text:
Premium Plus Blue/Black 12 Mil Solar Blanket 12 x 24 ft Oval
Our Premium Plus 12 mil polyethylene Pool Solar Cover features a blue top along with the addition of a black underside which offers even greater heat absorption and insulation than our Premium Solar Blankets.
Swimming Pool Solar Covers warm the pool water temperature faster as the sun is attracted through the raised air pockets of the black and blue Solar Blanket bubble material more effectively than other solar covers. By letting sunlight in and trapping it under the cover at night, it will raise your pool's water temperature by up to 15 degrees in a shorter period of time and without needing to consume the extra energy from your pool heater.
Our Premium Plus Solar Blankets, additionally, prevent pool water from evaporating which helps make pool chemicals last longer further adding to the hundreds of dollars that can be saved by this smart, enviro-friendly addition to your inground or above ground swimming pool.
- 7-year manufacturer's warranty
- Additional black bottom layer reinforces heat insulation and absorption
- Economically and environmentally friendly way to heat your pool water by up to 15 degrees(F)
- Reinforced, flat seams resist wear and tear through repeated use; won't snag and tear on corners or edges
- UV stabilized resin construction is highly durable yet easy to cut with scissors for custom fits on kidney-shaped and odd-shaped pools
- Use the solar blanket effectively on its own or in conjunction with a pool heater
- Save on chemical costs and maintenance time
- Pays for itself after a couple of seasons


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You can also log in to Macquarie Investment Management financial advisors website using your LinkedIn account.
When logging in with LinkedIn, you will briefly leave the Macquarie Investment Management website. Macquarie Investment Management is not responsible for the login page you are about to visit. Your browser will automatically return you to our site.
Bob Zenouzi
October 9, 2012
With 10-year Treasury yields at approximately half of what they were just five years ago, some income investors have begun buying alternative investments, often based on yield alone. This trend could be troublesome, according to Bob Zenouzi, chief investment officer of the Delaware Investments® Real Estate Securities and Income Solutions (RESIS) group.
In the following notes, Zenouzi addresses his thoughts on the dangers of an income-only strategy, as well as his team's current views of traditional income-producing assets, such as dividend-paying stocks, real estate investment trusts (REITs), and high yield bonds.
We believe that certain sectors of the high yield equity market are expensive, such as utilities, telecommunications, and consumer staples. In our opinion, these areas are generally overextended in terms of valuations, relative to their rate of dividend growth.
However, we believe that other sectors — such as healthcare, energy, and industrials — are currently undervalued, and generally provide better dividend growth. In all, we believe discerning investors can still find solid income-oriented opportunities.
We believe it's important to own companies that do not necessarily have the highest dividend, but rather, have a current and sustainable dividend that can grow in any environment. Holding these sorts of companies is important, particularly in today's low-growth environment, because we believe the market will capitalize on those stocks to a higher level than those stocks that have a higher dividend and no growth. There is no guarantee, however, that dividend-paying stocks will continue to pay dividends.
We still like the fundamentals in the REIT market — such as a lack of supply — but REITs are another area in which we are wary of valuations at the moment. In the last few years, for example, Japanese investors have increased fund flows in REITs from zero to $40 – $45 billion based on the belief that mutual funds will deliver strong returns (source: Citi Investment Research & Analysis. March 2012, most recent data available). Given that sort of dynamic, we've trimmed back our REIT holdings in the Delaware Dividend Income Fund to about half of what they were four years ago.
What interests us about high yield bonds is how much more yield they offer than Treasurys. We feel there's a nice spread between high yield bonds and the Treasury rate, which yields currently less than 2% (source: Bloomberg), and fundamentals among issuers of high yields bonds are currently pretty strong, in our view.
That said, we are keeping an eye on fund flows into high yield bonds because the lowest potential yield possible without the issuer defaulting remains at historically low levels.
We believe investors should consider an investment's total return potential, rather than just its yield. When considering stocks, for example, those with sustainable dividend payouts have historically outperformed those with the highest yield, as noted in the chart below.
This chart looks at companies within the S&P 500® Index, grouping them into quintiles based on rates of dividend growth. As shown, companies with the highest rates of dividend growth (those in the higher quintiles) historically have generated the strongest overall returns. Data: Compustat, Deutsche Bank
Chart is for illustrative purposes only and is not a representative of the performance of any specific investment.
Past performance does not guarantee future results.
Investors are reminded that different types of investments involve varying degrees of risk.
We believe investors should also be cautious about chasing the highest yield possible for another reason — yield rates are currently highly correlated to Treasurys; and if Treasury yields rise, investors could suffer significant capital losses.
The views expressed represent the Manager's assessment of the market environment as of October 2012, and should not be considered a recommendation to buy, hold, or sell any security, and should not be relied on as research or investment advice. Views are subject to change without notice and may not reflect the Manager's views.
Carefully consider the Funds' investment objectives, risk factors, charges, and expenses before investing. This and other information can be found in the Funds' prospectuses and their summary prospectuses, which may be obtained by visiting delawarefunds.com/literature or calling 800 523-1918. Investors should read the prospectus and the summary prospectus carefully before investing.
Investing involves risk, including the possible loss of principal.
Fixed income securities can lose value, and investors can lose principal, as interest rates rise. They may be affected by economic conditions that hinder an issuer's ability to make interest and principal payments on its debt. Bonds are also subject to prepayment risk — the risk that the principal of the bond is prepaid prior to maturity, potentially forcing the investor to reinvest that money at a lower interest rate. High yielding, non-investment-grade bonds (junk bonds) involve higher risk than investment grade bonds.
Narrowly focused investments may exhibit higher volatility than investments in multiple industry sectors. REIT investments are subject to many of the risks associated with direct real estate ownership, including changes in economic conditions, credit risk, and interest rate fluctuations. A REIT's fund's tax status as a regulated investment company could be jeopardized if it holds real estate directly, as a result of defaults, or receives rental income from real estate holdings. "Nondiversified" Funds may allocate more of their net assets to investments in single securities than "diversified" Funds. Resulting adverse effects may subject these Funds to greater risks and volatility.
While dividend payments can provide an important income cushion, they should not be construed as having the same level of risk as interest payments received from bonds. Generally speaking, dividend income can be more volatile than interest income. What's more, the principal portion of a stock allocation can be more volatile than a bond allocation, because prices for stocks tend to move less predictably than prices for bonds.
The S&P 500® Dividend Aristocrats® Index measures the performance of S&P 500 companies that have increased dividends every year for the last 25 consecutive years. The index treats each constituent as a distinct investment opportunity without regard to its size by equally weighting each company.
All third-party marks cited are the property of their respective owners.
CIO — Real Estate Securities and Income Solutions (RESIS)
(View bio)
Senior Vice President, Chief Investment Officer — Real Estate Securities and Income Solutions (RESIS)
Bob Zenouzi is the lead manager for the real estate securities and income solutions (RESIS) group at Macquarie Investment Management (MIM). Zenouzi created this team, including its process and its institutional and retail products, during his prior time with the firm. He also focuses on opportunities in Japan, Singapore, and Malaysia for the firm's global real estate securities strategy. He is also a member of the firm's asset allocation committee, which is responsible for building and managing multi-asset class portfolios. He rejoined the firm in May 2006 as senior portfolio manager and head of real estate securities. In his first term with the firm, he spent seven years as an analyst and portfolio manager, leaving in 1999 to work at Chartwell Investment Partners, where from 1999 to 2006 he was a partner and senior portfolio manager on Chartwell's Small-Cap Value portfolio. He began his career with The Boston Company, where he held several positions in accounting and financial analysis. Zenouzi earned a master's degree in finance from Boston College and a bachelor's degree in finance from Babson College. He is a member of the National Association of Real Estate Investment Trusts and the Urban Land Institute.

subset: commoncrawl


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Christopher Dorner case spurs LAPD review backlash
LOS ANGELES At least six fired police officers want their disciplinary cases reopened after the Los Angeles Police Department began reinvestigating the termination of a former officer who left a trail of violence to avenge his firing.
Police Protective League President Tyler Izen wouldn't provide details on the former officers who asked to have their cases revisited, but he said the decision by Chief Charlie Beck to reopen Christopher Dorner's case is unprecedented and "has left many of our members in absolute limbo."
"If the department does investigations and they're satisfied with those investigations, then what do they hope to learn from this review?" Izen said. "And if they are not satisfied with those investigations, why are they doing them without being satisfied in the first place?"
Beck reopened Dorner's case and ordered a review of the LAPD disciplinary system after the black ex-cop's online manifesto accused the department of racism and bias in his firing and vowed to get even with officers and their families.
Beck told KCBS in Los Angeles: "I think that Dorner's manifesto brings up a lot of issues. I don't think there are any inherent flaws to the system. I think the biggest flaws that are likely to occur are the application to the system. I need to make sure the system is applied correctly."
Dorner killed four people, including two police officers, in his rampage before he apparently committed suicide during a fiery shootout in a mountain cabin two weeks ago.
Beck has said the review is being conducted to ensure public confidence. The department has worked hard in recent years to overcome a bad image after multiple investigations into racism, corruption and abuse, including the Rampart Scandal and the 1991 beating of Rodney King.
The review of the allegations and overall disciplinary system will take months, Beck said at a Police Commission meeting on Tuesday. It will look at perceptions of fairness when dealing with race, gender and rank, and will involve input from officers and command staff.
Beck said the department will review other requests for review, but said many are old cases.
"I'll have somebody look at (the cases) ... have a 'biopsy' and make sure that they were done the way they should have been done. Many of these are very old. Many of the people that were involved in them are long gone. I never mind pulling a file and having someone look at it," Beck said. "No discipline system is perfect. Not mine, not the court system ... they are as good as you can make them to be."
Dorner's case brings up a significant issue about what to do when allegations of police misconduct are unfounded, said Commissioner Richard Drooyan. Dorner was dismissed for filing a false report alleging his training officer kicked a mentally disabled man.
"How do you make sure that you are punishing anyone who makes a false allegation or makes a false statement, while also at the same time not discouraging people from bringing potential misconduct to the attention of the department?" Drooyan asked.
Deputy Chief Bob Green, who oversees the South LA area, which is predominantly black and Latino, said the Dorner case has reopened "old wounds of trust" in the community.
About 100 people showed up at a community meeting last week and many spoke of negative experiences with police officers. Officers have reported disturbing public support for Dorner, including the message "Dorner lives" scrawled on walls.
- Dorner targets share their stories
- New details of Dorner's final hours
- Dorner backers rally in front of LAPD headquarters
About a dozen protesters at Tuesday's meeting demanded an independent review of Dorner's claims.
"We refuse to be able to continue to be duped that Bonnie can investigate Clyde," said David Dang, an organizer for Occupy The Hood Los Angeles.
The incident has also led officers to question whether they've been punished by an unfair system.
"What we're seeing is that a lot of folks (in the department) who have not been successful are looking for a rationale, now they go to the Dorner incident and say, `Why am I not getting promoted? Is there racism in the LAPD?"' Green said.
The union's legal team is reviewing requests to reopen cases, Izen said. Those could add up. In 2012, there were 48 Board of Rights hearings and 30 resulted in termination, according to Officer Bruce Borihanh.


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Obsolete Doll needed a new logo design and created a contest on 99designs.
A winner was selected from 39 designs submitted by 17 freelance designers.
A simple, not too feminine logo for a blog site called Girls & Gaming / Girls N Gaming.
Girls & Gaming
I'm looking for a logo for my site called Girls & Gaming. (with the option to also have Girls N Gaming). I don't want it to be really girlie or too complicated. We mainly focus on xbox games.
- Clean
- Simple
- May contain images of something relating to xbox or female
- Easy to remember
Find out how a design contest works or learn more about our logo design services.


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U.S. Equal Employment
Opportunity Commission
Each year, thousands of military personnel stationed around the world leave active duty and return to jobs they held before entering the service, or begin the search for new jobs. Recent veterans report high rates of service-connected
disabilities (i.e., disabilities that were incurred in, or aggravated during, military service).[1] About twenty-nine percent of recent veterans report having a service-connected disability, as compared
to about thirteen percent of all veterans.[2] Common injuries incurred by these veterans include missing limbs, burns, spinal cord injuries, post traumatic stress disorder (PTSD), hearing loss, traumatic
brain injuries, and other impairments. Other veterans leave service due to injuries or conditions that are not considered service-connected.
There are several federal laws that provide important protections for veterans with disabilities who are looking for jobs or are already in the workplace. Two of those laws -- Title I of the Americans with Disabilities Act (ADA) and the Uniformed Services Employment and Reemployment Rights Act (USERRA) - protect veterans from employment discrimination. Title I of the ADA, which is enforced by the U.S. Equal Employment Opportunity Commission (EEOC), prohibits private and state and local government employers with 15 or more employees from discriminating against individuals on the basis of disability.[3] Any veteran with a disability who meets the ADA's definition is covered, regardless of whether the disability is service-connected. USERRA has requirements for reemploying veterans with and without service-connected disabilities and is enforced by the U. S. Department of Labor (DOL) and the U.S. Department of Justice (DOJ).
This guide describes how the ADA applies to recruiting, hiring, and accommodating veterans with disabilities, and briefly explains how protections for veterans with disabilities differ under USERRA and the ADA. The guide also provides information on laws and regulations that employers may find helpful if they want to make recruiting and hiring veterans with disabilities a priority.
1. What protections does the ADA provide to veterans with disabilities?
Title I of the ADA prohibits an employer from treating an applicant or employee unfavorably in all aspects of employment -- including hiring, promotions, job assignments, training, termination, and any other terms, conditions, and privileges of employment -- because he has a disability, a history of having a disability, or because the employer regards him as having a disability. That means, for example, that it is illegal for an employer to refuse to hire a veteran because he has PTSD, because he was previously diagnosed with PTSD, or because the employer assumes he has PTSD. Similarly, an employer may not refuse to hire a veteran based on assumptions about a veteran's ability to do a job in light of the fact that the veteran has a disability rating from the U.S. Department of Veterans Affairs (VA). The ADA also limits the medical information employers may obtain and prohibits disability-based harassment and retaliation.
Finally, the ADA provides that, absent undue hardship ("significant difficulty or expense"), applicants and employees with disabilities are entitled to reasonable accommodation to apply for jobs, to perform their jobs, and to enjoy equal benefits and privileges of employment (e.g., access to the parts of an employer's facility available to all employees and access to employer-sponsored training and social events).
Section 501 of the Rehabilitation Act applies the same standards of non-discrimination and reasonable accommodation as the ADA to Federal Executive Branch agencies and the United States Postal Service. Documents explaining Title I of the ADA and the Rehabilitation Act can be found on EEOC's website at www.eeoc.gov.
2. When is a veteran with a disability protected by the ADA?
A veteran with a disability is protected by the ADA when he meets the ADA's definition of disability and is qualified for the job he has or wants. The ADA defines an "individual with a disability" as a person who (1) has a physical or mental impairment that substantially limits one or more major life activities; (2) has a record of such an impairment; or (3) is regarded as having such an impairment. An individual with a disability is qualified if he is able to meet an employer's requirements for the job, such as education, training, employment experience, skills, or licenses, and is able to perform the job's essential or fundamental duties with or without reasonable accommodation.
As a result of changes to the ADA made by the ADA Amendments Act of 2008, it is now much easier for individuals with a wide range of impairments to establish that they are individuals with disabilities and entitled to the ADA's protections. For example, the term "major life activities" includes not only activities such as walking, seeing, hearing, and concentrating, but also the operation of major bodily functions, such as functions of the brain and the neurological system.[4] Additionally, an impairment need not prevent or severely or significantly restrict performance of a major life activity to be considered substantially limiting; the determination of whether an impairment substantially limits a major life activity must be made without regard to any mitigating measures (e.g., medications or assistive devices, such as prosthetic limbs) that an individual uses to lessen an impairment's effects; and impairments that are episodic or in remission (e.g., epilepsy or PTSD) are considered disabilities if they would be substantially limiting when active.[5]
Although the ADA uses different standards than the U.S. Department of Defense and the VA in determining disability, many more service-connected disabilities will also be considered disabilities under the ADA than prior to the ADA Amendments Act. In fact, some service-connected disabilities, such as deafness, blindness, partially or completely missing limbs, mobility impairments requiring the use of a wheelchair, major depressive disorder, and PTSD, will easily be concluded to be disabilities under the ADA.[6]
3. May an employer ask if an applicant is a "disabled veteran" if it is seeking to hire someone with a disability?
Yes. Although employers generally may not ask for medical information from applicants prior to making a job offer, they may do so for affirmative action purposes. See EEOC Enforcement Guidance: Preeemployment Disability-Related Questions and Medical Examinations Under the Americans with Disabilities Act of 1990 (1995) at www.eeoc.gov/policy/docs/preemp.html. An employer, therefore, may ask applicants to voluntarily self-identify as individuals with disabilities or "disabled veterans" when the employer is:
An employer also may ask organizations that help find employment for veterans with disabilities whether they have suitable applicants for particular jobs and may access websites on which veterans with disabilities post resumes or otherwise express interest in employment.
4. What steps should an employer take if it asks an applicant to self-identify as a "disabled veteran" for affirmative action purposes?
If an employer invites applicants to voluntarily self-identify, the employer must indicate clearly and conspicuously on any written questionnaire used for this purpose, or state clearly (if no written questionnaire is used), that:
Information collected for affirmative action purposes must be kept separate from the application to ensure that confidentiality is maintained.
5. Are there are any laws that allow agencies to give special consideration to veterans with disabilities who are looking for jobs with the federal government?
Yes. Under the Veterans' Preference Act, veterans with and without disabilities are entitled to preference over others in hiring from competitive lists of eligibles and may be considered for special noncompetitive appointments for which they are eligible.[7]
Federal agencies also may use specific rules and regulations, called "special hiring authorities," to hire individuals with disabilities outside the normal competitive hiring process, and sometimes are even required to give preferential treatment to veterans, including disabled veterans, in making hiring decisions.
Here are some of the special hiring authorities federal agencies may be able to use to hire veterans with disabilities:
For more information on veterans' preferences and special hiring authorities, see the "Vet Guide" on the U.S. Office of Personnel Management (OPM) website at www.opm.gov/staffingportal/vetfuide.asp#intro, "Feds Hire Vets - Veterans' Preference" at www.fedshirevets.gov/job/vetprefindex.aspx, and Special Hiring Authorities for Veterans at www.fedshirevets.gov/job/shav/index.aspx; see also OPM's Disabled Veterans Affirmative Action Program at www.opm.gov/veterans/dvaap.aspx.
6. May a private employer give preference in hiring to a veteran with a disability over other applicants?
Yes. Although the ADA prohibits discrimination "on the basis of disability," it does not prevent affirmative action on behalf of individuals with disabilities. Thus, a private employer may -- but is not required to -- hire an individual with a
disability who is qualified (including a veteran with a disability) over a qualified applicant without a disability.
In addition, the Vietnam Era Veteran's Readjustment Assistance Act (VEVRAA) requires that businesses with a federal contract or subcontract in the amount of $100,000 or more, entered into on or after December 1, 2003, take affirmative action to employ and advance qualified disabled veterans. VEVRAA also requires these businesses to list their employment openings with appropriate employment service delivery systems, and to give covered veterans priority in referral to such openings.[8]
7. What are some specific steps employers may take to recruit and hire veterans with disabilities?
First, the ADA requires employers to ensure that online job announcements, recruiting information, and application processes are accessible to individuals with disabilities, including applicants who have service-connected disabilities. There are also a number of steps, in addition to measures specifically applicable to federal employers (see Q&A 5), that any employer may take to recruit and hire veterans with disabilities, such as:
Even where employers do not specifically recruit veterans with disabilities, they should make sure that there is nothing in a job announcement or on an application form that would discourage anyone with a disability from applying. For example, employers should not state in vacancy announcements that applicants must be in "excellent health" or describe how a function must be performed (e.g., "requires extended standing") but, instead, should describe the actual function to be performed (e.g., "requires moving objects that weigh more than 50 pounds"). Often, reasonable accommodations are available that will allow a veteran with a disability to perform a function in a way that is different from the way it is typically done.
8. What types of reasonable accommodations may veterans with disabilities need for the application process or during employment?
While not all veterans with service-connected or other disabilities will need an accommodation or require the same accommodation, the following are examples of accommodations that some veterans may need to apply for or perform a job:
9. How does an employer know when a veteran with a disability needs an accommodation?
Usually, the process of providing a reasonable accommodation will begin with a request from the individual with a disability. A family member, friend, health professional, rehabilitation counselor, or other representative also may request a reasonable accommodation on the veteran's behalf. The request does not have to mention the ADA or use the term "reasonable accommodation" and simply can be an oral or written statement indicating that the individual needs an adjustment or change in the application process or at work for a reason related to a medical condition. A request for reasonable accommodation is the first step in an informal interactive process between the individual and the employer.
The process will involve determining whether the veteran requesting a reasonable accommodation has a disability (where this is not obvious or already known) and identifying accommodation solutions. Employers should ask the particular veteran requesting accommodation because of his disability what is needed to do the job. There also are extensive public and private resources to help employers identify reasonable accommodations for employees with particular disabilities. For example, the website for the Job Accommodation Network (JAN) provides a practical guide for employers on reasonable accommodation, as well as information about accommodations for specific disabilities, including one on "Accommodating Service Members and Veterans with PTSD." See JAN's website at www.askjan.org.
10. May an employer ask a veteran with a disability whether a reasonable accommodation is needed if none has been requested?
Sometimes. During the application process, an employer may explain what the hiring process involves (e.g., an interview, timed written test, or job demonstration) and ask all applicants whether they will need a reasonable accommodation to participate in any part of the process. In addition, if an employer reasonably believes that a veteran with an obvious service-connected disability (e.g., a veteran who is blind or missing a limb) who is applying for a particular job will need a reasonable accommodation to do that job, the employer may ask whether an accommodation is needed and, if so, what type. Once a veteran with a disability has started working, an employer may ask whether an accommodation is needed when it reasonably appears that the person is experiencing workplace problems because of a medical condition.
Because many veterans may not view their service-related injuries as disabilities, they may not ask, or know that they are entitled to ask, for a reasonable accommodation. As a result, it may be critical for the employer to initiate a conversation with a veteran who is experiencing problems to determine an appropriate accommodation. Working together, the employer and veteran should identify what the veteran cannot do and then discuss ways to address any identified performance issue(s).
11. How does USERRA differ from the ADA?
USERRA prohibits employers from discriminating against employees or applicants for employment on the basis of their military status or military obligations. It also protects the reemployment rights of individuals who leave their civilian jobs (whether voluntarily or involuntarily) to serve in the uniformed services, including the U.S. Reserve forces and state, District of Columbia, and territory (e.g., Guam) National Guards.
While the ADA requires employers to make certain adjustments for veterans with disabilities called "reasonable accommodations," USERRA requires employers to go further than the ADA by making reasonable efforts to assist a veteran who is returning to employment. First, if the veteran has a disability incurred in, or aggravated during, his or her service, the employer must make reasonable efforts to accommodate the disability and return the veteran to the position in which he or she would have been employed if the veteran had not performed military service. If the veteran is not qualified for that position due to disability, USERRA requires the employer to make reasonable efforts to help qualify the veteran for a job of equivalent seniority, status, and pay, the duties of which he or she is qualified to perform or could become qualified to perform. This could include providing training or retraining for the position at no cost for the veteran. See Title 38, United States Code, Chapter 43 - Employment and Reemployment Rights of Members of the Uniformed Services, 38 U.S.C. § 4313; 20 C.F.R. §§ 1002.198, 1002.225 -.226. USERRA also applies to all employers, regardless of size. Information on the reemployment rights of uniformed service personnel can be found on DOL's website at www.dol.gov/vets.
U.S. Equal Employment Opportunity Commission (EEOC)
U.S. Department of Justice (DOJ)
U.S. Department of Labor (DOL)
DOL, Office of Federal Contract Compliance Programs (OFCCP)
National Resource Directory (NRD)
A partnership among the Department of Defense (DoD), Department of Veterans Affairs (VA), and DOL
DOL One Stop Career Centers
Employer Assistance and Recruiting Network (EARN)
1-855-Ask-EARN (1-855-275-3276)
Occupational Information Network (O*NET) Online
Provides comprehensive occupational descriptions and data for use by job seekers, employers, and others
U.S. Department of Veterans Affairs
U.S. Office of Personnel Management
EEOC Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the ADA
Job Accommodation Network (JAN)
DoD Computer/Electronic Accommodations Program (CAP)
[1] See Title 38, United States Code § 101 (defining "service-connected" disabilities of military veterans).
[2] See Bureau of Labor Statistics, Employment of Veterans Summary (August 2015) available at http://www.bls.gov/news.release/vet.t08.htm.
[3]The EEOC also is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee (including a veteran) because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), or genetic information.
[4] 29 C.F.R. § 1630.2(j)(i)(1)(i)-(ii).
[5] 29 C.F.R. § 1630.2(j)(1)(ii)-(vii).
[6] 29 C.F.R. § 1630.2(j)(3)(iii).
[7] Some states also grant veterans a preference for state government jobs. To find out if your state has a veterans' preference program, contact your state's labor office.
[8] These provisions of VEVRAA are enforced by the Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor (DOL). See www.dol.gov/compliance/laws/comp-vevraa.htm.


text:
NH woman's oxygen catches fire while she's smoking; fire officials say injuries are serious
MANCHESTER, N.H. (AP) — Authorities say a New Hampshire woman's oxygen caught fire while she was smoking in bed, and her injuries are potentially life-threatening.
Fire officials tell WMUR-TV (http://bit.ly/15r2Alg ) that a 53-year-old Manchester woman called a neighbor for help Monday night. Responding officers found the woman in her second-floor apartment with burns to her face and airway.
Firefighters say the woman had oxygen tubes in her nose while she was smoking. They say the fire broke out in the oxygen tubing and spread to her mattress. Officials say the woman might have inhaled fire.
She was taken to a local hospital. Officials say she suffered serious injuries.
Information from: WMUR-TV, http://wmur.com


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Gerald Herbert / AP
An adult chimp plays with a young chimp at Chimp Haven in Keithville, La., Monday, Feb. 18, 2013. One hundred and eleven chimpanzees will be coming from a south Louisiana laboratory to Chimp Haven, the national sanctuary for chimpanzees retired from federal research.
For the first time in their lives, four aging chimpanzees once used in federal research can go outside whenever they like. They can lie on the grass, clamber onto a platform 20 feet up on a chimp-style jungle gym and gaze freely at the open sky, the vista unbroken by steel bars.
Julius and Sandy, both 52, Phyllis, 46, and 44-year-old Jessica have arrived. They and several other primates are now "living like chimpanzees" as they play, groom each other and tussle at Chimp Haven in northwest Louisiana — the only national sanctuary for retired federal research chimps.
Julius' group is among 111 chimpanzees coming to Chimp Haven over the next 18 months from the University of Louisiana at Lafayette's New Iberia Research Center. They could be the vanguard of a much larger immigration of former research chimps on the way to the refuge in Keithville, La.
A National Institutes of Health committee recommended Jan. 22 that most of the other 350 federally owned research chimpanzees be retired to "the federal sanctuary system" — a system of one. The agency's director will decide whether to accept the recommendations after a 60-day period for public comment.
The proposal to retire all but about 50 federally owned chimpanzees is the latest step in a gradual shift away from using chimps as test subjects, owing to technological advances and growing ethical concerns about research on primates that share more than 98 percent of the DNA of humans.
Research on the chimps has ranged from psychological studies to development of vaccines for HIV and hepatitis.
The arrivals are staggered so the small staff can integrate small groups of newcomers with old-timers at Chimp Haven. And some of the living quarters and play spaces haven't yet been built at Chimp Haven, which opened in 2005.
The newcomers led by Julius were among nine that arrived Jan. 22. Another seven arrived later that week and eight more Tuesday.
They got their first view of unobstructed sky last week. New arrivals spend 17 days in quarantine before being moved into an indoor bedroom area near a bedroom occupied by chimps already settled into the sanctuary, to see how they get along.
Their first outdoor time is in one of two grassy, quarter-acre play yards that open onto the bedrooms. A network of steel mesh tunnels lets the staff move chimps from any part of the sanctuary to any other.
Staffers say it's amazing to see them savor new freedoms.
"They light up, look up at the sky, look at us watching them," behaviorist Amy Fultz said.
Like most newcomers to Chimp Haven, Julius' group first explored the edges of its new surroundings. Their play yards are surrounded by a high concrete wall that can't be climbed, and the larger areas of dense pine forest by similar concrete walls and, on one side, a moat.
Chimps in the wild make regular perimeter patrols, alert for any encroaching bands and for a chance to expand their own territory.
These retirees will send the rest of their lives at the 200-acre sanctuary in a forested park belonging to the Caddo Parish government, which donated the land to Chimp Haven. www.chimphaven.org
They get about a month at a time with access to each of the quarter-acre play areas and the habitats of 3 to 5 acres populated by dense stands of pines where the primates can nest high in the trees.
Two other groups of recent arrivals from the university lab in New Iberia are getting acquainted with each other because each includes a youngster. The aim is to meld them and other groups with juveniles into a group with Chimp Haven's three "oops" babies, all sired by Conan, who has been at Chimp Haven for years.
The 111 incoming chimps include a total of eight youngsters; one was born to a female chimp with HIV, but the others and their mothers all are destined to become part of Conan's social group.
On Tuesday, Conan's crowd was in a play area, catching fruit thrown by staffers. A female named Sheila slapped her hands together and then held up an arm to attract attention.
A few minutes' walk away, another group of 15 chimps raced from the steel mesh tunnel between their sleeping area and a 5-acre forested habitat toward an array of fruits and vegetables strewn on the ground. Some grabbed a hoard of bananas, apples and oranges before starting to munch; others ate immediately.
After a bit, several turned to a tall, pointed structure with PVC pipes stuck in it — an imitation termite mound. In the wild, chimps poke sticks into termite mounds to pull out insects to eat. At Chimp Haven, the tubes may hold honey-coated bits of fruit or sugar-free candy, inducing the great apes to use tools as they would in the wild.
Fultz said some newcomers won't even step on the grass in the play yards, but Julius' group had no qualms.
"They sit and look around. They look up at the sky. To me, they seem to be thinking, 'There's no bars,'" Fultz said.
That isn't to say bars don't exist in the sanctuary.
Indoor bedrooms, furnished with straw and blankets for making nests, and old fire hose for climbing, have steel mesh interior walls to keep chimps in.
Chimps with HIV, hepatitis or other major medical or psychological problems have outdoor areas surrounded by the same wide, heavy steel mesh. The peaked ceilings are of pipes laid a few inches apart from each other so the chimps can swing across the ceiling arm over arm, as they might in trees.
"Those spaces are huge. They're huge," said Lori Gruen, a Wesleyan University philosophy professor who specializes in animal ethics and has websites devoted to the issue. Chimp Haven is "a pretty remarkable facility. I think it will be quite interesting and exciting to see it expand."
But there's a major hurdle. When Chimp Haven was made the national sanctuary in 2002, Congress capped spending on the project at $30 million. That cap will be hit this year.
U.S. Rep. John Fleming, a Republican representing northwest Louisiana, said in a statement emailed by his press secretary that any additional federal spending "will be difficult" in the current budget climate of mounting federal debt and ongoing national security priorities.
Kathleen Conlee, vice president for animal research issues of the Humane Society of the United States, and other advocates say there's no need for additional spending if Congress would let NIH put money now spent on research contracts into the animals' retirement.
That would save money, because the 75 percent federal share of care at Chimp Haven is lower than the research contracts' cost, Conlee has said.
With help from the Humane Society and other nonprofit groups, the sanctuary has in recent months raised $2.6 million needed to add bedrooms, six play yards and an open-air enclosure to accommodate all 111 federal chimps coming from New Iberia and another $100,000 toward a total $5.1 million goal announced in November.
"We certainly expect and hope the cap will be extended," said Cathy Willis Spraetz, who became president of Chimp Haven three weeks ago.
If it isn't? "Then we have to rely on our wonderful donors," she said.


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Welcome to the Corran Resort & Spa hotel in South West Wales
Corran Resort & Spa hidden in the marshlands of the Carmarthenshire countryside. Our vision at this luxury resort is simple; to provide guests with great service, food and surroundings. Ensuring your stay is special and filled with lasting memories is our top priority.
Surrounded by sea, the Towy estuary and acres of marshland, the Corran Resort & Spa is steeped in history with the original 16th century building at the heart of this expertly restored luxury hotel.
Within, you will find 20 individual and contemporary rooms and suites, with views over the marshland and exquisite en-suite bathrooms.
You'll receive a warm welcome at the Corran whether you're looking for a quiet, romantic weekend retreat or are keen to explore this beautiful corner of Carmarthenshire with its rich history and sandy beaches. We hope to see you soon.


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CareersFind Your Career ▶
Investor RelationsRead More ▶
At First Financial, it's our people who make the difference. So we're always looking for talented individuals who share our love for building strong relationships.
We offer a big-bank experience with a small-town focus. As part of the First Financial team, you can expect a stable, professional working environment where you're valued. We strive every day to help our employees reach their full potential and goals.
If you think you have what it takes to work with some of the best in the industry, we'd like to hear from you.
It is my pleasure to invite you to apply for a position at First Financial. We are a community bank with 73 locations stretching from Hereford in the Panhandle to Orange in southeast Texas, with our corporate headquarters located in Abilene, Texas. Our goal is to hire outstanding individuals who dedicate themselves to the highest work standards and personal achievement.
F. Scott Dueser
Chairman, President and CEO
To view current job posting and to apply online click here.
You can also contact our Human Resources department by calling 325-627-7171 or mail us at the following address.
First Financial Bank, Human Resources
400 Pine Street
Abilene, TX 79601
First Financial operates multiple banking regions with over 72 full-service locations across Texas. The Company also operates a trust company and a technology services company. The common stock of First Financial Bankshares, Inc. is listed on The NASDAQ Global Select Market® under the symbol FFIN. For more information, you may visit our corporate website.
A working environment that puts you first.
At First Financial, we believe in building lifelong relationships while providing first-class customer service with personal attention. Everything we do is for the benefit of our customers and our communities.
Community Involvement and Awards
First Financial is dedicated to making a difference in the communities we serve. It's a core part of our history and who we are today.
First Financial Bank, Abilene Region
First Financial Bank, Hereford Region
First Financial Bank, Mineral Wells Region
First Financial Bank, Weatherford Region
First Financial Bank, Stephenville Region
First Financial Bank, San Angelo Region
From employer-paid life insurance to a generous 401(k) plan, our comprehensive benefits are designed to meet the needs of our employees at every stage of their life and career.
Questions and Answers
Here are answers to some common questions. If you still have a question, please feel free to contact our Human Resources department at 325-627-7171 or complete the contact form on this page.
Can I send a resume?
Yes, you can attach it to your profile once you have signed on to the Careers page.
What if I forgot my password?
Go to the "forgot password section" and follow the steps listed.
How long will the position be available?
The average time to post and fill a position is 2 weeks.
What is the typical staffing process?
The staffing process begins by completing a profile on the career page. Once that has been done you must then select a position. At this point our managers conduct the selection process, and once a decision is made you will be notified of your applicant status.
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Chrystal O., second-year graduate student, Johns Hopkins University, Bloomberg School of Public Health, Maryland
If you're anything like I am, doing healthy things just doesn't come easy. And for me, drinking enough water every day is hard. I have a large, 32-oz. water bottle that I keep with me, but I always forget to fill it, or I just don't drink from it. I know that when I do drink enough water, I feel so much better—more energized, less achy, all that good stuff. But it's still hard to motivate myself to actually do it. (Also, I hate having to go to the bathroom all the time, but that's a problem for another day.)
Another fact about myself: I have a super-hard time keeping live plants, well, alive. Fortunately, Plant Nanny solves both my biggest problems!
The Plant Nanny app uses the water you drink to "water" virtual plants and make them grow. And you don't have to get your hands dirty to do it! You just input your current weight and physical activity level, and the app tells you a customized amount of water you should aim to drink every day. Then, when you input your water intake, the plant grows until it becomes large enough to move to your virtual garden. Those plants produce seeds, so you can buy bigger and more unique plants.
With the app, you can create different sizes of water bottles or glasses based on what you normally use. The app can also set reminders every few hours so you don't get into the habit of not drinking water for long periods of time. Those reminders are lifesavers! They give me the push to actually hydrate myself and treat myself better, instead of just chugging a glass of water before bed because I forgot to drink it all day.
Now, just because these are virtual plants, don't think you're off the hook. If you don't drink enough water, the plants won't stay happy. They start wilting, and eventually they can die. But unlike real plants, you can either bury them and start over, or use a virtual "drop of life" to save them and try again. I wish my real-life cactus could do that…
One downside is that if you don't use the app for a few days, the reminders shut off. It's kind of a harsh wake-up call to drink more water. But if you start again, those reminders pick right back up. Also, if you forget to enter your water intake throughout the day and do it all at once, the app will warn you to slow down, and you won't level up as fast.
Plant Nanny is a fun way to remind myself to drink water, and I'm oddly amused by the anthropomorphized versions of plants used in this app. So download the app. Your body will thank you!


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PSSL will not mark your parcel as a "gift", declare a value lower than the actual price paid, or otherwise prepare false customs information.
QSC's AousticDesign S8T surface mount loudspeakers are professional, 70/100V, two-way, full-range systems ideal for a wide variety of foreground and background sound reinforcement applications. Ease-of-installation is the driving principle behind QSC's next generation of small format, surface mount loudspeakers. Innovations found on AD-S loudspeakers enable designers and integrators to quickly and easily specify and install a system. AD-S loudspeakers are also a perfect solution to serve ancillary loudspeaker needs as part of a larger installed sound system.
Housed in rugged ABS enclosures for long-term durability, S8T loudspeakers employ DMT (Directivity Matched Transition), which matches the LF and HF coverage at the crossover point. This ensures even coverage across the listening plane for smooth, coherent audio reproduction. The 1.4in diaphragm, 1in exit compression driver on the S8T delivers crisp, detailed high-frequency reproduction and when combined with the matched woofers, provides full bandwidth reproduction. To further enhance performance, tunings using QSC Intrinsic Correction techniques are available for Q-Sys and future QSC amplifiers. Moreover, the low saturation transformers offer premium performance on 70/100V distributed audio lines.
Installers will appreciate flexible mounting options. Euroblock connectors allow pre-wiring of the system and the included X-Mount hardware enables the installer to mount the bracket and then simply lift the loudspeaker onto the mount and lock it into place. Moreover, the loudspeaker can attach to its mount on any plane to facilitate multiple deployment configurations.
AD-S loudspeakers can easily be mounted to any weight bearing, flat surface. Knurled surfaces on the mount's pivot points ensure that the loudspeaker deployment angle stays fixed and will not slip over time. No special tools are required to install or adjust the loudspeaker angle. S8T features M10 installation points for suspending the loudspeaker via eye-bolts as well as mounting points for an optional yoke bracket.
S8T loudspeakers meet IEC60529 IP-54 for dust and splash resistance and feature sealed input panels and powder coated aluminum grilles for added weather resistance. Presenting a clean, unobtrusive look, AD-S grilles are unadorned eliminating the need to cover obtrusive logo treatments.Features:


text: Message from Regis University President Throughout our 400-year history, members of the Society of Jesus have held a commitment not just to quality education, but as well to valuing diversity and "finding God in all things." We are proud to be a community that is grounded in a legacy which stands up for its beliefs and the rights and values of all members of society. Jesuit education is about educating the whole person. It seeks to build upon the diversity of God-given knowledge and talents that each person brings to the community, regardless of race, class, gender, religious background or any other form of human difference. Indeed, it our belief that our community is stronger not in spite of our diversity, but because of it. Our Jesuit values of Cura Personalis, reflection, and discernment give us a framework for talking about diversity. Cura Personalis (care of the person) acknowledges that we are all complex beings and that each individual with all of her/his complexity is to be values. The practice of reflection invites us to pause and consider the very diverse world and our place in it. Our focus on discernment invites us to be open to god's spirit as we consider our work In this community, human differences thrive in a learning environment characterized by the Jesuit traditions of mutual respect and the pursuit of justice. The Regis University mission affirms the importance of diversity in many ways. We encourage the search for truth, values and a just existence." The search for truth requires that all perspectives be subject to critical examination and exploration. Only then can we really seek the truth. Regis University educates men and women to take leadership roles and to make a positive impact in a changing society." Our students will be better prepared to do these things having learned and lived in a multicultural community. We nurture the life of the mind and the pursuit of truth within an environment conducive to effective teaching, learning and personal development. It is also essential to be able to recruit and retain the best students, faculty and staff, realizing fully that excellence and quality are not limited to a single race, gender, ethnic group, religion or sexual orientation. To achieve this, Regis University needs to be a welcoming place where the success of each individual is a priority and so that no one in the university community feels isolated. Our mission implies it. Our sense of justice demands it. The diversity of thoughts, ideas, perspectives and experiences will help us to make a great university even better. Sincerely, John J. Fitzgibbons, S.J. President


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Niyc Pidgeon Series: Maximize Your Motivation
Welcome to article 3 of my 6-part blog series! Last week I shared with you the importance of vision, and holding an abundant mindset to help you create your goals and dreams…
…and this week I am helping you beat procrastination with this blog that shares:
3 Easy Ways To Maximize Your Motivation
How many times have you told yourself you "have" to do something and then never got round to doing it?
"I've got to go to the gym today…"
"I need to do my contacting…"
"I've got to sort my mindset out…"
It's easy to put things off and procrastinate, and it's quite often the things that we need to do most that we find ourselves putting off for another day.
Your desire and willingness to do things is known as motivation, and it can make a huge difference to how you perform in life and in business.
Everybody has a different journey as a Forever Business Owner, but motivation is something that is important for everyone, no matter which stage of the marketing plan you are in.
Here are my 3 Easy Ways To Maximize Your Motivation:
- Get Clear On Your Commitment
You level of commitment is an indicator of how much willingness you have towards accomplishing your goal, and once you have commitment, you are able to find the motivation to keep going.
Once you know you will never quit, you find it much easier to get started, and stay focused.
Take a look at the Commitment Pyramid below and decide where you are in relation to your business right now.
You might notice that you are really committed in some areas, such as attending weekly trainings and Success Days, but that you are not so committed in other areas – maybe your contacting, for example, or vice versa.
When you start to raise your awareness around your level of commitment, and also how you are talking about it, you are able to see where you have room to grow.
For example, when I catch myself saying, "I have to record a video today", I make sure to correct myself to say instead, "I'm so excited to be recording a video today".
I also remind myself of my commitment to help a million people change their lives through my work, which always motivates me in to action!
There's no way I can help a million people if I don't put in the work.
It's time to change your own default talk from, "I have to do it", to, "I want to do it".
I promise you, things will become a whole lot easier when you do!
- Make Your Business Activities Fun!
One of the keys to running a thriving life and business is to experience more positive emotions, and fewer negative emotions in your days.
Positive emotions help you think more creatively, and help you solve problems more effectively, as well as obviously raising your feel-good factor too!
When you focus on what's good and what's fun, you naturally want to do more of that… and so why not make your business fun too?
Your opportunity with Forever Living wasn't designed to be boring or a chore, it was designed to help you to live life on your terms, and to help you do more of what you love.
So with that in mind, let's consider where you might be able to inject a little more fun in to your business this week…
Could you get together with some team and do a power hour of contacting together?
Could you set up some friendly competition and see who can show the most commitment to their daily mindset ritual?
Or could you find a fun new way to celebrate your wins? Big or small, you should celebrate them all!
When you make the activities within your business fun, you are much more likely to be motivated towards doing them.
- Remember your WHY reason…
Your big why reason gives you a sense of meaning and purpose towards your goals – another thing that is essential if you want to run a thriving life and business.
You learned last week about the importance of your vision to keep you positive, hopeful, and motivated, and I want to take this one step further this week.
When you give your vision a meaning, you allow your journey to become purposeful, and it means you have a reason for taking action every step of the way.
There's no right and wrong when it comes to establishing your why reason – it has to be something that feels true for you.
Your why reason could be your children, and wanting to create stable futures for them and for yourself, or it might be that you want to help and empower a certain number of people to find freedom in their own lives, or maybe it's to live a life of happiness and fulfilment!
Next time you want some extra motivation to get moving, I want you to follow this process;
- Take out your note pad, and draw a line vertically down the page
- On the left hand side write your priority to do's (I would always just choose 3 things, so you don't get overwhelmed)
- On the right hand side, write down your big why reason
This gives you a super simple visual on WHY it's important for you to take action on your priority tasks.
You are reminded that there is a bigger purpose for the work you are doing, and this helps you to get and stay motivated.
Make sure you try these three easy ways to maximise your motivation today.
Combining your vision with commitment, purpose, and fun, is a sure fire way to get things done.
Catch you next week…
With Gratitude,
Positive Psychologist MSc BSc CTTLS IPPA
Global Success Coach
Hay House Author
About Niyc Pidgeon
Niyc is a Positive Psychologist MSc and Global Success Coach, on a mission to help a million people change their lives using positive psychology by the year 2020.
Niyc is from the UK, where she recently won Young Entrepreneur of the Year, and is currently living in Los Angeles and travelling the world speaking, coaching, and helping people to overcome self doubt and burnout, and live their lives of joy, personal power, and unstoppable success.
Niyc has already coached hundreds of FBO's for success, and her 30 Day Happiness Guide, Now Is Your Chance is available for pre-order on Amazon globally now, published with Hay House.
Pre-order your copy of Now Is Your Chance http://amzn.to/2cpLW13


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It's been two decades since the shocking killing of renowned fashion designer Gianni Versace outside his Miami Beach home, an event that remains one of the most infamous crimes in South Florida history.
Saturday marks the 20th anniversary of the 50-year-old icon's murder, which set off a massive manhunt in South Florida for the serial killer who gunned him down.
Versace was on the steps of his Ocean Drive mansion the morning of July 15, 1997, when Andrew Cunanan, a 27-year-old man who was a suspect in at least four other murders across the country, shot and killed him.
Authorities searched for Cunanan for eight days before he fatally shot himself on a houseboat in Miami. At the time of Versace's death, Cunanan was already the target of of a nationwide manhunt by the FBI.
Miami Beach's police chief at the time of the murder, Richard Barreto, said Cunanan had visited a local pawn shop to sell a gold coin he had stolen from one of his victims.
"This is an issue we were criticized for. Cunanan when he arrived in Miami Beach had pawned some coins on the north end of the beach, at a pawn shop, and the pawn shops are required to report their transactions every 24 hours to the police department," Barreto said.
Cunanan used his real name and the address of the hotel he was staying at at the pawn shop, just days before the Versace murder.
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"That information was brought to us in paper forms and we had no automated way to analyze that information," Barreto said, adding that if the system was electronic, it may have prevented the tragedy.
Several questions remain as far as what Cunanan's motive was for targeting the fashion designer.
"What his thought process was before he killed Versace, after he killed Versace was there other people that helped them? We'll never know the answers to questions like those," Barreto said.
Versace's mansion is now named Casa Casuarina and serves as a luxury resort and event venue.


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Majoral, a vital and creative concept, grew out of the island of Formentera of the seventies.
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Majoral creates an univers that recalls the island of Formentera, the Mediterranean Sea, popular culture and nature, and which takes shape in innovative jewelry, without limits in the use of materials or techniques.
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Everyone at Adam & Eve knows that I have some kind of weird obsession with finding The Perfect Lubricant. I mean, really. Is there anything more integral to good sex than the perfect keep-it-going-juice? I think not. Besides, you know, a sex partner or a good toy. So the running joke is that if anyone has lube questions, they can be directed to me. Flavored, warming, cooling, natural, organic, vegan, silicone, hybrid, water, liquid, gel… Is your head spinning yet? Let's break it down…
Water Based
Water based lubricants are probably the most common lubricants on the market. They include KY Liquid (which is superior to KY Jelly, which is frankly kind of disgusting and medical), Astroglide, and specialty names such as JO H2O, Intimate Organics, and Sliquid. A lot of women lean towards water based lubes because they're familiar, and hey, water is kind of important to us as a species. There are a couple things to watch out for in your water based lubricants, though:
Glycerine – It's still argued whether glycerine can really lead to yeast infections, as not all glycerin is created equal. Cheaper, less quality glycerins are more likely to cause an infection. Glycerine is also what makes some lubricants taste sweet, and because it is a sugar derivative, it can feed yeast. Bottom line: I would caution you to stay away unless you have a vagina of steel.
Parabens – Parabens are widely used in cosmetics, foodstuffs, and pharmaceuticals as preservatives, and have been declared unsafe by the FDA in certain amounts. Because they're deemed unsafe in quantities larger than what we find in cosmetics, lubricants, and even food, many people choose to avoid them altogether. Women who are sensitive, prone to yeast infections, or are concerned about the safety of these chemicals should avoid lubricants containing parabens.
Fortunately, many lubricants are now being marketed as Glycerin and Paraben Free, such as Sliquid Organics, Intimate Organics, and JO for Women. Babeland's BabeLube is also glycerin and paraben free, and they even make a natural organic version. All of the lubricants mentioned in this paragraph are also Vegan, apart from JO for Women (as far as I know).
My favorite? Intimate Organics Defense (Adam & Eve Pittsburgh, represent!), which contains carrageenan, an algae extract. Defense actually helps protect the natural pH and microflora levels in the vagina, effectively preventing yeast infections. The carrageenan actually keeps the lubricant slick and thick, great for vaginal intercourse or use with toys. It doesn't get sticky or tacky during handjobs, either, which you know is a rarity if you've ever tried pleasing your man with a water based lubricant. Bonus: Carrageenan has been shown in some studies to help prevent the spread of HPV.
Silicone Based
Silicone lubricants are the marathoners of sex lubes. They might even outlast you, unless you're Sting and you're into tantric sex or something. Seriously. The most common ingredient in silicone lubricants is Dimethicone, which can be made from sand. Which, honestly, freaks me out because imagine sand in your vagina. No, actually, don't. Just keep reading.
Silicone lubricants do not dissolve in water and do not sink quickly into your skin, which is what gives them their staying power. Instead of being absorbed by the vagina tissue like water based lubricants are, they stay slick laying on top of the tissue. So what are the drawbacks? They're not natural or organic products, and if you are concerned about the safety of dimethicone (Canada is, the US isn't), you might wish to stay away. Also, you cannot use silicone lubricant with silicone toys, or you will risk ruining your toy. You can, however, use silicone lubricants with condoms.
But why choose silicone lubricant? If you have a very sensitive vagina and even Sliquid Organics causes you pH grief, a simple, quality silicone lubricant could be just what you need. Pink is very popular among women with sensitivities, and Babeland makes a high quality silicone lubricant of their own that is supposed to be very similar. Some people love silicone lubricant for anal sex and anal play, too, though it is harder to find a thicker formulation which is usually favored for backdoor entry.
Hybrid Lubricants
Hybrids are a mix of silicone and water based lubricants, which sounds silly and a bit pointless, but they can actually be quite nice. I like them for the fact that they're long lasting, but easy to clean up. Dare I say they're the Hannah Montana of lubricants: the best of both worlds. Oh yeah, I went there. Things you don't want to picture. Sorry.
Despite my parting ways with Pure Romance, if you attend a party any time in the near future, I do recommend their Pure Silk lubricant. It's a hybrid, but it's somehow safe to use with toys. I've never used any other hybrid lubricant, but JO makes one that I wouldn't hesitate to try out. Warning: most hybrids cannot be used with silicone toys. Do not ruin your investment pieces.
Yum! There are many, many types and brands of flavored lubricants, from the cheapo jelly-like tubes to the warming, saccharin-sweet "massage liquids" to higher-end, more body friendly options. What you really need to know is that what's suitable for the penis isn't always suitable for the vagina. A friend of mine swears by warming, flavored massage liquid for blowjobs. Would I ever suggest using that for oral sex on a woman? Nope. It's simply too sweet, and the sweeter a lubricant is, the more sugary and potentially yeast-causing it is.
My personal favorite flavored lubricant is JO H2O (again, holla to Adam & Eve Pittsburgh!), which is available in several tasty but not too sweet flavors, and is made with top quality glycerine to keep it safe for vaginal use for most women. I have the cherry flavor, while most others seem to prefer pomegranate or strawberry. If you're looking for a certifiably vegan option, check out Intimate Organics, which also warm to the touch.
Things That are Not Good Lubricants and/or Will Make Your Vagina Very Sad
Spit – Stays wet for, what, five seconds? Unless you're using it to refresh some water based lube (yep, it works!), spit is not a lubricant.
Oil based lubricants – Great for handies, awful for vaginal sex. At best, you'll have an oily vagina and stained sheets. At worst, you'll have bacterial vaginosis and/or a urinary tract infection. If it's creamy, don't put it in you. The worst culprit of this is Whipped, from Pure Romance. That stuff is satan in a squeeze tube, and a large part of why I quit the biz.
Soap or shower gel – Sex in the shower is great. Soap in your vagina is not great. No fingering with soap, no vaginal intercourse with soap. Soap has a completely different pH than your vagina. Don't make your vagina sad.
Whew! What's your favorite – or least favorite – lubricant? Do you have a new one on your must try list now?


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Events for December 23, 2019
Day Navigation
5:00 pm
Happy Hour Torching (2019)
If you have recently taken a lampworking class or are a regular studio user, Happy Hour Torching is the perfect time for you to come by and work on your lampwork projects, under the guidance of Carol Cooper. On Monday evenings from 5pm to 9pm studio rental time is buy one hour - get one free! That means two hours for the price of one. How great is that! Come for part of the evening, or stay until 9pm. Enjoy torching in the company of friends, share ideas and experiences with other like-minded people! You must have lampworking experience, this …Find out more »
How to Register:
- You may register on-line through the form above, or by phone at (416) 751-1911, or in-person at our store.
- Payment is required in advance for registration and may be done on-line at the time of registration or in-person at the store.
- Some classes have associated kit fees, please check class details to see where applicable. Some kit fees are payable to the store, some to the instructor and may be cash only in that case.
- For some studio classes, those using fire-breathing torches and fast spinny things a waiver must be signed acknowledging you have experience or training in their use, and we will ensure you have training to work safely!
- Some classes have age requirements. Students MUST be mature and responsible to work safely to be allowed to take some of our lampworking, soldering, fusing, and some metalsmithing classes.
Class Cancellation Policy:
- If you need to cancel, please let us know 5 days prior to the class. Cancellations made later than that will forfeit the class deposit or fee.
- We may re-schedule or cancel classes if we do not receive the minimum number of bookings, or in case of bad weather or instructor illness. In this case, you will be notified and the fees will be refunded or issued as store credit.


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Author: Dale Brown
Original language: English
Former Air Force captain and New York Times bestselling author Dale Brown is an acknowledged master when it comes to bringing military action to breathtaking life and he has received glowing accolades since his debut publication, Flight of the Old Dog. Tiger's Claw proves once again that every rave has been well deserved. Set in the near future, Tiger's Claw imagines a scenario in which tensions escalate between an economically powerful China and a United States weakened by a massive economic downfall, bringing the two superpowers to the brink of total destruction. Brown's popular protagonist, retired Air Force lieutenant-general Patrick McLanahan (of A Time for Patriots, Rogue Forces, and other Brown bestsellers), is back and preparing for the impending apocalyptic clash of men and military technology. The incomparable Dale Brown scores again with a frighteningly possible story of war and global politics that's ideal for fans of Vince Flynn and Brad Thor.
The fight for the Pacific begins When China increases its naval presence in the Pacific and develops advanced weapon technology that targets American ships with lethal accuracy, it imperils American military superiority. Can the United States, in the wake of an economic recession and decreased military spending, compete with its cash-rich Chinese enemy? This question can be answered only when U.S.-China tensions blow up in an epic battle for supreme dominion of the Pacific. When China launches the first successful test of its Dong Feng-21D antiship ballistic missile, the future looks bleak for America. Fearing the U.S. will lose its naval supremacy in the Pacific if it does not counter this Chinese threat, President Kenneth Phoenix finds himself in a compromised position. New technology requires money, but the country is recovering from a massive recession, and the president has slashed the military budget to reduce the national debt. Without the funds to compete with China's advancing technology, are the country's days of naval preeminence in the Pacific running out? Retired U.S. Air Force Lieutenant General Patrick McLanahan refuses to accept this fate. The government may lack money, but McLanahan reasons that the United States can afford to refurbish old but potent long-range B-1B Lancer bombers to promote the AirSea Battle strategy that will push back against Chinese aggression. President Phoenix commissions McLanahan to lead this effort, and soon America stands ready to deploy an AirSea Battle task force in the South China Sea. The People's Liberation Army recognizes that this growing air threat will jeopardize its air and naval superiority in the South China Sea. They aggressively deploy advanced fighters, land-based antimissiles, three aircraft carriers, and exotic, top secret directed energy weapons against their neighbors, hoping to convince the U.S. Navy to stay away. But Patrick McLanahan is finally given the green light to lead his force westward to challenge the Chinese threat head-on. New York Times bestselling author Dale Brown is at the top of his game with Tiger's Claw. Once again he brings to life a thrilling and dramatic story that is right out of what could be the headlines of the not-so-distant future.


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That time-traveling comedy is called "Back __ The Future."
"Back to the Future" is a trilogy of films directed by Robert Zemeckis, starring Michael J. Fox in the lead. The film is now a cult classic, and its various elements have seeped into global pop culture, such as the famous time machine car, the hoverboard, and even the Nike sneakers that lace themselves up!


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Sierra Club Hosts Diversity in the Outdoors Hangout
By: Sierra Club Mission Outdoors Program Director Stacy Bare
On February 27th the Sierra Club led a frank conversation about diversity in the outdoors. Our natural heritage is just that, OUR natural heritage, but as a country, the outdoors are seen as a typically white -- and often times male -- domain. Hosted by Sierra Club President Allison Chin, the conversation we had last week was a step forward in the continual journey to ensure tha all people, regardless of race, religion, heritage, or background, will feel comfortable in the outdoors.
Allison was joined by Rue Mapp, founder and CEO of Outdoor Afro; Audrey Peterman, author of Our True Nature: Finding A Zest for Life in the National Park System (2012) and Legacy on the Land: A Black Couple Discovers Our National Inheritance and Tells Why Every American Should Care (2009); Rusty White, a competitive and traveling surfer who was profiled in the film White Wash, a documentary about the history of black surfing in America; Juan Martinez, the Director of Leadership Development and Natural Leaders Network for the Children and Nature Network; and Javier Sierra, a bilingual media strategist for the Sierra Club.
For me, there were a few key takeaways that the various organizations and brands trying to get people outside, or purchase their goods to use outside, should pay attention to if we are serious about increasing not just diversity, but visible diversity, in the outdoors:
- Change the set of assumptions used in addressing the challenge. Instead of saying that population x (Black, Hispanic, Asian, etc.) doesn't get outside, find where people are getting outside and build on the work already being done.
- Different cultures engage with the outdoors in different ways. A traditional Latino family may bring multiple generations out for a party vs. two hikers seeking adventure on a rock face.
- Eliminate the hierarchy of outdoor activities and experiences. Activity in a back yard, city park, or sidewalk is equal to and more accessible than national parks.
- Ensure that people can visualize themselves in the outdoors. That means changing the visual representation of the outdoors: There are not enough black, Latino, or Asian faces in catalogs, news stories, magazines, etc. about outdoor experiences.
- Inspire and engage youth!
Juan Martinez, however, may have summed it up best for the group when he stated that, "I'm not in it to save the trees, save the glaciers… I am in to save my people!" Getting outside can have a transformative effect on people from a physical, social, and mental health perspective. And by focusing on people first, the people will come to take care of the trees and glaciers as required.
Most exciting to me about the conversation was that it's finally a topic that is beginning to make some headway in the national discourse. At the Sierra Club, through our work in Mission Outdoors and Club-wide, we are continuing to build relationships and trust with communities to continue the discussion started in the Hangout and move forward addressing the specific points laid out during the conversation.
Thank you so much to all of the participants and to those who listened in and commented during the conversation. We look forward to the next hangout and drilling down to focus on some of the specific steps uncovered in this conversation.
You can listen to the whole conversation here:


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After Hours BOSTON Hugh Dysart, Jr., has been appointed to serve a three-year term on the Board of Managers of the Society of the Sons of the American Revolution. Marking the holiday season, the Boston Office staff held its Christmas party at the Algonquin Club on Decem-ber 21. Staff members and their wives were guests at the party. CHICAGO The Swedish Club of Chicago was the scene of the annual Christmas dinner party for the girls of this office on the Thursday before Christmas. CLEVELAND The annual office fete for the mem-bers of the Cleveland Office was held at the Canterbury Country Club, where husbands and wives enjoyed an evening of dinner and entertainment. DAYTON A gala evening was observed by the members of the Dayton Office on December 21 when they met at the Dayton Club for their annual Christmas get-together. DETROIT The Detroit Office personnel was entertained at an open house in the office on December 27. This provided a good opportunity for renewing old acquaintances and meeting the new people on the staff, as well as their husbands and wives. An amateur thespian of considerable talent, Curtis Verschoor turned in a dis-tinguished performance in the Clawson Player's recent community play entitled "Jenny Kissed Me." Donald J. Bevis has been appointed Chairman of the important Quota Study Committee of the Michigan United Fund. This appointive group devises the method by which funds are allocated geo-graphically. Mr. Bevis was invited by Governor G. Mennen Williams to participate in a special hearing on January 15 at Lansing for the purpose of discussing the 1957-58 fiscal year budget requests of Michigan's institutions of higher learning. The nine state supported universities and colleges presented their program of needs before representatives of business, industry, and education. The girls of the Detroit Office held their annual Christmas party this year with a dinner-theater party. After dining at the Statler Hotel, they saw "The Ten Commandments." 41


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Home sales in the Eldorado Estates subdivision in Little Elm, Texas have been brisk in 2012, with 72 homes sold. The homes sold were built between the years of 2001 and 2012, and the average sales price for a home in the Eldorado Estates subdivision was $192,868.
The lowest sale was at $120,000, and the highest sale was at $284,966. The average size of a home in the Eldorado Estates subdivision is 2,424 sq. ft., with the smallest at 1,376 sq. ft. and the largest at 3,754 sq. ft. Homes in the Eldorado Estates subdivision sold, on average, in 98 days. The quickest sale took 94 days and the longest sale 103 days. The average price per square foot for a home in the Cottonwood Point subdivision is $80.77.
The Eldorado Estates subdivision is located in Little Elm, Texas, a city of 25,898 people founded in 1966. Little Elm is roughly 18.6 square miles in size near Lake Lewisville. The population of Little Elm grew by 610% between 2000 and 2010, ballooning from 3,646 to 25,898, making the city one of the fastest growing in not only the state of Texas but also the United States. Little Elm is located in Denton County Texas on the far northwest side of Dallas.
Overall home sales in Little Elm, Texas are at 4033 homes sold, with an average sales price of $297,240. On average, sellers received 95% of their asking price, with homes spending an average of 65 days on the market. Little Elm is known as area 31 in the North Texas Real Estate Information System. This information is believed reliable but is only as accurate as reported by the system in the month of October 2012.
DFW Team Realty is your local expert specializing in home sales in the Eldorado Estates Subdivision, as well as Home Foreclosures, and Short Sales in the Eldorado Estates subdivision. If you are looking to buy or sell a home in the Eldorado Estates, contact DFW Team Realty.


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vintage brass chain with mixed stones and beads
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I created Cheryl Dufault Designs back in 1999, as a way to satisfy my own creative passion and vision. My goal was to offer women and men a sophisticated and timeless alternative to the machine tooled jewelry that was so abundant. My design philosophy has always been to create pieces that have an earthy elegance and can be worn for a lifetime.
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Compiled by Isabel Balderrama | KF17 | Ecuador
Having been in the field for a little over three months now, KF-17 fellows' posts begin taking a retrospective look at what has been accomplished over the past few months while working with their assigned Kiva partners worldwide. From having played a role in getting a new kind of Kiva partnership up and running to working with two MFIs dedicated to helping women get ahead in male-dominated Palestine, it is clear that this is the time for a Kiva Fellow to reflect on his or her accomplishments, as well as those of the MFIs they have been involved with. Read this week's posts to find out more about the exciting experiences that two of KF-17′s members have had during the length of their fellowship.
Coffee Time: Welcoming La Unión Regional Huatusco to Kiva
Kiyomi Beach | KF17 | Mexico
In this post, Kiyomi updates us on the progress Mexico's "La Unión Regional de Pequeños Productores de Café Huatusco", Kiva's first non-microfinance institution partner in Latin America, has made in getting its partnership with Kiva off the ground. She also includes some personal stories of meeting and sharing freshly-roasted cups of coffee with some of Huatusco's borrowers.
Empowering Women in Palestine
Philip Issa | KF17 | Palestine
Here Philip compares, contrasts, and analyzes two of Kiva's Palestinian partner MFIs: FATEN and Ryada. In this insightful post, Philip focuses on each institution's lending methodologies as they relate to women empowerment and highlights both the advantages and disadvantages of each.
Updates from the past month
Thoughts on Wealth, Religion and History, Foods from the Field, and a Day in the Life of a Fellow
Update from the Field: Poetry, Poverty + Truly Epic Amounts of Food
Update from the Field: Colorful Markets, Microfinance for Students + Springtime Flowers and Celebrations
Update from the Field: World Happiness, Food Aid + When Beauty and Poverty Collide
Plus more pictures from the past week:


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The animated "Goonies with zombies" horror flick ParaNorman is stuffed with floating green spirits and an adorable ghost puppy dogs (who've been horrifically sliced in two). In this exclusive featurette, the voice cast of Leslie Mann, Anna Kendrick and Jeff Garlin explain how real experiences with the paranormal and certain real-life ghosts that influenced ParaNorman. Plus, check out lots of new spirit-centric footage tucked away in this featurette.
Also here's an adorable behind-the-scenes look at the insane attention to detail required for making one puppet for this movie.
And another behind-the-scenes look! ParaNorman hits theaters on August 17, 2012.


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BioLab is proud to be an industry leader in the development and marketing of innovative products that provide clear water for pools and spas and for keeping homes fresh and clean.
Our consumer-friendly brands help people around the world enjoy the benefits of a healthier lifestyle and better experiences in their recreational and living spaces.
KIK Custom Products Acquires BioLab/Bayrol Consumer Products Business from Chemtura


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Contracted Cleaning that reflects your own high standards ....
Our contract cleaning services ensure that your visitors, customers, partners, prospects and employees always experience an immaculately clean environment – whatever its size and location.
Contract cleaning covers all the basic elements such as mopping, sweeping and vacuuming all areas throughout your site. We'll work closely with you to develop a service that meets your business' needs. Contracts can be extremely flexible, giving you choices such as a daily, weekly, monthly, annual or occasional service, variable timings and options for ad-hoc "deep cleans" if they're needed.
All our contract cleaning teams are experienced, friendly and highly trained people who are dedicated to providing you with a high quality effective service. Many of our teams have worked for the same clients for many years: as such, they always look to build a relationship with you – it's an essential part of our service.
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- Only use products, solutions and techniques that are environmentally friendly


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By Rob Glidden
Staff Writer
The process of preparing for the renovations at Kennedy and DePaolo Middle Schools has become more complicated with the discovery of various environmental concerns.
Representatives of Hygenix, Inc are conducting over 200 tests in both schools to learn more details about the extent of Polychlorinated Biphenyls (PCBs) present in building materials such as window caulking and floor tiles.
After a meeting of the middle schools building committee discussed the issue in detail, Superintendent of Schools Dr. Joseph Erardi assured parents in a written statement that no trace of the PCBs was found in air samples at the schools, meaning that there were no contamination risks to current students. A public meeting was also quickly arranged to give any concerned community members a chance to ask questions and learn about the issue.
Although they do not currently pose a threat to the two schools, the PCBs will have to be dealt with before the renovations begin in July 2013.
"At this point, we have two issues," Erardi said. "We have to finish the testing and then we have to determine the cost of remediation."
The news of environmental problems did not come as a surprise to school officials. A report from May 2011 by EnviroMed Services, Inc found the PCBs as well as traces of asbestos. At the time, the effect of this discovery on the cost of the middle schools project was expected to be minor.
"Indications are that PCB's will have less than a $50,000 impact to the project budget for this school," wrote John Luby, a project engineer with EnviroMed, in his report.
However, the state's Department of Energy and Environmental Protection (DEEP) has recently adopted stricter requirements when dealing with PCBs. In Waterbury, the cost of the ongoing Carrington Elementary School replacement project has increased by $2.3 million because of new state pollution testing requirements, which has shocked city officials and residents.
"What I'm encountering is a lot of people who didn't understand what happened," said Ann M. Sweeney, a member of the Waterbury Board of Education. "After all was said and done, [the DEEP] changed the rules of the game and caused what is now a $2 million shortfall."
The two middle schools were built in the 1960s, well before the dangers of PCBs were public knowledge. As the environmental regulations continue to evolve, numerous construction projects involving buildings of this era have run into this issue.
"We had a similar problem, to a much lesser extent, at North Center School but this is not limited to Southington," said Town Manager Garry Brumback. "We are seeing these problems all over the state."
Brumback said he expected the results from the additional testing by the end of October. This will ideally give the officials a sense of what the remediation costs will be. Erardi said that the budget for the renovation projects had $1.2 million meant to deal with remediation issues, $600,000 for each school.
Another issue is the impact of a 5,000 gallon fuel oil spill at DePaolo Middle School in 1980. At a meeting of the building committee, officials said they had found records of the spill in the archives of the fire department but no documents pertaining to it could be found at Town Hall.
It has been a lot of new information in a short time for the building committee, but the officials involved said it was important to keep the public informed about each development.
"I'm grateful for the leadership of the public building committee for allowing us to be proactive with this," Erardi said. "It was vitally important to get this information out there."
A report from the Waterbury Republican-American was used in this story.