text:
Digital hives: Creating a surge around change
Online communities are helping companies engage with employees to accelerate change.
New lessons are emerging for executives striving to harness the power of social media in the cause of wider employee participation. Clearly, there's more to success than just investing heavily in the latest Enterprise 2.0 technology platforms.
Large-scale engagement of the workforce requires, first and foremost, a firm grasp of organizational culture and its social dynamics, a psychological understanding of what triggers new behavior, a determination by management to loosen if not relinquish its traditional top-down approach, and an ability to demonstrate how digital activities complement offline or other real-world events.
Four ways to drive change
Here we present four specific approaches to the creation of what we call digital "hives"—electronic hubs bristling with collective activity and designed to solve a particular problem or set of problems, to drive new habits, and to encourage organizational change (exhibit). Digital tools to facilitate networking and collaboration propel these "horizontal" cascades, which at their best can weave new patterns of engagement across geographic and other organizational boundaries. In this way, they make it possible to have new conversations around problem solving, unlock previously tacit knowledge, and speed up execution.
Digital hives facilitate a collective approach to problem solving
1. Engaging the workforce in better strategy
Best practice in the formulation of strategy and in organizational change has long been to craft a "story" at the top and then to cascade it through lower echelons of the organization. […] Employees on the shop or office floor often feel like passive recipients.
That's beginning to change, though, thanks to social technologies.
There are still relatively few social strategy-development processes, but the tools are getting more powerful, and the scale and scope of such efforts are more impressive.
Using the "management hackathon" concept—an integrated multistage platform that allows participants to discuss ideas, express opinions, and contribute expertise collectively2 —a successful consumer-goods company recently involved its entire organization in an open-source strategy process.
This effort started with an organization-wide online discussion about risks to the company's growth engine from higher input costs, stagnant industry growth, and a growing competitive threat from imitators to certain products and the business model. These risks then formed the basis for a bottom-up process that spawned over a thousand new strategic insights using a combination of in-person meetings and workshops as well as online channels.
2. Connecting silos with a social chain
One of the biggest organizational challenges is to break siloed behavior and get employees talking to one another and cooperating across intracompany boundaries.
One promising social-technology experiment we've observed is what we call the "social chain": a digital platform that links everyone working in a particular value chain inside a company.
The social chain allows employees to work "out loud" online by sharing how they do things. It also encourages people who were previously isolated in part of the chain to identify areas where they depend on others and to tackle problems or bottlenecks collaboratively. Chain leaders can monitor these conversations and inject their own insights when appropriate.
To push people into the hive, managers discouraged communication through meetings and e-mail.
3. Enlisting key customers to improve the proposition
Thanks to the power of social technologies, a company that mobilizes such people can solicit specific ideas for improving its customer proposition and demonstrate its client-centricity more broadly.[…]
Or a company might create social "mystery shoppers" who follow internal conversations anonymously and comment on them.
4. Uniting a dispersed sales force to drive higher sales
These reps traditionally had spent several weeks at a time on the road, rarely checking in with the head office and therefore operating in a feedback and knowledge vacuum. Inevitably, they had become disconnected from the organization, and performance suffered.
Staff at the center collected ideas based on intelligence gleaned from the calls and e-mails of the sales reps themselves and from district managers familiar with current issues in the beverage trade. The company also analyzed customer data highlighting pockets of fiercer-than-normal competition or SKUs that were selling particularly well. Such insights were then shared with reps and agents, who each received two or three personalized SMS messages a day. Managers could further use this rudimentary social platform to communicate with the sales force by, for example, congratulating teams when they hit milestones and generally celebrating success. The company also created a call-center "leaderboard" allowing executives to track the agents most responsive to the new information at their disposal. The executives then freed up time for these "early adopters" to coach their peers, provide feedback, and strengthen the system with additional insights.
A new mind-set for senior managers
Leading while letting go
Creating these hives requires a delicate balancing act—not least a willingness by top managers to let go. Managers should not be afraid to commit themselves explicitly to acting on the results of these initiatives and should encourage unrestrained participation, however unpredictable the consequences.
Looking inward
The growing use of social tools to drive employee engagement provides particular opportunities for senior executives to improve role modeling. When people reflect on their behavior, they tend to rely on their own often sketchy perceptions and faulty memories. With many digital technologies, however, people can now track their behavioral footprint—for example, by analyzing conversational threads in microblogs .
Becoming more responsive
Mobilizing a crowd requires companies to anticipate the crowd's expectations. Executives can maintain pace and encourage deeper engagement only through transparent feedback and rapid follow-up.
Unleashing collective intelligence through a hive will be more successful if managers think ahead and develop an agile, scrum-like response capability outpacing that of smaller offline programs.
Read full article here
Continue reading Digital hives: Creating a surge around change – via McKinsey


text:
Enrollment Management – Office of Financial Aid
Office of Student Success
The Staff Associate/Systems Manager will assist the Director of Financial Aid by providing operational, technical and awarding support to the Office of Financial Aid. Primary duties will include maintaining Banner Systems, PeopleSoft, managing the Direct Loan and Federal Grants programs, and providing support during peak periods.
* Manages the electronic processing of data for Direct Loans and federal grants programs, requiring proficiency with Department of Education systems such as EdConnect, CPS and COD
* Oversees the parameter setup, implementation and maintenance of the Banner Financial Aid System, including student migration, ISIR downloads, data conversion, and insuring data integrity
* Submits compliance reports and provides support for the day to day operations of the office
* Maintains the daily transmissions of files between Fort Valley State University and the Department of Education, including incoming ISIRS and outgoing corrections
* Serves as liaison between the Office of Financial Aid and IT staff to implement required systemic and software updates, and to create and modify reports
* Supports awarding staff by reviewing financial aid applications and packaging awards in accordance with federal methodology, state guidelines, and institutional policy
* Represents the Office of Financial Aid at FAFSA workshops and outreach projects
* Other job-related duties as assigned
* Bachelor's degree
* Three years work experience in financial aid
* Demonstrated knowledge of needs analysis, verification and federal methodology
* Proficiency with Banner Financial Aid, including administration and reporting modules
* Proficiency with Microsoft Office applications
* Experience with financial aid systems such as EdConnect, FAA Access to CPS online, NSLDS, and COD
* Ability to take initiative and provide leadership in implementing technological enhancements
* Possess strong analytical and organizational skills, oral and written communication skills, and strong attention to detail
* Ability to work flexible hours/shifts
• Supervisory experience
• Familiarity with Refund to Title IV regulations
Interested persons should submit a complete application packet which includes:
- FVSU Application (include Job Title and Job Number)
- Cover Letter (include Job Title and Job Number)
- Resume
- Unofficial Transcript(s) – Diploma copies are not accepted in lieu of transcripts
- List of three (3) Professional References including their contact information
Complete application packets should be emailed to firstname.lastname@example.com, with the Job Title and Job Number in the subject line. Application packets that do not contain ALL required information will be considered incomplete and will not be reviewed.

subset: commoncrawl


text: SOUTH BEND ? The last person wanted for the shooting death of a South Bend man is now behind bars. He surrendered to police Thursday. He was one of four suspects in the murder of Phillip Bell on Birdsell Street two weeks ago. Three others face murder charges in the case. Neighbors say they heard dozens of shots before Bell's body was found on a sidewalk.


text:
- Observatory: EurWORK
- Topic:
- Labour market change,
- Published on: 29 May 2007
Disclaimer: This information is made available as a service to the public but has not been edited or approved by the European Foundation for the Improvement of Living and Working Conditions. The content is the responsibility of the authors.
Spain has traditionally been known as a country of emigrants. However, in the last decade, the country has experienced an unprecedented boom of immigration inflow.. In this way, immigrant population has risen from 1.37% of the total population in 1996 to 8.75% at the beginning of 2006. Economic reasons are the main driver for the immigration process, resulting in a higher activity rates than nationals and thus a higher proportion of foreign working people (10.4% of total employed population in 2005). Sectors with the higher internal percentage of foreign workers include construction and agriculture, an also personal services, hotels and restaurant shave a significant presence. However, foreign workers have jobs of a worse quality than nationals (longer hours, lower wages, etc.) and they are in general less satisfied with their jobs than average. A problem of overeducation for the occupations held is rather widespread. On the other hand, illegal immigration is closely linked to work in the underground economy, with even worse working conditions.
1. Sources of information on migrant workers
Different sources of information have been used when preparing this contribution:
The 'Survey on Quality of Life in the Workplace' (Encuesta de Calidad de Vida en el Trabajo), elaborated by the Spanish Ministry of Labour and Social Affairs. This statistical source provides information that can be brokedown by place of birth.
The Labour Statistics Yearbook elaborated also by the Spanish Ministry of Labour and Social Affairs, which collects official information on accidents, contracts, etc.
In addition to this the Spanish Labour Force Survey provides an accurate picture of the Spanish labour market situation.
Finally, some ad-hoc studies on the issue have been used, which are quoted and mentioned throughout the report.
2. Information on migrant workers
2.1 Migrant population
Massive immigration is deeply changing the Spanish social and economic system. In fact, Spain has passed from being a country of 'emigrants' two generations ago to a country that is absorbing a huge inflow of people from abroad, basically for economic and employment reasons. Thus, the presence of foreign population in the country is becoming more and more prominent, which is generating an increasing public debate on the issue.
The number of foreigners rose considerably the since mid-nineties, and specially, in the last six years: the Spanish Population figures (provided by the Spanish Institute of Statistics, INE) show that in January 2006 there were 3,884,573 foreigners in Spain, which represented a 8.75% of the total population. Thus, the proportion of foreigners over the whole Spanish population has grown rapidly (see Table 1). If in 2002 foreign population did represent a 4.72% of the Spanish population, this percentage has increased to 7.02% in 2004 and 8.46% in 2005 (and 8.75% in January 2006).
Due to this recent inflow, the personal profile of foreigners in Spain still corresponds to the first stadium of the migrant cycle, that is, mainly individuals who come on their own and will be followed by other derivative immigrants (family, friends, etc.). Thus, foreign population is mostly comprised by young adults between 25 and 44 years old, single or not accompanied by their couples, although this profile is likely to change in the near future. To give some data, the Spanish Institute of Statistics's population figures show (at the beginning of 2006) that 53.45% of the current foreigners living in Spain are male and 46.55% female, with an average of 34 years old in both collectives. Moroccans have the lowest age average (28 years), while the British are the foreigners with a higher average age (52 years).
|Male Female
|1,048,178 929,767
|1,414,750 1,249418
|1,605,723 1,428,603
|1,992,034 1,738,576
|2,076,459 1,808,114
|From 0 a 14 years From 15 to 29 years From 30 a 44 years From 44 to 64 years More than 64 years
|259,625 591,435 683,201 312,891 130,794
|364,575 816,721 915,366 411,916 155,590
|440,957 944,354 1,042,853 458,151 148,011
|528,713 1,148,241 1,298,029 576,292 179,335
|542,214 1,168,280 1,352,956 623,356 197,767
|European Community (1) Rest of Europe Africa Latin America North America Asia Oceania Not available
|489,813 211,249 423,045 720,212 32,351 98,942 1,746 587
|587,686 348,585 522,682 1,032,129 41,398 128,952 2,105 631
|636,037 411,169 579,372 1,219,693 42,726 142,828 1,920 581
|774,953 577,300 713,974 1,422,874 51,619 186,848 2,321 721
|916,113 645,634 741,580 1,331,701 44,709 202,083 2,160 593
(1) From 2004 onwards, the European Community changes to EU-25
Source: Spanish Institute of Statistics, January 2002- January 2006. Elaboration: Ikei
Regarding the place of origin, foreigners come from no less than 30 nationalities which mainly belong to Latin America (34.28% of the total immigrants), the European Community (23.58%), Africa (19.09%) and the rest of Europe (16.62%). The past predominance of the Moroccan has been lessened by the intensification of the migratory flows from Latin America and the East of Europe, where all these groups come to Spain for economic reasons (find a job and a better living status).
In this way, Spain is attending a growing level of human diversity, where the largest country collectives at the beginning of 2006 were the Moroccan (535,009 individuals 13.77% of the total foreigners) and the Ecuatorian (399,585 people, 10.29%), followed by the Rumanian (9.83%), British (7.05%) and Colombian (6.14%). People from these five nationalities make up the 47% of the total amount of foreigners in Spain.
Immigration entails multiple consequences over the Spanish society and economy, which can be summarized in the following general overview:
Demographic implications: Immigration has been the main reason for the growth of Spanish population in the last fifteen years. Between 1991 and 2001, immigration involved a 60% of the population growth and, since 2001, this contribution reaches a 90%, as stated by a report by the Foundation "1º de Mayo", crated by the trade union CC.OO.. Besides, the constant arrival of young women coming from non-developed countries assures a relevant contribution to the Spanish fertility rate. In fact, the number of Spanish births is experiencing an annual sustainable increase since 1997, while this figure did not stop diminishing during the previous two decades.
Economic implications: A report on Immigration and the Spanish Economy 1996-2006 elaborated by the Prime Minister's Economic Office attributes to immigration a 50% of GDP growth during the last five years. This has implied an increase of 600 € in the per-capita income during the same period. The report of the Foundation 1º de Mayo also underlines immigration influence on consumption and employment increase, both engines of the Spanish economic growth. This has helped to establish a positive tax balance (also for the Social Security figures). However, it is argued that the Spanish growth model of the last years is based on more cheap and flexible employment (provided by immigrants) rather than a model based on productivity increases.
Social implications: Immigration entails social inequalities in Spain, since foreigners usually accept bad remunerated jobs, what implies a new subordinated class. Thus, whereas it has contributed to raise profits, it is likely to affect salary levels in a negative way. On the whole, it can be suspected that incomes are not being distributed equally, affecting negatively some concrete subgroups of immigrants (those linked with rural jobs). Additionally, there are increasing problems linked to the social integration of the inmigrants.
2.2 Illegal immigration
One of the most important "hot issues" in the current Spanish society is related to the growth of illegal immigration, as well as the negative effects this phenomenon is associated with, such as delinquency or labour exploitation. In fact, the extent of the irregular immigration in Spain is not new, but it has intensified since the beginning of this century. According to some official information provided by the Spanish Institute of Statistics, the number of foreigners in situation of irregularity might reach 1.3 million individuals in July 2005. On the other hand, a significant percentage of people who achieved their regular (legal status) in the past are having problems for renewing their residence permit, due mainly to difficulties for renewing work contracts. In fact, illegal immigration is a very important phenomenon in Spain, as it can be concluded from the extraordinary processes of regularisation that have been frequently applied in previous years. In fact, and since 1986, massive processes of foreign workers' regularisation have been carried out every 5 years (see Spanish Foundation "1º de Mayo" report).
In this respect, the following generating factors of irregularity can be identified:
The difficulty to hire migrant workers in accordance to the law (quotas and contracts at the country of origin), what partially derives from a failure to adapt to the necessities of labour markets.
The slow bureaucracy process (especially when processing work permits and renewals).
The combination of a strong demand for foreign work with a tightening of the Spanish legal procedures for a regular entry of migrant workers.
The scarce syndicalism of the Spanish workforce, especially amongst immigrants.
The existence of employers who benefit from hiring illegal migrant workers, where this situation is insufficiently compensated by existing working inspections.
Linked to the previous point, the extent of the so-called black economy in Spain, which favours illegal practices.
The difficulty to control arrivals and stays in Spain, favoured in some cases by the existence of legal agreements with third countries that favour the arrival of people as visitors (but that afterwards remain in the country, mostly in irregular situations).
2.3 Characteristics of the foreign working population
According to the data provided by the Spanish Labour Force Survey elaborated by the Spanish Institute of Statistics for 2005, approximately one out of ten workers (10,4%) in Spain comes from a foreign country, what is equal to an amount of 2,069,100 foreign workers (workers with double nationality are excluded from this figure). Regarding the characterisation of this collective (see Table 2), 57.4% of the foreign employees are male and 42.6% female, the presence of women being higher than the Spanish average (39.6%). By age, the largest group of Spanish foreign workers is between 25 and 44 years old (38.7%), followed by a 30% of foreigners between 35 to 44 years old. Interestingly enough, the foreign workforce is younger than the Spanish native one (33% of Spanish workers have more than 45 years old in comparison to 18% amongst foreign workers). Meanwhile, the largest share of foreign workers come from Latin America (up to 49% of the total), followed by non-EU European workers (19.8% of the total).
Interestingly also, the presence of an important immigration inflow for economic reasons implies that the activity rate of foreign workers is significantly higher than that of Spanish workers. Thus, and whereas foreign employees show an activity rate of 75.48% (year 2005), this rate is 55.6% in the case of the Spanish native workers. This difference is even wider when taking into account gender considerations (activity rate for foreign males is 84.86% in comparison to 67.18% for Spanish men, and 66.11% for foreign women in comparison to 44.52% amongst Spanish women).
|Unit: People (thousands)
|SPANISH Population
|FOREIGN Population
|Double Nationality
|European Union
|Rest of Europe
|Latin America
|Rest of the World
|From 16 a 24 years From 25 a 34 years From 35 a 44 years From 45 a 54 years 55 and more years
|2,004.3 5,709.1 5,276.0 3,892.2 2,091.6
|1,708.6 4,873.6 4,617.1 3,574.9 2,012.0
|15.4 34.6 37.2 21.3 9.4
|280.2 801.0 621.8 296.0 70.1
|19.4 82.3 87.5 58.0 25.5
|68.9 165.1 108.5 61.0 7.2
|148.1 393.9 305.9 136.7 29.3
|43.8 159.7 119.8 40.4 8.1
|From 16 a 24 years From 25 a 34 years From 35 a 44 years From 45 a 54 years 55 and more years
|1,167.8 3,263.7 3,150.2 2,398.7 1,408.4
|996.9 2,788.1 2,761.0 2,232.8 1,361.9
|7.8 17.5 19.6 10.7 5.0
|163.0 458.2 369.6 155.1 41.5
|10.5 48.5 46.9 31.1 16.4
|36.2 95.5 62.1 37.0 3.4
|83.3 188.1 163.4 55.7 15.5
|33.0 126.2 97.2 31.3 6.1
|From 16 a 24 years From 25 a 34 years From 35 a 44 years From 45 a 54 years 55 and more years
|836.5 2,445.4 2,125.9 1,493.5 683.1
|711.7 2,085.5 1,856.1 1,342.1 650.1
|7.6 17.1 17.6 10.6 4.4
|117.2 342.8 252.2 140.8 28.6
|8.9 33.9 40.6 26.8 9.0
|32.7 69.6 46.4 24.0 3.8
|64.8 205.8 142.5 80.9 13.8
|10.8 33.5 22.7 9.1 2.0
Source: Spanish Labour Force Survey, 2005. Elaboration: Ikei
In addition to this, a research elaborated by FEDEA (Labor Market Assimilation of Immigrants in Spain: Employment at the Expense of Bad Job-Matches?) shows that foreign population's unemployment rates are relatively similar to that of natives, although, again, important differences can be noticed by gender considerations (foreign males have an unemployment rate 2.2% points higher than that of Spaniards, while foreign females have it 3.5% points lower). Amongst foreigners, those coming from Non-EU European and Latin American countries show the lowest unemployment rates, while the opposite is true for those coming from Africa. Interestingly also, unemployment rates are lower for those foreign workers who have several years of residence in Spain.
Having in mind the previous figures, it is possible to identify several reasons explaining the current existing demand for foreign workers in the Spanish economy. These reasons are several, such as the fact that immigrants are occupying job positions scarcely attractive for the native Spanish workers or the opportunities opened for employers in a number of sectors, so immigrants are used to reduce costs (lower salaries, worse working conditions) and therefore higher profitability levels (see research conducted by FEDEA).
2.4 The distribution of foreign workers across sectors and occupations
From a sector perspective, the available data from the Spanish Labour Force Survey shows that the most usual sectors for foreign workers are tertiary activities (65.0% of the foreign total, specially in HORECA sectors and personal services), followed by a 17.3% in manufacturing activities, 12.4% in the construction and 5.3% in agriculture (data for 2005). Meanwhile, and from a relative perspective, the economic sectors with the higher internal percentage of foreign workers include construction and agriculture (18.7% and 15.0% of the total sector workers are foreigners, respectively) (see Table 3).
The proportion of men is noteworthy higher than women in all the sectors of activity, with the only exception of services where 64,1% of the foreign workers are female. Thus, the share of men in the manufacturing and primary sector almost multiplies by four that of the women, whereas in construction 97.9% of the foreign workers are male.
With respect to nationality, the presence of Latin American people is particularly important in the manufacturing and especially in the tertiary and construction sectors (37.9%, 54.4% and 47.3% of foreign workers come from Latin America, respectively). By way of contrast, primary activities show an important presence of foreign workers from a varied geographical origin (see also Table 1), although non-EU European workers are the main group.
|Unit: People (thousands)
|Spanish Double Nationality
|612.9 1.1
|236.8 0.5
|849.6 1.6
|2,257.9 9.5
|752.1 3.7
|3.010.0 13.2
|1,785.5 13.7
|117.5 0.8
|1,903.1 14.5
|5,484.4 36.3
|5,539.1 52.3
|11,023.5 88.6
|European Union Rest of Europe Latin America Rest of the World
|4.5 34.4 32.4 45.9
|2.5 16.2 10.9 2.7
|7,0 50.6 43.2 48.6
|27,0 40.7 70.5 61.3
|11.3 10.4 26.8 8.7
|38.3 51.1 97.3 70.0
|34.1 101.0 203.9 91.9
|2.6 0.9 4.0 1.4
|36.7 101.9 207.9 93.3
|87.7 58.1 199.4 94.7
|103.0 149.0 466.2 653.0
|190.7 207.0 665.5 160.0
Source: Survey on Active Population, 2005. Elaboration: Ikei
Interestingly also, it is worth stressing that there are important differences in the type of jobs carried out by the foreign population according to its geographical origin. Just to give some data, the majority (41%) of the non-EU foreign workers is concentrated on unqualified occupations (data for 2005 from the Spanish Labour Force Survey), while the predominant group amongst EU foreign workers correspond to scientists, intellectual technicians and professionals (with a share of 20.2%).
2.5 The contractual relations of migrants
According to the information provided by the Spanish Ministry of Labour and Social Affairs (in its Statistical Yearbook), the number of registered contracts to foreign workers has increased a positive 78.3% between 2003 and 2005 (from 1.5 million to 2.7 million) , clearly above the total average (17.0%). In fact, and taken into account the 2005 year, the share of contracts registered to foreigners in relation to the Spanish total has reached a peak of 16.0%, 2,745,243 contracts in total terms. By geographical origin, the largest share of contracts to foreigners corresponds to Latin America and Africa (38.6% and 28.9% of the 2005 contracts to foreigners come from these places respectively. Meanwhile, the five most important country origins (in terms of signed contracts) correspond to Morocco, Ecuador, Rumania, Colombia and Peru.
|Working hours Length of contract
|TOTAL Contracts
|Foreign Contracts
|Permanent Temporary
|1,542,838 15,622,127
|237,178 2,508,065
|160,429 2,068,073
|76,749 439,992
Source: Statistical Yearbooks from the Ministry of Labour and Social Affairs, 2003-2005
Interestingly also, contracts carried out with foreigners are mainly characterised by their temporary and full-time nature. Thus, and taking into account the 2005 data, 81.2% of the contracts to foreigners had a full-time basis, whereas the remaining 18.8% has a part-time nature. Meanwhile, 91.4% of the total contracts to foreigners had a temporary nature, in comparison to 8.6% share of permanent contracts, where this share is slightly lower than the Spanish average (9.0%) (see Table 4)
2.6 Working conditions of immigrants
sections of this report have mentioned how foreign workers (especially those from some concrete geographical origins) are particularly concentrated on specific unqualified occupations characterised by deficient working conditions, low remuneration level and temporary/seasonal nature. The 'Survey on Quality of Life in the Workplace' elaborated by the Ministry of Labour and Social Affairs provides information by place of birth of the workers, which can help to describe these situations.
of all, the Survey confirms the unstable nature of foreign workers employment, as percentages of the less secure contract formulas double those of native workers (i.e. temporary contract 12.2% against 6.6%, contract by work or service 16.5% against 8.5%, trial contract 3.7% against 1.3%, etc.).
Longer working days and low salaries are also characteristic amongst foreign workers, where irregular practices (no enrolment in the Social Security regime) are also typical for this group. Regarding working time, the data reveals that foreign personnel work in general more hours than the average. Thus the percentage of people working more than 41 hours a week is 41.6% amongst foreign workers against 32.5% of the Spanish average. Foreign workers also work more often overtime, at night and during week-ends (see table 5). Interestingly enough, the Survey shows how a greater proportion of non nationals are willing to work more hours in order to earn more money.
Regarding remuneration, the level of wages shows to be lower for foreign workers: 65.9% of them earn less than 1,205 euro/month, while 50.8% of the average is in that range.
With respect to physical conditions, according to the Survey the work of foreign people seems to involve physical effort more often than for the native personnel, but on the contrary it does not imply more stressful work or riskier conditions. This result somehow collides with some official data on work accidents, as foreign workers suffer relatively more accidents than native Spanish (the high accident rate in the construction sector is at the root of this situation). Thus, official information provided by the Spanish Ministry of Employment and Social Affairs on accidents reveals that 8.4 out of every 100,000 foreign workers died in labour accidents during the year 2005, whereas this rate is 6.3 for the total Spanish workers. In absolute terms, the number of accidents among immigrants rose to 78,395 in 2005, of which almost the 99% correspond to slight accidents.
|Unit: vertical % of workers
|TOTAL Workers Average
|Foreign Workers
|Working time 41 working hours or more Overtime (always/usually) At night (always) Weekend Willing to work more hours for more money
|. 32.5 12.9 3.9 40.0 25.8
|. 41.6 17.2 8.3 54.7 37.3
|Salary <600 € 601–1,205 € 1,206–2,105 € >2,106 € DK/NA
|. 9.6 41.2 18.3 2.6 27.4
|. 13.2 52.7 12.1 1.1 20.2
|Physical Conditions Physical Effort (always/usually) Risky Conditions (always/usually) Stressful Work (always/usually)
|. 21.9 12.9 28.6
|. 33.2 13.5 26.9
|Satisfaction rate (% of workers satisfied/very satisfied) With Work in general With salary With physical workplace With health/safety With working organisation
|. 50.9 51.7 79.0 76.9 70.6
|. 42.0 46.1 71.0 70.3 62.5
Source: Survey on Life Quality at Workplace, Spanish Ministry of Labour and Social Affairs, 2004
As a result, foreign workers tend to be less satisfied with their job than the rest, which applies to the work in general (42% satisfied/very satisfied against 50.9% average) as well as to salary, physical environment of the workplace, health and safety conditions or work organisation.
According to the research conducted by FEDEA in 2006, the process of integration of the foreign workers in the Spanish labour market is quite different to that of the local native population. Thus, current immigrants enter the Spanish labour market via sectors of low qualification, characterised by a higher presence of temporary contracts in comparison to the national average. Interestingly also, the fact that around ¾ of the foreign labour force is concentrated on specific branches of activity (this is construction, agriculture, restaurant/food-industry and housework activities) characterised by worse working conditions explains also the general bad situation of foreign workers in comparison to native ones.
2.7 Level of education and occupational position: over-qualification and under-qualification
Over-education is another problem to be added to this precarious situation of immigrants.
According to the 'Survey on Quality of Life in the Workplace', in general, the education level of foreign employees is not lower than that of native ones (see table 6). In fact, more than a quarter of immigrant workers declare to have University studies, above the 22% percent of the average.
|Unit: vertical % of workers
|TOTAL Workers Average
|Foreign Workers
|Education level Illiterate Primary studies Secondary studies Vocational studies University studies
|. 3.0 16.0 36.0 18.5 22.5
|. 3.8 12.6 41.7 9.9 28.4
|Training (% of total) Lower working status than education level Training activities offered in the company Participation in the training activities offered
|. 17.4 31.4 17.6
|. 32.4 20.8 10.2
Source: Survey on Life Quality at Workplace, Spanish Ministry of Labour and Social Affairs, 2004
The Survey also shows thar about one third of foreign worker performs a job with a working status which is inferior to their level of education, making it difficult any professional progress. Additionally, immigrants seem to have less access to training activities fostered by their companies.
On the other hand, the available information from Statistical Yearbook of the Spanish Ministry of Labour and Social Affairs shows that the largest share of contracts made to foreign workers corresponds to people with non-technical formation and low educational levels. Thus, a 66.4% of the foreign workers who signed a contract in 2004 had some kind of compulsory education up to the level of secondary studies, where a 14.9% had not even completed primary studies and 12.9% were illiterate. Compared to the previous information, these data reveals the existence of an important group of under-qualified immigrants that are repeatedly contracted on short-term temporary basis.
This question has a clear translation by nationalities, the lowest educational levels corresponding to foreign workers of Africa, whereas the highest education levels correspond to EU citizens and North Americans.
2.8 Union representation and collective bargaining
The increasing presence of foreign workers in the Spanish labour market is generating a growing discussion about migration in the Spanish society, attracting the attention of policy-makers and social partners about the best way to successfully manage this new challenge. In this sense, the two most important Spanish trade unions (CCOO and UGT) are developing a number of specific actions aimed at fostering working conditions and affiliate figures amongst foreign workers. Thus, and on the one hand, CCOO is currently carrying out an important effort to increase the number of affiliates amongst migrant workers where, at the same time, has developed a specific route in its web page specifically aimed at this group of people (where information about laws and other relevant information can be found). On the other hand, UGT has also developed a concrete domain for foreign workers in its webpage. In addition, UGT publishes on a periodical basis comprehensive information related to regulations, guides for foreigners, a catalogue of high demand occupations, lists of interesting addresses, etc. Very interestingly, UGT has participated in a project intended to establish mechanisms and structures to provide an effective management of labour migration movements in both origin and host countries, helping also to prevent and combat irregular labour migration, promote social and labour integration/inclusion of migrants and, finally, protect foreign workers' labour rights. This project has been signed between UGT and CTC (a Colombian Trade Union) and the Ecuadorian Ministry of Labour and Foreign Affairs.
In addition to the activities carried out by the Spanish trade unions, public authorities also promote different actions for supporting and advising foreign workers. In this sense, the Spanish Government has recently presented a draft for the Strategic Plan of Citizenship and Integration for the period 2006-2009. Interesting also, the National Forum for Social Integration of Immigrants, created in 1994, and belonging to the Spanish Ministry of Labour and Social Affairs (by means of the Secretariat of Emigration and Immigration), pursues the participation and integration of foreigners legally established in Spain.
Not only at national level but also at regional and local level, projects of this nature have been set up since 2001 onwards, focused on the integration of foreigners. Some examples include the II Plan for Immigration in Andalusia 2005-2009, the Plan for Social Integration of Immigrants from the region of Murcia (2002-2004) or the Canarian Plan for Immigration 2005-2007. Likewise, there exist several NGOs and immigrants associations whose main goal is to successfully integrate immigrants into the Spanish society. Relevant examples include CEAR (Spanish Commission for helping the Refugee), COMRADE (Committee for Defense of Refugees and Immigrants in Spain), OMI (Multicultural Organisation providing Services for Integration of Immigrants in Catalunya and the world), the Federation of Associations of SOS Racism.
3. Commentary by the NC
The Spanish labour market has experienced a dramatic change in the last fifteen years which is narrowly linked to a very important inflow of immigrants, mainly from Latin America, Northern Africa and Eastern Europe. Thus, 8.75% of the total Spanish population is currently of foreign origin, whereas a decade ago this percentage was of 1.37%. At least a 10.4% of the occupied population is of foreign origin, not including the underground economy, where important numbers of illegal immigrants work. This important inflow of people is having a number of deep consequences for the Spanish society and economy, basically in demographic terms (population growth), as well as economic and social implications (increase in GDP, consumption levels, positive effects on the tax balance, as well as wage restraint effects on some sectors). All in all, it is argued that the Spanish current growth model is largely based on an increase in cheap and flexible employment supply (mainly provided by immigrants) rather than a model based on productivity increases. In these sense, important problems regarding the labour (and social) integration of immigrants remain. Foreign workers are very often subject to unfavourable working conditions (low wages, longer working hours, work accidents, low category jobs for which they are overqualified, etc.). In these sense, the future sustainability of this model in the long run is subject to important uncertainties.
Inigo Isusi and Antonio Corral, IKEI
Arango J. "La Inmigración en España: Una Visión de Conjunto" (Immigration in Spain: a Broad Perspective), in: Fundación 1º de Mayo, Madrid, February 2006.
Cachón L, "Inmigración y Mercado de Trabajo en España: Integración a Través del Trabajo y Lucha contra la Discriminación" (Immigration and Labour Market in Spain: Integration by Means of Employment and Fighting against Discrimination), in: Fundación 1º de Mayo, Madrid, February 2006.
Caixa Catalunya, Report on the Spanish Economy and the International Context, Barcelona, 1st semester of 2006.
Fernández C & C Ortega, Labour Market Assimilation of Immigrants in Spain: Employment at the Expense of Bad Job-Matches?, in: FEDEA, Madrid, 2006.
Spanish Institute of Statistics, Spanish Labour Force Survey 2005, Madrid.
Spanish Institute of Statistics, Population Figures, Madrid, several years
Spanish Ministry of Labour and Social Affairs, Permanent Observatory of Immigration from the Spanish Secretariat for Immigration and Emigration, Statistical Yearbook of Foreigners 2003 and 2004, Madrid.
Spanish Ministry of Labour and Social Affairs, 'Anuario de Estadísticas Laborales' (Statistical Yearbooks), several years, Madrid.
Spanish Ministry of Labour and Social Affairs, Survey on Life Quality at Workplace, 2004, Madrid.


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Mr Dj CDMIX800 dual CD/SD/MP3/HD player with mixer and scratch function.
This professional DJ CD unit is what you need for a professional DJ setup using CDs instead of records – you can even 'scratch,' to get the sound of a real record player! Glide your hand along the center jog wheel to get that real turntable feel. This unit is compatible with CD, CD-R, MP3 CD, as well as playing MP3s from USB sticks and SD cards – so it'll handle almost anything you throw at it. Tap in the beat using the built in beat counter. Adjust the pitch to beat-match your mix using the variable pitch controls. The anti-shock system guarantees your mix will play great even if the dance floor is bumping. It's got everything you'd expect from a DJ unit, too: crossfader, seamless looping, bass boost, and a 3-band EQ. Runs on both 115 and 230 V.
Mr Dj CDMIX800 Features:


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Author and Illustrator Robert Sabuda is best known for his magnificent and intricate paper engineering. His stories truly come to life and are enjoyed by children (and adults) of all ages!
The Gods and Heroes edition of the Encyclopedia Mythologica series is sure to delight readers with paper depictions of popular Greek mythology tales.


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is FUCKED UP! Man, there are some hills there! I think Derek had asthma, I had a mystery cough and Nick was sick by osmosis, so we didn't hit it too hard. This city is a track bike playground! Here are some screen captures from the filming yesterday:
Monday, May 5, 2008
san pedro...
Posted by councilofdoom at 1:39 PM
3 comments:
ah so derek still lives!
- May 5, 2008 at 3:58 PM
- FUGLY said...
i was thinking the same thing... right across the street from long beach just cant really cross the bridge by bike.
- May 6, 2008 at 8:43 AM
- FUGLY said...
- May 6, 2008 at 8:43 AM
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Using the cleric's Turn Undead table as a variant thief ability.
Undead HD/Challenge Level instead refers to Dungeon Level.
The thief rolls 2d10 to meet or exceed the number. On a successful roll, the thief has opened the lock and/or disarmed the trap. Both will reset and require a new roll when the door is closed (spike your doors!).
On a result of T, the thief has permanently jammed the lock or trap.
On a result of D, the thief can open, lock, disarm, or reset the trap at will and without rolling.
The increased chance of success in many cases should be offset by the increased frequency of the rolls. The thief is successful more often, but must risk failure more often as well.
Wednesday, April 3, 2013
Turning Locks & Opening Undead
3 comments:
Interesting idea. I may have to give that a shot the next time my group plays S&W...ReplyDelete
I concur. Going to use this in my next session involving this particular challenge.ReplyDelete
Can't wait to see how it plays out. ;)
Although I prefer some amount of variability even at higher levels, which is why I ended up using these turning undead tables in my game:
It allows for multiple levels of results - one roll to determine if a T or D result occurs.
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Drake Lists Little Brother in His Top 5 Favorite Albums
Gracing the cover of The Source Magazine's annual Power 30 issue, which hits newsstands on Nov. 15, Drake found time during his feature interview to discuss his top five favorite albums, making some surprising choices.
Attempting to qualify his picks by stating that his is a "young" list, Drizzy began by naming Jay-Z's 'Black' album and the Clipse's 'Lord Willing,' before continuing to reveal that a mixtape by indie rap heroes Little Brother had been "pivotal" in his life.
"This is not an album, but The Little Brother/[Mick] Boogie mixtape, that was like pivotal in my life," the Young Money rapper explained. "And then I would have to say, uh, I say [Biggie's] 'Life After Death.' And then I will say a toss up between [OutKast's] 'The Love Below' and 'Aquemini.'
Drake continued to list several other "definitive" albums which informed his sound, careful to differentiate them from from his "life changing" top five.
"That's life changing," he explained. "That's without, you know, [Lil Wayne's] 'Carter 2' and other things that pushed me to rap. Those were definitive albums that opened my sound. Oh, and Snoop Dogg, 'Doggystyle.' Those were just definitive albums that opened my mind to sound and melody and cadences and flows and you know. Those were like really important to me."
Drake's highly anticipated sophomore album 'Take Care' will be in stores on Nov. 15. Check out the tracklisting here.


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This past Monday marked ATL socialite Marlo Hampton's very first appearance on "The Real Housewives of Atlanta" and to celebrate the special occasion she threw a private viewing party at her home. She entertained a bevy of guests that included the likes of close friends, her interior designer Michel Boyd, RHOA cast members, select media, and even staff from the Chanel store. For the event Marlo wore a floor-sweeping Haider Ackerman Knitted Wool Skirt, black sheer Louis Vuitton blouse, and accessories by Chanel.
Photo Credit: The YBF
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tag:blogger.com,1999:blog-4551795507017299639.post4433744915747926618..comments2019-02-15T15:59:52.158+05:30Comments on CENTRAL GOVERNMENT EMPLOYEES NEWS - DOPT ORDERS - EXPECTED DA - 7TH PAY COMMISSION NEWS: Grant of MACP benefit to the eligible employees in the hierarchy of promotional grade: Compliance of CAT Principal Bench Directive on 12.03.2014 in OA No. 864/2014 - BPMSUshanandhini Tehttps://email@example.com:blogger.com,1999:blog-4551795507017299639.post-59084985280898096502014-09-04T12:26:10.556+05:302014-09-04T12:26:10.556+05:30Its really great mess when DoPT like organisation ...Its really great mess when DoPT like organisation avoids obeying supreme courts judgement on implementation of MACP on promotional Hierarchy.Principal Bench CAT expressed that no further order is required to implement the MACP on promotional hierarchy once SC upheld the matter. But departments having more directors or CEO type officers are reluctant in implementation of the order on the pretext of DoPT order not being issued after SC up held the matter .Modi sir is breaking his head for bringing the nation on track of discipline but our higher grade officers are no more officers of mass otherwise they would have sorted out this matter on merit.One person does not get 3 MACP if he gets three promotions or two MACP if he gets one promotion so MACP and Promotion matter id co-related and fixation of promotional hierarchy is the just way .If one could not be promoted due to policy of the administration despite good APAR and gets only MACP is not completer justice done.He is still lacking social dignity one govt.official enjoys on promotion and the family dignity is a great factor. MACP is half compensation if given on promotional hierarchy ,if further axing is done by giving just next higher pay which is not equivalent to his promotional grade in that case the employee looses promotional dignity and financial status for his no wrong.The ACP is mother of MACP but the DNA of MACP is changed by such act and it is erroneous and arbitrary.Jai Bharat.Sanjit Sarkarhttps://firstname.lastname@example.com:blogger.com,1999:blog-4551795507017299639.post-38477685694105528772014-09-04T12:08:39.081+05:302014-09-04T12:08:39.081+05:30Despite having direction of apex court in the matt...Despite having direction of apex court in the matter of MACP on promotional hierarchy DoPT is in denial mood .DoPT is aware that 3 up-gradation in 30 years is admissible only when employee gets no promotion .So promotion and up-gradation under MACP is co-related.Therefore ,implementation of MACP on promotional hierarchy is the basic principle and if DoPT like organisation pretends ignorant is really sorry.Modi ji may break his head to bring the national discipline on track but our naughty mind is the great hindrance.No defeat if final until we stop trying.jai bharat.sanjitSanjit Sarkarhttps://email@example.com:blogger.com,1999:blog-4551795507017299639.post-20496508037541635012014-05-10T15:30:08.062+05:302014-05-10T15:30:08.062+05:30Hope that DOPT will be kind enough to issue necess...Hope that DOPT will be kind enough to issue necessary orders making the verdict applicable to all the Central Govt Departments so that hundreds of litigations in various benches can be avoided.

There is no rules at present which envisages two different sets of allowances for the same grade pay.josephmullorehttps://email@example.com:blogger.com,1999:blog-4551795507017299639.post-64060051078332956032014-04-22T16:30:36.704+05:302014-04-22T16:30:36.704+05:30it is still not clear as to whether the employee a...it is still not clear as to whether the employee after getting MACP of 5400/- will be entitled for all allowances and facilities liked with grade pay....?firstname.lastname@example.com:blogger.com,1999:blog-4551795507017299639.post-89597196384633572152014-04-11T23:15:22.007+05:302014-04-11T23:15:22.007+05:30Getting pay on promotional hierarchy is important ...Getting pay on promotional hierarchy is important on long term as CPCs always relate new pay scale to the existing pay scale. firstname.lastname@example.com:blogger.com,1999:blog-4551795507017299639.post-30500406174772010192014-04-09T14:46:38.554+05:302014-04-09T14:46:38.554+05:30GOVT IS UN-NECESSARILY DEFENDING CASES FILED BY AF...GOVT IS UN-NECESSARILY DEFENDING CASES FILED BY AFFECTED EMPLOYEES. NOW COURT HAS GIVEN CLEAR DIRECTION THAT NOT TO WAIT FOR ORDERS FROM GOVT DEPARTMENT IN THIS REGARD. HOPE DoPT WILL ISSUE ORDERS. firstname.lastname@example.com:blogger.com,1999:blog-4551795507017299639.post-81539195166428767612014-04-02T18:34:55.601+05:302014-04-02T18:34:55.601+05:30Please take action on MACP based on the latest CAT...Please take action on MACP based on the latest CAT order for the benefit of affected Government firstname.lastname@example.com:blogger.com,1999:blog-4551795507017299639.post-2242438272175066882014-04-02T18:32:26.529+05:302014-04-02T18:32:26.529+05:30To expedite action on this all Associations should...To expedite action on this all Associations should write to Secretary, DOPT alongwith a copy of the CAT Principal Bench OA No.864/2014 of 12 March 2014 and other previous orders issued on the subject at the earliest. Otherwise Ministry will just wait and no action will be taken in the near future. It is time to act now and get back our firstname.lastname@example.com


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Cake Tools
Type: Dessert Decorators
Certification: CIQ
Brand Name: no
Feature: Eco-Friendly,Stocked
Model Number: Cake Nozzle
Type: Cake Tools
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height app3.9cm/1.54"-3.7cm/1.46"
Material:Stainless steel
Package included:1Set 6pcs Piping Nozzle tip Collect Our Store To Get More Discount http://www.aexpress.com/store/1663128 Payment Method
We only accept Escrow,Credit card,Western Union.
Please pay within 7 days of order.
Shipping Terms
Standard Service is China post airmail or Hong Kong post airmail.
Expedited Service is China post EMS.
We ship Monday - Saturday excluding hodays. Please send us an email BEFORE your payment if you wish to change shipping address.
Standard Service takes about 18-25 business days. Please note that this service is NOT trackable.
Expedited Service takes about 10-15 business days. It's trackable by your country post office website (China EMS website).
The shipping time during Hoday Season (Christmas, Chinese New Year etc) could be longer than usual time. Please add another 5-10 days as a delay.
Returns Term
In case you received a defective item, the customer has up to 7 days from date of receipt to request for refund or exchange for a new one.
In case you received a wrong item, Items must be returned in its original and unused condition & must also be in its original box and packing.
We do not allow refunds or exchanges because of change of mind. Please read all description provided as a guide before you bid. While every step has been taken to ensure that we ship out correct item, there will be occasion when you receive items that are different from the description. In such case, we ask that you contact us immediately so we may remedy the situation. Your satisfaction is important to us and we value your business.
About Us
After 4 years successful selng on eBay, we decided to start our nirvana. We are currently speciazed in Women's and Kid's Fashion. We value each individual customer as well as wholesale customer. Our warehouse is located in Yiwu, the largest small commodities market in China. We offer our customers amazing savings compared to prices offered by traditional retailers for similar or identical products. We provide native-speaking customer service in Engsh, French and Chinese.
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Packaging Details Unit
Type: set
Weight: 0.050kg (0.11lb.)
Package Size: 1cm x 1cm x 1cm (0.39in x 0.39in x 0.39in)
If you would like to pay by PayPal, you can pay to our PayPal account: email@example.com and email us. Please email us the name of the product, the quantity and other product attributes. The email address is email@example.com. No matter how many goods you buy in one order, the freight you need to pay is only 15 dollars
1. WORLDWIDE SHIPPING. (Except some countries and APO/FPO)
100% Money Back Guarantee on each item. Please contact us within 24 hours upon your receipt of the items. A full refund including shipping will be rendered in the event that the item is not as described. The refund will be rendered once the item has been sent back in original condition.
Customer Reviews:
Displaying 1 to 6 (of 7 reviews)
by alkan
Date Added: 03/30/2018
---Perfectvery very good shoppinhg
Rating: [5 of 5 Stars]
by of Tony Allen
Date Added: 03/30/2018
Comfy fitflops from a great supplier I have several pairs of Fitflops, two of which I've purchased from Shoetique. Their prices are great, delivery fast and communication second to none. I will definitely return to Shoetique again. Highly recommended.
Rating: [5 of 5 Stars]
by Gina Smart
Date Added: 03/30/2018
No next day delivery. Used this retailer as they highlighted next day delivery. Followed the instructions and ordered well before next day deadline. Unfortunately item did not arrive next day checked royal mail and they were still awaiting parcel. Shoes turned up the next again day! Loved the shoes and very well packaged just a shame I did not get them next day.
Rating: [5 of 5 Stars]
by Christine Roberts
Date Added: 03/30/2018
Disappointed I'm so sorry you did not inform me that your store could not ship Fitflops to the US although other UK stores will and have shipped.
Rating: [5 of 5 Stars]
by M Smith
Date Added: 03/30/2018
Service as Fit as the sandals you deliver!!! Shoetique are a great find. I have purchased several pairs of sandals and slippers from their website and it is easy to navigate and complete your order. Brilliant to get free delivery too and my purchases have always arrived in pronto time. One one occasion I ordered the wrong size sandals and when telephoned the dispatch office to sort out the problem, they immediately said they would ship out the correct size and I could return the unwanted goods. On another occasion they accidentally shipped the wrong goods to me and another customer and it was so good to see how efficiently the problem was resolved. They actually called me to let me know they had made a mistake, but has sorted this out and true to form the goods arrive the next morning. Shoetique appear to be one of the few companies who stand by their sales promises!!!
Rating: [5 of 5 Stars]
by Debs
Date Added: 03/30/2018
A pleasure to shop.....Was over the moon to see much sought after Fitflop Superboots. Excellent service. Would recommend without hesitation.
Rating: [5 of 5 Stars]
Displaying 1 to 6 (of 7 reviews)


text: The NHMTA will be closed this coming Monday in observance of Memorial Day. This content is restricted to site members. If you are an existing user, please log in. New users may register below.Existing Users Log InUsernamePassword Remember Me New User RegistrationChoose a Username*First Name*Last Name*Company Name*Address 1*Address 2City*State*Zip*Country*Day Phone*Email*Password**Required field


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I am getting ready to attach a top to my 26 touring. The parts appear to be good except for the tack strip behind the rear seat. It looks like a woodpecker has had a holiday on this piece but the wood appears to be sound. I have been checking in the restoration catalogs and there is a product called Kwik-Poly.This seems to be what I need except that it only comes in quarts and I only need about five percent of that volume to complete my job. Is there something out there to swell the wood and hopefully close some of the holes? I would go ahead and replace the strip but the upholstery has been done and I don't want to tear out what's been done. Any help appreciated. Thanks
Glue "half" toothpicks into the tack holes using waterproof glue such as Titebond II. Drive them in good before the glue sets up. Wait overnight then break off the toothpicks and sand flush.
Note: This tip was provided by Brent Terry and only remembered by me and reposted. I probably added the plug about the Titebond II. :-)
Yep, a friend and I did this to his touring car quite a few years ago (the tack strip looked like a porcupine when we were done and before busting off the tooth picks and sanding flush. Worked fine.
If I correctly understand the location of the tack holes, vertical, Kwik Poly would be hard to use. It is two liquids mixed and allowed to harden, would need a lot of damming and control. There is a product the woodworkers use to plug holes, holds fasteners and easier to use. Minimum mess after a little sanding. If I recall correctly it is also two parts, but more like putty.
Ted Aschmann's home made Quick Poly. Disolve all the foam cups in acetone that will disolve and use at once. I've never tried it. John
Hi to all,
I too have a 26 touring and am at the point to attach the upholstry to the tack strips and have lost one of the curved pieces on the back seat, passenger side. Is it possible to buy just that one piece. Does anyone know where it is available? My top attaches to snaps on the body. Only the seat spring covering attaches to this strip.
Now-a-days they use a plastic upholsterers strip. www.fordwood.com has them.
Thanks all, I just hope they don't think I'm crazy when I buy out the store's supply of toothpicks. Maybe I'll tell them I'm going for a record size hors'douver tray. Thanks again
There are 250 in a box and Dustin Hoffman agrees with that number in "Rainman". Should be good for 500 woodpecker holes when they are broken in half first.
Seth :-)
Dollar store has a box of 1000.
Dang Jack, you know where all the deals are!!!:-)
Can't help mentioning this after seeing the Ted Aschmann recipe. Back in the days when we could use freon to clean up solder joints on circuit boards we used to keep it in old baby food jars at our work benches. One day we discovered that a styrofoam cup would immediately dissolve if it came in contact with the stuff. One of my coworkers started stuffing styrofoam into his jar of freon.
The next morning we had a hard polystyrene slug which we broke out of the jar. Looked just like one of those urinal cakes so I tossed it in one of the urinals in the men's room as a joke on the head custodian. He spent weeks trying to find out what outfit he bought that thing from because it lasted so long. Well so much for taking things off subject.
On the '24 Coupe I restored some years ago it was recommended to me to use wooden match sticks to fill the holes and it worked well in my case. I supposed the match stick wood is softer than the tooth picks. I glued them in with Elmer's Wood glue, snapped them off when dry, then sanded down....Michael Pawelek
or you can use wooden skewers
Old time shoe repairmen used soft square wooden pegs that were driven dry into the holes in the shoe heel area after the old nails were pulled out. That was back in the days of leather shoes.


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SUP Yoga is a new challenge that will reinvigorate you and push you to become an even better yogi than you thought possible—all while enjoying the natural splendor of floating on water. Take a course here at the Darien Y and see why this amazing class might be your new obsession.
Time: 1 hour & 15 minutes
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*Your instructor for SUP Yoga will greet you in the Front Lobby. Please make sure to arrive 10-15 minutes prior to your class start time. This will allow for time to complete the required waiver, store any personal items, and change into appropriate clothing.
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Reach our to our Health & Fitness Director, Jess, at email@example.com to set up a session!


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Lyon Wide GRP Rung 8 mm dia Polyester Rope Sided Ladder
A durable and versatile 270mm wide rung GRP ladder with 8mm rope sides and swaged eye ends
Wide rung GRP (glass reinforced plastic) ladders with 8mm polyester rope with 30cm spacing between each Rung is an easy to handle ladders, for applications such as silo access, for inspection and cleaning, and for use over sloping structures, such as vessels. The polyester rope sides may be more suitable where electric shock is a potential hazard and the heavily fluted rung is easier to grip making the ladder better for muddy or slippery environments.
Rungs are 270mm wide allowing the climber to place both feet on one rung.
- Wide enough to fit both feet side by side.
- Large diameter rungs are easier to handle and more comfortable to stand on.
- Made to order in lengths of up to 15 metres.
- Easy to grip 34mm fluted GRP.
- GRP (Glass reinforced Plastic) are less likely to scratch any surface they contact than metal rungs.
These ladders are made to order and will take approximately 7 - 10 days to arrive. This ladder is sold by the meter, please increase the number of meters ordered in the drop down box.
- 8mm Polyester Rope sides
- 34mm Wide Glass Reinforced Plastic rungs
- 30cm spacing between each Rung
- Swaged eye ends.
Conformance: NON PPE.
Note our Price is inc VAT. an invoice showing ex prices can be supplied
8mm Polyester Rope sides
34mm Wide Glass Reinforced Plastic rungs
30cm spacing between each Rung
Swaged eye ends.
Conformance: NON PPE.


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Did Carlos Hyde Insult Your Sister Or Something?
Get a free NFL subscription for 3 days.
Carlos Hyde is one of the best running backs in the NFL, and the disrespect is ridiculous. The 49ers hired a new general manager and got a new head coach this season, and they cleaned house. The entire starting offense last year is gone. Colin Kaepernick, Blaine Gabbert, Torrey Smith, Bruce Ellington, Quinton Patton, and Vance McDonald have left Santa Clara. The entire offense. Except for one. Carlos Hyde. I think you know him, and he may have said something rude or discourteous to your sister.


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While obviously, there might be a short period of noise and some dirt from the works performed to attain that aspiration attic, advantages and the advantages that come with a good loft conversion significantly outnumber a few days of noise.
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Loft conversions models can differ, from up and over rooftops needing dormers towards the front or backside, to aspect hipped roofs needing gable conversions, Loft Conversion Companies in Hammersmith. In a few boroughs aspect gables aren't appropriate by the natives, by which case aside dormer have to be produced so that you can give you the additional and headroom room needed. In any event, your loft conversions will undoubtedly be created by allureloftconversioncompanies.co.uk style staff that is creative to merge together with your house.
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Lead Forensics is a lead generation platform for small and enterprise businesses. It enables users to acquire the contact information of their visitors, providing them the opportunity to turn their website traffic into actionable sales leads. We compiled reviews from around the web and determined that Lead Forensics has a mix of positive and negative ratings. We also shared price points for small businesses.
Lead Forensics Customer Reviews
Overall Experience: Excellent
Ease of Use: Excellent
Customer Service: Excellent
Pricing: Good
Summary of Lead Forensics Customer Reviews
What Lead Forensics does well:
Users who recommend Lead Forensics said that the app is excellent in profiling an otherwise anonymous visitor. It captures details such as their company name and contact information. Efficient visitor segmentation was also cited.
What Lead Forensics does not do well:
Users who left negative reviews of Lead Forensics said that its pricing scheme and third party integrations can be improved. They also said that visitor traffic coming outside of North America doesn't get categorized as efficiently as the ones coming in from the region.
Most Helpful Positive Review
A user who left a positive review of Lead Forensics on G2 Crowd said that what she likes best about Lead Forensics is that she can see the various companies visiting their company in real time. She also mentioned that the app has a very good dashboard that users can customize depending on a specific employee's needs — whether they are middle management or if they have a specific focus, users can customize their own dashboard. She also shared that Lead Forensics helps users automate segmenting certain visitors into leads, competitors, or clients simply by uploading lists, which is helpful in analyzing their traffic.
Most Helpful Negative Review
A user who left a negative review of Lead Forensics on G2 Crowd said that the app offers limited information in some regions. He said that the software mostly gives good information about prospects in North America only, and highlighted that they have failed to obtain the data from Asia and Europe on many occasions. Additionally, he also said that the app's minimum integration capabilities can be challenging and time-consuming because this usually means a lot of time spent individually in duplicating the same data in two or more systems.
Lead Forensics Reviews From Users Around the Web
Here are a few other resources for finding helpful Lead Forensics reviews from customers. We rated the review sites on a scale from poor to excellent based on how trustworthy and useful the reviews seemed.
|*Average rating as of date article was written: November 29, 2017
Lead Forensics Pricing
Lead Forensics doesn't have available subscription options and utilizes a customized pricing scheme based on the number of traffic a company gets on its website or a specific subsection of its website. According to third party sites, its pricing starts at $0.01 per visitor.
Some of the software's features and functionalities include:
Lead Identification: lets users instantly access names, job titles, and email addresses of key contacts that match their company's target profile from businesses visiting their site.
Visitor Behavior Analysis: lets users know what their visitors searched for inside the site, how many times they visited the site, the particular pages that they viewed, the time they spent exploring the site, and their buyer consideration stage.
Lead Scoring: lets users define the criteria of their leads and automate them straight to their chosen sales representative's inbox with trigger reports including the lead's industry sector, full contact details, company name and size, visit duration and path, and number of visits.
Dream Lead List: lets users identify their "dream" leads and companies and alerts them when individuals from these organizations visit their website.
CRM Integrations: integrates into a user's CRM software including Zoho, Microsoft Dynamics and Salesforce, among others.
Compare Lead Forensics Competitors
Not sure if Lead Forensics is the right lead generation software for you? Check out our category page with all top lead generation software providers.


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Words of Thanks from A Brazilian PKD Patient2016-12-28 07:43
When referring to Brazil, what will you think of? Barbecue? Or foot ball? Today we introduce none of them, but a PKD patient from Brazil. Before leaving hospital, he said: "Nurses and their experts here helped me a lot. They rebuilt my confidence to fight with my disease. Thank you, all my Chinese friends." Do you want to know more his experience in our hospital? Go on reading.
His name is Petro. When he was 17 years old, he felt soreness and weakness of waist and knees, so he went to hospital for check-up, which showed that he had polycystic kidney disease (PKD). Because his mother is such a patient, his doctor told him that it is inherited. But Petro did not attach importance.
Later he went to hospital for check-up again, this time he had high blood pressure and his creatinine was 270 umol/L. He told us that there are no good therapies in his country, but to take hypertensive medicine to lower blood pressure. When kidney failure occurs, dialysis is started to maintain life. His mother was treated like that. But he did not want that, so he searched on Internet to look for better treatment. At last, he came to our hospital.
When he arrived, he was checked blood pressure, kidney function and did color Doppler ultrasound. We found that both his kidneys have kidney cysts and stones. His creatinine level was 303 umol/L. Besides, he felt very tired and he had enlarged abdomen.
The reason why his blood pressure is high is that the cysts suppress the normal kidney tissues, leading to renal ischemia, anoxia and hypoperfusion.
If high blood pressure can not be controlled timely, it will increase further, causing further kidney damage, renal fibrosis and increased serum creatinine level, while worsened disease can elevate blood pressure further, leading to enlarged heart and heart failure. For some patients, their disorder develops quickly, leading to kidney failure or even uremia.
That is also why their blood pressure can not lower even with hypertensive medicines.
For his disease, on one hand, we used hypertensive medicine to control blood pressure. On the other hand, we used our characteristic Chinese medicine treatment, such as foot bath, medicated bath, oral Chinese medicine, etc. They can help improve renal environment to provide a good basis for medication. They can also expel waste products out of body.
After a period of treatment, Petro can eat by himself, and he did not feel tired any more. Besides, he can sleep through night. After examination, we found that his anemia associated symptoms disappeared. His creatinine level also decreased. Besides, his blood pressure stabilized gradually.
Now his condition became better and better, he said: " I am very lucky to meet Dr.Yang. It is him that let me know there is a good treatment in China, which can shrink kidney cysts and restore kidney function."
What do you think of Chinese medicine for PKD? If you are also interested in our treatment, please feel free to contact online doctor or leave a message below.
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Here are what some of our home education 'graduates' are up to :
Ariel Middlemiss was home educated in the Wellington North area. She studied through the ACE system and achieved a Year 13 Academic Certificate (equivalent to NCEA Level 3). She holds a NZAMD Licentiate, and the post-nominal letters ARAD, from the Royal Academy of Dance.
Ariel is a director, producer, choreographer, dancer and teacher. She is currently teaching dance at Tawa Intermediate School and Tracey Odell School of Modern Dance. She has recently formed the 'Ariel Middlemiss Dance Collective' and they will be performing in the 2014 Fringe Festival.
Josiah Jacobsen-Grocott February 2014
I started homeschooling when I was seven after learning in Montessori preschools since I was three. I homeschooled until I turned sixteen and started studying with Te Kura, the Correspondence School. I studied at Te Kura to gain University Entrance and just did the subjects and standards I needed to get into the courses I wanted to do at university. While I studied with Te Kura I kept in contact with the homeschooling community and attended some events like the chemistry workshops.
I have now finished my secondary school education and am starting study at Victoria University of Wellington. I am doing a Bachelor of Science majoring in Computer Science and Mathematics. I am passionate about both of these subjects. Ever since I was a little kid I have enjoyed maths, how it is logical and simpler than other subjects. I like the problem solving part of maths, and how you build on proofs you already know to find a new proof. I like programing because it is combines creativity and puzzle solving and the feeling I get when I finish a project and have a cool, functional piece of software.
For the last seven years, my life has revolved around rock climbing. Competitions, training and outdoor trips have been my main focus, and schoolwork has taken second place. I really enjoy climbing. It is a sport that involves puzzle solving as well as physical strength. I enjoy the movement of climbing and pushing myself physically, but my favorite part of climbing is first working out how to get to the top of a boulder or route and then making it there.
One of the best things about homeschooling was that I could make a day trip to my local bouldering area during the week as well as on the weekend! While I was homeschooling and doing correspondence school, I went to Europe three times to compete in the Climbing World Youth Championship. Since I finished correspondence school, back in October, I have been doing even more climbing. First I made a four week trip to the Blue Mountains in Australia. In December I had a five week trip to the Darrans in Fiordland and pushed my climbing up a level, doing a grade 33 route, three grades harder than my hardest route before the trip. (The world's hardest route is grade 38.) Since then I have made a few more shorter climbing trips.
I start university in March, and while this might mean less time for climbing and fewer trips away, I am really excited, and look forward to entering a new phase of learning, developing my mind and expanding my horizons.
Hi! My name is Tessa Jacobsen-Grocott.
I homeschooled most of my school years. I went to a Montessori high school for Year 9 then returned to homeschooling until Year 12 when I joined a correspondence school to get NCEA credits.
Instead of continuing on at the correspondence school for Year 13, I am going to Masterton to do a level 3 equine certificate at Taratahi Agricultural College, after which I might go on to study equine at level 4 and 5. After I have finished my study, I hope to get a job bringing on young horses or travelling with horses around the world.
In 2012, I went on a three month student exchange to Canada, with Youth For Understanding, where I attended a public school. I was there over Christmas and the northern hemisphere's winter months, so I was lucky enough to go dog sledding for three days in the Canadian wilderness. Walking out onto a frozen lake and seeing the constellations of the milky way upside down was an incredible experience.


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This is my favorite 'staple' meal: you know, those ones that are so easy and delicious that you find yourself making them almost weekly? This is one of them. Disclaimer: I did not come up with the basic gnocchi recipe myself. I found it on AllRecipes (told you it was fantastic!), and made a lot of changes to it to make it healthier, and ahem....mine:)
1 cup dry potato flakes
1 cup boiling water
1 cup raw spinach
1 egg, beaten
1 teaspoon salt
1/8 teaspoon ground black pepper
3/4 cup all purpose flour
1 1/2 cups jarred tomato sauce (my favorite is Prego HeartSmart- lazy, I know, but I'm a busy college student!)
1/2 cup FRESH mozzarella cheese
1. Place potato flakes in a medium size bowl. Pour in boiling water; stir until well blended. Stick in freezer until cool.
2. Meanwhile, chop the spinach finely. It's important that it be FINELY chopped.
3. Stir in egg, salt, pepper, and spinach. Blend in the flour- the dough should be fairly stiff. Flour your hands, and make sure your cutting surface is well floured too, otherwise the dough is going to be sticky and all over the place. taking small handfalls, shape each section into a long thin roll, about the thickness of a breadstick. With a flour coated knife, cut into small, bite-sized pieces (remember, the smaller the piece, the faster it cooks, so keep that in mind when cutting).
4. Place a few in boiling water (I try to keep it 10 pieces and under so they don't stick together). As the gnocchi rise to the top of the pot, remove them with a slotted spoon. Repeat until all are cooked. Drain on a clean, dry cloth. When all are cooked, empty the water, and put the sauce into the pot. When the sauce begins to bubble, add the cheese. When the cheese begins to melt (it'll form long thin strings of cheese when you stir), add the gnocchi and stir to coat. Serve!
For those of you who hate spinach, don't worry. The spinach doesn't have a pronounced flavor: all it does is add nutrients and color to the dish. Eventually, I'll put up a recipe for a good home made tomato sauce, but I just haven't one I like yet....someday:p
Until next time!
Saturday, December 4, 2010
Fast, Easy, & Delicious: Spinach Gnocchi Al Telefono
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I can't ever get over the beauty of Venice. The city built entirely on water (or a swamp ground–which would explain the mosquito bites). It couldn't have been a better first stop for our honeymoon! We stayed at the Westin Europa and when we looked out our windows we looked directly onto the hustle and bustle of the Grand Canal. We stayed in Venice a few days and spent our time wandering the streets, turning into little shops, eating pizza, and trying to pay for gelato with Swiss Franks (they didn't like that very much). One morning we took a photography tour with Sara; so we got up as the city was waking up to wander the streets and take amazing pictures before the tourists were awake. Our tour guide was a sweet Italian woman who marched the three of us through the streets of Venice, letting us poke into piazzas, alleyways, and over bridges. Venice is where I first started to discover that Italy doesn't believe in sugar-free red bulls–they were NOWHERE, and if you know me that's a complete Greek tragedy, so I supplemented red-bulls with cappuccinos (we're getting an espresso maker for sure now). We loved Venice and it's canals, canolis, and cappuccinos.
I loved the dark alleyways. . .
If I was to live in Venice this is precisely where I would live. This street is ah-mazing!
Look at my handsome husband. . .
I just love how old the city is. . . the colors, the peeling paint, the damaged wood. It's gorgeous!
I LOVE that we got to see Sara while we were there. . . we got a good shot of us (because we just couldnt come to terms with handing the camera over to a stranger).
Hi Sara!!!


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The decision to pursue an independent career can be both exciting and scary. The rewards of being your own boss, working flexible hours, and the ability to pursue what you're passionate about are great, but as an independent, you also assume the challenges, risks, and infrastructure of running a business.
In his webinar, Going Independent: Are You Ready to Make the Leap?, George Hallenbeck discussed three important parts of the process of going independent: assessing fit, assessing readiness, and making the transition.
Hallenbeck has worked with people from a variety of backgrounds and researched their transitions to an independent career. We spoke with him about what it takes to go independent, the challenges that arise, and the key to making a successful transition.
Hallenbeck: It sort of runs the gamut, but they all have an independent spirit. For a lot of people, independent work is really a calling, something they feel compelled to do at some point in their careers. There are four particular skills we've found that really differentiate these individuals.
Hallenbeck: Based on polling we did among our alumni, the most common question I see is, "where do I begin?" It's overwhelming at first, especially if you've been in a full-time employment capacity. The shift to independent work is a big leap to make. We've introduced research-based goal setting which helps people to break down this transition into actionable steps. That helps to make this process a little less overwhelming.
Hallenbeck: Start by thinking about fit. Is this really the right thing for you? It's important to have very clear eyes about what you're getting yourself into. Look inward and examine your motivations and why you feel compelled to do this. Are you seeking more freedom and independence, or do you want to pursue work that truly interests you? Do a reality check. You may have something you're passionate about or talented in, but is there really a market for it? You don't want to put yourself on an island.
Hallenbeck: There's a difference between being good at something and making a living at it. in any job, there are going to be messy and unpleasant situations you don't want to deal with—especially with clients. If you haven't been in a client-facing position at this point in your career, this can be challenging because you're now depending on clients for your livelihood. That's a lot different than dealing with a really tough boss.
As an independent, you don't have the same resources and support to draw off of when you find yourself in a mess. On the other hand, chances are someone else has faced the same situation. With a good network, you can draw on other people to help you out.
Hallenbeck: Look inside yourself and think about the change on a more personal level. With the people I've talked to, there's a 50/50 split between those who just rip the Band-Aid off and jump into the deep end, and those who say don't quit your job, gradually test the waters. It often comes down to personal preference; there's more than one way to do it right.
When I look at the skills that differentiate the people who are successful at this, it seems to me that regardless of whether or not you pursue an independent career, the skills of authenticity, resilience, and networking will serve you extremely well and help you in any work capacity. Invest in those skills as part of your run-up to independent work, and even if you don't end up making the leap, those skills will still be valuable for your career.
MBO regularly hosts webinars that cover a variety of independent workforce topics. Visit our webinars page to watch past presentations and register for upcoming talks.
Follow these four tips to figure out how much money you need to start your own consulting business.
A look into 10 myths about independent contracting.


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I had an extremely long week in work this week. Not only were the hours many, the work was stressful. I spent very little time at home and it seemed like I'd only just gotten into bed before I was up again. Last night, I got home late again and watched some of the Brexit coverage. I went to bed very late, having seen the polls that suggested Britain's Remain campaign had won a tight victory.
This morning I woke at 530 am and saw the news. I literally cannot believe it. I've grown up in a country where only because of Europe have women's conditions improved and where travelling freely between myriad countries renders charming some of the scenes at customs in my Chalet School books.
I was so exhausted I took to my bed a few hours ago. I slept badly and daytime naps don't tend to agree with me. I don't know whether the sick feeling in the pit of my stomach is because the world has tilted in an unfamiliar and undesirable direction or whether my utterly exhausting week and the emotion of today's result is finally catching up with me. Either way, I'm tired, slightly confused and not at all secure in myself right now.


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Life on the Bow
Bowman always first to finish
Tue, 14th Sep 2010
By Tony Bull
Image Credit: Chuck Skewes
A bowman prepares for a peel change
Bowmen (and women) are probably the most visual of all sailors, they are perceived on one hand as the most menial of the crew. All brute strength and muscle whilst they haul sails up and down. Leaping around and yelling at other crew members. Alternatively they are the pinup boys of sailing, extreme athletes who make the crew further aft look positively dowdy. Bowmen tend to feature on the covers of sailing magazines more than any other member of the yachting fraternity. Most crewing positions involve close interaction whilst the bowman operates further in distance from others for a large part of the time and as a result is seen as an individual amongst a team.
Life can be a nightmare for the bow when things go wrong behind him. As the bow is a very visual position and the focus of a lot of attention in manoeuvres, it is quite often they who get the blame when things go awry. It always amazes me that when a spinnaker drop goes wrong the bow is yelled at when quite probably the fault lies further aft and he is trying simply to cope with a bad situation.
This article was posted on Tue, 14th Sep 2010