BA home! You won't find a better home at this price ($174,000) in Washington Township in better condition. Great schools, updates galore, finished basement and a fabulous 2/3 of an acre wooded lot!...Continue Reading


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F&B Manager at Hotel President**** - Baile Felix, Romania
Being fully aware of trends in the industry and making suggestions for improvement of the catering operation. Administer all food and beverage facilities and ensure optimal cleanliness and safety procedures in efficient working. Food coast budgeting, training, maintaining a high standard of food quality and service. Reviewing all guests complaints with the Executive Chef and Maitre D'. Sourcing and purchasing all necessary stock whilst maintaining awareness of budgetary constraints. Planning and delivering highly effective F&B marketing strategies including seasonal promotional activities.
Responsible for ensuring the smooth day to day running of the restaurant with the primary focus on ensuring high quality food service at all times. Maintaining and instructing assigned personnel as to safety and sanitation policies and procedures; ensuring hazards are eliminated.
Working effectively as part of a team to ensure high quality service provision to international guests onboard the luxury cruise ship. Responsible for ensuring strict compliance with company and industry specific health and safety regulations including participating in weekly lifeboat drills.
Coordinating the activities of other members of staff, both front and back of house, and ensuring that they deliver a high standard of service at all times. Conducting thorough investigations into any complaints that may arise and facilitating their swift resolution.
Fully accountable for the management of the restaurant including responsibility for stock control and ordering, health & safety compliance and budget management. Managing the recruitment and selection of new members of staff and identifying and meeting their individual training and development needs.
Specific duties and responsibilities.


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Harwood horses finish one-three in B.C. Derby
Trainer Doris Harwood shipped up from Emerald Downs to finish first and third with Winning Machine and Noosa Beach in the Grade 3, $275,000 at Hastings Sunday.
With Gallyn Mitchell aboard for the first time, Winning Machine broke alertly from the rail, stalked the early pace set by Jersey Town, and then wore down Jersey Town in the late stretch to win the one and one-eighth miles race by a length. Winning Machine's usual rider, Rickey Frazier, wasn't available for the race.
"We had a good trip," said Mitchell. "He's just a tremendous colt. Rickey told me that he'll fight when they bang him around and he showed me he has a heart of gold."
The happiest person following the race seemed to be Tony Gutierrez, who rode Noosa Beach. Gutierrez is full-time exercise rider for Harwood and was forced into riding duties when Jake Barton was injured in a race on Saturday.
"I knew one of them was going to win," said Gutierrez. "My horse ran a big race and when Winning Machine came inside of me and it looked like he could get in trouble so I opened it up a little for him. I'm just happy for all of us."
"Tony did an outstanding job," said Harwood. "He got the horses ready and he's a good rider. If he didn't have to fight weight he would ride a lot more horses."
Despite setting fast fractions of 22.45, 46.49 and 1.11.14, Jersey Town held on well to finish three quarters of a length in front of Noosa Beach. Final time for the race was 1:49.57.
Winning Machine earned $165,000 for his owner, Fleur De Lis Stables, and paid $19.60.
Even-money favorite Tommy Danzigger had a wide trip and finished seventh.
Teide romps in Churchill Stakes
Teide ($3) couldn't have been more impressive winning the $51,733 Sir Winston Churchill. The 1 1/8-mile stakes for 3-year-olds and up was one of two supporting stakes on the British Columbia Derby card.
Ridden by Chad Hoverson, Teide stalked a fast pace of 22.91 and 45.92 seconds in the Churchill. He took the lead going down the backstretch and opened up a five-length lead at the top of the stretch. Under mild urging from Hoverson, he widened his margin to 9 1/4 lengths over Krazy Koffee. Krazy Koffee made a late run to pass Spaghetti Mouse for second. Spaghetti Mouse was part of a pace duel with Gallon, who finished fifth.
Final time for the race was an excellent 1:48.37.
Trained by Dino Condilenios, Teide earned $30,000 for his owners Swift Thoroughbreds Inc.
* Bank Emblem came from off the pace to win the $50,334 Derby Bar $ Grill Express over Distorted Glamour for Rob Gilker.
Bank Emblem, ridden by Frank Fuentes was also favored and paid $4.40. Final time for the six-furlongs was 1:10.54.


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The Gang That Couldn't Shoot Straight
1970 · New York
by BRESLIN, Jimmy
New York: Viking, 1970. Very Good. Six edition. Very good plus. Hardcover lightly rubbed at spine ends and corners. Please Note: This book has been transferred to Between the Covers from another database and might not be described to our usual standards. Please inquire for more detailed condition information. (Inventory #: 199344)


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Inexperienced Tea Extract – High quality Dietary Dietary supplements Aren't Low cost!
When you purchase low-cost inexperienced tea extract drugs, you may get saw-dust or a poisonous contaminant. When you do not learn the label rigorously, you won't get many antioxidants, in any respect. You can get different substances which can be dangerous in your well being. Here is methods to discover a good complement.
On the label, you must see the proportion of catechins an polyphenols which can be within the extract. For instance, the label may say 100mg or extract, 98% polyphenols, 80% catechins. The supply of the complement needs to be the camellia sinensis plant. Apart from natural teas, all teas come from this plant. To make the black varieties the leaves are oxidized. Oxidation modifications the flavour and likewise drastically reduces the catechin content material.
The complement shouldn't comprise further quantities of caffeine. Most of the inexperienced tea extract drugs which can be bought as weight reduction, weight-reduction plan aids or fats burners comprise plenty of further caffeine. When you do not drink any caffeinated drinks, that could be okay. However, in case you do, it's good to rely up the whole caffeine that you're consuming every single day. If the complement will put you over 500mg, do not take it.
Reasonable caffeine consumption is nice for you, based on current research. However at quantities approaching or exceeding 500mg per day, it causes caffeinism. Signs are anxiousness, nervousness, insomnia, and frequent urination.
If there are different substances within the product, you must do some analysis and discover out what these substances are good for. Are there any negative effects? Do they work together with any treatment that I'm taking? Catechins are usually not recognized to trigger any undesirable negative effects, however certainly one of them binds with an necessary most cancers drug, rendering it therapeutically ineffective. In case you are taking Velcade, do not take inexperienced tea extract drugs.
Determining whether or not or not a complement accommodates what it says it does and nothing else is a bit more troublesome. A lot of the uncooked substances for these merchandise come from China. Not all Chinese language producers are dangerous, however solely about 2% are good. Discovering out how a complement firm selects its uncooked substances could be troublesome. If they've a web site, begin there.
A particularly low value is a useless give-away. Both the capsule is nothing however sawdust or the retailer determined to purchase from one of many "dangerous" sources. However, even prime quality inexperienced tea extract drugs are usually not the very best factor that you are able to do in your well being.
In case you are like most individuals, you have got a busy life. By the point that you just end working and caring for your whole different obligations, you barely have time to eat. What you select to eat might be a comfort meals. Even the wholesome wanting ones are usually not good sources of vitamins. Taking multi-nutritional complement will make an enormous distinction in how you're feeling and possibly the way you look. The perfect ones embody important nutritional vitamins, minerals and amino acids, in addition to a wide range of plant extracts. These dietary supplements are a much better worth in your cash than inexperienced tea extract drugs. Give it some thought, before you purchase.


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Well I took my girls on Thursday and drove out to the property. Funny thing, we were supposed to be moving to our new house this last weekend but it keeps getting delayed. Anyway, a good opportunity to take the kids out there one last time. Ballerina Girl had been harassing me for weeks about going to the property. The long long drive sure was NOT fun by myself and took about 7.5 hours, shoulda taken 6. But such is life with young kids 🙂 Mr. Hot Stuff and his brother came out on Saturday.
My parents have finished their apartment and so we were able to stay in their camper. The weather was fairly cool and gloomy so it was kinda nice to have a shower and heat! I told my Mom she needed a hot tub and she told me I had to buy one! Imagine that, the nerve! 😉
The girls had a great time tromping around in the mud, feeding chickens, collecting eggs, swinging, sliding on the slide, playing in the sandbox, coloring, and all-around having a good time on the farm. They were afraid of the dogs, though, and so that to me means it is more urgent that we get one of our own so they can be used to them. I really think once we get a big dog of our own, that Gus & Clara won't be as scary for them. We will see though!
I didn't get a whole lot actually DONE, mostly relaxed and it was really nice. OK so the guys winterized our trailer, which was good, but all in all it was a very nice weekend.
More pics! I can't figure out how to line the captions up yet in WordPress so you will have to just use your imagination 🙂
We found 10 eggs on our first morning up there! Not bad 🙂 We get green, brown, pink and white eggs.
Ballerina Girl was being really brave and did pet Gus while Papa was holding him.
Then she had to show him one of the eggs she'd found!
Ballerina Girl was also a big helper while I was busy relaxing inside with a book as Little Rambo was napping, Ballerina Girl was outside helping Grammy paint the chicken coop! It ended up being a very pretty red, and Ballerina Girl is an excellent painter. She later came inside and helped me make chili and made the cornbread almost by herself.


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Prisoners Of The Lost Universe (1983)A scientist, a reporter and a repairman are accidentally transported to a prehistoric world in a parallel universe when they fall into the beam of the experiment during an earthquake aftershock.
Back to the SciFi Library
Viewing Sluggish? Click on the Pause buttom to allow the Video to Pre-Load for a few seconds, then click the Play button to continue.
back to Uncle Earl's Classic TV Channel


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Discussion in 'UPS Discussions' started by brown_hole, Sep 2, 2012.
What kind of truck does UPS use for the pre-employment driving test?
A brown one.
What kind of brown one? Van? Tractor Trailer? Do they have tires?
There are a smaller package cars and the bigger ones, i end up test driving in the bigger one Bad steering wheel and the gear box was all screwed up but i manage. Just do what the instructor tells you you stay relax, ask questions if needed to if you do not understand something. Key is to be relaxed and it helps a lot. believe in yourself and i know you can do it no problem.
How many gears? 9 speed? I like to go fast
4 speed if your lucky.
More doesn't always mean better.
You'll do well.
Didn't know they do driving test. When I started, 3 sups stacked your arms full of boxes and if you could open the door you were hired!
Separate names with a comma.


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Illustration by Michael Gibbs
Client: Vint Hill Craft Winery
Assignment: Create flyer to announce grand opening of Vint Hill Craft Winery
Opening for Harvest 2009
Orders taken beginning in March craft winery
Vint Hill Craft Winery will deliver a unique experience that focuses on winemaking; the skill, art and passion that surround it. Veteran Virginia winemaker Chris Pearmund is spearheading this new concept in personalized winemaking; ensuring quality, success and sustainability.
Vint Hill Craft Winery will provide the opportunity for a limited number of individuals or small groups to participate alongside our expert winemaking team to 'Craft' a barrel (approximately 300 bottles) of their own wine at our specially designed, ecco-friendly, 'small lot' winery. Located in the unique historic barns at Vint Hill Farms Station, Warrenton, VA, this is a winery where you will be the winemaker. You choose your level of participation at every step of the process. The wine is crafted to your specifications, in your style with your name, a label of your design and of course, your story behind it.
Vint Hill Craft Winery is dedicated to the experience of world-class winemaking and winemaking education. Customers will receive a hands-on instruction in every aspect of the process; crafting their own personalized wine. We will teach you the choices and differences, from fruit selection and fermentation through aging and bottling; you will earn the title of 'Vintner' as your accomplishment to display as you enjoy your wine.
The Vint Hill Craft Winery is currently under construction and will produce wine beginning with the 2009 Harvest with finished and bottled wine being delivered to customers in 2010. We will begin taking reservations starting March 2009.
Opening for Harvest 2009
Orders taken beginning in March craft winery
For details contact: Ray Summerrell, Chief Executive Officer
Phone: 540 347-2737 / Email: email@example.com
Coming soon: vinthillcraftwinery.com.
Vint Hill Craft Winery 7150 Lineweaver Road, Warrenton, Virginia 20187


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Ana Mercedes Hoyos
first edition
by Eduardo Serrano
Villages Editores, 2001. First Edition. First Edition; Quarto; VG-/VG-; Spine is pictorial, mostly blue and white with black text; DJ has general shelf wear, some scratches and marks, age-toning, edge wear, design is clear; Boards have general shelf wear, bumping to corners, rubbing to edges, design is clear; Text block has general signs of handling, age-toning, content is clear; pp 55; Spanish and Latin American Art; Additional cost may be necessary due to size/weight restrictions. Rockville. (Inventory #: 7-13-1263094)


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Source - SMW
Liberum Capital has downgraded its recommendation on Lamprell (LON:LAM) to 'hold' following the share price bounce since the group reported its interim results, which it says leaves insufficient upside to justify its old 'buy' rating. The broker added: "The interims were in line with expectations but the problems were highlighted by the fall in backlog and lower bidding pipeline. Guidance for this year and 2017 was reduced and we have brought our forecasts back to be consistent." Analysts have therefore cut their target price to 81 pence a share (from 118 pence). At 2:07pm: (LON:LAM) Lamprell PLC share price was +3.25p at 67.25p


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Olivia Munn shares how potatoes helped improve her face
Olivia Munn gave fans some major insight into her beauty routine on Instagram Feb. 23, sharing why her face might look different. Among the reasons she lists? Potatoes!
The 35-year-old actress posted an informative caption underneath a side-by-side of her face last year compared to her face last month. There are obvious changes between the two photos, and the actress got candid and accounted for all of them.
To kick off her explanation, the "X-Men" star began with the reason behind the post, "Ask anyone who knows me and they'll tell you I love research. Convinced that there's got to be natural, healthy ways (ie not only the rich and connected can do it) to keep your skin from aging, I do lots of research."
She goes on to cite weight loss as the first explanation for the change, writing, "I lost 12 pounds this past year while training for Xmen. I kept it off by coming up w/an hour workout I do a few times a week. The weight loss leaned out my cheeks and jawline."
The next didn't involve losing weight, but this minor adjustment to the face made a big difference -- she reshaped her eyebrows. "I let the top of my brows grow in (which is never fun because it looks spotty for a few weeks) and then I plucked the bottom. That gave my brows a more horizontal angle and instantly brightened my eyes," Olivia shared.
The difference in the amount of freckles between the pictures is striking, and Olivia added that to her list as the third change, "Got rid of sunspots." While she confessed that she loved her freckles, she was plagued by dark spots that were dulling her complexion. For helping with that Olivia credited Proactiv Mark Fading Pads, sharing, "I wipe my face with one every night and now my face has a more even tone and the large spots aren't as noticeable."
Olivia's final reason is the most surprising -- and mind boggling. The gorgeous actress credited potatoes for helping her look younger, explaining, "I've talked about this before and I still stand by it: Japanese potatoes that are high in Hyaluronic Acid help keep wrinkles away." She advised fans to check out a video where Connie Chung reports on the miracle food, and gave the potatoes credit for providing a natural source of Hyaluronic Acid.
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