text:
The average thickness of
the ice is 400 m, with a maximum
thickness of 1,000 m. Iceland's
highest peak, Hvannadalshnúkur
(2,110 m), is located in the
southern periphery of Vatnajökull,
near Skaftafell National Park.
It is classified as an ice cap
Under the glacier, as under
many of the glaciers of Iceland,
there are several volcanoes.
The volcanic lakes, Grímsvötn
for example, were the sources
of a large glacial lake outburst
flood in 1996. The volcano under
these lakes also caused a considerable
but short-time eruption in the
beginning of November 2004.
During the last ice age, numerous
volcanic eruptions occurred
under Vatnajökull, creating
many subglacial eruptions. These
eruptions formed tuyas, such
as Herðubreið which
originally sat beneath Vatnajökull
during the last ice age.[4]
of April 2006. Elli, the only
licenced commercial pilot in
Team Moby, took Baldur and Einar
flying over Europe's largest
glacier on a sunny day (anything
to kill time...).
The big hole you see at about
0.50 into the video is where
the surface has plummited down
after a small volcanic eruption
underneath the glacier. The
hole is big enough to swallow
a small village.
...Oh, and the
Mayday thing at the end is just
a joke. by undarlegt
Vatnajökull has been shrinking
for some years now, possibly
because of climatic changes
and recent volcanic activity.
Until 1930 it was growing. The
phenomenon of Jökulhlaup
is at present time confined
to Vatnajökull.
According to Guinness World
Records Vatnajökull is
the object of the world's longest
sight line, 550 km from Slættaratindur,
the highest mountain in the
Faroe Islands. GWR state that
"owing to the light bending
effects of atmospheric refraction,
Vatnajökull (2119m), Iceland,
can sometimes be seen from the
Faroe Islands, 340 miles (550km)
away". This may be based
on a claimed sighting by a British
sailor in 1939. The validity
of this record is analysed/undermined
in mathematical and atmospheric
detail by J.C. Ferranti.[4]
has a southwest-northeast-trending fissure
system, and the massive climate-impacting
Laki fissure eruption of 1783-1784 was
a part of the same fissure system. Grímsvötn
was erupting at the same time as Laki
during 1783, but continued to erupt
until 1785. Because most of the volcano
lies underneath Vatnajökull, most
of its eruptions have been subglacial.[5]
Larger Map
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text:
Before the wonderful pumpkin season is over I want to share a very easy pumpkin pie recipe with you. In Germany, pumpkin pies are not very common to my surprise. Pumpkins are everywhere though!
I have seen many recipes using a ton of cream. I prefer it a little simpler with just a sip of cream. If you want to make somebody a nice surprise, bake the pie in a muffin pan. Serve while still warm with a dab of whipped cream and you will make their day!
Pie Crust
1 cup flour
1 pinch salt
1/3 cup vegetable shortening (in Germany I use Butterschmalz)
2 tablespoons cold water
1) In bowl, combine flour and salt. Then mix in the vegetable shortening and finally add the cold water. Mix until the dough is smooth and holds together.
2) I usually leave the dough in the fridge for about 30 min.
3) On a clean surface, sprinkled with flour, roll out the dough. It should be about 1-2 mm high and round. Tips: Use plastic wrap to roll out the dough.
1 pumpkin (e.g. Hokkaido pumpkin)
Cinnamon powder, ground cloves (1/2 teaspoon each)
1/2 cup brown sugar
2-3 tablespoons heavy cream
1) In a large pot, bring about 2 l of water to a boil. Meanwhile, clean and cut the pumpkin into slices or cubes. You do not need to remove the skin.
2) Boil the pumpkin at medium heat until soft. This takes about 10-15 min. Drain and put aside to let it cool down.
3) In a blender mix the pumpkin pieces until you receive a smooth pumpkin paste.
4) Transfer into a bowl and season with cinnamon powder and ground cloves. Stir in the sugar and then add the cream. For a spicier taste, add more cinnamon and cloves.
1) Preheat the oven to 180 degrees Celsius (350 degrees Fahrenheit).
2) Use a pie baking pan or round ceramic bowl to bake the pie.
3) Instead of greasing out the baking pan, I used baking paper so that the pie would not stick to the baking pan.
4) Place the dough in the baking pan and with your fingers line it into the baking pan.
5) Fill with pumpkin puree and bake for about 20-25 min until the crust has a nice brown color.
For the pie crust, I used this recipe: https://www.verybestbaking.com/recipes/28518/homemade-pie-crust-recipe/

subset: commoncrawl


text:
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text:
Husic, who has been a critic of Facebook for quite some time, told the ABC's Afternoon Briefing program on Thursday that when he tried to advertise on the social media platform, he came up against a blank wall. "You know I've been trying since the start of the election and been told there's a whole lot of administrative 'apparently' changes that have been made that have been literally insurmountable to resolve," he told host Patricia Karvelas.
He said he had tried numerous times to get Islamophobic content taken off the site. This was content, he said, "that related directly to me, [but] I couldn't do it and when I've tried to advertise on the site to promote the type of views I believe should be in the public space, [I've] had trouble doing it."
Husic, who is Labor's Shadow Minister for Human Services and the Digital Economy, said as a critic of Facebook he thought it was it was right that the platform should be criticised about the way it operated. "The way that they have, I believe, a very loose approach to user privacy, the fact that they are not committed to user privacy as they should be despite so-called recent attempts by the chief executive of that organisation to deal with that.
"No, I don't... well, look... I was going to say that I just find it funny that that's happened," he said. "Maybe there is a good reason for why that's the case and I'll be more than happy to apologise to them profusely.
Patricia Karvelas interviewing Ed Husic on the ABC's Afternoon Briefing program on Thursday. Courtesy ABC
"But I can't help but look at instances where others have been critical of the platform — and I don't liken myself to this person whatsoever — but when Elizabeth Warren, a Democrat candidate, criticised Facebook and said it was time to break them up, she had... her ads that made that same point [were] refused on the site and the only way that she came to be back on Facebook was because of public pressure on them."
Husic said this showed that it was right to ask such questions, "about how they manage their platform and the content on there. You know, when people are concerned about some of the content that exists there that won't be taken down, but critics have their views or their ability to place items on the platform blocked, well... Facebook, over to you to explain."
He said it was time for serious action to be taken to regulate the way that Facebook operated.
"It all goes to show the power of this platform, and the fact that they do not move in responding to public criticism about the way they operate demonstrates that Facebook does.. like we do need to take serious action about the way it operates because it is having an impact, you know, be it on election outcomes because we've seen in certain instances, or the way that they impact on businesses, as we've seen the focus of the ACCC digital platforms inquiry. It's time to deal with this head-on."
Asked about Facebook chief executive Mark Zuckerberg's recent pivot to privacy and what he thought about it, Husic said seeing was believing.
"The problem with Facebook is there is a quite standard approach to the way that they deal with issues that have been levelled at them. First, they'll deny, then they'll say, yes, we acknowledge there is an issue and we have to deal with it, and then they don't do anything and we go back to square one.
"We have seen time and again that Facebook has not been willing to genuinely respond to concerns about the way they operate."
Husic said the social media giant had show scant respect for people's data. "And they have just not respected data. I think this is the big challenge for the tech space, the demonstration of respect for data. That users' data will not be milked to the nth degree for the purpose of monetisation of it and there are no bounds or boundaries whatsoever.
"I think we have got to re-evaluate the way that data is being treated. It's why you are seeing some people call for consumers to be able to have their own data monetised and a lot more control about their data, knowing who's got their data, which third party has been given access to their data and how it's being treated and the ability to regain the data that has been harvested off them."


text:
Last ruler of United Kingdoms of Sweden Norway / WED 1-2-19 / Monk known as father of English history / 1980s-90s NFL great Lonnie / Vice president who became ambassador to Japan / Well in old Rome
Wednesday, January 2, 2019
Constructor: Jacob Stulberg
Relative difficulty: Medium (4:15) (I have this feeling it might play slightly harder for folks, on average—lots of, let's say, unusual fill)
Theme answers:
- SHARK / SHAD (16A: *Fish fork)
- MARGARITA / MARTINI (17A: *Cocktail fork)
- GREEK / GREEN (38A: *Salad fork)
- CHERRY PIE / CHEESECAKE (59A: *Dessert fork)
- PEACH / PEAR (62A: *Fruit fork)
Oscar II (Oscar Fredrik; 21 January 1829 – 8 December 1907) was King of Sweden from 1872 until his death, and the last Bernadotte King of Norway from 1872 until his dethronement in 1905.Oscar was king during a time when Sweden was undergoing a period of industrialization and rapid technological progress. His reign also saw the gradual decline of the Union of Sweden and Norway, which culminated in its dissolution in 1905. He was subsequently succeeded as King of Norway by his grandnephew Prince Carl of Denmark under the regnal name Haakon VII, and as King of Sweden by his eldest son, Gustaf V.Harald V, the present king of Norway, is a great-grandson of Oscar II, through his third son Prince Carl, Duke of Västergötland. (wikipedia)
SHA/D and PEA/R to the skyrocketing CHE/ESECAKE. Themewise, I thought this was great.
Fill-wise, it wasn't bad as much as it was odd. Lots of longer answers that had me going "whaaa?" I know LEAN-TOs, but LEAN-TO TENT? (3D: Makeshift shelter) They come in tent form??? BEEEATERS (27D: Relatives of kingfishers) looked so wrong because of those sequential Es. I've heard of the bird, but barely, and the E-string made me think I had an error. OSCARII was a huge "?" to me. Started with the initial "O" and thought it must be OLAF (or OLAV) somebody. TSARDOM is a real word but an uncommon one (I had TSARIST but knew it had to be wrong because it was an adj. not a noun, as the clue clearly required). And then there's DOGBERT. Ugh. That comic. Not sure how I remembered DOGBERT existed, but I did. Difficulty of fill offset whatever help I was getting from knowing the theme, and my time ended up being pretty solidly average for a Wednesday.
Do y'all know what PISMO Beach is? I know it well—it's on the central Californian coast, and I went there many times with my parents when I was a kid. But it doesn't strike me as a nationally known place. I think PISMO is like the west coast's version of TRURO (a place name that baffled me the first time I encountered it). I would not be surprised if many solvers hadn't heard of it, especially east-coasters. Hardest answers for me today, beyond the weird longer answers I mentioned above, were CREASED (24D: Like envelope flaps) and CCTV (53D: Security guard's viewing, for short). For the former ... how are the flaps CREASED??? That implies, to me, that the flap *has* a crease, not that a crease was formed to make it. Pants are CREASED. If your envelope flap were itself CREASED, it would be hard to seal properly. As for what a security guard is viewing, in four letters, after PORN didn't work, I was out of ideas. I know CCTV (closed-circuit television) now that I see it, but apparently not before I see it.
Signed, Rex Parker, King of CrossWorld
P.S. Shortz eventually apologized for yesterday's BEANER debacle. It's hard to believe an apology could actually make things worse, but Here We Are. Note: if you have to apologize, Just Apologize—don't do ... this:
[Follow Rex Parker on Twitter and Facebook]


text:
Product Description
SP-310 | 1/4 LB in Resealable Pouch
Description: A zesty organic blend of lemon and pepper for perking up seafood, pasta and vegetables.
Suggested Uses: Seasons meat, fish, beans, grains, vegetables and sauces.
Ingredients: Organic Lemon Peel, Organic Black Pepper, Organic Garlic, Organic Onion, Citric Acid.
Organic: Organic
Kosher: Kosher
Common Name: Lemon Pepper


text:
How to Find Us
About Us
We operate from a purpose built crash repair facility. The workshop is fitted with the most up-to-date, modern crash repair equipment including .....
Contact Us
Phone: +353 (0) 71 96 21105
Out of Hours: +353 (0) 87 2485350
Fax: 071 96 21359
From start to finish they offer professional service. From estimate stage to handover....I would like to recommend Brendan Lowe and sons for all bodywork repairs.
Recommended by all major insurance companies
Alan Cooney, Dealer Principle, Cooney Motors


text:
Bruce Norris is joined this week by REO mentor Tony Alvarez on the real estate radio show.
January 20, 2018 @ 8:00 am - 5:00 pm
This week Bruce Norris is joined by Tony Alvarez. He has been a successful Real Estate Investor and Certified General Appraiser in Southern California area since 1981. More importantly, Tony made a fortune buying and selling properties while working with professional real estate Agents that specialize in selling lender owned (REO) foreclosure properties. He did it all in seven years and in one of the lowest priced most depressed Southern California real estate markets, the Antelope Valley.
If you're in the Inland Empire, tune in live to KTIE 590am. Or you can listen to the show on your favorite podcast service.


text:
12 Ene 15
Geostatistics if the study of the spatial dependence, variability and continuity of variables across space and/or time in order to better understand and predict patterns of natural phenomena. It is a methodology employed in a diversity of areas, from public health to map spatial patterns of diseases, such as Dengue fever, to social sciences when seeking to understand spatial patters of violent crimes across metropolitan areas. Some areas of applications in natural sciences include mining exploration, petroleum geology, geochemistry, hydrogeology, soil science, hydrology, meteorology, geography and agriculture.
Profesores: Fábio Iwashita, Jean-Baptiste Tary, Jillian Pearse.


text:
"My iPhone was stolen a month ago. I have set up "erase content" and iCloud block via the Find My iPhone app. I am just wondering if I will be able to retrieve the photos I have on my stole iPhone via either Photo Stream or an iCloud restore. I have a new iPhone now and I wanted to know if there was a way for me to get my photos back. My MacBook is logged into my iCloud account. Can I access the photos on my MacBook?"
The most common questions we get from our users have to do with whether it is possible to recover pictures from a lost or stolen iPhone. Like we told or user above, there are several ways you could attempt to get the photos back. We are going to share with you these ways one after the other in this article.
Assuming You Have Enabled iCloud Photos
It is absolutely possible to get the photos back on to your device if you had enabled iCloud photos. This is because iCloud Photos allow you to sync photos on all devices that use the same Apple ID. If you had enabled iCloud Photos or had an iCloud backup of your photos, you can try one of the following solutions to recover the photos;
Option #1 Use D-Back to Extract Photos from iCloud Without Restoring
One of the easiest ways to recover your photos is to use iMyFone D-Back. This data recovery tool is instrumental in helping you selectively recover data from an iCloud account. It essentially allows you to easily gain access to your iCloud account and then select the photos you would like to recover.
To use D-Back download and install the program to your computer and then follow these very simple steps;
Step 1: Launch D-back and from the main window, select "Recover from iCloud Backup" and then click "Start" to begin. You will be prompted to sign in to your iCloud account to gain access to the backup files. Once signed in, select the relevant backup and then click "Next."
Step 2: Select "photos" as the type of data to recover in the next window.
Step 3: The program will analyze the selected backup for the missing photos and display them in the next window. Select the photos you wish to recover from the list and then click "Recover" to save them to your computer. You'll need to purchase a license to recover the photos to your computer.
Option #2 Download iCloud Photos to Mac Computer
You can also download your iCloud photos on your Mac. Here's how to do it;
Step 1: Open Photos on your Mac `and then click "Photos" from the top menu.
Step 2: Click on "Preferences" and then click on "iCloud" in the next window. If you have never used Photos on your Mac, you need to sign in to continue.
Step 3: Enable "Download Originals to this Mac." Close "Preferences" once the update is complete.
Step 4: Now select "Photos" and then select the photos you want to download to the Mac. You can select multiple photos by holding Command can clicking on each image you want to download.
Step 5: Click "File > Export >Export Unmodified Originals if you want to download the original photos you shot or "Export Items" if you edit the images and you want the current photos.
Step 6: Click "Export" and you've recovered your photos from iCloud which you can now transfer to your computer if you need to.
Option #3 Download iCloud Photos to Windows Computer
You may also download the iCloud photos to your Windows computer. In this instance, you will need to download iCloud for Windows if you don't already have it. Go to https://support.apple.com/en-us/HT204283 and click "Download" to install it on your computer and then follow these simple steps to download iCloud Photos to your PC;
Step 1: Launch iCloud for Windows and then sign in using your Apple ID and Password.
Step 2: Click on the "Options" button next to Photos.
Step 3: Make sure that iCloud Photo Library is enabled and then click "Done."
Step 4: Click "Apply."
Step 5: Now from the "Start" menu select "iCloud Photos" and then click "Download Photos and Videos."
Step 6: Check the box next to the year whose photos you want to download or select "All." Click on "Download and iCloud will begin downloading the photos to your computer.
Option #4 Restore from an iCloud Backup
And of course you could also restore your iCloud backup to your device if you want to recover your photos. But restoring the device from iCloud may mean that you lose all of the new data on the device. The following is how to restore data from an iCloud backup file;
Step 1: If you had already set up the device, you will need to erase all contents and settings first. To do this go to Settings > General > Reset > Erase All Content and Settings. This should take you to the setup screen.
Step 2: Follow the setup assistant prompts until you get to the Apps & Data Screen and then choose "Restore from iCloud Backup."
Step 3: Sign in to iCloud and select the most relevant backup. Stay connected to the Wi-Fi network until the process is complete.
Assuming that You Have Backed Up Your Device in iTunes
If you had a backup of the photos on iTunes before you lost the phone, there are two ways you can get the photos back;
Option #1 Use D-Back to Extract the Photos from iTunes without Restoring
The best way to recover the photos from an iTunes backup is to use iMyFone D-Back, a data recovery tool that can be used to extract data from an iTunes backup file without having to restore the device. The following is a simple step-by-step tutorial to help you use D-Back to extract the photos you need;
Step 1: Download and install the program to your computer and then open it. From the main window, select "Recover from iTunes Backup" and then click "Start." You should see a list of iTunes backup files on that computer listed in the next window. Select the most relevant one and then click "Scan."
Step 2: Select "Photo" in the next widow and then click "Next" to continue.
Step 3: From the results page, select the photos you would like to recover and then click "Recover" to save them to your computer.
Option #2 Restore from an iTunes Backup
Of course you could simply restore the iTunes backup. Although, it is important to note that you may lose all the new data on the device after a restore. Here's how to do it;
Step 1: Launch iTunes on your computer and connect the iPhone to the device using USB cables.
Step 2: Select the iPhone when it appears in iTunes and then click on "Restore Backup."
Step 3: Select the most relevant backup and then click "Restore." You may be required to enter your password if the backup you selected was encrypted.
It is important that you keep the device connected to the computer until the process is complete. Once the backup is restored, you should have the photos back on your device.


text:
Author: Nienke Grossman
The Fight Continues
A little over ten years ago, this blog was founded to give women scholars, lawyers, policymakers and others a voice on issues related to international law, policy and practice. The idea was, in part, to counteract the argument that "there are no women" out there with relevant expertise on a particular international law topic, through a page listing women by their expertise. (By the way, if you'd like to update your expertise, you can email email@example.com with "Expertise Update" in the subject line.)
Although progress has been made, the "manel," and surprisingly, even the all-male or almost all-male conference, continue to live on. See this conference taking place this week at McGeorge Law School on the fascinating topic of Russian interference in the 2016 election. Nine men and zero women will be speaking, according to the website.
It is hard to believe that only men have something to say about this topic, which dominates the news cycle on a daily basis. If the organizers are looking to diversify, there are plenty of women they could contact with expertise in public international law, national security law, election law, and Russia. A quick look at the IntLawGrrls, LawFare, Opinio Juris, and the JustSecurity blogs is enough to find numerous women with relevant expertise. They could also check out a few law schools' faculty profiles (e.g., nearby Stanford) and places like the Wilson Center.
The reason to eliminate "manels" is not that men and women bring different perspectives to Russian interference in the 2016 election, which is an open question. Rather, the point is that these events give participants a chance to share scholarship and contribute to cutting edge debates in real time. They result in greater prestige and name recognition for the participants. They grow networks and open doors for future collaboration and job opportunities. And, the presence of both sexes shows students and others in the audience that women also have something to say about these issues.
So what do we do about it? Marty Lederman recently called out a conference at the University of San Diego for having 14 men and one woman, on Twitter: "We academics (present company included) should stop treating this as acceptable/unremarkable." UC Irvine Professor and UN Special Rapporteur on the Right to Freedom of Opinion and Expression David Kaye ends his emails with a signature block that includes, "& I don't sit on manels." Their voices and their commitments are noteworthy and important. In Geneva, numerous chiefs of international organizations have pledged not to sit on panels without gender parity or to ask about gender parity before accepting an invitation, through the Geneva Gender Champions Initiative. In 2016, Champions intervened 42% of the time to request a change in the gender balance of a panel, resulting in changes 84% of the time.
Maybe it's time we all had some hard conversations with our colleagues and asked them to refrain from sitting on such panels or attending such conferences going forward. Maybe we should stop forwarding announcements for conferences and panels with no women involved. Or maybe we should start featuring "manels" on IntLawGrrls. Thoughts?
March 1, 2018
The McGeorge Global Law Center asked me to put their comment into the blog, so that people could read it without having to scroll through the comments. I am reproducing it here, with some of my own thoughts below:
"We are organizing the conference and thank you for raising an important concern. Please understand that as of Thursday, February 22, when the announcement went out, we had invited more than ten women to speak at the conference. However, only one accepted the invitation, and she unfortunately had to withdraw for personal reasons. While we were distressed at failing to secure women speakers, we thought it necessary to publicize the conference at that time given that it was but a week away. We are nevertheless continuing to look for women speakers. We have since approached an additional number of women, and while almost all of them have conflicts, we believe that one invitee will be able to participate and are working with her to accommodate her schedule. We would also note that our resident election law expert, Dean Mary-Beth Moylan, has always been scheduled to moderate the election law panel. (The announcement only listed speakers and not the moderators or organizers.)
We are very troubled that people would assume we had not considered inviting women speakers, and wish to take the opportunity to clarify the record. We hope you will consider acknowledging the same in the text of your blog post as readers may not scroll down to read all the comments that follow.
With thanks, McGeorge Global Center"
I appreciate very much that McGeorge responded to this blog post and felt that it was important to clarify what their process was, and that they did, indeed, seek to include women. I wonder whether this was a fluke or whether it is a common phenomenon to invite 10 women and get only one who is available to participate (who unfortunately, dropped out in this particular case). Have others had similar experiences? Do men accept invitations to speak more frequently than women? If so, what explains that phenomenon?
I am also heartened that others have commented to this post or reached out to say that they are thinking about ways to ensure that women are included, like by asking organizers whether both sexes are present on the panel or at a conference. Another question this exchange has raised is, what happens if you did reach out to women, and none were available? What responsibilities, if any, do the organizers have in such a situation? What can they do to send the message to their students and conference attendees, or to the broader community, that the participation of women is important to them?
I hope we can continue to have this dialogue in an open and respectful way, whether on, or off-line.
Call for Papers – Regional Approaches to International Ajdudication
Washington, DC, ASIL Annual Meeting – March 30-April 2, 2016
The International Courts and Tribunals Interest Groups of the American and European Societies of International Law are delighted to announce that their second joint meeting will take place in Washington, DC, during ASIL's Annual Meeting. The exact date and time will be determined several weeks in advance of the Annual Meeting. Three members of the interest groups will be given the opportunity to present works-in-progress and receive feedback.
Call for papers
The works-in-progress session is dedicated to original and on-going research on the theme of "Regional Approaches to International Adjudication." Members of either interest group, at any level of their careers, are invited to submit abstracts describing unpublished works on this topic. Relevant topics might include, but are not limited to, the following:
- To what extent do regional approaches to international adjudication exist? What characterizes these approaches?
- How and why might different geographical regions differ in their commitment to international adjudication as a method of dispute resolution, and in their willingness to submit to the jurisdiction of international courts? What is the significance of these differences for legitimacy and effectiveness?
- How and why might courts with similar subject matter jurisdiction differ in the development of procedures and substantive law? What is the significance of these differences for legitimacy and effectiveness?
- To what extent is dialogue among regional courts affecting adjudication or practices in these courts?
- To what extent do regional courts interact with international courts, and strive to follow their jurisprudence and coordinate their respective exercise of jurisdiction?
Three papers will be selected on the basis of the submitted abstracts. Abstracts must not exceed 500 words, and must be submitted to the following email addresses: email@example.com and firstname.lastname@example.com. In addition to the abstract, each submission should contain:
- The author's name and affiliation
- A short author's CV
- Whether the author is an ESIL ICTIG member or an ASIL ICTIG member or both.
The deadline for the submission of the abstracts is February 1, 2016. Authors of selected papers will be notified by February 15, 2016. Authors of selected papers are requested to submit drafts of their works-in-progress by March 15, 2016.
University of Baltimore – Center on Applied Feminism Call for Papers
The University of Baltimore School of Law's Center on Applied Feminism is hosting its annual conference on Friday, March 4, 2016. The theme this year is fascinating: "Applied Feminism Today."
Here's a link to the conference website: http://www.law.ubalt.edu/centers/caf/Call-for-Papers-2016.cfm
I hope you will consider submitting an abstract to the Call for Papers, reproduced here:
This conference seeks to explore the current status of feminist legal theory. What impact has feminist legal theory had on law and social policy? What legal challenges are best suited to a feminist legal theory approach? How has feminist legal theory changed over time and where might it go in the future? We welcome proposals that consider these questions from a variety of substantive disciplines and perspectives. As always, the Center's conference will serve as a forum for scholars, practitioners and activists to share ideas about applied feminism, focusing on the intersection of theory and practice to effectuate social change.
The conference will be open to the public and will feature a keynote speaker. Past keynote speakers have included Nobel Laureate Toni Morrison, Dr. Maya Angelou, Gloria Steinem, Sens. Barbara Mikulski and Amy Klobuchar, NOW President Terry O'Neill and EEOC Commissioner Chai Feldblum.
To submit a paper proposal, please submit an abstract by Friday October 30, 2015 to firstname.lastname@example.com. Your abstract must contain your full contact information and professional affiliation, as well as an email, phone number, and mailing address. In the "Re" line, please state: CAF Conference 2016. Abstracts should be no longer than one page. We will notify presenters of selected papers in November. We anticipate there will be eight paper presenters during the conference. About half the presenter slots will be reserved for authors who commit to publishing in the annual symposium volume of the University of Baltimore Law Review. Thus, please indicate at the bottom of your abstract whether you are submitting (1) solely to present or (2) to present and publish in the symposium volume. Authors who are interested in publishing in the Law Review will be strongly considered for publication. For all presenters, working drafts of papers will be due no later than Feb. 26, 2016. Presenters are responsible for their own travel costs; the conference will provide a discounted hotel rate as well as meals. If you have further questions, please contact Prof. Michele Gilman at firstname.lastname@example.com.
Why so few women on international courts? It's time for a change.
You may have heard about the launch of the Gqual campaign to increase gender parity on international law bodies including international courts and tribunals, taking place at the UN on September 17. Here's a link to the Facebook page if you'd like more information: https://www.facebook.com/GqualCampaign. The point of the campaign is to get states to nominate and vote for more women for these important positions. The campaign is timely and significant because women continue to lag far behind men in decision-making positions on these bodies. Did you know only one woman is serving on the 7 member benches of the WTO Appellate Body, the ECOWAS Community Court of Justice, and the Inter-American Court of Human Rights? And only one woman sits on the 21-member bench of the International Tribunal for the Law of the Sea? She also happens to be the only woman ever to serve on that court, in almost two decades.
I've just written a paper documenting the paucity of women judges on twelve international courts and tribunals in mid-2015 and historically, explaining why there are so few women being elected and proposing solutions. It's forthcoming in the Virginia Journal of International Law. If you'd like a preview, please download it at http://papers.ssrn.com/sol3/papers.cfm?abstract_id=2472054. The article argues, in part, that a limited pool of qualified women is an unpersuasive explanation for the paucity of women on international court benches. Proponents of this view argue that women are found in lower numbers in the highest echelons of the legal profession domestically, and therefore, it's not surprising that they serve in low numbers on prestigious international court benches.
But if the limited pool argument is right, wouldn't we expect the pool to grow over time, as more women join the legal profession and advance within its ranks? Yet eight of the twelve courts surveyed had fewer women on the bench in mid-2015 than in previous years. Also, states with higher percentages of women lawyers would appoint them in greater numbers than states with fewer women lawyers. The data, however, appears to point to a different conclusion.
It is estimated that half of France's lawyers are women, yet it has never had a female permanent judge on the International Court of Justice, the International Criminal Court, the International Criminal Tribunals for Yugoslavia or Rwanda, the European Court of Justice, the Law of the Sea Tribunal, the International Court of Justice, or the European Court of Human Rights, although French men have served on all of them. (One French woman served as an ad litem judge for the ICTY.) About half of the UK's lawyers are women, yet no British woman has ever served on the European Court of Justice, the International Criminal Court, the European Court of Human Rights, or the Yugoslav tribunal, although British men have. The UK did nominate Rosalynn Higgins, though, as the first woman ever to serve on the International Court of Justice, in 1995. (Only three more women have been elected to the 15-member ICJ bench in the intervening 20 years.) Although Russian women consist of about half of that country's lawyers, no Russian woman has ever served on the five international courts where its men have served. On the other hand, China, where women are estimated to hold 20% of legal degrees, has successfully elected Chinese women to the International Court of Justice and the World Trade Organization's Appellate Body.
It's also important to remember that there are not that many international judge positions out there. We are not talking about filling 10,000 judicial seats. On the twelve courts surveyed, there are 195 judicial slots available, and they turn over every few years, depending on the court. You don't need a very large pool to fill these slots. And there must be more than one woman in a world of 7 billion people who is qualified to serve on ITLOS and the WTO's Appellate Body, and in the entire populations of the states parties to the Inter-American Court of Human Rights and the ECOWAS Court.
Finally, there's a problematic side effect to relying on the pool argument. The pool for international judges could itself be limited due to discrimination and exclusion at the domestic level. So using it to justify lower numbers of women at the international level simply replicates and exacerbates exclusion at the domestic one.
I hope you'll check out Gqual in the days to come. It's time for a change!
Best Practices in Judicial Selection Procedures for International Courts – this Friday!
In case you will be in the Washington, D.C. area on Friday, April 24, from 3:30 to 5 pm, please consider coming to a panel on Best Practices in Judicial Selection Procedures for International Courts, at the American Society of International Law, 2223 Massachusetts Ave., NW, Washington DC 20008.
The panel, co-sponsored by the American Society of International Law's International Courts and Tribunals Interest Group (ICTIG), the Center for Justice and International Law (CEJIL), and the University of Baltimore School of Law, will explore and evaluate procedures developed by international courts and tribunals to select their members. Panelists will consider the impact of selection procedures on the merit, diversity, and independence of the judges selected. What steps can be taken to guarantee fair and transparent procedures? Do "best practices" exist in judicial selection across international courts? What hurdles exist to reforming existing selection procedures? How do selection procedures affect the legitimacy of these courts?
The panel will include former International Criminal Tribunal for the former Yugoslavia and DC Court of Appeals Judge Patricia Wald, CEJIL Executive Director Viviana Krsticevic, and Ambassador of Mexico to the Organization of American States Emilio Rabasa Gamboa. University of Baltimore Professor Nienke Grossman (ICTIG co-chair) will moderate. The panel will be followed by a brief reception.
This panel will also be streamed live at http://www.asil.org/live. If you plan on attending in person, please help us to plan accordingly by registering at http://www.asil.org/event/best-practices-selection-international-judges.
I hope to see you there!
University of Baltimore's Center on Applied Feminism — Call for Papers on "Applied Feminism and Work"
The University of Baltimore School of Law's Center on Applied Feminism seeks submissions for its Eighth Annual Feminist Legal Theory Conference. This year's theme is "Applied Feminism and Work." The conference will be held on March 5 and 6, 2015. For more information about the conference, please visit law.ubalt.edu/caf.
As the nation emerges from the recession, work and economic security are front and center in our national policy debates. Women earn less than men, and the new economic landscape impacts men and women differently. At the same time, women are questioning whether to Lean In or Lean Out, and what it means to "have it all." The conference will build on these discussions. As always, the Center's conference will serve as a forum for scholars, practitioners and activists to share ideas about applied feminism, focusing on the intersection of theory and practice to effectuate social change. The conference seeks papers that discuss this year's theme through the lens of an intersectional approach to feminist legal theory, addressing not only the premise of seeking justice for all people on behalf of their gender but also the interlinked systems of oppression based on race, sexual orientation, gender identity, class, immigration status, disability, and geographical and historical context.
Papers might explore the following questions: What impact has feminist legal theory had on the workplace? How does work impact gender and vice versa? How might feminist legal theory respond to issues such as stalled immigration reform, economic inequality, pregnancy accommodation, the low-wage workforce, women's access to economic opportunities, family-friendly work environments, paid sick and family leave, decline in unionization, and low minimum wage rates? What sort of support should society and law provide to ensure equal employment opportunities that provide for security for all? How do law and feminist legal theory conceptualize the role of the state and the private sector in relation to work? Are there rights to employment and what are their foundations? How will the recent Supreme Court Burwell v. Hobby Lobby and Harris v. Quinn decisions impact economic opportunities for women? How will the new EEOC guidance on pregnancy accommodation and the Young v. UPS upcoming Supreme Court decision affect rights of female workers?
The conference will provide an opportunity for participants and audience members to exchange ideas about the current state of feminist legal theories. We hope to deepen our understandings of how feminist legal theory relates to work and to move new insights into practice. In addition, the conference is designed to provide presenters with the opportunity to gain feedback on their papers.
The conference will begin the afternoon of Thursday, March 5, 2015, with a workshop. This workshop will continue the annual tradition of involving all attendees as participants in an interactive discussion and reflection. On Friday, March 6, 2015, the conference will continue with a day of presentations regarding current scholarship and/or legal work that explores the application of feminist legal theory to issues involving health. The conference will be open to the public and will feature a keynote speaker. Past keynote speakers have included Nobel Laureate Toni Morrison, Dr. Maya Angelou, Gloria Steinem, Pulitzer Prize winning journalist Sheryl WuDunn, Senators Barbara Mikulski and Amy Klobuchar, and NOW President Terry O'Neill.
To submit a paper proposal, please submit an abstract by Friday, 5 p.m. on October 31, 2014, to firstname.lastname@example.com. It is essential that your abstract contain your full contact information, including an email, phone number, and mailing address where you can be reached. In the "Re" line, please state: CAF Conference 2015. Abstracts should be no longer than one page. Presenters of selected papers will be notified in mid-November. The conference organizers anticipate being able to have twelve paper presenters during the conference on Friday, March 6, 2015. About half the presenter slots will be reserved for authors who commit to publishing in the symposium volume of the University of Baltimore Law Review. Thus, please indicate at the bottom of your abstract whether you are submitting (1) solely to present or (2) to present and publish in the symposium volume. Authors who are interested in publishing in the Law Review will be strongly considered for publication. Regardless of whether or not you are publishing in the symposium volume, all working drafts of symposium-length or article-length papers will be due no later than February 13, 2015. Abstracts will be posted on the Center on Applied Feminism's conference website to be shared with other participants and attendees. Presenters are responsible for their own travel costs; the conference will provide a discounted hotel rate, as well as meals.
If you have further questions, please contact Prof. Margaret Johnson at firstname.lastname@example.com.


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Children and adults will often take the remainder of the time to play on a playground nearby. This time is essential for children to practice their gross motor skills and for parents to socialize and share stories with each other.
Sat on a speckled log, {use your arm as a log}
Eating the most delicious bugs, {mime eating}
Yum, yum. {rub tummy}
One jumped into the pool, {show jumping with one arm}
Where it was nice and cool, {mime swimming with both arms}
Then there were four green speckled frogs. {show four with your fingers}
Eating the most delicious bugs,
Yum, yum.
He jumped into the pool,
Where it was nice and cool,
Then there were no little speckled frogs.
Bloop bloop went the little green frog,
Bloop bloop went the little green frog one day,
And they all went bloop bloop blop.
We all know frogs go,
We all know frogs go,
They don't go bloop bloop blop.


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Winter can be painful for people with dry skin.
I never suffered like many...but my hands used to crack at the knuckles. That was painful!
I used to use this camphor cream on my hands. It worked...but it smelled terrible!
After we got married, I quit using it. Meiling would rub lotion onto my hands at night. That has always been such a sweet, loving gesture.
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As she was rubbing the lotion on my hands...she reminded me how she used to have to do this every night during the winters.
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But over the course of a month or two...my skin greatly improved! And my hands no longer split at the knuckles.
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92.6% of customers responded saying "yes"!
So maybe this past winter, your skin got really dry.
And maybe your tired of having to put on lotion before your bath, before you go to bed, after you wake up, after every time you wash your hands, and on and on and on!
Maybe it's time to test for yourself if changing your soap could improve your skin.
Remember, 92.6% of our customers said their skin improved.
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We offer a 100% "Better-than-money-back guarantee". What does that mean? that means that if for any reason, you don't like the soap, just email us at firstname.lastname@example.com and we will refund 100% of your money.
Why is that "better-than-money-back"? Because you still get to keep the soap!
So go ahead and give Meiling Skincare's Natural Skin Care Soap a try.


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January Orientation 2020
Six Steps to a Successful Transition
Step 1: Register for Orientation!
The New Student Orientation program on Friday, January 10th is a one day orientation, beginning at approximately 10:00 a.m. and ending at approximately 4:30 p.m. Register here!
Resident Students should arrive on January 10th between 8:30 am–10:00 am to check-in at the Office of Residence Life located on the 2nd floor of the St. Germain Campus Center. Students should arrive at the Center for Sciences and Pharmacy for check-in between 10:00 a.m.–10:30 a.m. for the official orientation program on January 10th.
The Orientation Program will include sessions from various offices such as health services, career development center, academic success center, public safety, office of first year students, and residence life to provide a snapshot of the services we offer to assist you on your transition.
You will also have the opportunity to meet with the Academic Deans of your college as well as have an appointment to go over course registration with a member of the academic success team to ensure you are all set for classes on Monday.
Step 2: Placement Assessments
All first year students are required to complete both an English assessment and a math assessment to allow for appropriate English and math placement. Depending on transfer credits, transfer students may still need to take one or both of these assessments. You must have two English courses and two math courses that are being applied to your degree at Western New England University for you to be exempt from either of these assessments respectively. If you are unsure if you fall under this exception, please contact the Office of First Year Students & Students in Transition at 413-782-1312 to determine if you must complete either of the assessment exams.
Once you have logged into the student portal (Connect2U), look for quick links to both the English and Math exams (located on the left portion of the page under "Navigate Campus"). Click on the appropriate links and proceed when you are prepared to take the exam but avoid the temptation to open an exam just to see what it looks like. If you do, the link on Connect2U will disappear. Please allow yourself adequate time to complete each exam. Both do not need to be completed at the same time or even on the same day. However, once you begin, you need to finish that exam. You cannot stop and resume later as the system will log you out. Both the Math and English exam take about 75 minutes.
Step 3: Register for Spring 2020 Courses
We are aware that your course schedule is of the utmost importance to you. Therefore, as soon as your placement tests, we will initiate the course registration process. Please be advised placement exams take 24 hours to be reviewed so be sure to complete these assessments in a timely manner. During this process, you will have an opportunity to have a discussion about transfer credits, graduation requirements, scheduling concerns, and more.
We make every effort to ensure the best combination of courses for each individual, paying particular attention to your personal interests.
Please Note: Course registration will be confirmed at New Student Orientation on Friday, January 10th. Every student will have a registration and advising appointment at Orientation to confirm their courses before the first day of classes.
Step 4: Health Record Form
The completed form should arrive no later than January 3, 2020. Only completed forms are accepted, all others will be returned to students and considered as not submitted. Students who have not provided forms will be prohibited access to Kodiak, the online classroom module where syllabi, class assignments, and other pertinent academic information can be accessed. Those failing to submit completed health forms by February 15 will be administratively withdrawn from the University without financial recourse. Health forms are only required by the University Health Service Office once, even if a student changes major or program of study. Please visit Health Services for more information.
Step 5: Housing Application and Questionnaire
New resident students must Complete the Spring 2020 Housing Application through The Housing Director (THD), our online housing system. Once you complete the online application, you will receive an email from THD confirming that your application is complete. Students who complete Spring Housing applications will receive an email from the Office of Residence Life between January 3rd and January 7th with specific information about their housing assignment and roommate information. This is the URL for THD self-service - https://wne.datacenter.adirondacksolutions.com/wne_thdss_prod - and you can login using the same username and password that you use for your WNE email. If you have any trouble accessing THD, you can contact Residence Life at firstname.lastname@example.com
Step 6: Parking Permits
The parking fee is $110 for commuting students and $200 for resident students per year. Student Parking Permit Applications are available online through the student's Connect2U page. Log in to your Connect2U account click Campus Services, then Public Safety then, Parking Permit Fill out the secure online parking permit application and submit the form. Your permit will be available to pick up immediately at the Department of Public Safety. Please bring your Student Identification Card and Driver's License to obtain your permit. Please note: If your car has license plates from outside of Massachusetts, you must also file four copies of the State Non-Resident Student Information Form. (Fill out this form in addition to the Student Parking Application above.
Print four copies and bring them to the Department of Public Safety to obtain your parking permit.


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WILBURTON, OK (Dec. 7, 2016) – The 73rd Annual Southeastern Oklahoma Junior Livestock Show is set for Jan. 19-21, 2017 at Eastern Oklahoma State College in Wilburton. The show is jointly sponsored by the Wilburton Lions Club and the Eastern Agriculture Division.
The swine show will take place Thursday, Jan. 19, followed by the sheep and goat show on Friday, Jan. 20. The event will conclude on Saturday, Jan. 21 with the heifer and steer show.
In addition to the usual payout for class winners and breed champions, the grand champions for each show will be guaranteed a minimum of $240 plus $2 per head entered. The reserve grand champions will be guaranteed a minimum of $160 plus $1 per head entered. The bronze champions will also be guaranteed a minimum of $80.
The exhibitors of the grand champions will be awarded a $1,000 scholarship and exhibitors of the reserve grand champions will be awarded $500 scholarship to attend Eastern as agriculture majors.
All exhibitors must be in primary or secondary students (K-12) of a school located in the following counties: Atoka, Bryan, Choctaw, Coal, Haskell, Hughes, Johnston, Latimer, LeFlore, Marshall, McCurtain, Seminole, Pittsburg, Pontotoc or Pushmataha.
There is a $25 per-head entry fee for all animals. All entries must be postmarked by Jan. 12, 2017. Late entries will be charged an additional $5. Visit eosc.edu/sedistrictshow for more information or to download a registration form.


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Phone: 208-855-4130
Degrees and Certifications:
BA Elementary Education MA Curriculum & Instruction
Ms. Srholec
I am excited to be teaching Second Grade at Pepper Ridge Elementary. I have a degree in Elementary Education and a Masters Degree in Curriculum and Instruction. My experience is focused in early elementary education with over 24 years teaching grades 1, 2 and 3. In addition I have taught multi-age and looped several times. I find teaching both a passion and a calling.
Pepper Ridge Elementary
Second Grade Teacher


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(616) 307.3974
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©2016 Cartoon Resource.


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As the Baakens River slowly flows down towards the Bay it passes through Dodd's Farm in Walmer where it widens into a pool with some cliffs behind and lots of vegetation around it. A beautiful spot which could easily have been in a wilderness area somewhere but in reality right in the heart of Port Elizabeth. This is also roughly the halfway mark of the Lower Guinea Fowl Trail.
Tuesday, October 11, 2011
The Baakens River at Dodd's Farm
4 comments:
I could hang out here for a while if it's not buggy. ;)ReplyDelete
Once upon a time I used to walk there...ReplyDelete
Looks like a movie set.ReplyDelete
Firefly - Comments? If I have a comment from someone new, or not on my reading list, I go visit and leave a comment. You often earn a comment, just because my stats show me a visitor Came From Firefly. And then, to get comments, leave comments. Lots, especially if there are not many on that blog!! BTW I copy and paste this, so it works for both you and me.ReplyDelete
Mine is the fourth ;~)
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Lucan Eschatology
Judaism viewed the Lord as the judge of the inner hearts. The Lord is a righteous judge who will judge all the peoples of the earth and
The Prophet Ezekiel changed the basis of punishment for sin from collective to individual. The sentence sermon of Jeremiah that, "I the Lord test the mind and search the heart, to give to all according to their ways, according to the fruit of their doings" is now seen as the beginning of a change in thinking. Ezekiel sets forth the fundamental principle in these words: "According to their way I will do to them, and according to their own judgments I will judge them; and they shall know that I am the LORD." The importance of individual responsibility is reaffirmed in the 33rd chapter of Ezekiel. The Lord judges not only peoples and nations but individuals, each according to his or her character. He judges both the righteous and the wicked, condemning the unfaithful and rewarding the poor and the humble.
Luke definitely has utilized the Book of Ezekiel. As noted in Band of strong men, there are at least three possible allusions in the Gospel of Luke to the 8th chapter of Ezekiel: the Parable of the unjust judge; "Daughters of
Ezekiel 34 reminds us that the term "shepherd" is intended as another image for king in the ancient Near East. The shepherd image for David derives from a common metaphor for rulers in the ancient Near East. It suggested the care, concern, and protection that a shepherd was to provide his flock of people. When the kings of
The words of Ezekiel were also spoken against
More importantly Bock and those who interpret the Lucan version of the Parable to include the Jewish people in the condemnation ignore not only the explicit language that the chief priests knew that the parable had been told "against them" but more importantly "they feared the people." However the Matthean version of the parable supports such an interpretation since Matthew has included "Therefore I tell you, the
This Lucan interpretation, that the Wicked Tenants does not include the people, is strengthened by the unique point about judgment made by Luke in 20:18 which is consistent with Luke's views of individual responsibility. "Everyone who falls on that stone will be broken to pieces; and it will crush anyone on whom it falls." Luke has based this verse on the "stone of stumbling" passage of Isa. 8:14 as a comment on the Parable of the Wicked Tenants. Combining two separate "stone" passages to provide a new understanding of the Song of the Vineyard is the type of midrash one would expect of a first century Jewish teacher.
The stone of stumbling passage is also quoted by Paul who has combined it with the stone passage of Isa. 28:16 which concludes with a positive note: "and whoever believes in him will not be put to shame." Thus Paul re-affirms that the decision to believe is an individual one as are the consequences.
The Lucan Parable of the Wicked Tenants is not directed against the people. It is, like the original Song of the Vineyard, directed against those who have accumulated excessive wealth at the expense of the peasants. These individuals are identified by Luke as the chief priests and scribes, the religious aristocracy of the
Luke has several sayings that support the interpretation of individual eschatology based upon the teaching of the Prophet Ezekiel. "For the measure you give will be the measure you get back." This saying may be Luke's interpretation of Ezekiel's fundamental principle. "And why do you not judge for yourselves what is right? As you go with your accuser before the magistrate, make an effort to settle with him on the way, lest he drag you to the judge, and the judge hand you over to the officer, and the officer put you in prison. I tell you, you will never get out till you have paid the very last copper." The third saying is perhaps the strongest example. "Today you will be with me in
The apocalyptic Jewish thought of the second century B.C.E. to the first century C.E. is a product of great historical turmoil of this period. Our most important text for the question of judgment is the Book of Daniel (Dan 7-12). All the apocalyptic writers were in agreement that at the resurrection both the just and the unjust would be judged. Apocalyptic thought flourished because it was a message of hope for the poor and the oppressed.
Matthew and Mark writing later than Luke introduced a number of passages consistent with the rising tensions of apocalyticism. The image of a people, harassed and helpless without a shepherd, present in Matthew 9:36; 25:32; 26:31; Mark 6:34 and 14:27 is absent from Luke. Consistent with this theme, both Matthew and Mark include "I will strike the shepherd, and the sheep will be scattered." Matthew and Mark also added the verse "False messiahs and false prophets will arise and show signs and wonders, to lead astray, if possible, the elect." Joel Marcus uses this verse as one argument for dating the publication of the Gospel of Mark near the end of the Jewish War. The emergence of false prophets appear to reflect the circumstances from the mid-fifties CE to the end of the Jewish War as described by Josephus. Matthew and Mark have heightened imminent eschatology.
For Luke, the Shepherd is always present. On the third day, the
Luke shows a special interest in the fate of the individual even as he provides us with the traditional passages about individual and collective eschatology. This is evidence of a theology influenced by the Prophet Ezekiel that is in transition.
Since this is a work in progress, I will return to this subject.
Copyrighted 2007


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Compassionate, respectful psychotherapy provides effective tools and strategies for recovery when life and relationships become emotionally painful. Personal distress due to depression, marital or family discord, anxiety, sexual addiction, substance abuse, eating disorders, or other concerns, warrant effective therapy which addresses underlying issues contributing to these symptoms.
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Reference Photo by Iva Villi
Great Grey Owl and Moth
14" x 20"
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Best In Show at the 2010 OVAL Kentucky National Wildlife Art Exhibition (Henderson, KY)
Honorable Mention Award at the 2008 LSU Vet School "Animals in Art" juried exhibit (Baton Rouge, LA)
Framed Original available - $2800
Or Purchase a Giclee Print
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All photos and content on these pages copyright Cathy Sheeter and Aphelion.
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Alternative paths
Admission Tips & SecretsGuest Author383
Finding and Maintaining Balance
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This case study consists of a short reading from Klingner, Nalbandian, and Lorens (2010) Public Personnel Management) and the case facts, ?in Hindsight, We Could See It Coming? (pp. 297-298) that accompany the reading. Students are expected to read the material in Klingner et al., and Berman, et al., chapter 8 Family Friendly Policies in preparation for analyzing the actual case facts. Students are to respond to the 4 questions at the end of the case facts. Be sure to elaborate your responses to the four questions by providing access to your thinking about the conclusions for each of the four questions, including references to scholarly journals..Scoring Rubric:The following rubric applies to scoring the calculation of the violence in the workplace case analysis that is due April2 2015 to Turnitin. The maximum number of points for a case analysis or calculation assignment is 10 points. A score of 9 to 10 points is equivalent to the letter grade of A, with 9 points equivalent to an A-. The letter grade of B is distributed as follows: B+ (8.7 or higher), B (8.3 to 8.6), and B- (8.0 to 8.2). The rationale for the letter grade of B also applies to the letter grade of C.? 10 points ? Exceptional quality in terms of composition, syntax, format and substance. Substance is defined as crafting arguments and claims that are supported with relevant references from scholarly journals and other references. Follows American Psychological Association (APA) conventions for in-text citations and references. A minimum of 3 to 5 recent references (recency of 3 to 5 years) from scholarly journals and other academic sources (not including references to class texts). Each question is thoroughly investigated and explored.? 9 points ? Same as above, except that there may be 1 to 2 minor errors in APA conventions, 1 to 2 questions require additional elaboration, not less than 1 to 2 recent scholarly up to five years old) that support written responses to questions, not including class texts.? 8 points ? Same as above, except that there may be a combination of 3 or more minor and/or serious errors in APA conventions, more than 2 questions requiring additional elaboration, at least 1 scholarly references, not including class texts.? 7 or points ? Student not writing at expected level for graduate students in the Askew School, most questions require additional elaboration or have serious errors in composition, syntax, grammar; additional references from scholarly sources not included, and statistical calculation incorrect with serious calculation errors.Additional recommended reading:? Workplace Violence, U.S. Department of Labor, OSHA:https://www.osha.gov/SLTC/workplaceviolence/? Workplace Homicides from Shootings, Bureau of Labor Statistics: http://www.bls.gov/iif/oshwc/cfoi/osar0016.htm? Centers for Disease Control and Prevention, Occupational Violence: http://www.cdc.gov/niosh/topics/violence/? Harrell, E. (2013). Workplace violence against government employees, 1994-2011. Bureau of Justice Statistics. Retrieved October 31, 2015 from http://www.bjs.gov/index.cfm?ty=pbdetail&iid=4615Workplace Violence (from Klingner, D. E., Nalbandian, J., and LorensJ. (2010). Public Personnel Management. N.Y: Longman/Pearson, pp. 297-298.According to the Bureau of Justice Statistics, workplace assaults injure an estimated 1.7 millionworkers each year; in addition , violent workplace incidents account for 18 percent of allviolent crime in the United States Liberty Mutual, in its annual Workplace Safety Index,cites ?assaults and violent acts? as the tenth leading cause of nonfatal occupational injury in 2002, representing about 1 percent of all workplace injuries and a cost of $400 million. During the thirteen-year period from 1992 to 2004, an average of 807 workplace homicides occurred annually in the United States, according to the Bureau of Labor Statistics (BLS) Census of FatalOccupational Injuries (CFOI). The number of workplace homicides ranged from a high of 1,080 in 1994 to a low of 551 in 2004, the lowest number since CFOI began m 1992.Ours is a violent society, and it is not surprising that this violence carries over to the workplace. In recent years, organizational scholars have increasingly focused on various forms of bad behavior in the workplace, including deviance, aggression, antisocial behavior, and violence. OSHA and the Department of Justice classify victims of workplace violence as follows:? Stranger violence: Victims have no business relationship with the perpetrators. Thisincludes cab drivers, sales clerks, gas station attendants, and police. The main motiveis robbery. About 80 percent of workplace homicides are of this type.? Client violence: A current or former client, customer, or patient attacks victims.Common settings are hospitals, psychiatric facilities, mental health clinics, drugabuse centers, long-term care facilities, prisons, and schools.? Employee violence: Victims are current or former employers, spouses, or significantothers of the perpetrators.Workplace Violence and Public EmployeesPublic employees are at particular risk from client violence. They must serve all segmentsof the population, including many who are mentally ill, have convictions for violent crimes, or are under the influence of drugs or alcohol. Further, they must enforce laws, rules, and policies that are unpopular. Potentially violent ?customers? are not inclined to distinguish between levels of government or types of agencies. They can resent local government officials simply because they dislike the national government?s policies.A 1997 Department of Justice survey indicated that although public employees made up only 16 percent of the US, workforce, 37 percent of the victims of workplace violence work in local state and federal government. Women are likely to be victims of employee violence. Workplace homicide was the greatest cause of death among female workers from 1980 to 1985. A National Institutes of Occupational Safety and Health (NIOSH) report found that homicides accounted for 12 percent of workplace deaths among men and 42 percent among women. Some workplace violence is attributed to domestic violence: husbands and boyfriends commit 13,000 acts of violence against women in the workplace every year. Abusive husbands and lovers harass 74 percent of employed battered women at work?either in person or over the telephone?causing 56 percent of them to be late at least five times a month, 28 percent to leave early at least five days a month, and 54 percent to miss at least three full days of work annually in lost productivity, increased health-care costs, absenteeism, and workplace violence.Beyond these costs, workplace violence has a less measurable impact on employee stress and organizational climate. Organizations that are already working to establish principles of objectivity and fairness as part of alternative dispute resolution procedures under a workforce diversity program will find these efforts undermined by workplace violence or the threat of it.Employers? Legal Liability for Employee ViolenceEmployers may be reluctant to confront workplace violence because they fear that if they know that an employee is being abused and do nothing, they will be sued. Nevertheless, this may happen in any event. Under the traditional doctrine of respondent superior, an employer is ?vicariously? liable for the violent actions of its employees as long as (1) the employee is acting within the scope of his employment, (2) the employer authorized the employee?s action, or (3) the employer ratified the employee?s actions subsequent to the occurrence. Courts have also held employers liable to victims under the theory of negligent hiring, retention, and referral. Under these theories, courts have established that there is a duty that the employer owes its employees, customers, suppliers, and other individuals who meet its employees. An employer can be liable for acts of violence committed by current or former employees: for (1) negligent hiring if it failed to verify references or employment gaps which could indicate the applicant had spent time in prison; (2) negligent retention if it is aware that an employee has dangerous or violent tendencies but takes no action to reclassify or discharge the employee; or (3) negligentreferral for terminating an employee for violent behavior and then failing to disclose the violent behavior to prospective employers during reference checks, or providing a positive letter of recommendation to the employee. To establish employer liability, a victim generally must show that the employer breached the duty it owed to the victim and the employer?s breach of that duty ?caused? the victims injury. The principal means of limiting or expanding employer liability for negligent hiring and retention claims is the requirement of ?reasonable foreseeability.? The stronger the connection between the information known or available to the employer and the harm ultimately suffered, the greater the likelihood that the employer will be found liable for negligence.Employers who attempt to screen job applicants for violent tendencies run the risk of violating applicants? civil tights. For example, Title V I I of the 1964 Civil Rights Act prohibits employers from refusing employment or discharging employees based on (1) an arrest record (since an arrest is not a conviction); or (2) a criminal conviction unless the prospective employer can establish that the conviction would indicate that the applicant poses ?a substantial and foreseeable threat to the safety of individuals or property.? Liability issues are not limited to the hiring process. Employers who attempt to discharge an employee for violent outbursts, threatening staff, or demonstrating odd and erratic behavior can also be sued under the ADA. Under this law, employees who exhibit these behaviors may have a legally protected disability, for which the employer must make a reasonable accommodation prior to considering termination However, given the human, legal and financial risks of workplace violence, there is widespread agreement that employers should institute a zero-tolerance policy for direct physical assault or the threat of assault,Employer Responses to Workplace ViolenceIn 2005, the BLS and NIOSH conducted a comprehensive survey about workplace violencepolicies, covering 7.4 million employers with 128 million employees. Survey results indicated that 5 percent of all employers had had an incident of workplace violence in the past year. The rate for state and local government agencies was three times this average. Although about a third of the employers reported that the incident had a negative effect on their workplace, 9 percent still had no policy on workplace violence.What precautions can employers take to protect themselves and their employees from workplace violence? First, employers should examine hiring policies and procedures to be sure that information about gaps i n employment, disciplinary action from former employers, use of illegal drugs, and previous criminal convictions are available to those making a hiring decision. References should be checked with at least two prior employers and document everything that is said about the prospective employee in the event they were not disclosing all the relevant facts. A criminal background check may be worthwhile depending on the position.Second, profiling is not an effective risk management technique. The characteristic profile of the violence prone employee is a middle aged white male with seniority of five to fifteen years who owns or collects guns and has few social ties. Because many nonviolent employees also fit this profile, employers should work to create an employee culture that makes violence unthinkable. They should take verbal and physical violence seriously and establish a ?zero tolerance? policy that sets consequences for perpetrators. An employer who moves immediately to stop dangerous behavior at the first instance cannot be blamed for allowing it to continue past the point at which when a reasonable person might conclude that the violence-prone employee was placing coworkers or clients at risk. Furthermore, it is usually easier to discipline or separate an employee for misconduct than it is for poor performance. All incidents of workplace violence should be reported to the police for investigation and possible criminal prosecution.Managers should be aware of the link between workplace violence and deteriorating organizational culture. If people communicate freely with each other and with management, threats will be reported more readily and agency values will be transmitted more clearly. Supervisors should be trained i n how to handle verbal violence. The best form of prevention is to remain calm and decide on the best course of action, listening carefully and being interested in what the angry person is saying. The objective is to let the angry person calm down and lead him or her to focus more on facts rather than on opinions or personality dynamics.Case Facts: ?In Hindsight We Could See It Coming?In the predawn hours on February 9, 1996, a disgruntled former park and recreation departmentemployee, Clifton McCree, burst into the maintenance trailer where six of his former coworkers were starting their day?s work. In five minutes, six people were dead of gunshot wounds: Clifton McCree had killed five of the six coworkers, and then had turned the gun upon himself; one coworker escaped to tell the story of horror and death.After eighteen years of employment, Clifton McCree had been discharged from the City of Ft. Lauderdale in October of 1994 after failing a drug test. After this, he had been unable to find steady work, and he had grown increasingly depressed and angry over what he saw as racial discrimination and retaliation by white employees and supervisors. Mr. McCree had a history of workplace confrontations with coworkers. In the past, other employees had complained about his occasional threats to kill them. His supervisors had counseled him informally about the need to control his temper. Although he frequently went into rages, and coworkers were afraid of him, his supervisors and other employees had avoided formal complaints and tried to handle the problem initially because they did not want him to lose his job. Despite his temper, he continued to receive satisfactory performance evaluations for nine years, and there was no formal record of his problems. Finally, in 1993, after a screaming match with a white coworker, McCree?s supervisor counseled him informally.Personnel Policies and ProceduresIronically, the problem came to head just days after the City issued a new policy on workplace violence in 1994. This policy grew out of another tragedy ? the murder of two lawyers in a downtown office building earlier that year. The City?s policy was designed to raise awareness of what a potentially violent worker might do, and it set up a procedure for handling such incidents.Immediately after the policy was issued, the supervisor came to the park and recreation department director, who had just come on the job a few weeks before, and told her about Clifton McCree. Within days, she had interviewed other workers and prepared a chilling memo detailing McCree?s threats and racial slurs against his coworkers. The memo indicated that McCree exhibited at least five of the warning signs of potential trouble, including threats, paranoid behavior, and a fascination w i t h workplace violence. City officials acted quickly, ordering a psychiatric evaluation and a drug test within days. By the end of the month, McCree had been suspended without pay; he flunked the drug test and his firing was in the works. Until the day of the murders, eighteen months to the day after his discharge, he never returned to his workplace.The Postmortem: Should the City Have Done Anything Differently?In hindsight, it is difficult to find fault with anyone?s actions. Most coworkers and supervisors would initially attempt to counsel a troubled employee informally because they were his friends and they knew he needed the job. With no formal counseling taking place, there would be no written record of previous performance incidents upon which to base a negative performance evaluation. When formal counseling finally occurred in 1993, it was only because coworkers had exerted pressure on management to do something. The City developed a clear and responsible policy on workplace violence in 1994. This policy led to a strong and immediate response by the park and recreation department, and it was the department director?s memo that led the City to take action. Appropriately, Clifton McCree was removed from work pending psychiatric evaluation and drug testing. He tested positive and was discharged. Yet six people died. In addition to the human tragedy, the City will undoubtedly face civil charges from the victims? families, alleging that the City knew that Clifton McCree was violent but did not take adequate precautions to protect coworkers against violenceQuestions1. In hindsight, what do you think the city could have done differently (if anything)? Explain and elaborate your thinking.2. Under the standard of ?reasonable foreseeability? and EEOC laws, do you think the city can be held liable for failure to take more timely action against Clifton McCree? Identify and discuss at least three theories of liability? Elaborate your explanation.3. Did the cities prompt and responsible action to discharge under its new work place policy in fact increases the chance of workplace violence?4. Identify and explain three family friendly policies or programs, such as those discussed in the Berman chapter class text or other scholarly sources that serve to reduce or prevent violence in the workplace. Elaborate your explanation for each of the three policies or programs.Category: Essay Writing
Case Study :?In Hindsight, We Could See It Coming?
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Rapper Tone Loc Has Seizure At Comedy Club
The rapper was attending a charity event to benefit "My Friend's House," an organization that helps homeless.
Suddenly, he began to "flail around in his seat," according to sources with TMZ.
The rapper reportedly struggled to breath and was sweating profusely.
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An ambulance was called, but the 46-year-old rapper recovered and didn't need the paramedics.
Loc left the venue immediately and was home resting at press time.
In the past, the rapper has told authorities that he suffers from seizures. A rep for the rapper says he did not have a seizure at the Laugh Factory and that some food made him ill.


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Nell Zink, born 1964 in California, grew up in rural Virginia. She studied Philosophy at the College of William and Mary and earned her doctorate in media studies at the Tübingen University later in life. Her novel, "Mislaid", was long-listed for the National Book Award. "The Wallcreeper", Zink's debut novel was named one of 100 notable books of 2014 by The New York Times. "Nicotine" is her third novel. She lives in Bad Belzig, south of Berlin.
The Wallcreeper. Novel. Dorothy, a publishing project, 2014.
Mislaid. Novel. Ecco, 2015.
Nicotine. Novel. Ecco, 2016.
Private Novelist. Novel. Ecco, 2016.


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Saudi Aramco extends termination date for Hercules Offshore rig
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Food Safety Test
Licensing Test
H & S Test
Food Hygiene - Kitchen Design and Build
The design and build of your kitchen can assist in the level of hygiene you can achieve.
A well designed kitchen should provide as much space as possible and separating the clean and dirty operations. Clean, airy storage spaces should also be available.
Work surfaces
As they are generally in constant use they should be durable and easily cleaned, ideally stainless steel with hollow legs so that they can be moved easily (for cleaning).
A kitchen floor should be durable, easy to clean, non-absorbent and non- slip, it should also be resistant to acids, fats and grease.
The kitchen floor should be well maintained and kept free from cracks and crevices and covered at the angle at the wall. This will stop food and debris from collecting in those areas that can be difficult to clean.
Walls should also be kept well maintained, kept free from cracks and be painted in a light colour so that they are easy to keep clean. Tiled areas are suitable where water is going to be in frequent use i.e. around sinks
Ceilings should be smooth, light in colour and covered where they meet the walls.
Lighting and ventilation
Lighting and ventilation are very important in the food preparation/kitchen area and it is important that an effective ventilation system is in place to remove heat, steam, cooking odours and condensation. A kitchen can be lit from either natural or artificial light as long as it is sufficient and appropriate; it is difficult to keep a kitchen clean if you can't see what you're doing!
Waste and other refuse should be disposed of in an efficient and hygienic manner to prevent the risk of pests and bacteria spreading. Bins should be placed safely away from food and have lids, all waste should be taken out throughout the shift and kept in an appropriate place until collection.
Sinks and Restroom facilities
Separate sinks should be provided for the washing of food and also the washing of hands, it may also be necessary to have a separate sink for the washing of dishes. Sinks should provide hot and cold water.
Restroom facilities should not lead directly onto the food preparation area and hand washing facilities should be provided and appropriate ventilation should be in place.
NoteUsing wood in a commercial kitchen should be avoided wherever possible; this is
Finished? Try some sample test questions here. (Answers can be found in the download section)
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