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Idea in Brief
The Problem
Although most organizations have long had training programs and grievance procedures in place to address the problem of workplace sexual harassment, today some 40% of women say they've been harassed at work—a number that hasn't changed since the 1980s.
The Research
The authors examined the programs and procedures used by more than 800 U.S. companies from the 1970s to the early 2000s and discovered that most of them had done more harm than good.
The Way Forward
Employers should redesign training programs so that they treat all workers as victims' allies rather than identifying some of them as potential perpetrators. And they should supplement legalistic grievance procedures with less-formal complaint systems to provide victims with quick responses that don't spark retaliation.
The term sexual harassment spread through academic circles in the 1970s and began to gain traction as a legal concept in 1977. That year the feminist legal scholar Catharine MacKinnon put forward the argument that workplace harassment constitutes sex discrimination, which is illegal under the Civil Rights Act of 1964. Federal judges had previously rebuffed this idea, but by 1978 three courts had agreed with MacKinnon, and in 1986 the Supreme Court concurred.
The watershed moment for the concept came in 1991, during the Supreme Court nomination hearings for Clarence Thomas, when Anita Hill accused Thomas of having sexually harassed her while she was his assistant at the Equal Employment Opportunity Commission. Hill's televised testimony rocketed sexual harassment into public awareness and prompted many women to come forward with their own stories. Recognizing the extent of the problem—and growing increasingly worried about their legal and public-relations exposure—many companies decided they had to address it. They moved fast. By 1997, 75% of American companies had developed mandatory training programs for all employees to explain what behaviors the law forbids and how to file a complaint, and 95% had put grievance procedures in place for reporting harassment and requesting hearings. Training and grievance procedures seemed like good news for employees and companies alike, and in 1998 the Supreme Court ruled in two separate cases that companies could protect themselves from hostile-environment harassment suits by instituting both.
Confronting Sexual Harassment: Series reprint
For a couple of decades most organizations and executives felt good about this: They were dealing with the problem. But sexual harassment is still with us, as the #MeToo movement has made clear. Today some 40% of women (and 16% of men) say they've been sexually harassed at work—a number that, remarkably, has not changed since the 1980s. In part that could be because women are now more likely to use the term "harasser" than "cad" for a problem boss. But given how widespread grievance procedures and forbidden-behavior training have become, why are the numbers still so high?
That's an important question, and we recently decided to try to answer it. We did so by taking a serious look at what happened at more than 800 U.S. companies, with more than 8 million employees, between the early 1970s and the early 2000s. Did the programs and procedures that these companies introduced make their work environments more hospitable to women? We focused in particular on how those initiatives affected the number of women in the managerial ranks. We tested two hypotheses: First, if the programs and procedures are working, they should reduce the number of current and aspiring female managers who leave their jobs because of sexual harassment—and thus we should find more women in management over time. Second, if the programs and procedures are backfiring, current and aspiring female managers should be leaving their jobs in even greater numbers, and the overall number of women in management should be declining.
Our study revealed some uncomfortable truths. Neither the training programs that most companies put all workers through nor the grievance procedures that they have implemented are helping to solve the problem of sexual harassment in the workplace. In fact, both tend to increase worker disaffection and turnover. To us the takeaway seems clear: The programs and procedures that the Supreme Court favored in 1998 amount to little more than managerial snake oil. They are doing more harm than good.
We have to do better. The good news is that our study revealed ways in which we can.
The Trouble with Harassment Training
Does harassment training that focuses on forbidden behaviors reduce harassment? Apparently not. When companies institute this kind of training, our study revealed, women in management lose ground. To isolate the effects of these programs, we used advanced statistical techniques to account for other changes in a firm, its industry, and its state that might be affecting the numbers of women in management. We found that when companies create forbidden-behavior training programs, the representation of white women in management drops by more than 5% over the following few years. African American, Latina, and Asian American women don't tend to lose ground after such harassment training is instituted—but they don't gain it either. White women make up three-quarters of all women in management and half of all women in the workforce, so as a group they bear most of the training backlash.
Research shows that harassment training makes men more likely to blame the victims.
Why would training designed to educate employees about harassment create a backlash? That seems counterintuitive. The problem is with how the training is presented. Typically it's mandatory, which sends the message that men have to be forced to pay attention to the issue. And it focuses on forbidden behaviors, the nitty-gritty, which signals that men don't know where the line is. The message is that men need fixing.
Start any training by telling a group of people that they're the problem, and they'll get defensive. Once that happens, they're much less likely to want to be a part of the solution; instead they'll resist. That's what happens with harassment training: Research shows that it actually makes men more likely to blame the victims and to think that women who report harassment are making it up or overreacting. No surprise, then, that in a 2018 study carried out by the Pew Research Center, more than 30% of men said that false claims of sexual harassment are "a major problem." And no surprise that 58% of women who had been harassed said that not being believed is a major problem.
This dynamic plays out in predictable ways—one of which is that men, put on the defensive, make jokes about the training scenarios and about harassment itself. The phenomenon is so common that the writers of The Office devoted an entire episode to it. At one point Pam, the receptionist, wearily tells the camera, "Usually, the day we talk about sexual harassment is the day everyone harasses me as a joke."
What about men who are prone to harass? The reason we make training mandatory is to reach those men. Does training help them, at least? No. Research shows that men who are inclined to harass women before training actually become more accepting of such behavior after training.
Even so, what do companies usually do when they find men culpable in a grievance process? Sentence them to more training. Six states, including California and New York, now require all employers to provide harassment training to all workers.
George Orwell, meet Franz Kafka.
Training Alternatives
If the typical harassment training leads to the loss of female managers and makes the bad guys a little worse, it's probably time to start thinking about more-effective types of training. We've identified two in our research.
Bystander-intervention training.
This is the most promising alternative we've come across. Sharyn Potter and her team at the University of New Hampshire's Prevention Innovation Research Center have long conducted interesting experiments with it on college campuses and military bases, where harassment and assault are rampant. A dozen years ago they piloted a college bystander-intervention program that has since been used on more than 300 campuses. In 2011 it was adapted for the U.S. Army.
In their programs, Potter and her team start with the assumption that trainees are allies working to solve the problems of harassment and assault rather than potential perps. Everybody's job is to nip misbehavior in the bud. It's the "If you see something, say (or do) something" approach. Properly trained bystanders interrupt the sexual joke. They call out the catcallers. They distract the drunk pair who have just met but are set to leave the party together. The approach is surprisingly effective. Students and soldiers who have taken part in bystander training consistently report that it has helped them know what to do when they see signs of a problem. Most important, even months after the training, trainees are significantly more likely than others to report having intervened in real-life situations.
Word is getting out about the merits of bystander training. Potter now chairs a nonprofit that develops programs for organizations of all sorts. The U.S. Air Force has developed its own. When the city of New York mandated in 2018 that all employers provide harassment training, it also required them to cover bystander intervention and offered a model online program that is free to employers. Unfortunately, the whole program lasts only 45 minutes and covers five topics, including forbidden behaviors. That's a far cry from what studies have found to be effective for college students and military personnel: several hours of live training that focuses on bystander intervention.
Manager training.
Training delivered exclusively to managers is also quite effective. In our study, companies that adopted distinct manager-training programs saw significant gains in the percentage of women in their managerial ranks, with white women rising by more than 6%, African American and Asian American women by 5%, and Latinas by 2%.
Manager training works because it presents harassment as a challenge that all managers must deal with. In that way it resembles bystander training. Participants, men and women alike, are encouraged to imagine what they might see other people doing wrong; the focus is deliberately not on what they themselves might do wrong. Trainers advise participants on how to recognize early signs of harassment and how to intervene swiftly and effectively to prevent escalation.
Our research shows that men pay attention during manager training. Why? In part because they feel they're being given new tools that will help them solve problems they haven't known how to handle in the past—and in part because they're assumed to be potential heroes rather than villains. Everybody's in it together, learning how to recognize and curb dubious behaviors in ways that will improve the overall work environment.
The Trouble with Grievance Procedures
The evidence on forbidden-behavior training is clear: It isn't helping us address the problem of workplace sexual harassment. But what about legalistic grievance procedures?
Every Fortune 500 company we've looked at has a grievance procedure. These procedures were first cooked up by lawyers to intercept victims who were planning to sue, and then were adapted to protect companies against suits by the accused. But they haven't improved the situation for women. After the companies in our study implemented them, in fact, the total number of women working in management declined.
The biggest declines occurred in companies with few female managers. That's because women are more likely than men to believe reports of harassment. When there are few female managers to receive reports, victims who complain are sometimes given the third degree, which prompts them to quit. At companies with the fewest female managers to begin with (those in the lowest quartile), the introduction of harassment grievance procedures led to significant declines, over several years, of 14% among African American, 10% among Latina, and 10% among Asian American female managers. The negative effects were smaller at companies with more women in managerial roles, and they disappeared in organizations with the most. Numbers of white women in management weren't affected by grievance procedures.
Craig Cutler/Trunk Archive
Why did women of color suffer most? Studies show that they are significantly more likely than white women to be harassed at work. Because these women bear the brunt of harassment, as a group they file the most complaints—and, naturally, suffer the most when grievance procedures backfire.
But why do those procedures backfire? The answer, according to a variety of studies, is retaliation against victims who complain. One survey of federal workers found that two-thirds of women who had reported their harassers were subsequently assaulted, taunted, demoted, or fired by their harassers or friends of their harassers.
This kind of retaliation has long-term effects. Women who file harassment complaints end up, on average, in worse jobs and poorer physical and mental health than do women who keep quiet. And retaliation may be the only thing many victims get after filing a grievance, because most procedures protect the accused better than they protect victims.
Part of the problem is that confidentiality rules are unenforceable and thus can't prevent retribution. Both the accused and their accusers are told that the complaint is confidential because the accused is innocent until proven guilty. Those accused often think they are free to tell their friends, and managers who hear complaints may also tell others, looking for either corroboration or support for the accused. No matter how word gets out, friends of the accused may retaliate. After an Ohio waitress complained of harassment, the female manager she told revealed her complaint to coworkers, who subjected the waitress to nonstop jokes.
Another part of the problem is evidentiary rules. Many companies use the "beyond a reasonable doubt" standard to determine guilt, not the lower "preponderance of evidence" standard that the courts use for harassment claims. That makes it nearly impossible to prove guilt without a confession or a witness. Even if the accused is found guilty, confidentiality generally applies to the ruling, and thus word doesn't get out that, say, women should steer clear of Jerry.
Women who reported their harassers were subsequently assaulted, demoted, or fired.
Yet another is a reluctance to punish perpetrators. Companies sometimes offer to transfer victims to other departments or locations, but they almost never actually transfer or fire the accused, because they worry that the accused will sue. Instead they typically mandate more training. Many companies even keep verdicts secret from accusers, which can lead to a perverse outcome: A victim who has "won" her case sees her harasser roaming the halls, and believing that this means she has lost it, she becomes dispirited or frustrated or angry and decides to leave her job.
But victims who face retaliation often quit well before the process is complete. That's what happened in September 2019, after Broti Gupta, a writer for the CBS sitcom Carol's Second Act, complained of intimate touching by an executive producer with the network, which had just revised its complaint system to improve the treatment of accusers. HR went legalistic and approved new rules to keep producers and writers apart. Gupta quit, saying she'd been cut out of the creative process in retaliation. Margee Magee, a writer who took her side, told the New York Times, "All we wanted was for him to watch like a 45-minute harassment video. None of this had to happen."
The evidence is unambiguous: Our current grievance system puts victims at a distinct disadvantage, through unenforceable confidentiality rules, a high evidentiary bar, and punishments that leave harassers in place. Moreover, everybody knows that the system is rigged. That's why HR officers often counsel victims against filing grievances—and why studies show that only about one in 10 victims makes a formal complaint. The messages you can read in posts at #WhyIDidntReport say it all: They won't believe me. They'll put me through a sham hearing. The guy will get off. He'll try to get back at me. His buddies will think I did something to deserve it. Accusers have only two real options: report harassment and suffer the consequences, or don't report it.
It's a lose-lose situation.
Alternative Complaint Systems
If the current system isn't working, how can you and your organization do better? We've identified a few good options.
The ombuds office.
This is an entity that sits outside the organizational chain of command and works independently to resolve sexual harassment complaints. An ombuds (formerly ombudsman) system is informal, neutral, and truly confidential—only the ombuds officer needs to know of the complaint. This approach has two advantages over the current system: It allows accusers to determine whether to make their complaints known to the accused, and it avoids legalistic hearings entirely.
Consider what happened at MIT, the first major employer in the United States to address the problem of sexual harassment directly. In 1973 the university created an ombuds office to handle harassment and related complaints, and by the early 1980s the office was receiving 500 complaints a year. In the 1980s, when the program was well established, more than 90% of those who took their claims to the office wanted an informal, confidential process; 75% worried that a formal complaint would bring reprisal, rejection, or the silent treatment from their bosses, coworkers, or even their own families, and said they didn't want their harassers punished—they just wanted the problem to stop.
MIT worked with complainants to give them what they wanted. As a result, the university today brings forward lots of complaints, many of which it resolves to the victims' satisfaction. According to Mary Rowe, a labor economist and adjunct professor of negotiation who served for 42 years as the head of MIT's ombuds office, employers who genuinely want to expose and address harassment in the workplace must offer this sort of alternative to formal grievance systems. Why? Because victims don't want to bring formal complaints, and only one in 100 complaints, Rowe says, can survive the rigors of a legalistic grievance process. If such a process is the only option, most victims simply won't come forward.
Ombuds offices have spread across academia, law firms, and major news organizations over the past few decades. To help resolve harassment problems, these offices should make explicit that employees can come to them confidentially with their claims and concerns. When the University of Pennsylvania announced that victims of harassment could use its existing ombuds office, complaints and resolutions jumped. These offices are becoming more popular in the rest of the corporate world: Thirteen percent of U.S. companies have them, to handle issues ranging from bullying to termination. Among these are American Express, The Cheesecake Factory, McKinsey, Nike, Chevron, Mars, and Uber. The Cheesecake Factory created its office in response to sexual harassment complaints in 2009. In 2017, after an Uber employee published a scathing blog about the company's culture of harassment, Uber hired the former U.S. attorney general Eric Holder to investigate. Holder recommended creating an ombuds office to encourage employees to bring problems forward, and Uber's board did just that. The rise of #MeToo has brought a sea change in the attitudes of executives: See no evil has been replaced by Bring it on, as they realize that it's better to know about problems than to pretend they don't exist.
What's most important about the ombuds system is that it puts victims in the driver's seat. If they don't want the accused to know they're talking, that's OK—the ombuds can hear them out confidentially and help them think through their options. Ombuds offices hold no formal hearings, are guided by no rules of evidence, and impose no restrictions on discussing the problem with others. Moreover, by tracking complaints by department and location, they can identify problem spots that need attention and alert leaders. They track complaints more effectively than grievance officers can, because people actually bring complaints to them.
Setting up an ombuds office isn't hard. You need ground rules for complaint handling, which a professional officer can help you design, working along International Ombudsman Association guidelines. (A tip: You should be explicit about the fact that the ombuds will help with harassment.) You can even turn to one of the Silicon Valley start-ups that now offer online complaint systems. One of them, tEQuitable, operates a virtual ombuds office. Employers can subscribe to the service, which is confidential and gives their employees access to written advice online. If they need more than that, the company makes trained experts available for phone conversations. It doesn't report individual harassment complaints to employers, but it sends aggregate stats to executives, allowing them to identify hot spots. Corporate ombuds offices do the same.
Voluntary dispute resolution.
For an alternative that falls somewhere between a formal grievance procedure and an ombuds office, consider a dispute-resolution system that relies on mediation. In this model, mediators hear claims, notify the accused, and try to find solutions that satisfy both sides. Some employers use professional mediators; others train their own workers to do the job. The system is less adversarial than a legalistic grievance procedure. This often suits victims, many of whom simply want their harassers to cut it out. But the victim must feel comfortable being identified to the accused, and both parties must be committed to finding a solution. Obviously, this approach doesn't work for the most egregious cases of harassment, for which the only sensible solution is to fire the perpetrator.
The U.S. Postal Service has long done interesting work with dispute resolution for discrimination and harassment complaints. For a while it experimented with outside professional mediators, and later it trained employees to do the job. Both options have worked well.
Here's how the USPS system works: After an accuser has filed her (or his) complaint and submitted a request for mediation, the accused is required to come to an initial meeting with the mediator, who in some cases is joined by a union rep as co-mediator. Participation is entirely voluntary for the accuser, and the accused may opt out of mediation after that first meeting. Mediation sessions are scheduled within two to three weeks and typically last three or four hours. Most participants feel good about how these sessions are conducted. The USPS has done exit surveys of all participants without breaking out accused and accusers, on the dispute-resolution principle that no party is on trial. They show that more than 90% of respondents are satisfied with their mediator's impartiality and with how they were treated during the process, and at least 60% are satisfied with the outcome. This alternative system led to a four-year decline of more than 30% in formal discrimination and harassment filings.
The advantage of voluntary dispute resolution is that accusers can decide at key points in the process whether to proceed. Once the process is initiated, if they feel the accused isn't engaging in good faith, or that the complaint needs to be handled in a more legalistic way, they can bow out and file a formal grievance.
An option to avoid.
Mandatory arbitration is all the rage today in Silicon Valley and on Wall Street. When an employer adopts mandatory arbitration, all current employees and new hires are required to sign away the right to sue for any employment-related dispute, including claims of harassment. In exchange they are promised that any claim they file will be turned over for independent review to an external arbitrator who will hear both sides of the dispute and render a binding decision.
Mandatory arbitration is all the rage because it best protects from litigation.
That may sound like dispute resolution, but it's far from it. Signing the arbitration contract means agreeing to keep any dispute confidential, to abide by arbitrators' decisions, and to refrain from taking employment disputes to court. If victims feel that arbitration isn't working, they have no recourse to a formal grievance system. And they don't choose the arbitrator, which may put them at a disadvantage: Because arbitrators hope to be hired again by the company, they may be reluctant to find it seriously at fault. If an arbitrator had ordered a California hospital chain to pay a harassment victim $168 million, as a federal court did in 2012, would the chain still be using that arbitrator?
In 2018 the New York State Legislature decided that employers shouldn't be able to require employees to sign away their right to sue under the Civil Rights Act, and it outlawed mandatory arbitration. But in 2019 a federal judge overrode that decision. So mandatory arbitration remains legal, and the number of companies requiring it is on the rise. By a recent estimate, more than a fifth of private-sector workers are now subject to mandatory arbitration.
Employees are pushing back, however. In late 2018, 20,000 Google employees walked out in protest, and in response Google agreed to end mandatory arbitration for sexual harassment cases. Then, in early 2019, the company ended all mandatory arbitration. Perhaps that will spur other companies to follow suit. But to date mandatory arbitration is the only option of the three listed above that has really caught on. That's not because it serves victims well but because it does the best job of protecting companies from litigation.
Will either of the more promising alternatives catch on? As long as the courts require grievance procedures, companies won't scrap them in favor of those alternatives. That's fine, because victims should always have a formal grievance system available as a last resort. But everybody would surely be better off if most harassment claims were addressed through a live or virtual ombuds office or a dispute-resolution system.
Changing the Culture
The changes we propose address shortcomings of the programs that the Supreme Court backed in 1998. But reducing harassment will require more than that. It will require changing the culture of your organization so that fighting harassment becomes part of your mission. You'll need to engage as many people as possible in the effort and create systems of accountability that get everyone involved in oversight.
Three tools offer promising ways to do that: train-the-trainer programs that turn employees into harassment experts; harassment task forces that put employees in charge of diagnosing problems and designing solutions; and openly published numbers so that everyone can track progress.
Train-the-trainer programs.
Employees who volunteer to be trained as harassment trainers tend to become leaders committed to changing the culture. This approach is less expensive than using outside trainers, and it's much more effective than tick-the-box online courses.
A harassment task force can tailor solutions to the needs of a given company.
Promisingly, it's getting some traction. Sharyn Potter's team at the University of New Hampshire uses a train-the-trainer model to address assault and harassment on college campuses. The University of Michigan has developed a fine-tuned model as part of its diversity-recruitment training. The U.S. Air Force has adopted a train-the-trainer model to deal with sexual assault, dating violence, and domestic violence throughout its ranks. Whether you train 10 trainers or 1,000, you've created a group of experts committed to change. If you hire a train-the-trainer organization, however, choose carefully: Some still spend most of their time on the failed forbidden-behavior curriculum.
Harassment task forces.
When we conducted research on diversity programs, we discovered that establishing a task force is the single best way to improve diversity in the workplace. It also promises to help curb harassment by engaging more people. A CEO might commission a harassment task force and ask department chiefs to join it or send a lieutenant. The task force can look at HR data on harassment complaints, interview people across the company about their experiences, study company data on what kinds of workers are quitting, and more. Once the members have figured out what and where their company's specific problems are, they can brainstorm solutions and take them back to their own departments. Maybe they'll decide that work teams need to be mixed up so that women aren't so often outnumbered. Maybe they'll decide that the company needs to get more women involved in recruitment or more men involved in conducting harassment training.
The beauty of this approach is that it allows solutions to be tailored to the needs of a given company. Who better to dream up those solutions than people who know the workplace and the culture? And how better to align your managers and employees with the goal of stemming harassment than by putting them on the task force? That's a lesson straight out of Psych 101: The best way to convert people to your cause is to get them to help you with it.
Published numbers.
There's something to the adage "You can't manage what you can't measure"—or in this case, "what you don't measure."
If you publish data that exposes a problem, managers will focus on it, and solving the problem will become part of the culture. Uber was acting on this principle when it published the number of sexual assaults that allegedly took place in its vehicles in 2018. Tech firms have acted on it by publishing data on diversity in their workforces, and Intel recently published pay data for men and women, whites, and people of color. Emilio Castilla, of MIT's Sloan School of Management, has conducted cutting-edge research demonstrating the efficacy of this approach when it comes to pay. Your ombuds office could post the number of complaints, broken down by department. An annual employee survey could surface problems by department and location. Most managers have no idea how their own departments are faring, because people rarely file formal complaints. Shining a light on where problems lie can change the culture.
Courts have been allowed to dictate how companies handle harassment for too long. Rates of harassment haven't budged for decades. The work that we and others have done suggests that we can't solve the problem by tagging all men as potential harassers in training sessions or by making victims navigate a complaint system designed to prevent the accused from suing. The research suggests that what's most helpful is to design training that treats all workers as victims' allies and gives them problem-solving tools, and to design complaint systems that provide the typical victim with a quick response that doesn't spark retaliation.
In the end, though, we need to change corporate cultures to get more people involved in solving the problem. Culture is ultimately created by leaders. They need to publicly take responsibility for the problem and try to solve it on their teams, setting an example for all managers. Increasing the numbers of female managers and executives may help as well, because women are less likely to react negatively to training and more likely to believe victims who come forward with complaints. That might encourage victims to come forward and make it more likely that they get satisfaction from the complaint process.


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Everyday I'm Hustlin' (blush) print
Designs by Maria Inc.
In Stock
All the pretty details...
Hustle comes from a deep passion for what you do. When you look at the ones you love, I hope this print will remind you of what you are hustling for. The subtle blush backdrop makes it even more soothing to the eye.
- Available in size 8"x10"
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- Colors may vary slightly depending on your monitor
- Print will ship within 5-6 business days
Prints do not come framed. Images are just for example.
Our 8x10 prints pictured are in the Ikea Ribba frame (size 11 3/4 x 15 3/4" frame, size with inside matted area 7 1/2 x 9 1/2")

subset: commoncrawl


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The decoration in the kitchen offers many choices and challenges. Coordination of colors for cabinets, flooring, countertops and other seems to be an overwhelming task. A fine focal point in the decoration are the kitchen backsplash designs, which have both a functional and decorative purpose. With colored or painted tiles a luxurious feel to any space can be added.
Table of Contents
Kitchen backsplash designs and functionality
Kitchen backsplash designs have come a long way. They protect the back wall of the dirt and grease, but they also give the room color, depth and personality. The back-splash can add drama to an otherwise boring room. With so many exciting materials available, the decision process is difficult, what type to choose.
Kitchen backsplash designs in fresh colors
Versatile tiles offer a wide range of options to create truly unique kitchen backsplash designs. Ceramic tiles come in a range of colors and shapes, and in different styles. From Moroccan tile to ultra modern materials, they are a favorite of home improvement. Choose from high-gloss and matte finishes. Some even mimic the look of natural stone and wood. Install two or more colors of square tiles on the diagonal for a harlequin pattern. Rectangular tiles give a classic look to a traditional or modern kitchens.
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text: 27. February 2007 12:53 by Rene Pallesen 0 Comments Added photos from 2004 27. February 2007 12:53 by Rene Pallesen | 0 Comments TweetShareadded photos from 2004I have now added photos from 2004. The highlights from this year was a trip to the United States and Canada as well as a family trip to Egypt. This was also the year that Australia entered the war in Iraq, so there are a couple of photos from the anti war demonstrations. Click here to read about 2004


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It's fan appreciation day for the Peninsula Panthers Junior B hockey team this Sunday afternoon and the North Saanich team will honour a former player who died earlier this year.
The team will reveal its special edition third jersey during the game at Panorama Recreation Centre's Arena B. This year, it's in what team General Manager Pete Zubersky calls "Team Canada Red" with black trim.
The game is the team's annual fan and Peninsula Minor Hockey Association appreciation game. The team will wear they new jersey and gift it to local minor hockey players and selected fans at the end of the game. Twenty-three lucky PMHA players and five fans present at the game will get the special edition jerseys when they are draw at the end of the game. And the only way to be in the running for one, is to be at the arena.
Minor hockey players (in their jerseys), coaches, managers and referees will be admitted to the game at no charge and Panthers players will be signing autographs during the first intermission.
The Panthers (13-16-0) will be hosting the Campbell River Storm (22-5-2), a team the local squad has yet to solve this season.
There are plans for a pre-game ceremony, in memory of former Panthers' player Derek Turnbull, who died June 2 after a battle with cancer. He had played all his minor hockey on the Saanich Peninsula and spent five seasons with the Panthers. Skating with the team during the warm up will be Turnbull's six-year-old son Noah.
The area will be getting ready for game at 2:30 p.m. with the pre-game ceremony and the two teams hit the ice at around 2:50 p.m. Arrive early, as the seats are expected to be filled for this special occasion.


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Threat Intelligence
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If you reside in Nanjing and want to travel with Air Macau Airlines presently you must keep the address of the Air Macau Airlines Office of Nanjing and its other contact details handy. The contact information and the Air Macau Airlines flight booking, flight change, and cancellation processes will also be helpful for you. This guide brings all the details on the Air Macau Airlines Nanjing Office you should know to plan a memorable lifetime trip.
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Nanjing Office Address
Room 2406, Building A, New Century
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Nanjing Lukou International Airport,
China, Jiang Su Sheng, Nan Jing Shi, Jiang Ning Qu,
Yingbin Rd, Lukou Street Nanjing Lukou International Airport Postcode: 211113
Air Macau Airlines Nanjing Airport Phone Number: N/A
The Airport Name – Nanjing Lukou International Airport
Information, in General, Regarding Air Macau Airlines
Founded: 1994
IATA code: NX
ICAO code: AMU
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Destinations: 24
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Social media profiles: Facebook
Air Macau Airlines Head Office (HQ) Address
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Workin, workin, working
Keep them doggies workin...
This section needs a lot of work yet.... There are numerous issues for many of the components.
Cylinder Selection...
Bore size
Cylinder length
Port Size
The larger the bore, the more air (CFM) will be required.
The longer the cylinder, the more air (CFM) will be required.
Bore Size Considerations
If you have an un-limited air supply (CFM at your needed pressure), this is less important. Most of us do not. The goal is to use the smallest bore size you can that will support reasonable performance.
There is a significant guideline to consider to establish a minimum bore size for any given ram weight (actually total falling weight). The force that is generated to "lift" the ram assembly needs to be 3.5 to 5 times the total ram assembly weight. This is necessary to ensure that the ram can be cycled at a rate that supports reasonable forging capabilities. I stated a range because are differing opinions about what is the minimum. I have not tested the range, but personally recommend using the upper end of it to ensure you don't build a hammer that will not perform well.
The point may seem moot because you could just crank up the pressure to get the force you want... Well, that may not be a good idea because some cylinders are limited in the pressure they can support AND, even if the cylinder is rated for high pressure, there will be more wear at higher pressures. My recommendation is to do your calculations using 80 PSI. That will give you some wiggle room for pressure when you want higher performance than you probably normally need.
Area x pressure equals force (Area is different on each side of the cylinder piston)
Cylinder Length Considerations
Next Section Previous
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Director: Ang Lee
Writers: Yann Martel (novel), David Magee (screenplay)
Starring: Suraj Sharma Irrfan Khan, Tabu, Gérard Depardieu, Rafe Spall
Life of Pi was a disappointment. Framework of the story, with a reporter interviewing Pi, was totally unnecessary – it made it difficult to get involved with the fate of the main character – after all he would survive to live conventional suburban life. Story didn't move me at all. Whole time I was just wondering are the filmmakers selling this story as a real story, based on a fact, or as a fantasy film. As a 'based on a true story' it could not happen – tiger would eat a scrawny Indian boy in a heartbeat if it was truly hungry and the whole island-thing (no spoilers) didn't help the realism at all. As a fantasy film, the story needed magic carpet ride and a giant – that would do it. In the frame story the reporter said that: "You had a story that would make me believe in God." That was setting the aspiration of the story quite high. I was ready to yell "Hallelujah" or "Allah Akbar" in the moment story would do it's magic, but It really never happened. Story shouldn't promise something that it can't deliver.
Special effects were very good and actors did their job well – although I was surprised that Depardieu had so little screen time. Better survival film would be the Cast away (2000) and better depiction of storm was in The Perfect Storm (2000).


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Have you been dreaming of beginning a freelance career, but don't know where to start? Or maybe you've been freelancing for a while, but you still have a ton of questions! Between pricing, juggling projects, finding clients and resources, and more, it can be overwhelming to navigate the fashion freelancing world alone. In this special AMA episode, two 6-figure+ freelance fashion designers answer YOUR freelancing questions.
Rather than the usual interview format, in this episode Heidi and Marissa both speak from their broad experience with fashion freelancing to help you succeed!
Want to accelerate your freelancing career? Get on the waitlist for my new course, Successful Fashion Freelancer!
As you may already know, Heidi worked as a freelance fashion designer for over a decade and went from $0 to a six-figure income. Marissa Borelli has worked both in-house and freelance for some huge names like Lululemon, Mizuno, Athleta, and Under Armour. For this episode, these two powerhouse freelancers respond to your questions on all things freelancing.
Heidi and Marissa don't hold anything back as they try to get as much real, actionable information as possible into this episode! From your first step to your definition of success, listen in for tons of insight on making freelancing work for you!
We hope you love this special AMA episode! If you want more info on all the ins and outs of freelancing in fashion, Don't forget to get on the waitlist for the all-NEW course, Successful Fashion Freelancer! And while you're waiting, grab my Ultimate Guide to Being a Freelance Fashion Designer right here,? for FREE!
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Eliminates Supplier Trucks and Personnel from Operating at Terminal
No supplier trucks or unvetted materials reach the terminal. The Centralized Receiving and Distribution solution 100% eliminates third party delivery traffic & personnel from operating at the terminal and around travelers - curbside, within the facility, and airside. Usually, one hundred to two hundred delivery trucks and personnel are eliminated.
One Security Inspection Point Under Standardized & Uniform Processes
Material is inspected at "one central point" under tight security protocols away from the terminal using latest technologies and processes. 100% of the material is thoroughly vetted. Plus, AMIS™ security protocols establish a number of layered, threat based measures including electronic oversight mechanisms and x-ray if necessary. After material is vetted during the receiving process, it is temporarily put-away and staged within a very controlled security environment. The material is also under 100% real-time command and control from receipt until distribution to the end-user.
Virtual Secure Material Delivery Tunnel™
Material is re-distributed back to the terminal by a single trusted and properly vetted source. To ensure optimum security integrity during transport to end-users, customized trucks operate under a number of Bradford's industry leading security protocols (Virtual Material Delivery Security Tunnel™) -- creating checks and balances every step of the way.


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Guy Sears to further strengthen 'independent voice' on Marlborough and IFSL boards
Guy Sears, former Interim CEO of the Investment Association, has been appointed as a non-executive director of two Marlborough group companies: Marlborough Fund Managers and IFSL.
His role will be to further strengthen the independent voice on both boards, underlining the commitment of the two privately owned companies to ensuring that investors' best interests continue to be central to their decision-making processes.
Marlborough Fund Managers is an asset manager operating a range of 19 funds and IFSL provides Authorised Corporate Director (ACD) and fund administration services for wealth managers, investment managers and other regulated companies.
Wayne Green, Joint Managing Director of IFSL, said: "Guy shares our commitment to ensuring that investors' best interests are at the very heart of what we do as a business, so he was a natural choice to join the board.
"With his energy and in-depth knowledge of the funds industry, I have no doubt he will make a valuable contribution as a non-executive director, providing an important independent perspective as we continue to grow."
Guy Sears said: "The commitment shared by Marlborough and IFSL to providing their clients with a quality service at a fair price is very much in tune with my own values and I look forward to joining what are already strong boards with extensive fund industry expertise."
Guy was Interim CEO of the Investment Association from October 2015 to September 2016, having held senior positions with the organisation since 2007.
For further information, please contact:
Malcolm Jones Bulletin PR firstname.lastname@example.com
0115 907 8412 07984 700030
Nathan Glynn
Associate Director – Marketing
Marlborough Fund Managers email@example.com 01204 545592
Notes for Editors:
Marlborough Fund Managers was established in 1986 and offers a range of 19 funds investing in: UK Fixed Interest, Global Fixed Interest, Equity and Bonds, UK Equities, International Equities, Fund of Funds and Fund of Exchange Traded Funds. Marlborough Fund Managers is authorised and regulated by the Financial Conduct Authority.
Investment Fund Services Limited (IFSL) acts as an Authorised Corporate Director (ACD) providing fund hosting services for independent financial advisers, wealth managers and other regulated organisations in the financial services sector. IFSL is authorised and regulated by the Financial Conduct Authority.
Marlborough Fund Managers and IFSL are both part of the Marlborough group of companies, which has assets under management in excess of £8 billion.


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When idea from fact has departed
And bare-boned factlets shall bore,
When all joy shall have fled from study
And scholarship reign supreme;
When truth shall 'baaa' on the hill crests
And no one shall dare to dream;
When all the good poems have been buried
With comment annoted in full
And art shall bow down in homage
To scholarship's zinc-plated bull,
When there shall be nothing to research
But the notes of annoted notes,
And Baalam's ass shall inquire
The price of imported oats;
Then no one shall tell him the answer
For each shall know the one fact
That lies in the special ass-ignment
From which he is making his tract.
So the ass shall sigh uninstructed
While each in his separate book
Shall grind for the love of grinding
And only the devil shall look.
Against the 'germanic' system of graduate study and insane specialization in the Inanities.
When idea from fact has departed


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"Hey, just checking in."
Arghhh … that's one of the worst things a salesperson can utter to a buyer.
It doesn't add value to conversations, relationships or the deal.
It's practically useless.
Of course, this doesn't mean salespeople should stop following up with unresponsive buyers. It just means you want to follow up with something more valuable than "just checking in."


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BURN Studios is a multi-platform boutique studio. And being the first of its kind, BURN offers heart rate monitor technology that lets clients keep in specific target zones while tracking their performance along the way. And with a state of the art studio that boasts top notch amenities for its clientele including cycle shoes, kickboxing gloves and a retail section -- what's not to love!
I recently chatted with Jeremy Levison, Owner & Founder of BURN Studios, about his hot, new studio and got the scoop on what you can expect!
Why BURN?
BURN is an all-inclusive studio that caters to all fitness levels. We offer cycling, kickboxing and yoga. All of our instructors at BURN are well trained in their craft to provide an awesome workout.
Being that the market is super saturated, what makes BURN different?
We agree the market is saturated with studios. For that very reason, we came up with concept of BURN. BURN is the only studio in Atlanta(or anywhere) that offers cycling, kickboxing and yoga. BURN also has top- notch technology with state of the art metrics that allow you to actually see the calories that YOU are BURNING individually.
From cycling to yoga, you guys have tons of variety! What is your long-term vision for BURN?
Our long term vision is to have multiple not just in Atlanta but around the country as well. We are confident in our model and know it will take a little time but our goal is that when people think of a fitness studio BURN is their FIRST choice!
Being that I get bored with my workouts, I find it hard to get BURNed out at this studio! It is the perfect balance for me and the weekly routine I try and stick to. I normally do a few days of strength training (or kickboxing), a few days of cardio (their Cycle class is amazing) and at least a day of yoga. Yoga has been a breath of fresh air for me. Even though the beginning can be rough, hello my legs can not move that way, it's a great practice to include in your workout routine. We need to put more energy into stretching and relaxing our minds.
Check out the full class schedule here and below I've included each class description BURN has to offer! Bonus: Each new client pays less than $30 for an UNLIMITED week! Seriously, what's holding you back?
BURN classes include:
- BURN Cycle (45-minute workout that features a series of hills, flats, downhills, sprints, and a light upper body workout all spun out to high energy music)
- BURNBOX (45-minute full-body, fat-burning, muscle-toning workout that blends the use of heavy bags with strikes, kicks, core and interval training)
- BURN BODY YOGA (the perfect low impact complement to the other workouts offered at BURN)
- BURN SCULPT (unique to BURN it combines the "Power of Three' - pilates, barre and yoga through poses, balance and free weights.
BURN Studios swag bag up for grabs! Submit your drawing via e-mail to email@example.com. I will pick the WINNER this Friday, February 5!
Go on and get yo fitness on!
Thanks to Hannah at Huffines PR and Jeremy for the free week at BURN and the swag bag for a lucky reader!


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Now that anime has successfully transitioned to the Western mainstream we're facing a new problem – picking the gems from the trash. Now that most shows are being translated, it's difficult to know where to spend your time and money.
Manga hasn't transitioned to quite the same degree, but I suspect it will get there eventually. If you think finding good anime in the crowd is hard, wait until every manga gets translated! In Japan, manga is everywhere. One of the main reasons for this is that the barrier to entry is much lower. Anyone who can draw can produce a manga, so the main issue is not production but distribution. Traditionally, new artists cut their teeth by making small numbers of their manga and selling them at places like Comiket, a massive fair where people sell their doujinshi, or self-published manga. Publishers might offer a deal to popular or otherwise noteworthy artists and writers. Even then, the number of published manga is staggering.
So here I'm going to highlight a handful of manga that you can start with if you've never tried this unique graphic storytelling format before. These are some of the best manga ever written, at least according to me.
Battle Angel Alita
In Japan, this manga and its anime adaptation is known as Gunnm, and it is still a travesty that only a two-episode OVA covering a very tiny part of this story was ever made. That little taste of the world created by Yukito Kishiro is often enough to get people interested in the manga. This is great, because this is, hands down, one of the best manga titles ever written.
It is the story of a female cyborg known as Alita in the Western translation, but "Gally" in the original Japanese. When the story starts, all that's left of her is a head and chest. She's in suspended animation and has been for an unknown time. As luck would have it, she is discovered on a trash heap by one of the world's best cyberneticists. He's been banished to the trash-heap underworld, far from where the elites of this dystopia live.
Who is Alita? What is the fate of this dismal world? These are the questions and more that will be answered in the nine volumes this manga spans.
The manga finished its run back in 1995, but it still has some of the most gorgeous artwork I've ever seen put to paper. The character art, mechanical detail, and peerless action scenes are frankly moving. The story is both fantastic and relatable. The twists, and there are a few, genuinely caught me out more than once. I feel old saying it, but they don't really make 'em like this anymore. If you can get your hands on Battle Angel Alita you should definitely take the time to read it from cover to cover and then do it again. It's that good.
This is another manga that briefly got the anime treatment, but then never actually finished the story. It's also a manga with absolutely gorgeous and detailed drawings. Most modern manga looks very simplified in comparison, to be honest. Unlike Gunnm, Berserk is STILL going. It's been going since 1989, which means this tale has run continuously for almost 30 years. It stands at 39 volumes right now and who knows where it will end. It's got nothing on manga like Guin Saga, which is also still running but started in '79, with a staggering 140+ volumes to date. Writer Kentaro Miura also cites Guin Saga as a partial influence on Berserk.
The story of Berserk is of course not one of a real monster, but it begins with a freelance mercenary by the name of Guts. Just in case you can't tell from the name, this manga is metal as hell. It's like every death metal album cover ever turned into an epic tale. Guts is born from his mother after she dies by hanging. His adopted mother then dies from the plague. The next parental figure is a mercenary boss by the name of Gambino, who trains Guts to be a death dealer from an early age.
By the time we reach the present in the story's timeline, Guts is one of the most feared warriors in the land. He gets inducted by force into a mercenary group known as the Band of the Hawk (see, metal!) and actually develops a fierce loyalty to their charismatic leader Griffith. Guts is the wetwork specialist that helps Griffith's insatiable ambition, but as time goes by it turns out that Griffith wants to be much more than just a king, and he's willing to sacrifice every friend he has in order to achieve his ultimate goal.
This is a brutal dark fantasy that makes Game of Thrones look like a Disney series. If that sounds like your sort of thing then Berserk is the best example of the genre. No contest.
Oh My Goddess
This is probably my favorite manga on a personal level. The first manga I ever bought was Love Potion No. 9, a compiled volume of Oh My Goddess issues. This manga by Kosuke Fujishima also had an incredible run. It ran from 1988 to 2014 with a total of 48 volumes. It also shows a very interesting issue with manga that are set in our century. In Berserk or Gunnm there is no reason to change the visual style or design of these wholly made-up worlds. As Oh My Goddess goes on, however, you can clearly see Fujishima modernize things like hair styles. It's not important; it's just an interesting aside.
There have been more than a few anime adaptations of the manga, but none of them capture the intimate slice-of-life nature of the manga page or the entire epic scope of the world and story.
Oh My Goddess is a "romantic fantasy comedy," if you want a precise description of the genre. It's also something more than that. This is no pervy harem story, although it does make a few semi-lewd jokes every now and then. If you want to read something that makes you feel good and happy at the end of each arc, then Oh My Goddess is almost literally soul food.
It tells the story of engineering student Keiichi Morisato, a man cursed with more bad luck than he deserves. The universe needs to correct this injustice and he is contacted by a goddess who offers him any one wish to make up for a lifetime of struggle. On a seeming whim (and thinking the whole thing is a gag) Keiichi wishes that the goddess stays with him forever. The supercomputer that runs the universe approves the request and the goddess Belldandy is bound to him for the rest of his life. This arrangement causes all sorts of problems for the couple, which is the source of the drama.
One standout feature of the manga is the technical drawings of cars, robots, planes, and other mechanical devices. Fujishima originally wanted to be a draftsman, but he couldn't pass the apprenticeship exam. So he got into manga as a fallback, only to create one of the longest-running and most-acclaimed works in the medium.
Death Note
The Death Note anime is without a doubt one of the best anime to ever grace our screens, but three years before the story came to television it started off as a serialized manga in Weekly Shonen Jump.
It tells more or less the same overall story we saw in the anime, although there are going to be some minor differences. The story is more fleshed out and can build suspense in ways the anime can't. Best of all, there's a one-shot volume following the end of the original run that provides an epilogue not seen anywhere else.
The link I've put in for this entry is for the "All-in-One" edition that includes all 12 volumes plus that one-shot in a single, massive 2400-page volume with a slipcase. It's not even that expensive and you'll have one of the most enthralling supernatural thrillers written in the modern day. Sure, the live action Death Note movie might have been trash, but almost everything about this series is pure gold. Investing time in this series is something you won't regret.
Even people who know nothing about anime know about Akira. The 1988 film was probably the biggest push for anime fandom in the West, and especially in the United States. One amazing fact about Akira is that the manga author, Katsuhiro Otomo, is also the director of the film and writer of the film. This means that the Akira film adaptation that we got is pretty much exactly what the manga author would have wanted, given the budget and medium constraints. After all, they're the same person!
The manga Akira is based on was first published in 1982 and ran until 1990, two years after the film came out. Obviously there's a LOT more meat to this story than a single film's runtime could allow for. If you like the film and the world Otomo created then you absolutely must give the manga a try. A company named Epic Comics even did a fully-colorized version of the manga with mirrored imagery. For purists there's always the original black and white version. Either way, this should be in the collection of any manga fan worth their salt.
Inuyashiki is from the same creator who brought us the ultra-violent sci-fi Gantz. Inuyashiki is definitely one of the most original stories I've read in a long time, and is one of the newest manga on this list.
The premise is a very smart one. An old man and a teenager are both accidentally killed in an explosion caused by aliens. The aliens are mortified by this and as recompense they give them completely new robotic bodies that look exactly the same from the outside, but which are virtually omnipotent and indestructible. Inuyashiki, the elderly gentlemen, decides to use this godlike body to fight injustice and heal the sick. The teenager, Hiro, turns out to be a total psycho, who uses his power to murder anyone he doesn't like. The government can't stop Hiro – only one old man in a robotic god's body has any chance of bringing him down.
Inuyashiki is beautifully drawn and no less intriguing than Gantz at its best. It might be a fairly new manga, but it's already one of my all-time favorites.
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Larry Kilham Blog
The Stranger in the Parlor Car
I wrote this for my friends Wendy and Bonsall Johnson, owners of the Parlor Car B&B in Chama, New Mexico, the southern terminus of the steam train line to Antonito, Colorado.
Chugging through echoing tunnels
and over the awesome trestles
the proud old steam engine
bound for Chama chugs and whistles.
Hardy folk stand in the gondola
happy families cluster in the coaches
but today the parlor car has but one fare -
the tall stranger from Nacogdoches.
The stranger strides past the waiting crowd
at Chama's old-time station.
He sports a perfectly cut suit and a ten-gallon hat
but avoids casual conversation.
The stranger saunters into the Boxcar saloon
and he asks for the best place to stay.
Everyone all agrees, "Go to the Parlor Car B&B,
located just a stone's throw away."
There's a rap rap on the door
as Wendy peers through the glass
"Bonsall, dear, we have a visitor
and he's certainly a man of class."
The stranger doffs his hat
and smoothly says, "Evening, Ma'am,
what luck I've found your place!
Do you have a room for a traveling man?"
"We do. Please enjoy our finest suite."
The stranger notes the elegant interior
with furnishings by cultured hosts.
"Looks mighty fine. Sure wish I could stay longer."
The train whistle wakes Wendy and Bonsall
announcing a glorious new dawn.
They're planning a fabulous breakfast
but the mysterious stranger is gone!
A letter arrived for Wendy and Bonsall
signed by the governor of Texas
saying in part, Your B&B is the best
lil ol' hotel west of the Pecos."
(c) 2019 Larry Kilham
Comments are closed.


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The America's Best Cleaners Certification process is the most stringent Independent certification process known to the garment care industry. Initially developed in conjunction with the Hohenstein Institutes, our standards are constantly updated based on market demands, advances in technology, fashion style, garment construction trends, and the needs of our clients.
An eligible drycleaner is a full service operation, able to accommodate the demands of the most discerning clientele in their given market. The following prerequisite qualifications are used as a guide to prequalify you for our quality certification seal.
America's Best Cleaners (ABC) is an independent organization dedicated to the continued excellence of the dry-cleaning industry. It acts as a service to dry-cleaning clients and to garment designers, retailers, and manufacturers whose products require the utmost professional care. In order to maintain the credibility as standard-bearer of industry quality, ABC guarantees its objectivity with the assurances of third-party criteria which must be followed at all times. As such, ABC certifies dry cleaning establishments, and is in no way affiliated or beholden to any special interest group, separate corporation or any other outside entity.


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Update, 10/28/2015: Please note, an aspect not covered below is that microchips, including this Verichip pictured below, are today being implanted-CIA-style in unsuspecting individuals by sharpshooters with portable devices in public. As a matter of note, the week that this article was posted online (last week of August), this writer was so implanted on her upper left arm, while reading, in public, in the open, on a Cape Cod beach. The laceration on her skin was remarked-on by friends and family. Pictures of the scar will be posted shortly. Since then, it has become fairly obvious this was an implanting, since radio signals from RFID-readers, bar code readers, and trackers on Pine Street activate this chip in very obviously palpable ways. (In retrospect, this writer recalls certain smug looks on the faces of certain companion beach-goers, some with odd tents and packed equipment.) This is the second time this writer has experienced assault-to-implant by sharpshooters, the first occasion was in December 2013, at a local park in Quincy. This is 2015, Massachusetts, USA for you. Lawlessness, anyone? We are living in the Gulag. And yes, seeking to remove these ridiculous chips is a new goal.
Update, 8/30/2015 & Disclaimer: It's been brought to my attention that the site hosting this linked article–this link at WITSCIENCE, the Wyoming Institute of Technology—is a parody and satire site, possibly a Disinfo site–take a look, the satire's well-hidden. That particular article therefore is suspect. However, the reality of covert RFID-chipping has been written about elsewhere. ICAACT regularly scans people for implanted microchips-and finds them. The rest of this discussion therefore continues to be valid. This issue will be covered in future posts.
Re-blogged from Richard Presser's Blog/Aug 19, 2015:
Analysis of Radio Frequency Identification (RFID) Chip Prevalence in 3 Discrete United States Populations.
This post on Richard Presser's blog (linked above) points to a very interesting report on RFID chips found in Americans.
This RFID report, which is written by John Brugle, Ph. D, and was published on June 8, 2014, can be found also at this link at WITSCIENCE, the Wyoming Institute of Technology.
RFID Report: Researchers Scanned Americans for RFID Chips
Sample populations were selected randomly from 3 areas in the country, the Northeast, the Midwest, and the Southwest, and each of the 2,955 American volunteers was full-body-scanned for RFID chips–radio frequency microchips. Guess what they found–that one in three, that's thirty-three percent of the total number of people scanned, carried a microchip somewhere on their bodies, most often in their teeth. The graphic here shows where else the chips were found, and how often–hands, knees, hips, and in implanted screws (teeth again?) and implanted birth control. Does that sound invasive enough?
Please note, the study was published last year, in June 2014.
Who exactly was surveyed, again? Here's what the report says:
"Population Midwest (MW) contained 958 individuals from Illinois, Iowa, and Wisconsin. Population Northeast (NE) contained 987 individuals from Maine, Rhode Island, and New Jersey. Population South West (SW) contained 1,010 individuals from Arizona and Nevada. Volunteers were recruited using standard methods and compensated in a manner consistent with industry standards. All test subjects were treated in compliance with institutional codes of ethics and standards."
The Implications?
Clearly, Americans are being implanted–and quite invasively–with microchips without their knowledge or consent, possibly by their very own dentists, doctors, and surgeons, during routine office visits or during scheduled surgeries for something else altogether. (Chips these days are super-tiny, and apparently can be inserted sub-dermally fairly easily. This can be researched online. See, for instance, this article Office Complex Implants RFID Chips in Employee's Hands.)
See this University of Pennsylvania paper by Kenneth R. Foster and Jan Jaeger, discussing the murky ethics of RFID chip implants: RFID Inside: The Murky Ethics of Implanted RFID Chips which notes that in 2004, the FDA approved the implanting of RFID implants in humans as a way of accessing their health records.
For years, "Targeted Individuals" experiencing assaults on their bodies by Electromagnetic or sonic weapons have been reporting to medical personnel, local law enforcement, and psychiatrists the felt presence in their bodies of RFID chips, and clearly, they have very good reason for these accounts, as this report suggests.
"Targeted Individuals" Reporting Covert Assaults Clearly Aren't Delusional, Schizoid, or Schizophrenic for Reporting RFID chips and Covert EMR Weapon Assaults
There's been a great push in mainstream media to discount the horrific experiences of "Targeted Individuals" being covertly assaulted, 24/7 with EMR and sonic weapons as a loony "belief" they held, at best, or, at worst, a delusion, a hallucination, a manifestation of "schizoid disorder" or "paranoid schizophrenia," misdiagnoses freely handed out by either colluding or conned psychiatrists.
This report proves conclusively that people are being chipped without their knowledge or consent, all over the United States.
These people who are being chipped could include those who know and feel they are being covertly assaulted, as all "Targeted Individuals" do, by radio frequency and microwave weapons, which use their RFID chips to identify them, to send assaultive resonant frequencies to, and thus to induce in their bodies the myriad of assaults "TIs" report, including organ damage, remote electromuscular shock, remote neural monitoring, remote heart attacks, and synthetic telepathy or V2K-Voice to Skull–voices induced within their brains, schizophrenia-style. Patents for all which weaponry exists, see this post for more.
Unconsenting Chipped Individuals Could Include You
But it could also include unaware Americans who return from doctor's offices and dentist's offices and hospital visits sicker than they went in, who suddenly develop mysterious chronic ailments, whether its "fibromyalgia," or Lymes' disease, or gum disease, or infertility, or rheumatoid arthritis, or multiple sclerosis, or irritable bowel syndrome, or whatever else, including cancer, symptoms and all stages of which can be induced by radio-frequency and microwave weapons, as all "TIs" attest.
Secret "Human Subject" Experimentation–Military-Grade Weapons, and the CIA/MKULTRA programs
These are being-kept-secret, covert weapons of Electronic Warfare, currently being tested and trained on whole populations, both in the US and worldwide. If you are thinking of the CIA and MKULTRA, you will not be far off the mark–humans are being experimented on today, in 2015, without consent.
Journalists in establishment media continue to fail us abysmally by refraining from reporting on what by all accounts continues to be and become a mass 21-st century holocaust. Alternative media is beginning to report more and more on this phenomenon however: see this Pete Santilli show, for instance, where Ken Rhoades is interviewed; and both European and American groups–the ICAACT and EUCACH in particular–working on exposing this tyranny are making progress, as the 2015 International Conference on Covert Harassment, scheduled to be held in Berlin in October, attests.
When Brian Williams reported glibly not so long ago on NBC that by 2017, all Americans would be microchipped, perhaps what he failed to add was–And you'll never know it! For this microchipping of us has apparently been going on a long time, as this report reveals, and All of America is being targeted.
This seems to be a real turning-point report and I thank Richard Presser for drawing attention to it. I suspect every single misdiagnosed "Targeted Individual" would like to show this report to their psychiatrists and physicians.
We Need to Speak Out on Microchipping and Electronic Surveillance & Electronic Harassment
Surveillance on steroids, anyone? Our Brave New World has been spinning for a while now.
Covert assaults with EMR weapons are not being imagined by an imaginative few. Covert implants of RFID chips are not being imagined either–they are actually going on, covertly, all over the country. And Medical Personnel are involved, complicit, and complying with the Dirty Ops surveillance/harassment tactics of Mil/Intel in performing these RFID implants!
No American is safe, this seems to suggest, from one's own doctor or dentist.
When is America–journalists, scientists, attorneys, the literate, the intellectually-aware, as well as everyone else, including the Doctors, maybe the few remaining ethical Doctors out there–going to put a Stop to this profound evil? Now is the time to stand up and be counted! Please take action, as and how you can, to combat this ongoing carnage. If you work in the medical profession, in whatever capacity, and you are aware of covert RFID chipping of humans, please speak out–please make this a public debate.
Please also spread this information widely, help keep America informed.


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News ·
Love Psychedelico
I'm not sure if you folks are into this, but you should come meet Kumi and Naoki from Love Psychedelico at GR2!
Wednesday, January 30th, 2008
6:00 pm – 7:00 pm
2062 Sawtelle Blvd.
Los Angeles, CA 90025
The pop-rock duo, already massively popular in Japan, are preparing to release their very first US album on HackTone Records. They're making a rare trip to Los Angeles and will be stopping in at Giant Robot on Wednesday, January 30th, from 6pm-7pm, for a special appearance. We'll spin tracks from their upcoming CD, This Is Love Psychedelico, a catchy collection of garage pop tunes filtering the echoes of the British Invasion through the neon streets of Tokyo.


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In order to save some cap room the Arizona Cardinals just announced the release of DT Darnell Dockett.
Dockett, a three time Pro Bowler, is coming off a season in which he missed the entire year with an ACL injury and simply wasn't worth the $9.8 million cap hit retaining him would cost Arizona. Dockett has been on the roster since 2004, and it's a sign of respect for the Cardinals to cut him early so he can test his value on the open market once free agency opens on March 10th.
Anybody who has seen Dockett play knows that the man is an absolute monster. Up until 2014, he had only missed two games in in ten year career and was a staple along the Cardinal defensive line ever since they drafted him in the third round of the 2004 draft. However, he will be 34 by the time September rolls around, and for a man who weighs almost 300 pounds, there is just no guarantee that he'll be able to bounce back to form.
From a Patriots standpoint, Dockett represents one of those opportunities where an older, proven veteran looking to play for a contender takes a team-friendly, prove-it deal laden with incentives. This is exactly the kind of player that New England has taken a flyer on in the past, and while the results have been mixed, rarely does bringing in a proven veteran for low money end up screwing them down the road. Dockett would fit in quite well along New England's front line, and he has shown prowess as both a pass rusher and run stuffer. Furthermore, the talent currently on the roster means that he wouldn't be required to play every down. With Vince Wilfork also getting up there in age, managing a snap count is going to be a factor going forward, and so getting versatile, experienced guys to round out the squad is going to be important.
But would the Patriots even want someone like Dockett? He definitely fits the bill regarding what kind of player they look for, and depth along the defensive line is certainly an issue. However, the question is whether the team will be looking to add that depth with younger players as opposed to aging veterans who don't have many years left in the league. Plus, there is also a legitimate chance that Dockett returns to Arizona on a restructured contract that is a little more cap-friendly, so it might not even be an issue.
Obviously a lot to do in-house before making any decisions of this nature. But players are starting to get cut, which means it's time to start thinking about who to bring in outside the organization in addition to retaining those core guys.


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Örnsköldsvik has one nude beach: Sandviken in the lake Önskasjön.
Drive to Dammviken and park the car. about 5 min walk along a path. There is a sign and the path is marked by blu ribbons.
The beach is quite small and secluded and the sand beach is narrow but gets wider on dry summers.
The beach is in shadow in the morning.


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Udon cont. from http://www.travelience.com/blog/tokyo-locals-enjoy-a-variety-of-delicious-meals-vol1/ OK, let's go daily. Udon is one of the noodles...Learm more
Ramen is a daily meal for Japanese locals. Here's the list of our favorite ramens in Tokyo. Enjoy slurping :) (Menu and price may change.) Afri Ebisu...Learm more
Question: What is the difference between ramen, soba, buckwheat noodles, and udon noodles? How to distinguish ramen restauranst from soba or udon...Learm more
This is "Tan Men", a vegetable ramen noodle. This is "Nasu Ramen", an eggplant ramen noodle. This is "Tonkotsu Ramen", a pork bone soup ramen...Learm more
Today, I write the article of Kaisen-don. This dish is different from Sushi. This is the bowl of rice topped with sashimi. There are raw fishes on...Learm more
What is Japanese food? It is very difficult to answer this question. Because we have many types of foods in Japan. I would like to introduce the...Learm more
Japanese cuisine 'Donburi' This time I am going to talk about Donburi which has various kinds of dished with/on rice. It's free to put any side...Learm more
At Afuri, some brances in Tokyo and my favorite is located in Ebisu Tokyo, you will come across the neatest ramen in Japan. The soup looks crystal...Learm more


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What a powerful month for Kpop. New music was released almost everyday and I've tried my hardest to keep up with it all.
I made my list based on how many times I've replayed the songs and which concepts I absolutely loved.
There are plenty of groups not mentioned here but please know: It doesn't mean that I didn't like their comeback. There's so many groups that I LOVED their music and mvs. But like I said I'm only listing my top 5 most played songs.
IZ*ONE Ayayaya is such a fun song. It's bright and addicting. Although their title track for their album, Fiesta, was good. I think Ayayaya would've been a great title track (but that's just my opinion). If you're feeling down, this song will put a smile on your face.
4. DKB – Elevator
DKB just debuted on February 3, with a powerful music video for their song Sorry Mama. It's a great hip-hop track and I think it represents their EP really well. They have another song called Samsung, also worth listening to. Even though it's hard to pick one song from DKB, I chose their song Elevator for my list. It's hip-hop with some slight Latin vibes. I really enjoy this song. I also thought their debut was really strong. They have a great concept and the mv was spectacular.
I highly recommend you watch their epic mv for Sorry Mama – HERE.
Here's my reaction to DKB Sorry Mama mv – HERE.
3. The Boyz – Reveal
The Boyz shed their cutesy, bright, boyish charms for something drastically different. Their mv for Reveal shows a darker side to them. I think The Boyz did a fantastic job with this concept change. Two songs that were also on repeat was Salty and Scar. But honestly their entire album is so good.
Here's my reaction to The Boyz Reveal mv – HERE.
2. Pentagon – Dr. BeBe
For most of February this was my most replayed song. Album was on repeat, music video was on repeat, and I couldn't stop talking about it. My favorite concept for February was Dr. BeBe. I wrote a whole blog post (and filmed two videos) talking about it. Just watch their mv I'm sure you'll be convinced that this is one of the strongest comebacks for February.
Here's my reaction to Pentagon Dr. BeBe mv – HERE.
1. BTS – On
Of course BTS comeback with an epic song and video(s). On feels like an anthem, I instantly loved the message behind the song and the choreography. One of the reasons why On is my most replayed Kpop song for February is because of the choreography. I learned the choreography and of course in order to memorize it…you have to replay the song. Overall this was a solid comeback from BTS. It's hard releasing music when the whole world has such high expectations for it. But BTS delivered spectacularly (and yes their album is great too).
Here's my reaction to BTS On Kinetic Manifesto Film – HERE.
Here's my reaction to BTS ON Official mv – HERE.
Like I said earlier, there were many great comebacks for the month of February. You can checkout the rest of my favorite comebacks on my monthly Kpop playlist HERE.
I talk more about Kpop on my channel YouTube.com/elimariereacts
Thanks for reading!


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7 Thoughts On Dealing With Customer Service
Updated: Jan 29, 2021
Hi, guys! Hope you're all doing well!
I shall start this post with a short story. Sit back, relax and enjoy!
The other day, while spending time with some friends, one of them ordered a burger which had coleslaw on it. Once she had gotten her meal, she quickly noticed that there was barely any coleslaw on it… maybe just a dot or two, that is. Seriously guys, it was sad looking. She asked us if we thought she should bring it back or not. I told her that she had every right to, which of course she did, but I secretly kept thinking to myself, "my gosh, I would be way too shy if it were me!" She did wind up going back and requesting more coleslaw for her burger.
Wow, I wish I could be that brave! I rarely return things, speak up, complain, etc. What do you guys do? When do you decide to go back? I know, I know what you're thinking… hasn't ZoeyValuated done a post about this stuff before? Yes, yes I have. A couple years ago, I wrote about customer service issues I'd had recently. Now, I shall be writing more details about speaking up when this not-so-fun stuff happens. Just a couple thoughts from yours truly After that, it's your turn to share stories, ask questions, etc.
7 Thoughts On Dealing With Customer Service
Safety – THE most important one. If your safety is at any risk at all, you may ignore this post and go raise hell
Effect – What's the after-effect of this "oopsydaisy"? Will you be drinking a coffee with less milk? Or, will it be as bad as putting you in danger (see above point)? Maybe this can help you make your decision. Example: they did put regular milk in your coffee, and you're lactose intolerant… yeah, not good.
Rude – This one is a major pet peeve of mine… people being rude. I mean, I totally understand that people aren't perfect and they make mistakes, but being unkind to other people? Not cool, guys, not cool. Definitely a good reason to speak up, if you so choose!
Very wrong – Did they get your order very, very wrong? Did they deliver the wrong couch? Trust me, I am the first one to admit that speaking up sucks, it's not easy and it can even be terrifying. The thing is, if the mistake was big, you may have to
Incredibly late – Have you ordered something, and it's way past the delivery date? Or in my case, have you been waiting forever for an Uber ride, and so you're running late for an appointment? Calling / complaining may be your only option. Easier said than done, trust me.
Careless – Was a doctor careless with a diagnosis? Was a professional you're getting help from not thorough enough? Yeah, these cases … self-advocacy is important. If you're anything like me, you may be able to bring a loved one with you to help with the debacle Gotta love having moral support!
Energy – I'm going to call this one the "energy scale". Just humor me If the amount of energy that it would take you to complain outweighs the potential damage of the mistake, is it still worth it? Some people might like this, some might not .. see if it gets those motors running. Maybe it could help you weigh your options.
Of course, these are just my opinions, I am not at all an expert in this area… ask anyone who knows me, they can attest to this
Hope this post can maybe help you!
What did I miss? When have you needed to decide whether or not to speak up? What made you decide the way you did? Would you do it differently now?
Spill your answers / stories in the comments section
Thanks for reading!


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Looking for a historic hidden gem of a city to visit this summer? The travel website Orbitz says St. Louis should be on your bucket list.
In honor of the long Fourth of July weekend, Orbitz senior editor Jeanenne Tornatore published a list of the five beautiful places every American should visit. St. Louis earns a spot on the list with its historical attractions, including the Old Courthouse, the Museum of Westward Expansion, the Museum of Transportation and Forest Park, home to the 1904 World's Fair.
See also: St. Louis: A Cheap Canadian Traveler's Dream
Tornatore took her curated list to the Today Show, touting St. Louis' free attractions, the Gateway Arch, and the Loop neighborhood, especially the "boutique" Moonrise Hotel.
"A lot of these smaller Midwest cities are often overlooked," Tornatore says. Her other four choices are in the West or on the East Coast: Houston, Texas; the San Juan Islands in Washington; Estes Park, Colorado; and Charlottesville, Virginia.
"St. Louis is second only to Washington, D.C., in terms of free attractions and museums," Tornatore continues, getting an audible, "Oh!" of surprise out of Hoda Kotb.
"There's a lot to do here."
Visit NBCNews.com for breaking news, world news, and news about the economy
Follow Lindsay Toler on Twitter at @StLouisLindsay. E-mail the author at [email protected].


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When one enters the grounds of Mt. St. Francis, they realize that they are in a special place, peaceful and beautiful.
The area, home to the Province of St. Joseph of the Sisters of St. Francis of Perpetual Adoration, is also the location of St. Francis of Assisi Parish. After a group of families from the area started to attend Mass in the Sister's chapel that was built in 1963, Bishop Hanifen, the first bishop of the Diocese of Colorado Springs, gave mission status to what is now called St. Francis of Assisi Parish. It was made a parish in 1987. In 1989 the Diocese of Colorado Springs and the Sisters signed a fifty year agreement that allows St. Francis of Assisi parish to remain in this special place with the Sisters.
St. Francis continued to grow and, with the permission of the Sisters, renovated the church to accommodate more people and also built an addition to provide meeting/classroom facilities and a parish hall. The community continues to use and enjoy the facilities.
Having been blessed by God and our association with the Sisters, the community goes forth from the mountain to all parts of the Colorado Springs community and the world. The parish believes and acts upon the call of the Spirit to love as Jesus loves by supporting the diocese and the local community through various activities. For example, the church family serves at the Marian House, the Catholic Charities soup kitchen, once a month. A partnership with local churches allowed the parish to build several Habitat for Humanity houses. Many other service oriented activities are part of the core of St. Francis of Assisi Parish.
St. Francis of Assisi continues to strive to be a Eucharistic community, blessed by God, called by the Spirit, and sent to love as Jesus loves.


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With the last issue of Teenage Mutant Ninja Turtles nicely wrapping up the Trial of Krang story, and the Teenage Mutant Ninja Turtles/Ghostbusters 2 mini-series covering what happens to the Trutles on their way back from Dimension X, one of the last remaining plot threads hanging over is that of the Triceraton and their return to Earth.
This story reminded me of Doctor Who, and the stories involving the Silurians. Much like them, the Triceraton are evolved from triceratops', and have returned to a world that was once theirs and is now the domain of humanity. I was expecting this story to follow a similar path, with the Triceraton and humans both unwilling to share the planet with the other faction.
Because of these preconceptions I was pleasantly surprised when the warlike Triceraton turned out to be the peaceful faction, approaching humanity with caution, but also friendship. Unfortunately, thanks to the Earth Protection Force and Agent Bishop, a peaceful first encounter between the two races turns into a vicious conflict that soon turns into a fullscale war in downtown New York, one the media report as a terrorist attack.
The issue focuses on this first meeting, and the Triceraton leader Commander Zom rather than the Turtles, who only appear briefly as they return from their crossover with the Ghostbusters. The time spent with Zom and her companions means that by the time Bishop turns on them and the battle starts the reader has come to care for the Triceraton, rather than them just being a group of faceless combattants.
This is most evident in the moment when Sergeant Gord sacrifices himself to save his commander. Despite having only known the character for just one issue his death comes as a saddening shock. Perhaps it's also partially down to the face that we learn the painful backstory of the Triceraton this issue, that they were used as slaves for thousands of generations and simply want a home to live their lives in peace, but seeing them met with open hostility and being called monsters is a lot more shocking and painful than you'd expect.
The issue also manages to pack in the action, with the clash with the Earth Protection Forces incorporating gunfights, helicopters, and even jet packs to give a good variety. With this being only the first part of both this particular storyline, and the fight between Earth and the Triceraton, the skirmish is short lived, but will surely expand over the coming issues.
Whilst this issue does lack the titular Teenage Mutant Ninja Turtles in any particularly important content, it does spend it's time making a very strong foundation for the story to come, and clearly defines some of the main players and the stakes that are on the line. A strong start to what is sure to be an interesting an engaging storyline.
TMNT #76 is now available from IDW Publishing.


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AT&T's 5G Evolution label for its wireless network has earned its share of mockery, even triggering a lawsuit from a rival carrier. And now a report by a network testing firm concludes that AT&T's confusingly named network produces lower average speeds than the LTE networks of some competitors.
The report comes from OpenSignal, which collects data from cell phone users to gauge the speed of assorted wireless networks. OpenSignal found that AT&T customers on that carrier's 5GE network are seeing download speeds essentially in line with what people using the same phones are seeing on other LTE networks.
Specifically, the report says that phones on AT&T's 5GE network are averaging download speeds of 28.8 Mbps. That's actually slower than the speeds of 5GE-capable phones on Verizon and T-Mobile, which had respective download averages of 29.9 Mbps and 29.4 Mbps, respectively, according to OpenSignal. AT&T did finish ahead of Sprint's 20.4 Mbps average for 5GE-capable phones.
The findings announced today (March 22) use OpenSignal data recorded between Jan. 28 and Feb. 26 of this year.
We've asked AT&T if it has any comment on the OpenSignal data, and will post any response we get back.
MORE: AT&T's 5GE Explained: What It Is, and What It Isn't
It's no surprise to see that AT&T's 5GE network isn't delivering anything close to the promised faster speeds of 5G networking since 5GE doesn't use the 5G standard at all, but is rather a marketing term that AT&T is using to tout improvements to its LTE network. AT&T has turned to technologies such as 256 QAM, 3-way carrier aggregation and 4X4 MIMO to boost its network performance. But as OpenSignal's numbers show, so have AT&T's competitors, only they use the less confusing LTE Advanced label for their networks.
AT&T has insisted that the 5GE label popping up on certain devices connected to its network shouldn't cause any confusion at all.
"What we're trying to do is two things," Igal Elbaz, senior vice president for wireless technology at AT&T, told Tom's Guide back in January. "One is to let the customer know that they are in an enhanced experience market or area. So we're letting them know this on the device. And there are close to 20 devices that support this.
All of our investment in the infrastructure and hardware is all 5G ready, so the moment the 5G software and the 5G devices show up, it's a software upgrade to our network to enable our customers to move to 5G."
AT&T's competitors, to put it mildly, aren't having it. Sprint filed a lawsuit over AT&T's claims back in February, and both Verizon and T-Mobile have criticized it, too. Expect OpenSignal's new data to direct even more criticism toward AT&T.


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This wide-angle dome-port is part of the N85 port system and features an acrylic element and anodized aluminum construction. Different size ports are available to support a wide variety of lenses and housing types. Port extensions or adapters may be necessary for some ports and housings.
This 4.33" acrylic wide-angle dome port is designed for use with Sony NEX cameras equipped with the Sony 16mm f/2.8 (SEL16F28) and fisheye converter (VCL-ECF1 or VCL-ECU1).
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Put on faith...
Send this card for encouragement or simply keep it as a reference for yourself.
Scripture: And Jesus said unto them, Because of your unbelief: for verily I say unto you, If ye have faith as a grain of mustard seed, ye shall say unto this mountain, Remove hence to yonder place; and it shall remove; and nothing shall be impossible unto you. (Matthew 17:20)
Message Excerpt: The Lord is standing near today waiting for us to stretch our faith, which allows Him to step in and to release His power into our lives in a higher capacity. Our task is to let go and allow Him to be Lord.
- Perforated Scripture Mark™ (Scriptural Bookmark) Attached
- Blank Writing Area
- 4 3/4" x 7" linen folded card
- Elegant gold envelope
- Packaged in a clear cello bag
There are twelve cards in the Whole Armor of God Collection. This includes Faith, Love, Peace, Perseverance, Prayer, Righteousness, Salvation, Spoken Word, Supplication, Truth, Word of God, and Service. View the 12-card collection.
Throughout Scripture, we see references to various stones. The pendants not only emphasize the idea of "putting on" (the whole armor of God), but each is exquisitely fashioned in the latest design and color trends.
Please Note: The colors of the card shown may vary slightly due to differences in the type of technology used for access (e.g., computer, tablet, phone).


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