text:
Used Sedan - 2008 Hyundai Sonata GLS in Tampa, Fl
Please Call For Price
About This 2008 Hyundai Sonata GLS
Vehicle Location:
Tampa, Fl
Call For Price
Body Style:
Exterior Color:
Interior Color:
Grey (Gray)
146L 4 Cyl.
Front Wheel Drive
Fuel Type:
Four Door
Stock Number:
Fuel Economy Estimates
City MPG
Highway MPG
Combined MPG: 26 - Efficient 30+ MPG
Estimated Monthly Fuel Cost: $85.58*
*Based on $1.78 per gallon and 15k miles per year.
Actual costs may vary.
Actual costs may vary.
Send This Vehicle To Your Smartphone
Seller's Description and Comments:
Located at Bond Auto Sales - North Tampa in Tampa, Fl. Call Bond Auto Sales - North Tampa today at 813-932-2851 for more information about this vehicle.
Vehicle Options:
- Front Wheel Drive
- Am/fm Stereo
- Cd Player
- Audio-satellite Radio
- Mp3 Sound System
- Wheels-steel
- Wheels-wheel Covers
- Remote Keyless Entry
- Trip Computer
- Tilt Wheel
- Traction Control
- Brakes-abs-4 Wheel
- 4 Wheel Disc Brakes
- Tire-pressure Monitoring System
- Cruise Control
- Intermittent Wipers
- Wipers-variable Speed Intermittent
- Bucket Seats
- Seat-rear Pass-through
- Cloth Seats
- Mirrors-pwr Driver
- Air Bag - Driver
- Air Bag - Passenger
- Air Bags - Head
- Air Bag - Side
- Air Bag-side-head Only-rear
- Rear Defrost
- Air Conditioning
- Power Steering
- Power Windows
- Power Door Locks
- Additional Power Outlet(s)
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2008 Hyundai Sonata ReviewThis car review is specific to this model, not the actual vehicle for sale.
Good fuel economy.
Hyundai has introduced more four-cylinder versions of its midsize Sonata sedan in response to concern about high gas prices. For 2008, all Hyundai Sonata models, not just the base version, are available with an economical four-cylinder engine that rates an EPA-estimated 30 mpg Highway.
The Hyundai Sonata is a four-door, five passenger sedan priced at the low end of the mid-size market, where it competes primarily against the Honda Accord, Toyota Camry, Nissan Altima, Chevrolet Malibu, Kia Optima, and Ford Fusion.
Yet, the Sonata has enough interior room to meet the EPA's definition of a large car. That means it's roomier in almost every dimension than most of its mid-size competitors, with a full-size edge in creature comfort.
For enhanced safety, the Sonata comes standard with electronic stability control, and it has earned the federal government's top five-star crash-test rating for front and side impacts.
For 2008, the sporty SE has been upgraded with high-performance tires, a decklid spoiler, and an eight-way power driver's seat. The 2008 Sonata Limited model comes standard with the super-deluxe stereo that was optional last year. And XM Satellite Radio comes standard on all 2008 models. Otherwise, Sonata is not significantly changed since it was totally redesigned for 2006.
The 2008 Hyundai Sonata comes in three trim levels. A 162-horsepower four-cylinder engine comes standard, a 234-hp V6 is optional. The four-cylinder is available with a five-speed manual or a four-speed Shiftronic automatic transmission. The V6 comes with a five-speed Shiftronic automatic.
Sonata GLS ($17,670) is the base model. It comes with cloth upholstery, air conditioning, cruise control, power heated outside mirrors, power windows, central locking with keyless remote, AM/FM/CD/MP3 stereo with six speakers, XM Satellite Radio, a leather-wrapped tilt steering wheel, 60/40 folding rear seat, and 215/60R16 tires on 16-inch steel wheels. The four-cylinder automatic ($18,870) and V6 automatic ($21,120) are similarly equipped.
The Popular Equipment Package ($650) adds automatic headlights, chrome window belt moldings, upgraded interior accents, power driver seat with adjustable lumbar support, steering wheel audio controls and a trip computer. The same package is available with a power tilt-and-slide sunroof ($1,550).
Sonata SE ($19,570) comes with larger disc brakes, 17-inch alloy wheels fitted with 215/55R17 all season performance tires, eight-way power driver's seat with adjustable lumbar support, leather-wrapped shift knob, tilt-and-telescope leather-wrapped steering wheel with audio controls, solar-control glass, fog lights, automatic headlights, chrome window belt moldings, and a trip computer. The four-cylinder SE only comes with the manual transmission; the SE V6 ($22,220) comes with the automatic.
The Premium Package ($1,650) for either SE adds an Infinity AM/FM/XM/6CD/MP3 audio system with six speakers, subwoofer and component amplifier; power tilt-and-slide sunroof; and an electrochromic auto-dimming rear view mirror with HomeLink and a compass.
The Limited ($22,470) features leather seating surfaces, eight-way power driver's seat, heated front seats, automatic climate control with filtration, electrochromic auto-dimming rear view mirror with HomeLink and compass, telescoping steering wheel, and a sliding center armrest. A chrome center-bar grille, chrome-accented exterior door handles, and new aluminum bodyside moldings identify Limited from the outside. Wheels and tires are the same size as those on the SE, but use a different tread pattern. For 2008, the Infinity AM/FM/XM/6CD/MP3 stereo with six speakers, subwoofer and component amplifier is also standard. The Limited V6 ($24,170) is similarly equipped. A power tilt-and-slide sunroof ($900) is optional.
Safety features on all Sonatas include the mandatory dual-stage front-seat airbags; front-seat side-impact airbags for torso protection; and full-coverage side curtain airbags designed to provide head protection. Antilock brakes (ABS) with Electronic Brake-force Distribution (EBD) and Electronic Stability Control (ESC) with traction control also come standard, as does a tire-pressure monitor.
Unchanged in appearance since its 2006 redesign, the front fascia of the Hyundai Sonata remains refreshingly clean and spare, with sharply angled headlight housings and a quiet, clean-cut grille topped with a sliver of chrome. Wide and deep openings beneath the front bumper provide a home for tightly focused fog lamps and visually pull the front end closer to the ground, while directing cooling air into the radiator. The striking, concave hood reduces the car's perceived mass without cramping the engine compartment.
The side treatment avoids the all too common wedge look with an almost horizontal beltline riding above softly shouldered fenders and door panels. Mirrored Z-seams where the end corners of the bumpers meet the quarter panels add interest, while blacked-out window surrounds play down the tall side glass.
Extended C-pillars shorten the deck lid, which itself presents a rounded, gently sculpted profile vaguely reminiscent of the much maligned posterior of today's BMW sedans. The flat-flanged rims on the up-level 17-inch wheels suggest a high-end European import more than an affordable Asian nameplate.
The taillight outlines repeat the headlight shapes and bookend a broad, trapezoidal license plate inset. Again, there's a hint of other cars' architecture, most notably current Camry and Accord models. Sporty, California hot rod-idiom dual exhausts mark the V6-equipped versions.
The Hyundai Sonata hasn't yet found its signature design cues, but its designers are looking in the right places.
Hyundai upgraded the standard cloth upholstery in the GLS and SE for 2008, but otherwise, Sonata's interior remains unchanged.
The overall look is clearly competitive with most in the class and better than some. Some rough edges on a few plastic molds and a less-than-lustrous finish on some dash panels are the only shortcomings we noticed.
A polished, hard-surfaced applique underlined with a thin slice of chrome divides the upper and lower halves of the dash. The upper is a glare-absorbing dark color, the lower a space-enhancing light tone. The passenger airbag enclosure is seamless, a trend in high-end midsize sedans.
As with many modern cars, the stereo head is fully integrated into the dash, making difficult any aftermarket customizing of the sound system but adding an upscale touch. Air conditioner controls are mounted beneath the stereo, within the accent trim centered in the lower portion of the center stack. Stereo and air conditioner controls are substantial, finger-friendly, intuitive knobs and buttons, with status and selections clearly displayed in their respective LCDs.
Three round dials in the hooded instrument cluster communicate the bare necessities of operational data to the driver. The largest is the speedometer, nestled inside a polished circle. To its left is the tachometer, to its right conjoined water temperature and fuel gauges. In the lower dash to the left of the steering column is a bank of five switch plugs, only two of which are employed in the U.S. version; one is an on/off for the ESC, the other the dash-light rheostat. Beyond that is a flip-down storage bin. The ignition key slides into a slot placed where it should be, in the dash to the right of the steering column instead of on the steering column itself, easier and more elegant when starting or shutting off the car.
All models get a leather-wrapped steering wheel. Redundant controls for the audio (optional on GLS, standard on SE and Limited) are appended to the lower left-side of the hub. On the other side of the hub are the standard cruise controls, with a helpful Cancel function. Hyundai says the audio controls will be improved by the end of the 2008 model year.
Outward visibility is good, although the wide C-pillars constrict quick, over-the-shoulder traffic checks for lane changing. Rear side windows roll all the way down, thanks to small, fixed, rear quarter windows that move the windows' rear tracks forward in the door, ahead of the wheel well. There's a roof-mounted, hinged assist handle inside every door.
Seats are comfortable, with adequate bolstering for the style of driving to which the Sonata aspires. The Limited model's leather adds a touch of class without pretending to be luxurious. The height adjustment on the driver's seat, both manual and power, pivots on the seat's front mounts, which effectively moves the seat forward as it rises. This compels taller drivers to choose between rearward seat travel and forward sightline, not always a happy compromise. On the upside, this adds inches to rear-seat legroom behind the driver, one of the multitude of measures in which the Sonata generally bests its competition. Sonata comes in second to the new Honda Accord in front and rear headroom, and to the Toyota Camry in rear-seat headroom, and by a mere one- to three-tenths of an inch. And of the second-tier competitors, the Kia Optima alone betters the new Sonata and then only by three-tenths of an inch in front seat hip room. In short, the Sonata is among the roomier cars in its class.
Rear seats are accommodating, with the bottom cushion in the center position only minimally higher than and nearly as well padded as the outboard positions. Both rear outboard seating positions have adjustable head restraints, as do the front seats. The rear seatback is split 60/40 and folds to allow the transport of long objects, such as skis and snowboards or gardening tools.
Storage bins and cubbies are.
Driving Impression
Both engines in the 2008 Hyundai Sonata engines incorporate some of the latest developments in variable timing of intake valves, achieving the dual benefits of lower emissions and higher fuel efficiency. Both engines are rated LEVII ULEV (Ultra Low Emissions Vehicle) by the Environmental Protection Agency. Additionally, the V6 uses a variable-length intake manifold to fatten the torque curve and make more zip available over a broader range of engine speeds.
Fuel economy for the four-cylinder GLS with manual transmission, as estimated by the EPA's new test procedures designed to offer more realistic measurements, is 21 miles per gallon in the city and 31 mpg on the highway. City mileage with the automatic is the same, and highway economy slips only slightly, to 30 mpg. V6-powered Sonatas are rated 19/28 mpg City/Highway.
Acceleration is brisk with the four-cylinder and brings a grin to the face with the V6. Hyundai officials say the V6 can accelerate from 0-60 miles per hour in about 7.5 seconds, with a top speed of 130 mph.
Shifts are executed easily with the five-speed manual, and chirping the front tires is easy. The Shiftronic automatic transmission moves between gears smoothly, kicking down for passing with minimal hesitation. The automatic offered responsive performance while tackling the hills of San Francisco. In manual mode, the Shiftronic will upshift automatically when the engine bumps up against redline; it declines to downshift at all, leaving that to the driver's preferences.
Steering is light and direct, with good on-center feel and directional stability.
Brakes are mostly linear, and equipped with Electronic Brake-force Distribution, which improves stability and reduces stopping distances by balancing brake force on the fly between the front and rear tires. ABS allows the driver to maintain steering control under hard braking. Yet we noticed little of the interference we've found with some more complex EBD-equipped systems, and then only in the final stages of a stop.
In terms of ride quality, the 17-inch wheel/tire combination makes its presence known on rough pavement, where the shorter sidewalls transmit more of the road's imperfections into the cabin. Wind and road noise is decently muted.
The suspension layout looks good on paper, with double wishbones in front, multiple control links in back, and twin-tube gas-pressure shocks and stabilizer bars all around. The V6 boasts a larger front bar to handle the larger engine's weight. But how it all works together needs work. Against the competition, which has been refining its suspension technology for much longer than Hyundai, the Sonata feels less polished, less of a whole. Not that there's anything wrong or necessarily lacking in the ride and handling. It's just that some of the transitions, in direction and between types and qualities of pavement, aren't as smooth as the look and feel of the Sonata promises. The front end tucks in nicely as steering is cranked in, but the car doesn't track as surely as expected. Hyundai says the new tires on the 2008 SE improve steering response, but we haven't tried that combination.
There's also the impression of poorly managed unsprung mass when the rear suspension crosses rough or broken pavement, which suggests the hard parts are a generation or two behind in the alloys used and how they're formed. Highway travel, even at high speeds, is smooth and unruffled, which is no small achievement.
The 2008 Hyundai Sonata delivers full-size, family-style room and comfort with an EPA-estimated 30 mpg fuel economy from the available four-cylinder engine. Sonata comes close to the refinement of competitive models from Toyota, Nissan, and Ford, while offering more room for less money.
NewCarTestDrive.com correspondent Tom Lankard filed this report from San Francisco; with nctd.com staff reports.
Model Lineup
Hyundai Sonata GLS 5-speed ($17,670); GLS automatic ($18,870); GLS V6 ($21,120); SE 5-speed ($19,570) SE V6 ($22,220); Limited ($22,470); Limited V6 ($24,170).
Assembled In
Montgomery, Alabama.
Options As Tested
power tilt/slide glass sunroof ($900).
Model Tested
Hyundai Sonata Limited V6 ($24,170).The Hyundai Sonata has become a large car, with a full-size edge in creature comfort. Fit and finish are now on a par with most others in the class and it is more technologically advanced and sharper looking than ever before. The Hyundai Sonata is a four-door, five-passenger sedan, and comes with a choice of 162-hp 2.4-liter four-cylinder and 234-hp V6 engines. The four-cylinder is available with either a five-speed manual or a four-speed Shiftronic automatic. The V6 comes with the five-speed Shiftronic automatic introduced in 2006. Safety features on all Sonatas include dual-stage front-seat airbags, front-seat side-impact airbags for torso protection, full-coverage side curtain airbags, antilock brakes with electronic brake-force distribution and electronic stability control with traction control. For 2008, the Hyundai Sonata trim levels change slightly.
10500 North Florida Avenue
Tampa, Fl. 33612
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Contact: Chuck Robins
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Wednesday, October 30, 2013
Apple crumble, the perfect autumn dessert
Recipe by Pille @ Nami-Nami. Above photo by Juta Kübarsepp for the November 2012 issue of Kodu ja Aed ("Home and Garden", an Estonian monthly magazine. I've been their food writer since October 2012).
As for the perfect autumn dessert, you cannot go wrong with a classic apple crumble. Surprisingly apple crumble - or crumbles in general - aren't particularly well-known in Estonia - we're more cake and pie and tart type of people, I guess. I love adding oats to my crumble topping - or any other porridge flakes (rolled spelt or rye flakes work brilliantly, for example). Oat addition makes the crumble somewhat healthier and the topping more crunchy. If you have some red-skinned crab apples - like the ones on the photo above - add those to the apple mixture for extra colour.
I served the crumble with a cinnamon and cream cheese whipped cream - a wonderfully aromatic addition to the crumble.
Apple crumble
Serves six
600 g tart apples (f. ex. Antonovka, Granny Smith)
25 g seedless raisins
25 g caster sugar
ground cinnamon
Crumb topping:
100 g all-purpose wheat flour
50 g porridge oats or rolled rye or spelt flakes
100 g cold butter
50 g demerara brown sugar
Peel* and core the apples, cut into smaller chunks or sectors. Place into a bowl, toss together with raisins, sugar and cinnamon. Transfer into a buttered 24 cm pie dish or 4-6 portion dishes/ramekins.
Combine the flour, rolled grains and sugar in a bowl. Cut the butter in with two knifes or a pastry cutter or simply using your fingers. (Or simply put everything into the food processor and pulse until you've got pea-sized pieces). Spread the crumb topping over the apples.
Place in the pre-heated 200C/400F oven and bake for about 30 minutes, until the apples are soft and the topping golden brown and crispy. Let cool for about 15-30 minutes before serving.
Serve with cinnamon-flavoured cream cheese, vanilla custard, vanilla ice cream or simple whipped cream.
* There's no need to peel organic apples from your own backyard or a reputable orchard.
More crumble recipes:
Rhubarb crumble @ Nami-Nami (gluten-free, if using certified gluten-free oats)
Raspberry and coconut crumble @ Nami-Nami
Pumpkin and apple crumble @ Nami-Nami
Apple cinnamon crumble @ Two Peas and Their Pod
Speculoos + Apple Crumble @ Dorie Greenspan
Butterless apple crumble @ Chocolate & Zucchini
5 comments:
- Catherine said...
Thanks for this good recipe.
- 3:36 pm, October 30, 2013
- Lisa said...
Wow, that looks super good! I like your blog very much. Lovely photos.
- 12:50 pm, November 03, 2013
- Rocky said...
Totally agree. And it's good with a cup of hot coffee.
- 10:38 pm, November 05, 2013
- Sara @ Babucho Newcastle said...
Thanks for sharing this recipe, the apple crumble looks great.
- 10:59 pm, November 14, 2013
- Pille said...
Catherine, Lisa, Rocky, Sara - thank you for your kind words!
- 8:55 am, November 19, 2013
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Greatest Entertainer Of All Time: Michael Jackson Earnings To Overtake Elvis (Report Claims 60 Milion After His Death)
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Celebrating illustration, design, cartoon and comic art of the mid-20th century.
Monday, March 20, 2006
Austin Briggs (1909-1973)
What the heck was up with Austin Briggs in 1951?! Not only does he paints a naked male butt for Cosmo, but he takes "the clinch" romance scenario way past "torrid" and all the way up the scale to "erotic". This is what one might call "pushing the envelope".
Just take a look at this piece (take a long lingering look) and marvel at how thoroughly successful and accomplished it is in every way - Briggs has rendered a true masterpiece evoking a sense of true passion that must have taken the breath away from every woman who flipped open the magazine and set eyes upon it back in 1951.
I think its as powerful an image today as it was 55 years ago.
4 comments:
That's a great posting, Leif. I have two reactions: first, Austin Briggs was a genius and it is always a treat to see his work. I'm glad you're doing a series on him this week. Second, the art director for Good Housekeeping during this period (I believe it was Frank Eltonhead) was the single worst art director in the history of the universe. He vandalized countless illustrations by talented artists such as Briggs, Gannam, Parker etc. with these noisy, garish inserts. It was rare for him to superimpose less than three different styles or type faces on a single illustration. I appreciate that some of it was the fashion back then, but IMO Good Housekeeping was the worst.ReplyDelete
Well... I hadn't really considered art director Souren Ermoyan's page design or type elements as ugly or intrusive, David, but in trying to see it from your perspective I suppose things could have been handled with greater sensitivity.ReplyDelete
In general though, I really like the approach Ermoyan and the other AD's used back then in designing the page.
"Single worst art director in the history of the universe" *whew*... that's harsh. ;-)
If the art director was Ermoyan back then (I believe his wife later went on to write a classic book about the great illustrators) I apologize for slandering poor Mr. Eltonhead. I have some originals from Good Housekeeping circa 1954-56 by John Gannam and Joe de Mers. When I compared them with the printed version, I found that the art director (at that time, Eltonhead) had chopped off about 30% of the picture and superimposed those inserts on some important and lovely details. I recognize the AD has to make room for the title and some text, and perhaps even some little star burst "grabber" or comment. But in the samples I've seen, Good Housekeeping was a prime offender at selecting intrusive and incongruous sizes, colors and type faces. They hired good people, but they didn't seem to respect the integrity of the artwork the way that the Post or Colliers did.ReplyDelete
You're right about "the universe" crack. How about if we limit it to the solar system?


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A winner was selected from 106 designs submitted by 18 freelance designers.
We're a small bootstrap startup looking to create a logo for our vision for a social, recipe website featuring video recipes and blog posts.
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Welch Daily News
Continuance Is Secured By State In Conley Case; Petit Jurors Discharged By The Court
August 17, 1924
Welch Daily News
Continuance Is Secured By State In Conley Case; Petit Jurors Discharged By The Court
The case of George Conley, charged with the murder of his father-in-law, Lewis Collins, set for trial this afternoon, was continued until the October term of court. The continuance was granted by the court at the instance of the prosecuting attorney, who stated that a number of state's witnesses were absent, and that because of the press of other work, he had been unable to give to the case the attention that it demanded.
Counsel for defense strenuously opposed the motion for continuance, announcing that they were ready for trial.
As the Conley case was the last case scheduled for trial at this term of court, the petit jury was discharged as soon as it was announced that a continuance had been granted.
Court will continue in session until tomorrow in order to hear a number of motions. Adjournment will probably be taken by Friday afternoon.
The Criminal court room was crowded when the trial began. Probably 100 people from the Litwar and Iaeger sections came to hear the trial.
The state contends that Conley killed his father-in-law as he slept in his store. At a preliminary hearing before a justice of peace Conley was held for action of the grand jury, and the grand jury returned an indictment of first degree murder. Conley claims that he was at his home at the time of the murder...
Crime and Punishment


text:
Readers Rides Photo Submission TipsPosted in Features on February 1, 2008
Petersen's 4-Wheel & Off-Road is without question the world's largest off-road magazine created by four-wheel enthusiasts for four-wheel enthusiasts. We are here for you, and we love putting photos of your amazing rides in the magazine. Every week we receive hundreds of photo submissions for our Readers' Rides section of the magazine. Some are really good and, yes, some are really bad. Unfortunately a great majority of submissions go directly to our e-mail electronic Dumpster because we just can't use them.
Readers' Rides photo class is now in session! We are going to give you some hot tips on how to up the chances of getting your beloved 4x4 in Readers' Rides. The tips are simple, common sense, and nothing out of the ordinary. Follow these tips to a T and you'll greatly increase the chances of finding your beast grace the pages of Petersen's. Good luck and we look forward to your Readers' Rides submissions.
This is the kind of Readers' Ride photo we are looking for. Ryan Pecot of Lafayette, Louisiana, sent us this high-resolution image of his '96 TJ on the trail. Ryan also included an easy-to-read Word document with the Jeep's build specs and his full contact information.
Kenny from Anytown, USA, sent us this image of his Avalanche. OK, it's a good-looking ride but there is no action. We like dirt, mud, rocks, and gravel. Plus we really don't run any show-quality vehicles! We also didn't receive any contact information other than a phone number. As much as we would love to chat with you, Kenny, we just don't have the time.
Larry and Ele Watson from St. George, Utah, sent us an image of their very cool '64 CJ-5. We greatly appreciate the effort, but would have really preferred a photo of the old CJ spinning around in the mud puddle that coated the side of the ride.
Oh ya, we would love to haul parts around in this comfortable-looking '06 Chevy Silverado. This is a luxury ride compared to our vehicles. Hot tip: Think trail action. We like it and we need it! Thanks for the photo, Steve.
There are exceptions to the action rule. This is a cool bunch of Samurais and a great bunch of off-road enthusiasts having a good time. This is not a Sammy club but just friends from the small town of Hume Lake, California, who got together for a trail run. What the photo shows us is a wide array of Samurais of various ages with their owners. The photo tip here would be to watch the shadows. The large shadow on the left almost ruined the photo. It's easy to move vehicles around to avoid shadow problems. This photo had a good backdrop and was shot with the sun to the photographer's back.
1. OK, this is just plain common sense: Don't shoot your ride in the driveway. How many vehicles have you seen in Readers' Rides that were sitting in a driveway? Probably not many! It may be the coolest ride in the world, but we won't run it. Keep this thought in mind-we love action.
2. We realize that many photo submissions are taken out on the trail and on the fly, but try and keep the sun to your back and the background clean! If there are people, work trucks, Dumpsters, houses, 7-Elevens, and reclamations plants sitting in the background, your photos more than likely won't make it in the magazine unless we are going to poke fun at you. If you are photographing your vehicle specifically for Readers' Rides, spend a little time finding an area with a good backdrop and some sort of obstacles you can twist your ride up on.
3. The best time to photograph your vehicle is in the early morning or late afternoon. We'll tell you again: Keep the sun to your back. This means that 99 percent of the vehicle will be well lit by the sun-this is a good thing if it's not too bright out. We understand shooting in these conditions can't always be accomplished, so just watch the positioning of the sun and move around to minimize the glare spots and dark shadows on the vehicle.
4. We need your photos and vehicle information submitted to us in the easiest format possible. Digital photos should be at least 1600 by 1200 pixels (or two megapixels) and in a TIFF, EPS, or preferably a JPEG file saved with maximum quality (minimum compression). A description of your vehicle should be clearly typed in the e-mail or on a Word document with all your contact information.
5. Make it easy for us to open your photos and text. Do not e-mail us a Web link and the directions for us to somehow find your photos on a Web site that will leave us scratching our heads. Don't send us a home-published article with the photos and vehicle information combined. Due to our very limited time and short production schedules, we need to be able to quickly and easily process your photo submissions.
6. Also include the correct information. The description of your vehicle should include:
* Owner (name, city, state)#
* Vehicle (Year, make, model)
* Tires and wheels (size, make, model)
* Suspension (lift, springs, shocks)
* Drivetrain (tranny, transfer case, axles)
* Performance (engine)
* List other modifications
* Does it work the way you want?
* Anything you would like to change?
* Funniest wheeling incident
* Anything to add?
E-mail your submissions to: email@example.com
Mail your submissions to: Readers' Rides, 4-Wheel & Off-Road, 6420 Wilshire Blvd., Los Angeles, CA 90048-5515


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Yellow Crane Tower, located on Snake Hill in Wuchang, is one of the "Three Famous Towers South of Yangtze River (the other two: Yueyang Tower in Hunan and Tengwang Tower in Jiangxi).
Hubei Province, called "E"for the People's Republic of provincial administrative regions. Hubei Province in central China, the Yangtze River, Dongting Lake and the north, between latitude 29 ° 05 'to 33 ° 20 ', longitude 108 ° 21 'to 116 ° 07 '; north of Henan Province, Anhui Province, east, southeast and south O Jiangxi and Hunan provinces, west of Chongqing Municipality, Shaanxi Province, adjacent to the northwest. 740 km long from east to north-south width of 470 km, an area of 185,900 square kilometers, accounting for 1.95% of total area, ranking 13th. The capital is the only central region vice provincial cities - Wuhan City.


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- Contents - e-ifc No. 24
September 2010
- Editorial
- Research Findings
- Effect of Various Levels of Potash Application Through Drip Irrigation on Yield and Quality of Sugarcane
- Effect of Potassium on the Production and Quality of Tobacco Leaves
- Potassium Efficiency and Potassium Balance of the Rice-Rice Cropping System Under Two Different Agro-Ecosystems
- IPI Events
- Importance of Soil Management and Potash Fertilization for Sustainable Agricultural Development of Central America and the Caribbean
- Review and Refinement of Fertilizer K Recommendations in Vertisols
- Soil Management and Potash Fertilizer Uses in West Asia and North Africa Region
- N2010: 5th International Nitrogen Conference
- Potassium in Soil and Plant Systems
- Other Events
- New Publications
- K in the Literature
- Clipboard
- Clipboard
- Impressum
If you wish to subscribe to the e-ifc please visit the subscription page.
K in the Literature
Organic Agriculture: Why so Few Farms Convert. Ferjani, A., A. Zimmermann, and L. Reissig.
Recherche Agronomique Suisse 1(6):238-243 (2010), French.
Organic farming recorded significant growth in Switzerland, especially between 1990 and 2005, and won the support of both farmers and consumers. Despite this, organic farms are noticeably underrepresented in the arable farm regions; this situation is certainly due to the usually greater demands placed on farm conversion in these regions than in grassland. A survey of around 600 organic and PEP arable farms was conducted to determine which factors deter farmers from converting. The greatest fears expressed were the weeds pressure and the increased work needed for their control, the insufficient profitability resulting from too-low surcharges on product prices, problems in nutrient supply and the too strict or too frequently changing guidelines. The results of the organic arable farm survey show that these fears are only partially justified. Increasing neighbourly exchanges should therefore promote the expansion of organic farming.
Effect of Potassium on Growth and Yield of Soybean. Morshed, R.M., M.M. Rahman, M.A. Rahman, and A.T.M. Hamidullah.
Bangladesh J. Agric. and Environ. 5(2):35-42 (2009).
The experiment was conducted at the experimental space of Botany Department, Jahangirnagar University, Savar, Dhaka during Rabi season 2004-2005 to find out the effect of potassium (K) on growth and yield of soybean. The soybean variety, G-2 (Bangladesh soybean-4) was used in this experiment as test crop. The treatments were: Kl (No application of K), K2, K3, K4, K5 and K6 were application of 50%, 75% 100% 125% and 150%, respectively of the BARC recommended dose of K. Nitrogen, P and S were applied as blanket as per BARC recommendation. Seeds were inoculated with Bradyrhizobium inoculum before sowing. All the treatments of K application showed higher growth than that of control. Treatment K5 (9.38 kg K ha-1) showed maximum growth. The application of K (K5 treatment) produced the highest seed yield (7.61 g plant-1), which was 82.93% higher than that of control. The yield changed as a parabola curve with the increase of K application. The yield components, namely number of pods plant-1, number seeds pod-1, pod weight plant-1 and number of seeds plant-1 increased with the increase of K levels up to 9.38 kg K ha-1. The application of K at 9.38 kg ha-1 (which was 25% higher over BARC recommendation) produced the highest seed yield of soybean (7.61 g plant-1). So, for better yield of soybean in silty clay loam soil of Jahangirnagar University farm, application of K should be increased to 25% higher over BARC recommendation.
Improving Nutrient Use Efficiency by Exploiting Genetic Diversity of Potato. Trehan, S.P.
Potato Journal 36(3-4):121-135 (2009).
Three separate field experiments were conducted to compare the nutrient efficiency indices, AUE (agronomic use efficiency), PUE (physiological use efficiency) and NUE (nutrient uptake efficiency) of ten Indian potato cultivars for the identification of nutrient efficient cultivars. Results showed wide variation in the nutrient efficiency of different potato cultivars.
Kufri Pukhraj was the most N, P and K efficient cultivar among ten cultivars tested in the absence as well as presence of green manure. The efficient cultivars gave higher tuber yield under N, P and K stress (i.e with less dose of N, P and K fertilizer) and had higher AUE than less efficient cultivars. Mean AUE of N of different cultivars varied between 62 and 97 kg tubers/kg N without green manure and between 68 and 100 kg tubers/kg N with green manure. Mean agronomic use efficiency of Kufri Pukhraj was 97 and 100 kg tubers per kg N without and with green manure, respectively which was significantly higher than all other cultivars The main cause of higher nitrogen efficiency in the presence of green manure was the capacity of a genotype to use/absorb more N per unit green manured soil i.e. the ability of the root system of a genotype to acquire more N from green manured soil (NUE).
Most P efficient cv. K. Pukhraj produced yield of 300 q/ha without P whereas K. Badshah and K. Ashoka needed 100 kg P2O5/ha to produce yield of 270 and 304 q/ha, respectively in the same field. Similarly most K efficient cv. K. Pukhraj produced yield of 364 q/ha without K whereas K. Badshah and K. Sutlej needed 80 kg K2O/ha to produce yield of 361 and 370 q/ha, respectively in the same field. The variation in phosphorus and potassium efficiency of different potato cultivars was due to both their capability to use absorbed P and K to produce potato tubers (PUE) and to their capacity to take up more P and K per unit soil (NUE).
Integrated Nutrient Management in Potato Based Cropping Systems for Eastern Indo-Gangatic Plains of India. Kumar, M., M.K. Jatav, S.P. Trehan, and S.S. Lal.
Potato Journal 36(3-4):136-142 (2009).
In order to reduce the use of fertilizers and utilize residual fertility of potato crop, different integrated nutrient management options were examined in two most popular cropping systems viz., rice-potato-onion and maize-potato-green gram of eastern plains at Central Potato Research Station, Patna during 2004-2007. Besides, different recommended dose of fertilizers and 100% organic treatments (farm yard manure to replace recommended dose of N to all crops), other treatments included reduced doses of nutrients to subsequent crops, recycling of crop residue and application of FYM. The maize-potato-green gram sequence gave higher potato yield due to improved soil physical conditions. However, the net return and potato equivalent yield (PEY) was higher in rice-potato-onion system due to higher returns from their component crops. Results indicated the possibility to economize fertilizer in green gram crop but not in onion by replacing 50% NPK through FYM or potato crop residue, when grown on residual fertility of potato. Residue incorporation of leguminous crop had more beneficial effect on subsequent maize crop but same effect of onion residue was not observed on rice. In organic treatment, potato yield was least but steadily increased over the years in both the systems. Soil physical conditions improved in second system as indicated by decreased bulk density and increased organic carbon in sub soil.
Effect of Soil Solarization on Multiplication of In-Vitro Planting Materials of Potato under Field Conditions. Singh, R.K., J. Sharma, G.K. Singh, and S.P. Trehan.
Potato Journal 36(3-4):143-148 (2009).
A field experiment was carried out at CPRS, Jalandhar to study the effect of soil solarization on weeds and productivity of micro-tuber and mini-tuber crops of 3 potato cultivars. Mean maximum soil temperature recorded under the polyethylene mulch was 53.3
Correlation and Calibration of Soil Potassium Availability with Soybean Yield and Trifoliolate Potassium. Slaton, N.A., B.R. Golden, R.E. DeLong, and M. Mozaffari.
Soil Sci. Soc. Am. J. 74(5):1642-1651 (2009).
The ability of soil tests to identify nutrient-deficient soils and recommend fertilizer rates that optimize agronomic yield is essential for profitable soybean [Glycine max (L.) Merr.] production. Our objectives were to correlate relative soybean yield to Mehlich-3 and 1 mol L-1 HNO3
Potassium Fractions in Soils as Affected by Monocalcium Phophate, Ammonium Sulfate, and Potassium Chloride Application. Wang, H.Y., J.M. Zhou, C.W. Du, and X.Q. Chen.
Pedosphere 20(3):368-377 (2010).
Soil potassium (K) deficiency has been increasing over recent decades as a result of higher inputs of N and P fertilizers concomitant with lower inputs of K fertilizers in China; however, the effects of interactions between N, P, and K of fertilizers on K status in soils have not been thoroughly investigated for optimizing N, P, and K fertilizer use efficiency. The influence of ammonium sulfate (AS), monocalcium phosphate (MCP), and potassium chloride application on K fractions in three typical soils of China was evaluated during 90-d laboratory soil incubation. The presence of AS significantly altered the distribution of native and added K in soils, while addition of MCP did not significantly affected K equilibrium in most cases. Addition of AS significantly increased water-soluble K (WSK), decreased exchangeable K (EK) in almost all the soils except the paddy soil that contained considerable amounts of 2:1 type clay minerals with K added, retarded the formation of fixed K in the soils with K added, and suppressed the release of fixed K in the three soils without K added. These interactions might be expected to influence the K availability to plants when the soil was fertilized with AS. To improve K fertilizer use efficiency, whether combined application of AS and K was to be recommended or avoided should depend on K status of the soil, soil properties, and cropping systems.
Implications in Efficient K Fertility Management in Indian Agriculture. Srinivasa Rao, Ch., A. Subba Rao, K.V. Rao, B. Venkateswarlu, and A.K. Singh.
Indian J. of Fertilizers 6(7):40-54 (2010).
Recommendations of potassic fertiliser are made based on available (exchangeable + water soluble) K status of soils in different soil testing laboratories in India. However, recent studies employing a variety of measures of nonexchangeable K indicated a very substantial contribution of nonexchangeable fraction of soil K to crop K uptake. Present paper examines the information generated in the last 30 years on the status of nonexchangeable K in Indian soils, its contribution to crop K needs, categorization of Indian soils based on exchangeable and nonexchangeable K fractions and K recommendations considering both the fractions of soil K. Inclusion of nonexchangeable K in the soil testing aids in predicting immediate K needs of crop plants as well as long term K needs of intensive cropping systems. Based on published information on Indian soils, district wise maps were prepared for both exchangeable and nonexchangeable K and K deficient districts of the country were identified where K application is a must. Some maintenance dose of K is required in some districts where, exchangeable K is high but nonexchangeable K is low or medium. These maps and suggested recommendations help to prioritize the K efficient zones where K application is essential and higher possibility exists for improving the K use efficiency. Special care should be taken on K fertilisation on high K requirement crops like banana, sugarcane, potato, cotton, several cereals, tobacco, intensive fodder systems, vegetables and fruit crops. Therefore, inclusion of nonexchangeable K as a soil test in the soil testing laboratories for assessing long term K supplying capacity of Indian soils under intensive cropping systems and arriving at reliable K fertiliser recommendations is essential.
Read on:
- Continuous Cropping, Fertilization and Organic Manure Application Effects on Potassium in an Alfisol under Arid Conditions. Srinivasarao, Ch., K.P.R. Vittal, S. Kundu, P.N. Gajbhiye, and M. Vijayasankar Babu. 2010. Communications in Soil Science and Plant Analysis, 41:6, 783-796.
- Potassium-dependant Wood Formation in Poplar: Seasonal Aspects and Environmental Limitations. Ache, P., J. Fromm, and R. Hedrich. 2010. Plant Biology 12(2):259-267.
- The Miracle of the Cerrado; Brazil has revolutionised its own farms. Can it do the same for others? The Economist, 26 August 2010.
- Agriculture's Role in Greenhouse Gas Emissions and Capture. American Society of Agronomy, Crop Science Society of America, Soil Science Society of America. August 2010. www.soils.org/files/sciencepolicy/ghg-report-august-2010.pdf
- Rising Global Interest in Farmland: Can it Yield Sustainable and Equitable Benefits? The World Bank report, September 2010.
- News from International Union of Soil Sciences (IUSS). The World Reference Base for Soil Resources/WRB (the soil correlation system of the IUSS) has a new homepage at the FAO site: www.fao.org/nr/land/soils/soil/en/. It informs about all publications based on the second edition of WRB (2006). Especially important are: 1. the latest revised version (first update 2007), 2. the translations (up till now: Arabic, German, Polish, Russian, and Spanish), 3. the newsletters, 4. the "Guidelines for constructing small-scale map legends using the WRB". Originally designed for classifying pedons, with these Guidelines WRB can also be used for map legends (at least for scales 1:250 000 and smaller).
- Choose your App


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Interim director Alex Rupp wins out to become airport director
Less than a year after the unexpected resignation of Jack Brooks Regional Airport Direct Jennifer Hogencamp in July 2012, Jefferson County Commissioners voted at their meeting Tuesday, Feb. 13, to make interim director Alex Rupp the permanent head of their airport.
The decision was split, however, with Precinct 4 Commissioner Everette "Bo" Alfred and Precinct 3 Commissioner Michael Sinegal voting no to the appointment.
Alfred and Sinegal said the county should continue searching for a replacement and should consider other applicants along with Rupp.
"I don't think it would be a waste of county taxpayers money to go out and do a national search," Sinegal said.
Precinct 2 Commissioner Brent Weaver and others on the board were unmoved. Weaver, Precinct 1 Commissioner Eddie Arnold and County Judge Jeff Branick voted "Yes," approving Rupp as director in the 3-2 vote.
"I see no reason to waste county time and money searching for other applicants when we have the best applicant as a county employee currently serving as interim airport director," Weaver said.
Weaver was among Rupp's most adamant supporters at Tuesday's meeting, reading a statement aloud in support of Rupp.
In July 2012, Jennifer Hogencamp resigned, citing Weaver as the reason she was leaving the post. She said Weaver usurped her authority on key issues regarding airport business. Soon thereafter, Rupp, the airport's chief financial officer, was appointed interim director in Hogencamp's place.
"As the interim airport manager since last year, he has proven himself on many occasions, meeting the challenges of the job and being successful," Weaver said, adding Rupp's accomplishments include "restoration of commercial airport service, numerous FAA grants, airport property development on Frontage Road, and general aviation improvements to the terminals."
After a few brief statements from Sinegal and Alfred, Branick said the county had already done a national search at a cost to county taxpayers. He said at least two other applications were received during the county's search, but were not chosen over Rupp.
"Neither one of those worked out," Branick said. "And it was a very time-consuming and expensive process."
Immediately following his appointment to the post, Rupp said he was ready to hit the ground running.
"Top priorities are making sure this new air service works and people use it," he said, referring to the new American Airlines service out of Beaumont, which begins Thursday, Feb. 14.
Along with hopes for renewed service to airports throughout the U.S., Rupp said the capital improvements to Frontage Road could include a hotel and retail space for visiting shoppers.
"The end result should be a wonderful retail area," he said.
Clay Thorp can be reached at (409) 832-1400, ext. 225, or by e-mail at clay [at] theexaminer [dot] com.


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By Candy Clarke
Just when you thought you had the holidays behind you! Having survived the sometimes frantic activities and financial expenses of three major holidays: Thanksgiving, Christmas and New Years; you probably feel like you can begin to breathe calmly for a change. Not so fast! The game of life isn't going to let us off the hook that easily. So, take a big deep breath and steel yourself for Feb. 14, otherwise known as Valentine's Day in western cultures.
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There's a handful of you out there rocking with the latest GDR2 update on your handset. If you bought a Lumia 925 or 1020 it came with it onboard from the unboxing. While the rest of you folks with devices from the Windows Phone 8 launch are slowly getting it. What's on the horizon for future updates? We have GDR3 and Blue (aka Windows Phone 8.1) coming within the next 6 months. We also now have our first look at one of those courtesy of Joe Belfiore.
Earlier today, Microsoft's Joe Belfiore tweeted a screenshot of his Windows Phone Start screen. He was trying to show off the new official app for baseball fans called At Bat 13. What he didn't realize was he also accidently shared a future version of Windows Phone.
Look down at the status bar on your device. This is the area where you see icons indicating things like signal strength, battery power, time, Wi-Fi connection, and more. If you look at yours right now you'll see them spread out fairly evenly across the top. Or at least they would be if you had all icons on at once. But you probably have signal strength on the far left, time on the far right, with probably Bluetooth and Wi-Fi in the middle.
Now look at the screenshot above that Joe Belfiore tweeted. You'll notice all of those icons are grouped to the far left of the status bar with only time on the far right. Yours shouldn't be like that, if it is contact us right now because we want your phone.
Some other sites and blogs are saying that's GDR3. It could be, but we don't think so. We have it on good information that what you're looking at is Windows Phone Blue.
Source: Twitter Via: WParea.de
Thanks for the tip Nishy!


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Mike Jones - Next To You
Video for Mike Jones "Next To You" off of the new album The Voice due in stores on April 14th.
Please click the "Report" button below if the video on this page is not working properly.
Comments will only be displayed by verified emails. No Spamming or Racism.


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Studio City needed a new logo design and created a contest on 99designs.
A winner was selected from 139 designs submitted by 60 freelance designers.
I need new branding of my photography services and I am seeking a logo that can express the feeling of my work and be used to set myself apart and help clients to quickly identify all things relating to my studio.
George DeLoache Photography
I am looking for a logo to brand my studio and photography services. Please check out my website and you will get an idea of the type of work I do and a general feel of my promotional style. http://www.georgedeloache.com I want to try to stay with the over all style, color and feel of the site but add a distinctive logo to replace the present one. Words that might be used to describe my photography style might be (classical, minimalist, clean, straightforward, expressive, and emotive). My clients come primarily from corporate, celebrity, entertainment and upscale family and personal portraits buyers.
- Item 1..
I would like to maintain the general feel, style and color scheme of my website http://www.georgedeloache.com
- Item 1...I would like to stay away for anything to trendy that would limit the longevity of the logo by dating it. Also the major of my client base is more mature and conservative so I need to stay away from anything that is might not appeal to my base.
Find out how a design contest works or learn more about our logo design services.


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Masaaki Shirakawa chaired his last monetary policy meeting this week as governor of the Bank of Japan (BoJ); but even before his departure, tolerance of a strong JPY was already killed off by the new government. What follows now could be the next big leg down in the JPY exchange rate.
Haruhiko Kuroda, widely expected to be the new governor, uttered that now very familiar sentiment expressed by central bankers of doing "whatever" we can do to end deflation in Japan. He complained that the BoJ had failed to do enough monetary stimulus, suggested it could target longer-dated government bonds, start its aggressive monetary stimulus sooner than next year and should try to raise inflation to 2% within two years.
Next month Kuroda will have an opportunity to demonstrate his radicalism and may well start open ended asset purchases by the BoJ within months rather than next year. Such a commitment is likely to see JPY quickly crash through the USD/JPY 100 level mooted as a target exchange rate level by Japan's authorities. Depending on the tolerance of other major central banks toward the BoJ's policies, JPY could even reach USDJPY110-115 by the end of the year if not much sooner.
USD already breaking out against JPY


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Although the farm bill passed by decisive margins in both the House and Senate, Sens. Charles Grassley of Iowa and Byron Dorgan of North Dakota, authors of the Grassley-Dorgan payment limits amendment, have said they will re-introduce the amendment for the annual agricultural appropriations bill.
"I think we have to be very pleased that enough folks realized that it would have undermined the integrity of the entire bill if you imposed the punitive limitations that were suggested on the floor of the Senate this year," said Cochran.
"We must be on the alert and be aware that such an amendment could be raised at any time on any bill that's going through the Senate."
Speaking at a press conference following his keynote address at the Delta Council annual meeting at Delta State University, Cochran said he was happy to have another farm bill behind him.
A member of the Senate Committee on Agriculture, Nutrition and Forestry, Cochran was one of the three Republican senators on the House-Senate conference committee that spent 10 weeks working on the final version of the farm bill.
"I'm glad we got it all worked out," he said. "It's a six-year bill, which means we don't have to revisit the fundamental provisions as a whole for six more years. At any time, somebody can offer an amendment to change any one part of it. But I'm hopeful we will be able to prevail against any amendment that might be offered."
Some analysts had expected Grassley or Dorgan to offer their amendment to the supplemental appropriations bill that is now winding its way through Congress. Cochran, the ranking member on the agricultural appropriations subcommittee, said that had not been the case.
"During the markup of the supplemental in the full committee, there weren't any amendments offered on that subject," he said. "But I don't think it's a subject that is going to go away, and we're going to have to continue to deal with that as a possible change in existing law."
The senator said he remembers having to deal with payment limits when he first became chairman of the agricultural appropriations subcommittee several years ago.
"I had to get all the votes I could in a meeting of that committee to defeat a limitation of $20,000 that was offered by Sen. Carl Levin of Michigan," he noted. "He didn't want any payment to any farmer to exceed $20,000 a year. If you go back in time, you can probably find other efforts made by other members of Congress to impose very severe payment limitations."
Since Cochran's speech, Iowa's Sen. Grassley, a Republican, has said that he and Dorgan, a Democrat, would try to attach their amendment to the annual agricultural appropriations bill for the 2003 fiscal year.
The new farm bill President Bush signed on May 13 places a limit of $360,000 per year on the various payments that any farmer can receive on a single farming operation. The legislation continues the three-entity rule and allows producers to request generic commodity certificates when they exceed the limit on loan deficiency payments.
The Grassley-Dorgan amendment, initially approved by the Senate, would have limited a farmer and his wife to $275,000 in annual payments, eliminated the three-entity rule and made it impossible for producers to use generic certificates. A $2.5 million adjusted gross income means test in the Grassley amendment made it into the farm bill.
"The so-called reform that finally passed won't even make big corporate farmers blink," Grassley was quoted as saying at a Washington press conference.
Delta Council members applauded the work of Sen. Cochran and other members of the Mississippi congressional delegation for their efforts on behalf of the farm bill.
"The economic condition of Delta agriculture over the past five years has deteriorated in a way which reflects the overall condition of agriculture throughout America," said Cliff Heaton, Delta Council vice president and a farmer from Clarksdale, Miss.
"Although this sift in national farm policy, alone does not ensure the viability of U.S. agriculture, Delta Council views that the new six-year legislation is up to the challenges of falling exports, a strong dollar in overseas markets and sophisticated barriers being imposed by our trading partners.
Delta Council leaders also thanked outgoing President Ben Lamensdorf for leading the organization's efforts to help write the new farm bill.
"With the challenges of writing new farm bill legislation combined with the emphasis Ben has placed on education, healthcare and other emerging issues of Delta Council, I personally feel that history will be very kind and flattering to the year of Ben Lamensdorf as our Delta Council president," said Bryan Jones, the new Council president and a banker and farmer from Yazoo City, Miss.


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ripanti needed a new logo design and created a contest on 99designs.
A winner was selected from 250 designs submitted by 78 freelance designers.
Startup company from Germany (Yiid.com) trying to bring the building blocks of the "Open Web" to the community.
Site owners and webmasters. A technical and marketing oriented audience that visits our online widget configurator. The configurator generates Javascript code that can be pasted into the webmasters source.
There are no color preferences, but the logo should complement the colors used for the yiid.com website.
The logo should work well in a square format and should look good escpecially for the following sizes:
16x16 pixels
32x32 pixels
64x64 pixels
128x128 pixels
The logo should be done using vectors to keep it scalable.
Print File Format: .ai(CMYK)
Web File Format: .png and .psd
Logo will be used on our website, in print publications, for businesscards, etc...
Looking forward for you to submit your design! Thank you!
Find out how a design contest works or learn more about our logo design services.


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Carlo Fassi, Fred Franklin, Hugh Greene, Joy Korman, Radford Lovett, Oscar Munoz, Lynn Pappas, Myron Pincomb, Gordon Rakita, Lanny Russell, and Bruce Taylor
Joannie Newton and Sharon Wamble-King
Meeting called to order by Chair, Myron Pincomb.
Chair Pincomb asked for approval of the minutes from the January 15, 2013 meeting.
Motion was made to approve and passed unanimously.
No open comments at this time.
Vice President Shuman addressed the Committee and presented the proposed increase in the CITF fee of $2.00 per credit hour, which would create a total of $8.76 for resident students and non-resident students. The additional dollars will be split between Interfaith and Recreational projects (facilities and fields). Vice President Shuman stated that if the funds were to be bonded, it would generate approximately $11M versus $800,000. She also mentioned that the Florida Governor is not necessarily in support of bonding. Student Government President Carlo Fassi stated that the students are in support of the increase in order to finance some of the projects and that they would lobby in support of bonding.
Motion was made to move forward with the $2.00 increase. The motion passed unanimously.
Vice President Shuman addressed the Committee regarding Change Orders, progress on each project and she presented a full detailed report. Vice President Shuman also wanted to make everyone aware of the possible opportunity of purchasing a piece of property located on the East/Central Parkway to move Physical Facilities Plant. The cost would be approximately $3M and the size of the space about 67,000 square feet.
Discussion item. No motion required.
Director, Doreen Perez gave a Powerpoint overview of the Department of Student Health Services. She explained their commitment to students as well as the services and programs that are available. Question and answer session followed.
Discussion item. No motion required.
Chair Pincomb adjourned the meeting.
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- Tools:7
- Closed Length:2.28"
- Thickness:0.37"
- Color:Tan
- Blade Length:1.50"
- Weight:0.80 oz.
- Locking Blade:No
- Brand:Victorinox
- Model:Classic SD
- Model Number:56222
- Country of Origin:Switzerland
- Best Use:Everyday Carry
- Product Type:Multi-Tool
The Victorinox Classic SD Swiss Army knife features the classic multi-tool design that started it all. With seven popular implements, it is functional as well as versatile. It has a closed length of just 2.25" that is compact enough to fit comfortably in a pocket or attach to a keychain. This Victorinox Classic SD model has a composite handle with a leopard print graphic.Components:
Comes with a lifetime warranty against manufacturer's defects.


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ESTAZOLAM FOR SALE, Here's why I like Western Illinois University's men's basketball team.
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text:
U.S. Equal Employment
Opportunity Commission
Digest of EEO Law, Volume XI, No. 6
[Editor's Note: The text of the new regulation is reprinted on the following pages. EEOC published the following final regulation on agreements waiving rights and claims under the Age Discrimination in Employment Act, in order to set forth procedures for complying with the Older Workers Benefit Protection Act of 1990. The regulation was developed using negotiated rulemaking, under procedures set out in the Negotiated Rulemaking Act, 5 U.S.C. §561 et seq., Pub.L. 101-648. The regulation was effective on July 6, 1998.
At 63 Fed. Reg. 30624 (June 5, 1998), the final regulation is published along with supplementary information regarding the history of the regulation, background information on the negotiated rulemaking process, and a discussion of the comments that were received from the public on the regulation as proposed.]
Chapter XIV of title 29 of the Code of Federal Regulations is amended as follows: PART 1625--AGE DISCRIMINATION IN EMPLOYMENT ACT 1. The authority citation for part 1625 continues to read as follows: Authority: 81 Stat. 602; 29 U.S.C. 621, 5 U.S.C. 301, Secretary's Order No. 10-68; Secretary's Order No. 11-68; sec 12, 29 U.S.C. 631, Pub. L. 99-592, 100 Stat. 3342; sec. 2, Reorg. Plan No. 1 of 1978, 43 FR 19807. 2. In part 1625, section 1625.22 is added to subpart B--Substantive Regulations to read as follows: Section 1625.22 Waivers of rights and claims under the ADEA. (a) Introduction. (1) Congress amended the ADEA in 1990 to clarify the prohibitions against discrimination on the basis of age. In Title II of OWBPA, Congress addressed waivers of rights and claims under the ADEA, amending section 7 of the ADEA by adding a new subsection (f). (2) Section 7(f)(1) of the ADEA expressly provides that waivers may be valid and enforceable under the ADEA only if the waiver is "knowing and voluntary". Sections 7(f)(1) and 7(f)(2) of the ADEA set out the minimum requirements for determining whether a waiver is knowing and voluntary. (3) Other facts and circumstances may bear on the question of whether the waiver is knowing and voluntary, as, for example, if there is a material mistake, omission, or misstatement in the information furnished by the employer to an employee in connection with the waiver. (4) The rules in this section apply to all waivers of ADEA rights and claims, regardless of whether the employee is employed in the private or public sector, including employment by the United States Government. (b) Wording of Waiver Agreements. (1) Section 7(f)(1)(A) of the ADEA provides, as part of the minimum requirements for a knowing and voluntary waiver, that: The waiver is part of an agreement between the individual and the employer that is written in a manner calculated to be understood by such individual, or by the average individual eligible to participate. (2) The entire waiver agreement must be in writing. (3) Waiver agreements must be drafted in plain language geared to the level of understanding of the individual party to the agreement or individuals eligible to participate. Employers should take into account such factors as the level of comprehension and education of typical participants. Consideration of these factors usually will require the limitation or elimination of technical jargon and of long, complex sentences. (4) The waiver agreement must not have the effect of misleading, misinforming, or failing to inform participants and affected individuals. Any advantages or disadvantages described shall be presented without either exaggerating the benefits or minimizing the limitations. (5) Section 7(f)(1)(H) of the ADEA, relating to exit incentive or other employment termination programs offered to a group or class of employees, also contains a requirement that information be conveyed "in writing in a manner calculated to be understood by the average participant." The same standards applicable to the similar language in section 7(f)(1)(A) of the ADEA apply here as well. (6) Section 7(f)(1)(B) of the ADEA provides, as part of the minimum requirements for a knowing and voluntary waiver, that "the waiver specifically refers to rights or claims under this Act." Pursuant to this subsection, the waiver agreement must refer to the Age Discrimination in Employment Act (ADEA) by name in connection with the waiver. (7) Section 7(f)(1)(E) of the ADEA requires that an individual must be "advised in writing to consult with an attorney prior to executing the agreement." (c) Waiver of future rights. (1) Section 7(f)(1)(C) of the ADEA provides that: A waiver may not be considered knowing and voluntary unless at a minimum . . . the individual does not waive rights or claims that may arise after the date the waiver is executed. (2) The waiver of rights or claims that arise following the execution of a waiver is prohibited. However, section 7(f)(1)(C) of the ADEA does not bar, in a waiver that otherwise is consistent with statutory requirements, the enforcement of agreements to perform future employment-related actions such as the employee's agreement to retire or otherwise terminate employment at a future date. (d) Consideration. (1) Section 7(f)(1)(D) of the ADEA states that: A waiver may not be considered knowing and voluntary unless at a minimum . . . the individual waives rights or claims only in exchange for consideration in addition to anything of value to which the individual already is entitled. (2) "Consideration in addition" means anything of value in addition to that to which the individual is already entitled in the absence of a waiver. (3) If a benefit or other thing of value was eliminated in contravention of law or contract, express or implied, the subsequent offer of such benefit or thing of value in connection with a waiver will not constitute "consideration" for purposes of section 7(f)(1) of the ADEA. Whether such elimination as to one employee or group of employees is in contravention of law or contract as to other employees, or to that individual employee at some later time, may vary depending on the facts and circumstances of each case. (4) An employer is not required to give a person age 40 or older a greater amount of consideration than is given to a person under the age of 40, solely because of that person's membership in the protected class under the ADEA. (e) Time periods. (1) Section 7(f)(1)(F) of the ADEA states that: A waiver may not be considered knowing and voluntary unless at a minimum . . . (i) The individual is given a period of at least 21 days within which to consider the agreement; or (ii) If a waiver is requested in connection with an exit incentive or other employment termination program offered to a group or class of employees, the individual is given a period of at least 45 days within which to consider the agreement. (2) Section 7(f)(1)(G) of the ADEA states: A waiver may not be considered knowing and voluntary unless at a minimum . . . the agreement provides that for a period of at least 7 days following the execution of such agreement, the individual may revoke the agreement, and the agreement shall not become effective or enforceable until the revocation period has expired. (3) The term "exit incentive or other employment termination program" includes both voluntary and involuntary programs. (4) The 21 or 45 day period runs from the date of the employer's final offer. Material changes to the final offer restart the running of the 21 or 45 day period; changes made to the final offer that are not material do not restart the running of the 21 or 45 day period. The parties may agree that changes, whether material or immaterial, do not restart the running of the 21 or 45 day period. (5) The 7 day revocation period cannot be shortened by the parties, by agreement or otherwise. (6) An employee may sign a release prior to the end of the 21 or 45 day time period, thereby commencing the mandatory 7 day revocation period. This is permissible as long as the employee's decision to accept such shortening of time is knowing and voluntary and is not induced by the employer through fraud, misrepresentation, a threat to withdraw or alter the offer prior to the expiration of the 21 or 45 day time period, or by providing different terms to employees who sign the release prior to the expiration of such time period. However, if an employee signs a release before the expiration of the 21 or 45 day time period, the employer may expedite the processing of the consideration provided in exchange for the waiver. (f) Informational requirements. (1) Introduction. (i) Section 7(f)(1)(H) of the ADEA provides that: A waiver may not be considered knowing and voluntary unless at a minimum . . . if a waiver is requested in connection with an exit incentive or other employment termination program offered to a group or class of employees, the employer (at the commencement of the period specified in subparagraph (F)) [which provides time periods for employees to consider the waiver] informs the individual in writing in a manner calculated to be understood by the average individual eligible to participate, as to-- (i) Any class, unit, or group of individuals covered by such program, any eligibility factors for such program, and any time limits applicable to such program; and (ii) The job titles and ages of all individuals eligible or selected for the program, and the ages of all individuals in the same job classification or organizational unit who are not eligible or selected for the program. (ii) Section 7(f)(1)(H) of the ADEA addresses two principal issues: to whom must information be provided, and what information must be disclosed to such individuals. (iii)(A) Section 7(f)(1)(H) of the ADEA references two types of "programs" under which employers seeking waivers must make written disclosures: "exit incentive programs" and "other employment termination programs." Usually an "exit incentive program" is a voluntary program offered to a group or class of employees where such employees are offered consideration in addition to anything of value to which the individuals are already entitled (hereinafter in this section, "additional consideration") in exchange for their decision to resign voluntarily and sign a waiver. Usually "other employment termination program" refers to a group or class of employees who were involuntarily terminated and who are offered additional consideration in return for their decision to sign a waiver. (B) The question of the existence of a "program" will be decided based upon the facts and circumstances of each case. A "program" exists when an employer offers additional consideration for the signing of a waiver pursuant to an exit incentive or other employment termination (e.g., a reduction in force) to two or more employees. Typically, an involuntary termination program is a standardized formula or package of benefits that is available to two or more employees, while an exit incentive program typically is a standardized formula or package of benefits designed to induce employees to sever their employment voluntarily. In both cases, the terms of the programs generally are not subject to negotiation between the parties. (C) Regardless of the type of program, the scope of the terms "class," "unit," "group," "job classification," and "organizational unit" is determined by examining the "decisional unit" at issue. (See Paragraph (f)(3) of this section, "The Decisional Unit"). (D) A "program" for purposes of the ADEA need not constitute an "employee benefit plan" for purposes of the Employee Retirement Income Security Act of 1974 (ERISA). An employer may or may not have an ERISA severance plan in connection with its OWBPA program. (iv) The purpose of the informational requirements is to provide an employee with enough information regarding the program to allow the employee to make an informed choice whether or not to sign a waiver agreement. (2) To whom must the information be given. The required information must be given to each person in the decisional unit who is asked to sign a waiver agreement. (3) The decisional unit. (i)(A) The terms "class," "unit," or "group" in section 7(f)(1)(H)(i) of the ADEA and "job classification or organizational unit" in section 7(f)(1)(H)(ii) of the ADEA refer to examples of categories or groupings of employees affected by a program within an employer's particular organizational structure. The terms are not meant to be an exclusive list of characterizations of an employer's organization. (B) When identifying the scope of the "class, unit, or group," and "job classification or organizational unit," an employer should consider its organizational structure and decision-making process. A "decisional unit" is that portion of the employer's organizational structure from which the employer chose the persons who would be offered consideration for the signing of a waiver and those who would not be offered consideration for the signing of a waiver. The term "decisional unit" has been developed to reflect the process by which an employer chose certain employees for a program and ruled out others from that program. (ii)(A) The variety of terms used in section 7(f)(1)(H) of the ADEA demonstrates that employers often use differing terminology to describe their organizational structures. When identifying the population of the decisional unit, the employer acts on a case-by-case basis, and thus the determination of the appropriate class, unit, or group, and job classification or organizational unit for purposes of section 7(f)(1)(H) of the ADEA also must be made on a case-by-case basis. (B) The examples in paragraph (f)(3)(iii) of this section demonstrate that in appropriate cases some subgroup of a facility's work force may be the decisional unit. In other situations, it may be appropriate for the decisional unit to comprise several facilities. However, as the decisional unit is typically no broader than the facility, in general the disclosure need be no broader than the facility. "Facility" as it is used throughout this section generally refers to place or location. However, in some circumstances terms such as "school," "plant," or "complex" may be more appropriate. (C) Often, when utilizing a program an employer is attempting to reduce its workforce at a particular facility in an effort to eliminate what it deems to be excessive overhead, expenses, or costs from its organization at that facility. If the employer's goal is the reduction of its workforce at a particular facility and that employer undertakes a decision- making process by which certain employees of the facility are selected for a program, and others are not selected for a program, then that facility generally will be the decisional unit for purposes of section 7(f)(1)(H) of the ADEA. (D) However, if an employer seeks to terminate employees by exclusively considering a particular portion or subgroup of its operations at a specific facility, then that subgroup or portion of the workforce at that facility will be considered the decisional unit. (E) Likewise, if the employer analyzes its operations at several facilities, specifically considers and compares ages, seniority rosters, or similar factors at differing facilities, and determines to focus its workforce reduction at a particular facility, then by the nature of that employer's decision-making process the decisional unit would include all considered facilities and not just the facility selected for the reductions. (iii) The following examples are not all-inclusive and are meant only to assist employers and employees in determining the appropriate decisional unit. Involuntary reductions in force typically are structured along one or more of the following lines: (A) Facility-wide: Ten percent of the employees in the Springfield facility will be terminated within the next ten days; (B) Division-wide: Fifteen of the employees in the Computer Division will be terminated in December; (C) Department-wide: One-half of the workers in the Keyboard Department of the Computer Division will be terminated in December; (D) Reporting: Ten percent of the employees who report to the Vice President for Sales, wherever the employees are located, will be terminated immediately; (E) Job Category: Ten percent of all accountants, wherever the employees are located, will be terminated next week. (iv) In the examples in paragraph (f)(3)(iii) of this section, the decisional units are, respectively: (A) The Springfield facility; (B) The Computer Division; (C) The Keyboard Department; (D) All employees reporting to the Vice President for Sales; and (E) All accountants. (v) While the particular circumstances of each termination program will determine the decisional unit, the following examples also may assist in determining when the decisional unit is other than the entire facility: (A) A number of small facilities with interrelated functions and employees in a specific geographic area may comprise a single decisional unit; (B) If a company utilizes personnel for a common function at more than one facility, the decisional unit for that function (i.e., accounting) may be broader than the one facility; (C) A large facility with several distinct functions may comprise a number of decisional units; for example, if a single facility has distinct internal functions with no employee overlap (i.e., manufacturing, accounting, human resources), and the program is confined to a distinct function, a smaller decisional unit may be appropriate. (vi)(A) For purposes of this section, higher level review of termination decisions generally will not change the size of the decisional unit unless the reviewing process alters its scope. For example, review by the Human Resources Department to monitor compliance with discrimination laws does not affect the decisional unit. Similarly, when a regional manager in charge of more than one facility reviews the termination decisions regarding one of those facilities, the review does not alter the decisional unit, which remains the one facility under consideration. (B) However, if the regional manager in the course of review determines that persons in other facilities should also be considered for termination, the decisional unit becomes the population of all facilities considered. Further, if, for example, the regional manager and his three immediate subordinates jointly review the termination decisions, taking into account more than one facility, the decisional unit becomes the populations of all facilities considered. (vii) This regulatory section is limited to the requirements of section 7(f)(1)(H) and is not intended to affect the scope of discovery or of substantive proceedings in the processing of charges of violation of the ADEA or in litigation involving such charges. (4) Presentation of Information. (i) The information provided must be in writing and must be written in a manner calculated to be understood by the average individual eligible to participate. (ii) Information regarding ages should be broken down according to the age of each person eligible or selected for the program and each person not eligible or selected for the program. The use of age bands broader than one year (such as "age 20-30") does not satisfy this requirement. (iii) In a termination of persons in several established grade levels and/or other established subcategories within a job category or job title, the information shall be broken down by grade level or other subcategory. (iv) If an employer in its disclosure combines information concerning both voluntary and involuntary terminations, the employer shall present the information in a manner that distinguishes between voluntary and involuntary terminations. (v) If the terminees are selected from a subset of a decisional unit, the employer must still disclose information for the entire population of the decisional unit. For example, if the employer decides that a 10% RIF in the Accounting Department will come from the accountants whose performance is in the bottom one-third of the Division, the employer still must disclose information for all employees in the Accounting Department, even those who are the highest rated. (vi) An involuntary termination program in a decisional unit may take place in successive increments over a period of time. Special rules apply to this situation. Specifically, information supplied with regard to the involuntary termination program should be cumulative, so that later terminees are provided ages and job titles or job categories, as appropriate, for all persons in the decisional unit at the beginning of the program and all persons terminated to date. There is no duty to supplement the information given to earlier terminees so long as the disclosure, at the time it is given, conforms to the requirements of this section. (vii) The following example demonstrates one way in which the required information could be presented to the employees. (This example is not presented as a prototype notification agreement that automatically will comply with the ADEA. Each information disclosure must be structured based upon the individual case, taking into account the corporate structure, the population of the decisional unit, and the requirements of section 7(f)(1)(H) of the ADEA): Example: Y Corporation lost a major construction contract and determined that it must terminate 10% of the employees in the Construction Division. Y decided to offer all terminees $20,000 in severance pay in exchange for a waiver of all rights. The waiver provides the section 7(f)(1)(H) of the ADEA information as follows: (A) The decisional unit is the Construction Division. (B) All persons in the Construction Division are eligible for the program. All persons who are being terminated in our November RIF are selected for the program. (C) All persons who are being offered consideration under a waiver agreement must sign the agreement and return it to the Personnel Office within 45 days after receiving the waiver. Once the signed waiver is returned to the Personnel Office, the employee has 7 days to revoke the waiver agreement. (D) The following is a listing of the ages and job titles of persons in the Construction Division who were and were not selected for termination and the offer of consideration for signing a waiver: Job Title Age # Selected # Not Selected (1) Mechanical Engineers, I 25 21 48 26 11 73 63 4 18 64 3 11 (2) Mechanical Engineers, II 28 3 10 29 11 17 Etc., for all ages (3) Structural Engineers, I 21 5 8 Etc., for all ages (4) Structural Engineers, II 23 2 4 Etc., for all ages (5) Purchasing Agents 26 10 11 Etc., for all ages (g) Waivers settling charges and lawsuits. (1) Section 7(f)(2) of the ADEA provides that: A waiver in settlement of a charge filed with the Equal Employment Opportunity Commission, or an action filed in court by the individual or the individual's representative, alleging age discrimination of a kind prohibited under section 4 or 15 may not be considered knowing and voluntary unless at a minimum-- (A) Subparagraphs (A) through (E) of paragraph (1) have been met; and (B) The individual is given a reasonable period of time within which to consider the settlement agreement. (2) The language in section 7(f)(2) of the ADEA, "discrimination of a kind prohibited under section 4 or 15" refers to allegations of age discrimination of the type prohibited by the ADEA. (3) The standards set out in paragraph (f) of this section for complying with the provisions of section 7(f)(1)(A)-(E) of the ADEA also will apply for purposes of complying with the provisions of section 7(f)(2)(A) of the ADEA. (4) The term "reasonable time within which to consider the settlement agreement" means reasonable under all the circumstances, including whether the individual is represented by counsel or has the assistance of counsel. (5) However, while the time periods under section 7(f)(1) of the ADEA do not apply to subsection 7(f)(2) of the ADEA, a waiver agreement under this subsection that provides an employee the time periods specified in section 7(f)(1) of the ADEA will be considered "reasonable" for purposes of section 7(f)(2)(B) of the ADEA. (6) A waiver agreement in compliance with this section that is in settlement of an EEOC charge does not require the participation or supervision of EEOC. (h) Burden of proof. In any dispute that may arise over whether any of the requirements, conditions, and circumstances set forth in section 7(f) of the ADEA, subparagraph (A), (B), (C), (D), (E), (F), (G), or (H) of paragraph (1), or subparagraph (A) or (B) of paragraph (2), have been met, the party asserting the validity of a waiver shall have the burden of proving in a court of competent jurisdiction that a waiver was knowing and voluntary pursuant to paragraph (1) or (2) of section 7(f) of the ADEA. (i) EEOC's enforcement powers. (1) Section 7(f)(4) of the ADEA states: No waiver agreement may affect the Commission's rights and responsibilities to enforce [the ADEA]. No waiver may be used to justify interfering with the protected right of an employee to file a charge or participate in an investigation or proceeding conducted by the Commission. (2) No waiver agreement may include any provision prohibiting any individual from: (i) Filing a charge or complaint, including a challenge to the validity of the waiver agreement, with EEOC, or (ii) Participating in any investigation or proceeding conducted by EEOC. (3) No waiver agreement may include any provision imposing any condition precedent, any penalty, or any other limitation adversely affecting any individual's right to: (i) File a charge or complaint, including a challenge to the validity of the waiver agreement, with EEOC, or (ii) Participate in any investigation or proceeding conducted by EEOC. (j) Effective date of this section. (1) This section is effective July 6, 1998. (2) This section applies to waivers offered by employers on or after the effective date specified in paragraph (j)(1) of this section. (3) No inference is to be drawn from this section regarding the validity of waivers offered prior to the effective date. (k) Statutory authority. The regulations in this section are legislative regulations issued pursuant to section 9 of the ADEA and Title II of OWBPA.