text:
At my current place of employ, snacks are ...
|2687 votes / 15%
|1136 votes / 6%
|10147 votes / 60%
|359 votes / 2%
|2580 votes / 15%
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- Don't complain about lack of options. You've got to pick a few when you do multiple choice. Those are the breaks.
- Feel free to suggest poll ideas if you're feeling creative. I'd strongly suggest reading the past polls first.
- This whole thing is wildly inaccurate. Rounding errors, ballot stuffers, dynamic IPs, firewalls. If you're using these numbers to do anything important, you're insane.
At my current place of employ, snacks are ...
Missing option (Score:5, Funny)Why do you assume that I snack?
I can't see that assumption. The assumption is just that where you work, there are employees who snack. The assumption is not that you are among them.
Re:Missing option (Score:5, Funny)by schlachter (862210) on Thursday February 07, 2013 @05:59PM (#42825315)
Ah, perhaps you work from home and snacks are on the house? Better get a ladder.
Because most folks visiting
I work from home, you insensitive clod!
So - Snacks (and meals and rent and electricity and DSL and
My wife and I both work at home, so we pool our snack-buying resources. Our employers (us) are tightwads.
Make me a sandwich [www.sudo.ws]
So - Snacks (and meals and rent and electricity and DSL and
Cool...so then you can write them off!!
(Assuming you've done the smart thing and are incorporated).
You don't need to be incorporated to claim deductions as business expenses, you just need to file a Schedule C as a sole proprietor. Incorporation generally gives you protection from liability, and other ways to move money around (your revenue is not yours until the corporation pays you, for instance).
Generally food and shelter if provided to the employee would be considered as taxable income on the part of the employee, and there are a number of IRS rules that limit the "extensibility" of thinks like meals and entertainment, even if provided as part of a sales meeting or conference. I am pretty sure that the same rules apply even when the employer is the same person as the employee.
You are correct, just because you file a Schedule C doesn't mean you can start claiming all of your personal expenses as business expenses. I hire an accountant to do my taxes each year so I don't have to worry about inadvertently cheating anyone (either myself or the IRS).
by Anonymous Coward
... to paraphrase a "Pluggers" cartoon from a few years ago: I'm retired.
That is, when I finish mowing the lawn, I need to clean out the garage, fix the side fence,
and wash off the outdoor furniture. Then, after lunch, I'm sure she'll come up with more
chores for me to do...
So, yeah, I provide my own snacks!
(And, yes, I'm posting as an AC for a good reason !!)
Keep it classy Dice.
Keep it classy Dice.
No kidding... Could they make it a bit more blunt?
So far this year, we have:
At my current place of employ, snacks are
For personal printing, not work, I usually use
How Many Text Messages Do You Send a Day? on January 29th, 2013
How Do You Backup Your Data? on January 28th, 2013
My cumulative GPA, thus far: on January 24th, 2013
When Was the Last Time You Used a Landline Phone? on January 21st, 2013
I sit in front of a screen for
That'll teach me for reading these polls in the morning before I'm awake. I wonder when (if they haven't already) they'll bring in the data miners, remove the "disable ads" feature, and start pushing B.S. in my face.
BTW: any happen to know why I supposedly need a portable oxygen concentrator? It's been chasing me all over the web lately.
In order to keep doing this shitty job in this shitty economy, I...
- Demand an immediate pay rise!
- Think I'm worth what I currently get.
- Would accept a pay cut to keep my job.
- Would accept anything, just please don't fire me I have kids oh god why am I reading this and not working...
- Already work for Dice Holdings you insensitive clod.
- Hey, I would suck your hairy balls if it would get me my job back.
[Hey, a CowboyNeal option.]
Yes, at my job (Score:5, Funny)
We do snack on the employees. Mwahahaha
Free snacks are bad. BAD BAD bad. (Score:5, Insightful)First real place I worked had free snacks. As a 20 year old I had no self control. I don't resemble, "The Comic Book Collector," from the Simpsons, but if that place hadn't gone out of business I probably would by now.
Bad snacks. Bad, bad snacks.
You ate us right out of business and I lost my job. Good job, fatty.
Why do they have to be unhealthy snacks as you imply? An employer need not simply provide cookies and other junk food. There are plenty of healthy options available. Our workplace has a complete fitness room downstairs, as well.
Why do they have to be unhealthy snacks as you imply? An employer need not simply provide cookies and other junk food. There are plenty of healthy options available. Our workplace has a complete fitness room downstairs, as well.
Cookies and junk food is nearly an order of magnitude cheaper than real food, plus have quite an impressive shelf life. I don't work for a grocer so I wouldn't expect them to carry the expense of maintaining a harvest cornucopia, but it's kind of annoying when sticky buns, donuts, cookies pop up.
I guess if they have the body type and spare time to spend the energy to enjoy them, cheers.
Re:Free snacks are bad. BAD BAD bad. (Score:5, Informative)
I'm sitting here looking at unlimited mini-chocolates, dunkin' sticks, trailmix, beef sticks, bags of chips, coffee cakes, etc. Three feet beyond that location I know that in the fridge we have hummus, carrots, Bell Peppers and other generally good stuff I like.
Do you think I ever make it to the fridge? Not really. Well, except to get to the icecream in the freezer.
Our workplace has a complete fitness room downstairs, as well.
So...you actually hang around work outside the normal 8 hours spent working...to work out there?
I know it is nice to work out and the 'free' part helps, but man...once my days hours are up, that door is hitting me on the ass as I bee line my way outta there, to freedom.
I prefer my gym to be off site....any time they're not paying me, my ass is NOT on the work site.
once my days hours are up, that door is hitting me on the ass as I bee line my way outta there, to freedom.
Is the company you work for really that bad? I don't mean your job, what the company pays you for. But like... once I've worked my hours for the day, I can pull out my 3DS and play some Mario if I want before stepping out that door, and no one bats an eye. Does your employer frown on such non-work related activities done on non-work time, but on work property?
Given the amount that I am paid, and the fact that I am salaried, I don't really stick to a 40 hour work week. I did use the company gym, but I realized that I was just using it for treadmills, and running outside is free. Plus I can oogle women and not get a sexual harassment lawsuit against me.
No, you have to eat all those unhealthy snacks and the go downstairs and force all those fats out of your system, rinse and repeat. Sin, repent, you know how it goes.
I've never worked anywhere with free snacks, but I did have a previous employer with free pop. I abused it for the first couple weeks, as did everybody else. But very quickly I was back down to the same amount I drank when I had to provide it myself, only without having to buy it.
And this was when I was a 20 year old with no self control (ok, 22). I'm not sure that on average it's a huge problem.
I like the nice compromise where I work. They give us unlimited free coffee, hot cocoa, and tea. And spring water. Anything beyond that is on us. Usually I can knock back a few cups of joe and 2-3 24 oz cups of water and I am barely hungry through the day.
Including that new chick from Logistics?
I supply them (Score:5, Insightful)
For years, there has been someone in our building who just leaves tubs of candy at the entrance to his cubicle, and invites all to partake. Recently, I found the broken cookie store. They get all of the factory seconds from the local Dare (cookie) factory, and put them into 13lb boxes, which they sell for $15.
I buy the boxes two at a time, and leave them open and inviting on the desk next to mine, which is currently unoccupied. Two boxes tends to last about three weeks. So, for ten bucks a week, I have made myself indispensible in this office. I even have the executive vice president stopping in every now and again for a free cookie.
Ghirardelli upgraded their equipment sometime in the past 2 years. Suddenly the supply of factory seconds (and this was good chocolate, merely broken squares) is a much more limited resource.
Most manufacturers just grind the crap back up and run it through again.
Coffee is certainly on the department, as is fruit, and the weekly department "fika" (coffee with some type of cookie, bread, etc) is on an employee on a rotating basis. But snacks as in cookies, candy? I eat enough of that crap when I get home, I certainly don't need it on a daily basis at work as well.
Why do you assume I'm employed?
Should be:
I'm unemployed, you insensitive clod!
Re:Poll titles do not conform to slashdot standards
And Cowboy Neil is still missing! What's a poll without the Cowboy Neil option?
Cowboy Neil ate my snacks, you insensitive clod!
In one drawer we have cans of beans, romulan noodles, micro popcorn, ketchup, wasabi amonds, sesame sticks, apricots, two baking potatoes, tea and bubble gum.
In another drawer we have pistachio nuts, two flavors (plain and chili lemon), spicy seaweed, lifesavers, candied ginger, vegie chips and lifesavers candys.
I don't snack often, but am well prepared for the repocalypse.
Re:My Desk is my cupboard (Score:5, Funny)
Romulan noodles? Nah, you should try Klingon noodles...
I tried to get some Klingon noodles but when I removed them from the container they bit me.
I found that the Klingon noodles made me constipated, while the romulan noodles, spicier than some other closely related varieties, we difficult to keep track of if not cloaked right.
must sleep.... that was so much funnier in my head...
In our old building we use to have a quite robust snack locker system with some of the bigger ones probably doing 100 dollars of business a day and well stocked with every imaginable sugary treat.
But when we moved to our new site the bosses signed a 'non-compete clause' with the cafeteria in the building.. I've seen less complaining about people being forced to do yearlong deployments to Afghanistan then I did the day our snacks died.
Not snacks but plenty of coffee (Score:4, Interesting)
At my work there are no snacks unless someone brings something or a customer sends a thank you package and leaves it in the break room. Every day a 10am we get a 10 minute break and a roach coach stops by so there are snacks. But Fridays are called "bagel day" as we get free bagels along with butter, plain and vegetable cream cheese. Recently they started "doughnut day". Every first Friday of the month we get doughnuts instead of bagels. I hear that the owners father who started the company used to treat all the workers to the roach coach on Fridays. Anything you wanted off the truck was on the house.
We have a coffee machine so there is plenty of regular and decaf along with french vanilla or hazelnut creamer, non dairy creamer, milk, half and half, sugar and artificial sweetener. We also have tea. So at least there is a generous selection for coffee. We also tell customers and even delivery men to help themselves to the coffee, bagels and doughnuts.
I always say that the coffee machine is the most important machine in the building.
Re:Not snacks but plenty of coffee (Score:5, Informative)
I always say that the coffee machine is the most important machine in the building.
Yes it is. Some years back I was working at a fairly big company, they had these huge vending machines per floor which apparently made very good coffee so most people would have their first cup at work. But for a few days there was an issue with the water supply, people were recommended to boil the water and the coffee machines couldn't do that so they were all switched off one morning with no warning and nobody in the direct vicinity sold coffee either. That first day, I could swear there was a zombie invasion going on. Some of them probably went into negative productivity by making bad work and decisions. The second day there were thermoses everywhere.
We had something like this happen were I worked. In our case we have a devices which dispenses boiling or chilled water and people make their own coffee. When it broke down and didn't get fixed immediately I went out & bought a cheap plug in kettle and left it in the kitchen. Made me very popular. Not that the situation is otherwise very close - our building is in the CBD and surrounded by good coffee shops.
I can't tell if you're being serious or if you're engaging in some "Office Space" speak for satirical effect...
The university where I work does not allow the departments to supply coffee. However, they have a program where you buy a reusable cup, and any dining location (even Starbucks) on campus fills it for $0.55 . By my nearest calculation, that's about how much it's costing me to buy decent coffee beans and brew at home. So while I still bring a cup from home in the morning, the cheap coffee has me heading out for another cup in the afternoon, thus doubling my daily coffee consumption. If the department inst
by Anonymous Coward
"Generally the other employees." The Soylent Corporation is our town's biggest employer.
you are polling employees of capitalism ya know
What is it with work snacks that make slashdotters want to post AC?
We have 'em, and liquids are free. Solid snacks are sold for way cheaper than the stores charge, even during sales. (i.e. BOGOF)
Polls not working on this m.slashdot.org fancy new mobile site. Back to desktop view it is. Oh and on topic the 3 of us at my work take it in turns for breakfast and lunch. Usually with the shouts of "Its your turn bastard I bought breakfast".
I've noticed that when I load the poll on the mobile site (chrome on galaxy s3) it doesn't show any options, but if I click to view results then hit the back button they'll appear.
No idea why..this entire mobile site seems to be very oddly coded and extremely fragile....
A year ago my employer went from ubiquitous, anonymous vending machines to a slick, new vending system with user accounts, barcode readers and - no kidding - thumbprint logins. Obviously they are tracking what each employee is consuming. Since we did not sign anything about how they use the data, I inquired. The HR dept never quite answered the question, but did reveal that the system has the option of offering advice when you make your selection. "Perhaps you'd like a healthy apple instead of that Twix ba
I think they just put that stuff there to get people to snack less. Bet the barcode readers and thumbprint logins don't even work.
A year ago my employer went from ubiquitous, anonymous vending machines to a slick, new vending system with user accounts, barcode readers and - no kidding - thumbprint logins.
Given the lengths that went at dispensing stage, a question just po(p/o)ped into my mind: how far they track the snacks along the digestion course?
My work generally provides free snacks, but it's basically nothing but health food, which I've grown use to(and which is probably for the better).
Snacks include: Fresh fruit brought in weekly, pretzels and other low-fat chip-like things, trail mix. Fruit gummies sometimes. All the good stuff is usually gone 3 or 4 days after it's stocked
Bevarages include: A vast library of different teas, An awesome coffee machine that makes espresso, "basic" creamer, sugar, other sweetners(I usually buy my own French
My current employer supplies unshelled peanuts, green bananas, and non-quite-ripe apples. The fruit, lame as it is, disappears around Wednesday of the each week, long before it actually become edible.
There is also a vending machine which sells generally toxic vending machine food. At least I can get Coke from the machine to ward off the afternoon snooze.
At a previous short term employer, the only viable caffeine source was chocolate. So not a good thing, especially since I was somewhat immobilized due to
If it isn't palatable, I don't eat more than I really need.
Lose Weight Through the Magic of Unpalatable Food, by erice. I'll look for it in bookstores.
Soft drinks, coffees, teas, water and lunch brought in a few times a month but no snacks (not even Twinkies.) Everyone brings their own.
Please end the pseudo-perks. (Score:5, Insightful)by concealment (2447304) on Thursday February 07, 2013 @04:11PM (#42823717) Homepage Journal
When I was 21, free snacks and sodas really made a big difference.
Now, I'd rather they put the effort into 401(k), flexible schedule, good benefits, and not wasting our time with too many meetings.
Seriously, if there's nothing we have left to do, go home. Don't have a meeting about it.
what about a flexible snacking schedule?
It's closer to zero than full price, so I voted "On the house"
I work from home -- so all my food, entertainment and necessary hygene needs are provided.
I feel like there is a missing option. Coffee, tea, and hot chocolate are provided by the employers. While technically employees are "on their own" with snacks, the front desk secretary purchases snacks, puts them in a cabinet, and sells them at slightly above but near cost. Payment is done via the honor system.
self employed (Score:5, Funny)
I am my own boss and buy myself snacks. It improves my morale toward myself, and that way I don't have to worry that I'll steal office equipment from myself.
I think I may have stole some office equipment from myself a few days back, I'm not sure if it was mine before I acquired it, but it sure as hell is mine now!
This guy goes to a shrink.
Psychiatrist: What seems to be the problem?
Patient: Doc, I don't know what to do; one day I feel like a teepee, the next day I feel like a yurt.
Psychiatrist: You're too tense...
Snacks are generally all over my keyboard.
Who has time to eat between meals while working?!?!
Wait, I do know the answer to that one; the lazy! Seriously, I can barely pull away for lunch, and that's only because I made it a stipulation of my employment, i.e., I get a lunch break or I will pass out from lack of food and be useless the rest of the day, or get run down and sick and miss work.
If you're interested, there's a clip on YouTube about the snack bar at Valve Software [youtube.com] .
Each floor in the building has an area with coffee (regular and decaf), a soda fountain with Coke products, a hot water dispenser, tea bags, sweeteners, cream, refrigerator and microwave.
No charge for drinks. Food is sometimes provided for meetings but aside from that typically not.
Many employees have candy jars or other snacks out for sharing.
It is always acceptable to be eating, though. At your desk, in a meeting, whatever. Bring your food if you need to eat.
I'm a resident assistant at a public college, my meal plan (20 per week) is included as part of my stipend so I can eat 3 square meals a day with the exception of one meal a week courtesy of my job.
I work at a university, and we don't get snacks, but do get a full cooked lunch for free from the dining hall. I find this incredibly generous, yet many staff do not take advantage of it, and others also complain that you cannot instead get a free sandwich from the coffee shop to take back to the office! Amazing.
Stacks at your desk are on you. But if I'm running a meeting that runs around lunchtime, I buy (from my own pocket) a collection of trail mix, dried cranberries, nuts, etc.
We eat lunch together daily, and more often than not, I pick up the tab. Chipping in is encouraged, rather than making it a formal "Company pays for lunch" perk, because I enjoy the check-shuck-and-jive charade. One chap times his bathroom break impeccably to the check's arrival, and others have competed to see who can nonchalantly lose the draw of the wallets contest. But then, I am easily amused.
Does booze count as a snack? Our company fridge is currently stocked with beer and the cabinets with wine. We're low on liquor. Not due to supply, but demand. Everything is employee provided and pooled. For good reason. Grey Goose is good, but you don't want to drink the whole bottle by yourself at lunch. Much more fun to share.
Not much work gets done on those afternoons while we sober up before going home. We're engineers, we plan this stuff out.
We are people of the desk. The corporate culture here puts a strong emphasis on showing your work ethic by spending as much of your work day as possible chained to your desk; it's part of the Calvinist-style work ethic going on here. People rarely go out for lunch and only occasionally head down to the cafeteria to eat lunch. Mostly it's working through lunch at one's desk, eating while typing away or on the phone. There are two break rooms on each floor in the building, and they each have two vending machi
There are several snack and soda machines scattered throughout the building.
However, all of them are horribly priced, and you can get a better deal just about anywhere else.
Can of soda? $1. Bottle of soda? $2. Small bag of chips? $1.50.
So apparently underpaying and overworking us isn't enough, they have to try to overcharge us too.
There is a free high end espresso machine, for which I provide coffee syrups so people can make lattes (since some use soy or milk or almond etc).
But there are no free snacks. However, most scientists around here bake when they get stressed, so there is usually some chocolate or cookies or some form of baked good every day or so.
WFH. Add option "absolutely nothing for last 5 yrs."


text:
23 April 2012
Britain's oldest brewer Shepherd Neame is teaming up with Maidstone United to mark the football club's homecoming.The sponsorship deal will see the clubhouse at The Gallagher Stadium named The Spitfire Lounge, after one of the family-owned brewery's most famous brands. It will open on Saturday 14 July – the day when The Stones entertain Championship club Brighton and Hove Albion.
Read more
20 April 2012
So who on earth was St George and why do we celebrate him as our national saint?
There are lots of myths and legends around him, as there are plenty of myths and legends about brewing.
Some of the "facts" appear to be that he was born to Christian parents in AD270 in Cappadocia (so no where near England then). He grew up to be a Roman soldier and all was going well for him until he led a rebellion against Emperor Diocletian who was persecuting Christians.
17 April 2012
For those of us that were busy cooking Sunday lunch this weekend the Radio 4 Food Programme made interesting listening as it was dedicated to the ancient and mysterious craft of fermentation – they described it as harnessing the power of microbes to make food more delicious rather than allowing it to decompose and go rotten.
16 April 2012
Shepherd Neame's Faversham Brewery will feature on BBC 2 as part of a new series looking at the best regional ingredients in the UK.
Presented by restaurant critic Giles Coren, this week's episode of Our Food – the third in the series – focuses on Kent. It will be broadcast at 8pm on Wednesday 18 April.
30 March 2012
As everyone will be aware energy is expensive and the brewing process uses a lot of it – we spend time heating things up, cooling them down or moving them around. There are comparisons between energy usage in the home and in the brewery but with an obvious difference in scale.
Contact us by email
Contact us by phone
Shepherd Neame LimitedThe Faversham Brewery17 Court StreetFavershamKent. ME13 7AXUnited Kingdom

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|All Children's and the St. Petersburg YMCA Partner to Combat Childhood Obesity
|Teaming Up for Kids' Fitness
All Children's Hospital and the YMCA of Greater St. Petersburg Partner to Combat Childhood Obesity
The YMCA of Greater St. Petersburg and All Children's Hospital have joined forces to combat childhood obesity through the Fit4Allkids program. The 8-week program is designed to encourage children ages 8-12 to do their personal best in reaching their own goals for weight loss, weight management and physical activity. The specialists at All Children's Hospital designed the program to help children adopt and maintain a healthy weight and body size and to be more active and fit.
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GAO: Census Bureau making progress on field tests for 2020 decennial
Wednesday - 11/27/2013, 12:58pm EST
The year 2020 is already right around the corner at the Census Bureau. The agency is in its early testing phase for gathering data, and the Government Accountability Office is on hand to make sure the decennial count goes off without a hitch.
Robert Goldenkoff, GAO's director of strategic issues, told In Depth with Francis Rose Monday the Census Bureau is doing a complete makeover of how it will conduct the 2020 decennial. In an effort to control costs, the agency is rethinking how it tests census-taking methods.
"What the Census Bureau is doing differently compared to previous decennials is that it's conducting more frequent but smaller field tests," he said. "Prior decennials, they did some very expensive but only a handful of field tests. That was sometimes problematic, because if any changes needed to take place, the bureau didn't have enough time to make those changes and then test them."
GAO identified 25 key practices for a sound research plan after reviewing the program evaluation literature. It also issued a report that offered six lessons based on three early tests the bureau conducted in 2012 and 2013.
"We grouped them into six buckets or themes, if you will," Goldenkoff said. "Things like developing a strong research design, a sound data-collection plan. But, I think it's important that no one practice is more important than the other. They need to be taken as a package and that's something that the bureau needs to consider as it plans future designs. It's almost like building a house. If you want to build a sturdy house, the wood is just as important as the nails, which are just as important as the insulation. You need to take everything in conjunction with one another."
GAO's report includes a chart that breaks down how well the Census Bureau followed the six key practices during the three tests.
"For that 2012 test, the National Census test, which was looking at response rates for different contact strategies, they actually did not follow at all 11 of those 25 practices," Goldenkoff said. "And then, for the other two tests, the Census Bureau generally or partially followed virtually all of the practices, so things are definitely getting better."
In its report, GAO made three recommendations for the Census Bureau:
- Restructuring and reorganizing the management of the census test — "It'll
be critical for the bureau to develop timeframes and milestones for those
revisions," Goldenkoff said.
- Better documenting the lessons learned in designing the initial field tests —
"The bureau knows what they are," he said. "They've started to implement many of
them, but until they document them in some fashion, these lessons learned can get
- Finalizing revisions to the field test management in the team leader handbook.
Another key lesson, according to Goldenkoff, is how important it is to obtain early management buy-in on test objectives, as well as the scope and methodology of the tests.
"What we found was that test designers didn't always involve senior management in these decisions, and that could lead to unexpected late changes or last minute delays in the testing," he said. "So, getting that buy-in up front was critical."
The Census Bureau is also looking at what lessons it can learn from the 2010 decennial, when the bureau had trouble incorporating a new mobile device to conduct field testing.
"One of the key lessons learned from the 2010 test program was the importance of testing decennial operations in concert with one another and also making sure that they actually mirrored the actual census," Goldenkoff said. "Going forward, the bureau is planning to do that, but the key twist is that it's going to be a little bit more nimble. For example, one of the last tests that the Census conducted was something called a dress rehearsal in 2008. The bureau found that there were some issues with those mobile devices, but it didn't have enough time to test new devices or a new approach."
Census nominee promises to 'fundamentally change' the decennial count
Mobile device pilots giving Census a look into the future


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Hello everyone,
Quick background: This is my first post here (I'm glad I found this forum!). I don't believe in any religion/god and have grown up in a very secular family in a Christian/secular country. I have not read the Bible, nor any other holy books.
Now, after recently reading End of Faith and viewed lots of Sam Harris on Youtube, I've started to try to learn more about Islam. Having come across the Islam pages on About.com, they seem to (somewhat) refute what Harris writes in his books.
The Qur'an commands Muslims to stick up for themselves in a defensive battle—i.e. if an enemy army attacks, then Muslims are to fight against that army until they stop their aggression. All of the verses that speak about fighting/war in the Qur'an are in this context. There are some specific verses that are very often "snipped" out of context, either by critics of Islam discussing "jihadism," or by misguided Muslims themselves who wish to justify their aggressive tactics.
Islam never tolerates unprovoked aggression from its own side; Muslims are commanded in the Qur'an not to begin hostilities, embark on any act of aggression, violate the rights of others, or harm the innocent.
Is the Quran/Islam more tolerant and peaceful than Harris thinks? Can it be a matter of interpretation, or are the About.com pages misleading?
Any thoughts on this are much appreciated!


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News from WTOP
News from the AP
Mike Causey
Shows & Panels
Shows & Panels
- Agency of the Month
- Business of Government Hour
- The CFO Agenda: Delivering value from financial transparency and audit efforts in the public and private sector
- Cloud-Driven Data Insights in Government
- CXO Surveys
- Disaster Resilience for America
- Federal News Countdown
- Government Perspectives on Mobility and the Cloud
- Reducing Risk in the Cloud
- Reimagining the Next Generation of Government
Shows & Panels
- AFCEA Answers
- American Readiness: Renewable Power and Efficiency Technologies
- Ask the CIO
- The Business Case for Cloud Computing in Government
- Cloud-Driven Data Insights in Government
- Connecting the Dots: Digital Authentication in Government
- Cybersecurity Game Changer: Real-Time Event Processing in Government
- Data-Centric Approaches to Government in the Cloud
- Delivering the Digital Government Mission
- Federal Executive Forum
- Federal News Radio's National Cyber Security Awareness Month Special Panel Discussion
- Federal Tech Talk
- The Future of Government Data Centers
- Government Perspectives on Mobility and the Cloud
- Industrialized, Interoperable and Insight-driven Federal Health Panel
- Innovation and Tech Superiority through Acquisition Reform
- Mitigating Insider Threats in Virtual & Cloud Environments
- Moving Agency Applications to the Cloud with PaaS
- Reducing Risk in the Cloud
- Security in the Age of Targeted Attacks
- Air Traffic Management Transformation Report
- The Business of Cloud
- Cloud First Report
- Data Driven Cloud Series
- Disaster Resilience for America
- General Dynamics IT Enterprise Center
- Gov Cloud Minute
- Government in Technology Series
- Homeland Security Cybersecurity Market Report
- The Intersection: Where Technology Meets Transformation
- Modern Mission Critical Series
- National Cybersecurity Awareness Month
- The New IP for Federal IT
- The Social Platform Solution for the Department of Veterans Affairs
- Technology Insights
- The Cyber Security Report
- The Next Generation Cyber Security Experts
Shows & Panels
- Cloud-Driven Data Insights in Government
- Disaster Resilience for America
- F-35 Lightning II Program
- Government Perspectives on Mobility and the Cloud
- On DoD
- Pentagon Solutions
- Reducing Risk in the Cloud
- Reimagining the Next Generation of Government
- Transforming Business Operations at the Defense Department
DoD's new plan promises speedy approval of commercial mobile devices
Wednesday - 2/27/2013, 7:11am EST
The Defense Department says it has a solid plan to use the current generation of commercially-available mobile devices on military networks and, just as importantly, to issue security approvals for those devices in a way that roughly matches up with the pace of the commercial marketplace.
The Pentagon's path forward comes in the form of a commercial mobile device implementation plan, approved by Teri Takai, the DoD chief information officer, earlier this month and released to the public Tuesday. It lays out specific timelines for building a new device management architecture to support iPhone, Android and other off-the-shelf mobile devices on both classified and classified Defense networks. It also includes getting those devices past what have proved to be extremely high hurdles for approval based on the military's bureaucratic process for issuing cybersecurity blessings.
DoD's mobile strategy until recently could be summed up mostly with one word: BlackBerry. Out of the 600,000 mobile devices on military networks today, almost 500,000 were made by the company formerly known as RIM. Many of the rest are iOS and Android devices being operated in test projects by the military services.
But the time has come to begin turning those various pilot projects into a coherent, DoDwide mobile infrastructure, said Maj. Gen. Robert Wheeler, DoD's deputy chief information officer for command, control, communications, computers and information infrastructure.
"We're trying to take all the mobility spirals that we have out there today and find the best solution overall. They will slowly grow to that," he said. "At some point in the future — and that point will vary by the service — they will become part of the enterprise. The services have signed up to that."
Path forward already under development
The Defense Information Systems Agency will play a lead role in implementing the plan. The strategy largely is an articulation of the work DISA and the National Security Agency already have been doing in laying the groundwork for service members to use commercial devices.
DISA already has released requests for proposals to industry to create an enterprise-level app store and mobile device management system for DoD. Those awards are expected later this year. And the NSA has been working on ways to use off-the-shelf commercial devices on the military and intelligence community's classified networks.
The plan the Pentagon released Tuesday calls for the devices to be capable of data and voice communication up to the top secret level by September, and both the classified and unclassified communications will be carried over the existing networks of commercial wireless carriers.
"The biggest difference between the classified and unclassified networks is that we'll have a second layer of encryption on the classified network-commercial encryption, not Type 1 encryption-on the classified device," said John Hickey, the mobility program manager for DISA. "It lets us leverage what technology's already out there in the commercial space."
Another key change in the plan is a significant overhaul to the way DoD reviews technology to make sure it's safe for military networks.
No more traditional STIGs
The traditional process, using what are known as Security Technical Implementation Guides (STIGs), involves DISA security pros scouring through, for example, a new release of the Windows operating system, in order to decide which features need to be turned off, which settings need to be changed, and which patches need to be applied.
Besides BlackBerrys, DISA has only been able to put one mobile device through those painstaking paces, and by the time the STIG was approved, the manufacturer, Dell, had already retired the device from its lineup.
"In the mobile space, that model doesn't work just because of the pure speed at which devices come into the market," Hickey said.
So DISA has decided to get out of the business of poking through devices one-at-a-time to determine how to make them comply with DoD requirements. Instead, it's begun publishing what it terms Security Requirements Guides: a set of standards that each device or application must comply with. It's then up to device manufacturers or software programmers to present their own STIGs to DISA, whose only job will be to validate them after-the-fact.
In the new process, DoD says it will be entirely device-agnostic and operating system-agnostic, and it's aiming to add new devices to its approved products list in a turnaround time of no more than 90 days.
"And I would tell you 90 days is the far end," Hickey said. "We need to get closer to 30 days, and that's our goal. The concept now is, 'Here's our requirements. Bring us a STIG and we'll review it very, very quickly.' We've gotten very positive feedback from industry on that, from mobile operating system makers as well as people in the mobile device management and application arena."


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Executive Director's Report
Executive Director's Report to Council and Members – May 2014
In the last twelve months we have made substantial gains in both our core jurisdiction and in areas that have not historically been Guild-covered, and we continue the hard but necessary work to improve conditions for writers in the television, film, and digital media world.
MBA negotiations
In April a joint WGAE-WGAW negotiating committee reached agreement with the AMPTP on the terms of a new Minimum Basic Agreement, effective May 1, 2014 to April 30, 2017. The WGAE was represented at the table by executive staff, officers, and negotiating committee members (many thanks to Adam Brooks, Terry George, Jenny Lumet, Jason Ross, Bill Scheft, and Stephen Schiff), although the negotiations were led by the WGAW because of its larger freelance membership. The terms resembled those negotiated several months earlier by the Directors Guild of America, adapted and expanded to address several important writer-specific concerns.
The terms of the new MBA are described at greater length on our website, but in summary they include increases in minimum compensation rates (in most instances 2.5% in the first year and 3% in each of the second and third years), higher increases in initial compensation rates for one-hour dramatic programs for basic cable, an additional .5% contribution to the pension fund, TV-level compensation for high-budget made-for-SVOD programs, and improved digital streaming provisions (a shorter free-streaming window and increased residual rates). Some of the biggest news was in the writer-specific provisions, including a doubling of the script publication fee for screenwriters and groundbreaking protections against oppressive option and exclusivity provisions for TV writers.
Eligible freelance members welcomed these important gains by ratifying the new MBA by an overwhelming margin.
Public television negotiations
The WGAE represents the people who write some of the best-known and most compelling programs broadcast on public television – Frontline, American Experience, NOVA, Nature, American Masters and more. The Guild collective bargaining agreement with WGBH, WNET, and other producers of national programs broadcast on PBS expires on June 30, 2014.
In 2013 we surveyed our public broadcast members to learn more about their experience creating these important shows in recent years, when resources have been pressed by decreases in charitable and corporate giving and by continued uncertainty in public funding. Most of the members who took the survey said they worked on three or more programs in the last five years. Nearly two thirds said they had worked on the same number of programs – or more – in the last year than in the past, and two-thirds said their earnings from public television (including initial compensation and residuals) stayed the same or increased in the past year. However, about 44% reported a decrease in earnings over the past five years, which presumably reflects the impact of the Great Recession during that period. (42% said their earnings stayed the same.)
The Guild contract sets the compensation and other terms governing the writing done on covered programs, but more than 70% of the members said they also perform additional duties on the shows, in particular producing and directing. About 25% also raise money through grants and other sources to cover production costs. In other words, Guild members are utterly essential to the creation of the public affairs and cultural programs that public television viewers enjoy and rely on for thoughtful, informed perspectives on the critical issues of our time. Without our members' skill, dedication, and experience, the must-see shows on PBS would not get on the air. This is the message we will bring to the bargaining table as negotiations for a new agreement begin.
We have already met with many members who create programs for PBS, in Cambridge and in New York. They are active, engaged, and mobilized. In further preparation for the talks, Guild members have been meeting with elected officials to encourage them to support continued federal funding for public broadcasting. In January 2014, for example, a delegation of Boston-area members met with senior staffers for Massachusetts Senator Elizabeth Warren. Additional meetings are being scheduled.
The WGAE Council has created a Diversity Committee comprised initially of members of the Council. Its first efforts will be directed at enhancing the opportunities of women and people of color to make a living writing for television, film, and new media. The committee's activities will include panel discussions and seminars, continued work with a number of other organizations dedicated to the same goals, and perhaps member surveys.
The WGAE has been fighting for a program to diversify writers rooms in New York. It is difficult to build and sustain a career in TV writing because employment is sporadic, and the challenges faced by women and people of color are particularly acute. We have pressed for legislation in the state Assembly and Senate which would create an incentive within the current production tax credit to hire women and minorities. Guild members have made hundreds of phone calls and have sent hundreds of emails to state representatives urging adoption of this historic proposal, which has broad support from organizations such as the state AFL-CIO and New York Women in Film and Television.
The cultural breadth of the East Coast
The culture and economy in the East is less dominated by the major TV and film studios based in Los Angeles. Our mid-2013 survey of WGAE freelance members demonstrated the breadth of our members' skills and experiences. In addition to their film, TV, and digital media writing:
– Nearly 20% of the survey respondents are also playwrights;
– 20% write novels and short stories;
– 16% write nonfiction books and articles; and
– 10% write in nonfiction television.
Most of the writers who answered the survey also performed other work in the entertainment industry in the last five years. About 45% said they have produced; nearly 30% have directed; and about 18% have acted.
Many members view television as a more writer-driven medium than feature film, and a growing slate of compelling, creatively satisfying shows is being produced for the small screen. The appeal of this work is reflected in the survey results. Although more than half of the respondents said they wrote features in the last five years, nearly 90% said they intend to seek Guild-covered work in television in the next year.
Nonfiction basic cable television
For a number of years, the WGAE has been working with writers and producers to improve conditions in nonfiction basic cable television.
Although nonfiction shows constitute the majority of programming shown on cable television, this is a part of the industry that historically has been non-union. We have won five representation elections at the National Labor Relations Board and are waiting for an NLRB ruling in a sixth, and we have communicated with well over a thousand writers, producers, and associate producers about working conditions and the difficulties of sustaining meaningful careers without employer-paid benefits.
In late January and early February 2014 nearly 175 writer-producers at Sharp Entertainment voted overwhelmingly for WGAE representation, and we entered a collective bargaining agreement with that employer in April. These hardworking men and women won employer-paid health insurance, compensation minimums, paid time off provisions, union security, and a grievance and arbitration provision.
Not all employers play by the rules, however. In November the WGAE issued a White Paper detailing the results of our industry-wide survey, which found widespread violations of wage and hour laws. At our press conference, U.S. Representative Jerrold Nadler, New York City Public Advocate Letitia James, and writer-producer David Van Taylor spoke articulately about the difficult working conditions that prevail in many nonfiction shops and the importance of ensuring that companies not race each other to the bottom by demanding enormous amounts of extra work without paying any overtime.
The writer-producers at Peacock Productions, owned by Comcast/NBCUniversal, began organizing with the WGAE in 2012. In October of that year, the union filed for an NLRB election. Comcast / NBCU lawyers claimed that half of the hard-working television professionals deserved no protection at all under the National Labor Relations Act and had no right to representation— a claim the NLRB rejected. In June 2013 a secret ballot election was held. But because of even more legal maneuvering by the company's attorneys, those ballots are still sitting in a box, uncounted – fully a year and a half after the process began.
To call attention to this injustice and to pressure management, nearly 60 WGAE members writing for more than a dozen NBCU shows like SNL; Law & Order, SVU; Late Night with Jimmy Fallon; 30 Rock; Homicide; and Smash wrote to NBCU CEO Steve Burke saying the Peacock writer-producers deserved union protections enjoyed by all WGAE members and urging him to count the ballots. A few months later the Peacock writer-producers, the WGAE, and the AFL-CIO circulated petitions calling on the progressive hosts on MSNBC to meet with Peacock employees to discuss conditions at the shop. In February we presented more than 10,000 signatures at NBCU headquarters. Of course, our ultimate target is management at NBCU/Comcast. The company can't have it both ways – profiting from the progressive voices of the MSNBC hosts while at the same time depriving the Peacock employees of their own voice on the job.
Our negotiations with ITV Studios' nonfiction entity in New York continue.
With active participation from the writer-producers we have made considerable progress but have not been able to reach agreement on a contract. Management has received sternly-worded letters from U.S. Senator Kirsten Gillibrand and Public Advocate James. We have obtained support from the Writers Guild of Great Britain (the company is owned by the British television network ITV) and all of the other unions that are part of the International Affiliation of Writers Guild, and the press has reported extensively about wage and hour violations at the company. In fact, WGAE pressure forced ITV to completely revamp its compensation policy for associate producers, who now receive time and a half for all hours they work over 40 in a week; some APs had worked 60 and 70 hours a week without a dime in additional pay.
Digital media
When the WGAE started exploring the world of made-for-digital programs several years ago, most people were earning little or nothing.
Although they were creating compelling short projects with innovative narrative structures, moments of great comedy, and new forms of audience interaction, most of the money came from their day jobs and not from advertisers, subscribers, or studios. No one knew when real money would begin to flow to creators into this space.
We recently studied our earnings database and contracts files and found that the digital media are indeed becoming a place where writers might earn a living. Reported earnings increased more than 25-fold from 2008 to 2013. Even from a very low starting point, that is an astounding multiple. It is mostly attributable to high-budget shows on Netflix and Amazon (e.g., House of Cards and Alpha House) but even taking those earnings out of the equation, we found more and more made-for-new-media projects on which members were paid $20,000 and $33,000 and $75,000, and sometimes more – and in at least one case weekly rates comparable to what staff writers earn under Appendix A of the MBA. This is a long way from the $500 or so that was more common several years ago. Some of these better-funded projects are commissioned by brands seeking greater engagement with potential customers, but there is a growing demand for well-crafted work distributed on web "channels" hosted by You Tube and others. And, as the Netflix and Amazon projects demonstrate, producers have come to recognize the value of stories written by skilled, dedicated professional writers.
That is, by members of the Writers Guild. In our survey of WGAE freelance, 17% of the respondents reported that they had been paid to write for digital media. Moreover, as noted above, the new MBA includes TV-level compensation for high-budget programs made for subscription video on demand entities like Netflix.
By winning jurisdiction in the 2007-2008 strike, by immersing ourselves in the business and creative developments as they are being formed, and by negotiating new compensation minimums and reuse payments for higher-budget projects in the most recent MBA, the Guild has moved decisively to build an economic foundation for writers working in new media.
Lowell Peterson
Executive Director
Executive Director's Report to Council and Members – May 2012
As the global economy has stumbled through the worst recession since before World War II, the Writers Guild of America, East and its members have, for the most part, remained strong and steady. Some members have done very well, others not so much. The WGAE's revenues have grown while we have made the operations more efficient and productive. Throughout this period, we have worked to position the Guild and its members for the future, as technology transforms production and distribution; as financial models shift, crumble and are rebuilt. We have created programs to prepare members for new opportunities, and we've continued to make the Guild a place that writers can experience as the center of their creative and professional lives.
Events and programs
The WGAE's core mission includes negotiating and enforcing collective bargaining agreements and organizing to bring more work into Guild coverage. But we also offer opportunities for professional development and fun. I think these are integrated parts of the same project, which is to enhance the lives of people who write for a living. We recently looked back at attendance records to determine just how popular our programs have been and found that we filled literally thousands of seats in the last two years. I use that awkward phrase ("filled seats") because a number of members took more than one course. (Note to members who do not live in metro New York: We know it is very difficult to attend programs in the city, so we created a series of online videos you can view on our Web site. This includes a comprehensive set of clips on digital media and the OnWriting Online series of conversations with prominent Writers Guild members who work in film and television.)
- Skills training and professional development
I will describe the WGAE's digital media education program later in this report, but I am pleased to note that we filled approximately 750 seats in two years. This means that several hundred members have learned about how to understand and create digital media. We also presented a number of non-digital programs (would those be "analog"?) on screenwriting, pitching, writing in various genres and many other aspects of creative and professional development. More than 250 members participated in these sessions in the last two years.
- Screenings
All members get DVD screeners from the studios at Awards time, but we also sponsor or co-sponsor screenings in theaters, often followed by question-and-answer sessions with the films' writers. As one might imagine, these are hugely popular, often oversubscribed with long waiting lists. Indeed, we received approximately 4,000 RSVPs to our screenings in the last two years.
- Social events
Solidarity is not built by workshop alone, and we have hosted many social events, including receptions for new members, for people with films at Sundance, and for elected officials; and the annual holiday party, which typically draws about 250 members.
We tried something new with the 2012 Writers Guild Awards. People often approach these ceremonies with feelings of obligation and dread; this year, we wanted folks to have fun while they celebrated writers' accomplishments. We cut the ticket price for members in half, and nearly twice as many members attended. We changed the venue from a traditional theatre with rows of seats to B.B. King Blues Club, with tables—and table service. Our M.C., Rachel Dratch, and our presenters were, well, hilarious.
Nonfiction basic cable
The WGAE has made enormous progress in the formerly nonunion world of nonfiction basic cable television. The National Labor Relations Board certified the Guild as the collective-bargaining representative of writer/producers at Atlas Media, Lion TV, and Optomen Television. We have spent months at the bargaining table with these employers, and we might be on the verge of an historic achievement—winning employer-paid health benefits, which have been virtually nonexistent in this part of the industry.
The Guild also won an NLRB election at ITV Studios. Rather than honor the results of this election, however, the company has engaged in protracted legal maneuvering, including one last, desperate appeal to the NLRB in Washington. We are confident we will prevail, but presumably this employer hopes our case remain caught in the partisan wrangling over the future of that agency. ITV's writers and other employees are union-represented in its headquarters nation, the U.K. When the International Affiliation of Writers Guilds met at our offices in November, the representatives of the affiliated guilds were so outraged by ITV's hypocrisy that they marched to ITV's New York offices and chanted in a half-dozen languages for the company to come to the bargaining table. (Represented were the writers guilds of the U.K., Ireland, France, Israel, New Zealand, Australia, India, Anglophone Canada, Quebec and South Africa, as were the Writers Guild of America, West and the Federation of European Screenwriters.)
More recently, more than 100 members and activists from the WGAE and a number of other unions rallied in front of Atlas Media with AFL–CIO President Richard Trumka. We hope this display of solidarity will help us win health benefits for Guild-represented employees.
Our work representing people in nonfiction basic cable brings to mind some labor movement fundamentals. One is that, with low union density, people get significantly lower pay and virtually no health benefits—and forget about pensions. Another is that leverage is the key to improving conditions. At every step of negotiations we analyze pressure points, areas of strength and weakness, opportunities to mobilize members and public opinion. Otherwise, winning NLRB elections would do very little for the people who join with the Guild to improve their lives and to gain a voice on the job.
We have been thinking through how the WGAE can better represent screenwriters as the film industry continues to reshape itself. Members have complained about free prewrites and free rewrites, and about decreased opportunities to get hired and to get movies made. In November, members answered a questionnaire, and we convened several meetings to talk about what they have encountered and what we can do about it. As a result of these conversations, we put together a high-level seminar on how to get one's film financed and distributed, and in the fall we will present a panel to discuss how screenwriters can get work in television. We will continue to think and talk about what the Guild can do at the bargaining table; MBA negotiations are only two years away.
In conjunction with the WGAW, we sent a more detailed survey to screenwriter members to gather more detailed data and to prepare a report on which studios engage in which unfortunate practices. The results are still being analyzed and will be presented to the membership soon.
As audiences fragment and technology transforms the ways in which news is gathered and disseminated, the broadcast-news business is a decade or two into a fundamental realignment. Some observers think the news will become platform-neutral—that is, stories will appear variously on broadcast television, radio, Web sites and mobile devices. Researchers at Pew and elsewhere find that more and more people get news from the Internet. At the same time, television news broadcasts still aggregate the largest audiences.
The expansion of news into the digital world has not resulted in greater commitment of resources to writing, producing, and reporting. As Steve Waldman and the Working Group on Information Needs of Communities reported to the Federal Communications Commission, last year, "Television network news staffs have declined by half from the late 1980s." And "most local TV stations have increased the volume of news production, while reducing staff—which generally weakens a station's capacity for depth."
As the WGAE stated in its January 2012 comments to the FCC, "Fewer newswriters, editors, reporters, camera crews, and producers means fewer independent voices; less time and effort devoted to investigation and production of quality pieces; fewer opportunities to explore contrary points of few or overlooked facts; and less time and energy to sharpen questions and make stories more compelling to the viewer."
In January, we asked our news members to answer some questions about the underlying trends in broadcast news, how those trends affect them and how the Guild should respond. Although the people who responded believe their employers will remain in the news business for the indefinite future, they report that their workloads have increased and their job security has decreased.
In the questionnaire, we asked members to rank a number of actions the Guild and its members might take to address the changing reality of the news business. The two top-rated action items— enhancing members' skills and encouraging the companies to broaden members' work— are in a sense two sides of one coin. As the technology and economics of news are transformed, the duties to be performed are also changing. The ratings suggest that members believe the best way for them, and thus the Guild, to maintain their key positions in the industry is to adapt to these changes by learning new skills and taking on new tasks.
Our collective bargaining agreements with CBS and ABC will be renegotiated next year, and we have already begun to prepare. We are meeting with members and activists in the shops, and we will distribute surveys about particular workplace issues in coming months, both to solicit members' views and to get people mobilized.
Digital media
In the last year, we presented the most ambitious digital-media training program yet, funded mostly by the Consortium for Worker Education. This included a five-session Master Class in Digital Journalism; two separate workshops on transmedia (including a full-day session with Lance Weiler); a full-day web TV intensive program; a number of hands-on Final Cut Pro skills training classes; and seminars on social media and legal issues. We also created nearly two dozen video clips with insights from eight digital-media creators and experts and posted them on the WGAE website. Those videos will soon be offered through iTunes University, as well, together with the well-crafted OnWriting Online discussions.
Our large and active digital caucus consists mostly of people who create and distribute their own content. Money is only starting to flow into projects funded by brands and other entities. Our goal is to ensure that Writers Guild members are hired for these projects. Our message is simple: If sponsors and distributors (e.g., the premium channels on YouTube) want to attract audiences to view their content, they need compelling stories, and our members offer both the skill and experience to do that work.
Other organizing
The WGAE Animation Caucus has been reborn, announcing itself with a well-attended kick-off reception for current and potential members. The Caucus' immediate goal is to provide a forum for conversation and learning, but of course will keep its eyes open for potential organizing opportunities. We have quietly begun discussions with people who write and produce news for the Internet, and we continue our outreach to people who write comedy for the Web and elsewhere.
Other collective bargaining agreements
We negotiated a new sideletter with Hello Doggie, which produces The Daily Show with Jon Stewart and The Colbert Report. The agreement significantly increases residuals paid to the members who write these popular and important shows. We negotiated a first-ever agreement covering The Onion News Network and a new sideletter covering Tyler Perry's House of Payne which increased minimums and residuals by 15–20%. We also negotiated renewal agreements covering promo writers at WNET and writer-producers at Phoenix Communications.
Political work
In June 2011, a dozen WGAE members and staffers conducted a briefing for elected officials and staff people in the U.S. Senate Judiciary Committee conference room. (Many thanks to Sen. Leahy and his staff.) We were told by our friends at the AFL–CIO, who helped us set up the briefing, that attendance was truly remarkable. The message we delivered was straightforward: Creators support net neutrality, and they do not want the content they create to be stolen.
As we said at the briefing, the Internet offers an unprecedented opportunity for creators to reach consumers directly and for people to watch and read what they want, when they want. This is very different from traditional media in which major studios, distributors and television networks control the flow of movies and programs. We believe that the public and the economy benefit from an Internet that offers a greater variety of options than what is currently available on television, radio and in movie theaters. Digital technology presents a vast range of possibilities to content creators and consumers alike, and it would be a tragedy to squeeze all of that into a narrow commercial band.
As a practical matter, major entities can easily outbid independent creators of digital content for preferred access to audiences. Therefore, service-access providers should be precluded from charging for enhanced or prioritized access. Otherwise, it is almost certain that most of the content consumers view will be produced by a relative handful of major entities–just as it is now in television and film.
We also believe that an open Internet does not promote digital piracy. The WGAE strongly opposes piracy; our members lose when their work is unlawfully copied and distributed. However, we do not think permitting major commercial entities to control the flow of data and to restrict access to certain programming is an appropriate or effective method of controlling piracy. Everyone opposes car theft, but no one suggests that we permit powerful corporations to restrict access to the highways.
Lowell Peterson,
Executive Director


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|Delivery time
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We suggest you to indicate your job as delivery address rather than your home address. The couriers usually deliver between 09:00 and 17:00, and may require a signature for receipt. If they do not find you, however, they will attempt to contact you by telephone to notify you of delivery in the following day.
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Disc Golf Shop and More PresentsMay Daze May 23-24, Bowling Green KY
PDGA Sanctioned B Tier-Amateur Only *All Amateur Divisions Offered*
United States Amateur Championship Qualifier (top 15% in Advanced division will receive USAMS invitations, www.usamnationals.com )
Southern Nationals Amateur Qualifier (www.sndg.org )
Tournament Directors:
Josh Dobelstein-Disc Golf Shop and More-#14490
Justin Moore-Disc Golf Shop and More-#32083
Course Officials:
Dr Rick Voakes-#2632
Sylvia Voakes-#3360
Shawn Sinclair-#10819
Juliana Korver -#7438
All Amateur Divisions are now being offered! (Must have 3 to make a division)
$50.00 Entry Fee for Current Amateur PDGA Members
$60.00 Entry Fee for everybody else
$2 for Ace Pool-$100 added cash donated by Disc Golf Shop & More
Players Package will include: 2 sponsor stamped discs of your choice, *1 sponsor tournament t-shirt, a cooler with your name and pdga #, and other goodies (Register before May 15th)
*All women players will receive fitted tees in their players package
**If field exceeds 72, we will divide into 2 equal pools, and adjust tee off times accordingly, to allow for travel to course
Early player check-in: Friday night at Utleys Bar and Grill, downtown in Fountain Square Park, from 5-8pm (food and drink specials)
Saturday, 7-9AM Player Check In-Lovers Lane
Player Meeting-9:30AM
1st Round Tee Off at 10:00AM-Lovers Lane
2nd Round Tee Off-TBA-Kerieakes
Saturday Night-Player Party starts after the 2nd round, at Utleys Bar and Grill on the Square (under 21 allowed until 10pm)
*Free Buffet for players from 6-8pm, scores posted, DJ, drink specials, mini disc contests, prizes, and more
Sunday, 8AM Player Check In-Hobson Grove
Player Meeting: 8:30AM-Hobson Grove
3rd Round Tee Off at 9:00AM-Hobson Grove
4th Round Tee Off-TBA-Holler in the Hills Disc Golf Course
Sunday-Awards/Long Distance/Putting Challenge/Prizes will be held at Holler in the Hills Disc Golf Resort, after the final round (www.hollerinthehills.com)
Long Distance Contest:
$50 added cash for Long Distance contest, each player gets one free throw, and $1.00 per throw after. All the cash will be paid out to the top 3 throws.
*$50 added cash for womens only, long distance contest, each player gets one free throw, and $1.00 per throw after. All the cash will be paid out to the top 3 throws.
Putting Challenge:
$100 added cash for the Putting Challenge rules will be announced
Purchase $1 Raffle tickets, for great prizes! CTP Winners!
· A Garmin GPS will be awarded to the first place winner, in the largest division! (most registered players in division)
· 50% of the field in each division will be paid out
· All womens division awards, will include Disc Golf Diva gear, lighter weight discs, and special awards, for the 1st place ladies in each division!
· If you don't have to work, or go to school, Memorial Monday May 25th.......please read further.....
· Everybody is invited to bring your tent, and camp out at Holler in the Hills Disc Golf Resort, after awards Sunday!!
· Cumberland Brews has donated a keg of micro brew.....we will have an epic bon fire, entertainment, glow games, and more!!
· Water/Electric/Port-a-Pot will be available (please bring your own food and camping supplies)
· Disc Golf Shop and More will host a Best Shot Doubles tournament, when everybody gets up the next day!!
· Local Pros are welcome!!
· This will be a great warm up for Howard Baird's "Holler in the Hills", 1 day C Tier tournament the following Saturday, May 30th!
Don't miss this one!!


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Items where Author is "Dann, Z"
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Shi, J, Barclay, I, Dann, Z and Johnston, K (2006) Knowledge, Power and Trust in SME e-based virtual organisations. International Journal of Networking and Virtual Organisations, 3 (1). pp. 42-59. ISSN 1470-9503


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Rep. Chris Van Hollen, D-MD
Click below to hear the interview
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Host Tom Temin brings you the latest news affecting the federal community each weekday morning, featuring interviews with top government executives and contractors. Listen live from 6 to 9 a.m. or download archived interviews below.
Wednesday - 12/1/2010, 10:08am EST
Click below to hear the interview
By Suzanne Kubota
Senior Internet Editor
Overwhelmingly, members of the federal community expressing opinions on Federal News Radio have been supportive of the President's efforts to reduce the deficit, including freezing federal pay, but nearly all of them are also feeling a little thrown under the bus.
As Rep. Chris Van Hollen (D-MD) told The Federal Drive, "what I object to with the White House decision is singling out federal employees".
Without being part of an overall plan, said Van Hollen, we "run the risk of falling into the trap of this myth that...we have an unproductive and overpaid workforce which is just purely false."
The Representative, who will be the top Democrat on the Budget Committee next year, said his problem with the freeze was more about the how than the what of the plan.
"My concern in the way the White House rolled this out was that it gave some ammunition to folks who want to perpetuate this myth."
According to Van Hollen, federal employees are not only not overpaid, but paid less than private sector counterparts. He also noted the size of the federal government is "smaller than it has been many times in the past."
Can we really do with less FBI agents? Do you want to do with less Border Security agents? Do you want fewer people processing Social Security checks, meaning that they won't get there on time? So these are real choices, and so to feed the myth that we have an unproductive or overpaid federal workforce I think is a mistake.
Van Hollen acknowledged all federal employees and even members of the military have a part to play in reducing federal debt. "Everybody needs to do their part." he said. ""It's just that federal employees shouldn't be singled out."
He said there should be a full national debate on the ideas presented by the Presidential deficit commission and others.


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D By Dunhill
D By Dunhill
MFor Men
Item #
- Design House: Alfred Dunhill
- Fragrance Notes: fresh jasmine sandalwood, with warm spicy notes.
- Year Introduced: 1996
- Recommended Use: daytime
No reviews written for this product
I ordered 5 or 6 various colognes, and have not tried them all. I am not going to write a review for each one, but can tell you that I am very satisfied with this company and would order again. Fast shipping and very decent prices. I ordered: Drakkar Noir, DuPong Signature, Vetiver, Dunhill, Oscar de la Renta I am rating this as a 5 (figure above doesn't want to let me insert this, so putting it here)
Written by Raphael on February 08, 2013Read Review details ►
Dunhill no longer sell this in Europe which is a scandal, as it's by far the most delicious scent they make.
Written by Dr Jonathan Rodgers on April 05, 2008Read Review details ►
D BY DUNHILL is nice clean, crisp scent. It doesn't overpower but it does make itself known. It doesn't last that long on the skin but it does linger on clothing.
Written by Anonymous on March 30, 2008Read Review details ►
D by Dunhill is another fresh and classic scent by Dunhill - Its notes range from spring lime to cut grass and rainwoods - lovely and masculine but not overbearing.
Written by Scott Singer on March 11, 2008Read Review details ►
I'vs used Dunhill Aftershave for decades. Nothing can match it subtle and understated elegance---masculine and never perfumy!
Written by Anonymous on July 21, 2007Read Review details ►


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Welcome local High School Students. Emmanuel College is honored to help you take your first steps toward higher education.
For step by step instructions on how to register as the ACCEL student (taking college classes while in high school) or the "Move on When Ready" program, click here (downloadable pdf).
For both programs, your first step will be to contact your local High School Counselor. He/She will assist you to determine which program is right for you. You will need the Emmanuel College application for admission. Fill it out and then give it to your High School Counselor. He/She will determine your eligibility and will submit your application along with transcripts and SAT/ACT scores on your behalf to the Registrar's Office.


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The Doctor of Juridical Science (S.J.D.) Program
Welcome From the Director
I am pleased to introduce you to the S.J.D. Program at American University Washington College of Law (WCL). The S.J.D. Program is a vibrant center of intellectual life at WCL. With approximately 20 active S.J.D. candidates from around the world, the S.J.D. Program is designed for aspiring legal academics and other top legal professionals to pursue sustained independent research and writing in a given field of legal specialization. The S.J.D. Program culminates in a dissertation of publishable quality that represents a valuable, original contribution to the scholarship in that candidate's field and a candidate's public presentation and defense of his or her dissertation before an S.J.D. examining committee and members of the WCL community. Upon successful completion of the S.J.D. Program requirements, we are pleased to celebrate our new Doctors of Juridical Science and welcome them to our community of scholars. I hope you will enjoy learning about all of the opportunities WCL has to offer.
Amanda Frost
Professor and Director, S.J.D. Program
American University Washington College of Law
The Doctor of Juridical Science (S.J.D.) is the most advanced law degree at American University Washington College of Law. The program is designed for highly qualified lawyers seeking to pursue scholarly research and writing in the law. The program selects candidates who are prepared to write a doctoral dissertation, who will make original contributions to the legal literature, and who have a strong intellectual commitment to advanced legal study.
The S.J.D. program covers a breadth of legal topics ranging from international human rights law to international finance and tax law. The program takes pride in its diverse community of candidates, faculty, and legal topics. S.J.D. candidates represent a distinct intellectual community and go on to pursue an array of scholarly, judicial, and political careers in the U.S. and abroad.
Program Stages
The S.J.D. program is a four or five year research and writing focused program. The first year of the program must be completed in full time residence at the Law School. During the residency year, candidates participate in an innovative Doctoral Colloquium, audit law school courses necessary for their dissertation research, and conduct advanced legal research on their dissertation topics. The latter years of the program can either be completed in residence in Washington D.C., or in another location in the U.S. or abroad. Following the residency year, candidates draft their dissertation and receive feedback from their faculty advisors and committee members. In their final year of the program, candidates edit and finalize their dissertations and participate in the rigorous oral defense of their dissertations.
Candidates, Alumni, & Faculty
The S.J.D. program is a small, highly selective program with candidates from countries around the world. Candidates are under the instruction of faculty members who are all recognized experts and leading practitioners in their respective fields.
Graduates have gone on to pursue various prestigious careers in government, academia, and in the non-profit sector. The program takes pride in our alumni and count among them a Supreme Court Justice in Uganda, President of the High Shari'a Court of Appeals in Israel, and a Director within the Korean Ministry of Strategy and Finance.


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smith will be back for cheap. he isn't a franchise player, and if we give him a Minnisota type deal he will be back (snicker, snicker!).
Wilcox is not anywhere close to Chandler on the defensive end. Have you watched him? He gets out-muscled constantly and does not hold his ground. He is not a bad shot blocker at times, but he is not a good defender. I like him running the floor and on the offensive end and he is a pretty good player, but nowhere near the defender TC is.Originally Posted by stbviper22
smith will be back for cheap. he isn't a franchise player, and if we give him a Minnisota type deal he will be back (snicker, snicker!).
Originally Posted by HORNETSFAN
Did we just trade for Memo Okur or something?
I totally agree. Not to mention, they have better coaching.Originally Posted by Imnos 2
the thunder now have westbrook, green, durant and chandler....a yound very good core. kinda looked like us last year and the year before.
now we have a ton of 30+ year olds. Bowen, Brown, Butler (29), Daniels, Ely, Marks, Peterson, Posey, and Peja. Add Smith to that list.
We have West (28), Wilcox, Wright, and CP3. This is NOT A PROMISING SQUAD. we are old and unathletic. We have to essentially rebuild our roster around this four players.
CP3, West, Wright, Wilcox.
Green, Durant, Westbrook, Chandler.
OKC suddenly has a brighter future.
I liked Tyson Chandler, but let's not build him up into the next Patrick Ewing, Shaq, etc. He was a good Center that benefited greatly from playing with CP. His was better on O than D and that is saying a lot.
I wish we could have kept him, but to be honest I wish we just would have gotten more for him. Screw draft picks, better players in this deal would have made me happy.
You guys also have to be careful with the "future" talk. Nothing is guaranteed, making moves with an eye towards the future usually ends up in trouble.
You would think we have traded CP3 with all this sky is falling nonsense. We traded a guy who gives us 8 and 8 and can only catch alleys who makes 12 million a year.
I just can't believe we got hosed by the Thunder, I can't believe. They must be all over themselves in YHT.
We'll be left with no center and Devon ******* Hardon after this trade. The boos will rain down in NO Arena the next loss.
Mike james, anyone?Originally Posted by Imnos 2
Originally Posted by NYKF Hornet
Some people don't want to live in reality.
He was the leo dicaprio to our kate winslet. will our heart go on?
Do not undervalue defense (and that 8 and 8 has consistently been 10/11 or 12/12).Originally Posted by TCNOLACAT
So being 6th in the Western Conference at the midpoint of the season (even with all the injuries we've had) is not a contender???Originally Posted by Jujube
Do you know what the word "contender" means?
Originally Posted by NYKF Hornet
In the offseason we will be left with NO starting center and only the MLE to find one. I hate this. WHY YHT?
Originally Posted by NIH
were they raining down when tyson was starting and we were losing to the bobcats, and hawks?
Everything "looks" good on paper what counts it how it looks and performs on the court. How good will Chandler be coming off of his latest injury? Will he get injured again?
Originally Posted by Who Dat 3
people are missing the point. its not about tyson leaving. its about the way the team ahs been run.
we went from young and promising to old, unathletic and in trouble. and fast. now we have a ton of holes to fill this season and in the offseason, and now we have to be concerned with keeping cp3 happy.
At least with chandler we knew we had a chance to reach the conf. finals....now we are hoping to make the playoffs.
If Wilcox comes in and starts throwing down, he'll get that too.Originally Posted by UNO Gracias
I liked Chandler too, but only his size is irreplaceable(as far as Wilcox is concerned)...
We are a 48-50 win team with tc. We are a 48-50 win team without tc. TC didn't make that much of a difference. Some of you act like we just traded shaq in his prime or someone like that.
Dell Demps PLEASE get us some scorers!
we were not winning a title with Chandler. They may not be done dealing yet. They are looking at clearing up money and signing players that will help Chris Paul win. I know Chandler plays defense, but he is a career 8 pt 8 rebound a game guy. I wish we could find someone to take Peja and Peterson off our hands.
Originally Posted by Who Dat 3
old and slow didn't hurt the spurs.
I know I'm late, but O My God!!!!
Really? OMG
Did this seriously happen? I just don't know what to think of this deal.
Let's get that BUZZ goin again
Am I the only one who thinks these two guys could net us a sign and trade in the offseason?
Height that is it. Tyson is extremely small for a center. Wilcox is a better build for a center.Originally Posted by Eman5805
I liked Wilcox when he was in Los Angeles. Here's to him bringing that game back.
We dropped to 30th in rebounding without TC, 26th in offensive rebounding, and were giving uo 49-50% of the oppositions points in the paint. If you say TC didn't make a difference you don't know basketball.Originally Posted by Alg_Hornet
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S5 Ep 26 Welcome to the Dollhouse
Shocking secrets come to light for the Liars as the biggest clue to the "A" mystery is revealed.
Shocking secrets come to light for the Liars as the biggest clue to the "A" mystery is revealed.
The prosecution calls a surprise witness in Alison's trial; the girls hunt for last-minute evidence.
Spencer, Aria, Emily and Caleb hunt for information that will clear Hanna.
Alison is offered a plea bargain if she names one of the Liars as her accomplice.
The Liars work to protect Mike and get Alison released from jail; Spencer travels to London.
Hanna enters a beauty contest and turns to Emily for help; Aria asks Andrew to keep an eye on Mike.
Aria hopes Andrew can be her tutor; Spencer helps Jonny with a new project.
Mona's friend comes to town to pay her respects.
Hanna refuses to let "A" frame her for Mona's murder; Spencer's actions put Toby in a bind.
Aria attempts to summon the courage to tell Ezra the truth; Hanna covers for Ashley.
Toby is conflicted when a surprising piece of evidence arrives at the police department.
The Liars try to prove that Alison was involved in Mona's death; Aria worries about her future.
The girls try to clear Spencer's name; Alison encounters a ghostly presence.
An ode to fans with a Halloween Twist!
Aria, Emily, Hanna and Spencer feel trapped and search desperately for a way out of a bad situation.