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My friend, Bonin Bough, the VP-global media and consumer engagement at Mondelez, always ends his energetic presentations with one message: consumer brands need to innovate their conventional marketing approaches or they will die. He reiterated this warning at his recent Advertising Week keynote. Working with startups is the best way for CPG companies to do so. But once you make that decision, where do you start?
I founded Endorse in the fall of 2010 while serving as an entrepreneur-in-residence (EIR) at Accel Partners, a leading venture capital firm based in Silicon Valley. The EIR role can work a few ways depending on the firm, but traditionally it offers experienced entrepreneurs a platform to launch their next venture with the early strategic and financial support of the VC.
In the case with building Endorse, the next generation offers platform for consumer brands, in addition to all the wonderful benefits Accel provided, it also gave me early access to and feedback from a critical source before I even had a product: large CPG brand partners. Increasingly, large manufacturers are looking to startups to provide new approaches too all kinds of functions- marketing, data insights, customer outreach, and product development.
After nearly two years as a founder CEO working successfully alongside some of the largest CPG brands in the world, including General Mills, Pepsico, Kraft, and Mondelez, here are five tactics that you can employ to build early and sustainable partnerships with startups.
1. Which startups should I work with?
Identify startups that are working on big and particularly difficult problems for your organization that you can't or won't solve.
The sheer number of startups by which you are now inundated is overwhelming. And they come at you from every conceivable angle- senior leadership, the press, incubators, conferences, LinkedIn, friends, unsolicited emails. Not to mention the universe of potentially game-changing startups of which you are not yet even aware!
So with all of this noise how do you choose which startups to ignore, which to investigate, and which to invest?
First, focus on startups that can help you solve your #1 or #2 most strategic problem. Ignore everything else. By doing so, you ensure that you have time to investigate the right startups and then the resources to maintain momentum in the project. Most important, you will increase your chances of having organizational support when the time is right to go big.
Second, investigate startups that focus on strategic problems you can't or won't solve internally. It sounds counterintuitive because startups have a fraction of the resources at their disposal than you have at yours. However, this is the very purpose for which startups exist. They find innovative solutions to difficult problems for they are unencumbered by your inherent paradigms, processes, and hierarchies.
Endorse solved a problem for which brands had a need, finding a way to connect directly to their consumers, but no desire to solve themselves- building a compelling in-store mobile experience.
2. How do I mitigate the risk of my startup partner failing?
Work with startups that have two critical components that give them credibility: a strong team with experienced investors, and a built-in business model that you understand and can see scaling.
Startups are inherently risky. And, more often than not, the initial product that got you so excited in the first place will evolve over time. However, you can drastically reduce the risk of your startup partner failing in two main ways.
First, it helps to work with founders, teams, and investors that give you confidence that they can execute on the company vision. Try not to be wowed simply by a compelling idea, the passion of the founder, and a polished presentation. Yes, these are important traits but you also need to dig a level deeper. What are the key capabilities for the business to succeed? Is this team uniquely constituted to build the business? Have the investors been apart of success before and will they stand behind their investment when things don't go perfectly? Do I trust this group?
Second, the startup must have a business model that makes sense at both small and large scale and one that you know you can impact. A few key questions that help in this early analysis are things like: Is there an obvious revenue source? Does this solve something for which I am already spending money? Can I see this as a solution for other brands, not just mine?
3. Why shouldn't I insist on an exclusive?
A platform approach rather than a brand-specific approach is better for both short and long-term startup success.
I know this is counterintuitive, particularly when you "discover" an attractive startup with which to partner. The best chance of future success is for you to embrace a larger solution rather than building something just for your brand(s) or for your CPG company. There are many reasons for this, but in general, the more parties that use the product or service, the more valuable it becomes for everyone. The earlier a startup achieves success in its life cycle, the higher the likelihood that the startup will get the additional investment to help further scale.
Second, though you may not realize it you already have a de facto exclusive by getting in early. The reality is that a startup can only work successfully with a handful of large partners. It's a symbiotic relationship- the better the startup executes for you, the more invested you become, the more successful the business becomes.
If it makes you more comfortable, it is acceptable to ask the startup for a short time-based exclusive so that they won't work with a direct competitor.
4. Now that we're working together, how do I know if we're on the right track?
Set up a pilot to surface the right issues, then analyze, learn, and communicate key findings frequently.
With Endorse, my team and I collaborated with our brand partners and addressed "Killer Issues" early on in the company lifecycle. We set up "test and learns" with small budgets and we were diligent in analyzing and reporting on the findings.
We ran a six-month pilot and invested our own capital and resources along with our brand partners. We wanted to show that shoppers would provide proof of product purchases in retail stores and that we could give brands compelling data insights that are hard to come by . By proving this out in a controlled manner, we established trust by doing what we said we would do.
Once we were able to draw tangible insights, we jointly met with internal stakeholders across the various companies and reported the findings. We did "lunch and learns", participated in innovation offsites, and held briefings with senior leadership. In this way, we were able to bring parts of the organization along with us to get their feedback, surface potential stumbling blocks, and got buy-in early in the process.
5. How do I create the best interpersonal dynamic with an entrepreneur to be successful?
It's not an agency-client relationship- expect more give-and-take, more collaboration, more personal investment.
Simply put: There is a different mentality required partnering with startups than there is with the traditional agency-client relationship. As one of my CPG colleagues is fond of saying, you need to be able to agree to disagree on certain critical issues- and to be comfortable with that . In some cases, you might be even asked to embrace a solution that appears to be sub-optimal for your immediate needs, but is better for serving the long-term success of the company.
Both the startup and you have the same goal: to create a sustainable business that solves a key business problem for you. If the company fails because it optimized for your specific requirements to the detriment of a broader approach, you both lose.
Think about it: both parties are putting a lot on the line. For you, you are risking your political capital, investing your time, and spending your budget on a risky startup with no guarantee of success. For the startup, you are a critical early customer who has the potential to make or break their business.
Just like any relationship, trust is the foundation for long-term partnership success. This is achieved when both parties make the necessary time investment to establish a strong cultural fit.
There must be open lines of communication in order to meet certain time milestones, to set expectations on budget, to know when something is working or not working. The manner in which work gets done at a startup might be different than the way you normally work. In general, frequent, informal, and transparent communication works best.


text: Hello, I am writing from Italy, first of all, sorry for my english. I don't know linux; I am a regular+, not expert, msdos/windows computer user; the digital electronic I know is the one referred to TTL/CMOS ports; I like use the tin welder, but playing with vacuum tubes radio sets for hobby. So, this is an idea of who I am, what I am able to do/understand or NOT I don't want to waste your time, so I have spent some days reading troubleshooting faq e guides from wiki.openwrt.org and forum.openwrt.org. I am writing here and I need the help of experts guys due to my wrt54g3g (eu) linksys router that is fall into a not working status. Hardware version, 1.0 (?); original firmware 1.98.40; the router has ben upgraded to 2.10.17 few days prior to crash (it has worked fine in those days). This was not an errate flashing event. This is the Vodafone branded version of this router and I have tried to use it with another company. When I have started the network search: that popup window has crashed and all the web interface too. After power off/on, the power led is going flashing continously, the reset button doesn't have effect in any way, and, worst of all, the router does not respond to pings! So, using an usb-uart interface, I have reached the router through hyperterminal (115200, 8-N-1, flow control=none, rx ASCII 7bit). My router is continously telling: CFE version 1.0.37 for BCM947XX (32bit,SP,LE) Build Date: d8 9f 5 18:53:12 CST 2005 (email@example.com) Copyright (C) 2000,2001,2002,2003 Broadcom Corporation. Initializing Arena Initializing Devices. No DPN rndis0: Broadcom USB RNDIS Network Adapter (P-t-P) CPU type 0x29007: 200MHz Total memory: 16384 KBytes Total memory used by CFE: 0x80300000 - 0x803A3660 (669280) Initialized Data: 0x80339570 - 0x8033BC80 (10000) BSS Area: 0x8033BC80 - 0x8033D660 (6624) Local Heap: 0x8033D660 - 0x803A1660 (409600) Stack Area: 0x803A1660 - 0x803A3660 (8192) Text (code) segment: 0x80300000 - 0x80339570 (234864) Boot area (physical): 0x003A4000 - 0x003E4000 Relocation Factor: I:00000000 - D:00000000 Boot version: v3.6 The boot is CFE mac_init(): Find mac [00:00:00:00:00:00] in location 1 Nothing... No eou key find **Exception 8: EPC=8032562C, Cause=00000008 (TLBMissRd) RA=80311920, VAddr=00000430 0 ($00) = 00000000 AT ($01) = 80340000 v0 ($02) = 00000001 v1 ($03) = 00000000 a0 ($04) = 00000000 a1 ($05) = 803595F8 a2 ($06) = 80358620 a3 ($07) = 80358624 t0 ($08) = 80359618 t1 ($09) = 00001000 t2 ($10) = 00049048 t3 ($11) = 00000001 t4 ($12) = 00000000 t5 ($13) = 00000000 t6 ($14) = 9FC02278 t7 ($15) = 9FC037F4 s0 ($16) = 803595F8 s1 ($17) = 8033E8C8 s2 ($18) = 803A3048 s3 ($19) = 00000003 s4 ($20) = 8033EAA8 s5 ($21) = 803A3170 s6 ($22) = 803A3178 s7 ($23) = 803A3180 t8 ($24) = 01000000 t9 ($25) = 00000000 k0 ($26) = 00000006 k1 ($27) = 00000000 gp ($28) = 80341570 sp ($29) = 803A2FB8 fp ($30) = 00000000 ra ($31) = 80311920 And again, forever: CFE version 1.0.37 for BCM947XX (32bit,SP,LE) Build.....[cut] I am not able to stop it anyway! I have tried continuously pressing ctrl+c from hyperterminal during the router bootup, connecting the cable before powering on and when it was already on. I guess the CFE is corrupted, and I will build a JTAG cable. At this point I am very confused about all I have read. First of all, I don't need a 3rd party Linux fw: I only want to restore the original linksys one. Question: the WRT54G3G_x.xx.xx_ETSI_code.bin does contain the WHOLE flash of this router? Or I need a CFE.BIN copy and something else... in order to restore the system through JTAG? Many thanks for any reply, Luca

subset: commoncrawl


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The driver of a truck that flew over the railing of the Lake Pontchartrain Causeway on May 31 told a television reporter that thoughts of his young daughter gave him the strength to survive until a good Samaritan who jumped into the water arrived to help keep him afloat. Cristian Pate told Fox 8 WVUE that the crash on the rain-slick bridge unfolded like a bad dream.
"As I'm jumping the rail, I'm looking at the water and it seemed like a thousand feet slow motion. As I hit the water at an angle, the impact said boom and then there goes the windshield," he told Fox 8 reporter Nancy Parker.
"How many angels were guarding me that day," Pate told Parker. "It's unreal"
Meanwhile, the Jefferson Parish Council on Wednesday formally recognized Alvin Pike and Sean Cargo for their bravery and quick thinking in helping save Pate.


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I made no plan of being James Bond: Craig
Actor Daniel Craig chats about playing 007 and the 23rd installment in the franchise — Skyfallhollywood Updated: Oct 16, 2012 01:13 IST
Actor Daniel Craig says he tries to blank his mind while he plays James Bond, but also gets a kick out of the cuts and bruises. "There is not a lot of thought process while I am doing these scenes. I try to blank my mind so that the fear doesn't come in," the 44-year-old said via a video conference from New York.
"Sometimes I get hurt. A few bumps, scrapes, cuts and bruises... I get a kick out of it," he added.
Craig made his debut as the suave spy with Casino Royale after replacing actor Pierce Brosnan. He says playing the super spy is an experience that is "unexplainable" for him. "I made no plan of being James Bond. So my life changed the day I met this lady (producer Barbara Broccoli). I thought she was joking, but she wasn't obviously," he said.
As for the Sam Mendes directed Skyfall that comes out on November 1 here, Craig said, "It's not just a wonderful Bond movie, but a great movie to go and watch."
The actor also confirmed that he would be working in two more Bond films. "Yes, it is true. We have signed two. I am very realistic about these things. Let's see how this one goes, then we will see about the next two," he said.
The Bond franchise is one of the highest grossers ever and Craig admits it adds to the pressure. "Yes, I worry. But there is a certain point, which comes when you know you have done the best and it's up to the audience how they feel about it. Of course, I will be disappointed if it doesn't do the business," he said.
First Published: Oct 15, 2012 18:41 IST


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Srinagar: Activists of the hardline women's separatist outfit Dukhtaran-e-Millat (DeM) on Thursday protested the re-arrest of its chairperson Asiya Andrabi by police on charges of indulging in unlawful activities.
Over two dozen activists of the DeM (daughters of the faith) held protests here to demand the release of Andrabi, who was arrested on September 18 from her Soura residence and is currently lodged in women's police station at Rambagh here.
"A case has been registered under the Unlawful Activities Act against Asiya Andrabi through an FIR 87/2015 at Soura police station," a senior police official told IANS here.
The outfit activists said that a court had granted bail and ordered the release of Andrabi in a case related to hoisting of a Pakistani flag on August 14 and addressing a rally of the Hafiz Sayeed-led Jamaat-ud-Dawah in Pakistan via phone last month.
"She (Andrabi) is not keeping good health and instead of releasing her, police re-arrested her in connection with an FIR numbered 57/2009 registered at Nowhatta police station," Nahida Nasreen, who was leading the DeM protest, said.
The DeM activists also denounced the beef ban in the state and termed it a "part of Prime Minister Narendra Modi-led Bharatiya Janata Party's Hindutva agenda".
"It is permitted for Muslims to slaughter bovine animals and we will never accept this beef ban. Why not ban liquor in Muslim-majority Jammu and Kashmir? Instead of banning liquor, police is protecting wine shops here," Nasreen said.
A large number of police personnel including women cops, were deployed during the protest as a precautionary measure. However, the DeM activists dispersed peacefully after the protest.


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LINCOLN, Neb. – At the University of Central Florida, Scott Frost built the nation's number one scoring offense while leading the Knights to an undefeated record and conference championship. His spread, up-tempo offense may be different than what the Big Ten has seen before — and Frost plans to make it work at the University of Nebraska.
"I'm hoping the Big Ten has to modify their system for us."
Nebraska Athletic Director Bill Moos introduced Frost as the Huskers' 33rd football coach in program history on Sunday afternoon. Moos said Frost was the only person he offered the job.
Frost says his first priority at Nebraska will be recruiting. "Boots are already on the ground" getting out to see recruits, introducing themselves and telling them what they plan to do at NU. He credited the former coaching staff for laying a solid foundation in recruiting.
However, he says he is looking forward to growing the walk-on program and make it what it was before.
"When I was growing up, every kid in the state of Nebraska dreamed about running out here on this stadium, on this field, wearing a red "N" on their helmet. There's too many kids from this state right now playing at other schools and we're going to do everything we can to make sure those kids are here."
Frost told current players they are going to practice hard and fast, and it'll be difficult, but they're going to have more fun than they've ever had before. Once you get the unity, togetherness, and you put in the work, success follows, according to Frost.
Scott Frost exclusive interview with the Husker Sports Network
Reaction on the hiring of Scott Frost from Husker legends, current players
Nebraska Athletic Director Bill Moos
Former Husker Coach and Athletic Director Tom Osborne
Former Husker Wide Receiver Matt Davison
Current Husker Mick Stoltenberg
Current Husker Jerald Foster
UNL Chancellor Ronnie Green
The World-Herald News Service contributed to this report.


text:
Enquire Online
Join this walk through Sao Miguel and its volcanic regions. Ideal for nature lovers and a must for anyone who enjoys walking through rich green pastures, witnessing aqua marine lakes and experiencing mild summer temperatures perfect for an outdoor adventure, this eight day tour is a great way to see the highlights of Sao Miguel on foot. Transfers to and from the starting point of each walk are included, as is a walking guidebook with details on trails and maps to follow.
Price Includes
Price Excludes


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EGYPT: Actor Amr Waked hails 'people's revolution'
February 5, 2011 | 1:23 pm
He doesn't look like he's had a wink of sleep.
But the famous Egyptian actor Amr Waked is nonetheless passionate and energetic in support of his country's uprising against the 30-year-rule of President Hosni Mubarak in a video that appeared on YouTube.
Waked once appeared in a 2007 Los Angeles Times article about filmmaking in Cairo. American moviegoers might recognize him from the 2005 Stephen Gaghan film "Syriana," which starred George Clooney.
-- Los Angeles Times
Video: Actor Amr Waked. Credit: YouTube
Mubarak must stay for now, says U.S. special envoy
Clamor for change reaches Iraq
Full coverage of Egypt uprising: News, photos, videos and more


text:
I thought I should just post here to see if anybody got any ideas or tips. At this point I believe that the 2 drives are pretty much dead or the socket to the motherboard is. Here is the problem....
Neither of the 2 CD-ROM Drives will show up in My Computer, nor the Device Manager, nor the BIOS.
The computer is running Windows XP Home Edition - SP2. Patches are all up-to-date.
Things I have tried:
- Checked to make sure everything was connected properly
- Checked BIOS to look of any trace, nothing
- Used TweakUI to make sure the drives weren't hidden, nothing
- Tried to Add New Hardware. Plugs & Play found nothing, tried to add it manually, nothing
- Went into the Registry and removed the "Lower Filters", nothing
- Bought a new IDE Cable and connected it to both drives, nothing
- Tested each drive and made sure the jumpers were properly set, nothing
I have thought and tried of a lot of things. Sadly since I am not from the area I can't take my friend's CD ROM Drives and test them on my computer to see if they are dead or not. They do have power, but will not show up.
If anybody has any comments, suggestions, anything at all. Please replied to this thread.
Edit: I should add, the computer is Spyware free & Virus free.


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Your browser does not support iframes.
I don't know if I'm just noticing things as I get older or what, but it seems that lately I'm noticing some stupid people out and about.
Don't get me wrong we've all done stupid things at one point in our lives. Some of them probably more stupid or worse than others, but I'm noticing a trend lately and it's got me worried.
The other morning as I was sitting at the entrance of Hogan's Mill preparing to turn right onto the Dry Ridge Bypass, I observed a man, driving a maroon Chevrolet, drive past.
When people are near blindness, straining to see through thick-lens glasses, people, in general, admire their courage and have some sympathy for their challenges. I'm pretty sure if someone is completely deaf, they are also extending understanding.
Not so, for the hard-of-hearing. People yell at them. Sure, it's what they have to do to get them to hear, but it's usually mixed with a good dose of, "You're really annoying."
It totally amazes me what has happened to our political parties and people. Decisions are being made along party lines—no matter if they have any substance or reasoning. People are adhering to lies that have been told and retold until the liars believe the lies themselves.
They call it March Madness for a reason.
The NCAA basketball tournament is crazy and by far the best sporting event of the year.
It easily surpasses the Super Bowl, the World Series and the BCS National Championship game for the most thrills, biggest surprises and greatest fun a person can have sitting in front of a television all day.
For the first time, I will be taking off work for the first two days of the tournament to enjoy the matchups with two of my friends.
I think we all hold onto things: a tattered baby blanket or tiny baby shoes, a fragile piece of china, a broken pocket knife or a family Bible passed through the years and through the tears, from one generation to another.
Often, these things have no great monetary value, yet they are priceless. How can that be? A baby blanket is not just a blanket, china is not just china and a broken pocket knife is not just a knife. To repeat a line from the PBS series "Lark Rise to Candleford," it's simple; there is "love in these things."
Is it flu season? Is it hunting season? No, but it is election season.
The Grant County News does not endorse candidates. We will, however, publish a story and profile of candidates seeking election. This information will be published at the end of April/beginning of May.
All candidates were mailed a questionnaire last week and will be given two weeks to return it. If they choose not to return it, they were informed by letter that they would not be included in the special section on the election.
While it's true that as we look backwards towards inauguration day 2009 we have seen neither rivers turn to blood, nor plagues of locusts descend upon our land, what we have seen has been troubling nevertheless.
On January 20, 2009, Barack Obama, inaugurated as 44th President of the United States, was immediately presented with the worst economic circumstance this nation has faced since the Great Depression.
I think snow is pretty!
Before you pelt me with snowballs, let me follow up with the thought that I find a quiet peace in looking at a snow-covered field that has no tracks or signs of human or animal life, but I'm about snowed out for this winter.
I must be crazy.
That's right, certifiably insane.
For a reason that has escaped me right now, I will be jumping into a pool of ice cold water Feb. 20 in temperatures so frigid the water very well could freeze before I can make it out.
I have agreed to participate with the Williamstown High School's Friendship Foundation in the Polar Bear Plunge in Lexington.
For the uninitiated, the annual event causes hypothermia all in the name of the Special Olympics of Kentucky.
As she starts the song, "Prelude from a Kiss", Alicia Keys slowly strokes the keys of her piano.
She then starts singing softly, letting her voice drift along with the notes as she sits alone in the middle of the studio…
The Kiwanis Charity Auction is set for Feb. 4 and Feb. 5. There is an almost official list of items elsewhere in this newspaper that you are now holding, or online at grantky.com under Marketplace. A couple items are changing and the Kiwanis members are still adding to the list.
When my daughter proudly presented me with an ultrasound of my grandson, to be honest, I didn't see anything that made sense to me. I was excited at the prospects of my first grandchild, but I had no connection to the gray swirls pictured. I had no emotional bond to what my daughter told me was my grandson. But, sure enough, a few months later, he was born. He looked a lot different, but it was the same child that I had strained to see in the cloud of gray swirls, and he's the same child who is one of my greatest joys today.
Stepping into the home of Kelly and Dorothy Kennedy is like stepping back in time.
The home is simple. There's not a lot of frills or fancy trappings.
It's clean, orderly and yet, welcoming, even inviting a person to sit down in a well-worn, favorite chair and visit.
Kelly Kennedy was like that too. A humble, simple man with steadfast convictions, he loved his family and never forgot his calling as a man of God.
As another year wraps up, most people like to look toward the future.
Some make resolutions about losing weight and exercising more.
Those things are great, but I never really subscribed to them.
I would barely last a week before I would be back on the couch watching TV and scarfing down some ungodly, unhealthy food that was sure to clog my arteries.
Instead, I like to look back and see what the year brought.
There are always highs and lows, but everything that happens helps define you and in turn, helps shape your future.
I want to take this opportunity to say thank you to everyone who has supported me in Grant County. For the past 10 ½ years, I got to do what most people never get to do, which is to have their dream job! I got to fulfill a dream of coaching basketball at Grant County High School, my alma mater.
"Adding insult to injury" is an old adage I have grown up with and tend to use at odd times when it seems to fit. It fit this past Thanksgiving Eve for me. Yes, that is the day I received a speeding ticket near the Barnes Road exit of Interstate 75. Hopefully, I have learned a valuable lesson from this experience. Actually, I have learned two: first, you should always adhere to the speed limit. Second, there are more state policemen around than I realized.
After coming back to work in May, my "Hello, this is the Grant County News," was often met with: "Is that you, Linda? Are you back?"
"Yes, it's me," I replied. "I'm back."
And, yes, I finally met my goal to get a journalism degree from Northern Kentucky University, before I qualified for social security. It only took me seven years to get my four-year degree.
I came back to work at the receptionist desk on a temporary basis, just to help out.
I was reading staff reporter Bryan Marshall's column about how he was watching his son discover things for the first time and how it let him re-live those moments when he was a child.
Cute stuff, these reliving precious moments, but not everyone had precious moments of discovery.
Despite being covered in bright, white lights, the Christmas tree sat for several days in my living room naked!
I walked around it, moved it to one side, and even carried the ornaments up from the basement but it sat there until I couldn't take it anymore and I stayed up past midnight last week hanging the ornaments so it would be finished.
Copyright © 2018
The Grant County News is your source for local news, sports, events, and information in Dry Ridge, KY and the surrounding area.


text:
Posting ID : A1068465808
Date Posted : 2015-08-18
Category : Appliances By Owner
This is a black under cabinet hood vent. We are renovating and are just going in another direction. Works perfectly fine. One light bulb just went out. We have the mesh filters that go with it. It was put under the carport so it is a little dusty in the picture.


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Like OpenOffice? Try Ultreo
Wednesday, 2007-December-12 at 20:48
The OpenDocument Format site occasionally has some tips on ODF-aware/ODF-using applications that are available. Today, they linked to an article about Ultreo's hosted OpenOffice.org service. Like with installing OpenOffice oneself, users gain the ability to work with documents in both ODF and in Microsoft legacy binary formats.
Read the article for more information, or go to Ultreo's site to sign up and try it yourself.
Also, they tipped on the newest version of OpenOffice, version 2.3, really impressing an eWeek reviewer.
Blogged with Flock
Tags: OOo, ODF-aware applications
Entry filed under: ODF.


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Hwy 7 east of roundabout open to traffic
WILLMAR, Minn. — The Hwy 7 project started Mon, June 12 with a detour of Hwy 7 east of the US 71/Hwy 7 intersection near Blomkest to the intersection of Hwy 7 and Kandiyohi Co Rd 5. The project includes the resurfacing of Hwy 7 from the intersection of US 71/Hwy 7 to Clara City (16.4 miles).
Hwy 7 east of the intersection of US 71 and Hwy 7 is now open to traffic. The detour was planned to be removed by July 5, but needed to be extended due to wet weather.
Construction of the roundabout at the intersection of Hwy 7 and US 71 also started on June 12. This project is being constructed under traffic.
Duininck Inc. is the contractor on the project. The total project cost is $6.5 million and includes both the Hwy 7 project and roundabout project. For more information on the project, visit www.mndot.gov/d8/projects/hwy7hwy71roundabout/index.html and www.mndot.gov/d8/projects/hwy7/index.html.
MnDOT asks motorists to slow down and pay attention while driving through work zones. Motorists who speed through a work zone or who disobey work zone flaggers face a $300 fine.
Plan ahead for your travel using 511. For updated road condition information, call 511 or visit www.511mn.org.Body of the news release goes here.


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- Confirm the name of the acknowledgment email by editing the part associated with the acknowledgement emails. You may consider copying the exact name of the email.
- Go to Email > Acknowledgements
- Search for the Acknowledgment from Step 1 and click the graph icon to open it
- Select the Messages tab
- Search for the recipient's email addresses or manually review the information
Note: we can confirm if the email was sent. We can also review the default setup of the acknowledgment, as in Step 1, but we cannot see the exact contents sent to the donor.
Additional Resources
Can An Acknowledgement Email Be Re-Sent From NetCommunity?
Acknowledgement Emails missing from NetCommunity tab on Constituent Record


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Former Pakistan president Asif Ali Zardari on Monday said he was not opposed to the reopening of the country's military courts, but the government should follow his party's nine recommendations which call for transparency.
The controversial military courts were formed after the terrorist attack on the Army Public School in Peshawar in December 2014 to quickly dispose off cases against terrorists.
Watch What Else Is making News
Main opposition party, Pakistan Peoples Party (PPP) Co-Chairman Zardari said they support an extension to the military courts and have submitted nine recommendations to the government.
The military courts were disbanded in January after a clause in the Constitution, under which they were established, expired. Since then, political parties and government have been unable to reach a consensus to extend the courts' tenure and revive the clause.
On February 28, majority of the parties consented to an extension for another two years. The meeting was, however, boycotted by the PPP.
"Our party has been in the forefront of fight against terrorism and we have made sacrifices, but we want a law that defines terrorists, that will become a definition for terrorism," Zardari said, adding that the PPP had no intention to dishearten the armed forces.
The recommendations say that military courts shall be presided over by one sessions judge or additional sessions judge with a military officer and that the sessions/additional sessions judge will be nominated by Pakistan's chief justice.
The extension period will be for one year and not two years.
Cases will be subject to judicial review by high courts under Article 199 of the Constitution and High court shall decide case within 60 days. All accused to be produced within 24 hours before the concerned court and explanation within 24 hours for their arrest. Accused shall have the right to engage counsel of their choice.
Zardari said his party is open to dialogue, whether with the government or the army.
Since February 2015, a total of 274 individuals were convicted in 11 military courts. As many as 161 individuals were handed down death sentence out of whom 12 were executed.
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Hype Williams should need no introduction. Easily one of the most influential music video directors of the past decade, Williams' unique visual flair has helped countless artists, most of whom dwell within the arena of modern day R&B and Rap, achieve new levels of exposure.
I mean who can forget the indelible images of Busta Rhymes in "Whoo-Ha!! Got You All in Check" or Missy Elliott in "The Rain"?
Williams' latest endeavor, however, is something of a departure for the director. He's currently working on putting together a video that ties into EA's The Urbz: Sims in the City game, utilizing visuals from the game along with original music crafted by the Black Eyed Peas.
We caught up with Hype to talk about the project and his career.
Spence D., Editor-in-Chief, IGN Music: So you're directing an animated video for The Urbz: Sims in the City, using Black Eyed Peas music correct?
Hype Williams: Basically what they've done is that EA has recruited me to take this music that the Black Eyed Peas have done exclusively for the game, to create something cool that is music video-esque for these characters.
IGN Music: Now I've grown up on your videos, but I won't even try and front and say that I've seen them all&#Array;
HW: [laughs] Yeah, there's hundreds of them!
IGN Music: &#Array;but to the best of my knowledge, you've never done anything like this before, where you're working with pre-existing graphics and animation.
HW: No. And this whole year I've been working with EA just kind of like in a really different capacity, where I've done some camera work on games like NBA Street 3 and I'm gonna be doing some camera work on Fight Night 2 and just in general, I'm a heavy gamer and I hope to partner up with EA on making some really great games. Also, in return, they've recruited me to come in and take some of the cool music that they have and apply it to some of their game assets and make something cool out of it all.
IGN Music: How does this kind of work differ from working on a live action video with the likes of Missy, Busta or whoever?
HW: It's just a different aesthetic, really. The colors are really the same, the usage is the same, and I'm still working with great music&#Array;like the Black Eyed Peas music is awesome. I'm really just being creative. It's just another extension of me being creative.
IGN Music: For this particular project, did you sit down with the game and the music and then come up with ideas?
HW: Yeah. Basically I dove all the way in and played the game and just got an understanding of the different districts that are in the game, which are all these different quadrants of a cityscape. I just really got a sense of the overall aesthetic of the game and how the characters relate to that and then with the music it was a no-brainer. That's just what I do. So basically I'm taking the footage and coming up with something cool.
IGN Music: Now are you taking chunks of the game and turning that into a video?
HW: Well it's a really entertaining game. There's a lot of things that you can do in the game that relate to lifestyle. So I'm taking lifestyle pieces and parts of the different districts and just making a montage set to the Black Eyed Peas.


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By Bridget
With the beginning of March Madness college basketball and spring training for the professional baseball season, athletes across the United States are wondering what will give them that slight edge over their competition. They want to run just a little faster, jump an inch higher, and throw a mile faster to win the game and the glory.
Many athletes think they have found the secret trick: focusing on their diet. While most people lead gluten-free lives because of a diagnosis, sports stars from quarterback Drew Brees to tennis player Novak Djokovic (both of whom have a gluten intolerance) have found that a gluten-free diet actually gives them a competitive edge to live out their dreams.
The key to their success is that their gluten-free diet helps them cut down on processed foods, focusing energy consumption on whole, gluten-free grains. The sports stars also report having better energy on the field, and getting a more restful night's sleep.
One notable change for tennis star Djokovic is his marked improvement on the court. With the elimination of gluten from his diet, Djokovic was able to experience a boost in his mental and physical health, both of which were huge contributors to his dominance in the tennis world over the course of this past year.
Although leading a gluten-free lifestyle is one about changes, these changes are shown to be for the good – and not just for those inflicted with full-blown Celiac's disease. The focus on carbohydrates that are naturally gluten-free, such as corn, quinoa, and rice, is not just a "fad diet;" it is timeless and healthy way of life.
So instead of carbo-loading and celebrating with a burger and fries, perhaps these college athletes will go for a gluten-free victory.


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The August issue of The American Philatelist is online for APS members to view. Here are some of the highlights:
EFOs That are Best When the Lights are Off by Wayne Youngblood. Errors, freaks, and oddities are interesting enough, but things look especially freaky when you visit the somewhat hidden world of tagging miscues.
Philatelic Movie Props by Thomas Richards. From the 1930s, when real stamps could not be shown on the screen, to the creativity of Clint Eastwood, fake philately in movies can often be barely distinguished from the real thing.
Mail From the Pope's Army by Thomas Pratuch. Exploring military mail from the 18th-century Papal States involves an exploration of complex army organizations and movements, not to mention deciphering old nonstandard Italian abbreviations.
The Lion, the Sun, and a Crown by Joseph Iredale. The sun, lion, and crown were used to imply sovereignty on the early stamps of Iran. There were no formal obliterators when the first stamps were issued in 1870.
APS Will Welcome the World by APS Staff. We have an early look at a special U.N. show scheduled for this fall at the American Philatelic Center in Bellefonte, Pennsylvania.
Senegal by Bob Lamb. A look at the philately of Senegal in West Africa, once a French colony, includes a visit with the short-lived Federation of Mali.


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Fondée en 1927, l'association des anciens élèves et amis des Langues O' … favorise l'essor des études orientalistes et le maintien de relations amicales, de solidarité et d'aide mutuelle entre ses membres. En 2016, elle lance avec le soutien de l'Inalco son réseau à vocation professionnelle : le réseau Inalco Alumni. Il permet à chacun de faciliter les rencontres, dynamiser sa trajectoire professionnelle, débattre avec des experts du monde des civilisations et des langues, progresser dans sa discipline et mettre à jour ses connaissances.
Les alumni soutiennent le… 展开
MA Studentships for non-EU citizens at the University of Verona
The Department "Culture e Civiltà" of the University of Verona invites applications to THREE fully funded studentships for the Master's Course in
Linguistics (academic year 2018/19). Details regarding the Master's program in Linguistics can be found at:
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Requirements: Eligible candidates are non-EU citizens: 1. who do not live in Italy; 2. who hold: a (foreign) Bachelor Degree in the field of Humanities or other field requiring a basic training in Linguistics; an English Certificate (B1 level as minimum, or equivalent). Funding: The total sum made available by the…
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The translation of "Le Petit Prince" (The Little Prince) in Wolof is now available !
Post-trial motions are employed after the jury (or judge, in a bench trial) renders its verdict. These motions are to be differentiated from those made at the close of evidence, which was covered in the earlier chapter on trial practice.
The first motion to consider is a motion for a new trial. See Federal Rule of Civil Procedure ("FRCP") 59. A party may move the court for a new trial in particular situations, and it is up to the trial court's discretion whether to grant the motion. The rules provide for an order granting a new trial, or similar relief, to remedy a situation where the judgment rendered in the case is a miscarriage of justice. There are many grounds on which a party may base its motion for a new trial; these grounds are not codified, but have been established by the common law. Following are the various grounds on which a party may rely in seeking a new trial:
1) The case where the Verdict is Against the Weight of the Evidence: A motion for a new trial can be sustained where evidence and testimony presented strongly supports one party, but the judgment is for the other. One court has explained that the power to grant a motion for a new trial
2) The case where the Verdict is Inadequate or Excessive: This is the case where the jury's award is either grossly inadequate or grossly excessive. Some courts have referred to such verdicts as 'shocking' to the court's conscience. For example:
3) The case where a Party Newly Discovers Evidence:
Similarly, a change in law after the final judgment is not a sufficient basis on which to move for a new trial. See Title v. United States , 263 F.2d 28 (9th Cir. 1959).
Other grounds for a new trial include improper conduct by the court or by counsel and improper conduct affecting the jury . As you might imagine, this may occur when the jury is influenced improperly.
FRCP Rule 59 is clear that following a bench trial,
In other words, following a bench trial, the court has broad discretion to re-open the case and amend the judgment if new facts come to light.
The motion for a new trial must be filed no later than ten days after the judgment is entered. FRCP 59(b). While the motion must specify the grounds upon which the party is relying, after giving the parties notice and an opportunity to be heard, the court may order a new trial on a ground not specified in the motion for a new trial.
It is not only upon a party's motion that the court may order a new trial. Under FRCP 59(d), the court may, sua sponte , that is, on its own, order a new trial on any ground on which a party could base its motion. If the court orders a new trial sua sponte or grants a motion for a reason not specified in the moving papers, the court must specify the applicable ground(s) upon which it is relying in its order. The court, however, is subject to the same time limitations are imposed on a party's motion for a new trial.
About Randomized Field Experiments Randomized field experiments allow researchers to scientifically measure the impact of an intervention on a particular outcome of interest.
What is a randomized field experiment? In a randomized experiment, a study sample is divided into one group that will receive the intervention being studied (the treatment group) and another group that will not receive the intervention (the control group). For instance, a study sample might consist of all registered voters in a particular city. This sample will then be randomly divided into treatment and control groups. Perhaps 40% of the sample will be on a campaign's Get-Out-the-Vote (GOTV) mailing list and the other 60% of the sample will not receive the GOTV mailings. The outcome measured –voter turnout– can then be compared in the two groups. The difference in turnout will reflect the effectiveness of the intervention.
What does random assignment mean? The key to randomized experimental research design is in the random assignment of study subjects – for example, individual voters, precincts, media markets or some other group – into treatment or control groups. Randomization has a very specific meaning in this context. It does not refer to haphazard or casual choosing of some and not others. Randomization in this context means that care is taken to ensure that no pattern exists between the assignment of subjects into groups and any characteristics of those subjects. Every subject is as likely as any other to be assigned to the treatment (or control) group. Randomization is generally achieved by employing a computer program containing a random number generator. Randomization procedures differ based upon the research design of the experiment. Individuals or groups may be randomly assigned to treatment or control groups. Some research designs stratify subjects by geographic, demographic or other factors prior to random assignment in order to maximize the statistical power of the estimated effect of the treatment (e.g., GOTV intervention). Information about the randomization procedure is included in each experiment summary on the site.
What are the advantages of randomized experimental designs? Randomized experimental design yields the most accurate analysis of the effect of an intervention (e.g.,a voter mobilization phone drive or a visit from a GOTV canvasser, on voter behavior). By randomly assigning subjects to be in the group that receives the treatment or to be in the control group, researchers can measure the effect of the mobilization method regardless of other factors that may make some people or groups more likely to participate in the political process. To provide a simple example, say we are testing the effectiveness of a voter education program on high school seniors. If we allow students from the class to volunteer to participate in the program, and we then compare the volunteers' voting behavior against those who did not participate, our results will reflect something other than the effects of the voter education intervention. This is because there are, no doubt, qualities about those volunteers that make them different from students who do not volunteer. And, most important for our work, those differences may very well correlate with propensity to vote. Instead of letting students self-select, or even letting teachers select students (as teachers may have biases in who they choose), we could randomly assign all students in a given class to be in either a treatment or control group. This would ensure that those in the treatment and control groups differ solely due to chance. The value of randomization may also be seen in the use of walk lists for door-to-door canvassers. If canvassers choose which houses they will go to and which they will skip, they may choose houses that seem more inviting or they may choose houses that are placed closely together rather than those that are more spread out. These differences could conceivably correlate with voter turnout. Or if house numbers are chosen by selecting those on the first half of a ten page list, they may be clustered in neighborhoods that differ in important ways from neighborhoods in the second half of the list. Random assignment controls for both known and unknown variables that can creep in with other selection processes to confound analyses. Randomized experimental design is a powerful tool for drawing valid inferences about cause and effect. The use of randomized experimental design should allow a degree of certainty that the research findings cited in studies that employ this methodology reflect the effects of the interventions being measured and not some other underlying variable or variables.
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Daytrippin' to the Northshore
DBG is painfully aware that she has not written anything for Cherry for a while. Between working a real adult job and her side gig at Country Roads, she's plenty busy. But when an estate sale featuring vintage Tiki mugs popped up in Covington, it was time to take her Mini Cooper on a little jaunt down I-12.
Everyone day trips to New Orleans, but Covington is only an hour away. It's a scenic little city with a small town feel. This pine tree filled wonderland offers an excellent escape from Red Stick.
Start the day at 2nd and Charles http://2ndandcharles.com, 401 Highway 90. Someone created a chain that is nothing short of nerd paradise. 2nd and Charles sells gently used musical instruments, books, CDs, vinyl, video games and game consoles. They also sell new stuff. And get this—you can trade. Just bring your gently used items and place them in a bin. 2nd and Charles will appraise them and offer you cash or store credit. Then shop, shop, shop! They have a huge selection and it is all impeccably organized. Check out their $4 vinyl selection!
Next head downtown. There are plenty of shops, pubs and galleries. Be sure to duck into H.J. Smith & Sons General Store at 308 North Columbia. This old-fashioned general store sells everything from army surplus to cast iron pots. They also have a free museum that features all kinds of relics, from a cast iron casket to a petrified rat. Next cross the street and hit Mo's Art Supply. This independent store has anything an artist could want. It reminded DBG of Lee's Art Shop in NYC — which is the highest of praise.
Then go eat lunch at Bear's Restaurant at 128 W 21st. They just might make the best roast beef poboy in the world, although the shrimp poboy is nothing to scoff at. Forgo the fries and treat yourself to their famous potato salad.
Next head over to Mandeville for a couple of pints at The Barley Oak. http://www.thebarleyoak.com, 2101 Lakeshore Drive. Sit on the front deck and watch the sailboats float on Lake Pontchartrain while you enjoy one of their 50 beers on tap. Order a German sausage platter and try to keep count of the cars crossing the Causeway.
PS—Three Tiki mugs were purchased. One hailed from the old Huki Lau in Metairie, but the real prize was the one from the Luau Hut in Silver Spring, MD.


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The Customer
With three restaurants, Amici provides fresh, authentic and tasty Italian food to the residents of Kennington, South London.
The Challenge
Houman, the restaurant owner, wanted a way to reward his loyal customers based on how much they spent in his restaurants and to do so in a more exciting way than with a typical paper or plastic loyalty card. A mobile App could let Houman reward his customers without forcing them to carry yet another loyalty card. The challenge was how to link the amount the customer spent with the App and make the whole experience fun for customers and easy for staff.
The Solution & Results
Movanta worked closely with ICRTouch, creators of the TouchPoint POS software used in Amici's restaurants to build an Amici App with a loyalty card fit for the mobile era. Each receipt has a unique code that is linked to the customer's bill. The customer uses their app to scan the code and collect points based on their spend. When the heart is full the customer earns a free bottle of wine. With the app and the CMS from Movanta, Houman can now easily keep in touch with customers based on how often they visit and what they buy. Regulars can be contacted about upcoming special events or when tables are available. Customers who are close to a reward can be reminded to pop in. And customers who like particular dishes can be alerted when the chef's specials are a perfect match to their taste.
About Movanta
Movanta helps retailers and restaurants of all sizes grow sales by increasing customer loyalty using mobile. We build beautiful and engaging mobile apps that link with an easy to use website. You get control over when and how you use the app to connect with your customers, to create more reasons for them to visit. Your customers get the inside track on what's new and a loyalty card that sits on their phone.
Learn more at www.movanta.com or email firstname.lastname@example.com


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I write comedy romance novels and short fiction. I've been a regular contributor to the UK women's magazines since 2001. I've also been published in the USA, Australia, New Zealand, Bahrain, India, France, Germany, Sweden, Norway, Denmark and South Africa. You can check out which publications via the link above.
I've written for ezines and anthologies. In A Spin is included in the charity anthology Diamonds & Pearls and Tough Love can be found in 100 Stories for Queensland in aid of the Queensland Floods.
Five of my stories appeared in the Sexy Shorts charity anthologies (Accent Press) and another of my shorts appeared in La Fenetre Sundowner.
Several of my stories have been used in To Be Read Aloud, the American Oral Interpretation scheme.
A selection of my short stories are available for download to most e-readers from Alfie Dog Fiction. For a preview go to News
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World Weaver Press presents Specter Spectacular: 13 Ghostly Tales an anthology of short fiction edited by Eileen Wiedbrauk.
Start reading Specter Spectacular: 13 Ghostly Tales on your Kindle in under a minute.
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text:
Walk with Me, It's Springtime in Oak Hall
I have been working hard on producing some educational, thought-provoking Hubs for my readers and getting some pretty nice feedback. However, since I am not a famous author and instead I am a just a warm and caring person, I like to stay on a more personal level with my friends. Publishers call you my readers. I call you my friends.
Having never produced a photo Hub/blog, I thought I may give it a try with the emphasis being on springtime in the town I currently live in. The inspiration hit me as soon as I opened the front door of our apartment to get my little people off the school bus. I had been inside typing away all day and had not even noticed all the beauty that was outside my window screaming to me until four o'clock in the afternoon!
Springtime's Budding Trees
Yesterday was frigid. I couldn't put on enough clothes to make myself feel any level of warmth and I did not accomplish much, because my anemic body tends to seize up when I'm cold.
Today is hot! The sun is shining like it's August, the birds are chirping, children are mobbed at the local parks and softball/baseball games are going on behind me threefold as I sit at a picnic table, enjoy and write. I even saw a lonely honeybee light onto a dandelion on the walk here...
Springtime Ground Cover
Sometimes as we walk along, we are too busy or too stressed to stop and notice the small things. We are doing ourselves a great injustice by just passing things by and taking them for granted. A good example are the flowers in next the set of photos. People walk by these very same tiny flowers everyday in the spring, but many do not notice just how magically beautiful they are. They truly did, and do through these photos, take me to another place...
I won't speak for them, I think they speak for themselves.
Magickal Flowers
Motorcycles and Baseball
Any way possible to spend some time outside, people are doing it today.
Springtime Recreation
Remember when this was us playing in the park? Days like this sure are sentiment invoking!
Spring's Paint on the Overall Landscape
I love it that through technology, we just took a walk AND played at the park together...Thank you, my friend, for enjoying this beautiful day with me :)
I love this one Windy. I was out wandering the other day doing the same thing (well except I didn't take the camera). This time of year is so refreshing. Those are fine looking youngsters (a kid named Tom who likes basketball, how could I not love that). I am still trying to see what's in that tree though. Peace!! Tom
The first picture of two children above reminded me of my two kids. I have also two kids ..the elder one is a girl 5 years old and the younger one is a boy 1.5 years old.


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Law Center Archives
The mission of the Georgetown University Law Center Archives is to preserve and provide access to records documenting the school's history.
Trying to remember who was in your first year section? Want to know more about Law Center alumni/ae in your family or community? Need an image for a class or group reunion? There are many resources available through the Library and the Law Center Archives to help you explore people and events associated with Georgetown Law.
If you are looking for information about a Law Center event or group, the Archives has copies of the Res Ipsa Loquitor and other student newspapers, class yearbooks, photographs, programs, and assorted items relating to various campus groups and events, such as the Georgetown Gilbert & Sullivan Society.
The materials include the Georgetown Law School catalogs from 1870, yearbooks and other picture books, all of the Georgetown law journals, newspapers and other official publications, and law school alumni registers. They also include images from 1870 to the present, in a variety of formats. Other materials include records and documents from various Law Center departments, official reports to and from AALS, ABA and the University, audio-visual and electronic records, and materials documenting lectures, events, and graduation ceremonies.
Digital Collections: The Law Center Archives has made available several collections online. Georgetown Yearbooks, some of the Journals, selected photographs, and Bulletins.
Access and Use
The Archives Collection is available for use by the Law Center and Georgetown University communities, as well as by independent researchers and scholars. The Archives Collection is part of the Special Collections Department in the Georgetown Law Library and is located on the second floor of the Edward Bennett Williams Law Library, Room 210.
Policies for Use
The Archives Collection is an historical collection; much of it is fragile and one of a kind. Therefore, researchers must observe rules for accessing and handling materials. Upon entering Special Collections, researchers must sign-in. Personal belongings including bags, purses, and coats must be stored away from materials. Only pencils and laptops are allowed in the research area. Photocopy and digital scanning services are provided under certain conditions. A complete list of policies will be provided to all researchers.


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The AutoAmbulator is a sophisticated treadmill featuring a body weight supported ambulation designed to help patients safely relearn natural walking patterns.
Designed with many safety features, the AutoAmbulator safely places the patient in a standing position while robotics assist the patient's legs to walk on a treadmill. Sensors continuously monitor walking patterns, changing power and speed according to the patient's movement ability.
Whether an individual has been recently injured or unable to walk for years, the AutoAmbulator can improve function.
Join us for a virtual tour of our hospital where you will see our patient rooms, exercise facilities, and more. You can also set up a personal tour by calling our hospital.
Learn more »
The ability to have at your disposal the expertise in physical therapy, occupational therapy and speech therapy and the physiatrist's role in all of this – it's just a tremendous asset.
Other patient testimonials »
Contact us to learn more about our rehabilitation programs or to set up a tour at our hospital.


text: L.K.Bennett is a British ready-to-wear label first launched in London in 1990 by Linda Bennett. It is renowned for its unique take on 'accessible luxury', bringing together quality materials with a modern, feminine yet up-to-date aesthetic. That unique look has helped the brand expand into locations all-over the world. Bold, eye-catching yet thoroughly wearable, L.K.Bennett bracelets are the perfect statement accessories that every outfit needs. From delicate bangles to chunky cuffs with bright colour splashes, these L.K.Bennett bracelets are destined to transform all your desk-to-dinner ensembles.


text: Legal Update August 20, 2015 Understanding the SEC's Pay Ratio Disclosure Rule and its Implications The US Securities and Exchange Commission (SEC), by a 3 to 2 vote, adopted a pay ratio disclosure rule, requiring public companies to compare the compensation of their chief executive officer to the median compensation of their other employees.1 The SEC has provided a transition period so that the initial pay ratio disclosure will be required with respect to compensation for a company's first full fiscal year that begins on or after January 1, 2017. Therefore, calendar year-end companies will first be required to include pay ratio disclosure in 2018. However, there is a lot that companies should begin doing in the meantime to prepare. Summary of the Final Rule Background. The SEC's pay ratio rulemaking was mandated by the Dodd-Frank Wall Street Reform and Consumer Protection Act. The SEC originally proposed pay ratio disclosure in 2013, and the proposal generated a great deal of interest and debate. The SEC received more than 287,000 comment letters. Of these, more than 1,500 were distinct individual letters and the remainder represented form letters submitted by interested persons. Disclosure Requirement. The new pay ratio disclosure rule is contained in new paragraph (u) of Item 402 of Regulation S-K. It requires public companies to disclose: The median of the annual total compensation of all employees other than the chief executive officer; The annual total compensation of the chief executive officer; and The ratio of these amounts. Filings Requiring Pay Ratio Disclosure. Generally, the pay ratio disclosure will be needed in filings that require executive compensation disclosure pursuant to Item 402 of Regulation S-K, such as proxy and information statements, annual reports on Form 10-K and registration statements under the Securities Act of 1933 and the Securities Exchange Act of 1934. Employees Covered. For the purposes of the pay ratio rule, the term "employee" means an individual employed by the company or its consolidated subsidiaries as of any date (determined by the company) within the last three months of the company's last completed fiscal year. In addition to full-time employees and employees based in the United States, the term includes: Employees based outside of the United States; Part-time employees; Temporary employees; and Seasonal employees. However, a worker employed by, and whose compensation is determined by, an unaffiliated 2 Mayer Brown | Understanding the SEC's Pay Ratio Disclosure Rule and its Implications third party, such as independent contractors or leased workers, are not considered employees for purposes of the pay ratio disclosure rule. For individuals who become employees as a result of a business combination or acquisition, the SEC has created a transition period before those employees must be included in determining the median of the annual total compensation of all employees. For more information, see "Compliance Date and Transition Rules" below. Limited Exemption for Foreign Employees. In a change from the proposed rule, the SEC has provided two limited exemptions from the definition of employee. These exemptions permit companies to exclude certain employees located in non-US jurisdictions (non-US employees) from the pay ratio calculation. First, the final rule provides an exemption for employees in a foreign jurisdiction in which data privacy laws or regulations are such that, despite the company's reasonable efforts to obtain and process the information necessary to comply with the pay ratio disclosure rule, the company is unable to do so without violating those data privacy laws or regulations. The rule makes clear that in order to satisfy the reasonable efforts requirement of this privacy exemption, the company, at a minimum, must use or seek an exemption or other relief under the applicable foreign law or regulation. In addition, the proxy statement (or other disclosure document) would need to list the excluded jurisdictions, provide the approximate number of employees from each such jurisdiction so excluded and explain how compliance with the pay ratio rule would violate the foreign data privacy law or regulation, describing the company's efforts to obtain an exemption or other relief. The company would also need to obtain an opinion of counsel opining that the company cannot obtain or process the necessary information without violating the applicable privacy laws or regulations and file that opinion as an exhibit to the filing containing the pay ratio disclosure. If a company relies on this privacy exemption for any foreign jurisdiction, it must exclude all employees from that jurisdiction from its pay ratio calculation. Second, the SEC also provided a de minimis exemption for non-US employees. If non-US employees account for 5% or less of a company's total employees, the company may choose to exclude all, but not less than all, of its non-US employees when identifying its median employee. Where a company's non-US employees exceed 5% of the company's total US and non-US employees, it may exclude up to 5% of its total employees who are non-US employees from this determination. However, if the company excludes any employees in a particular non-US jurisdiction it must exclude all employees in that jurisdiction. Therefore, a company cannot use the de minimis exemption to exclude any employees from a non-US jurisdiction in which more than 5% of its total employees are located. In addition, employees excluded pursuant to the privacy exemption discussed above will count toward the 5% limit for the de minimis exemption. Use of the de minimis exemption also requires an accompanying explanation of the details of how the company applied the exemption. Companies Covered by Pay Ratio Disclosure Requirement. The pay ratio disclosure will only be required for companies that provide a summary compensation table pursuant to Item 402(c) of Regulation S-K. Smaller reporting companies, emerging growth companies, foreign private issuers, MJDS filers (i.e., registrants filing under the US Canadian Multijurisdictional Disclosure System) and registered investment companies will not be subject to the pay ratio disclosure requirement. Identifying the Median Employee. The pay ratio disclosure rule gives companies flexibility to select a method for identifying a median that is appropriate to the size and structure of their businesses and compensation programs. 3 Mayer Brown | Understanding the SEC's Pay Ratio Disclosure Rule and its Implications Companies may identify the median employee based on any consistently used compensation measure, such as compensation amounts reported in its tax and/or payroll records. When using a consistently applied measure to determine annual compensation in order to identify the median employee, companies may use the same annual period that is used in the records from which such compensation is derived. According to the adopting release, factors that a company can take into account when determining their methodology for identifying the median employee may include the following variables: The size and nature of the workforce; The complexity of the organization; The stratification of pay levels across the workforce; The types of compensation the employees receive; The extent that different currencies are involved; The number of tax and accounting regimes involved; and The number of payroll systems the company has and the difficulty involved in integrating those payroll systems to compile total compensation information for all employees. Companies will be permitted to identify the median based on total compensation regarding their full employee population. Alternatively, they may do so by using a statistical sample or another reasonable method. In the adopting release, the SEC provided some guidance on statistical sampling. The SEC stated that a relatively small sample size may be appropriate in certain situations. It also indicated that a reasonable determination of sample size ultimately depends on the underlying distribution of compensation data. The SEC believes that reasonable estimates of the median for companies with multiple business lines or geographical units may be determined using more than one statistical sampling approach. The SEC advised that "all statistical sampling approaches should draw observations from each business or geographical unit with a reasonable assumption on each unit's compensation distribution and infer the registrant's overall median based on the observations drawn." According to the SEC, a company "could identify the employees in its sample that have extremely low or extremely high pay that would, therefore, fall on either end of the compensation spectrum. Since identifying the median involves finding the employee in the middle, it may not be necessary to determine the exact compensation amounts for every employee paid more or less than that employee in the middle. Instead, just noting that the employees are above or below the median may be sufficient for finding the employee in the middle of the compensation spectrum." The median employee must be an actual, individual employee. However, companies are not required to, and should not, identify the median employee by name or other identifiable information. Companies may choose to generally identify the median employee's position to place the compensation in context, but the instructions to the rule specify that they should not do so if providing the information could indentify any specific individual. In a change from the proposed rule, the final rule permits a company to choose any date during the last three months of the fiscal year for the purpose of identifying the median employee. In addition, the final rule permits companies to identify the median employee only once every three years as long as there has been no change in employee population or employee compensation arrangements that would significantly change the pay ratio disclosure. If, during those three years, the median employee's compensation changes, or the previously identified median employee has left the company, the company may substitute another 4 Mayer Brown | Understanding the SEC's Pay Ratio Disclosure Rule and its Implications employee with substantially similar compensation as its median employee. Once the median employee has been identified pursuant to one of the methods described above, the total compensation for the median employee will have to be calculated for the last completed fiscal year, consistent with the requirements for calculating the chief executive officer's total compensation for the same fiscal year for purposes of the summary compensation table. Reasonable Estimates. The pay ratio rule permits companies to use reasonable estimates to calculate annual total compensation or any element thereof for employees other than the chief executive officer. Reasonable estimates will also be permitted in the methodology used to identify the median employee. The final rule does not prescribe what constitutes a reasonable estimate. However, the adopting release states that in "using an estimate for annual total compensation (or for a particular element of total compensation), a registrant would be required to have a reasonable basis to conclude that the estimate approximates the actual amount of compensation under Item 402(c)(2)(x) (or for a particular element of compensation under Item 402(c)(2)(iv)-(ix)) awarded to, earned by, or paid to the employee." Adjustments. The new rule permits a company to annualize the compensation for all permanent employees, whether full-time or part-time, who were employed on the calculation date, but who did not work for the company for the full fiscal year. The rule does not permit annualization for temporary or seasonal employees. In addition, the pay ratio disclosure rule does not permit the use of full-timeequivalent adjustments for the required pay ratio disclosure. However, a company is permitted to derive and disclose an additional ratio using full time equivalent adjustments. In determining the median employee, a company is permitted to use a cost-of-living adjustment for employees living in jurisdictions other than the jurisdiction in which the chief executive officer resides. If a company uses a cost-of-living adjustment, and the median employee so identified resides in a different jurisdiction than the chief executive officer, the company must use the same cost-of-living adjustment in calculating the median employee's annual total compensation. In addition, the company must disclose the median employee's jurisdiction. It must also describe the cost-ofliving adjustments it used to identify the median employee, as well as the cost-of-living adjustments it used to calculate the median employee's annual total compensation, including the measure used as the basis for the cost-ofliving adjustment. The company will also have to present the median employee's total compensation and pay ratio without the cost-ofliving adjustment. In calculating the annual total compensation of the median employee, companies are permitted, but are not required, to include personal benefits that aggregate less than $10,000 as well as compensation under non-discriminatory benefit plans. To be consistent, however, the chief executive officer's total compensation used in the related pay ratio disclosure would have to reflect the same approach. The company must also explain any difference between the chief executive officer total compensation used in the pay ratio disclosure and the total compensation amounts reflected in the summary compensation table, if material. Multiple Chief Executive Officers. If a company has had more than one non-concurrent chief executive officer during its fiscal year, it may calculate the annual total chief executive officer compensation by using either of the following methods: Combining the compensation provided to each such person during the year for the time that person served as chief executive officer or Annualizing the compensation of the chief executive officer serving in that position on 5 Mayer Brown | Understanding the SEC's Pay Ratio Disclosure Rule and its Implications the date selected to identify the median employee. Disclosure Elements. The pay ratio disclosure rule contains a number of disclosure requirements relating to the calculation and presentation of the pay ratio. For example, if a company chooses to express the ratio numerically, it needs to do so in relation to 1 (as in "50 to 1" or "50:1"). Alternatively, a company may express the pay ratio narratively (as in "the total annual compensation of the chief executive officer is 50 times that of the median of annual total compensation of all other employees.") In addition, the rule requires a brief, nontechnical overview of the methodology used to identify the median employee and any material assumptions, adjustments or estimates used to identify the median employee or to determine total compensation or elements of total compensation. Such disclosure should provide sufficient information to enable readers to evaluate the appropriateness of the estimates, but there is no need to disclose detailed formulas. If a company uses a consistently applied compensation measure to identify the median employee, it will have to disclose the measure used. If statistical sampling is used, the size of the sample and the estimated whole population should be disclosed, as well as material assumptions used in determining sample size. The disclosure should identify the sampling methods used and, to the extent applicable, how the method deals with separate payroll systems, such as from different geographic areas or business segments. If a company changes methodology, material assumptions, adjustments or estimates from those used in a prior pay ratio disclosure, and the effects of the change are material, the change and the reasons for the change must be described, together with an estimate of the impact on the change on the median employee and the pay ratio. Companies will be permitted, but not required, to include additional disclosures. If companies choose to include any additional ratios, they must be clearly identified and not misleading. Additional ratios should not be presented with greater prominence than the required pay ratio. The company will need to disclose the date as of which it identified its median employee. If a company uses a previously identified median employee, it must disclose that there have been no changes in its employee population or compensation arrangements that would significantly impact the pay ratio disclosure. If the company uses a substituted median employee due to changed circumstances, it will need to disclose that fact. If a cost-of-living adjustment is used, the company will also have to disclose the unadjusted compensation information. And, if a company makes use of either or both foreign employee exemptions, the details of how the exemption applied would need to be disclosed. Compliance Date and Transition Rules. The pay ratio disclosure rules become effective on October 19, 2015. However, companies generally will first be required to report the pay ratio disclosure for their first fiscal year beginning on or after January 1, 2017. A company that had not previously been a reporting company would be required to report pay ratio disclosure for its first fiscal year following the year in which it becomes a reporting company, but not for any fiscal year commencing before January 1, 2017. Accordingly, pay ratio disclosure is not needed in the prospectus for an initial public offering. Individuals who become employees as a result of a business combination or the acquisition of a business can be omitted from the company's identification of the median employee for the fiscal year in which the transaction became effective. However, the company must disclose 6 Mayer Brown | Understanding the SEC's Pay Ratio Disclosure Rule and its Implications the approximate number of employees it is omitting. Similarly, a company would not have to assess whether a business combination or acquisition resulted in a substantial change to its pay ratio disclosure such that it would have to re-identify its median employee rather than rely on a triennial determination until the fiscal year following the acquisition or business combination. A company that ceases to be either a smaller reporting company or an emerging growth company will not have to provide pay ratio disclosure until after the first full fiscal year after it exits such status, but not for any fiscal year commencing before January 1, 2017. Other Technical Requirements. The pay ratio disclosures will be "filed," not "furnished." Therefore, they will be subject to certifications by the chief executive officer and the chief financial officer and subject to potential securities law liabilities. The pay ratio disclosure will not need to be updated throughout the year; it will only have to be calculated once per year, as of fiscal year-end. Companies may wait to update their pay ratio disclosure until they file their Form 10-K or, if later, their definite proxy statement for their annual meeting of shareholders. Accordingly, registration statements may be filed and declared effective under the Securities Act prior to this time without updating the pay ratio previously disclosed. If chief executive officer salary and bonus is to be disclosed in a Form 8-K because it is not calculable at the time the proxy statement is filed, the pay ratio disclosure may also be disclosed in the Form 8-K. The final rule also includes a conforming amendment to Item 5.02(f) of Form 8-K to reflect the addition of this pay ratio disclosure requirement. Practical Considerations Public companies will not be required to include pay ratio disclosures in their proxy statements for the next two proxy seasons—pay ratio disclosure will not be required until the 2018 proxy season at the earliest. Meanwhile, there may be litigation or legislative responses challenging the SEC's pay ratio rule. These responses may echo points raised by the two dissenting SEC commissioners at, and subsequent to, the meeting at which the final pay ratio disclosure rule was approved. However, public companies should assume that they will have to comply with this final rule and begin preparations in the near future to be able to provide the pay ratio disclosure on a timely basis. Companies should recognize that it may take significant time to determine the methodology they will use to calculate and report their pay ratio disclosure, to coordinate their reporting systems in various jurisdictions and to gather necessary information. Because pay ratio will be "filed" as opposed to "furnished disclosure" it will be subject to securities law liabilities and the certifications required of the chief executive officer and the chief financial officer. Therefore, companies affected by the rule should use this period before the compliance date to make sure that they are in a position to provide pay ratio disclosure with confidence that the information they include in their SEC filings will be accurate and in compliance with the rule. In order to not be considered an employee for purposes of the pay ratio disclosure rules, an independent contractor must be employed by, and have his or her compensation determined by, unaffiliated third parties. Companies with a significant number of independent contractors will need to determine whether each individual is an employee for purposes of the new rules. Sooner rather than later companies should begin determining whether an independent contractor is employed by an unaffiliated party and whether more information is needed to make this determination. Companies should evaluate their payroll and other compensation recordkeeping systems for 7 Mayer Brown | Understanding the SEC's Pay Ratio Disclosure Rule and its Implications planning purposes, develop strategies for compliance and consider how they will update their disclosure controls and procedures for pay ratio disclosure. Employees who have the responsibility to assemble the information to make the disclosure should be sure they understand what compensation programs the company has, including on a worldwide basis if the company has employees outside of the United States. This should also include an understanding of how the company contracts with and makes payments to independent contractors in different jurisdictions if those workers are to be included for purposes of determining the median employee. In addition, it should be determined whether information gathered needs to be adjusted to reflect differences in internal compensation reporting systems in various jurisdictions. A company should also determine whether it would prefer to disclose its pay ratio using statistical sampling or by gathering complete pay data for all employees, if it has existing systems in place that make it more convenient. To the extent a company plans to use statistical sampling, it may find it useful to try various sampling methods to determine which is the most appropriate, given the company's specific facts and circumstances. It is important to use a sampling measure that can be justified and supported with a methodology that can be repeated. If a company with employees outside the United States determines that there is a foreign data privacy law that would be violated by complying with the SEC's pay ratio disclosure rule, it will need to take the steps necessary to use, or seek an exemption to or other relief from such foreign law. If the company is unable to qualify for an exemption, or receive a waiver, it will need to obtain an opinion of counsel from the foreign jurisdiction in order to rely on the exemption for pay ratio disclosure provided by the final rule. Because these measures are likely to be timeconsuming, companies with an employee population outside of the United States should begin reviewing the applicable data privacy laws and regulations to ascertain whether there are any conflicts with the SEC rule and, if so, to determine the process they will need to follow to satisfy the SEC's foreign data privacy law exemption. Companies with employees in multiple jurisdictions outside of the United States should identify the jurisdictions in which 5% or less of their total employee population is located to determine which jurisdictions, if any, they plan to exclude using the de minimis foreign employee exemption. Because all employees in a foreign jurisdiction must be excluded if any are excluded, and because employees excluded due to the privacy exemption count toward the 5% threshold for the de minimis exemption, companies in this situation may want to balance the relative difficulties of gathering the information with respect to employees in such jurisdictions to determine how best to apply the exemption, if at all. Companies should explore whether they want to apply cost-of-living adjustments to identify their median employee and to determine such employee's annual compensation. Presumably, a company will only present a pay ratio with a cost-of-living adjustment if it shows a lower ratio, which may be helpful in supporting a company's say-on-pay proposal. However, in order to use a cost-of-living adjustment for the pay ratio, the company must also give nonadjusted numbers. It is likely that people who view pay ratio disclosure as a means to achieve pay equity, and journalists who seek a more dramatic story, will focus on the unadjusted number even when the adjusted ratio is presented. Therefore, part of the assessment may be whether it is worth the time and effort to calculate pay ratio on both a cost-of-living adjusted and a non-adjusted basis. While gathering the necessary data for the pay ratio disclosure, companies should review all applicable privacy laws and regulations, even 8 Mayer Brown | Understanding the SEC's Pay Ratio Disclosure Rule and its Implications when the privacy exemption does not apply. For example, while the company must identify a specific employee as its median employee, it must be careful when preparing its narrative disclosure not to violate any privacy laws and provide information that will identify the individual whose compensation data is being presented. A privacy quandary can arise where a company uses a cost-of-living adjustment that results in the median employee being from a jurisdiction where the company has a very small number of employees. When a company uses a cost-ofliving adjustment, the pay ratio rule requires the company to disclose the median employee's jurisdiction if that employee resides in a jurisdiction other than the chief executive officer's jurisdiction. Yet, companies are not supposed to provide information that could identify the specific individual who is the median employee. If this situation arises, a company should carefully consider the pay ratio disclosure before it is made. To date, a small number of companies have provided some pay ratio disclosure in their proxy statements. Companies that are considering being early adopters of pay ratio disclosure or that would like to get a sense of how some companies have addressed this disclosure may want to review these examples. However, such disclosures are contained in proxy statements that were prepared before the final pay ratio disclosure rules were adopted. Therefore, they should be reviewed more for background and style and not as precedents for compliance with the new requirements. Companies should consider whether, in addition to required disclosures, they want to provide additional narrative explanations. The narrative portion of the pay ratio disclosure may be sensitive. Therefore, it may be worthwhile to spend time drafting and reviewing possible disclosure even though pay ratio disclosure will not be required before the 2018 proxy season. The final rule gives companies the flexibility to select a date within the last three months of the fiscal year as of which the median employee will be calculated. Companies might find it productive to assess fluctuations in the number and nature of their employee population during the last three months of 2015 and 2016 to determine if there is a specific timing that makes the most sense for their company. Companies will need to update their disclosure controls and procedures to take into account the pay ratio disclosure rule. For example, the final rule permits companies to identify the median employee only once every three years, but only if there has not been a change in employee population or employee compensation arrangements that would significantly change the pay ratio disclosure. To retain the flexibility of relying on the identification of the median employee in a previous year, companies should develop a procedure to assess whether or not any such change has occurred. Similarly, it would be useful to have a procedure to provide prompt notice to the disclosure team if the median employee's compensation has changed to reflect a promotion or if that individual is no longer employed. Even though the SEC has provided a relatively long lead time for compliance with pay ratio disclosure, it is important to update compensation committees on the final rule so that committee members can reflect on what impact, if any, the rule might have on their companies. Companies should also consider the practical impact of pay ratio disclosure on its employee population. While employees as a group may share a general interest in the ratio of the chief executive officer's pay to the median employee, many employees may react to the pay ratio disclosure more personally, wanting to know why their compensation is in the bottom half or why their compensation is only in the middle of the compensation spectrum. Therefore, in 9 Mayer Brown | Understanding the SEC's Pay Ratio Disclosure Rule and its Implications addition to planning for public pay ratio disclosure, companies may want to begin planning on how they will handle internal employee communications on this subject. For more information about the topics raised in this Legal Update, please contact any of the following lawyers: Laura D. Richman +1 312 701 7304 email@example.com Michael L. Hermsen +1 312 701 7960 email@example.com Robert F. Gray, Jr. +1 713 238 2600 email@example.com Ryan J. Liebl +1 312 701 8392 email@example.com Endnotes 1 Available at http://www.sec.gov/rules/final/2015/33- 9877.pdf. Mayer Brown is a global legalservices organization advising many of the world'slargest companies, including a significant portion of the Fortune 100, FTSE 100, DAX and Hang Seng Index companies and more than half of the world'slargest banks. 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