text:
On 15 August 2006 smoke from the July war bombs had still not settled, the smell of death and artillery was still congesting the air, a ceasefire was declared but remained uncertain, the blockade ongoing, and more than half of the Lebanese shoreline was soaking in black toxic oil.
The country woke up to a major "collateral damage" to deal with: an oil spill that blackened its beaches, important coastal world heritage sites and environmentally significant areas with fragile ecosystems.
One of the Lebanese hotspots that were affected by the spill is the Palm Islands Nature Reserve, a marine protected area that houses endangered fauna, flora and avifauna. The reserve counts 156 species of birds, including many migratory birds as well as the endangered loggerhead and Green marine turtles.
The oil spill resulted from an Israeli bombing of the Jiyyeh coastal power plant that took place on 13 and 15 July and spilled some 15,000 tons of toxic fuel oil and polluted 150 km of the eastern Mediterranean country's shoreline. The spill spread northwards contaminating 150 km of the Lebanese seashore, reaching the southern Syrian coast. Affected areas are around Beirut, Tabarja, the historic town of Byblos, in Anfeh and the Palm Islands Nature Reserve off Tripoli .
The toxic oil, which is still covering rocky coasts, has killed algae and other organisms that fish and turtles feed on. Consequently, fishermen have reported decreased numbers of fish harvests compared to previous years. Oil, which has sunk to the sea bed is reappearing in the form of tar balls and is re-contaminating sandy beaches. Moreover, oiled and dead birds are still being discovered in monitored places like Palm Islands Nature Reserve.
The oil spill was described by Yaacoub Sarraf, then Environment Minister of Lebanon as "the most important environmental disaster in Lebanon's history." It affected major economic sectors including fishermen's livelihoods and tourism. On 15 August, international players in environment and disaster management started landing in the country to support the government of Lebanon in addressing the problem. Experts, equipment, know-how and finances were brought to the country.
The World Conservation Union (IUCN), in close consultation with the Ministry of Environment in Lebanon, the Italian Ministry of Foreign Affairs – the Directorate General for Development Cooperation (DGCS), and independent film maker Hady Zakkak chose to document in sound and image the oil spill and the activities that followed its occurrence. As a consequence, "The Oil Spill Documentary" was produced to highlight a victim that often goes unnoticed during times of war: the environment.
Under the High Patronage of the President of the Council of Ministers, the Ministry of Environment, IUCN, DGCS and Hady Zakkak are organizing the Premiere of the film on Thursday 26 April in Centre Sofil, Empire Theaters, Ashrafieh, Lebanon. The event starts at 6:30PM. The event will be held in the presence of ministers, ambassadors, leaders of civic organizations and the general public.
While exposing the written facts and the evolution of the situation through powerful images and intervention of professionals, the documentary combines also short stories of people interacting with the catastrophe. The film presents diverse points of view on the catastrophe and reflects a human approach.
"The gallery of characters is rich in diversity , it varies from fishermen to scientists, oil spill experts and artists who converted to volunteers in oil spill clean-up" Zakkak said .
Through all these characters and short stories, the situation is revealed as time passes. The oil spill is affecting the biodiversity and important economic sectors. And even in parts of the Lebanese shoreline south of Jiyyeh, which have not been directly affected, other dangers, such as the possibility of oil arriving with to these areas as a result of changes in sea currents, are threatening the environment and the life of people and species .
The documentary gives a dynamic view of the situation and shows an interaction between civil society, the state and local and foreign experts. The links between the short stories provide the facts and figures. As in any documentary, this structure interacts with reality and with the events on the ground. The Mediterranean Sea is the center of the catastrophe. Long term effects of the war are a fact. The war on the environment is a long-time war that doesn't end with a cessation of hostilities.
For more information, please contact Ms. Hala Kilani: [email protected]


text:
- Home
- News
- Sports
- Opinion
- Obituaries
- Features
- Special Sections
- Classifieds
- Public Notices
TELL CITY – Nearly one and a half million families have been able to change their financial situation through Financial Peace University, the 13-week course taught by Dave Ramsey on DVD.
FPU teaches families and individuals common-sense principles like how to make a plan with their money so they are able to free themselves of debt and build lasting wealth. FPU is available for churches, military, nonprofit agencies and businesses.
FPU will be held locally at Tell City First Baptist Church, 802 13th St. in Tell City. The classes will begin at 4 p.m. Sunday.
If you currently subscribe or have subscribed in the past to the Perry County News, then simply find your account number on your mailing label and enter it below.
Click the question mark below to see where your account ID appears on your mailing label.
|ZIP Code:

subset: commoncrawl


text:
When I was growing up (hell, even now), I always heard scary stories about evil arrogant scientists. Megalomaniacs with fancy degrees from Ivy League schools (or somewhere European) with publications in Nature and Science who demand anyone 'lower' than them grovel at their feet.
If anyone Ive met in science-world could have fit this description, it should have been Hung Fan. Graduate of MIT, worked at the Salk Institute, co-author on a paper with David Baltimore, a gazillion dollars in grant money, head honcho over at UC Irvine... He should have been one of those Arrogant Scientists.
Dr. Fan is one of the *nicest* individuals I have ever met. Wow. I mean, Im sure you all will be shocked to hear this, but Im *kinda* contrary in the lab, and especially with visiting virologists. So I tried to pick a fight with Dr. Fan over David Baltimores recent comments-- Uh uh. We had a wonderful conversation on the topic. He told me about virology-world before/during the discovery of HIV, some insight on Baltimores project and personality, and he was so encouraging about my research.
So I tried to pick a fight with him over Louis Villarreal**, as Dr. Fan has also co-authored a paper with him. Dr. Fan had lovely things to say about Dr. Villarreal and about viral evolution!
Okay, now, seriously-- Im really combative about ideas, and I kept pushing on various topics the entire day. He never got worked up or short with me, and he always just had the most insightful, and above all, encouraging comments!
He didnt tell me to go kill myself once!!
As he was leaving this evening (he stayed late to talk to a few of us longer, again, NICE!!), I asked him what his advice would be to a first year grad student studying virology. "To quit while you can and go to medical school?" I laughed.
"No! Enjoy yourself! Make sure you love to come into work every day! Make sure you love doing the experiments even when they dont work! But make sure you love your research!" he said cheerfully.
I looked at Bossman and we both ROFL. Today was a good day :)
** More on him later!! Dr. Villarreal is also a really friggen nice guy, at least through email, but I havent met him :P You know, my only encounters with Arrogant Asshole Scientists have been with Creationist 'scientists'... hmmm?
Monday, February 18, 2008
Nicest Guy in Science
When I was growing up (hell, even now), I always heard scary stories about evil arrogant scientists. Megalomaniacs with fancy degrees from Ivy League schools (or somewhere European) with publications in Nature and Science who demand anyone 'lower' than them grovel at their feet.
4 comments:
- Ian said...
Oh, the arrogant asshole scientists are real...like the creationists, most of them are compensating for their own insecurities. On the other hand, some of the nicest, most down-to-earth people are the ones sleeping with their undergrads.
- Art said...
Hung Fan sounds like a fine fellow, and you tested him severely. I can visualize this. LMAO here.
-- HalfMooner
- Reynold said...
It could be worse...you should try meeting Johnathon Sarfati sometime...
I remember that he even lipped off to the mods at Theology Web.
Since one has to be signed on to see this post, I'll just place it here. The last statement is Sarfati's:
Originally posted by DDW
And I agree with you Jaltus. I am exhausted right now from the house and could not think of the right words. Retarded seemed appropriate, but not quite the word I was looking for.
Originally posted by yxboom
You could leave that up to me
Of course, it's unbecoming to insult your intellectual superiors in that way, esp. one who trounced all three of you put together in the Alumnus of the Year election.
- TX Skeptic said...
When I had the honor of working at the NIH in the late 80's, I found exactly what Ian said. The top scientists I met were by far the nicest people. But the ones who were assholes were the ones who felt they had to prove themselves all the time.
On the other hand, when it came to critiquing someone's research presentation, s/he had better be prepared because they were taking no prisoners.....But, hey, that's why I love Science!
Great Blog!


text:
Authority: Issued by Academic Affairs: Office of Disability Support Services. Changes or exceptions to administrative regulations issued by the ADAAA Coordinator may only be made by the ADAAA Coordinator
History: First Issued: August 16, 2003. Last Revised: July 1, 2011
Related Policies: UNCP BOT: AA 0803
Additional References: Americans with Disabilities Act Amendments Act ("ADAAA") CFR 28: 35.107
Contact Info: ADAAA Coordinator, Disability Support Services, 910.521.6695
Reasonable Accommodations or Subjected to Discrimination Because of a Disability
1. Purpose
1.1 Students with disabilities are responsible for contacting Disability Support Services if reasonable accommodations are not implemented in an effective or timely manner. Disability Support Services works with faculty, staff, and students with disabilities to resolve disagreements regarding recommended accommodations. The Complaint, Grievance Hearing, and Appeals Process, as outlined below, will facilitate an internal informal and formal basis for filing a complaint, conducting a grievance hearing, and finally, appealing a denial of accommodations and for grieving instances of inappropriate discrimination in violation of the Americans with Disabilities Act Amendments Act ("ADAAA") or Section 504 of the Rehabilitation Act of 1973 ("Section 504").
1.2 Any student with a disability who believes he or she has been discriminated against on the basis of that disability may use this process to file a grievance with the ADAAA Grievance Officer who is the Director of Disability Support Services, DF Lowry, Room 107, at the University of North Carolina at Pembroke, or if the grievance is against Disability Support Services with the Assistant Vice-Chancellor of Student Academic Services and Retention in DF Lowry, Room 308, who will serve as the ADAAA grievance officer, or with the Office of Civil Rights.
1.3 A student may pursue a grievance if he or she believes that a university employee (including faculty, staff, and agents--hereafter, referred to as "employee") has discriminated against the student because of his/her disability or has improperly denied the student a reasonable accommodation. Upon request from any student, the Director of Disability Support Services, as the ADAAA grievance officer, will provide guidance about the appropriate process for redress of a particular complaint.
1.4 Throughout the grievance process, the ADAAA grievance officer will provide guidance about the policy's procedures and requirements. The UNCP Office of Legal Affairs, as legal counsel for the ADAAA Student Grievance Committee and the Hearing Panel, will provide training at the beginning of each academic year. Once a formal complaint has been filed with the ADAAA grievance officer, the UNCP Office of Legal Affairs is to be notified immediately. Once notified, Legal Affairs will provide advice and counsel to the Hearing Panel throughout the Grievance Process with the objective of providing and assuring due process for all parties and the development of a complete and judicially sound Hearing Report to be submitted to the appropriate vice chancellor.
1.5 A grievance which is found to be intentionally dishonest or willfully disregards the truth is a violation of the UNCP Student Code of Conduct, item 2a) Furnishing false information to the university with intent to deceive. Students violating this code will be subject to disciplinary action.
1.6 The university prohibits retaliation against any student for filing, or participating in, a grievance under this process. Any retaliation directed to the complainant or witness as a result of the filing of a grievance under this process is against state and federal laws and UNCP Policy.
2. What May Be Grieved
2.1 An action or decision may be grieved only if it involves discrimination against a student because of his/her disability or if it results in the improper denial of a reasonable accommodation. This process may not be used to grieve:
2.1.a. claims based on purchases or contracts;
2.1.b. claims against an Employee on matters that are unrelated to the employee's job or role at the university; and
2.1.c. decisions covered by other university policies (e.g. residency appeals)
3. Who May Be Grieved
3.1 Grievances may be initiated by any student currently enrolled at the University of North Carolina at Pembroke who (1) alleges he/she has suffered illegal discrimination because of his/her disability, or (2) has made a request for an accommodation on the basis of a disability
either to an individual faculty member, a department (either academic or administrative), a duly-appointed department head, or to the office of Disability Support Services as a student seeking services under the American with Disabilities Act Amendment Act or Section 504 of the Rehabilitation Act of 1973, and been denied that accommodation.
4. Informal Resolution
4.1 The Informal Resolution process is designed to reach an understanding of the situation and to resolve the differences in an informal and cooperative manner. While the ADAAA grievance officer will discuss the steps involved in the Informal Resolution process to all parties, neither Step 1 nor Step 2 is mandatory. Neither the student nor the employee is obligated to participate in either Step 1 or Step 2 and may refuse the offer of an Informal Resolution (mediation) of the grievance matter. The ADAAA grievance officer will immediately move to Step 3, Formal Resolution protocol.
4.2 Step 1. The student who has a grievance against a member of the university community is encouraged to meet with the employee. The purpose of the meeting is to reach a mutual understanding of the student's situation and the employee's actions and attempt a resolution of the grievance matter. The student has seven (7) calendar days from the action being grieved or the date the student should have known about the action to initiate this discussion.
4.3 Step 2. If the meeting with the employee is not satisfactory, does not occur, or if it is impractical for the student to meet with the employee, the student should request the assistance of the ADAAA grievance officer within seven (7) calendar days of the meeting with the employee or within fourteen (14) calendar days of the action. The purpose of this intervention is for the ADAAA grievance officer to attempt to work with both parties to reach a resolution to the grievance matter.
4.4 Step 3. If the complaint is against the Office of Disability Support Services the student should seek immediate assistance from the Assistant Vice-Chancellor of Student Academic Services and Retention or their designee in DF Lowry who will become the ADAAA grievance officer for this grievance. The ADAAA grievance officer will conduct an informal investigation for resolution. If no resolution is achieved the student may proceed to the Formal Resolution process.
5. Formal Resolution
5.1 Step 3. If an informal resolution is not successful, the student may file a formal grievance by sending to the ADAAA grievance officer a written request for a hearing by the Student ADAAA grievance committee. If the grievance is against the Office of Disability Support Services, the student may file a formal grievance by sending to the Assistant Vice-Chancellor of Student Academic Services and Retention or their designee a written request for a hearing by the Student ADAAA grievance committee. The student must file this within fourteen (14) calendar days of the meeting with the ADAAA grievance officer or, if that office is the object of the complaint, within fourteen (14) calendar days of the initial meeting with the Assistant Vice-Chancellor of Student Academic Services and Retention or their designee that began Step 2 of the Informal Resolution process as described above.
5.2 All complaints must be in writing and signed by the student. The grievance must contain:
5.2.a. a clear and precise statement of the complaint;
5.2.b. a statement regarding how the action is discriminatory or how the decision is unreasonable if it is a denial of a requested accommodation;
5.2.c. the name of the respondent parties (the person(s) against whom the grievance is filed);
5.2.d. a statement regarding how each respondent is responsible for the action or decision;
5.2.e. a statement of requested remedy;
5.2.f. a statement whether any witnesses will attend the hearing
5.2.g. a statement whether a non-participating observer will attend the hearing; and
5.2.h. a Student Grievance Formal Statement of Authenticity Form signed by the grieving student.
5.3 Dismissal of Grievance Complaint by ADAAA Grievance Officer
5.3.1 If it is clear on the face of the written grievance, it has not been filed according to this process (such as, but not limited to, timeframe, matter is not grievable under this process, the complaint is frivolous in the ADAAA grievance officer's judgment, or is from a person without grievance rights under this process), the ADAAA grievance officer shall issue a dismissal of the grievance complaint and state the reasons in a letter to the grievant. Once dismissed, the student shall be provided information to file a grievance external to the university.
5.3.2 If the grievance complaint is not dismissed by the ADAAA grievance officer, associate vice chancellor, or other senior administrator, then within (14) fourteen calendar days he/she shall refer the grievance to the chair of the Student ADAAA grievance committee, from which a Hearing Panel will be appointed. The ADAAA grievance officer will inform the employee in writing that a grievance has been received and refer the matter to the Hearing Panel of the committee.
5.4 Composition of the ADAAA Grievance Committee
5.4.1 The members of the Student ADAAA grievance committee shall be chosen by the Chancellor and shall be appointed by and serve at the pleasure of the Chancellor, who will also name the chair of the committee. In the event any person appointed to the committee or required to serve by virtue of his or her employment is unable to serve, the Chancellor may appoint another to serve in his or her place. The composition of the Student ADAAA grievance committee shall be made up of three faculty members (nominated by the Faculty Senate) three staff members (nominated by the Staff Council) four upper classmen and/or graduate student members (two SGA representatives and two nominated by SGA), and two students with disabilities nominated by the Delta Sigma Omicron President and/or Advisor.
5.4.2 For the purpose of each grievance, the chair of the committee will select four (4) members of the committee to serve with him/her as the Hearing Panel. In addition to the chair, the Hearing Panel shall include one faculty member, one staff member, one SGA nominated student, and one student with a disability. The employees cannot be part of the same office or immediate administrative unit as the employee. Hearing Panel members should have no personal interest in the outcome of the process, and should not have any personal involvement in earlier stages of the grievance. The chair may designate another member of the committee to serve as interim Hearing Panel chair and the fifth member of the Hearing Panel when the committee chair is unavailable to serve due to emergencies or a conflict of interest. A quorum shall consist of any three (3) members of any panel including the Hearing Panel chair or, if he/she is unavailable, her designated interim Hearing Panel chair. A decision of the Hearing Panel will be considered a decision of the committee
5.4.3 The hearing panel members, parties and all persons involved in the grievance process shall maintain strict confidentiality regarding the grievance matter during all stages of this process. There shall be no ex parte communication between the parties and the grievance committee/hearing panel members concerning this grievance matter. State and federal laws govern the privacy rights of students and employees. Any questions about the disclosure of information should be directed to the Hearing Panel in writing, and the panel should consult with the Office of UNCP Legal Affairs
5.4.4 The Hearing Panel must convene within seven (7) calendar days of being appointed. The chair of the committee (or his/her designee) shall convene the hearing panel and provide them with the written complaint and all supporting documents provided by either party. The chair of the committee (or his/her designee) will be responsible for facilitating the work of the hearing panel and will proceed with a hearing within fourteen (14) calendar days.
5.4.5. The chair of the Hearing Panel shall notify the parties of a hearing date, time and place at least five (5) calendar days in advance of the hearing. During a hearing, the grievant and the accused shall have the following rights:
5.4.5.a. the right to be afforded due process including a fair and timely hearing;
5.4.5.b. the right to have a non-participating observer present;
5.4.5.c..the right to present the testimony of witnesses and other evidence, relevant to the grievance;
5.4.5.d. the right to confront and cross-examine witnesses; and
5.4.5.e. the right to examine all submitted documents and other evidence.
5.5 Other Hearing Protocols
5.5 The Hearing Panel shall abide by the following hearing protocols:
5.5.1.a. the Hearing Panel may request testimony from relevant non-parties;
5.5.1.b. legal counsel for the parties shall not participate in the proceedings unless the law or policy at issue provides for a broader right to counsel;
5.5.1.c. the Assistant Vice-Chancellor of Student Academic Services and Retention shall appoint a neutral party (non-Hearing Panel member) to observe the proceeding, offer procedural advice as needed, and act as the official recorder (audio);
5.5.1.d. the chair of the hearing panel shall appoint a Hearing Panel member to also record the hearing;
5.5.1.e. the chair of the Hearing Panel shall appoint a grievance committee (non-hearing panel) member to take official notes;
5.5.1.f. both the audio recording and the official notes are for the Hearing Panel's use in deliberation and shall be held in strict confidence; and
5.5.1.g. the hearing will be recorded in such a manner so that all persons shall be clearly identified and heard.
5.5.1.h. at the discretion of the chair, and upon the advice of Legal Affairs, campus security may be present for the hearing.
5.6 Summer and Fast Track Review
5.6.1 Any grievant, at the beginning of the Formal Resolution stage (Step 3) of the grievance process, may elect to waive his/her right to a committee hearing and elect Fast Track review. In the Fast Track process, the appropriate vice chancellor or senior administrator shall serve as the fact finder and conduct the review in place of the Hearing Panel. The Fast Track review shall take place within seven (7) calendar days of the student's written request for Formal Resolution. The decision by the appropriate vice chancellor shall be final with the student having the right to file an appeal to the chancellor as outlined below in Section V. The decision by the senior administrator shall be final.
5.6.2 Every grievance filed AFTER APRIL 15 AND BEFORE AUGUST 25 of each year shall be decided through Fast Track Review, and the grievant shall have no right to a hearing before the committee.
6. The Decision
6.1 After hearing a student grievance, the Hearing Panel, in seclusion, shall deliberate and determine, by majority vote, whether the preponderance of the evidence shows that the employee has violated state or federal law and/or UNCP policy. Within fourteen (14) calendar days of the
hearing, the Hearing Panel shall provide a written report to the ADAAA Grievance Officer or to the Vice Chancellor for Academic Affairs, if applicable. A dissenting Hearing Panel member may also file a minority report. The Hearing Panel's report (and any minority report) shall then be sent to the appropriate vice chancellor or senior administrator for a decision on the grievance matter.
6.2 The Hearing Panel's report shall include the following:
6.2.a. a summary of the proceedings;
6.2.b. a statement of the findings of fact;
6.2.c. recommendations;
6.2.d. a copy of all correspondence with the parties;
6.2.e. all evidence submitted to the Hearing Panel;
6.2.e. the audio recording (and transcript of the hearing, if available)
6.2.f. anything else considered by the Hearing Panel
6.3 The appropriate vice chancellor or senior administrator shall review the report(s) of the Hearing Panel and all submitted documentation and evidence and issue a written decision to all parties within fourteen (14) calendar days of receiving the Hearing Panel's report(s). The appropriate vice chancellor or senior administrator may either adopt the Hearing Panel's report and recommendations in whole, modify it in part, or reject the report and reach different findings and/or conclusions for reasons expressly stated in the written decision. The decision shall be sent, subject to UNCP personnel policies and state and federal law, to all parties via certified mail, return receipt requested.
7. The Appeal
7.1 The student who filed the grievance and the employee may appeal the decision (including any dismissal) of the appropriate vice chancellor to the Chancellor within fourteen (14) calendar days of receiving the written decision. The Chancellor, upon receiving the grievance appeal, has fourteen (14) calendar days to either to sustain the vice chancellor's decision in whole, modify it in part, or reject the decision and reach different findings and conclusions. The Chancellor's decision shall be final and sent, subject to UNCP personnel policies and state and federal law, to all parties via certified mail, return receipt requested.
7.2 For grievances against vice chancellors, the Chancellor (or his/her designee) will make decisions based on the Hearing Panel's report and recommendation and may either adopt the report and recommendations in whole, modify it in part, or reject the report and reach different findings or conclusions. The Chancellor's decision shall be final and sent, subject to UNCP personnel policies and state and federal law, to all parties via certified mail, return receipt requested.
7.3 Once the grievance matter is closed, all evidence used in the case, to include but not be limited to, documents and audio recordings, are to be placed in the custody of the ADAAA grievance officer for three (3) years.
8. Access to Other Complaint Procedures
8.1 At the conclusion of the Chancellor's review in Part V, if the denial of accommodation has been upheld or the employee's action otherwise sustained, the ADAAA grievance officer shall inform the complainant where to get information about procedures to file grievances with the appropriate governmental agency.
8.2 Nothing in this policy should be construed to impede or prohibit a timely filing of an ADAAA or discrimination complaint with the appropriate external governmental agency or an internal complaint or grievance alleging discrimination, whether on the basis of disability or not, unrelated to the request for an accommodation.
9. Formal Federal Agency Grievance Procedures
Students with grievances, or complaints against the university based upon violations of Section 504 or the ADAAA also have the right to file a complaint with a designated federal agency. For UNCP, this agency is:
Office for Civil Rights, Southern Division
U. S. Department of Education
400 Maryland Ave. SW
Washington, DC 20202
Telephone: 202-245-8300
Fax: 202-245-8301; TDD: 877-521-2172
Email: email@example.com


text:
Tracking API
Javascript client for Tracking API
This is default recommended client. Learn more at: developer.matomo.org/api-reference/tracking-javascript
Using the Javascript client works well for most users where pasting a Javascript code in the page footer is not an issue.
Tracking API Clients
Sometimes you cannot use JavaScript to track data with Matomo. Whether you develop iOS apps, Android apps, Titanium apps, or apps written in PHP, Java, C#, C++, Python, etc. you can use a native client to track the data in Matomo.
Learn more in Tracking API Clients and SDKs
Tracking API Reference
If you are not using Javascript, PHP, Java, Python, C#, C++, Python or Objective -C (for which clients are available), you can still directly call the Tracking Web API over HTTPS.
The Tracking Web API Reference documents the various parameters and features of the Tracking API.
Use case: Tracking data using the php client
We will now look at some of these methods to record data in Matomo. In the following, replace {$IDSITE} with your Matomo website ID, and replace http://piwik.example.org/ with your Matomo URL.
Image Tracker code
The Image Tracker code can be used when Javascript is not allowed.
Some websites like MySpace or eBay will not allow users to add Javascript to their profile but accept HTML. In this case, you can still track visits with Matomo using the Image Tracker.

The following parameters can also be passed to the image URL:
- rec – (required) The parameter &rec=1 is required to force the request to be recorded
- idsite – (required) Defines the Website ID being tracked
- action_name – Defines the custom Page Title for this page view
- urlref – The Referrer URL: must be set to the referrer URL used before landing on the page containing the Image tracker. For example, in PHP this value is accessible via
- idgoal – The request will trigger the given Goal
- revenue – Used with idgoal, defines the custom revenue for this conversion
- bots – Set
&bots=1to track all requests to the tracking image, including from bots and robots
- and more! – There are many more parameters you can set beyond the main ones above. See the Tracking API documentation page.
Matomo Tracking API (Advanced users)
It is also possible to call the Matomo Tracking API using your favorite programming language.
Follow these instructions to get started with the PHP Tracking Web API client:
- Click here to download the file PiwikTracker.php (You may need to right click this link and select
Save Page As)
- Upload the PiwikTracker.php file in the same path as your project files
Copy the following code, then paste it onto every page you want to track.
<?php // -- Matomo Tracking API init -- require_once "/path/to/PiwikTracker.php"; PiwikTracker::$URL = 'http://piwik.example.org/'; ?>
Choose a Tracking method, then paste the code onto every page you want to track.
Method 1: Advanced Image Tracker
The client is used to generate the tracking URL that is wrapped inside a HTML code.
Paste this code before the code in your pages.
<?php // Example 1: Tracks a pageview for Website id = {$IDSITE} echo ' Page titles')) . '" alt="" />'; // Example 2: Triggers a Goal conversion for Website id = {$IDSITE} and Goal id = 2 // $customRevenue is optional and is set to the amount generated by the current transaction (in online shops for example) echo ''; ?>
The Advanced Image Tracker method is similar to using the standard Javascript Tracking code. However, some user settings are not detected (resolution, local time, plugins and cookie support).
Method 2: HTTP Request
You can also query the Matomo Tracker API remotely via HTTP. This is useful for environment where you can't execute HTML nor Javascript.
Paste this code anywhere in your code where you wish to track a user interaction.
<?php $piwikTracker = new PiwikTracker( $idSite = {$IDSITE} ); // Specify an API token with at least Write permission, so the Visitor IP address can be recorded // Learn more about token_auth: https://matomo.org/faq/general/faq_114/ $piwikTracker->setTokenAuth('my_token_auth_value_here'); // You can manually set the visitor details (resolution, time, plugins, etc.) // See all other ->set* functions available in the PiwikTracker.php file $piwikTracker->setResolution(1600, 1400); // Sends Tracker request via http $piwikTracker->doTrackPageView('Document title of current page view'); // You can also track Goal conversions $piwikTracker->doTrackGoal($idGoal = 1, $revenue = 42); ?>
Read more about the Matomo Tracking HTTP API or the PHP Client.
More information
See also these related FAQ entries
- Does Matomo track visitors without Javascript?
- How is a 'unique visitor' counted in Matomo?
- How do I track visits on my intranet?
- Can I install Matomo on one server and track visits on websites that are hosted on other servers?
- Doc: Tracking API reference


text:
Staff writer
Rural Goessel farmer Milton Duerksen, 83, has worked hard all his life and dealt with adversity on many occasions.
But when severe back pain and resulting surgery in August 2012 made it impossible for him to carry on as usual, the cattle and crops farmer thought he might just have to give up his independent way of life.
"I was down and out," Duerksen said. "I needed help, and that was hard to admit."
Duerksen, whose wife, Alice, passed away one year ago, did not want to stay in the hospital to recover; he did not feel he was ready for nursing home care, and he just wanted to go home to his farm.
Ironically at the same time that Milton was undergoing back surgery, grandson Travis Duerksen, 23, was looking for a place to live.
The younger Duerksen had graduated from Eastern Mennonite University in April and got a job working as a computer technician at Hesston College.
He was not ready to get his own place, but did not want to stay at home with his parents.
"Someone came up with the idea that I should stay with grandpa and help out while he was recovering," Travis Duerksen said. "I did, and it worked out for both of us. I am still here and he hasn't kicked me out yet."
Travis Duerksen, said living with someone four times his age was an enlightening experience.
"I always knew who grandpa was, but never really talked to him much as a kid growing up," he said.
"My grandma always baby-sat me, but grandpa was busy working on the combine or feeding cattle.
"Now that we live together, I have really come to appreciate who he is and what he thinks about things. We have some amazing conversations."
The older Duerksen agreed that the arrangement was working well and this opportunity to get to know his grandson was wonderful.
"Things could not be any better for me than they are now," Milton Duerksen said.
"Travis is a tremendous cook, he is A-number-1 in computers, and he is the best company."
Travis said that he was the main cook for the two bachelors, but his grandpa took care of cleaning up and washing dishes.
"I think what I appreciate most about living with grandpa is just the peace and quiet," Travis said.
"After four years of college and stress, and noise, and worry about deadlines and tests, this is just so nice to come home, fix a pot of tea, and read a book. I really needed this."
For Milton, having a younger person around the house has inspired him to get a cell phone and learn how to use the computer.
"Travis has taught me computer basics so that I can use his tablet," Milton said. "I have a Facebook account, can use email, and even play some games.
"If I get stuck, I just wait until Travis comes home and he fixes it. He can fix anything. This is all so very interesting to me. If it wasn't for Travis, I could not do any of the things I can do now."
Thanks to help from his grandson, the older Duerksen is able to carry on with farming. Monday he loaded fertilizer and readied equipment for spring field work. Best of all, he said, was having someone fun around to talk with.
Both the older and younger Duerksen men said they knew this living arrangement would not last forever, but for now, it was a good solution for both.
"He is not my son. He has his own schedule and comes and goes as he wants," Milton said.
"I know this won't last forever, but for now I just absolutely love having him around."


text:
Instructions to the user such as hovering over links or clicking directly:
Image Rollover One
Image Rollover Two, which is too too too too too long
Part One: Beginning
Part Two: Ending
View an animated fly-by of the star plaza:
· Windows Media (8 MB)
· QuickTime (8 MB)
A re-engineering of your current world view will reaffirm your online presence
enabling a more effervescent solution. Upscaling voluminous networking exchange
solutions will result in your achieving an excellent systemic electronic data
interchange synchronization, thereby exploiting technical environments for mission
critical broad-based capacity-constrained systems.
This will fundamentally cause
a morphing into a well designed and actionable information infrastructure whose
semantic content is downright null. To more fully clarify the current concept,
a few aggregate issues will require addressing to facilitate a distributed communication
venue. In integrating non-aligned structures into existing legacy systems,
an even more effervescent (bubbly) gateway blueprint in a backward compatible
package of tangible and immeasurable strategic value will result in right-sizing
the conceptual frameworks, but only when thinking outside the box. This being
said, the ownership issues inherent in dominant thematic implementations cannot
be understated vis-a vis David Bowie, for instance
Back to Top


text:
Choose your city below to find Social Security Offices in IL, United States.
This page provides a list of cities that have IL, United States Social Security office locations. They can assist you with any questions or issues you might have with your social security benefits, or if you need to obtain a social security card.
Step 2 - Choose your City ...
Making Your Social Security Office Visit Hassle-Free
In order to ensure that visiting your Alabama Social Security Office is a smooth and pain-free experience, there are a few things you should keep in mind:


text:
AIAIAI Pipe Fool's Gold Edition
Our experts test hundreds of products in our labs every year, but we have yet to fully review this product. However, we have reviewed many of its competitors. Please check out our The Best Right Now section to see the best headphones we've tested.
See Full Specifications
|Driver Type
|Sensitivity (at 1 kHz)
|1053 dB
|Impedance (at 1 kHz)
|16.0 Ohm
|Frequency Low
|20 Hz
|Frequency High
|20000 Hz


text:
|MLBPA Press Release
Per recent changes to the free agent provisions of the Basic Agreement, the exclusive negotiating period for free agents and their current clubs has been shortened to five days (from 15 days). Beginning the sixth day, free-agent players are eligible to negotiate and sign with any club.
Glaus, Troy /1B/ATL
Hinske, Eric/OF/ATL
Lee, Derrek/1B/ATL
Benson, Kris/SP/ARI
Hampton, Mike/SP/AARI
Heilman, Aaron/RP/ARI
Lopez, Rodrigo/SP/ARI
Webb, Brandon/SP/ARI
Izturis, Cesar/SS/BAL
Lugo, Julio/2B/BAL
Millwood, Kevin/SP/BAL
Patterson, Corey/OF/BAL
Uehara, Koji*/RP/BAL
Wigginton, Ty/1B/BAL
Lowell, Mike/1B/BOS
Martinez, Victor/C/BOS
Varitek, Jason/C/BOS
Nady, Xavier/OF/CHC
Bloomquist, Willie/OF/CIN
Cairo, Miguel/3B/CIN
Edmonds, Jim/OF/CIN
Hernandez, Ramon J./C/CIN
Lincoln, Michael/RP/CIN
Rhodes, Arthur/RP/CIN
Springer, Russ/RP/CIN
Beimel, Joe/RP/COL
de la Rosa, Jorge/SP/COL
Dotel, Octavio/RP/COL
Giambi, Jason/1B/COL
Mora, Melvin/3B/COL
Payton, Jay/OF/COL
Garcia, Freddy Antonio/SP/CWS
Jones, Andruw/OF/CWS
Konerko, Paul/1B/CWS
Kotsay, Mark/DH/CWS
Pierzynski, A.J./C/CWS
Putz, J.J./RP/CWS
Ramirez, Manny/OF/CWS
Vizquel, Omar/3B/CWS
Bonderman, Jeremy/SP/DET
Damon, Johnny/DH/DET
Laird, Gerald/C/DET
Ordonez, Magglio/OF/DET
Seay, Bobby/RP/DET
Ohman, Will/RP/FLA
Sosa, Jorge/RP/FLA
Tracy, Chad/3B/FLA
Blum, Geoff/SS/HOU
Moehler, Brian/RP/HOU
Chen, Bruce/SP/KC
Matsui, Hideki/DH/LAA
Shields, Scot/RP/LAA
Ausmus, Brad/C/LAD
Barajas, Rod/C/LAD
Gibbons, Jay/OF/LAD
Johnson, Reed/OF/LAD
Kuroda, Hiroki*/SP/LAD
Padilla, Vicente/SP/LAD
Weaver, Jeff/RP/LAD
Bush, David/SP/MIL
Capuano, Chris/SP/MIL
Counsell, Craig/SS/MIL
Crain, Jesse/RP/MIN
Flores, Randy/RP/MIN
Fuentes, Brian/RP/MIN
Guerrier, Matt/RP/MIN
Hudson, Orlando/2B/MIN
Mahay, Ron/RP/MIN
Pavano, Carl/SP/MIN
Punto, Nick/3B/MIN
Rauch, Jon/RP/MIN
Thome, Jim/DH/MIN
Blanco, Henry/C/NYM
Dessens, Elmer/RP/NYM
Escobar, Kelvim/RP/NYM
Feliciano, Pedro/RP/NYM
Tatis, Fernando/1B/NYM
Berkman, Lance/1B/NYY
Jeter, Derek/SS/NYY
Johnson, Nick/DH/NYY
Kearns, Austin/OF/NYY
Moeller, Chad/C/NYY
Pettitte, Andy/SP/NYY
Rivera, Mariano/RP/NYY
Thames, Marcus/OF/NYY
Vazquez, Javier/SP/NYY
Wood, Kerry/RP/NYY
Duchscherer, Justin/SP/OAK
Sheets, Ben/SP/OAK
Contreras, Jose/RP/PHI
Durbin, Chad/RP/PHI
Romero, J.C.RP/PHI
Sweeney, Mike/DH/PHI
Werth, Jayson/OF/PHI
Park, Chan Ho/RP/PIT
Correia, Kevin/SP/SD
Eckstein, David/2B/SD
Hairston Jr, Jerry/SS/SD
Stairs, Matt/OF/SD
Tejada, Miguel/3B/SD
Torrealba, Yorvit/C/SD
Bard, Josh/C/SEA
Woodward, Chris/SS/SEA
Wright, Jamey/RP/SEA
Burrell, Pat/OF/SF
Guillen, Jose/DH/SF
Huff, Aubrey/1B/SF
Mota, Guillermo/RP/SF
Uribe, Juan/SS/SF
Feliz, Pedro/3B/STL
LaRue, Jason/C/STL
MacDougal, Mike/RP/STL
Miles, Aaron/2B/STL
Penny, Brad/SP/STL
Reyes, Dennys/RP/STL
Suppan, Jeff/RP/STL
Westbrook, Jake/SP/STL
Winn, Randy/OF/STL
Baldelli, Rocco/OF/TB
Balfour, Grant/RP/TB
Benoit, Joaquin/RP/TB
Choate, Randy/RP/TB
Crawford, Carl/OF/TB
Hawpe, Brad/OF/TB
Kapler, Gabe/OF/TB
Pena, Carlos/1B/TB
Qualls, Chad/RP/TB
Soriano, Rafael/RP/TB
Cantu, Jorge/3B/TEX
Francisco, Frank/RP/TEX
Guzman, Cristian/2B/TEX
Lee, Cliff/SP/TEX
Molina, Bengie/C/TEX
Treanor, Matt/c/TEX
Buck, John/C/TOR
Downs, Scott/RP/TOR
Frasor, Jason/RP/TOR
Overbay, Lyle/1B/TOR
Batista, Miguel/RP/WAS
Dunn, Adam/1B/WAS
Harris, Willie/OF/WAS
Mench, Kevin/OF/WAS
* Free agent per contract provision in his UPC
The following 19 players have become free agents per the option provisions in their UPCs, bringing the total number of free agent players to 161. (Updated 11/04/10)
Ankiel, Rick/ATL, 11/2
Farnsworth, Kyle/ATL, 11/2
LaRoche, Adam/ARI, 11/2
Hendrickson, Mark/BAL, 11/2
Beltre, Adrian/BOS, 11/2
Harang, Aaron/CIN, 11/3
Cabrera, Orlando/CIN, 11/2
Francis, Jeff/COL, 11/3
Peralta, Jhonny/DET, 11/2
Davis, Doug/MIL, 11/2
Hoffman, Trevor/MIL, 11/2
Zaun, Gregg/MIL, 11/2
Chavez, Eric/OAK, 11/3
Garland, Jon/SD, 11/2
Young, Chris/SD, 11/3
Bedard, Erik/SEA, 11/3
Branyan, Russ/SEA, 11/3
Wheeler, Daniel/TB, 11/3
Kennedy, Adam/WAS, 11/3
The following seven players have become free agents, after contractual options were not exercised, bringing the total number of free agent players to 168. (Updated 11/05/10)
Hall, Bill/BOS, 11/4
Lopez, Felipe/BOS, 11/4
Podsednik, Scott/LAD, 11/4
Renteria, Edgar/SF,11/4
Guerrero, Vladimir/TEX, 11/4
Gregg, Kevin/TOR, 11/4
Olivo, Miguel/TOR, 11/4
Additionally, the following players remain eligible for free agency pending the option provisions of their UPCs. (Updated 11/05/10)
Ortiz, David/DH/BOS
Ramirez, Aramis/3B/CHC
Each of the following free agents accepted his club's offer of salary arbitration. (Updated 12/01/10)
Francisco, Frank/RP/TEX
Frasor, Jason/RP/TOR


text:
NREL National Solar Radiation Database API - Libraries
The service from the U.S. National Renewable Energy Laboratory (NREL) provides access to a database of solar radiation available at locations within the United States. The National Solar Radiation Database (NSRDB) lists recorded solar energy readings from a wide range of weather stations. Data are summarized based on readings captured 1991-2005 using the Typical Meteorological Year (TMY) methodology. API methods support search for solar radiation data for a location specified by latitude and longitude. Results can be restricted to specific fields such as date and time of recordings, specific recording station, solar conditions such as zenith and illumination, and weather conditions like precipitation and barometric pressure.


text:
I had the pleasure of making all the desserts for this fancy little baby shower for Jody and her sweet little girl Charlotte!
Jody wanted a chic and modern bee theme to tie in with baby Charlotte's stationery which is absolutely adorable.
Jody was happy to report that every single dessert managed to be eaten, however she wouldn't let anyone cut into the cake because she thought it was too pretty. I knew I liked her!
Congratulations Jody, Dan and Henry!


text:
Will Tucker's election in Ward 4 to fill his father's seat on the New Albany Board of Aldermen presents both a challenge and an opportunity for him.
Tucker, who operates the Windshield Doctor, which had been his father's family business, edged out Angele Mueller, owner of the Tallahatchie Gourmet restaurant, by an unofficial vote of 288 to 282 in the runoff election. Tucker got 215 votes to 119 for Mueller in the first round, in which nine candidates vied for the position.
The challenge for anyone getting half the votes is to sort out why the election was so close. The Tucker name and, for some voters, sympathy in the death of his father, gave him a significant early edge. The only question on the personable Tucker that we heard was his youth and his inexperience, leading some voters to believe he would be "led" by other members of the board.
Meanwhile, Mueller has been active in the community and is a well-regarded businesswoman with a successful restaurant and catering service. She expressed clear views, and both she and Tucker ran clean, competitive campaigns.
The opportunity now is for Tucker to demonstrate to Ward 4 voters that his youth is a plus, and that it gives him a fresh and independent outlook on the board. He can be a pro-active, progressive voice on the board, helping the city reap the benefits of economic growth while improving the quality of life and amenities in our community.
If he does that, he likely will cement his place on the board. We congratulate him on the results of the election.


text:
Search for a Home
Find your Home's Value
L6B2 275th Avenue ZimmermanMN55398Sherburne
Home for Sale at L6B2 275th Avenue, Zimmerman, MN 55398
For additional information, contact Keller Williams Realty Integrity Northwest Phone: (763) 441-2248
L6B2 275th Avenue, Zimmerman, MN 55398
Listing# 4737808
Sold Price: $40,000
Type: Lot, Land
School District: Elk River
County: Sherburne
Unlock Exclusive Data!
Exclusive Data
We are now able to offer you exclusive data for each listing on our website that is usually reserved for real estate agents only. Register now and you will see how our website offers you the most comprehensive and accurate information online!
Access Original List Price,
Price History, Days on Market and more
Price History, Days on Market and more
Photo Slideshow
Close Slideshow
MAPS: Driving Directions Points of Interestbigger+ expand- collapse
List View
|Property Type:
|Listing Status:
|Sold Date:
|Rolling, High Ground, WalkOut
Courtesy of Edina Realty, Inc.
If a listing is in Coming Soon status, it is not currently available for showings but will be soon.
This home sale information is not an appraisal, competitive or comparative market analysis, CMA or home valuation.
Information Deemed Reliable But Not Guaranteed. All properties are subject to prior sale, change or withdrawal. Neither listing broker(s) nor Keller Williams Realty Integrity Northwest shall be responsible for any typographical errors, misinformation, misprints and shall be held totally harmless.
©2019 Regional Multiple Listing Service of Minnesota, Inc.. All rights reserved.


text:
Landmark Expo at 15th Annual Event to Highlight Cutting-Edge Products From Leading HR Software Companies
CHICAGO, IL--(Marketwire - Oct 1, 2012) - Human Resource Executive® magazine, the premier publication focused on strategic issues in HR, today revealed the 53 exhibitors that will be making new product announcements at the 15th Annual HR Technology® Conference & Exposition.
Widely acclaimed as the must-attend HR event of the year, the HR Technology® Conference & Exposition, will be held October 8-10 in the West Building of Chicago's McCormick Place. The conference is the annual Town Meeting of thousands of HR professionals, industry analysts, bloggers, consultants and vendors from around the world.
This year, nearly 260 exhibitors will showcase the latest HR software products and services that promise to enhance talent management, compensation and payroll, workforce planning and analytics, social and mobile, testing and surveys and much more.
The following product announcements are planned for the event:
Accu-Time Systems
Booth No. 850
Accu-Time Systems will introduce a new family of workforce management terminals that provide application flexibility and user interaction. This new product family offers a comprehensive feature set, expandable memory, attractive design and color touch screen.
Booth No. 1149
Acertiv.com is an online work history certification platform for both recruiters and job seekers. The company is scheduled to make an announcement with details to be released at the show.
ANCILE Solutions
Booth No. 425
ANCILE Solutions will unveil ANCILE uAlign™, a complete cloud-based, microlearning solution available on desktops, laptops, smartphones, and tablets. ANCILE uAlign gets the right information, to the right people, in the right priority.
Booth No. 737
bswift will announce the bswift Benefits mobile application, a free app that enables employees to quickly obtain accurate benefits information on-the-go.
Career Engagement Group
Booth No. 972
The Career Engagement Group will introduce the careerCENTER™, a SaaS-delivered career enablement technology that drives engagement and career acceleration outcomes. This portal facilitates alignment between employee/organizational goals, values and competencies by underpinning every touch-point from pre-hire, onboarding, performance and learning.
Booth No. 201
Ceridian will announce the addition of Canadian Payroll to the Dayforce HCM application, which is a single application with one employee record, one user experience and no interfaces that includes modules for Payroll & Tax, Benefits, HR Self-Service and Workforce Management.
Booth No. 670
Available through its cloud-based automated reference checking system, ChequedReference™, the Chequed.com's new Hire/Rehire feature offers job references anonymity, a five-point response rating and the ability to provide comments. With detailed and accurate insight, employers can make informed hiring decisions.
Cornerstone OnDemand
Booths No. 409 and 1201
Cornerstone OnDemand will showcase new social job sourcing functionality for the Cornerstone Recruiting Cloud that enables recruiters, employees and candidates to share jobs across hundreds of social networks -- and in turn help organizations improve the effectiveness of their talent acquisition strategies. Cornerstone also will offer a sneak preview of new social and mobile offerings, including mobile learning tools and social sharing and social feedback capabilities within its Cornerstone Small Business (CSB) solution.
Dovetail Software
Booth No. 659
Being announced at the show, Dovetail Support Suite for HR Version 4 includes a new user interface (UI) focused on simplicity while creating more social interactions between users. With photo avatars and case flow designed with conversations in mind, the new UI creates a more personal experience for HR agents and employees. The cleaner layout, improved navigation and modern social features minimize training needs and encourage immediate user adoption.
Booth No. 764
Launching at the HR Technology® Conference will be Entelo, a company that is changing how top talent is sourced and recruited.
Equifax Workforce Solutions (formerly TALX)
Booth No. 225
Equifax Workforce Solutions (formerly TALX) will introduce its enhanced Onboarding solution, featuring Interactive W-4 (iW4). iW-4 delivers an automated approach to addressing federal, state and local W-4 requirements, and streamlines processes to help employees be productive from day one. Built-in intelligence automatically validates and calculates data for accuracy, to reduce errors and improve compliance.
Booth No. 646
Fairsail will be launching a new major release of Fairsail HCM/Social with an enhanced Collaboration Portal that enables the workforce to manage their participation in multiple cross functional teams. Progress can be tracked using Milestones and Review points and team members can exchange comments and recognize each other's efforts and achievements.
Booth No. 566
LanguageIQ, by HireIQ Solutions, helps companies quickly, effectively and objectively identify job candidates who possess the English language skills necessary to communicate well in a customer service environment. Using a proven scoring scheme, applicants are rated based on their ability to respond to a system prompt with a properly formed English sentence, testing a candidate's ability to rapidly assimilate information, which is key to effective customer service communications.
Booth No. 632
HireRight will introduce a new solution -- HireRight CareerBeam, the industry's first "outplacement for everyone." HireRight CareerBeam utilizes powerful job matching technology, web-based professional content and sophisticated social network capabilities to help candidates find new career opportunities more quickly than traditional methods.
Booths No. 237 and 933
HireVue will announce OpenVue™, a social digital interviewing solution that allows employers to create and post universal links inviting jobseekers to submit profiles and respond to questions for open positions. Shareable anywhere, OpenVue helps employers leverage social media to source and gather deeper insight on candidates quickly, saving time and resources. Combined with HireVue Mobile App™, candidates can respond to OpenVue links from their favorite mobile devices.
Booth No. 124
Fresh and user-friendly, the new i-Sight case management software for investigations has an intuitive interface that's as easy to navigate as the latest social media platform. Users can initiate a search from anywhere in the application and filter the results with ease. With one click, information can be added to any case from a personal, customized dashboard that displays only what is relevant to you or from anywhere in the application.
Booth No. 1109
JIBE will announce the release of its mobile application solution for the enterprise. Part of JIBE's Recruitment Cloud Platform, the mobile web solution allows jobseekers to submit a complete application -- including ATS account creation, company and job specific questions and resume upload -- from their mobile device directly into an ATS.
Booth No. 649
Jobvite recently launched an update to Jobvite Hire, which is built to intuitively work the way users do. Jobvite Hire includes new recruiting features and functions and works equally well on computers and tablet devices.
Booth No. 701
Being featured in Kenexa's lineup of new products is Rapid Hire, a 2x BrassRing tablet interface designed specifically for hiring managers in high volume industries like retail and hospitality. Because Rapid Hire streamlines the recruitment process for hourly hiring, managers can easily sort and filter the highest quality candidates, view and print candidate information, update the status of candidates and schedule interviews wherever they do business.
Booth No. 104
LawLogix has introduced a mobile enhancement to its Guardian electronic I-9 software. Customers can now use a camera on any mobile device to take photos of supporting I-9 documents and securely upload the images directly to Guardian. This application assists hiring managers in completing the I-9 process and was developed as a result of LawLogix' collaboration with its extensive client base to address real-life onboarding issues.
Booth No. 917
Lumesse Learning Gateway 6.0 offers self-service capability for organizations to create specific learner portals for each audience. Users can change and update the portal as they go to build a truly personalized learner experience, and keep pace with their development needs without the need for programming skills. Learning Gateway also provides a comprehensive solution for delivering and managing sophisticated learning programs, which can include tests and assessments, e-learning, instructor-led training and social learning.
Monster Worldwide
Booth No. 501
Monster® is expanding its first Cloud-Based Semantic Search and Analytics Recruiting Platform with a new version of SeeMore™ for small business. SeeMore's features were developed to meet the recruiting needs of SMB employers. SMB customers in the U.S., U.K., Canada and Australia can search and rank their candidates using Monster's 6Sense® semantic search.
Montage Talent
Booth No. 865
Montage Talent recently launched Montage Learning Center, an online resource for recruiters and job candidates that includes interview best practices, self-help how-to training and frequently asked questions. The learning center allows job candidates to better prepare for interviews and further engage with the hiring team, while recruiters and hiring managers can better showcase their organization and realize cost and time savings sooner.
Booth No. 1141
Nakisa will showcase the latest release of Nakisa OrgHub™, featuring additional functionality within OrgModeler™ to help enterprises plan and deploy organizational changes with increased accuracy and speed. Further expanding the capabilities of Nakisa's talent management offering are OrgMobile™ a new tablet-based organizational management application and TalentHub™, which includes a new career and development planning module.
Booth No. 672
NewsGator has released Enrich -- a new social people processes application that unlocks the potential of video storytelling and knowledge sharing. Enrich creates an engaged community of learners who work together to facilitate onboarding, solve complex problems, and build skills and competencies. Individual experiences, ideas and creativity are harnessed for the benefit of the entire connected, productive workplace.
Booth No. 211
NorthgateArinso will announce the latest release of its award-winning, cloud-based HR services platform euHReka. euHReka 10 will introduce an advanced user experience including HTML 5 support for mobile, extended workforce reporting capabilities, payroll localization in 110 countries and flexible release management capabilities.
Ovation Technologies
Booth No. 459
Ovation is a mobile and cloud-based social recruiting application designed specifically for the needs of small and medium sized businesses that launched in July. Ovation will unveil several new enhancements to its products at the conference including Recruiting Process Workflow upgrades and Hiring Tool enhancements. Other product additions include a traceable candidate workflow, tagged hiring records for easy searching, a customer website "widget" and a branded partner offering.
PageUp People
Booth No. 554
The PageUp People Workforce Intelligence Analytics Solution leverages global HR data to provide companies with the intelligence needed to link human capital metrics to key business indicators. This includes data on all aspects of the talent lifecycle from recruitment to succession planning, allowing businesses to analyze trends, establish benchmarks, and develop informed Talent Management strategies to evolve alongside the changing landscape of today's market.
Booth No. 316
PDS announces the launch of the new Vista HRMS Mobile Application. This free application will allow PDS customers to deploy access to self-service functions across their enterprises. Employees will now easily be able to request time off, access details about their pay check and quickly perform other self-service requests. Managers can now approve workflow requests and quickly retrieve their staff's phone and email information.
Booth No. 1131
Qqest will announce an exciting new workforce management terminal. The IQ200 is designed for small businesses and delivers sophisticated features at a competitive price including USB flash drive support and advanced real-time communications with remote configuration capabilities.
ROC Americas
Booth No. 577
ROC Americas Inc. will announce the release of tHRive OnBoarding. SAP customers can now deploy streamlined end-to-end employee on-boarding; engaging HR, managers and pre-hires in the process, as well as IT and Facilities for provisioning support.
Booth No. 467
Now part of CEB, the company will announce the CEB Challenger Assessment. This assessment identifies sales people who can consistently deliver high performance in today's increasingly complex selling environment, using the key sales attributes defined by CEB and outlined in the bestselling book, The Challenger Sale.
Booth No. 777
Designed for end users, the new SmartRecruiters signifies a major paradigm shift in the consumerization of recruiting technology. It combines collaborative hiring software with a recruiting services ecosystem to make hiring easy for the social enterprise. Engaging features, such as the HireLoop social feed, drive internal adoption of hiring practices without training or support, and the new candidate experience can capture twice as many qualified applicants, including passive candidates, compared to traditional recruiting systems.
SmashFly Technologies
Booth No. 1066
Being announced at the conference, SmashFly Mobile CRM offers the latest in mobile technology enabling recruiters to easily search through and review candidates in their CRM on any mobile device including smartphones and tablets. The app is natively installed and works on every mobile OS including iPhone and Android, enabling users to add and search through contacts, append notes and directly access candidate contact profiles and resumes on the go.
Somroli Systems
Booth No. 873
Somroli Systems Server (S3) integrates with biometric time and attendance terminals using push as opposed to traditional pull technology, reducing unwanted load on servers and providing ultimate scalability and performance. Using the Platform as a Service (PaaS) model, S3 provides industry standard SOAP XML interfaces which enables quick, seamless integration with virtually any upstream or downstream applications.
Booth No. 832
Sovren Group Inc., a global recruitment intelligence components company, will announce the Sovren Image Converter, an all-new product that provides Optical Character Recognition (OCR) for conversion of scanned recruitment documents, faxes and even PDF files with corrupted or missing font maps, in over 100 languages.
Booth No. 611
SuccessFactors is announcing the next step in analytics by giving business managers their own "automated data analyst" to help make the best decisions -- based on facts, not guess work. While traditional workforce analytics applications require managers to comb through thousands of metrics, graphs and charts, the SuccessFactors solution continually mines an organization's data, identifies hot spots that require attention and pushes insights to managers in common business language via mobile devices, email and the Internet. SuccessFactors is scheduled to make additional announcements with details to be released at the show.
SumTotal Systems
Booth No. 325
SumTotal will debut new products and features in its award-winning Strategic Human Capital Management suite. Highlights include: new interoperable portal and services that provide companies with integrated HR processes across SumTotal modules and other existing HR investments to enable phased HR transformation; new Workforce Planning that extends best-in-class analytics to provide what-if modeling across HR and other business data; Mobile enhancements for Learning and Workforce Management; and Social Recruiting integrated with LinkedIn and BullHorn Reach.
Booth No. 679
SyncHR will announce a new Cloud-based Human Capital Management Solution. SyncHR provides enterprise-class, fully integrated HR, Benefits and Payroll software at an affordable price. Its object-oriented, real-time technology simplifies the complexity of HR through patented technology that automatically adapts to companies' business strategies, resulting in lower operational costs and reduced administrative burdens.
Booth No. 465
A candidate engagement and management platform, TalentCircles now offers a prerecorded interview module allowing question formats to be selected (webcam-recorded answers, multiple-choice or short essay); interviews targeted to predefined groups (circles) of candidates; comparison of candidates' scores; and the sharing of responses with other decision-makers for the collection of feedback.
Booth No. 950
The enhanced TQ Succession module from TalentQuest includes tools to review the talent level and succession readiness of individuals. Users can conduct an interactive graphical analysis of bench strength with the new dynamic Org Chart, analyzing key criteria such as incumbent details, list of successors, readiness timeline, risk of loss and career objectives. In addition, the new Talent Review allows an in-depth review of several potential successors at once.
Booth No. 861
Launching at the HR Technology® Conference, Terefic is a web-based application for reference checking. References answer an online survey to attest to the skills and qualities of the job applicants, and hiring employers receive a detailed report.
TMP Worldwide
Booth No. 579
TMP Worldwide's TalentBrew Platform, the convergence of software, advertising and creativity, has recently released several major enhancements: TalentBrew's Premier Package includes first-to-market use of related content (images, video, profiles, etc.) displayed on relevant job descriptions on both desktop and mobile devices; TalentBrew's Social Package includes a branded Facebook Job Search, Twitter page design and set-up, and access to Work With Me, a social share/referral tool easily added to any TalentBrew job page.
Booth No. 128
TweetMyJobs will announce the release of its mobile jobs application on the Android platform. Leveraging location based services and augmented reality technology, TweetMyJobs' mobile app helps job seekers search, view and apply for jobs nearby. Integrated fully with TweetMyJobs' enterprise solution, the application enables businesses to distribute their jobs into the Android and iOS network at the push of a button.
Ultimate Software
Booth No. 525
Ultimate Software is premiering several new offerings including UltiPro Carrier Network -- an open integration platform for customers to easily integrate with benefits providers using pre-built connectors; a new HTML5 version of UltiPro Mobile, with responsive Web design for any mobile device/tablet -- allowing employees/managers to access the pay and talent profile details and transactions they need most frequently; and UltiPro integration with HR360, giving customers complimentary direct access to HR360's award-winning, online HR library of the latest compliance resources.
UNI-B Solutions
Booth No. 1161
UNI-B Solutions enables organizations to operate efficiently (lower costs by using fewer resources) via a pre-built Generic Process Workflow Engine. The company's secure cloud-based solution automates any process that requires paper, fax/scan, e-mail, approval, etc.
Visier Inc.
Booth No. 333
Visier Inc. announces the immediate availability of the fall 2012 release of Visier Workforce Analytics. This release enables companies to move beyond the simple collection of metrics to a guided exploration of critical interrelated workforce data by seeing where the organization stands, contributing factors impacting the business and being able to share newfound insights with a new fully interactive mobile application.
Booth No. 477
willbeHired is launching an Employee Referral Platform (ERP) designed to drive broader and deeper employee engagement through the use of game mechanics and a better reward system, for a complete and seamless end-to-end solution.
Work4 Labs
Booth No. 1127
Work4 Labs has revamped Work for Us, its Facebook job posting solution, to make it free for small- and medium-sized businesses. The new offering allows companies to launch fully-functional career sites on Facebook and drive traffic, job applications and employee referrals from the network's more than one billion users. Work4 Labs' enterprise-grade product has also been augmented with even more powerful features including full branding, mobile support, custom URLs and complete ATS integration.
Booth No. 801
Workday recently launched Workday Time Tracking, a new application for enterprises to collect, process, and manage time and labor for their global workforce. Workday will offer live demonstrations of Time Tracking along with its most recent update, Workday 17, which brings greater mobile access and simplified user experiences across Workday Human Capital Management, Financial Management and Payroll.
Booth No. 1160
Sockeye from WorkSight pulls work order requirements and skilled labor availability from MMS and WFM systems into an elegant palette automatically so users can schedule work and hit crew utilization and scheduling efficacy targets without spreadsheets.
Booth No. 114
Wowzer will announce new enhancements that make it easier for recruiters and hiring managers to incorporate video interviews into their hiring process. The Wowzer video interviewing platform is now integrated with applicant tracking system (ATS) Oracle Taleo, and is the first video interviewing platform to integrate with Salesforce.com, with additional ATS integrations coming in the near future. Wowzer will also make additional product announcements at the conference.
Booth No. 1155
YouEarnedIt will launch a new approach to employee recognition that includes an intuitive interface delivering the ability for anyone across the organization to recognize others and social features that allow praise to become public. Launched by Rockfish Interactive, one of the nation's fastest growing full-service digital agencies, YouEarnedIt's strong technology platform appeals to the masses across any organization as a way to connect to and affirm others.
About the HR Technology® Conference
Now in its 15th year, the HR Technology® Conference & Exposition is the annual Town Meeting of thousands of professionals from around the world who gather to share their expertise and challenges in all forms of technology for HR. In addition to senior HR practitioners, every major industry analyst, consultant, blogger and vendor regularly attends. This year's event will focus on a number of topics, including how the combination of Cloud Computing, Social in the Enterprise, Analytics (including Big Data) and Mobile is ushering in a new era in computing.
More details about the HR Technology® Conference & Exposition can be found at http://www.HRTechnologyConference.com.


text:
Baltimore Chronicles, Vol. 4 by Treasure Hernandez
Scar Johnson is the biggest drug dealer in Baltimore, and with the help of his girlfriend, who happens to be a District Attorney, he has become the most untouchable. But is he really safe? The mysterious observer has come out of the shadows and infiltrated the Dirty Money Crew. Together with his accomplice, he plans to exact revenge on Scar.
Bi-Curious, Vol. 2: Life After Sadie by Natalie Weber
Weber delivers the powerful and provocative tale of a woman whose bi-curious nature gets her into more trouble than she can escape.
Deception by Naomi Chase
Acquitted of murder, Tamia Luke is on a mission to reclaim all she's lost, including her ex, Brandon, who saved her life. Brandon's about to get married, but Tamia's determined, even if it means resorting to deception. Her sister, Fiona, betrayed Tamia to save her own skin. Now the two share a scandalous secret that may destroy both their plans to start over.
Frostbite by Eric Pete
His real name is Truth, but most don't call him that. He's a man...a ghost...a figment that the lucky ones don't even know exists. And who you really don't want to know. But sometimes the past can come back to bite even the most prepared. Now, the man who is paid to destroy people's lives, finds himself suddenly having to save one.
Get it Girls: A Harlem Girl Lost Novel by Treasure Blue
When Jessica Jones and her three best friends venture out on prom night, a tragic incident turns a night of high school achievement into a crime scene, and Jessica and her girls are left with bloody hands and shattered futures. After spending years paying off a debt that wasn't theirs, Jessica and her friends return to Harlem to find it changed.
Man Swappers by Cairo
By day, bombshell sisters Porsha, Persia, and Paris do everything together. And getting the attention from the opposite sex has never been a problem for these vixens. In fact, they've had more than their share of men vying for their attention. But there's a catch: You date one sister, you date them all.
If you would like to be notified about new Urban Fiction titles, just sign up to receive e-mail notifications each month when the New Urban Fiction list is published on the library website.


text:
i am often seen idling on irc as "rigel" on freenode, or as "rageahol" on EFnet
the last three years have been spent as a research tech investigating cannabinoid pathways in aggressive cancers, jobwise.
i also help people fix their bikes at the bike kitchen, and am into human generated power generally.
i like cooking, and hope to do some culinary experiments at NB in the coming weeks and months.


text:
DOE A to Z: A B C D E F G H I J K L M N O P Q R S T U V W X Y Z #
2002 State Assessment Data Analysis for Schools In Need of Improvement
The New Jersey Department of Education (NJDOE) reviewed the results of the 2002 state assessment data to determine the progress of the 259 schools that were identified last year as "in need of improvement." The analysis of these 259 schools shows the following:
Nine schools met state standards and have been removed from school improvement status. These schools met state standards in language arts literacy and mathematics.
Thirty-six schools successfully met their adequate yearly progress targets for one year in language arts literacy and mathematics. If they meet targets again next year, they will be removed from the list.
Six schools met their adequate yearly progress targets in both content areas on one test grade level. However, the school did not make adequate yearly progress on the other test grade level. The designation of "in need of improvement" continues with these schools despite the fact that many did reach or exceed their targets in one of two grade levels.
The remaining 208 schools continue to be identified as "in need of improvement" for another year. These schools did not meet their adequate yearly progress targets despite the fact that many did reach or exceed their targets in one of two content areas.
Title I schools remaining in improvement status will continue to offer school choice, as well as supplemental educational services in the 2003-2004 school year.
Following is the list of the 259 schools and their updated status.


text:
The Logitech BCC 950 ConferenceCam combines professional HD video and superior speakerphone audio in a simple, amazingly affordable package, enabling small groups to run their own video conferences anywhere in the office.
The ConferenceCam is compatible with Adobe Connect, Avaya, Cisco WebEx, Citrix GoToMeeting, FaceTime, Google Hangouts, Office365, Vidyo - and is optimized for Skype™ and Microsoft® Lync™. It also works with both PCs and Macs.
The perfect small group video conferencing solution:
All-in-one design — combines HD video with high quality audio clarity for business-grade video conferencing.
Omni-directional sound — and echo cancellation audio makes it seem like conversations are happening in the same room.
Remote control and base button control options — let you quickly control camera pan, tilt and zoom and volume up/down, mute and answer/hang-up functions during call.
1080p HD and 30 fps — deliver business-quality video.
Optimized for Microsoft® Lync™ and Skype™ — and works with most other popular unified communications and video conferencing platforms.
UVC H.264 onboard technology — plus compatibility with both PCs and Macs helps ensure plug-and-play functionality across many video conferencing platforms.
High-quality webcam sensor and Logitech RightLight™ 2 technology — improves visual quality in low light and backlit situations.
Autofocus and a Carl Zeiss® quality lens — allow detailed documents or visuals to be shared close up during calls.
Before you buy: Due to manufacturer policies, this product cannot be returned for credit. Returns for replacement will be accepted if the product fails to work when you receive it.


text:
When you're a middle child (and there are many middle children when you're one of ten) and your older brother is a well-educated Church Father, it's hard to grow up. Being compared to Basil was indubitably challenging for Gregory--especially since Basil was the only one to receive a formal education. His parents--descendants of martyrs themselves--had wanted to provide education for their children but their limited means meant that they could only afford to educate their eldest son. But, Basil came back and helped his younger brothers learn--especially Gregory. In fact, as Gregory grew both in maturity and intellect, older brother Basil predicted that in the future his name would lend more notoriety to the city of Nyssa then the city of Nyssa's name would lend to him. On this count, Basil was very correct.
Gregory's education may have been indirect and informal but it was a great gift that empowered Gregory to take an important role in the Church. He became influential and persuasive and gathered the attention of the Arians within the Church power structure. Gregory insisted that Jesus was not subservient to the Father but was, instead, coequal to the Father along with the Holy Spirit. This orthodox view did not gain Gregory any friends among the Arians and soon he was deposed from his position in the Church and forced to leave. He was no longer welcome in Nyssa and in his absence more charges were leveled against him by the powerful. He was accused of misuse and abuse of Church property and was slandered to any who would hear a harsh word about him. Yet, he continued to maintain his orthodox and trinitarian stance by encouraging the people of the Church who refused to believe the slander about him. Though he was no longer officially a bishop, he was a minister to the people who would not leave him or his orthodox position. Time passed and eventually those in power died or were removed from their office andGregory was invited back to be bishop again and he gladly accepted having had his rhetoric honed to razor sharpness by his exile from the Church he loved and served.
Within a year of his return to the Church, his older brother Basil died and Gregory was emotionally and mentally crippled. Only through the care and comfort of his older sister Macrina was he able to recover and continue on with his calling as a servant of God and the Church. In 381, he was part of the Second Ecumenical Council of Constantitnople and helped draft the Nicene-Constantinopolitan creed. This master work of the Church was a shield against heresy that delineated what orthodoxy was so that members of the Church could challenge themselves further to be a disciple of Jesus Christ. Further, this creed helped label and identify the dangers of heterodoxy. He spent the rest of his life working with his friend Gregory of Nazianzus to teach orthodoxy to a people hungry for understanding.
Tuesday, January 10, 2012
January 10 - Gregory of Nyssa, Theologian, Cappadocian Father, Champion of Orthodoxy
Posted by Joshua Hearne at 7:00 AM
No comments:
Subscribe to: Post Comments (Atom)


text:
"John Currie is a tremendous addition to the Airport Authority's community-based Board of Directors," said Jordan. "His accomplishments in business and support for the local community will complement the leadership of our Board and help ensure that Vancouver International Airport remains a premier global gateway and a local economic generator."
Mr. Currie brings extensive corporate financial experience to the Authority Board as the Executive Vice President and CFO of lululemon athletica Inc. as well as previous experience as CFO of Intrawest Corporation. Mr. Currie also serves on the board of Coastal Contacts Inc. and is a chartered accountant.
Vancouver Airport Authority is governed by a Board of 14 Directors. Nine Directors, with key ties to the local community, are appointed by eight nominating entities. Up to five Directors are appointed by the Board from the community at large. The Airport Authority President and Chief Executive Officer also serves as a Director.
About Vancouver Airport Authority
Vancouver Airport Authority is a community-based, not-for-profit organization that operates Vancouver International Airport (YVR). Canada's second busiest airport, YVR served approximately 17 million passengers in 2011 and handled more than 258,000 aircraft landings and take-offs on its runways. Sixty-two airlines serve YVR, connecting people and businesses to more than 100 destinations in Canada, the U.S. and around the world.


text:
Quality Care
How to Choose A Hospital
No one wants to think about being hospitalized, but it is wise to be prepared. It's best to learn about the hospitals in your area while you're feeling fine to minimize surprises in case you need to choose a hospital suddenly.
Where does your doctor practice? Find out where your doctor has hospital privileges before choosing a hospital, so you can continue in that person's care.
It all starts with your relationship with a doctor. Almost everyone comes to hospital care as a result of a visit with a physician. Research the hospitals that the doctor practices in before making a final decision. You want to learn about what services each hospital offers and its areas of expertise.
Ask specific questions
- Does the hospital explain the patient's rights and responsibilities?
- What doctors will be involved in your care and how will they be informed about your specific needs?
- Are social workers available?
- What is the hospital's success record in carrying out the specific medical procedure you need?
- How many procedures has the hospital performed?
- How often is the procedure done?
- What is the hospital's mortality rate?
- What is the hospital's complication rate?
- What is the hospital's surgical site infection rate?
Many of the answers to these questions can be found at Hospital Compare, a free service provided by the U.S Department of Health and Human Services.
Commitment to Quality
A commitment to quality also is important, but can be tough to measure. Find out if the hospital measures its customer service performance and if it is accredited.
Accreditation by the Joint Commission means the hospital voluntarily sought accreditation and meets national health and safety standards. The Joint Commission conducts on-site surveys every three years to review a hospital's medical and nursing care, physical condition, life safety program, special care units, pharmaceutical services, infection control procedures and other areas.
The Joint Commission looks at the quality of patient care and the quality of the employees, including physicians. What's more, they ensure that, in the event of an emergency, all staff knows what to do, not just the nurses.
What's the reputation?
Consider the hospital's reputation. Have they received awards for their quality of care, patient safety and service? Silver Cross Hospital has been recognized as a Thomson Reuters 100 Top Hospitals National Award winner for 7 years, achieving excellence in clinical outcomes, patient safety, treatment standards, efficiency, financial stability, and growth in services. Patients served by Silver Cross Hospital can be assured that they are receiving dependable, quality care because the hospital is doing the right thing at the right time—every time.
In addition, Silver Cross Hospital has been recognized as one of America's Most Customer Friendly Hospitals by the American Alliance of Healthcare Providers with its Hospital of Choice Award.
How good are the nurses?
The customer-service benchmarking company Press Ganey Associates has found that Silver Cross' nurses have consistently been in the 90th percentile in quality of care. For years, our patients have been impressed by the sensitivity, courtesy and promptness of our nurses.
That's important, because in many ways, it's the nurses who determine the success of a patient's hospital experience. You probably won't see the doctor as much as the nurse, so ask your physician about his view of the nursing care and ask about the nurse-to-patient ratio and what kind of specialized training the nurses have.
Because the nursing staff is so important, surgical patients should tour the hospital before the big day. Expectant parents are used to the idea of touring the hospital, but all potential surgical patients should do that, too. Prospective patients can contact us or call (815) 300-1100 to schedule a time to come to Silver Cross for a tour and meet the nurses.
More Helpful Tips
- Find out where your doctor has hospital privileges. Discuss what he or she likes about a particular hospital.
- Research the hospital. Find out what services are offered and areas of specialization.
- Make sure the hospital offers the services you are most likely to need, especially if you have a chronic condition.
- Check your insurance to make sure the hospital and services are covered.
- Ask about nursing care because you most likely will see the nurse more often than the doctor.


text:
Denise Lee Yohn has been inspiring and teaching companies how to operationalize their brands to grow their businesses for more than 20 years. Leading health and fitness brands including New Balance, Road Runner Sports and Designer Whey have called on Yohn, an established speaker, author and consulting partner. Read more by Yohn at www.deniseleeyohn.com/resources.html.
The social Web has hit the mainstream, fundamentally changing the way companies communicate with customers and promote themselves. In addition to the formal marketing campaigns that incorporate Facebook, Twitter, YouTube, etc., many employees use these social media and networking tools on their own.
Employees' blogs, Web pages, comments, etc. can be significant touch points for your brand. An enthusiastic employee might generate positive feelings about the company, while a disgruntled one could sour people's opinions. Some companies have prohibited employees from mentioning their companies or brands in their personal social media, but this is not a practical or desirable way to prevent negative comments. Denying employees the ability to express themselves is difficult to manage and may eventually backfire. Plus, when you do so, you miss out on developing powerful word-of-mouth advertising through some of the most influential people available to you.
In recent years, many companies have cultivated the role of employees as brand ambassadors. In particular, frontline employees are seen as critical touch points with companies using brand engagement programs to teach their front desk and floor staff how to represent the brand appropriately. "Friends and family" discounts or coupons often are distributed through employees in order to generate broader awareness and positive impressions for the company in the community. When companies introduce new products, they often distribute samples to employees in order to generate trials among new customers.
It makes sense to extend these efforts to the new social media platforms and encourage and enable employees to use these tools to promote the brand online. But it's difficult to strike the right balance between fostering employee brand evangelism and ensuring appropriate employee communication.
It's helpful to plan your approach as if you were coaching a football game, using a combination of defensive and offensive tactics. Providing social media guidelines to your employees is a defensive tactic that will help you protect your brand while brand guidelines—your offense—will help you promote it.
Social media guidelines protect the company and its brand name by setting the ground rules for employees' usage of the social Web. Effective social media guidelines encourage users to be responsible and respectful and provide examples of appropriate communication. They also indicate clearly how confidential information should be handled. In addition, they reiterate the corporate rules of business conduct and direct people to where they can learn more about them.
Social media guidelines should be widely accessible and updated frequently to reflect the new risks that may arise from emerging technologies and applications.
To take full advantage of the brand-building opportunities in social media and networking, companies need to play offense as well. Brand guidelines aren't simply for showing how to use trademarks and logos. Companies can use brand guidelines to inspire and instruct employees on how to generate excitement and interest in the brand.
Brand guidelines should include:
1. How to talk about the brand. The messaging and themes communicate what the brand stands for, what the vision is and what the key differentiators are. You shouldn't assume that employees know this information and how to articulate it. It's important to relay brand strategy in a way that's accessible and understandable to employees at all levels and in all functions. And if you explain the background and rationale behind the strategy, people are more likely to buy into it. Plus, this knowledge helps them figure out how to represent the brand in unexpected or unusual situations.
2. What is the brand personality and how to bring it to life with writing, images, etc. Some employees may know "what" to say but not necessarily "how." Brand guidelines should explain how the brand would act if it were a person. That way, employees can personally relate to the brand and understand its defining attributes. By including writing samples, images, stories and videos that capture the personality of the brand, you help people express the brand appropriately when they use similar methods.
3. How to foster relationships with customers that contribute to a great brand experience.
Brand guidelines should explain who your key target segments are and what's important to them. At the same time, be sure employees know what the current brand campaign or sales focus is and make sure they have accurate information (e.g., Web site URL, promotional offer, new product announcements, etc.) to share with customers. Help them make the connection between what customers are looking for and what the brand has to offer.
Brand guidelines promote proactive and productive engagement in social media. The combination of playing offense with brand guidelines and defense with social media guidelines makes for a winning strategy.


text:
So I've been working on some hexies for a mosaic type lap quilt or a GFG if that looks better. Here's what I have so far.
I have 13 more fabrics to make into hexies (so that makes 208 left to baste) When everything is said and done there should be 984 basted and ready to make into a pattern. All the fabrics are batik and from charm packs I got awhile back on connecting threads.
I just recently decided to start a blog on google+. Now saying that, I didn't actually expect anyone to read it because, lets face it, how often does one really come across some obscure person and think hey I should read that!!! I figured it would be a good way, on top of here , to keep myself accountable and continue making good progress on projects! It's titled " Everyday Quilter" mostly because I haven't seen that title before and I like how it looks in the font I picked out . So I wondered how many of you blog? Do you keep it to just quilting or add your personal stuff to it to? I understand people that do this for a living and using it to network and show customers the things they have or can do. How many of us hobby quilters do it though? What do you think?


text:
Frey wrote:That was excellent. Exactly who was the vampire that was restrained and then shot by Alucard?
Mavado wrote:You can't have a House episode without Foreman saying "It could be Lupus.", you just can't... Great idea though, it has potential, but you brought in Alucard way too soon. Personally, I think it would be better if the guy didn't admit/know that he was a vampire.
Frey wrote:Hellsing/Devil May Cry
dchan wrote:Hellsing/Gunsmith Cats
I was reading the manga tonight at Borders and it occured to me that Integra would probably love to get her hands on Rally and (to a somewhat lesser extent) Minnie May as agents for Hellsing. I also imagine Alucard would love to sink his teeth into Rally as well.
RawSteelUT wrote:...
Hellsing/Deus Ex
Sailor Scarlet wrote:If anyone could do a good:
Hellsing/ Johnny The Homicidal Maniac
I think that would be pretty awesome. Not to mention terrifying with what's sure to come out of it.
Frey wrote:Hellsing/Jojo's Bizarre Adventure
My guess is that it would coincide with whoever in Jojo's Bizarre is around in the year 1999. The vampires in JBA are vulnerable to sunlight and can create "zombies." Yet when Jojo vampires are combind with "stands" they are very powerful. Also, while the Jojo vampires have fangs, they suck blood through tentacle in their fingers. Too bad Alucard would not really be able to fight Dio (with Dio also having his "stand" known as "the World") since Dio was finnally defeated in the 1980s. Although having Alucard and Hellsing fighting "stand" users would be interesting to see.
shadowfax272 wrote:Sailor Scarlet wrote:If anyone could do a good:
Hellsing/ Johnny The Homicidal Maniac
I think that would be pretty awesome. Not to mention terrifying with what's sure to come out of it.
OH WOW. Seriously, how awesome would this be. Johnny can't die. Alucard can't die. That weird beast in the wall thing is going to go insane, and let's shove Schrö in there, because JTHM is crazy enough xD;
Horselover_Frost wrote:RawSteelUT wrote:...
Hellsing/Deus Ex
Just thought of something:
The Majestic Council Of Twelve == The Convention of Twelve.
Knowing Mr Hirano's love of obscure references, this might even have been an intentional reference (not to Deus Ex's MJ-12, but to the real life MJ-12).
Section_8 wrote:Hmm, so would Alucard spend all his time licking Johnny's special wall? And I'm fairly certain that Johhny did die in the series; he just didn't _stay_ dead.
Return to And Shine Heaven Now
Users browsing this forum: No registered users and 1 guest


text:
1155 F Street is in the heart of it all as it resides smack dab in the middle of Washington D.C. This prestigious office building is located near 5 –star hotels, fine dining and retail, and is within walking distance of government offices, national embassies and numerous non-profit organizations.
A dynamic business address that also boasts a stunning visual aesthetic, 1155 F Street is a practical and enterprising location.
This location is SBA HUBZone certified.
35 minute drive to Dulles International Airport
12 minute drive to Ronald Reagan Washington National Airport
1 minute walk to Metro Center Station


text:
shoeboxes to make homes for their collection of pocket sized dolls, but their larger dolls were left homeless.
My girls had been eyeing the growing collection of larger boxes in the basement (due to my love of online shopping). So they set out on another Sunday afternoon to make not only a home for their dolls, but a little village. Here's a complimentary tour of their neighborhood:
This home comes with a spacious yard where the kids can run and play.
Don't underestimate the value of convenient parking. (Bonus that these dolls fit into the Barbie car so nicely)
And who doesn't love a full bath to relax in after a busy day?
And when the dolls' day is done, it's time to curl up with their favorite stuffed animal and hit the hay.
I love to give the girls something so plain and ordinary and see what clever things they will come up with on their own - with zero influence from me.
Do you have empty boxes just begging to be transformed into some unexpected cool toy? Go ahead and let your child's imagination run free - just hand them a box and see how their play time unfolds and transforms.
Need a little more inspiration? Check out these clever kids at play:
- A car for an outing to the library and coffee shop - from The Good Long Road
- A game called Rolly Rocky Holey - from Whimsical Kids Canvas
- Celebrate Christmas (even in the summer) with Santa's sleigh - from At Home with Ali
- Learning about shadows with boxes - from A Mom with a Lesson Plan
- Squirt a little paint in a box and see what come of it - from Carrots are Orange
- Letter and number recognition with a post box - from Domestic Goddesque
- A huge and realistic fishing boat - from Childhood Beckons
- A fort and a road mat - from Taming the Goblin
- Make a dinosaur helmet - from Learn with Play @ Home
- A toy castle with paper tube men - from Red Ted Art
- Make a toy bean bag toss - from Dirt and Boogers
- Paint an abstract art mural - from Experimenting Mom
- A photo booth - from East Coast Mommy
- Paint a mural to illustrate your favorite nursery rhyme - from Creative Family Fun
- Make a set of photo blocks - from The Educators' Spin on It
- A foot-powered firetruck (or any vehicle for that matter) - from yours truly