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High School Graduation
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the dyrt
I love this spot specifically because it is a great place to climb. It's conveniently close to skull rock and discovery trail. Although my favorite part of this campground is how clearly you can see the stars.
This campground has many amenities. From full bathrooms scattered through the campsites to a lively and engaging stage with lots of activities for kids. My brother loved coming here and walking the hiking trails along the site as well. We love the short walk to the beach. It felt like a little retreat.


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Seasonal Recipe
Noisettes of Roe Deer, Caramelised Pear & Cranberry, Hasselback Potatoes
An alternative Christmas dinner – Roe deer venison with fruits of the season and a rich game reduction.
Ingredients for 6
- 800g loin of Roe deer (cut into 12 noisettes)
- 2 pears (quartered, fanned, sugared and baked)
- 100g frozen cranberries (caramelised with 1 tbsp sugar)
- The game jus:
- 1 glass red wine
- A little port if you have it
- 2 tbsp redcurrant jelly
- 1 tbsp English mustard powder
- Ground black pepper and a pinch of mixed spice
First prepare your sauce, by mixing all our suggested ingredients in a pan and allowing to simmer for at least half an hour. Cook the venison medallion on a hot ribbed griddle pan then finish it in the oven. Serve with pear and cranberry on each portion, your game reduction and some oven baked hasselback potatoes.


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[S2] June Birth Register, Philadelphia, Pennsylvania, pg 143, 1875, physician:John Graham, 326 S. 15th St, ward 26.
[S3] Taken from "AWalloon Family in America" Vol 1 by Mrs. Robt. W. de Forest
[S4] PA Death Records 1899 #18689
[S5] LDS Extraction #1
[S6] 1851 Census: Oyster Bay, Long Island, NY
[S7] Earle Family History by Rev. Isaac Newton Earle �1923
[S8] LDS International Genealogical Index
[S9] Section K; Row 7; Lot 41
[S10] Section N; Range 6; Lot 9; Owner: Joseph McAleer
[S11] Wuertemburg Emigration Index Vol 1, pg 84 #835925
[S12] Taken from "An Index to the Long Islander 1865-1881, Marriages-Deaths" by Robert L. Simpson 1976 Huntington American Revolution Bicentennial Committee UNY 8239 L848v.2 also Vol 1 1839-1866, by Marion F. Stevens. Town Hall, Main Street, Huntington, Long Island, NY 516-421-1000
[S13] Marmaduke Earle Marriage Records of Oyster Bay 1793-1855 (1926) (NYC Public Library)
[S14] Records of the First Church of Huntington, Long Island, New York orig MS(post 1779, find!)
[S15] " A Ferris family Tree" by James G. Ferris 1995 Edition James G. Ferris 271 Dug Hill Road Brownsboro, AL 35741 205-533-3837 Fax 205-539-7817 email: firstname.lastname@example.com
[S16] Philadelphia City Archives Birth Records 1860-1915
[S17] Philadelphia City Hall Marriage Records 1885-Present
[S18] PA Dept of health Death Records
[S19] Philadelphia City Archives death records 1860 thru 1915
[S20] Social Security Death Index
[S21] email@example.com
[S22] 1901 Irish Census, County Donegal
[S23] NYPL Newspaper Obits 21:3
[S24] NY Post Deaths pg 80 Wed 7 July 1880 age 85 ref Ch Bergen Point
[S25] Records of Calverly, Bradford, Yorkshire, England: Births Marriages and Burials, 1600's thru 1834
[S26] Witness to the marriage were: Joseph Pinkard & George Upton
[S27] LDS Film #0990548
[S28] Performed by Samuel Redhead, vicar
[S29] First Families of America
[S30] History of the Hoyt/Haight Families by David W. Hoyt
[S31] Compendum of American Genealogies
[S32] First Settlers History of Fairfield, Conn.
[S33] Some members of this family changed their name from McGUIGAN to GOODWIN about 1893
[S34] In about 1860 the entire SCHALLEHN family changed their name to SHAYHORN


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1614 Walnut.
We acquired this old farmers exchange building in 2018 to create a mixed use development consisting of a 3,000 sq ft commercial loft space, six one-bedroom apartments.
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1614 Walnut St
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Participation through employees' councils
Since 1993, Slovenia has had legislation in place on the establishment of elected employees' councils at company level, with a range of information, consultation, co-determination and other rights. This article sets out the rules on the establishment, composition, operation and rights of employees' councils.
The 1993 Law on the Participation of Workers in Management (LPWM) regulates employee participation (notably in the form of information, consultation and co-determination), putting into effect Article 75 of the 1991 Slovene Constitution, which states that 'employees shall participate in the management of commercial organisations and institutions in a manner and under conditions provided by law'.
The LPWM provides for two channels of participation, similar to those found in many current EU Member States:
- worker representation in the supervisory and management boards of companies; and
- a representative body elected by workers - the employees' council (svet delavcev) - or a representative 'workers' trustee' in smaller companies.
This article examines only the rules governing employees' councils (and workers' trustees).
Employees' councils may conclude 'participative agreements' with employers, which are regarded as a further form of employee participation, although these are not collective agreements in the traditional sense. Within companies, trade union organisations with the authority to negotiate company-level collective agreements (SI0210102F) operate alongside employees' councils, with the result that there is a 'dual channel' system of representation. Participative agreements signed by employees' councils cannot determine the rights arising from the labour relationship, pay or those employment conditions which are regulated by an applicable collective agreement.
The term employees' council is used here instead of the more widely-used 'works council', as the latter might be construed as meaning a structure at plant level, while in Slovenia employees' councils are established at overall company level only.
Common principles
The LPWM contains detailed provisions on both 'personal' and 'capital' companies. It also covers public companies which provide 'economic public services', banks, insurance companies and non-profit public entities. Employee participation in these organisations may be regulated by special laws related to the nature of work in them, but on the basis of common principles.
The main common principles of participation concerning all workers and all organisations are as follows:
- the ways in which participation rights are to be exercised - ie the right to present an initiative and receive an answer, to be informed, to issue opinions and proposals and receive answers, to engage in co-determination, to delay implementation of an employer's decision, and to engage in joint consultation (Article 2 of the LPWM);
- the structures through which workers participate as individuals or collectively - the employees' council or workers' trustee, and workers' representatives on company supervisory or management boards (Article 3);
- the principle that participation rights should be exercised, in particular in terms of co-determination or influence on the content and organisation of work (Article 4);
- the principle that an agreement between an employees' council and an employer (the 'participative agreement') can determine rights to participation in more detail, and lay down additional rights and other types of participation on top of those determined by the legislation. Such agreements cannot determine the rights arising from the labour relationship, pay or those employment conditions which are regulated by an applicable collective agreement (Article 5); and
- the principle that the right to participation shall not encroach upon the rights and duties of trade unions and employers' organisations to protect the interests of their members, and that the employees' council must refrain from any kind of industrial action (Article 7).
Employees' councils and workers' trustees
Establishment, composition, mandate and elections
Establishment of an employees' council is not compulsory (ie it is not a duty on the employer) and is established only if the workers in the company so decide (ie it is a workers' right). Workers are entitled to elect an employees' council if the company employs more than 20 workers who have active voting rights (Article 8 of the LPWM). In a company which employs 20 or fewer workers with active voting rights, workers may instead elect a workers' trustee (Article 9).
The size of the employees' council (Article 10) varies from three members in companies with under 50 workers up to 13 members in companies with 600-1,000 workers. In companies with more than 1,000 workers, the council has two extra members for each additional 1,000 workers.
The term of office of employees' council members (who may be re-elected) is four years.
All workers who have been employed in the company uninterruptedly for at least six months have the right to elect employees' council representatives (ie they have 'active' voting rights) (Article 12). All workers with active voting rights who have been employed in the company uninterruptedly for at least 12 months have the right to be elected to the employees' council (ie they have 'passive' voting rights) (Article 13). Members of the council are directly elected in a secret ballot (Article 15).
Candidates for election to the employees' council may be nominated by workers with active voting rights. The number of workers required to nominate a candidate varies with the size of the company from at least three workers in a company with 21-50 employees, up to at least 10% of workers in a company with over 300 employees, but a proposal submitted by at least 50 workers is valid in any event. In addition, each representative trade union has the right to nominate candidates (Article 27).
In its rules of procedure, an employees' council may determine that candidates are proposed and elected separately for individual groups of workers (such as women, workers with disabilities or young workers), and for separate organisational units or parts of the production process etc.
The employer must assure free and secret elections to the employees' council (Article 52). The necessary expenses for the conduct of elections are borne by the company (Article 54).
Operation of employees' council
The employees' council elects a chair and a deputy (Article 55).
The council may set up committees to deal with: specific matters; matters important for particular groups of workers (women, workers with disabilities, young workers etc); and matters important for separate organisational units or parts of the production process, and for the parts of the company outside the headquarters which have at least 10 workers (Article 58). Such committees may recruit up to a third of its members from employees who are not employees' council members (Article 59).
The employees' council may invite to its sessions experts from inside or outside the company, management personnel, representatives of representative trade unions (SI0210102F) and representatives of employers' associations (Article 61).
The company must allow employees' council members: five hours of paid time off a month for participation at employees' council sessions (article 62), three hours of paid time off a month for consultations with workers; and 40 hours of paid time off a year for for training necessary for the efficient operation of the council. A participative agreement between management and the council may increase these amounts of time off (Article 63).
In companies with 50-300 workers, a number of employees' council members may be released from their work on a half-time basis to carry out their duties (known as half-time 'professional members'). This applies to:
- one member in a company with 50-100 workers; and
- two members in a company with 100-300 workers.
In larger companies, a number of employees' council members may be released from their work on a full-time basis to carry out their duties (known as 'professional members'). This applies to:
- one member in a company with 300-600 workers;
- two members in a company with 600-1,000 workers; and
- one extra member for each additional 600 workers.
A 'professional' member is entitled to pay either: at least at the level received before becoming an employees' council member; or equal to that received by workers in the company with an equivalent level of education, if this is more favourable. The pay of professional members is adjusted in line with the growth in pay for other workers in the company (Article 64).
The employer covers the necessary expenses for the work of the employees' council, including as a minimum:
- the premises needed for meetings, the reception of clients and the work of the professional members;
- the material means used by the council; and
- the administrative personnel needed for the work of council.
The expenses for the attendance of experts, union representatives etc attending meetings are covered by the company only if this is agreed previously and up to the agreed amount. The minimum overall employers' contribution to expenses is 50% of the average monthly pay of workers in the company per member of the employees' council (Article 65).
Employees' council members receive various forms of protection (Article 67). Thus, during council members' term of office, if they are acting in accordance with the valid laws, collective agreements and participative agreements, it is not possible for the employer, without the consent of the employees' council to:
- move them to another work position or to another employer;
- make them redundant;
- lower their pay;
- take disciplinary proceedings against them; or
- in any other way place them in a less favourable or subordinate position.
Employees' council members and the experts, social partner representatives etc attending meeting are bound to observe business secrecy with regard to company information (Article 68).
If the employer changes because of the legal transfer of a company or part of it, or because of a merger, employees' council members retain their status with the new employer. This does not apply if the conditions are met for the election of a new employees' council. A member whose term of office ends due to a change of employer enjoys the abovementioned protection for nine months after the end of the term of office, along with protection against dismissal under the Law on Labour Relations (SI0206101N) (Article 67a).
Workers' assembly
The employees' council has the right to convene a workers' assembly, which consists of all workers in the company except management personnel. Assemblies in individual organisational units or parts of the work process are possible. The workers' assembly has the right to discuss only issues falling within the competence of the employees' council or one of its committees (Article 69).
Groups of companies
Groups of companies establish an employees' council consisting of representatives of all companies concerned (Article 73). The members of this council are nominated by and from the members of the employees' councils of the individual group companies. They determine by an agreement the total number of members and the number nominated by the council of each individual company, in line with to the size of the companies and the number of members on their employees' councils (Article 74).
Participation rights
The right to participation in company management must be exercised (Article 85) in such a manner that workers are:
- directly informed and can make proposals and express opinions directly; and
- informed through a workers' trustee or an employees' council and thereby (i) make proposals and give opinions (ii) request joint consultation with the employer (iii) exercise co-determination on the issues specified by law, and (iv) request a delay in the implementation of employer's decisions until the adoption of a final decision by the competent body.
The employer and the employees' council (or its committees) meet at the request of the employer or of the council. As a rule they meet once a month (Article 86).
As well as information. consultation, co-determination etc (see below), the employees' council has the following basic competences (Article 87):
- monitoring the implementation of laws and other regulations, collective agreements and participative agreements;
- proposing measures which benefit the workers;
- receiving proposals and initiatives from workers and, if they are justified, taking them into consideration in dealings with the employer; and
- assisting the integration of work of disabled, older and other workers with special protection.
The employer is bound to enable workers as individuals to participate in management. The worker as an individual has the right to:
- make initiatives and receive responses to these initiatives, if these refer to their workplace, work or organisational unit;
- receive timely information about changes in their area of work;
- give their opinion about all questions which relate to the organisation of their workplace and work organisation; and
- demand that the employer - or an employee designated by the employer - answer questions on pay, other areas of employment relations and the relevant law.
The employer is bound to provide a response to individual employee's initiatives and to respond to questions on pay etc (see last point in the above list) within 30 days (Article 88).
The employer is bound to keep the employees' council informed, particularly concerning:
- the company's economic situation, development objectives and state of production and sales;
- the general economic situation of the sector;
- changes in company activity;
- reductions in the company's economic activity;
- changes in the organisation of production and in technology;
- the company's annual statement of accounts and annual report; and
- other issues laid down in a participative agreement.
At the request of the employees' council, the employer must allow it to see documentation related to the abovementioned matters (Article 89).
The employer must keep the employees' council informed on certain specified matters before taking a final decision (Article 90) - see below.
Joint consultation
The employer must keep the employees' council informed and request joint consultation on the status (legal situation) of the company, personnel matters and health and safety at work before taking decisions in these areas. The employer must give the council the necessary information at least 30 days before taking the decision and the joint consultation must take place at least 15 days before taking the decision (Article 91).
Joint consultation involves a duty on the employer (Article 92) to:
- inform the employees' council about planned decisions on company status, personnel questions and health and safety;
- consult the council; and
- strive to harmonise its position with that of the council.
The company status questions concerned (Article 93) are:
- changes in the legal situation;
- the sale of the company or of a major part of it;
- the closure of the company or of a major part of it; and
- major changes in ownership.
The personnel questions subject to joint consultation are:
- the need for new workers (number and profiles);
- the classification of jobs into categories related to differences in pay;
- the transfer of a large number of workers (10% or more of all company employees) outside the company;
- the transfer of a large number of workers (10% or more of all company employees) within the company;
- the adoption of measures relating to supplementary pensions, disability and health insurance;
- workforce reductions; and
- the adoption of general disciplinary rules.
The employer must submit to the employees' council for consent proposals for decisions on:
- the basis for deciding on the utilisation of annual leave and other absences from work;
- criteria for the assessment of workers' efficiency;
- criteria for rewarding innovative activity in the company;
- the use of the housing fund, holiday facilities (eg holiday homes owned by the company) and other worker welfare facilities; and
- criteria for the promotion of workers.
The employees' council must discuss and form an opinion about these proposals within eight days from their submission for approval by management. If the council does not form an opinion on a proposal within the determined time limit, it is considered that it agrees with the proposal. Where the employees' council agrees to to the employer's proposal and gives its assent to the employer in written form, this is considered as an agreement between the council and the employer (Article 95).
The employer is not allowed to adopt decisions in the areas concerned if the employees' council refuses to give its consent within eight days (Article 97).
Delaying management decisions
The employees' council has the right to delay employer's decisions and at the same time to institute dispute-resolution proceedings if:
- the employer has not informed the employees' council in advance on certain matters before adopting the final decision; or
- the employer has not informed the employees' council and requested joint consultation in advance before adopting the final decision.
In these cases, the employer is not allowed to implement the decision until the final decision is taken by the competent dispute-resolution body (Article 98).
Dispute resolution
Disputes between the employees' council and the employer are resolved by arbitration. The arbitration body is composed of an equal number of members appointed by the employees' council and by the employer, and one neutral chair whose appointment has been agreed by both parties (Article 99).
The WC and the employer may by agreement establish a permanent arbitration committee in the company (Article 100). Arbitrators are appointed from a list of arbitrators when such a permanent arbitration committee is not established (article 101). This list of arbitrators is drawn up by the minister competent for labour on the basis of proposals from the representative trade unions and employers' associations.
An arbitration decision has the same status as an agreement between the employees' council and the employer. This decision is final, though the parties can appeal against it to the competent court (Article 104).
European Works Councils
On 20 June 2002, parliament passed the Law on European Works Councils (LEWC) (SI0208103F). The LEWC primarily transposing the requirements of the EU Directive (94/45/EC) on European Works Councils into Slovene legislation. It was transposed by law (rather than agreement between the social partners), as was the case in most EU Member States (TN9807201S). The LEWC will come into force on the day that Slovenia joins the EU (due in May 2004) and can be seen as a natural extension of the LPWM, as the latter does not take into account supranational company structures.
There was some discussion about the introduction of 'dual channel' employee representation by the 1993 LPWM and the respective roles of the employees' council and the trade unions within the company. However, it is impossible to imagine that trade unions in Slovenia would abolish their organisation at company level and allow their rights to be diminished in order to avoid 'double representation'. The context is that trade unions, and especially newly established ones, fought very strongly at the beginning of the 1990s to gain representation in companies.
Some Slovenian experts argue that collective bargaining at the company level represents a conflictual mode of industrial relations and employee participation a cooperative one. Therefore, employee participation should be promoted in the company, and not collective bargaining. However International Labour Organisation (ILO) experts point out that collective bargaining is an alternative to industrial conflict and should be promoted as such. Collective bargaining is not necessary conflictual (in Slovenia the number of strikes is declining strongly - SI0211101F) although it does not rule out conflict and is tied to the strike weapon as a potential or real form of pressure, and is therefore sometimes preferred by the trade unions. Therefore some authors see bargaining as a special regime between conflict and employee participation (and, below participation, unilateral employer decisions).
It is possible that, in certain small and medium-sized companies, trade unions were slower in acting to establish employees' council, assuming that such double representation would require a lot of effort. (Stefan Skledar, Institute of Macroeconomic Analysis and Development, IMAD)


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nearby hotels
- Pinfold Guest House - 0.5 miles
- Premier Inn Huddersfield West - 1.3 miles
- Woodside - 1.4 miles
- Cedar Court Hotel Huddersfield & Halifax - 1.4 miles
- The Briar Court Hotel - 1.4 miles
- Crown House Suites - 1.5 miles
- Queens Road Villa - 1.8 miles
- Plover Cottage - 1.9 miles
- Elm Crest Guesthouse - 1.9 miles
- Huddersfield Apartments - 1.9 miles
Elder Lea HouseAverage Guest Rating: 9.1 / 10
Clough Lane, Rastrick, Brighouse, Huddersfield HD6 3QH map
Check availability
Elder Lea House is a detached, 5-star Victorian property set in award-winning landscaped gardens. Located just off Junction 24 of the M62 motorway and close to Huddersfield and local towns, it features free on-site parking and free Wi-Fi. An en-suite bathroom, a flat-screen TV, a working area and complimentary drinks including sherry are provided in each luxury room at Elder Lea. Single guests are given double rooms at no extra charge. An award-winning free full English breakfast made with locally sourced produce is served in the elegant dining room. Gluten free , vegetarian, early breakfast and a breakfast bag to go are also available. There is a local inn serving discounted food to Elder Lea House guests, just 5 minutes' walk from the property. A Lite Bite menu is available at Elder Lea for guests not wishing to go out. Local buses are available and taxi companies can be recommended. The house offers a complimentary pick up service from the local train station. The large market town of Huddersfield is only a 5-minute drive away.
Hotel Facilities
Bowling, Squash, Tennis equipment
Free WiFi
Food & Drink
Bar, BBQ facilities, Bottle of water, Chocolate or cookies, Fruits, Packed lunches, Special diet menus (on request), Wine/champagne
Pools and wellness
Beauty Services, Body scrub, Body Treatments, Body wrap, Facial treatments, Make up services, Manicure, Massage, Pedicure, Sun loungers or beach chairs, Sun umbrellas, Waxing services
Accessible parking, Airport drop off, Airport pick up, Airport shuttle (surcharge), Public transport tickets, Secured parking, Shuttle service, Shuttle service (surcharge)
Front-desk/reception area services
Concierge service, Currency exchange, Express check-in/check-out, Luggage storage, Private check-in/check-out, Safety deposit box, Ticket service, Tickets to attractions or shows, Tour desk, Valet parking
Common areas
Garden, Library, Outdoor furniture, Picnic area, Shared lounge/TV area, Sun terrace, Terrace
Entertainment and children services
Board games/puzzles, Books, DVDs, music for children, Children television networks
Cleaning services
Daily maid service, Laundry, Shoeshine, Trouser press
Business facilities
Fax/photocopying, Meeting/banquet facilities
Bridal suite, Designated smoking area, Heating, Non-smoking rooms, VIP room facilities
How the Elder Lea House performed in our rankings?
Best for Hotels with leisure facilities in Huddersfield
Best for Luxury hotels in Huddersfield
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Blog Writing Prompts
If you haven't done a writing piece yet, choose one of the prompts below. Write at least 2 paragraphs:
- Explain how disappointments can have a good side. Think of two examples of times when you were disappointed, but there was a positive side to what happened.
- Everyone changes as they get older. Write about how you have changed since you started middle school.
- Think about your bedroom. Write a descriptive piece that includes every tiny detail about what your bedroom looks like and what is in it. Be as descriptive as possible.
- Your principal has asked students to suggest a school rule that should be changed. Think of one rule that you would like to have changed. Write a letter convincing your principal to change this rule. Be sure to support your opinion with reasons and evidence.
If you don't like these, come up with your own!


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In recent decades the practice of medicine has drifted away from the performance of a physical examination during most patient encounters and evolved toward the more intensive use of history, imaging, and laboratory studies to guide management decisions. For example, it is common for a woman to present to an emergency department with abdominal or pelvic pain and undergo a computerized tomography scan before an abdominal and pelvic examination is performed. Some authorities believe that the trend to reduce the importance of the physical examination has gone way too far and resulted in a reduction in the quality of health care.1,2
Many skin diseases only can be diagnosed by having the patient disrobe and examining the skin. Gynecologists are uniquely positioned to diagnose important skin diseases because, while performing a reproductive health examination, they may be the first clinicians to directly examine the anogenital area and inner thighs. Skin diseases that are prevalent and can be diagnosed while performing an examination of the anogenital region include lichen sclerosus (LS) and hidradenitis suppurativa (HS). The prevalence of each of these conditions is in the range of 1% to 4% of women.3–5
Failure to examine the anogenital area and insufficient attention to the early signs of LS and HS may result in a long delay in the diagnosis.6 In 1 survey, of 517 patients with HS, there was a 7-year interval between the onset of the disease and the diagnosis by a clinician.7 Delay in diagnosis results in increased scarring, which makes it more difficult to effectively treat the disease. In this editorial, I will focus on the pathogenesis, diagnosis, and treatment of HS.
Diagnosis, presentation, and staging
Hidradenitis suppurativa (from the Greek, hidros means sweat and aden means glands) is a painful, chronic, relapsing, inflammatory skin disorder affecting the follicular unit. It is manifested by nodules, pustules, sinus tracts, and scars, usually in intertriginous areas. The diagnosis is made by history and physical examination. The 3 cardinal features of HS are 1) deep-seated nodules, comedones, and fibrosis; 2) typical anatomic location of the lesions in the axillae, inguinocrural, and anogenital regions, and 3) chronic relapsing course.8
Disease severity is often assessed using the Hurley staging system:
- stage I: abscess formation without sinus tracts or scarring (FIGURE)
- stage II: recurrent abscesses with tract formation and scarring, widely separated lesions
- stage III: diffuse or near-diffuse involvement or multiple interconnected tracts and abscesses.
In one report, stage I, II, and III disease was diagnosed in 65%, 31%, and 4% of cases, respectively, indicating that most HS is diagnosed instage I and suitable for treatment by a gynecologist.9
HS typically presents after puberty and women are more commonly affected than men. In one case series including 232 women with HS the regions most commonly affected were: axillae, inguinofemoral, urogenital, and buttocks in 79%, 77%, 51%, and 40% of cases, respectively.10 Risk factors for HS include obesity, cigarette smoking, tight fitting clothing, and chronic friction across the affected skin area.5
The pathophysiology of HS is thought to begin with occlusion of the follicle, resulting in follicle rupture deep in the dermis, thereby triggering inflammation, bacterial infection, and scarring. Dermal areas affected by HS have high concentrations of cytokines, including tumor necrosis factor (TNF)–alpha, interleukin (IL)-1-beta, IL-23, and IL-32.11,12 Once HS becomes an established process, it is difficult to treat because the dermal inflammatory process and scarring provides a microenvironment that facilitates disease progression. Hence early detection and treatment may result in optimal long-term outcomes.


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Go have a meal with your friends or family at Hamburgao in Kearny, NJ. They have the best Brazilian style food around town. Their menu is filled with ordinary dishes from Brazil which are very
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Shelley Mayer announces state Senate run
Yonkers Mayor Mike Spano, Assemblywoman Shelley Mayer and teacher Kat Brezler are among those looking at potentially succeeding George Latimer in the state Senate. Jon Campbell / Albany Bureau
State Assemblywoman Shelley Mayer declared her candidacy Wednesday for the 37th state Senate seat, to be vacated by Sen. George Latimer following his election as Westchester County executive.
"It has been an honor to serve in the Assembly for the last five years and I look forward to bringing that experience to the state Senate," Mayer, D-Yonkers, said in a statement. "The values that make our state and nation strong — fairness, inclusion and opportunity for all — are under attack and we need leaders ready and willing to stand up and fight back. This is no time to equivocate; This is our time to lead."
Mayer is a lifelong Westchester County resident who grew up in Yonkers and lived in White Plains before moving back to Yonkers.
Her public service includes work as an assistant attorney general, then as counsel to the state Senate Democrats, and, currently, as the assemblywoman for the 90th District, which encompasses most of Yonkers.
Yonkers Mayor Mike Spano and teacher Kat Brezler have also expressed interest in running for Latimer's seat.
More Yonkers news
DEVELOPMENT: Yonkers begins process to take NYC land
BUSINESS: Yonkers Retro Fitness sued for alleged loan default
BEATIFIED: Former Yonkers priest on the way to sainthood
HOLIDAYS: New Christmas attraction at Ridge Hill
BUSINESS: Yonkers Raceway considering expansion
SIGN UP for The Y-O, reporter Ernie Garcia's Yonkers newsletter


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Tonight's scheduled home game against Padiham is OFF following a lunchtime pitch inspection. The pitch is still rutted from last Thursday nights game as it has been impossible to get equipment onto the pitch during the wet weather since then. The pitch is also sinking in two main areas making it unplayable.
If there is no significant further rainfall then the propects for Wednesday nights game at home to Colne look good.


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MUSCAT: The third in the series, Beaconhouse International Student Convention (BISC) 2018 commenced on Tuesday amidst great fanfare at the Sultan Qaboos Sports Complex in Muscat, Oman.
The occasion was graced with the presence of Al-Suwaiq Football Club Board of Directors Chairman HH Sayyid Faris bin Fahar Al Said and Pakistan's Ambassador to Oman Ali Javed. Also in attendance were dignitaries from the Malaysian and the Philippines embassies and the senior management of Beaconhouse.
Over 200 Beaconhouse students from five countries are taking part in these events in Muscat. Other than the 200 students present in Muscat, thousands of Beaconhouse students worldwide have participated in activities in their home countries (Malaysia, Oman, Pakistan, Philippines, and Thailand) in order to qualify for BISC.
The event is being endorsed and supported by the Oman Ministry of Education.
The grand convention began with the regal torch-bearing ceremony as it was ignited by students representing 28 nations present at the occasion. All contingents from the five countries exhibited intense passion and boundless enthusiasm to be part of such a multi-cultural event as evidenced by the corridors which were roaring with chants and excitement.
The day comprised of competitions which included basketball, futsal, table tennis and swimming. Four exhibitions (BISC Biennale, BISC Exploratorium, BISCLICK, BISC Films) were also inaugurated by the Beaconhouse Chief Executive Kasim Kasuri and UMISAA Director (UNESCO Madanjeet Singh Institute for South Asian Arts) Professor Salima Hashmi.


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- Published date: June 28, 2019
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Worried about your grey beard? If your solution is to dye your beard, Then you should know that it may cause multiple skin diseases for your skin, So you should look for natural remedies this is where our organic Grey Beard Darkening Oil comes. Our homemade oil is made by influencing Many miraculous herbs like Amlakai, Kadukkai, Bhringaraj leaves, Curry leaves, Aloe Vera, Brahmi leaves, and many more are infused in 100% pure Gingelly oil to reverse and prevent premature greying. Our oil penetrates deep into the skin to reverse white beard and so it gives a shiny, lustrous and natural colour to your beard. Buy it online now!
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We have reached the end, folks.
Today is the last commandment to help you get paid 100% for the work you do.
Until today, you've worked hard, really hard, to serve your clients well.
You work nights. You work weekends when you have to. You miss activities with your wife and kids. You don't really have hobbies, or if you do, you don't do them nearly as often as you would like.
You keep clients you shouldn't, and your paralegal doesn't like it.
In other words, you put your clients first.
That's your problem.
You need to knock it off.
Commandment #8: stop putting your clients first — start putting them third.
Look, I know, that sounds like heresy.
"The client's always right," we're told, and people who are always right always come first.
Nope, that thinking is exactly wrong.
Here's what your priority list should look like:
- You and your family.
- Your team.
- Your clients.
Why should you and your family come first?
Because if you and your family don't come first, if you don't get paid for the work you do, you won't be around long, and you won't serve your clients well.
How many attorneys do you know that don't take care of themselves? Lots, right? They burn out. They get divorced. They have crappy family and personal lives. And, on average, they don't fulfill their potential as attorneys, which means they don't serve their clients well.
Get paid.
Go on vacations with your family.
Get back and serve your clients exceptionally well.
Why should your team come second?
If you can't put yourself and your family first, at least put your team first.
If you don't put your team first, your team will be overworked, underpaid, and miserable (sort of like you right now).
You'll have a strained office dynamic and high turnover.
Work quality can't help but suffer in such an environment.
If, in contrast, you collect close to 100% of what you bill, you fire your worst clients, you focus your firm on one (or on a very few) things, and you serve your team and keep them happy, then everyone works less, everyone works better, everyone makes more money, and office stress is drastically decreased.
Why should your clients come third?
Because, as you've seen above, when you put clients first, you're really putting them last in the long run.
Put clients third and you'll serve them much better over your career, and you'll make far more money doing it.
Get A Legal Consultation With An Experienced Utah Attorney
While this website provides general information, it does not constitute divorce advice. The best way to get guidance on your specific legal issue is to contact a lawyer. To schedule a divorce consultation with an attorney, please call or complete the intake form above.
The use of the Internet (or this form) for communication with the firm (or any individual member of the firm) does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.


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Crodafos CES
Idioma: Português | Tipo: Fichas Técnicas | Tamanho: 150kb
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Idioma: Espanhol | Tipo: Fichas Técnicas | Tamanho: 272kb
Topical Dosage Form Excipients
Topically applied medicines contained in oil and fat based systems were one of the first dosage-forms used by man. Due to their ready availability, animal fats were widely used initially, but eventually plant oils and waxes became the vehicles of choice for applying the medicinal principal to the skin. Today, there is a diverse group of materials available to deliver topically applied Active Pharmaceutical Ingredients (API). Many of the current excipients are ingredients isolated or modified from naturally occurring raw materials.
Idioma: Inglês | Tipo: Fichas Técnicas | Tamanho: 55,66kb
Percutaneous Absorption of Skin Actives via a Novel Excipient
Hydrocortisone is a widely prescribed topical agent, easily penetrates the skin, long term exposure may cause skin atropy. Reducing the rate of systemic absorption would provide new treatment options for skin diseases and conditions.
Idioma: Inglês | Tipo: Poster | Tamanho: 1133,73kb
Topical Dosage Form Excipients
Idioma: Português | Tipo: Fichas Técnicas | Tamanho: 519kb
FDA Topical Chart
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Mahape L&T Infotech Bridge deyaled work progress,heavy traffic -Kalyan Dombivli residents
0 have signed. Let's get to 2,500!
Dear Sir,
I on the behalf of fellow residents of Pallava, Dombivili (E), Kalyan dombivili commuters i would bring to your notice that the L&T Infotech Bridge,Mahape work is going on very slow pace.
This has affected the traffic in peak hours around 15-20 minutes daily & in monsoon it has increased to 35-45 minutes.
We request to order authorities to complete the work at earliest. At least the along side road needs to be repaired to avoid slow moving traffic.
Once this bridge is completed daily commuters can reach home 30-40 min early & also save on high cost fuel & save environment indirectly.
Kindly look into matter urgently.
Akshay Telgu
Complete your signature
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21WIRE | How Wall Street bank-rolled the Soviet Revolution.
'In the Shadow of Hermes' – A Documentary by Jüri Lina
September 30, 2012 By 4 Comments
21WIRE | How Wall Street bank-rolled the Soviet Revolution.
#MondayMorning I've sketched out some key insights on events over last 24 hrs in #Syria vis-a-vis #Turkey #SDF #Kurds. No doubt, it's a potential game changer of serious proportions…#Trump #Erdogan #Kobane https://t.co/cIoLm4aj3J
— Patrick Henningsen (@21WIRE) October 14, 2019
COPYRIGHT © 2009-2019 · 21ST CENTURY WIRE · ALL RIGHTS RESERVED WORLDWIDE · Privacy & Cookies · Brave Browser


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Men's Study - Fight Club
You are invited to join us on Tuesday Nights @ 7PM beginning May 14th for our next study based on the book "Fight Club" by Tierce Green. You don't want to miss out as we take a journey together in God's word to discover what Biblical Manhood looks like. Why Fight Club? Because some things are worth fighting for!
We are meeting in the Family Center and we look forward to seeing you here.
Child care not available.
Tuesday Nights
May 14 - Aug 13, 2019
From 7:00pm to 8:30pm
$25 per Person
Register online today:
Be sure to check out the "Fight Club promo" from Tierce Green


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Tips For Perfect Bridal Makeup
2nd August 2017
Our beautiful wedding last weekend got us thinking about bridal beauty as we watched the talented Samantha work on our lovely bride Rachel. There are as many make-up looks as there are brides so there isn't one bridal look for everyone. However, there are always some guidelines to follow so you look your very best on your big day! Here are some top tips.
Look out for long lasting formulas
Weddings are long days! It flies by quickly but there's no denying that all eyes will be on you for circa 10-12 hours. For that, your makeup needs to be waterproof, prosecco-proof, kiss-proof, hug-proof and general smiling-for-hours-proof. Shop savvy and look out for long-lasting foundations that are guaranteed not to budge as well as liquid lipsticks which are famously transfer-free. Primers also help to keep your face in place but beware, use it sparingly because things can get smooth to cakey very quickly when using primers.
Take care of your skin
All beautiful make-up starts with a great base! Take care of your skin on the run up to your wedding and you're guaranteed to have that inner bridal glow all day. The best way to do this is to devise a routine through trial and error and stick to it… religiously. Consistency is everything when it comes to your skin so be sure not to make any sudden changes the week before the wedding just to be safe. If you have space in your budget for a little pampering, bi-monthly facials can do wonders too.
Amplify your usual makeup
You want to look like the best version of yourself on your wedding day so now is not the time to follow convention if it's not your look. If you've worn winged eyeliner since you were 15 then go for it! If you like big bold lips then don't shy away with nude lipsticks. Your groom is marrying you just as you are, so be yourself.
Respect your skin type
If you're an oily person then you'll know how every day is a battle to stay matte. Those with dry skin who are in a constant battle to combat dullness and bring their skin to life. Choose products that compliment your skin type so you strike the perfect balance.
Get a professional
If you can't face doing your make-up yourself on top of everything else then hiring a professional is wise. It gives you one less responsibility and you can do a trial beforehand to make sure you look exactly as you want to on the day. A professional can also best advise you on shade matching and colours to suit your skin tone. Here at Fabulous Together, we work with a plethora of fantastic makeup artist's so do get in touch if you need help sourcing one!
We hope you enjoyed this article and found our tips helpful. Stay gorgeous!
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One East Tennessee church family is coming together after flames ripped through their place of worship.
This happening at the Peakland Baptist Church in Meigs County Monday afternoon.
Half a dozen fire stations responded. Crews say the fire appears to have started in the building's basement. Luckily, nobody was hurt.
State bomb and arson investigators are investigating what happened.
The church thanked the first responders who were on the scene in a Facebook post, adding that 'God has a plan… we are standing on HIS promises.'
The church also says they will be meeting in their fellowship hall in the meantime.


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Applying for a Mortgage With Student Loans | Student Loan Guidelines
Debts are factors that affect debt-to-income ratios and they can be a hurdle when applying for a mortgage with student loans. Car payments and student loans can be the two biggest factors when calculating debt-to-income because of their amortization over such a short period. The student loan repayment qualifying factors depend on FHA student loan guidelines, conventional student loan guidelines, VA student loan guidelines, and USDA student loan guidelines.
Student Loan Repayment Plans
People who have student loans can choose from different types of repayment plans by talking to their student loan providers and asking them about managing payments.
- Student loan providers will offer repayment plans and estimates that can help debt-to-income ratios.
- The repayment plans include income-contingent repayment (ICR), standard repayment, pay as you earn (PAYE), revised pay as you earn (REPAYE), income-based repayment (IBR), graduated repayment, extended fixed repayment, and extended graduated repayment.
- Some student loan providers may offer other terms of repayments.
When choosing a repayment plan, it is important to pick a plan that is fully amortized and understanding how each loan program calculates the payment.
Qualifying for a FHA Loan With Student Loans – FHA Student Loan Guidelines
When qualifying for a FHA loan, debt-to-income ratio will be lower when choosing a repayment plan that is the lowest monthly payment (fully amortized). This is not always the best option when paying off student loan debt, but will help lower the debt-to-income when qualifying for a FHA loan with student loansFFHA.
FHA student loan guidelines – regardless of the payment status, the mortgagee will use:
- The greater of:
o 1 percent of the outstanding balance of the loan or
o The monthly payment reporting on the credit report
- The actual documented payment, provided the payment will be fully amortized
FHA Student Loan Guidelines Documentation:
- If the payment for student loans is shown on the credit report, no further documentation is required.
- If the credit report does not reflect a monthly payment for the loan, or the payment reported is greater than the payment reflecting on the credit report:
- The mortgagee will need a copy of the loan agreement/payment statement in order to verify the monthly payment.
- If the loan statement/agreement or credit report shows a deferred payment for installment loan, the mortgagee must have written documentation of the deferral of the liability from the creditor with an outstanding balance and term of the installment loan.
- If the actual monthly payment is not available for the installment loan, the mortgagee must use 5 percent of the outstanding balance to establish the monthly payment.
FHA student loan guidelines require a fully amortized repayment for monthly student loans plan must be in writing by the student loan provider. You can talk with your Loan Originator and your student loan provider to figure out what your payment needs to when being pre-approved for a FHA loan.
Qualifying for a Conventional Loan With Student Loans – Conventional Student Loan Guidelines
When qualifying for a conventional loan, debt-to-income ratio will be lower when choosing a repayment plan that is the lowest monthly payment (fully amortized). This is not always the best option when paying off student loan debt, but will help lower debt-to-income ratios when qualifying for a conventional loan with student loans.
When a credit report does not reflect a monthly payment for student loans or if it reflects $0 as the monthly payment, the lender must use the following to determine the monthly payment:
- When there is an income driven repayment plan, the lender may obtain documentation to verify the payment is actually $0.
- The lender can use $0 for the payment if it is an income driven repayment plan.
- When a loan is deferred or in forbearance, the lender will calculate the monthly payment equal to 1% of the outstanding balance (even if the amount is lower than the actual fully amortized statement), or
- Documentation for the loan repayment terms reflecting fully amortized.
Fannie Mae and Freddie Mac conventional student loan guidelines will require a fully amortized monthly payment in writing by the student loan provider.
Qualifying for a VA Loan With Student Loans – VA Student Loan Guidelines
Lenders that use VA student loans guidelines consider the anticipated monthly debt obligation if the student loan repayments are scheduled to begin within 12 months of the VA closing. VA student loan guidelines state that when the deferred student loans can be deferred outside that period, with evidence, the debt does not need to be considered.
USDA – Qualifying for a USDA Loan With Student Loans
Location of the property must be in a USDA approved area and the borrower needs to qualify for a USDA loan. Deferred student loans are not exempt. The lender will either use 1% of the outstanding balance or the loan needs to be fully amortized with a monthly payment statement/agreement when calculating debt-to-income ratios for USDA loans with student loans.
Lenders often have overlays when it comes to maximum debt-to-income ratios. Student loans often have to be manually calculated due to guidelines. Understanding FHA student loan guidelines, conventional student loan guidelines, VA student loan guidelines, and USDA student loan guidelines will prevent any unforeseen circumstances during the mortgage process.


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Right upper quadrant (RUQ)
Left upper quadrant (LUQ)
Right lower quadrant (RLQ)
Left lower quadrant (LLQ)
Figure 1.22
The abdominal area may be subdivided into four quadrants.
orbital (orcbi-tal) eye cavity otic (ocfcik) ear palmar (pahlcmar) palm of the hand patellar (pah-telcar) front of the knee pectoral (pekctor-al) chest pedal (pedcal) foot pelvic (pelcvik) pelvis perineal (perci-necal) region between the anus and the external reproductive organs (perineum) plantar (planctar) sole of the foot popliteal (popSli-tecal) area behind the knee sacral (sackral) posterior region between the hipbones sternal (stercnal) middle of the thorax, anteriorly tarsal (tahrcsal) instep of the foot umbilical (um-bilci-kal) navel vertebral (vercte-bral) spinal column
H Describe the anatomical position.
Using the appropriate terms, describe the relative positions of several body parts.
Describe three types of body sections.
Describe the nine regions of the abdomen.
Explain how the names of the abdominal regions describe their locations.
The following terms are commonly used when referring to various body regions. Figure 1.23 illustrates some of these regions.
abdominal (ab-domci-nal) region between the thorax and pelvis acromial (ah-krocme-al) point of the shoulder antebrachial (ancte-bracke-al) forearm antecubital (ancte-kucbi-tal) space in front of the elbow axillary (akcsi-lerde) armpit brachial (bracke-al) arm buccal (bukcal) cheek carpal (karcpal) wrist celiac (se<ie-ak) abdomen cephalic (se-falik) head cervical (sercvi-kal) neck costal (kosctal) ribs coxal (kokcsal) hip crural (kroorcal) leg cubital (kucbi-tal) elbow digital (dijci-tal) finger dorsum (dorsum) back femoral (fem=or-al) thigh frontal (frunctal) forehead genital (jeni-tal) reproductive organs gluteal (gloocte-al) buttocks inguinal (ingcgwi-nal) depressed area of the abdominal wall near the thigh (groin) lumbar (lumcbar) region of the lower back between the ribs and the pelvis (loin) mammary (mamcer-e) breast mental (menctal) chin nasal (naczal) nose occipital (ok-sipci-tal) lower posterior region of the head oral (ocral) mouth
SOME MEDICAL AND Applied Sciences cardiology (kar3de-olco-je) Branch of medical science dealing with the heart and heart diseases. dermatology (derSmah-tolco-je) Study of skin and its diseases. endocrinology (encdo-kri-nolco-je) Study of hormones, hormone-secreting glands, and the diseases involving them.
epidemiology (epci-deSme-olco-je) Study of the factors determining the distribution and frequency of the occurrence of health-related conditions within a defined human population. gastroenterology (gasctro-encter-olco-je) Study of the stomach and intestines, as well as their diseases. geriatrics (jercte-ataiks) Branch of medicine dealing with older individuals and their medical problems. gerontology (jeröon-tolco-je) Study of the process of aging and the various problems of older individuals. gynecology (gi8ne-kolco-je) Study of the female reproductive system and its diseases. hematology (hem&h-tolco-je) Study of blood and blood diseases.
histology (his-tolco-je) Study of the structure and function of tissues.
immunology (imöu-nolco-je) Study of the bodycs resistance to disease.
neonatology (necb-na-tolco-je) Study of newborn infants and the treatment of their disorders. nephrology (ne-frolco-je) Study of the structure, function, and diseases of the kidneys. neurology (nu-rolco-je) Study of the nervous system in health and disease.
Otic (ear)
Nasal (nose) Oral (mouth)
Cervical (neck)
Acromial (point of shoulder)
Axillary (armpit) Mammary (breast)
Brachial (arm)
Antecubital (front of elbow) Abdominal (abdomen)
Antebrachial (forearm)
Carpal (wrist) Palmar (palm)
Digital (finger)
(reproductive organs)
Patellar (front of knee)
Crural (leg)
Otic (ear)
Nasal (nose) Oral (mouth)
Cervical (neck)
Umbilical (navel)
Inguinal (groin)
Patellar (front of knee)
Crural (leg)
Figure 1.23
Some terms used to describe body regions. (a) Anterior regions. (b) Posterior regions.
Cephalic (head) Frontal (forehead) Orbital (eye cavity) Buccal (cheek) Mental (chin)
Pectoral (chest)
Umbilical (navel)
Inguinal (groin)
Coxal (hip)
Cephalic (head) Frontal (forehead) Orbital (eye cavity) Buccal (cheek) Mental (chin)
Pectoral (chest)
Coxal (hip)
Occipital (back of head)
Femoral (thigh) Popliteal (back of knee)
Crural (leg)
Plantar (sole)
Occipital (back of head)
(point of shoulder) Vertebral (spinal column)
Brachial (arm)
Dorsum (back)
Cubital (elbow)
Lumbar (lower back)
Sacral (between hips) Gluteal (buttocks)
Femoral (thigh) Popliteal (back of knee)
Crural (leg)
Plantar (sole)
Figure 1.23
Some terms used to describe body regions. (a) Anterior regions. (b) Posterior regions.
obstetrics (ob-steferiks) Branch of medicine dealing with pregnancy and childbirth. oncology (ong-kolco-je) Study of cancers. ophthalmology (ofcthal-molco-je) Study of the eye and eye diseases.
orthopedics (orctho-pecdiks) Branch of medicine dealing with the muscular and skeletal systems and their problems. otolaryngology (octo-larcin-golco-je) Study of the ear, throat, larynx, and their diseases. pathology (pah-tholco-je) Study of structural and functional changes within the body that disease causes. pediatrics (pecde-aferiks) Branch of medicine dealing with children and their diseases.
pharmacology (fahrSmah-kolco-je) Study of drugs and their uses in the treatment of diseases. podiatry (po-dicah-tre) Study of the care and treatment of the feet. psychiatry (si-kicah-tre) Branch of medicine dealing with the mind and its disorders. radiology (radde-olco-je) Study of X rays and radioactive substances, as well as their uses in diagnosing and treating diseases. toxicology (tokcfei-kolco-je) Study of poisonous substances and their effects upon body parts. urology (u-rolco-je) Branch of medicine dealing with the urinary and male reproductive systems and their diseases.
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This ebook provides an introductory explanation of the workings of the human body, with an effort to draw connections between the body systems and explain their interdependencies. A framework for the book is homeostasis and how the body maintains balance within each system. This is intended as a first introduction to physiology for a college-level course.


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The home page of Paul Krugman, Professor of Economics at the Massachussetts Institute of technology, contains links to online articles written by him on various topical issues related to the economy. The largest number of articles at the site hail from Krugman's monthly column "The Dismal Science" in Slate (discussed in the July 12, 1996 Scout Report). Recent articles cover issues such as the debate over free trade and the Asian currency crisis. Paul Krugman now also writes a monthly column for Fortune magazine; in his first article he sets out to debunk the New Economy concept. Other articles at the site primarily address trade issues.
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MANILA, Philippines — DoubleDragon Properties Corp. topped off the Jollibee Tower in Ortigas, a 41-storey commercial and office tower with the fastfood giant as the anchor tenant.
The company expects to start the handover of the units to tenants next month, a move that will boost DoubleDragon's rental income this year.
In particular, the Jollibee Tower is expected to contribute annual recurring earnings of P631.8 million to DoubleDragon.
DoubleDragon's office portfolio includes Tower 1, Tower 2, Tower 3 and Tower 4 of DoubleDragon Plaza as well as DD Center-East and DD Center-West in DD Meridian Park and Corporate Tower of Skysuites.
The completion of one more office building DoubleDragon Tower in DD Meridian Park will fully complete the company's 2020 office leasable space target of 300,000 square meters.
The project is located at the corner of F. Ortigas Jr. Road (formerly Emerald Avenue) and Garnet Road. It has has a total leasable area of 59,365 sqm and will feature ground floor retail concepts of the Jollibee Group as well as an events center at the second floor.
The rest of the floors will be leased as office spaces.
DoubleDragon targets to complete a leasable portfolio of 1.2 million sqm by 2020, comprising of 700,000 sqm from 100 CityMalls, 300,000 sqm from its Metro Manila office projects DD Meridian Park and Jollibee Tower, 100,000 sqm from the planned 5,000 hotel rooms of Hotel101 and Jinjiang Inn Philippines, and another 100,000 sqm of industrial space from various centralhub sites across Luzon, Visayas and Mindanao.
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James Taghdissian is the Conservative candidate for Exeter.
He has pledged to be Exeter's champion alongside Theresa May, working together to strengthen the economy and get the best possible deal from Brexit and beyond.
At his selection, James said: "It would be an honour to be Exeter's next MP; I've spent most of the past 17 years here and am passionate about our beautiful, diverse and vibrant city. I went to University in Exeter, my wife works in the local hospital, we're raising our children here and our eldest is in a local primary school. I know what our area needs because my family and I rely on the same public services as everyone else.
Exeter deserves a strong voice. "The choice on 8 June is clear. It is a choice between Theresa May's Conservative Team providing strong and stable leadership for the United Kingdom, or a coalition of chaos and instability led by a failed and bumbling Jeremy Corbyn that will put our nation's future at risk."
His priorities include:
- Fair funding for schools
- Improving mental health services
- Investment in the city and the South West
- A Brexit deal that works for Exeter


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Posts Tagged '2D platformers'
Lode Runner Legacy (Review) Nintendo SwitchPosted by STGuy1040 on July 11, 2018 under Portables, Reviews, SwitchFirst published by Broderbund in 1983, Lode Runner is a fast-paced, 2D platformer that involves precision jumping and movement to navigate a variety of puzzle-oriented levels. The game first appeared on a variety of 8-bit computers (the Apple II and Commodore 64 respectively, among others) and later for consoles and 16-bit home computers. Lode Runner Legacy by developer Tozai Games is a remaste... more.
SteamWorld Dig 2 – Retail Edition – Now AvailablePosted by DaRipp3r on June 20, 2018 under Euro, News, PS4, SwitchVideogame publisher Rising Star Games, in collaboration with critically-acclaimed developer Image & Form, announced today that the smash-hit title SteamWorld Dig 2 is available now for the Nintendo Switch System and PlayStation 4 computer entertainment system as a physical retail release. The boxed editions include an exclusive double-sided poster featuring iconic artwork from the game, alo... more.
SteamWorld Dig 2 (Review) Nintendo SwitchPosted by STGuy1040 on May 30, 2018 under Reviews, SwitchDeveloped by Image & Form Games, SteamWorld Dig 2 is a 2D platform action-adventure game that sees the player in the role of Dorothy, a steam-driven robot who is on a mission to find the previous protagonist, Rusty, who disappeared during the events of the last game. Set in the small mining town of El Machino, Dorothy must establish contact with the locals, reopen the mine that collapsed du... more.
SteamWorld Dig 2: Retail Edition – AnnouncedPosted by DaRipp3r on February 6, 2018 under Euro, News, PC, PS4, Switch, Xbox OneVideogame publisher Rising Star Games, in collaboration with critically-acclaimed developer Image & Form, today announced that the smash-hit title SteamWorld Dig 2 is soon to be available for Nintendo Switch and PlayStation 4 as a physical retail release. The boxed editions will feature an exclusive double-sided poster featuring iconic artwork from the game along with a reversible inlay with n... more.
Slime-San (Review) Nintendo SwitchPosted by STGuy1040 on January 3, 2018 under Reviews, SwitchDeveloped by Fabraz, Slime-San is a quirky, physics-based 2D platformer that sees the player in the role of a cute, tiny slime, as he journeys through the digestive track of a giant worm in search of freedom. Slime-San is unique in that it doesn't involve combat or collecting power ups; the objective is to avoid any obstacles present in each level, and then find the exit as quickly as possible. ... more.
Nintendo Switch Holiday Video Game Buyer's Guide 2017Posted by STGuy1040 on December 21, 2017 under Euro, News, SwitchNintendo's hybrid console has literally taken the industry by storm. Since launching in March, the Switch has gained a strong foothold in the market due to its portability, which allows people to bring 'big' AAA releases on the go (a first in the Video Game industry). Since its launch in March, the Switch has sold over 10 million units according to Nintendo. This is in stark contrast t... more.
Tiny Barbarian DX (Review) Nintendo SwitchPosted by STGuy1040 on November 28, 2017 under Reviews, SwitchTiny Barbarian DX by developer StarQuail is a nod to classic games such as Taito's Rastan, Sega's Golden Axe and Capcom's Super Ghouls 'n Ghost. The game's massive levels (which span four chapters), feel like they were pulled from an 8-bit NES game from back in the day. Gamers old enough to remember gaming on Nintendo's old, 8-bit console will also recall how difficult most of those ga... more.
Get Into the Upside Down With VVVVVV on Nintendo SwitchPosted by STGuy1040 on November 17, 2017 under Euro, News, SwitchStarting today, Nintendo Switch owners in North America and Europe can download and play VVVVVV, the incredible gravity-disrupting new retro game from Nicalis, Inc. By distilling the video game art form into its essential elements, VVVVVV presents a gameplay experience of exceptional purity and clarity of vision. As the brave Captain Viridian, the player moves left and right but cannot jump. Yo... more.
The Shackles Are Off: Tiny Barbarian DX Unleashed TodayPosted by STGuy1040 on October 10, 2017 under Euro, News, SwitchNicalis Inc. (publisher and developer of the Switch hits The Binding of Isaac: Afterbirth+ and Cave Story+) is proud to announce the official release of Tiny Barbarian DX, the company's latest retro-inspired neo-classic for Nintendo Switch. The game is available now for $29.99 as a physical game card in North America or as a digital download from the Nintendo eShop in both North America and Euro... more.
Rayman Legends: Definitive Edition – Now Available for Nintendo SwitchPosted by DaRipp3r on September 12, 2017 under Euro, News, SwitchToday, Ubisoft announced that Rayman Legends Definitive Edition is now available for the Nintendo Switch. Interested players can get a sneak peek of the latest iteration of the critically acclaimed platformer by checking out the free demo, also available now on the Nintendo eShop. Rayman, named platformer of the year and winner of multiple artistic and musical achievements, comes to the Nintend... more.
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text: April 17 is the filing deadline for anyone seeking Democratic nomination to the state House 7th District or the state Senate 19th District. Important details are included in the Calls to Caucus circulated April 2 by the district nominating committees. For the 7th, click here to read. For the 19th, here. Each has one candidate already running; if nobody else files the committee would call off the May 11 caucus.