text:
Serviços Personalizados
Links relacionados
- Citado por Google
- Similares em Google
PER: Potchefstroomse Elektroniese Regsblad
versão On-line ISSN 1727-3781
PER vol.15 no.1 Potchefstroom Jan. 2012
Disability discrimination and the right of disabled persons to access the labour market
MC Marumoagae
Motseotsile Clement Marumoagae. LLB (WITS), LLM (NWU), LLM Candidate (WITS), Certificate in Advanced Broadcasting Law (Mandela Institute/WITS). Candidate Attorney, Benoni Justice Centre, Legal Aid South Africa. Email: email@example.com
1 Introduction
South Africa has been characterised by great number of discriminatory practices in the past, some of which still persist today. Even though a fair amount of attention has been given to discrimination relating to race1, religion2 and gender3, not much has been accorded to disability discrimination, particularly in the workplace.4 Inequality, discrimination and transformation remain the key challenges which most employees are faced with in the South African Labour Market. Key among such challenges has also been the employers' ability to ensure that persons with disabilities access the labour market. Persons with disabilities have generally had difficulties in exercising their fundamental social, political and economic rights.5 Despite the increased sensitivity of this subject in this country, applicants for work and employees generally find themselves to be the victims of employment discrimination due to their disability.
This paper aims to discuss the employment discrimination experienced by persons with disabilities in South African workplaces. I will be arguing that employers need to consider employing persons with disabilities and also to reasonably accommodate them within South African workplaces. In this paper I will also draw attention to the jurisprudence of the United States of America as well as to guidelines provided by the United Nations regarding the universal rights of persons with disabilities. This will be done to assess if South Africa is in line with international developments with regard to the prohibition of discrimination against persons with disabilities in the labour market. I will further reflect on how the Employment Equity Act 55 of 1998 (hereinafter referred to as 'the EEA') has attempted to address the discrimination experienced by persons with disabilities. I will also discuss the guidelines provided in the Code of Good Practice: Key Aspects on the Employment of People with Disabilities6 (hereinafter referred to as 'the Disability Code') as far as the obligation placed on employers to reasonably accommodate persons with disabilities in South African workplaces is concerned. Furthermore I will be arguing that persons with disabilities have a role to play in developing the South African labour market and that their skills should be enhanced and utilised without being unduly discriminated against on the grounds of their perceived disability.
2 Substantive equality and persons with disabilities
Discrimination against people with disabilities is one of the worst social stigmas that society has not been able to overcome.7 'Women, men and children with disabilities are too often amongst the most marginalized in all societies and face unique challenges in the enjoyment of their human rights'.8 All of us need to understand how cultural, social, physical and other barriers continue to prevent persons with disabilities in South Africa from enjoying their constitutional rights to equality, freedom and human dignity.9 It is desirable that society at large and government work together towards eradicating these barriers. It has been argued that 'the majority of persons with disabilities can live independent and productive lives, particularly if they have access to opportunities, resources, environments and technical aids that allow them independence, dignity, self-sufficiency and responsibility'.10
South Africa has committed itself not only to overcome the legacy of racial and gender discrimination, but also disability discrimination especially, in the workplace, in order to afford persons with disabilities an opportunity to participate fully in the labour market without being unfairly discriminated against.11 In order to effectively eradicate employment barriers, the notion of equality advocated for in South Africa has been one of substantive equality. In the context of this paper, substantive equality can be understood as entailing that equality for persons with disabilities cannot stop with injunctions to refrain from invidious discrimination, but there must be a practical acknowledgment that persons with disabilities are not fully catered for by existing societal structures and that they have a right to participate fully in society and the labour market in particular.12
There have been challenges against the state's implementing progressive measures to ensure that persons with disabilities attain their much needed equality within the labour market.13 Some of these challenges relate to persons with disabilities' lack of reasonable accommodation measures at work, accessible public transportation to get them to and from work, and ignorance about their potential at work.14 Furthermore, installation of lifts in workplaces with more than one floor will be fundamental in increasing accessibility to the workplace for persons with disabilities.
Dupper argues that 'the constitutional right to equality ... envisage[s] a two pronged strategy to achieve the goal of "substantive equality" - the elimination of existing inequality, and the implementation of measures designed to protect and advance those people disadvantaged by past discrimination ...'.15 Persons with disabilities have not only experienced unfair discrimination in the past, but they continue to be at the receiving end of 'unjustified' perceptions by employers, which leads to their continued discrimination and marginalisation in the labour market.16 It has been argued that 'the marginalization of persons with disabilities still arises in large part from biased attitudes and a lack of awareness and knowledge rather than from a lack of economic resources alone, yet persons with disabilities remain among the most vulnerable and marginalized'.17 Such perceptions act as an effective bar to persons with disabilities to meaningfully participate in and contribute to the South African economy, thereby making it difficult for them to be provided with fair opportunities to realise their full potential. The International Labour Organisation (ILO) and various countries, including South Africa, have conducted intensive research which has revealed that the perceptions which some employers have cause insurmountable barriers for persons with disabilities to enter the labour market. Biased attitudes and unjustified perceptions are largely strengthened by widespread ignorance and a belief in stereotypes, which ultimately lead to such persons being unfairly discriminated against in society at large and in employment in particular.18
3 The Employment Equity Act and suitably qualified persons with disabilities
The EEA is the principal legislation for protecting and promoting the right to equality in the workplace. It is designed to overcome the disadvantages that have been endured by historically marginalised groups such as people with disabilities.19 In terms of Section 6 of the EEA 'no person may unfairly discriminate, directly or indirectly, against an employee, in any employment policy or practice, on one or more grounds, including ... disability The EEA aims to achieve equality in the workplace and the equitable representation of disadvantaged groups in all occupational categories and levels in the workforce.20 The aim of the EEA as stated in its preamble is to 'achieve a diverse workforce broadly representative of our people; [and to] promote economic development and efficiency in the workforce'. The EEA seeks to achieve equity in employment through promoting equal opportunities and fair employment practices.21 To achieve this objective the EEA requires employers to eliminate unfair discrimination in their employment policies and practices.22
However, the elimination and 'prohibition of discrimination alone is not a guarantee of equality in practice, the realisation of which could require special measures to promote equal opportunities for members belonging to certain vulnerable groups'23 such as persons with disabilities. The elimination of unfair discrimination and the implementation of employment equity in the workplace are measures designed to complement each other.24 The EEA aims to implement affirmative action measures in order to redress the disadvantages in employment that have been experienced by those discriminated against in the past, which includes persons with disabilities. The EEA enjoins every employer to adopt measures that are aimed at the promotion of equal opportunities in the workplace. Such measures should ensure the complete elimination of unfair discrimination in any employment policy or practice.25
The EEA mandates employers to strive to achieve employment equity in order to diversify their workforce, which includes employing suitably qualified persons with disabilities. The Code of Good Practice: Key Aspects on the Employment of People with Disabilities26 (hereinafter referred to as 'the Disability Code') was introduced to provide guidance for employers and employees on promoting equal opportunities and fair treatment for persons with disabilities, as required by the EEA. The Disability Code 'is intended to help employers and employees understand their rights and obligations, promote certainty and reduce disputes to ensure that persons with disabilities can enjoy and exercise their rights at work'.27 It is further 'intended to help create awareness of the contributions persons with disabilities can make and to encourage employers to fully use the skills of such persons'.28
However, employers should not be expected to employ people who cannot perform the duties of a specified job nor retain employees who are unable to perform the tasks of a specified job merely because such people are disabled. It is submitted that any appointment or retention should be based on merit, or at least based on the fact that a person with a disability is capable of being trained and developed to adequately perform the tasks of the specified job. In terms of the Disability Code 'if an applicant with a disability is suitably qualified, an employer may make a job offer conditional on medical or functional testing to determine an applicant's actual or potential ability to perform the essential functions of a specific job'.29
It was held in Stoman v Minister of Safety and Security & Others30 that the 'appointment of people who are wholly unqualified, or less than suitably qualified or incapable, in responsible positions, cannot be justified'. However, it is submitted that persons with disabilities should not be discriminated against solely on the basis that they lack relevant experience. As long as they are suitably qualified and have the capacity to acquire the necessary skills within a reasonable time, in order to perform the job in question then they should be considered for appointment. Section 9 of the EEA expressly provides that, for the purposes of its anti-discrimination provisions, the 'employee' includes applicants for employment.31 This essentially entails that both employees with disabilities who are already within employment and persons with disabilities applying for employment are protected by the EEA against unfair discrimination that is based on their disability.
4 Reasonable accommodation
4.1 Overview
Section 15(2)(c) of the EEA requires that the "affirmative action measures implemented by a designated employer ... include reasonable accommodation for persons with disabilities'. In terms of section 1 of the EEA, reasonable accommodation 'means any modification or adjustment to a job or to the working environment that will enable a person from a designated group to have access to or participate or advance in employment'. The concept of reasonable accommodation in the context of disability has not yet been adequately tested in our labour courts, and it remains unclear as to what it precisely entails.
However, guidance can be sought from the Disability Code, which lists several examples which 'constitute' reasonable accommodation; i.e. adapting existing facilities to make them accessible, adapting existing equipment or acquiring new equipment including computer hardware and software, re-organising work stations, changing training and assessment materials and systems, restructuring jobs so that non-essential functions are re-assigned, adjusting working time and leave, providing readers, sign language interpreters, and providing specialised supervision, training and support.32 The Disability Code further states that 'the employer need not accommodate a qualified applicant or an employee with a disability if this would impose an unjustifiable hardship on the business of the employer.33
The Disability code explains 'unjustifiable hardship' as an 'action that requires significant or considerable difficulty or expense and that would substantially harm the viability of the enterprise'.34 It has been argued that 'it is common cause that an employer has a more onerous duty to accommodate an employee who is injured or disabled during employment'.35 This is so because an employer would be required to adapt his or her workplace in order to assist the employee with disabilities to perform his or her duties. This might even lead to the employer having to make changes in his or her workplace to accommodate the employee concerned.
It would seem that the employer has 'a duty to consult with the employee and explore ways in which the disability may be accommodated'.36 'Reasonable accommodation depends upon the employer being aware of the applicant's or the employee's disability or impairment'.37 There is therefore a duty on the applicant with disabilities or employee with disabilities to inform the employer about his or her disability so that the employer can consider ways of accommodating the disability. South African jurisprudence with regard to the reasonable accommodation of persons with disabilities in the workplace does not offer much guidance. It has been suggested that in interpreting the extent of the duty to reasonably accommodate in particular circumstances, it will therefore be useful to look at the interpretation thereof of foreign countries.38 Van Jaarsveld also holds a view that 'South Africa can benefit from the experience of other countries, especially those in which the phrase "reasonable accommodation" has come under sustained judicial scrutiny'.39
4.2 American approach
The main statute which aims to ensure that persons with disabilities are accorded fair employment opportunities in the United States of America is the Americans with Disabilities Act of 1990 (ADA). This legislation protects qualified individuals with disabilities from discrimination in the workplace.40 In the same way as the EEA does, the ADA also requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, unless to do so would cause undue hardship.41 In terms of the ADA there are three categories of reasonable accommodations;
• Modifications or adjustments to a job application process that enable a qualified applicant with a disability to be considered for the position such qualified applicant desires modifications or adjustments to the work environment; or
• Modifications or adjustments to the manner or circumstances under which the position held or desired is customarily performed, that enable a qualified individual with a disability to perform the essential functions of that position; or
• Modifications or adjustments that enable [an ...] entity's employee with a disability to enjoy equal benefits and privileges of employment as are enjoyed by its other similarly situated employees without disabilities.42
In US Airways, Inc v Barnett43 the court held that a modification or adjustment is reasonable if it seems reasonable on the face of it. Further that an accommodation must also be effective in meeting the needs of the individual. A reasonable accommodation allows an employee with a disability an equal opportunity to enjoy the benefits and privileges of employment that employees without a disability enjoy.44 The approach of the USA seems to be similar to that of South Africa, but I am of the view that South African courts should be cautious when considering foreign jurisprudence. Instead they should rather develop a model of reasonable accommodation which will reflect the challenges experienced by persons with disabilities in South African workplaces.
4.3 International standards
The Convention on the Rights of Persons with Disabilities (CRPD) was adopted by the United Nations General Assembly in December 2006 and entered into force in May 2008.45 The stated purpose the CRPD is 'to promote, protect and ensure the full and equal enjoyment of all human rights and fundamental freedoms by all persons with disabilities, and to promote respect for their inherent dignity.'46 The preamble to the CRPD recognises that 'discrimination against any person on the basis of disability is a violation of the inherent dignity and worth of the human person'.
Article 27 of the CRPD among others enjoins member states to: take appropriate steps to prohibit discrimination on the basis of disability with regard to all matters concerning all forms of employment, including conditions of recruitment, hiring and employment; protect the rights of persons with disabilities, on an equal basis with others, to just and favourable conditions of work, including equal opportunities and equal remuneration for work of equal value; promote employment opportunities and career advancement for persons with disabilities in the labour market; as well as to ensure that reasonable accommodation is provided to persons with disabilities in the workplace. South Africa signed and ratified this convention in 2007.47
5 The advantages of employing persons with disabilities
Employers who heeded the legislative call to reasonably accommodate persons with disabilities have benefited a great deal from the talent and work ethic which these people possess.48 I am of the view that when persons with disabilities have access to employment and training to acquire skills which are relevant to the labour market and suited to their abilities and interests, they can make a significant contribution in the workplace.49 Employers are encouraged to consider and market the skills of applicants with disabilities. These applicants are generally judged based on their disability and not on whether they are skilled and competent to perform the job in question or not.50 Persons with disabilities have an important role to play in order to make a positive contribution in the workplace. It is generally found that a person with a disability develops into a well-adjusted, productive worker in an atmosphere of acceptance, co-operation and goodwill.51 Persons with disabilities are also encouraged to market themselves as suitably qualified persons capable of performing duties relevant to the job they would be applying for, with reasonable accommodation if needs be.
6 Dismissal on the basis of disability
Section 9(3) of the Constitution of the Republic of South Africa, 1996 affords protection against discrimination on the ground of disability. The right not to be discriminated against is further given effect to by codes of good practice in both the EEA and the Labour Relations Act (LRA).52 Persons with disabilities fall within the designated group. Discrimination on the grounds of disability is prohibited and a dismissal on a prohibited ground is automatically unfair.53 Generally, in terms of the Labour Relations Act 66 of 1995, an employer is entitled to dismiss an employee for reasons relating to his or her misconduct, incapacity and operational requirements. However, such dismissals should be both procedurally and substantively fair. 54 The dismissal will be automatically unfair if the reason for the dismissal amounts to one of the listed grounds in section 187(1)(e) of the LRA, which include disability.
However, dismissal based on the employee's disability will be fair if it relates to the inherent requirements of the job in question.55 I am of the view that the employer has to show that as a result of the employee's injury or disease, he or she cannot perform the essential functions of the job. This is different from the employee being dismissed for reasons related to his or her capacity. 'A fair reason for dismissal related to capacity involves the employer's legitimate loss of confidence in the ability of the employee to perform in accordance with the contract of employment'.56 As far as disability is concerned I submit, however, that the employer should be required to show that the employee with disabilities was unable to perform the essential functions even after reasonable measures were put in place to accommodate his or her disability. The employer should be absolved from this burden only if he or she shows that reasonable accommodation in the circumstances would impose an unjustifiable hardship his or her business.57
It is worth pointing out that disability and incapacity are two different concepts under South African labour law. It has been forcefully argued, correctly in my view, that 'disability and incapacity are not synonymous'.58 Further, that being disabled does not mean that one is incapacitated even though it is possible to be both disabled and incapacitated.59 The performance standard is central to any dismissal for incapacity, which might not necessarily be the case as far as disability is concerned.60 The employee's incapacity may result from a lack of skill or knowledge or be due to his or her inefficiency, which is different where the employee is disabled but possesses the necessary skills and competences to do the job, in which case reasonable accommodation might be necessary.61 Employees with disabilities, who are reasonably accommodated by the employer, can carry out their duties efficiently when they are provided with the necessary support which does not impose unnecessary hardships on the business of the employer. However, there is authority to the effect that the employer can fairly dismiss an employee with disabilities for incapacity if such an employee refuses the employer's offer of reasonable accommodation.62
Finally, there has been a debate on whether HIV/AIDS cases in the South African context can be treated along the lines of disability.63 This is an issue that is beyond the scope of this paper, but this matter does not seem to be settled in our law. It may suffice to say that the 'South African legislation has chosen to treat HIV status as a separate ground of unfair discrimination in s 6(1) of the EEA'.64 Christianson submits correctly in my view that 'a more careful examination is therefore required to establish at what point in the progression of the disease, HIV/AIDS may be considered to be disability.65
7 Conclusion
The origin of the test for fairness towards employees and job applicants with disabilities is the Constitution of the Republic of South Africa, 1996.66 It is noteworthy that together with the Constitution, the EEA and the LRA (including its Codes of Good Practice) protect employees with disabilities as a vulnerable group because they are a minority with attributes different from mainstream society.67 The aim is their integration and inclusion in the workplace, not only in order that they may achieve equality but also to restore the dignity of persons with disabilities.68 The employer therefore bears the onus of accommodating the employee with disabilities in his or her workplace and must prove that such accommodation is reasonable. Should the employer believe that accommodating the employee under the circumstances would lead to his or her corporation suffering undue hardships; the employer bears the onus of proving that reasonable accommodation is unjustifiable.69
Employers ought to recognise the value that persons with disabilities can offer in various workplaces in South Africa. They should start concentrating on recruiting such persons into their workforce and creating a working environment which will allow their reasonable accommodation in the workplace. 'An employer who refuses to make any accommodation that falls short of unjustified hardship or refuses to give reasons for not making an accommodation is irrational'.70 Furthermore, it has been shown in this paper that the American jurisprudence is quite similar to the South African jurisprudence, as employers in America are also required to reasonably accommodate employees with disabilities, unless they can show that such accommodation would lead to undue hardship.71
Christianson M "Disability Discrimination" in Strydom EML (ed) Essential Employment Discrimination Law (Juta Cape Town 2004) [ Links ]
Christianson M "Incapacity and Disability: A Retrospective and Prospective Overview of the Past 25 Years" 2004 ILJ 879- 896 [ Links ]
Du Plessis VJ and Fouche MA Practical Guide to Labour Law 5th ed (LexisNexis Durban 2005) [ Links ]
Du Toit D et al Labour Relations Law: A Comprehensive Guide 5th ed (LexisNexis Durban 2006) [ Links ]
Dupper O "Affirmative Action and Substantive Equality: The South African Experience" 2002 SA Merc LJ 275-292 [ Links ]
Gregory RF Women and Workplace Discrimination: Overcoming Barriers to Gender Equality (Rutgers University Press New Brunswick NJ 2003) [ Links ]
Grogan J Workplace Law 10th ed (Juta Cape Town 2009) [ Links ]
Habib A and De Vos C "Human Rights" in Human Sciences Research Council Public Attitudes in Contemporary SA: Insights from an HSRC Survey (HSRC Press Cape Town 2002) [ Links ]
Hasse J Perfectly Able: How to Attract and Hire Talented People with Disabilities (American Management Asssociation New York 2010) [ Links ]
Montalti and Bellengère "Is a right to affirmative action the solution to the Orwellian postulate that all are equal But ..." Transformation 65 (2007) 146 - 194 [ Links ]
Rospabe S "How Did Labour Market Racial Discrimination Evolve After the End of Apartheid" 2002 South African Journal of Economics 185-217 [ Links ]
Swartz L, Schneider M and Gohleder P "HIV/AIDS and Disability: New Challenges" in Watermeyer B (ed) Disability and Social Change: a South African Agenda (HSRC Press Cape Town 2006) [ Links ]
Van Jaarsveld M "Towards a Reasonable Explanation of Reasonable Accommodation: Lessons from the United States of America" 2002 SA Merc LJ 357-370 [ Links ]
Register of legislation
Americans with Disabilities Act of 1990
Constitution of the Republic of South Africa, 1996
Employment Equity Act 55 of 1998
Labour Relations Act 66 of 1995
Register of government information
GN 1345 in GG 23702 of 19 August 2002 (Code of Good Practice: Key Aspects on the Employment of People with Disabilities)
Register of case law
President of the Republic of South Africa v Hugo 1997 4 SA 1 (CC)
Standard Bank of South Africa Ltd v CCMA 1998 6 BLLR 622 (LC)
Standard Bank of South Africa v Commission for Conciliation, Mediation and Arbitration 2008 4 BLLR 356 (LC)
Stoman v Minister of Safety and Security 2002 23 ILJ 1020 (T)
US Airways, Inc v Barnett 535 US, 122 S Ct 1516, 1523 (2002)
Register of international instruments
Convention on the Rights of Persons with Disabilities (2006)
Register of Internet sources
Policy on Disability http://www.dsd.gov.za/index2.php?option=com_docman&task=doc_view&gid=9&Itemid=3 [date of use 14 March 2012]
Anon [date unknown] Health and Disability News and Statistics for Africa http://www.disabled-world.com/news/africa [date of use 5 May 2011]
Anon [date unknown] Recruiting South Africans with Disabilities http://www.jobs.co.za/recruitment/recruitment-advice/article/97/recruiting-south-africans-with-disabilities [date of use 5 May 2011]
Bollinger L and Stover J 1999 The Economic Impact of AIDS in South Africa http://www.policyproject.com/pubs/SEImpact/southafr.pdf [date of use 28 Oct 2011]
Buckup S 2009 The price of exclusion: The economic consequences of excluding people with disabilities from the world of work http://www.ilo.org/wcmsp5/groups/public/---ed_emp/---ifp_skills/documents/publication/wcms_146260.pdf [date of use 26 Apr 2011]
Chavoos M 2008 Incapacity/Disability Dismissals: A Warning to Employers http://www.nortonrose.com/files/za-incapacity--disability-dismissals-a-warning-to-employers-44310.pdf [date of use 26 Apr 2011 ]
Department of Labour [date unknown] People with Disabilities in the Workplace http://www.labour.gov.za/documents/useful-documents/skills-development/job-hunting-application-dos-and-donts [date of use 5 May 2011]
Department of Labour [date unknown] Technical Assistance Guidelines on the Employment of People with Disabilities http://www.workinfo.com/free/sub_for_legres/data/equity/DisabilityTAG.pdf [date of use 2 Nov 2011]
Galo MV 2001 The Americans with Disabilities Act - The Reasonable Accommodation Process http://www.akingump.com/docs/publication/295.pdf [date of use 28 Apr 2008]
Goodwill Industries International 2011 Talent Has No Boundaries: People with Disabilities are an Asset to the Workplace http://www.prnewswire.com/news-releases/talent-has-no-boundaries-people-with-disabilities-are-an-asset-to-the-workplace-104273243.html [date of use 28 Oct 2011]
International Labour Organization (ILO) Skills and Employability Department 2007 Strategies for Skills Acquisition and Work for People with Disabilities in Southern Africa: Synthesis Report Malawi, South Africa and Zambia http://www.ilo.org/wcmsp5/groups/public/ed_emp/ifp_skills/documents/publication/
wcms_107784.pdf [date of use 5 May 2011]
McClain CV 2002 Towards a barrier-free society: SAHRC Report, November 2002 http://www.info.gov.za/view/DownloadFileAction?id=70265 [date of use 28 Oct 2011]
Mesriani Law Group 2011 Fighting against Religious Discrimination in the Workplace http://www.hg.org/article.asp?id=20794 [date of use 28 Oct 2011]
Mouton LM 2008 "Incapacity must be determined" Business Law & Tax Review http://www.ens.co.za/newsletter/briefs/20080826_BLTR_1.pdf [date of use 5 May 2011]
Ngwena C 2004 Equality and Disability in the Workplace: A South African Approach (A Seminar Presentation in the School of Law, University of Leeds, England) http://www.leeds.ac.uk/disability-studies/archiveuk/ngwena/Leeds%20staff%20seminar%20Revisions.pdf [date of use 26 Apr 2011]
Office of the President [date unknown] Integrated National Disability Strategy (White Paper) http://www.independentliving.org/docs5/SANatlDisStrat1.html [date of use 28 Oct 2011]
Perry DA 2004 New Directions toward Decent Work for People with Disabilities: ILO Perspectives on Employment and Skills Development http://www.ilo.org/public/english/region/asro/ bangkok/ability/download/korea_paper.pdf [date of use 28 Oct 2011 ]
Pillay N 2010 Monitoring the Convention on the Rights of Persons with Disabilities: Guidance for Human Rights Monitors (Professional Training Series No. 17) http://www.ohchr.org/Documents/Publications/Disabilities_training_17EN.pdf [date of use 26 Apr 2011 ]
Scholasticus K 2009 Discrimination against Disabled People in the Workplace http://www.buzzle.com/articles/discrimination-against-disabled-people-in-the-workplace.html [date of use 26 Apr 2011]
UN Secretary General 2007 Report on the Implementation of the World Programme of Action concerning Disabled Persons: The Millennium Development Goals and Synergies with other United Nations Disability Instruments http://www.un.org/disabilities/default.asp?id=711 [date of use 28 Apr 2011]
US Equal Employment Opportunity Commission 2002 Enforcement Guidance: Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act http://www.eeoc.gov/policy/docs/accommodation.html [date of use 28 Apr 2011]
World Health Organization (WHO) 2010 Convention on the Rights of Persons with Disabilities: Roles and Responsibilities of the Health Sector http://www.searo.who.int/LinkFiles/Publications_SEA_Disabilities_CRPD.pdf [date of use 2 May 2011]
List of abbreviations and acronyms
ADA: Americans with Disabilities Act
CRPD: Convention on the Rights of Persons with Disabilities
EEA: Employment Equity Act
ILJ: Industrial Law Journal
LRA: Labour Relations Act
SA Merc LJ: South African Mercantile Law Journal
1 Rospabe 2002 South African Journal of Economics 198.
2 Mesriani Law Group 2011 www.hg.org.
3 Gregory Women and Workplace Discrimination 13.
4 In the context of this paper, disability discrimination should be understood in the context of an employer' making adverse decisions based on his or her perceptions relating to and affecting an employee or job applicant on the grounds of the disability of such an employee or job applicant.
5 However, this problem is not unique to South Africa. See generally Office of the President [date unknown] www.independentliving.org. See also Buckup 2009 www.ilo.org. Buckup states that 'there are approximately 650 million people with disabilities in the world, and at least 80 percent of them live in developing countries. Because of stigma and discrimination a vast majority are excluded from accessing basic services such as health, education and work opportunities. The lack of access to vital services and programmes contributes to their marginalization and exclusion, with little or no option to escape from poverty'.
6 GN 1345 in GG 23702 of 19 August 2002.
7 Scholasticus 2009 www.buzzle.com.
8 Pillay 2010 www.ohchr.org. Pillay states that 'for a long time it was assumed that such challenges were the natural and unavoidable consequence of their physical, mental, intellectual or sensory impairment'.
9 McClain 2002 www.info.gov.za.
10 McClain 2002 www.info.gov.za.
11 Habib and De Vos "Human Rights" 24.
12 Ngwena 2004 www.leeds.ac.uk.
13 Office of the President [date unknown] www.independentliving.org, where it is stated that 'legislation has contributed to the social exclusion of people with disabilities. First, legislation fails to protect the rights of people with disabilities and, second, through legislation, barriers are created to prevent people with disabilities from accessing equal opportunities.
14 Anon www.dsd.gov.za.
15 Dupper 2002 SA Merc LJ 275.
16 Department of Labour [date unknown] www.workinfo.com.
17 UN Secretary General 2007 www.un.org.
18 See Perry 2004 www.ilo.org. Perry argues (correctly in my view) that in many countries supportive legislation for persons with disability exists, but the mechanisms for implementation and enforcement are weak.
19 See Ngwena 2004 www.leeds.ac.uk. In terms of section 2 of the EEA, the purpose of the Act is to is to achieve equity in the workplace by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination; and implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups, in order to ensure their equitable representation in all occupational categories and levels in the workforce.
20 Section 15(1) of the EEA.
21 Du Plessis and Fouche Labour Law 79.
22 Section 5 of the EEA.
23 Montalti and Bellengère "Affirmative Action" 150.
24 Anon 2007 www.sahrc.org.za.
25 Section 5 of the EEA.
26 GN 1345 in GG 23702 of 19 August 2002.
27 Item 2.3 of the Disability Code.
28 Item 2.4 of the Disability Code.
29 Item 7.3 of the Disability Code.
30 Stoman v Minister of Safety and Security 2002 23 ILJ 1020 (T).
31 Grogan Workplace Law 97.
32 Item 6.9 of the Disability Code.
33 Item 6.11 of the Disability Code.
34 Item 6.12 of the Disability Code.
35 Christianson "Disability Discrimination" 186.
36 Christianson "Disability Discrimination" 186.
37 Christianson "Disability Discrimination" 178.
38 Christianson "Disability Discrimination" 178.
39 Van Jaarsveld 2002 SA Merc LJ 358.
40 Galo 2001 www.akingump.com.
41 US Airways, Inc v Barnett 535 US, 122 S Ct 1516, 1523 (2002); 42 USC §§ 12101-12117, 12201-12213 of the Americans with Disabilities Act of 1990 (as amended).
42 See US Equal Employment Opportunity Commission 2002 www.eeoc.gov.
43 US Airways, Inc v Barnett 535 US, 122 S Ct 1516, 1523 (2002).
44 US Airways, Inc v Barnett 535 US, 122 S Ct 1516, 1523 (2002).
45 WHO 2010 www.searo.who.int.
46 Article 1 Convention on the Rights of Persons with Disabilities (2006).
47 Anon [date unknown] www.disabled-world.com.
48 Goodwill Industries International 2011 www.prnewswire.com. See also Hasse Perfectly Able 9.
49 ILO Skills and Employability Department 2007 www.ilo.org.
50 Anon [date unknown] www.jobs.co.za.
51 Department of Labour [date unknown] www.labour.gov.za.
52 Mouton 2008 www.ens.co.za.
53 Chavoos 2008 www.nortonrose.com.
54 Sections 188 and 189 Labour Relations Act 66 of 1995.
55 Section 187(2)(a) Labour Relations Act 66 of 1995. See also Christianson 2004 ILJ 879.
56 Du Toit et al Labour Relations Law 412. See also the Code of Good Practice: Dismissal for Conduct and Incapacity, which is schedule 8 to the LRA. In terms of item 9 of this code an employer may dismiss an employee for poor work performance after such an employee has failed to meet the required performance standard, despite being aware of such standards and being given an opportunity to meet them. Furthermore, in terms of item 10 of the same code, the employer may also dismiss an employee for incapacity relating to ill health or injury, if the employee is incapable of performing the work as a result of such ill health or injury. However, the employer should also make reasonable accommodation were necessary or provide any suitable alternative work. However, such dismissals should always be both procedurally and substantively fair.
57 Standard Bank of South Africa v Commission for Conciliation, Mediation and Arbitration 2008 4 BLLR 356 (LC) para 95-105 (hereafter Standard Bank).
58 Mouton 2008 www.ens.co.za.
59 Mouton 2008 www.ens.co.za.
60 Christianson "Disability Discrimination" 883.
61 Christianson "Disability Discrimination" 883.
62 Standard Bank of South Africa Ltd v CCMA 1998 6 BLLR 622 (LC).
63 Bollinger and Stover 1999 www.policyproject.com. See also Christianson "Disability Discrimination" 893.
64 Christianson 2004 ILJ 879.
65 Christianson "Disability Discrimination" 893. See also Swartz, Scheider and Gohleder "HIV/AIDS and Disability" 113, where it is argued that 'there is an urgent need to draw together the existing expertise in the overlap between HIV and Disability, and to consider carefully the priorities for research and action'.
66 Section 9(3) Constitution of the Republic of South Africa, 1996.
67 Standard Bank para 61.
68 See generally President of the Republic of South Africa v Hugo 1997 4 SA 1 (CC).
69 Standard Bank para 92.
70 Mouton 2008 www.ens.co.za.
71 American with Disabilities Act of 1990 42 USC § 12112 (b)(5)(A).


text:
SOUTHLAKE — The 43-year-old man who was gunned down in an apparent targeted assassination in Southlake Town Square was a married father of three teenagers who is believed to have practiced law in Mexico, the town police chief said today.
Juan Jesus Guerrero Chapa was shopping with his wife Wednesday evening in the hour before he was shot numerous times while sitting in the front passenger seat of his car.
Police Chief Steve Mylett said during a news conference that he could not confirm media reports that Chapa has worked for a Mexican drug cartel.
"I have not been able to confirm it through the federal sources that we have, and I'm not in position to make any formal statement on that," Mylett said.
The targeted shooting took just seconds, the chief said.
Chapa's wife was loading packages into the rear driver's side seat of their car about 6:45 p.m. when a man exited a rear door of another vehicle and shot Chapa. The gunman got back in the vehicle, and the driver fled the scene. Shortly after 4 p.m. Thursday, Southlake police released two still images of the gunman's vehicle, which was described as a white sport utility vehicle with champagne-colored trim at the bottom. The first three letters of the license plate may be "BHY," police said.
The slaying was captured on security video, but Mylett said the footage will not be released. Nine shell casings were found at the scene, though it's unclear how many times Chapa was hit. He died at Baylor Medical Center Grapevine.
"Obviously the nature of this homicide, the way that it was carried out indicates an organization that is trained to do this type of activity," Mylett said. "When you're dealing with individuals that operate on such a professional level, certainly caution forces me to have to lean towards that this is an organized criminal act."
The chief said Chapa's wife is under round-the-clock protection, which will continue indefinitely. The couple's three children are in their teens, he said.
"I do not believe there is any further threat to our community," the chief said.
Murders are extremely rare in Southlake, where the last homicide was reported in 1999.
"This could have happened in any community anywhere in Texas or anywhere else," the chief said. "This will continue to be a safe community and we will do everything in our power to make sure that we bring those responsible to justice.
Mylett said he has asked for assistance from the FBI, Drug Enforcement Administration and the Department of Homeland Security. Anyone with information should contact Southlake Police Det. Karl Moore with the at 817-748-8127.
Twenty or so cars were in an area cordoned off by police tape at the Town Square, an indication of how crowded the shopping area was at the time.
Brianna Norwood, 17, whose car was among those sealed off, said that her vehicle was parked next to the victim's and that she and her two friends had dropped off shopping bags in the car less than a minute before shots rang out.
Norwood said her group was walking to the Mi Cocina restaurant and didn't see the shooting. At first, she said, they didn't believe what they heard were gunshots.
"I haven't ever been near anything like that in my life, so it was unusual," Norwood said. She noted that children nearby witnessed the incident.
She said she thanked God that her group had decided to grab dinner instead of packing into the car.
Tom Fogarty, a former resident who was visiting from Boston with family members, said he was shocked when he heard the gunshots. He said they didn't "sound like they do on TV."
Shootings like Wednesday's don't happen in Southlake, he said.
"To come here and do this in broad daylight in front of people and children, it just had to be someone making a statement," he said.
Southlake resident Jacob Gullion said he saw the victim's car riddled with bullet holes. "This is freakin' in our own back yard," he said in disbelief.
The slaying is the first in years for the affluent suburb, which is in northeast Tarrant County and southern Denton County. In a recent Dallas Morning News review of North Texas' top suburban neighborhoods, Southlake was ranked No. 1. Among the criteria considered was safety from crime. The city's median home value is close to a half-million dollars.
City Council member Carolyn Morris was on the scene Wednesday night. Southlake "is a family place, a safe place," she said.
"We still feel very safe," said council member Pam Muller, who was also at the square.
Staff writers Tristan Hallman and Dave Lieber contributed to this report.

subset: commoncrawl


text:
Difference between revisions of "Talk:AUR helpers"
(→Reliable solver: re)
Actionless (talk | contribs)
(`Reliable solver` discussion)
|Line 89:
|Line 89:
::::[https://paste.xinu.at/Kn7s/] [https://paste.xinu.at/w7Gud/] -- [[User:Alad|Alad]] ([[User talk:Alad|talk]]) 18:23, 6 February 2018 (UTC)
::::[https://paste.xinu.at/Kn7s/] [https://paste.xinu.at/w7Gud/] -- [[User:Alad|Alad]] ([[User talk:Alad|talk]]) 18:23, 6 February 2018 (UTC)
Revision as of 21:14, 6 February 2018
-Sy on the command line), it has no place on this page or anywhere else on ArchWiki. No exceptions. -- Alad (talk) 09:37, 20 September 2015 (UTC)
Comparison table - build directory
Considering /tmp is mounted as tmpfs on Arch, and the potential downsides from building in RAM (running out of space), I think a column with the default build location for various helpers would be helpful.
The default values I've garnered so far, assuming TMPDIR is not set:
- aurutils: $XDG_CACHE_HOME
- pacaur: $XDG_CACHE_HOME (changed from /tmp, see [1])
- bauerbill: $PWD/build
- pkgbuilder: $PWD, /tmp when specified with -S
- packer: /tmp (TMPDIR)
- yaourt: /tmp (yaourtrc)
-- Alad (talk) 18:16, 1 April 2016 (UTC)
- Yes, this could be useful. Although you'd want not to use color here, since users that know what they're doing would prefer to use /tmp (or setting up BUILDDIR to /tmp). --Spyhawk (talk) 11:15, 3 April 2016 (UTC)
- +1. see also #Multi-thread support. --Indigo (talk) 11:33, 3 April 2016 (UTC)
- Well, while it does have benefits for some users, it's still a bad default. As you say though, this is easy enough to change either way, unlike any of the behaviour described in the other columns.
- We could leave out the colors, but mention the drawbacks/benefits in the "meanings" paragraph. -- Alad (talk) 13:35, 4 April 2016 (UTC)
- +1. see also #Multi-thread support. --Indigo (talk) 11:33, 3 April 2016 (UTC)
Multi-thread support
This also made me wonder if tools differentiate regarding multi-thread support (seems related, e.g. cower has a defaulted option for it). --Indigo (talk) 11:33, 3 April 2016 (UTC)
- AFAIK, besides cower, packer [2] and bauerbill (
download.shamongst others) have multiple threads. aurutils also uses aria2c for downloads, if that counts.
- The benefits of multiple threads are however not always clear:
- * by my understanding, cower uses multiple threads, but with one query per package [3] (compare against multiinfo).
- * More generally, tasks (like dependency solving) can be sped up by using different methods which need to be called less often
- * Building packages would almost always be done sequentially: dependencies have to be installed (resulting in pacman locks), and there's
- Regardless, there are some large differences in AUR helper speed (with bauerbill being ahead of the rest). But I'm not sure how to quantify this in the table ... -- Alad (talk) 12:31, 3 April 2016 (UTC)
- Multi-thread support doesn't necessarily mean the helper is better. In cower case, multi-thread support was implemented before multiinfo was available in the RPC interface, and as of today using multiinfo is less complex and faster than using multiple info threads. Since it is difficult to implement multiinfo support without an important rewrite, cower multithreading is more a drawback than an advantage.
- As for speed, it's indeed very hard to quantify in a meaningful manner. For example, pacaur dependency solver is slower than bauerbill's solver, but on the other hand it is designed to compute more stuff than other helpers up front in order to avoid bothering the user once the install process is started. --Spyhawk (talk) 13:42, 3 April 2016 (UTC)
- Interesting. Actually, I did not want to induce a "speed" column, rather the opposite. As you both say, always very difficult to choose a fairly universal/comparable benchmark, so "speed" as such is better be left out of comparison (as a column). If one wants to mention it, it might be useful to have a general remark at the top of the table, or somewhere else in the article, quoting some of the influencing factors you name; perhaps linking to (re -j) Makepkg#MAKEFLAGS and (re Skyhawk's remark above) Makepkg#Improving compile times. --Indigo (talk) 14:01, 3 April 2016 (UTC)
Unmaintained Aur Helpers
It seems my edit to adding the info about Pacaur being unmaintained was reverted. Are we not allowed to mark aur helpers as unmaintained? What is the proper way to go about letting users know that things like Pacaur are now unmaintained upstream?[4] —This unsigned comment is by Ase1590 (talk) 19:33, 18 December 2017. Please sign your posts with ~~~~!
- Unmaintained helpers are not a big deal since helpers should only be used by people who can solve their own problems (as indicated by the warning at the top of the article). However, if you can demonstrate that a helper actually stops working in a general sense, with no community interest to fix it, you can remove them from the article. (and file a request on AUR as well) -- Alad (talk) 18:43, 18 December 2017 (UTC)
- I would argue that an [unmaintained] tag would be helpful for quickly finding an AUR helper instead of having to futz around on github pages to see that it has not be updated in X amount of months/years and that it has been abandoned. I agree that if an aur helper actually broke due to some update, that it would be a candidate for removal from the AUR helper page. The whole point of wiki info is for at-glance quick info, otherwise, it'd be documentation and not a wiki. Ase1590 (talk) 18:59, 18 December 2017 (UTC)
- That brings other issues. First, you'd have to make a reasonable definition of "unmaintained". Should it be an official statement from the maintainer where he distances himself from the project? Should it be some fixed interval between commits? Should it be how upstream cares for outstanding issues? If you include the last two criteria, 90% of the AUR helpers on this page classifies as "unmaintained" and the value of the tag is lost.
- Second, the "unmaintained" information would have to be continually checked to keep the page factual, which for 23 helpers in AUR helpers#Build and search alone is hardly reasonable. Especially when you as the user already has a nice table at the bottom, which narrows down your choice to 3-4 projects (entries with all the green) already. -- Alad (talk) 19:14, 18 December 2017 (UTC)
- I think we can use your first definition of unmaintained as the formal definition for this page. The developer of Pacaur has made an official statement where he is distancing himself. As for the second point, the "continually checked" argument does not make sense for a wiki, as users are free to edit and update information whenever. All wiki pages can be subject to information rot, just look at some of the less common non-english pages in the arch wiki, which have in one instance in IRC displayed information about configuring arch prior to Systemd integration. Wikis stay up to date so long as other users contribute. Ase1590 (talk) 19:29, 18 December 2017 (UTC)
- It still makes no sense to me as it punishes projects for maintainers declaring them as unmaintained. Other projects could make no such announcement and be left in a far worse state, yet as they would not be marked as "unmaintained", would be prioritized in their consideration. (which again, is not deserved) -- Alad (talk) 19:32, 18 December 2017 (UTC)
- I suppose we could add a softer toned tag such as [project maintainer needed] that way this instead encourages people to pick it up upstream when reading. Formally abandoned packages are going to lose support over time anyway from social media like reddit and those subscribed to the project via things like github, and it can't be helped (especially if the package outright becomes broken/incompatible). Ase1590 (talk) 19:41, 18 December 2017 (UTC)
- That's a notion I can support. I'm not sure on the best format to add such a tag to the page. It seems out of place in the "Specificity" column of the comparison table (since it's not a feature of the project); on the other hand, it's more in plain view there and e.g. aura already mentions an aspect not strictly feature-related (the need for ArchHaskell). -- Alad (talk) 19:51, 18 December 2017 (UTC)
- After thinking about it, I think yours is best. Most attention will be focused on the table as you said earlier, so if the aim is to attract new contributers to a project then it makes most sense for it to be in the highest visibility area, which in this case is the comparison table -- 21:19, 18 December 2017 Ase1590
Reliable solver
https://aur.archlinux.org/packages/plasma-git-meta/ have some missing dependencies:
discover-git oxygen-git
Which other package can I use to test the criteria of being a reliable solver? Actionless (talk) 19:24, 5 February 2018 (UTC)
- Try plasma-desktop-git or ros-indigo-desktop. I tried testing it myself but couldn't since pkaur failed immediately with a python traceback. -- Alad (talk) 10:05, 5 February 2018 (UTC)
- `ros-indigo-desktop` failed because it depends on https://aur.archlinux.org/packages/ros-indigo-catkin/ which depends on `python2-catkin-pkg` (which provided by https://aur.archlinux.org/packages/python2-catkin_pkg/). However AUR RPC seems to be not supports search by Provides field:
- https://aur.archlinux.org/rpc/?v=5&type=search&arg=python2-catkin-pkg&by=name-desc
- https://aur.archlinux.org/rpc/?v=5&type=info&arg[]=python2-catkin-pkg
- For `plasma-desktop-git` i've got dependencies resolved (hopefully correctly):
- https://imgur.com/a/9dA5S however it's gonna build for month or so on my hardware. Mb there is some way to reproduce it with some simpler example? Actionless (talk) 19:24, 5 February 2018 (UTC)
- Also could you please upload the traceback somewhere? It's probably unrelated to resolving but still will be useful for me. Actionless (talk) 19:32, 5 February 2018 (UTC)
- thanks! and what is the output of `file /var/lib/pacman/sync/community.db`? i have idea how to fix that but first i am trying to understand if .db file is always gzip or its format could vary Actionless (talk) 21:14, 6 February 2018 (UTC)


text:
https://askleo.com/8145 #askleo #Malware
About Leo
Leo A. Notenboom has been playing with computers since he was required to take a programming class in 1976. An 18 year career as a programmer at Microsoft soon followed. After "retiring" in 2001, Leo started Ask Leo! in 2003 as a place for answers to common computer and technical questions. More about Leo.


text:
House to Vote TODAY!
Save Provider Taxes Now
Your Source for Talented LTC Professionals!
The Registered Nurse / RN job provides planning and delivery of direct and indirect patient care through the nursing process of Assessment, Planning, Intervention, and Evaluation. The Registered Nurse / RN develops nursing care plan in coordination with patient, family, and interdisciplinary staff as necessary. The RN / Registered Nurse will communicate changes in patient's clinical condition with Physicians, Nursing Supervisor/Manager, and co-workers as appropriate. the Registered Nurse / RN will also participate in discharge planning process.
Education: Graduation from an accredited Bachelors of Science in Nursing as Registered Nurse / RN or Associate Degree in Nursing or Nursing Diploma program as a Registered Nurse / RN.
Licenses/Certification: Current state licensure as Registered Nurse / RN. BCLS certification is required. ACLS preferred.
Experience: A Minimum six months as a Registered nurse / RN with Medical/Surgical experience in an acute care setting preferred.


text:
Absinthe continues to be a mystifying spirit, partly because of its scandalous history and the controversy surrounding its supposedly hallucinogenic properties.
Allegedly it was created as a medicinal elixir in the early 1790's by Dr. Pierre Ordinaire. It gained popularity after it was given to French troops to combat malaria. When they returned they brought it back to cafes, bars, and other establishments and its popularity exploded.
Driven by the prohibition and temperance movement, absinthe was demonized and associated with violent crime, ultimately leading to its ban in 1912 by the US Dept. of Agriculture. After 95 years, the ban was ultimately lifted, and the genuine absinthe was once again reauthorized for sale in the United States. Lucid became the first genuine absinthe made with real Grande Wormwood (Artemisia absinthium).
Lucid was developed in France by absinthe historian and distiller T.A. Breaux. It is distilled in the historic Combier Distellery in Saumur, in France's Loire Valley.
For the taste test I sampled it as it is traditionally prepared.
The aroma is powerful and enticing, with aromas of anise, indeterminate spices, a hint of mint and other herbs filling the air around the glass.
The taste is more subdued than the aroma would lead you to believe. The flavors of anise and fennel are the first to engulf your mouth. This is followed by notes of various herbs which are impossible to discern as they blend together in one herby and earthy flavor.
Lucid is available in 750 mL for $59.99 and 375 mL for $34.99.
I now offer some additional ways to enjoy absinthe besides the traditional method.
First up is the Asbinthe Frappe which is an easy method used to turn the classic drip method into a refreshing iced drink.
Absinthe Frappe
1.5 ozs Absinthe (Lucid)
.5 oz simple syrup
1.5 ozs club soda
1cup crushed ice
Build first 2 ingredients over crushed ice and top with club soda. Give a quick stir to incorporate.
This drink slowly changes over time as the ice melts adding more dilution to the drink. It starts off strong and cold before mellowing into a sweet and bubbly drink, perfect for those warm nights.
This drink has similar components to both the Ramos Gin Fizz and the Absinthe Frappè
Absinthe Suissesse
1.5 ozs Absinthe (Lucid)
.5 oz Orgeat Syrup
1 egg white or 1 oz of Pasteurized Egg Whites
1 dash or about 4-6 drops Orange Flower Water
2 ozs Half and Half
.5 cup crushed ice
Shake and strain with crushed ice and pour unstrained into a highball glass.
The egg white and cream give the drink a frothy milkshake like texture. The orgeat adds a sweet nutty flavor helping to round out the flavor of absinthe.
This upcoming drink is a wonderful introduction into the world of tiki drinks.
Test Pilot
1.5 ozs Jamaican Rum (Appleton Estate V/X)
.75 oz Light Puerto Rican Rum (Cruzan)
3 tsps of Cointreau
1/8 tsp of Absinthe
.5 oz Lime Juice
.5 oz Falernum
1 dash Angostura Bitters
1 cup crushed ice
Blend all ingredients together for 5 seconds then pour unstrained into a low ball glass. Top with more crushed ice. Garnish with a cherry.
I decided to use Cruzan rum instead of the light Puerto Rican Rum called for. Like most good tiki drinks, this drink is more than the sum of it's parts. Nevertheless the bitters and the absinthe are noticeable in the background lending subtle spicy and herbal notes. It is an expertly balanced drink with the sweetness in wonderful harmony with bite of the citrus and ginger.
The last cocktail is a creation by Stew Ellington.
Felix Swizzle
1 oz Dark Rum Rhum Barbancourt
1 oz Jamaican Rum (Appleton Estate)
.5 oz Falernum
.25 oz Absinthe (Lucid)
1 tsp Luxardo Maraschino Liqueur
1 oz Pineapple Juice
1 oz Lime Juice
.25 Simple Syrup
Build in an ice filled tiki mug or high ball glass and swizzle. Garnish with a paper umbrella and a straw
The original recipe does not call for the additional .25 oz of simple syrup but I felt that the drink needed because it was a little to tart for my taste. The absinthe adds a herbal depth with the maraschino adding a touch of it's characteristic funk.
Disclosure: This was a sample bottle that was shipped to me.
Don't forget to follow us on Twitter and Like us on Facebook.


text:
Wednesday, January 18, 2012
More Christmas in January!
11 comments:
I love your quilt and pillowcases! What is that fabric you used on the pillowcases, it's very interesting.
- January 18, 2012 at 5:38 AM
- Libby said...
Love them! They look so festive *S*
- January 18, 2012 at 6:54 AM
- Stephanie said...
Gorgeous together. Very rich and delicious Fruitcake--never thought I'd use the word "delicious" and "Fruitcake" in the same sentence but when it's fabric it's a different story. I'll be you can't wait for next Christmas.
- January 18, 2012 at 7:01 AM
- Lynn said...
This is just so inviting! The pictures looks like it could be in a magazine.
- January 18, 2012 at 7:19 AM
- Sharon said...
Looks great, I run out of steam when it comes to the pillow cases. Funny how I can make them for others but haven't made any for myself!
- January 18, 2012 at 10:22 AM
- Aunt 'Reen said...
Your pillowcases turned out wonderful! They look terrific against that beautiful quilt!
- January 18, 2012 at 10:32 AM
- Carrie P. said...
Good idea to make them while you have the quilt done and the fabric.
- January 18, 2012 at 1:57 PM
- Diane H said...
Your going to love having those ready to pull out for next Christmas season. Looks fantastic.
- January 18, 2012 at 2:20 PM
- Me and My Stitches said...
Your pillowcases look great with your new quilt. Perfect colors!
- January 18, 2012 at 7:33 PM
- Mary said...
How fun to have Christmas ready for next year. You are an inspiration, Candace!
- January 18, 2012 at 7:36 PM
- AnnieO said...
I'm loving the set! What a great idea to continue the holiday season into January--after all, it's never a bad thing to feel the joy :)
- January 18, 2012 at 8:37 PM


text: Mia Christopher lives and works in San Francisco, CA. Her vivacious paintings are executed in an intuitive manner with a wide variety of materials. Latex, glitter, eyeshadow and more are utilized to create luscious abstractions that immediately storm the viewer. Equal parts exuberant and grim, the dichotomy of her work derives from innermost feelings that are poured out to each surface as a way to communicate and promote personal exploration.


text:
Eureka Issue #3
|In 1948, Earth beat the odds and emerged victorious against its war with the flying saucers. Now, years later, a mysterious archeological find in the Belgian Congo threatens to revive that confrontation.
Brian Sutton and Mark Moore's new comic is out! The World Science Council starts their investigation into the possible discovery of a downed flying saucer. But other parties are also interested...
Own this item already? Write a review and share your thoughts.
Are you the publisher, manufacturer, artist, or author of this item? Add your comments to this item
If you have questions, need help, or would like to contact us,
please email or call (702) 291-8286 or fax (702) 537-2001.
Rabbit Valley® Comics, Furry since 1987.
Power by YoteTech7.8.42.yip. For something safe, fast, and reliable you can always trust a yote.
Copyright © 2000-2019 Rabbit Valley Inc. All rights reserved Use of these pages constitutes your agreement to our user policy.


text:
BEIJING (Reuters) - China is struggling to meet its 2011-2015 targets to reduce pollution, cut greenhouse gas growth and introduce cleaner sources of energy, a report submitted to the country's parliament said on Wednesday.
The report, which covers the 2011-2012 period, said faster-than-expected economic growth was to blame for China's failure to meet environmental targets ranging from energy use to nitrogen oxide emissions.
The state of China's environment has come into particular focus in 2013, with most major cities engulfed by hazardous smog during the course of the year, including Beijing in January and Shanghai earlier this month.
Desperate to head off growing public anger about the state of the country's air, water and soil, Beijing has promised to put an end to its "growth at all costs" economic model. It has already introduced new policies aimed at reining in polluting industries, cutting coal use and thinning traffic.
But the government report said China was already playing catch-up, the official Xinhua news agency reported.
China wants energy intensity - the amount of energy consumed per unit of gross domestic product (GDP) - to fall by 16 percent over 2011-2015, but it had dropped by just 5.54 percent by the end of last year.
Efforts to reduce the amount of carbon emissions per unit of GDP by 17 percent over the same period were also behind schedule, with the actual decline over 2011-2012 standing at just 6.6 percent.
China also aims to raise the share of non-fossil fuels in its total primary energy mix to 11.4 percent over the 2011-2015 period, but it had reached just 9.4 percent by the end of last year, up only 0.8 percentage points since 2010.
The slow progress made over 2011-2012 could put additional pressure on local governments to implement tougher measures against polluters, and even shut down energy-intensive industries like steel or cement.
At the end of 2010, northern China's Hebei and several other provinces ordered dozens of steel mills to close down in a last-ditch attempt to meet a binding 2006-2010 energy intensity target.
This month, several steel production facilities have already been temporarily closed in Hebei in order to cut pollution, and more closures are expected next year.
(Reporting by David Stanway; Editing by Ruth Pitchford)


text:
Solar Forward: A Community Energy Experiment
The mission of the Bureau of Planning and Sustainability (BPS) includes supporting innovation in the solar market and expanding Portlanders' access to the benefits and incentives available for solar electricity.
Solar Forward evolved from BPS's participation in US Department of Energy's Solar America Communities program from 2007-2013. A number of other cities in this network were experimenting with "community solar," an emerging concept around shared ownership of commercial- or utility-scale PV projects.
What Do We Mean By "Community Solar?"
At BPS, staff has always considered community solar to be about expanding access to solar energy for the majority of residents who are not able to install solar on their own rooftops because they rent or have large shade trees or have a roof that's not well oriented to the sun. Here's how BPS defined its objectives with respect to community solar in 2012:
- Make solar energy generation more accessible to Portland citizens for whom direct ownership of solar on their own roofs is not feasible.
- Provide opportunity for funding of solar energy in affordable increments.
- Demonstrate a model for community-supported solar in Oregon under current legal and regulatory conditions.
- Providing some return of benefits (in a manner compliant with Securities and Exchange Commission regulations) to community members who contribute funding for system construction costs.
More recently, "community-shared solar" has emerged as a specific term with a specific meaning. The core underpinning of community-shared solar is a credit on the participant's electric power bill that's proportional to the energy production or capacity they've purchased in the system.
This understanding of community-shared solar is shared and promoted by a wide range of stakeholders and market participants, including US DOE, NREL, IREC, Vote Solar and others.
Solar Forward Tested Community Interest in Crowdfunding Solar on Public Buildings
Regulatory and legal conditions in Oregon prevented BPS from launching a true community-shared solar project in 2013, when Solar Forward began. Solar Forward represented the best opportunity at the time to test community interest in funding a visible, locally-based renewable energy system that could be viewed as a community asset. Crowdfunding was a hot topic in 2011 and 2012, so it made sense to test this method of raising capital for project construction, in combination with grant funds and utility incentives.
In this regard, Solar Forward was a community energy project, but it should not be confused with community-shared solar projects taking places in other cities and states. Participants in Solar Forward made charitable contributions to fund the systems and there was no return of benefit for their participation. The City was precluded from offering any kind of financial return —- even the lump-sum return of capital after 5 years — due to legal requirements.
Solar Forward resulted in 30 kilowatts of installed capacity on three important community buildings. However, consumer response to Solar Forward was not as strong as hoped. As a result, the pilot effort has concluded and Solar Forward is no longer soliciting charitable donations. BPS's experience with Solar Forward has helped inform state policy discussions related to community-shared solar.


text:
Monday Accident Puts Mail SUV Upside Down in Lolo Creek [AUDIO]
An SUV driven by an unidentified postal carrier was involved in an accident that put the vehicle upside down in Lolo Creek on Monday afternoon.
Montana Highway Patrol trooper Adam Gane said the accident occurred when the Honda CR-V hit a rock in the road which flattened the right front tire, causing the vehicle to lose control and tip over the guardrail, down an embankment, and land upside down in Lolo Creek.
Gane said some passersby stopped and assisted the driver, who was wearing her seat belt, out of the vehicle and out of the creek.
She was taken to Missoula's St. Patrick Hospital with minor injuries. The people who rescued her were not injured, returned to their vehicles and drove away.
Montana Highway Patrol trooper Adam Gane


text:
28 September 2012 at 4.25pm | 23 Comments
Following a recent article in Time Out which mentioned the high price of coming to the Royal Opera House, we thought we'd take a look at the various ways that you can come to Covent Garden and see world class opera, ballet and music without having to break the bank, dispelling a few myths along the way:
True, opera and ballet can be expensive. This is due to the scale of the task of staging such art forms: the Royal Opera House is a large building, it has a resident ballet company, orchestra and chorus; employs a huge team of essential behind the scenes staff from technical to props to costume departments; and brings the finest international artists to perform in Covent Garden. That said, helped by the support of the Arts Council, Friends of Covent Garden and many other sponsors and philanthropists, it doesn't have to be expensive and it's easier than ever before to find tickets and events to suit tighter budgets.
At the Royal Opera House 40% of tickets to main stage productions are priced at £40 or less, considerably less than Premier League Football tickets can cost and for that price you get a full orchestra and some of the world's top opera singers and ballet dancers. Ticket prices needn't be expensive with opera seats starting at £4 and ballet at £5. In fact this season 175,000 tickets will be priced at £30 or below.
If you want the best seats in the house, prices can be easy on the wallet too; the top tickets for our upcoming triple bill featuring works by top British choreographic talent - Wayne McGregor, Christopher Wheeldon and Liam Scarlett - are priced at just £37.50 with opera-goers able to get the best seats for The Minotaur for £65. We also heavily subsidize tickets for some groups such as students, who have access to £10 Student Standby tickets, and newcomers who are able to attend our family-friendly Welcome Performances and other events.
For those who prefer their opera and ballet with a side order of popcorn, it's likely that wherever you are in the UK, you'll have a cinema showing live relays of our productions each month. Our Cinema Season starts on 23 October with a live relay of Swan Lake.
Subscribers to the adage that "the best things in life are free" are catered for too. Our annual trio of BP Summer Big Screen events beam opera and ballet live around the country and we also have regular Monday lunchtime recitals, free concerts by the stars of tomorrow - the Jette Parker Young Artists - and the annual Deloitte Ignite Festival of contemporary work. For those online, last Season we broadcast a whole day of behind the scenes access, talks and rehearsals via YouTube as part of Royal Ballet LIVE. So far, over one million have watched footage from the day.
So you see, seeing world class work at the Royal Opera House needn't cost the earth; a visit to the ROH can be cheap or expensive, but it is an experience open to everyone.


text:
<- Back
Best reasons to order from www.dreadspullen.nl
The top-5 reasons why you could decide to order from www.dreadspullen.nl:
1. A huge selection
Dreadspullen have over 1000 products for dreads, piercings and also lots of other products.
2. Crystal clear shipping costs
The website automatically calculates shipping costs, based on weight, the type of shipment (envelope or box) and the country you live in. You can see the shipping costs already as you add products to you shopping cart. And in case you do belong to the 1% where the website is wrong, we will contact you and you can cancel the order without problems (which you can do anyway, as long as it has not been shipped yet). Curious about our shipping costs? Take a look here: Shipping.
3. Discount for loyal customers
Once you've ordered for 30 euro worth of products, you will automatically receive a discount on every order. You start with 1% product discount and this will increase to 10%! When you place your first order, you create an account. The only thing you need to do, is use the same account every time you order. In case you've changed your email address or you have moved, you can simply edit your account data and continue enjoying your discount. All information about the loyal customer discount: Loyal customer discount
4. No minimum order quantity
At www.dreadspullen.nl we do not have a minimum order quantity. If you wish to buy 1 bead for 0,05 euro, then that is fine with us! Obviously you will relatively pay more for shipping, but the website already shows you exactly how much we charge for shipping, before you checkout.
5. Personal wishlist
With your account of www.dreadspullen.nl you can add products to your wishlist. This way you can take a look around and decide later which products you would like to buy. From your wishlist you can easily add products to your cart. Your account also allows you to upload photos (see photos from customers here: Customers' photos), see the status of your order and subscribe to the newsletter.
|Contact | Guest book | Newsletter | Terms of purchase | Privacy policy | About Dreadspullen © 2006-2018 Dreadspullen (powered by Dre@dcat)


text: Thank you for writing... > With 2000+ nodes you should definitely look at remote power control, and > remote serial console access. Have it already in place with remote monitoring as well. > Also you might think of separate install servers for each (say) 500 > machines. Mirror them up to each other of course. We currently have 5 kickstart servers (one web server), the kickstart file is dynamically altered to reflect the assigned server. > Its unlikely that you would ever reboot 2000 machines at once, but think > ahead to (say) quick power on following a power cut. We have had to do that during a couple of Hurricanes last year and power outages. We actually have complete startup and shutdown procedures that are well tested now. > I would hazard that any DHCP/PXE type install server would struggle with > 2000 requests (yes- you arrange the power switching and/or reboots to > stagger at N second intervals). There are a few modifications you have to make to increase the number of bootps before it fails. So now to figure out my next step. I will need local space for logs and data/temp data files. ____________________________________________________________________________________ Any questions? Get answers on any topic at www.Answers.yahoo.com. Try it now.


text:
View selfemployed Singles in Carnation
By clicking continue, I agree to receive transactional and promotional emails from Match.com. I understand that I am free to withdraw consent at any time.
By using our site, you agree to the Match.com Terms of Use.
The Evergreen State of Washington. We are a Washington personals site making your online dating experience the best. We have several examples of Match.com successes in your very own Carnation, Washington. Tired of being single? Your dating choices are endless with thousands of exciting Carnation singles available online.
Beacon Hill, Beaux Arts, Bellevue, Bothell, Brier, Capitol One, Clyde Hill, Columbia, Duvall, Fall City, Gold Bar, Hobart, Hunts Point, Index, Issaquah, Juanita, Kenmore, Kirkland, Lake City, Lake Forest Park, Maple Valley, Medina, Mercer Island, Mill Creek, Monroe, Newcastle, North Bend, North City, Northgate, Preston, Ravensdale, Redmond, Renton, Sammamish, Snoqualmie, Startup, Sultan, University, Woodinville, Yarrow Point view all states »
Asian , Black , Catholic , Christian , Divorced , Free Online Dating, Gay Singles, Gay Dating, Jewish , Lesbian Singles, Single Parents, view all communities »


text:
There's a free webinar this Wednesday, "What's New at FamilySearch", a presentation by Devin Ashby, a Community Advocate for FamilySearch. There's a new look at FamilySearch.org, but also new opportunities to share photos and stories, new learning videos and more.
April 24, 2013, 2:00pm Eastern; 11 am Pacific
More Details & Registration
If you can't watch this live, the recording will be available for free at www.FamilyTreeWebinars.com
FamilySearch indexers have hit the billion mark! One billion records have now been indexed and arbitrated. See the FamilySearch blog for more about this.
For all the upcoming genealogy webinars, chats, Google Hangouts, etc., see the GeneaWebinars site, a central spot for related genealogical educational opportunities.


text:
Imprint & Data Protection
Back to the overview
exhibition gallery
Press Release
Barbara Köhler
Galerie m Bochum has been working with the German poet Barbara Köhler (b. 1959 in Burgstädt) for many years. The installation "light" is her first solo exhibition, on view at the gallery from July 24 to September 19, 2015.
A line of silver-gray text encircles the room and articulates the core theme of the exhibit in the form of two questions:
The thematic springboard for this language-based installation is light, "perhaps one of the most difficult phenomena to describe," as Barbara Köhler remarks in a statement. She brings in the theory of relativity and quantum physics here: "Light quanta (photons) can behave both like waves and like particles, forms that we usually regard as mutually exclusive – and thus the phenomenon of light precludes us from treating them as mutually exclusive."
She transposes this insight to the field of language in order to shed new light on it, so to speak.
Köhler draws here on the lexical ambiguity of the word "light," which can mean both the visible phenomenon (Licht in German) and lightweight or easy (leicht). Thus, she alludes to a linear understanding of language, one that seeks clarity. At the same time, she highlights the many possible aspects of a word, which give rise to a variety of perspectives and lead to a complex overall picture.
As an artist, Köhler also approaches light and color in terms of representation. On the wall, which is dominated by three blocks of text, the poet deepens the discussion of light and our perception of it by using words and phrases like DARKFRAME, SCHWARZE KUNST (black art), LICHTBILDER (light-pictures, or photographs), WORTSCHATTEN (word shadow/s), EIGENGRAU (intrinsic gray) and then transitioning to WEISS (white / know) as UNFARBE (non-color), which according to the additive principle of color mixing emerges from the primary colors: FARBE UND FARBEN ZUZU/GEBEN BIS EINE UNFARBE ALLE ENT/HÄLT AUS IHNEN ENTSTEHT (color and adding colors/until one non-color contains them all/emerges from them). It is precisely this idea that mirrors Köhler's understanding of language, which does not assume only one manifestation but instead implies a spectrum of meanings, grammatical functions, and material aspects of words.
Barbara Köhler uses language as an autonomous medium. When reading her texts, the question of the right way to read them poses itself again and again. Versatile expressive possibilities and interpretations, and the associated flexibility, characterize her formulations. She frees language from grammatical conventions, one-dimensional readings and traditional contexts, creating new signification spaces, new text and sound pictures.


text:
VIVIENDA LUJO BCN is a company specialized in selling design charming properties in Barcelona. Our vision and uniqueness is to find products at market prices and accessible to everyone. Our selected real estate properties are medium-high level.
We are specialized in Barcelona, area Eixample right and eixample left, Sarria, Bonanova, Gracia, Galvany, Sagrada Familia.
Our service is not only selling the property, is to help the client on all aspects of the real estate transaction . We help you to resolve in your favor all aspects of the selling.
Visit our web : http://www.viviendalujobcn.com and we are sure that you find the real estate properties that you are looking for.


text:
COLUMBIA -- Students who rely on the Department of Veterans Affairs GI Bill would get a break on tuition in South Carolina, if one state lawmaker has his way.
Legislation introduced in December proposes that independent or eligible dependent residents who use any form of the GI Bill in any way to pay for their post-secondary education or training be eligible for in-state tuition rates.
The sponsor of the the legislation, S. 93, is Sen. Tom Young, R-Aiken, who could not be reached Monday.
If the bill became law, it would come with costs, however.
If enacted, universities statewide are estimated to suffer a $7 million loss in revenue they would have otherwise collected.
The Commission on Higher Education polled the state's institutions and found the minimum costs to be $70,000, and the maximum to be $1.7 million.
But the commission said potential revenue hits could grow exponentially, because the number of veterans using their GI Bill benefits or those conferring the benefits to a dependent child, according to a fiscal impact statement from the State Budget Division.
The GI Bill pays up to a limit, based on the highest cost of attendance for in-state students, which is now at $18,022 annually, according to the Feb. 18 fiscal impact statement.
South Carolina is home to 413,000 veterans, according to the S.C. State Office of Veterans' Affairs.


text:
The History is the Patient telling us the Diagnosis, The Physical Examination is the Body telling us the Diagnosis.
Saturday, March 31, 2012
Posted by Yong Chuan at 3:53 PM 1 comments
Sleeping a little too much?
Thursday, September 15, 2011
Posted by Yong Chuan at 2:59 AM 0 comments
Causes of 3 figure ESR
Friday, July 8, 2011
Posted by Yong Chuan at 8:54 PM 2 comments
Tuesday, April 26, 2011
8 year old boy presented with arthralgia, abdominal pain, maculopapular rashes and renal impairment.
Posted by Yong Chuan at 5:35 AM 1 comments
Friday, April 15, 2011
Posted by Yong Chuan at 8:15 PM 0 comments
Monday, February 21, 2011
Courtesy of Dr Fadzli, Endocrine MO
Posted by Yong Chuan at 10:30 PM 2 comments
Liver Atlas and Casebook
Wednesday, January 5, 2011
Was browsing through the book collection in the HDOK library and came across this book titled "Liver Atlas and Casebook" edited by our very Malaysian Director General of health, Dr Ismail Merican himself. I highly recommend this book for students like me out there as it highlights important concepts pertaining to the diagnosis and management of common diseases that affect one of the largest organs in our human body- the liver. On the other hand, this book compiles a number of complex cases, which were managed by the highly specialised team in our very own hepato-biliary excellence centre- Selayang hospital. Overall rating of 8/10 with high resolution pictures of specimens for an in depth understanding of the pathology of most liver diseases. Some of the important facts that I've gathered after finishing ¾ of the book.
- The text book triphasic CT characterisation of HCC
Arterial enhancement as HCC derives its blood supply from the hepatic arterial circulation
Complete venous washout
- HCC usually causes thrombosis of the portal vein and its branches. Jaundice is not a common presenting feature of HCC.
- Diagnosis of HCC rarely depends on liver biopsy due to potential tumour dissemination that may convert a resectable lesion into a non resectable disease.
- Among the common presentations of HCC is abdominal pain/discomfort usually felt as a dull sensation, awareness of abdominal mass/constitutional symptoms of appetite and weight loss. Jaundice and ascites develop in later stages of the disease, when present contraindicates surgery.
- Serum AFP may be normal in up to a third of patients with HCC
- Text book CT characterisation of FNH(Focal Nodular Hyperplasia)
Hyperdense vascular enhancement with central hypodensity (stellate scar)
- FNH usually does not require intervention unless patient is symptomatic/ uncertain and suspicious for malignancy
- The most common benign liver lesion-hepatic haemangioma that is usually picked up incidentally.
- Leptospirosis is caused by "Leptospira Icterohaemorrhagiae". Rats are common source of human infection. It can also infect cattle shoes and swine. Incubation period takes about 10 days (average)
- Adolf Weil was the first person to document this disease and thus severe form of leptospirosis is also called Weil Syndrome.
- Jaundice and haemorrhagic manifestation are not uncommon, hence the name "Icterohaemorrhagiae"
- The leptospires, directly/through immune mechanism damage blood vessels, cause centrilobular necrosis of the liver, renal tubular dysfunction by causing interstitial nephritis and acute tubular necrosis. Diagnosis is based on serology with 1:800 being diagnostic.
- Liver abscess usually shows up as a hypoechoic area with some debris within it. ( On ultrasonography)
- K.Pneumonia has emerged as one of the most common pathogen responsible for liver absvess
- Metastatic infections are commonly seen in patients with K.Pneumoniae liver abscess. They are
Septic Pulmonary embolism
Pulmonary abscesses
Cerebral abscesses
Purulent meningitis
Otitis media
Prostate abscess
Psoas muscle abscess
- In a patient with abscesses in multiple sites, K.Pneumonia infection should always be considered as a possible cause
- Polycystic disease of the liver is a benign condition which usually presents as an incidental finding or abdominal discomfort/pain/mass
- Occasionally an infected cyst would present with pain and fever
- In a patient with abscesses in multiple sites, K.Pneumonia infection should always be considered as a possible cause
- Polycystic disease of the liver is a benign condition which usually presents as an incidental finding or abdominal discomfort/pain/mass
- Occasionally an infected cyst would present with pain and fever
Posted by Yong Chuan at 9:18 PM 0 comments


text:
NFL Commissioner Roger Goodell called Deacon Jones, who died Monday at age 74, an "icon among icons." Even among the greatest football players of all time, Jones stood out.
"He was the inspirational leader of our Hall of Famers," Pro Football Hall of Fame vice president Joe Horrigan told NFL Network's "NFL AM" on Tuesday. "I emphasize that. Every year, Deacon would come back and talk to the new class of Hall of Famers coming in. And he would talk about the obligation and what it meant to be a Hall of Famer."
There are all-time great players at each position, and there are all-time greats at any position. Jones falls into the latter category. He changed the game on the field and then helped guide future greats. (Just listen to Hall of Fame defensive end Bruce Smith get emotional in the video above.)
The NFL didn't record sacks before the 1980s, but the Rams say Jones had three 20-sack seasons. Jarrett Bell of USA Today notes that Jones would have had 26 sacks in 1967, which still would be a record. And he would have done it in just 14 games.
"I could do things on the football field that probably haven't haven't been done since," Jones once told NFL Films.
Those of us who never saw Jones play know him as a fascinating orator and keeper of the NFL flame. The best way to honor him following his passing is to listen to his words and those around him who knew him best. The NFL Films video below is a great start. His words on inventing the term quarterback "sack" and playing while hurt are priceless.
Jones' incredible Hall of Fame speech from 1980, deliciously delivered in the third person, starts out this way: "Violence in its many forms is an involuntary quest for identity. When our identity is in danger, we feel certain that we have a mandate for war."
And later in the speech: "Early in life, I learned that all life is a purposeful struggle," he said.
That purpose was evident in everything Jones did. May he rest in peace.
Follow Gregg Rosenthal on Twitter @greggrosenthal.


text:
Carrie Underwood's CMA Awards 2011 Dresses
Carrie Underwood dazzled viewers as the co-host of last night's CMA Awards 2011, but it wasn't just her humor, wit and beauty that made her striking. In just three hours time, the 'Before He Cheats' hitmaker modeled a heap of costume changes, switching her dress at least at every commercial break (we counted nine dresses in all).
Given that Ms. Underwood is the pinnacle of fashion in the country world, it only made sense for us to put together a gallery of pictures showcasing her different looks from the big awards show. The CMAs brought us classy Carrie in black and fresh Carrie in white, but also swanky in gold, cloaked in green and girly in multiple pink ensembles — even a floral! We certainly can't pick a favorite outfit, but one thing we do know for sure: Boy, did she ever make fellow host Brad Paisley look boring!
Let us know which version of Carrie Underwood from the CMA Awards 2011 you like best!


text:
While searching for waves, the crew documents what would be threatened if the Northern Gateway tar sands oil pipeline is built.
Trevor Gordon, Dan Malloy, Peter DevriesWatch Trailer
|Groundswell is director Chris Malloy's short film follow-up to 180' SOUTH. Surfers Dan Malloy, Trevor Gordon and Pete Devries set sail on a 68 foot sailboat guided by the Raincoast Conservation Foundation into British Columbia's Great Bear Rainforest where a pipeline and oil tanker proposal looms. The team explores waves and a rainforest full of life while learning of the potential irreversible consequences of this project from local First Nations leaders. Groundswell beautifully and profoundly captures the spirit of this wild place and the passion of the Heiltsuk people who are committed to protecting it.
Profits from the sale of this film are being donated to Raincoast Conservation Foundation.
|Surfing Documentaries, Environmental Message, Surfing Movies with taste of Adventure, Boat Trip
|Trevor Gordon, Dan Malloy, Peter Devries
|Chris Malloy
|Woodshed Films
|not rated
|Running Time
|22 minutes
|Audio Language
|English | Stereo
|Download Resolution
|HD | 1280x720 (706.53 MB) SD | 848x480 (305.16 MB)
|Streaming Resolution
|HD | 1920x1080
|Additional Features
|Chapter Markers
When you buy a video, your viewing rights do not expire. You can watch a purchased video as many times as you would like once downloaded to your computer. Unlimited Watch Now streaming from your My Video Library is included with every purchase. You can also download and transfer a video you own to portable devices (iPad/iPhone/iPod) for offline viewing.
When rented, the viewing period for this video starts immediately upon purchase and will automatically expire after 72 hours. Rentals are viewed using Watch Now streaming. Rentals are not downloadable and cannot be transferred to portable devices. A constant internet connection is required during viewing.
Watch Now $0.00
This title and over 800 others are eligible for free Watch Now streaming with a Premium membership. Learn more about our Premium Membership
This allows you to pick a movie, episode or complete season to be given as a gift to a lucky recipient. You have the option to deliver the gift via email or printing a certificate on your own printer. Learn more about our Gift Options


text:
There's something wrong with our currencies
Our currencies keep loosing their value. It seems we are all paying an inflation tax.
Different kind on inflation (or deflation) forces exist, like productivity, cost of raw materials (driven by supply and demand), and creating new money.
The classic case to disprove that our currencies loose its value is to point to the significant drop in the price of electronics and computers. This however is caused by gigantic increases in productivity and decreases in the cost of production and transportation. These counter the decreasing value of our currencies and produce a net decrease in price.
If you look at the total amount of interest that is due globally it is clear that this amount can never be repaid with the current money supply. And the total amount of interest due grows steadily every year. Its an exponential growth that seems bound to collapse since it requires perpetual creation of new money.
Why does every currency seem to be affected by this inflation, and how can it be fixed?
Your vote matters — help decide the future of education innovation
Upvote/downvote each of the videos below!
As you vote, keep in mind that we are looking for a winner with the most engaging social venture pitch - an idea you would want to invest in.
Lumina Foundation and Big Think have partnered to bring this entrepreneurial competition to life, and we hope you'll participate! We have narrowed down the competition to four finalists and will be announcing an audience's choice award and a judges' choice award in May.
The creator of the winning video — chosen by Big Think's audience, the Lumina Foundation, and an independent panel of experts (bios below) — will be flown to New York for a taping in the Big Think studio as a way to further promote their vision for a new, disruptive idea in post-secondary education.
Thank you to all of the contestants who spent time submitting applications, and best of luck to our final four competitors.
Finalist: Greater Commons - Todd McLeod
Greater Commons, founded by Todd McLeod and Andrew Cull, is an organization that helps people live happier, more successful and fulfilling lives through agile learning. The current education system is inefficient and exclusionary, in which many students who end up earning a degree, if at all, enter a career not related to their field of study. Greater Commons solves this problem and gap in post-high school secondary education in a variety of ways. Passionately and diligently, Great Commons helps others obtain skills, knowledge, wisdom, motivation, and inspiration so that they may live better lives.
Finalist: PeerFoward - Keith Frome
PeerForward is an organization dedicated to increasing the education and career success rates of students in low-income schools and communities by mobilizing the power of positive peer influence. PeerForward works with partner schools to select influential students as a part of a team, systemizing the "peer effect." Research in the fields of sociology of schools, social-emotional learning, adult-youth partnerships, and civic education demonstrates that students can have a positive effect on the academic outcomes of their peers. PeerForward is unique through its systemic solutions to post-secondary education.
Finalist: Cogniss - Leon Young
Cogniss combines technology and best practice knowledge to enable anyone to innovate and share solutions that advance lifelong learning. Cogniss is the only platform to integrate neuroscience, through which it solves the problem of access by providing a low-code platform that enables both developers and non-developers to build sophisticated education apps fast, and at a much lower cost. It addresses the uneven quality of edtech solutions by embedding research-based learning design into its software. App creators can choose from a rich set of artificial intelligence, game, social and data analytics, and gamification to build their perfect customized solution.
Finalist: Practera - Nikki James
Practera's mission is to create a world where everyone can learn through experience. Today's workplaces are increasingly dynamic and diverse, however, costly and time-consuming experiential learning is not always able to offer the right opportunities at scale. Many students graduate without developing the essential skills for their chosen career. Practera's team of educators and technologists see this problem as an opportunity to transform the educational experience landscape, through a CPL pedagogical framework and opportunities to apply students' strengths through active feedback.
Thank you to our judges!
Our expert judges are Lorna Davis, Dan Rosensweig, and Stuart Yasgur.
Lorna Davis is the Senior Advisor to Danone CEO and is a Global Ambassador for the B Corp movement. Lorna has now joined B-Lab, the non-for-profit that supports the B Corporation movement on an assignment to support the journey of large multi nationals on the path to using business as a force of good.
Dan Rosensweig joined Chegg in 2010 with a vision for transforming the popular textbook rental service into a leading provider of digital learning services for high school and college students. As Chairman and CEO of Chegg, Dan commits the company to fulfilling its mission of putting students first and helping them save time, save money and get smarter.
Stuart Yasgur leads Ashoka's Social Financial Services globally. At Ashoka, Stuart works with others to initiate efforts that have mobilized more than $500 million in funding for social entrepreneurs, engaged the G20 through the Toronto, Seoul and Los Cabos summits and helped form partnerships with leading financial institutions and corporations.
Again, thank you to our incredible expert judges.
- Beethovan and Picasso are the perfect examples for mastering the creative process.
- Behind each of their works are countless studies and sketches.
- The lesson? Never erase anything, keep iterating, and find new paths to familiar destinations.
'Upstreamism': Your zip code affects your health as much as genetics
Upstreamism advocate Rishi Manchanda calls us to understand health not as a "personal responsibility" but a "common good."
- Upstreamism tasks health care professionals to combat unhealthy social and cultural influences that exist outside — or upstream — of medical facilities.
- Patients from low-income neighborhoods are most at risk of negative health impacts.
- Thankfully, health care professionals are not alone. Upstreamism is increasingly part of our cultural consciousness.
Meet the Bajau sea nomads — they can reportedly hold their breath for 13 minutes
The Bajau people's nomadic lifestyle has given them remarkable adaptions, enabling them to stay underwater for unbelievable periods of time. Their lifestyle, however, is quickly disappearing.
- The Bajau people travel in small flotillas throughout the Phillipines, Malaysia, and Indonesia, hunting fish underwater for food.
- Over the years, practicing this lifestyle has given the Bajau unique adaptations to swimming underwater. Many find it straightforward to dive up to 13 minutes 200 feet below the surface of the ocean.
- Unfortunately, many disparate factors are erasing the traditional Bajau way of life.
SMARTER FASTER trademarks owned by The Big Think, Inc. All rights reserved.