text:
Upgrading A Ford 9-Inch Rear For More Durability On The Dirt
This upgrade can be done in your shop, but low labor costs make it worth going to an expert.The crash was downright nasty. There was fire, a car climbing the wall, and mud flying everywhere. In other words, a real crowd pleaser. Thankfully, good construction practices paid off and the driver walked away. The old Monte Carlo, though, wasn't as lucky. Among the many items on the repair list was a busted rearend.
Instead of simply throwing the same parts back at the rearend, we decided an upgrade was in order. Granted, there is no guarantee that anything short of a Sherman tank would have survived this mishap without some serious damage, but that's not the point. Because gear ratios multiply torque, it is possible to inflict over three times the torque your engine produces on the rear axles. Combine that with the fact that, depending on conditions, a dirt racetrack can be as slippery as glass or provide a tremendous amount of traction. And let's face it, most of us aren't like Winston Cup teams that replace an entire rearend after a set number of laps. Most racers run 'em until they break, then fix them as best they can and keep on going. Knowing your rearend is capable of handling a season's worth of abuse without letting you down can save us all a few headaches.
A thorough inspection showed the damage to the rearend was not as substantial as first thought. The left-side axle had sheared off at the splines from twisting forces. Obviously, a new set of axles was in order, but to find out what else we needed, we took the center chunk to a professional. Richard Mellentine is a former Winston Cup gear specialist who has recently set up shop on his own-RM Gear and Harness-building transmissions, rearends, and wiring harnesses for racers on all levels. A complete inspection produced no more damaged parts, but Mellentine did recommend several steps we could take to beef up the rearend without increasing rotating weight.
Dig In The first step is a complete disassembly of the rearend's center section. Every piece is meticulously inspected-except for the bolts, which are immediately thrown in the trash. "There's probably nothing wrong with any of them," Mellentine explains, "but it's cheap insurance. Bolts are subjected to a certain amount of stretch if they are properly torqued into place. It's a good idea to replace them after every couple of teardowns. Since I don't know the history of this rearend, I'll go ahead and replace them now."
Another piece headed for the junk bin is our cast-iron carrier. It's bulky, heavy at 13.4 pounds, and prone to cracking. Most racers will upgrade this piece with an aluminum spool, but we turned to Quick Performance to try its new ultra-lightweight steel spool. This spool uses just five finger-shaped flanges for bolting up the ring gear and is actually lighter than most aluminum spools at only 5.6 pounds. Because we are reducing rotating weight in the spool by a jaw-dropping 7.8 pounds, it allows us to beef up the axles to make them stronger without hurting performance. The axles that were damaged were 28-spline units, so we are switching to thicker 31-spline axles (1.195 inches in diameter for the 28-spline versus 1.325 for the 31). And of course, the new spool had to be ordered to accept 31-spline axles.
Spit Shined If the ring-and-pinion is damaged in an accident such as ours, it is usually in the form of broken or cracked gear teeth. This ring-and-pinion turned out to be fine, but since Mellentine had it out on the table anyway, he recommended cutting and polishing the gears to reduce friction and heat buildup. Mellentine is one of the rare gear specialists who does not depend on an REM machine when it comes to polishing gears. Instead, believing he can do a better job himself, he does all the work by hand. His setup is surprisingly simple and effective-something most racers can do themselves.
Since our ring-and-pinion has already been run in several races, it's easy to see the wear pattern where the teeth have been making contact. Before he begins polishing, Mellentine uses a die grinder to knock the sharp edges off the ends of the teeth on both the ring-and-pinion. It's obvious from the wear pattern these areas are not making contact with the mating gear and are only stress points. Also, when the car is under heavy acceleration, thrust forces cause the pinion to work its way to the top of the ring gear (the outside edge). "Depending on how deep the pinion is set to contact with the ring gear, under heavy load it can actually walk itself up the ring gear and start rolling over the outside edge," Mellentine explains. "So I'll also cut the top edge down so that if the pinion teeth come near the edge of the ring gear it won't be hitting that sharp edge. When you have the pinion hitting a sharp edge, it starts putting stress points in the pinion, which causes heat and increases the chance of cracking something."
Polishing is done with a buffing wheel mounted to a bench grinder. One neat tip here if you are attempting this yourself is to use a screwdriver on the spinning buffing wheel to cut a groove into the face of the pad. This allows you to polish both the drive face and coast face of the gear teeth at the same time and to reach all the way to the bottom of each tooth. It took less than 20 minutes for Mellentine to put a mirror finish on both the ring-and-pinion. The final task before everything hit the parts washer is to smooth any rough spots inside the housing with a die grinder. Again, rough spots are the first places cracks will appear under stress and are also magnets for excessive heat.
Big Bearings Another weak area Mellentine pointed out in our center section was the inner pinion bearing. Whenever power is applied to the wheels, the inner pinion bearing is under load. The more power put to the rear wheels, the greater the load. Standard sizes are fine for street cars, but the larger bearing helps distribute the increased load caused by high-horsepower race cars. Bearing failure is not the only problem we are trying to avoid here. As the bearing wears, it slowly loses its ability to hold the pinion in the correct position. The slop that comes into play will increase heat gear wear, and the potential for breaking gears. The larger bearing requires that we also install a larger pinion retainer; both are the same pieces Mellentine used when building Winston Cup rearends.
The rest of the assembly process is straightforward for a Ford 9-inch rearend. Mellentine recommends 20 in-lb of preload on the pinion bearing. He says that after 30 laps of practice the bearings will take a set and-if you were willing to take the rearend back apart and actually check it-that number will be down to 5 or 6 in-lb.
Along with the bigger inner pinion bearing, Mellentine also recommends using a steel spacer instead of a crush sleeve. "A stock crush sleeve is fine in a street car," he says, "but in a race car it's just going to keep crushing as you put pressure on it. What happens is you will loosen the pinion and bearing up, and you are going to start having gear failures, bearing failures, seal leakage, and things like that. By going with the solid steel spacer, you aren't going to have that problem. As the bearing takes a set, you are going to get a little bit of looseness, but you want some and it's not going to be enough to cause a problem."
Final Check Unlike many gear specialists, Mellentine uses gear-check paint on both the drive and coast sides of the teeth all the way around the ring gear when checking lash. When doing a wear pattern test, you are looking for a consistent pattern all the way around the teeth and for the contact on the thrust face to be near the bottom of the teeth. When the gears are under torque, the contact patch will move up the face of the ring gear teeth. You want the pinion gears to make complete contact with the ring gear teeth and not walk off the top.
Also, instead of checking just a single point for lash, Mellentine marks four points on the ring gear and checks lash with a dial indicator in all four locations to make sure there are no warping or runout problems. Lash must be between 0.006- and 0.009-inch to fall between Mellentine's acceptable parameters. If lash is too tight, the rearend will suffer from excessive heat buildup and can scuff the gears. Too little and you run the risk of breaking pinion teeth. Finally, Mellentine resets the dial indicator to the back face of the ring gear and spins the pinion-again to check runout. For this check, he wants to see no more than 0.0025-inch variance. This check is not for the quality of installation but for the quality of the ring gear and spool. Too much variance means there is an alignment problem. There's no fix in this situation other than to determine which piece is at fault and replace it.


text:
Monday, August 10, 2009
Sunday Market - August 9
6 comments:
- bosconet said...
Heh, that picture set looks like something you'd see in a flash slide show from Bill Cunningham's On The Street 'column' in the NYTimes.
- August 10, 2009 10:02 AM
- Pigtown-Design said...
Thanks, Basconet. I was worried about showing too many butts!
- August 10, 2009 10:11 AM
- Beth said...
We always end up taking whatever reusable shopping bags are at the top of the pile! I think we have about 50 of them.
Now for why I think bags are best. The market often gets VERY crowded, especially on the far side from City Hall between the vendor I like to think of as the pea lady and The Breadery. You can always pull a bag in front of you as you try to burrow through the crowd, but baskets, pull carts, etc, not so much.
Great pictures!
- August 10, 2009 10:15 AM
- Pigtown-Design said...
Beth... also, the pea and the flower people on the other side of the market are having a feud and the flower people are really sticking their tables waaaaay out in the aisle. it really bottlenecks there. such a pain.
- August 10, 2009 10:20 AM
- strawberriesinparis said...
Yay for my strawberry bag! Thats crazy that some people brought an actual kitchen shelf cart!
- August 14, 2009 11:16 AM
I congratulate, it seems magnificent idea to me is
- December 11, 2009 5:40 PM

subset: commoncrawl


text:
switchvideo needed a new logo design and created a contest on 99designs.
A winner was selected from 92 designs submitted by 34 freelance designers.
We are a new eLearning business that take more of a marketing approach to eLearning and Training... we create materials that are more like watching a video on YouTube and less like sitting in school.
We have a 'mark' for our logo that we have used for our other marketing business. We want to use this same mark for our new logo but want a bit of a refreshed, more current look.
The name of the business is Switch Learning
You can see the 'mark' at http://switchmarketing.com/wp-conte…rbg_sm.gif
You can download it from the description part.
Switch Learning
We are about a year old and are getting ready to officially launch our eLearning programs. We work with large corporate clients and create great learning/marketing videos along with interactive websites to help employees learn.
We also do marketing work at http://www.switchmarketing.com where we using the same 'mark' that we want to use in this logo.
We want a new logo based on this 'mark'.
You can download it here -
- Based on our current mark.
- Same colours as current mark.
- no rainbows
Find out how a design contest works or learn more about our logo design services.


text:
Review Date: September 2017
Review Officer: Primary and Secondary Deputy Head Teacher
|Whole School Behaviour Policy
|Every member of the school community has a right to attend school safely. Staff and students are entitled to attend QIS to work and learn together in a mutually supportive, safe and respectful environment. The behaviour policy and school rules are an essential way of making these expectations clear to everyone and to ensure a positive learning environment is maintained.
Behaviour is the choice and the responsibility of the individual. Learning is the key focus of QIS and so behaviours which encourage learning are to be encouraged and rewarded whilst behaviours which might disrupt or hinder learning are to be challenged and pro-actively discouraged.
A framework of guidance and clear expectations is essential to this and it should be based on the latest research and educational thinking on what constitutes positive behaviour. As students get older strategies to reward and challenge behaviour may change but the basic framework and system of progression through the policy remains the same across the whole school in order to ensure consistent handling of issues.
The basic tenet of any behaviour policy is that positive behaviours should always be encouraged first and that good teaching and effective learning will always be the best way to encourage positive behaviour and reduce negative behaviour.
|· To promote high quality teaching and learning as a key to successful behaviour management.
· To reward and encourage children to behave positively
· To pro-actively discourage negative behaviours
· To support and enable students to take responsibility for their behaviour.
· To provide a clear framework for the consistent handling of behaviour issues
· To ensure fair and proportionate steps are taken to deal with poor behaviour
· To ensure that teachers, students and parents recognise that maintaining a high standard of behaviour is the responsibility of everyone.
· To promote self-discipline, fostering self-respect, respect for others, and care for the school in the wider community and environment.
· To promote the school core values:
Caring for each other in a safe environment
Respect and equality for all
Working together to learn better
Equipping people for life
Taking pleasure and enjoyment for learning
Being healthy, happy and feeling valued
|In producing this policy QIS has used guidance from the SEC/Ministry of Education in Qatar and also the edited DfE Document included in the Appendix.
Both the Primary and Secondary Schools at QIS adopt a 10 stage process in dealing with poor behaviours in an attempt to work with students and their families to avoid repetition of unwanted and negative conduct.
Behaviour Guidelines
Although it is impossible to define all forms of poor behaviour that may be exhibited by students in school the most common are set out here as examples of what this policy is designed to deal with.
Misbehaviours include:
§ Not completing homework
§ Disruptive behaviour
§ Bullying
§ No Planner or lack of required equipment
§ Chewing gum
§ Incorrect uniform
§ Unnecessary or inappropriate physical contact
§ Unnecessary or inappropriate social contact. Eg. Fraternising with the opposite sex.
§ Defacing or damaging School property
§ Use of mobile phones during school hours
§ 'Play' fighting
§ Not prepared for lessons
§ Prejudicial or racist behaviour
§ General silliness
§ Bad language or swearing
§ Disrespecting others, rudeness
§ Aggressive or violent conduct
§ Being in an 'inappropriate' area of school without permission. Eg. A secondary student in primary
§ Behaviour that does not 'fit' the QIS student profile (see appendix)
§ Smoking
§ Use of any form of banned or inappropriate substance
These behaviours must be addressed proactively and positively by every member of staff at QIS in a professional and appropriate way, in accordance with this policy. Although it would be impossible to give precise guidance on how to deal with each and every incident of poor behaviour the following strategies are listed as a guide of how we might typically approach such behaviours on a day to day basis.
Appropriate Sanctions may include:
· Talking and explaining to the student the inappropriate nature of their actions in order to gain their understanding and co-operation
· A verbal reprimand.
· Extra work or repeating unsatisfactory work until it meets the required standard.
· The setting of written tasks as punishments, such as writing lines or an essay.
· Loss of privileges –
· for instance the loss of a prized responsibility or not being able to participate in a non-uniform day or extra event.
· Missing break time.
· Detention including during break time or after school
· School based community service or imposition of a task – such as picking up litter; tidying a classroom; helping clear up the hall or activity space or removing graffiti.
· Regular reporting including early morning reporting;
· scheduled uniform and other behaviour checks;
· or being placed "on report" for behaviour monitoring.
· Withdrawal from certain lessons and replacement with appropriate alternative learning
· Change of class or teaching group
· Temporary internal exclusion (typically 1-5 days)
· Temporary, fixed term external exclusion (typically 1-5 days)
· Any other agreed and reasonable sanction supported by parents. Eg. Parent may attend a certain lesson with their child
· Permanent exclusion and relocation to another school (with SEC approval)
The following tables show how the school will deal with behaviour, in a step by step fashion across primary and secondary.
Consequences of Poor Choices -Primary
The steps below relate to unacceptable behaviour including anti-social or disruptive behaviour, a lack of respect for property or person, in particular bullying or racism or any other form of prejudice which contravenes the vision of the school – Aspiring to Excellence; Building futures; Celebrating Diversity
If a student disrespects a staff member, hits, punches and/or intimidates another student involving contact they may be internally suspended or sent home for the rest of the day.
1 – 4 are daily.
Consequences of Poor Choices -Secondary
These procedures and tables will be applied consistently and fairly and will promote the concept of personal responsibility for the student.
These have been drawn up in consultation with staff and students to provide a simple and clear set of guidelines for students to follow. These are communicated to students, are published on classroom walls and are also available for parents to see inside the Student Planner or on request.
Physical violence will not be tolerated at QIS and will result in a minimum sanction of an internal suspension. More serious incidences of violent behaviour or threat to safety may result in an immediate move to stages 7-10, depending on the severity of the case.
Sexually or culturally inappropriate behaviour will also not be tolerated in anyway and may lead to an immediate move to stages 7-10 depending on the severity of the case.
It should be noted that although there is a clear step system applied to the sanctions, one significant incident or major event can result in more serious sanctions being applied. E.g. serious assault.
It should also be noted that full investigations should be mounted into the all incidents especially when the more serious consequences and stages are being dealt with.
Mitigating circumstances may well apply to decisions taken especially where the parents are for example particularly supportive and are working well with the school. In these instances greater success can be expected in addressing the poor behaviour/s together.
Role of the teachers and adults in the school
Ultimately, we want children to behave well, out of consideration for themselves and others and to promote a culture of respect. However, rewards and sanctions are a necessary part of the learning process and help to ensure that the students are clear on the expectations and standards that are set by QIS. The precise nature of rewards and sanctions must be a matter for the professional judgement of individual teachers and the context of each situation faced but the frameworks are set out in this policy, school planners and displayed in the classrooms for teachers to follow and apply.
The following general principles inform this professional judgement: Good behaviour is noticed and acknowledged by the class teacher. The school seeks to foster an atmosphere in which success is shared. Positive comments are therefore given a high profile; good behaviour is highlighted from time to time in assembly and parents are notified when there has been a significant improvement in a child's behaviour. The emphasis is upon a genuine response of approval for good behaviour rather than mechanistic systems of reward.
Sanction is used consistently and calmly. Sanctions are proportionate to the seriousness of the misbehaviour is not designed to humiliate but emphasises disapproval, and seeks to improve an individual's behaviour in future. A straightforward "telling off" will be all that is needed in the vast majority of cases to communicate disapproval to a child. For more persistent problems, the school will follow the sanctions that are clearly laid out in this policy.
|QIS Student Profile (appendix 1)
· Positive
· Happy
· Friendly
· Motivated
· Determined
· Team player
· Considerate
· Expert listener
· Well organised
· Reliable
· Responsible
A QIS student is determined to succeed
They are positive and optimistic, having high aspirations for themselves and the other students around them. They are resilient when facing set-backs but also realistic in their plans for the future. They are self-motivated and are unafraid of failure. They have a strong work ethic and engage with all learning opportunities to the best of their ability. They try to put in all of their effort, all of the time. They enjoy learning and see beyond just the essential information needed to pass exams. They are happy to take risks and try new things.
A QIS student is balanced
They have a wide variety of interests, hobbies and friends. They value all of the subjects that they study as well as extra-curricular opportunities. They are kind, honest and respectful to other students and other members of the school community. They are genuine in what they say and are friendly and caring.
A QIS Student is responsible
They manage their time effectively to ensure that deadlines are met. They are where they need to be when they need to be. They keep their promises and are ready to learn during every lesson. They respect and follow the school rules with an understanding that they are there for everyone's benefit. They accept when they have made a mistake and take ownership for putting things right.
A QIS Student is part of a team
They understand that everyone has a role to play in the classroom and on the sports field. They accept that we all have different abilities and talents but that we should play to our strengths not our weaknesses. They are willing to support their classmates so that everyone can be successful. They are able to communicate effectively by speaking in English, respecting and valuing the fact that other people may have different opinions to them.
Class Dojo Behaviour 2016-17 – Primary (Appendix 2)
· All students will start on green every day.
· Yellow – thinking time and therefore no dojo point to be deducted.
· Orange – dojo point deducted and parents automatically alerted.
· Red – another dojo point deducted and parents alerted again.
· Any red should be documented on SIMS with an explanation of the incident/ unwanted behaviour.
· First pattern of reds should be dealt with by the Class Teacher, then the Year Leader and then PLT (please refer to the consequence chart).
· Meetings with parents must be recorded on SIMS for tracking purposes.
· If the child moves back from red to orange to yellow and to green then they cannot regain the previously lost dojo but should then work on achieving another dojo for outstanding behaviour.
· The 10 minutes deducted at the red stage must be seen through by the teacher who issued the red (if this is not possible during break time e.g. teacher is on duty then the child can stand next to you for the 10 minutes or if you have a different break then you can accompany the child for 10 minutes during another lesson) * this has been discussed with specialist subject teachers and will be reviewed at the end of term.
· The Class Dojo points are given for outstanding behaviour and not academic achievement BUT it will link as we will be rewarding behaviour for learning e.g. listening, trying hard, following instructions etc.
· Children will be aiming to achieve 15 points by the end of the week (consistent throughout Primary) and Year Leaders will send letters to parents to highlight this positive behaviour – in KS1 the Purple Star letter is sent home.
· Children can only move to the purple when they have achieved 15 dojo points.
· Purples should also be recorded on SIMS as you will need to keep count for any end of term rewards.
· The children will start at 0 points every Sunday.
Short Term: Dojo points
Medium Term: Letter/ email sent home
Long Term: End of term reward
REWARDS 2016/17 – Secondary (appendix 3)
Information regarding behaviour and rewards is displayed in all classrooms
Student profile is clearly displayed in every classroom. (appendix 1)
Rewards are issued to students in class or around school where they have produced work of a standard that exceeds their usual capabilities. They can also be used to recognise and reward a student who goes over above what is expected of a QIS student.
Term 1 Timescale for administration is 18/9/16 – 10/11/16 (8 weeks)
Bronze Certificate 27 merits
Silver Certificate 36 merits
Gold Certificate 45 merits
Term 2 Timescale for administration is 3/1/17 – 16/3/17 (10 weeks)
Bronze Certificate 33 merits
Silver Certificate 44 merits
Gold Certificate 55 merits
Term 3 Timescale for administration is 18/9/16 – 18/5/17 (whole year)
Bronze Certificate 50 merits
Silver Certificate 80 merits
Gold Certificate 120 merits
2. 100% Attendance Awards
Same timescale as for Merit Awards
Certificates are presented at prize assemblies at the end of each term as per school calendar.
Behaviour and discipline in schools
Advice for headteachers and school staff
January 2016
About this departmental advice
Expiry or review date
Key points
The school behaviour policy
Developing the behaviour policy
Discipline in schools –
teachers' powers
Punishing poor behaviour
Behaviour and sanctions
Pupils' conduct outside the school gates –
teachers' powers
Matters schools should consider when imposing detentions
Detentions outside school hours
Confiscation of inappropriate items
Power to use reasonable force
Seclusion / isolation rooms
About this departmental advice
This guide is from the Department for Education. It provides advice to headteachers and school staff on developing the school behaviour policy and explains the powers members of staff have to discipline pupils.
The purpose of this document is to provide an overview of the powers and duties for school staff. It is for individual schools to develop their own best practice for managing behaviour in their school.
Expiry or review date
This advice will be kept under review and updated as necessary
Key points
Teachers have power to discipline pupils for misbehaviour which occurs in school
and, in some circumstances, outside of school.
The power to discipline also applies to all paid staff (unless the headteacher
says otherwise) with responsibility for pupils, such as teaching assistants.
Headteachers, proprietors and governing bodies must ensure they have a strong
behaviour policy to support staff in managing behaviour, including the use of
rewards and sanctions.
The school behaviour policy
What the law says:
Maintained schools
1. The headteacher must set out measures in the behaviour policy which aim to:
· promote good behaviour, self -discipline and respect;
· prevent bullying;
· ensure that pupils complete assigned work;
· and which regulate the conduct of pupils.
2. When deciding what these measures should be, the headteacher must take account of the governing body's statement of behaviour principles. The headteacher must have regard to any guidance or notification provided by the governing body which may include the following:
· screening and searching pupils;
· the power to use reasonable force and other physical contact;
· the power to discipline beyond the school gate;
· when to work with other local agencies to assess the needs of pupils who display continuous disruptive behaviour;
· and pastoral care for staff accused of misconduct
3. The headteacher must decide the standard of behaviour expected of pupils at the school. He or she must also determine the school rules and any disciplinary penalties for breaking the rules.
4. Teachers' powers to discipline include the power to discipline pupils even when they are not at school or in the charge of a member of staff.
5. The headteacher must publicise the school behaviour policy, in writing, to staff,
Parents and pupils at least once a year.
6. The school's behaviour policy must be published on its website (School
Information (England) Regulations 2008)
. Where they do not have a website the governing body should make arrangements for the behaviour policy to be put on a website and to make the address and details (of the website) known to parents.
Home- school relations are important but schools can determine how best to foster these relationships. If schools choose they can have voluntary home school
Developing the behaviour policy
It is vital that the behaviour policy is clear, that it is well understood by staff,
parents and pupils, and that it is consistently applied. In developing the behaviour policy, the headteacher should reflect on the following ten key aspects of school practice that, when effective, contribute to improving the quality of pupil behaviour
1) A consistent approach to behaviour management;
2) Strong school leadership;
3) Classroom management;
4) Rewards and sanctions;
5) Behaviour strategies and the teaching of good behaviour;
6) Staff development and support;
7) Pupil support systems;
8) Liaison with parents and other agencies;
9) Managing pupil transition; and
10) Organisation and facilities.
The school's behaviour policy should set out the disciplinary action that will be
taken against pupils who are found to have made malicious accusations against school staff.
Discipline in schools – teachers' powers
Key Points
Teachers have statutory authority to discipline pupils whose behaviour is
unacceptable, who break the school rules or who fail to follow a reasonable
instruction (Section 90 and 91 of the Education and Inspections Act 2006).
The power also applies to all paid staff (unless the headteacher says otherwise)
with responsibility for pupils, such as teaching assistants.
Teachers can discipline pupils at any time the pupil is in school or elsewhere
under the charge of a teacher, including on school visits.
Teachers can also discipline pupils in certain circumstances when a pupil's
misbehaviour occurs outside of school.
Teachers have a
power to impose detention outside school hours.
Teachers can confiscate pupils' property.
Punishing poor behaviour
What the law allows:
Teachers can discipline pupils whose conduct falls below the standard which
could reasonably be expected of them. This means that if a pupil misbehaves, breaks a school rule or fails to follow a reasonable instruction the teacher can impose a punishment on that pupil.
To be lawful, the punishment (including detentions) must satisfy the following three
1) The decision to punish a pupil must be made by a paid member of school staff or a member of staff authorised by the headteacher;
2) The decision to punish the pupil and the punishment itself must be made on the
school premises or while the pupil is under the charge of the member of staff; and
3) It must not breach any other legislation (for example in respect of disability, special educational needs, race and other equalities and human rights) and it must be reasonable in all the circumstances.
A punishment must be proportionate. In determining whether a punishment is
reasonable, section 91 of the Education and Inspections Act 2006 says the penalty must be reasonable in all the circumstances and that account must be taken of the pupil's age, any special educational needs or disability they may have, and any religious requirements affecting them.
The headteacher may limit the power to apply particular punishments to certain
staff and/or extend the power to discipline to adult volunteers, for example to parents who have volunteered to help on a school trip.
Corporal punishment is illegal in all circumstances.
should consider whether the behaviour under review gives cause to
suspect that a child is suffering, or is likely to suffer, significant harm. Where this may be
the case, school staff should follow the schools' safeguarding policy
. They should also consider whether continuing disruptive behaviour might be the result of unmet educational or other needs. At this point, the school should consider whether a multi-agency assessment is necessary.
Behaviour and sanctions
A clear school behaviour policy, consistently and fairly applied, underpins effective
education. School staff, pupils and parents should all be clear of the high standards of behaviour expected of all pupils at all times. The behaviour policy should be supported and backed-up by senior staff and the head teacher.
Good schools encourage good behaviour through a mixture of high expectations,
clear policy and an ethos which fosters discipline and mutual respect between pupils, and between staff and pupils.
Schools should have in place a range of options and rewards to reinforce and
praise good behaviour , and clear sanctions for those who do not comply with the school's
behaviour policy. These will be proportionate and fair responses that may vary ac
cording to the age of the pupils, and any other special circumstances that affect the pupil.
When poor behaviour is identified, sanctions should be implemented consistently
and fairly in line with the behaviour policy. Good schools will have a range of disciplinary measures clearly communicated to school staff, pupils and parents. These can include:
· A verbal reprimand.
· Extra work or repeating unsatisfactory work until it meets the required standard.
· The setting of written tasks as punishments, such as writing lines or an essay.
· Loss of privileges –
· for instance the loss of a prized responsibility or not being able to participate in a non-uniform day (sometimes referred to as 'mufti' days).
· Missing break time.
· Detention including during lunch-
· time, after school and at weekends.
· School based community service or imposition of a task – such as picking up litter
· or weeding school grounds; tidying a classroom; helping clear up the dining hall
· after meal times; or removing graffiti.
· Regular reporting including early morning reporting;
· scheduled uniform and other behaviour checks;
· or being placed "on report" for behaviour monitoring.
In more extreme cases schools may use temporary or permanent exclusion.
Pupils' conduct outside the school gates –
teachers' powers
What the law allows:
Teachers have the power to discipline pupils for misbehaving outside of the school
Premises "to such an extent as is reasonable"
Maintained schools and Academies' behaviour policies should set out what the
school will do in response to non-criminal bad behaviour and bullying which occurs off the school premises and which is witnessed by a staff member or reported to the school, including the punishments that will be imposed on pupils.
Subject to the behaviour policy, teachers may discipline pupils for
misbehaviour when the pupil is:
· taking part in any school -organised or school-related activity or
· travelling to or from school or
· wearing school uniform or
· in some other way identifiable as a pupil at the school.
· or misbehaviour at any time, whether or not the conditions above apply, that: could have repercussions for the orderly running of the school or
· poses a threat to another pupil or member of the public or
· could adversely affect the reputation of the school.
In all cases of misbehaviour the teacher can only discipline the pupil on school
premises or elsewhere when the pupil is under the lawful control of the staff member
The times outside normal school hours when detention can be given (the
'permitted day of detention') include:
a) any school day where the pupil does not have permission to be absent;
b) weekends
– except the weekend preceding or following the half term break; and
c) non-teaching days – usually referred to as 'training days', 'INSET days' or 'non-
contact days'.
The headteacher can decide which members of staff can put pupils in detention.
For example, they can limit the power to heads of year or heads of department only or they can decide that all members of staff, including support staff, can impose detentions.
Matters schools should consider when imposing detentions
Parental consent is not required for detentions.
As with any disciplinary penalty a member of staff must act reasonably given all
the circumstances, as described in paragraph 15 above, when imposing a detention.
With lunchtime detentions, staff should allow reasonable time for the pupil
to eat, drink and use the toilet.
Detentions outside school hours
School staff should not issue a detention where they know that doing so would
compromise a child's safety. When ensuring that a detention outside school hours is reasonable, staff issuing the detention should consider the following points:
Whether the detention is likely to put the pupil at risk.
Whether the pupil has known caring responsibilities which mean that the detention
is unreasonable.
Whether the parents ought to be informed of the detention. In many cases it will be
necessary to do so, but this will depend on the circumstances. For instance, notice
may not be necessary for a short after school detention where the pupil can get
home safely; and Whether suitable travel arrangements can be made by the parent for the pupil. It does not matter if making these arrangements is inconvenient for the parent.
Confiscation of inappropriate items
What the law allows:
There are two sets of legal provisions which enable school staff to confiscate items
from pupils:
1) The general power to discipline (as described in the bullets under the heading
"Discipline in Schools– Teachers' Powers" on pages 3 and 4) enables a member
of staff to confiscate, retain or dispose of a pupil's property as a punishment, so
long as it is reasonable in the circumstances. The law protects them from liability
for damage to, or loss of, any confiscated items provided they have acted lawfully
The legislation does not describe what must be done with the confiscated item and the school behaviour policy may set this out; and
Power to search without consent for "prohibited items"
· knives and weapons
· alcohol
· illegal drugs
· stolen items
· tobacco and cigarette papers
· fireworks
· pornographic images
· any article that has been or is likely to be used to commit an offence, cause
· personal injury or damage to property ; and
· any item banned by the school rules which has been identified in the rules
as an item which may be searched for. The legislation sets out what must be done with prohibited items found as a result of a search.
Weapons and knives and extreme or child pornography must always be handed
over to the police, otherwise it is for the teacher to decide if and when to return a
confiscated item.
Power to use reasonable force
Members of staff have the power to use reasonable force to prevent pupils
committing an offence, injuring themselves or others, or damaging property, and to
maintain good order and discipline in the classroom.
Head teachers and authorised school staff may also use such force as is
reasonable given the circumstances when conducting a search without consent for
knives or weapons, alcohol, illegal drugs, stolen items, tobacco and cigarette papers, fireworks, pornographic images or articles that have been or could be used to commit an offence or cause harm.
Schools can also identify additional items in their school rules which may be searched for without consent. Force cannot be used to search for these items.
Separate advice is available in 'Use of Reasonable Force –advice for school
leaders, staff and governing bodies'. See Associated Resources section below for a link to this document.
Seclusion / isolation rooms
Schools can adopt a policy which allows disruptive pupils to be placed in an area away from other pupils for a limited period, in what are often referred to as seclusion or isolation rooms. If a school uses seclusion or isolation rooms as a disciplinary penalty this should be made clear in their behaviour policy.
As with all other disciplinary penalties, schools must act reasonably in all the circumstances when using such rooms (see paragraphs 14 and 15)
. Any use of isolation that prevents a child from leaving a room of their own free will should only be considered in exceptional circumstances. The school must also ensure the health and safety of pupils and any requirements in relation to safeguarding and pupil welfare.
It is for individual schools to decide how long a pupil should be kept in seclusion or
isolation, and for the staff member in charge to determine what pupils may and may not do during the time they are there. Schools should ensure that pupils are kept in seclusion or isolation no longer than is necessary and that their time spent there is used as constructively as possible.
Schools should also allow pupils time to eat or use the toilet.


text:
AT&T has still not yet officially announced the Nokia Lumia 920, which is expected to come to the US carrier late next week (November 9th), but we're already quite certain of the price tag.
Best Buy had a pre-sale and just the other day, eBay (with Best Buy) also had the Lumia 920 up for early orders. Both times the phone was listed at $149.99 (with a $599 off contract price). To us, that's all the info we really need but if you wanted just a little more proof of that super aggressive price tag, you can take a gander above in our pic.
That price is from Nokia's mobile site (lumia920.12dld.mobi), which via a PC just shows some static Tiles but upon launching it on your phone, you get a different picture. The top Tile reveals an AT&T logo with that $149.99 price, which should be reassurance for those of you who have not pre-ordered.
It should also reassure those worried about Nokia, as they clearly are gunning to make the 920 an irresistible sell. Throw in a free charge pad and we think they have a shot to sell many--after all, the 32GB Lumia 920 is literally half the price of a 32GB iPhone 5. Not bad.
Thanks, decab, for the link!


text:
My Light Graffiti
Light Graffiti has come to fame over the last couple of years and there are quite a bit of amazing works to show on the internet demonstrating what can be achieved.
Light graffiti artists create unique tagging in air or sometimes around object in dimensional way and then images are clicked with time-lapse photography. Sometimes this tagging is not even possible with spray paints.
Posted by Siriphong P. at 9:42 PM


text:
Who, What, Why: What is planking?
A man has died in Australia after taking part in the internet phenomenon of planking. But what is it and where did the craze come from?
The victim, a man in his 20s, fell from a balcony railing in Brisbane while a friend photographed him, according to police.
The phenomenon of planking involves lying face down in a public place - the stranger the better - and posting photos on social networking sites such as Facebook. Aficionados lie expressionless with a straight body, hands by their sides and toes pointing into the ground.
Two groups claim to have invented the prank - either in Somerset in 2000 as the "lying down game" or eight years later in South Australia as planking. Both groups have rival Facebook sites boasting more than 100,000 fans.
Planking has grown in popularity, particularly in Australia where there has been huge media coverage. An Australian rugby league player David "Wolfman" Williams celebrates scoring by planking, while one of the nation's leading chatshow hosts Kerri-Anne Kennerley opened a show last week by planking on the TV sofa.
In the same week police served a trespass notice on a man caught planking on a squad car.
Now, following the first planking death, Queensland police have warned pranksters that they may be charged with "unauthorised high-risk activity" and Prime Minister Julia Gillard has advised people to be careful.
Lying down
Despite its Australian popularity, the earliest practitioners were Gary Clarkson and Christian Langdon in 2000, who started lying down in public places in Taunton in order to be photographed. They called it the lying down game.
Then in 2007, their friend Daniel Hoppin took the phenomenon online. "They'd started lying down in bars and clubs to try to spin people out. So we began a Facebook group to see who could get the craziest photo."
The British media latched onto the craze in July 2009, with the result that the Lying Down Game Facebook page went from 8,000 to 35,000 members. It now has 107,000 fans.
In September 2009, A&E staff at the Great Western Hospital in Swindon were suspended for playing the game while on duty.
But why lying down?
"Because it's utterly ridiculous," says Hoppin, who now works in the building trade in Sydney. "If you go on holiday, you take a photo of yourself in front of the Eiffel Tower or the Leaning Tower of Pisa. We thought it would be hilarious if you're not interested and lying down instead."
In Australia, the activity was named planking.
"Planking was a term myself and two other mates came up with roughly in the summer of 2008 or 2009," says 25 year-old Sam Weckert, a carpenter living in South Australia.
It started as a prank on dance floors and went on to balancing flat on low-lying objects such as pot plants, post boxes and public bins. Friends then took it to Melbourne, at which point Weckert decided to create a Facebook fan page to share "plank" photos.
"It didn't really blow up until a few local radio stations got hold of it, ran competitions, and it grew very quickly. I never thought it would get to 5,000 or 10,000. But now we have over 120,000 fans."
The growth of planking is an example of the "meme" - an idea that goes viral online and becomes a global trend. Recent examples are Lolcats, Hitler Downfall parodies, flashmobbing and extreme ironing.
"Exhibitionism has been around since the dawn of time," says Nate Lanxon, editor of wired.co.uk. "YouTube and digital cameras just takes it into a whole new realm. The ultimate goal is for your photo to become the most popular."
The essence of planking is not lying "stiff as a board" but juxtaposing it with an unexpected place, says Lanxon. The death in Australia will only accelerate the meme of planking, he says, as people become curious and decide to Google the term.
But for one of the founders of the lying down game, the death has changed everything "Perhaps the magic has gone now," says Hoppin. "I probably won't do it again. People need to concentrate on the humorous ones rather than the extreme, dangerous ones."


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Student or Learner
Hello everyone !
It's the 1st time I use usingenglish.com. My English teachers are on holidays and do not really fancy correcting papers between Christmas and New Year... I understand them !
I want to apply for a summer training in an American Research Laboratory. I have to send my cover letter and a CV. I have already written them and I really would like to have someone to check it and help me if there are mistakes or strange phrases.
Thank you a lot.
Here's my cover letter (don't worry about the page layout, I've copied from Word):
I'm trying to write rather with American English.
"Dear Ms. XXX,
I am an Engineering student at the Arts et Métiers ParisTech in first year. I am interested in an internship with research laboratories of American universities.
Thanks to this opportunity, I could discover the work in a research laboratory. That would be very interesting since I may want to work in research later. Moreover, I want to complete my theoretical knowledge with practice and enhance my training. Going on a training course is quite adapted to do so.
I already travelled a lot all around Europe. I am very interested in discovering new cultures, new landscapes and meeting new people. Now, I want to grab this opportunity to go to America and discover this huge country and its culture.
Finally, I am planning to spend my third year of studies in an English-speaking country. Going to the United States this summer is a great way to make my English perfect and to increase my chances of getting such a double-diploma later.
Working in a university will be a perfect way to complete these objectives, which mean a lot.
Thank you for your time and consideration.
And my CV :
- I can adapt very quickly to new structures and
I can fix ambitious objectives and reach them
in autonomy or with a team.
Initiated to project management,
- I take decisions when circumstances need it.
- I have very good relations with clients and
keep a professional behavior at any time.
I can work on a just-in-time basis
Since 2012 : Arts et Métiers ParisTech (the adress of the website), Center of Cluny (71)
Engineering student, currently in 1st year
2009-2012 : Classes Préparatoires aux Grandes Écoles (Grenoble and Lyon)
Specialty : Mathematics, physics and engineer sciences
2009 : Baccalaureate scientific track with first class honors (St Romain En Gal, 69)
2003-2009 : Schooling in European section.
2012-2013 : Project leader in the challenge Les Entrepreneuriales (the adress of the website)
Regional contest on company creation in multidisciplinary teams. 25 teams selected over 39
Delivered work : a business plan on the feasibility.
Our project: system to automatically close sleeping bags and ground cloths.
2010-2012 : Realization of an analogic scale model of a Segway.
2008-2009 : Member of the French commission selected for the European Youth Parliament
(seat in the Parliament in Prague, organization of events in France)
2007-2009 : High-level athlete in kayak (12th at the French championships in 2008)
Coaching of teenagers. Help with logistics for regional competitions (catering, referring,
reception of athletes)
2006 -2010 : Volunteer for the Jazz à Vienne festival. Different positions (translation English / Spanish /
German for festivalgoers and artists, help to tourists)
- Movie fan
- I love discovering different cultures; I frequently travel in Europe alone or with groups.
Linguistic : - English : fluent. 3 months cumulated in the United Kingdom.
- Spanish : native language. 2 years cumulated in Argentina.
- German : good knowledge. 2 months cumulated in Germany.
Computer : - CAD software à Catia V5 (notions)
- Simulation Programs à Ansys V6 (notions)
- Office automation à Office pack (mastery)
- formal calculation software à Maple v12 (mastery)
I would be very grateful for any help.


text:
Annual Alfresco Partner Award Winners Highlight Record Channel Growth
Alfresco, the leading open source platform for social content management, today announced the winners of its second annual partner awards
LONDON--12 April 2011--Alfresco, the leading open source platform for social content management, today announced the winners of its second annual partner awards, which were selected from a group of over 250 global value-added resellers (VARs), system integrators (SI) and original equipment manufacturers (OEM). Last year alone, Alfresco added over 100 new partners and since 2005 there has been approximately $1B in SI-related customization services revenue generated around the Alfresco platform.
Tweet This: [email protected] announces 2011 partner award winners http://bit.ly/iab9Ri
The award winners were recognized at Alfresco's 2011 Kickoff Meeting that hosted nearly 200 partners and Alfresco employees from around the globe. The criteria for the Partner Awards was three fold as partners had to monetarily display new business momentum, show the quality of the Alfresco implementation as well as the innovative nature of the work.
"By supporting open standards and the integration of social business content, partners are able to more easily build applications using Alfresco to deliver portable solutions that enable partners to provide more effective and efficient solutions at a reduced price point."
The 2011 Alfresco Partner Award winners include:
North America Partner of the Year – CIGNEX
CIGNEX is the global leader in commercial Open Source & SAP Connect solutions for over 10 years. Headquartered in Santa Clara, CA with offices in Colorado, Florida, Michigan, Texas, New Jersey, United Kingdom, India, Singapore, Malaysia and Thailand and 400+ employees; CIGNEX has helped in improving client profitability by delivering commercial Open Source solutions to over 200 global customers.
"It is a great honor to be awarded Partner of the Year by Alfresco. Since 2005, CIGNEX has added tremendous value across the entire lifecycle of Alfresco adoption by enterprise clients - evaluation, implementation, integration, training and support. CIGNEX is working closely with Alfresco to roll-out frameworks and accelerators making Alfresco the compelling proposition for enterprises", said Amit Babaria, President & EVP – Americas, CIGNEX.
North America Solution of the Year – Rivet Logic
Rivet Logic provides consulting and training services that help organizations streamline their operations using enterprise-grade open source software. They offer a full suite of Alfresco services – including deployment, customization, integration, and authorized training – enabling you to fully leverage the power of this leading open source enterprise content management platform.
"The flexibility, capability, and cost-effectiveness of Alfresco has been well-received by our clients. Rivet Logic continues to be excited about our growing relationship. Alfresco provides the ability for even those clients on limited budgets to have quality, customized solutions and not with Alfresco building in more social content capabilities we can meet the client's demand on time and on budget," says Mike Vertal, President and CEO, Rivet Logic.
West EMEA Partner of the Year – Amplexor
Amplexor is a leading solution provider in the field of Enterprise Content Management in the Benelux. It offers consultancy and implementation services in the fields of web content management, document management, portals, XML component management and enterprise search and retrieval. Amplexor has a broad range of commercial and open source products and platforms in its portfolio.
EMEA Solution of the Year - WeWebU Software
WeWebU Software AG is the specialist for Enterprise Information Management and with its standard products, enterprises can access their complete information infrastructure via a unified, process-oriented working environment. Thus, they reduce costs, increase their employees' productivity, come to decisions faster and better, and make their whole enterprise more agile. The flagship product, WeWebU OpenWorkdesk, is a suite of applications for Enterprise Content Management with an intuitive Web 2.0 front-end and is available as Open Source, which can be used for all CMIS-based ECM systems such as Alfresco ECM.
North America Implementation of the Year, City of Denver Case Study – Zia Consulting
Zia Consulting is a group of dedicated professionals focused on dramatically improving business results through proven technical expertise in content management, rich internet application development and enterprise data management. Their dedicated professionals have a proven track record of delivering measurable results and technical innovation while leveraging business management experience.
EMEA Partner of the Year – IN2
IN2 is a consulting and systems integration company delivering successful solutions in complex technical and functional environments since 1994. Based in Barcelona, Spain, IN2 is a proven leader in building open source based solutions for the critical business processes of customers, and has earned a solid reputation in markets such as government, education, tourism, travel and financial. Their highly skilled professionals are constantly helping organizations improve their IT platforms and solutions with new open-source product and technology strategies in mind.
Asia Pacific Partner of the Year – CIGNEX
"Alfresco provides tremendous value to our enterprise clients in Asia Pacific, both in terms of ECM functionality and dramatic reduction in Total Cost of Ownership (TCO) over proprietary solutions – two factors very critical to adoption in the region. CIGNEX' reach in Asia Pacific and experience of over 50 successful global Alfresco implementations, coupled with the benefits provided by Alfresco have been key to our success", said Paul Anthony, President, CIGNEX.
The annual partner awards provides additional validation as Alfresco continues to strengthen its partner ties by unlocking the capabilities of social business systems to move beyond traditional enterprise content management with the concept of social content management, which was introduced earlier this year.
"Over the past year, we've experienced exceptional growth with our partners, which is apparent by the increase in the extraordinary quality of partners who participated in our annual Partner Awards," said Bill Robinson, VP Americas, Alfresco Software. "By supporting open standards and the integration of social business content, partners are able to more easily build applications using Alfresco to deliver portable solutions that enable partners to provide more effective and efficient solutions at a reduced price point."
Full details of the Alfresco Global Partner network are available on http://www.alfresco.com/partners/.
About Alfresco
Alfresco is the leading open platform for social content management. The platform combines the innovation of open source with the stability of a true enterprise-class platform, at a tenth of the cost of legacy ECM solutions. The Alfresco content platform uses a flexible architecture to provide document management, web content management, records management and social collaboration to customers and partners in 55 countries. Headquartered in London, Alfresco was founded in 2005 by a team of content management veterans including the co-founder of Documentum, John Newton, and former COO of Business Objects, John Powell.
Lois Paul & Partners
Linsey McNew
(001) 512-638-5316


text:
Hello there,
I don't know why we insist using a hook.... Thats the weak point of our system... 99% of the kiters never unhook in the water, they sould use any other connection with the chicken loop other than a hook.
Its very dangerous, I almost died because of it. Have a look at the thread below:
Safety first, my friends!!


text:
11 Foolproof Work Outfits To Try This Month
Click through to see which office-approved outfit combos you should try this month.
Photo:Style du Monde
The easiest way to look sophisticated, slim, and completely put together.
Get the look: Madewell Knitmix Pullover ($90) in Vanilla; Alexander McQueen Fitted Pencil Skirt ($630) in Pink
Image via Style du Monde
Photo:Style du Monde
For the days you're running late, stick with an all-black look.
Get the look: Basler Short Two Button Blazer ($495) in Black; J Brand Ready-to-Wear Marianne Trousers ($395) in Black
Image via Style du Monde
Photo:Lee Oliveira
Why not try a wrap dress this Wednesday?
Get the look: Diane von Furstenberg New Julian 2 Silk Wrap Dress ($365) in Cork Jungle Black; Aldo High Heeled Pointed Court Shoes ($132) in Yellow
Image via Lee Oliveira
Photo:Style du Monde
Proof: Pantsuits can be feminine.
Get the look: ASOS Crepe Blazer ($85) and Slim Leg Crepe Trousers ($57) in Coral
Image via Style du Monde
Photo:The Urban Spotter
A lightweight trench should be your go-to jacket this spring!
Get the look: Edun Drape Back Dress ($398) in Black; Burberry Prorsum Long Boat Neck Gabardine Trench Coat ($1,695) in Honey
Image via The Urban Spotter
Photo:A Love Is Blind
Mix a casual sweater with a pretty skirt for the perfect office-appropriate look.
Get the look: Antik Batik Brest Sweater ($170) in White; Club Monaco Langley Skirt ($170) in Black
Image via A Love Is Blind
Photo:Gastro Chic
Keeping it simple never looked so good.
Get the look: CP Shades Boyfriend Shirt ($120) in White; 1. State High Rise Wide Leg Pants ($108) in Black
Image via Gastro Chic
Photo:Gastro Chic
Here's how to pull off a jumpsuit at the office.
Get the look: Vince Short Sleeve Jumpsuit ($395) in Hunter Green; Oasis Neutral Biker Coat ($185) in Neutral
Image via Gastro Chic
Photo:Style du Monde
The ultimate working-woman outfit for a creative office.
Get the look: Theory Gabe B II Blazer ($395) in Black; EACH x OTHER Slouchy Shorts ($357) in Black
Image via Style du Monde
Photo:A Love Is Blind
For a more polished (and HR-friendly) look, we suggest tucking in your blouse.
Get the look: Theory Marcela Blazer ($455) in Black; 10 Crosby Derek Lam Fluid Trousers ($395) in White
Image via A Love Is Blind
Photo:Collage Vintage
There's something so sharply chic about cropped trousers. We approve!
Get the look: J Crew Café Capri Pants ($90) in Desert; Steve Madden Absurrd Heels ($110) in Tan
Image via Collage Vintage
Now that your outfits are set, here are 24 stylish and office-acceptable shoes you need this spring!


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Company responsible for infrastructure at the government's largest construction project since the Pentagon
For Michael Springman, there are three clear reasons why Northrop Grumman Corp. won the 10-year, $2.6 billion contract to build the IT infrastructure for the Homeland Security Department's new headquarters campus.
First, Northrop's plan meets the requirements and shows that it can do the job within cost and schedule constraints.
Second, Northrop has a relationship with DHS, such as providing the Homeland Security Data Network.
And finally, Northrop has a solid reputation for partnering with its government customers.
"Those are the main factors," Springman said, and he should know as Northrop Grumman's vice president and program manager in charge of the project.
DHS and the General Services Administration are building a new campus to house the headquarters operations of DHS and its component agencies. When completed, there will be 14,000 employees using 55 buildings. Clark Construction is handling the physical construction, which includes rehabilitating 51 historic buildings that were part of the St. Elizabeths Hospital campus, a former psychiatric institution in Southeast Washington. It will be the government's biggest office complex project since it constructed the Pentagon.
Northrop Grumman's team includes large businesses such as IBM Corp. and Johnson Controls, which will provide smart-building technology. The project has environmental goals that include a minimum of receiving Leadership in Energy and Environmental Design Silver certification.
A division of Northrop Grumman, Diebold and Cosentini Associates will work on physical security. CACI International will help with networking technology. TWD and Associates will supply secure audiovisual and conferencing technology.
The contract also comes with a 40 percent small-business subcontracting requirement.
Springman said Northrop plans to go beyond just subcontracting. "Part of what we want to do is be a member of the community at large," he said. For example, Northrop is already involved with nearby Ballou High School to support technology education.
The redevelopment of St. Elizabeths is expected to be an economic engine for that part of Washington.
For the project, Springham said the primary challenge will be forming a governance model and then sticking to it. Northrop has begun meeting with Clark, DHS and GSA to develop an integrated master schedule.
"All the parties have to be part of it and knowledgeable and invested in the plan," he said. "And it has to be closely managed. The primary thing is to have visibility into the plan and schedule at all times."
About the Author
Nick Wakeman is the editor-in-chief of Washington Technology. Follow him on Twitter: @nick_wakeman.
Printable Format
E-Mail this page
FWIW, putting a new DHS or any other new government hadquarters in or near the Washington D.C. area is ill advised from a security standpoint alone.
It is the perfect location for DHS at St. Elizabeths Hospital psychiatric institution.
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text:
Hope you all had an amazing week so far!
The weather gets warmer and warmer, which is both good and bad..I don't like when the weather gets really hot but it is perfect for going to the beach and getting a tan! I definitely need a new, bit darker foundation that looks natural and perfect for Summer, any suggestions?
I was never a huge fan of ruffle skirts, just because I didn't really like their material, but this one is perfect..It's kind of a thick material so it prevents the hem from flowing around (too much!). Shirts are definitely my go to tops when I want something chic yet effortless, and to give this outfit a more "lay-down" touch I haven't tucked the shirt in.
I am wearing:
Shirt - Primark
Skirt - H&M (similar one - here & here)
Heels - New Look
Bag - Primark
Bracelet - Gift


text:
Sponsored Link:
Horizon Treadmill Review Index
General Information:A low to mid-range line produced by Johnson, the producers of Vision, Matrix, and AFG. The packaging on these machines is nothing short of spectacular, especially considering the price. Their component quality has picked up. Horizon has eliminated their ultra-cheap price points and is only producing units that have a minimum quality level for walkers. We think it is a big improvement and they make an excellent value.
Manufacturing Philosophy:Hit low price points and sell as many as you can seems to be the philosophy of this brand for Johnson and at this point, they are doing it very well. We visited the headquarters and major factory outside of Shanghai and found that Johnson is the most integrated manufacturer of fitness equipment in the world. This can be both good and bad. The good is that you are in control of almost all aspects of production. The bad is that you are in control of almost all aspects of production- if you mess up there is no one else to blame. They are focused on doing things the right way so it appears that this is a case where it is good overall. We were impressed with their quality procedures and design and testing processes and the reviews will reflect these facts.
Company Outlook : Horizon has decided to give retailers a �take-it-or-leave-it�proposition. Essentially, they are saying here is the product and here is the price and we have a minimum level of acceptable quality. If you don�t like it, don�t buy it. In the past, many of their units were simply scaled down unit from their other brands but now Horizon is much more distinct. The only problem is now they are generally available online so the service level is typically not present. They make a very strong treadmill, especially near the $700 to $1000 price point.


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Census Highlighted on Canadian Television
The Census has been featured in a half hour television segment on the Canadian Broadcasting Coporation's show "Land and Sea." The show visited the Fundy Isles in the Gulf of Maine to film NaGISA researchers as they sampled the intertidal and subtidal zone. The segment provides an overview of the Census as a whole and a detailed look at NaGISA research in the Gulf of Maine, which is led by Peter Lawton, Centre for Marine Biodiversity and Gerhard Pohle, Huntsman Marine Science Centre. The full video, which features both above and underwater footage and interviews, is available online at the CBC Land and Sea website (requires Real Player to view): Land and Sea.


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When I last spoke with Michael Mendheim, he was promoting his newest graphic novel "The Four Horsemen", a story that he had adapted from a proposed video game and published under the Heavy Metal imprint. Since then, he's returned to producing video games with his sights set on bringing back an all-time classic!
With a Kickstarter campaign running to fund the game, Mendheim took some time from his busy schedule to talk about the challenges of reviving "Mutant Football League":
Michael Mendheim: Hi Elliott! Thanks so much for the interview. It's always special when I'm doing press for my hometown.
Geek To Me: For those who don't know you, tell us about yourself: how long have you lived in the area?
MM: My name is Michael Mendheim and I develop and produce videogames. I've lived and worked in Los Angeles and San Francisco for key parts of my life but am very happy to be back working in my hometown of Chicago with my wonderful wife and son who I love more than the world.
My primary work and focus is in the video game industry but I've also gotten my toes wet in the
comic industry as well. Some of the products I've worked on include: Mutant League Football & Hockey (Sega Genesis), BattleTanx (N64), Army Men: Sarge's Heroes (N64), Def Jam: Icon (XBox / PS3), Robocalypse (NDS) and CrimeCraft (PC). Last year my first graphic novel was released, a 3 book trilogy called, The Four Horsemen of the Apocalypse, which won the 2012 Ghastly award for best original horror novel and currently run a casual game company called, Digital Dreams Entertainment LLC. We're about to release our first title called, Hip Hop Trivia starring the rapper, Murs.
G2M: Why did you think now was the time to bring back Mutant Football League?
MM: For those who don't know, Mutant Football League is a game of brutal football, played by wise-cracking mutants and monsters. These mutants parody real NFL Players, which is where the game gets its wicked sense of humor. Gameplayers can win the traditional way, by scoring more points than the opposition or by annihilating their opposition so they can no longer field a team. The original game was a #1 hit, spawned a sequel (Mutant League Hockey) and even a Saturday morning cartoon show.
Fans of the original game have kept the idea alive through blogs, reviews, articles and online surveys (the original game was released in 1993). After enough prodding and realizing it was the 20th Anniversary of the original game, the timing felt right. We chose to put the game on Kickstarter to try and raise funds to develop the game. By going through Kickstarter, the game will stay independent, which allows us to have full creative control over the original storyline and characters we're designing.
G2M: Tell me about the challenge in bringing it back. What obstacles have you guys encountered?
MM: Initially, just getting the trademark and going through the legal hurdles to make sure we're not doing anything that is going to be a problem for Electronic Arts (they were the publisher of the original titles but have since abandoned the trademark). Figuring out the technology was also critical for us, so we've recently teamed-up with Run Games Development Studio to source their engine for Football Heroes (a very fun football game for iOS mobile phones and tablets) to use in Mutant Football League. By working with Run Games and using their tech as our starting point for our game we will substantially reduce our development risk. Instead of building everything from scratch we can build on top of an existing game, which is already a fun game and has all the core elements already in place (Dynamic Camera, User Interface, smooth and intuitive controls, consistent frame rates, Online play, AI, Power-ups, RPG Elements (ratings and stats), Audio, Physics and Collisions, etc. etc. etc.). The Art Direction on Mutant Football League will look completely different than Football Heroes. Mutant Football will be a much grittier art style.This technology allows us to get our game to market faster, which is huge for us since this whole endeavor will be funded through Kickstarter providing we can hit our goal.
G2M: How will MFL be different from it's previous incarnation, if at all?
MM: Absolutely – we're going to change a lot from the original game but retain its' heart and soul. Our backers and fans can help shape the direction of the game. They will have input on character & stadium design, team & player names, weapons and hazards among other features.
We know we're going to change the camera views; it's a safe bet to say the entire visual presentation from the original game will be different. We want to try and capture a television angle view, something in line with a Tecmo Bowl style point of view.
We'd also like to add more weapons for sure and things called Enforcers. Mutants are big, mean, ugly SOB's... so what do you do to keep them in line? You get bigger, meaner, even uglier brutes to monster the bejeesus out of them. And that's exactly what Enforcers are; they don't catch, they don't throw... they just go after the opposing teams stars like a wrecking ball in a glassware shop.
Another feature we want to develop is, digital Player Card Packs. These are in game rewards that are earned in-game (and not purchased). When you open the pack, you receive a set of player cards with funny facts and player bios. Rare and uncommon cards include unlockables like a unique animation, a secret team or stadium, etc. Our crack team of scientists haven't quite figured out how to package stale gum in with these yet, but rest assured: we're trying.
G2M: If I wanna get in on this revival, what do I need to do?
MM: If you're a fan of Mutant League and want to see the game get made, please spread the word, share it on your facebook page, tweet it, shout it out!
There's still time left to turn this thing around!


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Mindy Rogers
|Birth Date:
|Huntsville, Ala.
|High School:
|Randolph School
Pre-BSC: Ran for coach James Terwilliger at Randolph School... four-time All-State Cross Country honoree... All-Metro Cross Country as a sophomore... three-time Scholar Athlete... received the Bruce Tonettie Memorial Award as a sophomore... Coach's Award recipient as a freshman, and named Most Valuable Runner as a sophomore... also lettered in indoor and outdoor track and field and golf... for indoor track, was named Varsity Girls Top Newcomer in seventh grade, received the Varsity Girls PR Award in eighth grade, received the Varsity Girls MVP Award as a freshman and sophomore... for golf, received the Coach's Award in seventh grade, the Going for the Green Award in eighth grade, named Top Female Golfer as a sophomore, received the Bobby Jones Golf Award as a junior, and the Outstanding Golfer Award as a senior... National Junior Honor Society and National Honor Society member... four-year High Honor Roll member... received the Yale Book Award... member of the Spanish Honor Society and Mu Alpha Theta... Huntsville Times Head of the Class.
Personal: Born on Nov. 28, 1990... daughter of Chris Berger and Tom Rogers... has one younger brother, Logan... undeclared major.
Personal: Born on Nov. 28, 1990... daughter of Chris Berger and Tom Rogers... has one younger brother, Logan... undeclared major.


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Submitted By Firm:
Addleshaw Goddard
Michael Leftley, Sarah Harrop
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The termination date under the contract of employment is a different legal concept to the "effective date of termination" (EDT) for the purposes of employment protection against unfair dismissal – in theory two different dates could apply. In the 2010 case of Gisda Cuf v Barratt, the Supreme Court decided that for the purposes of the EDT, notice is only effective once the employee has actually read the notice letter. In this recent case, Newcastle upon Tyne NHS Foundation Trust v Haywood, the Court of Appeal reached a different conclusion in relation to the date of termination of the contract of employment.
Ms Haywood was at risk of redundancy. During the consultation, she told the Trust she would shortly be going on holiday for two weeks. During her holiday, the Trust reached a decision to make her redundant and wrote to her on 20 April 2017 serving her 12 weeks' notice of the termination of her employment. It was important to the Trust that notice to terminate Ms Haywood's employment was served on or before 26 April 2017, because otherwise she would accrue additional pension benefits.
The Trust sent their letter by email, standard mail and recorded delivery. They used her husband's email address, which Ms Haywood had used once to write to them. The recorded delivery letter was picked up by her father-in-law and left at her home on 26 April 2017. Ms Haywood arrived home in the early hours of 27 April 2017, went to bed and then read the letter later that morning.
Ms Haywood's contract did not contain any special terms about notice – it simply said that her employment may be terminated by the employer by a notice period of 12 weeks.
The Court of Appeal agreed with the lower court's decision that notice was not served until 27 April 2017. They said that, unless there is an express contractual term that sets out when notice of termination is effective, then notice is only served when the employee, personally, has taken delivery of the letter containing notice.
This meant that Ms Haywood received notice on 27 April 2017, when she returned from holiday and received the letter. Here, there was no dispute that Ms Haywood also read the letter that same day; but the Court observed that the notice would still have been effective on receipt, even if she had chosen not to read the letter.
The Court said there was no case authority saying that notice could be served by email. In this case the email service was not effective because it was her husband's email address and she had not agreed to receive communications via the email address. They also said the father-in-law's receipt of the letter on 26 April 2017 could have counted as notice being served if he had been acting as Ms Haywood's agent – but that wasn't the case here.
The Court reached this conclusion by a majority of two judges to one. The dissenting judge disagreed, saying that the notice should have been validly served once the letter arrived at Ms Haywood's address, whether or not she was there to receive it.
The judges struggled with the facts of this case – a testament to the fact that termination of employment is often messy and normal legal principles can't always be cleanly applied. It's possible that the case will be appealed to the Supreme Court for further guidance and certainty.
For the time being, it would be sensible for employers to include express guidance in the notice clauses of employee contracts, specifying when the notice will take effect and how it can be served. The Court was clear that its conclusions were reached in the absence of express terms in Ms Haywood's contract about this. In particular, in today's business world, it would be sensible to include an express term that notice can be served over email.
Newcastle upon Tyne NHS Foundation Trust v Haywood
Your free resource for obtaining labor and employment law information worldwide.
Altra Industrial Motion Inc. has multiple locations in the U.S., as well as Central America, Europe, and Asia. The Employment Law Alliance has proved to be a great asset in assisting us in dealing with employment issues and matters in such diverse venues as Mexico, Australia, and Spain. We have obtained excellent results using the ELA network for matters ranging from a multi-state review of employment policies to assisting with individual employment issues in a variety of foreign jurisdictions.
In one instance, we were faced with an employment dispute with a former associate in Mexico that had the potential for substantial economic exposure. The matter had been pending for over a year, and we were not confident in the employment advice we had been receiving. I obtained a referral to the ELA counsel in Mexico, who was able to obtain a favorable resolution of the dispute in only a few days. Based on our experiences with the ELA, we would not hesitate to use its many resources for future employment law needs.
In my career I have been a practicing attorney, counsel to the Governor of Maine, and CEO of a major public utility. I have worked with many lawyers in many settings. When the American University in Bulgaria needed help with employment litigation in federal court in Syracuse, New York, we turned to Pierce Atwood, the ELA member we knew and trusted in Maine, for a referral. We were extremely pleased with the responsiveness and high quality of service we received from Bond Schoeneck & King, the ELA's firm in upstate New York. I would not hesitate to recommend the ELA to any employer.
David T. Flanagan
Member of Board of Trustees
I really enjoyed the Conducting an Effective Internal Investigation in the United States webinar. We are in the midst of a rather delicate employee relations issue in California right now and the discussion helped me tremendously. It also reinforced things that you tend to forget if you don't do these investigations frequently. So, many, many thanks to the Employment Law Alliance for putting that webinar together. It was extremely beneficial.
Lynn Clayton
Vice President, Human Resources
I recently participated in the ELA-sponsored webinar on the Employee Free Choice Act. I was most impressed with that presentation. It was extremely helpful and very worthwhile. I have also been utilizing the ELA's online Global Employer Handbook. This compliance tool is absolutely terrific.
I am familiar with several other products that purport to provide up-to- date employment law information and I believe that this resource is superior to other similar compliance manuals. I am delighted that the ELA provides this free to its members' clients.
Employment Law Alliance (ELA) has provided Boyd Coffee Company with a highly valued connection to resources, important information and learning. With complex operations and employees working in approximately 20 states, we are continually striving to keep abreast of specific state laws, many of which vary from state to state. We have participated in the ELA web seminars and have found the content very useful. We appreciate the ease, cost effectiveness and quality of the content and presenters offered by these web seminars. The Global Employer Handbook has provided our company with a very helpful overview of legal issues in the various states in which we operate, and the network of attorneys has helped us manage issues that have arisen in states other than where our Roastery and corporate headquarters are located in Portland, Oregon.
As an international operating outsourcing and consulting supplier Capgemini has used firms of the Employment Law Alliance in Central Europe. We were always highly satisfied with the quality of employment law advice and the responsiveness. I can really recommend the ELA lawyers.
As an employment lawyer based in San Francisco, I work closely with high tech clients with operations around the globe. Last year, one of my clients needed to implement a workforce reduction in a dozen countries simultaneously. And they gave me 48 hours to accomplish this. I don't know how I could have pulled this off without the resources of the ELA. I don't know of any single law firm that could have made this happen. My client received all of the help they needed in a timely fashion and on a cost effective basis.
Stephen J. Hirschfeld
As the Vice President for Litigation & Associate General Counsel for my company, I need to ensure that we have a team of top-notch employment lawyers in place in every jurisdiction where we do business. And I want to be confident that those lawyers know our business so they don't have to reinvent the wheel when a new legal matter arises. With more than 3400 stores and 35,000 employees operating in all 50 U.S. states and across Canada, we rely on the ELA to partner with us to help accomplish our objectives. I have been delighted with the consistent high quality of the work performed by ELA lawyers. I encourage other in-house counsel to use their services, as well.
Ingram Micro is the world's largest technology distributor, providing sales, marketing, and logistics services for the IT industry around the globe. With over 13,000 employees working throughout the U.S. and in 35 international countries, we need employment lawyers who we can count on to ensure global legal compliance. Our experience with many multi-state and multi-national law firms is that their employment law services are not always a high priority for them, and many do not have experts in many of their offices. The ELA has assembled an excellent team of highly skilled employment lawyers, wherever and whenever I need them, and they have proven to be an invaluable resource to our company.
Our company, Konami Gaming, Inc., is growing rapidly in a very diverse and highly regulated industry. We are aggressively entering new markets outside the domestic U.S., including Canada and South America. I have had the recent opportunity to utilize the services provided by the ELA. The legal advice was both responsive and professional. Most of all, the entire process was seamless since our Nevada attorney coordinated the services and legal advice requested. I look forward to working with the ELA in the future, as it serves as a great resource to the legal community.
Jennifer Martinez
Vice President, Human Resources
Until recently, I was unaware of the ELA's existence. We have subsidiaries and affiliates throughout the United States, as well as in Asia, the Middle East and Europe. When a recent legal issue arose in Texas, our long-time Nevada counsel, who is a member of the ELA, suggested that this matter be handled by his ELA colleague in Dallas. We are very pleased with the quality and timeliness of services provided by that firm, and we are excited to now have the ELA as an important asset to help us address employment law issues worldwide.
The ELA network has been immensely important to our company in helping us address an array of human resources challenges around the world. I strongly encourage H.R. executives who have employees located in many different jurisdictions to utilize the ELA's unparalleled expertise and geographic coverage.
Stacy Murphy
Former Senior Director of Human Resources
As the General Counsel for a company with 6,500 employees operating across the U.S. and in eight countries, it is critical that I have top quality lawyers on the ground where we do business. The ELA is an indispensable resource. It has taken the guesswork out of finding the best employment counsel wherever we have a problem.
Jill K. Bond
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We have direct sales and service offices all over the U.S., but have not necessarily had the need in the past for assistance with legal work in every state where we have a business presence. From time to time, we suddenly find ourselves facing a legal issue in a state where we have no outside counsel relationship. It has been a real benefit to know that the ELA has assembled such an impressive team of experts throughout the U.S. and overseas.
A few years ago, we faced a very tough discrimination lawsuit in Mississippi. We had never had to retain a lawyer there before. I was absolutely delighted with the Mississippi ELA firm. We received an excellent result. They will no doubt handle all of our employment law matters in Mississippi in the future. I have also obtained the assistance of several other ELA firms around the U.S. and have received the same outstanding service. The ELA is a tremendous resource for our company.
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Sanmina-SCI has facilities strategically located in key regions throughout the world. Our customers expect that we will provide them with the highest quality and most sophisticated services in the marketplace. We have that same expectation for the lawyers with whom we do business. With operations in 17 countries, we need to be certain that we have a team of lawyers working together to address our employment law needs worldwide. The ELA has delivered exactly what it promised-- seamless and consistent high quality services delivered in each locale around the globe. It has quickly become a key asset for our human resources department.
We own, manage, and franchise hotels throughout the U.S. and in more than 90 countries. With more than 145,000 employees worldwide, ensuring that we comply with the complex web of local labor and employment laws in every one of these jurisdictions is a daunting task. The Employment Law Alliance has served as an important resource for us and we have benefited greatly from its expertise and long reach. When a legal dispute or issue has arisen in some far-flung place, Employment Law Alliance lawyers have always provided responsive, practical, and cost-effective assistance.
Wilmington Trust has used the ELA to locate firms in California, Washington State, Georgia, and Europe. Our experience with the ELA lawyers with whom we have worked has always been one of complete satisfaction and prompt, practical advice.
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Muscle Mustangs & Fast FordsEvents
Shelby American Going Global With New Las Vegas Headquarters
With the brand-new 2015 Mustang already globally confirmed, one company is strategically preparing. Starting on December 1st, 2013 in Las Vegas, Nevada, Shelby American will open a new 135,000 square-foot state-of-the-art global headquarters, which will house all of its operations under one roof.
"Shelby American is gearing up for global expansion," said John Luft, president of Shelby American. "The decision to move operations into our new headquarters is consistent with what Carroll did many times in the past. Our new facility allows us to be more nimble and accessible to our customers, while dramatically improving production and operational efficiency."
Shelby American is the only auto manufacturer in the state of Nevada where it produces three continuation model Shelby Cobras, the Shelby GT500, Ford Mustang, Raptor, and Focus. The current location sits on the outskirts of Vegas with five different buildings conducting different phases of business. The new headquarters will conveniently sit right near the Las Vegas strip and McCarran International Airport, making it easily accessible. The new HQ will combine all production processes, the Speed Shop, the Shelby automotive museum, gift shop, and special factory tours all at one location.
"Consolidating our manufacturing and Speed Shop facilities under one roof will accelerate production while providing the flexibility to ramp up new vehicle models," said Gary Davis, vice president of production, research and development at Shelby American. "We carefully planned this move for minimal interruption of customer deliveries by setting up duplicate production lines in both locations during the transition."
Worldwide demand for Shelby vehicles is high, and it only makes sense for them to reach out globally with the new-generation Mustang ready to travel across the pond. Shelby American will be a major player for years to come in regards to global automotive manufacturing and performance parts.
"The hunger for American performance vehicles overseas is helping drive sales for Shelby branded parts worldwide," said Jer Gervasi, vice president of the Shelby Performance Parts division. "As we grow our global vehicle and parts reach, this new facility positions us well for the future."
The move to a bigger HQ in the heart of Vegas was indeed strategic since the city is a mecca for automotive enthusiasts and leisurely travelers. Especially with SEMA, the biggest automotive trade show held conveniently down the street at the Las Vegas Convention center every year.
"Over the past 50 years, Carroll Shelby relocated Shelby American several times as the company evolved," said Joe Conway, President of Carroll Shelby International. "From the original factory in Southern California to our recent facilities at the edge of the Nevada desert, each move was executed to meet the business needs of the company at that time. As Shelby American has evolved into a more consumer direct business, the need to be close to the famed Strip and close proximity to the airport will give the Shelby brand added exposure to millions of people who visit Las Vegas annually."
The plan is to open this new place later on this year so stay tuned! Check out www.shelbyamerican.com.
Photos Courtesy of Shelby American.


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City of Lincoln
Mayor's Office
2006 Media Releases
In connection with the City's annual Abraham Lincoln Birthday Celebration, Professor Ken Winkle, Chair of the UNL History Department, will present a program on Lincoln at noon Friday, February 3 in the Steinhart Room at the Lied Center, 301 North 12th. His topic is "The Great Body of the Republic: Abraham Lincoln and the Great Plains." The program is free, and those attending are invited to bring lunch.
The program is made possible by the Nebraska Humanities Council (NHC) as part of the NHC Speakers Bureau. For information on available speakers, visit www.nebraskahumanities.org or call the NHC at 474-2131.
The sixth annual Abraham Lincoln Birthday Celebration is from noon to 5:30 p.m. Sunday, February 12. The celebration is free to the public and will take place again at North Star High School, 5801 North 33rd Street. For the first time, the celebration will include a recreation of a Lincoln-Douglas debate beginning at 2:30 p.m. The celebration is produced by the City of Lincoln and the Lincoln-Lancaster County Convention and Visitors Bureau with support from the NHC. For more information on the Celebration, visit the City Web site at lincoln.ne.gov.


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This website provides an overview of ocean surface circulation. Satellite and model data allows high school students to investigate circulation patterns, navigation, associated weather and climate, natural hazards and marine resources. There are... (View More) five lessons affiliated with this site; the teacher and student guides to each can be accessed directly from the home page. (Note that these lessons are cataloged individually.) Other links provide information on background, impact, gathering data, researchers, data resources and a glossary. There are also online quizzes on the home page on navigation, coriolis force, satellites, ocean warming, energy balance, and ocean gyres. (View Less)
Audience: High school
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fanventure precisava de um novo design de página da web e criou um concurso na 99designs.
Um vencedor foi selecionado entre 10 designs enviados por 7 designers freelancers.
fanventure is focused on anticipating tomorrow's music stars and enabling fans to connect. Our portfolio currently consists of Justin Bieber and Girls Aloud forums at JustinBieber.org and GirlsAloud.net.
We also own JustinBieberTickets.com which currently has a very simple layout on it. We are looking for this to be redesigned by you!
We are likely to have future projects for the winner.
Female Justin Bieber fans aged 11-16 (and their parents!). It should therefore be fun, engaging and exciting, while also encouraging a call to action.
Title: JustinBieberTickets.com
Subtitle: Get your Justin Bieber concert tickets!
Logo: "Powered by fanventure" (attached)
Left content:
1. Tour Dates:
- Date, city and venue of each concert (see JustinBieberTickets.com for full list).
- Button to the right of each line named "Buy Tickets". This button should stand out as it is the key call to action for the page.
Right content:
1. Mailing List:
- Title: Get concert news!
- Text: "For news on Justin Bieber concerts, please submit your details below."
- Fields: "First Name", "Last Name", "Country" and "Email Address".
- Submit button: "Join the mailing list"
2. Advert (above fold)
- Title: Sponsor
- Image: 300x250 image
3. Affiliates:
- Title: Affiliates
Content: 4 affiliate image buttons (120x60 split into 2 rows).
4. Links: (below fold if needed)
- Title: "Justin Bieber Links"
- 6 website text links
Also include a space for a 728x90 advert at the top centre of the page.
Myriad Pro font if possible (comes with Adobe Illustrator).
Primary colour should be purple. Any secondary colours.
For licensed photos of Justin Bieber, we suggest you go to PRPhotos.com and use a free version of a few selected images. We will then purchase them for you should you win the contest. One already purchased is attached.