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The wave of targeted attacks from China on Google, Adobe, and more than 20 other U.S. companies, which has led the search giant to consider closing its doors in China and no longer censor search results there, began with end users at the victim organizations getting duped by convincing spear-phishing messages with poisoned attachments.
Google and Adobe both revealed last night that they were hit by these attacks, which appear to be aimed mainly at stealing intellectual property, including source code from the victim companies, security experts say.
So far, the other victim companies have yet to come forward and say who they are, but some could go public later this week. Microsoft, for one, appears to be in the clear: "We have no indication that any of our mail properties have been compromised," a Microsoft spokesperson said in a statement issued today.
Google, meanwhile, first discovered in mid-December that it had been hit by a targeted attack out of China that resulted in the theft of some of its intellectual property. The attackers' primary goal was to access the Gmail accounts of Chinese human rights activists, according to Google: "Based on our investigation to date we believe their attack did not achieve that objective. Only two Gmail accounts appear to have been accessed, and that activity was limited to account information (such as the date the account was created) and subject line, rather than the content of emails themselves," said David Drummond, senior vice president of corporate development and chief legal officer at Google, in a blog post. Google discovered that at least 20 other large companies from the Internet, finance, technology, media, and chemical industries also had been hit by the attack, he said.
iDefense says the attacks were primarily going after source code from many of the victim firms, and that the attackers were working on behalf of or in the employment of officials for the Chinese government. "Two independent, anonymous iDefense sources in the defense contracting and intelligence consulting community confirmed that both the source IPs and drop server of the attack correspond to a single foreign entity consisting either of agents of the Chinese state or proxies thereof," iDefense said in a summary it has issued on the attacks.
Eli Jellenc, head of international cyberintelligence for iDefense, which is working with some of the victim companies, says on average the attacks had been under way for nearly a month at those companies.
One source close to the investigation says this brand of targeted attack has actually been going on for about three years against U.S. companies and government agencies, involving some 10 different groups in China consisting of some 150,000 trained cyber-attackers.
The attacks on Google, Adobe, and others started with spear-phishing email messages with infected attachments, some PDFs, and some Office documents that lured users within the victim companies, including Google, to open what appeared to be documents from people they knew. The documents then ran code that infected their machines, and the attackers got remote access to those organizations via the infected systems.
Interestingly, the attackers used different malware payloads among the victims. "This is a pretty marked jump in sophistication," iDefense's Jellenc says. "That level of planning is unprecedented."
Mikko Hypponen, chief research officer at F-Secure, says a PDF file emailed to key people in the targeted companies started the attacks. "Once opened, the PDF exploited Adobe Reader with a zero-day vulnerability, which was patched today, and dropped a back-door [Trojan] that connected outbound from the infected machine back to the attackers," Hypponen says. That then gave the attackers full access to the infected machine as well as anywhere the user's machine went within his or her network, he says.
Other experts with knowledge of the attacks say it wasn't just PDFs, but Excel spreadsheets and other types of files employed as malicious attachments. The malware used in the attacks was custom-developed, they say, based on zero-day flaws, and investigators were able to match any "fingerprints" in the various versions of malware used in the attacks and determine that they were related.
The attackers didn't cast a wide spam net to get their victims like a typical botnet or spam campaign. Sources with knowledge of the attacks say the attackers instead started out with "good intelligence" that helped them gather the appropriate names and email addresses they used in the email attacks. "The state sponsorship may not be financial, but it is backed with intelligence," says one source. "What we're seeing is a blending of intelligence work plus malicious cyberattacks."
iDefense's Jellenc says the attackers were able to successfully steal valuable intellectual property from several of the victim companies.


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Final Fantasy XI: Treasures of Aht Urhgan
PlayStation 2
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Final Fantasy XI is the first cross-platform, cross-continent massively multi-player online role-playing game in the world. With the release of this third expansion, players will uncover the legends surrounding the Aht Urghan Empire. With new jobs, including the highly requested Blue Mage and Corsair, additional areas to explore, and powerful new monsters, Treasures of Aht Urhgan expands the world of Vana'diel making it an even livelier place to visit.
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I'm Already Looking for Rocktober
According to some of the experts, it sounds like they are already predicting the Rockies to not only make it to the World Series, but to take it as well. Hands down, no hesitation, I want the Rockies to make it to the World Series, I believe they can, and yes, I want them to take it, I believe they can too. However, when it comes to experts and their predictions, I tend to be one of those people who doesn't like to count their chickens… or… eggs? Count their eggs before… their chickens lay them…? Whatever, you know what I mean.
When we look at spring training and regular season, we're looking at two very different ballgames (haha, yeah, I did just make that joke). I don't honestly think you can make any assumption before you see a regular season game played. I mean, why do you think the Cubs always say, "this is our year" before the season starts (that was mean… but true… but still mean)? If you recall the beginning of the Rockies' 2009 season, no one would have predicted them to go anywhere, and look at what they did.
Now, like I said, I believe the Rockies can make it to the World Series; I'll hope for that every year. But there are a lot of factors that are going to contribute to the success of this team as well as ones that raise questions.
No doubt the Rockies have an incredible lineup filled with young guys who have shown they can play the game. Carlos Gonzalez and Dexter Fowler are going to continue to produce. They're young, talented, and well on their way to becoming five tool players. Gonzalez did some incredible things in winter ball this past season and Fowler has continued to work on his game. Not only that, but the dangerous, defensive combination of these two significantly shrinks the outfield. Todd Helton, despite his age, can also produce hits. While he's no longer in his prime, the important thing is that he can still play the game and has the passion to do so as well. A lot of stress will also be taken off his shoulders with Jason Giambi as a back up, and Melvin Mora able to cover first. I've also really liked what I've seen of Brad Eldred this spring training, I think he could play an important role later in the season. Troy Tulowitzki, well, no questions asked, he's one of the best – young and an elite force on the team.
The Rockies, undoubtedly, may have the best bench in the history of this team. This includes Giambi, Ryan Spilborghs, and Seth Smith. All three can come up with big hits, especially Smith. He was an immense force for the Rockies and came up as a pinch hitter, an incredibly important role. I'll be honest that I never knew too much about Melvin Mora or Miguel Olivo. While I still don't know much about Olivio, I like what I've seen with Mora. The epitome of a utility player, third base, short stop, second base, and the entire outfield.
Here's where the Rockies are going to run into some problems. The first and biggest problem is our closer Huston Street has found his way to the DL. Although he hopes for a return on May 1, the Rockies trainer isn't making any promises. This means that the Rockies need a replacement, with Franklin Morales, Manny Corpas, and Matt Belisle in the running. I'm not big on any of these options, but one has to be chosen. Franklin Morales acted as a sub last season when Street went to the DL, and while his performance managed to get the job done, I just didn't feel comfortable seeing the ball given to him in the ninth. Manny Corpas needs to get back to his 2007 self if he wants to be a really, truly viable option; however, he could also be considered as a set up man for games. Matt Belisle could also be an option if a few righties are coming up to bat.
Jeff Francis is also heading to the 15 day DL. While he hasn't made a pitch in a major leaguegame since September 18 of 2009, I was excited to see him start. I really trust Jim Tracy and if he had Francis in spot number two of the rotation, then I was going to let it ride. I am, however, very excited to see the potential of Greg Smith. When we acquired Street, Gonzalez, and Smith in the trade for Holliday, I knew we had to be getting a good deal. That paid off as far as Street and Gonzalez; and while I've wanted to see Smith make his debut with the Rockies, it has yet to happen. We'll see how things go.
Here's what could make the Rockies dangerous: discipline. They need discipline at the plate, discipline in commanding pitches and focusing on the pitch at hand rather than worrying about the runner, and discipline when it comes to stealing bases. That will make the Rockies a truly threatening team for this upcoming season.


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Dear To Her Credit,
Continue Reading Below
What are my rights when a debt collector keeps robodialing from a blocked phone number? Once I picked up the phone, and they identified the debt by trying to give me my name and address and the bank the debt was from. While the information was true, I told them I will not ever give information out on the phone to verify it or to say I know about the debt.
They will not stop calling every 30 minutes, seven days a week, all day from 8 in the morning until 9 at night. I told them not to call, but they said they will not stop calling until the debt is collected. I finally hung up on them.
What can I do?
- Tania
Dear Tania,
How long have they been calling you seven days a week? I'd have changed my number or unplugged the phone by now if I couldn't find any other way to stop them! Robocallers, or computers that call day after day until you finally break down and answer the phone, make me crazy. Fortunately, there are other ways you can stop them from calling.
You're on the right track by not giving information or verifying your debt. You even told them to stop calling, which you have every right to do.
The law -- actually, multiple laws, including the Fair Debt Collection Practices Act and the Telephone Consumer Protection Ac -- are on your side. In part due to past abuses by overeager debt collectors, they limit the permitted activities of debt collectors. To take advantage of their provisions, follow these steps:
1. First, start keeping a log of the phone calls. Keep a notebook by the phone, and write down the time every time you see a call from that number. If your state law allows it, consider recording the call.
2. Answer the phone, and ask them for the company name and address. Tell them to contact you only by mail from now on.
3. Draft and send a letter by certified mail to request validation of the debt. You say they know your name, address and the name of your bank. That doesn't prove anything. Your name and address are all over the Internet, on everything from online white pages to public land records to those unbelievably nosey data aggregation sites.
The fact that they told you the name of the bank doesn't prove anything. They could be guessing. There are only so many banks in a given area, and with their method of operating, they can afford to keep trying until they guess right.
If they send you some kind of validation by mail, you have to determine if it's legitimate. It must be very specific. An approximate balance is not good enough -- mortgages can be found in public records or they can guess at it by the value of your home. They should be able to tell you what you have paid recently and show copies of recent statements. They should also show proof that the debt has been assigned to them and by whom.
4. If they keep calling after you tell them to stop, they are breaking the law. The Federal Trade Commission offers an online list of what a debt collector can and cannot do legally, and details the steps you can take to make collectors live up to the law. You can contact the FTC and file a complaint. Although the FTC does not pursue complaints, it does keep a database of complaints that it uses to detect patterns of wrongdoing, according to its website. If you want to pursue this further, consider hiring a consumer law attorney. Many will give you a free consultation, and if they believe you can prove your case, they will attempt to collect from the caller.
Follow these steps, and soon you should be enjoying the sound of silence instead of the ring of the robocaller. Take care!
See related: Debt collectors seek right to robocall cellphones


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The kingly Steve Tillotson brings us Banal Pig's Royal Assortment in time for Saturday's fair!
"Ding Ding! Here's the cover to my new comic, the 18th banal pig publication, created especially for the 5th Leeds Alternative Comics Fair next weekend (or specifically, the top half of the front cover of the comic- there's a comic on the bottom half). The comic is 8 big, full colour pages and was originally planned just to be a vehicle for my I, Yeti story, but I have expanded it to include a previously unseen story called Vampire Weekend and two full page strips that are slightly tweaked versions of comics that have been printed in other anthologies. It will be a limited edition so if they all sell at LACF5, that'll be it. Get in touch though if you can't make it and you'd like one reserving."
Friend of LACF, Gareth Brookes, will be selling Christmas editions of Man Man. Here he is, demonstrating a copy:
Isn't he sweet? Come and give him a hug on Saturday.
And the incomparable Andy Sykes presents his new Hexjibber Anti-Revision Book! I have beheld it. It is very, very good.
"The Hexjibber Anti Revision Book is for people who want to creatively procrastinate, slack off in style and waste time productively. It's guaranteed to be 100% free of educational value! All the activities inside are based on the most common subjects you would study at School, College or University.
No matter what kind of work you are avoiding, this book has an activity for you! They range from colouring in, drawing challenges, quizzes and puzzles! Pick from English, Maths, Science, History, Geography, Art, Design, P.E., Business Studies, Life Skills and many more. So, open the book up and get ready to wrong your brain up, with some Anti Revision!"
I can highly recommend anything from these boys. Please come along and have a look. Maybe even pick up a copy for that unique Christmas present! Ideal for anyone who likes a laff.
It's gonna be another fun event. And some of us are sacrificing valuable Chrimbo shopping time! So make it worth our while by saying hello! Plus I will be waggling my camera around and hopefully putting together a little documentary of the day!
– Hugh


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Northern Calif. woman sentenced to life for torturing fiancé's daughter while he was in prison
SACRAMENTO, Calif. – A Northern California woman who burned, whipped and brutalized her fiancé's daughter while he was in prison has been convicted of torture and sentenced to life behind bars.
The Sacramento Bee reports (http://bit.ly/18ExSZD ) the judge sentenced 37-year-old Duewa Lee immediately following her conviction by a jury Thursday on 11 felony counts.
Lee received an indeterminate life term on the torture conviction, plus another nine years for the other counts related to the abuses endured by the girl.
The girl was 12 at the time of the abuse and is now 14. She told jurors that over several months Lee burned her with an iron and hot spatulas, threw her down stairs, refused to let her eat, smashed her head into a window and forced her to stand for hours with her arms and one leg raised.
Information from: The Sacramento Bee, http://www.sacbee.com


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Tuuli cotton fabric white, black
Maija Isola´s Tuuli heavyweight cotton fabric from 1971 is based on a photograph she took in Paris. Isola lived in Paris over several stints in the late 1960s and spent hours wandering through the parks or reading on the grass. In one park, she photographed a tree that held special meaning for her. This photo was developed into the Tuuli fabric.
Size infoFabric width (cm): 146 Repeat = length of pattern (cm): 98Material and care
Main Material: 100 % Cotton
CKXLQOtherPattern: Tuuli Pattern Designer: Maija ja Kristina Isola Designer: Maija ja Kristina Isola Color: white, black Made in: Finland Product code: 065193 Color ID: 190


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HIV Home Testing: More Problem Than Solution
By Jeannie Wraight
May 29, 2012
This article was cross-posted from HIVhaven.com.
Take a moment and think back to when you tested positive for HIV. What was your initial reaction? What went through your head? For most of us it was sheer panic. "What now?" is usually one of the first questions that comes to mind.
Many people go on drinking binges, drug runs and/or get extremely depressed after finding out we have HIV. Now think about what it would have been like to receive the diagnosis at home, without support to assure us that a positive result didn't mean the end of our lives.
This will be the case for many if the FDA approves OraSure's OraQuick In-Home HIV Test. The Blood Products Advisory Committee (BPAC) has already recommended the FDA do just that. The FDA usually follows the recommendations of its committees.
The whole idea behind an at-home HIV test is to give people access and options to HIV testing for those who don't want to go to a test center. But we already have that option and have since 1996 with the Home Access HIV test. The Home Access HIV test requires a drop of blood to be sent to a lab. The results are given over the phone by a trained professional. This test maintains a 98.98% accuracy rate and provides people who don't want to be tested at a clinic or HIV test site an option, but also provides mandatory counseling to access the results.
When talking about HIV home test kits, it's important to remember that we're not just talking about its appropriateness in the United States. Governments all over the world historically base their decisions on what should be approved and what shouldn't, on the FDA's decisions. Other governments will and are following the FDA's lead on HIV home tests. Uganda has already said they will also approve the OraQuick HIV home tests based on the BPAC's recommendation.
This scares the hell out of me. The possibilities for abuse in countries like Uganda are endless. We put up the news every day on my website and debate whether or not to put up some of the stories we find from Uganda and other African and Asian countries as many are just too horrible. This is a country where people are still killed for being HIV positive. It's not uncommon for people with HIV to be ostracized, beat and/or thrown out of their homes and villages. Women are often not treated with respect and are abused physically and mentally. Some men blame their HIV infection on their wives, even though the husbands are usually the ones who have been unfaithful. Is it so ridiculous to believe that people will be forced to take an HIV test against their will if it's readily available? The only saving grace in this situation is that the test may be too expensive for many.
We can say that the FDA has to do what's right for citizens of the United States and any backlash in other countries if they follow the FDA are unfortunate but a consequence we can't control. I say bullshit! People with HIV are people with HIV -- no matter where they live. It is those that don't have the advantages we have in the U.S. that we should be protecting and advocating for the most! They must be considered in the decision to support or fight the OraQuick HIV home test.
When you're tested, you have someone there to put things in perspective. With the lack of HIV education out there, this really is essential. Alone many people not familiar with HIV will think:
When you're tested for HIV in a clinic or testing center, you have a trained professional to assure you that HIV is not a death sentence and there are medications that can keep you healthy. They can make it clear that there are ways to have safe sex and sex isn't something you have to give up. A pre and post test counselor will explain that there's a huge support system of people living with HIV. There's also help with telling family and friends. They explain that you don't have to tell anyone you're not comfortable telling, except your partner. A counselor will also help a person who just tested positive to recognize what the next steps are, including a confirmatory test and an appointment at an HIV clinic.
Pre and post test counseling is mandatory not optional, for reasons. One of which is to give hope during a moment of despair. We all know there's the possibility that some people will take their life after an HIV diagnosis. Mandatory pre and post test counseling helps make suicide less probable by providing a clear perspective.
OraSure's answer to the counseling issue is an optional 24/7 hotline. Really, it's just not good enough. Who knows if people will even read the package insert with the hotline info. Even if they do read the insert, most people who will take the test at home will do so because they don't want to interact with someone else during the process.
Then of course we have the accuracy issue. The OraSure rapid HIV home test would produce one false negative result for every 13 true positive tests. The test would produce one false positive result for every 3,750 true negative tests. People who test negative will believe they are negative and may not feel the need to use protection.
Will everyone who takes the test take the time to fully read the box and package insert to determine whether they are in the 'window period' before a positive result shows up? Again, more people who will believe it is safe for them to have unprotected sex.
What's to stop an employer from demanding an HIV test under the guise of it being a drug test. Or someone testing another person's DNA. A quick swab of the mouth isn't hard to get from someone who's asleep.
If you agree that the OraQuick In-Home HIV Test should not be approved by the FDA, please visit and like our page on Facebook -- Stop the FDA Approval of the Do-It-Yourself Home HIV Test Kit. A petition to the FDA and a letter to the Ugandan government will be posted shortly. Please check for other updates and help us stop this test from being approved by the FDA.
Testing and diagnosis of a life-threatening illness should be done by a trained professional!!!
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Hints and Allegations
Jeannie Wraight
Jeannie Wraight (known as Jeannie Gibbs before her marriage in April 2011!) has been an AIDS treatment activist for over 14 years. She was a longtime member of ACT UP New York and has participated in countless demonstrations and actions. She has attended over 75 HIV conferences around the world and writes for several HIV publications. Ms. Wraight has sat on many advisory boards as well as the Board of Directors of Health People, an AIDS service organization in the South Bronx, New York. She lives with her partner in the Bronx, where she works on her Web site HIVhaven.com and advocates for novel HIV therapies and nutritional supplements for people with HIV/AIDS. She is also an animal rescuer.
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December 29, 2015 - Moving On: A Blog Entry by Jeannie Wraight
November 17, 2015 - Desperate Measures: The Fight for ATC, a New NRTI to Treat Multidrug-Resistant HIV -- A Blog Entry by Jeannie Wraight
September 28, 2013 - How Many People Have Been Cured of HIV? A Blog Entry by Jeannie Wraight
January 10, 2013 - Being HIV+ with an HIV- Partner Comes With Some Challenges: A Blog Entry by Jeannie Wraight
November 20, 2012 - The War Room: A Blog Entry by Jeannie Wraight
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Looking for a box that will allow me to retard timing based on boost. I know there are boxes from SplitSecond and MSD that will do this. However, I was looking for alternatives other than these. Any help/input appreciated.
why do you need an alternative...go MSD for sure.
There are two main reasons...Originally Posted by ChevelleRyan
First, the MSD boxes are big and ugly. Since I'm trying to maintain some semblence of "stock" under the hood, I was hoping for something small and understated.
Second, this will be for an M70 V12 Twin Turbo which is basically two six cylinders that share a crank. Because of this, size is even more important as there will be two of everything under the hood. Space is at a premium so the MSD Boost Timing Master units have already been ruled out.
Why not get your factory DME tuned by somebody?
I never liked the idea of external timing control devices on ECUs. External adjustments to get the fuel right is bad enough, but adding on another layer of the timing. Ends up making the engines just feel "lumpy" since the total timing isn't smooth and linear as you build boost from a low vacuum.
John where have you been. How are things glad to see you posting.
996WHP 2.8 and going nowhere fast
. e36 4Dr with A/C and leather seats in U.S.
www.bmwturbo328.com email@example.com
The reasoning is not so simple, actually. To begin, there are three separate ECU's that controll the V12 engine. There are two DME's (one for each bank of six cylinders) plus an EML that coordinates and synchronizes the actions of the two DME's. The problem lies in that the EML has several code bugs - - one of which prevents WOT operations at anything under ~4200 RPM's.Originally Posted by Def
I've disassembled the EML code in hopes to correct this bug. However, in the meantime, I wanted to experiment with a couple of different piggyback units - the possibilities of which I am exploring in this thread. Once I'm finished "playing", my plan is to use the fuel/spark mods from these piggyback controllers to modify the maps within the DME's themselves - - thus eliminating the piggyback units from the equation. In short, it's a learning exercise.
Back now. Just haven't participated on the board much lately. Removed my turbo manifolds in order to have a pattern made - - this, in hopes that other 850 owners will be able to build twin turbo setups of their own. The jig/pattern should be completed in the next few weeks afterwhich I can re-assemble the car and return it to its previous daily driver status.Originally Posted by card counter
Still hoping to connect with some of the other DC-Area boost junkies in the near future. Rgds...
dont forget that boost and timing should also take into consideration TPS!
Thanks. Actually the box I'm currently using allows me to A)retard timing up to 20 degrees and B)increase/decrease fuel. Both fuel and spark can be modified based on a matrix of RPM and MAP.Originally Posted by bähnstormer
The purpose of this post is to see what other products can do this sort of thing. Again, a learning exercise. Rgds...
sorry for bringing old thread back up but what box did you end up using?
Go check on a Bipes ACU. Alot of the Miata guys use them. I had one on my last turbo Miata. Seems to work and well proven. Not to mention low cost.
Retards timing per boost.
Just go to the Miata.net forum and search for it.
Gary Gray
If you can take it apart you can make it faster!
I also used a J&S box on my 535is turbo. Its an active knock sensor that reatards timing. Dinan used them for years. My J&S box saved the 535is twice..Both overboost situations. Once when the boost control failed and I got a 16psi spike. And once when the wastegate signal line came off at a track.
They work great and you can get dual sensor set ups. Not sure how it would work on a 850 since it essentially has two ecu's.
Gary Gray
If you can take it apart you can make it faster!


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Oracle Chases Red Hat Release Cycle
If imitation is the sincerest form of flattery, than Red Hat should be flattered by Oracle Linux. That's not likely case on the Linux Planet, as Red Hat pushes forward with its own agenda and revenue even as Oracle updates its own Linux.
1. Red Hat Revenues Continue to Grow
When it comes to pure-play Linux companies, no one is bigger than Red Hat. This week, Red Hat reported its third-quarter revenue for its fiscal 2012 quarter ending November 30, 2011. For the quarter, the company reported 23 percent year-over-year revenue growth with $290 million. Red Hat's net income was reported at $38.2 million, up from $26.0 million last year.
"Red Hat continues to benefit from enterprise customers that are seeking to leverage their IT infrastructure to drive significant productivity gains and agility across their organizations," Jim Whitehurst, president and chief executive officer of Red Hat, said in a statement. "The combination of strong sales execution, market demand and market share gains contributed to organic billings and revenue growth of 23 percent for the quarter."
2. Red Hat Enterprise Linux 5.8
The Red Hat Enterprise Linux (RHEL) product line is a key driver for the business. Although Red Hat released RHEL 6.0 in November 2010, it still supports RHEL 5.x users and will for many years to come.
This past week, the commitment to RHEL 5.x was demonstrated with the beta release of RHEL 5.8. The new release includes improvements to power management as well as both KVM and Xen virtualization.
"RHEL 5 is still getting development features, so it's definitely not the end of the road for RHEL 5," Tim Burke, vice president of Linux Engineering at Red Hat, said. "Remember we have a 10-year product lifecycle. At this point, RHEL 5 is only four years old, so we still have a long runway left for RHEL 5."
3. Oracle Linux 6.2
The current leading edge of RHEL releases is the 6.2 branch. Red Hat released RHEL 6.2on December 7, providing new cgroups resource control features.
Just over a week later, Oracle released its RHEL-based Linux release, Oracle Linux 6.2. Oracle Linux 6.2 differs from the RHEL 6.2 release in a few key areas, most notably the kernel. Oracle uses its Unbreakable Linux Kernel (kernel-uek) and provides additional support for the OCFS2 (Oracle Cluster Filesystem).
Oracle isn't the only RHEL clone in the market, but it is without a doubt the fastest to market. Scientific Linux and CentOS, the other two popular RHEL clones, to date have not yet released their versions of RHEL 6.2
4. Linux 3.2 RC6
Work continues to move forward on the Linux 3.2 kernel, with a release expected soon.
"We're at -rc6 now, and while I can see myself doing an -rc7, I probably won't do an -rc8 unless something bad pops up," Linus Torvalds wrote. "There doesn't seem to be any real reason to drag out this release any more, and we'll probably have the real 3.2 around new years."
5. Firefox 9 Released
Firefox 9 makes use of something known as Type Inferences, which helps to boost performance by as much as 30 percent.
On the developer side, there is also support for chunked XHR (XML over Htttp Requests). Chunked XHR enables Ajax requests to be loaded in "chunks," which streamlines page and application loading.
Sean Michael Kerner is a senior editor at InternetNews.com, the news service of the IT Business Edge Network, the network for technology professionals.


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Share, discuss, and plan ideas for IYC 2011
Want to post your own idea or comment?
To post an idea or add a comment, you need to be part of the IYC network. Please log in or sign up now.
Join the IYC Network
This forum is all about sharing your ideas and plans for celebrating IYC 2011. Ideas are just ideas! They might lead to nothing more or they might bloom into something exciting – up to you! You can just post simple suggestions, you can start a discussion and seek comments, or you can post a request for collaboration with other members of the IYC network. You can also just browse and search the forum to see what others are thinking about and add your comments.
Ready to turn your ideas into action? If so, switch to the Activities section and submit your plan for consideration.
One Million IMPACTING Two Hundred Million Collaboration Sydney Kloppers | added on Dec 02, 2011 This project is focusing on the further development of NATURAL SCIENCE & CHEMISTRY in junior and high schools in developing nations around the World over the next 10 years at least, and we have called the project "One Million IMPACTING Two Hundred Million"!!
Honoring Clara Immerwahr: a heroine of chemistry and humanity Collaboration Pierre Waithe | added on Nov 30, 2011 Clara Immerwahr is a German chemist who took a lone but courageous stand against her nation and her infamous husband/rival, famed chemist Fritz Haber in opposition to chemical warfare during World War One.
A solution for plastics Collaboration Yedhu Krishnan | added on Nov 10, 2011 All the problems and health hazards caused by plastics should be taken to the minds of people ,especially to the youngster in a manner that they could get inspire to solve this burning issue and save our earth.they should be aware of its dangers so that they can invent a solution...
A Night of Chemistry Carols Collaboration Squid Bait | added on Nov 10, 2011 Gather friends and family for the season finale of the International Year of Chemistry. Email firstname.lastname@example.com for songlist
Chemistry club in every school Collaboration Mohamed wessim Mahouachi | added on Nov 04, 2011 Every child in this earth has the right to know that chemistry is very imporatnt in our daily life and it's very useful


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Joan Ulmer Bretschneider, 69, a nursing administrator and a longtime advocate for quality patient care, died Dec. 14 at her home in Germantown.
Mrs. Bretschneider retired in 2008 as director of education and lifelong learning at the Hospital of the University of Pennsylvania. At her retirement the hospital established the Joan Bretschneider Award for Nursing Excellence given to a nurse who exemplified great leadership practice in working with patients and physicians.
Earlier she had worked for 18 years as a nursing administrator at Jefferson University Hospital in charge of all departments relating to women and children. While at Jefferson, she initiated health services outreach to the Chinatown community.
She had worked at community hospitals before becoming a professor of nursing at Villanova University.
Throughout her career Mrs. Bretschneider was a champion for women and breast feeding, especially among low-income mothers, and a longtime supporter and board member of the Maternity Care Coalition.
She also was an advocate for closer collaboration between physicians and nurses to improve patient care. She helped both Penn and Jefferson achieve so-called "magnet" status for the quality nursing care provided to patients.
Two years ago, she traveled to Botswana to train nurses there in leadership.
Born in Atlantic City, N.J., she attended Holy Spirit High School in Absecon, where she later served as school nurse and met her future husband. She received her RN from Fitzgerald Mercy Hospital in Darby, a master's degree from the University of Pennsylvania and a doctorate in health education from Temple University.
Along with her husband, Bud, Mrs. Bretschneider was active at St. Vincent de Paul Church in Germantown, which recently merged with two other Germantown Catholic parishes. She also served on the board of the regional DePaul Catholic Elementary School.
In addition to her husband, she is survived by a son, Martin; a daughter, Pilar Yeakel; a sister, Eileen Wertz, and five grandchildren.
A Mass of Resurrection was held Dec. 17 at St. Vincent de Paul Church in Germantown. Memorial donations may be made to the DePaul Catholic School, 44 W. Logan St., Philadelphia, PA 19144. – WF


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Correct, Travel Expert!
Dubbed the Rose City for the color of the stone it is carved out of, Petra is located in southern Jordan. And it just so happens to be a port of ours. Since its rediscovery by Swiss explorer Johann Ludwig Burckhardt in 1812, the site has been featured in several television shows and movies, including "Indiana Jones and the Last Crusade." Book the 17-Night Petra & Eilat Voyage that departs 12-May, 2017, so you can don your favorite fedora and explore like Indiana with our Petra, The Rose Red Desert City Azamara Shore Excursions experience.


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Jeffco will have to wait until the end of the year before it can see an Army Corps of Engineers report on the proposed expansion of Chatfield Reservoir.
The controversial expansion would raise the reservoir by 12 feet and flood 600 acres to help meet the area's rising water needs. The corps' report was originally due at the end of 2012 but was delayed due to the extensive public comment on the project.
Monique Farmer, a senior spokeswoman for the corps, confirmed that the public unleashed a barrage of opinions about the plan.
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Asian Pacific American Heritage Month in May
May is Asian Pacific American Heritage Month, a time when many communities, federal agencies, students and others in the U.S. hold various events to celebrate the accomplishments and contributions Asian Pacific Americans have made in America.
Who are Asian Pacific Americans?
How did Asian Pacific American Heritage Month come about?
A Brief History of Asian Pacific Americans
Asian Pacific Americans Today
Celebrating Asian Pacific American Contributions
Resource to Learn More About Asian Pacific American History & Culture
Who are Asian Pacific Americans?
Asian Pacific American is a political term that attempts to give expression to cultural, linguistic and ethnic diversity while recognizing common historical experiences in American history. Asian Pacific Americans include many ethnic groups with diverse backgrounds, histories, languages and cultures. The significance of this month can only be understood by recognizing the progression and convergence of the many diverse groups that make up the Asian Pacific American community, which includes Chinese Americans, Japanese Americans, Korean Americans, Vietnamese Americans, Asian Indian Americans, Filipino Americans, Cambodian Americans, Hmong Americans, Laotian Americans, Hawaiian Americans, Samoan Americans and Thai Americans, to name a few. The month of May is set aside to celebrate the collective accomplishments of these communities.
How did Asian Pacific American Heritage Month come about?
The official celebration of Asian Pacific American Heritage Month has been years in the making. Here's a timeline of some key events:
A Brief History of Asian Pacific Americans
While many believe Americans of Asian and Pacific Islander ancestry are the newest immigrant population and many have come in more recent years, the first Asians actually settled in the bayous of Louisiana in the mid-1700s. Asian Pacific Americans share common struggles throughout their histories in America, including racial prejudice and discriminatory laws against them. Since the histories of Asian Pacific Americans are very diverse and complex, we can only provide a brief overview of some of their journeys to America. Please see the resources listed below for more in-depth accounts.
Chinese Americans
Chinese began to emigrate to Hawaii in the early 1800s in search of sandalwood, a prized furniture-making wood. From 1853 to 1898, 46,000 Chinese came to Hawaii as contract laborers to work on pineapple and sugarcane plantations. Most of these laborers went with the intention of returning to China when their contracts were up, but many stayed, opening businesses and developing relationships with the native Hawaiians. Earlier, in January 1848, gold was discovered near San Francisco.
By 1852, 20,000 Chinese immigrants had arrived in California in search of gold, fully intending to return to China with their new riches. However, many never returned, because many never got those riches. With the mines depleted, Chinese went to work in agriculture, landfill and irrigation-system construction, and transcontinental railroad construction. During this time, nearly all of the Chinese emigrants who came to the United States came from the Guangdong (Kwangtung) Province of southern China. Its distance from the ruling city of Beijing allowed these Chinese to escape a country that imposed the death penalty on those who tried to emigrate, a law from the Manchus, who had ruled China under the Qing (Ching) dynasty since 1644. This ban was not lifted in China until 1868, but rebellious Chinese left long before that to flee the famine, government corruption and high taxation that plagued China.
Most of the emigrants in the mid-1800s were poor laborers who left to earn enough money to be able to return to China and buy land. Many were also merchants, who found themselves losing money to foreigners after Britain and other foreign merchants gained control of trading. However, Chinese immigrants in the U.S. faced more struggles, namely racism and discriminatory laws against them. In 1882, Congress passed the Chinese Exclusion Act, which prohibited the immigration of Chinese laborers. This law, the first time in American history that immigration restrictions were aimed at one ethnic group, was extended until 1943, when Congress lifted the ban in the midst of World War II. At the time of the repeal, as many as 40,000 foreign-born Chinese lived in the U.S., and they were now eligible to become citizens.
In 1945, after the war was over, Congress passed the War Brides Act, which allowed wives and children of U.S. servicemen to immigrate regardless of the limit of 105 Chinese immigrants per year. As a result, 7,000 Chinese women immigrated as war brides between 1946 and 1953. President Lyndon Johnson signed The Immigration and Nationality Act of 1965 and raised the annual quota of Chinese immigrants to 20,000. Chinese immigrated to the U.S. in droves, to study, to join their families, or to practice their professions. Discriminatory practices by real estate agents and homeowners prompted Chinatowns to develop, especially in San Francisco, New York and Seattle.
While most Chinese provided the labor for fishing, canning and laundry businesses, some became doctors, entrepreneurs, clergy and other high-status professionals. In fact, between 1966 and 1975, nearly half of all Chinese immigrants were professionals, managers, and technical workers. Today, Chinese Americans are a significant part of business, government, and many other areas.
Japanese Americans
Japanese first came to America in 1868, when they were "labornapped" to work on Hawaii sugar plantations. They were promptly summoned back by the Japanese government when it was discovered that the Japanese farmers were being mistreated. In 1882, the Meiji Restoration lifted Japan's previous ban on emigration, and many Japanese returned to Hawaii to work on sugar plantations in the hopes of earning more money. They also traveled to the mainland to fill the void of decreasing Chinese labor after the Chinese Exclusion Act of 1882.
All in all, around 380,000 Japanese left for Hawaii and the U.S. between 1885 and 1925. The Japanese call this first-generation of immigrants "Issei." Many Issei went to the Pacific Northwest where the fishing and timber industry needed labor. Japanese immigrants included more women, unlike the Chinese, so families could be started. Some came with their husbands, others arrived as "picture brides," met by unknown future husbands once they arrived in America. Their children, the second generation, are called "Nisei." Independent Japanese were successful farmers, but alien land legislation passed in 1920 and 1923 deprived them of the right to lease or purchase land.
Then, the Immigration Act of 1924 virtually ceased the flow of Japanese immigration, but those already in America became educated and began to get jobs. However, when Japan attacked Pearl Harbor on December 7, 1941, anti-Japanese sentiment led President Franklin Roosevelt to sign a document entitled "Executive Order 9066." This document gave Issei and Nisei only ten days to sell their businesses, homes and belongings, after which 120,000 Japanese-Americans would be rounded up into holding areas and shipped to "relocation centers." These centers were in desolate parts of America, and some families were separated in the process. Conditions were terrible, with five to eight people living in bare, 20 X 25 foot rooms with no privacy, bad food, and harsh weather. They were freed starting in 1943, but most had many difficulties restarting their lives. Finally, in 1988, many of those who had been incarcerated and were still living received cash payments for America's treatment of them when Congress voted to publicly apologize to Japanese-Americans.
Filipino Americans
Filipinos arrived in the U.S. as early as 1587, when eight Filipinos were recorded to have traveled on a Spanish ship to visit the coast of what is now known as California. Filipinos began to actually settle in the U.S. in 1763, when Filipino seamen, called Manilamen, jumped ship off New Orleans, Louisiana and settled in the bayous.
In 1898, when the Spanish-American War broke out, the Philippines became involved when the U.S. attacked the Spanish fleet in Manila Bay. The U.S. promised to help the Filipinos achieve independence, but when the war was over, Filipinos were stunned as the Philippines was given up by the Spanish only to become a colony of the U.S. In 1899 they began a bloody rebellion against the U.S. troops, which claimed the lives of 200,000 Filipinos over the next three years. Some Americans were outraged, and the war with the Philippines became as controversial as the Vietnam War would be 70 years later. In the end, the Philippines lost their struggle for independence.
President William McKinley recognized the injustice of the U.S. going back on its word to the Filipinos, so he decided to pave the road toward Philippine independence by establishing government and education systems in the Philippines based on American models.From these education systems came the first of a great wave of Filipino immigrants.
From 1903-1910, Filipino students called pensionados arrived in the U.S. to live with host families and to study at American high schools and universities. At the same time, Filipino laborers were recruited by the Hawaii Sugar Planters Association to cut sugarcane in the Hawaiian territory. They were needed because the Chinese and Japanese laborers the association had been importing had been forbidden to immigrate by new U.S. laws. Spurred by the stories of wealth gained by other Filipinos in Hawaii, many Filipinos tried their hands at working in America, mostly in agriculture. Then, on December 8, 1941, the Japanese attacked the Philippines, and the U.S. and the Philippines joined forces to fight off the Japanese occupation.
By the end of the war, the Philippines was a devastated country. Overwhelmed and too pained to stay, many Filipinos immigrated to the U.S., as they were eligible to become U.S. citizens by virtue of their induction into the United States Army during the war. Many Filipinas who had worked for resistance during the war fell in love with American servicemen and became war brides, leaving the Philippines behind for a new life in the U.S.
In 1965, President Lyndon Johnson signed the Immigration and Nationality Act, which raised the annual quota of Filipino immigrants to 20,000 per year. Many immigrants were professionals seeking further education and higher salaries. Others emigrated to escape political unrest, particularly because of Ferdinand Marcos. presidency of corruption and violence. While Filipinos did have opportunities in the U.S., they also faced racial prejudice and discrimination, including Anti-Filipino movements. However, they endured and are today some of the wealthiest and most educated Americans.
Korean Americans
From 1910 to 1945, Japan occupied Korea and started a campaign to wipe out Korean culture by ordering Koreans to speak Japanese, worship at Shinto shrines and adopt Japanese names. Koreans looked for a way to escape Japanese control, and Hawaiian plantation owners were looking for another labor force after the Chinese Exclusion Act of 1882 halted Chinese labor.
The plantation owners feared that the remaining Japanese laborers would join forces in protest, so they targeted Koreans in 1903 for their animosity towards Japanese and to undercut growing Japanese power. Koreans were recruited to Hawaii under the same conditions as the Japanese, 11,000 making their way by 1905.
Horrific working conditions prompted Japanese, who were responsible for overseeing the treatment of Koreans, to halt Korean emigration in 1905. By 1907, approximately 1,000 Koreans migrated from Hawaii to California, Utah, Colorado and Wyoming, where they worked on copper and coal mines. When Japan signed the Gentlemen's Agreement with the U.S. in 1908, they agreed to restrict emigration of Japanese and Koreans.
From 1910 to 1924, Japan allowed only Korean wives and around 1,000 "picture brides" to emigrate to the U.S. With the Immigration Act of 1924, Korean immigration ceased and did not start again until after WWII. The largest flow of Korean immigration to America came after the Korean War, when American GIs brought home war brides (the first legal Korean immigrants after 1924) and Korean students came to American universities.
The Hart-Celler Act of 1965, signed by President Lyndon B. Johnson, raised the quota for immigrants from each of the countries in the Eastern Hemisphere to 20,000 per year. As a result, about 299,000 Koreans came to America between 1965 and 1980, many of them skilled laborers and professionals. The lure of American education, economic opportunity, the threat of communist North Korea, and political actions by the South Korean government prompted many to start new lives in America.
Vietnamese Americans
Before the end of the Vietnam War, there were about 15,000 Vietnamese living in the U.S., most of them students or wives of American servicemen.
After the war, Southeast Asians came to America to take refuge in the wake of the Communist victory, the first wave coming shortly before the fall of Saigon in 1975. Most of the Vietnamese figured the relocation was temporary, and that the U.S. would send troops to overthrow the Communists, allowing the South Vietnamese to go back. However, that overthrow never occurred, and Vietnamese stayed in the U.S. to become permanent residents.
Within a few years, accounts of tens of thousands of Vietnamese people fleeing over oceans in makeshift boats flooded the news. The United Nations took action to provide a legal means to emigrate, thus slowing the flow of the boat people. This response to the boat people also led to The Refugee Act of 1980, which set the number of refugees who could be accepted into the country each year.
Along with Cambodian and Laotian immigrants, these refugees formed the largest short-term immigration of people ever to the United States. Between 1975 and 1985, 100,000 Southeast Asians a year came to America. By 1985, 643,200 Vietnamese refugees lived in the United States. Then, in 1987, Congress passed the Amerasian Homecoming Act to bring Amerasians born in Southeast Asia to the United States. One of the few stipulations was that they had to show proof that they were born of American fathers. Many came to find their American fathers, and most considered themselves more American than Vietnamese because of the way they were treated by other Vietnamese. They considered the U.S. their home.
Laotian Americans
France established Laos as a protectorate in 1893 and ruled it until WWII, when Japan took Indochina from France.
After the Japanese surrendered to the Allies, France sought to reassert rule over Laos, but this time the Laotians fought for their freedom. They enlisted the help of the Viet Minh, who were also fighting for independence from French domination.
In 1954, when the Geneva Accords were struck, Laos gained its independence, but it was soon plagued by internal conflicts between the Royal Lao and the Pathet Lao ("Lao Country"). The U.S. came to the defense of the non-Communist Royal Lao in order to stop the domino effect of communism, recruiting many Hmong mountain tribesmen to fight against the Pathet Lao and the Viet Cong. The Laotians fled when the Pathet Lao won in 1975. Some feared retaliation and persecution; others feared religious persecution, repression of civil liberties, and forced work in communes.
Approximately 70,000 ethnic Lao, 10,000 Mien, and 60,000 Hmong arrived in America in 1975 along with Vietnamese and Cambodians. However, their struggles to adjust to life in the U.S. have been very difficult due to huge differences in customs, culture and religion.
In particular, the Hmong have found it extremely difficult to navigate their way through post-industrial and technological America. For those that lived in the mountains of Laos, simple modern-day conveniences such as electric appliances and toilets are foreign to them.
Furthermore, 70 percent of the Hmong who came to America were illiterate in their own language. It was only in 1953 that a written form of the Hmong language was developed, so the Hmong ended up having to master their own language before tackling English. As a result, unemployment among the Hmong is a startling 90 percent, and according to a 1987 California study, three in ten Laotian refugee families have been on public assistance from 4 to 10 years, with the Hmong remaining on welfare the longest. Still, today more Laotians live in America than in the Laotian capital Vientiane.
Asian Indian Americans
A handful of Asian Indians came to America in the 1790s as slaves and indentured servants involved in the U.S.-India trade. Then, in the early 1800s, the British instituted a capitalist agricultural economy in India, which left small landowners in dire straits. Long-lasting economic difficulties and a famine that lasted from 1899 to 1902 forced these landowners and peasants from the Doab and Malwa regions of Punjab State to leave for the British West Indies, Uganda, British Guiana, and Canada.
Many eventually made their way to the U.S., mostly Sikhs and some Hindus and Muslims. By 1900, approximately 2,000 Asian Indians called America home. Some Punjabis found jobs in the lumber mills of Washington State, but white laborers were openly hostile to Asian Indians and often forced them out of town. A number of Punjabis fled back to Canada, while others headed south to work on the railroad and agriculture.
From 1907 to 1917, 6,400 Asian Indians traveled to America's West Coast. California fruit growers lured Asian Indian laborers to their farms to work, where they were treated very poorly. After a time, some Punjabis escaped by pooling money to lease or purchase farmland. (Later, owning or leasing land became prohibited for immigrants under the California Alien Land Act.)
Racist sentiment led to a campaign to end Indian immigration, and Congress responded in 1917 with the Immigration Act of 1917 that designated India as one of Asia's "barred zones." Then, to prevent Asian Indians from becoming American citizens, the Asiatic Exclusion League declared Indians to be from European ancestors that "became enslaved, effeminate, caste-ridden and degraded," and as such they should be barred from citizenship.
The Indian Welfare League fought to rid America of anti-Asian Indian discrimination, but to no avail. That is, until World War II, when the U.S. needed to strengthen relations with India for strategic reasons. In 1946, Congress enacted legislation granting naturalization rights to Asian Indians and providing for the quota of 100 immigrants per year. Between 1947 and 1965, 1,772 Asian Indians became naturalized citizens of the U.S. Historians say that if the laws had gone unchanged in 1946, the Asian Indian population in America would have died out. With the passage of the Hart-Celler Act in 1965, which did away with racial quotas, Indians were able to enter the U.S. in substantial numbers.
By 1970, 20,000 Asian Indians had arrived from Pakistan, and by 1985, Asian Indians from India, Pakistan, Sri Lanka and Bangladesh totaled 525,000. High unemployment in India pushed most to emigrate, many of them highly educated. By 1990, the Asian Indian population reached 815,447 according to Census reports.
Pacific Islander Americans
Between 1950 and 1970, the first major wave of Pacific Islanders left their home countries in search of a better way of life. Most did not migrate directly to America but rather stopped in such places as Guam, Saipan, Yap, Nauru in Micronesia and American Samoa.
The Tongans, however, migrated directly to America, mainly because missionaries brought them there. Immigration to the U.S. has been partly attributed to increased pressure on the natural resources in the Pacific Islands and the desire for higher education.
Many Pacific Islander groups are now better represented in the U.S. than in the Pacific Islands themselves. For example, by the late 1970s, American Samoans residing in the U.S. totaled 50,000, while only 30,000 to 40,000 Samoans lived in American Samoa. This is also true of the Chamorros, whose population in the U.S. ranges between 30,000 and 50,000, about equal to the population of Guam and Saipan together.
Asian Pacific Americans Today
Despite facing years of oppression, prejudice and obstacles, Asian Pacific Americans persevered and flourished. Statistics show that from 1960 to 2002, the U.S. Asian Pacific American population grew from about 1 million to over 12.5 million, making it the fastest growing segment of the country.
According to the Census Bureau, there were 12.5 million Asian Pacific Americans living in the U.S. as of 2002, about 4.4% of the nation's population. Projections show that by the year 2050, one out of every 10 Americans will trace their heritage to Asian or Pacific Island roots. By then, the majority of Asian Pacific Americans will have been native-born in the U.S.
Today, Asian Pacific Americans have the highest median household income among all race groups. Still, the income levels vary greatly. According to the Census, 10.2% of Asian Americans are below poverty level, compared to 11% of whites, 26.5% of African Americans, and 27.1% of Hispanics.
Asian Pacific Americans, as a group, are the most highly educated of the race groups in the U.S. Specifically, 47% of Asian and Pacific Islander adults age 25 or older had attained a bachelor's degree or higher in 1997, versus 28% of all Whites, 13% African Americans and 10% of Hispanics.
Some of this success has contributed to the racial stereotype of Asian Pacific Americans as the "model minority." This disregards the fact that there are Asian Pacific American youths that are having trouble in schools, just like any other race.
We at Asia For Kids believe that learning about oneself and others will contribute to breaking these and other racial stereotypes. Asia For Kids provides easy access to books, videos and other resource materials of Asian Pacific American interests, which are still ignored by most publishers, manufacturers and retail outlets today. According to the Cooperative Childrens Book Center at the University of Wisconsin, there were only 52 books of Asian American interest out of 5,000 published in 1998. Many of these titles are never reprinted.
We encourage parents and teachers to use our carefully selected multicultural resources to learn and share with others. Read books and watch videos about the history and contributions of Asian Pacific Americans in all fields.
Celebrating Asian Pacific American Contributions
Asian Pacific Americans are people to honor and recognize during every month, but May is the official month of celebration. One only has to look at the contributions of Asian Pacific Americans to see how they have enriched and benefited American culture:
Arts & Humanities: Chin Yang Lee, author; Lan Cao, author; Deepak Chopra, author; Maya Lin, architect and designer of the Vietnam Veterans Memorial; Josie Natori, Fashion Designer; Vera Wang, Fashion Designer; I. M. Pei, architect; Amy Tan, author; Laurence Yep, author; Maxine Hong Kingston, author.
Business & Economy: Rajat Gupta, Managing Director, McKinsey & Co.; Sant Chatwal, President, Hampshire Hotels & Resorts; John Chen, Chairman, CEO and President, Sybase Inc.; Lilia Clemente, Chair/CEO, Clemente Capital, Inc.; Andrea Jung, President of Global Marketing, Avon Products, Inc.; David Kim, Director of Corporate Relations, Anheuser-Busch Companies, Inc.; James Li, President of Emerging Markets Group, American Express; Jerry Yang, Co-founder of Yahoo! Inc.; Charles B. Wang, Founder and CEO, Computer Associates International, Inc.; Kanetaka Yamaguchi, CEO, Union Bank; Loida Nicolas Lewis, Chair & CEO, TLC Beatrice.
Education: Gordon Chang, Associate Professor, Stanford University; Chang-Lin Tien, Former Chancellor, University of California, Berkeley; Paul Watanabe, Associate Professor/Co-Director, Institute for Asian American Studies, University of Massachusetts, Boston.
Entertainment: Sessue Hayakawa, actor and Acadamy Award nominee; Miyoshi Umeki, actor and Academy Award winner; Dean Devlin, Film Producer/Screenwriter; Christopher Lee, President of Production, TriStar Pictures; Yo Yo-Ma, Cellist, Boston Symphony Orchestra; Seiji Ozawa, Music Director, Boston Symphony Orchestra; Ming-Na Wen, Actress; Bruce Lee, Actor/Martial Arts Master; Fritz Friedman, Vice President of Worldwide Publicity, Columbia TriStar Home Video; B. D. Wong, actor; Wayne Wang, film director; Joan Chen, actor; Dalisay Aldaba, opera singer; Midori, violin virtuoso; Martin Yan, Master Chef, author, host of Yan Can Cook; Zubin Mehta, Director, New York Philharmonic Orchestra.
Government: Norman Y. Mineta, Secretary of Transportation; Elaine Chao, Secretary of Labor; Viet D. Dinh, Assistant Attorney General for the Office of Legal Policy; Rear Admiral Ming E. Chang, Vice President, Raytheon International, Inc.; General Eric Shinseki, Commander-in-Chief, United States Army Europe; Dr. Jeremy Wu, Director of the Office of Civil Rights; Ming W Chin, California State Supreme Court Justice.
Health & Science: David Ho, AIDS Researcher, Named Man of the Year by Time Magazine; Sammy Lee, Physician in U.S. Army Medical Corps & Olympic High Diving Gold Medal Winner; Steven Chu, Scientist, Winner of 1997 Nobel Prize for Physics; Chen Ning Yang & Tsung-Dao Lee, Scientists, Winners of 1957 Nobel Prize for Physics; Kalpana Chawla, Astronaut/Mission Specialist, National Aeronautics & Space Administration (NASA); David Ho, Director, Aaron Diamond AIDS Research Center; Leo Esaki, Physicist, Winner of 1973 Nobel Prize for Physics; Bobby Jindal, Department Head, Louisiana Department of Health & Hospitals; Howard Pien, President of Pharmaceuticals-North America, SmithKline Beecham.
News & Media: Connie Chung, News Correspondent, ABC; Ann Curry, News Anchor, NBC; Michiko Kakutani, lead literary critic of the New York Times; Howard G. Chua-Eoan, Assistant Managing Editor, TIME Magazine; Fred Katayama, News Anchor and Correspondent, CNN; Michael Kim, News Anchor, ESPN.
Politics: Gary Locke, Governor of the State of Washington; Daniel K. Akaka, United States Senate; Eni Faleomavaega, Congressman, U.S. House of Representatives; Matthew K. Fong, former Treasurer, State of California; Daniel K. Inouye, Congressman, United States Senate; David Wu, Congressman, U.S. House of Representatives; Robert T. Matsui, Congressman, U.S. House of Representatives.
Sports: Eugene Chung, National Football League lineman, Dat Nguyen, NFL linebacker, Michael Chang, Professional Tennis Player; Paul Kariya, Professional Hockey Player, Anaheim Mighty Ducks; Michelle Kwan, Olympic Figure Skater; Junior Seau, Professional Football Player; Tiger Woods, Professional Golfer; Kristi Yamaguchi, Olympic Figure Skater.
Bandon, Alexandria. Filipino Americans. New York: New Discovery Books, 1993.
Bandon, Alexandria. Vietnamese Americans. New York: New Discovery Books, 1994.
Bandon, Alexandria. Chinese Americans. New York: New Discovery Books, 1994.
Bautista, Veltisezar. The Filipino Americans. Farmington Hills: Bookhaus Publishers, 1998.
Cao, Lan, and Novas, Himilce. Everything You Need To Know About Asian-American History. New York: The Penguin Group, 1996.
Check out www.naata.org for related PBS programs in the month of May.
Learn More About Asian Pacific American History & Culture
Asia For Kids proudly celebrates Asian Pacific American Heritage Month and invites you to learn more about Asian Pacific American history and culture with resources such as the following books and videos:
Asian American
Chinese American
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Japanese American
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Korean American
Search for all Korean American-related items...
Vietnamese American
Search for all Vietnamese American-related items...
Filipino American
Search for all Filipino American-related items...
Asian Indian American
Search for all Asian Indian American-related items...
Cambodian American
Search for all Cambodian American-related items...
Hmong American
Search for all Hmong American-related items...
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Working During Cancer Treatment
Will I be able to work while I'm getting treatment?
Whether you can work during cancer treatment depends on:
- The type of treatment you are getting
- The stage of your cancer
- Your overall health
- The kind of work you do
What you can do and whether you will need to limit how much you do will depend on how you feel during treatment. Some people with cancer can still go to work and do their usual everyday tasks while they get treatment. Others find that they need more rest or just feel too sick to do much. Your doctor may also want you to limit some of your activities.
Still, many people are able to keep working while they're getting cancer treatment. Some people work their usual full-time schedules. Some work the same schedules with special conditions, like being closer to the office bathroom so it's easier to deal with side effects. Others need a less demanding schedule, like taking extra days off or even working part time for a while.
The willingness and ability of your workplace to accommodate any special needs you might have will affect your success at working during treatment. Talk with your employer about what you might need at this time. Under federal and state laws, some employers may be required to let you work a flexible schedule to meet your treatment needs. See our documents called the Americans With Disabilities Act and the Family and Medical Leave Act to learn more. You can get them by calling us at 1-800-227-2345, or read them online at www.cancer.org.
Telling co-workers
How open you are with your co-workers about your cancer is a personal decision. In some workplaces, it may not benefit you to share details. For instance, it may not be a good idea to share everything with your colleagues if you work in a highly competitive and fast-paced work environment. You might want to decide who you know best and who will most likely understand your situation, then confide only in those few people. They might be able to help you develop the best plan for telling others and give you ideas on how to deal with work. Try not to feel pressured to share or explain things. Only you can decide what works best for you and your situation.
Some of your co-workers will react to your cancer diagnosis and absences with understanding and offers to help. Others may feel uncomfortable around you. Some people may be reminded of a loved one's time with cancer. Many find cancer an unpleasant reminder of their own mortality. Some co-workers may resent that they had to take on extra duties on your treatment days. Others may ask intrusive questions about your health and treatment, or they might avoid you. Those you work with may react awkwardly out of a vague fear or uneasiness, thinking of cancer as some kind of lurking danger. For more on dealing with these people, you may want to read our document, Talking With Friends and Relatives About Your Cancer. It also helps to think ahead about how you will handle other people's reactions, and have a plan for what and how much you want to share.
Tips for working while you are getting treatment
It's important to figure out how you will continue to work while you are being treated for cancer. These tips might help you better manage your time and work:
- Plan chemo treatments late in the day or right before the weekend to allow time to recover.
- Explore options like working from home some days. This might help you feel less tired and allow you to take care of yourself more easily if you have problems.
- Getting help at home can mean more energy for work. Certain daily chores may be divided among friends and family members.
- Unless there is a reason not to, let co-workers know about your situation. They can be great sources of support. They may even be able to help you come up with ways to better manage your work during this time.
- Keep your supervisor up to date on how well your schedule or other changes are working for you.
- Make a log of your usual work schedule and duties. Refer to it when you set up flex-time, shifted duties, or time off.
- Make a detailed list of job duties so you can direct others in handling things when you're out of the office.
Legal protections
You have the same rights as anyone else in the workplace and should be given equal opportunities, regardless of whether you tell people at work about your cancer. Hiring, promotion, and how you are treated in the workplace should depend entirely on your abilities and qualifications. As long as you are able to fulfill your job duties, you can't legally be fired for being sick. You also shouldn't have to accept a position you never would have considered before your illness. Many people with job problems related to cancer are protected by federal laws like the Rehabilitation Act and the Americans with Disabilities Act (ADA).
Some people also benefit from the Family and Medical Leave Act (FMLA). This law lets many people with serious illnesses take unpaid leave to get medical care or manage their symptoms. The leave can take many forms, such as a part-time schedule for a limited time, or taking off 1 or 2 days a week for a while. Not all employers are required to follow FMLA. Talk to someone in your human resources department or another workplace expert to find out what your options are.
Reasonable accommodations at work
Employers are not required to lower standards in order to accommodate an employee, nor must they provide personal-use items like glasses or hearing aids. But an employer must accommodate a qualified applicant or employee with a disability unless the employer can show doing so would be an undue hardship. Examples of reasonable accommodations include, but are not limited to:
- Providing or modifying equipment or devices
- Restructuring a job
- Offering part-time or modified work schedules
- Reassigning an employee to a vacant position
- Adjusting or modifying tests, training materials, or policies
- Providing readers and/or interpreters
- Making the workplace readily accessible to and usable by people with disabilities
A vocational rehabilitation counselor can help with some of your job-related legal questions, but you may also want to look into laws that affect you and how you deal with any problems that may come up. Some cancer treatment centers offer referrals to vocational rehab counselors, so ask your cancer team's doctor, nurse, or social worker.
To find out more about job accommodations and employment of people with limitations, contact the Job Accommodation Network at 1-800-526-7234 or visit their website, http://askjan.org. They can talk with you about the requirements of the ADA or the Rehabilitation Act, if either one applies to you.
Worries about discrimination
Even though the public's understanding of cancer is getting better, sometimes prejudices and fears are found in the workplace. Even after your cancer treatment has ended, you may face work and workplace discrimination issues. If your workplace has a union, its officials can be good sources of information about illnesses and the workplace.
Keep notes and records of your contacts with office personnel, including the names of the people you spoke to about your illness, the date and place you spoke, and the information you received. It's also a good idea to keep copies of your job performance evaluations and any other written information about your work. These can be very helpful if problems come up later.
If you want to file a discrimination complaint
If you think you have been discriminated against at work on the basis of disability, you can file a complaint with the United States Equal Employment Opportunity Commission (EEOC). You must do this within 180 days of the time you think the discrimination occurred (although some states or local laws allow you to take up to 300 days).
For more specific information about ADA requirements affecting employment, contact the EEOC at 1-800-669-4000 or 1-800-669-6820 (TTY). For general ADA information, answers to specific questions, free ADA materials, or information about filing a complaint, call the ADA Technical Assistance line at 1-800-514-0301 or 1-800-514-0383 (TTY).
Get more help and information
If you would like to read more about working during cancer treatment, get our document Americans With Disabilities Act: Information for People With Cancer by calling our toll-free number, or read it on our website. If you need extra time off during treatment, you may also want to ask for our document Family and Medical Leave Act (FMLA). These documents explain more about federal laws that can help many people with medical problems.
Along with the federal laws, some states also have laws about employing people with various illnesses, including cancer. These state laws might help you in other ways. You can find out more from your state's Department of Labor. Contact information can be found in the blue pages of your local phone book, or visit the US Department of Labor website (www.dol.gov/whd/contacts/state_of.htm) to find your state office.
What if you can't keep working during treatment?
Sometimes, even with good planning and extra time off, you find it's just too much to keep working during cancer treatment. If cancer treatment starts causing too many problems for you at work, talk to your supervisor. Explain that you want to keep working, but you need to take some time away from work.
Talk to someone from your human resources department to find out if you have short-term or long-term disability insurance at your job. If you do, get applications for both – just in case. In general, short-term disability pays you some portion of your income for the first few months you are unable to work. If you must be out longer, some employers also carry long-term disability insurance, which usually starts after 6 months of disability. You must meet the insurance company's definition of disability to get this income.
Talk with your doctor about how your treatment and symptoms are affecting your work to decide whether or when you should think about taking time off. Your doctor will need to help you by filling out part of the disability application.
Keep in mind that it can hurt you to put off going on short-term disability. Some people have had to go to great lengths to prove that they can't do their job after they've spent weeks forcing themselves to go to work when they could barely get out of bed. Don't wait until your work performance suffers before you decide to take time away from work. If you are fired for doing a poor job, you can lose your health insurance as well as your income. And if you're fired, you cannot collect disability benefits. If you need time off from work to focus on getting well, take it.
Protecting your rights
David S. Landay wrote Be Prepared – The Complete Financial, Legal, and Practical Guide to Living with Cancer, HIV, and other Life-Challenging Conditions and founded Survivorship A to Z. He says that, although you may be protected at work by law, it's also important for you to find out how your work place treats people living with cancer. Find a trustworthy mentor, someone who knows the company culture or who has had cancer, to help you set up a practical plan. Think carefully before you tell – once the information is out, it can't be taken back.
For example, you might decide to wait before telling anyone about your illness if you are expecting a raise in the near future. If do you share your diagnosis and then find that you get less of a raise, it's hard to prove the amount of a raise or bonus you would have gotten, were it not for your diagnosis.
If you do decide to talk about your cancer, have a face-to-face meeting with your supervisor and express a strong desire to keep working. Give details about your treatment and the work hours it may require. Keep in mind that your situation might change and the details can't be predicted with certainty. Still, if you tell supervisors and co-workers about these details, you can work together to set realistic expectations. But keep in mind that what you tell your boss is protected information – what you tell your co-workers is not.
Landay also suggests keeping a daily log. Write in it actual work events that demonstrate how well you can do your job and the good things people say about your work. Include how your condition or treatment affects your job. This will help you in case you need an accommodation or need to take time off work. An accommodation is a special action your company takes so you can keep working. Examples may include changing your work schedule or supplying special equipment. See our document Americans With Disabilities Act for more on this.
If you believe you have been discriminated against, you should first learn as much as possible about the company's attitude, track record, and grievance procedures. (Grievance procedures are formal ways to tell your company about concerns and seek positive solutions). This is important because it might help avoid a situation that could drain you both financially and physically.
Landay also suggests contacting a lawyer who is an expert in the field to advise you of deadlines and procedures for taking legal action in case you have to do so. It helps if you know something about the legal process before taking action. You should learn about state and federal laws, especially the Family and Medical Leave Act and the Americans with Disabilities Act, which may provide certain legal protections. Sometimes you can't work out a solution with your employer, and a lawsuit may be the next step. Be sure you get information on time limits for filing suits, and understand the potential costs and possible outcomes.
To learn more
We have a lot more information that you might find helpful. Explore www.cancer.org or call our National Cancer Information Center toll-free number, 1-800-227-2345. We're here to help you any time, day or night.
National organizations and websites*
Along with the American Cancer Society, other sources of information and support include:
Job Accommodation Network
Toll-free number: 1-800-526-7234
Website : http://askjan.org
This free service from the US Department of Labor, Office of Disability Employment Policy has information about job accommodations for people with limitations, accommodation ideas, and tips on how to approach employers and ask for accommodations
Americans with Disabilities Act (ADA) Technical Assistance
Toll-free number: 1-800-514-0301
Website: www.ada.gov
For general information about the ADA, answers to specific questions, free ADA materials, or information about filing a complaint
Cancer Legal Resource Center (CLRC)
Toll-free number: 1-866-843-2572
Website: www.cancerlegalresources.org
Offers free, confidential information and resources on cancer-related legal issues to cancer survivors, their families, friends, employers, and others coping with cancer
US Equal Employment Opportunity Commission (EEOC)
Toll-free number: 1-800-669-4000
Website: www.eeoc.gov
Offers information on your rights and the laws that apply to your state, including filing charges for discrimination. Also has special information for people with cancer: "Questions and Answers About Cancer in the Workplace and the Americans with Disabilities Act (ADA),"which can be found on the EEOC website at www.eeoc.gov/laws/types/cancer.cfm
Cancer and Careers
Website: www.cancerandcareers.org
For information on dealing with the potential impact cancer may have on your career, creating an action plan, sharing your diagnosis with employers and co-workers, legal issues, and insurance issues
Survivorship A to Z, Inc.
Website: www.survivorshipatoz.org/cancer
Has financial, legal, and practical information on dealing with employers and co-workers for people facing a cancer diagnosis
Landay, DS. Be Prepared: The Complete Financial, Legal, and Practical Guide to Living with Cancer, HIV, and other Life-Challenging Conditions. 1998. New York, St. Martin's Press.
Survivorship A to Z. What Is The Right Time To Go On Disability? Accessed at www.survivorshipatoz.org/cancer/topics/work-preparing-for-disability-short-term/?sid=567 on April 2, 2014.
US Department of Labor. Employment Laws: Disability & Discrimination. Accessed at www.dol.gov/odep/pubs/fact/laws.htm on March 21, 2014.
US Department of Labor, Office of Federal Contract Compliance Programs. Fact Sheet: Final Rule on Section 503 of the Rehabilitation Act of 1973 (2013). Accessed at www.dol.gov/ofccp/regs/compliance/factsheets/Sec_503_508c.pdf on March 24, 2014.
US Equal Employment Opportunity Commission. Disability Discrimination. Accessed at www.eeoc.gov/laws/types/disability.cfm on March 24, 2014.
US Equal Employment Opportunity Commission. Questions and Answers About Cancer in the Workplace and the Americans with Disabilities Act (ADA). Accessed at www.eeoc.gov/laws/types/cancer.cfm on March 21, 2014.
US Equal Employment Opportunity Commission. Filing a Charge. Accessed at www.eeoc.gov/facts/howtofil.html on March 21, 2014.
Last Medical Review: April 1, 2014 Last Revised: April 14, 2014
American Cancer Society news stories are copyrighted material and are not intended to be used as press releases. For reprint requests, please see our Content Usage Policy.


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DC Hip-Hop Artist Makes Music To Stop Persecution In China [User Submitted]
Rise-Ascend & Direction talk about making music to stop brutal human rights violations currently happening in China.
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Emergency roadside assistance is available 24 hours a day, every day.
Telephone: 1-800-222-4357
Since April 1, 2008, the use of a hand-held cell phone must be used with the "hands-free" function while driving.
For tourists from certain countries or as a precautionary measure, it is preferable to obtain an international driver's licence.
In Québec, gasoline is sold by the litre (1 US gallon = 3.8 litres).
The best way to get around in Québec City is to leave your car parked and enjoy the many quaint streets by foot. The public transit is also available throughout downtown. Most downtown and surrounding streets have automatic pay stations or allow to park a vehicle for a limited period of time. There are many paying parking lots as shown on this Québec City map.
You can also refer to this parking management company: Indigo
A free mobile application is available for urban transportation including a secure payment feature. This application also let you find an open parking space in real time.
Automatic pay stations: Unless otherwise indicated, automatic pay stations are in operation Monday through Saturday, from 9:00 a.m. to 9:00 p.m. as well as on Sunday from 10:00 a.m. to 9:00 p.m. Parking in front of a defective or covered automatic pay station is prohibited.
Winter season: From November 1 to April 15, it is prohibited to park in the city streets when snow removal operations are carried out after snowstorms. Pay attention to the orange warning signs (flashing indicators), which are activated prior to the beginning of a snow removal operation.
Disabled parking permit holders may park their vehicle free of charge in front of an automatic pay station for three hours maximum.
The use and transportation of radar detectors are illegal in Québec.
Lanes reserved for Québec City transit system buses are identified by a white diamond symbol on the pavement, and are separated by double dotted lines. Road signs showing reserved lane hours of operation are posted along the streets and at certain intersections.
During reserved lane hours of operation, motorists ARE FORBIDDEN TO DRIVE, STOP or PARK in the lanes, which are strictly for buses (local transit system and motorcoaches) and taxis. Motorists nearing an intersection may travel short distances in the reserved lanes in order to make a right hand turn. However, they must watch for the dotted line on the pavement indicating when they may do so.
Call 511 or consult the Transports Québec web site.
In Québec, road signs are in French. However, most signs also include international symbols.
Seatbelt use is compulsory.
In Québec, speed limits are posted in kilometres/hour (km/h), and distances in kilometres (0.6 miles = 1 km). On highways and major provincial roads, the maximum speed limit is 100 km/h, and the minimum, 60 km/h.
Those turning left at traffic lights have the right of way when the green light flashes or when an arrow appears. Turning right at a red light is permitted at most intersections in the Québec City region. Drivers must come to a full stop before turning and must yield to vehicles, cyclists and pedestrians who have already started to cross the intersection.
From December 15 to March 15, vehicles registered in Québec (including rental cars) must have tires specifically designed for driving in winter conditions in accordance with the standards set forth by the government.
If a vehicle is not registered in Québec, winter tires are not mandatory. However, their use is highly recommended for safety reasons.


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The Romance Collection inspires daydreaming with its graceful shapes and extensive carving and delicate silver accents over a soft antique white finish. The look is decidedly romantic to appeal to young ladies from tots to teens, and their mothers.
The Romance Desk Chair can be used to offset an eclectic mix of antique white furniture or complete an existing set of Romance Collection bedroom furniture. This piece compliments the Romance Study Desk with classical molding and elegant upholstery. Computer Desk sold separately.
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Game 22 - KOR vs. LAT is an event that takes place from May 08 - May 08, 2018 and may cause room availability issues or hotel rates to increase.Hotels near Jyske Bank Boxen and hotels close to Herning are listed below. Search for cheap and discount hotel rates near the Game 22 - KOR vs. LAT Herning, Denmark for individual or group travel.
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Senior reporter John Flowers makes a weekly Tuesday radio appearance on Morning News Service, a program on Waterbury-based WDEV, 96.1 FM. He wraps up recent Addison County news for listeners across Vermont.
This week he chats about Vermont Hard Cider's proposed new facility, the Middlebury-area supervisory union's search for a new superintendent, and a Salisbury domestic dispute last week that led to an apparent suicide.
November 22, 2011
Audio courtesy WDEV Radio


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You Know You Wrong For Handlin Ya Business Like This: Teen Kicks His Babymama All In The B00ty After She Slaps Him For Not Givin Money To His Child!
One of our viewers sent us this footage. They report "Dude doesn't give his babymama money for his child. She slaps him and the fight starts! The location is in Thibodaux, Louisiana."
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