text:
Since age 14, I've been through endless unsuccessful treatments for psoriasis including salves, wraps, sunlamps, diets, and over-the-counter remedies. At times more than 35 percent of my body was covered with scales and reddish patches. In the summer my psoriasis would improve, but during the winter it would worsen; it was a living nightmare.
For more than 54 years, I've been to dermatologists who practice in Auburn, Bangor, Waterville, and Portland. The most successful treatment was when a doctor prescribed the high-powered drug Soriatane. I was doing fairly well with this treatment, yet after I saw an advertisement for the new Franklin Health Dermatology practice, I decided to try it out because it would cut down on my travel time to appointments.
My first appointment with Dr. Sparling was in October of 2009. What really impressed me was when I went back for my second visit. Dr. Sparling told me that he had spent more than three hours researching the drug Soriatane because of his concerns about the long-term adverse effects it might have on my health due to the fact that I have just one functioning kidney. That impressed me big time.
Dr. Sparling told me that his treatment goal was to get me off Soriatane by using the light booth. He explained that it uses high-output proven phototherapy treatment with the latest technology in UV light therapy, called narrow band UVB. And, it is one of the most effective ways to treat eczema, psoriasis, and vitiligo.
I underwent phototherapy treatments in the office three times a week for about three months; then the weekly appointments were gradually cut back to two and finally one visit per week. The Soriatane use has been cut back, too, to one dose every other day. I now have absolutely no spots of psoriasis on my body.
To sustain my condition, I purchased a home phototherapy unit that I use for three minutes once a week. Nevertheless, I still go back to Dr. Sparling once a month for evaluations and periodically have lab tests he has ordered done at Franklin Memorial Hospital Outpatient Services in Livermore Falls.
I like taking my goldendoodle puppy, Code, for walks. With summer approaching, it's going to be so nice to be able to wear short-sleeves and shorts without being self conscious!
111 Franklin Health Commons, Farmington, ME 04938 - (207)-778-6031


text:
40% OFF! - Toddler Playground BUNDLE
(0 Total Votes) | Rate It |
Product Information
- Type: Bundle Pack
- Designer: MagsGraphics
- Software Category: Kid Fun
- Download Size: 324.6 MB (approximate)
Design Elements
- Digital Papers: 26
- Page Elements: 139
Designer Notes
Get all of the kit pieces and add-on packs to the TODDLER PLAYGROUND Collection in one value-priced BUNDLE PACK! This Bundle includes the Combo Kit, Borders, Flair Pack, Pre-Decorated Paper Stackers, and Word Art. Album Templates are available separately in the store.
Image Quality
High-resolution (print quality) JPG and PNG files (with transparency).
Download Options
Easy install directly into My Memories Suite software. Purchase My Memories Suite
General use installer for other software applications (i.e., Adobe Photoshop & Photoshop Elements, Paint Shop Pro, etc.).
Album and Photobook templates are intended for installation in the MyMemories Suite software only.
The General download will still contain all of the digital paper and page element files and template pages in a flat jpeg format so that you can recreate the template.
The layered pre-built pages are not available in the general download.
Download Access
All download options are available after checkout by clicking the "Access Your Downloads" provided on the order confirmation page. You may also access your downloads after logging into the My Account section located at the top right of the website.

subset: commoncrawl


text:
< Return to Game DirectoryCannibal Escape
Walkthrough : Hints and Solution
We strongly encourage you to try to solve this room escape game by yourself, but if you need some guidance we can help. The walkthrough will give you some pointers. If you need some additional help, you can choose to reveal hints or answers. Show Walkthrough Rate GameIf you become a registered user you can vote on games and keep track of your favorites. If the URL for this game no longer works, please flag it for us to review.CommentsCoooooooooooool game. Great cliffhanger ending. The alter are those two boxes. They should make Cannibal 2 to let us know what happens. ROCK ON! i dont like how it ends with " you did it. or mabey not... " is there a " canibal escape2 " If you become a registered user you can comment on this game. |


text:
PASTA POINT, Chaaya Island/Dhonveli Maldives (Thursday, October 29, 2009) – The Association of Surfing Professionals (ASP) Oxbow World Longboard Tour Maldives event today crowned two champions – Harley Ingeby (Australia) as the 2009 ASP World Longboard Champion and Kai Sallas (Hawaii) as the inaugural Oxbow Maldives event champion.
Sallas (Oahu, Hawaii) won the event, surfing clean three feet (1 metre) surf at Pasta Point, defeating Australasia's Harley Ingelby in a high-scoring Final that saw Sallas take the win with a combined two-wave tally of 15.65 to Ingelby on 14.00.
Ingeby's second placing in today's final event on the two-event 2009 ASP World Longboard Tour secured him the ASP World Longboard Title.
"I'm so stoked to win this event," Sallas said. "The waves have been super fun all week and to beat Harley in the final capped off a perfect week for me. "I started well with 7.65 on my first ride and felt confident that I could back that ride up and take the win, Ingelby came at me hard in the final few minutes but my best ride was my final one and it's great to win and actually beat the current world champion as well!"
The ASP World Longboard Champion is decided across the ratings from two events and Ingelby's 1st placing in the season's opening event in Japan along with his 2nd place here in the Maldives earned him his inaugural ASP World Title.
"It's the best day of my life," Ingelby said. "I've been close to winning in the past and always felt I could win the title but I've also seen many great surfers not win world titles and I was wary that the opportunity could slip – It's a huge weight off my shoulders and right now the feeling is unbelievable."
Ingelby secured the world title early in the day when he defeated Brazilian Phil Rajzman in a very close seesawing Quarterfinal.
"It would have been great to take the event win as well as the world title but full marks to Sallas, he surfed a great final and he deserved the win as he's been a standout all week," Ingelby said. "I really left my run in the final late, I don't think I had one decent score in the first 20 minutes, when I did get that 8 point ride late in the final I was a real chance but simply could not find a wave to deliver a decent second score."
Today's Semifinals were both tightly fought out with Sallas defeating fellow Hawaiian Ned Snow while Ingelby survived a late challenge in his semi final from French surfer Antoine Delpero winning on a score-line of 14.80 to Delpero on 14.35.
With excellent surf throughout the event all surfers enjoyed a great week and it was a fitting finale to the ASP Oxbow Longboard World Tour for 2009.
For more information, log onto aspworldtour.com.
1 – Kai Sallas (HAW) 15.65
2 – Harley Ingelby (AUS) 14.00
SF 1: Kai Sallas (HAW) 14.50 D Ned Snow (HAW) 13.45
SF 2: Harley Ingelby (AUS) 14.80 D Antoine Delpero (FRA) 14.35
QF 1: Kai Sallas (HAW) 12.00 V Eduardo Bagé (BRA) 11.85
QF 2: Ned Snow (HAW) 15.75D Ben Skinner (GBR) 11.75
QF 3: Harley Ingelby (AUS) 14.00 D Phil Rajzman (BRA) 13.55
QF 4: Antoine Delpero (FRA) 13.50 D Remi Arauzo (FRA) 12.00
ASP Final Top 5 World Longboard 2009 Ratings
1 – Harley Ingelby (AUS)
2 – Kai Sallas (HAW)
3 – Antoine Delpero (FRA)
4 – Phil Rajzman (BRA)
5 – Bonga Perkins (HAW)


text:
Live Free Transgender webcam chats with free sex shows from some of the sexiest online trannys you will ever see.
Nude xxx Sex shows from Big tit tv girls and ladies who love to tease and please.
Ready to check out the new editions who just joined the site?
These raunchy, sexy, smoking hot babes are waiting right now to have you watch them self suck their juicy big cocks.
Head on over to and see for yourself just how horny these black chicks with big juicy hard dicks really are.
They love to show you how much they love fetishes and all things naughty and kinky.
Our sexy ladies are waiting on live ladyboy cams to get right into the naughtiest, dirtiest cam action you could ever imagine.
They do not hold back when it comes to kinkiness, they love to use their imagination when it comes to trying new ideas sexually.
So no matter what you have in mind let our sexy trannies show you a good time.We really do have some of the best and cheap shemale cams online you only have to look at some sites that charge fortunes to realise we have the cheapest ts girls online starting as cheap as 98 cents we also offer free chats and free previews to get you in the mood
Sexy Anna ts is one babe who will take your mind of any worries or stresses you have in life. With her huge range of sexy lingerie and stockings and her nice juicy cock she is one chick not to be missed
She does not hold back when it comes to exploring your darker side so just enter her live video chat room and see for yourself why her room is always so busy with horny guys just waiting to watch her play and get naked.
From a massive range of sex toys, and a huge imagination this babe will drive you crazy and have you coming back time and time again for more of her live ladyboy webcam action
Hundreds of shemales on live cam all waiting on a horny tranny lover like you to enter their live webcam chat area and engage them in some one to one chats or for some hardcore live sex action.
The beauty of the webcams scene is that it is completely up to you. If you would rather just sit and chat then there will be no pressure on you to escalate to the next level. All the tgirl hosts are there to give you what YOU want. If you dont feel comfortable with online sex acts then you dont have to. These gals are just as happy to sit and talk as they are to do anything else.We have hundreds of ladies waiting to show off right now at ladyboycamshows.com just take a look for yourself and you will see why they are voted the top in online entertainment. With their huge big dicks and tight asses they are sure to turn any horny guy on
Use the free shemale cams chat facility to talk to the host and let her know exactly what you want and how you want your session to go. But by using the free chat section it means that while you are chatting about how you want the session to go,you are not being charged a cent.
But equally,if you want some hardcore live cam tranny sex then this is the place to discuss all your ideas and fantasies to ensure you get everything from your session that you want. Trust me,your host wants you to be 100% satisfied and wants to hear exactly what you want and everything you have to say.We also have some amazing black cam girls over at concrete-angel.com all waiting to hang out with you right now Get ready to view the best shemale cams with the hottest online sexy cam shows live with top models who enjoy kink and sex live
So all in all,a TS webcams session is the ultimate experience and comes highly recommended.


text:
M.Ed., George Washington University
Dept. chair at a high school
Matt is currently the department chair at a high school in San Francisco. In his spare time, Matt enjoys spending time outdoors with his wife and two kids.
The speed at which an object rotates or revolves is called rotational speed. Unlike linear speed, it is defined by how many rotations an object makes in a period of time. The formula for rotational speed is Rotational speed = rotations / time but linear speed = distance / time.
Okay let's talk about rotational speed, rotational speed really has 2 components. One of them is linear speed which is also called the tangential speed and that's basically the distance, the object is moving over time okay. If it's going around in a circular orbit if we released it from that orbit it would continue to move tangentially from that point in a specific speed okay. The other speed an object has is rotational speed, rotational speed is the number of rotations per time. So let's look at an example, something you'll often be asked is let's say we have 2 points on the record and the record is spinning in certain speed like 33 revolutions per minute okay. Well if we compare the speed of those 2 objects it's very different if we're talking about the tangential or the linear or tangential speed versus the rotational speed right. So if we look at them both they both have a rotational speed of 33 revolutions per minute.
But if we look at the speed that they're moving on the record the linear speed right we can see that the linear speed is actually related to the radial distance versus the rotational speed. So if I say that a is x and b is 2x in terms of our radial distance, the distance in terms of the radius from the center right we can see that b is going to be moving much faster than a. So this is why 2 objects can have the same rotational speed but very different linear speeds.


text: If you would like to learn more about how to sign up for one of the ATN/AIR-P research study projects or have ideas for new ones, you can contact us at email@example.com. To find more about getting services, you can contact one of our ATN Centers. You can also get involved with the Autism Intervention Research Network on Behavioral Health (AIR-B). The AIR-B is a network of researchers seeking to advance evidence-based behavioral treatments for children with autism spectrum disorders, particularly those in underserved and minority communities. To learn more about the AIR-B, please visit www.airbnetwork.org. |


text:
A bone-dry Moffat County is one of six Colorado counties which could receive agriculture disaster status.
Gov. Bill Owens has asked U.S. Secre-tary of Agriculture Dan Glickman to declare disaster status for Moffat, Kiowa, Morgan, Sedgewick, Larimer and Boulder counties.
Continuing drought and damaging freezes are the reasons listed for the emergency aid request.
"Farmers and ranchers across the state have seen their crops and pastures wither from lack of rainfall this past spring and summer," said Owens.
"A hard late-spring freeze also reduced our anticipated West Slope apple harvest and dramatically cut winter wheat yields in much of eastern Colorado," the governor added.
On May 12, freezing temperatures caused substantial damage to agricultural crops throughout the state.
Prolonged drought in Colorado has also damaged pasture land resulting in substantially reduced forage for livestock.
All six counties have incurred crop damage as a result of the extreme weather patterns.
If the USDA designates these areas disaster-impacted counties, producers will be eligible for the emergency loan program and other USDA assistance.


text:
By Rebecca Kelley
As most of the country enjoys a February that feels like April, what is your best bet for entertainment this weekend? Should you curl up on your couch with On Demand or head to your local theater? Luckily for you, there are lots of good choices this week. "Ticket or Click It" is here to break down the options. Click on the movie titles for more information about ordering On Demand or saving time by buying your tickets through Fandango. Enjoy Spring-u-ary.
What's On Demand?
Ryan Gosling stars as the Driver, a reserved tough guy who drives cars for a living, as both a movie stunt man and a criminal get-away driver. When he meets a young mother played by Carey Mulligan, his resolve to keep himself aloof from the world begins to crumble. To protect her, he has to take on the shadowy underground of Los Angeles. And by "take on," I mean beat the heck out of.
Our take: This fantastic movie should have been nominated for an Academy Award. Gosling is dazzling with his still-waters-run-deep, seething anger. It's highly stylized, which makes it very cool, and the story is gripping, tense and surprisingly moving. Be aware, it is extremely violent and gory for this kind of movie. You might be shocked. But the violence works. The Driver is a man of violence who finally finds something to fight for.
Three bird-crazy birdwatchers set out to break the record for the most species seen in North America in a calendar year. They're driven by the same passion, but each has a different story. One is a rich executive (Steve Martin) wanting to move on from his vocation and into retirement. One is a poor schlub (Jack Black) who just wants to succeed at something in life. And one is a power-hungry celebrity (Owen Wilson) defending his title. Also starring a lot of birds.
Our take: How can you go wrong with Martin, Black and Wilson? This film didn't do well in the theaters, but I was pleasantly surprised. It's more of a quietly goofy film than outright slapstick. At its core, the flick is about any passion that people pursue and the cost of chasing a dream. Some people find it worth the price, while some people find achieving their dream strangely empty. The film is much better than you'd expect and, also, appropriate for watching with children.
Transformers: Dark of the Moon
Giant robots from outer space battle each other and pretty much destroy Chicago in this third installment of the "Transformers" franchise. Rosie Huntington-Whitely replaces Megan Fox as scantily clad eye-candy in the rare moments when things aren't blowing up.
Our take: Look, we know "Transformers" isn't "The Descendants" or "The Artist," but it would be nice to have a bit more coherence in the plot. Still, explosions are fun. Fights are even more fun. It's a great escape. The thing that bothered me the most, frankly, was that Rosie Huntington-Whitely pretty much screamed throughout the entire movie. Pick up a gun, girl, and blow some gears off a robot. I don't get what y'all see in her.
In the future, time is currency. Minutes buy lunch or a newspaper. Days pay rent. If you're poor, you're always down to your last few hours. When you run out of time, you die. The rich have millennia stored away and aren't above arbitrarily raising prices on things like bus fare or bread, just to kill off a segment of the poor working folk who keep the system going. Justin Timberlake is a poor kid made good. Amanda Seyfried is a bored heiress. Together, they form a Bonnie and Clyde team that robs from the rich to give to the poor.
Our take: If the communist manifesto was a movie, this would be it. The normal laws of supply and demand are suspended. In fact, all free market economic principles are suspended. Timberlake and Seyfried work well together and some of the action sequences have some oomph. But, mostly, the movie is just preaching. You know you're in trouble when you wish the rich would just kill off all the poor so the movie could end. I bet it played well at #OccupyWallStreet, assuming they took a break from drum circles to go to the theater.
Vera Farmiga directs (for the first time) and stars in this movie about a tight-knit group of Christian "Jesus People" in the '70s and '80s. Farmiga is a wife and mother whose love for Jesus is all-consuming, until she starts asking questions the faith just doesn't answer.
Our take: Unusually respectful of faith, this movie plays as more wistful than scornful. The main character wants to believe and admires those who do, but finds faith slipping away from her. The most moving part has little to do with faith and everything to do with lost love. Still, much of the film tries to be neutral – so much so that, at times, it feels like a documentary than a fictional story. It's a noble and laudable effort by a moviemaker to understand and explore faith, but it ultimately leaves you wanting more.
What's In Theaters?
Three high school kids – a loner, a nerdish kid and a popular kid – find a strange rock that gives them the power to move things with their minds. As they learn and expand their new powers, initial glee gives way to something darker and more terrifying.
Our take: With great power comes great responsibility, as Spidey would say, but these are just three fairly ordinary high school kids. The powers don't make them good, but bring out and amplify whatever was already inside. In one case, what was inside ain't pretty. This film is fantastic. The acting, especially by Michael B. Jordan and Dane DeHaan, is top notch. The film is presented "found footage"-style, which starts with some shaky camera moments, but evolves as director Josh Trake plays with the concept and turns it into something very cool indeed. We've seen plenty of superhero movies and TV shows, but this one feels like the first time. It's fresh. It's also "Smallville" meets "Carrie."
Harry Potter – um, I mean, Daniel Radcliffe, stars in this horror spook-fest. He is a lawyer who has to investigate weird happenings in a village in the olden days. Turns out, there's a crabby ghost-woman who feels she must take her annoyance out on the populace.
Our take: I didn't get to screen this movie, but have heard from colleagues that it's a slow-paced film that gradually builds to pretty significant scares. Other colleagues were bored. Take your pick.
In this true story, some whales are trapped in encroaching ice in Alaska. A reporter (John Krasinski) sets off on a quest with his ex-girlfriend (Drew Barrymore) to save them.
Our take: It's cheesy and hokey and not so well done, but it feels good. And you can watch it with your kids. What's so bad about that?
Ticket or Click It?
Ticket! Check out "Chronicle." It's excellent.
The opinions expressed are solely those of the author and do not necessarily reflect the views of Comcast.
[iframe http://i1.fc-img.com/CTV02/Comcast_CIM_Internal_Ingest_Browse_Videos/16/321/VOD_Academy_Awards115.html 600 180]


text:
Chatham, Ontario, Canada -
Principal In Charge
Scott Robinson -
Design Architect
Scott Robinson -
General Contractors
Norlon Builders; Van Boxmeer & Stranges Structural Engineers; Vanderwesten Rutherford Mantecon (VRM) Mechanical and Electrical Engineers -
YMCA Chatham-Kent -
$11,600,000 -
50.0 sqm -
Project Year
2011 -
Chatham-Kent YMCA
The Region of Chatham-Kent indentifies the new YMCA as a key facility in attracting new families to this area, as well as contributing to building and sustaining the physical and social health of the region. Hailed as "the best Y in Canada" by Jim Loyer; Chair of the YMCA Board of Directors, the Y benefits both the local economy, as well as the quality of life of the families who live there.
Components include a six-lane pool, leisure pool, gymnasium, walking track, aerobics room, youth fitness room and community rooms. To accommodate the busy life styles of the community, this new YMCA will provide space for structured programs as well as ample opportunity for members to drop in on a casual basis to shoot some hoops or have a quick dip in the pool on a hot summer day. Contemporary in expression, this facility also embraces current thinking in sustainable and green building design initiatives.


text:
Presentations Made Simple Presentations are made simpler with the iPad. As long as a company has an Apple TV ooked up to their television, an iPad can share its screen with that TV set. And that enables employees to share everything on-screen, including video and color presentations, seamlessly and without delay. It's a great feature.
Apple has been a quandary for some in the technology industry. On one hand, the company's products are ideal for consumers who want (and can afford) elegant, intuitive and easy-to-use devices. On the other hand, Apple has frequently said that it wants to appeal to all customers, including the enterprise, but its policies, products and services over the years, however, haven't consistently backed up that claim.
Yet, it appears Apple has found a way to not only appeal to enterprise users, but to also deliver the high-quality products that those companies desire. And chief among Apple's enterprise-popular devices is the iPad. The slender tablet, which launched in 2010, has gone from being one of the most exciting mobile products for consumers to one that has increasingly seduced corporate users. All the while, Apple has made clear that it wants enterprise users to incorporate its iPads in the workforce.
Late last year, Apple CEO Tim Cook announced that nearly every company in the Fortune 500 has adopted the iPad or is testing to see if it's right for their company. Meanwhile, the majority of school districts across the U.S. have adopted the iPad for classroom use. Given Apple's success in the overseas corporate market, it appears that the iPad has earned its stripes as the business world's favorite slate. Here's the story of how that happened.


text:
Gerard C. Bond
Gerard C. Bond | |
Born | Altus, Oklahoma |
May 20, 1940
Died | June 29, 2005 Bronx, New York |
(aged 65)
Nationality | American |
Fields | Geology |
Alma mater | Capital University (B.Sc.) U. of Alaska (M.Sc.) U. of Wisconsin (Ph.D.) |
Known for | Bond events |
Notable awards | Maurice Ewing Medal (2003) |
Gerard Clark Bond (May 20, 1940 – June 29, 2005) was a widely published and highly respected American geologist.[1] Bond received his Bachelor of Science degree at Capital University in Columbus, Ohio, where his father Ralph Bond was a Professor of Geology. He worked at the Lamont-Doherty Earth Observatory in Palisades, New York as Head of the Deep-Sea Sample Repository, after teaching briefly at Williams College in Williamstown, Massachusetts and the University of California, Davis. Bond theorized that variations in solar activity—the appearance of sunspots and changes in the emission of solar radiation—might be driving 1,500-year-cycles of amplified variability in northern hemisphere climate during the last glaciation, resulting in increases in iceberg discharges from the Laurentide ice sheet into the North Atlantic ocean, as evidenced by changes in the petrology of grains he extracted from deep sea cores covering this period. The cyclicity is also found during the Holocene, where the events are referred to as Bond events.[2] [3] Bond was awarded the Ewing Medal at the AGU Fall Meeting Honors Ceremony, December 2003.[4]
- ^ http://www.ldeo.columbia.edu/res/fac/CORE_REPOSITORY/Bond_G/BondPubs.html
- ^ Bond, G.; et al. (1997). "A Pervasive Millennial-Scale Cycle in North Atlantic Holocene and Glacial Climates" (PDF). Science. 278 (5341): 1257–66. Bibcode:1997Sci...278.1257B. doi:10.1126/science.278.5341.1257. Archived from the original (PDF) on 2008-02-27.
- ^ Bond, G.; et al. (2001). "Persistent Solar Influence on North Atlantic Climate During the Holocene". Science. 294 (5549): 2130–6. Bibcode:2001Sci...294.2130B. doi:10.1126/science.1065680. PMID 11739949.
- ^ http://www.agu.org/about/honors/union/ewing/bond_gerardc.shtml
Further reading[edit]
- Pearce, Jeremy (2005-07-06). "Gerard C. Bond, 65, Geologist Who Studied Climate Change, Is Dead". New York Times.
This biographical article about an American geologist is a stub. You can help Wikipedia by expanding it. |


text:
BS Electrical Engineering Internships
Below are some Job/Internship opportunities you can explore while attending Trine:
- Wright-Patterson Airforce Base – Summer research.
- Cooper Tire – Computer-controlled manufacturing.
- DLZ – Multi-disciplinary architecture and planning firm.
- BAE Engineering – Aircraft engine controls
- Delphi – Integrated circuit fabrication.
- ITT – Military radio design
Cooperative employment is formalized in a full-time Trine University course: CO 050 - Co-Op Employment. Students must pre-register for this course before each semester's work assignment. A co-op experience may also be used for program credits through the course: CO 453 Co-Op Work Experience. This is a 3-credit course that students may register for in their senior year if they have completed three co-op assignments (including summer) the last term of co-op being within a calendar of graduation. The 3-credit course may be counted in the degree credit hour requirement (132 hours). Senior students in the 3-credit course are expected to submit a formal report detailing technical aspects of their employment.
For additional information on cooperative education or internships, contact the Career Services office by calling 260.665.4142, email@example.com, or visit the Career Services website.


text:
Very first let me start off and answer the question that lots of people might be thinking. Exactly what is a whelping container? A whelping container is a wooden box with attributes utilized by pet owners and breeders for that anticipating mother to give birth in. The approximate size for a large canine when completed out should be 4 by 5 x 4. When creating for smaller sized creatures you need to alter the dimensions say for example a moderate dimension dog the box ought to be 3x 4x 3. Their email list of supplies you will need for a large dog will contain 4 - x 4 x 5 sheets of OSB wood, do not use handled because it gives off gases that may be harmful to creatures and humans in confined areas. You will also need roughly 50 of two by 4 boards , 2 gal of primer, 2 gal of paint, 2 durable doorway depends, 1 medium-sized gun barrel secure, a paint clean and roller with paint holder, #6 or #8 wood screws 1 1Or2 lengthy, and 19 of 2 by 6 planks. Allows start off with the ground of the box cut one sheet of the OSB to complete out at 5 foot 6 inches. Now cut two bits of 2 x 4 panel at approximately 4 feet which should be the width from the OSB wooden. Remain the boards up so that you have around 3 5Or8 from inside of the OSB to the top 2 x 4 board and fix towards the 4 end from the OSB using the wood anchoring screws. Among the two by 4 boards you should have approximately 5 foot 2 " so cut two much more 2 x 4 planks to fit this space and attach. You need to now have what seems to be a miniature fine sand box. Next step the edges, cut two linens from the OSB exactly the same duration because the ground approximately 5 feet 6 in . long leaving it four foot wide and fix to the 5 feet 2 inches long 2 x 4 planks from the floor. Reduce another linen of the OSB in half approximately 4 foot x 4 feet attach it to one of the 2 by 4 boards from the floor to form a back.
Give Example Of Food Chain Spend really close attention to this part. Cut two pieces of the two by 6 boards approximately 5 foot 6 inches connect these to the two by 4 planks from the floor with anchoring screws and the attributes with anchoring screws. Now reduce two additional 2 x 6 boards to get in backward and forward you simply attached with anchoring screws. Connect one of the planks towards the 2 by 4 panel at the back and the OSB at the back with screws. Connect another 2 by 6 panel towards the leftover 2 by 4 board which will eventually be the door from the box. This task will involve cutting the 2 by 4 planks for edges from the container be sure to get an accurate measurement it ought to be about 3 feet 7 in .. Reduce the boards and install using the anchoring screws making sure they do not permeate with the 2 x 4 boards to the inside of this area. Since, any humps might be a feasible security hazard for instance a pointed screw finish protruding within the container could harm any animal within.
Lastly, the door Measure the space of the remaining end for the door using the last bit of the OSB, that ought to roughly be 4 x 4 and reduce to suit. Now, making use of your personal judgment to put the board to make the doorway connect the two hinges. Make sure that the doorway works correctly when opening and closing. Now, cut the rest of the 2 by 4 to cover the doorway for support. Subsequent, measure in between the 4 2 by 4 that were just connected to the doorway. Calculate, reduce the two x 4 and attach on middle for additional assistance for the door. On the other side from the hinge, calculate cut and attach an additional 2 by 4 to the outside of the box in which the doorway starts and shuts. Now, set up the barrel secure for locking mechanism for the door. Make sure that all wood is thoroughly clean from the dirt or debris, examine inside for any objects that may damage a dog. Utilize two coats of primer permitting drying out between jackets following with two coats of paint allowing for the crooks to dry in-between as well. In subsequent instructions correctly, you should are in possession of your own whelping container.
Tags : How to Give Example Of Food Chain,Method Give Example Of Food Chain,Secret Give Example Of Food Chain,Simple Give Example Of Food Chain,Help for Give Example Of Food Chain,Popular Give Example Of Food Chain,To Learn Give Example Of Food Chain,To finish Give Example Of Food Chain,Comparison Give Example Of Food Chain,Bonus Give Example Of Food Chain


text:
We desired to make a pilgrimage to the place where the greatest poet of Germany was born, and visit the dear lady his mother, mde.
We are sorry to say, however, that with the exception of Mr. Placide, mde.
They have been represented as if they were Oriental disciples of mde.
Blanche Allmand had been finally finishing abroad for some years, after having won her blue-ribboned diploma from mde.
You are not to suppose by that expression that I am under the influence of warm affection for mde.
In 1855 he brought out his tragedy of mde, the success of which had much to do with his election to the French Academy.
Subsequently, he catches his wife and Clitandre together, and sends at once for M. and mde.
"All mad—but wonderfully decent" was the verdict passed by Master Stubbs, the budding banker, on M. and mde.
In 1744 he captured the French frigate "mde," commanded by M. de Hocquart, the first ship taken in the war.
Meanwhile the year 1635 saw the production of mde, a grand but unequal tragedy.


text:
Steamboat Springs The Steamboat Springs City Clerk's office has ordered 100 alcohol retailer toolkits from the Youth Wellness Initiative to help combat underage drinking.
The toolkits include a copy of Colorado liquor laws, policies and procedures that retailers are encouraged to adopt, a responsible alcohol server agreement for employers to have staff members sign, warning stickers and signs, and a list of available training resources.
"I presented the idea of a city-approved toolkit to members of our local chapter of the Colorado Restaurant Association at several meetings last year," said Kristi Brown, a Steamboat restaurant and bar owner who works with the Youth Wellness Initiative.
"Everyone present was excited about the opportunity to gain access to more alcohol responsibility-related resources, particularly resources recommended by the city," she said. "I believe that most operators in our liquor-serving community are actively seeking ways to improve compliance with state liquor laws as well as decrease their liquor liability. This toolkit offers liquor license holders the resources to achieve both of those goals."
A Steamboat Springs High School survey revealed in January 2006 that 54 percent of high school students reported consuming alcohol once or more in the past 30 days, and 40 percent reported getting drunk once or more in the past two weeks.
The survey also found that 74 percent of high school students reported attending one or more parties in the past year where fellow students were drinking.
City Clerk Julie Jordan said she plans to recommend to Steamboat's Liquor Licensing Authority that the voluntary adoption of responsible alcohol policies and procedures, such as those recommended in the toolkit, by a liquor license holder should be taken into consideration by the authority when liquor licenses are up for renewal.
Other resources available through the Youth Wellness Initiative include a DVD that can be borrowed for use in staff training sessions.
"The DVD was created for off-premise license holders, such as liquor stores, but could be used by bars and restaurants as well," said Colleen Lyon, director of Grand Futures Prevention Coalition. "Owners and managers can use it as a seasonal refresher to keep responsible practices in the forefront of staff members' minds."
Brown said she hopes that in addition to lowering teen drinking rates in Steamboat, the toolkits could help build stronger relationships between liquor license holders and city officials.
"Many local alcohol purveyors in our community see the city in primarily a disciplinary role," she said. "The provision of toolkits to all liquor license holders in the city by the City Clerk's office does a great deal to change the perceived nature of the relationship between the city and liquor license holders - from what some would describe as somewhat adversarial to a more collaborative effort at prevention."
Liquor license holders who don't want to wait until their liquor licenses are renewed to receive an alcohol retailer toolkit are encouraged to call Grand Futures Prevention Coalition at 879-6188.


text:
Former Stripper at Jack Ruby's Nightclub, Tammi True, Will Derobe Again at 75
Tammi, then and now. Photo by Karlo X, courtesy of CentralTrack
I fell in love with Tammi True during this year's Dallas Videofest. The subject of True Tales, a locally made documentary, True is simply charming. The film takes her back to the late '50s and early '60s, when she booted her deadbeat hubby out the door and raised those kids solo, thanks to a steady burlesque gig at the Carousel Club -- famously owned by Jack Ruby.
She was his best girl. She dated the best guys. She also lived two lives, juggling PTA meetings with bustier jiggling.
At 75 Tammi's still sharp, sassy and one of the coolest broads out there. Local burlesque troupe Ruby Revue just announced that True will join them onstage on Friday, November 29, at the House of Blues in honor of her stint at the Carousel 50 years ago.
She recently danced at the Burlesque Hall of Fame and did a guest appearance at the Dallas Burlesque Festival. Get tickets here, 'cause Tammi's still got it.
In Case You Missed It
Upcoming Events
Poets N Jazz #5 ft. Zemill and Verb Kulture
TicketsFri., Mar. 31, 9:00pm
Casa Manana Presents Red Riding Hood
TicketsSat., Apr. 1, 1:00pm
Dallas Alumni Greek Show
TicketsSat., Apr. 1, 6:00pm
TicketsTue., Apr. 4, 7:30pm
Sponsor Content


text:
Yes, Shigeru Miyamoto told Entertainment Weekly that he could make Halo, although he did go on to say, "It's that I choose not to." It's hard to imagine what a Miyamoto-designed Halo would look like. Lots of bright colors, anthropomorphic flora and fauna, and guns that squirt pink goo come to mind. On second thought, maybe imagining that is a bad, bad idea.
Miyamoto drops this gem and some others in a recent interview, including the fact that "If I could build a game that somehow made the young people respect their elders ..." He also wants to make a game that teaches freelancers to pay their taxes. Thankfully, before we can decide he's lost his marbles, he goes on to say "But I probably sound like an old man when I bring these things up."
Whew. We didn't want to have to say it for him. Still, there's a reason Shiggy was named one of Time's 100 most influential people, and that the Wii is riding a wave of popularity ... he seems to know what fun is.


text:
Man Vs. Wild
'Man vs. Wild' Season 4 follows seasoned adventurer Bear Grylls, as he uses his military training and daring spirit to demonstrate survival skills in extreme terrain and weather conditions. This DVD captures Bear's feats of survival through the back-woods of Alabama, the icy wastes of the Arctic Circle, the jungles of Vietnam, the deserts of Texas, and the wilds of Alaska. Adventures through a Pacific island, the American West, China, Guatemala, Morocco, and the urban, concrete jungle are also featured on the DVD. Buy the Season 4 DVD right here.
The Facts Of Life
Blair, Tootie, Natalie and Jo, are back in school under the guiding hand and watchful eye of their den mother, Mrs. Garrett at the Eastland Academy for Girls in Season 4 of 'The Facts of Life.' The four-DVD box set features all 24 unforgettable episodes plus The Facts of Life Goes to Paris, a two-hour television special where the girls and Mrs. Garrett embark on a Parisian adventure. Other highlights include a marriage proposal for Mrs. Garrett, an eye-opening lesson in drunk driving for the girls, and Blair and Jo heading off to college! Buy the Season 4 DVD right here.
Saving Private Ryan
Director Steven Spielberg's critically-lauded WWII epic 'Saving Private Ryan' is now available on Blu-ray. This critically lauded movie won five Academy Awards, including Best Director (Steven Spielberg) and was named by the AFI as one of its 100 Greatest American Movies. Boasting a stellar cast headed by Tom Hanks, Matt Damon, Edward Burns, Tom Sizemore, Ted Danson, Giovanni Ribisi, Vin Diesel, Paul Giamatti and Barry Pepper, the film is widely considered one of the greatest war films ever made and was hailed by critics and audiences alike throughout the world. The two-disc Blu-ray includes over three hours of bonus features that take viewers into the past for a look at the real-life events that inspired the film and behind-the-scenes to explore the challenges of bringing that past to life. Buy the Blu-ray DVD right here.
Preacher's Kid
Family, faith and music: small-town girl Angie King leaves the first two behind to pursue a dream of singing stardom in 'Preacher's Kid.' LeToya Luckett of the original Destiny's Child makes her movie breakthrough in this inspiring tale bursting with music and talent. Luckett plays Angie, the daughter of a stern but loving bishop, whose attraction to the hunky star (Tank) of a traveling gospel show takes her on the road…and into romance, heartbreak and the realization that happiness may lie in the home she left behind. Buy 'Preacher's Kid' DVD right here.
The Official Inaugural Celebration
Reflect on the historic inauguration of Barack Obama as the 44th President of the United States with the Official Barack Obama Inauguration DVD. Relive the unprecedented We Are One pre-inaugural celebration. Revisit the first-ever Neighborhood Ball featuring the President and First Lady's first dance, and renew the stirring call to unity and hope of President Obama's historic swearing in and Inaugural Address. This is your invitation to the biggest celebration our nation – and the world – has ever seen. Buy the DVD right here.
Doctor Zhivago
The 1965 film 'Doctor Zhivago' captures the essence of Boris Pasternak's Russian novel of remarkable passion and sweeping grandeur, presenting an intimate and deeply emotional story against the enormous backdrop of the Russian Bolshevik Revolution and is now available on Blu-ray. Omar Sharif stars in the title role of Doctor Zhivago, portraying the surgeon-poet over a half-century period. Zhivago, who is married to Tonya (Geraldine Chaplin), an aristocratic girl with whom he raises a family, is also in love with Lara (Julie Christie), a nurse whose life has been destroyed by tragedy. Repeatedly brought together and separated from each woman by war and revolution, Zhivago is torn apart by conflict. He loves Tonya deeply but his poetic soul belongs to Lara. Much like his beloved country, Zhivago's spirit becomes battered by the devastation of war as he struggles to maintain his individualism in the face of overwhelming odds. There's also a Blu-ray Exclusive: 8-Song CD Soundtrack Sampler of the Oscar-winning score, plus commentary by Sharif. Buy the Blu-ray DVD right here.
K-19: The Widowmaker
Director Kathryn Bigelow's ('The Hurt Locker') gripping film about a real-life disaster aboard a nuclear submarine, 'K-19: The Widowmaker,' is now available on Blu-ray. Starring Harrison Ford and Liam Neeson, the film was inspired by a true story about an incident on a Soviet K-19 submarine in 1961 during the height of the Cold War. When the nuclear reactor core becomes exposed during the K-19's maiden voyage, the captain (Ford) bravely tries to avert both the destruction of his ship and the start of a nuclear war while defending his command against a near mutiny lead by his executive officer (Neeson). The Blu-ray features a host of bonus material including commentary by Kathryn Bigelow and cinematographer Jeff Cronenweth, a making of featurette, a look at the makeup techniques, as well as additional featurettes and the original theatrical trailer. Buy the Blu-ray DVD right here.
Escape From L.A.
'Escape From L.A.' is director John Carpenter's exciting follow up to the darkly futuristic 'Escape From New York' and once again stars Kurt Russell as mercenary Snake Plissken on a mission to wade through L.A.'s ruined landmarks to retrieve a doomsday device. In the year 2013, L.A. has become an island prison populated by law-breakers and non-conformists, thanks to a series of earthquakes that separated the city from the mainland. This thrilling ride is filled with jaw-dropping action as Snake surfs Wilshire Blvd., shoots hoops at the Coliseum, dive bombs the Happy Kingdom theme park, and mixes it up with a wild assortment of friends, fiends and foes played by Stacy Keach, Steve Buscemi, Peter Fonda, George Corraface, Cliff Robertson, Pam Grier and more. The disc includes the theatrical trailer. Buy the Blu-ray DVD right here.
On Demand:
Now available on demand is Shaquille O'Neal's All Star Comedy Jam-Live From Dallas special. The special includes Academy Award winner and one of the Original Queens of Comedy, Mo'nique who rules the stage as host of the 3rd installment in Shaquille O'Neal's All Star Comedy Jam concert series. Filmed in front of a live audience during the 2010 NBA All-Star Weekend in Dallas Texas, comedy queen Mo'Nique leads her court with some of the industry's most talented and sought after comedians. No topic is off limits on this night at AEG's Nokia Theatre stage. Seasoned comedians, Mike Epps, Paul Mooney, Corey Holcomb, George Willborn and Michael Blackson deliver side busting, non-stop laughs in this energetic and memorable night of comedy.
Visit this special Facebook page to find out more.


text:
Tracking down those missing bytes
Continue Reading This Article
Enjoy this article as well as all of our content, including E-Guides, news, tips and more.
By submitting your personal information, you agree that TechTarget and its partners may contact you regarding relevant content, products and special offers.
You also agree that your personal information may be transferred and processed in the United States, and that you have read and agree to the Terms of Use and the Privacy Policy.
A reader of Storage magazine recently wrote to say he had purchased an Imation Odyssey with 80GB and 160GB cartridges (removable hard disk drives) to back up one of his computers. He was surprised to find several gigabytes of capacity missing. Then he spoke with a storage architect who told him he discovered only 41TB of storage space existed on a new enterprise array that was expected to deliver 45TB. It's a common problem and one that prompts the question: Who took a byte, megabyte, gigabyte or terabyte out of my storage, and where did it go? Should I blame the disk vendors, or the server and software vendors? There are two main reasons for the discrepancy between what's advertised and what you get. One has to do with rounding up numbers and the other with how the storage is configured. Disk drive manufacturers use base 10 (decimal) to count bytes of data, while memory chip, server and operating system vendors typically use base 2 (binary) to count bytes of data. This can lead to confusion when comparing a disk drive base 10GB with a chip memory base 2GB of memory capacity, for example, 1,000,000,000 (109) bytes vs. 1,073,741,824 (230) bytes. Moving forward, a new nomenclature based on the International System of Units will use MiB, GiB and TiB to denote million, billion and trillion bytes for base 2 numbering. For base 10 numbering, it will be MB, GB and TB, respectively. |
Here's a tip: Look at the number of total 512 byte sectors available for the disk drive device or storage system as an indicator of a storage device's actual raw capacity. Some storage systems use 520 byte or 528 byte low-level sectors for data consistency, yet report usable sectors as 512 bytes; thus you may see a lower total raw capacity for the device. Most vendors document how many bytes, sometimes both in base 2 and base 10, as well as the number of 512 byte sectors supported on their storage devices and storage systems (though it might be in the small print). Base 2 and base 10 numbering account for only part of the missing storage capacity compared to what you expect to see. Rounding up or down can mean the difference between a 146GB and 147GB disk drive, for example. A storage system's internal overhead space needs (snapshots, replication disk-based buffers, storage system software, cache memory de-stage or scram space), as well as RAID levels, spare drives, and operating system or file-system formatting will impact your actual storage space. When adding storage capacity, be clear with vendors so that all parties understand what the other is talking about: Is the discussion about raw or usable (formatted, RAID level, file-system and storage system overhead) capacity, and what unit of measure (base 2 or base 10) will be used. --Greg Schulz |
Dig Deeper on Storage Resources
Find more PRO+ content and other member only offers, here.


text:
For over 20 years Envirowaste has been providing professional waste management services to our industrial, commercial and domestic clients throughout Gauteng.
During that time the company has achieved a proud reputation for fast, efficient and ethical operation.
Environmentally sound practice was our operating principle long before current legislative standards were introduced to protect the environment.
In an industry still plagued with non-compliant operators we are able to boast of our ongoing achievements in responsible waste management.
Sustainable best practice directs our every operation, giving those customers who genuinely care about the effects of their waste footprint the assurance that every step is taken to ensure that their waste is managed in a safe and legal manner.
Envirowaste is a member of The Green Building Council of South Africa.
The Council aims to ensure that all buildings are built and operated in an environmentally sound and sustainable manner. In responsibly handling the waste generated on building sites managed by other GBCSA members, Envirowaste strives to contribute towards this goal.


text:
We suggest that Windows users use the "Syncronize Calendar" link on the top right of all calendar pages to download events to their Outlook or PDA.
You have currently selected to download events from |
Glen Rock Public Schools |
What is a *.TSV file? | |
A TSV file stands for "Tabbed-Separated Values." It is a file format compatible with spreadsheet and database programs. | |
What is a *.Vcal file? | |
A Vcal file is a specially formatted file that adheres to the vCalendar standard. Many PDAs and desktop applications, including Apple ICalendar, allow you to import this type of file into their calendar systems. | |
Click here to return to the calendar |


text:
This page requires a MaxPreps membership account. Don't stress... It's free and easy to setup.
The Placer Hillmen softball team lost Tuesday's home conference game against Whitney by a score of 10-0.
Spectators at Tuesday's league match between the Whitney Wildcats (Rocklin, CA) and the host Placer Hillmen (Auburn, CA), witnessed Whitney's softball squad prevail over Placer by a count of 10-0.
The Wildcats now sport a 15-9 record. They play next when they travel to Colfax for a Pioneer Valley match on Thursday, May 6. Whitney will meet a Falcons squad coming off a 6-0 league loss to Lincoln (Lincoln, CA). The Falcons record now stands at 5-11.
With the loss, Placer moves to 7-12 on the season. The Hillmen travel to Lincoln (Lincoln, CA) to meet the Fighting Zebras in a Pioneer Valley match on Thursday, May 6. The Fighting Zebras go into the match with a record of 18-3. Lincoln won 6-0 in their recent league match against Colfax (Colfax, CA)
The Placer Hillmen softball team lost Thursday's away conference game against Whitney in extra innings by a score of 4-2.
The Whitney Wildcats softball team won Tuesday's away conference game against Placer by a score of 10-0.


text:
Reader's Digest Publisher Gets Bankruptcy-Loan Approval
Dawn McCartyRDA Holding Co., publisher of Reader's Digest magazine, won interim court approval to borrow $11 million while it restructures in bankruptcy.
U.S. Bankruptcy Judge Robert Drain approved the interim financing at a hearing today in White Plains, New York. The company will return to court to seek approval of the remainder of the $45 million loan arranged by Wells Fargo Principal Lending LLC as administrative agent.
The company filed for bankruptcy protection Feb. 17 after reaching an accord with its secured lender and more than 70 percent of its secured noteholders. Under the restructuring agreement, RDA will convert $465 million of remaining senior notes to equity.
Reader's Digest, founded by DeWitt and Lila Wallace, went public in 1990. An investor group led by private-equity firm Ripplewood Holdings LLC bought it in 2007 for $1.6 billion and the assumption of about $800 million in debt. The company also filed for bankruptcy in August 2009, citing a drop in advertising spending and the debt load incurred in its acquisition.
The case is In re RDA Holding Co. Inc., 13-22233, U.S. Bankruptcy Court, Southern District of New York (White Plains). The previous bankruptcy was In Re Reader's Digest Association Inc., 09-23529, U.S. Bankruptcy Court, Southern District of New York (White Plains).


text:
Notorious South African rappers Die Antwoord party up and get political in the new video for the zef remix of "Dis Iz Why I'm Hot." With his tats and her hoodies, Ninja and Yo Landi could appear in pretty much anything and it'd be a great video. The following collage of DIY clips from their latest world tour is no exception. Watch below:
Die Antwoord have also posted acapella track vocals on their website and invite their beat-inclined fans to remix the tune.
Apathy, Celph Titled - "School For Scoundrels" | Joey Fatts "Fuck With My Team" F. A$AP Twelvyy |


text:
The purpose of this handbook is to acquaint you with Earlham and to provide you with information on Earlham College's personnel policies and procedures, employee benefit plans, and facilities. Please read this handbook carefully, so that you understand how its contents apply to you. It will help you to understand more clearly your responsibilities and the opportunities available to you as a staff employee. If you have any questions or concerns which are not covered in this handbook, please consult your supervisor and/or the Assistant Vice President for Business Operations.
Earlham comprises Earlham College and the Earlham School of Religion. The chief executive officer of Earlham is the President who is appointed by the Earlham Board of Trustees. The Board of Trustees consists of 23 trustees, six appointed by Indiana Yearly Meeting, six appointed by Western Yearly Meeting, 4 nominated by the College's alumni and 7 nominated by the Board of Trustees.
Earlham College was founded in 1847 and is affiliated with the Indiana Western Yearly Meetings of the Society of Friends (Quakers). The undergraduate College is a four-year, residential, co-educational liberal arts institution with an enrollment between 1,000 and 1,200 men and women. Earlham College students come from all over the United States and many foreign countries. Earlham stresses global education, peaceful resolution of conflict, equality of persons, and high moral standards of personal conduct.
The Provost and Academic Dean is the chief operating officer of Earlham College and serves in place of the President when the President is not available.
The Earlham School of Religion, which is located at the northeast corner of the campus and offers the Master of Arts degree in religion and the Master of Ministry degree, was established in 1960. The chief operating officer for ESR is the Dean of ESR who is also a Vice President of Earlham.
In addition to the educational and cultural opportunities available, Earlham strives to provide its employees with compensation, benefits, and working conditions at or above the level provided by other not-for-profit organizations. Since Earlham's mission is to educate and serve people, it strives to employ individuals who will give courteous and efficient service to others.
Earlham endeavors to develop and to maintain personnel policies and practices that are fair and equitable to all employees. Primary responsibility for defining, interpreting, and implementing these policies and practices for staff rests with the Assistant Vice President for Business Operations. In the event of a difference of opinion regarding these policies and practices, the Vice President for Financial Affairs will serve as the final authority.
Earlham College retains the right to modify at any time its personnel policies and procedures upon written notification to its employees. Earlham College also retains the right to modify the Earlham Employee Handbook at any time. This handbook is not intended to provide any assurance of continued employment and should in no way be construed as an employment contract.
Earlham is committed to providing equal access to employment opportunities to all qualified persons. Earlham will practice affirmative action to assure that women and racial minority candidates are actively sought for all faculty and staff vacancies. Furthermore, since Earlham is also committed to maintaining its Quaker identity, it will aggressively seek candidates who are Quaker or in congruence with Quaker testimonies.
Responsibility for aggressive affirmative action recruiting lies with the person conducting the search; for teaching and administrative faculty positions, the appropriate department or search convener; for staff positions, the Assistant Vice President for Business Operations. The Affirmative Action Officer (AAO) should be consulted for information and advice and will serve as a check that appropriate procedures are being followed.
In recruiting and in hiring, Earlham wants to hire the best candidate for each position. Such a selection ultimately rests on a set of value judgments. Into that set must be introduced the fact that an affirmative action candidate, by virtue of being a woman, racial minority, or Quaker, brings to the campus a background, experience and presence that Earlham values for the diversity this provides to all concerned.
Earlham is committed to promoting/transferring qualified internal candidates (i.e., current employees) to fill position vacancies. Promotion is defined as movement from a position with a given classification level to another position with a higher classification level. Transfer is defined as movement from a position with a given classification level to another position with an equal or lower classification level. If an employee is promoted or transfers to a position in another classification level, the employee's wage rate will increase or decrease, at a rate equal to the difference between the original level's 90 Day wage rate, and the new level's 90 Day wage rate.
When a staff position vacancy is posted, current employees who want to be considered for promotion/transfer to the posted position should complete and submit an application to the Business Office (see Hiring and Recruiting Procedures).
Employees are encouraged to notify their respective supervisor when applying for a promotion or transfer. Employees are required to notify their respective supervisor when interviewed for a promotion or transfer. If an employee wishes to have copies of letters of recommendation from his/her personnel file attached to his/her application, it is the employee's responsibility to request this action by the Business Office.
Normally, an individual must have been in his/her current position for at least six (6) months in order to be considered for promotion/transfer. All promotions/transfers must be approved in advance by the Assistant Vice President for Business Operations, and appropriate Provost, Vice President for Financial Affairs, or Dean of ESR. In the case of staff being promoted to faculty positions, see the Policies & Procedures section of the Faculty Handbook.
The Business Office will maintain a pool of completed job applications to assist supervisors in identifying qualified job applicants and will coordinate the overall staff hiring process. While responsibility for selecting a candidate to fill a position vacancy rests with the respective hiring supervisor (normally the department head or convener), no position vacancy may be announced, advertised, offered, or filled without the advance approval of the Assistant Vice President for Business Operations.
When a staff position vacancy occurs, the appropriate department head5 or convener must contact the Assistant Vice President for Business Operations for approval to fill the vacancy. If such approval is secured, the department head or convener must submit an updated position description listing the major responsibilities of the position and the related qualifications desired in the successful candidate to the Assistant Vice President for Business Operations.
Positions are not to be described with reference to sex, age, race, or religion except where such is justified in writing to the Affirmative Action Officer as a bona fide occupational qualification or preference, e.g., that the Campus Ministry position be filled by a Quaker. Position descriptions should focus on the knowledge, skills, and talents sought; that is, not a Quaker fundraiser, but a fundraiser who can communicate with members of Midwestern yearly meetings; not a male custodian but a custodian who can lift 50 pounds.
Upon approval of the position description, the Assistant Vice President for Business Operations will determine the job classification level and starting wage rate (new employee) of the position vacancy and issue a "Position Vacancy Notice." The notice will typically include the position title, employment status, budgeted hours, classification level, starting wage rate (new employee) and an abbreviated version of the responsibilities and qualifications contained in the position description. The Position Vacancy Notice will be posted on the Position Notice Board in the area of the Business Office (Lower Level of Carpenter Hall) for at least five (5) working days before the position is filled in order to inform current employees of the vacancy and give those interested time to apply. Copies of the notice will be posted to the staff listserve or Earlham Web site. Abbreviated information will normally be posted in the Earlham College Newsletter.
Classified advertising, the Indiana Employment and Security Division, and other community contacts may be utilized in locating qualified job applicants, especially for positions in which supervisory ability or high technical skill levels are being sought. The approved text of position advertisements must carry one of the following statements:
Employment applications are available in the Business Office. Individuals interested in employment at Earlham should complete and submit an employment application to the Business Office in person or by mail. After being on file for six (6) months, an application will no longer be considered.
The hiring supervisor will review employment applications and normally select several applicants for personal interviews.
All promotions/transfers must be approved in advance by the Assistant Vice President for Business Operations.
A. Positions not requiring supervisory ability/high technical skill levels.
In the event that there are one or more internal candidates (i.e., current employees) for a position vacancy, the hiring supervisor may elect to interview the internal candidate(s) without considering any external candidates for the position. If the hiring supervisor determines that an internal candidate is qualified for the position, he/she may request that the internal candidate be promoted/transferred to fill the position vacancy. Of course, the hiring supervisor may always elect to interview external candidates regardless of the qualification levels of internal candidates. There is no requirement that internal applicants must be interviewed.
B. Positions requiring supervisory ability/high technical skill levels.
In the event that there are one or more internal candidates (i.e., current employees) for a position vacancy and at least one of the internal candidates is an affirmative action candidate, the process outlined above under section "A" is applicable. If there is not an internal affirmative action candidate, the hiring supervisor should consider one or more external candidates for the position so as to hold open the possibility of an affirmative action candidate being selected to fill the position vacancy. Of course, the hiring supervisor may always elect to interview external candidates (regardless of the qualification levels of internal candidates).
Hiring supervisors are expected to ask each candidate a set of common open ended questions related directly to the position being filled. Notes and/or records of all interviews, including questions asked, are to be forwarded by the hiring supervisor to the Business Office once a hiring decision has been made.
The hiring supervisor has the discretion to be assisted by a committee or by a group of interviewers. The supervisor is encouraged to consult with the Assistant Vice President for Business Operations about the advisability of wide consultation in the hiring process.
In selecting the candidate best suited to fill a position vacancy, the hiring supervisor should keep in mind Earlham's commitment to affirmative action/equal opportunity employment, to the promotion of current employees, as well as desired job-related qualifications.
Once the hiring supervisor has selected the candidate that he/she wishes to hire, a "Staff Hiring Request/Report" form must be completed and submitted to the Assistant Vice President for Business Operations for approval. If unusual circumstances arise in reference to a hiring supervisor's selection, the Assistant Vice President for Business Operations will consult with the Affirmative Action Officer before giving approval. Only after receiving approval, may the hiring supervisor contact the successful candidate and offer him/her the position. If the candidate accepts the offer, the Assistant Vice President for Business Operations will issue the necessary payroll forms. The Business Offices informs the unsuccessful applicants that the position has been filled.
Accurate and complete records should be kept throughout the hiring process and forwarded by the hiring supervisor to the Business Office once a hiring decision has been made. Even though some of the steps may be informal, accurate documentation of what was done is essential to demonstrate the fairness and good faith of the recruiting and hiring efforts. Records on file should include the following:
New full-time and part-time staff employees will be placed on "introductory" status for at least their first ninety (90) days of employment. If the employee's work performance is not satisfactory at any time during or at the end of this period, his/her employment with Earlham may be terminated immediately. At the end of the introductory period, an "initial evaluation" is made by the employee's supervisor. At this time, an employee will be approved for continued employment, have his/her introductory period extended up to ninety (90) additional days, or have his/her employment with Earlham terminated. Employees do not earn or accumulate sick time or vacation time during the introductory period or extensions of this period (see Paid Sick Time and Paid Vacation Time sections of Related Administrative Policies and Procedures).
Should an individual who is already an employee apply for, be offered, and accept a different staff position within Earlham, the individual will also be subject to the standard introductory employment period in his/her new position. Should the introductory period not be successfully completed, the individual will be allowed to return to his/her former position if it is still unfilled, or to a similar position as soon as one is available (subject to the approval of the appropriate department head or convener). Because hiring for any position at Earlham is the decision of the hiring supervisor, there is no guarantee of continuing employment.
Staff positions will be assigned to one of the following categories:
*Supervisors must obtain budget approval in order to utilize temporary help, even by academic-year employees during their non-scheduled periods.
In determining the appropriate classification level for a particular staff position, the relative magnitude of a number of factors pertaining to the position are considered. These include: nature and difficulty of duties and responsibilities, individual discretion required, autonomy in performance of duties, confidentiality of information handled, impact of an error in performance of duties, skills/education/licensing/certification required, supervisory duties, interaction with key publics, overall workload (both peak and average), local market conditions, hazardous materials used, strenuous physical activity required, and hazardous machinery used/hazardous working environment. In light of the above factors, a given position is grouped with other positions on campus into a particular classification level.
Wage rates are set based primarily upon a position's classification level and an employee's prior continuous service to Earlham.
Responsibility for determining job classification levels and wage rates for staff employees will rest with the Assistant Vice President for Business Operations in consultation with the Vice President for Financial Affairs. Supervisors/department heads are encouraged to provide any information useful in making such determinations.
Each staff position should have a job description that outlines the normal duties and responsibilities for that particular position. Supervisors are to give each employee, upon being hired, a copy of his/her job description. Supervisors are also responsible for keeping job descriptions updated, seeking approval from the Assistant Vice President for Business Operations for major changes.
Individuals should note that because of the relatively small size of the Earlham College community, these descriptions describe only normal duties. From time to time, it may be necessary for an individual to participate in other tasks not included in this description or to adjust his/her regularly scheduled hours or days in order to meet a seasonal or unusual situation. Such temporary adjustments are considered part of every job description and your cooperation during such periods is greatly appreciated.
The usual office workweek for staff is thirty-seven and a half (37.5) hours, Monday through Friday. During the academic year, normal office hours are from 8:00 a.m. to 5:00 p.m. with some offices closed for lunch between 12:00 and 1:00 p.m. These times will vary for some departments; most notably, Physical Plant and Housekeeping usually start earlier and have only 30 minutes for lunch. Summer office hours (8:00 a.m. to 4:30 p.m.) begin the Monday following Graduation Day, and end the Friday before Faculty Retreat.
Periodically, an employee may be asked to work additional hours; for all hours worked over 40 hours per week, an employee will be paid at the overtime rate of time and one half (see Compensatory Time/Overtime section). Supervisors will inform employees whenever overtime work is necessary. There may also be times when an employee's "normal" schedule will be adjusted to meet special situation (see Compensatory Time/Overtime and also Job Description sections).
Employees are expected to be at work on time and to notify the appropriate supervisor if delayed or needing to be absent. All hours worked are to shown on the bi-weekly "Record of Hours Worked" time slip form. It is the employee's responsibility to notify the supervisor prior to the scheduled start time that they will be delayed or absent. Patterns of late or no notification may result in disciplinary action.
The normal work period for academic-year positions begins the Monday of the week of Faculty Retreat and ends on the Friday after Graduation Day. Any deviation from this pattern must be requested in writing by the employee's department head or convener and approved in advance by the Assistant Vice President for Business Operations. Employees in these positions may take their vacation days, sick days, personal days and approved time only during the normal work period.
Rest periods consist of at most two 15-minutes rest periods per day — normally one morning and one afternoon break of not more than 15 minutes each per 4 hour period and are to be arranged in consultation with an employee's supervisor. No office should be left unattended. Rest periods may not be accumulated. More frequent rest periods with shorter breaks are not normally permitted. Smoking may occur only during rest periods.
In general, employees are not permitted to be in secured areas of the campus outside of their own work area, unless authorized by their supervisor or an officer of the College or ESR. With few exceptions (for example, 3rd shift security officers), employees are not permitted to spend the night on campus without written permission from their supervisor or an officer of the College. An exception is a student or College event that is open to the Earlham community.
It is important that Business Office and payroll records contain current information. Whenever there is a change in home address, telephone number, marital status, number of dependents or desired beneficiary, the Business Office must be notified in writing. This ensures accurate and timely service to employees in regard to paychecks, payroll withholdings and/or deductions, and benefit plans.
The primary role of Employee Council is to provide another communication link between staff employees and the College and to provide a discussion forum for matters of general concern to staff employees. Employee Council is not intended to replace any regular channels of direct communication between the College and employees nor is it a policy making body.
Representatives of Employee Council serve on campus committees such as Budget Committee and Earlham Welfare Committee, and attend Faculty Meetings.
The secondary roles of Employee Council are to serve as a staff nominating committee when needed and to allocate Staff Professional Development Funds in response to employee requests (see Staff Professional Development Fund section).
Seven Employee Council members are chosen by staff employees annually. The Assistant Vice President for Business Operations also attends all Employee Council meetings and is responsible for appointing a staff employee to Employee Council to serve as secretary, with minutes subject to the approval of Employee Council. Employees may serve on Employee Council for more than three years.
Employee Council normally meets on a monthly basis, but may schedule more frequent meetings if a matter requires special consideration.
All ESR offices are closed during ESR Meeting for Worship. All ESR employees are expected to attend Meeting for Worship unless excused by the ESR Dean.
Employee Council assigns representatives to the following committees: Budget, Welfare, Wellness and Committee on Campus Life (CCL). Employee Council also names observers to the Faculty Meeting and to the Board of Trustees meeting. If those meetings occur on days or at times not normally worked, then the employee required to attend as a result of official membership on the committee will be compensated at their usual rate or at their overtime rate, if applicable.
On days when the College and ESR are declared to be closed due to inclement weather, full-time and part-time employees are paid for their regularly scheduled hours at their regular hourly wage rate.
On days when the College and ESR are forced to close prior to its normal closing time, individuals who would be working during the remaining hours are compensated for these hours at their regular hourly wage rate, as if they had been at work. (This includes only those employees who were actually working that day and does not affect in any way individuals who are sick, on vacation, or on leave). On such days, Earlham may ask some individuals to remain and finish jobs or undertake tasks that need to be done as a result of the situation. Individuals stay, however, only at the request of a supervisor and with the advance approval of the Assistant Vice President for Business Operations or Dean of ESR. In such cases, compensation for hours worked beyond the announced closing time and in excess of 40 hours per workweek, will be paid at the overtime wage rate and will be in addition to the employee's regular wages for hours prior to the normal closing time.
On days, or times, when the College and ESR are open but weather makes it difficult for individuals to arrive on time, supervisors have the right to not penalize employees arriving late. Individuals who fail to make it to work due to the inclement weather must use vacation time or personal time in order to be paid for such time. Sick time may not be used in such situations. Supervisors will be encouraged to be sensitive to requests by staff employees to leave work early due to worsening weather conditions; however, employees must use vacation time or personal time in order to be paid for hours not worked.
If an employee is called for jury duty, he/she should contact the Assistant Vice President for Business Operations in the Business Office regarding compensation procedures.
In the event an employee is required by an Officer of the Court to serve on jury duty or act as a witness in court, the employee will have the choice between receiving pay provided by the court or continue pay at his/her regular rate and scheduled hours. To receive regular pay from Earlham, the employee must advise the Assistant Vice President for Business Operations and, in turn, provide to Earlham any compensation received for jury/witness duty, less any monies received for travel and lodging from the Court.
This policy described in this section of the Handbook does not apply to employees who are named as defendants, plaintiffs, or party to a case in litigation (speeding tickets, etcetera). Employees will be required to use vacation time, personal time, or an unpaid leave for such absences.
From time to time it may be necessary for a supervisor to alter a normal weekly work schedule to accommodate some unusual need of the College. This will be done in consultation with the employee. The employee will be compensated for such time in one of two ways: (1) compensatory time or (2) overtime pay.
Compensatory time is an equal amount of time given as time off to replace any hours the employee may have worked beyond the normal work schedule. For example, if an employee works two (2) extra hours on Monday, compensation may be given by allowing him/her to work two (2) hours less than normal on Friday. Another example, an employee may be given eight (8) hours off on Thursday in anticipation of working eight (8) hours on Saturday.
By federal law, the use of compensatory time is limited to use within the same workweek. "Extra" hours worked cannot be carried into the next week and cannot be accumulated for future use. Additional information about compensatory time is accessible on the Department of Labor Web site: www.dol.gov.
When compensatory time cannot be worked out or when the supervisor thinks that extra hours are necessary to accomplish a task, federal law requires overtime wages are paid. Overtime is paid for hours worked that exceed (40) hours of actual time on the job during a pay week. To determine eligibility during a specific week, an employee should add up his/her total hours and subtract any time taken as sick, vacation, or personal time (paid holidays count as time worked). If the total is in excess of forty (40) hours, he/she will be paid at the rate of time and a half for those hours above forty (40). The remaining time, that is the sick, vacation, or personal time, while not part of the overtime calculation, is paid as straight time at an employee/s regular hourly wage rate.
Supervisors should check with the Assistant Vice President for Business Operations to verify that funds are budgeted and available for overtime pay before scheduling an employee to work extra hours.
Immediate supervisors are encouraged to schedule periodic informal sessions to discuss job performance with their staff and to annually conduct a formal job performance evaluation with each staff employee. Marginal work performance and unsatisfactory employee conduct should be discussed in a constructive manner as necessary throughout the year, and as part of the annual, formal performance evaluation.
The formal, annual evaluation will normally take place in February or March each year. Formal evaluations may take place more frequently if desired by either the staff employee or the super-visor. The annual job performance evaluation consists of a written evaluation of the employee by the supervisor and a follow-up face-to-face discussion between the employee and the supervisor. This written evaluation is to be signed by the supervisor and the employee to ensure that the employee is aware of its content and that a follow-up meeting does take place. Signing the evaluation does not imply that the employee agrees with its content. Should an employee wish to state disagreement with a supervisor's evaluation, he/she may do so in writing to the Assistant Vice President for Business Operations. This statement will be included along with the supervisor's evaluation in the employee's Human Resources file.
These informal and formal review sessions should help employees to improve their job skills and performance over time. Job performance evaluations will form part of the basis for future wage rate adjustments, promotion considerations, and other possible position changes.
If there is a performance area that is deficient, supervisors are encouraged to seek improvement first through a verbal discussion or warning. The verbal discussion or warning should specifically address the performance item or behavior that needs improvement. Supervisors may wish to keep notes on topics covered and the date of the discussion.
If an employee's performance does not improve following the verbal discussion and/or verbal warning, supervisors may initiate disciplinary action. See the Disciplinary Action section of the Handbook.
Annual wage rate reviews normally occur in the spring of each year, with approved wage rate adjustments effective the first day of the pay period of the new fiscal year beginning July 1. The size of an employee's wage rate increase will depend primarily upon the availability of funds. The employee's job performance and his/her length of service at Earlham also may be considered.
Employees who join Earlham between January 1 and March 31 of a given year should not expect to receive a wage rate increase equal in magnitude to those of individuals who have been employed six (6) months or longer as of July 1. Employees who join Earlham between April 1 and June 30 of a given year are normally not given a wage increase on July 1 of the same year; employees hired between April 1 and June 30 become eligible for the wage increase in the next year, 13 – 15 months after their hire date.
Temporary employees should not expect wage rate increases given the short-term nature of their employment. In the event that a temporary employee is rehired for a second year or season of employment, he/she may be offered a modest wage rate increase.
Misconduct, negligence, inefficiency, unexcused or unapproved absences, insubordination, unsatisfactory job performance or other similar behavior by an employee may result in disciplinary action. A progressive discipline model is encouraged in most cases, which may include the following steps:
The following are examples of behaviors which may subject an employee to immediate termination or other disciplinary action without previous warning. Other behaviors may be deemed by Earlham to warrant immediate termination or other disciplinary action.
Supervisors may, for disciplinary purposes, suspend an employee without pay for not less than one day nor more than three days. In the event of suspension, the supervisor will send written notice of such action to the Assistant Vice President for Business Operations. The notice will state the reason(s) for the suspension and its duration, and a copy of the notice will be given to the suspended employee or mailed to his/her last known address.
With the approval of the Assistant Vice President for Business Operations, disciplinary actions may also include termination during the introductory period, and demotion or termination of employment after the introductory period. In such cases, a written notice will be given to the employee or mailed to his/her last known address.
An employee may submit an appeal in writing within seven (7) calendar days of the date of a disciplinary notice to the Assistant Vice President for Business Operations. (If the notice is mailed to the employee, such appeal must be made in writing within seven (7) calendar days of the postmarked date). The Assistant Vice President for Business Operations will review the appeal, determine whether the disciplinary action is justified, and will sustain, reduce or rescind the action.
Hopefully, every employee will have a long and satisfying association with Earlham. However, if an employee chooses to terminate his/her employment with Earlham, then Earlham requests at least two (2) weeks written notice be given through his/her supervisor. In the event that Earlham finds it necessary to terminate an employee, two (2) weeks notice may be given to the employee. In some circumstances and at its sole discretion, Earlham may elect to terminate an employee immediately.
Each terminating staff employee should have an "exit interview" with the Assistant Vice President for Business Operations on or before his/her final day of employment. This interview will provide the employee an opportunity to learn about insurance conversion options and to ask any other pertinent questions. All keys, employee benefit cards, and other Earlham property must be submitted to the Business Office or other appropriate office at or before the last date of employment. If there is any balance due on an employee's personal account at the time employment is terminated, the employee will be asked to sign a promissory note or otherwise make arrangements with the Accounting Office. Earlham will pursue legal action where necessary, to recoup unpaid balances and Earlham property that is not returned or that is returned in damaged condition.
Members of the Active Listeners group are available for confidential conversation about conflict in the workplace. Active Listeners assist staff in discerning, identifying and articulating the cause for conflict, and make suggestions for working toward lasting resolution. Active Listeners have been trained to offer support, but have not been trained as mediators. Active Listeners are expected to refer concerns or situations that fall outside their abilities or responsibilities to the appropriate resource on campus. The group does not function as a judicial/appellate body nor do its individual members serve as arbitrators in any way.
The Active Listener group is comprised of staff volunteers and training is supported by the Business Office. The availability of this service is based on the level of volunteer involvement. The most up to date list of Active Listeners is available from the Business Office.
In some cases, the Business Office can make arrangements for mediation services with a local service agency. This option is offered as an alternative to the formal grievance process, and the intention is to attempt to resolve the conflict through discussion, rather than a formal process. It may also be pursued in cases that don't fit the definition of a grievance, but could be well served by mediation through a neutral party. This option is strongly encouraged for those considering the formal grievance process, and mediation is also encouraged as a follow-up step to the formal grievance process, to move toward reconciling damaged working relationships. Contact an Active Listener or the Assistant Vice President for Business Operations for more information.
Earlham College affirms the right of each staff employee to be free from exploitation and mistreatment by his/her supervisor and fellow employees. The College finds such behavior to be inappropriate and unacceptable.
Earlham College encourages each staff employees to discuss problems in the workplace with his or her supervisor, even in cases when the conflict may be with the supervisor. Earlham College hopes that most workplace conflicts are resolved through open communication and discussion, but also recognizes that resolution may require another approach in some cases. If a staff employee believes that he/she is being exploited or mistreated, he/she has the right to file a grievance under the following guidelines. Furthermore, he/she may do so without fear of adverse action being taken against him/her by Earlham College, such as disciplinary action, demotion or termination of employment.
Employees should note that objections to a written policy of the College shall not be grounds for filing a grievance. Rather, this type of issue should be brought to the attention of the Employee Council and the Director of Human Resources.
Employees should feel free to consult the Director of Human Resources regarding human resource issues or conflict in the workplace. Please also see the preceding Handbook section about Active Listeners for information about other resources. Such consultation does not have to be part of a grievance.
There are several stages in the grievance process. The grievance process requires the filing of a written statement of the grievance and initiates an investigation leading to a judgment. The steps are to be followed in sequential order as listed below and are to be pursued in a timely manner.
The written statement of the grievance submitted by the employee, the background information generated by the investigation, and the judgment/recommendation of the Director of Human Resources will become a part of the employee's Human Resources file.
** If the grievance is with the person holding the position of Director of Human Resources, his/her role as outlined in the above steps will be assumed by the Vice President of Financial Affairs with any appeal, as outlined in step 5, going to the President.
*** If both parties agree to an extension of time, the Director of Human Resources may take longer than fifteen business days to issue a judgment.


text:
Fast, Easy, Unique. Decorate these truly special business networking card holders with four different patterns, numbers or letters so you can create just the look you need and stand out from the crowd - names, initials, specialized career fields, work / play combos, company acronyms, important numbers, or favorite activities - 100s of distinctive thematic designs. Create a truly distinctive organizer for networking business cards, ID, credit cards, driver's license, or cash. Designed for holding multiple cards, these 4-design business card holders makes organizing your biz cards as easy as 1, 2, 3 (and 4). For more than two sets, arrange cards in front or back of each section.
Gold "house calls doctor" card holder with home, cell phones and DR letter designs in alternating iridescent rainforest and aqua color accents.
Silver monogrammed world traveler card case with the initials P&M plus globe and airliner designs with black, red, citrus and forest green aluminum background colors.
Gold LPN medical business card organizer with rust, copper, amber and black aluminum.


text:
Related Suppliers
Makino has launched version 5 of its EDcam offline programming software, which provides shops with more options in a wider array of applications. This update adds to features from previous versions, upholding the value of continuous machine run time and operator multitasking.
New features include expanded model data, machining conditions technology upgrades and new electrode material types to encompass a larger number of application needs. The software has been adjusted to accommodate modern machine options, such as carbide machining, Z-axis stabilizers and micro-cell EDM. Other additions include a wider selection of cavity types, including through-machining, rib, open side, connector, pin gate, speaker grill, EDM after pre-cut and more.
The user interface has been simplified into a logical series of data entry dialogs, instead of the single data entry prompts of previous versions. To accommodate operators that prefer separate spreadsheets, the software features an EPX data import that provides one-click data entry in lieu of the normal manual step-through of the dialog prompts. This update is fully compatible with all Windows Vista systems.
The software solution for sinker EDM machines is designed to reduce human error in burn programs, reduce potential scrap, increase shop efficiency and reduce programming time. It acts as communications manager between CAD/CAM systems and the sinker EDM's NC program, eliminating potential operator errors due to manual input procedures.
The software also enables multitasking. For example, operators can initiate a burn program while beginning preparations for future burns on a remote computer. The software retrieves information on electrode offsets and offline workpieces in a CMM, where the operators can transfer the data for program use.
EDcam takes the information directly from the part drawing or CAD/CAM system and places into the burn program without human intervention. This essentially provides machine shops with full offline programming capabilities for virtually any automated system.
Editor Pick
EZ-CAM Launches Custom Video Support Service for Programming ChallengesUsers get a custom video showing them how to program their part using the CAD file.


text:
New York Philharmonic This Week : April 2013
David Robertson and Pierre-Laurent Aimard
Thursday, April 25, 2013
Tonight at 9 pm, David Robertson and Pierre-Laurent Aimard return to the Philharmonic to perform works by Mozart, Messiaen and a premiere by Tristan Murail.
Alan Gilbert and Yefim Bronfman
Thursday, April 18, 2013
High drama is the order of the day as the New York Philharmonic presents an all-Russian program with works by Prokofiev and Rachmaninoff, recorded during the orchestra's 2010 European Tour. Alan Gilbert conducts and pianist Yefim Bronfman is the soloist on Prokofiev's Piano Concerto No. 2.
From the Archives: Chavez, Ponce and Falla
Thursday, April 11, 2013
This week's program digs into the New York Philharmonic archives and features conductors Leonard Bernstein, Jose Serebrier and Pierre Boulez, and soloists Sharon Isbin on guitar, and messo-sopranos Jan DeGaetani and Marilyn Horne.
Gilbert Conducts Mahler's Symphony No. 6
Thursday, April 04, 2013
New York Philharmonic Music Director Alan Gilbert leads the orchestra in Mahler's epic Symphony No. 6.


text:
The Spotlight Music Series
Wednesday, Jan 30, 2013
12 p.m. - 2 p.m. Location: The PUB
12 p.m. - 2 p.m. Location: The PUB
The Spotlight Music Series is another one of our awesome monthly events. See and hear your peers and friends perform and showcase their musical talents on stage. This month's theme will be the Blues. Are you interested in performing? Visit Facebook.com/SUAAB or email: [email protected] to learn how you can be in the spotlight!
Tagged as Arts and Performances, Lectures/Seminars, Student Life, Student Organizations
See more events from SUAAB
View other events on the Comet Calendar


text:
Never miss a great news story!Get instant notifications from Economic TimesAllowNot now
TNN India may fancy itself as a regional superpower but does not have an aircraft carrier prowling on the high seas. Its solitary carrier, the 54-year-old INS Viraat, is out of action for several months once again for a major refit to ensure it can soldier on for another three to four years. In pic: INS Viraat at Cochin Shipyard.
PrevNextPlay Slideshow
Comments are moderated and will be allowed if they are about the topic and not abusive.
Characters remaining (1500)
Log In/Connect with:
Will be displayed
Will not be displayed
Find this comment offensive?
Choose your reason below and click on the Report button. This will alert our moderators to take action
Reason for reporting:
Your Reason has been Reported to the admin.
Daily Slideshow Newsletter is the way to get the best picture shows of the day in your inbox.


text: Armored Car Sales Rising In Syria And Other Places We Might BombRaphael Orlove8/29/13 4:32pmFiled to: Armored CarsSyriaCustom Cars711EditPromoteShare to KinjaToggle Conversation toolsGo to permalinkSurprising absolutely no one, Al Arabiya reports that armored car sales are booming in the Middle East. And where are they getting these cars from? America.AdvertisementArmored car sales are on the rise in in Middle East countries like Iraq, Jordan, Lebanon, Yemen, and Syria as well as places like Afghanistan, Somalia, and Libya reports Al Arabiya. Armored car companies, like Texas Armoring Corporation, have seen 15% year-over-year growth in the region for the past two or three years.The economics of the industry are very up and down, but the impetus for sales is very straightforward. That's what Patrick Aouad, CEO of Lebanon-based Yaka Group explained to Al Arabiya. Sales shot up, for instance, when Lebanese Prime Minister Rafic Hariri was assassinated by an explosives-filled van detonating next to his motorcade in 2005.AdvertisementAouad followed with a businesslike view on Syria, saying "if there's a strike on Syria, and Syria becomes like Iraq, you have to count around 1,000 to 1,500 [sales of armored cars] in Syria." The total market is currently about 3,000 armored car in the region per year.While there are concerns about selling armored cars to terrorists, dictators, and other baddies, as Al Bawaba points out, so long as people are blowing each other up, the armored car market will remain strong.Photo Credit: Texas Armoring Corporation (Armored Bentley Continental Flying Spur pictured preparing for air transport to an unknown location)Reply71 repliesLeave a reply