text: Hi, On Fri, Apr 6, 2012 at 3:50 PM, cgraves <firstname.lastname@example.com> wrote: > > It seems that the speed of append_fields() in numpy.lib.recfunctions is much > slower than rec_append_fields() in matplotlib.mlab. See the following code: As I remember it (Pierre M can probably correct me) the recfunctions are not ports of the mlab functions, but are considerably extended in order to deal with masking, and do not have exactly the same API. When I noticed this I wondered if there would be some sensible way of making the mlab routines available in a separate namespace, but I did not pursue it. Cheers, matthew


text:
Guest Post: A Nightmare On Wall Street - This Secular Bear Has Only Just Begun
Authored by Ed Easterling of Crestmont Research - via dshort.com,
Secular bull markets are great parties. Investors arrive from secular bears really wanting to take the edge off. As the bull proceeds, above-average returns become intoxicating. By the time it is over, the past decade or two has delivered bountiful returns.
In contrast, secular bears seem like hangovers. They are awakenings that strip away the intoxication, leaving a sobering need for an understanding of what has happened.
Conventional wisdom explains these periods as irrational or coincidental periods. In reality, secular bulls and bears are periods driven by longer-term trends in the inflation rate. A trend away from low inflation, whether to high inflation or deflation, drives the value of the market lower. That leaves investors with below-average returns. The return trip -- when the inflation rate trends toward low inflation -- drives the value of the market higher. That provides investors with above-average returns.
Then there was the "party" in the late 1990s! Intoxication!! Can you imagine a party so extreme that you end the next day feeling just as groggy as when you first woke up? A long, long day of frustration and misery? That day was the past decade. In stock market terms, it has been twelve years of pain that just now brings investors to the starting line.
Wake-up...this must be a nightmare.
Oh no, it's not!!!
This is a moment of consternation -- an eerie tension between hope and fear. You find yourself saying, "It's not fair... It doesn't seem right... Secular bear markets average eleven years, don't they? Isn't this one supposed to be over by now? Some pundits are saying there might be just a few more years left in this nasty old bear... What do you mean this secular bear has only just begun?" We'll get to that in a moment; but for now, please step back from the edge.
Even if a big bull is not around the corner, there's plenty of opportunity. In fact, it is conditions like these that provide the greatest potential for astute investors. First, they must understand the environment. Then, investors can use that knowledge to their advantage. This discussion is about the first part -- understanding. The upcoming charts will explain why we are actually early in the current secular bear and how we got here. There are many other resources for the second part -- what to do about it.
Let's start with a look at secular bull markets over the past century. Figure 1 presents all four secular bulls since 1900. Each line represents the price/earnings ratio (P/E) annually over the life of the four secular bulls. The level of P/E is displayed on the vertical axis. Time, in years, is displayed on the horizontal axis.
To reduce the distortions to P/E caused by the earnings cycle, earnings (E) have been normalized using the approach popularized by Robert Shiller at Yale. The index for the numerator (P) is the year-end value for the S&P 500. Therefore, the P/E displayed on the chart is the year-end Shiller P/E (i.e., Year-end P/E10).
Figure 1. Secular Bull Markets
First, note that secular bulls start when P/E is low and end when P/E is high. The low points for all secular bulls have been quite similar. In the chart, the low range is designated with green shading. The high point for all secular bulls had also been fairly similar, until the late 1990s. It is as though the 1980s/1990s secular bull ran its course through the mid-1990s, then the party started and P/E more than doubled again. The already high P/E ascended to the stratosphere. Pundits often compare the late 1990s to 1929. Yes, the valuation of the market (as measured by P/E) was fairly high in 1929. But 1999 is in a league of its own.
As the new millennium opened, the bubble stopped expanding -- but it did not pop. An immediate decline of fifty percent would have been required to correct the excesses and to reach a typical secular bear start. Instead, the stock market see-sawed for about a decade. With each decline, it bounced back. As the underlying economy and baseline earnings level grew, the market slowly whittled its P/E back to levels associated with typical secular bull ends and secular bear starts. So it has taken more than a decade to wear away the effects of the late 1990s extremes.
Who says that markets are not considerate? A sudden decline in 2000 would have been a cruel polar bear plunge. Instead, the market tip-toed lower, allowing time for investors to adjust. Some investors have known for over a decade that we are in a secular bear market. Many of them, however, may not have realized just how elevated P/E was when this secular bear began.
Figure 2. Secular Bear Markets
Figure 2 shows just how far we had to go. P/E is on the left axis; time is across the lower axis. The chart presents all of the secular bear markets from the past century. The format is similar to that in Figure 1.
Pause for a moment to reflect upon Figure 2. Contrast it back and forth with Figure 1. Every secular bear cycle prior to our current one followed a secular bull that ended with P/E in or near the red zone. That set the starting point for every adjacent secular bear. But this time, the super secular bull of the late 1990s ended nearly twice as high -- it was a major bubble. Therefore, it is realistic to expect that our current secular bear might last a lot longer or be twice as gnarly as past secular bears.
Because the Fed and other factors have kept the economy in a state of relatively low inflation, the current secular bear has ground its way back to the reality of the red zone.
What goes up, must come down. Figure 2 is noteworthy for highlighting the lofty start of the current secular bear. Now after almost fourteen years, the market P/E is down, but only into the red zone. That level, however, is not overvalued. It was overvalued in 2000 and at many points over the past decade. There were not plausible economic and financial conditions to justify P/E near 30, 40, and more.
Now, finally, the stock market is fairly-valued for conditions of low inflation and low interest rates (assuming average long-term economic growth in the future). But what about the future? If inflation remains low and stable indefinitely, then this secular bear will remain in hibernation until the inflation rate runs away in either direction.
A period of hibernation, however, does not cage the bear and allow a bull to roam. Rather, it means that investors will receive returns consistent with relatively high starting valuations -- nominal total returns for the stock market of around 5%-6%. Hibernation avoids the declining P/E of a secular bear. It is the decline in P/E that causes secular bears to deliver near zero return.
Hibernation also means that there is almost no chance of better returns. Average and above-average returns require a significant increase in P/E. From the red zone, higher P/E requires an irrational bubble. That is never a prudent assumption for a financial plan.
The economy experiences periods of rising inflation, disinflation (i.e., declining inflation), deflation (i.e., negative inflation), reflation (i.e., increasing inflation inside of deflation), and price stability (i.e., low, stable inflation). The periods run in a natural sequence around the starting point of price stability.
To illustrate, the cycle starts with low inflation. Then, due to excess money supply growth or other factors, the inflation rate rises. At some point, economic policies or factors reverse the trend, thereby starting a period of disinflation (i.e., declining inflation). Once back at price stability, the trend can either hold in a state of low inflation or it can move upward or downward across another cycle.
The P/E for the stock market is driven by the trend in and level of the inflation rate. As a result, there is a cycle for P/E based upon the inflation-rate cycle. High inflation and deflation drive P/E lower. Price stability drives P/E higher.
The P/E cycle creates secular bull and secular bear markets. Some secular periods have been long, yet others have been relatively short. Time does not drive secular periods. Rather, the inflation-rate cycle determines whether they will be relatively quick or quite extended. Inflation-rate trends can last a few years or they can extend for decades.
Secular bull markets transition into secular bears, which are followed by secular bulls. Neither secular bulls nor secular bears are isolated periods. Instead, they necessarily precede and follow each other. This is why they are designated as cycles rather than simply as periods.
They are called secular because they have a common characteristic and driver that extends over an era. The term secular is derived from a Latin word that means an era, age, or extended period. Actually, an original Latin variation of the word has been closer to hand than most people realize.
On the back of the American one-dollar bill is the Great Seal of the United States. One part of the seal is the circle on the left-hand side bearing a pyramid topped with an eye. Look closely under the pyramid: there is a banner with the phrase "novus ordo seclorum."
In 1782, Charles Thomson, a Founding Father of the United States, and secretary of the Continental Congress, worked as the principal designer of the Great Seal. There is extensive symbolism included in the seal. When Thomson proposed the seal to Congress, he described the meaning of novus ordo seclorum as "the beginning of the new American Era."
When the word secular is used to describe stock market cycles, it expresses that the cycle is an extended period with something in common throughout. Secular bull markets are extended periods that cumulatively deliver above-average returns. These periods are driven by generally rising multiples of valuation as measured by the price/earnings ratio (P/E). Secular bear markets are the opposite: extended periods with cumulative below-average returns driven by a generally declining P/E for the market. Thus the secular aspect of these periods relates to the generally rising or falling trend in P/E over an extended period of time.
If history is a guide, the inflation rate will at some point trend away from the present price stability. The result will be a significant declining trend in P/E. If this occurs over a few years, the market losses will be dramatic.
More likely, it will take a decade or longer. That will enable the underlying economy and baseline earnings to grow, thereby offsetting the decline in P/E. As we have seen from history, that means another decade or longer of near-zero returns.
When the adverse inflation-rate trend reaches its nadir, we will mark the end of this secular bear and the start of the next secular bull. As the economy or the Fed reverses the adverse inflation-rate trend back toward price stability, P/E will trough at its lows and begin the long climb that drives secular bull markets.
These processes take many years. Be careful not to let hope for the next secular bull mask the reality of the current secular bear. Many more years of vigilant investing will be required for portfolio success. As Robert Frost so aptly wrote:
The woods are lovely, dark, and deep,
But I have promises to keep,
And miles to go before I sleep,
And miles to go before I sleep.
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Hasn't it been decreed that there will never be a bear market?
What's remarkable are both the breakouts on the trendline (where the Bull Run of 1982 starts in the P/E range of the other Bull Runs but then hockey sticks to the MOON.
And conversely the Bear Run for this current one starting in 2000 STARTED from those lofty heights.
And the Fed has kept that nose dive from drilling through the crust and mantle of the earth all the way down to the molten core.
And we all know that can't last. Yep....this bear is just getting wound up and he is pissed.
The algo manipulators make this entire thread irrelevent, which sucks cause its well laid out.
Analysts are obsolete
"Exceptionalism" will be the USA showing these track records to its citizens.
The Public Be Suckered, here:
you lost me at "natural sequence"
The Bear shit in the Woods.
I do not understand those who discuss cycles in the face of potential currency collapse. Obviously it is easiest ignored which most do.
If one were to overlay cycle theory upon catstrophic events one would expect some disruption, or even a reset, of the cycles being studied.
It will be interesting (or maybe too boring to bother with) to see what happens to all these cycles when a new world monetary order is in place (one way or the other).
Maybe these cycles are in fact just a product of defective monetary systems and will disappear with the unrestrained fiat currency systems that cause them. I say that would be a good thing.
The Religion of holy Economic Cycles seems to me as a diversion from very real human intervention in certain places. They work as smoothening tool to mold colective unconscious to points where men behind curtains intervene with biggest effeciveness.
Beware of Economists.
Krugman knows your future.
The bull will run as long as the printing continues to exponentially increase, OR until the people lose faith in it all together.
Then there is no bear, just the bottom of the ocean as the whole ship gets slammed to Davy Jones' locker.
Something will replace it, but what?
The writing is on the wall for those with eyes to see - SnP 18xx in Q4.
What up?! You guys digging up history charts like usual I see. What's the chart you base your investing decisions on? Or were's one that shows gold has ever been worth more than $1900 and change it was a few months ago? Thats right inflation only made that move equivalent to $35 in the late 70's right? You guys are crushing innocent people man on the way up/down.
So one day ZH says bull then shows that chart (above) which says bear. I dunno but I'm confused. Ya I bought some TSLA puts today on a highly margined account. Also got a few nice and shiny puts on GLD.
Confusion is a good starting point for you, Grasshopper.
WTF "miles to go before i sleep"??
I want see TSLA at 300 and NFLX at 500 and not hear these theories from this joker!!
They will never let a bear market happen unles the Govt/economy crashes. I missed the last 5k points and I think that I'm early.We all know that they can't let interest rates rise so how are pension plans make money ? And what about all of the 401k's,how will people retire.The Bernanke/Govt are in this to the bitter end.
Nice, the Hangover part 5. bad after one hell of a QE bender.
Luckily, the Bear plunge will be limited to overpriced Houses and Stocks. Most other things already corrected.
How are we in a Bear market with stocks at all time highs?
they will sacrifice the stock market to save the treasury market
Twas the nightmare before Christmas...
Twas the Night Before Christmas
http://www.youtube.com/watch?v=V0Ts9-0Rspw (3:28)
Whatever it takes to keep the banksters fat and the workers with their nose to the grindstone.
What goes up must come down. This turd is going to crash like it's 1999.
Let the S&P close below 1680 and then watch it fall like a rock.
look how much money it took to get the stock market where it's at,they will not let it drop.We will be Venezuela.If they save the bonds then that means we will be in a deep depression,people will save money and not spend, it will be over.I'm thinking Dow 60k in a few years.
Ah, the Z-pinch Moment, when the crank handles reverse their respective motions; the anchor is onboard,
the sails unfurled and the wind shifts favourably for adventures in new places.
And when the adventurers land on foreign shores, with sons and daughter fully grown, then the 'retail investors' awaken from their slumber in the caravans of the 'camp followers'.
Such is the roll of the drums of life; Gold attracts the Hero; and whence found, those cowards of the wagons with pans abanging and snifferling snotty nosed brats screaming and a crying, comeforth to plunder, rape and pillage.
What comes forth this day is the dawn of the Hero.
Taste now the pleasures and sweetnesses of the new horizons and shores and bade farewell to the smells of the sewers of old and consider just one simple fact; just about everything that you know and have been taught, is a lie.
Ho hum

subset: commoncrawl


text:
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The main areas of research in the Besio Lab are neuromodulation and brain computer interfacing. We have shown that noninvasive electrical stimulation from concentric ring electrodes has positive effects on rat acute seizure models. We have also shown an enhancement of an antiepileptic drug (diazepam) by noninvasive concentric ring electrode electrical stimulation. Recently we also found and enhancement of inhibitory neurotransmitter GABA and down regulation of excitatory neurotransmitter glutamate. We have also developed an electroencephalogram (EEG) based brain computer interface (BCI) to help persons with severe movement disorders to control computers.
Prior to joining academia, Dr. Besio had twelve years of professional experience in the medical device and electronics industries. He was one of the first few employees of a medical device startup company (Medicomp) where he was involved with the full cycle of concepts, prototypes, and eventually taking new products to market.
Dr. Besio is an active member of the American Epilepsy Society (Technical Committee), IEEE EMBS (EMBS Sensors Council representative), Society for Neuroscience, International Society of Electrocardiography, Tau Beta Pi National Engineering Honor Society, and Gates Millennium Scholars (GMS) Alumni Association.
Personal website: http://www.ele.uri.edu/faculty/besio/


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NEW YORK, NEW YORK -- I have credit in my Skype account that is activated & will not become inactive for another six months but I cannot transfer this credit to my balance on the page where you put the calls through. I have tried just making a call with the credit I have to a number where I know that the credit is sufficient for the call, but the call will not go through & a page appears asking me to buy more credit.
I have plenty of experience with computers & internet & I just cannot work it out how to fix this problem. After hearing of everyone's else's problems of trying to contact customer support & not finding a result in the Q&A's pages I have decided to count my losses & close my account. Too much time & trouble for me anyhow.
PALO ALTO, CALIFORNIA -- After buying some air time, I realized that I'd have to buy/rent yet ANOTHER phone number and I knew that I'd made a BIG mistake. That's when the nightmare began--try to cancel your accountor try to get help doing so-- IMPOSSIBLE. The worst company (even worse than Comcast) that I've ever dealt with!
I had a Skype account, only used it once, although I had put $10 down as a credit. They still owed me $9 and some change. I got an email announcing my credits had "expired" and all I had to do was sign into my account and click on the "retrieve credits" icon. Unfortunately, there is no such icon, and the account they want me to access isn't even the same one I put credits on. I have had multiple emails from them each claiming they will "absolutely help" with this problem, but no one seems to actually read the previous email and their solutions do not work because they aren't really solutions.
UK, HAWAII -- I needed some support with 2 accounts which was impossible to do by yourself. I called the free UK Skype support line.They wanted to charge me minimum 40 pounds per account (total of 80 pounds or higher). I believe it's outrageous! I spend on my Skype calls hundreds of euros over the years, and as a loyal paying customer I expect you (Skype) to give me assistance without asking anything for it! Apparently the phone line is operated by a 3rd party company, hence the charge. Microsoft now owns Skype (in a $8.5 billion deal). Therefore my complaint is toward Microsoft's behavior here. This is the truth.
I have has Unlimited European subscription for several years with automatic renewal. Yesterday I found that my service no longer works. Apparently the card on my account had expired and so as the renewal payment did not go through my service was ended without any warning or notification of a problem.
I contacted Customer Service - haha - and was told to add the subscription to my account again and that my telephone number would be renewed as it was already part of my package. Last year I paid £33 - this year it cost £58 and the number was NOT included. The system wanted me to pay about another £35 to renew the number as well!
I contacted Skype again and was told there was nothing they could do. Skype numbers are no longer included in the Subscription and because mine had lapsed it cannot be renewed and I have to pay for both services. An increase of over 100% in a year. A formal complaint by email got an initial standard reply that had nothing to do with my complaint and the second reply was basically 'tough luck'.
I have cancelled the subscription renewal and will transfer the number to another provider. What can anyone do about the mighty Microsoft organisation? Well, I can certainly publish this story on as many sites as I can to warn others. I think this is just a way to get people onto the new more expensive packages.
INTERNET -- I eagerly downloaded and installed Skype with the need for videoconferencing. I am having all the problems I see others have. The operation of this App appears to be designed for programmers and hackers, as although I have used Mac OS since its inception, this is truly the worst implementation of a non-intuitive interface for a well-hyped App I have seen.
The reports are true. Download, install, be instantly lost and confused. Go to their "help" site forums, and blogs and find that there is no help there. Try googling or searching their site for customer service contact and discover there is no contact available. Try posting questions to the help boards and find the system will not even accept your post of a question or comment effectively cutting you off from any support whatsoever. Skype is a useless waste of time. Colloquially speaking, I fully agree: SKYPE SUCKS.
I have to jump in here and tell of my nerve wracking, excruciating experience with Skype Customer Support. To begin with, I received a notice on February 24th my online number was about to expire on March 2nd. I immediately went to my account because I knew I had a $30 discount/credit off an online number. I tried to use my discount and it kept taking me to payment options. There was no option to use my credit.
I wrote customer service and explained what I was trying to do. Here is their reply: "Hello **. Thank you for contacting Skype Support. We understand your concern. The discount from your subscription will automatically be deducted from the sum for the extension of your online number."
I went back and tried it again; it still would not let me use the "promised" discount stated right in my account. I then wrote the representative back and explained again it would not work. I soon got this reply: "Hello **. Thank you for contacting Skype Support. The reason for that is because you have to pay for this number. This is why you are redirected to Paypal."
(Remember, I already have paid for my online number that is about to expire.) Do you see where he totally changed his story around? The next thing I know, 5 minutes later, I get a notice from my PayPal account that I had sent $7.95 to Skype!? (by the way, my auto pay was disabled, but they took it anyway) What??? Now I am really furious. I write back and get NO answer in 3 days.
I go back and submit another ticket hoping I will get a different representative. I explained I wanted my $7.95 returned unless they can give me my $30 discount for my online number, and I also send copies of all correspondence between me and **.
Now I get a response from another representative who returns my $7.95 and ends my service!? I go back to my account and guess what? They also removed my $30 discount I never got to use and had been trying to use for the last 10 days.
I just wrote them back and told them how WRONG they are and how BADLY they have done me. I can not believe they get away with this. I had that $30 discount in my account for 2 months and planned on using to to renew my online number, but not one representative could help me with this issue; not one of them. They all avoided me for 10 days. I just wrote them my last letter before I came here to post this.
I do NOT recommend Skype service to anyone. Aside from the customer support, I lost connection many, many times while in the middle of a conversation. The service all the way around stinks! Is it any surprise as to why they do not have a customer support phone number, or email addresses to the owner?
WINDSOR ONT -- Something happened to my Skype account. I contacted Skype to change primary account email address. After few emails we exchange to almost finalize my problem, they never set my new email. I send them several messages, I am very disappointed. I am using Skype for many years for my business. Looks like Skype it's a monkey business.
CHARLOTTE, NORTH CAROLINA -- I disputed with my credit card company. Several months later I received a letter from the credit card stating that Skype confirmed that I authorized the charge and I got charged again. I don't know what to do. I cannot speak to anyone because there is no phone number. Chats are impossible wait times. This is not a customer friendly company. It's one of the worst I've seen.


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NEW DELHI: Max Healthcare and HealthPoint Services India today said they have joined hands to provide healthcare services to rural patients of Punjab through telemedicine network.
The two companies have signed an MoU under which the partners will combine their efforts in the field of medical and healthcare services. Doctors of Max Healthcare will provide consultations to the rural patients at E Health Points (eHP), a health kiosk set up by HealthPoint Services.


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Substitute chopped CLAUSSEN Dill or Bread 'N Butter Pickles for the pickle relish.
To serve as an appetizer, omit bread slices. Serve as a spread with assorted crackers.
Substitute 1/4 cup KRAFT Sandwich Spread for the mayo and pickle relish.
* Nutrition information is estimated based on the ingredients and cooking instructions as described in each recipe and is intended to be used for informational purposes only. Please note that nutrition details may vary based on methods of preparation, origin and freshness of ingredients used.
For a healthier treat, I substitute yogurt for the mayo.
Instead of relish, I add picante sauce and salsa for a little kick. Tastes great!
Yummy! I thought the amount of celery called for looked like a lot, so I only put in about half. This is a very "wet" tuna, and I may cut back on the mayo next time too. But all in all, i'm going to add swiss and enjoy!


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At Strong4Life, created by Children's Healthcare of Atlanta, our doctors, nutritionists and wellness experts create fun, easy ways to help your kids eat, move and live healthier. From picky eaters to passionate gamers, we have a slew of simple tips by experts who understand, because we're parents, too.
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Jeffrey's history teacher assigned a term paper at the beginning of the semester. Most of the class groaned, but they didn't seem too worried. Not Jeffrey, though: The thought of having to write a paper made him really anxious. Because he didn't know where to begin, he put off thinking about the assignment until closer to the due date.
Although a lot of students take Jeffrey's "I'll deal with it later" approach to writing papers, it's actually better for your stress levels — not to mention grades — to start working on a paper as soon as you find out about it. With some planning and time, anyone can turn a blank document on a computer screen into a good paper.
Writing a paper can seem intimidating at first. But putting together a strong paper really just involves a combination of things you already know how to do.
The first step in writing a paper is to make sure that you understand exactly what your teacher expects. Here are some questions to ask before you start researching and writing so you can be sure you are on the right track:
Sometimes a teacher will assign a topic or thesis for a paper, and sometimes he or she will leave it up to students to pick their own topics (of course these have to be related to the class or subject!).
If the teacher lets you choose your own topic, it's best to write a paper about something that you find really interesting. This might be an issue that you feel strongly about and want to defend (or one you disagree with and want to argue against!). After you come up with your topic, run it by your teacher before you move on to the next step — research.
Behind every good paper is even better research. Good research means reading a lot — both as background to help you choose a topic and then to help you write your paper.
Depending on your chosen topic, your research could come from class textbooks, newspapers, professional journals, and websites. These are known as your sources.
Sources need to be reliable. To find good sources, begin at your school library, where the card catalogs and search engines can direct you to materials that have been published. When a source has been chosen for your school's library collection, you can be fairly confident that it's accurate enough to use in your paper.
When doing online research, avoid people's personal pages — it's impossible to tell if the person is an expert or just sounding off. It's best to focus your research on government sites (their domain names end in .gov), non-profit organizations (they usually end in .org), and educational sites (.edu).
Knowing which sources are considered good — and which ones aren't — is a skill that everyone gains with experience. Get your teacher or librarian's help in deciding if a source is credible.
If you don't understand what a particular source is talking about, ask your teacher what it means so you can better understand the material. Teachers can usually tell when students use information in their papers that they don't really understand.
Once you've found a good source, make a note of it so that you can use it for your paper. Keep a notebook or computer document that has the source's title, the page number of the important information, and a few notes about why it's important. This will help you move ahead efficiently as you write. It will also help you to cite your sources correctly (more on this later).
The great part about doing lots of research is that when you really know your topic, writing about it becomes easier. Still, sitting with a blank computer screen in front of you and a deadline looming can be pretty intimidating. Even if you've read countless books, websites, and journals, and have all your notes prepared, it's normal to struggle with exactly how to get started on the actual writing.
The best way to begin? Just start putting ideas down on paper! The first few words don't have to be perfect (and there's a good chance they won't be) but you'll find it gets easier after you've started. And you can always revise the actual writing later — the important thing is getting your ideas down on paper. (You may have learned this approach in elementary school as writing a "web.") After your ideas are on paper, you can start outlining them.
Some people like to think of their first writing attempt as a "first draft," taking the pressure off of themselves to write every sentence and line perfectly. Another good tip for getting started is to write down your ideas like you're telling your parent, brother, or sister about them.
Don't feel that you have to write a paper in order. If you know how you want to prove your thesis, for instance, but don't know how to introduce it, you could write some or all of the supporting paragraphs before doing the introduction.
Most people make revisions while they're working. For example, you may be halfway through writing paragraph four when you realize there's a better way to argue the point you made back in paragraph two. This is all part of the thinking process. (And it's a good reason to leave plenty of time to do your paper rather than putting it off until the last minute!)
It's also a good idea to leave enough time after finishing a paper to put it aside for a few days and then go back to make revisions. Revising a paper is a step that even the best writers think is essential. When you haven't worked on your paper for a few days, any flaws or problems will stand out more: Look for things like unnecessary words, sentences that don't make sense, and points that don't follow on from or support each other.
Your teacher will probably want you to cite your sources (which means list the sources you used for ideas, statements, and other information in your paper). Sources can be cited in different ways — such as endnotes, footnotes, or a bibliography. Each teacher has different preferences so ask yours for guidance.
Citation not only shows that a paper is well researched, it also lets the reader know which ideas came from your mind and which ideas came from someone else's. The only time it's OK not to use a citation is if the content is common knowledge (like the date of a well-known battle) or if the idea is your own.
Citing sources is important because it can help you avoid something called plagiarism. Plagiarism is using someone else's ideas or words without giving that person proper credit for creating them. The most common ways students plagiarize are copying, quoting, or summarizing from a source without properly citing where the information came from.
Plagiarism is a form of cheating — just like looking over someone's shoulder to copy answers during a test. But many people who plagiarize don't realize they're doing it. That's why it's so important to keep track of sources. After weeks of research, the average student will have a hard time remembering what points he or she came up with and what points came from sources. Teachers usually are tough on plagiarism — even if the student didn't mean to plagiarize. So keep good notes on your sources!
Knowing they have a paper to write can be stressful for many students. To avoid becoming overwhelmed, take these two simple steps:
Writing papers is a learning exercise — that's why teachers assign them! Most teachers don't expect you to do it perfectly all by yourself. Even college students head to their professors after class for help. If you need help — anywhere from the brainstorming to understanding difficult material to the writing — don't be afraid to talk to your teacher.
Reviewed by: Steven Dowshen, MD
Date reviewed: January 2010
Originally reviewed by: Chris Cortellessa, M.Ed, NCC
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How to Impress Your Boyfriend's Parents
Impressing your boyfriend's parents requires a few special skills that will win them over!
1Greet his parents with a smile and a compliment. Be charming and polite. First impressions are very important. The kinder you are the more time they'll want him to spend with you.
2Wear something fabulous that you feel confident in. Confidence will increase your conversation skills, but BE CAREFUL that you are dressing in a modest way. A lot of cleavage or skin tight clothes will NOT make a good impression. Also, wearing a whole bunch of bright make-up isn't the thing to do. Natural make-up is key when meeting a family.
3Ask good questions, brush up on politics and entertainment. Show them that you aren't just a pretty face. If they ask about your grades and they aren't your best, tell them that. Don't pretend you're a A+ student when you are not.
4Listen to what they have to say and give thoughtful answer, but don't act like like a know-it-all. Sound intelligent, not annoying.
5Convey to them how much you enjoy their son and what a wonderful person he is. This should be the easy part.
6Just be yourself. Don't try to act like someone you aren't. This won't impress your boyfriend or his parents.
7Say thank you! Be sure to tell them that you're glad you met them and thank them for having you in their house, cooking you dinner, etc. You want to make sure they approve of you.
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- Just relax and be yourself. There isn't any reason to be nervous. If you are, just take a few deep breaths and calm yourself down
- If he has siblings then be nice to them like help them on their homework or other things they need help with completing, it shows how compatible you are with kids.
- If he has siblings then try to get along with them.
- Bring a hostess gift for his mom. This will win her over. It doesn't have to be expensive, or anything fancy. Just something small, and sweet, such as a bottle of lotion in a neutral scent, like vanilla or lavender. Even candles in similar scents will work well. Its the thought that really counts on this one, not the gift.
- Don't wear a super short skirt or a revealing top. This will just give them the wrong impression of who you really are
- Don't overdo it on the makeup. Too much makeup or jewelry can make you seem high maintenance
- DO NOT act stuck up. Don't boss your boyfriend around or whine about something stupid.
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Categories: Family Friends and Dating
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Español: impresionar a los padres de tu novio, Italiano: Fare Colpo sui Genitori del tuo Ragazzo, Русский: понравиться родителям парня, Português: Impressionar os Pais do Seu Namorado
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Investors are betting big on a quick recovery for the economy the Sensex surged 310.63 points on Tuesday to close near its lifetime highs but corporate profits this earnings season have, at best, been a mixed bag. Disappointments so have outnumbered the surprises by a wide margin in the three months to June with the star performers being Tata Consultancy Services (TCS) and Idea Cellular whose net profits jumped 57% year-on-year.
For a clutch of 114 companies (excluding banks and financials), net profits may be up 15.6% y-o-y but this came on the back of a big jump in other income. Indeed, excluding TCS and Infosys, growth in aggregate net profit is just 4.8% y-o-y. Revenues for the sample rose just 11.3% and though the raw material bill as a share of sales was smaller, operating profit margins stayed flat at 15%.
Given how banks have reported a muted increase in loans adjusting for FCNR deposits, loan growth at HDFC Bank was just 16% y-o-y it would appear companies are still hesitant to initiate capital expenditure. At HDFC too, loan growth moderated to just 15% y-o-y loans to individuals came off to 17% y-o-y from 20-24% between Q1 and Q4 FY14, an indication of a slowing economy.
Srinivasan Varadarajan, director, corporate banking, Axis Bank, said after the banks results on Tuesday he believed investment and capex would be back-ended towards the latter part of the year. That the core sector remains sluggish is evident from numbers of Reliance Infrastructure, where consolidated revenues were down 24% y-o-y with EPC revenues plummeting 65% y-o-y.
Sales at capital goods manufacturer Thermax were down 2% year-on year while Ebitda margins fell more than 200 basis points to 5.9%.
Heavyweight Reliance Industries turned in a weak operational performance with the reported Ebitda up just 6.4% y-o-y and down 9.6% sequentially, while higher-than-expected raw material costs and employee expenses dented motorcycle maker Bajaj Autos margins by 90 basis points to just 17.6%. Realisations at UltraTech were unexciting despite prices rising in southern India and the cement manufacturer was weighed down by fuel and power costs, all of which put pressure on profitability; the firms Ebitda dropped 4% y-o-y. Smaller firms like Rallis too disappointed the Street with both the agrichemicals and seeds segments putting up a mediocre show. Hindustan Zincs Ebidta fell 10% y-o-y driven by a fall in production


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Traditional Tamil Wedding Songs
Ethnical weddings are filled with timeless rituals, customs and traditions. Today we will speak about something special: Tamil weddings. Tamil people also known as Tamils or Tamilians are natives of Tamil Nadu, a state in southern India and north-eastern region of Sri Lanka.
A Tamil marriage ceremony usually lasts over two days and is an occasion for all the relatives to come together. Tamil weddings have some restrictions concerning their data. They can't be held in the months of Aashad, meaning July 15th to August 15th, Bhadrapad or September 15th to October 15th and Shunya, December 15th to January 15th, these periods being considered inauspicious.
All Tamil wedding customs are followed with religious observance. The ambiance of the event is full of happiness and celebration. At the engagement, the wife to be is given a silk sari while the boy is given clothes by their in-laws.
The pre-wedding rituals include fasting, pooja and gifts exchange. Before the wedding, takes place the Paalikali Thalippu. During this ritual, seven clay pots are decorated with sandalwood paste and kumkum powder. These are then filled with curd and nine types of grains. Next day, the pots are thrown in a pond as a blessing for the couple.
The next is the Sumangali Prarthanai. Sumangali are women passing away before their husband who are considered lucky. The relatives are praying to all these women, asking that the bride should also have the same fate.
Kalyanaponnu is a bathing ritual performed separately where the bride and groom are washed with scented oils and after bathing they are not supposed to leave their houses till the wedding day. The Navgraha Pooja is performed for the nine astral planets that are considered to rule over a persons' fate.
As a symbol of the ancestors' souls of both bride and groom, ten Brahmins are invited for the Naandi Shraartham. The two families honor the ancestors with gifts of paan-supari, fruits, flowers, coconuts and clothes.
The ceremony is elaborate, being performed some rituals typical to the Brahmin community: oonjal, kashi yatra and kanyaadan when the bride sits on her father's lap. The wedding day begins with the Mangalasnanam. This is a ceremonial bathing early in the morning for the bride and the groom together.
After dressing up, the bride must pray to Gauriamma during the Gauri Pooja. Another ritual for the groom is the Kashi Yatra where the groom simulates to leave for a pilgrimage to devote himself to God and a life of prayer called Kashi. The bride's father asks him to accept his daughter as wife and fulfill his responsibilities as a married man.
The groom is then taken to the marriage mandap where seated on a swing, he exchanges a garland with his wife as a symbol of their union. After that it is performed the ritual of Kanyadan where the father of the bride hands over his daughter to the groom who. The marriage ends with the couple taking sevens steps together.
Then, the groom puts toe rings on the bride's right feet. Every ritual is accompanied by specific songs and dances. Two of the most common musical instruments that play an important role in the Tamil marriage rituals are the Naathaswaram and the Melam.
Some of the most popular Tamil wedding songs include:
Mounamana Neram performed by SP Balasubramaniam Janaki
Chokkathangam performed by Yenna Ninaicha
Koliqundu Kannu performed by Karthik Kalyani
Chithiraiyil Yeena performed by Karthik and Malaiamma
Kadhalikum Aasai performed by Kay Kay, Chinmayee and Timmy.11


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Then, Super Bowl Sunday 1991, everything changed. That day, when he battered her savagely, she realized he would kill her if she didn't get out. No longer was she willing to hide the bruises and broken bones, or to cover up the reasons for hospital visits. No longer would she rationalize why he did it. She knew she had to leave. But she was terrified for her life.
Over a period of four years, Morbeck recalls being beaten approximately 25 times. And only once, five months before she decided to leave her husband, did anyone even ask. Her supervisor was smart enough to pick up on cues—distraction, absenteeism, general upset—and asked her directly if her husband hit her. Undaunted when Morbeck denied it, her boss told her she should consider leaving him if he was harming her.
"It took a tremendous toll on my job," says Morbeck. "I lost days of work, even many weeks of work, because of physical injury. There was a tremendous loss of productivity because of the great emotional strain and stress I was under. I spent so much energy trying to hide. It took a toll on my level of responsibility and on the respect of co-workers around me."
The day after the Super Bowl she walked into work, grabbed her supervisor, and said, "We're going to HR. He beats me. I'm leaving him... and you're going to help me."
She says, "Basically, I knew it was life or death." Convinced that he would kill her if he discovered she was leaving, she secretly spent a week planning her escape. Only two people knew: her supervisor and the head of human resources. Morbeck had no idea where to go or what to do except for one thing: she realized she had to leave the area.
She had no credit cards, no checking account, no network of resources. "I begged the bank manager to cash my check because I didn't have an account," says Morbeck. "I took $350 and taped it to the inside of the tire of my car so he couldn't find it. I had to commit my plan to memory because I couldn't write anything down."
She turned to the two women at work for support. They kept her secret, made sure she was safe every day, gave her overtime work, and provided her with an advance paycheck. They told co-workers she was going to a seminar the day she was actually leaving town. "The people I worked with were compelled to do something for me without ever realizing the gift of life they gave me. They helped me in any way they could—and none of my co-workers found out what really happened until 10 months later," when she returned briefly to sign divorce papers in court.
Morbeck shares her terror with millions of others. The Office of Criminal Justice calculates that three to four million women are battered each year. Indeed, according to the U.S. Surgeon General's office, domestic violence is the most widespread cause of injury for women 15 to 44—surpassing car accidents, muggings and rapes combined. And although women in traditional relationships are the most common victims of domestic violence, this social disease strikes down others as well. Men are abused by female and male partners, parents and siblings beat children, youngsters abuse elders and even roommates can strike each other in anger.
The broken bones and scarred psyches of domestic violence don't remain at home, either. Domestic violence takes a shocking toll in the workplace—in lost productivity, increased health-care costs, absenteeism, and sometimes workplace violence. One estimate by the Bureau of National Affairs rings up a price tag to corporate America at $3 billion to $5 billion annually—a piece of change too hefty to ignore. "Everybody in our society pays very dearly for domestic violence," says Congresswoman Patricia Schroeder (D-Colorado). "We pay for it in health-care costs, absenteeism and by perpetuating a culture of violence."
Probe deeply enough and you'll discover that organizational leaders know something is wrong. In November 1994, Personnel Journal posted the results of a fax poll of HR professionals. A full 78% of them said that domestic violence is a workplace issue. Furthermore, they have seen a 17% increase in the reporting of family violence incidents (see "Is Domestic Violence a Workplace Issue?").
In another recent survey, "Addressing Domestic Violence: A Corporate Response," conducted by Roper Starch Worldwide for New York City-based Liz Claiborne, Inc., as part of Claiborne's ongoing awareness campaign, 57% of corporate leaders surveyed believe domestic violence is a major problem in society; 33% said it affects their balance sheet; and 40% are personally aware of employees in their companies who have been affected by it. Nevertheless, even with that knowledge, only 12% of these senior executives say that business should play a major role in addressing the issue. Says Schroeder, "No one wants to see it as his or her problem. Everyone's nervous about overstepping the bounds of privacy, but that's exactly why we haven't dealt with this issue as a society. We're geniuses at avoiding it."
So far, most workplaces in the United States have avoided the issue. But notable cases such as the O.J. Simpson trial will alter that forever. Already, a few businesses are actively trying to remedy the problem. Although it's just a handful, corporations such as Polaroid, Liz Claiborne and Marshalls are tackling the problem head-on. And human resources professionals are taking leadership roles along with company presidents.
After all, domestic violence is an HR issue. For one thing, many battered women find work their only safe haven. Since their shame prevents them from telling anyone or doing anything to change their home life, the workplace is one arena in which they feel secure—and one area in which they can find help. Obviously, they don't come to work after an emotional incident and function on the job as they might otherwise. At the very least, they're distracted and emotionally spent. They're at higher risk for accidents. They may be unable to conduct important business transactions effectively. And, in some cases, they're magnets, drawing their attackers into their place of business.
Furthermore, the abusers are also in the workplace. And, while there are always exceptions to generalizations, these individuals often are controlling, rigid, self-righteous and aggressive—prompting some experts to say that these abusers create other problems. They may be authoritarian and difficult with their subordinates and colleagues, leading to sexual-harassment claims and lowered morale. Regardless of the gender, these men and women work in all levels of the organizational spectrum, from top positions of authority to entry-level jobs.
Employee Assistance Programs are the most logical first resource to intervene, but they're only the first way in which HR can help. Employee awareness through workshops and seminars, manager training, and communication through company vehicles are a few of the others. Fund raising for local shelters and encouraging volunteerism are two more.
It was the early 1980s. Jim Hardeman, a counselor at a community mental-health center in Plymouth, Massachusetts, already knew firsthand about domestic violence—he'd experienced it as a child. But when a young woman approached Hardeman requesting shelter and food for herself and her 19-month-old child, he had to turn them away because his center didn't have facilities. A week later, he read a newspaper account that the woman had been beaten by her husband publicly on the steps of the post office. No one came to her aid. The police didn't arrest the man, and the woman found a shelter only after she left her community. "I pledged I could never let that happen again," Hardeman says. Within a year, his community mental-health center had started a hot line and was running groups for battered women.
In 1983, Hardeman joined Polaroid Corp. as corporate Employee Assistance Program manager. He soon encountered a similar situation. A supervisor had confronted one of his line staff about her being late. She verbally tore into him. The woman—who had worked at the company for 10 years—shocked her supervisor, who had previously thought they'd had a good relationship. He recommended the two of them go to the counseling office together. Once there, she revealed to both men that her husband had just beaten her, and when her boss confronted her at the door about being late, she couldn't handle anymore. She simply exploded. She added that she knew many other women within the company who were being battered by their husbands or boyfriends.
Within a month, Polaroid's EAP started a support group. It included women from upper management to the assembly line.
Says Hardeman, "As these women revealed their stories, I realized that family violence affected the workplace in more ways than lack of attendance." Eating disorders and major depression were just two of the most frequently cited by-products. "I realized that the company was paying for domestic violence and didn't even know it. Managers were trying to manage people and they weren't managing the [real] issue at all."
The Cambridge, Massachusetts-based imaging business also had the support of the president and CEO, I. Macallister Booth, who put energy behind the effort. Soon, internal communications created a video about the group (respecting confidentiality). The company showed the video at all quarterly business meetings.
Members of the Polaroid Foundation visited women's shelters and discovered that several of Polaroid's employees were living there. The company began to donate a total of $42,000 annually to the shelters.
Then, Polaroid developed a relationship with a counseling group for batterers. They began funding and began referring men as the need arose.
The company also began to train EAP staffers to improve its counseling proficiency in regard to family violence. They continued to educate employees about the issue with two-day, two-hour lunch-time seminars. "We really pushed to get as many supervisors and managers as possible," Hardeman says.
The seminars include representatives from the police department, an area shelter, victims' witness office, Polaroid's security and legal departments, as well as people from the EAP. They look at a wide range of issues: confidentiality, workplace safety, protocol for handling employees who have been abused, abuse prevention laws (such as getting restraining orders and stalking laws), and the impact of family violence on the workplace.
Passion for combatting the problem grew rapidly at Polaroid. Soon, the women's action committee of senior-level women took on family violence as their cause. They volunteered to work at shelters, walked to raise money, and became board members of the Massachusetts Coalition for Battered Women.
"Before, it was hush-hush and women were too ashamed," says Hardeman. "Finally, it was out in the open and people were listening to their counterparts talk about domestic violence and the lack of services for victims." The company continued to respond. Personnel policies evolved to accommodate women who needed time off to seek safety, attend court appearances, and find new housing. Flexible work hours, short-term paid leaves and extended unpaid leaves (with guarantees of the same position upon return) were designed.
In 1991, Polaroid started the Polaroid School of Law Enforcement Imaging. This series of seminars trains law enforcement professionals in effective field and lab photography techniques. More than 15,000 professionals nationwide have been trained. As an adjunct, in 1993, the company began offering a seminar on domestic violence injury documentation. This is a crucial component. "We initiated this program because we knew that if police departments could take pictures of the women's bruises, their wounds, the shattered things in their homes, they could use this as evidence to prosecute and remove the woman from having to testify against her husband or boyfriend. We know this is a critical period when many women are intimidated or murdered," says Hardeman. He adds that Polaroid was inundated with calls from all over the United States.
The program grew. "Most often, emergency rooms and primary-care physicians are the first contact for battered women. Physicians and nurses weren't equipped or trained to document the women's traumas," Hardeman says. The company developed a program called HealthCam, in which emergency rooms collaborate with police departments to prosecute the batterers. A camera takes close-up pictures and contains a grid inside the lens of the camera that measures the size of wounds.
In September, 1994, CEO Booth initiated a project to encourage the business community to get involved in the fight to end family violence. He sent a letter to CEOs in Massachusetts urging them to join Polaroid's effort. He asked them to adopt a women's shelter, give financial support, encourage employee volunteerism and advocacy, and provide education and workplace policies to help staff deal with domestic violence. The shelters will help with the educational component and with policy development.
In addition, Polaroid is pairing with the Injury Control Center of the Harvard School of Public Health to quantify the effects of domestic violence on the workplace and study how Employee Assistance Programs work with these women. They will gather data and identify ways EAPs have responded.
In 1991, Jerome R. Rossi, president and CEO of Marshalls Inc., volunteered at a shelter for battered women and children. Always one who could put people at ease—no matter what their age, children or senior citizens—he felt assured he'd be able to chat with the people at the shelter. However, that was to change.
One day, there was an 11-year-old girl standing nearby as he entered the shelter. He went up to the little girl and said, "How are you doing, Sunshine?" She ran away from him and cowered in the corner. Dismayed over the incident, Rossi asked the director what the problem was. He'd never had a child run away before. The director told him that the girl had been abused by four men and always hid in a corner every time a man came into the room.
"I said to myself, no child in this world should have to live like that," says Rossi. "I sat in my car for a long while. It was such a difficult time, I felt like I was trying to swallow a watermelon. When I came back to my office, I closed my door—which I never do—and just sat there for two hours. I said, 'This isn't going to happen to little kids.'"
"I decided I was really going to devote myself to this cause," says Rossi. At the office he brought the issue up at a committee called "Marshalls Makes A Difference" (MMAD), one of the committees responsible for volunteerism at the Andover, Massachusetts-based retailer. He felt it was important because, when children are abused, often their mother is abused as well. And, if the mothers are being abused, they are more likely to abuse their children.
At the meeting, Rossi asked for comments from around the table. "The passion level was like a ground swell. You realize that almost always someone has a connection to a personal situation."
In addition, Marshalls realized that 80% of its customers and more than 80% of its associates are women. So it took up the fight. It began an educational campaign, first by educating its 24,000 associates through newsletters and regular memos from Rossi that included phone numbers and addresses for state coalitions for battered women.
Currently, the company continues to improve shelters and is vigorously working to raise money to donate to San Francisco-based Family Violence Prevention Fund (FUND), a national, nonprofit organization focused on domestic violence education, prevention and public-policy reform. Recently, for example, the organization developed a National Health Initiative On Domestic Violence, a large-scale program designed to help strengthen the health-care response to domestic violence. Proceeds that Marshalls raises will support the FUND's national public-education campaign as well as an awards program to recognize innovative local programs serving victims.
Marshalls also created a "Business 4 Family" Day on October 4, 1994, in which it donated a percent of sales from its 460 stores to the FUND. It made $115,000. The business challenged other companies to do the same. Among those companies that accepted the challenge are apparel manufacturer VF Corporation, food service company Sodexho and law firm Mintz, Levin, Cohn, Ferris, Glovsky and Popeo.
"There are a lot of things companies can do once they recognize this is a very serious problem," says Rossi. "And, they have to recognize that it isn't just a social and moral issue. It's a financial issue. I submit to you that if you were battered last night, you would not do your job as well today."
Susan Kubiak, manager of HR at Angleton, Texas-based Mallinckrodt Medical arrived at her office at 7 a.m. The midnight shift was just getting ready to leave. A worker rushed over to Susan and told her that one of the nurses was hiding out in the nursing office. Susan approached her and discovered the 60-year-old woman was afraid to go out in the parking lot because her ex-husband was waiting for her. He had been driving by her car and harassing her as she walked by in the employee parking lot.
Although Mallinckrodt had hired a security officer who patrolled the lot, and the woman waited for friends to walk out with, her ex-husband was still stalking her, waiting for her and yelling at her as she passed. So, the company found her an alternative parking spot 10 feet from the back of the building where her ex-husband couldn't go because gates barred the way. After two or three weeks, he finally gave up.
"If you're an HR practitioner and you haven't yet had a domestic-violence case, you will," says Kubiak. "I recommend that people investigate the resources in their community. They need to do that in advance. You don't want to have someone come in and ask for help and spend the next 24 hours trying to find resources. By that time, it's usually gone too far. When they come to you, they're literally in crisis."
It was precisely these kinds of situations that led people at Liz Claiborne Inc., a New York City-based clothiers, to take action. "Domestic violence has been an ugly issue that's supposed to be kept private, and there's still that belief that it can't touch me, that it doesn't happen here," says Wendy Banks, senior vice president for marketing at Liz Claiborne. "The truth is that it happens all over America and it touches every kind of person in every socioeconomic bracket and every culture. And, its victims are silent and hidden."
This thinking led the company to begin a domestic-violence public-service campaign called "Women's Work," a program they hope will be a lightning rod for social change. It's been in place for three years. "The statistics [on domestic violence] are staggering, and we feel it's our responsibility to help change the course of history on this issue," says Banks.
The company's commitment translates into significant research, such as the Roper Starch Worldwide study and an enormous media public-awareness campaign about domestic violence. As part of the media blitz, Liz Claiborne commissions artwork from emerging artists for multimedia events. It also sells T-shirts and other products with domestic-violence awareness messages and contributes the money to social-service agencies and shelters.
The company has a very active EAP program that offers treatment and support to employees who experience violence in their homes. In addition, the company has instituted a series of family-stress seminars. "It's widely known that stress within the family can affect productivity in the workplace," says Banks. While the stress seminars are voluntary, "we actively encourage everyone to come. We try to give them models for dealing with stress in the family. We also give them a place to get help if they have problems." The seminars discuss the healthy family environment and the dysfunctional family environment, stressors and how to relieve stressors.
"I was in some of those seminars," says Banks. "I saw women furiously taking notes and feeling that they were in a safe place to be able to discuss this with a counselor. We brought it to the table and felt it wasn't something that should be hidden. There were clearly women who waited until the end to go up and talk to the counselor.
"We believe it's our responsibility to give back to the people who have helped make us successful. Our largest constituency is women, and domestic violence is the largest cause of death and injury to women in America today. If we can help to enlighten other corporations to stand beside us, we feel there will be much more power. It will take years and huge cultural changes to wipe out family violence." But you need to get it out in the open.
"Domestic violence isn't an issue of privacy," says Edward Gondolf, associate director of Harrisburg, Pennsylvania-based National Resource Council on Domestic Violence. "Not only is it not a personal issue, but for workplaces that have managers who ignore this, we're really being accessories to it. We're condoning the actions that occur."
But what can human resources people do? A lot, judging by companies like Liz Claiborne Inc. and Polaroid. Even if you don't engage in full-blown programs, there's plenty HR can do to confront this problem. Begin by creating a list of resources. This should be done before the need arises because, when someone needs a referral, she can't wait.
Then, assert a company policy statement regarding domestic violence. Put people on notice and give them guidance as you do with guidelines for sexual harassment. This is the first step in creating an awareness within the company that domestic violence is a serious problem that isn't to be ignored. Further steps include legitimizing the topic by making domestic violence a topic of conversation at seminars and workshops, and educating managers and supervisors about warning signs and action steps.
Supervisors need to be careful how they ask employees about their situations and how they open a conversation. They might say, "If you're having personal problems, for instance if you're being abused at home, we have a place for you to get help." Supervisors need to appear as supportive and tactful as possible. However, they need to do something. "Lots of times you'll discover that attendance problems aren't really work related; they're family related," says Jackie LaFave-Perkins, assistant vice president, director human resources for Culver City, California-based Lanz Inc. "There's something in the living environment that's making it difficult for them to come to work. When you have someone who starts having difficulty getting to work and seems distracted once they arrive, those are pretty good indicators that something's going on. It's a first-line supervisor's responsibility to be aware and pick up on that signal."
In addition to supervisors, Employee Assistance Program counselors should have specific training in the area of domestic abuse. Also, you need to market the services of your Employee Assistance Program. Be sure employees know what's available. One of the best things a company can do is advertise the EAP program and be supportive of employees using it. Emphasize its confidentiality.
One way to do this is to post the numbers for help lines and employee assistance in the restroom, not on bulletin boards in the hallways. Also, distribute brochures or letters from the CEO to each employee indicating that the company realizes some employees may experience domestic violence. The emphasis should be on creating an environment that says everyone has problems and it's OK to seek help.
Says James Carabetta, director of HR at Wallingford, Connecticut-based Fosdick Corp., which employs 600 people: "As an HR person, I have a responsibility to the organization to provide a staff that's productive. But I also feel a certain ethical and moral responsibility to my employees to give them an environment in which they can be productive. I can't really control their environment outside the workplace, but I can make them aware of the resources that they may want to use."
Adds Esta Soler, executive director at FUND: "Domestic violence flourishes because of silence, because the problem stays hidden and, in some subtle but powerful way, acceptable. We must make this a public concern and demonstrate that we will not tolerate it any longer."
That's why Morbeck refuses to be silent. She speaks at schools, corporations, even jails about the impact and causes of domestic violence. She's active in any way she can be in getting the word out, ensuring that this devastation doesn't remain in the closet and that victims aren't ignored.
She wouldn't have the self-confidence to do these things, however, if it weren't for a company that helped her through her trauma to rebuild her life. Boston-based Hill, Holliday, Connors, Cosmopulos, Inc., Advertising gave her a job when she most desperately needed one. It paid her expenses and gave her time off to take care of the legal issues surrounding her divorce.
But more than that, the company—by virtue of its culture of caring for people and building relationships—helped her regain her self-esteem. "The company gave me the opportunity to rebuild my self-esteem by extending compassion, not pity, and accountability for my job. I truly credit HHCC with the role it played in saving my life. It's after you're safe that the tough part of trying to live again happens. HHCC helped me stand and walk towards life when I didn't think I was capable. That is the greatest impact a company, and an HR department, in conjunction with a corporate policy and caring people, can have in altering the life of a victim, of an employee. It isn't the role of a company to enable the confusion and trauma of the employee, but rather be aware of the struggle and transformation that she's undergoing."
Personnel Journal, April 1995, Vol. 74, No. 4, pp. 62-72.


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Jonathan Kasdan, son of director Lawrence Kasdan, made his directorial debut back in 2007 with "In The Land Of Women." The film was a middling success and probably wasn't helped by casting
Seth Cohen Adam Brody in the lead role but the young director is prepping his next film and his some pretty lofty ambitions.
The writer/director has set up "The First Time" at Castle Rock, and the teen romance will focus "on the first weekend in the blooming love between a boy and a girl in high school." Speaking about the project and why he brought it to Castle Rock the director says, "They made 'Before Sunrise,' which was a small film. This is thematically and almost structurally similar to that. It's really just two large parts -- a boy and a girl. They meet, and it's the first throes of their relationship." But it won't all be sunshine and rainbows as Kasdan adds, "Before it gets bad, like they all inevitably do."
But before you roll your eyes like we nearly did at another drippy teen romance, Kasdan says he's aiming to avoid the traditional pitfalls of the genre, "It's not broad comedy, it's not real serious, either. It's in that 'Say Anything' kind of genre that is rare these days. I wanted to see a movie like that, so I thought I'd write one."
We're always up for fresh takes on familiar genres and we hope this one has what it takes. No word yet on casting or when production is slated to begin. [THR]


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groundwater contamination Companies in Maryland
Emery & Garrett Groundwater, Inc. (EGGI)
based in Meredith, NEW HAMPSHIRE (USA)
Emery & Garrett Groundwater, Inc. (EGGI) lead in consider developing groundwater resources for supplementing or expanding your water supplies. EGGI has also been recognized over the years by the United States Geological Survey (USGS) and the National Association of Groundwater Scientists and Engineers for providing technical leadership in the field of groundwater ...
DAI Environmental Inc.
based in Lake Forest, ILLINOIS (USA)
DAI Environmental, Inc is a full service environmental engineering consulting firm committed to helping industries confront the complex environmental problems of today. DAI Environmental, Inc is a turnkey environmental engineering firm committed to helping industries confront the complex environmental problems of today. We work with clients from a myriad of industry ...
Hydro Geo Chem, Inc.
based in Tucson, ARIZONA (USA)
Our mission is to provide cost-effective, innovative solutions to complex environmental and hydro- geologic problems. Our team of creative, experienced, and highly motivated people use their skills in consulting, modeling, engineering, and/or construction services to fully satisfy our customers.
Waterloo Hydrogeologic
based in Kitchener, ONTARIO (CANADA)
Waterloo Hydrogeologic develops innovative groundwater and environmental software in fields such as: groundwater modeling, environmental data management, water quality analysis and visualization, pumping test data analysis, groundwater remediation and unsaturated flow simulation.
Douglas Partners
based in Ryde, AUSTRALIA
Welcome to Douglas Partners Pty Ltd, an engineering consultancy specialising in the fields of geotechnics, environment and groundwater. We are an Australian company with more than 50 years of experience in Australasia, wholly owned by employees with 15 offices throughout Australia. We have more than 370 professional staff ranging from experienced geotechnical engineers, ...
TK Consult AG
based in Zurich, SWITZERLAND
TK Consult AG offers an extensive service catalog in environmental and hydraulic engineering consulting, with special emphasis on the numerical modelling of hydrogeology, hydrodynamics, geothermal and software development.
Northwest Environmental Training Center (NWETC)
based in Issaquah, WASHINGTON (USA)
Northwest Environmental Training Center, NWETC, provides leadership in the development and implementation of training and certification programs that allow professionals to understand and comply with regional and national regulations, and increase their expertise in diverse areas. All courses are taught by in-field experts, and the topics offered range from introductory ...
RockWare, Inc.
based in Golden, COLORADO (USA)
RockWare, Inc., incorporated in 1983, creates and markets affordable geo-scientific computer applications. In-house developed products include RockWorks, RockWorks GIS Link, and LogPlot. RockWare also markets and distributes third party products through its catalog and web site. Industries include oil & gas, aggregates, industrial minerals, uranium, coal bed gas ...
Groundwater Protection, Inc., (GPI)
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Groundwater Protection, Inc., (GPI), was founded in to provide specialized environmental drilling services to consultants and engineers involved with contamination assessment and clean-up projects. GPI has completed work at well over 15,000 sites throughout the Southeastern United States. This includes underground storage tank sites (UST), industrial hazardous waste sites ...
Groundwater Resources International
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Groundwater Geoscience firm whose focus is directed entirely toward the exploration and development of the world`s groundwater resources. Possess expertise in remote sensing, geologic, brittle fracture and structural mapping, groundwater geophysical investigations and water well targeting, water well design and drilling construction supervision, aquifer testing, ...


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Disposal of liquid wastes by injection underground--Neither myth nor millennium
Circular 631
- By:
- Arthur M. Piper
- Document: Document (pdf)
- Paper version: In stock and available from the USGS Store
- Download citation as: RIS
AbstractInjecting liquid wastes deep underground is an attractive but not necessarily practical means for disposing of them. For decades, impressive volumes of unwanted oil-field brine have been injected, currently about 10,000 acre-feet yearly. Recently, liquid industrial wastes are being injected in ever-increasing quantity. Dimensions of industrial injection wells range widely but the approximate medians are: depth, 2,660 feet; thickness of injection zone, 185 feet; injection rate, 135 gallons per minute; wellhead injection pressure, 185 pounds per square inch. Effects of deep injection are complex and not all are understood clearly. In a responsible society, injection cannot be allowed to put wastes out of mind. Injection is no more than storage--for all time in the case of the most intractable wastes--in underground space of which little is attainable in some areas and which is exhaustible in most areas. Liquid wastes range widely in character and concentration-some are incompatible one with another or with materials of the prospective injection zone; some which are reactive or chemically unstable would require pretreatment or could not be injected. Standards by which to categorize the wastes are urgently desirable. To the end that injection may be planned effectively and administered in orderly fashion, there is proposed an immediate and comprehensive canvass of all the United States to outline injection provinces and zones according to their capacities to accept waste. Much of the information needed to this end is at hand. Such a canvass would consider (1) natural zone, of groundwater circulation, from rapid to stagnant, (2) regional hydrodynamics, (3) safe injection pressures, and (4) geochemical aspects. In regard to safe pressure, definitive criteria would be sought by which to avoid recurrence of earthquake swarms such as seem to have been triggered by injection at the Rocky Mountain Arsenal well near Denver, Colo. Three of the 50 States--Missouri, .Ohio, and Texas-have statutes specifically to regulate injection of industrial wastes. Other States impose widely diverse constraints under unlike administrative authorities. Few, if any, State agencies currently have the staff skills, centralized authority, and financial resources to assure rights of the general public to be spared harm from, and to reap the benefit of accrued experience with, deep injection. Some new, fully competent institutional arrangement appears to be essential, under a unified policy. As required, such an institution might have en echelon components, respectively having nationwide, single State or major province, subprovince, or local jurisdiction.
Additional publication details
- Publication type:
- Report
- Publication Subtype:
- USGS Numbered Series
- Title:
- Disposal of liquid wastes by injection underground--Neither myth nor millennium
- Series title:
- Circular
- Series number:
- 631
- Edition:
- -
- Year Published:
- 1969
- Language:
- Publisher:
- U.S. Dept. of the Interior,
- Description:
- iii, 15 p. ;26 cm.


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Taylor a real Trooper when it comes to speaking
OSU football: Cowboy Caravan
Co-offensive coordinator gives spirited talk to fans
ENID – If this whole coaching thing doesn't pan out, Trooper Taylor just might have a future in dinner theater. Oklahoma State's new co-offensive coordinator was the featured speaker Monday evening in Enid at the third of five Cowboy Caravans to take place this month. Well before the athletic department's official program started, Taylor was going table to table warming up his own crowd. Shaking hands and stopping to chat as though he was on the political trail, Taylor even chased after a toddler at one point, hollering, "That's my future running back!" With a microphone in hand, Taylor showed that he is part preacher and part coach. "I don't apologize for being a Christian," Taylor declared by way of explaining why he is regarded as a top-flight recruiter. "People talk about me being a recruiter and how I relate to kids, and like I tell the parents, I'm a Christian that does have some flaws, but I always treat (recruits) like I would want my sons treated." Taylor joined OSU's staff in the spring after a stint at Tennessee. For many OSU fans, Monday night was a chance to put Taylor's face — usually photographed on the sidelines in a backward baseball hat — to his name in person. "He was fantastic," said Robert Conner, who has been a season ticket holder since 1970. "Motivating and a good, straight-shooting feller. I appreciate his candor and not being afraid to tell everyone he's a Christian." Most of Taylor's spirited, 20-minute talk was centered around his family. The 10th of 16 children, Taylor joked to the 375 people in attendance that "when we ate dinner it looked something like this, too." Taylor explained to the crowd that his trademark backward hat is a tribute to his father, who wore a backwards baseball cap underneath his hardhat when he went to work. Taylor's father died of a heart attack at age 41 while walking from his first job to his second job. "One of the things he always told us was that the decisions you make today affect he way you live the next day," Taylor said. "The true judgment of a man's character is what he does when he thinks no one's watching. When you think about people in your life, how many people do you know say what they mean and mean what they say? Now take family out of that." Taylor said he strives to be one of those rare, trustworthy people for his players. "I used to tease my players and say, 'If I tell you tomorrow's Thanksgiving, you can buy a turkey,' " he said. Fan Lisa Donaldson of Hennessey said she attended the caravan "to support the alumni and coaches and get excited for the upcoming football season." So how did Taylor do getting her fired up for the fall? "He was fantastic," she said. "Absolutely wonderful. We're all ready now." The Cowboy Caravan has two remaining stops, one in Tulsa on July 24 and the finale in Oklahoma City on July 29.


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I think the feeling is mutual.
Plus, a tiny Corgi puppy makes some adorable noises as he stretches, two kittens versus and Easter egg, a few Rottweiler puppies have fun with an Easter basket, and a baby sloth makes the cutest sound ever.
Watch those videos below!
Friggin' adorable.
A chocolate Easter egg can be a lot of fun!
Easter time!
A baby sloth lets out a little cry.
Sing it dog!
A dog sings and plays the piano while owner is at work. Watch »
Baby Giraffe Stands
With a little help from mom. Watch »
Rabbit Meets Balloon
The balloon pops and it is chaos! Watch »


text:
Magnussen's McLaren tagged the rear of Raikkonen's Ferrari heading into Turn 1, puncturing the right-rear tyre on the F14 T and earning Magnussen a five-second stop/go penalty and two penalty points on his licence for causing a collision.
Raikkonen fell to the back of the field following the puncture, and spent his race recovering to a pointless 12th. The Finn reckoned he could have been up with fourth-placed team-mate Fernando Alonso were it not for the incident.
"I haven't seen what happened, I just heard that his front wing hit me and damaged my rear wheel," said Raikkonen.
"I didn't feel anything, but obviously it destroyed our race and wasn't very good for us.
"I had some damage after that, so we lost some downforce because the tyre damaged the floor.
"With the damage it's hard to say how good we would have been, but how we started was good and for sure we could have been up there with Fernando, but it all went down when I got hit."
The non-score means Raikkonen has scored only six points in two races, compared to Alonso's 24, but the Finn said he was not overly concerned by the lack of results so far.
"Obviously it's not the ideal start but today we didn't do much wrong ourselves and ended up paying a big price for someone else's mistake," he added.
"It's an unfortunate thing, but it's part of racing. We just have to try to do everything [in the] better next race."
- Sports & Recreation
- Fernando Alonso


text:
Peach Strawberry Sundaes Recipe
"There is something special that happens when you combine fresh lime juice with peaches and strawberries—talk about a burst of flavor!" writes Kathy Clement of Apez, North Carolina. "This simple yet elegant treat is fabulous on a hot summer day."
- 2-1/2 cups chopped peeled fresh peaches
- 1 cup fresh strawberries, quartered
- 4-1/2 teaspoons sugar
- 1 tablespoon lime juice
- Vanilla ice cream
- 1. In a large bowl, combine the peaches and strawberries. Combine the sugar and lime juice; pour over fruit and gently toss to coat. Serve over ice cream. Yield: 6 servings.
Nutritional Facts
1/2 cup fruit mixture (prepared with sugar substitute and calculated with 1/2 cup low-fat frozen yogurt) equals 142 calories, 1 g fat (1 g saturated fat), 5 mg cholesterol, 59 mg sodium, 29 g carbohydrate, 2 g fiber, 5 g protein. Diabetic Exchanges: 1-1/2 fruit, 1/2 reduced-fat milk.
Reviews for Peach Strawberry Sundaes
© 2016 RDA Enthusiast Brands, LLC


text:
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