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Exclusives that come to mind.
A handful of Xbox games as digital purchases. Makes me sad since there was some great games on Xbox (Crimson Skies, Phantom Dust) that MS does not care about the old games plus what make them great was Online Play. Due to infrastructure restrictions and not wanting to supportQuote:
3D Dot Game Heroes
Demon's Souls
God of War
Theatgamecompany games
Killzone series
PixelJunks games
Rachet & Clank
Resistance series
THe Last of Us
The Last Guardian (please still come out and be good)
Valkyria Chronicles
White Knight
WipeOut HD
Digital PSOne, PS2 games. + HD collection releases
Xbox 360
Rock Band - Rock Band Network
Kinect (other than Dance Central/knock offs its mostly used as party/kid games or voice add on for AAA games)
Lost Odyssey
it anymore Xbox online was shut down. People would still being playing Halo 2 today if given the choice. One great thing about the PC. People can still play CS, UT, Quake. Hell I can still play Heroes 3 online (thank you GameRanger).
And as mentioned, Wii has good library of unique and exclusives, but you can do more with the PS3 while still having a good set of games to play.
xbox live arcade has some nice titles I wish were on PC:
Shadow Complex
r-type dimensions
Rez HD
Guardian Heroes
Hydro Thunder
Radiant Silvergun
'Splosion Man
Toy Soldiers (is it available on Steam)
I own a PS3 personally, but was contemplating getting an xbox360 for these alone...
Rez HD is marvelous, and would kill for a PC Port. I absolutely adore anything that comes from Tetsuya Mizuguchi.
I used to have a PSP before it got hosed. The only few worthwhile games that I could think of in that platform was Monster Hunter, Disgaea and Lumines. And possibly Patapon. Why Capcom won't release MH on the Vita is beyond me. I mean, it has the perfect control scheme to play the game, two sticks and they still would rather release the game on the 3DS. Not that I have anything against the 3DS but really...
I honestly like the Xbox exclusives a lot more than the theoretically more diverse PS3 exclusives, but then I'm not a fan of a lot of Japanese games and actually like Halo for what it is, despite having a PC to play "real" shooters with a mouse. Also, Forza (which is much better than GT, IMO) and Viva Piñata are awesome, and the Fable games are good too (not the best games ever but they're fun). The exclusive Xbox lineup does have a lot of action titles and mediocre JRPGs, but claiming it's just Halo and Gears of War is unfair.
To me the reason to get either of the big consoles for games is about 50-50 which is why I eventually ended up with both. They have both good and uninteresting exclusives, Xbox often had better performing cross-platform games but then loses out when games like Final Fantasy need the PS3's BD storage capacity for more pre-rendered cutscenes. PS3 games need the option to install to HDD in the game I think, and many don't have it - Xbox games can all be installed from the dashboard for improved loading times. The PS3 has no regional locks on games, but inexplicably on DLC. The Xbox is mostly the other way around, plenty of games and I think all DLC are region-free, but there are still a bunch of games which are not.
To me all the advice about backwards-compatible early models is misguided because you'll get otherwise inferior hardware (loud, hot) and European models only ever had crippled BC in the first place (until the first "slim" refresh removed it completely). Don't bother with that, if you want to play PS2 games get a PS2 or PCSX2 or buy the made-for-PS3 re-releases. Xbox 360 has software-based backwards compatibility for a bunch of Xbox classics, at least.
Regardless, the big thing to me is the PS3 is generally the more customer friendly option. Sometimes it decides to bite you in the ass with stuff like regional DLC pricing and -availability if you import, but you can otherwise import without care. Sometimes cross-platform games like Bayonetta run like ass because porting is hard. But you can use it as a BD-player and online is free. You can buy DLC directly with a credit card (for regionally inflated prices, but still) above a certain threshold, wireless controllers can be recharged with a mini-USB cable, and the console takes any 2.5" SATA HDD. It has backup functionality (never tried that so I don't know how well it works with all the DRM on savegames because of :achievements: these days) for user data/savegames built in.
Microsoft on the other hand just loves to suck their customers dry. Then make the console dashboard an ad-filled nightmare anyway. Having to pay a monthly fee to get full access to your 60$ games for peer-to-peer matches is an abomination and hiding even the most basic online stuff (like using the player marketplace or downloading gifted cars in Forza, or sharing your characters for the full game in the Saints Row 3 Initiation Station which is like the whole point of the character creator) behind that paywall is a massive dick move. Their marketplace works off funbux you have to buy in bulk, hiding the real price and leaving customers with leftover points often. Play and charge kit for controllers and bigger harddisks are way overpriced, as well, and a transfer kit if you want to move to a new harddisk costs money.
I really love my Xbox 360 games but without XBL they are always gimped and actually love to rub it in my face all the time. Prominently presenting online functions and -news, even if I can't use any of that to play with friends, can't even use basic online functionality. Just because I'm not paying another 1-2 games worth of fee every year to be allowed to host a game for myself and friends on my console with my bandwith. It's insulting. No Microsoft hardware for me next generation, that's for sure.
I second recommending a PSP.
hot shots golf and hotshots tennis (both amazing games) ,Jeanne d'arc, puzzle quest, patapon, final fantasy 7 on psx emulator, maybe kingdom hearts, castlevania and outrun.
Good for hundreds of hours of entertainment on the go.
Tip: stay far away from shooters and console like games on psp, they are all shit. There are enough portable games that are good (listed above).
Make sure you jailbreak the psp and put the games on a memory stick, loading times are extremely fast on the memory stick, UMD loading times suck horribly.
Jailbroken psp with a library of games on flash memory and a few emulators installed is amazing, I would have killed for one when I was a kid.
Modern consoles on the other hand I wouldn't want to burden my younger self with.
I'd recommend a PS3 for two reasons: God of War 3 and it doubles as a very capable blu-ray player you don't need to buy a separate wireless adapter to hook up to your network. Microsoft also charges monthly for their online service so that's a massive black mark on them.
Xbox does have Live Arcade which has a selection of indie titles, but many of those are making the leap to PC as well so it's difficult for me to find any real reason to have one these days unless you don't plan on ever having a PC powerful enough to run The Witcher 2. Shame on you in that case.
Don't buy any console as media player, if you want to watch movies just get a HTPC... ps3 doesn't even support subtitles or mkv.
I bought mine for the two reasons above: I wanted a blu-ray player and I figured God of War 3 was a nice bonus. When I watch movie files they're usually not 1080p because hardly anyone encodes them that high so watching them on my TV is probably sub-optimal. I use my PC much more than my TV anyway.
Personally, owning the lot (360 & ps3, had a wii for a while, but sold it cos it's that bad, and thanks to dolphin the three wii games I wanted to play I can play at 2560x1440 and with AA & AF), I'd get a ps3. 360 has given me some good times over the years, but now, it's long in the tooth.
Five years ago I'd have told you to buy one for gears of war alone, now, ps3 stomps in terms of exclusives. Sure the shooter playerbase isn't 'there' for multiplayer like on xbox, and xbox arguably has the better of the console racing sims (But then PC has the best ones, it's like asking if you'd prefer cancer or aids, so, moot point). But shooters are best on PC, so xbox has ... trials 2 I guess.
As for playing media, you can use PS3 Media server for ps3 or xbox, bear in mind that it can be a piece of crap sometimes, I'd just skip it, and get something along the lines of a WDTV, a Roku, heck, even a raspberry pi & xbmc (my current preferred choice) for consuming mkv's. ps3 media server is ok, just it's wonky sometimes.
As for the important bits, the games. My PS3 gets fired Up probably once a week or fortnight, my xbox, when I feel like playing trials. Pretty much in the last year that's the only game i've played on my xbox, trials. PS3 has the exclusives, the awesome japanese games that only come out on it, the wicked little downloadable games (Journey, nuff said), The okami HD re-release (wiiicked game). Free Multiplayer (Screw Xbox gold and paying for p2p multiplayer, sure, if it was dedicated servers & was optional, i'd be all for it for better pings, but pay money for p2p matchmaking? Hell No.)
PS3 just flat out wins. Not to mention, whilst backwards compatibility might suck a bit on them (it's ps1 or don't bother basically), the 'decent' ps2 games have been re released in collections. God of War 1 & 2, Ico & SOTC etc, etc.
PS3 has a much better range of exclusives, some really excellent games available.
God of War, Uncharted, Killzone, Little Big Planet, Socom, Warhawk, Final Fantasy e.t.c.
I don't know if anyone's mentioned this yet, but a big thing to ask yourself when choosing a console is: How much will I be using the internet with it?
If the answer is "a lot," then your best bet is always the PS3. It doesn't require a monthly fee for gold to use subscription services like Netflix and if you're only playing one online game at a time, it's pretty much like paying a subscription to play that game online when you could get it free on other platforms.
EDIT: Ah crap, it just clicked that this is a two month old thread.
i have a wii,360 and ps3. at first i would have favoured the xbox for its exclusives and eventually bought the ps3 for its. i only use it for netflix now but just bought gold again just for halo 4. but for best exclusives...go for the wii. mario galaxy is pretty much gamin perfection.


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May 13 2014 - Products
Minimizer, Peterbilt
Minimizer is now manufacturing custom made floor mats for the Peterbilt 379 truck.
Tags: Peterbilt, Minimizer, Floor Mats
February 5 2013 - Products
Minimizer is now preparing to manufacture floor mats custom-made to fit your rig.
Tags: Minimizer, Mid-America Trucking Show, Floor Mats

subset: commoncrawl


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Compare great Volvo Windscreen Replacement prices in Cramlington with Who Can Fix My Car.
Enter your registration, compare quotes, and find a great garage near you. Get your competitive local prices now!
Compare great Volvo Windscreen Replacement prices in Cramlington with Who Can Fix My Car.
Excellent service, very quick turnaround
Very pleased with the garage Very friendly
Really Good service
Top class garage, good price for Bosch pads, lovely people
Fantastic, very thorough, i don't know Newcastle at all so it was great find the garage!
Full service and MOT done the same day had to pay for extras to pass the MOT but was also great and cheap. Very friendly also provided me a courstey car which is a bonus as need to go to work and then back for my car. Outstanding. Will definitely taking my car back there. Highly recommended cheers lads
Quick responses through the platform and good service for drop-off and collection. I would happily use Torque Garage again. Thanks
Work completed to price quoted. Finished promptly, staff were friendly and helpful.
I was stuck 200 miles from home with the slave cylinder gone.As I have previously run a small garage business I knew right away it was a gearbox out job and get clutch replaced at the same time.These guys sorted it out for me in the time they said it would take at the price they quoted.They did a great job with good communication throughout and gave good professional advice on anything to look out for.They also changed the gearbox oil while they were in that far.Would definitely do business with them again.Cheers guys,well appreciated.
Great service, picked up and dropped off. Low price and great result.
Got an appointment quickly, and didn't take long at all. Brakes working well, thanks.
Good service, good communication, good bunch of lads - highly recommend this garage, will definitely use them again :)
I needed the car asap they booked me in the next morning .Repaired car within an hour with a bonus of a2 year guarantee on part,were friendly and courteous.I would not hesitate to use them again
Quick and easy service and sorted my problem out with a free diagnosis. Will definately be using this garage again in the future.
Excellent service will be using again
Excellent all round service for the price. Would certainly recommend and use in the future.
They quoted a price and apart from a faulty head light which had to be added,;that's the price I paid. Collected and dropped off my car - great price, great job, great garage.
They actually charged me less then the quote as the brake fluid did not need changed. The guys at the garage were great, definitely will use them again
Friendly helpful service, would use again. Part not readily available but they still sourced it for fitting next day.
I would highly recommend Tripal Garage, they fitted my clutch kit in a day and the car drives lovely now - professional service, Many thanks again.
Top garage would use again , thanks
Guy I spoke to was very professional and helpful. Told me exactly what was wrong with the car and also pointed these out. Had agreed to go and get the job done tomorrow morning however my dad suprised me telling me he's booked me in somewhere else and had already paid! Good value for money and feel bad my dad took business away from you! Would deffinately recommend people to try this garage.
Really impressed with the service at Tripal Garage! Having been given the wrong advice from another garage, Parm was very honest about what did need sorting on the car and did it at a very reasonable price. Will be using this garage from now on! Thank you.


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'Martin Biron took center stage on Friday night, making stellar saves all night long and keeping the New York Rangers at bay for a 3-1 win in Madison Square Garden. The Ales Kotalik streak continued as well, as the Sabres are now 11-1 when the forward scores a goal.'
Biron Lights Up Broadway
January 31, 2004 Submitted by
Via: WGR-AM


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Our History
Originally formed in 1996 as a Grassroots Support Organization, Stop Abuse For Everyone acquired its 501(c)(3) federal non-profit status in early 2001. Since then, SAFE has served tens of thousands of individuals since its inception, had extensive press coverage, and is continuing to grow. Our organization's founder, Jade Rubick, started this organization as a result of being turned away from domestic abuse shelters. Although he was being abused by his now ex-wife, he was denied admittance into domestic abuse shelters for being a male. During an interview with the Salt Lake Tribune, Rubick states, "'We're here to help women,' he said he was told. 'We don't know what to say to a man.'" Following, Rubick saw the lack of resources available for minorities who are victims of domestic violence. In response, he created SAFE to aid victims that fall between the cracks of guidance and assistance. Since the organization established, we have expanded our knowledge of the minorities of abuse beyond males. We now educate individuals on elderly abuse, bullying, sibling abuse, gay and lesbian abuse, cyberbullying, and much more. This is an organization that attempts to stop abuse for everyone rather than focusing on a select few.
Rubick has since retired from his position at SAFE with the hopes of keeping his message alive. Since then, the organization has been directed by Dianna Thompson. Thompson has expanded the website, created a National Directory of Services, expanded the Speakers Bureau, and worked to uphold the outstanding reputation of SAFE. Additional information and links on the history of SAFE are available below.
Jade Rubick
SAFE was founded by Jade Rubick in 1996 and became a non-profit organization in 2001. The image to the left is of our organization's founder, Jade Rubick.
Founder & Past President of SAFE
In Memory Of SAFE Speaker Patricia Overberg
She did not turn away male victims, whether they were on their own or with their children. Overberg was the director of the Valley Oasis Shelter in Lancaster, CA from 1989 until 1998. During that time, Valley Oasis was the only shelter in the U.S. that male victims could turn to. Even today, Valley Oasis remains one of the very few shelters in the U.S. that offers the same level of services to male victims as to female victims.
Overberg treated gay men and lesbian women with the same respect and level of service provided to all the people she helped. She pioneered in bringing a transgendered volunteer on board at the Valley Oasis.
Overberg's legacy lives on for all victims of domestic violence and continues to provide equal access to services for people everywhere.
In Memory of Ira Streitfeld
We are setting up an Ira Streitfeld Memorial Fund in his memory. The money collected, minus any processing fees, will be donated to Ira's designated charity, the Q Center of Portland, Oregon. We will notify Ira's family of any donations received in his honor. Any donations received that have any mention of the memorial fund will be donated to the Q Center of Portland.


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to gear drive or not?
Discussion in 'Pacific Region' started by leadfoot067, Sep 14, 2004.


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Catalog and Database Maintenance (CADM), one of two units that comprise the Documents Access & Database Management Department (DADM), is located in the west wing of Hesburgh Library's second floor called 208.
CADM's primary responsibility is to preserve the integrity of the online library catalog through post-cataloging routines. The work performed according to national standards can be divided broadly into two major areas: authority and holdings work.
- Authorities provide access to catalog records through author, subject, series, and uniform title headings.
- Holdings work includes added copies/volumes, transfers, withdrawals, and call number corrections.
- In addition, CADM corrects bibliographic and authority records.
|Phone (574)
|Laura Bayard
Personal Web Page
| Head, Documents Access & Database Management Department
208 Hesburgh Library
|Anastasia Guimaraes
| Supervisor, Catalog and Database Maintenance
208 Hesburgh Library
|Christine Johnson
| Senior Library Specialist
208 Hesburgh Library


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ObamaCare site began deadline day offline
(NEWSER) – Some might call it emblematic, others, just routine maintenance: Either way, as the clock ticked toward ObamaCare's midnight deadline, HealthCare.gov spent a few hours offline today. Politico reports that the site came down for maintenance around 3am ET, with Health and Human Services officials ascribing the outage to a software bug. It appears to be back online at the time of this writing, and those who tried to access the site during the outage were able to submit their email to be notified when the site was back up. More last-minute tidbits:
- We are a nation of procrastinators: Last night, HHS revealed that the site saw 2 million visits over the weekend, and that the ObamaCare call center fielded 2.5 million calls in the last week—compared to 2.4 million for all of February, reports USA Today.
- Joe Biden is trying to help: By appealing to America's youth via an appearance on Rachael Ray's show today.
Read the full story on Newser.com


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Phone: 1-800-945-7291
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descenderIn typography, the portion of a lowercase letter that falls below the baseline. In the English alphabet, 5 letters have descenders: g, j, p, q, and y.
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Product Information
The FUNdamental Treat Tugs contain holes for hiding treats.
Why We Love It:
Bright and colorful Grriggles FUNdamentals Treat Tug are made of TPR (thermoplastic rubber) with a rugged nylon rope handle. Quality-made and interactive, this treat tug allows owners to hide treats within to enhance play. Promote fitness and dental health.


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USC naturalist to discuss elements in McKissick exhibit
Join Rudy Mancke, University of South Carolina naturalist-in-residence, for a discussion about the McKissick Museum exhibit, "Walter Anderson: Everything I See Is New and Strange," Thursday, March 24, from 5 – 6:30 p.m. in the museum's South Gallery.
Titled "Rudy and Walter: Exploring the Nature of Walter Anderson's World," the event is free and open to the public.
Anderson's distinctive works of the plants, animals and people of the Mississippi Gulf Coast have placed him among the finest American painters of the 20th century. The McKissick exhibit celebrates Anderson's perspective as an artist, naturalist and environmentalist and his devotion to exploring the wonders of nature.
Mancke was born in Spartanburg and spent his childhood roaming the woods and meadows of the Piedmont observing the natural world. When he was not exploring the outdoors, he was in the library researching what he saw while seeking new ways to gain knowledge about nature. Mancke has a keen interest in coastal retention and barrier islands, similar to Horn Island, where Anderson frequently visited.
'Rudy and Walter'
- What: Discussion about McKissick Museum exhibit, "Walter Anderson: Everything I See Is New and Strange"
- Who: USC naturalist Rudy Mancke to lead discussion
- When: Thursday, March 24, 5 – 6:30 p.m.
- Where: McKissick Museum, South Gallery


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TO: All Participants - "Options" Meeting of March 7, 1999
Division Presidents or Representatives: M. Ellen Jay (AASL), Ruth Newell-Minor (ALTA), Sheila S. Intner (ALCTS), Leslie Edmonds Holt (ALSC), Maureen Sullivan (ACRL), John M. Day (ASCLA), Thomas L. Wilding (LAMA), Pat Ensor (LITA), Christine L. Hage (PLA), Jo Bell Whitlatch (RUSA) and Joel Shoemaker (YALSA).
Division Executive Directors: Cathleen Bourdon (ASCLA/RUSA), Althea Jenkins (ACRL), Karen Muller (ALCTS/LAMA), Jacqueline Mundell (LITA), Susan Roman (ALSC/ALTA), Greta Southard (PLA) and Julie Walker (AASL/YALSA).
ALA Conference Committee: Mary Ann Rupert (Chair), Carol Chamberlain (Divisions Representative), Robert Newlen (ALA Executive Board Representative), Andrea Sevetson (Round Tables Representative). [Weather casualty - Linda Mielke, Divisions Representative]
Facilitator: James Neal (ALA Executive Board) Convenor: Mary Ghikas (ALA Senior Associate Executive Director) The meeting was convened to (a) address issues and concerns raised by division/round table leaders and program planners, (b) find a way to move forward together with "Options for Change."
(1) Expectations
- Consensus
- Identification of key Issues/Concerns
- Forward Movement & Improvement; a higher level of trust
- Resolution of Division/Round Tables Concerns
- Process for Experimentation
- Recognition of division/round tables role
- Preservation of unique voices - particularly small specialist groups - in conference programming
- Preservation of program quality
- Affirmation of need for new approaches
- Operational definitions
- Agreement on appropriate processes; clarity in program planning processes and roles
- Exposure to wider experience/expertise
+Keep individual conference attendees in mind.
(2) Measures of Success
- Increased/improved marketing
- Greater satisfaction for attendees
- "Works" for the leadership/program planners
In order to measure success, we must....
- Develop benchmarks
- Survey more systematically
- Assess both program and conference performance
- Assess exhibitor satisfaction
- Assess "how it works" for leadership/program planners
+ Keep strongly focused on feedback from individual attendees
(3) Communication Issues
- Need conference program planning website/discussion list
- Communicate often, openly
- Aim at inclusiveness
- Establish links - Conference Services, program planners, elected leadership, division staff/round table liaisons
- Establish links to presidential program planners
- Cyclical vs. one-time communication -- once won't do it
+ Remember we're learning as we go! Keep communicating. Keep trying.
(4) Key Decisions*****
- Preserve the integrity of division program planning work.
- Define "tracks" bottom up -as a "byproduct" of the programs that divisions and round tables are developing.
- The 2xxx Conference Program Coordinating Team will create connections, communicate and coordinate (no "program czar")
- Flexibility in program lengths - 1.5/2/3; consistent start times to facilitate attendee choice
- Experiment with enhanced Tuesday morning programming, including "plenary" sessions
- Team composition: 1 person from each division (division selects), 2 from Round Tables (RTCC selects), 2 from ALA Conference Committee (ALACC selects). Team elects own chair. Organizationally this is a subcommittee of ALA Conference Committee. Each conference is a new team. Teams will "debrief" each other - transfer knowledge, experience, learning.
+ Move forward together
(5) Next Steps
- Summary of decisions prepared for affirmation by participants (Ghikas)
- Appoint the 2001 Conference Program Coordinating Team by May 15 (Division Boards, RTCC)
- Work with ALA ORS to develop benchmarks (Ghikas)
- Communicate with division leadership (Hage)
- Develop agenda for first Coordinating Team meeting (Conference Committee)
- Prepare report for Council list, Member list, American Libraries (Rupert)
- Do a "general briefing" in New Orleans (Conference Committee)
- Divisions/round tables examine internal processes (Division/round tables leadership)
- Work with Conference Services to develop marketing survey (Ghikas)
- Send "thank you" for Ann Symons for suggesting meeting (Wilding)
(6) Timeline (working backwards)
June 2001 - Showtime! Implement. Debrief. January 2001 - Finalize program. June 2000 - Early alert: major programs (including presidential programs), trends/themes/issues 12-6 months prior to conference - key period for space allocation & marketing - communicate! 18-12 months prior to conference - key period for program planning & communication & coordinating June 1999 - First meeting of 2001 Conference Program Coordinating Team
Challenges & strategies: Need to bring formal/informal processes together Look at incentives Preserve continuity from conference to conference - build on experience. Start with what we can do & go from there. (e.g. here's what I know about this program now....) Keep communicating


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For buying Redbox e-gift packages valid for film and game rentals, Redbox is offering eligible shoppers a bonus DVD rental.
The e-gifts movie and game rental packages, which are $6 and up, are purchased online and sent by email or Facebook.
The buyer receives by email a free promo code for a DVD rental for each transaction.
The offer is valid to December 31. Some restrictions may apply.


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Nikon D3100 Camera
From still life photos to sports action shots and HD video, to boot
Meredith Krebs was a video producer and copywriter at Crutchfield for several years. She wrote about cameras and produced over 100 videos for the website.
More from Meredith Krebs
Heads up!Welcome to this article from the Crutchfield archives. Have fun reading it, but be aware that the information may be outdated and links may be broken.
Nikon D3100 with the 18-55mm kit lens
I started using the Nikon D3100 with the 18-55mm kit lens just as the flowers began to bloom in my yard. After living in the city for years, I have recently become an enthusiastic gardener. And, like many gardeners, I was excited to document the progress of my garden. But my tiny point-and-shoot camera just wasn't up to the task of capturing close-ups and the rich colors of my plants, so I was happy to try out the D3100 and see if I could capture the fleeting beauty of my bulbs and trees.
Intuitive, easy to use menu
The first thing I noticed was that the menu for the camera is right on the LCD screen. Like most people, I don't like to consult the manual very much. I'm usually out when I'm taking pictures, and I don't like to carry around lots of instructions. I also like the camera controls to be intuitive and easy, and menu on the D3100 was extremely easy to access and use.
I also liked having two options when I took my photos: using the LCD screen or the viewfinder. The viewfinder was great for sunny days when the LCD screen was hard to see, and the big LCD screen was terrific for reviewing photos to make sure I got exactly what I wanted.
Cherry blossoms
Ready for some close-ups!
I used either the auto or flower settings for most of my shots, and I was quite pleased with the results. First I snapped a picture of our tiny new cherry tree which bloomed the first year that we had it (unlike our dogwood tree, which still hasn't figured out that it's supposed to put on a show in the spring). I took a couple shots, experimenting with angles and settings, but I liked the one where the background was out of focus making the white blossoms really pop. I went on to take pictures of my long awaited iris, cherry tomatoes on the vine and my new day lilies.
Day lilies
Rapid-fire mode captures active kidsBesides flowers, I found the D3100 did a great job taking photos of wiggly kids. When I wanted to take a quick shot of my son and his friend, who were determined to make faces at the camera, I snapped a few pictures of the boys clowning around. Then the responsiveness and quick focus on the camera allowed me to keep snapping away until I got a great shot of them grinning at their own cleverness. The last photo was definitely a keeper, and worth sending to the grandparents. If I had had to wait for the camera to reset or take time to process the photos, the moment would have been missed.
HD video, too
I still hadn't used the HD video feature, so I decided to try it out on a school field trip to the park. I chose the highest 1080p setting since I knew my memory card was big enough to handle it. At the park, I was pleasantly surprised that I could easily go back and forth between shooting video of the kids shrieking and running around in the water and taking photos of them doing the same.
Switching just required changing from the viewfinder to the LCD screen (one lever) and then pushing one button for video on the back, or the shutter button on top for photos. It was very simple, and I really appreciated that I didn't have to dig deep into the menu settings every time I wanted to switch. Watching the videos on my computer, I was impressed by how good they looked, and pleased also to have some great photos of my son and his classmates to send to their teacher.
Pink tree
All in all, a great starter camera
This is a great entry level SLR for anyone who would like to get great close-ups, portraits, and action shots, but might be intimidated by a large professional DSLR. I found the Nikon D3100 simple to use, and I was very pleased with all the photos and videos I took with the camera.


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ICE union claims immigration bill 'does nothing' to resolve enforcement concerns
While the authors of the newly released Senate immigration bill touted its multibillion dollar investment in border security, critics are seizing on what they describe as a major loophole -- giving the government "discretion" to choose when to enforce immigration laws.
The union representing Immigration and Customs Enforcement agents has long complained that the Obama administration has made their job harder by preventing agents from detaining and deporting select illegal immigrants. They had petitioned members of the so-called "Gang of Eight" -- the lawmakers writing the immigration bill -- to address those concerns in the package.


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FastStone Image Viewer 2.7 Beta 5
What Is the FileHippo Safety Guarantee?
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- Enhanced the magnifier in full screen
- Fixed some bugs
- Enhanced Contact Sheet Builder:
Added "Separated by Folders" option. If images are from multiple folders, a separate set of contact sheets can be created for each folder
Added "Auto Rotate" option. Images can be auto-rotated for maximum sizes
Fixed minor bugs
- Built-in Screen Capture tools are back (they were removed in previous versions);
- Enhanced Contact Sheet Builder:
Added "No Caption" option
Now it is possible to specify 4 margin values (Left, Right, Top, Bottom) instead of 2 (Horizontal, Vertical)
- Added Contact Sheet Builder (under Tools menu) - put/print multiple photos on one page. Fully customizable!
- Added Custom Sort - drag & drop to arrange thumbnail orders (For better performance, turn off the Preview panel);
- Now it is possible to drag & drop thumbnails into sub-folders within the thumbnail browser.


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FEMA recalling certain furloughed employees due to Tropical Storm Karen
From our News Partners at WCBD-TV:
Washington - The Federal Emergency Management Agency says it is recalling 86 percent of its 4,300 furloughed employees due to Tropical Storm Karen.
The employees were furloughed due to the government shutdown.
"Gulf Coast resident in potentially impacted areas should take steps now to be prepared and follow the direction of local officials," said FEMA administrator Craig Fugate.
The National Weather Service office in Charleston said they are not affected by the shutdown either.
"We're called excepted employees meaning that we come to work, and we continue our mission because our mission is protection of life and property," said Ron Morales with the National Weather Service.
Photo Credit: Sundari/Shutterstock


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Tornados help out with the Taste of TransylvaniaSeptember 17, 2010
Men's and Women's Basketball help with set up of chairs and tables at the event
Brevard, N.C. - The Brevard College men's and women's basketball teams took some time to give back to the community this past Monday, helping out with the Taste of Transylvania, through helping set up the Brevard Music Center Thomas Hall.
The Taste of Transylvania has been in existence for eight years and offers samplings from the area's finest restaurants and local favorites, including silent auctions and showcases the lifestyle of the mountain community. All proceeds from the event benefit Communities in Schools of Transylvania County, while helps kids stay in school and prepare for life.
The BC men's and women's basketball teams volunteered and helped set up chairs and tables for the annual event.
For more information on the Taste of Transylvania, click on the link below:
Taste of Transylvania


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Bookmark this site
BOSTON -- The Rogers Family Co. said that a Boston court has ruled that the Lincoln, CA-based coffee company did not infringe on the patents for Keurig's single-serve K-Cups.
Keurig, owned by Waterbury, VT-based Green Mountain Coffee Roasters, had sued Rogers last year, alleging that its single-serve OneCup line infringed on three of its patents, one relating to visual design and two relating to functionality.
Two patents related to Keurig's K-Cup expired last September, opening the doors for other companies to roll out their own Keurig-compatible solutions. But the patents Green Mountain claimed Rogers Family Co. infringed are not the ones that expired.
Rogers argued that its OneCup technology, launched two years ago under its San Francisco Bay brand, was unique and produced after years of research.
Rogers announced on May 29 that the U.S. District Court in Boston ruled in its favor. The company said the court decided that the overall appearance of its OneCup cartridge is clearly different than that of Keurig's K-Cups. The court also said that Keurig users have the right to purchase cartridges from whatever source they choose.
"This is a great victory for the Rogers family and our customers," The Rogers Family Co. president Jon Rogers said. "There is no longer any doubt about our ability to sell our OneCup products for use in Keurig brewers."


text: SmallToys features inexpensive novelty toys used as carnival prizes and party favors for kids. In addition to carnival prizes, carnival supplies, and kids party favors you can shop more specific product categories like goodie bags, inflatable toys, light up novelties, glow in the dark novelties, temporary tattoos, patriotic novelties, student rewards, Christmas and Halloween novelties, and Santa Hats. Most of our simple toys sell for less than 50 cents. Kids from 5 years old to pre-teens love our novelty toys, prizes and party favors! At SmallToys.com, we are experts at knowing all about novelty and inflatable toys. Our small toys can be easily used as prizes for kids at school, carnivals, doctors offices, dentist offices, and restaurants. They can be used to fill goody bags and as party favors for kids. Each small toy serves a purpose and nearly every purpose results in a smile.Small toys can be used to decorate for parties and they can used when playing games. Some of our small toys can also be used in Halloween costumes and in dress-up play. All it takes is a little creativity to figure out how to use the plethora of small toys we have available online.Our small toys from Novelty House make fantastic prizes at school or community carnivals. When you need to give a small and inexpensive gift, small toys are the perfect option. Instead of giving out candy, our small toys are fun Halloween treats. SmallToys.com is stocked with a variety of fun prices and filled with ideas for using them. Contact us if you have any questions.


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Coffee Makers
Shop for Coffee Makers, French Press and Pour Overs
Traditional coffee makers magically mix hot water and fresh coffee grounds, but many variables effect how your cup of coffee ultimately turns out. We post real reviews and information to help you select the right preparation to satisfy your coffee cravings.
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Regular Price: $99.99


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The beach is one of those idyllic, picturesque settings that begs to have its photo taken. No matter what kind of camera you have or how you take pictures at the beach, you almost can't go wrong when you're standing on the sand and shooting the ocean. But while most people tend to take pictures midday to capture a gorgeous blue sky with fluffy white clouds above the sand and sea, I'd like to suggest another way to shoot the ocean: Use a slow shutter speed to turn the water into a moody, foggy blur. This isn't the first time I've explained how to capture the essence of water motion with a slow shutter speed (check out "How to Photograph Waterfalls and Moving Water"), but this week let's look at how to apply this technique at the beach.
Cheating With Shutter Speed
People often see a photo like this one and try to guess how it was done. "Was it really misty there?" people ask. "Was there a fog rising off the ocean in the early morning?" And the answer, of course, is no and no. There's no fog, and the scene didn't look like this in real life. Instead, what you see is the effect you get when you slow down the shutter speed and capture a lot of wave movement in the same exposure.
Do I feel bad that I'm cheating to create a scene that didn't actually exist when I shot the picture? Not at all. Art is always about interpreting reality, and keep in mind you can get this effect entirely within a single exposure on your camera, with no photo editing necessary. It's no more "fake" than if I underexposed a photo to capture a silhouette or changed the aperture to blur the background.
Setting Up
To take a photo like this, you should have a camera that lets you choose a long shutter speed, so a digital SLR or a point-and-shoot camera with a shutter priority mode is ideal.
You'll also want a steady support, since the camera will be exposing for several seconds. I use a tripod, but that's not essential--you can also set the camera on a rock or some other rigid base. One word of warning, though: If you are using a tripod, make sure it isn't going to settle or drift in the sand. That means you should put the tripod in dry sand, and really dig it in so it doesn't shift through the exposure. I've made the mistake of setting my tripod in wet sand, and discovered too late that it sinks slightly over time. The result? When you review your photos afterwards, you'll see blurry ghost images caused by the camera moving through the exposure.
It's also a good idea to use a remote trigger of some kind so you don't have to touch the camera during the exposure. You can use a wired or wireless trigger (check your local camera shop to see if there's one available for your camera). If all else fails, you can use your camera's self-timer, but beware--use the lightest touch possible to press the shutter release, or you can push the tripod further into the sand and cause it to keep shifting through the exposure.
Taking the Shot
Ready to go? You'll get your best results in the early morning or late afternoon, sometime in the vicinity of sunrise or sunset. The low light conditions will allow you to get a nice long exposure, and the warmer colors in the sky can make the photo look more romantic as well.
You can get absolutely gorgeous results with a very wide range of shutter speeds, ranging anywhere from 2 seconds to 20 or 30 seconds, so try a few and see what works best for you. To try it, put your camera in Shutter Priority mode and start with a shutter speed of about 5 seconds. The longer your exposure, the more water movement you will capture. In the photo here, for example, I used a shutter speed of 15 seconds.
All of the photos don't need to look like dreamscapes, either: With a shorter exposure, you can capture the motion of the waves while still freezing other elements in a photo. I took the photo here, for example, by asking my model to stay as still as possible and then setting the exposure for about 2 seconds.
Hot Pic of the Week
Get published, get famous! Each week, we select our favorite reader-submitted photo based on creativity, originality, and technique.
Here's how to enter: Send us your photograph in JPEG format, at a resolution no higher than 800 by 600 pixels. Entries at higher resolutions will be immediately disqualified. If necessary, use an image editing program to reduce the file size of your image before e-mailing it to us. Include the title of your photo along with a short description and how you photographed it. Don't forget to send your name, e-mail address, and postal address. Before entering, please read the full description of the contest rules and regulations.
This week's Hot Pic: "Rufous" by Jack Moskovita, Tacoma, Washington
Jack writes: "I took this photo of a male Rufous Hummingbird with my Nikon D5000. These little guys migrate over 2500 miles from across the Gulf of Mexico to Canada every year. He was gone the next day, probably in Canada by now."
This week's runner-up: "Agave Sky" by Brian Mork, Edwards AFB, California
Brian writes: "My wife and I were exploring the colors of the springtime desert west of Las Vegas when we discovered this agave flower standing about 18 feet high. I shot this picture in order to experiment with auto focusing against a distant, uniform background."
To see last month's winners, visit our August Hot Pics slide show. Visit the Hot Pics Flickr gallery to browse past winners.
Have a digital photo question? E-mail me your comments, questions, and suggestions about the newsletter itself. And be sure to sign up to have Digital Focus e-mailed to you each week.


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Today's e-Edition
KDH Poll
Most Popular
- Large fight breaks out at Killeen Mall
- Details released in fatal June collision that killed 23-year-old
- 23-year-old woman shot and killed near Willow Springs Road
- Killeen police identify Sunday homicide victim
- Teen involved in 2015 Trimmier racing incident gets 8 years probation
- Mother worried about lack of progress investigating son's death
- Person dies following shooting in Killeen
- Online dating meet up-turned-shooting sends one to hospital
- Killeen man killed Sunday remembered by cousin
- Shoemaker's Prichett resigns to take job at Summit
- Killeen council, panel to get first look at preliminary audit findings (11)
- Trump has been target of hate speech since election, reader says (8)
- Vive Les Arts Theatre, pillar of Killeen arts community, to close at summer's end (7)
- Councilman: MUD agreement should be investigated (7)
- Killeen audit under wraps; delayed 2 weeks (6)
- 6 Killeen police chief finalists announced (6)
- Killeen misused federal law enforcement grant, prior audit shows (5)
- 'Normal day' after fight at Killeen Mall (4)
- Killeen man arrested after boating incident kills girl, maims father (4)
- Nolanville reader says citizens must hold Trump accountable (4)
The Greater Killeen Free Clinic and its community partners will host "Day of Smiles," a communitywide dental day, from 7 a.m. to 4 p.m. today for those 18 and older who do not have dental insurance.
Registration for fall 2017 semester classes at Central Texas College is now open. Returning students and new students who have completed the admissions and advising process and have a degree plan on file, may then register using the CTC WebAdvisor system on the school's website. Registration…
The Pit Stop Bar & Grill in Nolanville is hosting its annual Humor for Heroes Comedy show tonight.
The Killeen Police Department Animal Services Unit's computer network will be down from 7 a.m. to 7 p.m. Monday for necessary repairs and upgrades.
Featured Businesses
Advertising - Killeen Daily Herald
Killeen Daily Herald


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- Design
Letting go of perfectionism
Whether we're building a large complex website or a new feature for an existing one; we usually work in sprints that include discovery, design and development cycles, to create an MVP (minimum viable...Continue reading »Published:
by Christina Winkless
- Strategy and marketing
Justifying the cost of quality
Being seated next to new people at weddings, birthdays etc. the go-to conversation starters pop up early on: "So, how do you know x?", "What do you do for a living?".Published:
by Mat Hayward
- Design
Maintainable responsive layouts
There are many design decisions that need to be made in order to get started with a large project. There's nothing that can't be undone, but misjudgements at this stage can have a significant impact...Continue reading »Published:
by Phil Swan
- News and culture
Spring cleaning
Last week we launched a rebuild of the Erskine website, which marks a significant improvement in the way we sell our services to clients and details more about our projects in an open, public space...Continue reading »Published:
by Robin Rendle
- Code and technology
Future of Web Design 2014
Earlier this week I headed off to the Future of Web Design conference in London to give a talk about systems, language and maintainable interface design which was adapted from an essay I wrote back...Continue reading »Published:
by Robin Rendle


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The material on this site may not be reproduced, distributed, transmitted, cached or otherwise used, except with the prior written permission of American City Business Journals.
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Lacrosse news straight to your inbox.
Tuesday August 6th, 2013 1:15am
RADNOR, Pa. – The Cabrini men's lacrosse team extended its win streak to four games with today's 13-8 win over the No. 12 Denison University Big Red. The Cavaliers have now won six of their last seven contest, including four against Top 20 ranked teams, and stand at 7-3 overall.
Junior Corey Elmer led the way with another career day. The junior tallied seven goals and nine total points in the win. His previous career best was four goals and nine points, both coming in Cabrini's season opening win over Haverford College. Sophomore Damian Sobieski added three goals in the win.
The Cavaliers jumped out to an early lead as sophomore Mike Leyden opened the scoring 2:33 into the game. Sobieski doubled the lead with an unassisted goal at the 7:08 mark. With 6:20 left in the first quarter, Elmer began his scoring spree with an unassisted tally. Elmer found sophomore Anthony DiSanzo for a goal with just under five minutes to play in the period, extending Cabrini's lead to 4-0. Denison cut into the lead with a goal in the final 95 seconds of the period.
The Big Red added a pair of scored in the first five minutes of the second quarter before Elmer went on a scoring streak. The junior recorded a hat trick in the final 10 minutes of the second half, scoring unassisted goals at the 9:55, 3:05 and 0:11 marks. At the half, the Blue and White had control of the momentum and a 7-3 lead.
Siobieski opened the second half with his 50th career goal just 27 seconds into the third quarter. Following a Denison man-up goal, Sobieski completed his hat trick with his third man-up goal of the year. Elmer added his fifth of the game at the 9:17 mark extending the lead to 10-4. Denison added a a pair of goals, closing to within 10-6 after three quarters.
The Cavaliers sealed the game with three goals in the open 2:28 of the fourth quarter. Elmer returned to the net just 35 seconds into the period. After winning the subsequent faceoff, sophomore Anthony DiNenno found Elmer eight seconds later for the junior's seventh of the day. Sophomore Ethan Heisman added his12th goal of the season at the 12:32 mark.
DiNenno and senior Andrew Kvech scooped a game high seven ground balls each. Elmer also caused a game high three turnovers, while senior Tyler Grau and junior Bill McCabe added a pair each. Freshman goaltender Chris Treat recorded nine saves in the win.
The trio of senior Tyler King, junior Eddie Vita and sophomore Teddy Powell combioned for six of the Big Red's eight goals on the day. Rookie netminder Chris Thomas posted eight saves on the day.
The Cavaliers will return to conference play on Wednesday as they welcome the Rosemont Ravens to Edit Robb Dixon Field. Game time is scheduled for 6:30 p.m.


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The Law & Economics Center is comprised of six distinct divisions and one new initiative:
Mason Judicial Education Program is the nation's preeminent provider of high-quality, balanced judicial education seminars and conferences that focus on economics, finance, accounting, statistics and scientific method. The LEC has been offering programs for judges since 1976.
The Henry G. Manne Program on Law & Economics Studies promotes law and economics scholarship by funding faculty research and hosting policy-relevant research roundtables and academic conferences.
The Searle Civil Justice Institute is a public policy institute devoted to producing timely, analytically rigorous and balanced research on important civil justice issues confronting our free enterprise system.
Mason Attorneys General Education Program offers courses that provide a broad-based understanding of economics and public policy issues to state attorneys general and their staff attorneys.
Congressional Civil Justice Caucus Academy organizes rigorous, balanced education programs on a range of civil justice issues for the benefit of the general public and members of the US Congress and their staff.
The mission of the Program on Economics & Privacy is to promote the sound application of economic analysis to issues surrounding the digital information economy through original research, policy outreach, and education.


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Welcome to DOG DAYS!
Dog Days: New Student Orientation is a program designed to help new students transition into the University. Whether you are coming in as a transfer student from another college/university or a first-time freshman from high school, we are here to help you.
During orientation students will meet with an academic counselor, a major advisor, and register for classes. In addition to learning about academic requirements, students will hear from a variety of campus programs as well as participate in a resource fair.Questions? Contact the DOG DAYS Office.
Fall semester office hours:
8:00 a.m. to 5:00 p.m.
(closed from noon - 1 p.m. for lunch)
EMAIL: firstname.lastname@example.com
DOG DAYS is possible through the support of off-campus sponsorships. These sponsorships help keep the student fees some of the lowest in the California State University system.


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Friday, August 28 2009 - Other Important News
Sibel Edmonds Speaks, But No One Is Listening
Brief article by Giraldi in The American Conservative giving Edmonds a bit of attention, followed by several thoughtful and very interesting comments at the source.
– Ed.
by Philip Giraldi
Posted on August 27th, 2009
The American Conservative
Those who are interested in issues like widespread corruption of our elected officals by foreigners have no doubt followed the ex-FBI traslator turned whistle blower Sibel Edmonds saga for the past few years. Sibel has finally testified in court under oath about some of the things that she learned while working for the bureau. The testimony was in a court in Ohio about two weeks ago. A full transcription and a useful summary appear at http://www.bradblog.com/?p=7374. In short, she names a number of Congressmen including former Speaker Dennis Hastert who took money from Turkish lobbyists. She also identifies senior State Department and Pentagon officials who apparently did the same, including our friends Marc Grossman, Paul Wolfowitz, and Doug Feith. Interestingly, she claims that Grossman blew the cover of Valerie Plame's company Brewster Jennings back in 2001, causing CIA to shut it down, so Robert Novak was not guilty of exposing the CIA cover mechanism. In another interview given a few weeks ago, Edmonds claims that CIA was working closely with al-Qaeda in the Balkans and continued to do so until 9/11.
As I have reported before, Edmonds is a credible witness who is ignored by the mainstream media and congress because her tales, if true, would be devastating to both political parties and to the Israel and Turkish lobbies. She is dismissed as a crackpot. She might in fact be blowing smoke, but now that she has testified under oath and in considerable detail making very specific accusations isn't it time for someone in the administration to review the FBI files and stand up to say whether her accounts are true or not? Corruption in the US government is something that no one wants to talk about, particularly if powerful foreign interests are involved.
The views expressed in this article are the sole responsibility of the author, who is solely responsible for its content, and do not necessarily reflect those of 911Truth.org. 911Truth.org will not be responsible or liable for any inaccurate or incorrect statements contained in this article.
Fair Use Notice
This page contains copyrighted material, the use of which has not always been specifically authorized by the copyright owner. We are making such material available in our efforts to advance understanding of political issues relating to alternative views of the 9/11 events, etc. We believe this constitutes a "fair use" of any such copyrighted material as provided for in section 107 of the US Copyright Law. In accordance with Title 17 U.S.C. Section 107, the material on this site is distributed without profit to those who have expressed a prior interest in receiving the included information for research and educational purposes. For more information go to: http://www.law.cornell.edu/uscode/17/107.shtml. If you wish to use copyrighted material from this site for purposes of your own that go beyond "fair use", you must obtain permission from the copyright owner.
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Stacie Anderson spinning her way to victory.
March 15th, 2009
Billabong hit Sierra-at-Tahoe resort this past weekend for the 6th leg of the Flaunt It all-girls snowboard series competition. Girls from all over the globe (Norway, New Zealand, Colorado, New Mexico, Hawaii, Maine, Canada, Florida…these ladies had it covered!) came out to sunny Sierra to compete in a slopestyle and rail jam to win cash, tons of prizes and a trip to the Finals taking place in Quebec at the end of the March.
Conditions were ideal with tons of coverage from the 8+ feet of snow Sierra-at-Tahoe received in the past few weeks. The park crew had the Bashful park all groomed and ready for the girls to slay it while Billabong's Jamie Anderson stopped by to hang out with the competitors and take her turn on the mic. The morning started with the slopestyle jam with Stacie Anderson taking the win by her solid switch backside 3's, and Canada's Natalie Gough taking a close second throwing down stylie backside 3's. Young up-and-comer Tasha Griffin threw down the best trick of the day with a super smooth 270 on 270 off the C box. After a burrito fiesta lunch, the girls headed back to the lower Bashful park for an afternoon rail session that had local Becky Bruce taking the win.
The Billabong Flaunt It series finals take place at Mt. Tremblant on March 27th-28th with over $8500 cash up for grabs. If you've got it, Flaunt It!
1st: Stacie Anderson
2nd: Natalie Gough
3rd: Femke Henriques
4th: Becky Bruce
5th: Tammy Verner
1st: Becky Bruce
2nd: Paige Rainear
3rd: Stacie Anderson
Best Trick:
Tasha Griffin
Grom Award:
Nora Anderson
For more information and registration visit www.billabong.com/flauntit or contact:
Amy Sorensen: firstname.lastname@example.com


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'Alexei Zhitnik would have earned about $3 million per season – including the rollback – if he had signed a deal last year. Instead, he signed a four-year, $14 million contract with the Islanders on Tuesday. With salary cutbacks like the ones we've witnessed, who needs raises?'
These sort of dollars make no sense
August 3, 2005 Submitted by
Via: Buffalo News


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Tip: Put a + in front of words that must be included. To search for Monster Hunter and only receive results with both words, use +Monster +Hunter
Inventory Blowout! Professional quality cosplay wigs 30-40% off with shipping included - Click Here for details
SPOILER: (highlight to read)
so it ends up like this
SPOILER: (highlight to read)
The mishap was with a baseball thrown by my Sakura and some red itallian ice though so I had to improvise and splashed some more on the jacket after failing to get the stain out and went the rest of the con as bloody/execution Leon. After getting home I got some proper DR colored paint and threw a baseball covered in it at it a few times then wrote 11037 on the back hehehe. I might try and get Gym uniform done too since my Ishi and Cheerio have gym done.


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This policy relates to those staff whose terms and conditions of service have been harmonised.
Aston University wishes to create and support a healthy and efficient working environment, not only through its obligations to comply with Health and Safety legislation but also through a caring and rehabilitative approach towards sickness absence management. Illness resulting in absence from work, not only has a significant effect on the member of staff, but also has a major impact on the operating capability of the University. It is envisaged that the Sickness Absence Policy, Procedures and Guidelines outlined below will assist members of staff to fulfill their potential and contribute to the achievement of the University's objectives.
This document should be read in conjunction with other relevant health and attendance-related policies, e.g. Performance Management Procedure, Disability Policy for Staff and the Policy for the Prevention and Management of Work Related Stress, etc.
The University places a high value on the health of all staff and encourages health improvement initiatives, through occupational health advice and intervention.
4.1 Member of Staff 4.2 Managers 4.3 Human Resources Department 4.4 Occupational Health 4.5 Safety and Environmental Protection Services
4.1 Member of Staff
4.2 Managers
4.3 Human Resources Department
4.4 Occupational Health
4.5 Safety and Environmental Protection Services
5.1 Pension Contributions During Sickness Absence 5.1.1 USS Members 5.1.2 AUPS Members 5.2 Statutory Sick Pay
5.1 Pension Contributions During Sickness Absence
5.1.1 USS Members 5.1.2 AUPS Members
5.1.1 USS Members
5.1.2 AUPS Members
5.2 Statutory Sick Pay
7.1 First Day of Sickness Absence 7.2 Fourth Day of Sickness Absence 7.3 Absences of Eight Days or More 7.4 Certification of Sickness 7.5 Sickness Reporting While on Leave
7.1 First Day of Sickness Absence
7.2 Fourth Day of Sickness Absence
7.3 Absences of Eight Days or More
7.4 Certification of Sickness
7.5 Sickness Reporting While on Leave
8.1 Trigger Points
8.1 Trigger Points
9.1 Phased Return 9.2 Rehabilitation 9.3 Timescales 9.4 Support During Phased Return 9.5 Medical Certificates 9.6 Payment During Phased Return 9.7 Sickness Recording During Phased Return 9.8 Reviews During Phased Return
9.1 Phased Return
9.2 Rehabilitation
9.3 Timescales
9.4 Support During Phased Return
9.5 Medical Certificates
9.6 Payment During Phased Return
9.7 Sickness Recording During Phased Return
9.8 Reviews During Phased Return
The University is committed to:
encouraging, guiding and supporting members of staff to help them achieve and maintain good health and high attendance standards
dealing with issues of attendance in a timely, fair and effective manner
ensuring that there are clear communications between management and members of staff concerning the application of these procedures
The University seeks to ensure that appropriate arrangements are in place to minimise the likelihood of sickness absence occurring, limit the consequences for staff and the University's activities when sickness absence does occur, and support staff through periods of ill health with the aim of securing their return to work.
Executive Deans, Heads of Departments and managers have a central role in the effective management of sickness absence and its impact upon work performance and service levels. It is important that all managers, supported by the University, acquire the skills and training needed to conduct relevant processes in a competent and caring manner.
In applying the sickness absence procedure, decisions will be made by managers on the basis of information obtained through interview findings, attendance data and medical advice.
The arrangements set out in this document relate to sickness absence affecting the ability of members of staff to carry out their duties, and should be distinguished from unauthorised absence which is an issue of conduct that may fall within the scope of the University's disciplinary procedures.
This policy applies to all members of staff and will be applied fairly and consistently.
The following principles govern this policy and procedures:
fairness – actions should be reasonable, necessary, known and understood. Members of staff involved are entitled to be heard with courtesy and respect.
confidentiality - information relating to sickness absence should not be divulged to a third party not involved in the process
equality - The University will endeavour not to discriminate unfairly or illegally, directly or indirectly
Members of staff who are unable to attend work due to sickness have a responsibility to fulfill certain obligations. These include:
following the Sickness Reporting and Certification Procedures (see paragraph 7 below), to enable the manager/supervisor to reschedule the member of staff's work and manage the absence
returning to work as soon as fit to do so
meeting with the Manager if requested, either in the workplace or at a mutually acceptable location
considering and applying (as appropriate) advice and support offered by Occupational Health
attending for medical review with the University's Occupational Health Service if referred by Human Resources.
Managers of staff have responsibilities to fulfill in relation to absence due to ill health. These include:
Ensuring that all staff are aware of reporting procedures in the event of sickness absence
creating a working environment conducive to attendance, by effective management and by reviewing issues such as job design, workload, levels of staff motivation, work relationships, communication and the effective management of change
being aware that impaired performance through sickness may create additional health and safety risks which should be considered when reviewing the duties that the individual is assigned to carry out
being knowledgeable and aware of the University's sickness absence policy and procedures
acquiring the necessary skills through training to enable the effective management of sickness absence and to conduct sickness absence meetings sensitively
treating a member of staff's absence and attendance record fairly and consistently with that of other colleagues
maintaining contact with members of staff on long term sickness absence at agreed times and (if appropriate) locations
consulting with Occupational Health and Human Resources to facilitate the member of staff's return through consideration of the adoption of flexible working practices on a temporary or permanent basis as appropriate
treating any information about a member of staff's illness in strict confidence discussing it only with appropriate others, i.e. Human Resources, Occupational Health, Safety and Environmental Protection Service. Discussion with anyone other than those referred to above should only be with the express permission of the member of staff.
seeking to identify the causes of sickness absence where these are related to the workplace and, where appropriate, taking preventative measures to reduce the likelihood of resultant further absences; advice may be sought from Occupational Health
investigating cases where there is a suspected work-related cause for absence, identifying and implementing any reasonably practicable corrective action required, and consulting with Safety and Environmental Protection Services and Occupational Health as appropriate
encouraging members of staff to participate in the support available from the Occupational Health and other support agencies, e.g. the Employee Counselling Service
managing, as far as possible, the consequences of a member of staff's sickness absence to minimise the effects on performance, service levels and the workload of colleagues
recording and reporting sickness absence promptly through the appropriate University recording and reporting procedures, collecting information about the level, causes and incidence of sickness absences in a format which aids University review and decision making
conducting meetings with a member of staff in relation to sickness absence when supportive intervention becomes necessary
investigating cases where it is felt that abuse of the sick pay arrangements has taken place and, in consultation with Human Resources, initiating the appropriate procedures to deal with the abuse.
The role of the Human Resources Department is to:
advise and support managers and members of staff on the Sickness Absence Policy Procedures and Guidelines and their application
advise and support managers in planning adjustments that are appropriate to assist a member of staff to remain at work or return to work following sickness absence
advise members of staff and managers on ill health retirement or termination on the grounds of ill health where appropriate.
The role of Occupation Health is to provide occupational health information and advice to managers and appropriate others, e.g. Human Resources Department, Safety and Environmental Protection Services, in support of the management of sickness absence, and to case manage members of staff who are absent due to sickness, with regard to:
advising whether there is a medical condition affecting attendance or work performance
advising on the potential impact of such a medical condition and on the member of staff's ability to perform their duties
where appropriate, and with the consent of the member of staff, liaising with the GP/Clinician responsible for the medical care of the member of staff (under the Access to Medical Records Act 1988, the member of staff has the right to obtain access to the GP/Clinician's report before it is forwarded to Occupational Health)
advising on a likely date for return to work
what temporary or permanent adjustments to the job would enable a member of staff to function safely and effectively in spite of the health condition
suggesting types of suitable alternative work if a member of staff will be unable to return to their own job
providing advice on an appropriate process for rehabilitation back to work
advising whether work has had an adverse effect on the health of members of staff and how this can be prevented from happening in the future
*It should be noted that the Occupational Health Service (MOHS) also provides health information, consultation and advice on a confidential basis to any member of staff who self-refers.
The role of the Safety and Environmental Protection Service is to investigate and monitor the causes of work-related absences to ensure that appropriate standards of occupational health and safety are in place and to assist the University in complying with the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985.
Academic staff as defined in the Statutes of the University who are employed in an academic post on 1 April 2011will be entitled to receive paid sick leave at the rate of 26 weeks full pay, 26 weeks half pay for the first year of their employment.
Where staff are members of the Universities Superannuation Scheme (USS), deductions will continue to be made as normal while sick pay is paid at the full rate. When sick pay reduces to half pay, the University will pay the employee's contribution in addition to the employer's contribution.
Once sick pay has been exhausted, USS members have the option either to continue to pay contributions (in which case the University will pay the employer's contribution) or to suspend their scheme membership.
Staff are advised to contact the Pensions Office when their sick pay is due to expire.
Where staff are members of Aston University Pension Scheme (AUPS), deductions will continue to be made as normal while sick pay is paid at the full rate. Because contributions to AUPS are collected at a fixed rate determined at 1 April each year, deductions will remain at this level when sick pay reduces to half pay.
Once sick pay has been exhausted, no pension contributions will be made and AUPS membership will be suspended.
Statutory Sick Pay (SSP) is money paid by employers to employees who are away from work because they are sick.
Employers need medical forms (either self certifications or doctor's certificates) in order to pay Statutory Sick Pay.
Staff who are not eligible for Statutory Sick Pay, will be sent form SSP1 to outline the reasons why. Form SSP1 should then be completed to claim Employment and Support Allowance.
Staff who disagree with the University about their entitlement to SSP can ask HM Revenue & Customs for a decision about their entitlement.
Staff who have:
changed jobs within the last 8 weeks, and
received at least one week's SSP from their old employer in the 8 weeks before this current spell of sickness (odd days of SSP may count), can count the SSP from their old employer towards their 28 weeks maximum SSP payment. This means they may be able to transfer to a higher rate of Employment and Support Allowance.
Staff should ask their former employer to fill in form SSP1 (L) Leaver's statement of SSP. The completed form should be sent to the Payroll Section at Aston University. It will help to ensure that SSP is paid correctly and that Employment and Support Allowance is transferred at the right time.
Further information about other help while sick is available in leaflet DHC1 JP, a guide to disabled people, those with health conditions and carers.
Staff on low incomes while sick may be able to get Income Support. Income Support is a Social Security benefit for people who do not have enough money to live on. More information about Income Support is available from the Jobcentre Plus office.
Leaflet DHC1JP is available from:
any Jobcentre Plus office
most advice centres like the Citizens Advice Bureau, or
any Post Office (except in Northern Ireland).
Information about benefit entitlement while sick is available from www.direct.gov.ukor the Benefit Enquiry Line for people with disabilities. The phone call is free. The number is 0800 882 200 or in Northern Ireland 0800 220 674.
Staff with problems hearing or speaking who need to use a textphone, should ring 0800 243 355 or in Northern Ireland 0800 243 787. The phone call is free.
Textphone systems are available to use at the Citizens Advice Bureau and main libraries.
Working Tax Credit (WTC) helps people with an illness or disability to return to, or take up, work by topping up earnings. It is a tax credit for people on low to middle incomes who are working 16 hours or more a week and who have an illness or disability which puts them at a disadvantage in getting a job.
For further information on claiming WTC contact your nearest Jobcentre Plus office.
If you want to know more about SSP, contact your nearest HM Revenue & Customs office. You can find the phone number in The Phone Book under 'Inland Revenue' or 'HM Revenue & Customs'.
Staff continue to accrue holiday as normal during paid periods of sickness absence. During any unpaid periods of sickness absence, holiday is accrued at the rate of 28 days per annum (inclusive of Public and University holidays).
Staff who fall sick during a period of annual leave or over a Public or University holiday, can claim back their annual leave or Public/University Holiday provided they can provide documentary evidence about the ill-health and its duration (normally a statement from a doctor or a hospital), regardless of the duration of the ill-health (i.e. from the first day of sickness). Where a charge is made for the provision of such documentary evidence, part or all of this may be reimbursed by the University, depending on the circumstances.
Where a member of staff is prevented from taking their annual leave by the end of a holiday year due to their sickness absence, or where holidays are accrued during sickness absence, or where they are claimed back where ill-health interrupted a period of annual leave, they must be taken within 12 months of returning to work.
When taken, accrued annual leave will be paid at the normal rate of pay; regardless of whether the member of staff is on full pay, half pay, statutory sick pay, or no pay at all.
Staff may take annual leave while absent due to ill-health if they wish. If staff wish to do this, they should notify their manager and HR Advisor which days they wish to be treated as annual leave. The HR Advisor will arrange to pay them normal holiday pay rather than occupational sick pay for the days that they nominate. If the member of staff qualifies for statutory sick pay, it will continue to be paid during their annual leave. SSP will be included in any holiday pay.
When absent from work due to sickness or accident, members of staff should follow these reporting and certification procedures, which are required for entitlement to and payment of SSP and Occupational Sick Pay.
The following arrangements for reporting and certifying sickness absence and for making sickness payments apply to all staff at Aston University.
Staff must keep their immediate supervisor/manager (or other nominated person) fully informed in the event of absence from work due to ill-health. The minimum requirements are set out below. It is important that staff comply with these procedures. If they do not, any allowances to which they are entitled may be delayed and it could ultimately result in loss of sick pay.
Except where local arrangements have been made for staff who work at different times from their manager, staff should contact their manager as soon as possible after the time they would normally be expected to attend work. Staff who work afternoons or evenings, should phone in during the morning if possible.
Staff should let their manager know the reason for their absence and its likely duration. If the manager is not available, staff should leave a message with another manager in their work area.
Staff who have difficulty getting to a telephone must ask a friend/relative to ring on their behalf. If access to a telephone is likely to be a regular problem, staff should inform their manager as soon as they start employment with the University so that alternative arrangements can be made.
There are special arrangements for staff who fall sick during a period of annual leave. See 7.5 below.
Where the period of absence was estimated at three working days or less, but staff remain unable to return to work, they should notify their manager of their continued ill-health not later than the fourth working day of absence.
Staff who are sick for more than one week should contact their manager again, if possible by telephone, to confirm that their absence is continuing. They should also visit their doctor immediately and obtain a medical certificate which should be submitted to their manager as soon as possible (see Paragraph 7.4 below).
An absence of one week means continuous absence from work over a period of seven consecutive days which may include both working and non-working days.
During a prolonged period of absence, staff should try to keep in touch with their workplace. Their manager may contact them from time to time to monitor their progress.
Staff who have been continuously absent from work due to ill-health for one week or less, should, when they return to work, report to their manager and inform them of the reason for their absence and its duration. The manager will update the HR system (CORE) with this information.
Staff who have been absent due to ill-health for 8 days or more (including Saturdays and Sundays), must obtain a statement from a doctor or hospital on the eighth day and forward it to their manager as soon as possible. Further statements must be supplied, as necessary, to cover the full period of absence after the first 7 days.
Staff who fail to produce a doctor's statement for an absence of eight days or more, will be considered to be absent from duty without due cause and no payment will be made for any period not covered by doctor's statements after the initial statement on the eighth day.
Medical notes must be sent to managers within 14 days from the start of a period of sickness absence.
Staff who are uncertain what to do when absent through ill-health, should contact Human Resources for advice.
Refusal to return doctor's statements will result in disciplinary action.
Where staff fall sick while on holiday, they must inform their manager as soon as practically possible in order for this time to be regarded as sick leave. This is particularly important where the ill-health may affect the return to work date. See paragraph 6 for certifying sickness absence while on annual leave.
Frequent short-term absences, or one or more long term absences, may be indicative of underlying health problems, and the University wishes to supportively address such problems in order to effectively manage occupational health issues and to minimise the organisational implications.
The number and frequency of episodes of absence, and the number of days lost are important factors in the need for action. In cases where absence recurs and/or certain trigger points have been reached (see 8.1 below), having regard to the reasons for the pattern of absences and departmental circumstances, the manager is responsible for the initiation of supportive intervention, or other actions.
If, having regard to the reasons for the pattern of absences and departmental circumstances, the manager believes that supportive intervention is not required at that stage, other than regular communication, no further action will be taken at that time, although the manager will keep the absence level under review.
If the manager believes that supportive intervention is necessary, the initial step in such cases will be to arrange a meeting with the member of staff as soon as possible. If the current absence is likely to be short term (i.e. less than four weeks) this meeting should take place on the member of staff's return to work.
In cases of long-term absence (four weeks or more), the member of staff may be requested to attend a meeting with his/her manager, at a mutually acceptable location, and/or attend a medical review with the Occupational Health. Where there have been frequent short-term absences, the member of staff may be asked to visit Occupational Health for advice and support and/or medical review. Where investigation of the circumstances of the sickness absences give no cause for concern at that stage, the manager may nevertheless continue to keep the absence level under review.
Where underlying problems are linked to non-medical issues, the manager will seek, where appropriate, to assist the member of staff by identifying, with the help of Human Resources, confidential and independent sources of professional help.
Where the manager has taken the decision to discuss sickness absence with a member of staff, outcomes of the review meetings may result in:
no further action being taken at that stage, although absence levels may be kept under review
referral to Occupational Health for advice and assistance
a request for a report from Occupational Health following a medical review of the member of staff
other alternative outcomes which may be more suitable dependent on the circumstances, e.g. where absences relate to work-based problems, domestic issues, personal issues, etc
the application of the Performance Management Procedure in relation to Frequent Short-Term/Long Term Absence/Disability/Substance Dependency.
Generally the following levels of short-term absence should trigger a review by a manager and Human Resources:
Three or more periods of sickness absence in any 13 week period
Five or more periods of sickness absence or ten or more days sickness absence in any 12 month period
A recurrent pattern of sickness absence.
The University wishes to create and support a healthy and efficient working environment, not only through its obligations to comply with Health and Safety legislation but also through a caring and rehabilitative approach towards sickness absence management. To this end the University seeks to be supportive and flexible in assisting staff if they need time away from work due to illness and in supporting their rehabilitation back to work.
To help people get the support they need to get back to work the fit note system means that doctors can advise that staff are either:
unfit for work; or
may be fit for work.
A doctor will give a 'may be fit for work' statement if they think that their patient's health condition may allow them to work if they get suitable support from the University. This statement means the doctor's assessment is that the patient's condition does not necessarily stop them from returning to work. For example, they could return to work but may not be able to complete all of their normal duties, or they could benefit from amended working hours, or a phased return to work.
If a member of staff receives a 'may be fit for work' statement, it should not automatically be assumed that the University will be able to accommodate the conditions. Before returning to work, the member of staff should contact their manager to discuss whether or not it is feasible to meet the requirements in the work situation. This may require a face to face meeting or a referral to Occupational Health. If it is not possible for the University to provide the support necessary for the member of staff to return to work, the 'Fit Note' will be treated as if the doctor had advised 'not fit for work'.
The member of staff does not need to return to their doctor for a new statement to confirm this.
The purpose of a phased return to work is to rehabilitate the member of staff to their full duties and gradually build back up to undertaking their normal working hours within an agreed timescale.
After a member of staff has been absent from work due to illness over a prolonged period of time, their GP and/or Occupational Health may recommend a phased return to work as part of a rehabilitation programme to allow the member of staff to re-adjust to full attendance/ performance at the workplace.
In terms of a rehabilitation programme the following process should be noted:
Occupational Health will make the recommendation relative to the overall period of a phased return to work, which will be dependent on the individual circumstances of each case, but will not normally be effected over more than a four week period
the member of staff will be advised by Occupational Health of a recommended phased return programme, subject to their manager's agreement relative to the general timescale, duties and working arrangements
the manager and the member of staff will agree the general timescale, duties and working arrangements. Targets should be agreed for each week of the phased return period in relation to the weekly times of attendance and the weekly range of duties to be performed
if restrictions on certain duties are to be placed on a returning member of staff, Occupational Health must review and reassess these restrictions within an agreed timescale
any request by the member of staff, or recommended alteration by the manager, in respect of the general timescale, duties and working arrangements during the phased return will be subject to agreement between Occupational Health, the member of staff and the manager.
the manager will be responsible for updating the member of staff on any changes which have taken place within the School/Department during their absence.
The phased return to work programme will normally not exceed four weeks, bearing in mind the need for a degree of flexibility since the member of staff's progress might be difficult to predetermine. The programme will be time-limited and targets will be agreed. Should there be difficulties related to the phased return arrangements, Occupational Health should meet with the member of staff to review the situation.
The manager should review the member of staff's progress on a weekly basis and should they recognise that the member of staff is unlikely to be able to resume their normal working hours and duties before the four week period expires, further urgent advice should be sought from Occupational Health. This may result in a further time-limited extension of the phased return or a temporary contractual reduction in working hours, or agreeing the need for the member of staff to resume sick leave and to re-submit medical certificates. In some cases, consideration may be given to a permanent reduction in working hours or the possibility of redeployment. Where none of these measures are appropriate due to the nature of the illness, consideration may have to be given to invoking the Performance Management Procedure.
In certain circumstances it may be appropriate to seek a volunteer to act as a "buddy" for a limited period of time as a useful way of providing support in the very early stage of return, e.g. befriending, or accompanying at lunch times, to assist the member of staff in assimilating back into the workplace.
If the GP and Occupational Health have recommended that a phased return to work is appropriate, and the manager has agreed a rehabilitation programme, the member of staff should submit a final medical certificate from the GP. Further medical certificates will not be required relative to a phased return as the member of staff will no longer be on sick leave and sick pay will not apply. If an extension to the phased return to work is envisaged, further medical certificates will be required.
Based on agreed working hours and irrespective of the stage at which the phased return takes place, i.e. during full sick pay period, half pay period or no pay period, payment will be as follows:
During the first four weeks of phased return payment will be at full pay. Any entitlement to SSP will continue during this period and will be included within the pay.
In respect of any further agreed extension of phased return beyond four weeks', payment will be pro rata to hours worked, unless a short extension of the phased return to work is envisaged. In this case agreement to continue full pay will be subject to agreement between the manager and the Human Resources Department.
The sickness record for a member of staff on a phased return to work will show them as sick for SSP purposes, but not for occupational sick pay purposes. Managers should record staff as on a phased return in their sickness absence return.
During the phased return period the manager will meet with the member of staff weekly, to assess progress and identify any problems. If problems are encountered there should be a discussion on how best to resolve them involving the manager, Occupational Health and the member of staff, with advice from Human Resources Department as appropriate.
Car Parking Scheme information regarding Maternity Leave, Retirement and returning to work under a different contract, Long Term Sick Leave or Other Leave of Absence


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Tricia Cunningham (M.A. 2001) is a lead intensive therapist and director of support resources at the National Institute of Marriage—a highly specialized, God-centered marriage program for couples in crisis. Couples come from around the country to a scenic location near Branson, Mo., for two to four days of intensive therapy.
I have one of the most rewarding jobs in the world. I get to help broken marriages come to a place of healing and health. I watch in amazement week after week as God shows up in powerful ways right there in the therapy room.
God's miraculous healing was evident in the life of a man who showed up one Monday, saying, "I can't stand my wife. When she sits across from me at the dinner table and just breathes, it annoys me." When I asked why he had come, he said, "Well, we were ready to meet with our lawyers to sign divorce papers, and there was a knock at our door. Our small group from church was standing on our doorstep with an envelope. They had pooled their money to send us to the National Institute of Marriage if we'd be willing to go. How could we turn down a gesture like that?"
After a few days of counseling, their hearts began to soften, and by Thursday morning they looked like honeymooners. Upon leaving, he said, "No one will believe it when we get home… I didn't think it was possible to feel this way again." They renewed their vows a few weeks later and currently are involved in leading a marriage ministry in their local church.
Though couples often arrive feeling hopeless about ever achieving a satisfying marriage, 95.8% of the participants leave saying that they believe the experience will make a difference for their marriage, and 99% report that it will make a difference for them personally.
Although not every couple who enters the program finds success, the stories of restored hearts and homes are countless. Most of the time it feels like I get a front-row seat as God shows up and does his miraculous work. I am so grateful for my training at AGTS which enabled me to do one of the things I was made to do.
This story appeared in the Winter
2008 Rapport Magazine.
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Monday, April 5, 2010 11:40 AM