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He survived a mortar attack during the Vietnam War's Tet Offensive in 1968, receiving a Purple Heart for shrapnel injuries suffered while driving a truck full of ammunition to an infantry yard.
He survived a near-fatal bout of Guillain-Barre syndrome in 2005, a rare disease that left him paralyzed for five months, and on a ventilator for 85 of those days.
And now Air Cab owner Joel Eilertsen is fighting for the survival of both the pilots and passengers who fly aboard his fleet of five float planes based out of Coal Harbour on northern Vancouver Island.
"When people turn right, I go left," he allows with a smile from his office in a weary, Second World War aircraft hanger fronting Quatsino Sound. "I've been known as a maverick for 22 years."
He is an unlikely hero in The Vancouver Sun's weeklong series about float-plane safety, a grizzled 63-year-old aviation veteran whose illness has left him with a lingering speech impediment.
It would not instil confidence to hear Eilertsen's voice on board an aircraft: "This is your captain speaking."
Fact is, he is a safety leader in the coastal float-plane industry.
The Sun series is highlighting Ottawa's continuing refusal to adopt added safety measures for float planes despite the recommendations of federal agencies spanning the decades. Instead, safety changes -- some costing as little as $50 -- are coming voluntarily from conscientious operators.
Eilertsen's initiatives go well beyond what Transport Canada requires of commercial float-plane operators, beyond even what much larger industry operators have done.
Ottawa has called an industry workshop for the fall in Vancouver to discuss potential ideas.
"We're pushing Transport Canada into a corner on this issue," Eilertsen said. "It's a must -- and not a significant cost to the operator."
He explains that about a decade ago he installed a satellite-based Skytrax system on his aircraft that provides him with accurate, updated information on elevation, air speed and heading.
He said the system costs about $6,000 per plane, plus $90 a month to receive the data. "These should have been made mandatory."
By keeping closer track of his planes he can help pinpoint the site of a crash, reducing search-and-rescue costs and perhaps saving lives. Emergency-locator transmitters that are standard equipment on aircraft are typically rendered ineffective in crashes in water.
"We track [our aircraft] every five minutes of the flight," he said, showing how each plane is identified by a different colour on the computer screen.
Besides knowing where each aircraft is -- and if it's in trouble -- he can notify clients of precise pickup times and whether the pilot is delayed.
"I was losing hair trying to figure out where my pilots were. At first, there was quite a concern among the pilots [who were] worrying about being caught stopping and fishing. But that's not the case. Who cares? We're concerned about what the aircraft is doing."
'If it saves one life ...'
Over the ensuing years, Eilertsen has undertaken a host of other safety initiatives that cost far less, all of which have received Transport Canada approval -- but not the agency's commitment to mandate them for industry. "It's a common-sense approach, one that Transport Canada doesn't always take," he said.
Additional cargo doors and latches not only improve access when loading and unloading cargo but make it easier for passengers to escape a crash on water.
Seats and seatbelts are strongly secured to the floor to prevent passengers from moving about the cabin.
All passengers have their own headphones to communicate with the pilot.
He's replaced flush door latches with raised levers that passengers could even operate with their elbows. That one cost a measly $50 per modification. "It's very easy," Eilertsen says. "It's nickels and dimes."
He even painted the bottoms of the planes' floats red so they can be more easily spotted by search-and-rescue craft in the event that they flip over after a crash.
Eilertsen is never content to stop.
"He's always thinking ahead, being proactive," confirms pilot Ryan MacDonald, who started flying 20 years ago, at 17, and has been with Air Cab for about one year. "It's a little bit flattering that he seems to care so much. Hopefully, this stuff will never be needed."
The federal transportation safety board (TSB) last January issued an interim report into the November 2009 Seair Beaver crash in which six passengers drowned, citing the need for improved egress for passengers and mandatory wearing of life jackets during commercial float-plane flights.
Just one month later, Air Cab became B.C.'s first airline to voluntarily make it mandatory for passengers to wear life jackets -- not the flimsy models typically folded into pouches under aircraft seats, but sturdy Mustang horse-collar self-inflating life vests, approved by Transport Canada and costing less than $200.
"There was a sense at first, you get a bunch of loggers, [saying] 'Why are we wearing this?" MacDonald continued. "It's been the exact opposite.
"They know Joey and he's a little bit of a dictator where they're not going to question anything. And it's all about safety. People want to feel safe."
He added: "I just think it's a good idea. We're all used to it now. It's definitely not uncomfortable. Makes you think why didn't we do it before? These things are comfortable. You could very easily walk away and forget to give it to the pilot and walk on down the dock."
On the day The Sun visits, passenger Kelsey Michelson is settling in with a load of groceries for a Cessna 185 flight to a logging camp at Rivers Inlet, where she works as a cook.
"This is the first time I've ever been on a plane having to wear it," she said, noting her manager voluntarily wears her own life-jacket every time she gets on the plane. "It makes me feel better."
At least two other float-plane operators, Bella Coola Air and Pacific Eagle Aviation, have followed Air Cab's lead in making the Mustang life jackets mandatory for passengers.
"If it saves one life at the end of the day it's worth it," said Bella Coola Air owner Wayne Sissons, who operates a Cessna 185 and has flown the central coast for 38 years.
He noted that the average person has grown heavier over the years and that finding a life vest that fits everyone remains a challenge.
Statistics Canada reports that between 1981 and 2009, the average weight of a 45-year-old man ballooned by 20 pounds and his waist size swelled by almost three inches. The average 45-year-old woman is carrying an extra 12 pounds and three unwelcome inches have been added to her waist.
"People are larger than life and you have to factor that in," Sissons said. "I had a 270 [pounder] the other day."
Richmond-based Mustang offers horse-collar and around-the-waist models.
Sissons said since making it mandatory for passengers to wear a horse-collar life vest a couple of months ago, he's had a positive response.
"The customers are accepting it just fine," Sissons continued. "I wear them four hours at a pop and you don't even know they're on."
Pacific Eagle's Jim O'Donnell, based in Port McNeill, said he's ordered Mustang vests for his Beaver and Super Seabee planes. "It's a good idea. If you had an accident, scrambling around to find your life-jacket and putting it on and ... all that kind of stuff. It's a lot better. You already have it. It's one less worry."
Proof the measures work
Air Cab is a charter company flying the B.C. coast from the Alaska border south to Tofino. A Transport Canada inspection in 2009 found the company's operations to be satisfactory.
The fleet consists of two Cessna 185 and three Beaver float planes.
Correction: make that two Beavers -at least, for the time being.
As fate would have it, on the morning of May 20, one of Eilertsen's Beavers crash-landed near Egg Island in Rivers Inlet.
The pilot was Ryan MacDonald, the same one who told The Sun only weeks earlier how he hoped that all of Eilertsen's safety measures would never be needed.
Having them all work proved to be the next best thing.
As Eilertsen takes up the story, MacDonald ran into an extreme downward gust of wind -- inconsistent with calm conditions reported in the vicinity -- just as he was about to land.
The plane's right wing hit the water and the aircraft cart-wheeled across the surface.
MacDonald wore a shoulder harness and escaped through the co-pilot's door and got himself up onto the floats without injury.
"Once he got out, he realized he hadn't taken time to grab one of the life jackets," Eilertsen said. "And then he said, 'I got this silly-ass smile across my face and remembered I was wearing a Mustang vest.'"
MacDonald hit the emergency switch on the Skytrax system before exiting the plane and alerted the Air Cab office in Coal Harbour at 8:25 a.m.
Eilertsen fielded a call on his cellphone in Campbell River, where he was having breakfast at a White Spot restaurant, at 8:27 a.m.
And by 8:30 a.m. he'd been alerted that a private sport fishing camp at the old Goose Bay Cannery had spotted the pilot on the floats -- okay -- and was sending a boat to fetch him.
"All the safety things I had put in place worked very well," he concluded. "I'm quite pleased."
Except, of course, for the fact that the Beaver sank in 50 metres of water and is being recovered. Damage is estimated at $250,000.
"I am upset to lose an airplane," he confirmed.


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I have the same vase, although it's not clear whether the penultimate mark is a Y or a 4 (so either E 26Y8 or E 2648). The person I bought it from believed it to be Smalandshyttan. It's bluer than Orrefors but not quite the blue of Strombergshyttan. Lovely little vase, whatever.David
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Posts Tagged 'Recruitment'
Looking for a new #job? Here's how to get started!
Setting your objectives when starting out on a job search
1. Know what you want
When setting out on a journey, it is only natural to plan a route, get a map, and program the satnav so that we know the best, most direct route to take. And of course, our map indicates where our destination is so that we know when we've arrived.
It is surprising how many candidates, when setting out on a job search, have no idea of where they're heading or what they expect to achieve.
The reality is that, without a very clear plan, your job search will be frustrating and extended.
2. It's a competitive numbers game
During 2009 the economic recession caused large numbers of redundancies, flooding the market with senior and experienced people who have possibly not been in the job market for many years. At the other end of the spectrum, graduate opportunities decreased and it is more difficult for fresh graduates to get jobs within their academic areas. Of course, the job market doesn't only consist of new entries and experienced starters but the diversity adds strain at opposite ends of the job spectrum. Added to the normal churn of people looking for work for totally individual reasons, the volumes of job applications have increased exponentially.
If you don't know what you want, you won't recognise it when it turns up. And the likelihood of it turning up, realistically, is a lot smaller now than it was a few years ago due to the sheer numbers of applicants in the market. It's a lot more competitive.
So my very first piece of advice would be: GET A PLAN!
3. Make sure you know what you do (And don't) want
Take some time out and write down what you really want. Not only the financial expectations, but the type of job, kind of organisation, location, level of seniority, etc. Are you planning a career change? Do you want to do exactly the same as before? Where are your flex points? On which points can't you be flexible?
And as you go through this, keep doing a reality check. The past is gone, what you had in yesterday's job is unlikely to return. But if you knew what you enjoyed about the last job, and which bits you disliked, you can get a picture of what would suit you best. And then do a reality check again.
You might have to take a drop in pay to get back into employment. If you can be flexible to location, you widen your catchment area and so, increase your opportunities.
4. RESEARCH! And prepare for a long haul
If you haven't been in the jobs market for a long time, do some research. What applied even just a year ago, is no longer applicable so it's really important that you know how to calibrate your expectations.
Making lists and writing down all the information you have about yourself, your expectations and your flex points will give you sound information on which to base your CV. Or CV's: You might need to do more than one if you have a broad skill set, or want a career change.
The ideas and plans you put down now will inform your actions during your job search. You might become frustrated and despondent later on, so returning to this information will help you get back on track and maintain focus. It might take some time to get re-employed; having something to keep you on course will be useful in keeping you motivated.
Prepare for a long journey. The reality might turn out to be a lot shorter, but realistically the perfect job is not going to turn up quickly. If it does, count yourself lucky. If it doesn't, don't beat yourself up because many other people are in exactly the same situation.
Having a plan will keep you focussed and objective. It will also maintain your realistic expectations if things don't go the way you want them to.
The Definitive Guide to Job Hunting 4: Understanding Agencies
It is true that a large proportion of jobs never get on the open market. Organisations will normally explore many internal sources first, before placing jobs with agencies. Using a recruitment consultant to fill a job is an expensive strategy for any hiring operation.
However, the recruitment industry operates on a hugely diversified scale and the range of services on offer to employers means that it is quicker and easier to get a vacancy filled rather than do it internally. Many large corporate employers, who have high staff numbers and many vacancies, have in some cases outsourced ALL their recruitment process to external agencies.
Annually, the recruitment industry is worth about £22bn in the UK. It is a substantial and robust contributor to the UK economy. Realistically, every job seeker is likely to engage with a recruitment consultant during a job search. £22bn in fees represents a huge number of temporary, contract and permanent jobs being placed through agencies. Knowing how to deal with them, and what to expect from them, is crucial to reduce frustration and increase the likelihood of finding that desired job offer.
1. Who pays the fee?
In the UK, it is illegal to charge job seekers for finding jobs. Recruitment agencies, as all businesses, are commercial enterprises and require turnover to be continually successful. The fee is paid by the recruiting employer.
This focuses the relationship between recruiter and client (Fee payer). A different dynamic exists between recruiter and candidate (Job applicant).
The agency must always have the best interest of the client in mind, because that is were the transactional value is.
The candidate's best interest is represented by the fact that ultimately, there is a job for everyone and the agency, through their relationship with the fee paying employer, is a catalyst to achieve this objective.
2. What is the client paying for?
Selling people is tantamount to slavery. The agency does not own the skills and experience of the candidate, and for this reason has no business offering it for sale. In fact, this is a fact that many recruitment agencies themselves don't always understand! This is why the Gangmasters Act was brought to life a few years ago – To protect workers from abusive agency practises.
During a recruitment process, the recruiting employer pays for a service that provides them with a candidate pool. Sometimes, the candidate pool is provided by only one agency, but more commonly the service is divided between several agencies and the fee is only paid when a successful introduction is made, and the introducing agency walks away with the spoils.
3. It is a highly competitive business environment
The open agency market is highly competitive because in a "No solution, no fee" environment, it is crucial to win the fee for obvious commercial reasons.
This has developed a high focus on volumes in recruitment, and in most agencies consultants are targeted on a daily basis to deliver KPI's related to volume. The fact is that, the more activity that is put out, the higher the likelihood of achieving a win.
I don't personally agree with this form of recruitment, as I believe it to be detrimental to all parties involved. However, regardless of the seniority of the position being recruited or whether it is for a contract or permanent placement: The current recruitment market is driven mostly by volume.
For candidates, the unfortunate fact is that their CV often becomes a means to an end. The end is most certainly to the candidate's interest: After all, getting the job is the primary objective. But expecting an agency to work solely on a single candidate's behalf is unrealistic.
4. But its not all about numbers
At the risk of painting a very negative picture, I have to point out that not all recruiter / client relationships are based on volumes and competition. The industry has evolved to a point where recruiting clients have a wide range of choice. People are very important in the recruitment process, and many clients prefer to use the same agency or consultant over and over again because they have established a communicative business relationship. Many long standing business relationships exist where the consultant develops a deep and detailed knowledge of the recruiting business, and is in a position to offer a truly consultative service to both client and candidate.
Sometimes, for difficult to fill or senior roles, clients will retain the services of a recruitment specialist by paying a proportion of the fee upfront. In this case there is no competition from external sources, and the agency will actively search the market to find the most appropriate skills for the client.
These two scenarios are far more constructive for the candidate as information passes freely due to the limited volumes involved.
5. So what about the job applicant?
Finding a new job is like searching for the proverbial needle in a haystack. Regard agencies as the magnets that would attract the needle. After all, this is what potential employers do when the engage agencies. The more magnets you have working on your behalf, the more needles you will find.
Of course, not every job you are offered will be appropriate and you should be entirely in control of the process. Remember, you own your skills, experience and personal information. You should never be placed under any obligation, asked to pay a fee for job seeking services in the UK, or have your details sent anywhere without your express permission.
Without candidates, recruitment agencies can not exist. Without agencies, it will take a lot longer to find a job. It is in a candidate's interest to develop good relationships with recruitment agencies but is equally important to understand what to expect.
Ask the agency how competitive a particular process is: If you know how many other agencies are involved, you know what to expect. If it is a widely assigned role, the likelihood of success decreases. If it is a retained or exclusive arrangement, then you know you will have better communication and a more controlled process.
Use this understanding to your advantage, and you will have a far more positive job seeking experience. Expecting anything different will leave you feeling frustrated.
Definitive Guide to #Job Hunting: Illegal #Interview Questions
Most job seekers and very often, interviewers have no idea what an Illegal Interview Question sounds like.
Interviews are discussions and most questions are asked sincerely in an attempt to make conversation and to find out more about the interviewee. But often, certain questions might also be asked with a view to discriminate or to exclude a person from a role. Whether intentional or not, the law addresses certain particular areas and ignorance is not an excuse. My suggestion would be that both interviewers and interviewees are sensitive to these and deal with them constructively to avoid potential litigation, and to ensure an objective recruitment process.
Here are a few examples of common stonkers that could potentially cause litigation on grounds of discrimination:
1. Age
- How old are you?
- When were you born?
- When did you graduate / complete high school?
- Confirming that you are the appropriate age for the required hours or working conditions (Minimum wage and Working Time Directive)
- Are you British?
- Are your parents or spouse citizens?
- Are you, your parents or your spouse naturalized or British born?
- If you are not a British citizen, do you have the legal right to remain permanently in the UK?
- What is your visa status (if no to the previous question).
- Are you able to provide proof of employment eligibility?
3.Criminal Record
- Have you ever been arrested?
- Have you ever spent a night in jail?
- Do you have a record?
- Do you have any unspent convictions? (A rigourous set of rules apply to the declaration of spent convictions, and there are certain jobs that are excluded and where declaration of all convictions are compulsory.)
- Doing a CRB check
- Do you have any disabilities?
- What's your medical history?
- How does your condition affect your abilities?
- Can you perform the specific duties of the job?
- What reasonable adjustments must be made to assist you in fulfilling your duties?
5.Marital status or Civil partnership
- Questions concerning spouse, or spouse's employment, salary, arrangements, or dependents.
- Are you married, divorced, separated, engaged, widowed, etc?
- Is this your maiden or married name?
- How will your spouse feel about the amount of time you will be traveling if you get this job?
- Are you planning to have children?
- Can you work overtime?
- Can you meet specified work schedules?
6.National Origin
- What is your nationality?
- Where were you born?
- Where are your parents from?
- What's your heritage?
- What is your mother tongue?
- Verifying legal work visa status to verify eligibility for employment – Are you eligible for employment here?
- What languages do you speak, read or write fluently?
- How many kids do you have?
- Do you plan to have children?
- How old are your children?
- Are you pregnant?
- How old are you? (To a woman between age 25 to 40, which is the average childbearing age in the UK)
- After hiring, asking for dependent information on tax and insurance forms.
- What race are you?
- Are you a member of a minority group?
- None
9.Religion or Belief
- What is your religious affiliation?
- Which religious holidays will you be taking off from work?
- Do you attend church regularly?
- "Our uniform excludes turbans" or anything else that relates tothis subject.
- Can you work on Saturdays? (If relevant to the job)
10.Sex or Sexual Orientation
- What are your plans to have children in the future?
- Are you gay?
- Will you be strong / tall / fit enough to do the same tasks as the men?
Appropriate: None
Definitive guide to Job Hunting: When did you last Google yourself?
So what are the pitfalls?
1. Inappropriate Pictures
Pictures of you in full party mode, chugging it down or falling over in the gutter might be a laugh to your friends. But that is NOT what you want a prospective employer to see! Unless you make sure that your security settings are watertight, especially on Facebook, simply don't put them online.
2. Complaining About Your Current Job
You've no doubt done this at least once. It could be a full note about how much you hate your office, or how incompetent your boss is, or it could be as innocent as a status update about how your coworker always shows up late. While everyone complains about work sometimes, doing so in a public forum where it could be found by others is not the best career move. Use this measure: If you won't say it out loud in front of your boss or colleagues, then don't post it online for the world to see.
3. Posting Conflicting Personal facts
Disparities will make you look at worst like a liar, and at best careless. Make sure that you are honest about your background and qualifications, and support this with the information you post online. Don't over – or under state your experience, job title or qualifications. Inconsistencies mean a high risk factor to potential employers and they are likely to simply avoid it by cutting you from the list.
4. Statuses You Wouldn't Want Your Boss to See
Statuses that imply you are unreliable, deceitful, and basically anything that doesn't make you look as professional as you'd like, can seriously undermine your chances of landing a new job. We have all heard of people losing jobs because of inappropriate statuses like the Receptionist who posted "I'm bored" during working hours. Worse even, are things like "Planning to call in sick tomorrow" or "I hate the time this project is taking". It doesn't only put your current job at risk, but future employers are most likely to avoid you too.
Manage your online profile
You can manage how you are viewed online by simply checking yourself out from time to time. If you see something that is risky, even if it was posted by someone else, just get it changed. The future investment will be worthwhile!
The Definitive Guide to Job Hunting 5: Get the Best out of Agencies
You never know what you are going to find when you set out on a path to find a new job. Allow the agencies to work with your data to give you the widest possible exposure but don't expect individual treatment until you embark on a recruitment process (I.e. go for interview). Until then, your CV is purely a number in a huge pool of candidates and it's the agency's task to match it to potential opportunities.
1. The Employment Agencies Act
More than one agency might be working on the same brief, so you might be matched to the same job more than once. Always go with the agency who tells you about the job first. According to the Employment Agencies Act, your CV should only be put forward to jobs that you are told about. In effect, you have to give your permission for your CV to be submitted. You must be told about the job first. Often, because it's competitive, Agencies will take a flyer at sending your CV in without speaking to you first. If this submission turns into an interview in competition with an agency that actually played the game properly and spoke to you first, thereby losing out time wise to the more aggressive agency, your judgement will be crucial to how the agencies will deal with you in future. If you know what your rights are, you can protect your own position whilst keeping both agencies on side.
2. Don't carpet bomb your CV
Because of the high unemployment rates, agencies literally get thousands of online job applications every day. It takes a lot of time to sift through these, and the associated cost of registering new CV's and posting them to databases can become very high. For the recruiter, it can be desperately frustrating to get the same CV day after day after day; applying to every totally unsuitable role on the Internet and creating spam in already overfull Inboxes. You can help by reading the ads before you apply, making sure the job is suitable for you first. Bear in mind that agencies will readvertise jobs until an offer is made. Keep a record for yourself: If you have already applied to a particular job, don't send your CV in again. If you do, it creates an impression of desperation that might keep you out of the selected shortlist.
3. Engage personally
If an agency to which you have already applied is advertising a job that interests you, why not give them a call? Your CV is already on file; they can look it up quickly and give you feedback there and then. You save them having to look at yet another ad response, you get the opportunity to talk to a human being and create a positive impression for yourself, and you might even be reinforcing your suitability for the role.
4. But don't pester
Rest assured: Because an agency will get a fee if they place you, they are unlikely to forget about you. Once your CV is on their database it will be exposed to every single search they do. If you are remotely suitable, they will be in contact to talk to you about the job. If you follow-up daily or weekly, you become the "candidate from hell", to be avoided at all cost because too many pointless phone calls waste time. Of course you are urgently looking for a job, but remember that the agency only has limited control over the process and they don't get access to every job in the country. Use the time you spend on making these calls more productively: Engage with a range of agencies.
5. Choose your representatives carefully
It is good for every job seeker to be registered with as many agencies as possible to give you the broadest exposure. However, it is also a good idea to choose 4 or 5 specialist agencies that operate in your specific field. They are likely to get more exclusive opportunities specific to your search. Develop relationships by engaging in intelligent, quick phone calls and e-mails. These are the agencies that are likely to work with your details if they believe you are a strong candidate, utilising their networks to create opportunities were other agencies will only respond to existing requirements. But remember: Because they work in the same sector, these agencies are in competition with each other. Be careful about giving blanket permission about submissions to avoid conflicts of interest.
6. Return agency calls!
A recruiter will call you if there is something immediate and specific on offer. If you don't return the call, or take weeks to do so, you rob yourself of an opportunity. You also create the impression that you are not interested. The same goes for e-mails asking you to make contact about specific jobs. Even if it is just to say " No thanks", the opportunity to engage gives you a chance to further establish your credibility as a top calibre candidate. Make sure the phone numbers on your CV or agency record is up to date so that you can respond to urgent messages quickly.
Guide to #Job Hunting 15: The power of preparation for #interviews
It is impossible to stress how important it is to prepare for interviews!
On 2 occasions during this past week, different clients have given me similar feedback: "If only John / Jane lived up to the expectations raised in their CV! They knew nothing of our company (In one case didn't even realise the company had no manufacturing facility in the UK!), didn't know what our products or markets were and gave weak examples to support the experience claimed in their CV."
The clients were left disappointed, having had their time wasted. Sadly, this also reflected on my own service delivery, and I was disappointed too because I spend time with all my candidates before interview to give them all the information I know about the company and role. All they have to do is build on the bricks I have already given them.
However, I've also heard from a client how impressed they were with the depth of research an interviewee had done, being able to bring up and discuss relevant business issues outside of his CV that proved his abilities. This set him apart from being a borderline "No" based on his CV, to a resounding "Yes!" based on his research and ability to deliver it concisely.
With so much competition for jobs and the tight current employment market, it still amazes me that candidates waste the interview opportunity. The hiring client wants you to do well; he's already bought into your CV by spending his valuable time to see you. Why not grab the opportunity to amaze him even further with your information-finding skills and interest in their organisation?
Especially in sales or commercial jobs, interview preparation is crucial. A good sales person will know his customers and competition, understand his product's routes to market, the issues that affect pricing and the supply chain. By proving at interview that you have the ability and knowledge to find this information, and use it to position your own objectives and abilities, you show that you have the natural traits of a good sales person on top of the information you provide in the CV. Of course, not preparing sufficiently proves the opposite and you will get short shrift from line managers who have achieved their own positions through doing exactly the same thing properly.
#Recruitment and the Data Protection Act – Did you know this?
Today, I received my renewal notice from the Information Commissioner's Office (ICO).
Because I last paid this a year ago, it has been out of mind for a while. Best practice with candidate details mean that I naturally store everything on a secure database, and that I don't send candidate details anywhere without their express permission. The same goes for client information: All data is stored on my database, safe from prying eyes. And I use it with great care and consideration.
I don't really think about it – It's an internal process that has simply become part of my daily working practices. But this renewal notification has drawn my mind to it again, and I wonder how many candidates and clients are aware of it?
To quote from the ICO's leaflet: "The Data Protection Act 1998 places obligations on organisations that use personal information and gives individuals certain rights … every organisation (data controller) the process personal information (data) must notify the Information Commissioner's Office …. Failure to notify is a criminal offence."
There are 8 data protection principles embodied in the Act. Summarised, they require that data shall be:
1. fairly and lawfully processed;
2. processed for limited purposes;
3. adequate, relevant and not excessive;
4. accurate;
5. not kept longer than necessary
6. processed in accordance with the data subjects' rights;
7. secure; and
8. not transferred to countries outside the European Economic Area without adequate protection.
Before you next engage with a recruitment agency, it may be worth asking the following questions:
- Is your recruitment agency registered with the ICO, or are they contravening the Data Protection Act?
- Do you know what they are doing with your personal data, how it is stored and how secure it is?
- Do you give permission every time your CV is sent out somewhere?
If they are not registered, you are vulnerable. Food for thought, methinks!
Discrimination – The recruitment black hole
Unemployment rates are at an all-time low. And the Chartered Institute of Personnel and Development (CIPD) reports that more private firms are planning to recruit even more staff in 2015 than last year.
Any company thinking of recruiting in the near future should be aware that changes to various parts of discrimination law in the past five years makes it an offence not only to discriminate against employees, but people who are interviewed for jobs. In fact discrimination law applies to every part of the recruitment process from job advertisement through to candidate selection to interview and offer/rejection.
This responsibility does not only fall to the HR department: Every person involved in the recruitment process are compelled to comply with the legal requirements to avoid discrimination and potential litigation.
It is illegal to discriminate against age, gender, pregnancy, married or civil partner status, colour, race, nationality, ethnic origins and national origins, religion or belief, sexual orientation, disability. Each of these areas is covered by a separate section of legislation and it is very easy to fall foul of the law by using wording, treatment or documentation that is contrary to the legal requirements.
Its is also important to note that not intending to discriminate is not an excuse in the eyes of the law.
Hiring employers are recommended to document the recruitment process to ensure objective, consistent and structured decision-making. This applies equally to recruitment agencies. Also, an employer must always be able to justify their decision in recruiting a particular person in case of an application to an employment tribunal. If the issue reached a tribunal, you would have to provide evidence showing how and why you reached your decision, and tribunals place more weight on documented evidence than on oral witness. Please note that in some cases, it is not even necessary for the candidate to have applied for the job in order to be discriminated against – Job ads that hint at or contain potentially discriminatory or exclusionary text will stand up in a court of law.
Best practice
It is very important to have an equality policy in place, and to feed this through all the steps of the recruitment process:
- Job advertisement. It is unlawful for a job advertisement to specify that the applicant must be of a particular age, gender, race, etc – unless being of that gender, race, etc is a genuine occupational requirement/qualification.* (Words like young, mother language, etc. can be construed as potentially discriminatory)
- Job specification. Identify the qualifications, skills and experience required for the job, eg NVQ level or equivalent, customer handling with experience of difficult situations. Anything that is not specific to the job should be excluded.
- Person specification. Identify the personal qualities required for the job, eg focus, persistence, determination. You can set out any genuine occupational requirements or qualifications, but do not ask for any that are unrelated to the job. For example it would be discriminatory to ask for good written English, where this was not required to do the job.
- Application forms. Only ask for the minimum of personal details. However, there may be certain information you need to ask for in order to avoid discrimination during the selection process. For example, you should ask applicants to indicate if they have any special requirements should they be shortlisted for interview, but asking for their date of birth or marital status might be potentially discriminatory.
Structured process
A well-structured process actually aids decision-making and delivers an objective hiring decision. It is important to document each step:
- Short list creation. You should document how the choice was made in accordance with the objective criteria listed in the job and person descriptions.
- Interview notes. Keep a record of how the interviewees performed in relation to questions based on the objective criteria. When interviewing people for a job there are certain questions you should not ask, such as whether a candidate is married, is a partner in a same-sex civil partnership or whether they have plans to have children.
- Selection decision. Note down how the successful candidate was selected in relation to the objective criteria.
Dealing with Recruitment Agencies
How does your agency respond to the implications of discrimination in recruitment? Recruiters with up to date professional qualifications are likely to be aware of the requirements of legislation pertaining to the recruitment process. If they don't the implications for client and candidate alike can be severe.
Secondary gains: Is there such a thing as morals in recruitment?
The primary focus of the recruitment industry is pretty clear to all concerned. It is highly driven, extremely competitive, and attracts individuals who thrive on commercial challenge. By default, it is also high in risk for all parties involved. Because of the financial implications associated with high-profile business relationships in recruitment, we thrive on the primary objective of financial gain. After all, we are in business not charity!
We get remunerated by means of commissions based upon the deals brokered on behalf of our candidates. Our fee structures depend on percentages of candidate income more often than pre-agreed fixed fees, and individual consultants earn commission on the turnover they generate through these fees. The enterprise of recruitment, at face value and like any other business, is about money.
So it is easy, and quite understandable, that we are so driven by our primary objective that other potential gains are easily overlooked. Not because we are insensitive to them, but simply because the overriding prime driver is so strong that it often blocks out everything else.
What are the secondary gains in recruitment?
Every recruiter will have a different answer to this question. Depending on their highly individual internal drivers, some would say the client relationship. Others would say the candidate. Even others would say the personal satisfaction they gain from winning through. And certainly, there will be many other answers, each of them valid.
For a moment, lets remove the financial element from the business equation and place ourselves on the other side of the desk, first in the candidate and then in the client's position.
The candidate probably feels that we are an important cog in the wheel of his progress. We provide access to job opportunities he might not have had before. A good recruitment consultant will act as a sounding board, giving advice and frequently listening to problems and issues that affect the candidate on a personal level. And without either party being aware of this factor, the recruiter is an immense position of power that can have a dramatic impact on the livelihood of the candidate. Consider this: People define themselves by their jobs. Often, candidates are willing to move themselves and their families across the country in order to gain that dream job. They risk their livelihoods and wellbeing on the recommendation of a consultant whose primary objective is to win a fee. Of course, the final acceptance offer is always the candidate's responsibility and we can only consult and make suggestions about candidates' life decisions. But still, the responsibility is enormous.
To most clients, the recruiter is probably a means to an end. We are meant to make his life easier by taking responsibility for part of the recruitment process, but he pays dearly for that pleasure. There are diverse opinions on the value added by recruitment consultants to employing businesses. Some agencies are unwilling to take any of the risk, whilst others operate very closely to their clients in truly symbiotic business relationships where the risk is shared equally. However, the impact of candidates introduced into businesses, especially at senior level, always have a dramatic impact. A newly hired MD has immediate leadership responsibility, and takes the success of the business in his hands. Likewise, the recruiter who introduces him has a high degree of power over the hiring decision by introducing suitable candidates.
By association, the impact of the recruiter's actions on the business can be huge. Again, the final hiring decision belongs to the client and it is up to us to broker an acceptable arrangement between the parties but this responsibility in itself contains an element of power. The brokering element might highlight a conflict of interest in the way we charge our fees if monetary gain is the prime driving objective of the business relationship.
The true secondary gain for all parties concerned is the three-way win that happens when a responsible recruiter introduces a perfectly suitable candidate to an employer who benefits from having a true star in his business. The candidate has an excellent career, the business thrives through his input and the consultant has won a strong business relationship based on trust long after the fee has been paid and the guarantee period lapsed.
The moral of the story is simple: The fee will find itself if the ground work is done with the longer term secondary gain in mind. The recruitment industry is about people first. Without people there will be no industry: Consultants, candidates, clients, the relationships they build and the actions they take ultimately define the success of every single recruitment campaign.
Of course, luck will always play a part in finding the perfect candidate at the right time. As well as, of course, having the wherewithal and ability to spot that perfect candidate in the first place. That is what makes a good recruitment consultant. Aiming for the secondary win, seeing beyond the imminent fee to the bigger picture of long term secondary gains, makes an outstanding recruitment consultant.
No additional words required!
I think this makes a really subtle statement about public perceptions of the recruitment industry!
I recently posted my CV onto all the jobs boards as a research tool, just to see what happened.
Interesting? Heck, yes.
Encouraging? Not entirely.
What happened to listening to the candidate, understanding the need, consulting?
A few more blog posts about this will follow.


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A parade of beauty queens in swimsuits and evening gowns are competing to become the next Miss USA in Las Vegas.
Miss USA 2011 Alyssa Campanella will crown her successor during the competition at the Planet Hollywood casino on the Las Vegas Strip Sunday night.
The judge's panel includes Chef Cat Cora, TV personality Arsenio Hall, singer Joe Jonas and reality TV star Rob Kardashian. The show will also feature performances from Akon and Cobra Starship. Andy Cohen and Giuliana Rancic are stepping in to host.
U.S. & World
The pageant has three competitions: swimsuit, evening gown and interview question. Contestants from 50 states and the District of Columbia will be whittled to 15 after the show's opening number based on competitions and interviews during the week before the telecast.
The winner will represent the United States at the 61st Miss Universe pageant. An American has not been named Miss Universe since Brook Lee won the title in 1997.
The Miss Universe Organization is co-owned by NBC and Donald Trump. The competition is not affiliated with the Miss America pageant.


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Minimal Theme Install (basic)
This article explains how to properly install Product Customizer into a shop using the Minimal theme. In the case of the Minimal theme, you will need to insert one line of code into the product template (no changes needed to the cart template) as explained below.
In your Shopify Admin, click "Themes", and click on the "..." menu for your theme. You can then click Edit HTML / CSS. This will let you edit your theme and add these snippets.
We have some code samples to guide you below. Please note the following:
- Lines highlighted in green / beginning with a "+" symbol show you what to add.
- DO NOT include "+" or "-" signs if you copy / paste this code into your theme.
If you experience any difficulties with the installation of the app, please contact us and we'll be happy to assist!
Go to the Templates > product.liquid file in the theme. This is what adds product pages, so we'll do our installation here. Add this code in the "add-to-cart" form:
{% include 'product-customizer' %}
Click to jump right to the location to view the best place to insert this snippet:


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Tire Choice - Automotive Assistant Store Manager
- Huntington Park, CA, USA
- Full-time
Company Description
Tire Choice & Total Car Care, Florida's #1 tire company, is your one-stop shop for the highest quality tires and automotive service and repairs. With over 50 stores in the state, our service facilities are state-of-the-art and we hire the best, highly trained professionals to do the job right the first time--guaranteed. Acquired by Monro Muffler Brake, Inc. (Nasdaq: MNRO) in 2014, we are now part of the largest chain of company-owned and operated undercar care facilities in the country, and the fourth largest independent tire dealer, with over 1000 stores in 25 states. Make the right choice - Tire Choice.
Job Description
Are you an outgoing person who loves people and wants a career in one of the highest-paying retail industries in the country? Do you have a passion for cars? Are you a people person? Join our team! We are the nation's leading company-owned automotive service chain, and we are looking for experienced Automotive Assistant Store Managers to assist in overseeing operations at our state-of-the-art service centers.
We have an incentive-based pay plan that rewards our top performers. We also prefer to hire and promote from within, which means you will find plenty of opportunities for advancement with us. If you are a money-motivated self-starter with previous sales or management experience, particularly in the tire and automotive service business, we want to talk with you!
We offer one of the industry's top benefits packages, including:
- Health and dental coverage
- Life insurance
- 401(k) w/ 50% match
- Paid vacation
- Bonus and incentive plans
- Plus much more!
As an Automotive Assistant Store Manager, you will assist in overseeing our service team and ensure that our customers consistently receive the responsive, high-quality vehicle service they've come to expect from us. Duties include:
- Provide customers with professional and educated recommendations on tire purchases as well as repair and maintenance needs
- Assist in building and leading a team that is committed to executing outstanding work and providing exceptional customer service
- Assist in managing your store's budget and finances
- Assist in handling and resolving customer issues
You will also advise our customers on a full range of repair and maintenance services, including the following:
- Oil changes
- State inspections
- Fluid changes
- Scheduled maintenance
- Brake, steering and suspension services
- Battery and electrical services
- Tune-Ups
- Shock and strut replacement
- Exhaust system and muffler services
- Excellent communication skills and the ability to explain repairs to customers in a friendly and understandable manner
- A firm commitment to providing superior customer service
- Able to explain and sell products and repairs to customers in a friendly, understandable manner
- Lifting ability up to 50 pounds
- Flexible schedule to cover store hours, including Saturdays & Sunday's
- Must be 18 years of age
- Must have a valid driver's license
- High school diploma/GED
- Prior management experience is a plus but we will train the right candidate
Additional Information
All your information will be kept confidential according to EEO guidelines.
Equal Opportunity Employer


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Whitney Houston's family will hold a private viewing of the body Friday at a New Jersey funeral home, one day before music's biggest names will join in honoring the superstar at her childhood church.
Stevie Wonder and Aretha Franklin are slated to perform at Houston's funeral Saturday at New Hope Baptist Church in Newark, where Houston once sang in the choir.
Franklin told NBC's Al Roker on "Today" Friday that performing is "not going to be easy, let me tell you that." But she said Houston's mother, Cissy, had requested she sing and she agreed.
U.S. & World
News from around the country and around the globe
"I'm just going to try to do my best," Franklin said.
The Queen of Soul said she first learned of her Houston's death last Satuday at age 48 while watching TV in a hotel room in Charlotte, N.C.
"I just jumped up off the side of the bed," she said. "I just said 'oh my God. This is not good.'"
Houston, who she used to call by her family nickname Nippy, had recently looked healthy and seemed on the verge of a comeback, Franklin said.
She always had a special "little twinkle in her eye," Franklin said.
On Saturday, Houston will also be memorialized by her longtime mentor, record producer Clive Davis, and by her "Bodyguard" co-star Kevin Costner.
Grammy-winning gospel singer and longtime family friend Marvin Winans will deliver Houston's eulogy. His siblings, the gospel duo BeBe & CeCe Winans (also Grammy winners), could sing at the event, according to the New York Daily News.
Houston's cousin Dionne Warwick was also expected to be at the funeral, along with Tyler Perry, R. Kelly and Alicia Keys, NBC News reported.
Houston's on-again off-again boyfriend Ray J said in a statement to The Associated Press Friday that in recent days he's been trying to "process the emptiness that I feel."
"Nippy I miss you so much!" he said. Ray J's rep confirmed to the AP he would attend Houston's funeral.
Other celebrities who could be in attendance include: Ray J's sister Brandy, the Rev. Jesse Jackson, record exec L.A. Reid, singers Valerie Simpson, Chaka Khan and Darlene Love, the Daily News reported.
Jay-Z, Beyonce, Elton John, Oprah Winfrey and Bill Cosby have also reportedly received invites.
It is unclear if Houston's ex-husband Bobby Brown will attend. He performed with New Edition to a full house Thursday night in Maryland, NBC Washington reported.
"I'd like to say thank you for your prayers," Brown told the crowd. "I'd like to say thank you, period. I'm going to throw two up for Whitney, that's my love."
The group heads to Connecticut Saturday night and will play in Newark on Sunday.
Newark's top cop urged Houston's fans Thursday to "respect the wishes of the family" by allowing them to "grieve without interruption" at her funeral, the Star-Ledger newspaper reported.
Police plan to block off about six square blocks that surround the church, Newark Police Director Samuel DeMaio said.
Fans are being urged instead to stay home and watch the private funeral live on TV or the Internet. The AP will be allowed a camera for the service and viewers can watch the funeral here (9 a.m. PST, noon EST).
After the funeral, Houston's body will be laid to rest next to her father, John Russell Houston Jr. at Fairview Cemetery in Westfield, N. J., a source close to the family told the AP.
In Los Angeles, police investigating Houston's death have now questioned her doctors and received her medical records, NBC News' Jeff Rossen reported.
L.A. Assistant Chief Coroner Ed Winter has said such inquiries are routine for death investigations.
Meanwhile, singer Dolly Parton released a statement Friday saying that her heart was with Houston and her family.
"I did not know Whitney nor any of her family personally," she wrote, "but she will always be a part of my heart and I will always be grateful for her awesome performance and success with our song 'I Will Always Love You.' Rest in peace, Whitney."
Visit msnbc.com for breaking news, world news, and news about the economy


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Tracking information of your orders are available directly on your account here:
Log in and click the "Show" button to see the command you want to track:
Then, in the "Order History", see the different treatment stages of your order:
Once the order is shipped, you can track your shipment on the carrier's website by clicking on the tracking number that is in the "Tracking # command" column:
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You will automatically receive an email with tracking information of the shipment once the order is shipped.
Here is the correspondence of each status:
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Unfortunately, there is no tracking available for some countries in europe after deposit.
You may have to wait between 3 and 12 business days after the deposit before receiving your order.
- For France, the shipping is free above 50 euros ttc purchases. Below, the fare varies between 2.90E and 9.90E by weight and volume of the order.
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To know the exact price of delivery of your order, simply make a simulation directly on the site by adding products to your cart.
For countries of the European Union, shipments are made in "Export 3J Europe " or "Colissimo international". For Belgium, it is also possible to be delivered in relay point.
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Placed and paid for before 12 by credit card or paypal order, the delivery time is about 48H 24H by Colissimo and Chronopost (except Mondays, weekends and holidays).
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If you are unable to obtain more information carrier and the shipping date is more than 5 working days, please contact us by email stating your order number so that a claim can be filed.
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For customers residing in France, it is possible to pay by credit card, bank transfer, money order and paypal.
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Simply order on the site and choose the payment method of your choice: "bank transfer".
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If the shipping address is located in the DOM-TOM, Swiss and outside EU, orders are invoiced without VAT (without VAT).
The order and the invoice will be in euros HT, and settlement will be done on this basis.
You have to pay to receive the package, customs clearance and dock dues in accordance with the law.
Our advice depending on what you are looking for:
- Good appearance / lighting: MTEC Super White / Michiba Diamond White / Osram Cool Blue Intense
- Appearance: MTEC Cosmos Blue / Osram Cool Blue Hyper (Off-road use only)
- High performance: Philips X-treme Vision + 130% / Osram Night Breaker Unlimited
Characteristics of the different models:
MTEC Super White (SW)
MTEC Cosmos Blue
Philips WhiteVision
Philips X-treme Vision + 130%
Philips X-treme Vision + 100%
Michiba Diamond White (DW)
Osram Cool Blue Hyper
Osram Cool Blue Intense (CBI)
Osram Nightbreaker Unlimited
To know the different styles that make up your bulbs lighting (lights, headlights, fog or road), it is best to consult this information directly in your manual, and also on this websites:
Philips Tool - Cliquez ici
Osram Lighting Tool - Cliquez ici
You can then validate the information by your dealer if necessary, and order the corresponding LEDs on our site here:
Regarding the choice between different brands, you can check this:
http://www.ledperf.com/faq.php?numFaq=5-3&cat=0_5&faq=24Reminder :
The sidelights, also known as pilot lights, allow to be seen by other users, but do not see better. They must be turned on as soon as the brightness declines slightly, in addition to low beam. However, in the city, use only the sidelights is permitted if visibility is sufficient.
The low beam allow to be seen by other users, but also to better see the road. These are lights that you primarily use the night to see the road.
The hi beam are used only at night out of town. They must be disabled when you meet other vehicles.
Daytime running lights, also known as DRL, used to be seen by other users at day. They are required on vehicles in circulation since 2011. They will automatically turn off when switching sidelights.
The front fog lamps are used in addition to or instead of low beam in case of heavy rain, snow or fog.
The discount code has to be enter on the payment method page :
Code once applied (next page):
You can get a discount code on our facebook page:
Simply click on "Like" and then on the "About"
All information regarding a partnership are available directly on the partner's forum.
It is therefore necessary to go directly to your forum to know the terms of the agreement.
No discount code will be sent directly by email. A request by PM (private message) has to be made first on the partner's forum, you must be an active member.
Yes, just have to check / uncheck / select the item in the Configuration tab:
If for example you want to remove leds the glove box and trunk in this package, simply click on the green icon:
Please note that the package price is automatically updated:
You can also, for some packages or kits, select the color of the element in making a choice in the drop-down lists or:
If customization is not listed on the product that interests you, do not hesitate to contact us by email to apply: firstname.lastname@example.com
No. CD and setup files are only provided when purchasing kit or pack.
They can not be provided when purchasing LEDs retail.
Simply consult the stock indicator is on the product page.
- In stock:
- Available in limited stock:
- Product out, in inventory:
On recent and / or high-end vehicles, on-board computer (ODB) controlling the operation of the bulbs is present. This control consumption bulbs by sending electrical impulses to verify proper operation. A LED has a very low energy consumption, so the electronic system may determine that the bulb is burned out and displays an error message on the odb then the LED operates normally. If the onboard computer (ODB) deems too low power consumption, it can also cut power to the LED, since it considers the bulb burned out.
Therefore, for models equipped with an onboard computer (ODB) checking the operation of the bulbs, you must order a free error ODB LEDs model.
Also make sure that the model you ordered is not in the "list of inconsistent vehicles," whose link is at the bottom of the product page:
You can find a complete file answering your question here:
Just look at the metal part of the bulb appears when all of this information. The bulb below is for example a H4 bulb (green box), power 60/55W (red box).
Your car is definitely in the list of not inconsistent vehicles which is at the bottom of the product page:
Therefore, click on the link and follow the solutions for your vehicle.
The flashing is a check of satisfactory operation of the bulbs by the onboard computer, which sends short electrical pulses. On conventional filament bulbs, this flashing is not visible because they need more power for lighting. But LEDs consume less, so these pulses can be seen. If the onboard computer (ODB) deems too low power consumption, the computer can also cut power to the LED, since it considers the bulb burns out, even if this is not the case.
Therefore, check that you have ordered a model without error LEDs ODB.
Also make sure that the model you ordered is not in the "list of not compatible vehicles," whose link is at the bottom of the product page:
When buying a pack or a pilot plate pack more of a luxury pack (for the same vehicle), all packs are grouped in the luxury pack. This is why you should have received a package named:
Luxury Pack + pilot
Luxury Pack + plate
Luxury Pack + pilot + plate
As stated in the email informing you of the shipment of your order and our general conditions of sale, it is imperative to check your order upon receipt and prior to any installation on your vehicle. Check all the quantities and patterns in relation to the product that is on the website.
If a problem is detected, thank you to send us by email the following information:
- Your order number
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- A photo of the order as it was received (required)
Attention claims must be made up to 48 hours after receiving the order.
No claim will be considered if all these conditions are not met.
This problem is due to the residual current. You will find all the information to solve this problem here:
You can find the resistance in question here:
You can also use anti-error ODB LEDs which will avoid the use of residual anti-current resistance :
However, please note that this kind of leds have a lifetime less than standard LEDs.
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Then click on the "Request a change / cancellation of the order" button:
Then complete the form and click "Send":
The order is placed on hold, while your application is processed.
A change request logically leads to delays in the preparation and shipment of the order.


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Saturday. Just Saturday.
It's been an interesting day.
Today started early, before sunrise, when my allergies kicked in and I started sneezing and couldn't stop. I dragged my carcass out of bed, bitching and whining the whole time (I am not a morning person, especially on the weekend).
The only good thing about being up this early is my picture for Saturday Sky:
I made a bit of progress on the Minty Fresh Blanket today:
Sadly, I will be frogging this blanket again tomorrow. Earlier today I had my count off and that caused the pattern to be off. I frogged back about six rows, put in a lifeline and continued knitting. You can see the lifeline in this picture.
I thought that was enough, but it's obvious that it's not. I'm going to frog back a bit more (ten, maybe fifteen rows) and hopefully that will be far enough.
Also in the above picture you can see my new stitch markers. These were made for me by Mr. Blogless MJ. I couldn't get a good photograph of them and that's a shame: they are very cool looking!
Speaking of MJ, do you like this shawl and/or this yarn?
MJ is giving it away. Really. If you're interested, stop by and let her know.


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Free Cab Rides in DC New Years Eve 2014
WRAP's 2013 Holiday SoberRide program will be offered from 10:00 p.m. to 6:00 a.m. nightly from December 13, 2013 to January 1, 2014. To receive a free cab ride home (up to a $30.00 fare), please call 800-200-8294 (TAXI). AT&T customers may dial #WRAP from their wireless phones. Please refer to the SoberRide information listed below for important details concerning this program. You must be 21 or older to use the SoberRide service
Important note: All requests for SoberRide service must be called to and dispatched from 1-800-200-8294. Do not call a taxi company directly for SoberRide service as the ride will not be covered under this program.
General SoberRide Information
WRAP's SoberRide , called one of the nation's most successful free cab ride programs for would-be impaired drivers, has helped to ensure greater Washington, DC residents have a safe way home on high-risk holidays. Since 1993, WRAP has provided over 58,576 safe rides home. Currently, SoberRide operates during the December/January holiday season, St. Patrick's Day, Independence Day and Halloween. WRAP's SoberRide provides a free cab ride home up to a $30 fare. Callers are financially responsible for anything over $30.
You must be 21 or older to use the SoberRide service. All calls must originate in Montgomery and Prince George's Counties in Maryland; the Cities of Rockville, Bowie, College Park, Gaithersburg, Greenbelt and Takoma Park in Maryland; the District of Columbia; Arlington, Fairfax, Prince William and Eastern Loudoun Counties in Virginia; and the Cities of Alexandria, Falls Church, Fairfax, Manassas and Manassas Park in Virginia. You cannot reserve a SoberRide or schedule a pickup in advance. To receive a ride, you must call 1-800-200-8294 (TAXI) during the program hours. A SoberRide call operator will direct your request to the correct participating cab company.
Participating Taxi Companies:
Alexandria Yellow Cab (Alexandria)
Barwood, Inc. (Montgomery County)
Fairfax Yellow Cab (Fairfax County)
Loudoun Yellow Cab (Eastern Loudoun County)
Manassas Cab Company (Prince William County)
Red Top Cab Company (Arlington County)
Silver Cab of Prince George's County (Prince George's County)
Yellow Cab of District of Columbia (District of Columbia)
Yellow Cab of Prince William County (Prince William County)
When waiting for a SoberRide, please watch for a cab from the participating taxi company in the area from which you are calling.


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Yesterday Microsoft introduced its long-awaited new Xbox console, dubbed "Xbox One" and positioned as a "the ultimate all-in-one home entertainment system."
Watching company executives demo Xbox One, it was immediately apparent how slick the device's gesture and voice controls are, particularly for navigating live TV and other features. For many buyers, these - along with Xbox One's gaming-related advances will be very compelling.
But for those looking for a living room device that supports their on-demand oriented viewing, interest in niche specialized programming, affinity toward mobile interfaces/apps, or all of the above, Xbox One doesn't appear to break any new ground. In this sense, Xbox One is less about being a disruptor of today's TV ecosystem than about improving its use.
In this vein, 3 things stood out to me: 1) "One Guide," an elegant new voice-controlled guide for what's on TV, 2) on-screen Skype while watching TV and 3) interactive sidebars that can present fantasy sports updates during the game itself. Importantly, the demo showed lightning-fast channel changing and even changing between live TV and games or other content. All of these are neat enhancements to the traditional live TV experience.
However, all of these features require subscribing to pay-TV and using an HDMI pass-through and it's not yet clear which operators are supporters. That raises the real likelihood that Xbox One buyers could bring one home and not have it work as expected.
What's missing from Xbox One is the ability to control on-demand and DVR content. No doubt live TV still dominates, but with DVRs now in 50% of U.S. homes and on-demand's acceptance growing, access to neither by Xbox One means at a minimum users have to manually switch inputs and remote controls - even though avoiding both is something Xbox One explicitly highlights as a benefit. This means Xbox One buyers would still rely on clunky pay-TV VOD and DVR UIs. In this respect, my 5 year-old Logitech Harmony remote, which gives me access to VOD and DVR features, is more advanced than Xbox One.
From a programming perspective, while Xbox LIVE offers access to online-only options like Netflix, Hulu Plus, Crackle, Amazon, YouTube, HBO Go and others, Xbox One does not appear to extend support to the wide range video choices now available online or in mobile. So for those that value wider choices in niche programming or want to quit pay-TV altogether, a Roku, which has over 700 different content sources/apps, would be a better option.
Finally there's the issue of mobile integration/second-screening. Mobile has been an Achilles' heel for Microsoft, and so not surprisingly,
it wasn't mentioned (see comments below) during the Xbox One presentation. While Xbox One's voice and gesture controls are cutting edge, it ignores mobile devices' role as a next-gen remote control, discovery platform or as an interactive/social complement to TV. In this sense, Xbox One reinforces the TV experience as being siloed from other devices, something I believe many consumers are hungry to see resolved (and why I believe Apple has a big opportunity in TV).
In sum, Xbox One is a very attractive new device for gamers and for viewers whose TV experiences are still mainly focused on live. But for those that are more focused on on-demand, niche online programming or integration with their mobile devices, Xbox One doesn't appear to offer disruptive new features, at least for now.
Categories: Devices
Topics: Xbox One


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(Reuters) - Target Corp is bringing reviews from tech news website CNET into its aisles in time for the holiday season as it tries to stand out from a crowd of stores and websites selling a mix of new gadgets.
The partnership between the discount chain and CNET, a website popular with gadget enthusiasts and known for its consumer electronics reviews, kicks off this week after a small test this spring showed that Target's shoppers appreciated getting third-party reviews in stores.
Shoppers will see reviews of 28 products in Target stores and reviews of 300 products on Target's website. In stores, televisions on display will also occasionally show videos featuring CNET Editors' Picks for Target and how-to videos.
The partnership marks a bit of a shift for CNET, whose reviews are sometimes syndicated to places such as retailers' websites but until now were not on store shelves.
"The goal of this is to really make purchase decisions easier during the holidays because this is the time when a lot of people may not be purchasing for themselves," said Lindsey Turrentine, editor-in-chief of CNET Reviews.
A survey released this week by BDO USA found that 62 percent of retail chief marketing officers said consumer electronics would be the strongest selling category this holiday season. The same amount, 62 percent, said that the category would see the most discounts and promotions during the holiday season, BDO, the assurance, tax and financial consulting firm, said.
A wide variety of products are hitting stores in time for the busy holiday season, including updated Apple Inc iPads, iPhone and iPods, the new iPad mini, Nintendo's Wii U, Microsoft Corp's Windows 8 software and Surface tablets, Google Inc's Nexus tablets and new Samsung tablets and phones.
However, the growing practice of using stores to look at items and then buy them at lower prices elsewhere, known as showrooming, has added pressure to stores.
"If you don't really know what you want, (and) you want the broadest selection, then you go to an electronics store," said Stephen Baker, vice president of industry analysis for NPD Group. "If you have a better idea about what you want and you've narrowed it down then you probably have some more choices in terms of what type of store you want to go to."
For Target, which says that it edits the selection of goods to help make decisions easier for its shoppers, offering reviews may help seal the deal in the stores or push shoppers scanning QR codes to its website, where more reviews will be available.
In May, Target tested putting CNET reviews near a handful of items such as cameras and televisions, and shoppers "definitely valued having not only a consumer review but the expert review as well," Scott Nygaard, Target's vice president of electronics, said.
Now, 28 items - ranging in price from $19.99 to $1,399.99 - will be highlighted with 5-star reviews that CNET writes. Selections were made based on the products' ease of use, style and value, CNET and Target said.
The products selected include cameras from Samsung, Nikon, Fujifilm and Canon. Barnes & Noble Inc's Nook Simple Touch with GlowLight was chosen as the best e-reader for reading in the dark, while Apple's iPad was named the best tablet.
Nintendo's DSi was picked as the best gaming system for under $100 and Sony's PS3 was named the best all-in-one gaming and entertainment system.
"We've got an edited assortment already that we think helps simplify and we're hoping this is just a way for the guest to save time, money and have some research done for them, especially at holiday time where we know they're already doing additional research from a review standpoint," said Nygaard.
Target will also get some added exposure, as its weekly circular promotions will be featured in Marketplace section of CNET.com.
Manufacturers are aware of the partnership between Target and CNET but had no input on the reviews, Nygaard said.
The holiday quarter is the biggest time of year for Target's electronics sales.
Sales of hardlines, which include everything from videogames to gadgets and toys, accounted for 19 percent of Target's sales in 2011, down from 20 percent in 2010 and 22 percent in 2009.
Reporting by Jessica Wohl in Chicago; Editing by Bernard Orr


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Garland Golf at its Finest - Welcome to Firewheel Golf Park
Bridges Course Open May 1st, Lakes Course Open May 8th & Old Course Open May 23rd Walking Only COVID 19 Procedures
Whether you're an avid golfer ready to play a round or a novice player looking to hit a bucket of balls, you'll experience a day you won't forget at Firewheel Golf Park. Our 63-holes of championship caliber Garland golf, include three regulation courses in designs that both challenge and delight.
The Bridges Course, Est. 2001 has three different and unique nines: The Masters, The Champions and The Traditions - all three boast bentgrass greens. The sculpted fairways are lined with oak and pecan trees. Spring Creek and Rowlett Creek meander throughout. Garland golf enthusiasts agree, any choice of nines provides the skillful golfer with a solid test.
The Bridges Course was featured in AvidGolfer's July 2014 edition. Click HERE and flip to page 64 to read about our fantastic facility.
The clubhouse features the Branding Iron Restaurant and Patio. It's a delightful place to sit and enjoy the afternoon breeze while you watch golfers tee off on the first hole of the champions.
The Lakes Course is the toughest 18 of all. Stretching 7,134 yards from the back tees, it is a tight, difficult test with carries over ten lakes and plenty of big-face bunkers. It has a slope rating of 139 from the gold tees. Most Firewheel players say, "If the Bridges Course has teeth, the Lakes Course has fangs!".
The Old Course topography consists of slow moving streams winding throughout gently rolling terrain. Tree lined fairways, 65 strategically placed bunkers and heavily wooded areas makes this par 71 a challenge for all golfers. The Old Course remains a favorite among area golfers.
The Lakes and Old courses boast the Pavilion, an open-air event facility that's perfect for corporate outings or family celebrations. Truly, this is the finest Garland golf course.
Bridges Course ranked #2 in the Highly Competitive Class of Mid-Priced Courses (-)
By Avid Golfer Magazine
"If you want your golf course to look like it does on television, look no further than the Bridges course" quoted By Avid Golfer Magazine


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Julie Courtwright - Prairie Fire: A Great Plains History
Historian Julie Courtwright explains the role of fire – man-made and natural – in shaping the Great Plains and the lives of its residents. Taking their cue from lightning strikes, Native Americans would burn the prairie to encourage the growth of new grass. Modern ranchers and farmers follow the same practice.
Drawing upon old diary entries, newspaper accounts, and pop culture artifacts like TV's Little House on the Prairie, Courtwright explores how fire has benefitted and sometimes terrorized humans.
Courtwright grew up in the Flint Hills of Kansas. She is an assistant professor of history at Iowa State University.


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Available ebook formats: epub mobi pdf lrf pdb txt html
Karen S. McGowan has worked more than 20 years as a teacher and holds a Master of Education degree. She is a children's book author and leading advocate of education.
She believes in inspiring, strengthening and nurturing students and their families. Readers will discover different ways to make friends and build confidence, develop empathy, strengthen family relationships, deal with bullies and more!
Karen writes the Jolly Time Books series with Dennis E. McGowan—author of the widely acclaimed nonfiction book, The Living D.I.E.T.: Conquer stress in your life now.


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Have a look...
Posted by Justin Hobson 28.02.2013
Lots of people send me nice stuff which uses interesting materials/finishing/processes (and hopefully some of our papers!). Sadly, I can't get to show these pieces of work to everyone ...so this is the best way to show others what people are up to. It's also my way of thanking those that I work with and take the time and trouble to send me lovely, interesting things. firstname.lastname@example.com


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Dhavit Striped Pullover - Blue XL
Handcrafted, 100% cotton kurta-style shirt in blue stripe block print design. Size: XL.
Dimensions: Extra Large; 17.5" Neck, 37" Sleeve Length, 52" Chest, 30.5" Length
- Artforms
- Artisans
- Shipping & Returns
Artisans in urban northwest India sew upcycled denim, sari fabrics, and cotton to create our beautifully repurposed and stylish accessories. The fabric is sourced from cloth collectors' remnants and discards, checked for defects, washed and prepped for a new life. Men take the bulk of the machine stitching work; women work on finishing, traditional kantha embroidery, and hand stitching. Many fabrics created and embellished by other artisans that require complex stitching are sent to this community for fine finishing details.
Stitching Artisans
Our stitching artisan partners come from a low-income community. Steady, reliable, fair income, and skills training and development have enhanced their positions economically and socially. Many of the artisans' children are in school, and the families can now attain higher education.
Shipping & Returns
We charge a flat-rate of $5 to ship any order. And if you spend more than $50, shipping is free! Once your order is received, we'll ship it within 2-3 business days. To return a purchase, visit our returns page (link in footer below) to request a return within 30 days of your purchase. We will provide a prepaid mailing label for item return. Once we receive and process your return, we will deduct the cost of the prepaid label from your refund and return the remaining amount of your original merchandise cost back to the purchase credit card. Original shipping charges will not be refunded.


text: Active volcanoes are those volcanoes that formed magma within the previous 10,000 years. This is accounted that there are almost 1500 very active volcanoes in the entire world. Almost of those volcanoes were situated close to the Pacific Ring of Fire. Persons within that particular area of environs will forever be in seize of terror as at any time eruption …Read More »


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SMF - Just Installed!
On today's page (Ch 30, Pg 47) Crest asks "Did we make it?" and the response is "No, you have perfect timing." That response doesn't seem to fit the question. Should he be asking "did we miss it?" or else maybe the answer should be "yes' rather than "no."


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EDEN PRAIRIE, Minn.-- Life Time Fitness Inc. announced the launch of the Life Time Fitness Triathlon Series in partnership with the Nautica New York City Triathlon, Accenture Chicago Triathlon, Kaiser Permanente Los Angeles Triathlon and the Life Time Fitness Triathlon, which is held in Minneapolis.
The Life Time Fitness Triathlon Series the will connect four Olympic distance triathlon events in the United States and will offer a total prize purse of more than $1,000,000. Held annually, the Series will commence in New York and end in Minneapolis, as follows.
Also announced, triathlete Craig Alexander will return to defend his title in July at the 2006 Life Time Fitness Triathlon. The 33 year-old Alexander has compiled 34 top three finishes since 2001, including 19 victories. He already has a pair of victories in 2006, taking home the title in Australian Long Course Championship as well as winning the St. Croix Half-Ironman.


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|t w o t r e e s m u s i c / s e a n o t e p r o d u c t i o n s
|g a r y g i b s o n
PLEASE HELP SUPPORT STEEL MAGIC NORTHWEST (after school steel bands for kids in the Seattle area)!!!
News/Upcoming Appearances
New steel band compositions available!
July 20th - 24th, Fairbanks Summer Arts Festival, Fairbanks, AK (clincian)
7/7/12: Two new easier tunes for steel band: "Acadia Sunset" and "Pee Wee Goes to Kingston"
6/15/11: New steel band arrangement of "It's Mine (and You Can't Have It" (performed by the NIU Steel Band in their fall concert).
Two new steel pan/mixed ensemble pieces now available HERE.
Got a Minute?
Enjoy a quiet moment..."Round Midnight" performed on solo vibraphone. Then, be sure to get the Blues. And if you like those, check out "Carillon."
March 12 & 13, "In the Shadows of the Forest" will be performed in Lynnwood, WA, bu the Choir of the Sound and a professional steel band under my direction. Tickets available here.
December 2010: The Gary GIbson Fake Book is now available! 57 songs, in about 240 pages, many with detailed parts like specific bass or harmony parts.
August 2010: The current revision of "In the Shadows of the Forest" is now available for purchase.
April, 2010: I have accepted an invitation to be a Resource Member of the Board of Directors for the Music Literacy Trust (Trinidad).
New collection of singles, "Breather," now available for mp3 download
These works took first prize in the "Symphony & Steel Composition Contest":
"Caprice (A Curious Preoccupation with Three Short Themes"
New solo vibraphone works now in catalogue
YouTube vid of solo playing
A Little Poem for You
YouTube vids of Yahboy!
A Little Poem for You
Georgia on My Mind
String Bikini
|"One of the few people writing progressive music for the pan and sounding original..." - Andy Narell
"...fresh, innovative sounds...Gary Gibson is a master of the steel drums & vibraphone and puts them to excellent use..." - JazzReview.com
"Gibson's soloing is melodic and self-assured, and his compositions are sophisticated and totally enjoyable..." - Percussive Notes Magazine
compositions are highly creative, challenging, and by no means are they
predictable. The steelpan world is blessed to have an ambassador like
Mr. Gibson who, obviously, is doing his utmost to promote the steelpan
in a progressive direction." - Liam Teague
"Great solo!!!" - Jamie Abersold
a f f i l i a t i o n s / e n d o r s e m e n t s : a s c a p , a f m , m u s i c l i t e r a c y t r u s t, m a c i n t o s h ,
e s k i m o n o r t h , g o o g l e, y a h o o, m a n n e t t e s t e e l d r u m s


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Aug 3rd: SnoBalls
Aug 10th: Back to School
Child care fees are DUE every week.
**Tuition is not prorated for days missed including sick days, vacations, or other closed days (Holidays)**
For added convenience, we are able to store your credit card information in our secure banking system, and debit your account as an automatic payment every Monday, every Friday, Bi-weekly or Monthly.
Just when you are feeling comfortable with your child's teacher.............well, your child turns a year older and they are ready to move to another classroom. Where has the year gone????????
It is important to give yourself and your child a chance to get comfortable with the classroom and to bond with the new teachers. This process won't always happen instantly. As everyone has their own unique personality, you will probably find that the new teacher may do things a little differently than your child's previous teacher. Understand that this part of the transition process of leaving one teacher and moving on to another. Give time for the new relationship to develop among you, your child, and the new teacher as you adjust to a different style.
Southern Snoballs will make a stop at the center on Thursday, August 3rd at 10am. Remember to bring $2 so that your child can enjoy the tasty treat with his friends and teachers.
We ask that your child wear CLOSED TOED shoes to school. This is a safety issue. Children are more likely to trip or fall when wearing sandals or shoes that do not properly fit.
Remember to ask for up-dated medical forms when your child receives immunizations or yearly physicals. It is imperative that we keep our files current. (A friendly reminder will be on the Check -in Computer) These forms can be faxed to 239-267-1825 from your pediatrician as copies are now accepted.
There will be several new faces at the center this year. Miranda Morrow and Erin Tucker will be joining the FSW family as Infant/Young toddler teachers. We are very excited with the knowledge/experience that these two are bringing to the center. We can't wait for you to meet them!!
And for those of you who don't know, Ms. Tanzie and Ms. Chandra will be leaving the center to pursue other interests. We wish them well in their new endeavors.
These Frozen Fruity Yogurt Bites are super popular and are perfect for hot summer days. With just few ingredients and no cooking involved, even the smallest toddler can enjoy.
Fill 12 cupcake cases or silicone muffin cups with yogurt.
Add a few pieces of fruit into each cup, pressing them into the yogurt
Place the cups (on a baking pan) into the freezer for a couple of hours until set solid.
Once frozen.....remove from the cases and serve (or bag and place back into the freezer to eat later).
Blue Room: Ms. Miranda & TBD
Yellow Room: Ms. Diane & Ms. Nicole
Red Room: Ms. Stephanie, Ms. Cookie & Ms. Shelby
Purple Room: Ms. Jessica & Ms. Julie
Coral Room: Ms. Erin
Teal Room: Ms. Jenna & Ms. Ally
Child Care of Southwest Florida follows the Lee County School Board Bad Weather Closing Schedule. Please tune into your local weather station. If school is called off or closes early the center will follow suit. Please be prepared for alternative care in the event of bad weather closures.
Another great way to stay connected is our Facebook page. If you have a personal Facebook page, find our page…….The Children's Learning Center at FSW…… and LIKE it. Now you will be able to see activities around the center or perhaps even your child.
"Everything we do improves the lives of children."
Child Care of Southwest Florida 6831 Palisades Park Ct. Suite 6 Fort Myers, Florida 33912 You received this email because your child is enrolled at one of the Child Care Centers of Southwest Florida. Our 6 locations: The Children's Learning Center at FSW | Joseph H. Messina Child Care Center | P.A. Geraci Development Center | The Community Children's Center | Children's Garden of LaBelle | Harlem Academy Update your email preferences to choose the types of emails you receive. Unsubscribe from all future emails


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Fly to Venice with KLM
As KLM Royal Dutch Airlines we offer flights to Venice, serving Venice Marco Polo Airport (VCE) at the most convenient flight times thanks to our global network. We are exceptionally proud to be one of the world's most punctual airlines, as we know your time is precious. It's no surprise that our on-time record has been voted one of the world's very best several times. So book your flights to Venice with us and make the most out of your holiday or weekend getaway!
Top Venice attractions
- Piazza San Marco: a staggering example of classical Venetian architecture, this iconic square also features the famous Saint Mark's Basilica.
- Rialto Bridge: the perfect place for a romantic afternoon stroll, thanks to the wonderful atmosphere and plentiful restaurants.
- The Grand Canal (Canal Grande): no visit to Venice would be complete without a ride in a gondola down the beautiful canal.
- Doge's Palace: a beautiful building constructed in the Venetian Gothic Style.
- San Giorgio Maggiore: worth it for the church of the same name alone, this fascinating island dates back to Roman times.
What better way to prepare for your flight to Venice than with a read through our comprehensive travel guide? We give you the ins and outs on where to go, what to do, and much more.
What's the best way to get around Venice?
By boat of course! Aside from walking, boats are the only way to get around the spectacular canals and winding waterways. Water taxis are abundant, as are the iconic gondolas.
What's the weather like in Venice?
Visit Venice in late July or early August to experience the best of the summer weather, when temperatures hit a pleasant average of 23°C (73°F). If you choose to visit in January, make sure you bring plenty of warm clothes as the temperature plummets to a near-freezing average of 3°C (37°F).
Weather in Venice
Powered by: OpenWeatherMap.org
28 °CThursday13/08/2020
28 °CFriday14/08/2020
29 °CSaturday15/08/2020
28 °CSunday16/08/2020
28 °CMonday17/08/2020
27 °CTuesday18/08/2020
27 °CWednesday19/08/2020
*All amounts are in USD. Taxes and surcharges are included. No booking fee is applicable, but a payment surcharge may apply. Prices shown may vary depending on fare availability. You will see the final amount when selecting your payment method.