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In Defense of Walmart
Out of all companies out there, Walmart seems to get the most hate from the public. Being someone who happily works at Walmart, I find that a bit frustrating, to say the least, because I find criticism of the company to often be either inaccurate or harsh. So I would like to rectify that somewhat by offering a defense of Walmart. This article will tackle each claim against Walmart one-by-one, and I hope, by the end of it, you will see Walmart not as an evil company, but just as a company. Even better if you come out seeing Walmart as one of the most accommodating and ethical companies out there, as I do.
The specific claims I will be tackling are as follows:
- Claim: Walmart Pays Low Wages
- Claim: Walmart Mistreats Employees
- Claim: Walmart Drives Out Small Businesses
- Claim: Walmart Supports/Runs/Profits From Sweatshops
- Claim: Walmart is Anti-Union
After I cover these claims, I will also explain why I actually love working at Walmart and why I think it is the best retail employer around.
Disclaimer: I am writing this article of my own volition, and the opinions expressed herein are my own opinions. This article does not necessarily represent the views of the company, and Walmart has neither been contacted about nor endorsed the content of this article.
Claim: Walmart Pays Low Wages
This is an easy one: no, they don't. If you get a job at Walmart, right now, you will start at a rate of at least $11 an hour. That's the rate for the absolute lowest-paying positions (i.e. cashiers and cart pushers), assuming that your local Walmart doesn't have an even higher minimum rate (mine does, for example, due to job market pressure). Other positions are above this minimum rate. Not only that, we also get a semi-annual bonus, called "MyShare", based on how well our individual store is turning a profit.
Yes, $11 an hour is nothing to get crazy excited about. But it's also well above the federal minimum wage, and well above many state minimum wages. Yes, I know, you want Walmart workers to get paid more anyway. But you have to understand that this is a capitalist system we live in. Every time Walmart raises its wages, prices go up, too. And if your competitors pay minimum wage, while you pay well above minimum wage, it's going to be very difficult to compete with the minimum wage competitors. In fact, for this reason, Walmart would stand to benefit from a minimum wage increase, since that would force competitors to raise their wages, too.
Sometimes people will point to the wage of the CEO as an indication of a problem with Walmart, or as proof that Walmart should pay its workers more. I would counter that claim by pointing out that other companies make their CEOs just as rich as if not richer than Walmart's CEO. If you consider this to be a problem (which I don't), then this is a capitalism problem, not a Walmart problem. CEOs get paid more in a capitalist system because they have very important, difficult jobs that not many people are qualified to do.
Claim: Walmart Mistreats Employees
People attribute all kinds of mistreatment to Walmart. But my experience has been the exact opposite: Walmart, unlike literally every other company I've ever worked for, actually has effective systems in place designed to protect its workers from mistreatment.
The first, and most basic, protection from mistreatment is Walmart's "open door" policy. This is, simply put, a policy of always giving all workers the chance to complain about any coworker by contacting someone above them. If all else fails, a company-level hotline for open door cases is available. Company policy expressly prohibits any retaliation for any open door case. If someone retaliates against you, you report that to the hotline, too.
But that's not all. One of my favorite protections from mistreatment that Walmart offers is actually something that some people have criticized: the points or "occurrences" system. It works like this: any time you miss work, arrive more than ten minutes late, or leave more than ten minutes early, you get points: half a point if you work at least half of your shift, or one point otherwise. Get five points, and you're "eligible for termination", which in practice means that you're fired (but exceptions can be made). Points are removed from your record six months after they are obtained.
I think those who criticize the points system frequently misunderstand it. First of all, you don't automatically gain points; the manager has the capability to spare you the point, and my managers have done this for me multiple times; for example, I got spared a point when I failed to show up for work because of a thunderstorm (I get around by bicycle, so traveling in those conditions would have been dangerous), then I got spared another point when I had to go home very early because I got sick. In fact, it's quite commonplace for my managers to waive points; it happens every Christmas Eve, for instance, and it also tends to happen when people can't make it because of a bad snowstorm.
But more importantly, critics fail to understand that the points system isn't something that guarantees that you're fired if you're absent too much; rather, it's something that guarantees you get to call off work or leave early a certain number of times every six months and not be retaliated against for it. This has never happened to me, but I've heard plenty of stories of bad bosses at other workplaces insisting that a worker come to work because they don't like their reason for not showing up, then threatening to fire the worker if they don't arrive. This cannot happen at Walmart without company policy being violated; if you have two points and call off, the absolute worst your boss can possibly do to you is give you one point. The system ensures that only a large number of call-offs can get you fired, and you always know where you stand on that because you have access to a page showing exactly how many occurrences you have.
And that's not all anymore. Starting in 2019, "Protected PTO" has been introduced, which allows associates to take paid time off for unexpected events (in Walmart's words, "when you're out sick, need to care for family, or something else comes up that keeps you away, from car trouble to alien abduction") without accumulating points. You accumulate Protected PTO over the course of the year and any extra Protected PTO rolls over to the next year indefinitely, so you never lose it.
Walmart also offers other, more minor protections from mistreatment:
- You have to be given breaks and lunches, scheduled at roughly 2-hour intervals; breaks last 15 minutes and are paid, while lunches last an hour and are unpaid.
- The registers and other equipment start systematically locking you out if you remain clocked in for more than a certain amount of time; you are then required by the system to take at least a 30 minute lunch break before you can use the equipment again. This is a failsafe to ensure you don't go all day without your scheduled lunch. Managers, even the store manager, cannot override this.
- Company policy expressly forbids doing any work off the clock. When you get locked out, as previously mentioned, the notification that you have been locked out reminds you of this.
But what about stories you hear of mistreatment at a Walmart? Surely that's a Walmart problem, right? Actually, no. Walmart has thousands of stores all across the world, and each Walmart is run by different people. Every company has this problem: bad managers exist. They always have, and they always will. If a bad manager violates company policy and the law by making you work off the clock, that's that manager's fault, not Walmart's fault, and it can happen at any other store. That's what the open door policy is for: so you can get problems addressed and solved. And as a company, Walmart has an incentive to get these problems resolved, because more turnover means more cost hiring and training new people.
And by the way, I'd just like to note that as far as I can tell, the management in the store I work at is phenomenally kind and accommodating. I have never had any major problems working here; quite the contrary, it's the best work environment I've ever been in, and it was this fantastic work environment that convinced me to quit commercial game development and work at Walmart full-time.
Claim: Walmart Drives Out Small Businesses
Yes, absolutely true. Walmart does indeed drive out small businesses. But that's because Walmart offers a better range of products at a better price than the small businesses do. This is simply capitalism working as it's supposed to.
I know it's popular to romanticize small businesses, but let's be real here: a business is a business, big or small. Small businesses are not inherently better, nicer, or more ethical than their big business competitors. In fact, I would argue that there's more pressure for small businesses to behave unethically to try to stay competitive, whereas big businesses have more pressure to keep their ethics in line to avoid a PR disaster. But the point is, regardless of what small business owners would like you to think, they're only trying to turn a profit, just like Walmart is.
Small businesses are also no better for their local communities than big businesses. Regardless of where the corporate office is located, a local Walmart benefits your community by offering goods, services... and jobs. Yes, who do you think works at that local Walmart that drove away the little marketplace down the street? If you guessed "hundreds of middle-class and lower-class locals", you'd be right.
I once saw a sign displayed in the window of a small business, and it made me cringe. It said something to effect of, "By supporting a small business such as this one, you're not lining the pockets of rich CEOs. You're supporting mothers, fathers, and families." The actual wording used was more flowery than that, but that was the general idea. It made me cringe on two counts. Firstly, supporting that small business absolutely does mean you're "lining the pockets" of the owner of that business, because it's not a charity. Secondly, just because the CEO of Walmart, for example, is rich doesn't mean big business supports only, or even mainly, rich people. In the case of Walmart, you're mostly supporting the workforce of that big business, which amount to about 2.3 million employees as of 2018; most of them, as Walmart critics will gladly tell you, are not rich. And yes, those employees include mothers and fathers. Thirdly, that small business you're supporting: where do you think they get their stuff from? That's right: big businesses. That computer they use? Yeah, that's supporting big businesses like Intel, AMD, or IBM. Those soft drinks they sell? Probably straight from Coca-Cola or PepsiCo. Got dairy? Probably from Dean Foods, the largest dairy company in the United States.
Now, don't get me wrong; I'm not against the existence of small businesses. Far from it; every business, including Walmart, starts as a small business, and the existence of small business competition is what keeps bigger businesses like Walmart innovating to stay on top. But to portray small businesses as good while portraying big businesses as evil is inaccurate.
Claim: Walmart Supports/Runs/Profits From Sweatshops
This sort of sentiment is wrong on several levels.
Firstly, if you actually look at Walmart brand products, chances are you'll find that it's largely or even entirely produced in the United States. Making goods in the United States is actually something that the company puts effort into.
Secondly, Walmart is not unique in the sense that it stocks products that were made in sweatshops. Whether the store selling them is Walmart, Target, Kroger, or your local mom-and-pop grocery store, Oreos all come from the same place. The actual reason behind the existence of sweatshops isn't some single company like Walmart; it's market forces. Sweatshops exist because people in areas that are not very wealthy are willing to work for low wages, and companies not only want to, but have to do whatever they can to turn the best possible profit. So of course, they're going to buy from the cheapest suppliers, and of course, those cheapest suppliers are going to be factories that pay a pittance by Western standards.
Thirdly, and most importantly, sweatshops are not actually something to bemoan. I'm sure those of you who complain about products coming from sweatshops have heard this a million times and this time probably isn't going to convince you, but there's a reason they crop up: they offer better wages and safer working conditions than the alternatives. Yes, I know it doesn't feel right to say that, but in China, people chose to leave their old back-breaking rural lifestyle to work at factories instead. Is it the best job in the world? Of course not. Is it better than what they had before? Probably. And China has since started to see the same effects we in the United States did from our sweatshops early on in the industrial revolution: people are becoming better and better off as time goes on.
Ah, yes, that's something people tend to forget when arguing that sweatshops are such a horrible thing. If you go back to the 1800s, United States factories would be horrible workplaces by modern standards. But by the standards of the time, they were absolutely fine, and in fact preferable to the alternatives; this is why so many people took these jobs. And it was these jobs that led to the birth of the middle class, which became more and more well off over time. Now, the same thing is happening in countries like China, and this is something that should be celebrated, not bemoaned.
But if, as I suspect, you still disagree, I will remind you again: Walmart does not run the sweatshops, is not responsible for the operation of the sweatshops, is not uniquely a customer of the sweatshops, and in fact goes to efforts to source from American suppliers.
Claim: Walmart is Anti-Union
Walmart's official position is not against all unions. However, the company is indeed against unions in the context of Walmart stores. So this particular claim is not exactly untrue.
However, I think many people who complain about this have an overly romanticized view of unions that is not in line with reality. The fact of the matter is that unions have both advantages and disadvantages, and you will find a lot of people who agree with Walmart that, for retail, the disadvantages outweigh the advantages.
I have worked in one unionized job before (also retail), and it was easily the worst job I ever had. There were factors at play other than the union, but from my perspective, the union was very effective at two jobs: keeping terrible workers (including terrible managers) employed, and stagnating everyone's wages. The former is simply because union rules make it much harder for the company to fire people. The latter is because the union rules prevent rewarding anyone for anything other than seniority, which any retail worker can tell you is a completely meaningless metric in this field. It's very easy to be a disinterested, unproductive employee for ten years, and yet under the rules of a union, such an employee will enjoy much better hours, pay, and chance of getting promoted than a highly motivated, very productive employee who has only been around for one year.
Certainly, unions do have their place. But it's not retail.
But isn't Walmart violating the rights of its workers by not allowing them to join unions? Actually, no. Walmart doesn't restrict its employees' right to join unions; that would be illegal. All Walmart does is proactively urge employees not to join unions. This is actually quite commonplace for non-unionized companies; Walmart is just such a large company that it gets noticed for it more than others. At any rate, Walmart doesn't have that hard of a job to do stopping unions from forming, because so many of us, especially the hard workers among us, have already been burned by unions in the past.
Love to Balance the Hate
Now that I've responded to all the negativity surrounding Walmart, I would like to take a moment to explain why I actually love my job and consider Walmart to be a great company to work for. I'll be talking about two main areas: benefits, and work environment
Let's start with the benefits, since that's something that's concrete and objective. I briefly mentioned PTO above, but let's go into that in greater detail. At Walmart, you accumulate PTO every year based on the number of hours you work. You also accumulate more PTO at a faster rate the longer you work for Walmart. I can't go into specifics as it's considered confidential, but suffice to say that full-time associates who have been here for decades (which, yes, does happen quite often) get a lot of PTO. As mentioned before, we also get a steady stream of "protected PTO" as of 2019, which is used for paid sick days and other unexpected absences.
If you're full-time, you also have the option to enroll in several additional benefits. These include health insurance, vision, accident insurance, 401k, and a couple others.
I should also mention the break room. Put simply, we have a very nice break room. It's nice and spacious, and it has tables, desks, charging ports for your electronics, a TV, couches, magazines, refrigerators, a freezer, microwave ovens, a coffee machine, a filtered water dispenser, and plenty of plastic utensils. There are even playing cards and a few board games here, though I haven't seen anyone take interest in those. Basically, the break room is set up to accommodate any needs you might have for your break or lunch; you can eat, watch the TV, sleep on the couch, play games, work on schoolwork, do stuff on your laptop, whatever.
But there's a deeper reason that I love working at Walmart, and unfortunately I can't describe it precisely: the work environment. Suffice it to say, this is simply the greatest work environment I have ever been in. Great people, great management, policies that are designed to work with us instead of screwing us over, etc. Let me be clear: the store I work at isn't perfect. It's made up of people, and people are not perfect. But the way Walmart functions, it's like a well-oiled machine that's designed to make the best work environment it can.
Quite frankly, applying for Walmart was easily the second best decision I ever made (second only to transitioning). It's easily the best employer I've ever had, probably the best employer in the industry. When I walk into work, I'm not dreading my day. I'm not even apathetic about it. I'm happy, looking forward to the day, and eager to help the company thrive in whatever way I can. Perhaps, if you come through my check lane one day, you will see me smiling. Now you know that my smile is genuine, and you know why.


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We could spend a lifetime exploring the historical, beautiful villages of Occitania. It's the little details that make these sort of adventures exciting: the antique collections dotted around; art and street displays; historic features that accentuate old buildings, and the care and attention that people put into the exterior of their homes.
Rustic shutters, doorways and cobbled streets in rural France are of course an ever-popular area of photographic interest. The villages of Cathar Country are real gems but it's worth taking the time to explore further and make a trip out of it, whether for a lazy lunch or a full day's worth of exploring.
There are a total of 150 villages across France that have been given the prestigious 'most beautiful villages of France' award. In this post we highlight a few of our favourites in the area, including two that have achieved this accolade. We hope you get the opportunity to go and visit them!
Beautiful Villages all Around Us…
We do enjoy getting out and about when the opportunity (and downtime!) arises. It's lovely to head out on the bicycle, navigating the twisting country lanes, garrigue and vines, before stopping off at a little village for lunch or an apero and watching the world go by. Our favourite? Well there's just so many to choose from! We have a few within easy reach, but across the breadth of the Languedoc we can definitely recommend:
Widely recognised as one of the most beautiful villages in the entire country. It lies in the southern part of the Aude, just south of Carcassonne. Nestled in the river valley of the Orbieu, it's a delightful and lively mediaeval village beloved by artists. Well worth a stop when passing through on a castle-hunting trip, there are also some nice cafés here and a pleasant antiques market on certain days.
More info
A quaint fishing village and port with many seafood restaurants. Excellent seafood is available, particularly shellfish. It can get very busy over the summer months.
More info
Castelnou is about 20 kilometres south-west of Perpignan and not far from the Spanish border. It is a lovely little village surrounded by the rolling hills of the eastern Pyrenees. The village sits in the shadow of the castle that towers above Castelnou, around which the village developed from the 10th century onward.
More info
Saint Guilhem le Désert
It's a little remote, but such a special place, with an incredibly rich history that shines through everywhere you look. It's also an important stopping point on the Santiago de Compostela pilgrim trail. Highlights are the little cafes, the abbey, and the local kayaking.
More info
Minèrve, the capital of the Minervois, is an ancient fortified town, again steeped in history, with charming cobbled streets and stone houses perched over the deep gorge below. It is accessible only by a high bridge and is most famous for being the site of a Cathar siege.
More info
Of course, these destinations are all quite well known and do get touristy in the Summer months. For the truly bold and adventurous we can also recommend some secret, special places that are a bit more off the beaten trail, and make for a lovely little excursion or half-day trip from Palatz!

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Badgers football
Badgers kiss playoff hopes goodbye in loss to Michigan
This game was billed as winner stays alive for the College Football Playoff. If that was the case, then the Wisconsin Badgers just lost its chance, as Michigan took them out 38-13 on Saturday night.
Wisconsin had lost just one true road game with Alex Hornibrook as the starting quarterback. That loss came in 2016 to Michigan in Ann Arbor.
History repeated itself on Saturday night, as Michigan blew out the Badgers and Hornibrook played arguably his worst game in a Badgers uniform.
The junior quarterback completed just 7 of 20 passes for 100 yards and one touchdown to two interceptions. But, the real story was the fact that he managed to not complete a pass from the second drive of the game until 4:49 was left to play.
Meanwhile, Michigan quarterback Shea Patterson had over 200 yards of total offense, a rushing touchdown and no interceptions.
UW's star running back Jonathan Taylor was held to just 101 yards on 17 attempts, as the run game was taken away in the second half and UW's offense stalled completely.
On the other side of the ball, Michigan ripped the stingy Badgers rush defense for 320 yards on the night. Of that total, 237 came in the second half.
After the Badgers and Wolverines traded touchdowns early in the second quarter, it was all Michigan. The hosts ripped off 31 unanswered points to cement the victory.
The opening scoring drive was a telling sign for things to come for the Badgers defense, as Shea Patterson broke it open with an 81-yard scamper on a designed read-option to the outside. Rachad Wildgoose chased him down at the UW 5-yard line but two plays later and Karan Higdon was in to the end zone for a 7-0 lead.
Wisconsin answered right back thanks to a huge effort from Jonathan Taylor. He racked up 79 yards in the first half, with 33 yards coming on the answering drive.
However, it was Kendric Pryor that would get the Badgers on the scoreboard. He took a sweep around the left side and got a big block on the edge from fellow wide receiver Jack Dunn as he went 33-yards for the touchdown.
UW's offense sputtered after the Pryor touchdown, especially in the pass game. Hornibrook completed just 3 of 7 passes for 25 yards and the interception in the half.
Michigan opened the second half with the ball and twice the Badgers would shoot themselves in the foot. First it was a holding call on Wildgoose on a third down play that went incomplete that kept the drive alive. Then it was a controversial 15-yard personal foul for roughing the snapper on an actual punt that kept the drive alive.
The Wolverines would make UW pay for those mistakes.
Higdon ripped off a 25-yard run and then Shea Patterson got a 7-yard run to the outside for a touchdown. A 2-point conversion later and Michigan was up 21-7 with 10:21 to play in third quarter.
It was the beginning of the end, as the Badgers could not answer back until the game was all but officially over.
Instead, Michigan was able to get big plays at will on offense and took it to the Badgers when they had the ball. That included a 44-yard touchdown run from backup quarterback Dylan McCaffrey who made it 38-7 with 5:16 to play.
Wisconsin got a late touchdown as Hornibrook hooked up with A.J. Taylor to make it 38-13 with 3:47 left in the game.
It was too little, too late for a team that was hoping to make a positive statement on a national stage. Instead, it showed that it wasn't ready for the big time once again.
UW will look to right the ship after this loss next week as Illinois will come to Madison. Kick is scheduled for 11am CT on FS1.
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Badgers football
Badgers in the 2019 NFL Mock Drafts
Believe it or not, we're just three weeks away from the start of the 2019 NFL Draft. While, it's likely your focus is on your favorite NFL team, its needs and who will go where, for fans of college football it's also a time to sneak a look at where their favorite players will be going.
So, as we near the draft, I thought it a perfect time to take a look at where every former Badgers player stands. We'll look at some of the most comprehensive 7-round mock drafts.
Making our cut were CBS Sports, Draft Wire, Draftteck and Walter Football.
Without further ado, let's jump in in alphabetical order.
Beau Benzschawel, OL
CBS Sports: 3rd Round (No. 102 overall) to the Baltimore Ravens
Draft Wire: 4th Round (No. 114 overall) to Carolina Panthers
Draftteck: 4th Round (No. 116 overall) to Miami Dolphins
Walter Football: 5th Round (No. 149 overall) to Cincinnati Bengals
Ryan Connelly, LB
CBS Sports: Undrafted
Draft Wire: 7th Round (No. 238 overall) to Chicago Bears
Draftteck: Undrafted
Walter Football: 5th Round (No. 159 overall) to Seattle Seahawks
Michael Deiter, OL
CBS Sports: 4th Round (No. 108 overall) to New York Giants
Draft Wire: 3rd Round (No. 75 overall) to Green Bay Packers
Draftteck: 5th Round (No. 169 overall) to Los Angeles Rams
Walter Football: 2nd Round (No. 55 overall) to Houston TexansO
D'Cota Dixon, S
CBS Sports: Undrafted
Draft Wire: Undrafted
Draftteck: 6th Round (No. 190 overall) to Minnesota Vikings
Walter Football: Undrafted
David Edwards, OL
CBS Sports: 6th Round (No. 174 overall) to Seattle Seahawks
Draft Wire: 3rd Round (No. 94 overall) to Los Angeles Rams
Draftteck: 3rd Round (No. 88 overall) to Detroit Lions
Walter Football: 6th Round (No. 181 overall) to Buffalo Bills
T.J. Edwards, LB
CBS Sports: 5th Round (No. 162 overall) to Chicago Bears
Draft Wire: 7th Round (No. 215 overall) to Tampa Bay Buccaneers
Draftteck: 5th Round (No. 145 overall) to Tampa Bay Buccaneers
Walter Football: 6th Round (No. 178) to Jacksonville Jaguars
Alec Ingold, FB
CBS Sports: Undrafted
Draft Wire: Undrafted
Draftteck: Undrafted
Walter Football: Undrafted
Olive Sagapolu, DT
CBS Sports: Undrafted
Draft Wire: Undrafted
Draftteck: 6th Round (No. 182 overall) to Denver Broncos
Walter Football: Undrafted
Andrew Van Ginkel, OLB
CBS Sports: Undrafted
Draft Wire: Undrafted
Draftteck: 7th Round (No. 235 overall) to Oakland Raiders
Walter Football: 6th Round (No. 211 overall) to Cincinnati Bengals
Badgers football
WATCH: Chryst addresses Spring Ball at halfway point
Believe it or not…the Wisconsin Badgers are halfway through the 2019 spring practice season.
On Tuesday, Chryst addressed the media on where things stand. The head coach made it known the team is nowhere near ready to take the field in the fall, but that competition is fierce.
So much so, that there is nearly an open competition going on at every position on the team.
Some may see that as a bad thing, but considering the youth and the amount of graduated players, the fact that there are multiple players stepping up and performing well enough to compete for positions on this squad is a good thing.
Check out what else the head coach had to say at the halfway point here:
Badgers football
Badgers using Axe loss as motivation for 2019 season
The 2018 season did not go exactly as planned for the Wisconsin Badgers football program. Putting the cap on a disappointing season was UW's first loss in 15 games to bitter rival Minnesota.
Not seeing Paul Bunyan's Axe in the Badgers trophy case had to be a strange feeling when it happened. But, it has also become motivation for the Badgers to remember that awful feeling and never let it happen again.
To that end, apparently the coaching staff has put a picture of the Gophers players chopping down the goal posts following their win last seasons.
Ferguson and others note that the loss and the fact that UW went from a preseason College Football Playoff contender to the Pinstripe Bowl has served to make this offseason much more serious than a year ago.
"When we walk into the locker room, we've got the Nebraska trophy, the Iowa trophy, and then on the right is where the Axe would be," Ferguson told the media. "Right behind it where it would be is that big picture."
"Kinda pisses me off," he continued. "But I think it's a good thing we have that, and I'd say a lot more guys are focused up and a lot less goofing around in the weight room. Everyone's holding each other accountable."
With a much younger team and a whole lot of spaces up for grabs, things should be serious this spring as well.
The Badgers will move on from Alex Hornibrook at quarterback and four players have taken nearly equal reps overall so far this spring.
There's youth being served along the defensive line, at linebacker and a host of young (but experienced) players at cornerback to give the Badgers plenty of focus overall.
But, it is interesting that with over seven months to go until the Badgers and Gophers knock heads again for the longest-played rivalry in college football, the Badgers have focused in on getting that trophy back in their possession.
While winning the trophy doesn't guarantee success, it certainly has gone a long way towards letting everyone know the Badgers are successful on a near annual basis for the previous 14 years.
Can that focus on getting the Axe back be a catalyst for the improvement needed from the young roster? Only time will tell, but the fact that those young players appear to be locked in this early is a positive sign.
Badgers football
5 Badgers who need to break out this spring
As with any talk of spring ball, individual play is always at the forefront. It's what Wisconsin Badgers head coach Paul Chryst is emphasizing the most this spring.
With injuries to potential starters like Christian Bell, Tyler Biadsz and Cole Van Lanen, there are more spots open for reps this spring. Add in a young overall roster and you can see why spring is big for the Badgers in 2019.
But, there are some players who need to showcase themselves more than others. For a group of players it may be their last chance to put it all together and show the coaching staff the belong in the mix.
So, let's take a look at the five players who need to break out the most this spring.
Noah Burks, Jr. (Outside Linebacker)
Will Burks turn the potential that had him as a 4-star linebacker coming out of Carmel (Ind.)? It hasn't totally happened so far and part of it has been other players ahead of him, but part of it has been his inability to win a position in the regular rotation.
To date, Burks has amassed 21 games played, 8 total tackles and a forced fumble to his name. If he's ever going to take on the role as a starter, this spring is the time to do it. Christian Bell is out and there is plenty of room for snaps if one can prove they deserve them.
Burks has a big opportunity in front of him and the good news early on in practice is that he seems to be taking to that opportunity. Look for his name to be one that makes the jump necessary by the end of April.
Jack Coan, Jr. (Quarterback)
Yes, he's got experience as a starting quarterback and yes he is entering his junior season. But, one could argue no player needs to take the bull by the horns more than Coan does. With Alex Honribrook off to Florida State, the quarterback position is wide open this spring.
All the hype may be around early entrant Graham Mertz, and if he wins the job great. But, ideally the Badgers would like to not put Mertz in a situation where he's not fully ready.
That requires Coan to show he's growing and can be trusted to be a solid option, unlike what was there for most of last season. If Coan can't put it all together in the spring, will he ever be able to be a solid option for the coaching staff to count on?
Anthony Lotti, Sr. (Punter)
We're talking about punters…yes punters. The truth is, Wisconsin needs better overall play from special teams and arguably no area needs more improvement than the consistency from the punter position.
Lotti came in as one of the most promising punters in the country according to scouts and hasn't really lived up to that hype. He's got 140 punts under his belt in the first three years, averaging just 38.8 yards per punt though.
Last season saw Connor Allen also get a crack at the punting duties and he wasn't much better, booting 22 punts for an average of 37.5 yards per punt.
With a roster in flux at major positions on both sides of the ball, having some confidence in the special teams units would be nice. That means Lotti turning on the big leg and accurate punting that he was known for coming in to Wisconsin.
If he can't turn it on consistently this spring, it could be time to give a new face a look in the fall.
Nate Carter, So. (Tight End)
Wisconsin knows it has a star in tight end Jake Ferguson, but what it doesn't know is who in the heck can be counted on behind him. Expected second-string tight end Luke Benzschawel is out for an extended amount of spring ball and even he hasn't proven to be a pass-catching threat.
In fact, there isn't a Badgers tight end outside of Ferguson who has caught a pass in college ball yet. So, enter former quarterback turned tight end, Nate Carter.
The Waunakee native is 6-5 and nearly 210 pounds, so clearly he will need to put on some weight. But, if he can emerge as a good pass catcher and pick up some blocking schemes this spring perhaps the Badgers have another option.
Clearly the coaching staff thinks enough of his athleticism to put him in to a pass-catching role. Will that pan out or will the Badgers be searching for that other answer further in to the fall?
Aron Cruickshank, So. (Wide Receiver)
One part of Wisconsin's passing game woes seemed to be inconsistent (at best) play at QB, but UW also struggled to get separation down field from its wide receivers too.
One potential cure for that is speedy sophomore Aron Cruickshank. The coaching staff thought enough of him to make sure he got the ball in his hands a few different ways all the way through the 2018 season.
But, can he go from a gimmick player to a real threat in the every-down offense? So far the returns in practice this spring indicate he's having fun burning the crap out of UW's defensive backs.
He's already hooked up for a number of deep passes and made the quarterbacks lives easier. If he could help open up the deep passing game to go along with Jonathan Taylor's home run hitting ability in the backfield, this could be a dynamic offense.
Of course, spring ball isn't Saturday's in the fall, but having him emerge as a true weapon in the regular pass game would be massive.
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End of days?
On Tuesday the 1st of February, the world officially ran out of four digit IP numbers. This has been predicted for many years and was an inevitability. Now that it has finally happened, will the internet be in crisis?
IP numbers are those strange dotted numbers that you see sometimes when using the Internet. Every computer on the net needs an IP number, rather like a phone needs a phone number, so that other computers can talk to it. And just like one phone number can be shared between several phone extensions, a fax machine and an answering machine, so too can IP numbers be shared between mail services, FTP and websites. For example, on our own server we are using one IP number, 188.8.131.52, to run over 60 individual websites. Likewise, you probably have a whole network of PCs in your office, all running through a single external IP number belonging to your internet service provider.
The IP number is always a group of four numbers, and each number can range from zero to 255. When the internet was first built, this was a brilliantly simple idea, and would give us something like four billion possible addresses. The problem was that no-one envisaged quite how much the Internet would grow, or the demand there would be for IP numbers. Initially, when just ten organisations were involved, each was allocated a huge block of addresses. For example, IBM was allocated 16 million possible addresses. Later, as more organisations and then countries came online, whole countries were allocated blocks of this size, and then as addresses began to run out, the IP address map became more and more of a patchwork of tiny blocks. People began staking claims to far more addresses than they would ever need knowing that in future they would become a tradable commodity.
It is the growth in smart phones which has taken everyone by surprise. In the last year or so, mobile phone operators have created huge demand for additional IP numbers so they can allocate individual numbers to each phone. This was, perhaps, not the smartest way of doing it, but it was certainly the easiest.
This problem of eventual address exhaustion had been recognised many years ago. Back in 1993, a year before the first graphical web browser was released (Netscape), the Internet Engineering Task Force developed Network Address Translation which allows you to run your private networks through a single external IP address and in 1998 they published the standards for IPV6, which is an update to the existing IPV4 numbering system. Whilst our current system of IP numbering can support 4 billion IP numbers, IPV6 can support around 300 billion billion billion billion addresses. This, it is hoped, is more than we will ever need, but just like phone number overhauls, we are going to have to go through an upgrade cycle.
Most of your software is probably already IPV6 compatible, but hardware may be more of a problem. IPV6 requires more hardware to process the larger address space, and hardware manufacturers would have been reluctant to push up costs providing extra facilities for which there was no demand. Hardware such as routers might be upgradable using a firmware upgrade, but more likely is that router makers will want to sell you a whole new home hub. Really you will need to look at anything which has its own IP number, such as network printers, VOIP phones, network enabled web-cam security systems, and ask if you will need to upgrade or replace it if you want to use IPV6.
The important thing to remember is that although the world has officially run out of IPV4 addresses, there is still a lot of slack in the system. Millions of numbers have been allocated but not actually used yet. The internet isn't going to collapse overnight. It will be a gradual transition to IPV6, not a huge changeover day, and the transition will have more effect on servers and routing software than on end-users. If you are buying new kit, particularly expensive kit, you need to ask if it is IPV6 compatible, and does it need to be? For lower cost kit, such as wireless routers, which get faster and cheaper every year, it is probably more cost-effective just to replace them once they become obsolete, rather than worry about upgrades.
28th February 2011
This article comes from the SKILLZONE email newsletter, published monthly since January 2008, and covering topics related to technology and the internet. All articles and artwork in the SKILLZONE newsletter are orignal content. If you would like to receive the newsletter direct to your inbox each month, please SUBSCRIBE here. It is free, and you don't get added to any other mailing lists. It uses best-practice confirmed opt-in only, and you may unsubscribe at any time.


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Attic Sale
The tradition began in 1950 and since then, Attic Sale has grown to become one of Augusta 's most beloved fundraisers. Patrons can browse and shop thousands of gently used items including children's clothes, toys, furniture, electronics, household items, books, holiday decorations, and much more – all available for purchase at affordable prices. There is also an opportunity to view and purchase merchandise at our Annual Attic Sale Preview Party before the doors open to the public.
All funds raised through the Annual Attic Sale and Preview Party are used to support the mission and fund the community projects of the Junior League of Augusta, Georgia.
Attic Sale is held the first Saturday in March at the Augusta Exchange Club Fairgrounds on 3rd and Hale Streets.
There is free admission to the Attic Sale on Saturday. Doors open at 7am and stay open while merchandise lasts, usually 2pm. Merchandise may be purchased via cash or credit cards. A Health Fair with wellness screenings will be available for patrons, free of charge.
Attic Sale fundraiser is currently being evaluated, more details to come for the 2019 event.


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Wed, 11 February 2015
Low-carb physician, researcher, and New York Times bestselling author Dr. Eric Westman is our special 2014 Low-Carb Cruise guest speaker featured today in Episode 921 of "The Livin' La Vida Low-Carb Show."
Throughout the month of February, we will be airing audio footage of most of the lectures shared on the 2014 Low-Carb Cruise. Unfortunately, we had some audio/visual problems that corrupted the video footage and distorted some of the cruise talks. However, we were able to salvage the sound from most of them for you to enjoy all month long. We'd love to have you join us on the 8th Annual Low-Carb Cruise coming up on May 24-31, 2015 sailing aboard the Royal Caribbean Independence of the Seas leaving out of Fort Lauderdale, Florida and going to San Juan, Puerto Rico, Philipsburg, St. Maarten, and Basseterre, St. Kitts. See the full list of guest speakers and lecture titles for this year's exciting event!
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Reply To: Eileen's Intro
Home › The Candida Forum › Your Stories & Journals › Eileen's Intro › Reply To: Eileen's Intro
Hello, Eileen, welcome to the forum.
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tiredness: This is part of the Candida symptoms; as the Candida is cured, the
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sinus: Sinus problems during a Candida infestation is a sign of possible sinus yeast infection. Oral, nasal and vaginal yeast are a sign that the Candida fungus has infested the gastrointestinal tract to the extent of the beneficial being at an extremely low point; when this happens the immune system is most affected, and the entire body can suffer from infections.
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Child Custody
Pennsylvania Child CustodyWritten by Michael O'Brien
Pennsylvania child custody laws take into consideration many factors if you are a parent engaged in some kind of child custody action. So you can be more aware, here are some of the legal matters to consider.
Pennsylvania Child Custody Issues
As with most other states, the matter of which parent will care for a child is decided on a case by case basis. One of the custody factors to be aware of is legal custody verses physical custody.
Physical custody involves the everyday caring for of a child. This can include matters such as seeing to the child's health, welfare, and discipline. Legal custody on the other hand refers to all the major decisions in a child's life. These can include matters such as what schools the child will attend, what religion they will follow and be educated in, and what to do in the event of any kind of major, emergency medical situation regarding the child in question.
Pennsylvania Policies
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Located in the basement of Iron Fitness, this no-frills gym has just enough room for a ring, some bags and a few bikes. But what it lacks in space and slickness, it more than makes up for in a superior workout. Wisecracking instructors take you through a fast-paced circuit session that includes everything from ring and bag work to heavy rope training and old-fashioned jumping jacks. Tip: The boxing gym has a basic bathroom, but you have access to nicer facilities (including a shower) upstairs.
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AMERICAN GEOPHYSICAL UNION SPA SECTION NEWSLETTER Volume XXV, Issue 68 Oct.25,2018
Table of Contents
1. Join Us on October 30-31 for the Workshop on Maximizing the Scientific Return of NASA Data
2. AAS/SPD Hale and Harvey Prizes – Last Call For Nominations
3. 2019 Call for Applications for the Jack Eddy Postdoctoral Fellowship Program
4. Monday Science Telecon, October 29
5. Advances in Space Research – Special Issue Announcement
6. Graduate Studies in Heliophysics at the University of Arizona
7. JOB OPENING: Postdoc Position at Smithsonian Astrophysical Observatory (Parker Solar Probe / SWEAP)
8. RHESSI Science Nuggets in October 2018
Announcement Submission Website: goo.gl/forms/qjcm4dDr4g
Join Us on October 30-31 for the Workshop on Maximizing the Scientific Return of NASA Data
From: Janet Kozyra (janet.kozyra at nasa.gov)
NASA's Science Mission Directorate (SMD) seeks to expand human knowledge through new scientific discoveries in order to understand the Sun, Earth, Solar System, and Universe. SMD, in partnership with the Nation's science community, conducts scientific studies of the Earth and Sun from space, returns data and samples from other bodies in the solar system, and peers out into the vast reaches of the universe. Each of the four Science Divisions within SMD generates, analyzes, and archives large amounts of data to support unique science objectives and delivers data and scientific results to millions of users around the world.
In the past, management of data and computing resources has been conducted based on the specific needs of each mission or Division, with limited consideration for enabling inter-disciplinary research. SMD seeks to develop a new Strategic Plan for Scientific Data and Computing to guide the evolution of the array of data and computing systems supporting research across the four science areas within SMD over the next five years. To inform this work, SMD is hosting a Workshop on Maximizing the Scientific Return of NASA Data on October 30th and 31st in Washington, D.C. The workshop will bring together thought leaders from academia, industry, and government to gather community input on a new, whole-of-SMD approach that leverages advances in information technology to enable groundbreaking scientific research.
The link can be found at: www.eventbrite.com/e/workshop-on-maximizing-the-scientific-return-of-nasa-data-registration-50865373702
We hope you can join us! If you have any questions or concerns, please email email@example.com. National Aeronautics and Space Administration, Science Mission Directorate
AAS/SPD Hale and Harvey Prizes – Last Call For Nominations
From: Haimin Wang (haimin.wang at njit.edu)
Nominations are sought for the 2019 American Astronomical Society Solar Physics Division (AAS/SPD) George Ellery Hale Prize. In considering candidates, the Hale and Harvey Prize Committee is to be guided by the impact of the candidates' research in solar physics, general astronomy, geophysics, mathematics, and physics. Any living scientist is eligible to receive the award without consideration of race, sex, nationality or membership in the SPD. Please see spd.aas.org/prizes for the detailed eligibility criteria and a list of previous awardees.
Nominations are also sought for the 2019 AAS/SPD early career Karen Harvey Prize. This prize is awarded in recognition of a significant contribution to the study of the Sun early in a person's professional career. The prize will be awarded to a person who has not reached 36 years of age, or who has not reached ten years of cumulative professional experience since the Ph.D or equivalent degree, at the end of calendar year 2018. This award is open to anyone who meets the age and professional experience requirements, without consideration of race, sex, nationality or membership in the SPD. Please see spd.aas.org/prizes for the detailed eligibility criteria and a list of previous awardees.
A letter of nomination for the Hale or Harvey prize, with supporting letters of endorsement (at least two of nomination/support letter writers must be from members of the Society), full curriculum vitae should be submitted to the Hale and Harvey Prize Committee, which will be responsible for the selection.
Please note some updated guidelines as posted in SPD webpage. E.g., nominations for the Harvey prize must be updated every year with at minimum an updated CV and cover letter (other additional materials/updates are also encouraged). Nominations for the Hale prize must be updated every three years – again with CV and nomination letter, and other materials if desired. If a complete package for Hale Prize was submitted in 2017 or 2018, no new information is required, but the nominator can choose to update the package entirely or partially.
Deadline for receipt of letters and supporting documents for either (Hale or Harvey) prize nomination is November 16, 2018. Submissions should be sent to Haimin Wang at firstname.lastname@example.com.
2019 Call for Applications for the Jack Eddy Postdoctoral Fellowship Program
From: Kendra Greb (kgreb at ucar.edu)
Jack Eddy Postdoctoral Fellowship
Application Deadline: January 11, 2019.
UCAR is pleased to announce the 2019 call for applications for the Jack Eddy Postdoctoral Fellowship program sponsored by NASA's Living with a Star (LWS) program. These fellowships are designed to train the next generation of researchers in the emerging field of heliophysics.
Heliophysics embraces all aspects of the Sun-Solar System, and includes many of the basic physical processes found in the laboratory, the solar system, and throughout the universe. These processes generally involve the interactions of ionized gases (plasmas) with gravitational and electro-magnetic fields, and with neutral matter. The physical domain of heliophysics ranges from deep inside the Sun to the Earth's upper atmosphere.
Jack Eddy Fellowships provide a unique opportunity to go where few have gone before! Fellows are UCAR employees and receive a fixed annual salary, UCAR's extensive benefits package, and allowances for relocation, travel and publications. Appointments will be announced by April 1, 2019.
To apply for the fellowship and for more information and please visit: cpaess.ucar.edu/heliophysics/jack-eddy/how-postdocs-apply
Cooperative Programs for the Advancement of Earth System Science University Corporation for Atmospheric Research (UCAR)
Monday Science Telecon, October 29
From: David Sibeck (david.g.sibeck at nasa.gov)
At 12:00 noon EST on Monday (October 29), we plan to hold the next in our ongoing series of science telecons. The speaker this Monday will be Chae-Woo Jun from UCLA. The topic will be "A statistical study of EMIC waves associated with or without injections using the Van Allen Probes and GOES satellites".
The telecom will be broadcast live via webex. If you would like to join, please go to uclaigpp.webex.com/, search for the 'Dayside Science' meeting (Meeting number: 280 328 066), enter your name and contact information, and then the meeting password, which is Substorm1!
To hear the audio, do not dial the number that pops up on the webex website. Instead, please dial the following toll-free (in the United States) number: 1-844-467-6272 with passcode 901533
Please remember to mute your telephone if you are not speaking.
Looking forward to speaking with you.
Advances in Space Research – Special Issue Announcement
From: Daniel Gómez (gomez at iafe.uba.ar)
Dear Colleague,
The proceedings of the COLAGE XI (www.iafe.uba.ar/colage11/) will be published by Advances in Space Research (ASR), through the following two special issues (SI) listed below. *Deadline for submission is March 31, 2019* and accepted articles will be published free of charge.
Even though we expect that most contributions will come from COLAGE XI participants, note that both special issues will accept submissions from other authors as well. We invite authors that contributed to Sessions 1, 2 in COLAGE XI to submit to SI1, and those who contributed to Sessions 3-7 to submit to SI2. Papers must be submitted electronically to ees.elsevier.com/asr.
To ensure that all manuscripts are correctly identified for inclusion into the corresponding SI, authors must select the "Article Type" indicated below when they reach the "Article Type" step in the submission process. Enclosed please find the full description for both issues.
SI1: "Recent results on solar and heliospheric phenomena affecting Earth" (Guest Eds.: Cristina Mandrini & Hebe Cremades) Article type: "Special Issue: SOL-HEL Phenomena – Earth"
SI2: "Magnetosphere, ionosphere and their connection to Space Weather" (Guest Eds.: Daniel Gomez & Sergio Dasso) Article type: "Special Issue: Space weather connection"
Best regards,
Daniel Gómez (chairman of COLAGE XI)
Graduate Studies in Heliophysics at the University of Arizona
From: Kristopher Klein (kgklein at lpl.arizona.edu)
The Department of Planetary Science and the Lunar and Planetary Laboratory at the University of Arizona seek prospective graduate students who are interested in pursuing research in space physics and heliophysics. The deadline for application is December 10th, 2018. Both fellowships and research assistantships are available for the qualified applicant. Successful candidates will enter the program in Fall 2019. Prospective students should apply at www.lpl.arizona.edu/graduate/admission
The solar and heliospheric research group at LPL (www.lpl.arizona.edu/research/heliophysics) has a long history studying the Sun's extended atmosphere as it moves outward through the solar system and encounters the local interstellar medium. The group studies many different aspects of the Heliosphere, including the transport of galactic cosmic rays within the solar system, the acceleration and transport of high-energy solar particles, the physics of shocks in the interplanetary medium, and the transport and dissipation of energy in turbulent plasmas such as the solar wind. LPL researchers have had significant involvement in the Voyager spacecraft missions, as well as involvement with other missions aimed at studying the Sun and solar wind, including ACE, Wind, Ulysses, and the recently launched Parker Solar Probe.
Inquiries about the program and the application process can be directed to either Prof. Kristopher Klein (kgklein at lpl.arizona.edu) or Prof. Joe Giacalone (giacalon at lpl.arizona.edu). The University of Arizona is an EOAA employer with a strong commitment to diversity and inclusion. We request researchers and teachers to distribute this advertisement to qualified candidates.
JOB OPENING: Postdoc Position at Smithsonian Astrophysical Observatory (Parker Solar Probe / SWEAP)
From: Anthony Case, Kelly Korreck, Michael Stevens (tonycase at cfa.harvard.edu)
The Smithsonian Astrophysical Observatory is looking for two post-docs to join the Solar Wind Electrons, Alphas, and Protons (SWEAP) team to study the solar wind as part of the Parker Solar Probe mission. Candidates must have experience with research in the solar wind field (data analysis, theory, or modeling), with a preference toward candidates experienced in analyzing solar wind proton, alpha particle, and/or electron data. Come join our team! Apply via the website: www.cfa.harvard.edu/hr/postings/18-77.html Applications closing November 15, 2018.
RHESSI Science Nuggets in October 2018
From: Hugh Hudson (hhudson at ssl.berkeley.edu)
No. 335, "CORONAS/SPIRIT Mg XII and nanoflares", by Anton Reva. Monochromatic Mg XII spectroheliography sets severe limits on nanoflare heating models.
No. 334, "White-light Emission and Non-thermal Electrons", by Kyoung-Sun LEE. An intimiate relationship between accelerated electrons and visible flare continuum.
See sprg.ssl.berkeley.edu/~tohban/wiki/index.php/RHESSI_Science_Nuggets listing the current series, 2008-present, and sprg.ssl.berkeley.edu/~tohban/nuggets/ for the original series, 2005-2008. We publish these at roughly two-week intervals and welcome contributions, which should be related, at least loosely, to RHESSI science.
The AGU Space Physics and Aeronomy (SPA) Section Newsletter is issued approximately weekly. Back issues are available at:
To request announcements for distribution by the newsletter, please use the online submission form at: goo.gl/forms/qjcm4dDr4g
To subscribe to the newsletter, please go to the web page at: lists.igpp.ucla.edu/mailman/listinfo/spa (Do not use this web page to post announcements.)
NOTE: Due to the large number of SPA-related sessions at major conferences, the SPA Newsletter can no longer accept announcement requests for individual sessions at AGU, AOGS, COSPAR, EGU, or IAGA Meetings. Titles and web links (if available) of these sessions will be distributed in a special issue of the Newsletter before the abstract deadline.
SPA Web Site: spa.agu.org/
SPA Newsletter Editorial Team: Peter Chi (Editor), Guan Le (Co-Editor), Sharon Uy, Marjorie Sowmendran, Todd King, and Kevin Addison


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