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VIDEO: Billy Crystal, Jay Z & More Pay Tribute to Derek Jeter in New Nike Ad
In a new ad for a Re2pect collection of products from Nike's Jordan Brand, A-list celebs Jay Z, Tiger Woods, Michael Jordan, Carmelo Anthony, Phil Jackson, Billy Crystal and SPIKE Lee pay tribute to retiring Yankee shortstop Derek Jeter, along with New York City policemen, firefighters and Yankee fans. Check out the new spot below!
The new spot TV ad will debut during tonight's All-Star Game in Minnesota, marking Jeter's 14th appearance in the legendary competition. The footage premiered online just a few days ago and has already received over 2 million views on YouTube.
For more information visit: http://www.nike.com/us/en_us/c/jordan/derek-jeter-re2pect
About Author
- Photo Flash: Gorgeous New Banner Unveiled for MOCKINGJAY - PART 2
Lionsgate just released a brand-new poster for THE HUNGER GAMES: MOCKINGJAY - PART 2 today (August 24) to celebrate the five-year anniversary of the book being published, along with the caption, 'When Snow falls, the Mockingjay will rise.'?Check it out in all its beauty?below!
- It's Official! Orlando Bloom to Return for PIRATES OF THE CARIBBEAN 5
What would a PIRATES OF THE CARIBBEAN film be without its male leads? Probably nothing. Fortunately for us, Orlando Bloom is officially back for the next chapter of Jack Sparrow and Will Turner's stories.
- VIDEO: Andrew Garfield Gives New SPIDER-MAN Tom Holland His Blessing
BroadwayWorld previously reported that Sony Pictures had cast Tom Holland (BILLY ELLIOT) as the title role in the next SPIDER-MAN film, replacing Garfield who starred in the last two. In a recent interview with ET, Garfield could not gush enough about Holland's talents. 'I'm really excited to just be a fan again as opposed to bearing the weight of it.' Check out the full interview below!
- VIDEO: TOY STORY 4 Director Spills New Plot Details at Disney D23 Expo
We've got the scoop on TOY STORY 4! It's official: the next film in the Disney/Pixar franchise will take a romantic turn- but not between the two you may expect. Below, watch director John Lasseter chat about the film which will feature a love story between Woody and Bo Peep!
- VIDEO: First Trailer Revealed for Quentin Tarantino's THE HATEFUL EIGHT
The first trailer for Quentin Tarantino's THE HATEFUL EIGHT has been released. The film will open in select theaters on December 25, 2015 with a digital theatrical release nationwide on January 8, 2016.
- COP CAR, Starring Kevin Bacon, Coming to Digital HD, On-Demand & DVD 9/29
A corrupt small-town sheriff is on the hunt for two runaway kids who took his car on a joy ride in Cop Car, an unnervingly funny thriller now available on Digital HD and On Demand, and debuting on Blu-ray TM and DVD on September 29, 2015
- AUDIO: First Listen- Meryl Streep Sings 'Bad Romance' in RICKI AND THE FLASH
In her new film RICKI AND THE FLASH, Meryl Streep plays a rock star who is trying to mend broken relationships with her family while maintaining her rocker identity. Below, get a first listen to one of the tracks from the film, Streep's cover of Lady Gaga's 'Bad Romance'!
- Review Roundup: Marvel Re-Imagines the FANTASTIC FOUR
Miles Teller heads the newest installment of the Marvel franchise, FANTASTIC FOUR.
- NOT ANOTHER BAD HORROR FLICK Screening Set for Nyack Film Festival
The spoof on iconic ?bad horror films? ?Not Another Bad Horror Flick? will screen at the Nyack Film Festival on Friday, August 14, 2015 at 8:00PM ET.
- Production Underway in Los Angeles for New Feature Film FEAR, INC.
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2008 Stanley Cup Champions May 24, 2008 - Game 1 June 4, 2008 - Final Game A Panoramic View in Detroit, Michigan - The Rob Arra Collection
All hail the champions from Hockeytown! For the fourth time in 11 years, the Detroit Red Wings are Stanley Cup Champs. Commemorate the dominating victory over the Pittsburgh Penguins in the finals with this breathtaking panoramic print from photographer Rob Arra's Everlasting Images collection. Taken from a unique corner-seat perspective, the main image gives you Joe Louis Arena in all its glory during Game 1 of the series, looking better than ever as a sea of red. Inset in the corners are celebration pictures from the Igloo in Pittsburgh after the Red Wings wrapped up the series in Game 6, including the beloved on-ice team portrait, an annual classic. Capped off with a sharp white-bordered design, an apt commemorative title, and the final scores of each game in the series, this is the ultimate print for the wall of any true Red Wings fan. Whether you were at Game 1, were watching at home, or are simply a fan of great hockey arenas and moments, this is for you! A valuable collector's item for years to come, worthy of a nice frame and a prominent place on the wall of home or office.
Product Specifications:

subset: commoncrawl


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威尼斯 A Venice Fish
Campo de la Maddalena, Cannaregio 2205
About A Venice Fish
Top location, we have the best relation Location/price than any other accommodation in Venice.
Venice Fish is the best place where to start your journey toward Venice.
Top location, a cool place to hang out, meet new people and socialise!
The building is a 16th century palace with a beautiful terrace looking over a main street in Venice.
A Venice Fish is located in the Cannaregio district which is right in the middle of the city. We have our own private bridge entrance. The hostel has a really relaxed atmosphere and is very social. Most evening are spent with everyone drinking in the common room listening to music and playing games. The staff will be more than happy to advise you on nearby bars, restaurants and attractions.
We require payments in cash upon arrival!
Guests can cancel their reservation up to 72 hours before the scheduled arrival date.
In case of a no show your credit card will be charged for the full amount of your reservation.
After being checked in we do not give refunds under any circumstances.
Please let us know at least 24 hours in advance your arrival time!!
Your arrival time must be between 9:00am and 12midnight.
The reception is not 24 hours so please notify us if your plans change either by phone or email.
9am - 12am
After 2pm
You are more than welcome to arrive any time after 9am and leave your luggage here before your room is ready then come back any time after 2pm.
Before 10am
Between 10am and 2pm
We have to clean the entire hostel which includes sweeping and mopping the floors every day so we have a cleaning lockout.
Property facilities:
- Free Wi-Fi
- Hairdryer
- 24 hours hot showers
- Towels available
- No Curfew
- Tourist tax 3€
- Close to the supermarket
- Water Bus stop near the property
Starting on 24/08/11:
The municipality of Venice recently approved a law which imposes EVERY hotel, hostel or B&B in the city to charge every guest an extra TOURIST TAX.
The amount is of €3 per person per day
All rooms come with single beds, some of which are bunk beds. Bed sheets and linen are provided and there are 24 hour hot showers. The staff are able to lock away valuables upon request.
Each guest has a set of keys to the main door which means that there is no curfew!
Coffee/Tea facilities, microwave, kettle and fridge/freezer are available for all guests.
From the bus or train stations:
A Venice Fish is just a 10 minute walk.
From Piazzale Roma take the large bridge from the square walk straight for 2 minutes then you will be outside the train station.
From Santa Lucia train station, with your back to the main entrance, turn left and walk 'straight'. Walk for about 5 minutes in that direction.
You will arrive at Campo S. Geremia, cross this small square taking the path which lies ahead of you on the left and you will arrive at a large bridge (Ponte Delle Guglie). Cross the bridge and continue to walk straight for about another 5minutes.
You will cross a second bridge much smaller (Ponte Dell Anconetta).
Continue to walk staright for 2 minutes.
As you approach the third bridge the hostel is on your right hand side.
With the third bridge on your left side the hostel is directly in front of you. Go to the right of the building to find the prvate bridge that leads to the door.
The door is GREEN and has 2205 above it.
Ring the buzzer please allow staff a minute to answer as this is a very large building.
Google maps:
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Cynthia S Cohen
Professional Background
Educational Background
Scholarly Interests
Selected Publications
BBSQ 4046: Introduction to augmentative and alternative communication
This introductory course will provide a comprehensive overview of Augmen-tative and Alternative Communication (AAC). A thorough examination of the assessment and therapeutic processes will be presented. Emphasis will be placed upon individuals exhibiting severe communication disorders secondary to congenital/acquired cognitive and motor impairments. Low and high-tech AAC systems will be discussed and demonstrated. Important to speech therapists, special educators, psychologists, occupational and physical therapists, school administrators and other health professionals.
Centers and Projects
Website: http://www.tc.columbia.edu/centers/mysak
Edward D. Mysak Clinic for Communication Disorders
The Edward D. Mysak Clinic for Communication Disorders is an integral part of the graduate training program in speech and language pathology at Teachers College. The Clinic offers a wide range of diagnostic and therapeutic services to individuals of all ages with communication disorders.
Services are provided by program faculty and supervisory staff who hold national and state certification in their respective areas. Qualified graduate students provide or assist in the provision of these services under the direct supervision of the faculty and staff.
The graduate program in Speech and Language Pathology at Teachers College is accredited by the Council on Academic Accreditation of the American Speech Language and Hearing Association. Academic concentrations leading to certifications include the Teacher of Students with Speech and Language Disabilities (TSSLD) and the Bilingual Extension to the TSSLD, both of which are registered with the New York State Education Department.


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This modern pharmacy floor lamp features a disc style head with a long and lean stem. An attractive on/off touch dimmer rests toward the top of the stem, allowing lighting flexibility. This chrome finish fixture will look great in your favorite reading corner. Design by George Kovacs.
Illuminate your home with the renowned mid-century modern flair of George Kovacs designer lighting. This unmistakable look has been challenging the status quo for years with bold materials, dramatic shapes, and stunning textures. With the help of hot in-house designers like Karim Rashid and Rachel Simon, the George Kovacs line of fixtures promises to challenge conventional lighting design for years to come.
Shipping and Delivery Information - For item EUW2839 if ordered by 1 pm Pacific Time


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Three Ways to Fill A Large Wall Space
Follow When you have a large wall that needs to be decorated it can be overwhelming. Here are three ways to fill a large wall space. Group in odd numbers. Try grouping an odd number of pieces of art 3 and … Read More


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The Honey Badger won't be making an appearance for LSU this fall.
Tigers coach Les Miles announced Friday defensive back Tyrann Mathieu has been dismissed from the team for a violation of team policy.
Mathieu was one of the top playmakers for the Tigers during last year's undefeated regular season and adopted the Honey Badger moniker as part of his flashy style.


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Home > Kitchen & Dining > Food Prep & Processors > Salt & Pepper Shakers & Grinders > Frieling Milano Salt Mill
Frieling Milano Salt Mill
Fresh solutions!
To prevent corrosion, this salt mill features a high quality ceramic grinding mechanism.
It is exceptionally sharp and reliable. Always the correct setting: on the bottom of the mill, simply turn the dial towards the desired setting - from very fine (1) to very coarse (6). No need to re-adjust! 25-year limited lifetime warranty.
- 6" Model - 2" L x 2" W x 6" H; 0.5 lbs.
- 8" Model - 2" L x 2" W x 8" H; 0.7 lbs.
Frieling Milano Salt Mill
Frieling Milano Salt Mill
Our innovative products will provide you and your family with years of enjoyment. And with the Brookstone Protection Plus service and replacement plans, you'll have the added peace of mind knowing that if the unexpected does happen, we will simply repair or replace your covered product. Our enhanced coverage goes above and beyond the manufacturer's warranty, saving you time and money.
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|Stamford, Conn.
|High School:
As a Junior:
Worked as Resident Assistant on York Hill Campus…Studied at the University of Belgrano in Buenos Aires, Argentina during Spring 2012…While abroad trained at Gath y Chaves with Charlie Dazzini/Josemaria Kerlakian and Club Atletico Comercio with Ezequiel Gonzalez and Cristian Ayan.
As a Sophomore:
Served as President of the QU Pre-Law Society…Appointed to Academic Integrity Board as Student Member…Inducted into Political Science Honor Society…Worked in Town of Hamden Government's Economic and Community Development as QU Presidential Public Service Fellow
As a Freshman:
Dean's List…Interned at the Judicial District G.A. 22 States Attorney's Office
Before Quinnipiac:
Graduated from Stamford High School…Ranked Top 25 in USTA New England…Stamford Young Artists Philharmonic (1st Chair)…Founder and Chief Editor of Zenithe Junior Tennis Magazine…covered Rogers Cup: Toronto for ATPTennis.com…credentialed member of professional tennis media at US Open, New Haven Open, and International Tennis Hall of Fame.
Native of Stamford, CT...Son of Ruth Webster and Patrick Jerome…has two younger siblings Leah and Jacob…Majoring in Political Science with a minor in General Business…Classically –trained cellist…proficient in Spanish.


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Daytime Nappers Are More Likely to Die Young: Here's Why
Oh, great, another thing to worry about! Researchers at Cambridge University in England just published the results of a 13-year study of more than 16,000 people . . . and they found people who regularly take naps are much more likely to DIE YOUNG


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(based on 55 reviews)
Ratings Distribution
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Reviewed by 55 customers
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(1 of 1 customers found this review helpful)
Color Tissue Paper Bright Collection
By Puddin
from Maryland
About Me Value Oriented
Comments about Color Tissue Paper Bright Collection:
I use it to wrap small gifts and stuff the tissue paper into the bags where I put the gifts.
Bottom LineYes, I would recommend this to a friend
Was this review helpful? Yes / No
- You may also flag this review
all good
By barba2z
from Austin, TX
ordered the money holders, as well as the colorful tissue paper and the Christmas tissue paper. All arrived in a timely manner and willbe put to good use in the future.Pleased overall with the articles and value.
By gijay
from PA
When I choose gifts, I enjoy giving useful items. For example, I gave the package of bold colorful tissue to each person at my Dr.'s office. We know how appreciated we feel when unwrapping gifts if the "heart" of someone made it special. This gift is always appreciated, and a surprise as a stocking stuffer.
Great collection to have on hand
By Sharrylou
from Cincinnati, OH
Great color selection for use in gift bags.
Beautiful colors!!
By Kim
from Hamilton, NJ
Great tissues for gift bags!! Very colorful and lively!!!
Bottom LineNo, I would not recommend this to a friend
Wrapping gifts
By Georgia Peach
from Monroe, MI
About Me Quality Oriented
Just the thing to brighten up all the Christmas gifts I wrapped and also put in gift bags!
Great for gift bags
By Vicky
from Penn Yan NY
I think this is a great value
Nice colors...
By Susiq
from Houston, TX
Nice bright paper - good selection to have on hand for gift bags, etc.
Great colors
By jab
from Sarasota, FL
About Me Frequent Host
great colors and great value
colorful gifts
By Sunshine girl
from Campbellsburg,IN
I use this product to brighten up gifts


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- Red Bull USA - Sports & Entertainment News | Teams & Athletes
- Sports
- Motorsports
- Photos
- Race Day in Windsor
- Nigel's army
Image Details
- Views
- Date
- Jun 6, 2010
- Photographer
- Participants
- Events
- Copyright
- Getty Images for Red Bull Air Race
- About this Image
- Nigel Lamb's team work the plane in the Race Airport.
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Viewing images from [Gallery] Pawlenty Rides Through Pine County.
Posted Friday, February 12th, 2010 at 12:48 pm.
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LDR stands for Labor, Deliver, Recovery. In one of these serene, comfortable, light-filled rooms, you will go through labor, deliver your baby, and rest for a while after the birth. The advantage? No moving from a labor room to a delivery room to a recovery room, right when you want to lay still and bond with your newborn.
When The Birthplace was designed, thought was given, not just to your physical comfort, but to your emotional well-being, too. So your room will feature plenty of peaceful natural light. Soft teal, shell pink, rose, and mauve provide a soothing color scheme. Comfortable, home-like furniture hides sophisticated, high-tech equipment, just in case it's needed. Thoughtful finishing touches include a chair that opens into a bed for dad.
Postpartum Rooms
Our studies show that when new moms have rested up after the birth, they would prefer to move to a fresh, quiet room. The Postpartum Unit is just a short trip down the hall from Labor & Delivery. (Post = after; partum = delivery.) Here homelike rooms are also pleasantly decorated in soothing colors, with private bathrooms. Our liberal Rooming-In policy helps you and your family bond with your new baby. Keep the baby with you as long as you like. When you need time for yourself, our skilled staff will give your baby tender, loving care in our nursery.


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Terms & Conditions.
Some product exclusions may apply. See product page details for more information. Clearance items are final sale. Price matching does not apply to this or any promotion. Offer is valid until September 13 at 11:59 PM PST. May not be combined with any other offer/discount (unless specified), including invitation credits, promotional gift cards and/or special discount links. Discount applied upon checkout. Log in to your account to see your savings.
Brashy Couture nails that holy grail of all authentic style: the high-low fashion paradox. It's cutting edge and forward-thinking in its design—and though it's printed on a plain cotton T-shirt—it carries the style cred of a hefty designer purse. Brashy is always in-the-know and of the moment—par exemple, this über cool Petite & Wild T-shirt. It may be a traditional silhouette, but it's a unique addition to any wardrobe.
Unisex Sizes. Loose Fit.
Measurements by Size:
XS: Shoulder to Shoulder: 27". Bust (measured 1" below arm hole) 17.5".
S: Shoulder to Shoulder: 28". Bust (measured 1" below arm hole) 19".
M: Shoulder to Shoulder: 29". Bust (measured 1" below arm hole) 20.5"
L: Shoulder to Shoulder: 30". Bust (measured 1" below arm hole) 22".
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Dierks Bentley knows he may have just stepped off the escalator.
Seven years into a music career that has been steadily gaining momentum with rock-tinged contemporary country radio hits, Bentley has just issued a mostly acoustic, bluegrass-tinged album called Up On the Ridge. It is both a departure and a homeward return for Bentley, whose radio singles have been mostly amped-up affairs but whose primary musical inspirations are acoustic players who perform at his favorite club, Nashville's Station Inn.
"In Nashville, it's a constant game of momentum and trying to climb up one more rung, and you have to lock in to one thing and then beat everyone over the head with a certain brand you're trying to sell," Bentley said. "But you also have to remember why you moved to town. You start asking yourself, 'Am I leaving behind my best music? Am I challenging myself?'"
These days, Bentley is challenging himself.
Teaming with producer Jon Randall Stewart — a virtuoso musician best known for his work with Emmylou Harris and for co-writing the Brad Paisley/Alison Krauss hit "Whiskey Lullaby" — Bentley brought acoustic music masters including Krauss, Del McCoury, Tim O'Brien, Chris Thile and Sam Bush into the studio and created a song set that has already won raves from USA Today, The Washington Post, Music Row, People and other publications.
Billboard country chart manager Wade Jessen called the album "an achievement." But Jessen also called it "off the menu" for radio programmers.
Continue reading


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Ing sees gold price spiking to $3,000 US an ounce in 2012
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Closing out your Tuesday on a good note – Jan. 31 – 3 p.m.
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Hang tight!
Recipe by Karena
"Both beautiful in presentation and taste, this salad uses fresh berries in summer (strawberries, blueberries, raspberries, or blackberries), and orange segments in winter. Anytime of year this composed salad will bring rave reviews."
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1 pound
skinless, boneless chicken breast halves
1/2 cup
1/3 cup
red wine vinegar
1/2 cup
white sugar
1 cup
vegetable oil
onion, minced
1 teaspoon
ground mustard
1 teaspoon
1/4 teaspoon
ground white pepper
2 heads
Bibb lettuce - rinsed, dried and torn
1 cup
sliced fresh strawberries
I used strawberries, raspberries and mandarin oranges in addition to the toasted pecans. Cut the sugar in half for the dressing. I thought the dressing looked funny after blending, but wow this was a great salad. Also marinated the chicken breast in a mixture of white wine vinegar, orange juice, garlic and herb seasoning blend and a little olive oil. YUM.
I would have given it 4 stars personnally but I had to give it 3 as the rest of my family didn't like it. I made the dressing exactly as indicated but if I were to make it again I would cut back on both the sugar and the oil. Go light on the dressing on the salad - it is quite sweet and very oily.
243 Ratings
Oh, MY! This was absolutely DELIGHTFUL! I had accidentally run out of red wine vinegar, so used a raspberry vinegar instead... it was wonderful. I used oranges, and when you took a bite with bits of each the explosion of flavor in your mouth was pure extasy.
This is the BEST salad, I work as a Food Service Manger in an Institute...and when ever we have guests we use this salad as a house salad, for the fruit we use mandarin oranges, grapes, raisins, we use either pecans or almonds roasted in butter and brown sugar...ummmmmmmm
Don't pass this one by!!! Yum! This will be my new favorite meal to pack for lunch. I used canned pineapple because that's what I had, and it was perfect. The dressing is great - I cut the amount of oil about in half so it is not so full of fat. I have tried this dressing over a number of different salads. It's great with baby spinach, fresh pears, and feta cheese.
Good, I am doing low carb so I used 4 packets of Splenda instead of sugar and used spinach instead of bibb lettuce. I used 2 strawberries and cut them into thin slices to lower the carb count. I will make this again
Delicious. There's no need to make a full recipe of dressing. I made a half recipe (also reducing the sugar by another half) and it was more than enough. I used two of those ready-to-eat bags of mixed greens, and tossed them in the dressing before putting them on the plate. It was so healthy-tasting and fun. Yum.
Love!! This is a great recipe as it is. The only changes I made were subbing a Spring mix salad blend for the Bibb lettuce and adding feta cheese. I made this with strawberries, but it would be great with other fruits as well. The sweet and tangy dressing was just right. I loved that it came together easily with ingredients from my pantry. The toasted pecans added flavor and a nice crunch. It was a nice, light meal that was perfect for a summer evening on the deck. I can't wait to make it again!
* Percent Daily Values are based on a 2,000 calorie diet.
Grilled Chicken Salad with Seasonal Fruit
Serving Size: 1/6 of a recipe
Servings Per Recipe: 6
Amount Per Serving
Calories: 567
Calories from Fat: 414
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An amazing main dish salad that stars grilled chicken and fresh seasonal fruit.
See how to make a tasty chicken salad using leftover grilled chicken.
Watch how to make this recipe for top-rated grilled chicken.


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Newlyweds Jeff and Clara, both 35-year-old professionals, fell in love quickly and were convinced they were the "right match" -- until they had sex.
"I had this bizarre reaction," said Clara, who for privacy reasons did not want to use her real name. "I had burning and swelling and redness, which was very unusual. I thought I had contracted an STD [sexually transmitted disease]."
Horrified, she made an appointment with the gynecologist for testing and was nervous about having a "tricky conversation" with Jeff.
After several doctors' visits and hours of research online, the North Carolina couple finally got some answers, but it derailed their sex life and shook their marriage.
Clara had seminal plasma hypersensitivity, an allergic reaction to the proteins in Jeff's semen. Even using a condom didn't help, so the couple avoided intimacy.
"It's really bizarre," said Jeff. "Neither of us had ever come across anything like that. It was a real problem, because everything else was great. We were madly in love, but it was a real game-changer for a while."
Her condition affects an estimated 20,000 to 40,000 women in the United States, according to Dr. Jonathan Bernstein, a professor at the University of Cincinnati, who specializes in allergies and immunology and recently treated the couple.
"We feel they are more common," he said. "Not common like asthma, but more than people realize."
Some women have been known to sleep with their new husband for the first time and break out in hives. Women can experience abdominal swelling or a local reaction that they describe as "like a needle sticking in to their vagina," according to Bernstein.
Fertility is never affected. Once the woman is desensitized and can have sex comfortably, the chances of getting pregnant are the same as any other couple.
But women often don't get an accurate diagnosis because the condition can be confused with yeast and vaginal infections.
Dr. Andrew Goldstein, director of the Centers for Vulvovaginal Disorders in Washington, D.C. and New York City, said the condition is so uncommon, he has only treated "about a dozen" cases in the last 10 years.
"What is more common are hypersensitivities to latex or spermicides or even a chemical on your partner," he said. Lubricants and warm gels can also be allergens, he said.
Goldstein, who did not treat the couple, said men do not typically experience allergies to their wives. But a lingering mystery that still baffles the couple: Jeff has had similar allergic reactions to Clara -- but only when she has pain. Taking antihistamines on the advice of his allergist helped.
"His reaction is not typical and he only had it once or twice," said his doctor, Bernstein "I'm not sure what to make of it."
Oddly, Clara was also developing yeast infections after sex. She said this and the allergic reaction had never happened before in previous relationships.
"The swelling was worst immediately after sex," Clara said. "It would take 24 hours to subside and my skin would be irritated as if you'd put a chemical on it that caused it to burn. It was almost raw and took a while to heal."
The "gold standard" for treating semen allergies is to isolate the proteins in the man and do skin testing on the woman to determine which are to blame. Then, the woman is desensitized to the allergen.
The couple said they knew Bernstein was the top expert in the field, but the cost was daunting, so they put off making an appointment. But that took a toll as the couple started to avoid sex.
"In a normal romantic relationship, you want to feel attractive to your partner and want to do things that make you feel sexy," Clara said. "I feel like we actually started to define ourselves -- minimizing things to avoid sex. Funny, I started thinking I wouldn't wear sexy underwear. ... What seemed like medical problems had bigger effects."
"It pretty much dramatically reduced our libido," Jeff said. "We really haven't had much sex at all for the last 10 months."
They didn't share their concerns with anyone.
"When your mom calls up and asks how's married life? ... It's something we've been facing privately," Clara said.
Jeff said they started feeling "isolated, like total weirdoes," wondering why this would happen to them. "The intimacy level drops dramatically -- all of a sudden instead of living with your new wife or husband, you are more like roommates."


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text:
JFK and Mariner 2
Date: 1 Jan 1961
Dr. William H. Pickering, director of the Jet Propulsion Laboratory, presents a Mariner 2 spacecraft model to President John F. Kennedy, (right). NASA Administrator James Webb is standing directly behind the Mariner model.
The Mariner 2 probe flew by Venus in 1962 after the failure of Mariner 1, sending back data on its atmosphere, mass and weather patterns. It stopped transmitting in 1963 after delivering a wealth of scientific information.
Credit: NASA


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29 Aug 2008
|Printable version | Email to a friend
|Stowe Inside Line Newsletter
Stowe's Mount Mansfield, the highest peak in Vermont at about 4400 feet
Stowe Resort has a good email newsletter they send out weekly and the latest issue has a very nice photo I thought I would include here. The Inside Line focuses on news about Stowe Resort but there's always a lot going on year around which usually makes for interesting reading.
I cropped and reduced the photo to get it to fit in this blog but you can click on the newsletter link above to see it better. If the photo is different when you view the page, just click your browser's reload button. It may be removed in the future to make way for other photos.
The building shown on the mountain is the Cliff House restaurant which is serving lunch this time of year but not dinner (with the exception of once a month special dinners).
I assume the photo was taken from the Toll Road which runs all the way to the top of the mountain. It's a trip I recommend often to our guests. The drive takes about 20 minutes and is well worth the $23 toll per car (no bicycles or motorcycles are allowed but you can walk it if you want). You can see rates on all Stowe's summer activities here.
The view from the top of the mountain is magnificent of course. There is a ranger station at the top and I suggest asking the ranger for directions to "Frenchman's Pile" a pile of rocks where you have a 360 degree view. You can easily see Burlington and Lake Champlain below, the Adirondack mountains of New York to the west, Vermont's Worcester Mountain Range to the east, and on clear days, the White Mountains of New Hampshire farther to the East.
The toll road will probably be closed all day this Sunday for the Race to the Top of Vermont, a foot and bicycle race.
(c) 2008 Jeff Connor Grunberg Haus
|posted by grunhaus at 12:51


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Dose response confirmation of small molecule inhibitors of the thioesterase domain of fatty acid synthase via a kinetic, fluorescence intensity assay
This study will focus on developing drug-like inhibitors/probes against fatty acid synthase, an enzyme that is essential for growth of solid tumors. Notably, FAS has only marginal importance in adults because dietary fat provides for normal physiology. The link between FAS and cancer was uncovered in 1994 when Frank Kuhajda found that the OA-519 antigen, a marker for poor prognosis in breast more ..
BioActive Compounds: 967
Related Experiments
Data Source: Sanford-Burnham Center for Chemical Genomics (SBCCG)
Source Affiliation: Sanford-Burnham Medical Research Institute (SBMRI, San Diego, CA)
Network: NIH Molecular Libraries Probe Production Centers Network (MLPCN)
Grant Number: 1R03MH095532-01
Assay Provider: Dr. Jeffrey Smith, Sanford-Burnham Medical Research Institute, San Diego CA
This study will focus on developing drug-like inhibitors/probes against fatty acid synthase, an enzyme that is essential for growth of solid tumors. Notably, FAS has only marginal importance in adults because dietary fat provides for normal physiology. The link between FAS and cancer was uncovered in 1994 when Frank Kuhajda found that the OA-519 antigen, a marker for poor prognosis in breast and prostate cancer, is actually fatty acid synthase. A number of subsequent immunohistochemical analyses showed that increased expression of FAS is a hallmark of all major cancers. The correlation between expression of FAS and poor prognosis strongly suggests that this enzyme is mechanistically linked to disease progression, providing a strong rationale for pursuing the development of FAS inhibitors.
The FAS protein contains six enzymatic domains and an acyl-carrier protein (ACP). The final enzymatic pocket is a thioesterase, which liberates the final product (palmitate) from its link to the ACP. It is the thioesterase domain of FAS which we plan to target here. To our knowledge, no thioesterase (TE) has ever been targeted for drug development. The goal of this assay is to confirm hits identified in the FAS-TE primary assay (AID602261) in dose response in kinetic mode. This is accomplished via the kinetic monitoring of an enzymatic reaction utilizing a fluorogenic substrate, O-methyl fluorescein heptanoate (OMFH). By monitoring the change in fluorescence as opposed to an endpoint measurement, compounds that are interfering with the measurement of the assay via fluorescent interference can be easily identified.
A. Brief Description of the Assay:
The purpose of this assay is to confirm, in dose response and in kinetic mode, inhibitors of the FAS-TE enzyme identified in the primary screen. The readout is an endpoint fluorescence measurement of the product of the enzymatic assay.
B. Materials:
Item, Source, Cat #
NaCl, Fisher, BP358-212
Trizma base, Sigma, T1503
HCl, Fisher, A466
TCEP, Sigma, 646547
Brij35, Sigma, B4184
Sarcosine, Sigma, 131776
FAS-TE, SBMRI protein production facility, N/A
OMFH, CPCCG chemistry, N/A
OMF, Research Organics, 0143M
DMSO, Sigma, D2650
Molecular Grade Water, Cellgro, 46-000-CM
Aurora low-base plates, Aurora Biotech, 00029844
C. Final Assay Conditions:
Reagent, Final Concentration
NaCl, 50 mM
Tris-HCl, 100 mM
TCEP, 1 mM
Brij35, 0.005 %
Sarcosine, 500 mM
FAS-TE enzyme, 0.9 uM
DMSO, 5.50 % (0.8% from test compound)
Reaction volume, 4 uL/well
Test compound concentration,
Final DMSO concentration, 5.5%
D. Procedures:
1: Using LabCyte Echo, transfer varying volumes of test compounds in DMSO compound source plate into the test compound wells of an assay plate to achieve the appropriate test compound concentration and range. Backfill test compound wells and positive and negative control wells with DMSO to equilibrate DMSO across assay plate.
2: Using Kalypsys, dispense 2 uL of 2x reaction buffer (no enzyme) to the psotive control wells, dispense 2 uL of 2x FASTE solution to test compound wells, and then dispense 2 uL of 2x substrate solution to all wells of the assay plate.
3: Spin plates at 1000 rpm for 1 minute on Vspin.
4: Incubate for 60 min at room temp.
5: Read plates on PerkinElmer Envision at Ex.480 and Em.540 kinetically with timepoints read every 10 minutes. The slope of each reaction is calculated based on the change in fluorescence between the initial read (T0) and the read at the 50th minute.
E. Plate Map:
Positive (Low) control (P) in columns 1 and 2, DMSO and O-methyl fluorescein hexanoate substrate but no enzyme.
Negative (High) control (N) in columns 3 and 4, DMSO, O-methyl fluorescein hexanoate and enzyme
Test compound in columns 5 - 48, Test compound and O-methyl fluorescein hexanoate and enzyme.
F. Recipe:
2X reaction buffer
Reagent, Working Conc.
NaCl, 100 mM
Tris-HCl, 200 mM
Brij35, 0.01 %
Sarcosine, 1000 mM
in molecular grade water
2x FAS-TE enzyme solution
Reagent, Working Conc.
FAS-TE enzyme, 1.8 uM
in 2x reaction buffer
2x substrate solution
Reagent, Working Conc.
OMFH, 60 uM
DMSO, 10% in molecular grade water
5 M NaCl, 14.6 g of NaCl + water to 50 mL.
1 M Tris-HCl pH 7.5, 60.6 g of Trizma base + water + HCl to pH 7.5 and total volume 500 mL.
5 M Sarcosine, 222.8 g of sarcosine + water to 500 mL, filter sterilize and store at 4 degrees C.
G. Note:
1. Use fresh molecular grade water to make all reagents.
2. All reagents can be kept on ice to up to 4 hours during the assay.
Compounds that tested with an IC50 of <=20 uM are defined as actives in this assay.
To simplify the distinction between the inactives of the primary screen and of the confirmatory screening stage, the Tiered Activity Scoring System was developed and implemented.
Activity Scoring
Activity scoring rules were devised to take into consideration compound efficacy, its potential interference with the assay and the screening stage that the data was obtained. Details of the Scoring System will be published elsewhere. Briefly, the outline of the scoring system utilized for the assay is as follows:
1) First tier (0-40 range) is reserved for primary screening data and is not applicable in this assay
2) Second tier (41-80 range) is reserved for dose-response confirmation data
a. Inactive compounds of the confirmatory stage are assigned a score value equal 41.
b. The score is linearly correlated with a compound's potency and, in addition, provides a measure of the likelihood that the compound is not an artifact based on the available information.
c. The Hill coefficient is taken as a measure of compound behavior in the assay via an additional scaling factor QC:
QC = 2.6*[exp(-0.5*nH^2) - exp(-1.5*nH^2)]
This empirical factor prorates the likelihood of target- or pathway-specific compound effect vs. its non-specific behavior in the assay. This factor is based on expectation that a compound with a single mode of action that achieved equilibrium in the assay demonstrates the Hill coefficient value of 1. Compounds deviating from that behavior are penalized proportionally to the degree of their deviation.
d. Summary equation that takes into account all the items discussed above is
Score = 44 + 6*(pIC50-3)*QC,
Where pIC50 is a negative log(10) of the IC50 value expressed in mole/L concentration units. This equation results in the Score values above 50 for compounds that demonstrate high potency and predictable behavior. Compounds that are inactive in the assay or whose concentration-dependent behavior are likely to be an artifact of that assay will generally have lower Score values.
3) Third tier (81-100 range) is reserved for resynthesized true positives and their analogues and is not applicable in this assay
Categorized Comment - additional comments and annotations
From ChEMBL:
Assay Type: Functional
Result Definitions
* Activity Concentration. ** Test Concentration.
Additional Information
Grant Number: 1R03MH095532-01
Data Table (Concise)


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PENTAX offers two roof prism binoculars for everyday use - be it moderate or extreme weather conditions. The lightweight PENTAX DCF CS series is available in 8x42 and 10x42 models that offer tough, water resistant, fiber reinforced polycarbonate bodies, a durable internal focus design and a rubber covered exterior. Each model features PENTAX's renowned fully-multi-coated lenses and phase coated prisms. Compact for maximum comfort (5.6" and 5.8") these binoculars are ideal for field use.
Available in 8x42 and 10x42 magnifications.
Phase coated roof prisms provide high resolution, high contrast images.
Fully-multi-coated optics provide the maximum light transmission and reduced internal reflections.
Fiber-reinforced polycarbonate for strength and rigidity.
Center diopter ring with click stops is easy to access and holds the adjustment firmly.
Helicoid eyepieces with four click stops allow you to properly set the eye relief.
Waterproof and nitrogen-filled (JIS Class 6) to handle the most extreme weather conditions (submersible to 1m).
Silver-deposited roof prisms reflect more light through the prism for a brighter image.
Inner-focus optical design allows improved sealing and improves balance.
Full rubber housing protects the binoculars from shock and makes them easier to hold.
Long eye relief for comfortable viewing with or without glasses.
Compact size 5.6" and 5.8" for maximum comfort in field use.
Product Type
Roof-prism, Center Focusing (internal focus)
Objective Lens
4 elements in 3 groups
Focusing Range
2.5m to infinity (8.2' to infinity)
4 elements in 3 groups
Phase Coating
Sub Prism
Objective Lens Diameter
Apparent Field Of View
60 degrees
Real Field Of View
7.5 degrees
Field Of View At 1000m
131m (393 ft)
Exit Pupil
Eye Relief
Relative Brightness
Diopter Adjustment Range
+/- 3
Eye Width Adjustment Range
54-76mm (21. – 3.0")
Eyepiece Ring
Helicoid (4 stops)
Body Color
Dark Green and Black
Height Width
148 x 134mm (5.8 x 5.3")
52mm (2.0")
640g (22.6 oz.)
Yes (JIS Class 6, submersible to 1m, nitrogen-filled)
Visit our support section to register products, research updates, download literature and contact customer care.


text:
Policy Against Discrimination, Harassment, and Retaliation
- I. Emerson's Commitment to Non-Discrimination
- II. Individuals Covered Under this Policy
- III. Coordination of Policy Against Discrimination, Harassment, and Retaliation and Sexual Misconduct Policy
- IV. Definitions
- V. Examples of Conduct that May Constitute Unlawful Discrimination or Harassment
- VI. Consensual Relationships
- VII. Responsibilities of College Community Members
- VIII. Complaint Procedure
- IX. Timeliness in Reporting
- X. Investigatory Process
- XI. Responsive Action
- XII. Confidentiality
- XIII. Protection against Retaliation
- XIV. Title IX Coordination
- XV. State and Federal Agencies
- XVI. Conclusion
I. Emerson's Commitment to Non-Discrimination
Emerson College ("Emerson" or "the College") is committed to fostering an environment of mutual respect among its students, staff and faculty, as well as others who participate in the College's programs and activities. As part of this commitment, Emerson seeks to protect the rights of all members of the College community and any other persons having dealings with the College, and prohibits discrimination and harassment on the basis of gender/sex (including pregnancy), gender identity/expression, race, color, religion or religious creed, sexual orientation, national origin, ancestry, disability or handicap, age, genetics, marital status, veteran status and any other category protected by law ("protected class status"). Emerson also prohibits discrimination and harassment based on an individual's participation in a protected activity (such as reporting alleged discrimination or harassment). Retaliation against any individual who raises a good faith report under this policy is strictly prohibited.
Emerson expects that its students, faculty, staff, vendors, contractors, alumni and guests will conduct themselves appropriately and refrain from behavior that violates this and other College policies. Accordingly, individuals who discriminate against or harass others in violation of this policy, regardless of whether such conduct rises to the level of unlawful discrimination or harassment, may be subject to disciplinary action, up to and including immediate termination of employment, association with Emerson, or dismissal from Emerson.
II. Individuals Covered Under this Policy
This policy applies to all members of the Emerson College community including students, employees (including all part-time and full-time professors, assistant professors, associate professors, visiting professors, lecturers, instructors, administrators, and staff) as well as independent contractors, volunteers who perform work for the College and vendors, alumni, and guests or visitors of the College.
III. Coordination of Policy Against Discrimination, Harassment, and Retaliation and Sexual Misconduct Policy
There will be instances where conduct in violation of this Discrimination, Harassment, and Retaliation Policy also constitutes a reported violation of Emerson College's Sexual Misconduct Policy. In all instances in which the reported conduct may constitute a violation of both the Policy Against Discrimination, Harassment, and Retaliation and the Sexual Misconduct Policy, the Sexual Misconduct Policy is the College policy that will be used by the College to resolve the report. Whenever there is a conflict between this Discrimination, Harassment, and Retaliation Policy and the Sexual Misconduct Policy, the Sexual Misconduct Policy will govern the reporting, investigation, resolution, and any other component of the College's review of the matter.
IV. Definitions
Unlawful discrimination is unfavorable, unfair or inequitable treatment of a person or a "class" of people based on protected characteristic(s) such as gender/sex (including pregnancy), gender identity/expression, race, color, religion or religious creed, sexual orientation, national origin, ancestry, disability or handicap, age, genetics, marital status, veteran status or any other category protected by law. Examples of unlawful discrimination include denying an individual a job or a promotion, or denying a student the opportunity to participate in an educational activity because of his or her protected characteristic(s).
Discriminatory harassment is harassment based on an individual's protected characteristic(s). Discriminatory harassment is defined, for purposes of this policy, as conduct that degrades or shows hostility towards an individual because of his or her protected characteristic(s) and which: (1) has the intent or effect of unreasonably interfering with the individual's employment or enrollment, or (2) has the purpose or effect of creating a hostile, intimidating or offensive working, living or learning environment ("hostile environment").
Sexual harassment is a form of unlawful sex discrimination. Both the federal courts and the Equal Employment Opportunity Commission have ruled that sexual harassment constitutes sex discrimination as defined by Title VII of the Civil Rights Act of 1964. Sexual Harassment, including any form of sexual violence, has also been judged to be prohibited sex discrimination under Title IX of the Higher Education Amendments of 1972 as amended. Harassing or otherwise abusing in any fashion any individual based on her/his/their sex, gender or gender identity/expression violates both this Policy Against Discrimination, Harassment, and Retaliation, as well as Emerson's separate Sexual Misconduct Policy.
A person may be found to have engaged in unlawful sexual harassment if the person makes unwelcome sexual advances or requests for sexual favors, or engages in other verbal or physical conduct of a sexual nature where: (1) submission to such advances, requests or conduct by an employee or student is made either explicitly or implicitly a term or condition of his or her employment or educational experience ("quid pro quo" harassment); or (2) such advances, requests, or conduct have the purpose or effect of unreasonably interfering with an employee or student's professional or educational performance by creating an intimidating, hostile, humiliating or sexually offensive work or educational environment ("hostile environment" harassment) or impacts participation in College related programs or activities.
All persons, regardless of gender can be perpetrators and victims of sexual harassment. Sexual harassment can also involve conduct towards members of the same or opposite sex as the harasser. Whether unwelcome sexual conduct rises to the level of unlawful sexual harassment depends on the severity or pervasiveness of the conduct. Sexual harassment may include the following: (1) unwelcome physical touching of a sexual nature; (2) unwelcome verbal comments of a sexual nature (lewd jokes, sexual inquiries or comments about individuals' bodies, repeated requests for dates, or comments about one's sexual activity, deficiencies, or prowess); (3) displaying or distributing sexually suggestive objects, pictures, cartoons, graffiti, drawings, media or written materials; and/or (4) acts of sexual violence including rape, sexual assault, battery and coercion.
Sexual Misconduct in any form is a violation of the rights and dignity of those subjected to the misconduct. Acts of sexual misconduct, are defined in Section IV of Emerson's Sexual Misconduct Policy and are contrary to the College's educational mission and values, harmful to others, and will not be tolerated at Emerson. All members of the Emerson community are expected to carefully review the Sexual Misconduct Policy and are responsible for complying with its terms. When any member of our community engages in an act of sexual misconduct, that person exhibits a fundamental failure to act with integrity and to recognize and respect the intrinsic worth of another.
All members of the Emerson community should be free from sexual misconduct in the classroom; the social, recreational and residential environment; and the workplace. The College seeks to foster a climate free from sexual misconduct through a coordinated education and prevention program, the promulgation of clear and effective policies, as well as investigative and grievance procedures that are prompt, equitable, and accessible to all. In response to any reported sexual misconduct, Emerson will take all appropriate steps to eliminate the misconduct, prevent its recurrence and address its effects. In order to promote a culture where members of the College community respect themselves and one another, and to provide for the safety and security of our community, the College expects all community members to take action to prevent acts of sexual misconduct. Creating a safe campus environment is the responsibility of all members of the College community, both individually and collectively.
The Sexual Misconduct Policy identifies resources and support for all College community members impacted by sexual misconduct, provides information about where a College community member impacted by sexual misconduct can obtain support or access resources in a confidential manner; provides information about how a College community member can make a report or complaint concerning sexual misconduct on-campus or off-campus; and provides information about how a report or complaint against a College community member will be investigated, evaluated and resolved. See Appendix A to Sexual Misconduct Policy: Process for Resolving Complaints of Sexual Misconduct Against an Emerson Student and Appendix B to Sexual Misconduct Policy: Process or Resolving Complaints of Sexual Misconduct Against a Staff Employee or a Faculty Member.
Retaliation is taking materially adverse actions against someone because the individual has engaged in legally protected activities. For instance, terminating or expelling an individual because the individual has in good faith complained of conduct raised under this policy could be an example of retaliation. The College will not tolerate members of its community taking adverse actions towards anyone who, in good faith, alleges discrimination or harassment. Nor will the College tolerate retaliation against individuals for cooperating with an investigation related to the individual's complaint or another individual's discrimination complaint. Just as if an individual is determined to have violated this policy by engaging in discrimination or harassment, if the College determines that any individual has engaged in retaliation in violation of this policy, that individual may be subject to disciplinary action up to and including immediate termination of employment or association with Emerson.
V. Examples of Conduct that May Constitute Unlawful Discrimination or Harassment
Depending upon the circumstances and how they impact the workplace, educational programs, activities or the academic environment, examples of unlawful discrimination could include the following types of conduct:
- Making decisions about a person's employment, compensation or education based upon or motivated by the person's protected class status;
- Verbal or physical abuse, offensive innuendo or derogatory words, epithets or comments concerning or based on or motivated by a person's protected class status;
- A display of objects, pictures, or other media which create a hostile working/learning environment based on or motivated by a person's protected class status; and
- Failure to provide religious or disability related accommodations as may be required under applicable law.
In addition, sexual harassment can take its own unique form. Sexual harassment does not refer to words or actions that are welcome. It refers to behavior that is not welcome and can occur in a variety of situations, which share a common element: the inappropriate introduction of sexual activities or comments into the work or academic environment on the basis of sex. Harassing conduct need not be motivated by sexual desire in order to constitute unlawful sexual harassment.
Sexual harassment often involves relationships of unequal power. Such situations may contain elements of coercion, such as when compliance with requests for sexual favors becomes a condition for granting privileges or favorable treatment on the job or in the classroom. However, sexual harassment may also involve relationships among persons of equal authority or power, such as when repeated unwelcome advances or demeaning verbal comments by staff, faculty, student, or affiliate towards another staff, faculty, student, or affiliate unreasonably interferes with a person's ability to perform his or her work or enjoy an academic environment free of harassment. Sexual harassment can also involve behavior directed to and/or by students of the College, as well as staff, faculty and non-employees of the College.
Depending upon the circumstances and how they impact the workplace or academic environment, examples of sexual harassment include but are not limited to conduct such as the following:
- Verbal abuse, insults, jokes, comments or innuendo of a sexual nature that include lewd, obscene or sexually suggestive displays or sex-based or gender-based remarks;
- Physical contact, such as touching, hugging, kissing, patting, or pinching, that is uninvited and unwanted or unwelcome by the other person;
- The requests or demands for sexual favors accompanied by implicit or explicit promised rewards or threats concerning an individual's employment status or educational status; and
- Repeated unwelcome social invitations, sexual flirtations, advances, propositions or unwanted requests for sexual favors.
VI. Consensual Relationships
Under this Policy, consenting romantic and sexual relationships where a power differential exists, must realize that, if a charge of sexual harassment (including one alleging a hostile work or academic environment) is subsequently lodged, it will be exceedingly difficult to disprove the claim on the grounds of mutual consent. Because this is so, it should be understood that relationships of this kind pose serious professional risks to any who enter into them and include:
- Romantic involvement (even if consensual) between supervisors and subordinates that impacts the workplace and/or other individuals in areas such as assignments, advancements and benefits.
- Romantic involvement (even if consensual) between supervisors, staff, faculty and students they supervise or teach that impacts the academic environment, and/or other students in areas such as assignments, grades and academic benefits; or threatened, attempted, or completed physical or sexual assault (rape, sexual battery or coercion) or any indecent exposure.
- The dissolution of these relationships which can create discord and significantly impair the normal operations of the College.
For these reasons, dating, romantic, or sexual relationships between students and College employees during the period of a teacher/student relationship or of any professional responsibility (even when college is not in session or the student is on leave) are prohibited. For purposes of this section, professional responsibility for a student means responsibility over academic matters, including teaching, counseling, grading, advising for a formal project such as a thesis or research, evaluating, hiring, supervising, coaching, making decisions or recommendations that confer benefits such as admissions, registration, financial aid, other awards, remuneration, or fellowships, or performing any other function that might affect teaching, research, or other academic programs, activities, or opportunities. College policy also strongly discourages any sexual relations between faculty or staff and students. The deans, department Chairs, and other administrators should respond to reports of prohibited sexual relationships by inquiring further and, if such reports appear to be accurate, initiating appropriate disciplinary action or remedial measures against the faculty and/or staff member involved.
VII. Responsibilities of College Community Members
Each member of the College community covered by this policy is expected to be personally responsible for their own conduct and for taking steps to adhere to this policy such that each individual does not discriminate against or harass anyone in the Campus community. All College community members are also responsible for cooperating in any investigation of alleged harassment or discrimination if requested to do so by the person conducting the investigation.
Any person who observes an incident that may constitute a violation of this policy or who otherwise becomes aware of such an incident must immediately notify one of the College personnel or investigators listed in the Complaint Procedure below.
In the educational setting within the College, there exists latitude for a faculty member's professional judgment in determining the appropriate content and presentation of academic material. Academic curriculum and pedagogical goals that serve legitimate and reasonable educational purposes may not, in and of themselves, constitute sexual harassment or other unlawful discrimination. However, those participating in the educational setting bear a responsibility to balance their professional academic responsibilities and academic freedoms with consideration of the reasonable sensitivities of other participants. Nothing contained in this policy shall be construed to limit the legitimate and reasonable academic responsibilities and academic freedoms of the College's professional educators.
VIII. Complaint Procedure¹
Reporting an Incident of Discrimination or Harassment/ Notification of Appropriate Staff
If any member of the Emerson College community has witnessed or been subjected to discrimination or harassment prohibited by this policy, whether by a supervisor, a co-worker, faculty member, student, vendor, contractor or any other person with whom the individual has come in contact at the College, the individual must report the incident promptly to the AVP, Human Resources or any of the following persons:
- Title IX Coordinator, ext. 8999
- A Supervisor or Department Head
- Dean of Students, ext. 8640
- Director of Multi-Cultural Affairs/GLBTQ Resources, ext. 8438
- Associate Director of Employment, ext. 8452
- VP, Diversity & Inclusion, ext. 8528
- VP, General Counsel, ext. 8908
- Associate Dean/Director of Housing and Residence Life, ext. 8620
- Resident Director(s)
- Any persons listed in the Title IX Coordination section
NOTE: Public Safety should be immediately notified of harassment, stalking, threats, assault, and sexual assault complaints at (617) 824-8555.
Any person who receives a complaint of harassment or discrimination from a student, faculty, staff or other College community member, or who otherwise knows or has reason to believe that a student, faculty, staff or other College community member has been subjected to harassment or discrimination, must report the incident promptly to the AVP of HR, ext. 8133. The only exception to this reporting requirement is that persons designated by Emerson as 'confidential' reporting options need not share information they learn in confidence with the Title IX Coordinator and may preserve confidence to extent permitted by law. Information concerning confidential resources and support options is available in the Sexual Misconduct Policy at Section V, Part C.
Federal and state laws and regulations place certain requirements on Emerson College regarding the reporting of sexual harassment. No member of the community who receives a complaint of sexual harassment may ignore it. To the contrary, they should provide the person making the complaint with as much assistance in bringing the complaint to the attention of the AVP of HR or designee as is reasonably appropriate given his or her position at the College and relationship with the person making the complaint. With the exception of persons designated by Emerson as 'confidential' reporting options confidential reporters in the Sexual Misconduct Policy at Section V, Part C, any employee that receives a complaint of sexual harassment from a student or other member of the community has an affirmative legal duty to report the complaint to the AVP of HR or designee as soon as he or she becomes aware of it.
Similarly, subject to the exception for confidential reporters described above, all employees, and others having dealings with the College must report to the AVP of HR any conduct of which they have direct knowledge, and which they in good faith believe constitutes sexual harassment in violation of this Policy.
¹Pursuant to the terms of the Coordination of Policy Against Discrimination, Harassment, and Retaliation and Sexual Misconduct Policy section above, all reports that may constitute a violation of the Sexual Misconduct Policy will be investigated in accordance with the processes described in the Sexual Misconduct Policy. Emerson community members should refer to the Sexual Misconduct Policy for information concerning the College's process for reviewing reports of sexual misconduct. See Sexual Misconduct Policy Appendix A: Process for Resolving Complaints of Sexual Misconduct Against Emerson Students, and Sexual Misconduct Policy Appendix B: Process for Resolving Complaints of Sexual Misconduct Against Emerson Faculty, Staff, and Emerson Affiliated Third Parties.
IX. Timeliness in Reporting
The College encourages the prompt reporting of complaints and concerns so that timely and effective action can be taken. The prompt reporting of incidents of any perceived discrimination or harassment allows the College to investigate while the memories of the individuals involved are fresh. Early reporting and intervention is the most effective method for resolving complaints of discrimination and harassment.
X. Investigatory Process
The College will strive to promptly, equitably, and thoroughly investigate all complaints of discrimination, harassment, or retaliation it receives. Emerson will investigate complaints alleging that any member of the Emerson community has engaged in sexual misconduct in accordance with the processes set forth as Appendices to the College's Sexual Misconduct Policy. See Appendix A: Process for Resolving Complaints of Sexual Misconduct Against Emerson Students, and Appendix B: Process for Resolving Complaints of Sexual Misconduct Against Emerson Faculty, Staff, and Emerson Affiliated Third Parties.
The College's AVP of HR or a designee will investigate all other complaints of discrimination, harassment, or retaliation the College receives. The College will not permit or otherwise charge a person who is the subject of a complaint to investigate that complaint. Whenever possible and as appropriate, investigations will include private interviews with the individual filing the complaint, the person alleged to have committed the discrimination or harassment, third-party witnesses, and will also include consideration of other relevant evidence, which may include review of photographs, computer files, email accounts, voicemail records, and other records. Interim steps may be taken whenever necessary and may include separating parties involved in a complaint, administrative leave for any party involved in an investigation, or other measures necessitated by the circumstances.
When Emerson has completed its investigation of any complaint of discrimination, harassment, or retaliation that was not handled pursuant to the College's Sexual Misconduct Policy, the AVP of HR or a designee will inform both the complainant and the subject of the complaint that the College has concluded its investigation and the College's determination as to whether sufficient evidence exists to support the complaint. If it is determined that conduct in violation of this policy has occurred, the College will act promptly to eliminate the offending conduct, and where appropriate we may also impose disciplinary action up to and including separation from the College.
XI. Responsive Action
If the College's investigation reveals that a member of the Emerson community has engaged in misconduct constituting discrimination, harassment, or retaliation, the College will take prompt remedial action towards eliminating the conduct, putting measures in place to prevent recurrence and correcting its effects, including, where appropriate, imposing discipline on the offender. Such disciplinary action, depending on the persons involved may include, among others, loss of College privileges, or:
Staff & Faculty
In the event that the investigation reveals that harassment, discrimination, or other inappropriate or unprofessional conduct (even if not unlawful) in violation of this policy has occurred, further action will be taken, including disciplinary action, such as but not limited to reprimand, change in work assignment, loss of privileges, mandatory training or suspension and/or immediate termination.
In the event that the investigation reveals that harassment, discrimination, or other inappropriate or unprofessional conduct (even if not unlawful) in violation of this policy has occurred, further action will be taken consistent with applicable student policies, including disciplinary action, such as but not limited to censure, disciplinary probation, loss of privileges, educational assignment, counseling, deferred suspension, suspension and/or dismissal.
XII. Confidentiality
All actions taken to investigate and resolve complaints through this procedure shall be conducted with as much privacy, discretion and confidentiality as possible without compromising the thoroughness and fairness of the investigation. All persons involved are expected to treat the situation under investigation with respect. To conduct a thorough investigation, the investigator(s) may discuss the complaint with witnesses and those persons involved in or affected by the complaint, and those persons necessary to assist in the investigation or to implement appropriate disciplinary actions.
XIII. Protection against Retaliation
Retaliation against an individual for reporting discrimination or harassment or assisting in providing information relevant to a claim of discrimination or harassment is a serious violation of College policy. Thus, if the College concludes that any member of the community has attempted to intimidate, threaten, or take adverse actions against someone for bringing forward a good faith complaint of discrimination or harassment, the person found to have engaged in retaliatory conduct will be subject to appropriate disciplinary action, including but not limited to censure/reprimand, change in work assignment, loss of privileges, disciplinary probation, mandatory training, deferred suspension or suspension, and/or dismissal/termination. If the College finds that a member of the community has retaliated against someone for reporting knowledge of discrimination or harassment, that person will be subject to discipline by the College regardless of whether the College concludes that the reported discrimination or harassment more likely than not occurred.
Any concern of retaliation should be reported immediately and the College will promptly investigate.
XIV. Title IX Coordination
The College has a full-time dedicated Title IX Coordinator. Additional Deputy Title IX Coordinators designated as those persons charged with coordinating the College's implementation of Emerson's Sexual Misconduct are listed at Appendix C to the Sexual Misconduct Policy. See Appendix C: Title IX Team. Any members of the Title IX Team may also be contacted to initiate an investigation under this Policy Against Discrimination, Harassment, or Retaliation, or to answer questions regarding this policy. The College also reserves the right to retain an outside investigator to investigate complaints regarding violations of this policy.
XV. State and Federal Agencies
In addition to or in lieu of filing a internal complaint with Emerson College an employee (staff / faculty), student, or volunteer who believes that he or she has been subjected to unlawful discrimination, harassment, or retaliation may file a formal complaint with the government agencies that are identified below. Using the College's complaint process does not prohibit an employee from filing a complaint with these agencies.
Massachusetts Commission against Discrimination (MCAD)
One Ashburton Place, Room 601
Boston, MA 02108
California Department of Fair Employment and Housing (DFEH)
800-884-1684; TTY (800) 700-2320; videophone for hearing impaired (916) 226-5285
firstname.lastname@example.com; or www.dfeh.ca.gov
Note: The statute of limitations for most claims is set at 300 days from last date of discrimination.
United States Equal Employment Opportunity Commission (EEOC)
John F. Kennedy Federal Building
Government Center Room 475
Boston, MA 02203-0506
Note: The statute of limitations for most claims is set at 300 days from last date of discrimination.
Office for Civil Rights (OCR)
United States Department of Education
5 Post Office Square, 8th Floor
Boston, MA 02109-3921
(617) 289-0111
Email: firstname.lastname@example.com
United Stated Department of Education
50 Beale Street, Suite 7200
San Francisco, CA 94105-1813
(415) 486-5555
Email: firstname.lastname@example.com
Note: The statute of limitations for most claims filed with OCR is set at 180 days from the last date of discrimination. OCR may extend this filing deadline in a variety of circumstances. Title IX, which prohibits sex discrimination and sexual harassment (including sexual violence), is enforced by OCR and may apply to both student and employment matters. Depending on the claim filed, OCR may handle complaints filed by employees or refer them to the EEOC.
XVI. Conclusion
Emerson strives to provide a campus environment free from discrimination and harassment. The College will make efforts to familiarize employees with this policy and to address and investigate and/or resolve appropriately every complaint received under this policy. Any employee who has questions or concerns about this policy should speak with the Associate Vice President for Human Resources, the Vice President for Diversity and Inclusion or the Vice President and General Counsel. This policy works cooperatively with other College policies prohibiting discrimination and harassment consistent with this policy. As such, members of the Emerson community are encouraged to also review the policies and procedures of the student and faculty handbooks for further information.
As part of its commitment to maintaining a campus that is free from unlawful discrimination or harassment, the College requires all employees to undergo mandatory non-discrimination training at their time of hire, and every two years thereafter.


text:
dimensions of thse mats please
Soft and nice/ comfort for feet...
Superior Collection Luxurious Egyptian Cotton Bath Mat (Set of 2)
ITEM#: 11387163Complete your bath collection with these ultra-absorbent bath mats. Woven from the finest Egyptian Cotton, these mats have a sleek appearance with the durability to sustain its quality wash after wash.
These bath mats come in 16 color options, such as white, ivory, mocha, taupe, light blue and peach, perfect for any bathroom decor or color scheme. The machine washable fabric makes keeping the mats clean and fresh easy. This set of two mats fits any size bathroom and adds a sense of luxury and class to your decor.
- Grams per square meter: 900 GSM
- Dimensions: 22 inches wide x 35 inches long
- Reversible
- Pattern: Solid color, Geometric border design
- Materials: 100-percent Egyptian cotton
- Care instructions: Machine washable
- Color options: White, Ivory, Mocha, Taupe, Light Blue, Peach, Silver, Gold, Toast, Black, Burgundy,Sage, Canary, Royal Purple, Sapphire
|Cotton Egyptian Cotton
|Black Blue Brown Gold Green Grey Off-White Orange Purple Red Silver Tan White Yellow
|22 in. x 35 in.
|Model Number
Customer Reviews
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Like it
Soft and nice/ comfort for feetRead More
Good quality
Would purchase again if I needed another.Read More
Perfect addition to the gifted towel set
As with the towels from this collection, my daughter is quite happy with the bath mats. They like thick towels and this collection fit the bill perfectly. Still holding up well after eight months.Read More
Lovely ... Great quality...Read More
NICE, AND LOVE THE COLOR.Read More
Outstanding Quality!
These bathmats are the thickest plushest I have ever purchased. You will not be disappointed if you buy these. One word of caution: They have "quality" tags on them and you can't just pull them off because they are attached to the threads. If you just pull on them, you may start a "run" in them. Take a second to go get a pair of scissors and cut the tag off.Read More
Thick Bath Mats Very Nice
I bought these in the color "Linen"and they look exactly true to color as the photo shows. I washed and dried them as soon as I received them which made them thicker and softer. They are nice, heavyweight floor towels. Some people call them bath mats, but I've always called them floor towels. You use them to step on when you get out of the shower. I prefer floor towels to rugs because they are washable and hold together much better if they are washed frequently, which most people do. I don't like rugs in the bathroom because they fall apart if they are made out of that yarn stuff with rubber backs, plus rug tend to get lint-y. These are not those rugs...these are the thick, comfy towels that don't slip and are fresh and clean each time someone bathes since they are much easier to take care of. Love that they come in sets of two, and I will be buying more in the future. Buy these, you won't be sorry!Read More
Good Cotton Poor Dye
Love the quality of the cotton and the feel underfoot The pale blue has not washed well and just a few weeks later the dye is becoming splotchy.Read More
Great Quality
These are actually much nicer than I anticipated. Very thick, well made bath mats, the quality you'd find in finer hotels. I bought these BECAUSE they don't have the non slip rubber backer - they're just terry toweling. Those rubber backers smell bad, fall apart over time, and are very hard on your washing machines. Highly recommend.Read More
It's a bath mat what can I say!
Ordered the white bath mat, good quality, thick and yet soft, holds up fine with washing.Read More
Questions & Answers
Hello irishlady, we appreciate your inquiry. The dimensions are 22 inches wide x 35 inches long. We hope this information has been helpful. Thank you for shopping with us!
Why did you choose this product?
I have try other Egyptian towels and very happy
Quality and pricing
Good reviews and good price
100% cotton
I wanted soft but not thick and fluffy and there is a good assortment of colors.
liked the size, color and the set of two
great price. great customer reviews
recommended ....
I love the color & the size...
Available in preferred color and fabric.
I love the 100% cotton
i needed the Gold bath mat to match my new rugs I bought at Bed, Bath and Beyond for they had discontinued the bath mat in the Gold. I was fortunate to find the Gold at Overstock.com. Thank you so much.
I needed yellow. Hard to find. This was perfect.
trust overstock! I was able to see the colors, length, texture...appreciate the way you market and deliver your products...
need it
I wanted a mat, not a rug and this item looked the nicest.
Color and size
I like a larger bath sheet in the winter months
bath mats are very hard to find, I liked these
Have purchased from this collection before. The bath mats are of outstanding quality.
Is the yellow bright like in the group photo or muted like in the individual picture?
Hello jaidhe, we try to represent the colors of our products accurately. Unfortunately, due to the difference in monitor colors we cannot guarantee that the color will match exactly what you see on your screen. Thank you for shopping with us.
is white ever available? I am willing to wait. just would like to know if its ever available. Thanks
Hello marymarysue, items are restocked as they become available; however, we cannot guarantee an item will be restocked. Thank you for shopping with us.
Can you tell me how thick they are? Their isnt much space underneath my bathroom door and the rug needs to be able to sit under it...
Thank you for contacting us, philbert09. This item is pretty thick. I do not have the depth but it I do not think that it will fit under your door or if it does, the door will most likely not to be able to move. This is a mat and not a rug. I attached the link below to some that might work for you. Please let us know if you have any further questions. http://www.overstock.com/Bedding-Bath/Bath-Shower-Mats/27829/subcat.html
The 22" side edge binding is 1/4" thick and the body is around 1/8".
These are not thick at all. They are a thin cotton and really nice.
The mats are very thin;; not as plush as towels are.
Is the sage green more like a seafoam green or "spa" colored pastel turquoise?
Hello smithmruth, we appreciate your inquiry. The sage color is more of a subdued sea foam green. We hope this information has been helpful. Thank you for shopping with us. Have a great day!
More like seafoam green
the sage green could have been a little darker color
Where were these mats made? Thank you in advance!
Thank you loveablesurferbunny for your interest in the Luxurious Egyptian Cotton 2-piece Bath Mat Set. They were made in Egypt. Thank you for shopping with us!
Can you tell me the differencebetween the silver color and the gray color please? Also, is the white a true bright white? Thanks alot
Thank you for your interest in the Luxurious Egyptian Cotton 2-piece Bath Mat Set. Silver is lighter than gray. Yes, the white is a true white.
only ordered blue.
I'm getting a new Vinyl Floor, and it says some bath may stain vinyl--will these do that?
It is advised that you wash these mats before their first use to help set the color dye. However, use of the product is at your own risk and we cannot guarantee this will solve the problem although other reviewers have reported that it has.
Must both colors be the same?
Yes, they are only sold as a matching set.
It comes in 2- piece. Are they both of the same size?
Yes, they are.
Do these mats have a rubber backing?
No, these bath mats don't have a rubber backing.
Does this product normally come in navy? Are you simply out of stock? Will you be getting more in and if so do you know when?
This item does not come in Navy. All of the colors that can be purchased are shown in the main picture, which are: white, ivory, mocha, taupe, blue, peach, sage, silver, gold, toast, black, burgundy, linen, and grey color.
I see taupe color in the photo (bottom left) but it does not show in the options drop down menu. Is it still available in the taupe color?
I am very sorry.We are currently sold out of the taupe color. We may get more in stock, so please continue to check back with us.
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Wedding Bells At Pride Parade
"It's not just gay marriage, to us it is marriage. Whether it's gay, straight, lesbian, or anything in between, every person should have the right to marry whomever they want and to be happy."
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