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Reinhart and Rogoff go after the sequence of studies who have questioned their assertion that recessions after financial crisis are deeper and recoveries slower.
As you can imagine, the argument quickly runs into measurement and sample debates. Reinhart and Rogoff say "Part of the confusion may be attributed to a failure to distinguish systemic financial crises from more minor ones" and "The distinction between a systemic and a borderline event is well established."
Me, I'm still waiting for an economically meaningful definition of "systemic" better than "we'll know it when we see it." So, the premise here is that there is a clear, visible separation between business cycles associated with (let's all be careful not to jump to "caused by") "systemic" financial crises, "non-systemic" financial crises, and other recessions. I've been doing macro for 30 years, and this clear understanding of the shocks behind any recessions has eluded all the rest of us.
Then, we fight about "how a recovery is measured, and how success is defined." You can feel your eyes getting heavy.
But all this is really beside the point. This latest update does not address or change my basic problem with the whole exercise so far, as it has evolved in the policy debate. (Collecting data is unobjectionable!)
First of all, let us distinguish between recessions following financial crises are "on average" worse and longer or "always" worse and longer, as RR are often misquoted to say -- but they don't do much to clear up the misquote. Recessions following even their definitions of "systemic crisis" vary tremendously in length and depth.
Second, it therefore does not follow that recessions even if "on average" are worse and longer are "inevitably" worse and longer. Hey, it's not our fault, it's just a law of nature. No. Some recessions are bad and long. Others less so.
Third, then, and most of all, I don't know how we can have this conversation at all without even whispering what the mechanism might be.
Here's my tentative view: Sure, recessions are worse and longer after financial crises...because governments go completely haywire and screw things up after financial crises. They bail out banks. They hike taxes on "the rich." They transfer wealth. They bail out borrowers. They stomp all over property rights (GM.) Thus, they kill capital markets for a generation. They clamp down on the financial system in horse-left-the-barn efforts to regulate "safety." (We are in this paradox of the 3% mortgage that nobody can qualify for.) They try big "stimulus" plans. They often end up with unsustainable government debts leading to sovereign default or inflation. I'm not making this up. Most of this is in Reinhart and Rogoff's book! So, perhaps if recessions are longer and deeper after financial crises, not as a matter of economics, but as a matter of particularly bad policy. This is the opposite of inevitability!
You don't have to agree with me, but agree it's logically possible. If so, then the refrain of "recessions are always longer and deeper after financial crises" starts to ring pretty hollow, doesn't it? There is an unwitting implication that the historical average measures some law of economics, that has nothing to do with economic policies. That seems like a pretty big assumption!
Do RR disagree? If so, let's hear loud and clear what they think the economic mechanism is, let's see evidence, and let's see and why policy after such events is only a combination of more or less benevolent responses. Not a word.
The great depression is a wonderful example here. It followed a "systemic" financial crisis by any definition, even mine. (I know it when I see it too!) It was longer or deeper than anything we've seen since as the lovely graph from Eichengreen and O'Rourke on the left here reminds us.
Now, every single writer on the great depression thinks it was long and deep primarily because.... wrongheaded government policy made it long and deep. Monetarists point to the Fed, not expanding the money supply enough, reserve requirements, the gold standard, etc. Keynesians think Roosevelt didn't stimulate enough, and only world war II saved us. The wave of new "neoclassical" scholarship points to the disasters of the NRA, cartelization of industries, "war on capital," 70% marginal tax rates, Smoot-Hawley, financial regulation, unions, etc. Nobody, but nobody thinks the great depression was deep and long because, oh well, that's always the way things are after financial crises.
So why is the 2008 - now recession exempt from the same critique? Why are we following some law of economic nature? If we don't even talk about mechanism, I don't see how all the averages in the world mean anything.
So what is the message? The closest RR get is to tippy toe around it at the end
This doesn't mean that policy is irrelevant, of course. On the contrary, at the depth of the recent financial crisis, there was almost certainly a risk of a second Great Depression. However, although it is clear that the challenges in recovering from financial crises are daunting, an early recognition of the likely depth and duration of the problem would certainly have been helpful, particularly in assessing various responses and their attendant risks.This is very coy. So, what more than $1.5 trillion deficits (in Keyneisan economics, the whole deficit counts, not just the part labeled "stimulus") and $1.5 trillion monetary expansion do they think the Obama administration and Ben Bernanke should or would they have done, if only they had panicked a little bit more? And are they not acknowledging here that the length and depth of recessions has everything to do with policy, and is not measuring some law of economic nature?
Eichengreen and O'Rourke echo a more explicit sentiment
..policymakers should note that the level of industrial production is still 6% below its previous peak (figure 1). (At the trough it was 13% below its previous peak.) It follows that considerable excess capacity remains in a number of important economies. Exiting now from policies of stimulus in those countries would therefore be premature.Well, the historical record as they have presented it says absolutely nothing about the efficacy of fiscal stimulus. Neither set of authors claims that, holding the severity of "systemic" financial crises fixed, they have evidence that countries with larger stimulus programs exited more quickly. In fact, RR's compilation of sovereign defaults and inflations after financial crises might suggest exactly the opposite, as a certain regret over stimulus might be settling in in Europe right now.
Without mention of cause, the historical record is just as consistent with my view: a financial crisis can lead to a deep and prolonged recession... so we can't indulge in the usual stimulus/bailout quack medicine that governments follow, which worsens recessions after financial crises.
But Reinhart and Rogoff, with the great data at their fingertips, could be writing about which policies are associated with quicker and slower recoveries. OK, I said "associated," and they do say
It is not our intention to closely analyze policy responses that may take years of study to sort out,If the correlations come back in ways that don't make sense, will will have a good argument whether governments that got lucky on recoveries were able to indulge in silly policies. But since they're basically opining that the Obama administration should have tried stimulus north of 10% of GDP, that cat's out of the bag, and we might as well be debating these facts, not just the averages.
Bottom line, without thinking about mechanisms I don't think we learn anything from these averages. And both sides of the debate are making some big, and often contradictory assumptions. If you conclude "recessions are always long and deep after financial crises" then you're saying policy doesn't really matter...so you shouldn't be advocating different policies! If policies matter a lot to the length and severity of recessions, then "recessions are always deep and long after financial crisis" is a meaningless statistic, and a poor fig leaf of an excuse.


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subset: commoncrawl


text:
Twitch Developer Tour + gamesweekberlin = better together!
We are excited to partner with gamesweekberlin 8 April through 14 April, 2019! Our Twitch Developer Tour Berlin is now part of their seven days of events dedicated to gaming, business, and development.
In addition to the Twitch Developer Tour on Friday, 12 April, we will be leading a technical workshop on Tuesday, 9 April at Quo Vadis. The week will culminate with our first-ever TwitchCon Europe at the The Berlin City Cube Convention Center.
Come learn about why working with Twitch and Twitch technologies like Extensions, Drops, and Twitch Prime makes sense for your game, and see how building streamer tools help engage the streamer and viewer communities on Twitch. We will also dive into code with an exciting technical demo on stream. Come hear from special guest speakers: Ricardo Rego, Head of Product at Bossa Studios, and Christian Bergmann, Sr. Community Manager at WarGaming.
Gamesweekberlin is the leading cross-industry communication and networking platform for games business, development, and culture in Europe. Over seven days, the umbrella brand combines multiple events for industry representatives and game enthusiasts alike. In 2018, about 15,000 international and German game developers, publishers, investors and multipliers from public institutions and the media industry as well as gamers, families, and fans came to Berlin.
We are excited to be part of this amazing week and hope to see you in person!
Spots are limited — secure yours now.
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DALLAS, Texas –
Former presidential candidate Jeb Bush has dropped out of the campaign race this year, after finally coming to the realization that he didn't have a chance in hell of winning even the part nomination, let alone a seat in the White House.
Bush says that he will use the remaining money in his campaign fund, approximately $4 million, and buy a yacht, with plans to sail around the world.
"Normally I wouldn't waste campaign money on something so frivolous," said Bush. "I appreciate every person and company who, for some reason, had the bad foresight to donate to my campaign. Instead of using that money to support another candidate or give back, what I've decided is that I need a nice, long cruise around the world on a new yacht. I've already picked it out, and I've named it Queen Barbara, after my momma."
Bush says that he plans to set sail in August, with hopes of "missing the end of the election completely."


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See also the old prototype by Boris Yakobowski,
Preliminary investigation was conducted by Paolo Hemrs in his master dissertation. [ PDF | BIB ]. Further invertigation has been done by Gabriel Scherer [ PDF | BIB ]. This has been implemented in the new prototype.
This is joint work with Boris Yakobowski.
An extended abstract [ ABSTRACT | PDF | BIB ] introduces the intermediate language xMLF and describes an elaboration of eMLF into xMLF. The journal version [ ABSTRACT | PDF | BIB ] will appear in TCS. See alse this talk [ ABSTRACT | PDF ] given at IFIP WG 2.8.
Parts of the metatheory of xMLF have been mechanically verified in Coq in this Coq development by Boris Yakobowski.
The elaboration has been implemented in this prototype Gabriel Scherer.
This describes the generalization of graphical types to typing constrainst and their application to type inference. The work has been presented at ICFP 08 [ PDF | ABS | BIB ]. (This version fixes two small errors from the proceeding version.) You may also see an earlier extended version. and those those slides and try the online prototype.
This works describes graphical types and their application to unification. It has been presented at the conference TLDI 07 [ ABSTRACT | PDF | BIB ]
This is joint work with Didier Le Botlan. appeared in Information and Computation Volume 207, Issue 6, June 2009, Pages 726-785 also available as INRIA Research Report 6228.
This is the initial joint work with Didier Le Botlan. This work has been presented at the Conference (ICFP 03).
This is Didier Le Botlan's PhD dissertation, which is available both in English [ mlf.dvi.gz | mlf.ps.gz | mlf.pdf | mlf.bib ] and in French. See also examples on Didier Le Botlan's page.
Talk given at Portland State University, June 2008 [ PDF ].


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Remembering Robin Williams: The Actor We All Felt We Knew
"Can you believe Popeye is played by the guy who plays Mork?" These words from my mother blew my seven-year-old mind.
That's my intro to a piece I don't know how to write and, honestly, probably shouldn't be writing so soon after learning about Robin Williams' death. I only had one encounter with Williams professionally – an interview promoting 'Happy Feet 2,' of all things – yet there are tears coming down my face as I type this for what is essentially a stranger. Even though he's not a stranger. Everyone knew him. This is everyone's loss.
Oh, yes, Popeye. I was seven years old and I was watching 'Popeye' on HBO when my mother told me that the title character in Robert Altman's live action adaptation of the popular comic strip was Robin Williams, the same guy who played the alien Mork on the weekly ABC television show 'Mork & Mindy' that would end a year later. I could not believe this was the same person. He didn't even look like the same person. It was, at this moment, that I became infatuated with Robin Williams.
Williams came to prominence in the L.A. comedy scene of the mid to late '70s and was a showstopper at Mitzi Shore's Comedy Store. He became such a big star after landing 'Mork & Mindy' that his sets at the Comedy Store became overrun with fans of the show, shouting out "Nanu Nanu," to the chagrin of Williams and anyone else who might be performing that night. Williams' talent thrust him into the spotlight, but his manic monologues got him into some trouble with fellow comedians. (According to William Knoedelseder's book 'I'm Dying Up Here,' fellow comedian Tom Dreesen confronted Williams about a few instances of Williams repurposing other comedians' material. After listening to an obviously upset and embarrassed Williams, coupled with Williams' known ability to pretty much absorb everything and regurgitate it back out, Dreesen believed Williams did nothing malicious.)
'Popeye' was Robin Williams' first major motion picture. Whereas most comedians might tend to play maybe an edgier version of his or her television persona for a first movie role, Williams became almost unrecognizable as Popeye. When I interviewed Williams in 2011, there was no way I wasn't asking him about his experience on 'Popeye,' he remembered:
Crazy-ass movie. Amazing people to work with. Literally, near the end of the movie ... the studio had pooled all of the money, so all the special effects people left. It was 'Ed Wood' the last weeks of the movie. Shelley Duvall was in a pond, basically, with an octopus with no internal mechanism, having to drape it over her body like a feather boa. I'm in the water and I'm kind of like sitting there. And, eventually, Robert Evans, who is there, is kind of wandering around going, "How do we end the movie? How do we end the movie?" And I joked, "We could walk on the water like Jesus." And he's like, "That's the way! That's how we'll end the movie!" That's how we'll end the movie!" It was just, you know, we're there on Malta, which is a very small island in-between Italy and North Africa, and it was some of the worst weather they had had in 60 years. So it was a pretty crazy experience. But! I got to work with Robert Altman and I'll never forget that. It was amazing.
His next two movies, 'The World According to Garp' and 'The Survivors,' proved that Williams wasn't about to be typecast. Even though 'The Survivors' was a critical and financial failure, it still wasn't the type of movie that we'd expect someone like Williams to make, at least at that point in his career. During the filming of 'The Survivors' – Williams played a man who thinks society is imploding and joins a survival camp in Vermont – he (in a story he shared during that same interview) thinks he saved his co-star Jerry Reed's life:
I knocked on his trailer and he wasn't answering the trailer. So, all of a sudden, I was just going to go get him for the take -- or to ask him some advice -- so I knocked on his trailer, he didn't answer the door. So I opened the door and I went in and he was really groggy. I went, "Hey, man, you OK?" He went, "No, I got a really awful headache." It turned out his trailer had carbon monoxide leak and if he had stayed there another five minutes, he would have died. So, I think I may have saved his life, so that's not a bad thing.
The first movie that Williams did that actually felt uninspired was 1986's 'Club Paradise,' a Harold Ramis film about a Chicago firefighter who uses his disability money to move to a Caribbean island. Williams could have easily been an actor who coasted on movies like 'Club Paradise.' Instead, a year later, he received his first Academy Award nomination for playing disc jockey Adrian Cronaur in 'Good Morning Vietnam. Williams would be nominated again for 1989's 'Dead Poets Society' and then again for 1991's 'The Fisher King.'
Williams would finally win an Academy Award for 1997's 'Good Will Hunting,' playing Sean Maguire, a therapist who tries to mentor an aggressive and erratic genius played by Matt Damon. Williams' famous, "Sorry guys, gotta see about a girl," scene is almost impossible to watch right now.
Again, I know I'm repeating myself right now, but writing about the death of Robin Williams is like writing about the death of someone I knew personally, even though I certainly didn't … he just seemed to always be a part of my life. I suspect a lot of people feel this way, judging by the overwhelming love that has been pouring out over social media since this news became public. Reacting to the death of famous people is an odd and complicated thing. When James Gandolfini and Philip Seymour Hoffman died, they were gut punches. We respected these men as actors and we would miss what we knew about them as human beings. Losing Robin Williams like this, it wasn't just the performances, we will miss the human being, too, because we all felt like we knew him.
I just relistened to the audio of my interview with Williams. As we were wrapping up, I apologized for the lack of questions pertaining to 'Happy Feet 2,' as it was a rare occurrence of not having been given an opportunity to see the film before the interview. Williams replied, "No worries. It's an honor." He told me it was an honor? God, I'm an idiot for not correcting him right there and telling him how much it meant to me to have even that slightest bit of time with him.
Whatever pain caused Robin Williams to allegedly take his own life, I can only hope that he knew that this love for him was out there. I suspect that, deep down, he did. At least, I really hope he did.
Mike Ryan has written for The Huffington Post, Wired, Vanity Fair and GQ. He is the senior editor of ScreenCrush. You can contact him directly on Twitter.


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Channel: 8th Street Latinas
Jennifer had a shitty ex-boyfriend who cheated on her, so she decided to sell his expensive camera! This Latina beauty didn't mess around. She had got fucked over, so now Jenny was selling his shit and banging a random stranger on camera all in the name of vengeance. Why her man cheated on her, who knows. This sexy woman was curvy as hell, and once she gets started fucking, watch out. Jennifer knew how to take a dick like a seasoned vet. Watch Jenny working it and loving every inch and minute of it.


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Yesterday afternoon my son and I sat down to watch a DVD called Reformation Overview. It is a 6-part presentation covering some of the most important contributors to the Protestant Reformation, and yesterday we watched the segment on the Anabaptists. My son seemed to enjoy it, though I had to distract him from a scene where they showed the torture and death of Michael Sattler (and then described how his wife, Margaretha Sattler, was drowned the next day). Incidentally, while the detail was blessedly toned-down, this is the torture and death Sattler endured after being captured by the Roman Catholic authorities and charged with heresy: "In the case of the Governor of his Imperial Majesty versus Michael Sattler, judgment is passed, that Michael Sattler shall be delivered to the executioner, who shall lead him to the place of execution, and cut out his tongue; then throw him upon a wagon, and there tear his body twice with red hot tongs; and after he has been brought without the gate, he shall be pinched five times in the same manner." But that was not all. "His mangled body was tied to a ladder. He prayed again for his persecutors while the ladder was placed upon the stake. He had promised his friends to give them a sign from the burning stake, to show that he remained steadfast to the end, enduring it all willingly for Christ. The fire having severed the cords wherewith he was bound, he lifted up his hand for a sign to them. Soon it was noticed that his spirit had taken its flight to be with Him whom he had steadfastly confessed under the most excruciating torture, a true hero of the faith."
But I digress. My son watched the segment on Sattler and we had opportunity to discuss why people would want to kill a person who loved God. He pondered these things a little bit before finding some toys and turning his mind to other matters.
Later in the evening we put the kids in the tub. My son is five and my daughter two, so we still bathe them together. Shortly after we put them in the tub my wife and I were talking just outside the bathroom door when we heard, "I baptize you in the name of the LORD!" We peeked past the partially-open door just in time to see my son pouring water over his sister's head in perfect imitation of what Sattler had done to new converts in the movie (apparently immersion was not a requirement of being a "good Baptist" in those days).
So there we have it – indisputible evidence that children imitate what they learn on television! What we are unsure of is whether my son adheres to infant or believer's baptism…


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Cheap Indians break off talks with Justin Masterson
Good grief. There's every reason to e excited about the Cleveland Indians this year, as the young pitching staff has huge potential and they have a solid lineup. With Terry Francona at the helm and a higher budget for free agents, the Dolans finally decided to join the major leagues again and actually compete, as opposed to just acting as a minor league team for franchises who were serious about winning.
But these negotiations with Justin Masterson are a real buzz kill. Masterson offered the Indians a proposal for only 2-3 years with a reasonable salary given today's market. Sure, the Indians have plenty of young pitching and can probably survive losing Masterson. But Masterson isn't insisting on a ridiculous long-term deal. He gave the Indians a real option, and the should have come to terms with him.
Now they've given Tribe fans another reason to be skeptical, and we'll have to hear more stories about payroll and attendence in a year when everyone should be excited about the team's chances.
The Dolans came a long way last year in rebuilding some trust with the fans. I gave up my season tickets when they unloaded Cliff Lee for a song one year too early, and many other fans were finished with them after that abomination. Now they're taking another step back when they should be celebrating a real contender.
Posted in: Cleveland Indians
Tags: Cliff Lee, Dolans, Justin Masterson, Terry Francona


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These seem popular in many modern knife sets, and I have seen them used (somewhat clumsily) in Europe.
I have briefly tried some before, but couldn't see the benefit of it. But then again no one seemed to know how to use it correctly
Does anyone actually use these to good effect? If so, what is actually gained over a normal knife?
Which type (single or double blade) and size does this apply to?


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Olympians Reveal Their Most Ridiculous Superstitions
Olympians may have an extraordinary athletic gift, but they're not above practicing odd rituals to help them out.
Whether it be swimmers or rowers, cyclists or fencers, Olympians are also superstitious. When the rest of us sitting-on-the-couch-Cheetos-eating-fatties insist on wearing the red sweatpants with the hole in the crotch and no elasticity left in the waist while nursing a Bud that can only be drunk with the left hand, we're urged to get help for our OCD. When these laser-focused sculpted gods and goddesses, do it it's considered quirky.
Athletes are notoriously superstitious, whether they're baseball players or Olympians. And while they may seem so different from the rest of us because of their drive and their physical prowess, it is nice to know that in this way they're pretty similar to us in asking the fates to help them achieve their goals.
After all, if they don't put their left sock on before their right, the supreme being keeping score will remember that and grant victory to the opponent. That's just scientific fact, right?


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We've been helping children stay healthy for many years. Chiropractic has been found as a possible beneficiary for headaches, sports injuries, back pain, and other health conditions...without the use of drugs.
Watch our video on kids and chiropractic, and then give our office a call at (408) 297-2225 to see how we can help your kids stay healthy!


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For most of our relationship, Jesse and I have taken our yearly vacation around the time of my birthday. And we usually end up at a beach. For the past 3 years we hadn't taken a vacation, as we had gotten sidetracked with renovating our house, working, and life in general. So, when we finally decided to go somewhere this year to celebrate my 30th birthday, I could barely take the excitement. We just drove a few hours to Myrtle Beach, but I'm a girl who does NOT need an exotic location to have the best time ever. Set me up on the beach with an umbrella, book, and cold drink, and I'm happy as can be.
We spent most of the week laying on the beach, flopping around in the ocean like toddlers, and prying ourselves away from the hotel in the evenings to eat delicious seafood dinners...and an occasional fried pickle.
So, life-wise, that was my favorite part of June.
It was a much needed vacation, and at the end of the week, I was excited to get back home and see this face.
This is Cheese and her
'I'm just gonna close my eyes for a bit.' face.
I was excited to see Tootie, too, of course, but she is much less lethargic than Cheese, and tends to escape my picture attempts much more successfully.
Now, let's talk blog. In case you missed anything this month, this is a great place to catch up! June was a super busy month for me. How I managed to squeeze in a vacation, I don't know.
Here's what went on this month.
Most recently, I upcycled a free dresser from drab to fab and showed How to Paint Laminate Furniture.


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Agricultural News
Farm Bureau Urges Support for Fruit, Veggie Farmers
Wed, 24 Apr 2013 10:15:12 CDT
Providing new farm bill programs for fruit and vegetable farmers would help ensure a strong agricultural economy and benefit the health of the entire nation, American Farm Bureau Federation Vice President Barry Bushue told Congress today.
"The farm bill helps farmers and ranchers deal with the risks that threaten their ability to produce the food, fiber and fuel we all need," Bushue testified to the House's Subcommittee on Horticulture, Research, Biotechnology and Foreign Agriculture.
Farm Bureau urged lawmakers to extend some programs normally available only to growers of crops such as corn, soybeans and wheat, to farmers who grow specialty crops such as fruits, vegetables, tree nuts, dried fruits, horticulture/nursery crops and floriculture.
The value of specialty crop production in the U.S. is significant, accounting for approximately 17 percent of the $391 billion in agriculture cash receipts collected in 2012, Bushue noted.
Starting with the next farm bill, Farm Bureau has proposed the extension of a new program-Stacked Income Protection Plan or STAX for short-for growers of the so-called program crops including field corn for livestock, soybeans and wheat, as well as apples, potatoes, tomatoes, grapes and sweet corn.
"The program would be administered by USDA's Risk Management Agency in a manner consistent with the current crop insurance delivery system," said Bushue. "It is designed to complement existing crop insurance programs. It does not change any features of existing insurance policies," he explained.
The five specialty crops Farm Bureau proposed for STAX coverage each rank in the top 13 in value of production for the country; represent at least 2 percent of the nation's value of production; and are grown in at least 13 states. In addition, insurance is currently available for each of the crops. If STAX is used to cover these five specialty crops, fruit and vegetable farmers in 44 states would benefit.
Farm Bureau also urged Congress to continue some programs for fruit and vegetable growers that were first included in the farm bill in 2008. Those programs include the Farmers' Market Promotion Program, the Fresh Fruit and Vegetable Snack Program in elementary schools and initiatives that help bring fruits and vegetables produced within a state to local schools.
Other programs for specialty crop farmers Farm Bureau would like to see continued in the next farm bill include outreach and training on Good Agriculture Practices aimed at improving food safety, traceability and productivity; initiatives for pest and plant disease control; and improving direct-to-consumer retail opportunities.
"We encourage the House Agriculture Committee to continue to invest in our specialty crop producers," concluded Bushue.
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(written from a Production point of view)
Tim Russ (born 22 June 1956; age 68) is an actor who has portrayed different characters in various Star Trek television series and movies; however, he is best known for his portrayal of Lieutenant Commander Tuvok on Star Trek: Voyager. He also directed the Voyager fourth season episode "Living Witness".
Along with Jonathan Frakes, Russ is one of the only Star Trek actors to have appeared on-screen with four Star Trek series captains. (Frakes did appear in Star Trek Generations with Kirk actor William Shatner, but he did not share any scenes with him. Russ, on the other hand, did share scenes with Shatner in that movie.)
One of Russ' favorite movies is Star Trek II: The Wrath of Khan. One of his favorite actors is the late William Marshall, who appeared on the Star Trek: The Original Series episode "The Ultimate Computer" as Doctor Richard Daystrom. (citation needed • edit) Russ once cited his favorite Original Series episodes as "Assignment: Earth", "All Our Yesterdays", and "Balance of Terror". (Star Trek: Communicator issue 101, p. 53)
Early life and career[]
Born in Washington, DC, Russ spent his childhood in a number of different places, as his father was a United States Air Force officer. He wound up graduating from high school in Turkey, earning his diploma from Rome Academy in New York, and receiving a BS in Theater Arts from St. Edward's University in Texas. He then received a full scholarship from Illinois State University, where he continued studying the theater. During his early life, Tim Russ owned many dogs.
Russ began acting full time in 1985. In October of that year, he appeared in episodes of The Twilight Zone and Hunter (the latter of which he acted alongside Bruce Davison, Gary Graham, and Tony Plana). The following year, he made his feature film debut, playing Robert Johnson in the musical drama Crossroads. He followed this with another film that same year: the romantic drama Fire with Fire, starring Virginia Madsen.
In 1987, Tim Russ auditioned for the role of Geordi La Forge on Star Trek: The Next Generation, but the part was given to LeVar Burton. However, he did win the role of D.C. Montana in the TV movie pilot for an action series called The Highwayman that same year. The series was subsequently picked up and debuted in 1988, with Russ as a regular cast member. However, the series only lasted nine episodes before being canceled.
In the meantime, Russ continued to make guest appearances on such TV shows as Hill Street Blues (with Anne Haney and James B. Sikking), Jake and the Fatman (with his future Voyager co-star, Dwight Schultz), Beauty and the Beast (with Ron Perlman and Warren Munson), and Alien Nation, starring Gary Graham and Eric Pierpoint.
Russ made a memorable, though brief, appearance in the popular science fiction spoof Spaceballs. In the movie, Russ plays a trooper who is assigned to literally comb a desert using an over-sized comb. When asked if he had found anything, Russ' frustrated trooper proclaims, "We ain't found shit!" Dey Young also made an appearance in Spaceballs as a waitress.
In addition, Russ appeared in the 1987 action film Death Wish 4: The Crackdown (Marina Sirtis had appeared in Death Wish 3), the 1988 sci-fi/horror film Pulse, starring Cliff DeYoung, and the 1988 drama Bird, which featured Bill Cobbs, Hamilton Camp, and Tony Todd. Also in 1988, Russ co-starred with James Sloyan and Leigh Taylor-Young in the telefilm Who Gets the Friends? and was one of several Star Trek performers to appear in the TV special Roots: The Gift. His co-stars in this latter film included Avery Brooks (later to star as Benjamin Sisko on Star Trek: Deep Space Nine), LeVar Burton, and Kate Mulgrew (later to co-star with Russ on Voyager).
Russ' work in the early 1990s included the TV movies The Heroes of Desert Storm (with Glenn Morshower), Journey to the Center of the Earth (with F. Murray Abraham and Carel Struycken), and Bitter Vengeance (co-starring Virginia Madsen and Bruce Greenwood); the films Eve of Destruction, Mr. Saturday Night and Dead Connection; and guest appearances on The Fresh Prince of Bel-Air (a Christmas two-parter, including one episode which guest-starred Kenneth Tigar), Murphy Brown (as a Secret Service agent who keeps Murphy from approaching the Easter egg hunt on the White House lawn) and episodes of the short-lived Cop Rock (starring Ronny Cox) and Tequila and Bonetti (starring Charles Rocket). He also guest-starred in an episode of Melrose Place with Casey Biggs. He later appeared in an episode of the short-lived television show seaQuest DSV, where he played a noteworthy computer hacker named Martin Clemens, who was nicknamed "Mycroft" (clearly after the brother of Sherlock Holmes).
In 1993, he was cast in his first Star Trek role, playing Devor in the Next Generation episode "Starship Mine". He followed this with the role of T'Kar on Deep Space Nine later that same year. These roles (and his appearance in the film Star Trek Generations) ultimately won him the role of Tuvok on Voyager, which debuted in January of 1995. He played the role for the next seven years.
After his Trek directing debut with the episode "Living Witness", Russ was prepared to direct another episode in season six but was not chosen to do so. He also said that he worked with four and a half Trek captains, namely William Shatner, Patrick Stewart, Avery Brooks, Kate Mulgrew, and Genevieve Bujold and that the crew produced a blooper tape of the first season which was not published. (Trekworld, June 1999)
Several costumes worn by Russ were later sold off on the It's A Wrap! sale and auction on eBay including his Ilari undercover uniform from the third season episode "Warlord". [1]
Although Voyager took up most of Russ' time, he nonetheless had the chance to co-write, direct, and star in the 1998 independent drama film East of Hope Street. He also voiced the character of Hobie Brown, aka the Prowler, for an episode of the animated Spider-Man series based on the characters appearing in Marvel Comics.
After Voyager[]
Since Voyager's end in 2001, Russ has focused on directing as well as his singing career. In 2001, he released his second album through independent distribution, Kushangaza, featuring the song "Kushangaza". This song could also be seen (and heard) in a hidden music video on disc 7 of the Star Trek: Voyager season 2 DVD.
In 2003, Russ directed the short film Roddenberry on Patrol, a comedic look at Gene Roddenberry's search to create Star Trek. He signed a number of other Trek alumni to appear in the film, including Original Series stars Nichelle Nichols, Walter Koenig, and George Takei (who narrated) and Voyager co-stars Robert Beltran, Ethan Phillips, and Robert Picardo. Featured as Montgomery Scott was actor Bart Shattuck. Russ himself also appeared in the film.
In 2005, he appeared in an episode of ER, along with Mädchen Amick and Leland Orser, and the following year he appeared with Star Trek: Enterprise star Connor Trinneer in an episode of NCIS. He also had roles in The Cabinet of Dr. Caligari (2005, co-starring Doug Jones, Richard Herd and Time Winters) and The OH in Ohio (2006). In addition, he had a recurring role on the short-lived NBC TV series Twenty Good Years and on the soap opera General Hospital. Most recently, he made a brief appearance as an agent on Without a Trace, starring Enrique Murciano and played a throat doctor in an episode of the Disney Channel show Hannah Montana entitled "I Am Hannah, Hear Me Croak".
Russ directed and starred in Star Trek: Of Gods and Men, complete with a Star Trek-related cast, including Nichols, Koenig, Grace Lee Whitney, Alan Ruck, Garrett Wang, Chase Masterson, J.G. Hertzler, Gary Graham, and Crystal Allen.
Russ also appeared in Live Free or Die Hard (2007). He also starred as Frank the doorman on the ABC comedy series Samantha Who?, which was produced and sometimes directed by Russ' Voyager castmate Robert Duncan McNeill (a satire of the show in the May 2008 issue of MAD magazine showed Russ' character with Vulcan ears and a Starfleet combadge on his jacket).
In 2009, Russ voiced Zathrian, an elf, in the Bioware game Dragon Age: Origins (with Kate Mulgrew and S.A. Templeman). Russ once again worked with "Darkling" guest star David Lee Smith on CSI: Miami in the 6th episode "Meltdown", playing a character in law enforcement, just like Smith's Rick Stetler.
Russ recently co-starred with Robert Picardo in a web series pilot for Funny or Die called Chad and the Alien Toupee.
From 2007 to 2012, Russ appeared as a recurring character in Nickelodeon's iCarly. He plays Ted Franklin, the principal at Ridgeway school, which the main characters attend.
In 2013, Russ was working on reprising his role as Tuvok in Star Trek: Renegades, a pilot episode for a possible web series, along with Walter Koenig who was to reprise his role as Pavel Chekov and Manu Intiraymi as Icheb. The proposed series was set well after Voyager and involved the Vulcan joining a reformed Section 31 in order to save the Federation from a new threat.
Afterwards, Russ announced his participation in the new episode "A Step Between Stars" of the video game Star Trek Online in which he'd also reprise his role as Admiral Tuvok. [2]. He returned for the game's Season 9 update, including the episode "Surface Tension" and returned in the game's second expansion "Delta Rising" alongside fellow Voyager alum Garrett Wang.
In 2015, he voiced Lancer-Captain Kells in Fallout 4 with Alan Oppenheimer, Dwight Schultz and Robert Picardo.
In 2018, Russ guest-starred in The CW hit DC TV series Supergirl, as a Kryptonian Argo City councilmen, Jul-Us.
In 2019, Russ became one of many Star Trek franchise actors to appear on The Orville (alongside main cast members Seth MacFarlane, Penny Johnson, and Scott Grimes), appearing as Dr. Sherman in the episode "Lasting Impressions."
In 2020, Russ had a cameo role in The Midnight Sky, which also featured Ethan Peck. He also did voice work for the Shadowlands expansion of the MMORPG World of Warcraft by Blizzard Entertainment, as the character Thenios.
Star Trek appearances[]
Voice acting credits[]
Writing credits[]
- Malibu DS9:
- #29: "Sole Asylum, Part One" (co-plotting "Enemies & Allies, part one" story with Mark Paniccia)
- #30: "Sole Asylum, Part Two" (co-plotting "Enemies & Allies, part two" story with Mark Paniccia)
Star Trek interviews[]
- E! Inside Star Trek: Voyager (1995)
- Launch of Star Trek: Voyager (1995)
- Star Trek: Voyager - Inside the New Adventure (1995)
- VOY Season 1 DVD special feature Cast Reflections: Season One, interviewed on 20 March 2001
Star Trek: Voyager regular cast |
Robert Beltran • Roxann Dawson • Jennifer Lien • Robert Duncan McNeill • Kate Mulgrew • Ethan Phillips • Robert Picardo • Tim Russ • Jeri Ryan • Garrett Wang |


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About me
This is a website. It's what people used to have before they did blogs and Twitter. I don't really maintain it anymore, I only sometimes add random things I've made that might be useful for others.
- Name: Wilmer van der Gaast
- City: London, UK (previously The Netherlands and Ireland)
- Occupation: "Site Reliability Engineer" (doing stuff like keeping a website running and writing an RFC)
Besides the job, I like to spend some of my time on open source software like BitlBee. Obviously, with BitlBee as my main project, I also spend way too much time on (mostly Dutch) IRC channels on the OFTC network. My nickname is far from original (wilmer), but that's because I just don't see why I should hide myself behind a little nickname. (And because the nickname I once had, lintux, is just lame.)
See the music and films sections for more, if you're not bored yet.


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On Thursday, the White House outlined the details behind the Biden administration's plan to share 80 million doses of COVID-19 vaccine with the rest of the world.
During a briefing of the White House COVID-19 response team, coordinator Jeff Zients and national security adviser Jake Sullivan outlined how the U.S. would share its surplus vaccine supply with the world.
According to the White House, the administration plans to share the 80 million doses by the end of June, with 75% going to support the global supply through COVAX and the other 25% going to targeted areas around the world to combat surges of the virus.
COVAX, or COVID-19 Vaccines Global Access, is a coalition of organizations, including the WHO, that aims to deliver "equitable access to COVID-19 diagnostics, treatments and vaccines."
The White House on Thursday also spelled out specifics for the first overseas delivery of 25 million doses.
Of those initial doses, 19 million will be shared through COVAX, which will send the doses to the following countries:
- Approximately 6 million for South and Central America to the following countries: Brazil, Argentina, Colombia, Costa Rica, Peru, Ecuador, Paraguay, Bolivia, Guatemala, El Salvador, Honduras, Panama, Haiti, and other Caribbean Community (CARICOM) countries, as well as the Dominican Republic.
- Approximately 7 million for Asia to the following countries and entities: India, Nepal, Bangladesh, Pakistan, Sri Lanka, Afghanistan, Maldives, Malaysia, Philippines, Vietnam, Indonesia, Thailand, Laos, Papua New Guinea, Taiwan, and the Pacific Islands.
- Approximately 5 million for Africa to be shared with countries that will be selected in coordination with the African Union.
The remaining six million doses will be "targeted toward regional priorities" in Mexico, Canada, and the Republic of Korea, West Bank and Gaza, Ukraine, Kosovo, Haiti, Georgia, Egypt, Jordan, Iraq, Yemen and the United Nations.
Earlier this year, the Biden administration committed to donating 60 million doses of the yet-to-be-approved AstraZeneca vaccine for global use. Those vaccines will not be delivered until the AZ vaccine is approved for use in the U.S.
In May, Biden committed to sending an additional 20 million doses of Pfizer, Moderna and Johnson & Johnson vaccines to the rest of the world.


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Every day, people on the streets of India go hungry. But one man in Kolkata is trying to change that.
Inspired by his mother to give back to society, Bikash Agarwal, an entrepreneur who leads a successful construction company, started Apni Roti, a mobile van that dishes out hot freshly made rotis. In just four months, Apni Roti was reaching out to 150,000 people in Kolkata.
Previously, he started the Shivohum Balaji Seva Trust to cater to the needs of the poor. He opened two ashrams (monasteries) near pilgrimage centers in West Bengal and Jharkhand providing free accommodation, food, and healthcare to the underprivileged.
"It was while overseeing the trust that I saw that many organizations catering to the poor were distributing leftover food to the needy," says Bikash. "While it does help, I felt that everyone deserves a hot, fresh, hygienic meal."
While Apni Roti has a huge team of volunteers pitching in to support the day-to-day work, Bikash relies on WhatsApp to streamline operations.
"While we do finalize the itinerary a week in advance, we are able to engage our volunteers effectively by sharing live location of the van. We have a WhatsApp group called Apni Roti Squad where all the volunteers sync up. In addition, volunteers also share suggestions regarding the areas of the city that can be added to our itinerary."
Bikash's initiative is making a difference.
"We have people reaching out to us on Facebook, our public telephone numbers, and WhatsApp and appreciating us for running an initiative that we believe fulfills a basic human right."


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We spend a lot of time talking about natural and alternative remedies, and have made recommendations of what herbal medicines to have in your storage. We've also discussed antibiotics and a number of other prescription medications you should stockpile and how to obtain them. We haven't spent much time, however, on which over-the-counter medications are important to stockpile now.
OTC Medications: Part of Your Medical Supplies
Over the counter (OTC) medications deal with a wide variety of problems; many of them were once prescription medications. These medications are widely available, and easy to accumulate in quantity. As such, they are ideal for the survival medic's cache of medical supplies. Given the complexity of manufacturing pharmaceuticals, these drugs will be nearly impossible to produce after a collapse. Even aspirin, the oldest manufactured drug, won't be available (at least not in a form you'll recognize).
The Physician's Desk Reference puts out a guide to OTC medications with descriptions, images, risks, benefits, dosages, and side effects. Consider this book for your survival medical library.
Let's put together a list of what you absolutely must have in quantity as part of your medical supplies. The medications will be listed by their generic names, with U.S. brand names in parenthesis where applicable. Adult doses are also listed. Here's our list, in no particular order:
Medical Supplies You Should Have
Ibuprofen 200mg (Motrin, Advil): A popular pain reliever, anti-inflammatory, and fever reducer. This medication is useful for many different problems, which makes it especially useful as a stockpile item. It can alleviate pain from strains, sprains, arthritis, and traumatic injury. As well, it can help reduce inflammation in the injured area. Ibuprofen is also useful in reducing fevers from infections. The downside to Ibuprofen is that it can cause stomach upset. Ibuprofen can be used 1 or 2 every 4 hours, 3 every 6 hours, or 4 every 8 hours.
Acetaminophen 325mg (Tylenol): Another popular pain reliever and fever reducer, this medication is known as Tylenol in the United States. It can be used for all of the problems that you can take Ibuprofen for, with the added benefit of not causing stomach irritation or thinning the blood. Unfortunately, it has no significant anti-inflammatory effect. This drug is excellent for treatment of pain and fevers in children at lower doses. Tylenol comes in regular and extra strength (650mg); adults take 1-2 every 4 hours.
An Aside: Patients with heat stroke receive no benefit from efforts to reduce their body core temperature with Ibuprofen or Acetaminophen; these drugs work best when the fever is caused by an infection, and don't work as well when infection is not involved (e.g., heat stroke).
Asprin, 325mg: If you have Ibuprofen and Acetaminophen in your medical storage, why consider Aspirin? Aspirin has been around since the late 19th century as a pain-reliever, fever reducer, and anti-inflammatory, but it has blood thinning properties as well, as may be all we have to help those with medical issues that require the use of anti-coagulants It also useful to treat older folks with coronary artery disease. If you suspect someone of having a heart attack, have them chew an adult aspirin immediately. The ingredient in Aspirin can also be obtained by chewing on a cut strip of the underbark of a willow, aspen or poplar tree. Take 2 adult aspirin for pain, fever, and inflammation, 1 baby aspirin (81mg) daily to help with coronary artery disease and as an anticoagulant. In a collapse situation, higher doses may be appropriate to replace drugs like Coumadin, but have not been fully researched. Watch for stomach upset.
Loperamide, 2mg (Imodium): There's a high likelihood of food and water contamination issues in a collapse situation, so this medication is essential as an anti-diarrheal. By slowing intestinal motility, less water loss and, thus, dehydration, will occur; dehydration due to diarrheal disease killed more soldiers in the Civil War than bullets did. With diarrheal disease, you often have nausea and vomiting, so you will want to have:
Meclizine 12.5, 25, 50mg(Dramamine, Antivert): Mecilizine is a medication that helps prevent nausea and vomiting. Often used to prevent motion sickness, Meclizine also helps with dizziness, and tends to act as a sedative as well. As such, it may have uses as a sleep aid or anti-anxiety medication. Take 1 25mg tablet 1 hour before boarding , or 50-100mg daily in divided doses for dizziness, anxiety or sleep.
Triple Antibiotic Ointment (Neosporin, Bacitracin, Bactroban): In situations where we are left to fend for ourselves, we'll be chopping wood and performing all sorts of tasks that will expose us to risk of injury. When those injuries break the skin, it puts us in danger of infections which could lead to a life threatening condition. Triple antibiotic ointment is applied at the site of injury to prevent this from happening. It should be noted that triple antibiotic ointment won't cure a deep infection; you would need oral or IV antibiotics for that, but using the ointment immediately after an injury will give you a good chance at preventing it. Apply 3-4 times a day.
Diphenhydramine 25mg, 50mg(Benadryl): An antihistamine that helps alleviate the itching, rashes, nasal congestion and other symptoms of allergic reactions. It also helps drain the nasal passages in some respiratory infections. At the higher 50 mg dose, it makes an effective sleep aid. Use 25mg every 6 hours for mild reactions, 50mg every 6 hours for severe reactions, anxiety or sleep.
Hydrocortisone cream (1%): Speaking of rashes, this cream is used for various types of dermatitis that causes redness, flakiness, itching, and thickening of the skin. It's a mild steroid which reduces inflammation and, as such, the various symptoms of allergic dermatitis, eczema, diaper rash, etc. Apply 3-4 times a day to affected area.
Omeprazole 20-40mg, Cimetidine 200-800mg, Ranitidine 75-150mg, (Prilosec, Tagamet, Zantac, respectively): In a situation where we may be eating things we're not accustomed to, we may have issues with stomach acid. These antacids will calm heartburn, queasiness, and stomach upset. Calcium Carbonate (Tums) or Magnesium sulfate (Maalox) are also fine in solid form. These medications are also useful for acid reflux and ulcer disease. Look for my article on these issues and medications in the near future.
Clotrimazole, Miconazole cream/powder(Lotrimin, Monistat): Infections can be bacterial, but they can also be caused by fungus. Common examples of this would be Athlete's feet (tinea pedis), vaginal infections (monilia), ringworm , and jock itch (tinea cruris). Clotrimazole and Miconazole are examples of anti-fungal medications that would be useful to treat these conditions, which will be just as common in times of trouble as they are now, if not more. Apply twice a day externally, or once daily intra-vaginally. Some vaginal creams come in different strengths. In some, the whole treatment course is over in one day; in others, 3 days or a week.
Multivitamins: In a societal collapse, the unavailability of a good variety of food may lead to dietary deficiencies, not just in calories but in vitamins and minerals. Vitamin C deficiency, for example, leads to Scurvy. To prevent these issues, you should have plenty of multivitamins, commercial or natural, in your medical storage. You won't have to take these on a daily basis; many multivitamins give you MORE than you need if taken daily, and you'll just excrete what your body can't absorb. In a collapse, once a week would be sufficient to prevent most problems.
The good news is that you can probably obtain a significant amount of all of the above drugs for a reasonable amount of money. To retain full potency, these medications should be obtained in pill or capsule form; avoid the liquid versions of any of these medicines if at all possible. When storing, remember that medications should be stored in cool, dry, dark places. A medicine stored at 90 degrees will lose potency much faster than one stored at 50 degrees.
Over the counter drugs are just another tool in the medical woodshed; accumulate them as well as prescription drugs such as antibiotics. Essential oils, herbal supplements, and medical equipment are also important. With a good stockpile, you'll have everything you need to keep it together health-wise, even if everything else falls apart.
Dr. Bones
What would you do if when help was NOT on the way? The Survival Medicine Handbook is a must-have addition to your survival library! If you're responsible for the health of your loved ones, you'll want this medical guide to keeping it together, even if everything else falls apart.


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Sexual orientation discrimination in the workplace occurs when an employee is subjected to negative employment action, harassment, or denial of certain benefits because of their sexual orientation, or the sexual orientation of someone they are close to. Sexual orientation discrimination has been part of the workplace in America for decades, and while federal, state and local laws, as well as increased social awareness have improved the situation dramatically, many people who are not heterosexual still face obstacles at work related to being gay, bisexual, asexual, or pansexual. It is important for employees to have the right information about what constitutes discrimination based on sexual orientation, what constitutes harassment, and how sexual orientation discrimination can tie in with other prohibited forms of discrimination like, sex, disability, gender identity, and marital status.
Sexual orientation discrimination can affect your job status, your working environment, your health benefits, and a host of other issues in the workplace. The law in this area is changing rapidly for the better. If you feel you might have been discriminated against because of your sexual orientation, read below for more information and resources about sexual orientation discrimination.
Sexual orientation discrimination means treating someone differently solely because of his or her real or perceived sexual orientation: lesbian, gay (homosexual), bisexual, asexual, pansexual, or straight (heterosexual). This means that discrimination may occur because of others' perception of someone's orientation, whether that perception is correct or not. It may also occur based on an individual's association with someone of a different sexual orientation. Someone who is discriminated against on the basis of sexual orientation may also be discriminated against or harassed on the basis of sex, gender identity, disability (such as actual or perceived HIV status) or marital status.
- Different treatment: you are not hired, not promoted, disciplined, or fired specifically because your boss thinks you are lesbian, gay, bisexual, or straight etc. This goes beyond simply being yelled at for showing up late. Being overlooked for a promotion, wrongful termination, receiving a write-up with no basis, and other serious negative employment actions may qualify as different treatment. Some companies have policies that explicitly discriminate against lesbian, gay and bisexual employees, while in other companies the discrimination is more subtle but no less real. You may find that you start to be treated differently once you come out as homosexual to coworkers or place a photograph of your same-sex partner on your desk. The discrimination may come from just a few people in the company, from your supervisor, or from the company's CEO.
- Harassment: you are forced to experience comments about your mannerisms or sexual activity, sexual jokes, requests for sexual favors, pressure for dates, touching or grabbing, leering, gestures, hostile comments, pictures or drawings negatively portraying a specific sexual orientation, or sexual assault or rape. Your harasser may be an employer, supervisor, co-worker, or customer, and may be of the opposite or same sex.
If any of these things have happened to you on the job, you may have suffered sexual orientation discrimination.
In light of the Supreme Court's recent decision in Obergefell v. Hodges, same-sex couples are guaranteed by the Constitution, the freedom to marry in every state and territory, being afforded the same benefits and protections heterosexuals have always had in marriage. Outside of the newly clarified right to marry, there is currently no federal law prohibiting other types of sexual orientation discrimination. Sexual orientation is not protected by federal law the way race, color, sex, religion, national origin, age, and disability are for private employers. Around two dozen states still don't have anti-discrimination laws protecting individuals from being discriminated against on the basis of their sexual orientation.
Nonetheless, many companies, workplaces, and legislators are working to change that. While there are efforts underway to pass additional federal laws to make discrimination on the basis of sexual orientation illegal, no bills on this topic have become law yet.
Despite the Supreme Court ruling that LGBT Americans can now legally get married, they are still at risk of being denied services and risk being fired simply for being married. Due to the lack of legal protections, new legislation has been introduced but not passed in Congress. The Equality Act is a comprehensive federal LGBT non-discrimination act that would provide permanent protections for LGBT individuals in the most important aspects of their lives, including but not limited to matters of employment, housing, access to public places, federal funding, credit, education and jury service. In addition, it would prohibit discrimination on the basis of sex in federal funding and access to public places.
Aside from federal legislation, President Obama has also pushed for sexual orientation, and gender identity fairness in the workplace. On July 21, 2014 President Obama signed an Executive Order that amended previous executive orders and added sexual orientation and gender identity protections for all federal workers, including contractors and subcontractors of the Federal government. Previous executive orders only protected workers from workplace discrimination on the basis of race, color, religion, sex, or national origin.
Additionally, many federal government employees are covered by provisions in the Civil Service Reform Act of 1978 which prohibit sexual orientation discrimination. One of these provisions makes it illegal for any employee who has authority to take certain personnel actions from discriminating among employees or job applicants on the basis of conduct that does not adversely affect employee performance. This language has been interpreted to prohibit discrimination based upon sexual orientation.
Currently, 22 states and the District of Columbia, as well as several hundred municipalities (counties and cities) also have laws that prohibit sexual orientation discrimination. 20 of these states prohibit sexual orientation discrimination in both private and government workplaces. This number is constantly changing, so you should also check with an attorney or local gay legal or political organization to see whether any new laws apply to you.
As noted in the last question, many federal employees are covered by anti-discrimination provisions. Since the recent EEOC holding discussed below, these protections are also extended to private employees who file EEOC claims. Similarly, some states, counties and cities, even those without specific laws protecting all employees, have executive orders and/or civil service provisions making discrimination on the basis of sexual orientation illegal for state and/or local governmental employees. In fact, 22 states and the District of Columbia have laws explicitly protecting LGBT workers from being fired because of their sexual orientation. However, this means that there are still 28 states that allow an employee to be terminated on the basis of sexual orientation, and in those states legal remedies are often narrow for private sector employees.
Many union collective bargaining agreements (contracts) include an anti-discrimination provision, which may include sexual orientation. If such a provision is included in your union contract, it gives you a basis to file a grievance if you have been discriminated against because of your sexual orientation. Additionally, many workplaces are implementing their own rules on this issue. In fact, 91 percent of Fortune 500 companies prohibit discrimination based on sexual orientation, and 61 percent prohibit discrimination based on gender identity.
The Equal Employment Opportunity Commission (EEOC) has been helping to pave a legal avenue for those individuals who have been discriminated against in the workplace based on both gender identity and sexual orientation. In July 2015 the Equal Employment Opportunity Commission (EEOC) addressed the question of whether discrimination against LGBT individuals is covered by the ban on sex discrimination in Title VII of the Civil Rights Act of 1964. In a 3-2 vote by the five person independent commission, the EEOC ruled that existing civil rights laws do bar sexual-orientation based employment discrimination. The ruling will apply to federal employees' claims as well as any private employee who files a claim with EEOC offices nationwide. The decision says that sexual orientation is inherently a sex-based consideration and the agency will look to whether the agency relied on any sex-based considerations or took gender into account when making the alleged employment action. While this ruling is recent and only the Supreme Court can give a conclusive interpretation, the EEOC ruling is still groundbreaking, and paves the way for further decisions much like this as Federal courts give EEOC decisions significant deference. The Justice Department announced a similar view to the EEOC in December 2014.
The law in this area is constantly changing, with numerous legislative efforts currently in progress around the country to add sexual orientation to state laws, local ordinances, governmental regulations, and corporate policies. You should check with a local attorney, gay and lesbian rights organization, or your corporate human resources department to see whether there have been any recent changes in the law or policies affecting your employment. Even if there is not legal protection affecting your employment, you may be able to encourage your employer to voluntarily cease discriminatory activity and/or to educate others in your workplace to help improve your employment situation.
For more information on which states have anti-discrimination laws see lgbtmap.org.
Sexual harassment is a form of sex discrimination that is prohibited by federal law and the laws of most states, regardless of whether the state also has a law against discrimination on the basis of sexual orientation. However, many courts have focused on the differences between the two legal concepts to prevent gay and lesbian employees who have been harassed from having the same legal protections available to non-gay employees who have been subjected to similar comments. These courts have ruled that comments focused on the victim's sexual orientation represent discrimination on that basis, not covered under federal law, instead of sexual harassment, a form of sex discrimination that is covered under federal law. Other courts have ruled that these types of sexual comments, as they relate to gender stereotypes, are a form of illegal sex discrimination under federal law.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature is considered sexual harassment, when submission to, or rejection of, this conduct affects your employment, unreasonably interferes with your work performance, or creates an intimidating, hostile or offensive work environment. The U.S. Supreme Court has specifically ruled that the victim does not have to be of the opposite sex to be able to bring a legal claim for sexual harassment.
Sexual harassment can occur in a variety of circumstances:
- The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
- The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
- Unlawful sexual harassment may occur without economic harm to the victim, such as loss of a job.
- The harasser's conduct must be unwelcome.
Recently, individuals who were terminated because of their sexual orientation have tried to sue for sex discrimination under Title VII of the Civil Rights Act of 1964. Their argument is that they are being harassed and discriminated against because they do not conform to male and female stereotypes since being gay is not considered stereotypically male or female, and they do not conform to their traditional gender stereotypes. Thus, their termination should be considered unlawful sex discrimination. While this argument has received some recent success, the results have not been consistent overall due to some early court rulings explicitly holding that Title VII does not protect sexual orientation discrimination. However, the EEOC recently issued a decision that sexual orientation is inherently a sex-based consideration, and that existing civil rights laws do bar sexual-orientation based employment discrimination. While only the Supreme Court can provide a conclusive legal interpretation of the existing civil rights laws, Federal courts will give EEOC decisions significant deference, thus paving the road to protection for sexual orientation.
If you are being sexually harassed, you should directly inform the harasser that the conduct is unwelcome and must stop. If you are a union member, it may also be helpful to contact a union civil rights committee for appropriate action. You should use any employer complaint mechanism or grievance system available, as your employer is under a legal obligation to take immediate and appropriate action when an employee complains. For more information, see our page on sexual harassment. If you have been subjected to these types of comments, you may wish to consult with an attorney who specializes in sexual harassment and/or sexual orientation discrimination to determine what laws may offer legal protection in your state.
It depends. Jokes or slurs about your sexual orientation may be considered a form of harassment, which courts have held is a form of discrimination under the law. However, federal law and the laws of most states does not prohibit simple teasing, offhand comments, or isolated incidents that are not extremely serious. The conduct must be sufficiently frequent or severe to create a hostile work environment or result in a "tangible employment action," such as hiring, firing, promotion, or demotion. For more information, see our page on sexual harassment.
You may choose to keep your sexual orientation a purely private matter; nothing requires you to disclose this information to your employer if you do not choose to do so.
However, if you are undergoing discrimination or harassment at work, you may wish to disclose your sexual orientation when speaking with your company's human resources department and/or a member of management to see whether your employer can work with you to solve the problems you are facing. Otherwise, your company may claim it was unaware of your sexual orientation, and as a result incapable of resolving any discrimination or harassment against you on the basis of your sexual orientation.
Also, as more and more people become aware of their gay co-workers, neighbors, family members, friends, and professionals, withholding basic civil rights protections in employment becomes increasingly difficult for an employer to justify, so you may wish to disclose your sexual orientation to your employer for that reason.
If you live in a state or city with provisions which make discrimination on the basis of sexual orientation illegal, the answer would generally be no, especially if other employees are allowed to discuss activities with their spouses or opposite-sex partners, or to display pictures of their spouses, opposite-sex partners, or children on their desks.
In the absence of any legal protections, however, private sector employees are employed "at-will," which means the employer has the right to terminate your employment at any time, for no reason at all or for any reason (including a bad one), so long as the reason is not illegal even if your performance has been outstanding. Therefore, if you disobey your employer's request, you may find yourself without any legal recourse.
If you find yourself in this situation, you may wish to speak with your company's human resources department, other supervisors and co-workers, or a local attorney to determine whether you can work with your employer to resolve this issue. Even if there are not legal protections affecting your employment, you may be able to encourage your employer to voluntarily change its discriminatory policies and/or to educate others in your workplace to help improve your employment situation.
Many employers subsidize all or a large portion of health, dental, vision, and other benefits for spouses and families of married employees without giving similar compensation to unmarried and/or childless workers in some other form. Recently the Supreme Court, in Obergefell v. Hodges held that the recognition of same sex marriage is a fundamental right guaranteed by the Constitution. Once married, your spouse and family are entitled to your employee benefits including health insurance. Denying benefits solely because you are married to a person of the same sex violates federal law. Additionally, some states have domestic partnership laws which provide the basis for some companies to provide equivalent benefits to unmarried couples who meet the state's partnership or civil union requirements.
At the federal level, since the Supreme Court struck down Section 3 of the Defense of Marriage Act (DOMA), employers were already required to provide benefits for both opposite sex and same sex married couples and their children. That decision, however, only protected Federal employees, and did not require states to change their own discriminatory laws. Now, under Obergefell employee benefit plans, are required by the Constitution to treat same sex and opposite sex married couples equally.
Prior to the Obergefell decision, many employers, even in states where same sex marriage was illegal, had already extended employee benefits to domestic partners of gay employees since they did not have the option to legally wed. And many employers extended those benefits to opposite sex couples as well. In fact, 66 percent of Fortune 500 companies offered domestic partner benefits to employees prior Obergefell. Since same-sex marriage is now the law and same sex spouses are now afforded the same employee benefits as opposite sex spouses, it is unclear whether those companies will continue offering domestic partner benefits.
Some companies may continue to offer domestic partner benefits. But others, including Verizon, Delta Air Lines, IMB and Corning, have already, or will soon give their employees a time frame to marry or lose their partner's benefits, thus replacing domestic benefits with spousal coverage. Human rights advocates are encouraging employers to keep domestic partner benefits for everyone. Some groups suggest the best way to handle domestic partnerships is to implement cafeteria-style benefits programs in which all workers, regardless of marital or familial status, receive the same amount of credits to be used for benefits. Giving domestic partner benefits to same-sex and heterosexual unmarried couples also helps eliminate discrimination against unmarried workers who have a partner. Some companies have adopted an "extended family" benefits program to fairly compensate unmarried employees who live with a dependent adult blood relative.
If you feel you have been treated unfairly due to your sexual orientation, or marital or familial status, you may wish to explore with your employer's personnel or human resources department whether additional options are currently available or under consideration, and discuss with other workers whether they also object to the difference in benefits.
In states where sexual orientation discrimination is explicitly prohibited, if you work for a non-religious employer, your employer may find it difficult to maintain a legitimate business justification for policies or practices which discriminate against employees based on sexual orientation. The personal religious beliefs of a particular supervisor would rarely, if ever, be a legitimate basis for discrimination in this situation, especially if other company employees had been treated differently.
Most employees of religious organizations are also still protected by federal, state and local non-discrimination laws that prohibit discrimination based on sex, sexual orientation or gender identity, although in some states, religious employers, like churches and private religious schools are exempted from anti-discrimination laws. If you work for a religious organization and perform religious duties as part of your job, your employer may not be subject to non-discrimination laws. Some places of worship and religiously-affiliated institutions are entitled to hire employees who share the religious beliefs of the organization.
With respect to sexual orientation discrimination against members of the public, in April 2015, Indiana passed controversial religious freedom legislation prohibiting the passage of any law that would substantially burden a person's or company's exercise of their religion. The law would arguably protect business owners who discriminate, on religious grounds, against same-sex couples in providing goods and services. Amid pressure from big businesses including Apple, Angie's List, and Wal-Mart, lawmakers amended the law to state that businesses cannot use the law as a legal defense for refusing to provide goods, services, facilities, or accommodations on the basis of sexual orientation, gender identity, or any other factors. Governors in both Michigan and North Dakota have urged their legislatures to extend their current anti-discrimination laws to protect LGBT individuals amid the uproar in Indiana and a similar situation in Arkansas.
The law is rapidly changing in this area, and it is not yet clear whether a customer or coworker could use these laws to justify refusing to work with particular employees on the basis of their sexual orientation. Based upon precedents in other areas of discrimination law, an employer typically cannot use customer or coworker preference as a justification for discrimination.
The primary federal law protecting the right to take family or medical leave without losing your job and health insurance benefits, or suffering retaliation is the Family and Medical Leave Act (FMLA), the definition of "spouse" did not historically include an unmarried partner. However, since the Supreme Court's decision to repeal Section 3 of Defense of Marriage Act (DOMA) and the Supreme Court's decision in Obergefell v. Hodgesand since the Department of Labor issued a regulatory change to the definition of spouse, effective March 27, 2015, eligible employees may use FMLA to take leave to care for a same-sex spouse, or legal common law partner., no matter where they live, even if they reside in a state that does not recognize same-sex marriage so long as the place they entered into the same-sex marriage or common law marriage does. This allows the individual to take unpaid, job-protected, leave to care for their spouse or family member, including step-child or step-parent, even if the employee does not have in loco parentis (day to day responsibilities over the individual or financial support). These changes in DOMA, and in addition to the new same-sex marriage ruling, ensure that the FMLA gives spouses in same sex marriages the same ability as opposite-sex spouses to exercise FMLA rights. However, these changes still do not include Civil Unions or domestic partnerships since civil unions and domestic partnerships are not considered marriages under the FMLA. Under FMLA, if you are also the parent of your partner's child, through adoption or acting in a parental capacity, you may be able to take FMLA leave to care for you and your partner's child.
The law in some states may be more protective than federal laws. For example, California law requires that employers offer sick leave to care for domestic partners and/or your partner's children. Your company's leave policy, especially if you have domestic partnership benefits and/or a non-discrimination clause which includes sexual orientation, may provide for leave even though it is not required by law. If you need leave for this reason, consult your company handbook or corporate human resources department to determine whether your employer will allow you to take leave.
The term "sexual orientation" is generally understood to refer only to whether a person is homosexual (gay), heterosexual (straight), or bisexual, while "gender identity" refers to one's self-identification as a man or a woman, as opposed to one's anatomical sex at birth. Not all transgender people are gay. Many transgendered people identify as straight; many transgender women have male partners and many transgender men have female partners. For more information, please see our page on gender identity discrimination.
While 22 states and the District of Columbia make it illegal to discriminate on the basis of sexual orientation, only nineteen states and D.C. define 'sexual orientation' to either include 'having or being perceived as having a self- image or identity not traditionally associated with one's biological maleness or femaleness, or specifically make it illegal to discriminate on the basis of gender identity. In other states, where courts have analyzed the state's sexual orientation anti-discrimination law, courts have been divided: some narrowly interpreting the laws to exclude gender identity, while others interpret the law to provide some protection with respect to gender identity.
Protections under state and local laws are generally enforced by state or local anti-discrimination agencies, which may be called a "fair employment," "civil rights," or "human rights" commission or agency. For more information about your state and local agencies, see our page on filing a complaint.
To file a complaint under state and local statutes, please contact your state or local anti-discrimination agency or an attorney in your state. For more information, see our page on filing a complaint.
For remedies available under state and local statutes, please contact your state or local anti-discrimination agency or an attorney in your state. For more information, see our page on filing a complaint.
Because there are many sources of state and local laws relating to discrimination based on sexual orientation, there are too many different deadlines to summarize here. To protect your legal rights, it is always best to contact your state or local governmental agency, or an attorney promptly when discrimination is suspected. For more information, see our page on filing a complaint.


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EJU Exam
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I'm standing in my kitchen surrounded by the intoxicating aroma of baking granola. The sweet, spicy smells and the anticipation of the perfect crunchy satisfaction are almost driving my bonkers, and my stomach is growling insistently.
There is almost nothing better than baking a batch of fresh, homemade granola. It is so incredibly simple to throw together, and the scent of granola in the oven is just plain heaven. The sweet, nutty, cozy aroma just screams fall!
Have you ever made homemade granola? If you haven't, now's the time! Making granola is about the easiest thing you can do in your kitchen. (And it's an easy hands-on project for the kids too, if that's your sort of thing!)
With less than 5 minutes of prep, and into the oven, sometimes I think I could make granola every day. We snack on it by the handful and enjoy it on our morning bowls of yogurt.
Of course, I rarely seem to be able to make the same recipe twice (there are just too many fun variations of granola to enjoy!) but this spiced, nutty version is definitely one of my favorites.
And really, what's better than a quick bowl of homemade granola and yogurt on a busy fall morning?!
- 5 cups old-fashioned rolled oats
- 1/4 cup firmly packed brown sugar*
- 2 teaspoons ground cinnamon
- 2 teaspoons pumpkin pie spice
- 1 teaspoon salt
- 1/2 cup honey
- 1/2 cup extra virgin coconut oil
- 2 cups sliced almonds, or other chopped nuts
Preheat the oven to 325ºF.
In a large bowl, stir together the oats, brown sugar, spices and salt.
(I like my granola pretty mild since we usually eat it with yogurt and jam. If you want a sweeter granola, increase the brown sugar to 1/2 cup!)
In a small bowl, melt together the coconut oil and the honey in the microwave, stirring every 30 seconds until just melted (you can also do this in a small pan on the stove).
Stir the honey mixture into the oat mixture until well coated. Spread evenly onto a large, rimmed baking sheet.
Bake for 15 minutes, remove from the oven and stir in the nuts, and then bake another 15-20 minutes, until the granola is golden.
Remove from the oven and cool completely, stirring occasionally as it cools to prevent big clumps (unless you like big clumps, then by all means, leave it be!)
What's your favorite way to eat granola? On yogurt? With milk? Just plain??