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by James M. McConnell
Executive Director, U.S. Securities & Exchange Commission
Chairman Durbin, Senator Voinovich, Members of the Subcommittee:
Thank you for the opportunity to testify before you today on behalf of the Securities and Exchange Commission to discuss critical resource and staffing issues that the Commission faces in its oversight of our increasingly complex financial markets.
The events of September 11th, the bankruptcy of Enron and the more recent indictment of Arthur Andersen have all tested the strength, security and spirit of our economy, our capital markets and indeed our Country. In light of these events, and as the complexity and utilization of our financial markets continues to grow unabated, the Commission must have the resources it needs to fulfill its multiple missions and to maintain the public's full confidence in our capital markets.
The SEC regulates industries and markets that have grown enormously in both size and complexity. The Commission currently oversees an estimated 8,000 brokerage firms employing nearly 700,000 brokers; 7,500 investment advisers with approximately $20 trillion in assets under management; 34,000 investment company portfolios; and over 17,000 reporting companies. The Commission also has oversight responsibilities for nine registered securities exchanges, the National Association of Securities Dealers, the National Futures Association, 13 registered clearing agencies, and the Municipal Securities Rulemaking Board.
The Commission today faces some of the most complex and difficult issues it has ever considered. No segment of American business has been more transformed by the rapid pace of technological innovation in recent years than the securities industry. New technologies, new participants, and new financial products are reshaping our markets. Our markets also are becoming increasingly global - a trend that most expect to accelerate in the coming years. Moreover, our national securities markets are taking steps to shed their long-held membership status and are moving to become publicly held entities. In addition, online trading and new technologies have empowered individual investors in ways that were previously unimaginable.
We are a nation of investors. In 1980, only 5.7 percent of Americans owned mutual funds. Today, some 93 million shareholders, representing 52 percent of U.S. households, hold mutual funds. Our nation's investors have an unprecedented stake in our markets. Whether through college savings plans or retirement accounts, our collective stake in U.S. markets continues to grow, and we are increasingly dependent on the success and integrity of those markets. In short, it is now more important than ever that the SEC remain vigilant in policing and maintaining the integrity and transparency of our securities markets.
Unfortunately, at the very time the challenges facing the Commission have grown, the Commission has been subject to extremely high attrition, principally because our employees earn substantially less than their counterparts in the private sector and even those who work for the other financial service regulatory agencies. Perhaps the single largest barrier to the Commission's effective recruitment and retention efforts was eliminated with the recent enactment of "pay parity." This critical legislation does not mean - nor should it - that SEC employees will be paid at the level of the private sector. It does, however, redress the obvious disparity that previously existed between SEC employees and employees of the federal bank regulatory agencies. Pay parity, when fully funded on a permanent basis, will help the Commission attract highly qualified staff who might otherwise decline employment with the SEC; it will also undoubtedly help the Commission retain its highly qualified staff. The legislation had the added benefit of establishing a stable, long-term funding source for the Commission, even after the meaningful fee relief provided under the legislation. In fiscal 2003, for example, the Commission will collect approximately $1.3 billion in securities-related fees. Even after fully funding pay parity and the additional positions we have requested for fiscal 2003, the Commission will still collect over $750 million more than our budget.
The Subcommittee has raised the issue of whether or not, in light of the collapse of Enron, our government has adequate staff to monitor publicly traded companies. I commend the Subcommittee for tackling such a critical issue. In fact, the Commission itself is engaged in a comprehensive review of the SEC's resource needs and operations. When Chairman Pitt came to the SEC last fall, he expressed his intention to perform an in-depth review of the Commission's operations, effectiveness, and resource needs in time for the fiscal 2003 budget process. The extraordinary events of the past eight months, including the destruction of our Northeast Regional Office, which was located in the World Trade Center complex, made any contemplative review of our resource needs impossible until recently. Though the extraordinary demands on the Commission's resources continue unabated, last month Chairman Pitt announced the commencement of a four-month internal special study to examine our resource allocations and needs to allow the results of the study to be part of the fiscal 2004 budget process, which starts in August with our submission to the Office of Management and Budget. This special study is also a direct result of the findings of the General Accounting Office as set forth in its two recent reports on certain aspects of the SEC's operations. We hope the special study will provide comprehensive and useful answers to the very questions that bring me before you today.
In my testimony today, I will address the steps the Commission has taken on the Subcommittees' stated topic of concern, which include our efforts to achieve, and now fund, pay parity; our immediate request for 100 additional personnel; our implementation of the special study to address resource-related issues; and the Commission's response to two recent reports issued by the General Accounting Office.
With the recent enactment of the Investor and Capital Markets Fee Relief Act, which authorizes the SEC to create a compensation system comparable to the systems of other federal financial regulators, the Commission finally is in a position to address the compensation issues at the heart of our serious recruitment and retention problems - provided the SEC receives the ongoing funding to do so.
The SEC intends to make responsible increases in staff salaries and benefits and to ensure the appropriate use of merit and performance-based principles. We have described our plan to implement pay parity in our Pay Parity Implementation Plan and Report that we submitted on March 6, 2002 to the Congress (including the Senate Committee on Governmental Affairs) and the Office of Personnel Management.
In developing our compensation system, we strove to strike a delicate balance among competing interests that include the goals of the Administration, the concerns of Congress, and equity issues within the agency. Recognizing our responsibility to appropriately manage performance as we improve staff compensation, our system includes strong merit/pay-for-performance principles, as opposed to large, across-the-board pay increases that may be inappropriate for the federal service. Moreover, our $76 million cost estimate represents a conservative approach to obtain comparability with the other federal financial regulators. We believe this will allow us the opportunity to ascertain over time how well our system is working before we become locked into a structure that might not meet our goals. In addition, to begin the program we plan to maintain the same benefits as are currently available to all Federal employees. It will take some time and additional funds to implement a more expansive benefit system.
Our proposed pay scale has 20 levels, each with up to 31 steps. Most staff will be placed within levels 1 through 17 (that include two additional supervisory levels), as opposed to the current 15 general schedule grades. Levels 18 through 20 are the executive levels with broad pay ranges, instead of the current 6 SES steps. The step structure is designed to make extra steps available to attorneys, accountants, and securities compliance examiners with securities industry experience. Our goal is to apply this new structure so that we can have a broader range of salaries available to aid in hiring new employees and to provide incentives to staff to perform at a high level.
In order to implement the new compensation system this fiscal year, the Commission has requested and obtained authority to use $25 million from its no-year funds. We are actively seeking funding to assure that the new compensation system can continue in fiscal 2003. Failure to continue funding pay parity beyond fiscal 2002 would only exacerbate the problems that the legislation passed by Congress last December was intended to cure. By temporarily raising salaries and expectations of finally achieving lasting pay parity relief, we believe we will face even greater employee losses and suffer irreparable harm to morale if pay parity is not funded in fiscal 2003, and thereafter. The threat of either terminating our pay parity program in fiscal 2003 or terminating approximately 700 employees - the number we estimate would have to be cut from the agency to continue pay parity - would cripple many of the projects we have underway, which are important for the protection of investors and Americans whose retirement accounts are invested in the securities of public companies.
We hope to make pay level increases in the pay period beginning May 19th in a manner consistent with the Pay Parity Implementation Plan and Report. We have had both preliminary discussions and a detailed pay system briefing with the National Treasury Employees Union and are advised that negotiations will commence next week. We are making, and will continue to make, every effort to complete negotiations by May 19th so that all employees will enjoy the benefits of pay parity at the same time. Each day of delay past May 19th will mean that our staff will not receive increased pay for which we have funding since we cannot make pay levels retroactive. After so many years of working for pay parity, the Chairman does not want to let a single day pass in which pay parity funds are available, but are not used, to increase the pay of the hard-working employees of the Commission.
Pay parity has been and remains Chairman Pitt's highest budget priority. This is a crucial time in the development and strategic future direction of our capital markets. The SEC cannot afford to continue suffering the staffing crisis it has endured for the past decade at such an important juncture. Pay parity, once fully funded, will provide the benefits we truly need to meet the increasing regulatory challenges we face.
Because of recent events, and because of the sheer size and complexity of our markets, we need to act fast to maintain full confidence in our capital markets. We believe we cannot do that without additional personnel. Accordingly, when Chairman Pitt testified on the SEC's budget before the Senate last month, he requested that our fiscal 2003 staffing level be increased by 100 positions to meet our immediate resource needs. Since that hearing, the Administration has submitted its supplemental budget request to Congress and included in it $20 million to fund these positions in fiscal 2002 and fiscal 2003. We are very grateful for the Administration's support. They have been extremely receptive to our request and willing to work with us to meet our resource needs. These 100 positions would allow us to add:
These 100 positions are the absolute minimum staffing levels we believe we require to deal with our immediate post-Enron needs.
In March, we began a special four-month study to assess our resource needs in preparation for our upcoming fiscal 2004 budget submission. The study has three principal objectives: 1) to identify means to improve agency quality, efficiency, timeliness, and productivity with the existing resources available; 2) to determine whether the SEC requires additional resources (including personnel, technology, and training) to successfully fulfill its statutory responsibilities in light of the external environment in which it operates, and, if so, how much is needed, either immediately or long-term; and 3) to examine how the agency can operate strategically, by developing and implementing methods to rapidly identify trends and changes in the external environment so that it can respond and act effectively and on a timely basis, consistent with the goals of the President's Management Reform Agenda and the Government Performance and Results Act.
The special study is intended, in part, to implement the GAO's conclusion that strategic planning could help the SEC better identify and manage its resource needs. The special study is being conducted by mid- and senior-level staff from divisions and offices throughout the agency with working experience in more than one of the major divisions or offices. An outside consulting firm with expertise in both private and government legal settings is assisting this team. The study is examining and documenting the current operations of the agency, focusing on workload, resource allocation, methods for assignment and management of work, and existing means of measuring performance, productivity and quality of effort. Commission staff leading the study have already apprised the GAO and the OMB of this effort and solicited their views, and intend to continue to do so throughout the study.
We anticipate completing the study by the end of July. While we cannot predict what the results of our in-depth evaluation will be, we are asking ourselves tough questions and remaining mindful of the competing and important priorities our government faces.
The special study team welcomes comments from the public. Comments should be directed to firstname.lastname@example.com or to Special Study Team, Office of the Executive Director, U.S. Securities and Exchange Commission, 450 Fifth St., N.W., Washington, D.C. 20549.
In addition to implementing the special study, the SEC has also taken numerous steps in direct response to last year's report of the General Accounting Office entitled Securities and Exchange Commission: Human Capital Challenges Require Management Attention (GAO-01-947). This GAO report confirmed that "inadequate compensation is the primary reason that employees leave the agency." While recognizing the appropriateness of the SEC's efforts to ameliorate its staffing crisis by seeking pay parity with the banking regulators, the GAO made several additional recommendations to improve the SEC's human capital management practices. We have taken and will continue to take steps to implement these welcome recommendations, and I will now briefly address those relevant to today's hearing.
The GAO recommended that the SEC use formal approaches, such as periodically surveying employees, to evaluate job satisfaction and morale, identify employee concerns, and analyze the effectiveness of the agency's use of flexibilities and work-life programs. Commission staff previously indicated to the GAO that we would review the results of the GAO survey and the 2001 Office of Personnel Management survey, and would further survey employees "as needed." While finding this to be a "useful first step," the GAO recommended that a systematic process for an independent survey be established, so that fact-based measures may be used to determine the success of initiatives, gauge morale, and identify concerns on an ongoing basis.
The Commission understands the importance of surveys as a tool to measure the morale and learn about the concerns of its employees. The SEC intends to continue to take the steps necessary to examine the level of employee morale and job satisfaction, and our special study does this explicitly. As part of this effort, the Commission is developing and will implement a more formalized survey system.
The GAO also recommended that the SEC identify ways to involve human capital leaders in decision-making and establish a practice that requires management to monitor and refine the SEC's human capital approaches to ensure their ongoing effectiveness in addressing employees' needs, including working with the National Treasury Employees Union to address expeditiously areas of dissatisfaction identified in the GAO report. These areas include opportunities for advancement and the quality of administrative support services.
Although the level of consultation between the SEC's senior management and human capital leaders has historically been very high, the Commission is working very hard toward formalizing the process. Specifically with regard to working with the NTEU on the areas of concern noted in the GAO's report, Commission representatives are presently conducting negotiations with the NTEU on a collective bargaining agreement that should help address these concerns.
In addition to the foregoing, the SEC has taken many steps in response to the recent report of the General Accounting Office entitled SEC Operations: Increased Workload Creates Challenges (GAO-02-302). This GAO report reviews how the securities markets have changed and evaluates whether the SEC's resource levels have affected its ability to regulate and oversee the markets.
We agree with most of the conclusions that the GAO draws in the report. In particular, we agree that securities markets have experienced unprecedented growth and change in the last decade, that the markets have become more complex and international, and that legislative changes have spurred new products and created new regulatory responsibilities. We also agree with the report's conclusion that the SEC's ability to fulfill its mission has become increasingly strained. As noted in the report, SEC resource levels have not grown commensurate with its workload, and the SEC faces continuing challenges from its high staff turnover rate and difficulty in hiring qualified staff.
Findings in the GAO report go to the core of the Chairman's view that government is a service business, consistent with the Commission's overriding investor protection mission. Being a service business does not mean saying "yes" to any and all parties. It does mean that the Commission and its staff, as public servants, have an obligation to reach decisions and provide answers as quickly and as efficiently as possible so that government does not end up inadvertently impeding a vibrant and growing economy. The promptness with which the Commission responds to its many constituencies is one of several objectives of the special study.
While recognizing the SEC's efforts to address its resource challenges, the report recommends that the SEC develop short-term and long-term strategies to address these challenges. As discussed below, we are taking steps to implement these recommendations.
The GAO recommends that, in the short-term, the SEC take definitive steps to continue to address its turnover problem and fill its vacant positions. The GAO indicates that these actions should include exploring use of the SEC's no-year funds to expand recruiting and retention efforts to ensure that all available resources are maximized to attract and retain staff. The GAO also recommends that the SEC explore innovative ways to attract senior level staff and bring in additional information technology expertise to better position itself to oversee evolving securities markets.
The Commission understands the importance of addressing our staffing needs. As discussed above, we hope to be in a position to implement pay parity for all employees by May 19th. The Commission has also worked diligently over the last several years to take advantage of recruiting and retention tools available to it under Title 5.1 The Commission will continue to use these tools and explore innovative ways to attract and retain staff, even after the implementation of pay parity. Ultimately, however, the solution to our recruiting and retention difficulties depends in large part on the ability to compensate our employees adequately, a solution that could be largely achieved with the full and ongoing funding of pay parity.
The GAO also recommends that, in the long-term, the SEC broaden its strategic planning process to systematically determine regulatory priorities and resource levels to fulfill its mission. Once this is completed, the GAO recommends that the SEC link the strategic plan to staffing allocation and workforce determinations and expand its existing recruiting efforts to include any additional disciplines identified as necessary to effectively regulate evolving securities markets. Our special study is a critical first step in accomplishing this, and we look forward to employing the results of the study to better fulfill our important mission.
The SEC currently oversees increasingly complex and international industries and markets with modest staff and limited resources, operating in conjunction with the states and self-regulatory organizations. While this cooperative structure enables the Commission to leverage its resources to fulfill its missions, leverage can only go so far. The SEC needs full funding for pay parity in fiscal 2003 and more personnel immediately. In addition, we are continuing to evaluate our staffing and other resource needs through our agency-wide resource assessment which will conclude at the end of July.
We are confident that with these additional resources, the SEC will have the capacity and personnel to ensure that our markets remain the envy of the world and are as fair and transparent to all investors as we can possibly make them. Thank you for the opportunity to testify today. I am pleased to respond to any questions the Subcommittee may have.
The recruiting and retention problems the Commission faces are not new, nor are the Commission's attempts to remedy them. Indeed, the Commission has worked diligently over the last several years to take advantage of the existing flexibilities available under its current pay schedule that exists under Title 5. In particular, the SEC has gained special rate pay authority on two different occasions; used recruitment bonuses, retention allowances, and superior qualifications appointments; and undertaken various quality of life efforts. In addition, in 1998, the Commission received the authority under the Securities Litigation Uniform Standards Act of 1998 ("SLUSA"), to increase the salary levels that it can pay its economists. While some of these efforts have provided temporary relief for the Commission, none has resolved the Commission's need for permanent, systemic pay relief. The Commission's experience with these various tools is as follows:
Special Pay. In 1992, the SEC obtained the authority from the OPM to pay staff attorneys and accountants with at least two years of securities industry experience special pay rates at approximately ten percent above base pay. Over the short term, this grant of authority did reduce the Commission's recruitment and retention problem, although our turnover rates still remained above the government-wide averages. However, its effectiveness was eroded quickly with the implementation of annual government-wide locality pay increases. In 1994, locality pay became available and the special pay differential began to disappear because employees receiving the special rates cannot, by OPM regulation, receive locality pay raises each year.
The SEC's fiscal 2001 budget also included funds to reinstate a special pay differential for securities industry attorneys and accountants, and added the differential for experienced securities compliance examiners. New special pay rates were approved by OPM in March 2001. While we believe these rates contributed to reduced staff turnover in fiscal 2001, they were less than the differential between the SEC and the other federal financial regulators and again are subject to the locality pay erosion.
Recruitment Bonuses. Since 1992, we have provided over 245 recruitment bonuses averaging 10 percent of base pay. Over 180 (74 percent) of these bonuses have been provided within the last one and one half years, as our difficulty in attracting key staff has increased dramatically. Recruitment bonuses, by their nature, are one-time payments that do not address the serious structural problems with the Commission's salary scale.
Superior Qualifications Appointments. In fiscal 2000 and 2001, most of our attorney, accountant, and compliance examiner hires were appointed at higher than Step 1 of their grade as the only way we could attract these high quality candidates to the SEC. However, such appointments mean that these individuals will now run more quickly into in-grade pay ceilings that are significantly lower than those at the banking agencies.
Retention Allowances. Since 1993, over 120 employees have received retention allowances. Currently, 53 employees receive allowances that range from 3 to 25 percent of their base pay. In fiscal 1999, three employees receiving retention allowances left the SEC; in fiscal 2000, ten employees receiving retention allowances left the agency; and in fiscal 2001 seven employees receiving retention allowances left the agency. Like recruitment bonuses, these payments are merely stopgap measures that do not address the structural, long-term problems with the Commission's uncompetitive pay scale.
Economist Special Pay. Although SLUSA granted the Commission authority to pay higher salaries to certain economists than those permitted under Title 5, this authority was capped at levels significantly lower than those at which the banking agencies pay their economists. Even with this limitation, however, higher pay has slowed economist attrition at the SEC. Since 2000, when the new pay scale went into effect, the SEC has had a net gain of eight economists. The economist pay provisions of SLUSA were repealed by the pay parity legislation.
Transportation Benefits. In 1993, the SEC began providing transportation subsidies of $21 per month to eligible staff in an effort to encourage them to use public transportation. The SEC increased the subsidy to $42 per month in 1999, and further raised it to $65 per month in 2000. Approximately two-thirds of the staff currently receive the transportation benefit. We believe this benefit has not had an appreciable affect on the length of time that employees choose to stay with the Commission, as it is translates into a very small benefit for the average mid-level professional.
Compressed Work Schedules. The SEC has allowed staff to request alternate work schedules for many years. During the past five years, pilot compressed work schedules following the "5-4-9" model have been implemented in certain SEC offices. In February 2001, a "5-4-9" pilot program was introduced for the entire agency. The SEC currently is negotiating a contract with its employee union that will, among other things, address alternative work schedules.
Fitness Center. The SEC's Headquarters fitness center opened in 1992. Approximately 475 employees currently are members of the Headquarters fitness center and 100 employees belong to the center at our Operations Center, paying only a small monthly fee. The fitness center also sponsors wellness programs for all employees. However, to our knowledge, two of the banking agencies, and possibly more, provide a comparable fitness facility and programs at less cost to most users.
Emergency Child Care. In 1999, the SEC made arrangements with a contractor to provide emergency child care for employees in several locations.
Critical Pay. Current law allows certain "critical personnel" to be paid at rates up to that paid to the Vice President. Government-wide, this authority is colloquially referred to as the "Nobel Laureate" provision because an employee essentially needs to be of Nobel Laureate caliber to be approved for critical pay by OPM. No more than a handful of employees currently receive this level of pay across the entire government, and none of them works for the Commission. As such, and after various discussions with OPM regarding this authority, this is not a tool that the SEC has attempted to employ.
Pay Banding. The Commission has not implemented pay banding. Implementing such a system would provide more flexibility to reward outstanding performers, but only up to the pay levels at the top of the band. Many of our staff already are being paid close to the ceiling of what we would be able to give them under a pay banding system. Therefore, this would be at best a partial solution that fails to address the main problem, leaving our top performers well short of the pay of their counterparts at the banking agencies.


text: Digital Why Was Twitter So Obsessed With #Earthquake East? [STATS] By Lauren Dugan|August 25, 2011 Share By Lauren Dugan|August 25, 2011 Share The earthquake that hit the East Coast just before 2pm ET on August 23 might have caused little damage, but it kicked up quite the storm on Twitter. Within one minute of the earthquake hitting Virginia, Twitter saw 40,000 earthquake-related tweets, and at their peak earthquake tweets reached 5,000 tweets-per-second – more than Osama bin Laden's death and on par with the earthquake in Japan. So with all of the mind-boggling stats coming out of this relatively harmless geological event, one question remains: why were Twitter users so obsessed with this particular earthquake? This was not a big tragedy, a frightening event or a destructive force. The earthquake on the East Coast this week was a little ground shake, with some chairs perhaps being knocked over near the epicenter, but not much more. However, if you take a look at the sentiment analysis around #earthquake, which was a trending topic during the quake, you'll begin to see why Twitter appeared to be obsessed with this small tremor. NetBase, a social media analysis company, found that of the more than 450,000 tweets containing #earthquake posted to Twitter, there were less than 15,000 with "high precision" negative or positive sentiment. Of those tweets, 8,210 were negative: tweets about the earthquake being scary, causing traffic delays or messing with cell phones. But what's more interesting, to me, is the fact that 5,168 were positive in sentiment: people tweeting about the earthquake being "hilarious", "exciting" and "perfect for Twitter". As anyone who was on Twitter during the quake knows, people jumped on the fact that it was trending to comment on how ridiculous it was that it was trending. While this is all very meta, it points to the power of the echo chamber on Twitter: by making fun of something trending, you'll only making it trend for longer. Another reason why Twitter was so focused on the earthquake must've been because of the mainstream media's slow uptake. Twitter was the first source of earthquake news, by several minutes. Most mainstream outlets didn't get their first quake story up until about 20 minutes after the quake had struck – meaning there was a vacuum in time where people had to use Twitter to learn about what had happened. And finally, there were several reports of cellular networks going down or becoming clogged for some time following the earthquake. Many people couldn't access their phones, so they turned to their data, and to Twitter, instead. It's interesting to note that Twitter's response time doubled during the earthquake, going from 2.16 seconds normally to 4.17 seconds in the five minutes after the quake hit, according to SmartBear Software web performance monitoring site AlertSite. However, Twitter did not go down. So between tweeting about how ridiculous it is to tweet about the earthquake, the lack of immediate mainstream coverage and the clogged cellphone networks, it looks like a number of factors came together to make this earthquake – which was small and relatively harmless itself – one of the major events in Twitter's 5 year history. Share http://adweek.it/2k6S4wK copy Adweek Adweek

subset: commoncrawl


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TRANSFER ZONE: Arsenal's Sagna to City, Real Madrid want Hart, Borini's Liverpool future
REAL MADRID are eyeing up a shock move for Joe Hart while Bacary Sagna could swap the Emirates for the Etihad. Here's the latest from the Starsport Transfer Zone.
The Gossip
Real Madrid are plotting a sensational £25m summer swoop for England star Joe Hart.
Hart, 26, has been added to Real's wanted list as they prepare to shake up their goalkeeping department.
Real and Spain icon Iker Casillas has fallen down the pecking order at the Bernabeu and knows his long term future is in serious doubt.
Bacary Sagna has turned down a £9m offer from Inter Milan - and now looks set to sign on a free for Manchester City this summer.
The right-back would be joining former Arsenal team-mates and France international colleagues Samir Nasri and Gael Clichy at The Etihad.
Arsenal and Chelsea will face a struggle to land Bayern's Mario Mandzukic.
The German giants have said they want to keep him.
Alan Pardew is set to sign a replacement for Yohan Cabaye.
The Newcastle boss said: "We do need that controller of the ball, that maneuverer, that clever player, and we will get one in the summer, for sure."
Brendan Rodgers will make a decision on Fabio Borini's Liverpool future this summer.
The Italy international has spent the season on loan at struggling Sunderland and, due to the agreement with the Reds, will miss the match against his parent club tomorrow.
Tottenham have left a touching tribute to fans' favorite Jermain Defoe on the advertising hoardings of his new club, Toronto FC.


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Get Prompt Cash With Fast Bridging Loans
There are stringent deadlines when purchasing property and the plans one has may be ruined or made depending on their capacity to satisfy those deadlines. Typically, property prices are prolonged. If folks make promises on the basis of the outcomes they anticipate, they may find themselves in a tight place. By way of example, if one claims to pay for home through the profits from the sale of an older residence, they must wait for for the house to be sold. An individual can find a remedy for this financial dilemma problem through fast bridging loans.
Borrowers could get the sum they want within five working days through fast bridging loans. One might not get fast approval with the normal loans. Many weeks elapse before the news of any approval reaches the borrower. Borrowers should take care if they have to meet deadlines through the normal loans. A fast bridging is not comparable to some other loan when raising money in such a brief time.
A significant feature of the customers that get fast bridging loans is they're not short of money. However, the principal issue is that the access to money at the particular moment. This much like the period when folks wish to buy a new house when a lot of the resources are locked in the old residence. Therefore, provided that the property isn't sold, they'd need to shelve the plans of purchasing another.
This peculiar feature has a crucial bearing on the way in which bridging loans are designed. The person is expected to sell his old property and obtain the sale profits within a brief moment. If a few individuals have set their hopes on a consignment being received by a consignee; they expect that they'll get the profits within a short period. Therefore, the repayment of bridging loans is set within a short time that's as soon as the results become due.
Therefore, an Individual repay refund fast-bridging loans within a period not exceeding twelve weeks. However, if the creditors desire, they can repay the bridging loan much sooner if they possess the necessary money. The high-interest rate will encourage one to pay the loan in time. In case the repayment period is prolonged, the price of the interest goes up. Therefore, one ought to repay the loan promptly to maintain the price of the interest in manageable limits.
Borrowers can get help of up to $500,000 with fast bridging loans. The minimal sum one is anticipated to borrow is $25,000. This is the average amount and those providing the loan might approve a higher sum. Some factors determine the approval of the loan.
5 Key Takeaways on the Road to Dominating Deposits


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|[19689] MOROCCO - FRANCE�FRENCH OCCUPATION � "1912 ( Mar 27) Stampless postcard entitled Colonne de Fez - Medhya, - L' Abmulance showing tented Camp to Paris cancelled on picture side circular wavy lines Telegⁱᵉ Militʳᵉ date stamp & with violet circular Poste de Guicer /12 Mars 1912 / le / Commmandant D'Armees hand stamp .............................. ..........................From the beginning of 1900 European powers had designs to influence the political & commercial benefits of Morocco with France & Spain in 1904 signing a secret Treaty between themselves. The Algecires Conference of 1906 entrusted France & Spain to police the country. The Treaty of Fez was signed 30 March 1912 making Morocco a French protectorate which subsequently France & Spain split into 4 zones with France taking a much larger share.
|[18770] MOROCCO �1914 FRENCH FORCES at MARRAKESH to CASABLANCA� 1914 (May 13) Plain stampless envelope to military address at Casablanca cancelled Tresor et Postes aux Armees /Marrakech cds & with violet circular Unit cachet countersigned in manuscript by Capitaine ......................Morocco became a French Protectorate on 30 March 1912 & the occupation, conquest & pacification of rebelious tribes continues to 1934. Interesting inter unit military mail
|[18769] MOROCCO �1914 FRENCH FORCES at FEZ to CASABLANCA� 1914 (Apr 15) Plain stampless envelope to military address at Casablanca cancelled Tresor et Postes aux Armees /Fez cds & with violet circular 3rd Groupe D'Artillerie d' Afrique /3rd Bte. & unframed Le capitaine Martin, Command't 1a Bte 1/3 .........................................................
Morocco became a French Protectorate on 30 March 1912 & the occupation, conquest & pacification of rebelious tribes continues to 1934. Interesting inter unit military mail
|[10776] MOROCCO-ALGERIA-USA [WW2-FRENCH MILITARY MISSION] 1944(Dec 1) Plain envelope by Express to Raymund Etlin, c/o Comite de la Defense Nationale, Service des Missions, Alger & forwarded to Hotel Alrae, New York City bearing black on red Express label + Maroc 2f & 5f tied Casablanca Postes/Maroc d/s & additionally tied unframed French Military Mission h/s in black, plain label forwarding to Hotel Alrea is tied by Washington 3c Meter [5 Dec] cancellation & with on reverse Alger-Palais D'Ete/Alger [3 Aug] d/s & Washington DC Mail early for Christmas slogan[5 Dec] d/s.................Interesting item originating Casablanca, a den of spies & intrigue, to Algeria & then arriving Washington DC in 2 days
|[18768] MOROCCO - FRANCE�1912 FRENCH MILITARY FORCES at FEZ� 1912 (Sep 5) Plain stampless envelope with couple of minor stains to Chateaudun cancelled Tresor et Postes /219 cds & with violet unframed Troupes Debarquees Au Maroc & Le Cnc.Vieiller Charge Du Scc. Telque /dans le Secteur de Fez & on reverse Section Telque /Detach de Fez & Chateaudun /Eure et Loir (15 Sep) arrival cds.........Morocco became a French Protectorate on 30 March 1912 & the occupation, conquest & pacification of rebelious tribes continues to 1934. Mail from the first few months as a protectorate is difficult
|[15759] LAOS-MOROCCO-FRANCE [MILITARY/REDIRECTED/ELEPHANT/BUDDHA] 1956(Jun 26)Plain env by airmail to Infranc, Morocco & redirected to Drome bearing on rev River Mekong 3 x 20c, Luang Prabang 2 x 50c, King Sisavang 1p, Ninh Laphath 5k & Buddha 3k [SG 2, SG 4, SG 23, SG 45 & SG 50] making 10.60k rate tied Vientiane Phon-Xay d/s alongside Infrane/Maroc [3 Jul] transit d/s & w/circ Direction a'la Reignement du 2nd et au 3rd Degre/Royaume de Laos h/s in red w/Elephant in centre.....Scarcer & attractively fnkd redirected military related item using a combination of Piastre & Kip currency adhesives during this early period whilst still a Kingdom
|[10972] MOROCCO - FRANCE...WW1 MILITARY MAIL� 1916 (Feb 21) Plain stampless envelope to St. Etienne with along the top blue unframed Confins Algero-Marocains(Region Nord)/Poste de Berkane & cancelled Mohammed ou Berkane /Maroc cds & with blue circular Cercle des Beni Snassen /Place de Berkane with Liberty in centre & on reverse Saint Etienne /Loire (29 Feb) arrival cds
|[15322] MOROCCO - ALGERIA�.WW2 FRENCH AIR FORCE... 1941 (Feb 25) Stampless plain envelope to Alger cancelled Fes Ville Nouvelle cds & countersigned bottom left Pilote Abperiung, Base Aerienne le Fez & with red circular Ecole Pilotage et Base Aerinne /Le Commandant with Libery in centre hand stamp & black on buff Controle label tied black pointed oval Ouvert /TA 517 /Par Les l'Autorite Controle & on reverse violet boxed 25 hand stamps....................WW2 French Air Force mail is uncommon
|[15312] MOROCCO - FRANCE�.FRENCH OCCUPATION FORCES.. 1918 (Dec 17) Stampless Reunion des Officiers, Bou Denib, Maroc printed envelope to Paris cancelled Tresor et Poste 402 cds & countersigned with blue unframed Sub Lieutenant Menetrau /Convoi Auxiliaire No 21 with manuscript signature & blue ornate crescent shaped with Star at top Bou Denib /Convoi Auxiliaire Marocain /No 21 /le Lieutenent Commandant hand stamp
|[15305] MOROCCO - FRANCE...FRENCH FORCES REGISTERED... 1909 (May 17) Plain envelope registered to St.Gaudens bearing Maroc 10c & 25c tied Tresor et Postes 219 & with framed R with manuscript 169 above & unframed violet Corps de Debarquement de Casablanca & countersigned Le Chef de Detachement hand stamps with signature below & on reverse St. Gaudens (28 May) arrival cds
|[11185] MOROCCO-FRANCE [WW1 FRENCH FORCES] 1914(Nov 8) Plain envelope registered to Paris from Secretariat Bureau of Troops at Rabat bearing Maroc overprinted Protectorat Fraincais 5c, 10c & 25c tied Tresor et Postes/Rabat d/s & with red on white R/No 26 registration label with Rabat T & P h/s inserted in black & with circular Artillerie des Troupes Auxillaires Marocaines/Le Commandant h/s in violet & with on reverse Paris 114 [16 Nov] arrival d/s
|[11184] MOROCCO-FRANCE [WW1 FRENCH FORCES] 1916(Aug 1) Plain stampless envelope to Saone la Loire endorsed from soldier 114 Territorial, 24 Comp 6th Batt Oued Zem sub-div Tadia Oasis cancelled Tresor et Postes/Kasba Tadla d/s & with unclear 24th Company unit cachet in violet


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Our website, the Criminal Defense Lawyer Website located at www.LeifertLaw.com, is designed for general informational purposes only. Thus, the information herein should not be construed as legal advice on any subject matter, regardless of the tone or perceived implications. Individuals who read information on this website should not act or refrain from acting in any matter based on information that is presented to them on the website without seeking professional legal advice from an experienced attorney who has knowledge of the particularities of their case; each case is different and, as such, general information provided on a given topic is not applicable to every case that is related to the topic.
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Professional Kitchen at Home
You've certainly watched different cooking shows. And you definitely noted, how beautifully and ergonomically the kitchen of a chef was designed. Yes, this workspace itself inspires for creation of delicious masterpieces, not to mention, how easy and fun is cooking in such conditions. You've always dreamed of having a kitchen of a chef, haven't you? We'll show you how to equip such kitchen at home.
How to Equip Professional Kitchen at Home
Professional kitchen
Right zoning
Professional kitchen is always different from an ordinary one, primarily by its layout. They do not have many traditional cabinets and unnecessary items. All must be extremely accessible, not more than in an arm's length. Thus, the best way to store kitchen utensils is directly under the tabletop, on open shelves or in the roof rail. The main thing is to keep everything ready to use right now. It is desirable to establish a comfortable and aesthetic cabinet- pillars to store seldom-used items, which are usually installed outside the "hot" work area.
Preparing the island
Kitchen island is an ideal work area for any professional chef. First, it is possible to come and work from any side; and secondly, the "islands" are equipped with all the necessities: worktop, hob and sink.
It is possible to work freely without interrupting. Of course, there should be a good hood over the island, which can be used also to hang pans, colanders, skimmers, ladles, spatula and so on.
Choosing a good working surface
Kitchen pros should include extremely durable work surface that is easy to clean from dirt. For example, a noble and beautiful wood is not suitable because of its porous structure. All the dirt will remain in small crevices of a wooden tabletop, which is very unhygienic. Laminated boards are also not suitable for the same reason. If you want a beautiful and reliable composite countertop, choose a heat-resistant and dense quartz. But the ideal option would be stainless steel, not glossy, but matte. It is not only rational, but also incredibly stylish.
Kitchen appliances
If you plan to cook in your kitchen more sophisticated dishes than fried potatoes or chicken in the oven, then do not be limited by a standard set of kitchen appliances. In addition to the oven, cooktop , microwave and fridge, it is desirable to have also heating cabinets, whereby cooked delicacies are moistened and heated as needed. Professional chefs often use plates with grill.
It is worth also to acquire a wine rack and a dishwasher. It is certainly not a requirement, but if you want to equip a professional kitchen, you should not save money on such things.
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Why not join the gym today? Why wait until January when the gyms are so busy you won't be able to find a machine to use. A busy gym can sometimes be stressful and de motivating, not being able to get on any of the machines will more than likely annoy you.
In the weeks leading up to Christmas the gym is usually pretty quiet and it's the perfect opportunity to branch out and try new machines or classes you have never contemplate trying before. It is also a great time to burn off a few extra calories that you may be consuming during the festive period.
If you are thinking about joining a new gym you should do you research before joining the gym as it is likely you are going to be spending a lot of time there. We have been members of several gyms over the years and always take into consideration the below tips before joining.
We hope our top tips help you make the right decisions and go on join the gym today you won't regret it!
Location- the location of your gym is probably one of the most important factors you should take into consideration. In the past we have been members of gyms that have been a fair few miles away from our house. We like to attend a gym that is close to our houses and also means we can attend before or after work without having to go home first. Why not join a gym that is on your way to and from work that way you have no excuse!
Opening hours- is the gym open when you are likely to use it most? Lots of gyms are now open for 24 hours but not all are so it is important you check their opening hours. You will need to decide what time of day you are likely to exercise to ensure the hours fit your schedule. If the opening times don't fit your schedule it is likely you will be paying for something you can't access.
Monthly Membership Fees- You will need to take into account how often you are going to attend the gym. We like to work out the amount of days we will train at the gym in a month and divide this by the membership fee that way we can see the cost per trip. It is also important to check if you have a rolling contract of if you are committing yourself to an entire year as a member.
Fitness Classes- There are several questions you should ask yourself regarding fitness classes; Does your gym have fitness classes included in your monthly membership? Are you likely to attend many of the classes? Will attending classes motivate you? What is the timetable like? You should also ask the gym staff if you need to turn up early to the class to reserve a spot.
Personal Training- Some gyms have a lot of personal trainer, if you gym is quite small you should take this into consideration as they can sometimes take up a lot of floor space. On the other hand if you want a personal trainer at the gym this might be a positive as you will have a selection to choose from.
Facilities available- we would suggest emailing the gym and asking them about their facilities do they have enough machines to go around? It is important you make sure they have a wide variety of machines in case you every want to branch out in the future. We like to go to the gym before work so it is important the changing rooms are clean and have working showers. Some of the boutique gyms also offer a towel service which is great.


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Isuzu FVR 900 , 9 ton, 2007
We specialise in the supply of used crane trucks and used truck mounted cranes. We match the second hand crane of your choice to the second hand truck of your choice. We can supply the used crane or the used truck, or both. We also specialise in other used lifting equipment eg second hand Telehandlers. We also do crane repairs and servicing.
We can also source and supply used rough terrain cranes, used crawler cranes and other lifting equipment.
All our used equipment comes with a minimum 3-month structural warranty.


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Noon Group Classes
Offered Thursday and Friday weekday from 12:00 – 1:00pm, the noon group class is suited for those that can not attend the evening group classes. This class is often attended by professionals, such as law enforcement professionals, that work night shifts.
This class is very eclectic, and can cover the whole range of what we teach, depending on the needs of the students. Often covered are:
- Fitness
- Strength Endurance
- Cardiovascular exercises
- Kenpo Self Defense
- Shootfiughting / MMA
- Tactical control techniques
- Stretching
- Sparring
- Weapons practice
Students that come to this class consider it a hidden gem. Since it generally has fewer students, you are able to get more individualized instruction. One major benefit of being a full time Martial Arts school is the ability to run day time group classes.
Return to Schedule of Groups


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Return to: College of Nursing and Health Professions
A grade of C or better is required in all Nursing courses. A typical semester-by-semester course schedule is listed here. Refer to the Nursing department page for information about the program, including BSN admission requirements.
Bachelor of Science/World Languages and Culture Credits: 3
All nursing courses with the exception of NURS 353 , NURS 356 , and NURS 467 include either seminar hours (2 seminar hours = 1 hour) or skills lab/clinical experiences (3 clinical hours = 1 hour).


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Worldwide acceptance
The Dubli Prepaid Debit MasterCard® is accepted at all locations where Debit MasterCard® is accepted worldwide. You can use the card at point-of-sale locations or online to make purchases and at ATMs to withdraw cash. You can also load funds directly from your Cash Back Dashboard onto your Dubli Prepaid Debit MasterCard®.
The following fees are required upon approval for the *Prepaid Dubli Debit MasterCard®
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*Additional load fees and monthly maintenance fees may apply. Please contact Payoneer for more information.
How to qualify
To qualify, you must be over the age of 18, have an active VIP Rewards Membership and accrue at least $25 of available Cash Back in your account. Simply click on the Apply Now link and you will be taken to an application page. Unlike a credit card application, your credit worthiness does not impact your application approval. Your tax identification number is not required.
How to check the status
Once you have completed your application, Payoneer will email the status of your application to you – i.e., approved or denied. This process should take no longer than two business days. We encourage you to watch for any communication from Payoneer; in some instances, your identity may need to be verified based on the application details provided and may delay approval. Once you have been approved, please allow 12 business days to receive your card if you live within the U.S., or up to 35 business days if you live outside of the U.S. In most cases, delivery will be faster.
Card activation
Once you receive your card, you must activate your card online at www.payoneer.com or by phone using the instructions found in the literature included with the card. After activation, you can load funds from your Cash Back Dashboard to your new Dubli Prepaid Debit MasterCard®.


text: I was working at a Phoenix restaurant as a Cook in the early 70's, when a waitress told me to wait on customer ,because she had to go to bathroom. The man was Cesar Chavez, he told me about the hard working condition of the Farmworkers. How they were suffering because they had to work long hours bent over with a little hoe. He also told me that in Arizona they would get paid less is they were mexicanos. I told Cesar that my dad was a retired Veteran and had 19 children and worked the fields to take care of his family. I also told him my older brothers and sisters also worked the fields. He said the hispanics get one dollar an hour the others get paid two dollars and tweenty five cents. I told Cesar that I had worked the grape fields during my junior high years. That day ,after hearing Cesar's compelling story I called my mother and told her I was going to go Boycott outside of a Safeway store. My dad called me back and said let me meet this man and shake his hand. This was the beginning of my advocacy work for Farm Workers. I did march with Cesar in Marana Arizona, Fresno ,Delano California. I had the opportunity to pray with Cesar many times and ask God's protection on us. I also prepared meals for Cesar Chavez, Bill Soltero,Billy ,Hector Ledezma, and Sonny Montoya while also volunteering to boycotts grapes and lettuce. Still In God's service, Rev Eve Nunez


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Monday, January 25, 2010
Freedom Isn't Free
My father-in-law is a decorated Korean War veteran. He's an interesting man, smart, opinionated and with a dark side that he's managed to compartmentalize over time. Some of the most memorable conversations I've had with him concerned the nature of evil and questions of identity.
"Everyone's from somewhere," my mother-in-law chimes in.
"That's right, you don't hear of English-Americans or Greek-Americans," my suegro continues.
"I've heard of them," I'm tempted to say but decide that just this once I'll listen instead of talk.
Deep down, I already know what they're saying. Why do we qualify the word American with information about our heritage? Why don't I say I'm Vegetarian-American, or I'm Feminist-American? Those are bits of information about me that say something about who I am too. Hmmm, maybe he's got a point there.
What purpose does it serve to hyphenate our nationality? I don't know. I mean, doesn't it make it easier for people to make assumptions about us, perhaps even stereotype us? I recall an episode from my high school days when I was asked to paint a mural at school. I was excited at first and dreamed up a surreal image from my fevered imagination but I came crashing back to earth when I was told what I could paint - an Aztec pyramid with a eagle perched on a cactus in the foreground, something that would "be meaningful for the Mexican-American students." I couldn't figure it out. If anyone was Mexican-American, I certainly fit the bill but I didn't limit myself to the iconography of past generations.
I've been calling myself a Chicana for a many years now and before that I was Mexican-American, briefly Hispanic and for just a split second, Latina. When I lived in Los Angeles, if someone asked, I would say I was a Chicana and I felt pretty confident that the person knew what that meant, but maybe I was assuming too much.
Let me define my terms. I think of Chicanas/Chicanos as US born individuals who, although born and raised in the United States, retain an awareness of our Mexican heritage and find strength and hopefully wisdom in the balancing of our dual cultures, creating a powerful hybrid identity. People who define themselves as Chicana or Chicano oppose assimilating the values of the dominant culture and make a conscious decision to retain our duality and allow it to guide our personal and political decisions. Well, that's what it means to me anyway - I wouldn't mind if people assumed all those things about me when I say I'm a Chicana.
Here in Phoenix, it's different. First of all nobody ever asks, they're too darn polite, but there's also the fact that in Phoenix I have...let me see...one...two...make that zero Chicano friends. I don't know very much about my friends' cultural backgrounds, but with names like Wass, Forsythe, Budzak, Peters and Mar I have a feeling they're not Chicanas. I don't even know if they know that I'm Chicana or what one is (unless they're reading this right now) but it just doesn't seem to matter. To them I am the crafter, the (hyphenated) dog-walker, the mom. They relate to the part of me that gels with the part of them which we have in common.
So when does nationality matter? I suppose it matters most when you're fighting a war or defending whatever you see as patriotic values (Freedom Isn't Free). I think my father-in-law probably fights that war every single day of his life.
8 comments:
- Matt "Max" Van said...
I know where I come from. Let me start with that. I know the reason why nobody says "Dutch American" or the like is because northern Europeans are "normalized"-we're the supposed majority group.
At the same time,I think it'd be better if I had to wear my biography on my sleeve. See, it'd be easier if I could just preface every new introduction with- I've got a dutch name, but my family fled russian persecution to get that dutch name, and hide their background, and their religion. But that wasn't enough, and my Dad still ended up in a camp. So, that's why I'm in America, now. The family kept running, after those camps, hoping we could assimilate somewhere else. But, then, they raised me in South El Monte, where my chances of assimilating were nil, but I still tried, so if I talk about the Chicano movement in my neighborhood, I'm talking about a sense of identity I was most definitely not able to be a part of. So, If I say I'm "Dutch American" I'm jutting my jaw, and saying Hey, I'm from somewhere, I mean something different from just another generic WASP.
Then, there's my wife. She's Finnish American. She'll introduce herself as that. Her mother speaks with a strong accent, and her father was in the navy. So, my wife is a citizen of both this country and of Finland. But, her mother looks more Estonian than Finnish, and her father was Spanish enough that my wife qualifies as "Hispanic" on census forms, which would erase that slavic minority Finnish background. If Americans knew Finland, she'd probably say that she's Karelian-American, but they probably still wouldn't understand.
My point? It's small, only that these labels are practically meaningless in describing us. What does "American" mean to a Karelian? What does "Dutch" mean to a russian jew? What does "Hispanic" mean when it applies to someone who is more something else than they are from a spanish background? What should "Mexican American" mean, unless it's referring to a bad musical number by Cheech Marin? Going back to the beginning, I know the position I'm in. I know that I've got certain options, and certain conditions available to me. That part makes a certain kind of horrible sense- people who look like me control an awful amount of wealth and power. But, does all that negate the rest?
(In other words, I'm with your father-in-law- no need for any kind of label because it only confuses things, but if you have to have a label- go with the broadest one possible)
- melississippi said...
hi mrs. name dropper :) so i am very much a "white" american, my last name was mooney before I was married but we didn't get much into my german/irish/scottish/french heritage when i was growing up. what's funny is that when i got married i got a polish last name-budzak, but instead of learning anything about polish heritage i have learned more and more about chicano culture because i got a mother in law who is a first generation "mexican-american"
- Chris Wasserman said...
I completely relate and agree with Max's comment. As the experience of miss-assumption of one's heritage becomes more common, I can only hope that it is the commonality of interests that brings people together over the perceived differences in heritage that segments our population.
As a person of Jewish heritage with a Christian first name, a German last name, and the fair skin of my Austrian grandmother, I've been privy to a lot of antisemitism because it was assumed that I was "one of them" and not one of "those people". I like to call my heritage "Eastern Bloc Mutt", as my grandparents fled persecution from Austria and Russia (parts that are now known as Latvia and the Ukraine).
In college, I had an "African-American" minority studies teacher that liked to refer to Caucasians as "European-Americans". Just to be sassy, I spoke out and said that my family was from Russia, which is technically part of Asia, so I really should be referred to as an "Asian-American". He tried to ignore me as much as possible.
I recall being impressed with Jose Vasconcelos' essay "La Raza Cosmica" (1925) when I was in school. Although it seems woefully Pollyannaish now given the current state of humanity, I loved it in that anything-is-possible first year of college.
Here is an excerpt from the Wiki entry:
"La Raza Cosmica expresses the ideology of a future "fifth race" in the Americas; an agglomeration of all the races in the world with no respect to color or number to erect a new civilization: Universópolis. the "universal era of humanity". La Raza Cosmica embodies the notion that traditional, exclusive concepts of race and nationality can be transcended in the name of humanity's common destiny.
- Teresa Sullivan said...
I lived in Phoenix from 1972 - 1978, from first through 6th grade. I had older brothers and sisters who were in high school (Alhambra) then. My family is white. My sisters hung with their Chicano and Black classmates, one of my sisters mentioning that she couldn't relate the (white) cowboy thing. My former brother-in-law came to the U.S. from Mexico when he was about 1-1/2 years old. Does anyone remember that a lot of Spanish-speaking/Brown people were here before the postwar boom period?
I might have a sense of the arbitrariness of race and family as my two brothers were adopted. They kept their real last names, but like my sisters and I they are short, with brown eyes and brown hair. They began living with us when I was less than a year old, so I got used to it naturally. There was still plenty of otherness-type feelings and family chaos that resulted, though.
Sorry if this sounds disjointed. When my parents divorced and I was moved to Portland, Oregon, I asked my mom "How come everyone's so white?"
- Teresa said...
Don't wanna beat this to death, but the bottom line (and this is usually less visible/noticeable to white people like me) is that: my dad, as a white guy, has a statistically smaller chance of being questioned by another person(verbally or non-verbally) as to whether he's here legally/legitimately/etc. than Alice's father-in-law, regardless of length of time lived in the US, military service, etc. This is irrational, of course, and can never be justified. One way to combat this is by talking about it, individual to individual and group (rather than just passively listening to some angry radio commentator). Thanks, Alicia, for bringing this up!
- fauxtografer said...
I lived in Jacksonville FL for the greater of my elementary years (early 70's) where the majority was "African-Americans," bused in from the city, and "caucasians." I don't remember the use of those terms, what comes to mind is "blacks" and "whites." Nonetheless, at recess I associated with schoolmates by the level of amusement not skin color.
We moved to the suburbs of San francisco in the late 70's where I was to graduate high school. My high school may have had a population of close to 1,000 students ranging from multiple walks of life. At this juncture in life I still don't recall nationality or race being a focal for me, I'm not denying it existed because around the age of 5 I was wooped with a leather belt for calling my sister the"N" word.
I didn't know what it meant, I probably heard it at school, all I know is my parents would not tolerate that word.
I think the first time I really took notice to the categorizing of nationalities was when I moved to LA. I also felt a sense or racial tension that I had never observed before. Perhaps because the city is so huge? Perhaps it was just me? I don't know.
As I grew older I also took notice to the section at the end of a survey, or some sort of form that I needed to fill out, asking me to check the box which best describes your nationality. Well i'm not "native-american" nor am I "asian" or "african-american", "caucasian" what's that? I never really question my heritage before. My mom says german, irish, french, spanish. I've heard my great great great grandfather came from cuba worked for a family and had adopted their name's sake. I used to check "white" and now for as long as I can remember, I check "other." Not because I feel none apply to me, but because who needs to know, why and what difference does it make?
The short of it is, for me, nationality was never an issue on how I perceived myself or others. I don't believe it was taught to me directly, but that it was systematically introduced to me.
I just want to say thank you for talking about what it means to be a Chicana to you. I find your website particularly nice because not only is Los Angeles punk in general under-recognized in the history of punk rock, but Chicana/o contributions to punk are seldom IF EVER recognized. It's nice to see one of the pioneer punks talk about such personal issues around ethnicity and race and punk music.


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Weight: 2.70kg
Product Code: CSA700


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We Try The Controversial Insta-Famous Stick On Push Up Bra
Chances are if you have Instagram, you've seen celebs like Blac Chyna and Amber Rose promoting a new type of push up bra.
For the ladies who are not so blessed in the chest department, these push up bras are giving them lyfe.
There are many brands of this new bra, some that work better than others, so we wanted to test them out for ourselves.
Thanks to Baby Boo Fashion, The Thinkergirls were able to get their hands on a pair each... and let's just say... the results were awesome.


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Is Your Social Networking Feed an Addiction?
One of the problems seems to be that we all love the positive reinforcement we get from social networking sites like Facebook, Twitter, LinkedIn, Pinterest and Tumblr. Another may be that most people don't see social networking as a harmful addiction. After all it's not like huffing cocaine or mainlining heroin.
But are our beliefs true? There's no harm? What about body image? Seriously, who posts a picture when they look like something a dog just vomited on the floor? We see fabulous pics of our fabulous looking friends doing fabulous things. How does that affect our self-image? And what about being left out when your friends post party pics? There's even an an acronym for that--FOMO (fear of missing out) leaving one feeling depressed and alone.
Here's how researchers measured social networking addiction:
Sheesh, no wonder there are so many car wrecks. Are you hooked? Do you have to respond to those not-so-subtle dings that announce a post to your feed of choice? Can you avoid responding? Any advice for those that are hooked?The researchers used functional magnetic resonance imaging (fMRI) to study the participants' brains while they looked at a series of computer images — some Facebook logos, and others of neutral traffic signs. The students were told to either press or not press a button in response to each image.The higher people scored on the Facebook addiction survey, the more likely they were to quickly hit the button when viewing Facebook images compared to neutral images. Similarly, the participants were more likely to mistakenly press the button when they saw a Facebook logo versus a neutral traffic sign. Essentially, the Facebook cues were much more potent triggers in people's brains than the traffic signs.That means that, if you're driving on a street next to someone who has a compulsive relationship with Facebook, they are "going to respond faster to beeps from their cellphone than to street signs," one researched told Live Science. "That's the power of Facebook."
Not as bad as cocaine? Tell that to the person hospitalized by a texter on the freeway.


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Events are as individual as people. Each has its own characteristics, goals and needs.
That's why at Henri Forman Event Management we get to know the detail of every event in our care, from a meeting for 30 to a conference for 600.
We always remember it's your conference, your meeting, your event and we work closely with you to provide as much or as little support as you require.
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Is being nice "like a girl" really shrewd business? The book How to Run Your Business Like a Girl: Successful Strategies from Entrepreneurial Women Who Made It Happen by Elizabeth Cogswell Baskin explores the practices, strategies and philosophies of women business owners and how being "nice like a girl" helped their businesses:
Let your employees bring their kids to work
Tara Mediate of KooKoo Bear Kids provides a space for her employees' kids to be at the office, complete with video games, art supplies and sleeping bags. She employs a lot of mothers, and mothers often have to deal with sick kids or teacher workdays. Sounds like she's just an understanding boss, but by offering this option, her employees show up for work on days they might otherwise have to call in absent.
Provide a quiet place for employees to relax – or nap
Patrice Tanaka of PT& Co built a meditation room in her Manhattan offices. Employees are encouraged to use the room for a quiet break, or even to take a snooze. Sounds like she's condoning slacker tendencies, but her business depends on her employees' ability to come up with creative ideas at a fairly relentless pace – so the time and place to slow the mind can actually result in more productivity.
At networking events, focus on listening to everyone else talk
Chellie Campbell of Financial Stress Reduction makes a point of saying very little about her own business at the many networking functions she attends. Instead, she encourages the people she meets to tell her all about themselves and their businesses. Looks like her mother raised her to be polite at parties, but really she's developing relationships she can continue with follow-up calls. Then she'll ask them even more questions about themselves until she knows enough to drive the sale home.
Offer prime benefits, even during your lean startup days
Patrice Tanaka of PT&Co has always provided her employees with full benefits beginning their first day on the job, as well as flex time, paid personal days and three months paid maternity leave. Sounds like she's putting an unnecessary burden on company finances, but in a business that lives and dies on recruiting and keeping top talent, these benefits have helped her build and retain a star-quality team and be named one of the top 15 family friendly workplaces in America by Working Mother magazine.
Treat your customers like your friends
Tara Mediate of KooKoo Bear Kids encourages her customer service people to treat every customer like a good friend, even when the customer is downright rude. In a business of marketing to new mothers, she knows her customers may be operating on too little sleep and too many hormones. With the price of producing glossy catalogs and buying mailing lists, she also knows how much it costs to get that customer to pick up the phone – and she doesn't want to blow the sale.
Keep yourself under committed
Chellie Campbell of Financial Stress Reduction makes a point of not taking on too much. She keeps her calendar so free that she can even take an afternoon nap, if she wants. Sounds like a nice life, but it's her way of keeping herself fresh enough to be operating at her best for her workshops, speaking engagements, and sales calls.
Recommended Books on Women Business Owners:
- Nine Lives: Stories of Women Business Owners Landing on Their Feet
- The Women's Small Business Start-Up Kit: A Step-by-Step Legal Guide
- 12 Secrets of Highly Successful Women, The: A Portable Life Coach for Creative Women
- Women Entrepreneurs Only: 12 Women Entrepreneurs Tell the Stories of Their Success
Similar Posts:
- What Motivates Women to Start a Business?
- How to Market to Women
- Hiring and Retaining Good Employees
- Working at Home During Summer Vacation
- Nice Girls Don't Get Rich: 75 Avoidable Mistakes Women Make with Money


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Craig Wood, University of Kentucky
Contrary to popular belief, many horses that have dangerous parasite levels appear to be perfectly healthy. From the outside they may be fat, sleek, and shiny, while on the inside worms are doing irreparable damage. But in other horses, especially young ones, parasites can take a visible toll.
Signs of infestation might include:
One of the most underutilized tools in an effective parasite control program is the fecal examination, which merely involves taking two to three fresh fecal balls to your veterinarian for laboratory analysis. This simple process can identify the specific parasites infecting a horse. Rarely are the worms themselves visible in the manure. But by counting the types and numbers of parasite eggs present in the fecal sample, your veterinarian can recommend the right deworming agents to do the job. Counts of fecal eggs per gram counts also tell an owner about the degree of parasite infestation on a farm or within a herd. The fecal exam is a cost-effective follow-up to deworming to determine whether the dewormer has worked. It is good practice to do a fecal EPG count within two weeks after deworming.
Management programs that interrupt the life cycle of the parasite before infestation occurs are the keys to successful control. Clean and sanitary stall areas are essential. Manure should be removed and placed in a compost pile or spread on cropland or pastures not being grazed by horses. The larvae in composted manure will be destroyed if sufficient heat is built up. Spreading manure by dragging pastures will decrease incidence of infective larvae if the climate allows for drying of manure.
Alternative grazing with ruminants (cattle or sheep) and pasture rotation schemes will aid in disrupting the parasite life cycle. Grazing ruminants in rotation with horses will reduce parasite infestation, because most internal parasites are host specific. Pasture rotation may also help by decreasing incidence of overgrazing, thus decreasing ingestion of parasites.
Vacuuming or collecting fecal material in pasture is expensive, but it can be very effective. Grouping horses in pastures according to age will help minimize young horses coming in contact with heavy larval infestations. For example, pasture mares and foals away from other horses less than 2 years of age. Yearling horses often need a different control program than a broodmare. It can be more difficult to control parasites in a herd if all ages and classes of horses are in a pasture together. Be sure to isolate and deworm all new arrivals to the farm. When feeding horses, always provide hay mangers and feed bunks. Feeding horses on the ground and not out of containers increases the risk of parasite infestation. All feeders, buckets, and water troughs should be routinely cleaned to help prevent fecal contamination of feed or water.
Various types of chemicals called anthelmintics, or antiparasitics, have been developed to eliminate parasites. These chemicals work in a number of ways. Some paralyze the parasite, thus allowing the host to expel them. Other chemicals prevent nutrient utilization or limit reproductive capabilities in the parasites, thus killing them or stopping the life cycle. A large number of commercial antiparasitic compounds are currently on the market to remove internal parasites from horses. These antiparasitics are separated into six major classes. The more common classes are avermictins/milbimycins, benzimidazoles, and pyrimides. These anthelmintics are available in different physical forms (paste, feed additives, gel, drench) and are sold under several trade names. Antiparasitics are effective by all routes given, provided an appropriate dose is administered based on the horse's weight and the entire dose gets into the horse.
Knowledge of antiparasitics is important because these chemicals vary in their ability to remove specific parasites. For example, a compound may be effective at controlling strongyles and ascarids, but not bots or tapeworms, whereas another chemical is effective in controlling ascarids, strongyles, and tapeworms, but not bots. In addition, some anthelmintics are not safe for certain classes or ages of horses.
A rotational treatment protocol, which is alternating between classes of anthelmintics, is often utilized to avoid resistance to an anthelmintic class. There are several deworming strategies used in equine parasite control and all have advantages and disadvantages. Some of the common strategies are:
Factors such as climate, humidity, season, rainfall, stocking rate, age of the horse, and financial resources of the owner all affect which strategy is chosen. It is critical to consult a veterinarian in establishing an effective parasite control program.
In most circumstances, a horse will need to be dewormed four to six times a year starting at about 4 to 8 weeks of age. Some anthelmintics are toxic to young foals, and the labels and package inserts should be read carefully. Typically, parasite control programs are most effective if treatments are administered at the times when environmental conditions are favorable for hatching of eggs or development of larvae, which is the time when transmission of infection is likely to occur. An essential component to an effective parasite control program is checking the efficacy of that program by evaluating fecal samples for parasite eggs on an annual basis.


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Are You Ready for Some Baseball?
Football is better, but this will help pass the 153 days until Bama kicks off the new season with the ritual sacrficial lamb otherwise known as Western Carolina. I can't wait!
In the meantime, baseball continues to limp along. If you want two quick snapshots as to why baseball is run by the gang who can't shoot straight, here you go. First, the opening game tomorrow night does night feature the Cincinnati Reds. For decades the Reds appeared in the first game every year as a tribute to their status as the first full-time professional baseball team. That tradition was junked a few years ago when ESPN started picking who played first. One of the biggest things baseball has going for it is the rich history they enjoy...and they continue to treat it like so much garbage.
Second, despite his complete disregard for both the law and the rules of the game, Barry Bonds is apparently going to be allowed to continue playing so that he can "break" Hank Aaron's home run record. This is an utter joke. The chemically-enhanced, tax and spouse cheating jerk may hit more balls over the fence than Aaron did, but he will never break the record. If the lords of baseball had the guts to do what was right, Bonds would get the Shoeless Joe treatment and be banned for life.
Anyhow, the Braves kick off on Monday with the Philadelphia Filthies, and I am hoping for a return to form after last year's collapse. Almost nobody is giving the Braves much of a chance...and maybe this year we'll sneak up on some people and return to our rightful position in first place.


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Tens of thousands of well-wishers lined the banks of the River Thames on Sunday to wave off the Derry~Londonderry~Doire and her fellow racing yachts as they set off for the 10th edition of the famous biennial Clipper Round the World Yacht Race.
The fleet of 12 identical 70-ft. ocean racing yachts, along with a flotilla of RNLI support vessels and spectator boats, participated in a spectacular parade with London's iconic Tower Bridge lifting to salute the crew twice ahead of their ocean odyssey.
"Our crew are everyday people who are taking on one of the world's toughest endurance challenges," stated Clipper Race founder and legendary yachtsman Sir Robin Knox-Johnston (76), who became the first person to sail solo non-stop around the world in 1968-69.
Leading the Derry~Londonderry~Doire yacht is Daniel Smith, 32, a senior yachting and sailing instructor from West Kilbride, Scotland, who has taken a sabbatical from his job at SportScotland National Watersports Centre, Cumbrae to sail around the world,
Dan said: "I'm really excited.
"We have spent a lot of time getting the boat ready and now cannot wait to get going," he added.
The opening leg of the race takes the teams over 5,000 nautical miles from the British capital, across the Atlantic Ocean, including the challenging Doldrums, to Rio de Janeiro, in Brazil.
The fleet will arrive into Derry's Foyle Maritime Festival after crossing the Atlantic Ocean in the homecoming leg in July 2016.


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After much ongoing debate, President Barack Obama vetoed legislation to approve further construction on the controversial Keystone XL pipeline. What makes the announcement particularly exciting is that Obama cited environmental concerns, and particularly concerns about climate change, as his reason for issuing the veto. With the move, the President is proving himself to be a leader when it comes to taking action against global climate change.
"President Obama is the first world leader to reject a project because of its effect on the climate. That gives him new stature as an environmental leader, and it eloquently confirms the five years and millions of hours of work that people of every kind put into this fight. We're well aware that the next president could undo all this, but this is a day of celebration," said Bill McKibben, founder of 350.org.
Running from Alberta, Canada across the U.S. border into Illinois, the current Keystone XL represents less than a third of the envisioned project. The remaining stretch of pipeline has already been built and is proposed to run through Montana, South Dakota, Nebraska, Oklahoma, and Texas, ultimately to refineries in the Gulf Coast.
Related: Keystone XL to emit 1.37 billion tons of greenhouse gases, EPA finds
Advocates argue that Keystone will create American jobs but opponents fear the adverse environmental effects of tar sand oil mining. According to a State Department review, extracting crude oil from oil sands releases about 17% more greenhouse gases than standard oil extraction.
Proponents of the pipeline are expecting this to be the first of many in a series of vetoes on measures that Republicans will send to Washington. After Republicans took control of the Senate in January, the President has proposed plans to reject several GOP backed measures including bills overturning his executive action on immigration and legislation reversing the Affordable Care Act. It is presently unlikely that GOP policymakers will have any traction on reversing the veto.


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