text:
Office of Unemployment Insurance
|We are soliciting comments on the content and organization of the data on our Web site and any suggestions you have about improving the accessibility to the data. We are also interested in your feedback on any data you would like summarized, e.g., benefits across all programs, that would eliminate the need for users to gather data from several reports and calculate the sum. Your input is important to us in improving the utility of our Web site as a tool for our customers.Please email us with your questions and suggestions.
Important Notice: The Unemployment Insurance Weekly Claims Report has Moved
On June 24, 2016 the primary Web site for viewing and downloading the Unemployment Insurance Weekly Claims Report became https://www.dol.gov/ui/data.pdf. All other sites that offer access to this report provide links to this primary site for viewing the report.
UI Weekly Claims: Latest News Release
Weekly Claims Data
News Release Archives for Employment and Training Administration
Below is a summary of recent changes to State EUC08 Trigger Status tied to Federal Law.
Changes in State Eligibility
Extended Benefits:
No changes.
Under current law, the last payable week in the EUC program ended December 28, 2013. No additional EUC notices shall be forthcoming unless Congress takes action to extend the program.


text:
Did he say he had ruled it a NC at all mate, due to the reasons stated above?
Did he say he had ruled it a NC at all mate, due to the reasons stated above?
i worked the UCC show. no one was lied to about any weights. weigh ins were public for all to see
So let me get this right...
He took a fight after a surgery, the opponent changed last minute, he still accepted even though the opponent was over the weight initially agreed, lost and is now asking for the result to be overturned?
Coffee drinker, prefer Pepsi and I'm kind of a big deal.
If Sherdog are willing to change records because of fighters/managers emailing them then i shall be undefeated by the end of the week ;D
3-2-0 Pro Fighter managed by TFL Sports Agency
Question: A fighter accepts a fight on the day, against an opponent who he is told by the promoter is a certain weight. It transpires after the fight that the opponent was in fact a considerable amount heavier. Is that grounds for a no contest? Obviously we'd like to think that promoters would be honest about a fighters weight - but is it the responsibility of a fighter/coach to ask to see their opponent on the scales, otherwise accept the fight 'sold as seen'?
Fighting, writing and mood lighting.

subset: commoncrawl


text:
A dozen management fads have come and gone in the past decade, but brand equity, first explored by David Aaker in the late 1980s, has exploded in importance. Recognized by "Brandweek" as "the dean of the brand-equity movement," Aaker now prepares managers for the next level of the brand revolution -- brand leadership.For the first time, Aaker and coauthor Erich Joachimsthaler describe how the emerging paradigm of strategic brand leadership is replacing the classic, tactically oriented brand management system pioneered by Procter & Gamble. This fundamental shift involves nothing less than a revolution in organizational structure, systems, and culture -- as the authors demonstrate with hundreds of case studies from companies such as Polo Ralph Lauren, Virgin Airlines, Adidas, GE, Marriott, IBM, McDonald's, Maggi, and Swatch. This immensely readable book provides the brand management team with the capability to: Create and elaborate brand identities (what should the brand stand for) Use the brand relationship spectrum, a powerful tool to harness subbrands and endorsed brands to form brand architectures that create clarity, synergy and leveraged assets Identify the customer "sweet spot" and the driving idea that will move brand-building efforts beyond advertising to break out of the clutter Use the Internet and sponsorship to make brands resources work more effectively Address the four imperatives of global brand managementLike David Aaker's two previous bestselling books, "Brand Leadership" will be essential reading for line executives and brand managers in market-driven firms worldwide.
"synopsis" may belong to another edition of this title.
Build it ... and they'll come. Nope, not necessarily, not anymore. It's a crowded, crazy market out there, and no matter how fabulous your product or service, there's bound to be someone else delivering something pretty close. The solution? Take your product or service and ... brand it! Though the idea has been around in management circles since the late 1980s, brand equity has never been more important than it is now. In Brand Leadership, David Aaker and Erich Joachimsthaler set out to guide managers to the next level of the brand revolution.
Building and managing brands, though obviously vital and necessary steps in the process, do not make up the whole picture of the successful development of a brand. What is needed is strategic brand leadership. Implementing this kind of leadership, Aaker and Joachimsthaler insist, requires a radical shift in an organization's culture, its structure, and its systems. In their densely packed but accessible book, they outline what this shift is all about, and discuss the important components of brand leadership: defining and elaborating a brand identity; designing the brand's architecture to achieve clarity, synergy, and leverage; building a brand beyond the obvious route of advertising by incorporating such aspects as sponsorship and the role of the Internet; and organizing the entire company around global brand leadership as opposed to merely the creation of a global brand. To support and demonstrate their ideas, the authors conducted hundreds of corporate case studies throughout Europe and the U.S. Inspiring and useful tales of such brand-focused and brand-recognized companies as Virgin, L.L. Bean, Nike, Adidas, and MasterCard are told in detail, and they touch on a host of other companies and brands to add texture to the lessons. As is obvious from these examples, achieving an effective brand leadership strategy requires awareness, understanding, passion, and a heck of a lot of work. But in today's enormously competitive brand environment, the rewards can be--and are--well worth the effort. Brand Leadership provides invaluable advice for anyone looking to focus and direct that effort toward a profitable and lasting result. --S. KetchumAbout the Author:
David A. Aaker is the Vice-Chairman of Prophet, Professor Emeritus of Marketing Strategy at the Haas School of Business, University of California at Berkeley, Advisor to Dentsu, Inc., and a recognized authority on brands and brand management. The winner of the Paul D. Converse Award for outstanding contributions to the development of the science of marketing and the Vijay Mahajan Award for Career Contributions to Marketing Strategy, he has published more than ninety articles and eleven books, including Strategic Market Management, Managing Brand Equity, Building Strong Brands, and Brand Leadership (co-authored with Eric Joachimsthaler).
"About this title" may belong to another edition of this title.
Within U.S.A.
Book Description Free Press, 2000. Hardcover. Book Condition: New. Bookseller Inventory # DADAX0684839245
More Information About This Seller | Ask Bookseller a Question
Book Description Free Press, 2000. Book Condition: new. Shiny and new! Expect delivery in 20 days. Bookseller Inventory # 9780684839240-1
More Information About This Seller | Ask Bookseller a Question
Book Description Free Press, 2000. Hardcover. Book Condition: New. book. Bookseller Inventory # 0684839245
More Information About This Seller | Ask Bookseller a Question
Book Description Free Press, 2000. Hardcover. Book Condition: New. Bookseller Inventory # P110684839245
More Information About This Seller | Ask Bookseller a Question
Book Description Free Press. Hardcover. Book Condition: New. 0684839245 New Condition. Bookseller Inventory # NEW6.3135671
More Information About This Seller | Ask Bookseller a Question


text:
A T&S Double Feature with Dr. Robert Lemelson
Thursday, December 6, 2012 from 6:00 PM to 8:00 PM (PST)
Who's Going
San Francisco, California
London, United Kingdom
Florence, Italy
Event Details
Event Description:
On December 6, 2012, Dr. Robert Lemelson will be coming to CSULA to screen two of his documentaries--"Standing on the Edge of a Thorn" and "Bird Dancers"-- for Tea & Sex. Both documentaries address the intersections of gender, human suffering, and power in Indonesia, and will provide an excellent opportunity for discussion about mental illness from a cross-cultural perspective. Following the screening will be a Q&A session. Come for an informal, intimate discussion with Dr. Lemelson and T&S.
General Information:
- The University Student Union is circled in red. Because of its location, attendees are advised to park either in Parking Lot 5 or in Parking Structure C (indicated by red arrows). Other possible parking locations are indicated by blue arrows. The theatre is located on the first floor of the Union. Signs will be available to direct attendees to the location.
- A bigger version of the map is located here: http://prometheustoday.com/parking/.
Permit Purchases:
- $1.00 for 1 hour, 15 min
- $2.00 for 2 hours, 15 min
- $3.00 for 4 hours, 30 min
- $6.00 All Day
"The Bird Dancer" examines the impact of societal stigma on the lives of those who suffer from neuropsychiatric disorders and on the severity of their symptoms. Forced to leave grammar school and subjected to countless visits with healers, several of whom perform degrading and painful treatments, Gusti grows increasingly despondent and isolated. An arranged meeting with a happily married and working adult with Tourette's helps Gusti realize that it's her family's and community's lack of support and understanding that is the source of much of her emotional pain. This knowledge points the way for Gusti to a better life in urban Indonesia—away from her family--where she is able to find compassionate friends and a job to support herself.
"Standing on the Edge of a Thorn"
"Standing on the Edge of a Thorn" is an intimate portrait of a family in rural Indonesia grappling with poverty, mental illness, and participation in the sex trade. Shot over the course of 12 years, the film centers on Iman Rohani, a former civil servant struggling with a mental disorder, who takes in Tri, an unwed pregnant teenager 30 years his junior. Iman refuses to marry Tri, which would have made her an accepted member of the village. Instead, the couple are scorned by the other villagers and become isolated. Over time, trapped by traditional values that stigmatize their relationship, Iman and Tri sink even deeper into destitution and make a series of choices that lead Tri into a life a prostitution and violence.
The narrator of the film is Iman and Tri's daughter, Lisa, who has witnessed most of these events. Starting when Lisa was a young child, the film documents her unfolding sense of self and identity against the backdrop of a destitute and unstable family. As the film progresses, Lisa struggles to understand her parent's predicaments, while she herself is being drawn into the sex trade. At the end of the film, we experience Lisa as a 16-year old-teenager, attempting to free herself from her parent's conflicts and troubles, as she plans to leave the village to pursue a new life in urban Indonesia.
When & Where
University Student Union Theatre, California State University, Los Angeles
5151 State University Drive
Los Angeles,
Thursday, December 6, 2012 from 6:00 PM to 8:00 PM (PST)
Add to my calendar
Tea & Sex (Prometheus Today) is an organization at CSULA devoted to fostering discussion about sex/gender issues from an interdisciplinary, cross-cultural perspective. More information is available on our website: http://prometheustoday.com.


text:
LET'S DANCE: There are, as the U.S. Census has made clear, two kinds of people. We are the kind that doesn't dance. Not "can't" dance. In fact, not even "doesn't" dance. More like "won't dance." A drunken outlaw in a Western saloon firing bullets at our boots couldn't make us dance.
The closest thing we do to dancing is standing around, although we will occasionally bust a move when we get up off the couch too quickly and reel around the living room with haywire equilibrium.
Which isn't to say we don't enjoy dancing in the abstract. We love both Martha & the Vandellas' and the Grateful Dead's "Dancing in the Street." Don't forget the Motor City, and all that. And, with our fiery enthusiasm for show tunes, we could listen to the "My Fair Lady" number "I Could've Danced All Night" all night long.
It's that theoretical, if not physical, love of dancing that has us admiring the fact that the always-brilliant people behind Summer And Music have added a Dancing in the Street event to their seasonal lineup this year.
"Dancing outside is really cool, and there's not a lot of opportunity to do it, so we're excited about this one," says Rand Foster, SAM organizer and Fingerprints shopkeep.
Dancing hits the street from 7:30-11p.m. Aug. 4 (or July 35th, says our Ohioan common-law nephew SAMmy Justin Hectus, because SAM had promised to throw the bash in July) way up north at 714 Pine Ave., in the danceably decorated parking lot of Anderson Paint & Hardware, which sounds kind of weird but, believe us, the parking lot of Anderson Paint & Hardware has been the site of some pretty wild parties over the years.
Dancing in the Street is part full-on dance bash and part concert (though you'll likely still want to dance for that part). Spinning platters, or virtual platters, will be DJs Dennis Owens (who throws the Goodfoot parties at Que Sera and is a member of the band Free Moral Agents) doing mostly old-school R&B and soul, and DJ Lithuanian Prince, who DJ'd SAM's Busker Fest last year in a post-event dance party that inspired Dancing in the Street.
The concert segment will feature the high-energy bop-rock-funk-soul sounds of Nick Waterhouse, who will be bringing a large version of his band (horns 'n' stuff) to the event.
The show is free and open to all ages. Food trucks will be there, and SAM is working while you sleep on getting a permit for a beer garden.
If you're a calendar-marker, check off the balance of the SAM season: Long Beach Funk Fest comes to Broadway and Pine from noon to 11 p.m. on Aug. 18, with a funktastic lineup that includes the Family Stone, Ivan Neville's Dumpstafunk, Brides of Funkenstein, the Sea Funk Brass Band and a lot more.
On Aug. 25, Busker Fest returns to the streets and sidewalks of the East Village Arts District, with about a dozen bands and musicians playing for handouts, which come in the form of wooden nickels that are tossed in the hats as votes by the electorate (you). Winners play for the TBA headliner act afterward. We used to be in a band called TBA, but our shows kept getting canceled when better acts were found at the last minute.
LB ON THE CHARTS: This just in: Long Beach Airport was ranked the No. 2 most affordable airport in the U.S. by cheapflights.com.
The local field switches places with last year's runner-up, Bob Hope Airport in Burbank. But by the time you figure transportation in, LGB is still No. 1 with us.
And, as our indefatigable sidekick Joe Segura reported on Wednesday, Memorial Medical Center was ranked No. 16 in the L.A. area and No. 27 in California, and St. Mary Medical Center was ranked No. 18 in L.A. and No. 29 in the state.
Those are just the latest trophies the city has in its case. We'll have to move some things around to make space for them. Here are some other honors bestowed upon the city in recent months and years:
Top School Systems in the World: LBUSD scored a No. 12 finish - in the world!
Gayest Cities in America: We get the No. 14 spot. Ridiculous. More ridiculous: Salt Lake City got No. 1.
Most Bicycle-Friendly Cities in the U.S.: No. 19? Come on, what more do they want us to do?
Top Worst School Team Names: Your Long Beach State Dirtbags nabbed the No. 7 spot. A worse name, according to Time Magazine, than the Grays Harbor College Chokers.
Best Local Government Use of Social Media: Like us. We finished at the No. 9 spot, as determined by the University of Illinois at Chicago. Retweet, please. Lol.
Most Walkable City: Walkscore.com has Long Beach at No. 11. We've done it; it's fun.
firstname.lastname@example.com, 562-714-2116, twitter.com/grobaty


text:
When it was announced March 13 that the church had a new pope who had taken the name Francis, the first thing that popped into my head was, "St. Francis was the first one to reach out to Islam." This fact had just recently had been reinforced when I screened a new documentary from Franciscan Media, "In the Footprints of Francis and the Sultan: a Model for Peacemaking."Talk about great timing for the release of this two-part DVD written and produced by Franciscan Sr. Kathleen A. … [Read more...]
"Francis and the Sultan" documentary released with great timing
March 20, 2013 by 1 Comment


text:
Satnav – TomTom Western Europe
£53 (iOS)
Despite threats from the likes of Google's free Maps Navigation, TomTom's polished satnav app leaves the competition in its dust with optional HD traffic and locally stored maps that don't blank out when there's no data signal.
Gaming – The Heist
59p (iOS)
Satnav has done away with the passenger's role of chief navigator, so you can invest your time on boring motorway journeys pretending you're in a Mini en route to Italy. The Heist, an instantly addictive safebreaking puzzler, scored five stars in our review
Translation – Google Translate
Free (Android)
When your lingo skills give up after asking how to find the closest butcher, it's time to bust out some Matrix-esque translation skills from Google Translate. Fire up Google Goggles and you can just point it at a menu to convert it into (sort of) English.
Photography – Retro Camera Plus
£1.84 (Android)
Virtaul cameras, vintage vignetting and loads of processing and film scratch simulators mean you don't have to be a photographic genius to get impressive scenery on the trip down Memory Lane.
Video – 8mm Vintage Camera
£1.19 (iOS)
See how cool your dad's old cine footage from Benidorm looks? Yes, a bit of retro filtering makes even horrific sixties construction sites look like paradise. Download 8mm Vintage Camera and pack your bags for Felixstowe.
Reading – Kindle
Free (Android, iOS, BlackBerry)
Books are heavy and take up valuable suitcase space. Leave your Amazon Kindle ebook reader at home and pick up exactly where you left off in this smart app. When you get home, your Kindle will miraculously know which page you last drooled on in the back of the car.
Social – Twitepad
£1.19 (iOS)
Kerouac would have loved Twitter. Tweeting his On The Road exploits as he drove would have gained him millions of followers. But how to keep up with his famously speedy writing? Twitepad makes light work of keeping up with the busiest feeds with thumbnail previews and an in-app browser.
Translation – Word Lens
Free (iOS)
Another translation app, but Word Lens – for the time being, at least – only does Spanish to English (or vice versa). That doesn't matter though – it'll try to match the font and style of whatever you point the camera at so you can read the 'no parking' sign the way Madrid council intended.
Video editing – iMovie
£2.99 (iOS)
Apple's video editing app hasn't got a lick on its music creation tool, Garageband (which you should probably pack as well), but as a way of getting your vids topped, tailed, glued and online, it does a better job than most. Read our full review of the app here
Food – Michelin Guide France 2011
£5.99 (iOS)
Lunch is for wimps at work, but on a road trip it's sustenance. If you can find it. Live it up with the iPad version of Michelin's famous guide that'll steer you towards the nearest gastronomic laboratory at the tap of a virtual button.
Read our 5 of the best stories


text:
|Radar in the 21st Century
Navigating through the acronym fog.
By Ben Ellison — March 2002
Honestly, now, are you confident that your radar is properly set up? Are you conversant with all those screen acronyms? No? You're not alone; frustrated engineers say that radar is particularly susceptible to the "80/20 rule," the notion that 80 percent of operators use only 20 percent of a device's capabilities.
I've reviewed the current state of radar and am optimistic that we can improve on that ratio. Much of the knob-twiddling required to maximize radar imagery has been reduced by automation, and several technologies now make that image easier to interpret. On the other hand, even low-end units offer display and integration features that deserve study.
The gut technology of Radio Detecting and Ranging hasn't really changed much since its desperate development during WWII. A spinning magnetron fires pulses of variable length and rate, measures their echoes, and displays the crude results. What has changed are the controls applied to the basic imaging. The dreaded Tune control, so critical that some skippers would ban its use by crew, is now entirely absent or only requires occasional troubleshooting. Likewise, Gain, Sea Clutter (sometimes termed STC), and Rain Clutter (FTC) often have alternative Auto settings. Last summer I watched a Raymarine representative put all these once-touchy settings to manual zero, then to auto–and, ba-da-bing, up came clean, uncluttered target images at every range. Certainly a wise user should be able to evaluate effectiveness and apply manual adjustments as necessary, but this level of automation is great news.
Next page > Radar continued > Page 1, 2, 3
This article originally appeared in the February 2003 issue of Power & Motoryacht magazine.


text:
Youngstown store where fatal shooting happened victimized again
Video surveillance shows the three juvenile males trying to pry themselves in the back door for about 90 minutes.
Video surveillance shows the three juvenile males trying to pry themselves in the back door for about 90 minutes.
Eggens has racked up 18 wins this year, with 6 shutouts and two perfect games.
The contract is retroactive to August 2014 and will be implemented immediately.
The flooding occurred in the 3000 block of Vestal Road.
Devin Curd went 2-2 with 4 RBI to lead Mooney to a 10-0 win over Warren Harding on Monday.
U.S. District Judge Dee Benson in Salt Lake City said in court documents that he wasn't persuaded by arguments from contact-lens makers that…
All 11 accidents were minor – "light damage, no injuries" – and happened over 1.7 million miles of testing, including nearly 1 million miles…
Submitted photos of severe weather that occurred on May 11th.
Fitch's Ashley Hawryluk made a running catch in centerfield in the bottom of the sixth with the bases loaded to end the inning.
With two games left against Niles in the regular season, Poland has 20 of 22 contests.
A funeral home in Hattiesburg released a statement saying that 34-year-old Officer Benjamin Deen will be buried Thursday.
Three people were still missing in a rural East Texas town. Scores of others were hurt, some critically.
Thirty-seven-year-old Daniel Covarrubias was atop a 25-foot-tall stack of wood at Pinnacle Lumber when he was shot April 21.
Authorities say 19-year-old Tyler Preston Dunham clenched his fists and walked aggressively toward officers after crashing the Honda Fit on …
Sarah Pavalko, 14, was home alone when the smoke alarm in her house went off in March.
EnergySolutions spokesman Mark Walker said the Salt Lake City-based company is confident it can address any concerns and is committed to a t…
Jon Steindorf's parents went to pick him up for his graduation. But he wasn't at his apartment and wouldn't answer his cellphone.
The bill would let doctors prescribe medical marijuana through extracted oils, ointments, tinctures and nebulizers. Smoking it wouldn't be a…
Court documents indicate the girls were under 13 at the time they said the abuse occurred, with one as young as 5.
The NFL on Monday suspended Super Bowl MVP Tom Brady for the first four games of the upcoming season.
Browns and 49ers made the list.
The league also fined the Patriots $1 million and took away two draft picks.
Important Notice About Our Privacy Policy: We have modified our Privacy Policy to update and clarify our data collection, use, and disclosure practices.
By using this site, you agree to the updated Privacy Policy and Terms of Use


text:
allegations about Penland School of Crafts labor practices
Posted 28 August 2012 - 06:36 AM
I also support John and do admire the History of Penland as a Crafts School from way back.
Posted 28 August 2012 - 08:51 AM
Thanks to everyone for your thoughtful discussion of this situation.
Penland Community Silence by Nick Friedman
This is an open letter to the Penland Director, Board Members, Donors, and Community by Jeff Supplee (former student, studio assistant, and Penland donor) & Martha Copp (Penland donor)
Penland is a Disappointment by David Freeman
Open Letter to Penland From June Perry by June Perry
Open Letter to Penland - Repay the Artists by Sterling VanDerwerker
Open Letter From From a Past Clay Coordinator on Penland's Abusive Labor Policies by Lyman Edwards
In response to Penland's statement ("Response to recent allegations about Penland's labor practices") by Amy Waller
From a former coordinator by Steven Tengelsen
exact text of the only message Penland School has sent to the local community about this matter (no author; posted at the request of Robin Dreyer)
Posted 28 August 2012 - 11:01 AM
- GEP likes this
Contemporary Fine Colored Porcelain
" If a sufficient number of people are different, no one has to be normal "
Fredrick Bachman
Posted 28 August 2012 - 01:30 PM
To me, yes, this is a matter of doing the right thing. If these allegations are true, I think some sort of restitution should be made to those former employees.
Penland's handling of this situation has been revelatory for me. I do not know what the resolution should be, but I hope that Penland will address this issue in a more forthright manner going forward.
Posted 28 August 2012 - 03:22 PM
Contemporary Fine Colored Porcelain
" If a sufficient number of people are different, no one has to be normal "
Fredrick Bachman
Posted 28 August 2012 - 04:34 PM
First, let us not mistake Penland's failures as technical violations; with a technical violation no one is hurt. In this instance, employees were paid less than the law required. The principles that require employers to keep records, and establish state and federal employment oversight over employee pay, is that employees typically do not have the bargaining power, the sophisticated understanding of law, or the money to challenge the unlawful wage decisions of their employer. I think this is where I disagree with Mea - just because an employee can stick up for themselves, not all employees will. That's why we've got these laws in the first place. If you already have an independent source of income, are willing to risk unemployment, or have the resources to fight it, fine. But many ordinary employees don't. Moreover, I don't think it is unusual or unexpected that employees would not realize that their sophisticated (I think Penland qualifies) employer was violating overtime laws.
But that, even, is not John's real complaint at this point. After threatened with exposure for an illegal practice, Penland agreed to pay its former employees compensation for its failures to follow the overtime laws. It did not. Penland was in the best position to inform former employees that it had made the overtime error, and Penland was in a better position than the employees to correct it. In some states, a statute of limitations would not have run until the employees had a reasonable opportunity to discover the error - but, I don't think that is necessarily an issue here. Fact is, Penland avoided a lawsuit by agreeing with the whistleblower to correct its violation, and then proceeded to follow only the bare letter of the employment law by not informing the former employees of the error, and only paying those that came forward with a complaint. It also only did so for the prior two years (something that I find suspicious if the law provides a five-year statute of limitations, but maybe the statute is only two years). Regardless, that was a pretty bum thing to do, even if your lawyer said it was ok, because no matter how I read this, I can't believe the promise was that Penland would do the minimum required by law to correct its mistake.
And now, some years later, Penland has given a terrible response to John B's complaint. Penland's response is: we made a mistake; we corrected it for some emplyees; we didn't correct it for others (the empoyees we didn't contact); we knew we hadn't corrected it for everyone; but, we weren't obligated to by law; so, quit your whining. That's a nasty bit of work because John B. exchanged his opportunity to seek legal redress for a promise from Penland that the overtime payments would be made right. Now, he has found out that it wasn't made right. I can't opine on whether Penland acted within the law, or what John B. could do about it if Penland did not. But, as an ethical matter, the answer is not hard. Penalnd's actions are unethical. And, for breaking Penland's promise to him, John B. has a legitimate gripe.
Of course, a statute of limitations ends old legal disputes. That's valuable. Time limitations permit the courts and the government to focus only on what happened recently. Limitations recognize that records get old, memories fail, and its just too hard to decide who owes what for that stuff that happened more than five (or seven, or ten) years ago. But that's for the conviniece of the courts in resolving disputes. As a lawyer, I think statutes of limitations are important and useful. I think we are better off with them than without. Maybe statutes of limitations even prevent abusive legal actions.
But, that doesn't mean something wrong didn't happen, or that we should forget that it did, just because it happened more than five years ago. A statute of limitations doesn't say that you can't make up for past mistakes if you want to. Penland just doesn't apparently want to try.
- LilyT and scoobydoozie like this
Posted 28 August 2012 - 05:53 PM
John Baymore
Adjunct Professor of Ceramics; New Hampshire Insitute of Art
Former Guest Professor, Wuxi Institute of Arts and Science, Yixing, China
Former President and Past President; Potters Council
Posted 28 August 2012 - 08:49 PM
I respect you in real life too, as well as your opinion here.
I stand behind every word I said, but I'm not trying to change anybody's mind, or "win" this debate. Whatever the outcome of this story, I suspect there won't be any winners.
I hope everybody can respect that we are all viewing this story from a different point of view.
Good Elephant Pottery
Posted 28 August 2012 - 10:10 PM
Thanks to everyone else, too.
Posted 29 August 2012 - 07:01 AM
Penland Faces Problems Over Past Overtime Wages Violation & With Recent Public Relations Letter Addressing Same Topic
Posted 30 August 2012 - 08:22 AM
An Open Letter to Penland's Board of Directors- Chris Winterstein former Iron and Wood Coordinator.
Posted 30 August 2012 - 11:00 AM
Amy and John,
I read the three specific violations ... I'm sorry I don't think any of those are very serious. Minor mistakes, and honest mistakes. And you can't argue "the law must be followed to the letter!" while also saying "but let's just ignore the statute of limitations part." You can't hold the employer entirely responsible; employees have responsibilities too. Employees are responsible for knowing their legal rights, whether the employer knows or not, and whether the employer tells them or not. "Good will" is the same as charity. That's not appropriate here, and it reinforces some bad stereotypes about artists as charity cases.
At the center where I teach pottery classes, I went through a six month period where I received numerous mistake-ridden paychecks. After the first one, I started keeping close track of my hours. Every time I got a bad paycheck, I called immediately and had it fixed. I can't imagine they would have or could have done anything for me if I brought it up five years later. There was another occasion when they asked me to do a lengthy project for them unpaid. I promptly and clearly said no. That's my responsibility. Employers make mistakes. Employees are not children. EDIT: There's plenty to like about the job, and I still like working there.
John is accusing Penland of being greedy and uncaring, and that just doesn't make sense. The greedy and uncaring people of this world are not up in the mountains running a craft school. Making a mistake about overtime laws does not make them evil criminals. Again I have never been there, but every person I know who has came away with a first-class experience. They are doing a whole lot of things right.
Posted 31 August 2012 - 07:33 AM
PLEASE READ THIS IS IMPORTANT!!! Labor Issues, Artists Work and Held Wages…
- LilyT likes this
Posted 01 September 2012 - 03:40 PM
What Happened and What We Are Doing About It
Action and a statement about the controversy over Penland's past payroll system
Penland School of Crafts has recently been the subject of public discussion resulting from a past payroll problem. The board and staff are taking action at this time that we hope will bring the matter to a reasonable conclusion. We are also posting detailed responses to some of the issues that have been raised.
Prior to 2007 Penland's payroll was managed in a way that unintentionally resulted in hourly employees not always being properly compensated when they worked overtime. Simply put, Penland paid employees every two weeks, and hours were recorded as a single number for the pay period. While hourly employees were paid time-and-a-half if they recorded more than 80 hours in a two-week time period, they should have been paid time-and-half if they worked more than 40 hours in a single workweek. Penland's handling of overtime was not intentionally incorrect; the staff members administering the process believed it to be legal
The problem was brought to light in 2007, it was fixed going forward, and, following the recommendation of the school's lawyer specializing in labor law, a group of then-current employees were compensated for back wages for the previous two years. Also following our lawyer's advice, we did not attempt to contact former employees who had worked during that time, but we paid one former employee who contacted us about back pay. The mistake in the system was not denied or hidden--it was corrected. However, a recent campaign against Penland, led by a community member who worked at the school during that time, has brought a lot of attention to the limited scope of the retroactive employee compensation.
While we have elected not to conduct an adversarial public conversation on multiple Internet platforms, the board and staff of the school have revisited the decisions made in 2007 and have decided that the choice not to go beyond the recommendations of our legal counsel does not reflect Penland's values and aspirations. Although the mistake in the timekeeping system was not intentional, we regret this mistake and the way in which it was addressed, and we are sorry that hard-working staff members were not properly compensated for their work.
In light of this, the board of trustees has decided to do the following:
This week, we sent checks and a letter of explanation and apology to two other studio coordinators who were no longer working at Penland in August 2007 whose records show that they should have received overtime pay for hours worked between August 2005 and August 2007. We are able to do this despite the inadequate information in Penland's timesheets from that period because, during those two years, the studio manager kept and saved time logs for coordinators, which makes it possible to reconstruct their hours on a weekly basis. This means that all coordinators whose records show they should have gotten extra compensation in that two-year period have been paid. Several other coordinators who worked during this time period and whose records do not show they are owed compensation will also be invited to contact Penland if they believe these records are incorrect.
We are also sending a letter of explanation and apology to every studio coordinator who worked between January 2000 and August 2005 inviting them to call deputy director Jerry Jackson if they believe that they worked overtime at Penland and were not properly paid. Because the timesheets from this period don't give us a way to tell how much extra pay any of these coordinators should have received, Jerry will work with each individual to agree on a fair amount of compensation.
Although the problem raised had to do with the school's fiscal relationship with its employees, much of the public airing has been framed as a conflict between Penland and artists. This has been especially troubling because artists--whether they are professional, amateur, or aspiring--are the reason Penland exists. Every dollar we spend supports artistic growth.
Penland is a magical place that has changed the lives of thousands. But it is a complicated place to run; it is run by people, and people make mistakes. We are sorry for the mistakes that created this situation, and we are proud of our association with this school. We hope that we can now go back to the business of helping people live creative lives.
Glen Hardymon, chair, board of trustees
Rob Pulleyn, vice chair, board of trustees
Some Questions and Answers
The airing of this problem, on Facebook and other Internet platforms, has created confusion, raised questions, and spread a lot of misinformation. In an attempt to clear the air, we are presenting a list of questions that have been implied or asked directly along with detailed, accurate answers.
Question and Answer Page
Posted 01 September 2012 - 04:09 PM
Some Questions and Answers
In response to the recent controversy over Penland past payroll system
Read the Statement Here
The airing of this problem, on Facebook and other Internet platforms, has created confusion, raised questions, and spread a lot of misinformation. In an attempt to clear the air, we are presenting a list of questions that have been implied or asked directly along with detailed, accurate answers.
If you have further questions about this matter, please send an e-mail to
Does Penland pay time-and-a-half for overtime worked by its employees?
Absolutely. Since August 2007, Penland's payroll practices have conformed with all applicable state and federal laws. This was checked again and confirmed in 2011 by outside legal counsel. Any hourly employee who works more than 40 hours in one workweek is paid time-and-a-half for the time over 40 hours. North Carolina law does not set any limit on how many hours can be worked in a single day--only on the number of hours worked in a single workweek. This is carefully explained in Penland's employee handbook and all supervisors understand how the overtime policy works. It is not common for hourly employees to be required to work overtime, but when it happens, they are properly compensated.
Penland has said that it made a "technical violation" of the labor laws. What is meant by that?
This is the term our lawyer used to describe the following: Penland pays employees every two weeks. During the years in question, employees turned in a single number for the hours they had worked over a two-week pay period. They were not paid extra for overtime unless they worked more than 80 hours in a two-week period. What this meant in practice is that if someone worked more than 40 hours in one week of the pay period, they compensated for those hours by working less the other week. This was not set up maliciously or with an intent to deprive employees of proper pay. The staff members who were managing the payroll at that time believed that their system was legal. And despite charges that have been made, the fact is that all employees were paid using the same system.
Another problem with the way payroll was handled at that time was that timesheets were turned in before the end of the second week so that employees could get their checks on the last day of the pay period, but this meant that they had to estimate some hours before they were worked. This problem was also fixed in 2007.
How could you make a mistake like this?
It may be hard to understand in retrospect, but the two lawyers we have worked with on these matters told us that this is one of the most common payroll mistakes they find, particularly in small businesses and nonprofits. There was no intent to deprive anyone of their rightful pay. The staff administering it thought it was legal. We hope this can be understood as part of an ongoing evolution in Penland's business practices.
What exactly did Penland do when this mistake was brought to its attention?
The school hired a lawyer with experience in labor law. She reviewed Penland's payroll system and recommended changes to bring it into compliance with the law. Since that time, hours have been recorded for each week so that overtime compensation can be properly made on the 40-hour standard. The payday was moved from Friday at the end of the pay period to the following Friday so that timesheets could be turned in on Monday--after the end of the pay period.
Penland followed the recommendation of its legal counsel that it pay all of its then-current employees the additional amount they would have received--going back two years from August 2007--had overtime been calculated based on a 40-hour week rather than an 80-hour pay period. It was recommended that the school similarly compensate any former employees who came forward to say that they were also owed for overtime worked during those two years. The lawyer also told the school that it did not have to contact former employees who worked during that two-year period and Penland followed this advice as well. We understand now that this is the way this problem is commonly addressed in the business world, but clearly this was not an appropriate approach for Penland.
Because of the way the timesheets were structured, it was impossible to tell from those records how much, if any, overtime had been worked by a given employee. The former studio manager--the same person who has led the public campaign on this issue and also brought the violation to the school's attention--had kept, but not submitted, a second set of timesheets for studio coordinators. These were discovered after he resigned.
Those unofficial records show how many hours these employees worked each week during the two years prior to August 2007. The studio coordinators working at Penland at that time were paid additional overtime wages for the two-year period based on the information in these alternate timesheets. An employee working in the development office was paid based on her recollection. One former studio coordinator contacted the school at that time and requested compensation. His records were unclear, so he was also paid based on his recollection.
Penland's original statement referred to the "incomplete nature" of the older records. What does this mean? Were records lost or destroyed?
No. There are timesheets for employees going back to 2000, although the school is only required to keep timesheets for two years. However, the system being used before August 2007 did not record the information needed to determine how much, if any, overtime was worked by any individual employee in any particular workweek. So the records exist; it's the information that's incomplete.
Employees turned in a total number of hours for a two-week period. Whether time-and-a-half should have been paid for any of those hours can't be established without knowing how many hours were worked in each week. The only records dating before August 2007 that have this information are the alternate set of timesheets for coordinators kept--but not submitted--for several years by the studio manager.
It has been charged that during the time in question Penland's facilities crew recorded their time differently than other employees and so they were properly compensated for overtime. Is this true?
The timesheets and pay records from that time show no evidence that any employees were reporting their time or being paid using a different system than everyone else. We have no idea what is behind this charge and there is no information to support it.
Can't Penland just figure out how much people should have been paid and make up the difference?
No, it can't. Except for the studio coordinators who worked during the time period when the alternate timesheets were being kept (see above), it is impossible to determine which employees might have worked overtime unless they worked more than 80 hours in two weeks, in which case they would have been paid extra for those hours at the time. The records have been saved, but the information needed to figure out how much overtime was actually worked and how much extra money should have been paid simply does not exist.
Why has the response from Penland been so limited until now?
The tone of the public airing of this problem, which has been taking place on Facebook and other Internet platforms, has been hostile and characterized by inconsistent and often inaccurate information, and it has generated volumes of comments, some of which are ill-informed or based on assumptions that are not true--most notably that the problem being discussed is an ongoing one, which it is not.
We do not think it is productive to enter into discussions of this character. Our initial statement was meant to give a short and accurate description of what had transpired and to assure anyone reading it that the problem is not a current one. However, the controversy caused Penland's board and staff to revisit and reassess how the problem was handled in 2007, and we decided that the choice not to go further than the recommendation made by our legal counsel does not reflect Penland's values and aspirations.
A group of board and staff members then worked together to find a solution that would address the mistakes of the past without simply paying everyone a made-up, fixed amount of money, which would be arbitrary and unfair--coordinator work requirements have always varied considerably, and the former coordinators we are contacting all worked at Penland for different amounts of time, from a few months to several years.
The plan developed by this group required board approval and convening a board meeting requires proper notice. The plan couldn't be implemented until it was approved, and making further public statements while the situation was in flux didn't seem like a good idea.
So, we are trying to answer questions now. We regret the delay but it couldn't be helped. Organizations can't always move at the speed of the Internet.
How does Penland treat its employees?
Penland is committed to being a good place to work. In addition to their pay, employees have a benefits package that includes paid vacation, 10 paid holidays, sick leave, extended sick leave, health insurance (Penland pays 85% of the premium), a retirement account set up when they are hired (to which Penland makes contributions after two years), free meals while working when classes are in session, and a free class every two years. All employees have limited access to studios at no charge and can rent extended studio time during the winter months at a reduced rate. Studio coordinators have free access to studios whenever it does not interfere with classes. Penland also has a grievance policy that helps employees bring problems to the personnel committee of the board of trustees if they cannot be resolved at the staff level.
Penland conducts regular salary studies to compare its salaries with those paid for similar jobs at comparable institutions locally, regionally, or nationally, depending on the nature of each job. When significant discrepancies are found, the school takes steps to correct them. Penland employees have gotten merit increases every year for the past decade except for one (2009). There were no layoffs or pay cuts during the recent recession.
Employment at Penland is governed by a detailed personnel policy that is reviewed periodically by the board of trustees and legal counsel.
Penland values its talented and hard-working employees. It's no secret that many people who work for nonprofits could make more money elsewhere, and that's true for Penland. Our employees are dedicated people who provide extraordinary creative experiences for others.
It sounds like the studio coordinators have a pretty hard job. Has Penland done anything to address this?
Yes. Coordinators have received several raises in the past five years in addition to annual merit increases. The studio manager works closely with coordinators to help them plan their work and balance their workload. A new position was created for a studio technician to help studio coordinators with complex technical and mechanical issues. Two coordinatorscoordinators are now assisted in the summer by full-time interns.
Also worth noting is the fact that coordinators represent Penland at national conferences in their medium at the school's expense. This is part of their job, but it also benefits them professionally. They have free access to their studios during the 22 weeks each year when classes are not in session and at other times if it does not interfere with classes. Most of them take advantage of this to pursue their own work. And of course, coordinators receive the same benefits package as other employees. This is detailed above.
But yes, these are demanding jobs requiring technical, managerial, and interpersonal skills, and we're proud of the talented people who choose to do them.
There have been references to people being "blacklisted" by Penland. Is this true?
No, there is no Penland blacklist. It is true that since 2007, the person who has led the public airing of the current problem has regularly sent hostile and inflammatory communications to staff and board members, and the school has chosen not to have a professional relationship with him, but neither he nor anyone else has been banned from campus, and there have been no activities that could be called "blacklisting."
The financial statements for Penland available online make it seem that the school has a lot of money. Isn't Penland a nonprofit?
There have been several postings of a Penland listing on the Guidestar website, which publishes information about nonprofits. The financial statement posted for Penland's 2011 fiscal year has generated some misunderstanding, because it appears to show that the school had a large amount of excess income for that year. What this statement does not show is that Penland is involved in a multi-year capital campaign and that almost every bit of the excess income shown on that statement is donor-restricted for specific scholarships, endowments, buildings, and infrastructure improvements that will benefit generations of future Penland students.
Because that statement doesn't distinguish between operating and capital funds, it doesn't show that in fiscal year 2011, Penland's annual operating income--the money available to the school to pay for salaries, instructor stipends, food, utilities, etc.--only slightly exceeded its operating expenses. Some people have also seen reports of total assets and thought that this number is some indication of income. Total assets includes the value everything that belongs to the school: 420 acres of land, 56 buildings, furnishings, computers, studio equipment, etc.
It's worth noting that Penland's income from tuition, room, and board paid by students covers less than half the cost of running the school, with the balance coming primarily from annual fundraising and endowments. And last year, 49% of Penland's students attended with some form of financial assistance.
Penland's relationship with artists.
Although the problem under discussion had to do with the school's fiscal relationship with its employees, much of the public airing of it has been framed as a conflict between Penland and artists. This has been especially troubling because artists--whether they are professional, amateur, or aspiring--are the reason Penland exists.
Penland provides artists with education, residencies, teaching opportunities, the unique Core Fellowship Program, exposure for their work through the Annual Benefit Auction, and promotion and sale of their work through the Penland Gallery. Last year, Penland provided 262 work-study scholarships, 60 full scholarships, 157 studio assistantships, and 82 stand-by discounts, and thirty more full scholarships were made possible through partnerships developed with other institutions. The Penland Gallery director advises artists on marketing and prices and frequently recommends artists to other galleries and institutions. The gallery attracts thousands of visitors each year and provides them with information about artists in the surrounding area, encouraaing traffic to local studios. Penland also provides training and support for teaching artists who use their talents to benefit children in local schools.
For their part, artists, through donations of work to our auctions, contributions to our annual fund and capital campaigns, volunteering, taking classes, being studio assistants, and, of course, the creative contributions they make as teachers, advisors, board members, and staff members, are Penland's most important and passionate supporters.
Penland School's relationship with artists is a mutually beneficial give and take: no artists, no Penland. It's that simple
Posted 04 September 2012 - 01:21 PM
Posted 04 September 2012 - 03:47 PM
>No, there is no Penland blacklist. It is true that since 2007, the person who has led the public airing of the current problem has regularly sent hostile and inflammatory communications to staff and board members, and the school has chosen not to have a professional relationship with him, but neither he nor anyone else has been banned from campus, and there have been no activities that could be called "blacklisting."
So, I guess this confirms John has been trying to get this situation fixed for quite some time. Hopefully it is truly resolved now.
Contemporary Fine Colored Porcelain
" If a sufficient number of people are different, no one has to be normal "
Fredrick Bachman
Posted 05 September 2012 - 06:58 AM
Penland School Admits Mistakes- Agrees to REPAY Artists!
Posted 05 September 2012 - 11:14 AM
Even though this practice was common, the norm even, my employers all knew they were working the system and getting away with something. I have a hard time believing Penland didn't know they were doing something illegal. But I do not like the public nature of this whole issue, either.
If the employees were salaried, not hourly, none of this would have been an issue. Salaried employees are expected to get the job done, no matter how many hours it takes. I have worked several jobs where I put in 50-60 hour weeks without overtime because I was salaried.
Penland was wrong to do what they did, but the employees were also apparently happy enough at the time to do the work for the pay they got. Let's let this all go away and get back to making pots.
Neil Estrick
Kiln Repair Tech
L&L Kilns Distributor
Owner, Neil Estrick Gallery, LLC
Posted 08 September 2012 - 12:30 AM
On the road to France, in Belgium
2 user(s) are reading this topic
0 members, 2 guests, 0 anonymous users


text:
By Bill Sheets Herald Writer
EVERETT — All Martha Jordan has to do to get her five baby swans to run across the back yard is pull their "mom" along on a rope — a lifesize, plastic swan decoy.
The fuzzy cygnets, two weeks old, scurry to keep up in a scene that can only be described as impossibly cute.
For all intents and purposes, though, Jordan is really the baby birds' mom.
A wildlife biologist and authority on swans, Jordan agreed to raise the cygnets until they can be released into the wild.
The babies were hatched by a mating pair of swans at Northwest Trek, a wildlife park near Eatonville. In past years, some of the cygnets hatched there were lost to some of the other inhabitants of the park.
"They were becoming lunch for the bald eagles who live at the lake," Jordan said.
Jordan will raise the cygnets for about 80 days, after which they'll be released in Eastern Oregon. They become fully grown and ready to fly in just over 100 days, she said.
Though the cygnets' fledgling feathers are softer than silk, Jordan says petting them can condition the birds to human contact and make it harder for them to make it in the wild.
"I try not to handle them," she said.
Jordan has served as a foster parent for cygnets for 14 of the past 18 years, she said. Usually, she keeps them only for a few weeks and hands them off to another person who has room to house the cygnets as they get bigger.
An adult swan weighs from 25 to nearly 40 pounds and has a wingspan of 7½ to 9 feet, according to Jordan.
The person who usually takes the swans from Jordan can't do it this year, so she is having a larger pen built in the back yard of her south Everett home.
Jordan, 64, is coordinator of the Washington Swan Stewards, a subsidiary of the Trumpeter Swan Society, a national non-profit organization. The local group provides education about swans and works on habitat conservation.
Trumpeter swans live only in North America and primarily in the Northwest. The other swan species native to the continent is the tundra swan, some of which also winter in the Northwest.
Trumpeter swans are migratory. Those that winter in Western Washington are among the 26,000 that breed in Alaska in the summer, Jordan said. They leave here in March and return in October.
Trumpeter swans are not endangered but their future is only as stable as that of the farmlands on which they depend for food in the winter, Jordan said.
Swans have historically wintered in local wetlands but as those have disappeared, the birds have adapted by landing at farms and eating the corn and other food put out for the livestock, she said. Farmers generally don't mind, Jordan said.
The Skagit Valley is the largest local wintering area, while the Stillaguamish and Snohomish valleys also attract many of the birds, she said.
Hunting Trumpeter swans in Washington state is illegal. Some of the lakes and fields where the swans land, however, are laden with lead buckshot leftover from decades ago or that's been fired at ducks or other waterfowl that may be legally hunted.
Swans ingest small pebbles as grit to help their digestion, and sometimes mistake the buckshot for pebbles, eat them and die from lead poisoning, she said.
Jordan gets paid for some of her work for the swan groups when grants are available. She goes on rescue missions in addition to banding and documenting the birds' whereabouts. But mostly she makes her living as a massage therapist, she said.
Still, she's recognized around the state as a leading authority on swans. She was asked to write the plan for minimizing the effect on swans from the demolition of the Elwha Dam, she said. Jordan confesses that she's sometimes referred to as the "swan lady."
She didn't set out to be a swan expert. Early in her career as a wildlife biologist working with other birds such as migratory geese, she frequently encountered swans and wound up studying them as part of her work.
In 1985, the state paid her to do a comprehensive swan survey.
"By that time, I was hooked on swans," she said.
It hasn't always been as much fun as watching the cygnets run across the lawn. Since 1999, more than 2,300 swans in the state have died from lead poisoning, according to the swan stewards website.
At the height of the die-off around 2003, "I was handling 4,000 pounds of dead swans," Jordan said.
Other times, she's been beaten up by swans when she got too close to a nest. Swans have claws on their webbed feet and hard edges to the front of their wings that they can swing like clubs.
They also have flexible, serrated bills. "They grab you and pinch and then twist and pull," she said.
Still, when she encounters a banded adult swan that she raised as a baby, or when people tell her stories of how swans have inspired them, it makes it all worthwhile, she said.
"You learn about humans and their connection to the land, and all that has come to me through the swan," she said.
Bill Sheets: 425-339-3439; email@example.com.


text:
Erica LindsayAffiliation:
Bard College
Artist Recording Collective
Artist's BiographyErica Lindsay currently leads her own quartet and co-leads a quartet with pianist Sumi Tonooka. Her most recent recordings with these ensembles are, "Initiation,†featuring Bob Braye on drums and Rufus Reid on bass, and "Yes – Live at the Rosendale Café,†featuring Francesca Tanksley on piano. On her debut recording for Candid, Leonard Feather states, "Erica Lindsay plays with such an emotional spontaneity that she is very much in the tradition of those jazz makers who were so evidently taking joy in surprising themselves each night, each song, each bar…She has a distinctive clarity and fullness of sound as well as an acute sense of dynamics. Her compositions are also characterized by an invigorating clarity of form and direction.â€
Lindsay also currently performs with the Oliver Lake Big Band, the Baikida Carroll Quintet, the Howard Johnson Quintet, the Jeff Siegel Quartet and the San Francisco-based group, Trace Elements. Royal Stokes, writing for the Jazz Times has called her "a player of enormous gifts and a composer and arranger of striking originality.†Her recordings as a featured soloist include, "Cloth,†with the Oliver Lake Big Band; "Magical Spaces†and "Live in Europe,†with the Jeff Siegel Quartet, "Marionettes on a High Wire†& "Door of the Cage, " with the Baikida Carroll Quintet and "Parallel Universe†with Trace Elements. Lindsay has two duo projects in the works; one with percussionist Ricky Carter ("Soulcatcherâ€) and the other with drummer Bob Braye ("Oceansâ€). She is also a cofounder of the Artist Recording Collective and, the Fm Artist Coalition. She has recently been exploring orchestral possibilities incorporating her experience as a jazz improviser - composing pieces for the American Symphony and most recently, the American Composers Orchestra.
A San Francisco native, Lindsay's spent her early years in Europe where she studied with pianist Mal Waldron. After studying at Berklee College of Music she returned to Europe and started composing and performing with her own quintet, also doing performances with Frank Zappa, Art Blakey's Jazz Messengers, as well as composing for ensembles such as the Unique Munich Saxophone Choir and the NDR Radio Big Band.
In the 1980's Lindsay moved to New York City and began touring internationally with Melba Liston & Co. During this time she performed with many jazz legends; Dizzy Gillespie, Joe Williams, Al Grey, Clifford Jordon, Howard Johnson and Mc Coy Tyner, and also received her degree from New York University. She composed the book for two off-Broadway plays, Carl Hancock-Rux's "Song of Sad Young Men,†and John Carter's "Feed the Beast,†writing for television ("Tales from the Darksideâ€), performance art ("Asphalt Rhapsodyâ€) and modern dance. She is a featured artist in Sally Placksin's book, "American Women in Jazz.†Lindsay currently resides in Rosendale, New York and is on faculty at Bard College.