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- Details
- Specs
- Reviews
- What's Included
Niles Audio Performance audio loudspeakers are optimal for primary and secondary listening rooms and home theater applications. Whether you are listening to background talk radio or a complete orchestra, Niles CM series speakers deliver optimal performance and reliability.
Precision tuned and voiced fixed woofer ceiling-mount loudspeakers provide graduated performance for all types of applications. Integrated woofer/baffle design delivers greater low frequency response by employing a larger 7-inch woofer where competitive models of the same outer size employ only 6 1/2-inch woofers in the same size speaker installation. The glass fiber cone is light, strong and well damped to provide best in class bass response; it also features a butyl rubber surround that damps resonance and provides exceptional durability. A 1-inch fluid-cooled UltraSilk soft-dome tweeter provides for clear and detailed high frequency response. There is also a proprietary bridge-mounted tweeter-adjustment mechanism focuses the high frequency sound in any direction up to 20° without diffraction. Three patent-pending spring tensioned mounting clamps permit quick installation and compensate for uneven mounting surfaces and varied environmental conditions. Weather-resistant construction and a MicroThin magnetically attached rust-resistant grille enables installation in moist areas, such as bathrooms or outdoors under eaves.
Compatible Niles Audio Accessories:
• NCB7C Installation Bracket
• SG7C Square Loudspeaker Grille
About Niles Audio CM Series Loudspeakers
Niles Audio CM Series (Ceiling Mount) Loudspeakers deliver an uncompromising combination of designer oriented aesthetics, superb sound performance, and ease of installation. Small footprint and low profile design provide the
look that today's homeowners desire. Available in 7-inch and 8inch versions, there are various left/center/right (LCR) channel speakers, surround effects speakers, and stereo input dual voice coil speaker models to satisfy applications ranging from advanced home theaters to distributed audio systems.
Choosing the Right Speaker for Your Application
Niles CM Loudspeakers are designed to be installed in any standard ceiling. When choosing a location, thought should be given to the sound coverage of the loudspeaker, and ease of running the speaker wire. Niles manufactures a large variety of speaker models for many different applications, with special models for shallow depth ceilings, models with Rear Wave Enclosures to minimize any sound bleeding through to adjacent rooms, etc.
• Stereo Sound Applications - The best stereo effect will be achieved if both loudspeakers are at an equal distance from the listening area. Ideally all loudspeakers should be on the same horizontal plane. Avoid installing loudspeakers near corners to prevent a 'boomy' or diffracted sound. Also note that the lower the ceiling, the closer the loudspeaker should be placed to the listener.
• Home Theater Applications
• Left/Center/Right (LCR) - Position the center channel loudspeaker directly over the television, with the left and right speakers equidistant from the center. The separation between the left and right should not be more than the distance to the primary seating area.• Single Speaker Stereo Input Applications - Stereo Input loudspeakers are ideal for small rooms where positioning two loudspeakers is not practical. Examples would be a small kitchen, bathroom, hallway, or small bedroom. Locate the loudspeaker as close to the center of the room as possible for the most even distribution of sound. Avoid installing the loudspeaker near a corner to prevent a 'boomy' or diffracted sound.
• LCR Multi-Purpose Speakers - A versatile ceiling-mount loudspeaker that performs well for• Rear & Side Surround Effects - For the rear speakers, position surround effects loudspeakers behind the listening area, to the inside of the front left and right speakers. The tweeters should point to the sides of the room. For the side speakers, position surround effects loudspeakers to the sides of the listening area with the tweeters in-line with the listener. The tweeters should point to the front and rear of the room.
background music and home theater. Applications include blending with light can fixtures, distributed audio, LCR channel for family room, home theaters and outdoors on the patio
• LCR Performance Speakers - The perfect blend between value and performance, these loudspeakers deliver high-performance sound in a wide variety of applications. Applications include blending with light can fixtures, secondary or primary listening rooms, family rooms, kitchens, and bedrooms, LCR channel for home theaters
• LCR High-Definition Speakers - Provide superior sound quality and longevity by utilizing advanced components, materials, and circuit design. Applications include LC channel for advanced home theaters, primary listening rooms
• FX Speakers - Provide the surround effects (rear, side) channel in a wide variety of home theater and multi-channel music applications. Applications include 5.1 and 7.1-channel home theater systems and multi-channel music systems
Specifications Manufacturer Niles Audio Manufacturer Product No. CM7PR, FG01657 UPC 760514016576 Frequency Response 52Hz To 21kHz +/-3dB Impedance 8 Ohm Nominal; 6 Ohm Minimum Recommended Amplifier Power 10 To 130 Watts Frame Dimensions 9 7/8" (25.1 cm) Hole Cutout Dimensions 8 1/2" (21.6 cm) Depth Behind Ceiling 5/8" Drywall: 3 3/4" (9.5 Cm) Weight 5.4 Lbs (2.4 Kg) Manufacturer Warranty Lifetime Limited Warranty
- 1x - Speaker
- 1x - Magnetically attached round grill
- 1x - Hole template with painting standoffs
- 1x - Owner's manual
- 1x - Warranty card
- 1x - Speaker


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by Len Lear
On Saturday, Oct. 8, four of us went to the Red Lobster restaurant in Montgomeryville. We asked the hostess if it would be possible for us to be waited on by Jonathan Schilling, whom we knew from a previous experience at the same restaurant. We had had a fun-filled evening a couple of months ago, in large part because of Jon's attentiveness, knowledge of the menu and great sense of humor. (Jon has also done standup comedy at several area comedy clubs.)
Shortly after we were seated, Jon, 29, who has been a server at area restaurants for 13 years, came over to our table and took our drink orders while we re-established our acquaintances and kidded with him about something silly. He said he'd be right back with our drinks and to take our food order.
That was the last time we ever saw Jonathan. Eventually, another server came over, a very pleasant fellow named Joe, who waited on us for the rest of the evening. We assumed that Jon must have been waiting on other tables in another room because we knew that we were not in his usual coverage area. The gigantic restaurant can seat about 300 customers over several rooms, and there was a huge crowd that night as well as many people waiting to be seated.
The following day, however, I called Jon to ask why he had disappeared. (I had his home phone number because I had been considering doing an article on his standup comedy experiences.)
Jon,who lives nearby, apologized for not returning to serve us, but he said that when he went into the kitchen, his manager, Joe Yoffee, told him he was suspended and that he had to go home immediately. "He told me he thought I was on drugs and unfit to work and that I was being suspended. I took great offense to his statement because I have never taken illegal drugs in my life."
The following night Jon called me and said that he had received a call from the manager, informing him he was fired. "He stated that he sat down with (another member of management), and they both agreed that I was on drugs and that I was terminated. I think it's funny that none of the guests thought I was on drugs because I wasn't. I get nothing but compliments from the guests I serve, because I am a phenomenal server, and I have done nothing wrong. And now I am out of a job."
The following day I called Erica Jaeger, corporate public relations spokesperson for Red Lobster, based in Orlando, Florida, who got back to me two days later and said in an email, "Out of respect for the privacy of our current and former employees, we do not discuss personnel matters outside of the company. However, we are a company that strongly believes in respect, integrity and fairness and are proud to be named a Fortune 100 Best Company to Work For. I did look into the matter you shared and can assure you the appropriate steps were taken."
In reply, I wrote, "You wrote that 'the appropriate steps were taken.' Does this mean Mr. Schilling will be offered his job back? Does it mean that a policy will be put in place to handle cases like this where employees are accused of illegal drug use? How can the public know that 'the appropriate steps were taken' if they don't know what those 'appropriate steps' are?"
Erica's reply: "We understand your position, Len, but please understand that for legal and ethical reasons, as well as respect for our employees' privacy, we cannot discuss personnel matters like this publicly."
Since I got nowhere with the corporate headquarters, I called Mr. Yoffee, who was willing to answer my questions. "Jonathan was not in the right frame of mind," he said, "but I did not accuse him of using drugs. I have no way of proving that. It is not my call to make. We do expect a certain level of performance, and when a server does not deliver, I have to make the call. We had 23 servers on the floor that night, and if there's one who can't handle the load, I have to make the call then and there." (I did point out that Schilling was one of the best servers we had encountered in a long time in any restaurant.)
Both Jon and Mr. Yoffee told me that Schilling was previously suspended a few months earlier. Jon insists that at the time he was taking Ambien, which he said had been prescribed by his doctor for sleepnessness. One of the side effects of taking Ambien, according to its manufacturer, is drowsiness.
I called Ari Karpf, of Karpf & Karpf, a Philadelphia law firm that specializes in employment law, to seek his insight on the issue. Karpf said, "Our firm brings between 125 and 175 suits a year in Pennsylvania, New Jersey and New York for wrongful termination. That's all we do. Jonathan is not entirely without protection, but unless you have a contract or belong to a union, the employer can fire you at will.
"This may sound odd, but the best-case scenario might actually be if the employee did have a history of drug use but had become clean. Then the Disabilities Act might come into play because an employer cannot fire you because of a disability, and a drug history could conceivably be considered a disability."
I then called Lewis Maltby, spokesman for an organization in Princeton, NJ, called the National Work Rights Institute, which advocates and lobbies for workplace legislation that would provide more protection for non-unionized workers.
"I'm glad you're doing this article," he said, "because I have been doing this work for 20 years, and I can assure you that most people have no idea how unfair the laws are in cases like this one. If people did know, they would demand that their legislators change the laws.
"People have the mistaken notion that you need a half-decent reason to fire an employee, but you don't. There is no law against firing someone for something unfair or irrational. You can fire someone because you don't like the way he parts his hair, as long as there's no issue of race, religion, gender, age or disability discrimination. It's so ridiculous. A big corporation can always get another employee. They are expendable."
Janet Ginzberg, another Philadelphia attorney specializing in employment law, told the Local that anyone who is dismissed from a job should "apply for unemployment compensation, and the burden would be on the employer to prove he was fired for willful misconduct." Anyone who needs help filing such a claim should call Philadelphia Legal Assistance at 215-981-3800.

subset: commoncrawl


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It's been raining a lot over here. Threats of typhoons, gloomy weekdays filled with the incessant patter of raindrops, grey skies, wonky dsl…the usual ways the rainy season makes its presence felt. Today's different though…the sun is out (for now) where I live and I'm once again in a skirt and tank top, trying to keep cool.
Crazy weather. Determined to drive me mad. Lulling me into cozy thoughts of soup and stews, and then driving me headlong into the arms of fresh fruit and salad. Eating seasonally means a different thing every day over here, a challenge that is just a bit too much for me right now.
I seek refuge in the embrace of a very autumnal dish. Autumn is a season absent from our calendar and I find every opportunity to flout nature and enjoy it on my table, if not in my weather.
Crazy, perplexing, faithless weather. You deserve my rebellion.
The weather aside, I am loving the local farmers who have started growing butternut squash. I find it at the markets more often now, and I make sure to buy some when I see it…no matter what the weather is like. In my favourite herb stall, at my Saturday market a while back, I found some gorgeous specimens. After much dithering about the size (I only have two mouths to feed after all) I finally succumbed to a 3-kilo beauty upon the urging of my friend M, who assured me that I could just cook and puree what I couldn't use then freeze it for later consumption. Which is exactly what I did after enjoying the squash as a centrepiece on our dining room table (whole pumpkin is such a joy…you can keep it as decoration for the longest time while you ponder how you want to prepare it…not to mention the possibilities if you happen to have a fairy godmother!).
I divided the squash in half: Half I roasted and pureed, and stashed in my freezer for emergency butternut squash soup. This is what happened to the other half.
Honey and Thyme Roasted Pumpkin
(adapted from Maple and Thyme Roasted Pumpkin, Donna Hay Magazine, issue 38, page 100)
- 4 wedges of butternut squash, about 700 grams total weight
- a scant 1/4 cup honey
- 70 grams butter, melted
- 1/2 teaspoon dried thyme leaves
- 1/2 cup walnuts
- 1/2 cup pili nuts, blanched and peeled
- Sea salt and freshly cracked black pepper
– Place the honey, butter, thyme, and nuts in a bowl and stir to combine. Season with salt and pepper to taste – it should have a sweet-salty flavour balance.
– Arrange squash wedges in a roasting pan, or any sort of pan where they'd fit. I used a pyrex pie dish and that worked fine.
– Pour the honey-nut mixture over the squash, dividing evenly between their little hollows.
– Roast in a 200C oven for 30-40 minutes or until tender.
– Serves 4 as a side dish.
The original recipe used golden nugget pumpkins (instead of butternut squash), maple syrup (instead of honey), and almonds and pecans (instead of walnuts and pili).
If there is someone out there who can resist a golden, caramelized wedge of butternut squash, softly roasted and topped with sweet sticky nuts…well, you are a stronger person than I. This dish was so divine that the weather made no hee-haw to me whichever way its inconstant winds wanted to blow. Rain or shine, wet or dry, sometimes you just need to close your window and do what you want.


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J.K. Rowling and Stephanie Meyer should be notified that a new writer is looking to join them in the higher ranks of successful female authors. Former Newton resident Emily Chesshire Thompson is looking to launch herself into that stratosphere as her debut novel, "The Fine Line," is set to drop this spring.
"Basically, 'The Fine Line' is a story about an American girl who goes to Mexico, and one day she shadows a prison chaplain," Emily said. "And she becomes consumed with the people and the setting, and she never goes back home. She ends up moving in with the chaplain's family and ends up going to the prison every day. It's really a story about what happens when you cross that fine line you have in your own mind and that society has of the fine line of what's right, what's wrong, what's acceptable and what's unacceptable."
For Emily, penning the book serves a few purposes. Part of protagonist Maggie's experiences in Mexico were based on Emily's own missionary trip to Mexico when she was 19. This book is a way for her to tell what she saw and add a bit of spice to it.
"After my sophomore year of college at UNI, I went down to visit this family I had met doing some mission work in high school," Emily said. "They just invited me down to there house, and I had really bonded with them. I went down just for one week, and I ended staying throughout the entire summer for about three months."
"Their father did prison ministry full-time," Emily continued. "I went with him from 9 to 5 for five days a week. A lot of this novel is based off of my personal experiences and interaction. A lot of the emotion of the main character is the emotional roller coast. I went through personally. And a lot of the setting was captured through my own eyes, during that summer in that prison."
Emily knew that taking such an action was a huge risk, which is why she didn't tell her family what she was really doing in Mexico at the time.
"They did not now what I was doing," Emily said. "I did not tell them after I came back. They thought I was just staying with this family, they knew I had a relationship with them and was pretty bonded with them. And I don't think they were very excited about me being out of the country for the summer. There was no way. I didn't tell them that I had been to the prison or that I was planing on continuing that."
The second big thing Emily accomplishes with this book is living up to a promise that she made to herself to finally finish this book. She has been writing this book on and off since that first trip to Mexico when she was in college. That was quite awhile ago for her considering these days she's busy as a mother of four boys, works as a teacher, and faithfully serves as the first lady for her husband Pastor Rick Thompson's church.
It was during her maternity leave with her youngest son that she eventually sat down to finish her book that had taken nearly a decade and a half of her life to write.
"It's very strange," Emily said with regard to how she got her book deal. "November of 2011, I was at home on maternity leave with our fourth little boy and I decided to finish the novel. I had been kind of writing bits and pieces over the last several years and I decided I would finish. I went to the Thomas Nelson Publishing (Christian book publisher) website... and they had a women of faith book-writing contest."
"I decided to enter it, and I filled out the entry but I never sent in my final manuscript," Emily continued. "The deadline came and went in January of last year and I just wasn't confident enough with the novel yet. I wasn't satisfied with it. And so I thought, 'Oh maybe I'll enter next year's. And then late March of last year the publishing company called me and expressed interest in my manuscript and ideas. We had a long conversation about what I was writing and the doors all swung open right then."
Emily still sometimes pinches herself and can't believe this is really happening to her.
"I was writing as a little girl and really loved it," Emily said. "I really developed a love for it when I was at Newton High School. I went into journalism my freshman year at Newton High school and my teacher's name was Susan Narigon. And I wrote for her, and was in newspaper and I was her yearbook editor. I just always loved words and making them work. And she really encouraged me from my freshman year — really just made me believe in myself and my ability to write. It's been a long-standing passion of mine and I really believe a calling all of my life."
The 28-chapter book which Emily purposefully wrote to have mass appeal is set to drop in the spring. She also plans on using this book to be the first in a series of books.
"I would say young adults and up," Emily said about her audience. "Anyone high school age and up will probably enjoy the novel as far as age ranges. As far as interests as a whole, I think women will really be drawn to the novel, just because they can relate personally to the evolution that Maggie is going to go through."
"But, I think if you like a show like 'Prison Break' then you'll love this book," Emily continued. "I loved 'Prison Break,' and it was very action driven. And planning driven and there was very small little elements of romance, but that wasn't what carried the show. I think 'The Fine Line' is very similar to that."
Staff writer Ty Rushing may be contacted at (641) 792-3121, ext. 426, or at email@example.com.


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Policy on DiversityThe Company endeavours to ensure that the talents and resources of employees and workers are utilised to the full and that no job applicant, employee or worker receives less favourable treatment on the grounds of gender, sexual orientation, religion or belief, age, marital status, social class, colour, race, ethnic origin, creed or disability, or is disadvantaged by conditions or requirements which cannot be shown to be justified.
To this end, the Estée Lauder Companies will:
Recognise their legal obligations (and the legal obligations of all their employees and workers) under the Equality Act 2010 ("the Discrimination Legislation").
Review periodically the selection criteria and procedures to maintain a system where individuals are selected,
promoted and treated on the basis of their merits and abilities which are appropriate to the job.
Take reasonable steps to ensure that job applicants, employees and workers with a disability will not be placed
at a substantial disadvantage in comparison with applicants, employees and workers who are not disabled.
Ensure all recruiters of employees have been issued with guidelines on discrimination and will attend appropriate training to ensure they are aware of and understand the implications and their responsibilities under the Discrimination Legislation.
Seek to give all employees and workers equal opportunity and encouragement to progress within the Estée Lauder Companies.
Distribute and publicise this policy statement throughout the Estée Lauder Companies and elsewhere as is from time to time appropriate.
Provide facilities for any employee and worker who believes that inequitable treatment has been applied to him.
All employees and workers have a responsibility to accept their personal involvement in the practical application of this policy, but specific responsibility falls upon Managers, Supervisors and employees professionally involved in recruitment, employee administration and training. This policy outlines best practice and is non-contractual.
The Company reserves its right to amend or withdraw this policy. January 2011.