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Steve Williams doesn't want any of his buddies to know it, but sometimes he eats tofu.
For a lifelong logger from a self-described "industrial strength family," that's hard to admit.
"My idea of a meal prior to this was steak and potatoes, and then more steak and potatoes," Williams said. The "this" he's referring to happened a year-and-a-half ago when he was diagnosed with type II diabetes. He weighed 275 pounds and had trouble bending over to tie his shoes.
Although Williams, 49, had clear risk factors for diabetes, tests showed his fasting glucose levels were only slightly high. And he had no family history of diabetes, which occurs when the body's ability to produce or respond to insulin is impaired.
"I was skeptical," said Williams, whose doctor told him he could control his diabetes with diet and exercise — but it would require serious lifestyle changes. Williams knew he'd become more sedentary since losing his job at the Hanel Mill and going to work for the county forestry department. And he knew his "biscuits and gravy" diet was probably less than healthful. But he wasn't convinced he had to change his lifestyle — or that changing it would make a difference.
Still, Williams agreed to meet with the diabetes educators at Providence Hood River Memorial Hospital, who in turn recommended that he enter the hospital's Risk Reduction Program at the Cardiovascular Conditioning Center.
Williams was still doubtful, but agreed to try it. He began working out at the Conditioning Center, located across from the hospital on 13th and May streets, a few days a week under the supervision of the center's exercise physiologist, Jan Polychronis. He also consulted regularly with PHRMH diabetes educator Kelly Chambers, and began learning to decipher labels on food so he could monitor his intake of carbohydrates, which can send glucose levels soaring.
"It can be really confusing," he recalled. "I'd call Kelly on my cell phone from the grocery store." He started eating fruits and vegetables regularly for the first time in his life, and ate chicken and fish — even tofu — as well as red meat.
Along the way, a funny thing happened. He started losing weight. He felt better. He checked his blood glucose regularly and it was always well within the normal range. He could bend to tie his shoes. Once a skeptic, he now was a believer.
"It was like, lo and behold, they do know what they're talking about," Williams said. He now weighs 219 pounds — 56 pounds less than he did when he started at the Conditioning Center 11 months ago. He works out three days a week for at least two hours. And he's happily following what he calls a "common sense" diet.
"If you think about it a minute, you shouldn't eat a 20-ounce steak, and then have a second one for your second helping," he said. He stays away from things like potato chips and other junk food, but he gives himself "treats" now and then — splurging on his favorite steak once a month and having dessert occasionally.
But for a one-time skeptic, Williams has come a long way. He credits the Risk Reduction Program staff for helping him to change his life.
"I came in here and fell in love with the place," he said. "They really believe in what they're doing." And they've helped to make Williams believe in what he's doing.
"Getting diagnosed with diabetes was the best thing that's ever happened to me," he said. "Now, I'm serious as a heart attack about this. I'm 49 and I want to live to be 149."
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text:
Welcome to the DaWanda API!
Things have been quiet surrounding our DaWanda API for some time now, but that's about to change. We have been working on a beta API aimed at seller functionality which will grant writing access to orders and - at a later point - also will provide product listing functionality.
Information on the new DaWanda API can be found in the navigation area on the left under "NEW DaWanda API".
The DaWanda Basic API and OAuth API will continue to work until all functionality provided by them is covered by the new API and for some time beyond. We will give you notice at least half a year in advance.
There won't be any further development on Basic API and OAuth API. The information on them has been moved unter the "Deprecated" menu.

subset: commoncrawl


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DIXON – A 34-year-old Dixon woman apparently was killed by her husband, who then tried to kill himself, police said late Sunday.
Yolanda M. Sigler was found dead in her living room at 230 Lincolnway. Dixon Police Chief Danny Langloss declined to say how she died or to characterize her injuries.
Her husband, Brian C. Sigler, also 34, was found in a second-floor bathtub with a knife. He underwent surgery Sunday at KSB Hospital for life-threatening stab wounds to the neck and abdomen, Langloss said.
He has not yet been charged in her death, and will remain under police watch until he can be released from the hospital.
The Siglers' 10-year-old son made the 911 call at 2:26 p.m. The boy is with family members; police don't think he heard or witnessed the altercation, Langloss said.
The killing may have happened sometime overnight; police still are trying to pin down a time-frame, he said.
Officers talked with family members and neighbors Sunday. Illinois State Police crime scene investigators processed the home for evidence.
According to her Facebook page, Yolanda Sigler graduated from Dixon High School in 1997 and got an associate's degree at Sauk Valley Community College in 2001 to become an administrative assistant.
She worked at Crest Foods in Ashton and is certified as a personal trainer, according her page.
This is the year's first homicide in the Sauk Valley, and is one of several homicides or violence-related deaths in Dixon in recent years.
– On Sept. 11, 2009, Margaret Atherton, 35, was suffocated in her home. Byron Adams, 54, was convicted of first-degree murder and was sentenced last month to 60 years in prison.
– On May 22, 2011, the bodies of Mona and Jim Partington, 73 and 75, were found at their Sherman Avenue house. Partington shot and killed his wife, who had dementia, before turning the gun on himself.
– In November, Eleana R. Montgomery, 25, pleaded guilty to drug-induced homicide after giving heroin to Preston W. McMunn, 32, which led to his death Aug. 19 at a Dixon home.
– Tiffany Fassler, 37, is charged with first-degree murder and aggravated battery of a child in the death of her stepson, Colton Fassler, who was 6 in December 2010 when, prosecutors say, she kicked him the chest, causing him to hit his head on a metal vanity. He died nearly a year later.
– And Charles T. George, 25, is accused of shaking his 3-month-old daughter, Tamari, on Sept. 17, 2010, and dropping her on the floor. She died 5 days later at a Rockford hospital. He is charged with involuntary manslaughter, two counts of aggravated battery of a child, and aggravated domestic battery.
Who to call
Anyone with information on the investigation is asked to call Dixon Police at 815-288-4411 or Crime Stoppers at 1-888-228-4488. Callers can remain anonymous.


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Theresa Agnes Gosselin Lawson
Lawson–– Theresa Agnes Gosselin, 84, of Newport Center, VT, went to be with the Lord on July 24, 2012. Services will be held at the convenience of the family. Online condolences may be sent to the family through the funeral home website at www.curtis-britch.com. Arrangements are entrusted to the care of Curtis-Britch-Converse-Rushford Funeral Home, locally family owned and operated.
For the full obituary see Monday's Express.


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hippehpanda - I'm very sorry that you feel this way, and I can promise you that I (and undoubtably all of the other posters here) are not speaking specifically about your personal situation and in no way think any less of the way that you have been able to make breastfeeding work for you. All any single one of us has said is that formula is not an ideal way of dealing with OS/OALD. That's all. If someone can make it work, that's great; however it is not without risks and that needs to be addressed. I don't really understand what is so offensive about that.
And who is making you feel like a villain or a bad mother? I can assure you that is not my intention, and I can't imagine that it is anyone else's. Please point to a single post where someone has said anything specifically about your choices?
Again, you seem to be ignoring everything that I've said to the contrary:
I really hope that you can see that I am not criticizing you or your choices. I am happy for you. I truthfully think that you should be proud of your accomplishments. I am pretty sure that most of the mamas on these boards feel the same way.


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A bipartisan group of senators put aside the battling that often prevails in Annapolis to announce Thursday a common agenda of bills that Democrats and Republicans can rally around.
The bills would preserve scholarships for veterans, protect children from identity theft, promote social studies in public schools, help high-tech workers with the cost of security clearances and shield family farms from estate taxes.
Senate President Thomas V. Mike Miller started the news conference in the Senate's lounge with an endorsement of the idea of bringing together lawmakers of both parties on issues that do not excite partisan passions.
The Calvert County Democrat...


text:
YetiShare file hosting script v4.3 + 17 Plugins
PHP 7 Support, UI Upgrades, Advanced Folder Sharing, Impersonate User, AdBlocker Detection, Improved Session Handling and much more.
Download link : https://gedofile.com/ac0f13639adde366
Updated 03-22-2016 at 10:23 AM by mazidde
When your business is on the net, your internet site hosting is everything. You can not afford to be down to get a second minute… or possibly a single second! If Amazon.com was down for just .001% of that time period, they might be losing MILLIONS of dollars. Of course they've got huge facilities for hosting and spend huge amount of money on hosting everything, but this is simply a great example of how important quality hosting is.
Parameters such as the bandwidth, disk
Getting found through direct searches is the best way to achieve success online. It takes time to gain a high Search Engine Results Page ranking (SERP), and there are many SEO companies to choose from, but you can trust our SEO experts to help you get there. It takes a lot of hard work to get to the top. Our Intrix Media SEO experts will help your site climb above the competition.
What is SEO?
We analyze your site for search engine friendliness and


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Event: Sonam Kapoor, Anil Kapoor, pritish nandy, Chetan Bhagat, Ayesha Takia Azmi, Raveena Tandon, Anupam Kher, Abhishek Kapoor and other Bollywood celebs were present at the celebration of World Compassion Day hosted by Pritish Nandy and Humane Society International (the global partner of The Humane Society of the United States). Keynote speaker His Holiness the 14th Dalai Lama was present at the event.
Guest List: Sonam Kapoor, Anil Kapoor, pritish nandy, Chetan Bhagat, Ayesha Takia, Raveena Tandon, Anupam Kher, Abhishek Kapoor, Dalai Lama
Bollywood celeb Aamir Khan along with wife Kiran Rao were spotted at PVR.
Bollywood producers-directors Vidhu Vinod Chopra, Krishan Kumar, Ravi Bahl, Divya Khosla Kumar, Sajid Nadiadwala, Wardha Nadiadwala celebrate diwali with Bhushan Kumar
Bollywood celebs Kareena Kapoor Khan, Malaika Arora, Sonali Bendre, Nimrat Kaur among others were snapped by paparazzi.Bebo looked super cool in a casual look. She wore a white t-shirt with yoga pants...
Bollywood actress Shama Sikander celebrated Diwali festival at her residence.
Bollywood celebs Aamir Khan, Zaira Wasim, Fatima Sana Shaikh, Sanya Malhotra, Anil Kapoor, Nitesh Tiwari, Aparshakti Khurrana, Bhushan Kumar, Javed Akhtar, Shabana Azmi, Sachin Tendulkar, Rajkumar Hir...


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|Home > Business Information > Communications > Communication in Business: Communication Options and Resources
Communication in Business: Communication Options and Resources
With a technology base that is constantly expanding, business communication options are increasingly growing all the time. From traditional communication services like telecom to new mobile communication technologies, you can choose what business communication plan is most cost effective for your business.
- Meeting Your Small Business Communications Needs - There is a wide range of Communication services for a small business to choose from. Learn what is available and what might be right for your business.
- Bundled Services - Today, there are more "cross-over" services being provided by various companies in the communications industry. Communications companies are now offering not only voice services, but also data, video and other enhancements in "bundled" packages designed to support your small business.
- Internet Access and Broadband Services - Internet access and online services are very important business tools for your small business.� Learn about access speeds, security and online backup services to help you take advantage of this technology.
- Small Business Exploring Cloud Computing - Cloud Computing is helping small business reduce their technology infrastructure by accessing software and hardware over the internet. Learn how this �on demand� computing can work for you and your employees in the office and remotely.
- Conferencing and Collaboration - Savvy companies today are using communications tools that support relationships with employees, customers and suppliers. �Easy-to-use online conferencing, and telephone, video and Web conferencing can enhance communications and reduce travel and other expenses.
- Faxes Hanging On - Fax machines:� Endangered? �Yes. �Extinct? �No. �Faxing remains the easiest way to send and receive signed documents, and sensitive information that a business owner may not wish to send over the Internet.� See this section to consider the alternatives, including e-fax options.
- Unified Messaging Streamlines Inboxes - This technology provides easy and instant access to not only e-mails, but also voice mails and faxes. Unified messaging systems bring all of these messages together into a single inbox, allowing you to prioritize, forward, add notes, or review in original formats, all according to your preferences.
- Instant Messaging - A popular method of communication, businesses can benefit immensely from instant messaging applications, from communicating quickly about projects, to notification of important updates, answers to questions, or inquiring into a colleague's location.�
- Choosing a Small Business Phone System - Your telephone system is your business lifeline. Today's systems can perform a variety of call-handling functions, including some new features such as unified messaging, mentioned above. Learn about which system and features are best for your business.�
Copyright © 2005-2018 Small Business Resources. www.sbresources.com. All rights reserved.


text: I had friends that played 1e but I never got into DnD until high school and even then it was only a little. It was after grad school that I really took the dive. I was in Chicago with my brother and close friends after a very long night of drinking. The topic of games came up (Diablo 1) which lead to DnD. A month later we were playing our first game....and I was hooked. :-)


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Jeff Robinson 4/17/2012 9:15:07 AMA very beautiful macro Karen! #1457112
Liz blahh 4/17/2012 9:46:10 AMDitto...beautiful macro! #10095457
Amalia Sylvia Arriaga Salinas 4/17/2012 11:04:26 AMBeautiful details and colors Karen!,
Kitty R. Rodehorst-Hanna 4/17/2012 2:37:16 PMHi Karen...I can't comment of all your incredible images but know that I did look at the and in my opinion they are ALL incredible! :-) k #10095833
Darren K. Fisher 4/17/2012 4:14:51 PMWOW this is gorgeous. Outstanding job with the lighting. #10096037
Neal D. Hatcher 5/1/2012 2:04:17 AMBeautiful-Awesome macro #10115657
Val Feldman 5/6/2012 9:14:01 AMI'm doing handstands over that gorgeous light, Karen...beautiful details and the delicate and creamy shades of pink. Beautiful macro work (of course!):) :) #10126142
Neal D. Hatcher 5/25/2012 8:22:43 PM-----------"CONGRATULATIONS"------------ #10150963
Don Christiana 5/26/2012 6:28:44 AMCONGRATS on your stunning Finalist. Your macro details are beautiful. #10152161
Patricia A. Casey 5/26/2012 7:46:50 AMCongratulations on Finalist...this is a beautiful capture Karen.....all the very best wishes for the next round....Cheers =^..^= #10152494
JO ANN CLEVELAND 5/26/2012 11:49:01 AMCongratulations on your outstanding finalist Karen!
jo ann c. #10153030
David M. Montero 5/26/2012 12:00:44 PMCongratulations on your Finalist selection of this simply stunning capture Karen! #10153081
Julie Burnett 5/26/2012 12:51:41 PMGORGEOUS, Karen, the details and colors are incredible!! Congratulations, and best of luck!! #10153275
Patrick Rouzes 5/27/2012 9:32:34 AMWOW, CONGRATS & good luck, KAren! #10155491
Karen Bacon 5/27/2012 9:55:20 AMThank you one and all! Have a great weekend! #10155532
Usman M. Bajwa 5/28/2012 12:35:34 AMFABULOUS. Congratulations and expect to see it with Gold soon, Karen!
Randy D. Dinkins 5/28/2012 7:00:41 PMBeautiful light and softness, congratulations! #10158011
Kitty R. Rodehorst-Hanna 5/29/2012 10:46:20 AMWTG on this awesome winner, Karen! :-) k #10159130
JO ANN CLEVELAND 5/29/2012 1:29:46 PMBig congratulations on this outstanding 2nd Place Gold Winner Karen..
And sooo well deserved too..I just love it!
jo ann c. #10159546
Val Feldman 5/29/2012 1:51:57 PMHappy to see this with GOLD attached, my friend! Congratulations!!!!! #10159611
Don Christiana 5/29/2012 2:35:18 PMCongrats on your Stunning Gold Winner. #10159704
Ellen Hodges 5/29/2012 3:57:00 PMCongrats on a gorgeous winner, Karen!! #10159911
Tarun Bose 5/29/2012 6:33:25 PMBig congrats Karen for your winner. #10160244
Joannie Bertucci 5/29/2012 6:56:11 PMTraffic stopping image Karen! You are my all time floral photographer and this image proves my point to a tee! Congrats on another beautiful winner! #10160291
Mary K. Robison 5/31/2012 4:39:33 PMMarvelous colors, clarity, and lighting, Karen.
Karen Bacon 6/2/2012 5:44:22 AMThank you everyone for so many lovely comments! I hope you all have a great weekend! #10165542
David M. Montero 6/8/2012 4:35:39 PMI apologize for my tardiness. Congratulations on your gold award for this stunningly beautiful capture Karen!!! #10173466
Exif: F Number: 14, Exposure Bias Value: 0.00, ExposureTime: 1/8 seconds, Flash: did not fire, compulsory flash mode, ISO: 320, White balance: Auto white balance, FocalLength: 100.00 mm, Model: Canon EOS 5D Mark II
Uploaded on 4/17/2012 7:56:00 AM
Copyright for this gallery photo belongs solely to Karen Bacon. Images may not be copied, downloaded, or used in any way without the expressed, written permission of the photographer.
Contact photographer via gallery.
Log in to follow or message this photographer or report this photo.


text:
Varsity Scout Letter Bar
From MeritBadgeDotOrg
Revision as of 16:23, April 20, 2007 by Missylou2who (Talk | contribs)
Award requirements
A Varsity Scout letter bar is pinned to the Varsity Scout letter and represents each additional letter earned youth team member.
The youth requirements are the same as the Varsity Scout letter.
Varsity Scout letter
Main article: Varsity Scout Letter
A Varsity Scout letter may be earned by Varsity Scouts in a who participate in an ultimate adventure based on a high-adventure or sports feature.
Varsity Scout activity pins
Main article: Varsity Scout Activity Pins
Because some high-adventure/sports activities planned by the program manager may not have corresponding Varsity Scout activity pins, it is possible for a letter emblem with more letter bars than activity pins.
Source: 2000 Varsity Scout Guidebook (34827A)
Adult leaders do not earn Varsity Scout letter bars.


text:
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text:
engineering for the future..
is a construction company with engineering experience of over 20 years. We strive for quality in all we do. "Perfection is not attainable; but if we chase perfection, we can catch excellence" (Vince Lombardi). This is our commitment to you."
Copyright 2012 ODD-MAC Engineering Limited. All Rights Reserved.
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text:
Treatment of Patients With Cysticercosis With Praziquantel or Albendazole
|The safety and scientific validity of this study is the responsibility of the study sponsor and investigators. Listing a study does not mean it has been evaluated by the U.S. Federal Government. Know the risks and potential benefits of clinical studies and talk to your health care provider before participating. Read our disclaimer for details.
|ClinicalTrials.gov Identifier: NCT00001205
Recruitment Status : Recruiting
First Posted : November 4, 1999
Last Update Posted : December 5, 2018
- Study Details
- Tabular View
- No Results Posted
- Disclaimer
- How to Read a Study Record
The purpose of this study is to evaluate, treat and follow patients with cysticercosis, an infection with the larval form of the pork tapeworm, T. solium. When people ingest cysts of T. solium eggs, cysts develop in the muscles, brain and other organs. The cysts enlarge and cause inflammation, usually in the brain. Patients may develop seizures, headache, nausea, vomiting, inability to walk, poor vision due to enlargement of the brain, and increased pressure in the brain. Other neurological problems may develop depending on the location of the cysts. The drugs praziquantel and albendazole are used to treat cysticercosis, but it is not clear if these drugs are effective in all patients, such as those with calcified cysts or brain enlargement.
Patients with suspected or confirmed cysticercosis may be eligible for this study. Participants will be hospitalized for 2 to 3 weeks and will take either praziquantel or albendazole by mouth for 2 weeks. They may receive a corticosteroid to lessen the side effects of the drug therapy. Patients will be evaluated with medically indicated tests and procedures that may include:
- Blood tests.
- X-rays of the head and long bones.
- Electroencephalogram recording of the electrical activity of the brain
- Lumbar puncture (spinal tap) examination of the cerebrospinal fluid that bathes the brain and spinal cord. For this procedure, a local anesthetic is given and a needle is inserted in the space between the bones (vertebrae) in the lower back. About 2 tablespoons of fluid is collected through the needle.
- Eye examination.
- Magnetic resonance imaging (MRI) to examine the brain. MRI uses a strong magnetic field and radio waves instead of X-rays to demonstrate structural and chemical changes in the brain. During the scan, the patient lies on a table in a narrow cylinder (the scanner). He or she can speak with a staff member via an intercom system at all times during the procedure.
- Computed tomography (CT) to examine the brain. CT can be done from different angles and allows the doctor to view the brain in small sections in 3-dimensions. The patient lies on a table with the head positioned in the CT scanner.
Some of the tests may be repeated on the last day of therapy and at 3 and 6 months or longer after therapy.
|Condition or disease
|Study Type :
|Estimated Enrollment :
|500 participants
|Observational Model:
|Time Perspective:
|Official Title:
|Treatment of Cysticercosis Including Neurocysticercosis With Praziquantel, Albendazole and Other Novel Treatment Modalities
|Study Start Date :
|July 22, 1985
- To study the clinical course of cysticercosis following therapy [ Time Frame: indefinite ]
- To diminish morbidity associated with treatment of cysticercosis including neurocysticercosis or the inflammation associated with therapy [ Time Frame: indefinite ]
Choosing to participate in a study is an important personal decision. Talk with your doctor and family members or friends about deciding to join a study. To learn more about this study, you or your doctor may contact the study research staff using the contacts provided below. For general information, Learn About Clinical Studies.
|Ages Eligible for Study:
|2 Years to 75 Years (Child, Adult, Older Adult)
|Sexes Eligible for Study:
|Accepts Healthy Volunteers:
- Patients ages 2 to 75 years will be considered for therapy. Children under age 18 will not normally be eligible for use of immunosuppressives other than corticosteroids.
- Patients with proven or likely NCC. The diagnosis of NCC depends on the presence of cysts by MRI or computed tomography (CT) scan and/or the presence of typical calcifications by CT. Serology is usually, but not always, positive and depends on the burden and type of disease.
- Willing to sign consent and be seen at prescribed intervals
- Patients who are pregnant will be included, however, they will not be offered treatment with albendazole, praziquantel and/or methotrexate and etanercept during the pregnancy unless the clinical condition is severe, e.g. life threatening, in the opinion of the PI. They may receive corticosteroids.
- Patients with a positive purified protein derivative or quantiferon assay for tuberculosis (TB) and strongyloidiasis will be started/treated for these infections, per standard protocol, and shortly thereafter treated for NCC.
- < 2 years of age
- Unwilling to undergo effective birth control measures if use of anthelmintics or immunosuppressives (other than corticosteroids) is required.
- Breast-feeding if anthelmintics or immunosuppressive medications are required.
- Allergic to albendazole and praziquantel
- Active tuberculosis or strongyloides or other infections made worse with immunosuppression or other infections likely to be made worse unless NCC is life threatening.
To learn more about this study, you or your doctor may contact the study research staff using the contact information provided by the sponsor.
Please refer to this study by its ClinicalTrials.gov identifier (NCT number): NCT00001205
|Contact: Nicole C Holland-Thomas, R.N.
|(301) 402-5969
|Contact: Theodore E Nash, M.D.
|(301) 496-6920
|United States, Maryland
|National Institutes of Health Clinical Center, 9000 Rockville Pike
|Bethesda, Maryland, United States, 20892
|Contact: For more information at the NIH Clinical Center contact Office of Patient Recruitment (OPR) 800-411-1222 ext TTY8664111010 firstname.lastname@example.com
|Principal Investigator:
|Theodore E Nash, M.D.
|National Institute of Allergy and Infectious Diseases (NIAID)
Additional Information:
|Responsible Party:
|National Institute of Allergy and Infectious Diseases (NIAID)
|ClinicalTrials.gov Identifier:
|NCT00001205 History of Changes
|Other Study ID Numbers:
|First Posted:
|November 4, 1999 Key Record Dates
|Last Update Posted:
|December 5, 2018
|Last Verified:
|September 24, 2018
Keywords provided by National Institutes of Health Clinical Center (CC) ( National Institute of Allergy and Infectious Diseases (NIAID) ):
Taenia Solium
Additional relevant MeSH terms:
Cestode Infections
Parasitic Diseases
Central Nervous System Helminthiasis
Central Nervous System Parasitic Infections
Central Nervous System Infections
Central Nervous System Diseases
Nervous System Diseases
Antiparasitic Agents
Anti-Infective Agents
Anticestodal Agents
Antiplatyhelmintic Agents
Antiprotozoal Agents
Tubulin Modulators
Antimitotic Agents
Mitosis Modulators
Molecular Mechanisms of Pharmacological Action
Antineoplastic Agents


text:
U.S. Equal Employment Opportunity Commission
I. EEOC Policy on Reasonable Accommodation.
II. Reasonable Accommodation Procedures
A. Requesting Reasonable Accommodation
D. Requests for Medical Information
E. Confidentiality Requirements
F. Time Frame for Processing Requests and Providing Reasonable Accommodations (including expedited processing and extenuating circumstances)
G. Resolution of the Reasonable Accommodation Request
H. Informal Dispute Resolution
I. Information Tracking and Reporting
J. Relation of Procedures to Statutory and Collective Bargaining Claims
Appendix A/Confirmation of Request for Reasonable Accommodation Form
Appendix B/ Resolution of Reasonable Accommodation Request Form
Appendix C/Reasonable Accommodation Information Reporting Form
Appendix D/Utilizing Sign Language Interpreters at Headquarters
Appendix E/Staff Assistant Slots
Appendix F/Selected Reasonable Accommodation Resources
Executive Order 13164 requires all Federal Agencies to establish procedures on handling requests for reasonable accommodation. These Procedures replace those issued in February 2001.
EEOC's Procedures fully comply with the requirements of the Rehabilitation Act of 1973. Under the law, EEOC must provide reasonable accommodation to qualified employees or applicants with disabilities,[1] unless to do so would cause undue hardship. The EEOC is committed to providing reasonable accommodations to its employees and applicants for employment to ensure that individuals with disabilities enjoy equal access to all employment opportunities. EEOC provides reasonable accommodations:
A reasonable accommodation is any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability. While there are some things that are not considered reasonable accommodations (e.g., removal of an essential job function or personal use items such as a hearing aid that is needed on and off the job), reasonable accommodations can cover most things that enable an individual to apply for a job, perform a job, or have equal access to the workplace and employee benefits such as kitchens, parking lots, and office events.
Common types of accommodations include:
EEOC will process requests for reasonable accommodation and will provide reasonable accommodations where appropriate, in a prompt and efficient manner in accordance with the time frames set forth in these Procedures.
EEOC has designated a Disability Program Manager (DPM) to oversee the reasonable accommodation program agency-wide.[2] All requests for reasonable accommodation will be handled by the DPM. If a request is given to a manager or supervisor rather than directly to the DPM, that individual should forward the request immediately and must do so within 2 business days. When an employee makes a request for reasonable accommodation that involves performance of the job, the DPM will work with the employee's supervisor to ensure that an appropriate accommodation is provided that meets the individual's disability-related needs and enables the individual to perform the essential functions of the position. See Section II.K. on how to contact the DPM.
As part of the reasonable accommodation interactive process, the DPM will obtain and evaluate documentation supporting an accommodation request (such as medical documentation demonstrating that the requestor is an individual with a disability), whenever the disability or need for accommodation is not obvious.
Sometimes EEOC may be able to address an employee's impairment-related needs outside the reasonable accommodation process. For example, EEOC has an ergonomic program available to all employees who may require special equipment to address or prevent various ailments. Under the ergonomic program, for instance, an employee with carpal tunnel syndrome may request a specialized chair or wrist pad. Requests under these procedures, as well as requests under the ergonomic program, should be directed to the DPM.
While the DPM will handle all requests for reasonable accommodations, supervisors, managers, and office directors often will need to be consulted about specific requests. Therefore, all management personnel must be familiar with these Procedures and the Commission's "Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act" (rev. Oct. 17, 2002), which contains significant information on the responsibilities of agency personnel involved in responding to a request for reasonable accommodation, as well as the rights and responsibilities of those requesting accommodation. (This document is available at http://www.eeoc.gov/policy/docs/accommodation.html, and on EEOC's intranet site, http://insite.eeoc.gov/insite/Enforcement/Compliance_Manual_and_Enforcem/rabarnett_1.pdf.). Applicants and employees may wish to consult this Guidance to better understand the reasonable accommodation process.
EEOC may take steps, solely at the agency's discretion, beyond those required by section 501 of the Rehabilitation Act of 1973.
Generally, an applicant or employee must let the EEOC know that he needs an adjustment or change concerning some aspect of the application process, the job, or a benefit of employment for a reason related to a medical condition.[3] An applicant or employee may request a reasonable accommodation at any time, orally or in writing. An individual should request a reasonable accommodation from the Disability Program Manager (DPM).[4] For applicants, information about contacting the DPM will be in the vacancy announcement and the letter of appointment. (See also Section II.K. on how to contact the DPM.)
If an employee makes a reasonable accommodation request to someone other than the DPM, such as her supervisor, office director, district director, or regional attorney, these supervisors/managers should forward the request to the DPM immediately and must do so within 2 business days. The reasonable accommodation process begins as soon as the oral or written request for accommodation is made to any manager in an employee's chain of command, so it is imperative that the request be forwarded to the DPM within 2 business days.
An individual's receipt or denial of an accommodation does not prevent the individual from making another request at a later time if circumstances change and she believes that an accommodation is needed due to limitations from a disability (e.g., the disability worsens or an employee is assigned new duties that require an additional or different reasonable accommodation). Additionally, the DPM may not refuse to process a request for reasonable accommodation, and a reasonable accommodation may not be denied, based on a belief that the accommodation should have been requested earlier (e.g., during the application process).
A request does not have to include any special words, such as "reasonable accommodation," "disability," or "Rehabilitation Act." A request is any communication in which an individual asks or states that she needs EEOC to provide or to change something because of a medical condition. A supervisor, manager, or the DPM should ask an individual whether she is requesting a reasonable accommodation if the nature of the initial communication is unclear.
A family member, health professional, or other representative may request an accommodation on behalf of an EEOC employee or applicant. For example, a doctor's note outlining medical restrictions for an employee constitutes a request for reasonable accommodation.
When an individual (or third party) makes an oral request, the DPM must ensure that the "Confirmation of Request" form is filled out (see Appendix A). The DPM must fill out the Form if the requestor does not.
An employee needing a reasonable accommodation on a recurring basis, such as the assistance of a sign language interpreter, must submit the "Confirmation" form only for the first request. However, the employee requesting accommodation must give appropriate advance notice each subsequent time the accommodation is needed. If the accommodation is needed on a regular basis (e.g., a weekly staff meeting), the DPM should ensure that an employee's supervisor makes the appropriate arrangements without requiring a request in advance of each occasion. (See Appendix D for information on requesting sign language interpreters.)
The Disability Program Manager (DPM) is responsible for processing requests for reasonable accommodation. The Director of Human Resources will designate another OHR staff member to act as a back-up for the DPM to process requests when the DPM is unavailable for any length of time (e.g., the DPM is on vacation or out on extended leave).
While the DPM has responsibility for processing requests for reasonable accommodation, the DPM may work closely with an employee's supervisor or office director in responding to the request, particularly those involving performance of the job. The DPM will need to consult with an employee's supervisor and/or office director to gather relevant information necessary to respond to a request and to assess whether a particular accommodation will be effective. No reasonable accommodation involving performance of the job will be provided without first informing an employee's supervisor or, as appropriate, an office director.
After a request for accommodation has been made, the next step is for the parties to begin the interactive process to determine what, if any, accommodation should be provided. This means that the individual requesting the accommodation and the DPM must communicate with each other about the request, the precise nature of the problem that is generating the request, how a disability is prompting a need for an accommodation, and alternative accommodations that may be effective in meeting an individual's needs.
The DPM will contact the applicant or employee within 10 business days after the request is made (even if the request is initially made to someone else) to begin discussing the accommodation request. In some instances, the DPM may need to get information to determine if an individual's impairment is a "disability" under the Rehabilitation Act or to determine what would be an effective accommodation. Such information may not be necessary if an effective accommodation is obvious, if the disability is obvious (e.g., the requestor is blind or has paraplegia) or if the disability is already known to the EEOC (e.g., the requestor previously asked for an accommodation and information submitted at that time showed a disability existed and that there would be no change in the individual's medical condition).
Communication is a priority throughout the entire process, but particularly where the specific limitation, problem, or barrier is unclear; where an effective accommodation is not obvious; or where the parties are considering different forms of reasonable accommodation. Both the individual making the request and the decision maker should work together to identify effective accommodations. Appendix F lists some suggested resources for identifying accommodations.
When a third party (e.g., an individual's doctor) requests accommodation on behalf of an applicant or employee, the DPM should, if possible, confirm with the applicant or employee that he wants a reasonable accommodation before proceeding. Where this is not possible, for example, because the employee has been hospitalized in an acute condition, the DPM will process the third party's request if it seems appropriate (e.g., by granting immediate leave) and will consult directly with the individual needing the accommodation as soon as practicable.
The DPM may need to consult with other EEOC personnel (e.g., an employee's supervisor, Information Technology staff) or outside sources to obtain information necessary to make a determination about the request. The EEOC expects that all agency personnel will give a high priority to responding quickly to a DPM's request for information or assistance. Any delays by EEOC personnel may result in the agency's failing to meet the required time frame.
There are specific considerations in the interactive process when an employee needs, or may need, a reassignment.
If a search begins on May 1, then the DPM will inquire about any positions that are currently vacant or will become vacant between May 1 and June 30. The DPM does not have to hold open the search until July 1; if she finishes her search on May 15 and learns that no vacancies are currently available or anticipated by June 30, then the search is over and the results should be conveyed to the employee.
If a requestor's disability and/or need for accommodation are not obvious or already known, EEOC (specifically the DPM) is entitled to ask for and receive medical information showing that the requestor has a covered disability that requires accommodation. A disability is obvious or already known when it is clearly visible or the individual previously provided medical information showing that the condition met the Rehabilitation Act definition. It is the responsibility of the applicant/employee to provide appropriate medical information requested by EEOC where the disability and/or need for accommodation are not obvious or already known.
Only the DPM may determine whether medical information is needed and, if so, may request such information from the requestor and/or the appropriate health professional. Even if medical information is needed to process a request, the DPM does not necessarily have to request medical documentation from a health care provider; in many instances the requestor may be able to provide sufficient information that can substantiate the existence of a "disability" and/or need for a reasonable accommodation. (See Section II.E. about the confidentiality of all medical information obtained in processing a request for accommodation.) If an individual has already submitted medical documentation in connection with a previous request for accommodation, the individual should immediately inform the DPM of this fact. The DPM will then determine whether additional medical information is needed to process the current request.
If the initial information provided by the health professional or volunteered by the requestor is insufficient to enable the DPM to determine whether the individual has a "disability" and/or that an accommodation is needed, the DPM will explain what additional information is needed. If necessary, the individual should then ask his/her health care provider or other appropriate professional to provide the missing information. The DPM may also give the individual a list of questions to give to the health care provider or other appropriate professional to answer. If sufficient medical information is not provided by the individual after several attempts, the DPM may ask the individual requesting accommodation to sign a limited release permitting the DPM to contact the provider for additional information. The DPM may have the medical information reviewed by a doctor of the agency's choosing, at the agency's expense.
In determining whether documentation is necessary to support a request for reasonable accommodation and whether an applicant or employee has a disability within the meaning of the Rehabilitation Act, the DPM will be guided by principles set forth in the ADA Amendments Act of 2008. Specifically, the ADA Amendments Act directs that the definition of "disability" be construed broadly and that the determination of whether an individual has a "disability" generally should not require extensive analysis. Notwithstanding, the DPM may require medical information in order to design an appropriate and effective accommodation.
A supervisor or office director who believes that an employee may no longer need a reasonable accommodation should contact the DPM. The DPM will decide if there is a reason to contact the employee to discuss whether s/he has a continuing need for reasonable accommodation.
Under the Rehabilitation Act, medical information obtained in connection with the reasonable accommodation process must be kept confidential. This means that all medical information that EEOC obtains in connection with a request for reasonable accommodation must be kept in files separate from the individual's personnel file. This includes the fact that an accommodation has been requested or approved and information about functional limitations. It also means that any EEOC employee who obtains or receives such information is strictly bound by these confidentiality requirements.
The DPM may share certain information with an employee's supervisor or other agency official(s) as necessary to make appropriate determinations on a reasonable accommodation request. Under these circumstances, the DPM will inform the recipients about these confidentiality requirements. The information disclosed will be no more than is necessary to process the request. In certain situations, the DPM will not necessarily need to reveal the name of the requestor and/or the office in which the requestor works, or even the name of the disability.
The Office of Information Technology (OIT) generally will be consulted in connection with requests for assistive technology for computers. While OIT needs to know the employee's functional limitations, it typically has no need to know the employee's specific disability.
In addition to disclosures of information needed to process a request for accommodation, other disclosures of medical information are permitted as follows:
The time frame for processing a request (including providing accommodation, if approved) is as soon as possible but no later than 30 business days from the date the request is made. This 30-day period includes the 10-day time frame in which the DPM must contact the requestor after a request for reasonable accommodation is made. (See Section II.C.1.)
EEOC will process requests and, where appropriate, provide accommodations in as short a period as reasonably possible. The time frame above indicates the maximum amount of time it should generally take to process a request and provide a reasonable accommodation. The DPM will strive to process the request and provide an accommodation sooner, if possible. Unnecessary delays can result in a violation of the Rehabilitation Act.
The time frame begins when an oral or written request for reasonable accommodation is made, and not necessarily when it is received by the DPM.[5] Therefore, everyone involved in processing a request should respond as quickly as possible. This includes referring a request to the DPM, contacting a doctor if medical information or documentation is needed, and providing technical assistance to the DPM regarding issues raised by a request (e.g., information from a supervisor regarding the essential functions of an employee's position, information from OIT regarding compatibility of certain adaptive equipment with EEOC's technology).
If the DPM must request medical information or documentation from a requestor's doctor, the time frame will stop on the day that the DPM makes a request to the individual to obtain medical information or sends out a request for information/documentation, and will resume on the day that the information/documentation is received by the DPM.
If the disability is obvious or already known to the DPM, if it is clear why reasonable accommodation is needed, and if an accommodation can be provided quickly, then the DPM should not require the full 30 business days to process the request. The following are examples of situations where the disability is obvious or already known and an accommodation can be provided in less than the allotted time frame:
In certain circumstances, a request for reasonable accommodation requires an expedited review and decision. This includes where a reasonable accommodation is needed:
These are circumstances that could not reasonably have been anticipated or avoided in advance of the request for accommodation, or that are beyond EEOC's ability to control. When extenuating circumstances are present, the time for processing a request for reasonable accommodation and providing the accommodation will be extended as reasonably necessary. Extensions will be limited to circumstances where they are absolutely necessary and only for as long as required to deal with the extenuating circumstance.
All decisions regarding a request for reasonable accommodation will be communicated to an applicant or employee by use of the "Resolution of Request" form (see Appendix B), as well as orally.
An individual dissatisfied with the resolution of a reasonable accommodation request can ask the Director of the Office of Human Resources (OHR) to reconsider that decision. An individual must request reconsideration within 10 business days of receiving the "Resolution" form. A request for reconsideration will not extend the time limits for initiating administrative, statutory, or collective bargaining claims. (See Section II.J. below.)
In order for EEOC to ensure compliance with these Procedures and the Rehabilitation Act, the DPM will complete the "Reasonable Accommodation Information Reporting" form (Appendix C) within 5 business days of issuing the decision.
These forms will be the basis of an annual report to be issued to all employees that will provide a qualitative assessment of EEOC's reasonable accommodation program, including any recommendations for improvement of EEOC's reasonable accommodation policies and these Procedures. This annual report will not contain confidential information about specific requests for reasonable accommodations, such as the names of individuals that requested accommodations or the accommodations requested by specific individuals. Rather, this report will provide only general information, such as the total number of requests for accommodations, the types of accommodations requested, and the length of time taken to process requests.
These Procedures do not limit or supplant statutory and collective bargaining protections for persons with disabilities and the remedies they provide for the denial of requests for reasonable accommodation. Requirements governing the initiation of statutory and collective bargaining claims remain unchanged, including the time frames for filing such claims.
The "Resolution of Request" form (Appendix B) provides information to individuals denied accommodation, or denied the accommodation of their choice, about their right to file an EEO complaint and their possible right to pursue MSPB and/or union grievance procedures.
An individual who chooses to pursue statutory or collective bargaining remedies for denial of reasonable accommodation must:
These Procedures create no new enforceable rights under section 501 of the Rehabilitation Act, any other law, or the collective bargaining agreement. Executive Order 13164, which requires all Federal agencies to adopt reasonable accommodation procedures, explains in section 5(b) that the procedures are "intended only to improve the internal management of the executive branch and does not create any right or benefit, substantive or procedural, enforceable at law or equity by a party against the United States, [or] its agencies."
Any employee wanting further information concerning these Procedures may contact the Disability Program Manager (DPM) via e-mail at DisabilityProgramManager. Applicants may contact the DPM at email@example.com.
These Procedures shall be distributed to all employees upon issuance, and annually thereafter. They also will be posted on EEOC's Intranet and Internet sites, included in the employee handbook, and will be available in EEOC's library, in the Office of Equal Opportunity, and the Office of Human Resources Management. They will be distributed to all new employees as part of their orientation on their first day of work. These Procedures will be provided in alternative formats when requested from the DPM by, or on behalf of, any EEOC employee.
Jacqueline A. Berrien
(Disability Program Manager will assign number)
Log No.: ______________
Privacy Act Statement
The Rehabilitation Act of 1973, 29 U.S.C. section 791, and Executive Order 13164 authorize collection of this information. The primary use of this information is to consider, decide, and implement requests for reasonable accommodation. Additional disclosures of the information may be: To medical personnel to meet a bona fide medical emergency; to another Federal agency, a court, or a party in litigation before a court or in an administrative proceeding being conducted by a Federal agency when the Government is a party to the judicial or administrative proceeding; to a congressional office from the record of an individual in response to an inquiry from the congressional office made at the request of the individual; and to an authorized appeal grievance examiner, formal complaints examiner, administrative judge, equal employment opportunity investigator, arbitrator or other duly authorized official engaged in investigation or settlement of a grievance, complaint or appeal filed by an employee.
EEOC Form 557 (Revised 04/10) PREVIOUS EDITIONS OF THIS FORM ARE OBSOLETE AND MUST NOT BE USED
(Must complete numbers 1-3; complete numbers 4-7, if applicable)
_____ approved as specifically requested
_____ approved but different from original request*
_____ denied
*If the approved accommodation is different from the one(s) originally requested, identify the alternative accommodation(s):
_____ accepted
_____ rejected
EEOC Form 557a (Revised 04/10) PREVIOUS EDITIONS OF THIS FORM ARE OBSOLETE AND MUST NOT BE USED
An individual who disagrees with the resolution of the request may ask the Director of the Office of Human Resources to reconsider that decision within 10 business days of receiving the "Resolution" form. Note that requesting reconsideration does not extend the time limits for initiating administrative, statutory, or collective bargaining claims.
Name of Deciding Official
Signature of Deciding Official
Date reasonable accommodation denied/approved ___________________
EEOC Form 557a (Revised 04/10) PREVIOUS EDITIONS OF THIS FORM ARE OBSOLETE AND MUST NOT BE USED
Name of Individual requesting accommodation:
Office of Requesting Individual: _____________________________________
(Attach copy of the "Resolution of Reasonable Accommodation Request" form.)
Date accommodation requested: __________________
Who received request: __________________________________
Date accommodation provided (if different from date approved):
EEOC Form 557b (Revised 04/10) PREVIOUS EDITIONS OF THIS FORM ARE OBSOLETE AND MUST NOT BE USED
EEOC Form 557b (Revised 04/10) PREVIOUS EDITIONS OF THIS FORM ARE OBSOLETE AND MUST NOT BE USED
SCHEDULING INTERPRETER SERVICES. The individual or office scheduling a meeting or event which will require interpreting services (staff meeting, training, office function, etc.) is responsible for directing the request, via e-mail, to "Interpreting Services." Please check to see if an interpreter is available before scheduling the date, time, and place of the event.
Requests for staff interpreters are accepted and scheduled on a first come, first serve basis -- with exceptions considered on a case-by-case basis. Interpreting for official EEOC business always takes priority over interpreting for non-official matters.
Advance scheduling preferably one to two weeks is strongly encouraged, to the extent possible. Although it is not possible to foresee every occasion for which interpreting services may be required, failure to schedule interpreting services well in advance may result in the necessity to reschedule meetings until interpreter services are available.
If a meeting or event will last longer than one half hour, arrangements must be made for more than one interpreter to be present, or the meeting or event must be scheduled to include sufficient rest periods, including a "sign-free" lunch break, if necessary. Generally, one interpreter can work 45-60 minutes and then needs a 15-minute break. A break during a meeting or event does not constitute a rest period for the interpreter who is expected to continue working (e.g., deaf and hearing parties wish to communicate during the break and look to the interpreter to facilitate the exchange). Also remember that an employee may need an interpreter during lunch so there may be a need to have additional interpreters to ensure each interpreter has an appropriate lunch break.
An employee who knows sign language or who is taking a sign language class is not an acceptable substitute for an EEOC staff interpreter or a contract interpreter.
When an employee attends a meeting, conference, or training program outside the workplace, and EEOC will be providing the interpreter(s), EEOC will assess whether it would be effective to send staff interpreter(s) or contract interpreter(s). If EEOC decides to send staff interpreter(s), and the office of the employee provides transportation for or reimburses the travel costs of the employee, then that office must also provide for/reimburse travel costs for the staff interpreter(s). Similarly, if the office of the employee pays for meals for the employee while attending these types of events, then that office must also pay for the meals for the staff interpreter(s).
In no case should a staff assistant be called upon -- by management or by the employee(s) to whom he or she is assigned -- to perform the essential functions of the job held by the employee with the disability.
U.S. Equal Employment Opportunity Commission
1-800-669-3362 (Voice) 1-800-800-3302 (TT)
EEOC has published many ADA and Rehabilitation Act-related documents that may assist both individuals requesting accommodations as well as those involved in the decision-making process. Most of these documents are available at www.eeoc.gov.
Job Accommodation Network (JAN)
1-800-232-9675 (Voice/TT)
A service of the Office of Disability Employment Policy, JAN can provide information, free-of-charge, about many types of reasonable accommodations and provide referrals to other organizations that may have particular information about accommodations for persons with different disabilities.
ADA Disability and Business Technical Assistance Centers (DBTACs)
1-800-949-4232 (Voice/TT)
The DBTACs consist of 10 federally funded regional centers that provide information, training, and technical assistance on the ADA. Each center works with local business, disability, governmental, rehabilitation, and other professional networks to provide current ADA information and assistance. The DBTACs can provide information on reasonable accommodation and make referrals to local sources of expertise in reasonable accommodations.
Registry of Interpreters for the Deaf
(301) 608-0050 (Voice/TT)
The Registry offers information on locating and using interpreters and transliteration services.
RESNA Technical Assistance Project
(703) 524-6686 (Voice) (703) 524-6639 (TT)
RESNA, the Rehabilitation Engineering and Assistive Technology Society of North America, can refer individuals to projects in all 50 states and the six territories offering technical assistance on technology-related services for individuals with disabilities. Services may include:
[1] All references to "disability" in these Procedures refer only to those impairments that meet the ADA/Rehabilitation Act definition of "disability" as amended by the ADA Amendments Act of 2008 (ADAAA). The expanded definition of "disability" is to be interpreted broadly and does not require an extensive analysis.
The Rehabilitation Act, as amended by the ADAAA, does not require an employer to provide reasonable accommodation to an individual who only meets the "regarded as" definition of disability. An applicant or employee must meet either the "actual" definition (i.e., person has an impairment that substantially limits a major life activity) or the "record of" definition (i.e., person has a record of an impairment that substantially limited a major life activity) to be eligible for reasonable accommodation.
[2] EEOC has an agency-wide budget, administered by the DPM, to cover all costs associated with providing reasonable accommodations, including sign language interpreters, furniture, technology, and other significant purchases.
[3] If an EEOC official knows that a disability, such as an intellectual disability (formerly referred to as "mental retardation"), prevents a person from asking for a reasonable accommodation, and it appears that one may be needed, the official should ask whether accommodation is needed. The time frame for processing a request begins when the official makes the inquiry.
[4] See Appendix D for information on how employees may directly schedule sign language interpreters without going through a supervisor or other manager.
[5] See footnote 2 that explains when the time frame begins if an EEOC official must inquire if reasonable accommodation is needed when an individual's disability, e.g., an intellectual disability (formerly called "mental retardation") prevents him from asking for one.
[6] Currently, Interpreting Services generally meet interpreter needs in field offices by contracting for such services.


text:
Inside the Kitchen Cure: De-Cluttering and Re-Organizing
Obviously, I haven't made much progress with this junk drawer since I posted about it a good seven months ago. But we're all about cleaning out unused tools and reorganizing as part of the Kitchen Cure this week, so I think it's time to give this drawer some serious attention.
First things first, I emptied everything out of the drawer and sorted it into the three stacks that Sara Kate recommends: things I use all the time, things I use only occasionally, and things I never use. The things I use all the time would go back in this drawer, and the things I never use I put in a "Use It or Lose It" box. The occasional use things that I knew I want to keep got put in their own box and stowed in the cupboard over the fridge.
Back to the junk drawer. My problem with this drawer is not so much the things that are in it, but how to keep it all from becoming a jumbled mess that I have to sift through every time I need my instant-read thermometer. The suggestions I gave back in my "junk drawer" post are still really good ideas, but right now I needed a temporary solution until I can get to the store for some separating containers. (On my to-do list, I promise.)
I have four metal tins that my mother originally used for individual mini-meatloaves, but which I have been using to store small things like measuring spoons and toothpicks. These work great, but tend to slide all over the drawer despite putting a non-slip mat underneath. As a solution, I took an adjustable curtain rod that wasn't being used and set this across the drawer as a brace. It holds in the metal tins and keeps them from sliding into the drawer. I'm giving myself a pat on the back for that one.
To help keep the rest of the drawer organized, I used a drain tray that a friend had given us when we moved in. The tray has a slight edge and a non-slip rubber surface, so I'm using it to hold the smaller utensils like vegetable peelers and corkscrews. In the space left behind, I am keeping all my larger tools - off-set spatulas, soup ladles, and large slotted spoons.
I'm hoping that this set-up will at least do a better job of keeping things spread out and visible instead of bunched in one big mass. I definitely still want to find some trays or containers that I can fit in this drawer for better organization in the long-term.
As for the de-cluttering the rest of the kitchen, I'm a little lucky because my husband and I went through a major move not too long ago and pared down our belongings quite a bit. Still, I found several things hiding away in the backs of cupboards that I think I can finally get rid of - a third strainer I never use, a hand-cranked pasta-machine that I've replaced with a KitchenAid attachment, and a few other odds and ends. I plan to give these a good home with friends or donate them.
How is your de-cluttering operation going?
Related: How to Control Plastic Container Clutter
(Images: Emma Christensen)


text:
|OpenBSD General Other questions regarding OpenBSD which do not fit in any of the categories below.
|Thread Tools
|Display Modes
Have to Source .profile Implicitly
I have just installed OpenBSD 5.3 with XFCE.
I am exporting a PKG_PATH variable in ~/.profile. When I launched a terminal and tried to use this variable (indirectly, via pkg_add) I saw that the variable was not initiated, as such it is blank and pkg_add fails. So I sourced the file myself, and it worked.
Weird thing is, when I restart the terminal same thing happens again. Even after a reboot, each time I launch a terminal I have to source .profile. Shouldn't a terminal take care of this automatically and source it? At least this was the case with other systems I have used in the past.
It happens with both the root and the normal user.
I have googled but did not find any helpful information. Can someone help me?
You should edit your ~/.profile file here, would be helpful
And providing your dmesg(8) result also
The secret of wisdom is not wisdom itself, it's the road that leads us there.
Oh I have only added the PKG_PATH export statement in .profile. I will provide the whole file anyway:
$ cat ~/.profile # $OpenBSD: dot.profile,v 1.4 2005/02/16 06:56:57 matthieu Exp $ # # sh/ksh initialization PATH=$HOME/bin:/bin:/sbin:/usr/bin:/usr/sbin:/usr/X11R6/bin:/usr/local/bin:/usr/local/sbin:/usr/games:. export PATH HOME TERM export PKG_PATH=ftp://ftp.eu.openbsd.org/pub/OpenBSD/5.3/packages/i386/
$ /sbin/dmesg OpenBSD 5.3 (GENERIC.MP) #58: Tue Mar 12 18:43:53 MDT 2013 email@example.com:/usr/src/sys/arch/i386/compile/GENERIC.MP cpu0: Intel(R) Atom(TM) CPU N270 @ 1.60GHz ("GenuineIntel" 686-class) 1.60 GHz cpu0: FPU,V86,DE,PSE,TSC,MSR,PAE,MCE,CX8,APIC,SEP,MTRR,PGE,MCA,CMOV,PAT,CFLUSH,DS,ACPI,MMX,FXSR,SSE,SSE2,SS,HTT,TM,PBE,NXE,SSE3,DTES64,MWAIT,DS-CPL,EST,TM2,SSSE3,xTPR,PDCM,MOVBE,LAHF,PERF real mem = 2138238976 (2039MB) avail mem = 2092302336 (1995MB) mainbus0 at root bios0 at mainbus0: AT/286+ BIOS, date 10/21/09, BIOS32 rev. 0 @ 0xf0010, SMBIOS rev. 2.5 @ 0xf0720 (30 entries) bios0: vendor American Megatrends Inc. version "2204" date 10/21/2009 bios0: ASUSTeK Computer INC. 1000H acpi0 at bios0: rev 0 acpi0: sleep states S0 S3 S4 S5 acpi0: tables DSDT FACP APIC MCFG OEMB HPET SSDT acpi0: wakeup devices P0P2(S4) P0P1(S4) HDAC(S4) P0P4(S4) P0P8(S4) P0P5(S4) P0P7(S4) P0P9(S4) P0P6(S4) acpitimer0 at acpi0: 3579545 Hz, 24 bits acpimadt0 at acpi0 addr 0xfee00000: PC-AT compat cpu0 at mainbus0: apid 0 (boot processor) cpu0: apic clock running at 132MHz cpu1 at mainbus0: apid 1 (application processor) cpu1: Intel(R) Atom(TM) CPU N270 @ 1.60GHz ("GenuineIntel" 686-class) 1.60 GHz cpu1: FPU,V86,DE,PSE,TSC,MSR,PAE,MCE,CX8,APIC,SEP,MTRR,PGE,MCA,CMOV,PAT,CFLUSH,DS,ACPI,MMX,FXSR,SSE,SSE2,SS,HTT,TM,PBE,NXE,SSE3,DTES64,MWAIT,DS-CPL,EST,TM2,SSSE3,xTPR,PDCM,MOVBE,LAHF,PERF ioapic0 at mainbus0: apid 2 pa 0xfec00000, version 20, 24 pins ioapic0: misconfigured as apic 1, remapped to apid 2 acpimcfg0 at acpi0 addr 0xe0000000, bus 0-63 acpihpet0 at acpi0: 14318179 Hz acpiprt0 at acpi0: bus 0 (PCI0) acpiprt1 at acpi0: bus 3 (P0P5) acpiprt2 at acpi0: bus 1 (P0P7) acpiprt3 at acpi0: bus -1 (P0P6) acpiec0 at acpi0 acpicpu0 at acpi0: C2, C1, PSS acpicpu1 at acpi0: C2, C1, PSS acpitz0 at acpi0: critical temperature is 85 degC acpibat0 at acpi0: BAT0 model "1000H" serial type LION oem "ASUS" acpiac0 at acpi0: AC unit online acpiasus0 at acpi0 acpibtn0 at acpi0: LID_ acpibtn1 at acpi0: SLPB acpibtn2 at acpi0: PWRB bios0: ROM list: 0xc0000/0xec00! cpu0: Enhanced SpeedStep 1597 MHz: speeds: 1600, 1333, 1067, 800 MHz pci0 at mainbus0 bus 0: configuration mode 1 (bios) pchb0 at pci0 dev 0 function 0 "Intel 82945GME Host" rev 0x03 vga1 at pci0 dev 2 function 0 "Intel 82945GME Video" rev 0x03 wsdisplay0 at vga1 mux 1: console (80x25, vt100 emulation) wsdisplay0: screen 1-5 added (80x25, vt100 emulation) intagp0 at vga1 agp0 at intagp0: aperture at 0xd0000000, size 0x10000000 inteldrm0 at vga1: apic 2 int 16 drm0 at inteldrm0 "Intel 82945GM Video" rev 0x03 at pci0 dev 2 function 1 not configured azalia0 at pci0 dev 27 function 0 "Intel 82801GB HD Audio" rev 0x02: msi azalia0: codecs: Realtek ALC269 audio0 at azalia0 ppb0 at pci0 dev 28 function 0 "Intel 82801GB PCIE" rev 0x02: apic 2 int 16 pci1 at ppb0 bus 4 ppb1 at pci0 dev 28 function 1 "Intel 82801GB PCIE" rev 0x02: apic 2 int 17 pci2 at ppb1 bus 3 ale0 at pci2 dev 0 function 0 "Attansic Technology L1E" rev 0xb0: AR8113, msi, address 00:24:8c:86:e1:bd atphy0 at ale0 phy 0: F1 10/100/1000 PHY, rev. 9 ppb2 at pci0 dev 28 function 3 "Intel 82801GB PCIE" rev 0x02: apic 2 int 19 pci3 at ppb2 bus 1 ral0 at pci3 dev 0 function 0 "Ralink RT2790" rev 0x00: apic 2 int 19, address 00:22:43:6e:c9:8a ral0: MAC/BBP RT2872 (rev 0x0200), RF RT2720 (MIMO 1T2R) uhci0 at pci0 dev 29 function 0 "Intel 82801GB USB" rev 0x02: apic 2 int 23 uhci1 at pci0 dev 29 function 1 "Intel 82801GB USB" rev 0x02: apic 2 int 19 uhci2 at pci0 dev 29 function 2 "Intel 82801GB USB" rev 0x02: apic 2 int 18 uhci3 at pci0 dev 29 function 3 "Intel 82801GB USB" rev 0x02: apic 2 int 16 ehci0 at pci0 dev 29 function 7 "Intel 82801GB USB" rev 0x02: apic 2 int 23 usb0 at ehci0: USB revision 2.0 uhub0 at usb0 "Intel EHCI root hub" rev 2.00/1.00 addr 1 ppb3 at pci0 dev 30 function 0 "Intel 82801BAM Hub-to-PCI" rev 0xe2 pci4 at ppb3 bus 5 ichpcib0 at pci0 dev 31 function 0 "Intel 82801GBM LPC" rev 0x02: PM disabled pciide0 at pci0 dev 31 function 2 "Intel 82801GBM SATA" rev 0x02: DMA, channel 0 wired to compatibility, channel 1 wired to compatibility wd0 at pciide0 channel 0 drive 0: <ST9160310AS> wd0: 16-sector PIO, LBA48, 152627MB, 312581808 sectors wd0(pciide0:0:0): using PIO mode 4, Ultra-DMA mode 6 usb1 at uhci0: USB revision 1.0 uhub1 at usb1 "Intel UHCI root hub" rev 1.00/1.00 addr 1 usb2 at uhci1: USB revision 1.0 uhub2 at usb2 "Intel UHCI root hub" rev 1.00/1.00 addr 1 usb3 at uhci2: USB revision 1.0 uhub3 at usb3 "Intel UHCI root hub" rev 1.00/1.00 addr 1 usb4 at uhci3: USB revision 1.0 uhub4 at usb4 "Intel UHCI root hub" rev 1.00/1.00 addr 1 isa0 at ichpcib0 isadma0 at isa0 pckbc0 at isa0 port 0x60/5 pckbd0 at pckbc0 (kbd slot) pckbc0: using irq 1 for kbd slot wskbd0 at pckbd0: console keyboard, using wsdisplay0 pms0 at pckbc0 (aux slot) pckbc0: using irq 12 for aux slot wsmouse0 at pms0 mux 0 pcppi0 at isa0 port 0x61 spkr0 at pcppi0 npx0 at isa0 port 0xf0/16: reported by CPUID; using exception 16 mtrr: Pentium Pro MTRR support uvideo0 at uhub0 port 8 configuration 1 interface 0 "Chicony Electronics Co., Ltd. CNF7129" rev 2.00/15.44 addr 2 video0 at uvideo0 ugen0 at uhub4 port 1 "Broadcom Corp BT-253" rev 2.00/2.41 addr 2 vscsi0 at root scsibus0 at vscsi0: 256 targets softraid0 at root scsibus1 at softraid0: 256 targets root on wd0a (2077e7da43492a79.a) swap on wd0b dump on wd0b
Terminal Preferences.
Thank you! That fixed it. I wonder why it is unchecked by default, I bet most of the people would want it to come enabled.
I'll guess the answer to your question can be found at http://forum.xfce.org -- there's nothing in the OpenBSD port of XFCE Terminal (/usr/ports/x11/xfce4/terminal/) that modifies any part of the application.
I am still busy configuring the terminal since there is something bugging me, and I wasn't sure if it is related to the XFCE configuration or OpenBSD in general.
My XFCE terminal does not show the working directory and the username/hostname. It only shows # or $ depending on the user.
This is also the case with OpenBSD's virtual terminals, so I wasn't sure if it is caused by XFCE.
There is nothing regarding this in the terminal's configuration menu or on XFCE website. Any ideas how I can fix the problem?
There is also guidance on setting shell prompts in FAQ 10.18.
(The question on .profile access from xterm(1) shells is discussed in FAQ 8.16.)
Thanks for the replies guys.
I didn't know it was related to the PS1 variable, but once I learned that, it was easy to add this line to my .profile
export PS1="\u@\h:\w\$ "
Thanks, you are a big help. Giving the -l parameter does it.
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I'm trying to get an 3 images, basically horizontal rows, to span the entire width of the center column.
The center column is 1024 pixels.
I had to add a padding of 60px for text spacing.
The images are also 1024 pixels, but the padding has pushed them to the right.
I tried to manually target it with the code below but I can't seem to get it to work or to override the padding.
img.wp-image-374 {
margin-right: auto !important;;
margin-left: auto !important;;
border-top: 10px solid #333;
Would anyone have any ideas? Thank you for the help.
The site: litteacher.com.
WordPress: 3.05
Atahualpa: 3.5.3


text:
KALAMAZOO � Trenten Holbrook, the 4-year-old injured when his mother wrecked her van in Branch County on�Monday, has been released from Bronson Methodist Hospital in Kalamazoo.
The child�had been flown there by AirCare after suffering closed head injuries. His 7-year-old sister, Kylee, originally listed as being 2, was treated and released.
Mother Katie Holbrook, 26, of Tekonsha remains in the Branch County Jail�in lieu of a�a $50,000 bond. She has been charged with driving drunk causing an injury, drunk driving and two counts of child endangerment after she ran her van into a ditch off Dean Road.
Accident victim released from hospital


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Sat Nov 28, 2009 11:45 am EST
Time for Tiger Woods to speak out for his own good [UPDATED]
By Jay Busbee
It's not often that Tiger Woods gets outplayed. But it's happening right now.
In the hours since his early-Friday-morning accident, facts, innuendo and supposition have combined to put a minor one-car bump in a cloistered Florida subdivision onto front pages worldwide. Why? Because this story presses all the necessary buttons: celebrity, sex and violence. And if it's left to grow on its own, it's going to get much worse before it gets any better.
Tiger's handlers are in unfamiliar territory on this one. In the golf media, Woods often gets handled with kitten mittens because his handlers have the power to cut off access to any media outlet that gets rough. Everybody plays ball in order to keep the access alive.
But this story isn't in the realm of golf writers anymore. Take a look at that photo at right, which includes graphics done by the Wall Street Journal. When they start bringing in the helicopters to cover your saga, matters have grown beyond the point where a simple "this is a private matter" read by some spokesperson can shut down the story.
More importantly, TMZ and other gossip media outlets don't care about preserving relationships or access to Woods. As long as they're conceivably staying within the bounds of legality, they can throw out accusations, suppositions and speculation without fear of reprisal. And once a particularly juicy element gets out into the public headspace, it's impossible to pull back. As the old saying goes, you can't unring a bell.
It may already be happening. For instance, Rachel Uchitel, Woods' alleged mistress, is telling a reasonably convincing story that she couldn't possibly be involved with Woods. Even so, her name's already stained -- twenty years from now, her name and Woods' will still be intertwined.
And as for Tiger's wife Elin? The picture that's developing of her isn't a flattering one either. Why did she smash out the back window of the SUV if she was trying to "rescue" Tiger? TMZ is reporting even darker allegations, the kind that can ruin a reputation and stain a marriage permanently.
So for his own good, and the good of his family, it's time for Tiger -- not his faceless handlers via press release, not his attorneys on camera, but Tiger himself -- to step up and address this. The guy enjoys more goodwill than practically any other human being on earth, and it's time to tap into some of that. We're a forgiving people, but not if we're getting the story from Page Ranking flacks.
If he's done wrong, he needs to admit it. If he hasn't done wrong, he needs to deny -- in his own words, in front of questioning -- the allegations against him. At the very least, he needs to get a handle on the stories that are taking root before they get any more outlandish.
Despite his wishes -- he named his yacht "Privacy," and has filed at least two different lawsuits on those who infringe upon his private life -- Tiger cannot ever be a completely private figure. That's the devil's bargain of celebrity. And for a guy whose image is at least partly built on being a devoted family man, a respectful son and doting father, allegations of infidelity and domestic discord just can't be allowed to flourish.
So step up, Tiger. End all this, or at least get control of it. Because right now, you're getting worked over like you've never been before.
The blog Nice Ballz picked up on exactly the point of what I was saying above -- this is actually a pro-Tiger post, recommending he get control of his own story. And Gary Van Sickle over at Sports Illustrated is now making many of the exact same points I did.
But Tiger and Elin Woods have declined to make themselves available to police, information which they shared via Woods' agent. So that's how he's going to play this.
Time for Tiger Woods to speak out for his own good [UPDATED] - Devil Ball Golf - GOLF - Yahoo! Sports
No Asterisks in this life, it's all about scoreboard - Ari Gold
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WASHINGTON — As soon as the confrontation over fiscal policy winds down, the Obama administration will begin an all-out drive for comprehensive immigration reform, including seeking a path to citizenship for 11 million illegal immigrants, according to officials briefed on the plans.
While key tactical decisions are still being made, President Obama wants a catch-all bill that would also bolster border security measures, ratchet up penalties for employers who hire illegal immigrants, and make it easier to bring in foreign workers under special visas, among other elements.
Senior White House advisors plan to launch a social media blitz in January, and expect to tap the same organizations and unions that helped get a record number of Latino voters to reelect the president.
Cabinet secretaries are preparing to make the case for how changes in immigration laws could benefit businesses, education, healthcare and public safety. Congressional committees could hold hearings on immigration legislation as soon as late January or early February.


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The IRS is weighing proposals to tax up to one-quarter of employees' use of work cell phones as private use -- and thus subject to taxation by the government.
By The Wall Street Journal
WASHINGTON -- The IRS is weighing a proposal to deem one-quarter of employees' use of work cell phones as personal use and therefore subject to tax as a fringe benefit.
The proposal is one of several options the IRS put forward this week on the tax treatment of employer-provided cell phones. Current law already requires that the value of those cell phone services be included in a worker's gross income, unless the employee keeps detailed records showing that the cell phone is used for work only -- an idea cell phone trade groups are objecting to.
"The idea that you should keep a log saying, 'I made a call saying I will be late for dinner again,' that's a totally cumbersome and burdensome requirement that most employers and employees are not going to comply with," said Jot Carpenter, vice president of government affairs for CTIA-The Wireless Association.
The IRS, in a Monday notice, proposed options intended to simplify the requirement for employers. One proposal is a "safe harbor" that would deem 75 percent of work cell phone usage to be for work, and 25 percent to be personal. Under that scenario, employer deductions would be limited accordingly and employees would be taxed on the value of the personal use.
IRS Considers Taxing Personal Use of Work Cell Phones as 'Fringe Benefit' - Political News - FOXNews.com
'Twas the night before Christmas when all through the house, the A/C was running cause we live in the South!
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((((((Hugs to All)))))) ~
After a wet, windy Winter, Spring will soon be upon us. A time of renewal, growth, beginnings.
I hope that everyone will stop by occasionally to share your world with us. I miss you, when you're gone for awhile (that means ALL of you!).
Meanwhile, I wish you all a healthy, happy Spring ~
Love & Light,


text:
Frailty (US - BD)
Gabe has dreams where Angels tell him to get off the couch and get a job...
Fenton Meiks (Matthew McConaughey) walks into a Dallas police department and announces that his brother Adam is a serial murderer known as the 'God's Hand' killer. The local FBI agent (Powers Boothe) is at suspicious at first, so Fenton weaves him a disturbing flashback through his childhood. Fenton and Adams father believed he was visited by God, and told to hunt and destroy demons, which he said were disguised as normal people. Dad involves his sons in the process, which includes kidnapping, bodily dismemberment via an axe named Otis, and burial in a rose garden.
Though clearly a work of psychological horror in genre, Frailty works best as a tragedy, which is not always the case for the (sub)genre. The schizophrenic serial killing in the name of 'God' angle isn't particularly special, but the family angle adds an especially disturbing and relatable context, one not explored in any other genre films I can recover from the top of my head. The terror inherent in a violent and/or deranged family member is pretty likely a universal constant, and the fact that Bill Paxton plays 'Dad' as a generally good man and father makes things all the more upsetting. The film doesn't creep down the audience's spine because of nerve-wracking violence (almost all the gore is off screen), or a teeth gnashing, lip licking villain, it scares us through love and faith. Paxton, who also directed the film, goes out of his way to keep the villain even keeled, and shots the film through a very old-fashioned eye. Even without Brent Hanley's intelligent script, Frailty would be a remarkable piece of thriller pulp because of Paxton's choices in subtlety.
Looking at the film after years away, I think Frailty might have been better served without the flashback motif and narration. The storytelling aspect makes the story efficient, and McConaughey doesn't falter concerning the dialogue, but textually explaining the more subtle pieces of the story robs it of some of the creeping unease of the situation. Watching the film again makes me think that the whole of McConaughey's scenes are present for the sake of the multi-twist finale, which is arguably superfluous. The coda also robs the story of some of its beautifully unsettling ambiguity. I'd like to discuss the twists further, but they're twists, so I don't want to spoil anyone. I'll just cautiously point out that the ending makes reading the text from two points of view all but impossible. As someone who isn't religious, or particularly frightened by supernatural elements, I prefer sticking with the realist reading. A more definitive supernatural conclusion just isn't as interesting, and the last act doesn't leave as much to the imagination.
The one side effect of the flashback structure I wouldn't dare alter is the resulting time period. The Southern-fried atmosphere is an indelible piece of the film, but the late '70s create a sense of isolation that wouldn't work in a modern setting. And there is a definite advantage in re-watching the film, beyond working out the twists. There's an entire smorgasbord of subtle visual cues worked into the fabric of the narrative. At first glance Paxton's direction may seem stilted, or even pretentiously gentle, but there use of religious and blatantly gothic iconography is easy to miss, as are some incredibly understated pans that express unspoken thoughts, especially from Fenton's point of view. The twists themselves are definitely devalued on additional viewings (as is the norm), and as you can see, I'm second guessing their real value, but Paxton's professional and thoughtful direction has more to offer than first meets the eye.
Frailty isn't quite the triumph on Blu-ray fans may have been hoping for. The overall film is pretty soft, and it appears that a lot of the harder lighting has been diffused. The softness appears at least partially done on purpose, but appears to have been aided a bit by those occasionally over-eager DNR hands at Lionsgate. Grain is present, and not as fine as it is on more grainy Blu-ray discs. Softness aside, the details are reasonably sharp, but somewhat inconsistent. Low lit scenes are obviously more muddied and grainy, but plenty of well lit, outdoor scenes are affected by minor edge-enhancement, and a loss of clarity in the backgrounds. The set shot bits, especially those in close-up, are worth the upgrade for fans. Paxton doesn't seem to be hugely preoccupied with colour, though there is a blue tint over the night scenes, and a bit of a yellow twinge to the daylight scenes. There's a bit of noise and impurity to the colours we have, and not enough poppy highlights to fully judge the disc's colour capabilities, but plainly speaking the hues are natural. The use of shadows is more important, and the blacks here are clean and deep.
Frailty is an older film, and it was modestly priced, so the quality of this particular DTS-HD Master Audio 7.1 track goes as a bit of a surprise. Despite a lack of supernatural elements, or even much of what we'd consider action, every channel is active throughout the mix, sometimes subtly, sometimes very aggressively. Worthy audio moments include the flaming angel vision, the scene where Paxton touches the 'demons' revealing their 'sins', and plenty of punchy, bassy fright cues. The scenes where the family buries their bodies are consistently quite lively, featuring five channels worth of chirping frogs, and (not to mention an unintentionally humorous stereo effect involving a severed head). The rear channels are also plenty lively between swishing scene changes. Frailty was one of composer Brian Tyler's first major films. Tyler is more or less the go to guy for professional film scores on a budget these days, especially for Lionsgate. This particular score sees him playing with aggressive bow to string clacks.
The extras on this disc were all previously available with the DVD version, but there's plenty here to fill a fan's time, including three feature length commentaries. The first track features director/star Bill Paxton, who is a little mechanical in his approach, but still quite warm and even. Paxton bores a bit with the more technical stuff, but quickly falls into tangential anecdotes, and these make the difference. The second track features producer David Kirschner, editor Arnold Glassman and composer Brian Tyler, who repeat a lot of Paxton's overall thoughts and memories. Tyler's efforts are appreciated, however, as he adds to discussion with quite a bit of humour. The last track features writer Brent Hanley, who's got the enthusiasm and the voice to entertain, even when he isn't really saying anything. I'm personally surprised that no one on any of these tracks chooses to view the film's themes and twists as at all ambiguous.
'The Making of Frailty' (19:30, SD) is a simple, but effecting made for DVD featurette, that mixes reasonably fluffy cast and crew interviews with raw behind the scenes footage and choice cuts from the film. The usual stuff is covered, including pre-production, writing, casting, production, production art and storyboards, cinematography and props. Watching Paxton act and direct at the same time is a highlight. This is augmented with a Sundance Channel 'Anatomy of a Scene' featurette (26:00, SD), which lies somewhere between spoiler heavy trailer, and genuine look at the production of a single scene. The disc is finished off with five deleted scenes (08:30, SD), with optional Paxton commentary, and trailers.
Fans of the CW television series Supernatural might want to give Frailty special notice, if they haven't seen it already. The basic set up is eerily identical. The rest of you might want to give it shot too, it's a solid thriller, and underappreciated. The Blu-ray release isn't a huge upgrade from the DVD release, but it is an upgrade, especially the lossless 7.1 audio. There are no new retrospective extras, but the multiple audio commentaries are still pretty satisfying, and the brief making-of featurettes are better than the average EPK fluff.
* Note: The images on this page are not representative of the Blu-ray release.
Review by Gabriel Powers
El Mariachi Member Join Date: September 2004 Location: Canada Posts: 460
I just picked up the standard DVD of this last week(and it is getting harder to find that disk because of the 2-DVD pack that pairs it with the first "Saw" ).
mememeyesme Member Join Date: August 2014 Location: United States Posts: 15
Great review. I bought the DVD just days ago and will buy this too unless a better transfer arrives which I doubt but still.
That Good Old Boy Mr. Irrelevant Striketh Again!
That Good Old Boy Mr. Irrelevant Striketh Again!
Under 17 requires accompanying parent or adult guardian
Disc Details
Release Date: 24th November 2009
Discs: 1
Disc Type: Blu-ray Disc
RCE: No
Video: 1080p
Aspect: 1.78:1
Anamorphic: No
Colour: Yes
Audio: DTS-HD Master Audio 7.1 English, Dolby Digital 5.1 French
Subtitles: English SHD, Spanish
Extras: Director Commentary, Production Commentary, Writer Commentary, Anatomy of a Scene, The Making of Frailty, Storyboards, Image Gallery, Trailers
Easter Egg: No
Feature Details
Director: Bill Paxton
Cast: Bill Paxton, Matthew McConaughey, Powers Boothe, Matt O'Leary, Jeremy Sumpter
Genre: Thriller
Length: 100 minutes
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'Parenthood' (NBC)
Returns 10 p.m., Tuesday Jan. 1 Julia (Erika Christensen) and Joel (Sam Jaeger) are looking to move forward with Victor's permanent adoption, but Victor (Xolo Mariduena) is having trouble letting his biological mother go -- and he's going to throw a major wrench into the operation when he falsely accuses Julia and Joel of abusing him. Meanwhile Mark Cyr (Jason Ritter) will be a support system for Sarah (Lauren Graham) and Drew (Miles Heizer) after Drew gets his girlfriend, Amy, pregnant. Drew's future is bright, though -- while big sis Amber didn't get into UC Berkeley, Drew will receive an acceptance letter before the end of the season.
Copyright © 2018, Chicago Tribune


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Learn how the circular economy is disrupting the way we produce and consume products.
As a showcase for the most innovative thinking on high-performance business, Outlook focuses on six core themes: Redefining Competitiveness, Digital Disruption, Global Operating Model, Open Innovation, Sustainability and Workforce of the Future. We feature original content devoted to these topics as well as a selection of unique insights offered by professionals throughout Accenture.


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Search our database of handpicked sites
Looking for a great physics site? We've tracked down the very best and checked them for accuracy. Just fill out the fields below and we'll do the rest.
You searched for "explore-results-all.asp?q=energy", type: Video
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Time Twins
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Inside Story
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Wanted: Your computer's spare time
What is an LED?
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An explainer video all about energy covering where did the idea of Energy come from, what is the energy in the universe? and where does energy come from?
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A short video on dark energy
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I've just returned (well almost: I'm in JFK waiting out the storm) from a Dagstuhl workshop on data structures. For those not in the know, this is one of the common retreat spots for computer scientists to get together and chat about problems in a very relaxed atmosphere (close to the true spirit of a workshop).
In that spirit, people present things that are more "uncooked", half-baked, or incomplete, and so I won't talk about too many of the presentations, except for the ones which are available online.
In this post, I'll discuss a new take on an old warhorse: the red-black tree.
A bit of background (for those unfamiliar with the story thus far):
One of the most fundamental data structures in computer science is the binary search tree. It's built over a set of items with an ordering defined on them, and has the property that all nodes in the left subtree of the root are smaller than all nodes in the right subtree (and so on recursively). BSTs are handy for building structures that allow for quick membership queries, or "less-than"-type queries.
One can build a BST with depth log n for a set of n ordered items. This means that operations on this structure will take log n time in general. However, if the items can change on the fly, then it's more difficult to maintain such a structure while making sure that updates themselves are cheap (O(log n)).
Among many solutions proposed to handle dynamic maintainence of BSTs is the red-black tree, proposed in its current form by Leo Guibas and Bob Sedgewick back in 1978. The red-black tree is the definitive dynamic BST data structure, at least in practice: it has worst-case log n bounds for all operations, and shows up in the implementations of basic structures in the STL and in many language libraries. By virtue of its being in CLRS, it also has stupefied the minds of undergraduates for many years now.
The new story:
Conceptually, the re-balancing operations that are used to maintain a red-black tree are not terribly hard. However, there are numerous cases to consider, especially when doing deletions, and this tends to make the actual code used to write these trees fairly complex, and thus potentially error prone. In the first talk at Dagstuhl, Bob Sedgewick talked about a simpler variant of red-black trees, called left-leaning red-black trees, whose main virtue is that they are simpler to implement (many fewer lines of code) while maintaining the nice properties of red-black trees.
Bob's slides have more details: although this new structure hasn't been published anywhere, it will appear in the next edition of his book. The key idea is to first understand how a red-black tree simulates a 2-3-4 tree (a more complex search tree in which nodes can have two, three or four children (and therefore, one, two or three keys). It's possible to construct a direct mapping between a node in a 2-3-4 tree and a subtree in a red-black tree.
Once this is understood, the LLRB tree comes about by restricting the subtrees thus formed to be "left-leaning". Specifically, right-leaning red edges are not allowed, and to prevent the tree from being too skewed, more than three consecutive left-leaning red edges are disallowed as well. Doing this allows us to simplify various cases in the insertion and deletion steps, while not increasing the tree depth by too much (this last statement was argued by analogy with 2-3-4 trees).
It's a simple idea, and simplifies code by a substantial amount without sacrificing asymptotics.


text:
KENNEWICK - Edward Eusebio Castilleja of Prosser will serve at least 41 months in prison on charges of vehicular assault and vehicular homicide.
That was the result yesterday, Wednesday, when Castilleja filed a plea in Benton County Superior Court.
The charges stem from a crash this past November when the State Patrol said Castilleja, 49, drove his truck eastbound in the westbound lanes of I-82 and collided head-on with a vehicle driven by Grandview's Angelica Barajas, 20, who died at the scene.
The Benton County Superior Court confirmed this morning the assault charge was filed because a passenger in Barajas' car, 11-year-old Stephanie Vega, was injured in the crash.
Rather than entering a guilty plea, though, Castilleja filed what is called an Alford plea, according to court officials.
Essentially an Alford plea allows the person to not admit guilt, yet admit there's enough evidence to be convicted.
Benton County Prosecuting Attorney Andy Miller said the plea is primarily used when a person "doesn't want to say in court I did it."
He added, "There's no advantage to it legally. It doesn't do anything, the range of sentencing is still the same."
In Castilleja's case, the range of sentencing is 41 to 54 months for both charges combined.
Castilleja is scheduled to be sentenced in two weeks.
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