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The 18th-century frontage on Market Place conceals a 15th-century timber-framed building that is now a restaurant with rooms. Lavenham Great House is a little slice of France, offering high-quality ru...More about Lavenham Great House 'Restaurant With Rooms'
Expect a friendly welcome at this privately owned hotel, which is situated just off the A14 within easy reach of the town centre. Public rooms are full of charm and character with features such as exp...More about Cedars Hotel
Priory Hotel is an 18th-century Grade II listed building set in landscaped grounds on the outskirts of town. The attractively decorated, tastefully furnished and thoughtfully equipped bedrooms are spl...More about BEST WESTERN Priory Hotel
A warm welcome awaits at The Auberge, a charming 15th-century property, which was once a rural pub but is now a smart restaurant with rooms. The restaurant has gained two AA Rosettes for the good use ...More about The Auberge
A Regency-style property set amidst three acres of landscaped grounds, on the outskirts of town in a quiet road just a short drive from the A14. The spacious bedrooms have co-ordinated soft furnishing...More about BEST WESTERN Gatehouse Hotel
Expect a warm welcome from the caring hosts at this terrace property, situated just a short walk from the town centre. The pleasant bedrooms are comfortably appointed and have a good range of useful e...More about 6 Orchard Street
This delightful property is situated close to the A14 and the town centre. The well-equipped modern bedrooms are on the ground floor of a separate, purpose-built area to the rear of the house. Breakfa...More about St Andrews Lodge
An attractive, three-storey terrace property convenient for exploring this popular town. The spacious, individually decorated bedrooms are furnished with pine and equipped with modern facilities. Brea...More about 83 Whiting Street

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text: CCBot/2.0 (http://commoncrawl.org/faq/) British Columbia Geocaching Association » Forums » Regional » Thompson / Okanagan » Caches near cross country ski areas Home Newest Caches Forums Your Account About BCGA Search Blitz Sproat Lake: [?] . Prehistoric Petroglyphs at Sproat Lake. [M | C] Register or Login Please Join our Association Our Sponsors Waypoints Home Home Login BCGA News BCGA Feedback/Contact Us Membership Info Coin Activation About BCGA Logos Recommend Us Statistics News Archive VT Memorial Project Geocaching Cache History Encyclopedia Links Policies & Guidelines Users options Your Account Forums Forums GC Canada Forums Search GC Cache BCGA Search Web BC Rankings Geocaching.com Navicache.com Terracaching.com waymarking.com Coming Events December 2014 SMTWTFS 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Sun Dec 28, 2014 Cross Paths with a Kiwi on holiday in Vancouver Thu Jan 01, 2015 New Year's Day A CITO for zoeseadog-Saanich Sat Jan 10, 2015 trollin on The Bipedal Celebration in Saanich Forums » Regional » Thompson / Okanagan » Caches near cross country ski areas LOG-IN DIFFICULTIES Please be advised that we are currently having problems with some of our users not being able to log into the site. We apologize for this, we are working to address the situation. Thank you for your patience Thank You BCGA Executive Forum FAQ Search Log in to check your private messages Login Caches near cross country ski areas Forum Index » Thompson / Okanagan View previous topic :: View next topic Author Message hollyburnJoined: Jul 22, 2006Posts: 162Location: Vancouver Posted: Mon Jan 21, 2008 6:42 pm Post subject: Caches near cross country ski areas Any caches near McCulloch Lake or Telemark cross-country ski areas? Hope to get there soon. Back to top Mach2003deadJoined: Nov 14, 2006Posts: 263Location: x Posted: Wed Jan 23, 2008 12:27 am Post subject: Re: Caches near cross country ski areas Telemark has three, two on the trails and one nearby. K9 Loop Cache GCVDVQ Panorama Cache GCXFWH Forest Stump GC13HF6 None out at McCulloch. Back to top hollyburnJoined: Jul 22, 2006Posts: 162Location: Vancouver Posted: Sun Jan 27, 2008 8:26 pm Post subject: Re: Caches near cross country ski areas Thanks for the information. Both great ski area! I was able to get the K9 cache today and was quite close to the Panorama one but not close enough to get it. Maybe next year. It would be great to have a cache at McCulloch ski area or across the road on the trail system. Also a really neat nature trail there with all the birdhouses. Recent moose and lynx sighting in the area. Back to top couloirJoined: Jan 19, 2008Posts: 152Location: Kamloops Posted: Tue Nov 18, 2008 9:51 pm Post subject: Re: Caches near cross country ski areas There are about 12 in the Lac le Jeune-Stake Lake area. Not all are accessible by skis though I have placed two recently above ground so that cross country skiers can find them. Back to top hollyburnJoined: Jul 22, 2006Posts: 162Location: Vancouver Posted: Tue Nov 18, 2008 10:42 pm Post subject: Re: Caches near cross country ski areas Thanks for placing caches for skiers. I don't have have plans to go to Stake Lake this winter but will get there eventually. Back to top landsharkzJoined: Sep 28, 2005Posts: 356Location: Victoria Posted: Wed Nov 19, 2008 9:08 am Post subject: Re: Caches near cross country ski areas We're going to be snowshoeing or cross country skiing at Mt. Washington for a couple of days this winter. Are there any accessible caches there for cross country trail users? Back to top Display posts from previous: All Posts1 Day7 Days2 Weeks1 Month3 Months6 Months1 Year Oldest FirstNewest First Forum Index » Thompson / Okanagan Page 1 of 1 All times are GMT - 8 Hours Jump to: Select a forumTerms of Usage AgreementGeneral AnnouncementsPoliciesCALL BINGO WINBingo DiscussionGeneralRecommend a CacheHow To?SWAGMilestonesNews Article DiscussionsFraser ValleyKootenay - RockiesLower Mainland / Coast MountainsNorthern B.C.Thompson / OkanaganVancouver IslandWebsite Questions2012 Director Nominations & Discussions You cannot post new topics in this forumYou cannot reply to topics in this forumYou cannot edit your posts in this forumYou cannot delete your posts in this forumYou cannot vote in polls in this forumYou cannot attach files in this forumYou cannot download files in this forum Advertisement :: Copyright 2003 - 2009 BC Geocaching Association :: RSS Feed:Follow us on Twitter: http://twitter.com/BCGeocaching Interactive software released under GNU GPL, Code Credits, Privacy PolicyTheme by British Columbia Geocaching Association.


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What does IAMS mean in Professional Organizations?
This page is about the meanings of the acronym/abbreviation/shorthand IAMS in the Business field in general and in the Professional Organizations terminology in particular.
International Association Of Mission Studies
Find a translation for IAMS in other languages:
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Use the citation below to add this abbreviation to your bibliography:
"IAMS." Abbreviations.com. STANDS4 LLC, 2014. Web. 22 Dec. 2014. <http://www.abbreviations.com/term/324077>.
IAMS also stands for:
- Initial Attack Management System
- Institutional Account Management System
- Integrated Agricultural Management Systems
- Integrated Army Mobilization Study
- Inter Agency Messaging Service
... and 1 more »
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2006 Ford Expedition User Reviews
2006 Ford Expedition Review Ratings
Average Ratings from 18 reviews
- Performance:
- Appearance:
- Build Quality:
- Overall:
Review Highlights Click to filter reviews below
User Reviews
Displaying 1 - 10 of 18 2006 Ford Expedition reviews.
babylady69 writes:
2006 Ford Expedition Limited Review
This is a verry well built Suv with use in mind when it was designed.
Cant really think of any Neg. thought we have cocerning thi Suv.
All In All , Thi Is A Great Truck And We Are Happy To Have Purchased It. — When we bought this truck, we were looking for a family friendly larger Suv. What we found in this truck, was that it was designed to be a good strong larger body style Suv and that it has many options to help it also be a family vehicle as well. The options in this truck were many. We would deff recomend this truck to anyone in the market.
Looking for a Used Expedition in your area?CarGurus has 18,397 nationwide Expedition listings starting at $2,250.
LWS906 writes:
2006 Ford Expedition Eddie Bauer 4WD Review
Safe, reliable, very practical
Great Vehicle For Famillies! — Good SUV. The power fold down 3rd row is quite possibly my favorite feature of this SUV. Having owned SUV's without this option, I never realized what a hassle it was to have the seats that did not fold flat. We have had ZERO issues with our car. It's been very reliable and affordable.
Primary Use: Family transportation
Zach writes:
2006 Ford Expedition XLT 4WD Review
Large well organised interior, great looks, powerful, lots of seating
Difficult to reverse when unequipped with some type of reverse assistant device
Very Nice Suv Suitable For Anyone — The 5.4L V8 engine is good for hauling, towing, passing, has great pick up, and is good for overall daily driving, but I find it seems to have a bit of trouble going over 110 km/h. Maybe it is just because I am used to my Cadillac and my Corvette, but I am not complaining. The handling is awesome for such a behemoth apart from the overly large turning circle. The build quality is better than I expected, I will be looking into a wood dash kit though since it sort of looks bland and colorless. I really enjoy the features such as power heated seats, power heated mirrors, the power tilt and slide sunroof, the 7 passenger seating, the opening window portion of the back hatch, and the power adjustable pedals. The appearance on the outside is very nice, I especially like the Metallic Red and Grey color combination. the interior is very nice, though I do not have kids and will probably be ready for a new vehicle once that time comes, I still think the DVD entertainment system is a cool bonus. Speaking of bonuses, the keyless entry is a MUST for people like me who make a habit of locking the keys in their vehicles! If you buy a Ford product, it is well worth the extra to get it! It is actually pretty good on gas for it's size. It's no Honda Civic or anything, but it is managable. I would have really liked to have seen a back up camera or at least back up sensors on it though. I will have to go buy a backup camera for it and mount it because backing up is a litte scary. I find keeping both rows of rear seats down while not in use can help alot, but all the space seems to give me new reason to buy larger items. And, this is about as fun as a large SUV will get, I do enjoy driving it mostly because of the height I guess. I would definetley recommend this SUV to anyone, especially those with large families who do not feel like comprimising their dignity by driving a minivan.
Primary Use: Family transportation
Nick writes:
2006 Ford Expedition Eddie Bauer Review
Great — Roomy with alot of cargo room Heated and cooled seats with an excellent sound system. Designed by Eddie Bauer, with leather all around. dual climate control in front and dual climate control from front to back. Powerfull with lots of towing capacity. Luxery and practicality in one car.
Primary Use: Family transportation
Dave writes:
2006 Ford Expedition Eddie Bauer Review
Zero breakdowns!!
Absolutely Nothing!!
2006 Ford X-ped — I like everything about this vehicle, and will buy another. It's an SUV so MPG will never be great, but for the big V8 Titon it does better than I expected! (14.5 city/20.5 hwy). It's my tow vehicle for our boat! Love the 2-tone styling of '06 (white over gold). Other than gas, maintenance cost is dramatically lower than what I had before ('07 Ford E-150 Conversion Van). LT $30/month (excluding gas). LOVE riding high!!
Primary Use: Utility (towing boats, transporting cargo, etc.)
JohnGodi writes:
2006 Ford Expedition XLS Review
Purchased this truck for my wife and it has been very reliable, Great long trip vehicle, maintenance cost over the last 7 years has been minimal, all regular scheduled tasks performed but other than that, tires and brakes were replaced recently.
Fuel, Over use can cost $100 in gas a week
Reliable / Safe / Solid — This truck has been a very safe choice for my wife and kids, great for all the sporting events large capacity to carry all of the sports gear. Can seat up to 8 very comfortably and has acceptable fuel economy on the freeway, not so good in the inner city streets. Has a V8 Engine with great acceleration and plenty of power.
Primary Use: Family transportation
nataliemilloy writes:
2006 Ford Expedition Eddie Bauer Review
Pack it with seven people and it's still comfortable. Lots of space. Lots of features.
Poor gas mileage. Not great for big family road trips - if you have seven people in it, the luggage has to go on the roof. Not a big deal. All of our repairs/updates seem to be slightly more expensive because it's an Eddie Bauer.
Not Active
Great Family Car For Around Town — This car has been great for my growing family but now that my kids are getting older it's time to start commuting again - and this is not the car for a long drive to work. Sure, it's super comfy but the gas mileage is enough to kill any budget. Great for car pool and big families. Not a ton of storage space when there are lots of people in it.
Primary Use: Family transportation
1980Jennifer writes:
2006 Ford Expedition XLT Sport Review
jpmoney writes:
2006 Ford Expedition Eddie Bauer Review
The space and handling are tops for an SUV.
The dash seems far away and the gas mileage could use some work.
Still Love The Spaciousness Of The Vehicle. — This is my second Expedition. This one doesnt have heated seats, this a must in Michigan. The power is phenomenal and the ride is priceless. This vehicle is great for every day work transportation, toting the kids to and fro and going out for a night on the town with the wifey!
Primary Use: Family transportation
brick053 writes:
2006 Ford Expedition Eddie Bauer Review
Great family vehicle, plenty of room and great on the highway.
The biggest con is the cost of Gas is a killer. Also since I changed the radio the DVD player no longer works.
Big Body — I bought his ride to use a family vehicle and also my main transportation. It has been awesome on the highway, we took it on a road trip to VA, last summer and the ride was great. Added 24" Chrome Rims, after marker radio. Also put a flowmaster to give it a little rumble.
Primary Use: Family transportation
Displaying 1 - 10 of 18 2006 Ford Expedition reviews.
Reviews From Other Years
2014 Ford Expedition Reviews
Great Family Suv
This SUV has all the space and seating we were looking for. Great for a growing family as car seats take up a lot of space. We love the bench seat so we can sit next to the kids on long trips if we ... Read More
Leg Room For Miles, Great For Us Tall Peeps!
Still finding out new stuff and learning how to use all the options a few months later. Not sure if thats a good or bad thing lol. My kids love it! We went from the Tahoe LTZ to this we are extremel... Read More
2012 Ford Expedition Reviews
Versatile Family Vehicle
When our last Expedition bit the dust at only 120,000 miles due to a timing chain failure, we tried to downsize to another vehicle for better gas mileage but found that the interior room didn't meet o... Read More
Much time spent researching for the perfect family vehicle. Very comfortable, quiet drive. Useful for family everyday transportation and distance travel. Towing is easy with this SUV. Owned this veh... Read More
2011 Ford Expedition Reviews
You Will Love Her
All I can say is "Awesome" great vehicle I Drive her 1000 miles a week and I have no complaints at all. It's my second one and I hightly recommend it. I had the Suburban before and the Ford is much mu... Read More
2010 Ford Expedition Reviews
Capable, Full-size Suv!
We bought this car about a year ago and have enjoyed every minute of ownership. With it's powerful engine and 4-wheel drive, it is great in any weather. This vehicle is large enough for five adults to... Read More
This Car Is Amazing
Love it! would reccomend it to anyone! I love fords! :) It has a great sterio system and has good build quality and ive never had any problems. It has a great number of seats perfect for family life.... Read More
2009 Ford Expedition Reviews
2009 Ford Expedition El Limited 4wd
This is my second Expedition. The first was a 2001 EB 4WD. I was always interested in the EL for the additional space, as I use this for work as well and frequently need to transport materials & equ... Read More
Would Buy Another
Great SUV for the Price, good acceleration, good braking, regular handling over 60 mph. Great for towing mid size boat. Good quiality. Great Appeareance interior. Normal exterior. Good gas mileage, r... Read More


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TOKYO, Dec 6, (Agencies): Japan's Akira Yaegashi defended his WBC flyweight title for a second time after beating Mexican challenger Edgar Sosa with a unanimous decision in Tokyo on Friday. Neither fighter managed a knock-down over 12 rounds at sumo mecca Ryogoku Kokugikan, but 30-year-old Yaegashi took the decision 116-112, 117-111, 117-111 to improve his record to 19 wins and three defeats with nine knock-outs. Former Mexico City cab driver Sosa was looking to win his first world title since losing the WBC light flyweight belt he successfully defended 10 times from 2007-09, but instead saw his record fall to 49 wins and eight defeats with 29 knock-outs. "First of all I'm relieved to win," said Yaegashi, who won the title from compatriot Toshiyuki Igarashi in April and successfully defended it against Mexican Oscar Blanquet in August.
"I'm sorry for the fans that I couldn't put on a more interesting fight. Looking to the future, I'm going to focus on every fight as it comes." In an earlier bout, London Olympic middleweight gold-medallist Ryota Murata beat American Dave Peterson with a final-round technical knock-out (TKO) in the second fight of his pro career.
Cuba's Guillermo Rigondeaux makes his return to the ring Saturday for the first time since his dominating victory earlier this year over Nonito Donaire. Seven months after his career-best victory, the undefeated Rigondeaux will be defending his World Boxing Association super bantamweight title against former two-time champ Joseph Agbeko Saturday at the Boardwalk Hall venue. The 33-year-old Rigondeaux (12-0, eight knockouts) easily defeated Donaire by a unanimous decision in April and will be looking for another strong performance against veteran Agbeko.
St Louis southpaw Devon Alexander puts his International Boxing Federation welterweight world title on the line when he faces unbeaten fellow American Shawn Porter on Saturday. Alexander (25-1, 14 KOs), who captured the IBF belt by beating Randall Bailey in a 12-round bout on October 2012, insists Porter doesn't have the talent to take the title away at the Barclays Center arena in Brooklyn. The undefeated Porter, who is the same age, will be making the first title shot of his career and will be hoping to improve on his 22-0-1 record. "We are going to mix it up," challenger Porter said. "I've seen a few of his fights. He's going to scrap."
Alexander said Porter reminds him of when he was younger. "I am putting myself in Porter's shoes," he said. "I know what it is like to get excited for a world title match." Alexander now expects to fight on a regular basis at 147 pounds. "After this fight we can expect bigger and better things. I'll be a major player at 147 pounds," he said.
Yo, Adrian, Rocky devotees are gonna run now, a grueling tribute to their mythical champ. Nearly 35 years after Rocky Balboa returned for his first sequel, Philadelphia's favorite adopted son has inspired city runners to go to the distance. Rocky's faithful followers are set to run a 50K that will end, of course, triumphantly atop the art museum steps. The fictitious fighter left as a big a cultural imprint on Philadelphia as any American founding father, and hundreds of runners are expected to follow in his championship footsteps, truly, through the streets, steps and past the statue he showcased to the world through six movies. Philadelphia's debut Rocky Run kicks off Saturday just around the corner from the house where Balboa lived in "Rocky II."


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Policies and Procedures
Fixed Term Appointments - Consultation Form (L9499)
Fixed Term Consultation - meeting invite (L5190/DGW/BMP)
Code of Practice and Procedures
This document gives guidance on the employment of members of staff on fixed term contracts to achieve the right balance between flexible and efficient working and fair and secure employment that will bring benefits to both staff and to the University alike. It has been written to reflect the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations that came into force on 1 October 2002 which are incorporated into the Employment Act 2002 and the JNCHES Guidance on Fixed Term and Casual Employment. The document also incorporates and replaces the following earlier Swansea University documents: Code of Practice for Academic Related Staff and Non Academic Staff employed on Fixed Term Contracts funded through Research Contracts and Analogous Schemes. (K7353) Code of Practice relating to Academic and Academic Related Staff employed Part-time or on Fixed Term Contracts, Part or Full-Time. (J6832) Procedures for Consultation regarding the expiry of Fixed Term Contracts (K1319) Fixed Term Contracts Guidance (L2971) Concordat on Research Staff Career Management: Roles and Responsibilities (K2278)
The University depends on a range of funding sources, some of them variable and insecure. The University needs to make full use of modern and flexible work organisation and to adopt patterns of work that will fit challenges in the future. Just as important, all employees should be treated fairly and offered opportunities for staff in all occupational groups to pursue and develop their careers. The aim of these procedures is to achieve a proper balance between
flexible working and organisational efficiency, on the one hand, and security of employment and fair treatment of employees on the other.
These procedures will apply to all fixed term employees and "Contract Research Staff" other than those with appointments of very short duration (normally 3 months or less) that are not subject to renewal. This will include all types of appointment (Academic/Academic Related, Technical, Clerical/Secretarial, Maintenance and Manual)
The following principles will be adopted with regard to the use of fixed term contracts:
a) equality of opportunity is reflected in all aspects of employment. Allocation of staff to fixed term contracts should be free of gender or race bias and will not discriminate on the grounds of disability or age. Monitoring will be undertaken to ensure that this is so,
b) indefinite contracts are the expected form of employment relationship between the employer and employee,
c) staff should only be placed on fixed term contracts where this is justified for transparent and objective reasons,
d) very short periods of employment will only be made where the situation is dictated by sickness, maternity leave or short funded projects. In particular, the situation in which an employee is appointed on a succession of short term contracts should be used only in circumstances where this is to the specific benefit of the employee concerned. That is in circumstances where not to do so would lead to the termination of the contract (eg gaps in research funding, provision of continuing sickness or maternity cover).
e) there may be legitimate reasons for offering fixed term employment (see below),
f) where the use of fixed term contracts is justifiable for transparent and objective reasons, staff on these contracts will be given,
g) comparable opportunity with other staff to develop performance and career prospects through staff development, training and appraisal,
h) the same terms and conditions of employment to those in comparable jobs with indefinite employment in the University unless the difference can be justified, in accordance with the legislation, for transparent and objective reasons,
i) information on, and the opportunity to apply for, more secure positions,
j) a review to consider indefinite employment at appropriate periods at any time at the request of the employee or Head of Department but in any case for any renewals of more than 3 years and then prior to any renewal of a fixed term contract taking place, unless the short term renewal is for 3 months or less for bridging purposes – see below, or for a reason in employees' interest as stated under 4(d) above. There are benefits to the University and the long-term career development of staff in transferring fixed term staff to indefinite contracts. Indefinite employment will be available for members of staff currently on fixed term contracts where circumstances allow as described under section 9 below,
j) staff employed on fixed term contracts may have special needs (eg careers advice for contract research staff) relating to their short term contracts and facilities are available to meet these needs. (see Appendix).
There must be transparent and objective reasons for placing a post initially and subsequently on a fixed term contract. The renewal or extension of the fixed term contract must also be justified separately by transparent and objective reasons.
Examples of transparent and objective reasons or circumstances include:
a) the post requires specialist expertise or recent experience not already available within the institution in the short term,
b) to cover staff absence as appropriate (eg parental and adoptive leave, long term sickness, leave of absence, sabbatical leave or secondment),
c) the contract is to provide a secondment or career development opportunity,
d) input from specialist practitioners (for example, to provide professional expertise in departments such as Education or Law),
e) where the student or other business demand can be clearly demonstrated as particularly uncertain (for example, the reliance upon recruitment of students from overseas markets that have a record of instability),
f) limited term projects where there is no reasonably foreseeable prospect of funding being renewed nor other external or internal funding being available or becoming available, where members of staff are appointed for 3 years or less or for short extensions beyond this where this is in the employee's interest (ie the employment would otherwise end). This will apply to appointments funded through research projects or where a reappointment is made to a new research project, where specific sums are awarded by sponsors for appointments for the period of the research contract,
g) opportunities for foreign visiting undergraduates/graduates with the requisite language skills. Some post holders have held these posts for many years on sessional renewable (or longer) contracts and the availability of such experienced staff had advantages for the language departments. Permanent contracts and/or longer term fixed term contracts would be appropriate for these members of staff who are not subject to exchange arrangements. Where language assistants hold part year contracts and where they are expected to be involved in examining, the duration of the contract should be sufficient to cover the main examining period, h) seasonal short course staffing with levels that vary with the demand (such as occur in the summer in the Centre for Applied Language Studies (CALS),
i) Associate Tutors in the Department of Adult Continuing Education whose employment is determined by the fluctuating demand for short courses, particular modules or schemes of study.
Swansea University is committed to ensuring that during the course of their employment all fixed term employees and 'Contract Research Staff' should experience and enjoy the same conditions of employment and opportunities for staff development as full time employees on the established staff of the University unless the difference is justifiable for a transparent and objective reason.
Any Fixed Term employee may receive, by making a request in writing to the Director of Human Resources, a written statement within 21 days of receipt of the request explaining any differences in their employment conditions from those of comparable permanent employees taking into account the overall remuneration package.
a) Appointment Procedures
The filling of fixed term posts should be in accordance with the policies contained in the Equal Opportunities Code of Practice, in respect of advertising, selection and appointment and guidance contained within the University's Guidance on Recruitment documents.
b) Contracts of Employment
Swansea University employs staff covered by this Code of Practice on the same terms and conditions of appointment as full time HEFCW funded staff except where a transparent and objective reason justifies the difference. Swansea University would under normal circumstances ensure that all prospective employees and all employees to be reappointed or made permanent are forwarded a contract of employment no later than one month before the contract commences or recommences and wherever practicable 3 months before the contract of employment expires. It is incumbent on Heads of Department and Nominated Supervisors to communicate information to members of staff on any reasons for delay in renewal of appointments due to funding difficulties. The Human Resources Department will also provide assistance where required. The use of Bridging Funds in such circumstances may be appropriate (see section 8). The contract of employment should contain a job description based upon that submitted by Heads of Department/Chairs of Schools as described in the University's Recruitment Procedures.
c) Termination Renewal and Permanency
The procedures for termination and the renewal of fixed term contracts, part or full time, will be in accordance with the Procedures for Consultation and Renewal and Permanency set out below.
d) Rates of Pay
Members of staff covered by this Code of Practice shall be entitled to salaries in accordance with the salary scales determined for members of staff and shall receive annual increments up to the maximum of their salary scales and will be eligible to benefit from national salary awards.
e) Hours of Work and Holidays
Members of staff covered by this code of practice shall be entitled to the same benefits in terms of holidays and working hours as permanent members of staff employed on the same grades.
f) Superannuation
All employees may join USS or the Swansea University Pension Scheme (SUPS) as appropriate and are encouraged to do so by Swansea University.
g) Sick Pay
Fixed term and 'Contract Research Staff' shall have access to the Sickness Pay Scheme operated by Swansea University.
h) Maternity Leave, Paternity Leave, Dependants Leave
All members of staff to whom this Code of Practice applies are eligible for the same benefits as permanent members of staff.
i) Probation
All fixed term appointments will be probationary in accordance with normal Swansea University practice. If the initial fixed term appointment is less than the probationary period then probation is still applied, unless the normal recruitment procedures have not taken place due to the short term nature of the appointment. If not, no probation procedures will be applied but the post will not be renewed without further advertising
j) Grievance and Disciplinary Procedures
All Academic and Academic Related Staff are subject to the disciplinary procedures in the University's Chart and Statutes and may pursue grievances concerning their appointment or employment as allowed by the University's Charter and Statutes. Non Academic staff employed on fixed term contracts are subject to the Disciplinary and Grievance procedures for such members of staff as outlined in their General Terms and Conditions of Employment.
k) Promotion, Discretionary Payments/Accelerated Increments
All employees covered by this Code of Practice are eligible to be considered for Promotion/Discretionary Payments/Accelerated Increments by the appropriate committees and all employees will be forwarded the documentation annually at the relevant time.
l) Staff Development
Swansea University is committed to ensuring that during the course of their employment all fixed term employees and 'Contract Research Staff' should experience and enjoy the same opportunities for staff development as permanent employees of the University. Swansea University is committed to ensuring that all 'Contract Research Staff' should benefit from their employment at the University, not only by testing their suitability for research but also by ensuring that through their employment they acquire a wider range of skills for effective career management and development. All fixed term and 'Contract Research Staff' shall have opportunity to participate in induction organised through the Staff Development Office. Please see Appendix 1, Code of Practice on Contract Research Staff Career Management.
m) Appraisal
All employees covered by this Code of Practice will participate in the appropriate appraisal scheme.
n) Conferences
All Academic and Related staff to whom this Code of Practice applies should, subject to the regulations already in existence, be entitled to attend conferences subject to the approval of the Head of Department/Chair of School and claim the appropriate expenses at University rates.
o) Rooms, Equipment and Other Facilities
All employees covered by this Code of Practice shall be provided with a suitable working environment. Fixed term academic and related staff will be entitled to use whatever University and Departmental facilities are appropriate to their work (such as libraries, laboratory and fieldwork equipment, photocopiers, stationery, telephone and secretarial assistance), be able to recommend books for purchase by the University Library, all in the same way and subject to the same rules as permanent staff. All employees covered by this Code of Practice shall have the same access to University facilities as established University staff, eg Library, Sports facilities, Catering and other general staff facilities etc.
p) Other
All employees covered by this Code of Practice will be subject to the Equal Opportunities Code of Practice, Race Equality Policy, University's Financial Regulations, Data Protection Regulations and Computing Regulations. All Fixed Term and 'Contract Research Staff' are encouraged to be members of recognised Trade Unions, currently: the Association of University Teachers (AUT) for academic, academic related, other related and research and analogous staff; Unison for clerical and secretarial staff; TGWU for manual and other support staff; Amicus for technical and maintenance staff. Academic Related fixed term and 'Contract Research Staff' will be subject to such regulations on Intellectual Property Rights as may be from time to time agreed by the University and may undertake Personal Consulting Work in accordance with the University's Policy on Personal Consultancy Services.
Where fixed term contracts are due to expire, either because funding is due to cease or because no further funding has been obtained, it is a statutory requirement under the 'Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations' 1995 and 1999 for an employer to consult with 'appropriate representatives' 'in good time' where it is intended to dismiss as redundant a certain minimum number of employees
within certain specified periods. It is further incumbent upon an employer to consult with employee representatives or representatives of the trade union about ways of avoiding the dismissals, to reduce the number of employees to be dismissed and to mitigate the consequences of the dismissals. An employer is also under a statutory duty to consult with a view to reaching agreement with the appropriate representatives. (In this context dismiss and dismissals are to be construed as covering the expiry of fixed term contracts.) Under the legislation consultation with Trade Unions should begin either:
a) thirty days in advance of the ninety day period if between 20 - 99 employees are to be dismissed or
b) ninety days in advance of the ninety day period if 100 or more employees are to be dismissed.
A process of consultation with individuals will commence not less than three months prior to the expiry of any fixed term contract. To enable this process of consultation to work, it is necessary for each person on a fixed term contract to be given a supervisor, ie 'a nominated supervisor'. The Human Resources Department, unless advised to the contrary, will assume this nominated supervisor to be the Head of Department in the first instance.
A. Individual Consultation
The required process of individual consultation will operate as follows:
i) In a specified period not less than four months before the expiry of any employee's fixed term contract, the Head of Department will be advised by the Human Resources Department of the employees whose contracts are terminating. At the same time, information will be sought from the Head of Department as to whether the contracts should be extended or terminated. Heads of Department should reply to this request as soon as possible and certainly no later than three weeks after the date of the letter from the Human Resources Department. Where a continuation of funding is not guaranteed, the assumption should be that the contract is to expire. The Human Resources Department will inform the individual and the Trade Unions of the expiry of the fixed term contract not less than three months before it is due to expire. The individual will be informed that he/she has the right, if so desired, to be represented in consultations either by his/her trade union if he/she is a member or if not by a friend/colleague on the staff of Swansea University.
ii) In the event that the contract is not to be extended, the nominated Supervisor/Head of Department must remind the member of staff of the date on which the contract is due to expire and ensure that the individual has considered whether he/she wishes to pursue suitable alternative employment within the University.
iii) Whether a fixed term contract is due to expire because funds have ceased or because funding is not guaranteed or because no reply has been received from a Head of Department, a letter (sample letter A in Appendix 2) will be sent by the Human Resources Department to the individual employee three months before the end of his/her contract.
iv) The letter will draw attention to the University's Current Vacancies Bulletin, normally published weekly and which contains all vacancies advertised within the University and available on the Human Resources Department's website. If ready access cannot be obtained the member of staff may be sent or request a personal copy.
v) Where an employee does wish to be considered for suitable alternative employment within the University he/she should return the pro-forma attached to the letter to the Human Resources Department. The Human Resources Department will forward a copy to the 'nominated supervisor' for the appropriate action, as specified below. The employee may also wish to seek advice from the Human Resources Department.
B. Trade Union Consultation
The required process of Trade Union consultation will operate ninety days in advance of the ninety day period. The appropriate Trade Unions are:
|Academic and Related Staff
|Clerical/Secretarial/Manual Staff
|Manual Staff
|Technical Staff/Maintenance Staff
C. Duties of Supervisors to Consult
Where a 'nominated supervisor' receives from the Human Resources Department information that the member of staff whose fixed term contract is due to expire wishes to be considered for alternative employment, that nominated supervisor should:
i) where he/she is not the Head of Department, liaise with the Head of Department or other appropriate authority, to consider whether other work is available to match the individual's skills or whether there is any potential for the employee's work to be continued and if so, pursue, if he/she has not done so, applications for replacement funding.
ii) discuss and clarify with the individual employee concerned, who may be accompanied at any meeting by his/her trade union representative or by a friend/colleague on the staff of Swansea University, the types of posts for which he/she might be suitable and identify potentially suitable alternative employment (eg through the University's Current Vacancies Bulletin.) An initial copy of the Bulletin will be sent to the supervisor with the pro-forma indicating that the member of staff wishes to be considered for further vacancies.
iii) where a suitable vacancy is identified from the Vacancy Bulletin, the 'nominated supervisor' should ensure that the individual applies for the vacancy through the Human Resources Department and should accompany all such applications with a letter, see sample letter B in Appendix 2. Notes of discussions with and applications encouraged for the member of staff should be made by the supervisor and kept for a minimum of six months.
NB: Where an individual approaching the end of a fixed term contract has informed the Department that she is pregnant, the Head of Department/Section/Chair of School must seek advice from the Human Resources Department on further procedural matters which must be pursued.
D. Departmental Action where Departments receive Applications for Vacancies from Existing Staff whose Fixed Term Contracts are about to Expire
As an employer, Swansea University will seek to consider all possible ways of avoiding dismissals on the expiry of fixed term contracts.
When selecting applicants for appointment Heads of Department are required to give special consideration to Swansea University staff whose fixed term contracts are due to terminate within 3 months. To this end the Human Resources Department will scan all applications for advertised posts prior to submission to Departments for employees whose fixed term appointments are due to terminate, whether letter B has been attached or not and will request that Heads of Department give particular attention to these applications.
Departments receiving applications for employment from staff employed elsewhere in the University and whose fixed term contracts are about to expire, (normally up to 3 months from the expiry date) must consider whether such individuals are suitable for the vacancy and if so, offer the post to whomsoever of those individuals is the most suitable in all the circumstances. These circumstances should include consideration of the University's obligation to find appropriate work for fixed term staff whose contracts are due to expire.
In practice, as a protection, Departments are strongly recommended to interview all applicants who are existing employees approaching the end of a fixed term appointment, other than those who are clearly unsuitable for the vacancy.
Should the interviewing panel decide that an internal applicant does not match the required person specification and is therefore not suitable for the job, detailed reasons must be kept for the decision. Where a member of the Human Resources Department attends the interview, these will be kept in the normal way, where a member of the Human Resources Department is not present, the reasons should be kept on the normal interview forms, previously circulated and these forms returned to the Human Resources Department in accordance with existing procedures. These forms will be retained by the Human Resources Department for six months. The Human Resources Department will advise all the unsuccessful applicants of the outcome.
Where an application from an existing member of staff approaching the end of a fixed term contract may be suitable for a vacancy subject to some reasonable retraining, if required, the Department is strongly recommended to offer the post to that person on a trial basis. Arrangements for this trial period should be discussed with a member of the Human Resources Department.
Where the best applicant from amongst existing staff members approaching the end of a fixed term contract is the most suitable for the post, the Head of Department should send a request to the Human Resources Department to appoint the person in the usual way.
It is of course up to Departments to define and judge suitability in line with the person specification and job description for that post. The responsibilities of the University to fund alternative employment is confined to circumstances where the vacancy is suitable given reasonable retraining where that is appropriate. It is essential, however, that:
i) departments consider each case carefully, judging a candidate's suitability against the person specification and job description
ii) the existing procedures for conducting interviews as previously circulated are adhered to, particularly with respect to detailed interview notes
iii) the grounds for the rejection of a fixed term applicant are reasonable and defensible.
As recommended by the Research Careers Initiative, departments are required to provide funding from balances held in 'other D' accounts to cover short term gaps in contracts for Research Contract staff. Such funding should normally be provided:
a) up to a maximum of three months
b) only where there is strong evidence that further external funding will become available in the near future.
Heads of Department may wish to consider the use of such funds in circumstances where formal notification of contract funding has been delayed.
Heads of Department should also consider exploring whether bridging funds are available from the funding body.
The use of successive fixed term contracts is limited to four years, after which employment will be permanent unless the use of further fixed term contracts is justified for transparent and objective grounds examples of which are given above in section
If a fixed term contract is renewed beyond this limit, without transparent and objective reasons for doing so it is effectively permanent. A fixed term employee then has a right to ask the employer for a written statement confirming that his/her contract is permanent or setting out the transparent and objective reasons for the use of a fixed term contract beyond the four-year limit.
The procedures for consideration of permanency or continuation of the fixed term contract for transparent and objective reasons are set out below.
a) Procedures will be introduced by the Human Resources Department to ensure that when fixed term contracts (including research contracts) are to be renewed for more than 3 years a review of each case will be undertaken to consider permanent employment. This will apply to any reappointment that will have the effect that the member of staff will have completed more than three years continuous service in all.
At the appropriate time, normally not less than 3 months before the expiry of a fixed term contract, a review of each member of staff on a fixed term contract will take place to consider indefinite employment, unless the renewal is for a period of 3 months or less for bridging purposes or for a reason which is in the interest of the employee. This does not preclude the possibility of a review earlier in the employment at the request of the member of staff or head of department.
b) If a fixed term contract is to be renewed for a total continuous employment period of longer than 3 years, Heads of Department will be expected to state transparent and objective reason for the renewal. If this is not considered sufficient by the Director of Human Resources or if no reason is given, the case will be referred to the relevant body for consideration of permanency.
c) A request for permanency may be made at any time following renewal of a fixed term contract either by the Head of the Department concerned or the individual member of staff. The Director of Human Resources will refer the case initially to the relevant body, to consider whether the post should be made permanent or whether there exist transparent and objective reasons for the post to remain fixed term.
If the post remains fixed term the decision will be communicated to the individual member of staff through the renewal letter. The renewal letter will state the transparent and objective reasons for this decision.
d) If the relevant body makes a recommendation that the post may be filled permanently the relevant body will consider:
For Academic & Related Staff
i) Does the current post holder have a positive record of probation reports?
ii) Was the post holder appointed by the full appointments procedure appropriate for that post?
For Non Academic Staff
i) Was the post advertised in accordance with the appropriate procedures?
ii) Was the successful candidate interviewed by an appointments panel appropriate for that post?
It is recognised that there may be exceptional cases with, for example a record of employment of a number of years, where the rigid application of all the above rules will not be appropriate.
The relevant body will make the decision based on the available evidence and will recommend whether a permanent appointment is to be made, in which case action will be taken by the Human Resources Department to offer an open ended appointment to the member of staff concerned, from the expiry date of the fixed term appointment. Positive decisions relating to Academic and Related Staff will be reported to Council at the next meeting in the regular "Appointments to the Staff" reports.
e) If the post and appointment is made permanent the letter will identify to the member of staff concerned that notwithstanding that a permanent contract has been awarded that there remains the possibility that the employment might in future end for reasons of redundancy, as is the case for all employees under employment law.
Statute 22, Part II of the Charter and Statutes of Swansea University sets out the procedure to be followed with regard to redundancy of Academic and Related Staff. This procedure, together with the relevant appeals procedure set out in Part V of the Statutes, could not be operated within the time scale required for termination where appointments are financed through limited term external funds (eg appointments funded through research projects where specific sums are awarded for appointments for the period of the research contract). Should Statute 22 be revised in future the application of permanency to such appointments will be reviewed.
December 2003
Appendix 1
Code of Practice on Contract Research Staff Career Management:
The Concordat sets standards for the career management and conditions of employment of researchers employed by universities and colleges on fixed term or similar contracts and funded through research grants or analogous schemes. It recognises that fixed-term grants will continue to play a major part in the funding and prosecution of research, with contract staff making a continuing contribution to that research. Whilst an established career in academia or exclusively academic research is realistic for only a minority, contract research staff should be able
a) Responsibility for gaining wider experience from the research project than specific research skills, lies with both the Department and the individual contract staff member. Opportunities to enhance experience will be provided by the Department, following agreement between the Head of Department, the contract supervisor and the individual, with the support of the Staff Development Unit and other University sections.
b) The opportunity to participate in training courses provided by the Staff Development Unit is through the circulation on a termly basis of the newsletter 'Update' to members of staff. Heads of Department and Supervisors will encourage all 'Contract Research Staff' to attend appropriate courses.
'Contract Research Staff' receive appraisals organised by their Supervisor/Head of Department. 'Contract Research Staff' should be proactive in ensuring that this takes place. Non academic staff should participate in the appropriate University appraisal scheme.
Contract supervisors should organise regular meetings with their Academic Related 'Contract Research Staff' to monitor progress on their research activities and to ensure that their training needs are identified and catered for; reports of these meetings should be transmitted to Heads of Departments.
e) Academic Related 'Contract Research Staff' should maintain a 'Personal Profile' giving a record of achievement relating to training and career development issues to include an action plan on how full coverage is to be achieved. The Personal Profile should, for example, include a regularly updated curriculum vitae, records of all publications, training courses attended and appraisal/progress documentation.
f) The process of personal development planning at regular intervals (eg every 6 months) is commended to Contract Research Staff and staff are encouraged to use the Personal Development Planner developed by the Careers Centre for this purpose. A personal development planning tool is available on www.swan.ac.uk/crs/career.htm.
g) A University website tailored to the needs of Contract Research Staff is available providing a wide range of information of interest to Contract Research Staff at www.swan.ac.uk/crs
h) Academic Related 'Contract Research Staff', if nominated by the Head of Department, may undertake such demonstrating and teaching duties up to the limit allowed by the grant awarding body, for which appropriate training will be offered.
i) The Department, supported by the Careers Centre, will offer individual career counselling for Academic Related 'Contract Research Staff' at the request of the Supervisor/Head of Department.
j) The Careers Centre offers workshops on career management skills covering the graduate job market, further study and research opportunities, applications for posts, interview skills and other selection methods. All Academic Related 'Contract Researchers' are invited to attend these workshops.
k) The Staff Development Unit/Careers Centre offers appropriate courses in personal transferable skills.
l) The Staff Development newsletter, Update, which is published termly, is distributed to all Contract Research Staff and it lists all training courses available during that term. Contract Research Staff are required as part of their conditions of employment to participate in courses appropriate for their career development.
m) Monitoring is a feature of the Concordat. Where required, the Human Resources Department on behalf of the relevant Research Councils, will send out questionnaires to all Academic Related Contract Research Staff at the end of their employment.
a) At the beginning of the contract period, the funding bodies require the University to provide Contract Research Staff with a statement of the provisions for career development as set out in the Concordat, together with conditions of employment. This Code of Practice will be issued by the Personnel Department at the time of appointment.
b) A variety of staff development and training courses will be provided by the Staff Development Unit/Careers Centre, all of which shall be available to Contract Research Staff. Information on course availability will be distributed through channels such as Update, email, and by direct invitation.
c) The Personnel Department will issue to Heads of Department annual appraisal/progress forms for completion by each member of the Academic Related Contract Research Staff and the appropriate Contract Research Supervisors.
d) The Staff Development Unit will organise, as required, courses for Contract Research Supervisors explaining their responsibilities under the Concordat.
a) It is recognised that the responsibility for gaining wider experience from the Contract Research Project lies with both the Department and the individual Contract Research Staff member. Opportunities to enhance experience will be provided by the Department, following agreement between the Head of Department, the Contract Research Supervisor and the individual with the support of the Staff Development Unit/Careers Centre and other University sections.
b) It is the duty of Heads of Department and Contract Research Supervisors to encourage Contract Research Staff to enrol for relevant training and development courses offered by the Staff Development Office/Careers Centre or by other appropriate course providers. The Staff Development Unit will advise Heads of Departments annually (usually in June/July) of the courses attended by the Contract Research Staff in their Departments, so that Heads of Departments may assess whether the opportunities being offered are being taken advantage of.
c) Heads of Department must ensure that all Academic Related Contract Research Staff and Contract Research Supervisors undertake annual appraisal and complete the annual appraisal/progress forms, as well as the questionnaires issued by the University itself and on behalf of funding bodies at the end of the contract research period.
d) Heads of Department must take appropriate steps to store completed annual appraisal/progress forms securely, and it is the responsibility of the Head of Department to notify the Personnel Department that appropriate actions have been taken for the appraisal of every member of the Contract Research Staff. Training needs identified for all Contract Research Staff will be notified to the Staff Development Unit. Authorised personnel acting on behalf of the Personnel Department may inspect appraisal/progress report forms to ensure that Departments are complying with this Code of Practice.
e) Heads of Department must institute effective procedures for notifying Contract Research Staff nearing the end of their contract, of opportunities for continued employment within the Department, the University sector and elsewhere, liaising with the Careers Centre over services and facilities available and using the Current Vacancies Bulletin issued weekly by the Personnel Department.
f) Heads of Department must allow all Academic Related Contract Research Staff to take part in any Forum arranged by the Staff Development Unit and make appropriate arrangements so that issues concerning Contract Research Staff can be discussed at meetings of the Departmental Committee and other relevant Sub-Committees organised within Departments.
g) Contract Research Supervisors should organise regular meetings with their Academic Related Contract Research Staff to monitor progress on their research activities, and to ensure that their training needs are identified and catered for. Arrangements will be made for the frequency of meetings to be documented on the annual appraisal/progress forms.
a) Contract Research Staff must act pro-actively to ensure that their annual appraisal/progress forms and any questionnaires issued by the funding bodies are completed and returned promptly.
b) Contract Research Staff must take a pro-active view of their responsibilities by attending training and development courses provided by the Staff Development Unit/Careers Centre, and also by suggesting any additional courses/training schemes relevant to their needs.
c) Contract Research Staff should ensure that they take advantage of individual careers counselling provided by the Careers Centre and the workshops offered by that Centre.
d) Contract Research Staff are encouraged to undertake limited demonstrating and teaching duties, consistent with the limits set by grant conditions, if nominated by the Head of Department in order to acquire additional experience.
e) It is recommended that Contract Research Staff maintain a Personal Profile giving a record of achievement relating to training and career development issues to include an action plan on how full coverage is to be achieved. The Personal Profile should include a regularly updated curriculum vitae, records of all publications, training courses attended and appraisal/progress documentation. This Personal Profile should be used as the basis for discussion with the Contract Research Supervisor with a view to further development.
f) Since it is recognised that not all Contract Research Staff will be able to nor will intend to remain in the academic context of the University for their entire careers, Contract Research Staff must be pro-active in:
November 2003


text:
NV Energy To Report Financial Results On November 2
LAS VEGAS, Oct. 15, 2012 /PRNewswire/ -- Senior management of NV Energy, Inc. (NYSE: NVE) will review the company's third quarter 2012 financial results and other matters during a conference call and webcast on Friday, Nov. 2, at 7 a.m. Pacific Daylight Time.
(Logo: http://photos.prnewswire.com/prnh/20100825/LA55163LOGO)
The webcast will be accessible on the NV Energy, Inc. website at www.NVEnergy.com.
A taped replay will be available for 30 days following the webcast. To listen to the replay, visit the company's website or call (800) 475-6701. International callers should dial (320) 365-3844. Use the conference call access code, 260407.Headquartered in Las Vegas, Nevada, NV Energy, Inc. is a holding company with principal subsidiaries, Nevada Power Company and Sierra Pacific Power Company, doing business as NV Energy. Serving a combined 45,592-square-mile service territory, NV Energy provides a wide range of energy services and products to approximately 2.4 million citizens of Nevada and nearly 40 million tourists annually. SOURCE NV Energy, Inc.
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This item may be available at your local Harbor Freight Tools Store
Abrasive media sold separately.
(based on 47 reviews)
Ratings Distribution
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of respondents would recommend this to a friend.
Best Uses
Most Liked Positive Review
Excellent blaster with proper media
I had used a similar model in the past, but couldn't find another. So, I gave this a shot, as for the cost I figured I couldn't go wrong. Well, I was...Read complete review
I had used a similar model in the past, but couldn't find another. So, I gave this a shot, as for the cost I figured I couldn't go wrong. Well, I was right!I have a tiny compressor (8 gallon tank 2.5cfm@90psi) and a 12 gallon expansion tank, so I couldn't blast for long periods. But using blak-beauty media, I was able to do anything I needed without any issues at all. I ran it @ 125psi, and it worked great.One note: I would not recommend using this with an oil-less compressor! You will cook the compressor in no time flat. You need an oil lubed compressor to blast, no way around it. And with any gravity-feed blaster, you NEED to use aggressive media, not glass beads or play sand. Use blak-beauty or a similar product and you WILL get results! If you insist on using play sand, you will NEED to screen it or plan to spend lots of time with a clogged gun.And replace nozzles regularly, it makes the gun work much better.I have used this for refinishing woodworking machinery, handplanes, and even sandblasting briar smoking pipes. It just works for whatever I need. It will for you too, IF you heed my advice!
Most Liked Negative Review
I used a similar one of these back at my fathers shop a few years back called "The Blaster", so I decided to buy this which is almost identical to...Read complete review
I used a similar one of these back at my fathers shop a few years back called "The Blaster", so I decided to buy this which is almost identical to that one for a recent valve cover refinishing project. Let me say it was a big let down, I wasn't even able to remove flaking paint let alone rust. It even had a hard time removing grease stains on the metal using the abrasive media I bought from the store. For the amount of volume this thing pumps out wasting blast media I would at least expect it to remove something. I ended up using scuff pads with my angle grinder instead. Really dissapointed with this tool as I've done refinishing of headers in the past with a similar product that worked great.
Reviewed by 47 customers
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(1 of 1 customers found this review helpful)
perfect for small jobs
By pw3
from madison heights, va
About Me Avid Do-It-Yourselfer
Comments about Central Pneumatic Hopper Gravity Feed Spot Blaster Gun:
perfect for small clean up jobs.
Bottom Line Yes, I would recommend this to a friend
Was this review helpful? Yes / No
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Comment on this review
By Rick
from Downingtown, PA
I bought this specifically to dust my large garden and the flowers/shrubs around the house. I was going to build a duster, but though this might work, and it did. Filled with dipole or some other organic dust/fertilizer, I can cover every inch of my garden in 15 seconds using my pig tank where it used to take me 15 - 20 minutes to dust. I also don't clump on veggies and leaves any longer as this thing creates a nice cloud that covers everything (got to wear a mask though).
(2 of 2 customers found this review helpful)
Great tool for the price
By I Do It All
from Chicago, IL
This is a nice tool when used for what it was designed, that is, small parts. I took the advice of a few other posters and drilled out the hopper and gun to allow easier flow of media as soon as I took it out of the box. It took 5 minutes, not a big deal at all. I'm using HF 80 grit glass bead to clean parts from an 85 year old slot machine I'm refurbishing, and honestly couldn't be happier with the results. There are only a couple of larger parts that are somewhat tedious because of the small hopper, but those parts are larger than what the gun was designed for. Although it took awhile to blast those parts because of refilling the hopper, the results were quite excellent. While I was refilling, the compressor was catching up as well, so it wasn't that bad. If you want to clean small parts and don't want to invest a lot of money, you'll be quite happy with this tool.
(5 of 7 customers found this review helpful)
Gravity Feed Sand Blaster
By Capt. Vince
from Pinellas Park, Fl.
About Me Professional
The people complaining are useing damp play sand and damp air, the best blasters will clog. Don't be cheap, use a good media made for sandblasters, and a drying filter as you would for spray painting, this little unit is perfect for little spot repair jobs or small areas that a big unit will not fit. Great little sand blaster. It's made for small parts and touch up spots, not for sandblasting wheels, auto frames, etc. Used as designed for, it's an excellent product.....
(9 of 12 customers found this review helpful)
Works great if you modify it a little.
By Paul R.
from Portland, OR
It's a great unit once you make two modifications: remove the 2 allen screws that hold the hopper on. Drill out the opening at the bottom of the plastic hooper with a 1/4 drill. Then, drill out the opening on the body where the hopper sits to the same size (make sure you knock out the retaining pin on the feed contril and slide it out, this keeps you from getting shavings in inacessible areas). Reassemble. If you use play sand, make sure you run it through some screen window material. Just shake out the fine stuff, what's left on top it stuff that would have caused a jam. Discard that, load the gun with the rest.
Awesome for small jobs
By BlastMan
from Pensacola, FL
Bought this about four years ago. Works great IF: you use clean filtered sand. Keep feed pressure high (I use 90 psi). Use on small projects. KEEP YOUR MEDIA DRY!! When it does clog, put your finger over the nozzle and give a light squeeze of air and the feed will clear.
(3 of 5 customers found this review helpful)
this out did my expectations
By Mister V
from eau claire, WI
i was very pleased with this blaster. i do use quality blast material from another store and it has never clogged yet. it has removed every thing i need it to with ease.i have a 60 gallon so i have good valume of air too.
(7 of 7 customers found this review helpful)
Works great!
By Timber
from AL
About Me Casual Do-It-Yourselfer
A friend has one I've used with great results so I was let down when mine kept clogging. On his advice, I first sifted the sand through screen to get out any larger pieces. That was the ticket, runs great now. Hopper needs refilling often, minor inconvenience considering the price.
Worked great
By Lyndhurst
from Cayman Islands
I use it to remove rust from tools and car parts and I use fine sand from a local quarry as the blast media. I connect it to my 5hp compressor which has great air flow. Be sure to use a face shield and gloves or a blast cabinet as sand will go everywhere when using it.
By l0keman
from Keesler Air Force Base, Biloxi MS
I bought this to clean my oven/stove racks to final out of my military home. If anyone here has ever lived in military housing you know how @nal they are when it comes to getting out. You have to have every appliance look as if it were brand new. You can't have a single bit of discoloration on the oven racks or stove grills. I didn't want to scrub for days on them so I bought this blaster and went out and bought a 50lb bag of playground sand. 10 minutes later, all my junk looked brand new. I even took all the rust off the kids bikes while I was at it. It works awesome with sand. The box says not to use it, they are just trying to get you to buy their media and you can ignore it.
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text:
Return to Service Medal IndexReturn
to Naval Historical Center homepage
(a). General. -- Service for at least 120 days during the period 26 June 1948 and 30 September 1949, inclusive, within the boundaries of the Berlin airlift operations prescribed below, by individuals attached to the following units, which were designated by the Chief of Naval Operations as participating in direct support of the Berlin airlift:
b. Posthumous. -- Awards may be made to those persons who lost their lives while participating in the Berlin airlift, or as a direct result of participating therein, without regard to the length of such service, provided all other requirement prescribed in (a) above have been met.
a. Northern boundary -- 54th parallel north latitude
b. Eastern boundary -- 13th meridian east longitude
c. Southern boundary -- 48th parallel north latitude
d. Western boundary -- 5th meridian west longitude
Source: 1953 U.S. Navy Awards Manual
21 June 1998


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text: (WGR 550) -- The Buffalo Bills have dipped their toes into the pool of players originally from western New York once again. On Tuedsay afternoon the team announced they've signed three players to reserve/future contracts. Randy Colling, native to Arcade, NY and a graduate of Pioneer High School, officially signed on with the team as an offensive guard. He attended Gannon University where he was a defensive standout, but head coach Doug Marrone will instead move the 6-foot-5, 320-pound Colling to the offensive side of the line. The WNY native totaled 220 tackles and 25 sacks in his college career. The team also brought pass rusher Kourtnei Brown back to One Bills Drive. Brown spent all of training camp in 2013 with the Bills before being released ahead of the regular season. The 6-foot-4, 253-pound Brown entered the NFL as an undrafted free agent out of Clemson in 2012. To add some competition at running back, the Bills signed former Baltimore Ravens seventh-round draft pick Anthony Allen. The 6-foot-1, 223-pound running back was selected in 2011 and has appeared in 21 games throughout the first two years of his career. Allen spent his college days at Georgia Tech before transferring to, and graduating from Louisville. Twitter: @JoeBuscaglia


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During the 2008 campaign the beliefs of various candidates' spiritual mentors has attracted a great deal of attention, especially those of the Reverend Jeremiah Wright, and to a lesser extent those of John Hagee, who endorsed John McCain. So now seems an opportune time to examine the viewpoints of Sarah Palin's two most recent pastors, as expressed in their sermons.
Since becoming governor in 2006, Palin has attended the Juneau Christian Center, where Mike Rose serves as senior pastor. Her previous pastor was David Pepper of the Church on the Rock in Palin's hometown of Wasilla — a church that "was kind of a foundation for her."
Of the two, Rose is certainly the more politically active, both locally and in the broader evangelical community (with ties to Hagee's Christians United for Israel, for example). Pepper, it should be noted, is outspoken on slavery, racism, and the massacres of Native Americans, all of which he terms "sins" that still cast a long shadow on minority communities.
Sebastian Jones found links to many sermons by Rose and by Pepper. The excerpts below come from his review.
Mike Rose, senior pastor at Juneau Christian Center
From an April 27, 2008 sermon: "If you really want to know where you came from and happen to believe the word of God that you are not a descendant of a chimpanzee, this is what the word of God says. I believe this version."
From a July 8, 2007 sermon: "Those that die without Christ have a horrible, horrible surprise."
From a July 28, 2007 sermon: "Do you believe we're in the last days? After listening to Newt Gingrich and the prime minister of Israel and a number of others at our gathering, I became convinced, and I have been convinced for some time. We are living in the last days. These are incredible times to live in."
David Pepper, senior pastor at Church on the Rock:
From an November 25, 2007 sermon: "The purpose for the United States is… to glorify God. This nation is a Christian nation."
From an October 28, 2007 sermon: "God will not be mocked. I don't care what the ACLU says. God will not be mocked. I don't care what atheists say. God will not be mocked. I don't care what's going on in the nation today with so much horrific rebellion and sin and things that take place. God will not be mocked. Judgment Day is coming. Where do you stand?"
From an October 28, 2007 sermon: "Just giving in a little bit is a disastrous thing…You can't serve both man and God. It is one or the other."
Christian conservatives like Gary Bauer, Tony Perkins, and James Dobson have hailed McCain's selection of Palin. Dobson, the head of Focus on the Family, vowed earlier this year never to support McCain. However, within hours of Palin's addition to the G.O.P. ticket, he had changed his tune, saying, he had "not been so excited about a political candidate since Ronald Reagan." Given the viewpoints expressed by Palin's pastors, it's easy to understand why Christian conservatives are so excited.
Note: Many hours of Mike Rose's sermons are available here. Numerous sermons of David Pepper's can be reviewed here.
Update: The Huffington Post reports that Palin was baptized at and long attended the Wasilla Assembly of God. The church's pastor is a firm believer in the approaching end times and suggests that criticism of President Bush for his handling of Katrina was, "not going to get you anywhere, you know, except for hell. "
More from Ken Silverstein:
From the November 2013 issue
Perspective — October 23, 2013, 8:00 am
How pro-oil Louisiana politicians have shaped American environmental policy
Postcard — October 16, 2013, 8:00 am
A trip to one of the properties at issue in Louisiana's oil-pollution lawsuits
Acres of hemp grown by "patriotic'" U.S. farmers in 1942 at the behest of the U.S. government:
Hemp for Victory, USDA Motion Picture Services Division (Washington)
A study suggested that the health effects of exposure to nuclear radiation at Chernobyl were no worse than ill health resulting from smoking and normal urban air pollution.
Greenpeace apologized after activists accidentally defaced the site of Peru's 2,000-year-old Nazca Lines when they unfurled cloth letters reading "time for change" near the ancient sand drawings. "We fully understand," the group wrote in a statement, "that this looks bad."
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"I hope that after reading the following pages the leaders of the Y. M. C. A. will start a campaign to induce good young men to do nothing. If so, I shall not have lived in vain."


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This is the internet site of Curtis Edmonds, writer, critic, and all-around benefactor of humanity.
I am the author of two books. WREATHED is a contemporary romance about love, death, and the perfect beach house. WREATHED will be published in November 2014, and is available for pre-order, so, you know, do that. RAIN ON YOUR WEDDING DAY was published in 2013 and is a modern Southern Gothic novel about Will Morse, a former Coca-Cola executive living alone in a small cabin in the Appalachian foothills of North Georgia. Will's world is turned upside down when his only surviving daughter invites him to her wedding. Will finds the strength to comfort his daughter in a crisis, discovers an unlikely romance, and experiences a painful betrayal. At the wedding, he is faced with a fateful decision, and must choose whether to embrace forgiveness, healing, and love. RAIN ON YOUR WEDDING DAY is available at Amazon, Barnes & Noble, Apple, and other fine retail establishments.
I also published a short novella, World War B, which I co-authored with Ryan Garcia, and which imagines a world without bacon. I am the Founder and CEO of Scary Hippopotamus Books, and in that role, re-published my grandfather's 1961 book, DESIGN FOR HAPPINESS, about the psychological interpretation of the Sermon on the Mount.
Anyway, I write short fiction (mostly for McSweeney's Internet Tendency, but some other places, too), and book reviews, and the occasional rant. If you'd like an electronic copy of any of my books for your book blog or review site, feel free to drop me a line at curtisedmonds (at) gmail (dot) com.


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Delegate.Equality Operator
Determines whether the specified delegates are equal.
Namespace: System
Assembly: mscorlib (in mscorlib.dll)
- d1
- Type: System.Delegate
The first delegate to compare.
- d2
- Type: System.Delegate
The second delegate to compare.
Return ValueType: System.Boolean
true if d1 is equal to d2; otherwise, false.
Two delegates of the same type with the same targets, methods, and invocation lists are considered equal.
If the two delegates are not of the same type, they are not considered equal.
In the .NET Framework version 1.0 and 1.1, two delegates were considered equal if their targets, methods, and invocation list were equal, even if the delegates were of different types.
The methods and targets are compared for equality as follows:
If the two methods being compared are both static and are the same method on the same class, the methods are considered equal and the targets are also considered equal.
If the two methods being compared are instance methods and are the same method on the same object, the methods are considered equal and the targets are also considered equal.
Otherwise, the methods are not considered to be equal and the targets are also not considered to be equal.
Two invocation lists are considered identical if they have the same order and the corresponding elements from the two lists represent the same method and target.
.NET FrameworkSupported in: 4.6, 4.5, 4, 3.5, 3.0, 2.0, 1.1, 1.0
.NET Framework Client ProfileSupported in: 4, 3.5 SP1
Portable Class LibrarySupported in: Portable Class Library
.NET for Windows Store appsSupported in: Windows 8
Supported in: Windows Phone 8.1
Supported in: Windows Phone Silverlight 8.1
Supported in: Windows Phone Silverlight 8
- ReflectionPermission
when invoked late-bound through mechanisms such as Type.InvokeMember. Associated enumeration: ReflectionPermissionFlag.MemberAccess
Windows Phone 8.1, Windows Phone 8, Windows 8.1, Windows Server 2012 R2, Windows 8, Windows Server 2012, Windows 7, Windows Vista SP2, Windows Server 2008 (Server Core Role not supported), Windows Server 2008 R2 (Server Core Role supported with SP1 or later; Itanium not supported)
The .NET Framework does not support all versions of every platform. For a list of the supported versions, see .NET Framework System Requirements.


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"Bye Bye Birdie" OUR FEATURE BROADWAY MUSICAL!
Sept 6-8, 2013
Robert Z. Hawkins Amphitheater
Bartley Ranch Regional Park
6000 Bartley Ranch Rd., Reno
Friday, Sept 6 - 7:30p (doors open at 7:00p)
Saturday, Sept 7 - 2:00p (doors open at 1:30p)
Saturday, Sept 7 - 7:30p (doors open at 6:30p)
Sunday, Sept 8 - 7:30p (doors open at 6:30p)
Tickets: Adults $17 advance, $20 at the door, Students/Seniors (65+) $15 (students must show ID) Click here to purchase tickets
Hailed as one of the most captivating musical shows of our time, "Bye Bye Birdie" is a satire done with the fondest affection, and tells the story of a rock and roll singer who is about to be inducted into the army in the 1950's. Musical numbers An English Teacher, What Did I Ever See in Him?, Put on a Happy Face, One Boy, A Lot of Livin' to Do, Kids, Rosie and Spanish Rose are musical theatre classics.


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Contacts for Treasure Coast Photography Center, Inc.
General Inquries - email@example.com
Window Contest Entries - email@example.com
Newsletter Submissions - firstname.lastname@example.com
Website Submissions - email@example.com
Meetings are held at
Historic Old City Hall Building
315 Avenue A
Fort Pierce, FL 34950
You can pay for your membership dues at the monthly meetings or mail a check for $30 to the following address. Please include your name, address, phone and e-mail information.
Treasure Coast Photography Center
2354 SW Neal RoadPort St. Lucie, FL 34953