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Oryx and Crake (The MaddAddam Trilogy #1) (Paperback)
Usually Ships in 1-5 Days
Other Books in Series
This is book number 1 in the The MaddAddam Trilogy series.
NATIONAL BESTSELLER • The first volume in the internationally acclaimed MaddAddam trilogy is at once an unforgettable love story and a compelling vision of the future—from the bestselling author of The Handmaid's Tale and The Testaments
Snowman, known as Jimmy before mankind was overwhelmed by a plague, is struggling to survive in a world where he may be the last human, and mourning the loss of his best friend, Crake, and the beautiful and elusive Oryx whom they both loved. In search of answers, Snowman embarks on a journey—with the help of the green-eyed Children of Crake—through the lush wilderness that was so recently a great city, until powerful corporations took mankind on an uncontrolled genetic engineering ride. Margaret Atwood projects us into a near future that is both all too familiar and beyond our imagining.
About the Author
Margaret Atwood is the author of more than fifty books of fiction, poetry and critical essays. Her novels include Cat's Eye, The Robber Bride, Alias Grace, The Blind Assassin, and the MaddAddam trilogy. Her 1985 classic, The Handmaid's Tale, was followed in 2019 by a sequel, The Testaments, which was a global number one bestseller and won the Booker Prize. In 2020 she published Dearly, her first collection of poetry for a decade.
Atwood has won numerous awards including the Arthur C. Clarke Award for Imagination in Service to Society, the Franz Kafka Prize, the Peace Prize of the German Book Trade, the PEN USA Lifetime Achievement Award and the Dayton Literary Peace Prize. In 2019 she was made a member of the Order of the Companions of Honour for services to literature. She has also worked as a cartoonist, illustrator, librettist, playwright and puppeteer. She lives in Toronto, Canada.
Praise For…
"Towering and intrepid. . . . Atwood does Orwell one better." —The New Yorker
"Atwood has long since established herself as one of the best writers in English today, but Oryx and Crake may well be her best work yet. . . . Brilliant, provocative, sumptuous and downright terrifying." —The Baltimore Sun
"Her shuddering post-apocalyptic vision of the world . . . summons up echoes of George Orwell, Anthony Burgess and Aldous Huxley. . . . Oryx and Crake [is] in the forefront of visionary fiction." —The Seattle Times
"A book too marvelous to miss." —The San Diego Union-Tribune
"Majestic. . . . Keeps us on the edges of our seats." —The Washington Post
"A compelling futuristic vision. . . . Oryx and Crake carries itself with a refreshing lightness. . . . Its shrewd pacing neatly balances action and exposition. . . . What gives the book a deeper resonance is its humanity." –Newsday
"[A] stunning new novel–possibly her best since The Handmaid's Tale." –Time Out New York
"A delightful amalgam for the sophisticated reader: her perfectly placed prose, poetic language and tongue-in-cheek tone are ubiquitous throughout, as if an enchanted nanny is telling one a dark bedtime story of alienation and ruin while lovingly stroking one's head." –Ms.
"Truly remarkable. . . . As fun as it is dark. . . . A feast of realism, science fiction, satire, elegy and then some. . . . Atwood has concocted here an all-too-possible vision. . . . [She is] a master." –The News & Observer (Raleigh, North Carolina)
"A roll of dry, black, parodic laughter. . . . One of the year's most surprising novels." –The Economist
"Sublime. . . . Good, solid, Swiftian science fiction from a . . . literary artist par excellence." –The Denver Post
"Dances with energy and sophisticated gallows humor. . . . [Atwood's] wry wit makes dystopia fun." –People
"A crackling read. . . . Atwood is one of the most impressively ambitious writers of our time." –The Guardian
"Gorgeously written, full of eyeball-smacking images and riveting social and scientific commentary. . . . A cunning and engrossing book by one of the great masters of the form." –The Buffalo News
"A powerful vision. . . . Very readable." –The New York Times Book Review
"Brilliant, impossible to put down. . . . Atwood . . . is at once commanding and enchanting. Piercingly intelligent and piquantly witty, highly imaginative and unfailingly compassionate, she is a spoonful-of-sugar storyteller, concealing the strong and necessary medicine of her stinging social commentary within the balm of dazzlingly complicated and compelling characters and intricate and involving predicaments." –The Atlanta Journal-Constitution
"Original and chilling. . . . Powerful, inventive, playful and difficult to resist." –Pittsburgh Post-Gazette
"Brilliantly constructed. . . . Jimmy and Crake grip like characters out of Greek tragedy. . . . Atwood herself is one of our finest linguistic engineers. Her carefully calibrated sentences are formulated to hook and paralyse the reader." –The Daily Telegraph
"Atwood does not disappoint." –The Dallas Morning News
"Gripping. . . . Bursts with invention and mordant wit, none of which slows down its headlong pace. . . . Atwood is in sleek form. . . . [Her] prescience is unsettling." –St. Petersburg Times
"Biting, black humor and absorbing storytelling. . . . Atwood entices." –USA Today
"Compelling. . . . Packed with fascinating ideas. . . . Her most accessible book in years, a gripping, unadorned story." –The Onion
"This superlatively gripping and remarkably imagined book joins The Handmaid's Tale in the distinguished company of novels (The Time Machine, Brave New World and 1984) that look ahead to warn us about the results of human shortsightedness." –The Times (London)
"Absorbing. . . . Atwood ahs not lost her touch for following the darker paths of speculative fiction–she easily creates a believable, contained future world." –Seattle Weekly
"Engrossing. . . . A novel of ideas, narrated with an almost scientific dispassion and a caustic, distanced humor. The prose is fast and clean." –Rocky Mountain News
"Riveting and thought-provoking. . . . Keen and cutting. . . . [Atwood] has grown into one of the most consistently imaginative and masterful fiction writers writing in English today." –Richmond Times-Dispatch


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Buying a Home in The Kansas City Area
As your Kansas City Area real estate experts, we'd first like to welcome you to the neighborhood! With so much to see and explore, there are a hundred reasons to love The Kansas City Area, and even more reasons to buy a home here! Whether you're a first-time home buyer or a seasoned real estate investor, buying a home is exciting. After all, you're not simply purchasing a property or a building; you're finding a niche in a community where you will belong, a place that will truly feel like home. And when you team up with Rural KC, we'll make finding the home of your dreams a dream come true.
Find Homes for Sale in The Kansas City Area
Finding a home with the right features in the right neighborhood that also fits into your budget can be challenging. With our advanced home search tools, you can search homes by price, city, and neighborhood, and even specify your desired features and amenities. Creating a Property Organizer allows you to save your favorite properties or receive alerts when new homes matching your criteria hit the market.
Start Searching Homes in The Kansas City Area
Kansas City Area Home Buying Tips and Resources
Looking for local information about The Kansas City Area or its many beautiful neighborhoods, home buying tips and tricks, or pricing and financing? We've got you covered! Whether this is your first time buying a home or your tenth, it's important to make sure your facts are up to date!
Have some pressing questions about real estate in The Kansas City Area? Review our FAQs to learn more.Mortgage Calculator
Want to get a better estimate of your monthly payments? Use our handy mortgage calculator.
First-Time Buyers
Even if you don't know where to begin, you, too can be a successful home buyer in The Kansas City Area.Moving & Packing Tips
Whether you're going across town or across the country, these moving tips can come in handy.
Steps to Buy a Home
Whether or not you're a new buyer, it can be good to refresh your memory on what to expect.
Already Own a Home?
If you own a property in The Kansas City Area, learn more about what you need to do to sell.Navigate the The Kansas City Area Real Estate Market
Choosing the right real estate agent is the key to finding your perfect home, negotiating a price you can afford, and ensuring you unlock the door to your new home with a smile. When it comes to finding the home of your dreams, no detail is too small. We have all of the tools and resources, as well as the local knowledge, to help you find the right property and guide you through every step of the process - from negotiation to home inspection and everything in between.
But you don't have to take our word for it. Testimonials are a great way to learn more about an agent, so we invite you to take a look at what our past clients have to say about their experiences.
Ready to Begin?
We're here to help! We want to make sure you have a great real estate experience and ultimately find the perfect home you will absolutely love. So contact us today and let's get started.

subset: commoncrawl


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Model Student Data Privacy and Security Policy
Drafted by the Data Management Council and adopted by the Idaho State Board of Education
Effective August 14, 2014
The efficient collection, analysis, and storage of student information is essential to improve the education of our students. As the use of student data has increased and technology has advanced, the need to exercise care in the handling of confidential student information has intensified. The privacy of students and the use of confidential student information is protected by federal and state laws, including the Family Educational Rights and Privacy Act (FERPA) and the Idaho Student Data Accessibility, Transparency and Accountability Act of 2014 (Idaho Data Accountability Act).
Student information is compiled and used to evaluate and improve Idaho's educational system and improve transitions from high school to postsecondary education or the workforce. The Data Management Council (DMC) was established by the Idaho State Board of Education to make recommendations on the proper collection, protection, storage and use of confidential student information stored within the Statewide Longitudinal Data System (SLDS). The DMC includes representatives from K-12, higher education institutions and the Department of Labor.1
This model policy is required by the Idaho Data Accountability Act. In order to ensure the proper protection of confidential student information, each school district and public charter school shall adopt, implement and electronically post this policy. It is intended to provide guidance regarding the collection, access, security and use of education data to protect student privacy. This policy is consistent with the DMC's policies regarding the access, security and use of data maintained within the SLDS.2 Violation of the Idaho Data Accountability Act may result in civil penalties.3
Defined Terms
Administrative Security consists of policies, procedures, and personnel controls including security policies, training, and audits, technical training, supervision, separation of duties, rotation of duties, recruiting and termination procedures, user access control, background checks, performance evaluations, and disaster recovery, contingency, and emergency plans. These measures ensure that authorized users know and understand how to properly use the system in order to maintain security of data.
Aggregate Data is collected or reported at a group, cohort or institutional level and does not contain PII.
Data Breach is the unauthorized acquisition of PII.
1 Data Management Council
2 Data Management Council Policies and Procedures
3 Idaho Code Title 33, Section 133
Logical Security consists of software safeguards for an organization's systems, including user identification and password access, authenticating, access rights and authority levels. These measures ensure that only authorized users are able to perform actions or access information in a network or a workstation.
Personally Identifiable Information (PII) includes: a student's name; the name of a student's family; the student's address; the students' social security number; a student education unique identification number or biometric record; or other indirect identifiers such as a student's date of birth, place of birth or mother's maiden name; and other information that alone or in combination is linked or linkable to a specific student that would allow a reasonable person in the school community who does not have personal knowledge of the relevant circumstances, to identify the student.
Physical Security describes security measures designed to deny unauthorized access to facilities or equipment.
Student Data means data collected at the student level and included in a student's educational records.
Unauthorized Data Disclosure is the intentional or unintentional release of PII to an unauthorized person or untrusted environment.
School districts and public charter schools shall follow applicable state and federal laws related to student privacy in the collection of student data.
Unless prohibited by law or court order, school districts and public charter schools shall provide parents, legal guardians, or eligible students, as applicable, the ability to review their child's educational records.
The Superintendent, administrator, or designee, is responsible for granting, removing, and reviewing user access to student data. An annual review of existing access shall be performed.
Access to PII maintained by the school district or public charter school shall be restricted to: (1) the authorized staff of the school district or public charter school who require access to perform their assigned duties; and (2) authorized employees of the State Board of Education and the State Department of Education who require access to perform their assigned duties; and (3) vendors who require access to perform their assigned duties.
School districts and public charter schools shall have in place Administrative Security, Physical Security, and Logical Security controls to protect from a Data Breach or Unauthorized Data Disclosure.
School districts and public charter schools shall immediately notify the Executive Director of the Idaho State Board of Education and the State Superintendent of
Public Instruction in the case of a confirmed Data Breach or confirmed Unauthorized Data Disclosure.
School districts and public charter schools shall notify in a timely manner affected individuals, students, and families if there is a confirmed Data Breach or confirmed Unauthorized Data Disclosure.
Publicly released reports shall not include PII and shall use Aggregate Data in such a manner that re-identification of individual students is not possible. School district or public charter school contracts with outside vendors involving student data, which govern databases, online services, assessments, special education or instructional supports, shall include the following provisions which are intended to safeguard student privacy and the security of the data:
o Requirement that the vendor agree to comply with all applicable state and federal law;
o Requirement that the vendor have in place Administrative Security, Physical Security, and Logical Security controls to protect from a Data Breach or Unauthorized Data Disclosure;
o Requirement that the vendor restrict access to PII to the authorized staff of the vendor who require such access to perform their assigned duties;
o Prohibition against the vendor's secondary use of PII including sales, marketing or advertising;
o Requirement for data destruction and an associated timeframe; and
o Penalties for non-compliance with the above provisions.
School districts and public charter schools shall clearly define what data is determined to be directory information.
If a school district or public charter school chooses to publish directory information which includes PII, parents must be notified annually in writing and given an opportunity to opt out of the directory. If a parent does not opt out, the release of the information as part of the directory is not a Data Breach or Unauthorized Data Disclosure.
FERPA: http://www.gpo.gov/fdsys/pkg/USCODE-2011-title20/pdf/USCODE-2011-title20-chap31-subchapIII-part4-sec1232g.pdf
Electronic Code of Federal Regulations pertaining to FERPA: 34 CFR Part 99 http://www.ecfr.gov/cgi-bin/text-idx?c=ecfr&sid=11975031b82001bed902b3e73f33e604&rgn=div5&view=text&node=34:184.108.40.206.33&idno=34
U.S. Department of Education, Family Policy Compliance Office http://www2.ed.gov/policy/gen/guid/fpco/index.html
Idaho Student Data Accessibility, Transparency and Accountability Act of 2014, Idaho Code Title 33, Section


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The Empathy Exams (MP3 CD)
Staff Reviews
I will probably re-read parts of The Empathy Exams for years. I want to give it to everyone, but especially my female friends, because I know that exhibiting anything "less than" Amazonian strength feels like a betrayal of Strong Female Character status. No one wants to be the wounded woman. But there's this dichotomy -- strong female characters are supposed to take on the pain of the world without becoming vulnerable to it. To be both the weeping Madonna and Katniss-freaking-Everdeen.
— - Frankie Brown, booksellerFrom personal loss to phantom diseases, The Empathy Exams is a bold and brilliant collection, winner of the Graywolf Press Nonfiction Prize
A Publishers Weekly Top Ten Essay Collection of Spring 2014
Beginning with her experience as a medical actor who was paid to act out symptoms for medical students to diagnose, Leslie Jamison's visceral and revealing essays ask essential questions about our basic understanding of others: How should we care about each other? How can we feel another's pain, especially when pain can be assumed, distorted, or performed? Is empathy a tool by which to test or even grade each other? By confronting pain--real and imagined, her own and others'--Jamison uncovers a personal and cultural urgency to feel. She draws from her own experiences of illness and bodily injury to engage in an exploration that extends far beyond her life, spanning wide-ranging territory--from poverty tourism to phantom diseases, street violence to reality television, illness to incarceration--in its search for a kind of sight shaped by humility and grace.


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It Is All About BTC, LTC, ETH, DOGE, KAS mining as well as other alternative crypto currencies
Tagcoin (TAG) is the world's first universal worldwide rewards currency. You can earn it, spend it, transfer to your friends, use it to pay for goods and services or simply exchange for cash. It is totally decentralized – we don't control it, we just created it. For the technically minded, Tagcoin is a crypto currency, similar to Bitcoin – it's created using a cryptographic process by computers solving complex mathematical problems, with a maximum creation limit of about 10,000 coins a day. You can transfer this instantly to any other person with a Tagcoin wallet, independent of Tagbond. If you wanted, you could even create your own Tagcoins using the graphics card of your computer, or you can simply earn it or buy it on the many crypto exchanges that exist today, including the Tagbond Exchange.
– http://tagcoin.org/
Block Explorer / Crawler
– http://tagcoin.org/tagexplorer/www/
– Windows
– Mac
– Linux
Source Code
– at GitHub
– http://tagmining.com/
– http://tag.cryptopools.com/
– http://tag.mastermining.net/
– Yobit


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Sanctuary for the Abused
Thursday, March 01, 2018
by Donna Anderson
1. Worldwide, there are 1.8 billion Internet users. It is reasonable to assume that, as in the general population, 1% to 4% of them are sociopaths/narcissists or psychopahs. That means there between 14 million and 72 million sociopaths/narcissists or psychopaths online—all trolling for victims.
2. Sociopaths, Narcissists and Psychopaths target lonely people. If you're looking for a relationship online, you are advertising the fact that you're lonely. You are setting yourself up to be exploited.
3. When filling out an online dating profile, you provide information about yourself and what you are looking for. Sociopaths, Narcissists and Psychopaths take the information and pretend to be the person of your dreams. They use the information that you posted to seduce you.
4. Sociopaths, Narcissists and Psychopaths typically register on multiple dating sites simultaneously. They keep baiting the hook until someone bites.
5. The Internet is anonymous. It is impossible to know for sure with whom you are corresponding. Some people post gorgeous photos in their profiles, which are actually photos of models stolen from elsewhere on the Internet.
6. Experts believe that 65% to 90% of human communication is nonverbal—facial expressions, gestures, body language, tone of voice. That means in communication via the web or e-mail, 65% to 90% of the meaning is missing. With so much information missing, people interpret a communication to mean what they want it to mean.
7. Because communicating over the Internet is anonymous, it creates a sense of safety. You feel like you can confess your hopes and dreams to a stranger.
8. Sociopaths, Narcissists and Psychopaths say what their targets want to hear. Often, they are lying. But humans can detect a lie only 53% of the time—the same as flipping a coin.
9. So here's what happens when you look for romance online:
- You provide information about yourself by filling out the dating profile.
- You communicate with someone, but 65% to 90% of the meaning is missing.
- You pour out your heart and soul, and it feels good.
- The person responds, and you interpret everything to mean what you want it to mean.
- You fall in love with your own fantasy.
Labels: affairs, anonymity, dangerous, fantasy, lying, narcissist, online affair, online dating, online predator, online stalking, psychopath, sociopath, targets


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This is a kind of oversimplified version of biryani, but it works because the result is fantastic. If you'd like to get crazy with it, a handful of golden raisins or a pinch of cinnamon wouldn't be out of place, nor would a potato or green peas. It is what you make it.
I think this would be a nice surprise as a brunch dish served alongside some fresh baked naan or papadums and a hearty helping of upma.
Vegetable Biryani + Poached Egg & Pistachios
2 tablespoons olive oil (or ghee)
1/2 red onion (diced)
1/2 green bell (diced)
1 carrot (diced)
2 cups cooked jasmine (or basmati) rice
1/4 cup chopped cilantro
zest from one lemon
2 eggs (poached)
2% Greek yogurt
Toast curry powder in a medium skillet over medium-high heat. Add the oil, bring it up to temperature, and then add the onion. Cook onion in oil until soft. Add the remaining vegetables. Cook another minute, and then add the rice; stir to coat rice and incorporate the vegetables. Add the cilantro and zest. Salt to taste.
Pack a metal cup measurer with the rice mixture and invert it onto a plate to form the shape. Top with an egg, a scoop of yogurt, a sprinkle of coriander, chopped pistachios, and a few fresh cilantro leaves. (Makes two servings.)


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Nautical Rugs
Our Indoor / Outdoor Nautical rugs come in many shapes, sizes, and colors! These washable rugs are not only beautiful but also very durable due to their high quality material and so make a perfect outdoor rug. As always, our products come with Free Shipping to the Continental US with no minimum spend and are backed by our Lowest Price and Satisfaction Guarantees.
If you can't find exactly what you are looking for please email us or chat with us and we will gladly help you find it.


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Classic Car Deals
Vehicle on Consigment
Contact for Location, MI 49601
1938 Lincoln Zephyr Sedan all original other than a few things, this car was restored in 1975 we finished the restoration in 2015 which was the glass and paint. The Zephyr has the original trans, 3 on a tree and it's original flat head V12. The car has won at many local car shows as well as Good Guys Nationals in the Home build class in 2015. It placed 3rd for Zephyr's at the Lincoln Owners Club car show in 2015 as well. Runs great, price is well worth it 14,000 were made in 1938 and very few of them are left that have not been chopped up. -Vehicle is on consignment and at our clients home -Please Call First and talk to a rep at 231-468-2809 EXT 1 -Showroom is by appointment only Please Call -If you would like a FREE Listing please visit our consignment page or Call
Year: | 1938 |
Make: | Lincoln |
Model: | Zephyr |
Mileage: | 0 |
Exterior Color: | |
Interior Color: | |
Trim: | |
Body: | |
Stock: | AMS9510 |
Engine Size: | |
Transmission: | |
Vin: | AMS9510 |
All Inventory | Email Seller | Dealer Website
| Get Directions
Classic Car Deals Consignment Vehicles
Who Is Classic Car Deals? We are one of the world's largest classic car consignment companies. Our headquarters are in Michigan but the majority of the inventory is located in other states. We have many buying options for you, (call to speak to a rep today). You can buy with confidence from a trusted Classic Car Source.
Where is vehicle located?If you want to find out the location of a vehicle, please call us between the hours of 8:00 a.m. and 5:00 p.m. EST, we have staff standing by to help you in every way possible.
Can I Speak directly with the owner? With all the rising scams on Craigslist and other sites, sellers list with us to protect their privacy. So in most cases the owner only wants to talk with ClassicCarDeals and we deal with the buyer, but there is a rare occasion where we can do a 3 Way phone Call with the owner. We and the owner are more than happy to get any and all questions and pictures that you need to make a sound decision.
Is The Car Available? The inventory on our site changes all the time, so there may be a small number of cars that will be sold when you call.
visit our website for more info- http://www.classiccardeals.com/Page/FAQ.aspx
Have you found the perfect collector vehicle on All Collector Cars? Before you make any decisions, we recommend that you take some time now to read the full description and review all the pictures with the listing. It's important to do as much due diligence as you can before you contact the seller so that you're prepared to ask about any flaws you see—and perhaps ones you don't.
All Collector Cars allows our sellers to post unlimited vehicle pictures and descriptions, which gives you, the buyer, more control and information. In addition, our Buyers Resource section offers advice and vendor recommendations to guide you through the buying process, from classic car financing & insurance to collector vehicle shipping & restoration.


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Proposed deal would demolish Lazarus Building in downtown Middlebury
MIDDLEBURY — The town of Middlebury and Middlebury College are working on a deal that would result in the purchase of the so-called Lazarus Building at 20 Main St., a structure that would be razed to provide a wider and safer Printer's Alley link between the downtown and the Marble Works complex.
It's a deal that calls for Middlebury College to purchase the Lazarus Building property and turn it over to the town for prompt demolition. In return, the town would sign over, to the college, the land it owns behind the Ilsley Library. The college would combine that small amount of land with some of its own in the same area — for a total of roughly 1.5 acres — to market to a developer for an economic development initiative aimed at enhancing the vitality of the downtown.
The proposal comes at a time with the town and college are discussing how they can work together on a new municipal building.
The Lazarus Building has been vacant for more than two years. It most recently hosted Green Mountain Shoe & Apparel and Otter Creek Used and Rare Books, businesses that have relocated elsewhere in Middlebury. The trust that owns the building has offered up the space for rent. But the spots have remained unfilled, with James Swift — the attorney representing the Lazarus Trust — citing impending work on the Main Street railroad overpass as a deterrent for prospective tenants. The overpass work will take place very close to 20 Main St.
"It's been a difficult time, with the railroad property looming over us," Swift said.
There will be some signs of life in the building as beginning next week SunCommon solar energy company will operate a pop-up store in the building, but that arrangement will only last through the end of July.
Middlebury's town plan advocates for the Lazarus Building to be acquired by the town and demolished "to provide improved, safer public access to the riverfront and parking." But a longstanding covenant has precluded the Lazarus Trust from selling the building until 2015. And covenant aside, the town does not have money in its operating budget to acquire commercial properties. The Lazarus Building, located on 0.15 of an acre, is currently assessed by the town at $287,000.
College and town officials discussed the future of the Lazarus Building at a private luncheon earlier this spring.
"We talked with the college again about it and said, 'We don't have the money to buy it,'" Middlebury selectboard Chairman Dean George said. "The (Lazarus) Trust was interested in leasing it to the town until 2015, but quite frankly we don't have the funds to do that, either."
College officials saw the advantages of seeing the Lazarus Building demolished as a way of improving safety for people walking and biking down Printer's Alley, and as a way of better uniting the Marble Works with the rest of downtown. Printer's Alley is narrow and currently affords one-way access into the Marble Works. The wider alley without the building would allow better sight lines for drivers and may allow for two-way traffic.
"The Lazarus Building, in most people's minds, has been somewhat of a stumbling block for integrating the Marble Works with the rest of the downtown area, so to envision a cleaner, more visible, safer way in — and eventually out — of the Marble Works, would be very attractive," Middlebury College President Ron Liebowitz said during a phone interview with the Addison Independent.
"We came up with what we think is a nice arrangement for everyone involved."
Swift confirmed "an agreement in principal" that has earned the blessing of members of the Lazarus Trust. A written agreement — spelling out the purchase price — still needs to be signed. Swift anticipates a simple procedure in Addison County Probate Court to allow for the property to be sold before 2015.
Kim Smith, principal owner with the Marble Works Partnership, was pleased to hear news that an agreement is near. Along with providing more access to the shopping and business complex — which is 95 percent full — Smith is excited about the pluses that a wider Printer's Alley would present for pedestrians and cyclists. And the Marble Works is about more than shops, condos and offices these days, Smith noted. Work has begun on an Otter Creek waterfront improvement project that will offer even better views and congregation areas on the Marble Works side of the Otter Creek falls. Smith also believes a wider Printer's Alley and spruced up waterfront could lead to more redevelopment of the back ends of the Main Street buildings fronting the creek.
"My kudos to the selectboard and college," Smith said.
It is hoped that the arrangement would also fuel economic development in downtown Middlebury, according to town and college officials. For more than three years now, the town and college have been discussing a joint economic development initiative using the combined total of 1.5 acres of usable land the two entities own between the Ilsley Library and the Otter Creek. But the parties have found some possible sticking points in jointly marketing the property to a prospective developer. Among them: The logistics for forming a limited liability company (LLC) to market the land, and the potential reluctance some developers might have in dealing with the town as a seller.
Having the college as the single entity soliciting a buyer would make more sense, George said, while the town would still have a say in any proposed project through its local development review process.
Reporter John Flowers is at [email protected].
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Wide colour gamut
Featuring an UltraChrome HDX ten-colour pigment ink-set, the SC-P7000 delivers 98% of Pantone®-certified colours to create superior-quality, highly accurate results with bright, vivid colours. For stunning prints, an Advanced Black and White Mode helps produce high density, deep, rich blacks and ultra-smooth tones.
Reliable and efficient
Utilising an Epson TFP PrecisionCore printhead and automated nozzle-check function, users can be sure they will deliver consistent results and the highest quality output. Consistent colour reproduction is guaranteed, time after time and without the need for expensive add ons, thanks to an Epson Colour Calibration utility and optional Spectroproofer powered by X-Rite for fast, accurate colour measurement.
Easy to use and cost-effective
Every aspect of the printer has been designed to maximise ease of use and reliability. Media changing is fast and simple with a clear LCD control panel and menu, while a choice of 350ml and 700ml individual cartridges enables longer print runs between cartridge replacements. With an optional 320Gb hard disk, users can free up their computer and store multiple jobs onto the printer ready for output.
Long-lasting results
Thanks to a superior lightfastness, prints will continue to look their best long after they are created. In fact, prints on Premium Glossy Photo Paper can last a minimum of 60 years.
Key Features
- UltraChrome HDX pigment inks – Delivers highly accurate colours with 98% of Pantone®
- Epson TFP PrecisionCore printhead – Ensure consistent results and high-quality, reliable output
- Superior lightfastness – Prints on Premium Glossy Photo Paper can last up to 60 years2
- High-capacity ink cartridges – Longer print runs between cartridge replacements
- Easy to use – Clear LCD control panel and optional 320Gb hard disk


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Photo Boulevard
The Photo Boulevard is the Berlinale's illustrated diary. The festival photographers are out and about every day at the venues and key locations, capturing atmospheric moments and iconic images for posterity. The continually expanding selection of images is made available here for browsing and enjoying during the festival.
Festival photos from earlier years are available in the archive.


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Every fall, for one weekend, some of the most renowned West African drummers and dancers come to Champaign-Urbana for a full weekend of workshops, demonstrations, community-building, and general merriment. The annual festival, called Midwest Mandeng, was first held in 2014 and is organized by a dedicated group of volunteers including me, Mara Thacker, the South Asian Studies Librarian at the International and Area Studies (IAS) Library. A promotional video produced for the first Midwest Mandeng in 2014 explains what it's all about:
This year, the festival will be October 7th, 8th, and 9th on the University of Illinois campus and downtown Urbana. Be sure to check the full schedule to see all the details on locations and timings.
The IAS Library and the Center for Global Studies are getting in on the action this year by co-sponsoring a special performance with master djembefola, Bolokada Conde, one of the most celebrated master drummers in the world. Originally from Guinea, West Africa, Conde was the lead soloist of Les Percussions de Guinée, a group sponsored by the Guinean government that presents traditional music and dance, especially from the Guinean highlands. For over a decade, he has taught workshops worldwide to beginning and advanced students. While he currently lives in South Carolina, he taught at the University of Illinois at Urbana-Champaign as a visiting professor from 2008-2011, leading Mande drumming, rhythms, and songs.
On Friday, October 7, 2016, from 4:00-5:00 p.m., Bolokada will visit the IAS Library to share his stories and experiences touring and performing all over the world, and showcase some of the Malinke rhythms that he has mastered over the years. This event is free and open to the public.
If you feel inspired by the event, check out some of the drum and dance workshops held in the studio rehearsal space in the Krannert Center for the Performing Arts. All of the workshops are open to all experience levels and drums can be borrowed free of charge on a first-come, first-served basis. Check out the event website for more information, or contact Mara Thacker at email@example.com.
To find out more about West African drumming and dancing, the IAS Library and the Music and Performing Arts Library have a few options for you. Check out some of our visiting artist's, Bolokada Conde's, recordings in CD format: Morowaya, Sankaran, and Rhythm Manding.
For visuals to accompany the audio, YouTube has a number of recordings available of Guinea's national dance company, Les Ballets Africains. Also, some of the company's amazing past productions are on on YouTube. One particularly inspiring piece is a clip of the troupe performing the rhythm dundunba, which is the dance of the strong man and also one of the de facto party dances in celebrations in Guinea.
There will be a community dundunba party as part of Midwest Mandeng where you can try out some dance moves or hear the rhythm in person. Check out the Facebook event page and join in on the fun!
If you want to get meta, check out George Worlasi Kwasi Dor's 2014 book, West African Drumming and Dance in North American Universities: An Ethnomusicological Perspective. There is also a fascinating thesis on "Performance, Politics, and Identity in African Dance Communities in the United States" written in 2012 by Sarah Sandri at the University of Oregon which is freely available online.
We hope to see you in IAS on the 7th for Bolokada Conde's free performance!


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We had our share of adventure for sure, and for four hours, I had a national age group championship medal from the great folks at XTerra. Only four hours, you say? Well I don't want to spoil it for you, but it involves my 3-year-old whispering to me on the return flight, "Daddy, I think I left your medal at the grocery store". Just as suddenly and unexpectedly as I had received it, it disappeared. We laughed so hard the airline attendant had to have words with us, AGAIN. The weekend adventure was epic, and it just kept getting better.
On the way there, my legs twitched eagerly to test out my latest speedwork, so I was pleased to have a perfect checkpoint on my training. Judging by the top finishing times of Max King and Ben Bruce (1:07, 1:08 respectively), this race would certainly be setting a serious pace. Five minute miles on trails? I didn't even know that was possible. Plus this is Bend, OR, where Susannah Beck has already proven her speed, the likes of Kami Semick train regularly, and the Oregon Track Club Elite Team is known to drop in. Throw in 30 regional XTerra champions from over 50 races across the nation, and this was going to be WICKED sprint. It was good to show up a few days early to relax.
Our Pre-Race Adventures
Sophie and I flew to Eugene, OR, to join forces with "Gramma D" (aka, my Mom) and Tiki (her 18-month old Carolina) for a road trip. We inadvertently arrived a day early, but Bend had plenty of options for us, including a dog show, beer festivals, pre-race festivities, beautiful parks, walks along the river, great food, Saturday Market, and more. The weather was amazing, and it was instantly clear why everyone we saw was fit, tan, and wearing mud and dirt like fashion accessories. How could you NOT go outside with all this going on? The vibe was addictive.
Sophie and Tiki voted for the Dog Show (natch), so we picked up coffees on the way to Drake Park to see the parade of local dogs at the Best In Show fundraiser. Sophie promptly applied all the XTerra stickers from my race packet to her arms, and was more than happy to show them to every dog at the show. She even got her picture with the winner! This town seriously loves their mutts.
We relaxed through the hot afternoon, letting the day choose our path, and the conversations go as deep as they desire. Aaahhh, an afternoon with no agenda but to relax! The day of calm before the event may be the most precious gift of racing. I enjoyed catching up with my Mom, and felt lucky to have a relationship where we can converse and share on so many levels. Topic de jour was "how to handle a precocious 3-year old". As I suspected, she had PLENTY of advice. ;-)
The Race
A warm and sunny morning greeted 200+ trail runners for the 8am start in the Old Mill District, and the 21k "XDuro" runners lined up first (a 10k and 5k were also being run). There were plenty of familiar faces, and the XTerra announcer led everyone in rounds of applause for Max King (defending XTerra National and World champion, winner of the 2009 American River 50-miler, and former NCAA All-American Steeplechase runner from Cornell), Ben Bruce (NCAA All-American, 5k champion, and 2nd place to Max at both XTerra championship races), Susannah Beck (defending XTerra national champion, USATF Ultrarunner of the Year, winner of countless ultras), and Kami Semick (the current reigning 100k world champion...that's right, WORLD champion!). Not to mention 85-year-old local rock star Charles Hoover toeing the line. Just another local run in Bend!
The runners exploded onto the course as the whistle sounded, starting with a mile of bike path and brick to sort out the speedsters. I hit the first mile in 5:44, and was already a minute behind the lead pack. Holy speedskates, Batman.
I eased up a bit as we set our sights on the upcoming single track. Susannah Beck and Lauren Fleshman (5-time NCAA champion and Stanford athlete now running for the Oregon Track Club Elite Team) both surged to get ahead of me and a pack of others, and kicked it into a power gear. Kami Semick passed me about a half mile later, and was gaining. My Inov-8 X-Talons were loving the dry, sandy dirt, especially as we turned onto a long flat dirt road and got our speed on. I scanned down the trail, and could see that Max and Bruce were well ahead, with roughly two packs of runners spread a few minutes apart behind them. It looked like I was about 15th, just off the lead women leaping in step like a pack of gazelles. I leaned forward and let 'er rip.
At mile 4, we switched onto single track trails that led us up and over a hill of black lava. It wasn't too hot yet, but the stone was warming fast enough to simmer us on the way back (mile 8). Such fun to have a course that can change climate as quickly as the terrain! The volunteers were fantastic, helping refresh every couple of miles. I got two pictures of Rod Bien (ultrarunner elite and owner of Fleet Fleet), and both of them were of him taking pictures of me. Battle of the bloggers!
Course markings were impeccable, which came in handy at mile 5 when the sandy dirt road became a little less "defined" and it felt like a cross country race through the trees. I joked with Jeffrey Goetz about following the dust clouds across the grass, and he led us through a good path that kept us out of the deep silt. I surged to pass him, but in saying thanks accidentally inhaled a marble-sized bug and had to excuse myself to ease back and regain my composure. Nice move, stud. Very nice.
We circled back to the lava field to climb again, and I saw the pack of lead women ahead of me. It looked like Lauren was leading, showing her NCAA All-American 5k training with long, powerful strides. Within 30 seconds were Susannah and Kami, chasing with their ultra-inspired fast turnover technique. We zigged down through a few switchbacks and quickly found ourselves on Haul Road, the fast straight away, and it was clear the women were about 90 seconds ahead and gaining.
I passed Jeffrey as we entered the single track along the river, and the cool breeze from the Deschutes refreshed my dry lungs and gave me a second wind. My hamstrings were cursing like sailors as I tried to open it up one more time on the final two miles and catch this guy a minute ahead of me. There's nothing quite like the motivation of chasing the only guy in front of you who looks like he could be a 40+ year old! I got within 10 seconds of him, but the finish came quickly and Derek Shultz was definitely in control of his race, so I settled in behind him for 12th overall in 1:23:11.
The Oregon and XTerra champs did well, using the perfect weather to set new course records. Max King had won, besting his course record by 45 seconds in 1:06:48 (next target race for Max is the New York Marathon in Nov), while Ben Bruce (1:12:58) and former Bend local turned triathlete Jesse Thomas (1:14) followed to fill out the podium. Bruce had set the pace early, with Max passing a few miles in and building a lead to the finish.
Lauren Fleshman won the Women's division with a course record 1:19:10, with Susannah Beck (1:21:37) and Kami Semick (1:22:07) filling out the top 3. Both commented on the finishing speed of Lauren, estimating she had taken as much as 90 seconds out of them in the final 1.5 miles. We all refueled and refreshed, commenting on how amazing the day was and making new friends. I went to shake Max's hand, but he was already jogging back home to check in on his wife and 5-week old baby.
Sophie and Gramma D found me at the finish, eager to show me Sophie's race number and how she can "run the course" through the XTerra Kid Zone. I walked across the bridge and saw dozens of kids and dogs enjoying the XTerra terrain parks. Standing for a moment at the center of the bridge, I could hear the cheering of the crowds on one shore and the laughter and barking of pure joy on the other. You have respect the genius of XTerra's version of trail running heaven. Good people, good trails, good food, and you can bring your dog! They even have an after-party at the Deschutes Brewery.
Unfortunately, we had to make a quick exit and would have to skip the afternoon fun. I was hoping to bring some of this energy to my ailing grandmother in Eugene, OR, before catching our flight back. I said my farewells and thanks to Emily McIlvaine and Trey Garman, two of the many XTerra family that make these events so fun. Emily told me I had won my age group, being the first masters male to cross the finish by a few minutes. Sophie quickly donned the medal, running around the Kid Zone course a few more times for good measure. My Mom smiled with that special twinkle of the eye shared by parents who has seen this pattern before. Just you wait, son. You might be coming to races 40 years from now! Let's just hope I have the staying power of 85-year-old Charles Hoover of Bend, OR (3:57:04, age group national champion) and 66-year old Amy Galbraith of Venice, CA (2:44:01, age group national champion) to be by her side at the starting line.
We packed up the gear and headed off, sorry to miss the K9 Challenge, after party, and the welcoming communities of Bend and XTerra that would have certainly filled another day with smiles and laughs. I was able to visit my grandmother, who was pleased as punch to hear Sophie recount her weekend of dogs and running. In the end, it's these shared adventures we cherish the most, both in memory and stories retold.
As Sophie slept in my arms on the flight home, I made a note to thank the XTerra family for having us up for the special weekend they put on, and ordered an on-flight beer to toast my fellow trail warriors. We played hard, now we celebrate. A santé, mes amis!
Sophie perked up and smiled at me as we prepared to land. "I had fun, Daddy," she whispered, "And so did Tiki. And so did Gramma D. And I left your medal at the grocery store. Nighty-night.". Wha? My jaw hit the ground, but all I could do was laugh. The more I giggled, the more Sophie starting laughing, until our eruption of joy petered out to tired, sleepy smiles.
I already know we will never lose this moment.
[Thanks again to the folks at XTerra and their sponsors, the good people of Bend, and the very kind Store Manager at Ray's Food Place in La Pine, OR, who located my medal in the fruit section and was nice enough to send it on. Also special thanks to my sponsors Inov-8 (the 212's are the bomb!), Injinji (another blister free race), 2XU (flawless clothes), Julbo (sunglasses that love shadows), First Endurance (for feeling good), Vespa (the miracle juice), and Nuun (yummy drinks).]


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The following are answers to commonly asked questions about the new Family and Medical Leave Act (FMLA) regulations. The effective date of the revised FMLA regulations is January 16, 2009.
A separate FAQ relating to the FMLA military family leave entitlements can be found at www.dol.gov/agencies/whd/fmla/index.
Qualifying Reasons for FMLA Leave
Q. Can I still use FMLA leave during pregnancy or after the birth of a child?
A. Yes. An employee's ability to use FMLA leave during pregnancy or after the birth of a child has not changed. Under the regulations, a mother can use 12 weeks of FMLA leave for the birth of a child, for prenatal care and incapacity related to pregnancy, and for her own serious health condition following the birth of a child. A father can use FMLA leave for the birth of a child and to care for his spouse who is incapacitated (due to pregnancy or child birth).
Q. Can I continue to use FMLA for leave due to my chronic serious health condition?
A. Under the regulations, employees continue to be able to use FMLA leave for any period of incapacity or treatment due to a chronic serious health condition. The regulations continue to define a chronic serious health condition as one that (1) requires "periodic visits" for treatment by a health care provider or nurse under the supervision of the health care provider, (2) continues over an extended period of time, and (3) may cause episodic rather than continuing periods of incapacity. The regulations clarify this definition by defining "periodic visits" as at least twice a year.
Q. Are there any changes to the definition of a serious health condition under the regulations?
A. A "serious health condition" is defined as an illness, injury, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider. The "continuing treatment" test for a serious health condition under the regulations may be met through (1) a period of incapacity of more than three consecutive, full calendar days plus treatment by a health care provider twice, or once with a continuing regimen of treatment, (2) any period of incapacity related to pregnancy or for prenatal care, (3) any period of incapacity or treatment for a chronic serious health condition, (4) a period of incapacity for permanent or long-term conditions for which treatment may not be effective, or (5) any period of incapacity to receive multiple treatments (including recovery from those treatments) for restorative surgery, or for a condition which would likely result in an incapacity of more than three consecutive, full calendar days absent medical treatment.
The regulations specify that if an employee asserts a serious health condition under the requirement of a "period of incapacity of more than three consecutive, full calendar days and any subsequent treatment or period of incapacity relating to the same condition," the employee's first treatment visit (or only visit, if coupled with a regimen of continuing treatment) must take place within seven days of the first day of incapacity. Additionally, if an employee asserts that the condition involves "treatment two or more times," the two visits to a health care provider must occur within 30 days of the first day of incapacity. Finally, the regulations define "periodic visits" for treatment of a chronic serious health condition as at least twice a year.
Eligibility for FMLA Leave
Q. I have 12 months of service with my employer, but they are not consecutive. Do I still qualify for FMLA?
A. You may. In order to be eligible to take leave under the FMLA, an employee must (1) work for a covered employer, (2) work 1,250 hours during the 12 months prior to the start of leave, (3) work at a location where 50 or more employees work at that location or within 75 miles of it, and (4) have worked for the employer for 12 months. The 12 months of employment are not required to be consecutive in order for the employee to qualify for FMLA leave. The regulations clarify, however, that employment prior to a continuous break in service of seven years or more need not be counted unless the break in service is (1) due to an employee's fulfillment of military obligations, or (2) governed by a collective bargaining agreement or other written agreement.
Q. If I have to miss work due to National Guard or Reserve duty, will this affect my eligibility for FMLA leave?
A. No. The regulations make clear the protections for our men and women serving in the military by stating that a break in service due to an employee's fulfillment of military obligations must be taken into consideration when determining whether an employee has been employed for 12 months or has the required 1,250 hours of service.
Under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), hours that an employee would have worked but for his or her military service are credited toward the employee's required 1,250 hours worked for FMLA eligibility. Similarly, the time in military service also must be counted in determining whether the employee has been employed at least 12 months by the employer.
Dean worked for his employer for six months in 2008, then was called to active duty status with the Reserves and deployed to Iraq. In 2009, Dean returned to his employer, requesting to be reinstated under the USERRA. Both the hours and the months that Dean would have worked but for his military status must be counted in determining his FMLA eligibility.
Employer Notice Requirements
Q. What are an employer's posting and general notice requirements?
A. Employers must post a general notice explaining the FMLA's provisions and providing information regarding procedures for filing a claim under the Act in a conspicuous place where it can be seen by employees and applicants. Under the regulations, this posted notice includes additional information regarding the definition of a serious health condition, the new military family leave entitlements, and employer and employee responsibilities. Employers must also include the information in this general notice in any employee handbook or other written policies or manuals describing employee benefits and leave provisions. Additionally, under the regulations, an employer without a handbook or written guidance is required to provide this general notice to new employees upon hiring.
Q. Is there a penalty if an employer fails to post the required FMLA notice?
A. An employer that willfully fails to post the required FMLA notice may be assessed a civil monetary penalty. Under the regulations, the penalty is increased to $110.
Q. How soon after an employee provides notice of the need for leave must an employer determine whether someone is eligible for FMLA leave?
A. Absent extenuating circumstances, the regulations require an employer to notify an employee of whether the employee is eligible to take FMLA leave (and, if not, at least one reason why the employee is ineligible) within five business days of the employee requesting leave or the employer learning that an employee's leave may be for a FMLA- qualifying reason.
Q. Does an employer have to provide employees with information regarding their specific rights and responsibilities under the FMLA?
A. At the same time an employer provides an employee notice of the employee's eligibility to take FMLA leave, the employer must also notify the employee of the specific expectations and obligations associated with the leave. Among other information included in this notice, the employer must inform the employee whether the employee will be required to provide certification of the FMLA-qualifying reason for leave and the employee's right to substitute paid leave (including any conditions related to such substitution, and the employee's entitlement to unpaid FMLA leave if those conditions are not met). If the information included in the notice of rights and responsibilities changes, the employer must inform the employee of such changes within five business days of receipt of the employee's first notice of the need for FMLA leave subsequent to any change. Employers are expected to responsively answer questions from employees concerning their rights and responsibilities.
Q. How soon after an employee provides notice of the need for leave must an employer notify an employee that the leave will be designated and counted as FMLA leave?
A. Under the regulations, an employer must notify an employee whether leave will be designated as FMLA leave within five business days of learning that the leave is being taken for a FMLA-qualifying reason, absent extenuating circumstances. The designation notice must also state whether paid leave will be substituted for unpaid FMLA leave and whether the employer will require the employee to provide a fitness-for-duty certification to return to work (unless a handbook or other written document clearly provides that such certification will be required in specific circumstances, in which case the employer may provide oral notice of this requirement). Additionally, if the amount of leave needed is known, an employer must inform an employee of the number of hours, days or weeks that will be counted against the employee's FMLA leave entitlement in the designation notice. Where it is not possible to provide the number of hours, days, or weeks that will be counted as FMLA leave in the designation notice (e.g., where the leave will be unscheduled), an employer must provide this information upon request by the employee, but no more often than every 30 days and only if leave was taken during that period.
Q. If an employer fails to tell an employee that leave has been designated as FMLA leave, can the employer count the leave against the employee's FMLA leave entitlement?
A. The regulations revise the designation provisions to comply with the U.S. Supreme Court's decision in Ragsdale v. Wolverine World Wide, Inc., 535 U.S. 81 (2002). Ragsdale ruled that a "categorical" penalty for failure to appropriately designate FMLA leave was inconsistent with the statutory entitlement to only 12 weeks of FMLA leave and contrary to the statute's remedial requirement to demonstrate individual harm. Under the regulations, retroactive designation is permitted if an employer fails to timely designate leave as FMLA leave (and notify the employee of the designation). The employer may be liable, however, if the employee can show that he or she has suffered harm or injury as a result of the failure to timely designate the leave as FMLA. Additionally, an employee and employer may agree to retroactively designate an absence as FMLA-protected.
Henry plans to take 12 weeks of FMLA leave beginning in August for the birth of his second child. Earlier in the leave year, however, Henry took two weeks of annual leave to care for his mother following her hospitalization for a serious health condition. Henry's employer failed to notify him at the time of his mother's hospitalization that the time he spent caring for his mother would be counted as FMLA leave. If Henry can establish that he would have made other arrangements for the care of his mother if he had known that the time would be counted against his FMLA entitlement, the two weeks his employer failed to appropriately designate may not count against his FMLA entitlement.
Employee Notice Requirements
Q. How much notice must an employee give before taking FMLA leave?
A. When the need for leave is foreseeable based on an expected birth, placement for adoption or foster care, or planned medical treatment, an employee must give at least 30 days notice. If 30 days notice is not possible, an employee is required to provide notice "as soon as practicable." Employees must also provide notice as soon as practicable for foreseeable leave due to a qualifying exigency, regardless of how far in advance such leave is foreseeable (see FAQ for military family leave for additional information). The regulations clarify that it should be practicable for an employee to provide notice of the need for leave that is foreseeable either the same day or the next business day. In all cases, however, the determination of when an employee could practicably provide notice must account for the individual facts and circumstances.
When the need for leave is unforeseeable, employees are required to provide notice as soon as practicable under the facts and circumstances of the particular case, which the regulations clarify will generally be within the time prescribed by the employer's usual and customary notice requirements applicable to the leave.
When Mandy goes to her Monday physical therapy appointment for her serious health condition, she finds out that the appointment she had previously scheduled for Thursday has been changed to Friday. Upon her return to work after the Monday appointment, Mandy informs her employer that she will no longer need leave on Thursday for physical therapy, but will need leave on Friday instead. Mandy has provided notice of her need for foreseeable leave as soon as practicable.
Q. What information must an employee give when providing notice of the need for FMLA leave?
A. When an employee seeks leave for the first time for a FMLA-qualifying reason, the employee does not need to specifically assert his or her rights under FMLA, or even mention FMLA. The employee must, however, provide "sufficient information" to make the employer aware of the need for FMLA leave and the anticipated timing and duration of the leave.
The regulations provide additional guidance for employees regarding what is "sufficient information." Depending on the situation, such information may include that a condition renders the employee unable to perform the functions of the job; that the employee is pregnant or has been hospitalized overnight; whether the employee or the employee's family member is under the continuing care of a health care provider; if the leave is due to a qualifying exigency, that a covered military member is on active duty and that the requested leave is for a qualifying exigency; if the leave is to care for a family member, that the condition renders the family member unable to perform daily activities, or that the family member is a covered servicemember with a serious injury or illness; and the anticipated duration of the absence if known.
Additionally, the regulations require an employee seeking leave due to a FMLA- qualifying reason for which the employer has previously provided FMLA-protected leave either to reference specifically the qualifying reason for leave or the need for FMLA leave. In all cases, an employer should inquire further if it is necessary to have more information about whether FMLA leave is being sought by an employee.
Q. Is an employee required to follow an employer's normal call-in procedures when taking FMLA leave?
A. Yes. Under the regulations, an employee must comply with an employer's call-in procedures unless unusual circumstances prevent the employee from doing so (in which case the employee must provide notice as soon as he or she can practicably do so). The regulations make clear that, if the employee fails to provide timely notice, he or she may have the FMLA leave request delayed or denied and may be subject to whatever discipline the employer's rules provide.
Sam has a medical certification on file with his employer for his chronic serious health condition, migraine headaches. He is unable to report to work at the start of his shift due to a migraine and needs to take unforeseeable FMLA leave. He follows his employer's absence call-in procedure to timely notify his employer about his need for leave. Sam has provided his employer with appropriate notice.
Certification of Need for FMLA Leave
Q. Do I have to give my employer my medical records for leave due to a serious health condition?
A. No. An employee is not required to give the employer his or her medical records. The employer, however, does have a statutory right to request that an employee provide medical certification containing sufficient medical facts to establish that a serious health condition exists.
Q. What if I do not want my employer to know about my medical condition?
A. If an employer requests it, an employee is required to provide a complete and sufficient medical certification in order to take FMLA-protected leave due to a serious health condition.
Q. How soon after I request leave does my employer have to request a medical certification of a serious health condition?
A. Under the regulations, an employer should request medical certification, in most cases, at the time an employee gives notice of the need for leave or within five business days. If the leave is unforeseen, the employer should request medical certification within five days after the leave begins.
A. An employer may request certification at a later date if it has reason to question the appropriateness or duration of the leave.
Q. What happens if my employer says my medical certification is incomplete?
A. An employer must advise the employee if it finds the certification is incomplete and allow the employee a reasonable opportunity to cure the deficiency. The regulations require that the employer state in writing what additional information is necessary to make the certification complete and sufficient. The regulations also require that the employer allow the employee at least seven calendar days to cure the deficiency, unless seven days is not practicable under the particular circumstances despite the employee's diligent good faith efforts.
Q. May my employer contact my health care provider about my serious health condition?
A. The regulations clarify that contact between an employer and an employee's health care provider must comply with the Health Insurance Portability and Accountability Act (HIPAA) privacy regulations. Under the regulations, employers may contact an employee's health care provider for authentication or clarification of the medical certification by using a health care provider, a human resource professional, a leave administrator, or a management official. In order to address employee privacy concerns, the rule makes clear that in no case may the employee's direct supervisor contact the employee's health care provider. In order for an employee's HIPAA-covered health care provider to provide an employer with individually-identifiable health information, the employee will need to provide the health care provider with a written authorization allowing the health care provider to disclose such information to the employer. Employers may not ask the health care provider for additional information beyond that contained on the medical certification form.
Q. Must I sign a medical release as part of a medical certification?
A. No. An employer may not require an employee to sign a release or waiver as part of the medical certification process. The regulations specifically state that completing any such authorization is at the employee's discretion. Whenever an employer requests a medical certification, however, it is the employee's responsibility to provide the employer with a complete and sufficient certification. If an employee does not provide either a complete and sufficient certification or an authorization allowing the health care provider to provide a complete and sufficient certification to the employer, the employee's request for FMLA leave may be denied.
Q. How often may my employer ask for medical certifications for an on-going serious health condition?
A. The regulations allow recertification no more often than every 30 days in connection with an absence by the employee unless the condition will last for more than 30 days. For conditions that are certified as having a minimum duration of more than 30 days, the employer must wait to request a recertification until the specified period has passed, except that in all cases the employer may request recertification every six months in connection with an absence by the employee. The regulations also allow an employer to request recertification in less than 30 days if the employee requests an extension of leave, the circumstances described in the previous certification have changed significantly, or if the employer receives information that casts doubt upon the employee's stated reason for the absence or the continuing validity of the certification.
Additionally, the regulations codify a 2005 Wage and Hour opinion letter that stated that employers may request a new medical certification each leave year for medical conditions that last longer than one year. Such new medical certifications are subject to second and third opinions.
Janie takes six weeks of FMLA leave for a cancer operation and treatment and gives her employer a medical certification that states that she will be absent for six weeks. Because her certification covers a six-week absence, her employer cannot ask for a recertification during that time. At the end of the six-week period, Janie asks to take two more weeks of FMLA leave; her employer may properly ask Janie for a recertification for the additional two weeks.
Joe takes eight weeks of FMLA leave for a back operation and intensive therapy, and gives his employer a medical certification that states that he will be absent for eight weeks. At the end of the eight-week period, Joe tells his employer that he will need to take three days of FMLA leave per month for an indefinite period for additional therapy; his employer may properly request a recertification at that time. Six months later, and in connection with an absence for therapy, the employer may properly ask Joe for another recertification for his need for FMLA leave.
Q. Can employers require employees to submit a fitness-for-duty certification before returning to work after being absent due to a serious health condition?
A. Yes. As a condition of restoring an employee who was absent on FMLA leave due to the employee's own serious health condition, an employer may have a uniformly applied policy or practice that requires all similarly situated employees who take leave for such conditions to submit a certification from the employee's own health care provider that the employee is able to resume work. Under the regulations, an employer may require that the fitness-for-duty certification address the employee's ability to perform the essential functions of the position if the employer has appropriately notified the employee that this information will be required and has provided a list of essential functions. Additionally, an employer may require a fitness-for-duty certification up to once every 30 days for an employee taking intermittent or reduced schedule FMLA leave if reasonable safety concerns exist regarding the employee's ability to perform his or her duties based on the condition for which leave was taken.
Q. What happens if I do not submit a requested medical or fitness-for-duty certification?
A. If an employee fails to timely submit a properly requested medical certification (absent sufficient explanation of the delay), FMLA protection for the leave may be delayed or denied. If the employee never provides a medical certification, then the leave is not FMLA leave.
If an employee fails to submit a properly requested fitness-for-duty certification, the employer may delay job restoration until the employee provides the certification. If the employee never provides the certification, he or she may be denied reinstatement.
Miscellaneous Questions
Q. Can my FMLA leave be counted against me for my bonus?
A. Under the regulations, an employer may deny a bonus that is based upon achieving a goal, such as hours worked, products sold or perfect attendance, to an employee who takes FMLA leave (and thus does not achieve the goal) as long as it treats employees taking FMLA leave the same as employees taking non-FMLA leave. For example, if an employer does not deny a perfect attendance bonus to employees using vacation leave, the employer may not deny the bonus to an employee who used vacation leave for a FMLA-qualifying reason.
Sasha uses ten days of FMLA leave during the quarter for surgery. Sasha substitutes paid vacation leave for her entire FMLA absence. Under Sasha's employer's quarterly attendance bonus policy, employees who use vacation leave are not disqualified from the bonus but employees who take unpaid leave are disqualified. Sasha's employer must treat her the same way it would treat an employee using vacation leave for a non-FMLA reason and give Sasha the attendance bonus.
Q. My medical condition limits me to a 40 hour workweek but my employer has assigned me to work eight hours of overtime in a week. Can I take FMLA leave for the overtime?
A. Yes. Employees with proper medical certifications may use FMLA leave in lieu of working required overtime hours. The regulations clarify that the hours that an employee would have been required to work but for the taking of FMLA leave can be counted against the employee's FMLA entitlement. Employers must select employees for required overtime in a manner that does not discriminate against workers who need to use FMLA leave.
Q. Can I use my paid leave as FMLA leave?
A. Under the regulations, an employee may choose to substitute accrued paid leave for unpaid FMLA leave if the employee complies with the terms and conditions of the employer's applicable paid leave policy. The regulations also clarify that substituting paid leave for unpaid FMLA leave means that the two types of leave run concurrently, with the employee receiving pay pursuant to the paid leave policy and receiving protection for the leave under the FMLA. If the employee does not choose to substitute applicable accrued paid leave, the employer may require the employee to do so.
Neila needs to take two hours of FMLA leave for a treatment appointment for her serious health condition. Neila would like to substitute paid sick leave for her absence, but her employer's sick policy only permits employees to take sick leave in full days. Neila may either choose to comply with her employer's sick leave policy by taking a full day of sick leave for her doctor's appointment (in which case she will use a full day of FMLA leave), or she may ask her employer to waive the requirement that sick leave be used in full day increments and permit her to use two hours of sick leave for her FMLA absence. Neila can also take unpaid FMLA leave for the two hours.
Q. Can I take FMLA leave for reasons related to domestic violence issues?
A. FMLA leave may be available to address certain health-related issues resulting from domestic violence. An eligible employee may take FMLA leave because of his or her own serious health condition or to care for a qualifying family member with a serious health condition that resulted from domestic violence. For example, an eligible employee may be able to take FMLA leave if he or she is hospitalized overnight or is receiving certain treatment for post-traumatic stress disorder that resulted from domestic violence.


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Registered Veterinary nurses are there to care for your pet. Under their job title they have many responsibilities and varied duties. They ensure your pet receives the best care and attention possible. Nurses are with your pet every step of the way. It is for all their hard work we celebrate our Veterinary Nurses each May, as Veterinary Nursing Awareness Month (VNAM). It gives our nurses the opportunity to talk about their role in caring for your pets.
Registered Veterinary Nurses (RVNs) have undertaken a rigorous training programme and sat demanding examinations before qualifying. In any given day a veterinary nurse may find themselves taking x-rays, medicating patients, consulting, maintaining equipment, monitoring anaesthetics, dressing wounds, assisting with surgical procedures and the list goes on! Some RVNs undertake specialist training in a range of topics, especially the care of exotic pets, feline medicine, anaesthesia and dentistry.
The British Veterinary Nursing Association (BVNA) represents RVNs and promotes responsible pet care to the general public through Veterinary Nursing Awareness Month (VNAM).
When you visit the practice our nurses are happy to help and advise you on many aspects of pet healthcare. In addition, veterinary nurses usually have pets themselves, and love to talk about them just as you do!


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I'm hoping it is part of a trend of some sort. When it was founded in 1993, with Mario Batali, Emeril Lagasse, and Bobby Flay on board, the Food Network spent several years producing instructional cooking shows. The intended audience was food hobbyists and the aim was to show them how to cook the sort of fancy food you get in a good restaurant. The point of view was what used to be called "gourmet" (a word that is now fast disappearing from the language). Then they were bought by media conglomerate E. W. Scripps in 1997. I have no way of fact-checking this, but it seems that around that time things changed fundamentally. Today the intended audience of the network is women who cook for their families and want to do it better, a much bigger and more lucrative audience than "gourmets." Today FN is a very Rachel Ray kind of place. Bobby, Emeril, and Mario no longer have instructional shows.* Everything is quick 'n' easy, all the ingredients can be found in any supermarket. Bobby has a new show that will begin soon. In it, he travels around the country cooking with ordinary folk in their back yards.
And then, yesterday, Anne somehow slipped under the door. The very title of the show gives away that it's about restaurant food. The FN website reassures us that she will be showing us how to turn restaurant methods into easy home cooking. This is clearly not true, as anyone who saw her making the bolognese sauce yesterday can tell you. The fact that FN publicity is trying to position her show as typical neo-FN fare makes me worry, because it means that their incredibly rigid policy of quick-'n'-easy-everything has not really changed.
So I've got an open letter to Bob Tuschman, Programming Vice President of the Food Network. Here goes.
Dear Bob,
Please, please, please don't cancel Anne's show! I know it's good, and that it treats food as if it were an artform, but is that really so terrible?
Now, I know that a giant corporation needs a lot of customers, and that this means aiming their product mainly at the average person. It's democracy in the market place.
I'm not saying go back to the old programming policy, but would it really hurt to allow one show that teaches fancy cooking skills to survive?
And besides, would you really lose viewers by permitting one or two of these shows? Sure, some of your main audience would avoid it, but you would pick up new viewers, people who now feel that your daytime lineup offers them nothing. People like me.
A year from now, I hope I will still be able to tune in and see Anne, still winking at the camera, shouting, throwing handfuls of salt into the sauce, and flailing her plump but shapely arms.
And, in the meantime, could you please move her out of that 8:30 on Sunday morning time slot?
Yours truly,
* Correction: As I point out in the comments section, Emeril does have a new instructional show on the Food Network, one with a much lower profile that "Emeril Live" had.
News Flash: I just got a message from Sienna Farris, who apparently is a public relations representative of the Fine Living Newtork, with the excellent news that a new "Emeril Live" will soon premiere on the Fine Living Network. She had this to say:
Fine Living has created a show page for Emeril Live which includesHere is an article by food writer Juliette Rossant about these developments. Note that she says some of the same things I have said above, but without the anger and the whining. She gives more details here.
special preview videos (embeddable), original recipes, a blog by Emeril's
culinary crew, and 30 fun facts you never new about Emeril (including where
the famous "BAM!" came from, among other things):
You can catch all new episodes of Emeril Live on Fine Living Network 7
days a week @7pm, starting 7/7.
I see that FLN is also running Mario Batali's Molto Mario (= "Extreme Mario"). It's interesting to note that like FLN, FN, is owned by Scripps. Maybe Scripps is considering using the smaller (half of FN's audience-size) FLN to appeal to some of the audience that was gradually squeezed out by FN's creeping RachelRayism. So that's another glimmering ray of hope.


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Thermoelectric devices, which can harness temperature differences to produce electricity, might be made more efficient thanks to new research on heat propagation through structures called superlattices. The new findings show, unexpectedly, that heat can travel like waves, rather than particles, through these nanostructures: materials made up of layers only a few billionths of a meter in thickness.
Heat—the vibration of atoms and molecules in a material—usually travels in a "random walk," which is difficult to control. The new observations show a very different pattern, called coherent flow, which is more like ripples that move across a pond in an orderly way.
This opens the possibility of new materials in which the flow of heat could be precisely tailored—materials that could have important applications. For example, such research might lead to new ways of shedding the heat generated by electronic devices and semiconductor lasers, which hampers performance and can even destroy the devices.
The new work, by graduate student Maria Luckyanova, postdoctoral researcher Jivtesh Garg and professor Gang Chen, all of MIT's Department of Mechanical Engineering—along with other students and professors at MIT, Boston University, the California Institute of Technology and Boston College—is reported in Science.
The study involves a nanostructured material called a superlattice: in this case, a stack of alternating thin layers of gallium arsenide and aluminum arsenide, each deposited in turn through a process called metal-organic chemical vapor deposition. Chemicals containing these elements are vaporized in a vacuum, and then deposited on a surface, their thicknesses precisely controlled through the duration of the deposition process. The resulting layers were just 12 nm thick—about the thickness of a DNA molecule—and the entire structures ranged in thickness from 24 to 216 nm.
Researchers had previously believed that even though such layers could be atomically perfect, there would still be enough roughness at the interfaces between the layers to scatter heat-transporting quasi-particles, called phonons, as they moved through the superlattice. In a material with many layers, such scattering effects would accumulate, it was thought, and "destroy the wave effect" of the phonons, says Chen, the Carl Richard Soderberg Professor of Power Engineering. But this assumption had never been proved, so he and his colleagues decided to re-examine the process, he says.
Indeed, experiments by Luckyanova and computer simulations by Garg showed that while such phase-randomizing scattering takes place among high-frequency phonons, wave effects were preserved among low-frequency phonons. Chen says he was very surprised when Luckyanova came back with the first experimental data to show "that coherent conduction of heat is really happening."
Understanding the factors that control this coherence could, in turn, lead to better ways of breaking that coherence and reducing the conduction of heat, Chen says. This would be desirable in thermoelectric devices to harness unused heat energy in everything from powerplants to electronics. Such applications require materials that conduct electricity very well but conduct heat very poorly.
The work could also improve the shedding of heat, such as for the cooling of computer chips. The ability to focus and direct heat flow could lead to better thermal management for such devices. Chen says researchers don't yet know how to exert such precise control, but the new understanding could help. Understanding this wave-based mechanism "gives you more ways to manipulate the transport" of heat, he says.
The two materials used in this experiment have very similar properties, Luckyanova says, and conduct electricity very well. But by controlling the thickness and spacing of the layers, she says, "we believe we can manipulate the thermal transport," producing the kind of insulating effect needed for thermoelectric devices.
The role of interfaces between the layers of a material "is something that was not really understood," Garg says. Previous simulations had failed to include the effects of variation in surface texture on the process, he says, but "I realized there was a way to simulate the role of roughness" on the way phonons moved through the stack of layers.
The new work not only provides the possibility of controlling the flow of heat (mostly carried by phonons with short wavelengths) but also for controlling the movement of sound waves (primarily carried by longer-wavelength phonons). "It's really a sort of fundamental understanding," Chen says.
The insights that made the work possible arose in large part through interactions between researchers in different disciplines, facilitated through the Solid State Solar-Thermal Energy Conversion Center, an Energy Frontier Center funded by the U.S. Department of Energy, which holds regular cross-disciplinary meetings at MIT. "Those meetings provided long, fruitful discussions that really strengthened the paper," Luckyanova says. The variety of people in the group "really encouraged us to attack this problem from all sides."


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Australian industrial outfit HTRK take on a far more stripped back and minimalist approach on their third album, Psychic 9-5 Club.
The record is the first LP made entirely as a duo following the suicide of founding member Sean Stewart midway through the making of Work (Work, Work) back in 2010.
Released via Ghostly International, Psychic 9-5 Club's central theme revolves around love and the finding of happiness throughsadness, loss and struggle, played out through Jonnine Standish's effortlessly cool vocals and sharp lyrics - a permanent fixture in the band's output.
Like the vocals, the music itself unveils a spellbinding dichotomy between forlornness and positivity. The production however, is more stripped back than ever, concentrating on deft arrangement and inventive sound design techniques.
The dubby atmosphere that came in during the last album takes more of a central role on Psychic 9-5 Club, creating a leaner, sparser sound that conveys the personal nature of the album so well.
The production is more polished than before, adding a real tenderness to the record, begging the question can anyone inject industrial music with the kind of emotion and energy that HTRK can?
4 out of 5