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Students in the School of Pharmacy have an opportunity to become members of this organization that is affiliated with the Virginia Pharmacists Association and the American Pharmacists Association. The group meets regularly presenting programs of interest to the student body.
Pharmacy students who are interested in the practice of pharmacy in organized health care settings may become members.
This student subdivision of the National Pharmaceutical Association works to define the future role of minority health professionals in the community.
This student organization focuses on issues of interest to students who plan to pursue careers in community pharmacy. It is affiliated with the National Community Pharmacists Association.
This organization is for students interested in geriatric pharmacy and/or long-term care and consultant pharmacy.
This organization fosters interest among professional and graduate students in pharmacoeconomics and health outcomes assessment.
This student organization focuses on helping student pharmacists to grow spiritually and promote fellowship within the profession.
Chapters of Kappa Epsilon, Kappa Psi, and Phi Delta Chi are active within the student body. These fraternities extend invitations, according to the rules of the Interfraternity Council, to pharmacy students to become members. Eligibility for consideration is based upon academic achievement as determined by the Interfraternity Council and the dean's office.
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Virginia Commonwealth University
Richmond, Virginia
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Last update: 9/20/2011


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U.S. Equal Employment
Opportunity Commission
In enforcing Title VII's prohibition of race and color discrimination, the EEOC has filed, resolved, and adjudicated a number of cases since 1964. Under the E-RACE Initiative, the Commission continues to be focused on the eradication of race and color discrimination from the 21st century workplace and is seeking to retool its enforcement efforts to address contemporary forms of overt, subtle and implicit bias. Below is an inexhaustive list of significant EEOC private or federal sector cases from 2003 to present. These cases illustrate some of the common, novel, systemic and emerging issues in the realm of race and color discrimination.
In December 2012, a South Dallas, TX mill agreed to pay $500,000 to a class of 14 Black employees to settle an EEOC race discrimination suit alleging that the mill exposed Black employees to violent, racist graffiti and racial slurs by co-workers, such as "KKK," swastikas, Confederate flags, "white power" and other racist terms, including "die, n----r, die," as well as the display of nooses at an employee workstation. Black employees alleged that the supervisors allowed the behavior to continue unchecked. The consent decree permanently enjoins the company from discriminating against employees on the basis of race and requires the company to enact a graffiti abatement policy and undergo annual reviews of its compliance for two years EEOC v. Rock-Tenn Services Co., No. 3:10-cv-01960 (N.D. Tex. filed Sep. 29, 2012).
In November 2012, a federal court ordered Caldwell Freight Lines, a now defunct company, to pay $120,000 to settle a race discrimination complaint stemming from its alleged refusal to hire Black applicants to work on its loading dock even though it is no longer in business. According to the EEOC's lawsuit, 51 African American applicants sought work with Caldwell Freight and none was hired even though many had previous dock experience and were qualified for the positions. An EEOC investigation revealed that the company hired no Black dock workers during the period studied and that one high-level manager allegedly said he "didn't want any [B]lacks on the dock." Under the terms of the consent decree, if the company resumes operations, it will have to implement an anti-discrimination policy and report to the EEOC all discrimination complaints and information regarding its hiring practices during the term of the decree. EEOC v. Caldwell Freight Lines, Case No. 5:11CV00134 (W.D.N.C. Aug. 3, 2012).
In October 2012, a federal district court in Texas ordered AA Foundries Inc. to take specific measures to prevent racial harassment of Black employees at its San Antonio plant following a $200,000 jury verdict finding the company liable for race discrimination under Title VII. According to the EEOC, evidence at trial indicated that a White supervisor used "the N word" in reference to Black employees, called male Black employees "motherfucking boys," posted racially tinged materials in an employee break room, and accused Black employees of "always stealing and wanting welfare." After several employees filed racial harassment charges with the EEOC, a noose was displayed in the workplace. When some employees complained, the supervisor allegedly replied the noose was "no big deal" and that workers who complained were "too sensitive." Additionally, at trial, he also admitted it did not bother him to hear racially derogatory language in the workplace. In a judgment entered Oct. 9, the district court upheld the jury verdict that AA Foundries must pay punitive damages of $100,000 to former employee Christopher Strickland, $60,000 to former employee Leroy Beal, and $40,000 to former employee Kenneth Bacon. Because trial evidence also showed that AA Foundries lacked effective internal procedures to handle discrimination complaints, it must conduct at least one hour of equal employment opportunity training for all employees within 60 days of the court's Oct. 9 order. The company must distribute copies of its revised written anti-harassment policy to all current and future employees and post the policy in the break room of its San Antonio manufacturing facility. Every employee shall be notified of the procedure for initiating racial harassment or other bias complaints, including notice of their right to file EEOC charges if the company does not resolve their complaint. EEOC v. AA Foundries Inc., No. 11-792 (W.D. Tex. judgment and injunction entered Oct. 9, 2012).
In September 2012, two California-based trucking firms agreed to settle for $630,000 an EEOC lawsuit alleging one company violated Title VII by permitting the harassment of African American, Latino, and East Indian workers and by otherwise discriminating based on race, national origin, and religion. In its original complaint, EEOC alleged that since at least 2003, management officials and employees at Scully Distribution referred to Black drivers as "niggers," East Indian drivers as "Taliban" and "camel jockeys," and a Latino manager as a "spic." EEOC also charged Scully gave non-White drivers less favorable job assignments than their White counterparts. EEOC claimed Scully also fired one of the three employees who filed EEOC charges complaining about the alleged harassment in retaliation for his protected activity. Scully denied all of EEOC's allegations, but it and its successor Ryder System Inc. agreed to resolve the suit. EEOC v. Scully Distribution Servs. Inc., No. 11-cv-08090 (C.D. Cal. proposed consent decree filed Sep. 25, 2012).
In August 2012, a Tampa, Fla.-based environmental services company agreed to settle a race discrimination and harassment case brought by the EEOC and eleven intervening plaintiffs for $2,750,000 and other relief. In the lawsuit, EEOC alleged that the harassment of African American employees included multiple displays of nooses, the repeated use of the "N-word," and physical threats. The EEOC also claimed that four White employees were harassed by their White co-workers because they associated with African-American employees. Two African-American employees also alleged they were fired because of their race and two White employees asserted they were fired for engaging in protected activity and in retaliation for associating with African-American employees. At summary judgment, the district court denied in part the company's motion, stating that the company ignored both the extreme symbolism of a noose and that a reasonable jury could conclude that the worksite had at least some racial tension given the other nooses, threats, and racial epithets that each African-American employee experienced, and that the noose was intended to intimidate all African-Americans. The court also found that a reasonable jury could decide that Defendant failed to exercise reasonable care to prevent or remedy the harassment since it did not distribute its written policy forbidding racial harassment to its employees, post it at the job-site, or train the employees about what constitutes harassment and how to report it. The court, however, determined that Defendant was entitled to summary judgment on the hostile work environment claims brought on behalf of the White employees because injury must be personal and thus a White employee cannot sue for harassment of African-American employees that the White employee happened to see. Lastly, intervening Plaintiff provided direct evidence that the supervisor who fired him did so because of his race (through the supervisor's comment that he could get rid of "that . . . nigger. 2011 U.S. Dist. LEXIS 110149 (N.D. Ill. Sept. 27, 2011). Although the company denied liability for the harassment, the three-year consent decree enjoins the company from engaging in further retaliation, race discrimination, or racial harassment, including associational bias. The company also must revise its anti-discrimination policy; provide employee training on the revised policy; and develop a procedure for investigating complaints of race discrimination and harassment and evaluating supervisors' compliance with the revised anti-discrimination policy. EEOC v. WRS Infrastructure and Env't Inc. d/b/a WRS Compass, No. 1:09-cv-4272 (N.D. Ill. consent decree filed Aug. 23, 2012).
In June 2012, Yellow Transportation Inc. and YRC Inc. agreed to settle for $11 million an EEOC suit alleging that the trucking companies permitted the racial harassment of Black employees at a now-closed Chicago Ridge, Ill., facility. The proposed consent decree would settle both EEOC's suit and a private suit filed in 2008 by 14 Black employees under the Civil Rights Act of 1866 (42 U.S.C. § 1981), which were consolidated for purposes of settlement. In its complaint, the EEOC claimed that Black employees at the Chicago Ridge facility, which closed in 2009, were subjected to multiple incidents of hangman's nooses and racist graffiti, comments, and cartoons. EEOC claimed that Yellow and YRC also subjected Black employees to harsher discipline and closer scrutiny than their White counterparts and gave Black employees more difficult and time-consuming work assignments. Although numerous Black employees complained about these conditions, Yellow and YRC failed to act to correct the problems, EEOC alleged. The court granted preliminary approval of a proposed consent decree, but it must grant final approval following a fairness hearing before the decree takes effect. EEOC v. Yellow Transp. Inc., No. 09 CV 7693 (N.D. Ill. preliminary approval granted June 28, 2012).
In January 2012, Pepsi Beverages Company, formerly known as Pepsi Bottling Group, agreed in a post-investigation conciliation to pay $3.13 million and provide training and job offers to victims of the former criminal background check policy to resolve an EEOC charge alleging race discrimination in hiring. "The EEOC's investigation revealed that more than 300 African Americans were adversely affected when Pepsi applied a criminal background check policy that disproportionately excluded Black applicants from permanent employment. Under Pepsi's former policy, job applicants who had been arrested pending prosecution were not hired for a permanent job even if they had never been convicted of any offense." Additionally, "Pepsi's former policy also denied employment to applicants from employment who had been arrested or convicted of certain minor offenses. The use of arrest and conviction records to deny employment can be illegal under Title VII of the Civil Rights Act of 1964, when it is not relevant for the job, because it can limit the employment opportunities of applicants or workers based on their race or ethnicity."
In December 2011, a New York City retail-wholesale fish market agreed to pay $900,000 and institute anti-discrimination measures to settle an EEOC lawsuit charging it with creating a hostile work environment for Black and African male employees. The lawsuit alleged that management at the company's Brooklyn facility routinely subjected more than 30 Black and African male loaders and drivers to sexual and racial harassment and retaliated against employees who complained. The harassment was both physical and verbal and included offensive comments based on race and national origin such as "nigger" and "African bastard" as well as explicit sexual expressions. The Commission also alleged that the company engaged in retaliation against workers who joined in the complaint. In addition to the monetary relief, M. Slavin agreed to submit to 5 years of monitoring by the EEOC; retain an independent EEO coordinator to investigate complaints; conduct one-on-one training for the worst harassers; and provide annual training for all staff. EEOC v. M. Slavin & Sons Ltd., No. 09-5330 (E.D.N.Y. filed consent decree 12/15/11).
In November 2012, Alliant Techsystems Inc. paid $100,000 to settle an EEOC suit alleging that the company violated Title VII when it refused to hire an African-American woman for a technical support job at its offices in Edina because of her race. According to the lawsuit, the alleged victim applied and was interviewed several times for the job in May 2007. After the first interview, the recruiter allegedly advised her to take out her braids to appear more professional. She did so and purportedly was later told by the recruiter that Alliant wanted to hire her and that she would be contacted by the company's Human Resources Department. However, by the time she met with the company's information technology director, she had put her braids back in. The next day, she was informed that she would not be hired. In June 2007, the company hired a White male for the IT job. The 3-year consent decree, which applies to the company's headquarters in Minnesota and Virginia, enjoins Alliant from further discriminating in hiring based on race and from retaliating against persons who oppose practices made unlawful under Title VII. Additionally, the company will review its workplace policies to assure that they comply with Title VII and will train its entire staff on the laws against discrimination. EEOC v. Alliant Techsystems Inc., Case No. 0:11-cv-02785-DSD-JJG (D. Minn. consent decree filed Nov. 20, 2012).
In April 2012, Bankers Asset Management Inc. agreed to pay $600,000 to settle an EEOC lawsuit alleging that the real estate company excluded Black applicants from jobs at the company's Little Rock location based on their race. The firm also allegedly retaliated against other employees and former employees for opposing or testifying about the race discrimination by demoting and forcing one worker out of her job and by suing others in state court. In addition to paying $600,000, the three-year consent decree settling the lawsuit also requires Bankers Asset Management to hold a mandatory, annual three-hour training on race discrimination and retaliation in which its president or another officer participates, among other provisions. EEOC v. Bankers Asset Mgmt. Inc., Civil Action No. 4:10-CV-002070-SWW (E.D. Ark.Apr. 18, 2012).
In February 2012, the owners of Piggly Wiggly supermarkets in Hartsville and Lafayette, Tenn., agreed to pay $40,000 to settle a race and gender discrimination lawsuit filed by the EEOC. In its lawsuit, the EEOC asserted that the Piggly Wiggly locations owned by MWR Enterprises Inc. II violated federal law by maintaining policies and practices that intentionally failed to hire African-Americans because of their race for positions at the company's Piggly Wiggly store in Hartsville and Lafayette. The EEOC further charged that the company maintained a segregated work force and an established practice of not hiring males for cashier positions at the same locations. The four-year consent decree also requires Defendant MWR Enterprises Inc., II, to establish a written policy which provides that all job assignments will be made without consideration to gender; establish guidelines and procedures for processing employment applications; provide Title VII training on race and gender discrimination to its managers; meet recordkeeping and reporting requirements; and post a notice about the lawsuit and settlement at its store locations. EEOC v. MWR Enterprises Inc., II, C.A. No. 3:10-cv-00901 (M.D. Tenn. Feb. 23, 2012).
In January 2012, a Johnson City, N.Y -based cleaning company agreed to pay $450,000 to 15 former employees to settle a hiring discrimination and retaliation case. According to an EEOC lawsuit filed in September 2011 in a federal court in Pennsylvania, the executives of the cleaning company prohibited a White supervisor from hiring Black employees for a client in Concordsville, PA. The supervisor continued to hire qualified Black workers, and later was fired for defying her managers' instructions. The EEOC also alleged that the company forced Black workers at the Concordville worksite to sit in the back of the cafeteria during breaks, and ultimately barred them from the cafeteria altogether The company later fired the entire crew, replacing them with all non-Black workers. The EEOC filed a lawsuit seeking relief for the terminated supervisor and Black employees. In addition to the monetary relief, the company agreed to providing EEO training for its managers and supervisors the company and to submit a follow-up report on remedial measures being taken at the Concordville worksite. EEOC v. Matrix L.L.C., Civil Action No. 2:11-cv-06183 (E.D. Pa. Jan. 6, 2012).
In January 2012, a marine construction and transportation company located in Dyersburg, Tenn., will pay an African-American job applicant $75,000 to settle a racial discrimination lawsuit filed by the EEOC. According to the EEOC's lawsuit, the company refused to hire a Black job applicant for a deckhand position because of his race in violation of Title VII. In addition to the monetary relief, a three-year consent decree requires the company to use its best efforts to fill up to 25 percent of available positions with African-Americans. Choctaw has also been ordered to maintain records of discrimination complaints, provide annual reports to the EEOC, and post a notice to employees about the lawsuit that includes the EEOC's contact information. EEOC v. Choctaw Transp. Co., Inc., 1:10-cv-01248-JDB-egb (W.D. Tenn. Jan. 19, 2012).
In September 2011, the EEOC filed suit against Bass Pro Outdoor World, LLC, alleging that the nationwide retailer of sporting goods, apparel, and other miscellaneous products has been discriminating in its hiring since at least November 2005. The EEOC's suit alleged that qualified African-Americans and Hispanics were routinely denied retail positions such as cashier, sales associate, team leader, supervisor, manager and other positions at many Bass Pro stores nationwide and that managers at Bass Pro stores in the Houston area, in Louisiana, and elsewhere made overtly racially derogatory remarks acknowledging the discriminatory practices, including that hiring Black candidates did not fit the corporate profile. The lawsuit also claims that Bass Pro punished employees who opposed the company's unlawful practices, in some instances firing them or forcing them to resign. EEOC v. Bass Pro Outdoor World, LLC, Civil Action No. 4:11-cv-03425 (S.D. Tex. Sep. 21, 2011).
In December 2012, EEOC and a North Carolina printing firm settled for $334,000 a lawsuit alleging the firm violated Title VII of the 1964 Civil Rights Act by not placing non-Hispanic workers in its "core group" of regular temporary workers who perform the company's light bindery production jobs and giving disproportionately more work hours to Hispanic workers. Under the proposed two-year consent decree, PBM Graphics Inc. would place the settlement funds in escrow for distribution later among non-Hispanic workers identified by EEOC as victims of the alleged national origin discrimination. EEOC v. PBM Graphics Inc., No. 11-805 (M.D.N.C. proposed consent decree filed 12/10/12).
In October 2012, a Hampton Inn franchise in Craig, Colorado agreed to pay $85,000 to resolve a race and national origin discrimination lawsuit regarding the terminations of three Caucasian and non-Latino employees. According to the lawsuit, the general manager of the hotel allegedly was told by the business owners "to hire more qualified maids, and that they preferred maids to be Hispanic because in their opinion Hispanics worked harder" and that White or non-Hispanic workers were indolent. EEOC v. Century Shree Corp. & Century Rama Inc., Case No. 11-cv-2558-REB-CBS (D. Colo. Oct. 2, 2012).
In September 2012, an Indianapolis hotel agreed to pay $355,000 to settle a job discrimination case with the EEOC. The Hampton Inn is accused of firing Black housekeepers because of their race and retaliating against those who had complained. According to the EEOC, the general manager of the Hampton Inn hotel advised her employees that she wanted to get "Mexicans" in who would clean better and complain less than her black housekeeping staff, even if the Hispanic hires were equally or less qualified than Black candidates. In addition to the monetary relief, the hotel must offer three of those employees their next available housekeeping positions and train any employees involved in the hiring process. EEOC v. New Indianapolis Hotels, Inc., Case No. 1:10-cv-1234 (S.D. Ind. Sep. 21, 2010).
In August 2011, an Obion County producer of pork sausage products paid $60,000 and furnished other relief to settle a wage discrimination and racial harassment lawsuit filed by the EEOC. In its lawsuit, the EEOC charged that near Union City violated federal law by paying an African-American maintenance worker less than White counterparts and subjecting him to a hostile work environment. The EEOC asserted that Williams Country Sausage gave raises and paid higher salaries to all maintenance department employees except the department's lone African-American employee and allegedly allowed a supervisor to regularly use racially offensive language toward the employee because of racial animus. The five-year consent decree enjoins the sausage company from engaging in future race discrimination, and requires annual Title VII training on employee rights, record-keeping of racial harassment complaints, and annual reports to the EEOC. The decree also requires the company to establish and enforce a written policy that will ensure that employees are protected from discrimination. EEOC v. Williams Country Sausage, Civil Action No. 1:10-CV-01263 (W.D. Tenn. Aug. 11, 2011).
In April 2011, the EEOC and a Bedford, Ohio, auto dealership reached a $300,000 settlement of a case alleging that the dealership permitted a general manager to harass Black employees and also discriminated against Black sales employees with regard to pay. EEOC v. Ganley Lincoln of Bedford Inc., No. 1:07-cv-2829 (N.D. Ohio consent decree entered Apr. 19, 2011).
In January 2013, a federal jury found that two Black employees of a North Carolina trucking company were subjected to a racially hostile work environment and awarded them $200,000 in damages. The jury also found that one employee was fired in retaliation for complaining about the hostile environment. In a complaint filed in June 2011, EEOC alleged that, from at least May 2007 through June 2008, one Black employee was subjected to derogatory and threatening comments based on his race by his supervisor and co-workers, and that a coworker mechanic displayed a noose and asked him if he wanted to "hang from our family tree." EEOC also alleged that the mechanic also repeatedly and regularly called the employee "nigger" and "Tyrone," a term the co-worker used to refer to unknown black individuals. Evidence also revealed that A.C. Widenhouse's general manager and the employee's supervisor also regularly made racial comments and used racial slurs, such as asking him if he would be the coon in a "coon hunt" and alerting him that if one of his daughters brought home a Black man, he would kill them both. The employee also frequently heard other co-workers use racial slurs such as "nigger" and "monkey" over the radio when communicating with each other. The second Black employee testified that, when he was hired in 2005, he was the company's only African American and was told he was the "token black." The general manager also talked about a noose and having "friends" visit in the middle of the night as threats to Floyd. Both employees reported the racial harassment, but company supervisors and officers failed to address the hostile work environment. The jury awarded the former employees $50,000 in compensatory damages and $75,000 each in punitive damages. EEOC v. A.C. Widenhouse Inc., No. 1:11-cv-498 (M.D.N.C. verdict filed Jan. 28, 2013).
In January 2013, Emmert International agreed to settle an employment discrimination lawsuit filed by EEOC that charged the company harassed and retaliated against employees in violation of federal law. Specifically, the EEOC's lawsuit alleged that the company's foreman and other Emmert employees repeatedly harassed two employees, one African American and the other Caucasian, while working on the Odd Fellows Hall project in Salt Lake City. Emmert's foreman and employees regularly used the "n-word," called the Black employee "boy," called the White employee a "n---- lover," and made racial jokes and comments. The EEOC also alleged that Emmert International retaliated against Black employee for complaining about the harassment. The 24- month consent decree requires the company to pay $180,000 to the two employees, provide training to its staff on unlawful employment discrimination, and to review and revise its policies on workplace discrimination. The decree also requires Emmert International to post notices explaining federal laws against workplace discrimination. EEOC v. Emmert Industrial Corp., d/b/a Emmert International, No. 2:11-CV-00920CW (D. Ariz. Jan. 7, 2013).
In October 2012, a district court ruled that the EEOC proved that a construction site where a White supervisor regularly used racial slurs was objectively a hostile work environment for Black employees under Title VII of the 1964 Civil Rights Act. It also decided, however, that a jury must determine if the three Black plaintiffs found the workplace subjectively offensive because, although their repeated complaints indicate they were offended, a jury must resolve factual issues raised by some co-workers' testimony that the plaintiffs actually did not seem bothered by the harasser's conduct. Ruling on EEOC's motion for partial summary judgment, the court said the company's admissions that site superintendent/project manager referred to three Black plaintiff-intervenors as "nigger" or "nigga" on a near-daily basis and told racial jokes using those terms and other offensive epithets establishes an objective racially hostile work environment. The court said the undisputed evidence also indicated that human resources manager told the company's employees during a safety meeting not to "nigger rig their jobs"; that company management was aware the worksite's portable toilets were covered with racist graffiti; and that other White supervisors and employees routinely used racial epithets, including an incident where a White supervisor commented regarding rap music being played in a van transporting employees to the worksite, "I'm not listening to this nigger jig." When confronted by a Black employee about the comment, the White supervisor allegedly replied: "I can see where your feelings were hurt, but there is a difference between niggers and blacks, Mexicans and spics. But I see you as a black man." EEOC v. Holmes & Holmes Indus. Inc., No. 10-955 (D. Utah Oct. 10, 2012).
In March 2012, the EEOC sued a restaurant in Menomonie, Wisconsin because its managers allegedly posted images of a noose, a Klan hood and other racist depictions, including a dollar bill that was defaced with a noose around the neck of a Black-faced George Washington, swastikas, and the image of a man in a Ku Klux Klan hood. A Black employee to complained and then was fired. EEOC v. Northern Star Hospitality Inc., Civil Action No. 12-cv-214 (W.D. Wis. Mar. 27, 2012).
In February 2012, major cement and concrete products company, paid $400,000 and furnished other relief to settle am EEOC lawsuit alleging racial harassment. The EEOC charged in its lawsuit that a class of African American males at Ready Mix's Montgomery-area facilities was subjected to a racially hostile work environment. The EEOC said that a noose was displayed in the worksite, that derogatory racial language, including references to the Ku Klux Klan, was used by a direct supervisor and manager and that race-based name calling occurred. Ready Mix denies that racial harassment occurred at its worksites. The two-year decree also enjoins Ready Mix from engaging in further racial harassment or retaliation and requires that the company conduct EEO training. Ready Mix will be required to modify its policies to ensure that racial harassment is prohibited and a system for investigation of complaints is in place. The company must also report certain complaints of harassment or retaliation to the EEOC for monitoring. EEOC v. Ready Mix USA d/b/a Couch Ready Mix USA LLC, No. 2:09-CV-923 (M.D. Ala. consent decree announced Feb. 21, 2012).
In August 2011, a federal district court entered a default judgment in favor of the EEOC in its lawsuit alleging that a pipeline construction company permitted several African American employees to be subjected to hanging nooses in the workplace even after they complained about the offensive displays. The company failed to retain counsel to prosecute the lawsuit. The court granted the EEOC's motion for a default judgment and awarded $50,000 to five claimants. The court also enjoined the company from discriminating on the basis of race or protected conduct in violation of Title VII. EEOC v. L.A. Pipeline Constr. Co., No. 2:08-CV-840 (S.D. Ohio Aug. 5, 2011).
In December 2012, an office and technology supply store paid $85,000 and target recruitment of African-Americans and Hispanics to settle a retaliation lawsuit filed by the EEOC. The EEOC's lawsuit charged that OfficeMax violated federal law when its store manager retaliated against a sales associate after the associate complained that he had been terminated because he is Hispanic. The store manager was required to immediately reinstate the sales associate, but then engaged in a series of retaliatory actions designed to generate reasons to terminate him again and/or force the sales associate to resign, the agency alleged. In addition to the monetary settlement, the four year consent decree contained injunctive relief: OfficeMax agreed to target additional recruitment efforts in the Sarasota/Bradenton area to reach more African American and Hispanic applicants, provide training for its management and human resource personnel in three locations in the Bradenton/Sarasota area on racial harassment and retaliation, and will report future internal discrimination complaints to the EEOC. EEOC v. OfficeMax North America, Case No. 8:12-cv-00643-EAK-MAP (M.D. Fla. Dec. x, 2012).
In April 2012, a real estate company in Little Rock agreed to pay $600,000 to former employees and a class of applicants to settle a race discrimination and retaliation lawsuit filed by the EEOC. The EEOC's suit alleged that the company excluded Black applicants for jobs at the company's Little Rock location based upon their race. The EEOC also alleged that the company retaliated against other employees and former employees for opposing or testifying about the race discrimination, by demoting and forcing one out of her job and by suing others in state court. In addition to the monetary relief, the three-year consent decree requires the company to provide mandatory annual three-hour training on race discrimination and retaliation under Title VII; have its president or another officer appear at the training to address the company's non-discrimination policy and the consequences for discriminating in the workplace; maintain records of race discrimination and retaliation complaints; and provide annual reports to the EEOC. EEOC v. Bankers Asset Management, Inc., No. 4:10-CV-002070-SWW (E.D. Ark. Apr. 18, 2012).
In March 2012, a northern Nevada company agreed to pay $50,000 to a Black driver to settle an EEOC lawsuit alleging racial harassment and retaliation. In its complaint, the EEOC said the driver was subjected to racial slurs by a supervisor and taunts by White employees. In one instance, the EEOC says a co-worker flaunted a swastika tattoo and talked about keeping the White race "pure." The lawsuit alleged that the driver was fired after complaining twice in one month about the treatment. EEOC v. Sierra Restroom Solutions, LLC, Civ. No. 3:09-CV-00537 (D. Nev. Mar. 20, 2012).
In March 2012, a Warren, Mich.-based painting company which does business in several states, will pay $65,000 to settle a retaliation lawsuit filed by the EEOC. The EEOC had charged that the company unlawfully retaliated against an employee for objecting to race discrimination. In its lawsuit, the EEOC said that Atsalis retaliated against a journeyman painter, who complained about the use of the "N-word" by his foreman, by not bringing him back to work for the 2008 work season. In addition to the monetary award, the decree requires the company to provide ongoing anti-discrimination training to all of the company's officers, managers, supervisors and human resources personnel; create a new anti-discrimination policy; institute new procedures for handling discrimination complaints; and file reports with the EEOC regarding compliance with the decree's requirements. EEOC v. Atsalis Bros. Painting Co., Civil Action No. 11-cv-11296 (E.D. Mich. Mar. 9, 2012).
In September 2012, a Rosemont, Ill.-based food product distributor paid $165,000 and furnished other relief to settle a race discrimination lawsuit filed by the EEOC. In its lawsuit, the EEOC charged that the food distributor violated federal law by firing an African-American employee who worked at its Memphis facility because of his race. Specifically, the EEOC said, the company discharged the black employee after he failed to stop a Caucasian driver who reported to work under the influence of alcohol from making deliveries on his route. US Foods did not terminate the Caucasian driver for being under the influence, or another Caucasian safety specialist who saw the driver at the first stop on his route. Instead, the company discharged the white driver later for an unrelated matter. EEOC v. US Foods, Inc. fka U.S. Foodservice, Inc., Civil Action No. 2:11-cv-02861 (W.D. Tenn. Sep. 12, 2012).
In April 2012, the Fifth Circuit ruled that Kansas City Southern Railway Company (KCSR) violated Title VII when engaged in race discrimination by terminating two Black employees because of work rule violations and retaining their similarly-situated White co-drivers who were involved in the same incidents leading to Black employees' dismissals. The Court also took issue with KCSR's failure to document the reasons for the terminations and inability to identify the decisionmaker. The Court cautioned: "KCSR is no stranger to Title VII employment discrimination litigation, and it would behoove KCSR to discharge its burden with greater acuity." EEOC v. KCSR, No. 09-30558 (5th Cir. 2012).
In March 2012, a Fairfax County, Va.-based stone contracting company agreed to pay $40,000 and furnish other significant relief to settle an EEOC lawsuit alleging national origin, religion and color discrimination. According to the EEOC's suit, an estimator and assistant project manager was subjected to derogatory comments from his supervisors, project manager and the company's owner on the basis of his national origin (Pakistani), religion (Islam), and color (brown). The lawsuit indicated that the comments occurred almost daily and included things like telling the estimator he was the same color as human feces. The lawsuit also alleged that the estimator was told that his religion (Islam), was "f---ing backwards," and "f---ing crazy," and was asked why Muslims are such "monkeys." Pursuant to the three-year consent decree enjoining the company from engaging in any further discrimination against any person on the basis of color, national origin, or religion, the contracting company also agreed to redistribute the company's anti-harassment policy to each of its current employees; post its anti-harassment policies in all of its facilities and work sites; provide anti-harassment training to its managers, supervisors and employees; and post a notice about the settlement. EEOC v. Rugo Stone, LLC, Civil Action No. 1:11-cv-915 (E.D. Va. Mar. 7, 2012).
In April 2011, the EEOC found that the transportation department engaged in race and color discrimination when it failed to select the Complainant, the Acting Division Secretary, for the position of Division Secretary. The EEOC found the Agency's explanation to be "so fraught with contradiction as not to be credible," and thus, a pretext for discrimination. The EEOC noted that Complainant discussed her experience as Acting Division Secretary in her KSA responses, and, contrary to the Agency's assertion, made numerous references to acting as a Division Secretary in her application. The EEOC ordered the placement of Complainant into the Division Secretary position, with appropriate back pay and benefits, and payment of attorney's fees and costs. Bowers v. Dep't of Transp., EEOC Appeal No. 0720100034 (Apr. 15, 2011).
In March 2012, a financial services company formerly located in various cities in Michigan agreed to settle for $55,000 an age and race discrimination suit brought by the EEOC. The EEOC lawsuit alleged that that Wells Fargo Financial failed to promote a highly qualified 47-year-old African-American loan processor on the basis of age and race. The loan processor applied for a promotion but was passed over for five lesser qualified Caucasian women aged between 23 and 30 who were based in various other branch offices, even though the processor had the best combination of relevant, objective scores that measured productivity, was "loan processor of the year" for 2007, the year immediately preceding the promotion decision, worked at the one of the largest and most profitable offices in the relevant district, and was the "go-to person" for the district on loan processing. EEOC v. Wells Fargo Financial Michigan, Inc., Case No. 2:10-CV-13517 (E.D. Mich. Mar. 22, 2012).
In November 2011, one of the nation's largest retailers will pay $100,000 and furnish other relief to settle the EEOC's race, sex and age discrimination and retaliation lawsuit. According to the EEOC lawsuit, an over 40, African-American female employee who worked in loss prevention at several Sears stores in the Oklahoma City area, from 1982 until her termination in March of 2010, was passed over for promotion to supervisor several times beginning in 2007 in favor of younger, less experienced, White males. Sears allegedly retaliated against Johnson for her initial EEOC discrimination charge in September 2007 by subjecting her to worsening terms and conditions at work. In addition to the $100,000 payment, Sears has agreed to take specified actions designed to prevent future discrimination, including the posting of anti-discrimination notices to employees, dissemination of its anti-discrimination policy and providing anti-discrimination training to employees. EEOC v. Sears, Roebuck & Co., No. 5:10-cv-01068-R (W.D. Okla. Nov. 4, 2011).
In December 2012, an agricultural farm in Norman Park, Ga., has agreed to pay $500,000 to a class of American seasonal workers - many of them African-American - who, the EEOC alleged, were subjected to discrimination based on their national origin and/or race. The EEOC's suit had charged that the company unlawfully engaged in a pattern or practice of discrimination against American workers by firing virtually all American workers while retaining workers from Mexico during the 2009, 2010 and 2011 growing seasons. The agency also alleged that Hamilton Growers fired at least 16 African-American workers in 2009 based on race and/or national origin as their termination was coupled with race-based comments by a management official. Additionally, the lawsuit charged that Hamilton Growers provided lesser job opportunities to American workers by assigning them to pick vegetables in fields which had already been picked by foreign workers, which resulted in Americans earning less pay than their Mexican counterparts. Pursuant to the consent decree settling the suit, the Hamilton Growers will exercise good faith in hiring and retaining qualified workers of American national origin and African-American workers for all farm work positions, including supervisory positions. Hamilton Growers will also implement non-discriminatory hiring measures, which include targeted recruitment and advertising, appointment of a compliance official, and training for positive equal employment opportunity management practices. The company has also pledged, among other things, to create a termination appeal process; extend rehire offers to aggrieved individuals from the 2009-2012 growing seasons; provide transportation for American workers which is essential to viable employment in that part of the country; and limit contact between the alleged discriminating management officials and American workers. The decree also provides for posting anti-discrimination notices, record-keeping and reporting to the EEOC. EEOC v. Hamilton Growers, Inc. d/b/a Southern Valley Fruit and Vegetable, Inc., No. 11-cv-134 (M.D. Ga. consent decree filed 12/10/12).
In August 2011, New York University agreed to pay $210,000 in lost wages and compensatory damages to settle a racial and national origin harassment lawsuit by the EEOC, alleging that an African NYU Library employee from Ghana was subjected to racial slurs, such as "monkey" and "gorilla" and insults such as "do you want a banana," "go back to the jungle," and "go back to your cage" by his mailroom supervisor. Pursuant to a three-year consent decree, the university also will improve and implement university-wide enhanced policies and complaint procedures; designate an EEO coordinator to monitor NYU's compliance with federal anti-discrimination laws; conduct in-person, comprehensive EEO training sessions for employees, supervisors, and HR staff; and maintain records of its responses to future employee complaints of discrimination, harassment, and retaliation. EEOC v. NYU, No. 10-CV-7399 (S.D.N.Y. Aug. 16, 2011).
[1] For another human trafficking case, see EEOC v. Trans Bay Steel, Inc., No. 06-07766 (C.D. Cal. complaint filed 2006) (nearly $1 million settlement of national origin discrimination case in which 48 Thai welders paid exorbitant recruitment fees to an agency that kept them in involuntary servitude, and had their passports confiscated by employers that forced them to work without pay and threatened them with arrest if they tried to escape their slave-like, squalid conditions).
[2] As the Sixth Circuit explained: "A White employee who is discharged because his child is biracial is discriminated against on the basis of his race, even though the root animus for the discrimination is a prejudice against the biracial child" because "the essence of the alleged discrimination . . . is the contrast in races." Tetro v. Elliott Popham Pontiac, Oldsmobile, Buick, & GMC Trucks, Inc., 173 F.3d 988, 994-95 (6th Cir. 1999) (holding employee stated a claim under Title VII when he alleged that company owner discriminated against him after his biracial child visited him at work).

subset: commoncrawl


text:
Interview conducted by Ayman El-Sayed
Peace brother Ridwan tell us how you been recently?
I'm real good, been real good, working on a lot of different things for Ridzdesign as well as Islamic Relief, Rizzy is always good though.
How long have you been doing photography and what got you into it in the first place?
At this point, over 10 -12 years. It was kind of funny cause I trace it all the way back to playing with lego's when I was little kid, because my favorite thing to play with was lego's, I was always creating stuff, always building things, always making things, as I got older I was creative and wanted to be part of the creative realm but I mean I didn't think I had the talent, I couldn't paint, I couldn't stroke but I knew I wanted to do something that had to do with the arts so I went into computer animation and I got my fine art degree but for the first two years it was all drawing classes, all paint classes, all stroke classes, everybody else was fine artist, what you would consider fine artist and I always struggled with all that stuff because it wasn't me but what I found my thing was, I was a really good story teller, so then I borrowed my father's camera at the time and started taking pictures and using that as my tool and I found that that was one way that I could do it, I could talk through the camera you know what I mean, I can use that as my medium, I didn't have to draw, I didn't have to paint, I can use my camera to tell the stories, then I got into film and stuff because with one frame you can tell a story with a bunch of frames you can tell a scene, with a bunch of scenes you can make a movie and that's what really got me into it.
Do you remember what your fathers camera was?
It was a canon 8E1, 35 mm film camera, all manual everything, manual focus, manual exposure, manual everything, I used to take that to hip hop shows and in the dark like manual focus, if anybody who knows what that means knows how hard that is to manually focus and manual exposure in like a dark hip hop show in film, that's how I learned how to use it.
We land in Mogadishu and you are in the airport and they open the gates and you get in a car and from the first moment you are like wow, this is really serious, and you see the destruction on all the buildings, bullet holes riddled everywhere, there wasn't a single building that wasn't shot up, that didn't have bullet holes, and you are driving through and you are like this is serious.
Would you say that was your first camera or did you have another one that you would call your own?
My first camera, I was probably like 8, it was one of those 110 film camera, that had the wide film, I remember having one of those, I don't know if any of those photos exist but I do remember having one of those but it was my father's camera and my brothers camera that I took the 35 mm film work and I basically took them, they are mine now.
Do you still have them today?
I do, they are sitting in my office.
Is that like a memory for you, do you look at them as like your first, kind of like your first experimenting with photography?
I mean I have them on shelves, I like them, they are classic and a lot of kids today they didn't learn on film, they are leaning on digital, so it' a completely different mind set to do that and I think learning the old style traditional way using film and having to look at your, you know you have 36 shots in a row, you didn't have an 8GB card that you could put 200 or 300 photos on, I used to do full photo shoots on the 36 roll , each shot counted, it cost money to develop these rolls so you took care of your 36, it was like bullets in a chamber, you don't waste them, you had to use them wisely or you had to put a whole other roll in, you didn't just click click click finish the roll and then your done.
Do you look back nostalgic towards those days or are you happy with the digitalization of the camera and media, what's your opinion on the advance of technology in that respect?
I mean technology is amazing and the things we can do today are completely amazing, it's really like light years ahead of what the camera and the stuff back in the day was but just being able to learn that way I think benefited me in the way I approach the way I shoot and I think even anybody starting up now and any young photographer coming up should do that, just to learn it, just to know what it takes to do it the way it was done, you will get a greater appreciation for the technology that you do have.
Do you feel that there will be a shift back to using the old cameras since everybody is using all the modern canons and digitals and everything, do you think people will start like a throwback type of thing, you know people go back to using the older ways, it become the new or cool thing to do? Do you feel that people will go back or do you feel like it's lost?
You can't really go back anymore, they are phasing out film, they are shutting down film factories , it's kind of going by the wayside, you can still shoot on film and some people still shoot on film and there is nothing like large format film, there is nothing like that digital these days, the way that looks and the way that feels, some portrait photographers shoot exclusively on that, I don't think in my lifetime I will see anything that rivals that on the digital end.
I wanted to focus on photography but you are a filmmaker as well, you do videos, do you remember what your first video was, one that sticks out, that you remember, that you would consider your first video?
My first music video was C-Rayz Walz, I did two videos for C-Rayz Walz in one weekend, we did two songs in one weekend, we shot all saturday, we shot "buck 80″ and "3 card molly" in the bronx, we shot one during the daytime and we took like an hour nap and shot the other one at night, saturday night into sunday, all night in the bronx which was real interesting to say the least but that was my first real music video that got played on TV and I got paid for, I mean before that it was experiment and student film.
Tell us about the school project, the independent type of experimental videos that you did before?
Yeah, there was tons of stuff before, in school obviously we did short film, my first short film that I shot in school, everybody was shooting in digital video cameras at the time, I said no I want to learn to do it the right way, if you want to call yourself a filmmaker then you gotta shoot on film so I shot my first film on 16mm film, I cut it, literally, the reason they say editing is cutting is because you literally cut the film and you had a reel that you had to cut the strips into little bits and tape them back together to make your edits and my first film was that and again it goes back to the same thing, it gives you such a great appreciation for the process, for the craft of actual film making.
Do you want to speak briefly about what your first short film was about?
Oh wow, my first short film was called "Searching", it was one actor, throughout the whole film he was looking for something and we didn't know what he was looking for, and he is searching all over the place and he finds a mirror in the garbage, takes out a sharpie and in the mirror he draws a happier face on the mirror over his own, he was searching for happiness, he was searching for himself but through that he found a way to trick himself into believing the reality he created.
Would you say it was a natural transition for you from photography to filmmaking or did you think you were going to stick to photography first and then you stumbled upon film, how would you describe that connection?
For me it's all about story telling, so no matter what the medium was, like I started out in computer graphics and I did animated shorts and what not and it was all about story telling , even with the photography, it was about telling a story in a single frame, you frame it up, you position things in a certain way, and you light it in a certain way, and you're telling a story, you are telling an expression, a feeling, an emotion and that's what film is, film is basically that replicated over and over again in where you are taking your shots and editing them together and making longer pieces of basically the same element, you are making multiple stories to make a larger story within one thing which is that one image, that's what photography is, it's just a natural progression to move from still photography to film and back and forth, for me at least.
Tell us about last year, I know you started a project, the photo a day project, did you start it on January 1st of last year?
Yes on January 1st, I said to myself, I've seen other people attempt it and i've seen other people do it, I said I want to try this, I want to try to basically create everyday, working at the non-profit organization Islamic Relief, we deal with a lot of heavy material, a lot of really serious subjects, things that can really get to you, so I wanted to create something a little bit more light-hearted, for me it was just an outlet to create everyday so the goal was to take a photo everyday and post it online and add a story, originally it wasn't even about the stories, it was just about taking a photo and it grew into something bigger, it grew into more about the story and the journey and I started realizing that even though it was about the photography it becomes about more of the process and more about what I was going through, and more emotionally and psychologically and that whole journey because I knew it was a smaller piece to something much larger, it was every single day, there are 30 days in a month, there are 7 days in a week, there are 365 days in a year and last year was a leap year so it was 366 days, each photo, each moment was part of a larger tapestry of the year.
Was there any challenges in this project, was there any moments where you couldn't take a photo of something, anything like that happened?
With a full time job and especially with the position I'm in where you are working 14, 15, 16 hour days and then you are exhausted, you leave work, you just want to go home, you want to eat, you want to go to sleep at that point, but part of the challenge was having the dedication and having discipline to say no, I need to get a shot, I remember there would be times I'm laying in bed, i'm laying next to my wife , it is midnight and i'm tired, I would go I didn't take a shot today, she would be like shut up don't get up and I'm like I got to do it, I get up, I get dressed, I get in the car, I drive off and I go look for something, sometimes I'll take a self-portrait, or I start taking my daughters toys and use them as props to try to tell stories with that.
It was like a roller coaster, there would be really good weeks where it was really creative and I found ways to go out like during lunch take a little extra twenty minutes and do something or plan something with somebody, I'll be like hey I want you to show up on Thursday wearing all green or whatever if I had this idea or i'll drive out, I would keep like a mental registry of locations and things I saw that if I didn't use for today I know I had a long way to go, I'll save that one for a rainy day, I'm going to save that one for a day when i'm tired and I need something so I just gathered all of this up in my head and there would be days where I had some amazing amazing stuff and there would be times where it was slower or I was busier and I didn't have enough time to concentrate on it but that's what made it interesting, it mirrored life, that's what life is, no one is on point 365 days of the year, nobody is at their top of their game all the time, it's impossible, there were days were I got sick or my daughter got sick and I couldn't do certain things, you have to just go through it, there was a day I remember where I did a really long photo shoot and I didn't want to use any of my work photos, it had to be something separate and I fell asleep, I forgot I didn't' take the shot I fell asleep, and I remember waking up and my bag was right next to me, I woke up and all I did was I pointed the camera towards the ceiling and I took the shot and went back to sleep.
So that was your photo of the day?
That was the photo, I needed to get it in.
I wanted to ask you, since you said sometimes you would look at a place and would be like this is a good spot for a future shot so some of it was somewhat planned but at the same time I saw there was a lot of spontaneous shots especially in December you were posting on your Facebook page who is down to take a photograph right now, meet me in wherever, Queens, Manhattan, whatever it was so it also had the spontaneity to it as well?
I'd say about 90% of it was more spontaneous than planned and if it was planned, it literally was like I have this like sliver of an idea that I want to see it through, maybe doing it, there would be times I would go to a location, where I know there is this forest that's close to where I live, I'm just going to go and check it out, I know it's there, I have no idea what I'm going to do there, I have no idea what the shot is but I know this might have potential for something and that was the other part of it there is potential in everything, there is creativity, there is potential for everything if you think about it that way, everything is an option, everything has potential, everything has an opportunity for you to capitalize off of it.
I mean in the interview process if we can call it an interview process, it's kind of like passive aggressive, when we went, it's was 8am in the morning, we are on the Palestinians side, they interrogated us until 4 in the afternoon.
How did people respond to that project?
It's strange, in the beginning it was kind of slow, people were like oh it's cool you are trying this and it would build steam and as the stories got more elaborate and more personal people started reacting more, at first I was like I don't want to make this personal, I wanted it to be an art project but people reacted better the more personal it got, people started making more comments, more sharing the more personal it got, the more in depth it got, the more about me it got and that's why I found it really interesting that oh wow people do want to see this, the human side to it, its not just this cold callous thing I'm creating, that I'm just some dude with some camera in some place, no i'm a human being and I go through stuff and that resonated with a lot of people.
From my understanding you are doing the same thing this year but this time with cellphone photos?
Yes, so this year, I initially carried my stuff everywhere I went, I carried my camera bag and all my gear literally everywhere I went, when I was in the car, my wife would be like let's go to the grocery, I would be like hold on let me get the camera she would be like oh my god can you just put it down, I was like no I didn't take a shot today I need to take a shot and people would be like hey did you take your shot today cause they wanted to be the shot of the day and i'd be like yes I did or no you are not the right person for it, I'm not feeling you today but this year it's a little bit easier on myself, not easier creatively but with a cellphone, it's in my pocket, it's also to prove it's not the tool, it's what you are doing with it that really makes a difference, to one up myself almost, to say hey i'm going to do it all with cellphone this year and see where we go with that.
You said it was easier because you don't have to have your equipment which is heavy but is it challenging because of the quality of the image, I know your pictures are usually crisp, they are beautiful, you feel like you are in the picture so has that been challenge with the cellphone photos, do you mind that there is a difference?
The interesting thing is that up until this point cellphone cameras I didn't think were good enough and then in the last maybe year or two, maybe three the new iPhone cameras and instagram, and the way their concentration on it in the industry, in at least the phone industry they want to make quality cameras in these phones that the quality is actually pretty good on these cameras and that was part of the reasoning that okay I tested it out and it was good enough for me to use and it offers a challenge in another way, theres no lenses, no different focal length, it's basically learning your tool, learning the pros and cons of the tool and making those work for you so it's different, it is different and a different challenge, now i'm using a phone, which isn't a camera, which doesn't have a remote or button to press, it's a different tool but at the end of the day it's the same thing, it's a camera, its an image capturing mechanism, you are still telling the story, you are still capturing it, you are still framing it, lighting it, you are still doing the same things, it's just a different tool, a different medium.
It's about creating good quality work that represent me and my people and my voice and something for my daughter to be proud of, something for my community to be proud of, something for everybody around us can be proud of, hold our head up and say hey this guy is one of ours and he speaks for us, it's not the other side, it's not mass media or somebody that doesn't represent us, no it's this brother that represents us and understands us and can do it in a way that can be the top level quality and the top level of integrity and that's what I aim to do everyday.
Since you spoke about the different medium, would you say the art of photography has somewhat been diminished with all this technology, with everybody having a camera, every minute of their life, every moment, taking a million photos, would you say that's a bad thing for photography?
You know what's funny, I get asked this a lot, people would expect me to say I hate it, I hate instagram, I hate that everybody has the ability to do this but it's the complete opposite and the same thing when SLR's came out and everybody was using them to make music videos and everybody was like I got an SLR and it's pretty good right and everything looks kind of crispy and everybody's got these music videos they shot for like a thousand dollars and they look amazing so you are going to be out of a job. What I say is that now that the playing field is level what's going to stand out is all the important things, there is no excuse, we all have the same stuff, right we all have the same cameras, everybody owns a 7D a 5D, a 60D a P3I, whatever, everybody has an iPhone, so what would separate me from anybody else is what I do with it, it's the story I tell with it, my quote is, it's not the camera, but the eye and the mind behind it, and it's even more so now because everybody has the same thing, the playing fields is leveled, we are all on the same playing field, so who is going to stand out, those who do something special with it, those who do something extraordinary with it, those who can use that tool and stretch it beyond what the confines are.
Do you edit these photos you are taking with your camera phone?
I do, I use a few apps on the phone, which was another reason why I went that route, the ability to do what I do, and post production on the computer, it's in my phone, I didn't have to wait to go back home and be on the internet, get on the computer and download the stuff, that was part of the reason is that I could do it all from my phone, I can take the photo, edit the photo, write the caption and post it all from my phone without having to do anything.
Is that how it's going to be are all the photos going to go straight from your phone or are you going to do some editing on the computer as well?
No, straight from the phone, 100% phone.
You work for Islamic Relief USA and you guys do a lot of non-profit work, volunteer work in the United States as well as around the world, you traveled with the organization to Somalia in November of 2011, how was that experience, going to Somalia, did you fly straight there, did you have a couple of stops before hand, and what were your thoughts before you reached Somalia?
I'm the creative director at Islamic Relief USA, which is a non-profit NGO, they do humanitarian work in the US and abroad, I do all their photo work, their video work also, lead the design team and all of that, my first trip to the field was actually Egypt and Palestine in 2011 right after the revolution in Egypt, that was my first in the field experience, it was really interesting, good breaking in to try to get me into that and the different mind set of work, it was completely different than anything I had done before, and then when the famine broke out in East Africa later in the year we actually made a trip there but we stopped off in Kenya first, in NairobI which is a lot farther than I thought it would be, you just look at the map, and Africa is like condensed, but like from London to NairobI it was a ten hour flight, I was like wow, that is far, we were going near the equator, south of the equator, and we stopped in NairobI and we were there for a day or two and we were waiting, there was a UN private jet that would take us into Mogadishu, Somalia, these are just non-profits organizations airplanes, basically humanitarian airplanes that get you into Mogadishu.
We land in Mogadishu and you are in the airport and they open the gates and you get in a car and from the first moment you are like wow, this is really serious, and you see the destruction on all the buildings, bullet holes riddled everywhere, there wasn't a single building that wasn't shot up, that didn't have bullet holes, and you are driving through and you are like this is serious, and then they took us to the first refugee camp where we were meeting tons and tons of families who fled from wherever they came from, they came from all over the place, in Somaliland and in Southern Somalia, they come to Mogadishu so they can find food or water or medicine, it's just massive amounts of people in refugee camps and you start meeting with people, hearing their stories, hearing what they went through, and it's really really humbling, and kind of overwhelming but while doing it, documenting all this stuff, you have to block all of it out, and kind of just zone in, let me do my work, and capture all of this, and you meet people, and then when you get back, is when it all hits you, when you start going through the photos, going through the videos, watching everything, is really when it hits you, wow, this is what you just witnessed firsthand.
The organization was delivering medical supplies or food relief?
Yeah, there is food packets, the necessities like rice, flour, sugar, salt, and stuff so you can make rice, stuff that you can make bread with so they can bake their own bread, and then there is like lentils, beans, things that you can sustain on, non-perishable, that you can survive off of.
You role was to document what was going on, to get the story of the people on the ground?
Basically the voice of the voiceless or the face of the voiceless, they can't tell their stories here, they can't come over and tell you what their experiencing, it's to document this, to show that this is what the people are going through, this is a need that is out there, we need to help these people, this is what the reality of it is, and kind of to tell their stories, and to bring that over here and transmit the information visually.
How long were you out there for?
That whole trip I think was a week, a week and change, but the actual time in Mogadishu was I think 3 days, 3 or 4 days, really tight curfew, like you had to be in by 4pm before the sunset for security issues and to make sure everything is safe.
What inspires me is the ability to inspire others, if somebody else sees a photo or sees a piece of work that I have done and is like I didn't think I can do this but now I can, I want to try this, I want to go out and I want to create something or I want to tell this story, or say you meet somebody from a culture that you are not a part of and you don't know anything about and hey I didn't know that I can use this to tell my peoples story then go ahead and If I've inspired you to do that then that's inspirational for me that tells me that what I'm doing is right.
How did the refugees respond to you approaching them with a camera, were there certain moments that were like, I don't know, maybe you felt you shouldn't be documenting it, people not happy, it's an awkward situation to be in sometimes?
Well for me personally, the way that I shoot and the style that I shoot, it's very personal, it's very up close, I'm not hunting these people, i'm not a hundred yards away with a really long lens, they are not tigers in the safari, these are human beings, they are people, so I'm about a foot away with a wide lens, when I first got there I went to the field office and asked how do you say what your name is and how do you say look here, and how do you say what my name is, SofeerI was look here, Mahga'ay Ridwan, so I'd be like Magha'ay Ridwan, my name is Ridwan and Magha'aa was what is your name, so when I first meet somebody I would say Salam Magh'aa, and they would be like wow okay and they would say their name and then I would say Magha'ay Ridwan, shake their hand, once you do that, you kind of broken the ice, you kind of broken down that barrier, obviously I'm light skin, I'm arab, I don't look Somali, I'm obviously not from there so once I did that it kind of broke it down and then you have a human being and you are talking one to one and then I'll do that little symbol, i'll have the camera in my hand and I'll hold it up basically saying can I take a picture, non-verbal communication, and if they nod i'll take a picture, if they say no or put their hand up or wave me off then I don't take the picture, if they don't want it then I'm not going to disrespect that. You realized that when you break that barrier and you ask people they are more susceptible to say sure go ahead or if they don't want to they will tell you no not at all.
You said you had to kind of distance yourself in order to do your work, I remember one of your photos, of the SomalI woman, she had the blue scarves, I believed they had chicken pox, was it hard taking her picture at that time or did you look back later on and was like damn, these people are going through a lot of suffering?
It was looking back, at the time, she is there, she looks at me, I remember her being weaker, like physically weak so I'm asking her can I take her picture she is kind of like sure go ahead and she is physically weakened and I take her shot, I take a few and again with my style remember I was saying, i'm not machine gunning, i'm not taking 30, 40 shots, I'm taking of each person or each set up or each thing maybe 4 shots, maybe 5 shots like max so I'm not dwelling on something for a really long time, I'm doing it kind of quickly, respecting her time, respecting her privacy, to not have someone just sitting there in her face liked 5, 10 minutes, you are sitting there like 30 seconds, I take a few snaps, if I don't like I adjust, take a few more, you are in and you're out and you remove yourself from that situation.
I know a lot of the photos were people going through the famine, the drought, traveling long distances but how was the spirit overall, I saw some of your photos with the kids, you know how kids are, even in a bad situation, they are in a better mood at least, they lighten up the mood a bit, they were smiling, looked like they were playing soccer or sports, would you say it was all depressing?
What's funny is, I named the whole series scars and smiles because when I first got there you see all the buildings, you see the destruction, and you see diseases and the sickness and the death and you are like wow, that's what first hits you and then you start talking to the people, you start hearing their stories and you start breaking it down and then they start smiling, not just the kids, the kids are amazing in the fact that they can get over these things and kind of channel it out and live their lives as children but even the adults feel kind of like subhanallah, this is what our situation is, this is what we've been putting through and it could be worse, I mean they are saying that, it could be worse and thank god I have my life, thank god I have my children, that they didn't die, thank god, for example some people they had six children and four of them survived, thank god that only 2 of my children died not all six.
Its kind of insane to think about it from our perspective here in the west in America, how much we take for granted and somebody in that situation is saying thank god or being grateful and humble for that it isn't worse and that this is what we've been given and we're dealing with it and we'll be ok and we have faith and it'll be fine and that's kind of crazy and there is this one story, we are in the medical clinic, a little boy who has a really really high fever and the doctor was giving him medicine and he is checking him out and he is checking out his little brother, I think the doctor figures out they have a strong case of pneumonia, so he's giving them antibiotics and he's giving him the medicine to make him feel better and then the mother is sitting there smiling and we are talking through an interpreter, she's telling us what the deal is and what is going on, she tells us that she is pregnant and then she asks me what my name is, I say Ridwan and she says oh I really like that name, I'm pregnant and if I have a little boy I'm going to name him Ridwan , and then I walked out of the tent started tearing up, i'm like oh my god, in that moment right there you are like it wasn't about the death and destruction and the famine, it was about hope, she has a child growing inside of her and she wants her child to have a good future as any parent would and that's all she was thinking about.
Any plans on going back to Somalia?
I think right now there are security issues, we can't go right now, I think the aid agencies are dealing with some difficulties right now, it's a little bit more difficult, and obviously we are not the ones providing, we are not the ones that are doing the delivery so we are deemed like, if you guys don't need to go and risk your lives taking photos and stuff, I would love to go back and it would be amazing to try and go back and try to find some of the people to get an update and to see was that sick little girl healed, is she better, did that family ever find the father who was missing and they lost and those kind of things, it would be really interesting for me to try and go back and see it a year later, see it three years later, see what's changed and what's progressed or if nothing's progressed at all, it would be interesting.
You have been to Palestine as well, was it also with Islamic Relief?
I've been to Palestine twice with Islamic Relief, once in 2011 in May and then again in 2012 in august. Both times it was very very interesting just to go to the occupied territories, just to go to Palestine, to a place where a lot of people aren't allowed to go in and a lot of people aren't allowed to leave.
It's a blessing to be able to have seen Jerusalem, and seen the dome of the rock, and going to Masjid al-Aqsa. To experience that,to see the people there and kind of transfer some of their stories and their experiences to the outside world as well, it was a really really big blessing to be able to do that. and interestingly enough in one of those cases, Islamic relief does orphan sponsorships. There was a group of three orphans that we saw the first time we went that when we went back the next year we saw them again they remembered me, they were like oh how are you doing, you came back so that was really really nice to see that.
We went through Jordan both times. Islamic relief has a really good office in the West Bank, the Islamic relief Palestine office in the WB which is really strong and they do a lot of programs, some of them there like there is a kidney dialysis center, they have opened I think like 3 or 4 kidney dialysis centers at this point, they have a school rehabilitation, they build schools, they rehabilitate schools, they give new computer classrooms, its not only in the refugee camp, it's to help the livelihoods of the Palestinian people, so it's helping them re-plan their farmland, water irrigation system. Help them get on their feet and support themselves and help with the infrastructure.
Did you have any encounters with IsraelI soldiers or settlers?
On the way in its always interesting, I mean being with Islamic Relief it raises red flags,I mean in the interview process if we can call it an interview process, it's kind of like passive aggressive, when we went, it's was 8am in the morning, we are on the Palestinians side, they interrogated us until 4 in the afternoon.
What was funny is that it was the same officers that interviewed me the first time I went to Palestine, she remembered me, we had a conversation, trying to be cordial, like hey I'm back a year later and you are asking the same question. She was asking personal questions and I was asking personal questions like oh you still aren't married yet. That second time when we were there till 4 pm, my phone battery died, everyones phone battery died, I couldn't get in contact with the field officer, I was exhausted told the driver to take us to the hotel which was supposed to be in Ramallah, it was ramadan and almost time for iftar.
I mean you've been to Palestine so you know what it's like, so the hotel was supposed to be in Ramallah, me and my colleague fell asleep on the bus, we wake up and I can see the golden dome, this isn't right, basically it's like my hotel is supposed to be in Queens why am I in Times Square. We ended going to downtown Jerusalem, I'm like this is all wrong, the driver is like no its the next stop,and we stop by Al-Aqsa and I'm like this is definitely not our hotel, I go into the hotel and use the payphone to call the field officer, he's like where are you, I told him the golden grand hotel or something like that, he says FANTASTIC, i'll be there shortly, he drives by, picks us up and he says you know what we are going to do, we are going to do a food drive right now at al aqsa, and then basically we went from being interrogated for 8 hours to being at al-aqsa distributing food during Iftar. The driver took us to the wrong hotel.
It was the night of the 27 of Ramadan, so it was Lailat al Kadr and we fed thousands of people. That was amazing just the fact to where we started out to where we ended up, how that whole day was, that whole process and what we went through and how the day started and what happened and basically I gave up and was like we'll just pick up tomorrow, wake up and start over and the way we ended up and how that experience was, it's a blessing in itself how sometimes you can see that you are not in control and all this, you don't really have much control of anything.
Egypt has been all over the news again, how long after the revolution did you go?
I think it was June, the revolution ended in February, a few months after the revolution and everybody was being positive and everybody was really hopeful and everybody had a great outlook on life , everybody was talking politics, every cab we went into, every cabbie, basically he's the one who started the revolution and every person you spoke to was an expert on foreign policy, everybody was an expert, everybody always spoke out about everything and was never scared so it was really funny and they had a really great outlook on the future, they all knew it was going to be a long road but they were very impatient with making things happen, with making changes, I talked to a lot of the youth and they were really excited to be part of it and have a chance to have their voice heard, know that they have the power to do everything, while we were there, one night at Pizza Hut and we come out to Tahrir Square and there is a clash between the people and the police right in front of our eyes and I'm like wait, what is going on right now. Basically they were upset that the police wasn't releasing names of martyrs who had died during the revolution and they were withholding information and people wanted that information out so they started protesting, it was kind of crazy to experience that first hand.
Did you get some photos then or were you caught off guard?
I got a little bit of video, I didn't have my camera, I had a phone, I basically ended up using my phone with video to record just a little bit of Tahrir in that moment right there which I think is youtube as well but we weren't there for that, we were there for Islamic relief as well, after Mubarak left, basically the aid agencies were able to go back in and be able to provide aid and to support some of the people that really need it, so we were going to some really really rural areas that were really really impoverished and didn't have very much anything at all, Mubarak basically said oh these people don't need help, we all have money, Egypt is fine but some of the worst poverty I've seen in my life was some of the stuff I saw in Egypt.
This is a question that I try to ask people whether it comes to photography or hip hop or any art form that people use. Can photography be used as a tool of resistance?
Of course, there is a photographer that I met when were in Palestine the first time, his name is FadI Arouri, he's a journalist out there in Ramallah and in the West Bank who was shot, who was actually shot and was in the hospital in intensive care for like 5 or 6 months and then came out and went right back in the field documenting everything, documenting life under the occupation, so he and all the other photographers to there are using their tools to tell the stories of people, I mean for me, I use it in journalistic ways with Islamic Relief and in my own creative work is creating artwork that is representational, has other meaning or has pieces that can represent solidarity, pieces that can represent things that people can use to send messages, imagery is extremely strong like the Islamophobia photo that I have, if you google Islamophobia it's the first thing that pops up so using things like that is extremely powerful to use art as a tool to send messages, people can use art as a propaganda tool and to say things and you can also use art as a tool to search for truth.
What advice do you have for those interested in pursuing photography? Any advice to up and coming cats, people interested in pursuing the field?
Just one thing, SHOOT, Shoot, shoot shoot, shoot, make mistakes, keep shooting, go back out, shoot, come back inside your house, look at what you did, figure out what you did wrong, go back outside and try it again and just rinse and repeat, through that process you are able to get better, and through that process you are going to learn how to see things, learn how to look at the world, you can expand on your vision and once you learn your tool you then can work on it in tangibles like storytelling, once you have control of that tool then you can use that tool to be creative and do other things.
What inspires you?
This silly thing that's sitting on my lap right now inspires me, my daughter, she inspires me to make a better, leave this world a better place then when I showed up, if I can do that for at least her that would be a great great thing, inspiration for me is also from, what inspires me is the ability to inspire others, if somebody else sees a photo or sees a piece of work that I have done and is like I didn't think I can do this but now I can, I want to try this, I want to go out and I want to create something or I want to tell this story, or say you meet somebody from a culture that you are not a part of and you don't know anything about and hey I didn't know that I can use this to tell my peoples story then go ahead and If I've inspired you to do that then that's inspirational for me that tells me that what I'm doing is right, that yes If I can help one more person and if that person can help one more person and it's a chain effect into making things better across the board.
You started the kickstarter page, what is the goal of that project and what led you to do it?
After getting the response for the 366 project, the photo a day project, I wanted to put it together so everyday and every other day there would be somebody on there asking how did you do this, how did you do that, how did you take this photo, what were your settings, what was your camera and all these questions that people always ask and I don't really like to answer because that's not what it's about, so I want to compile everything from that whole year, all the photos and all the stories and everything and putting together a coffee table book that one you can admire just the work of art as a piece of art and admire the images and the stories and you can read it and be entertained by it and then on another level you can look at it as tips and tricks in how to do these photos, some of the inspiration behind it, the techniques behind the photos, and if you are an aspiring photographer or image maker you can learn from it, so putting that together we are trying to self publish, we are not trying to go through a publisher and have somebody take large chunks of our money, we are trying to print this book out and send it out to everybody who orders one and wants one and wants to learn and then ship them to amazon and get those on all the different bookstores so we can get it out there to as many people as possible.
Where can people check out your work? What website, youtube page, etc.?
Official Website: www.ridzdesign.com
Official Facebook Page: http://www.facebook.com/iloveridzdesign
Official Vimeo Video Channel: www.vimeo.com/ridzdesign
Official MySpace Page: www.myspace.com/ridzdesign
Official Twitter Page: www.twitter.com/ridzdesign
Any last words brother, any last words for those reading this?
Thank you, thank you for the interview, thank you for putting me on, thank you for your help and support, support the arts and let us try to make a difference and that's all I'm really trying to do is make a difference, I aspire to inspire and anything or anybody that is helping me and others do that is on our side and we appreciate that, we all gotta stick together and support each other in creating quality work, good work, not just creating stuff, it's about creating good quality work that represent me and my people and my voice and something for my daughter to be proud of, something for my community to be proud of, something for everybody around us can be proud of, hold our head up and say hey this guy is one of ours and he speaks for us, it's not the other side, it's not mass media or somebody that doesn't represent us, no it's this brother that represents us and understands us and can do it in a way that can be the top level quality and the top level of integrity and that's what I aim to do everyday.


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The process of buying a new Acura car or truck can seem overwhelming if you don't know where to begin. Edmunds.com can get you started on the right track with a convenient directory of Acura car dealerships in and around Quincy, Massachusetts. Compare online price quotes on the new or used car, truck, SUV, minivan, or wagon of your choice to locate the best deals. Edmunds.com makes it easy to find trusted Acura car dealers in Quincy, saving car buyers time and money on what will be an important purchase.
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The 10th year of SPEX celebration
Participants info
Only for those who have received an invoice and have paid the total amount in advanced, click here for the event information you need.
Do you have any questions? Call us on the mobile number +31 681477697.
See you on Saturday 22nd and/or Sunday October 23rd.


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Items where Author is "Borbely, G."
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Jones, Huw and Visoottiviseth, Pornsawan and Bux, M. K. and Foldenyi, R. and Kovats, N. and Borbely, G. and Galbacs, Z. (2008) Case Reports: Arsenic pollution in Thailand, Bangladesh and Hungary. In: Garelick, Hemda and Jones, Huw, (ed.) Reviews of Environmental Contamination. Reviews of Environmental Contamination and Toxicology, 197 . Springer, pp. 163-187. ISBN 9780387792835


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Welcome to Chadron State College Online. Whether you're looking for a single online course or for a degree completion program, we can help.
And now, here are just a few reasons why you should consider CSC Online:
Click on an area to view the list of programs we offer.
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Millions of employees today would like to network for their next career moves in private. A novel idea, yes?
That's how it used to be in the "old days" before LinkedIn, Facebook and Twitter. And now the pendulum is swinging back to more confidential, selective and strategic networking for career change.
LinkedIn is an incredibly powerful tool for connecting with hiring companies and recruiters. So are Facebook and Twitter. Even Facebook recognizes the trend towards more privacy, and CEO Mark Zuckerberg recently announced"Anonymous Login." It gives users the ability to avoid sharing any data already on Facebook with an outside app.
"With the new login, I can sign in on my own terms," Zuckerberg said. "As a developer, this is going to help more people feel comfortable signing into your apps and engaging with them."
SEE ALSO: How to design office spaces to attract and retain great talent
"Unsocial" networking enables selectivity and, yes, even privacy. You may not want everyone to know your business or what you are targeting as your next career move. You may want to talk to specific people about certain issues rather than broadcast your queries and concerns across the web. Additionally, you may want some private assistance or access to online networking groups and educational events.
My recommendation: Unsocial network sites should be an "and" not an "or" to your full job search strategy.
Sites like Netshare.com have built an unsocial network site for executives, whether they are in job search mode or not.
Unlike LinkedIn, which is akin to the hot new club where you want to be seen, Netshare, started in 1991, has created a smoke-filled backroom where deals get done. Sure, you want the exposure of a big social network to build personal brand awareness, but the real networking goes on behind the scenes.


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Revision Information
- Reviewer: Michael Woods, MD
- Review Date: 03/2015 -
- Update Date: 03/15/2015 -
The more you know about your health, the better prepared you are to make informed healthcare decisions. Our health library gives you the information you need to take charge of your health.
39 Broadway, Suite 2700
New York, NY 10006
1-800-GO-LIVER (465-4837) (toll free in US)
This website provides information about cirrhosis and other liver diseases. It also has information on current liver research trials and their findings, professional discourse among healthcare providers, and links to community organizations for people with liver disorders.
Office of Communications and Public Liaison, NIDDK, NIH
Building 31, Room 9A04, 31 Center Drive, MSC 2560
Bethesda, MD 20892-2560, USA
This website provides consumer-friendly information on cirrhosis and other liver diseases. It also provides links to the National Digestive Diseases Information Clearinghouse, which provides information about digestive diseases for patients and their families, healthcare professionals, and the public. The organization also answers inquiries; develops, reviews, and distributes publications; and works closely with professional and patient organizations and government agencies to coordinate resources about digestive diseases.
Canadian Liver Foundation National Office
3100 Steeles Avenue East, Suite 801
Markham, ON L3R 8T3
(416) 491-3353
A national, charitable organization, with chapters across the country, dedicated to liver health and to eliminating the over 100 forms of liver disease. Promote liver health through our programs and publications. Reduce the impact and incidence of liver disease through research and education. Provide support through our 'Living with Liver Disease' and other programs.


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CRP is a pentameric beta-glycoprotein (MW: 110 kD) that activates the alternate complement pathway when bound to the C-protein of pneumococci. Increased CRP is a non-specific phenomenon that accompanies all acute inflammations, infections and some malignancies.
What is the education discount policy?
For more than 15 years, Bio-Rad has made science education a major priority. To support this effort, the company has implemented a discount policy that allows high school and college teaching laboratories to purchase kits, instruments, reagents, and other equipment at preferred prices.
How do I apply for the education discount?
If you are an educator at the high school or college level, visit our Education Discount Policy page to establish an education account number.
Source: Human Pleural/Ascites Fluids. Concentration: 1-5mg/mL. Form: 0.1M Tris, 0.2M NaCl, 0.1% NaN3, 2mM CaCl2, pH 7.5 ± 0.2.
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The students in the course were teachers in various Kansas schools. The teachers were given an NXT educational kit, an NXT curriculum from Carnegie-Mellon and a stipend, in order to come up with a robot based on an animal from Fay Rhodes'
NXT Zoo Book
Some teachers built animals directly from the book (with modifications). Others used concepts from the book to create their own animals. All of the robots were enormously creative!
What follows are pictures taken on the last day of class:
Fay Rhodes signing copies of her book
Spider that captures its prey from a tree,
then takes it to its nest.
Tauntaun from Star Wars: attacks Imperial Storm
Troopers by using its light sensor
Turtle that turns, rolls to the end of the table and
pokes its head out of its shell
Meerkat rolls through its burrow, raising
and lowering its head to look for
Turkey gobbler approaches other turkeys;
If the other turkey is a male, it backs off. If
the other turkey is a hen, it flutters its
Elvis "Hound Dog" Presley. He dances and
twirls to a rock music soundtrack.
ET: moves furtively while talking and
raising/lowering its head
A platypus that, among other things, uses its tail as a
lethal weapon
A skunk that fires a dart from its rear
(seen here after a crash)
A camel in its native habitat, designed by a student
A fox that explores a vineyard
Two student groups with their robots, their teacher
and Fay
(Posted by Rick Rhodes)


text: The museum's 25 exhibits have specific emphasis on the attractions that once existed at Playland at the Beach and the Sutro Baths & Museum. Included are numerous artifacts from the original Whitney's Playland at the Beach including the giant clown's blue hat from the top of the Playland Funhouse and Walking Charley, one of the original hand carved life-size wooden characters from the terrace above Laughing Sal in the front window of the Funhouse. Thousands of historical items are present, from cases of never opened books of Playland tickets to original signage, parts of rides and games, rare photographs, employee uniforms, and prizes from the Playland arcade games. Additionally, there are over 30 pinball games, carnival skill games, dioramas celebrating Halloween and the Yuletide season, and miniature circuses, including the Marcks Family Miniature Circus.


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ESSEX, VT -- More than two dozen pigs living in an Essex home will have to move out.
The town's zoning board ordered Florence Gruber and Alan Tsefrekas to remove all of the 30 to 40 mini-pigs, which live indoors, from Tsefrekas' Pinewood Manor home by Jan. 22.
It was the second time in less than a year that Gruber has been forced to remove the pet pigs she breeds from a residential neighborhood. She was ordered to remove them from a home in Paulsboro, N.J., last spring.
A week before Thursday night's meeting, Gruber made her case for keeping at least some of the animals as pets.
Standing between the TV and the feeding trough at the home she shares with Alan Tsefrekas on Valleyview Drive, Gruber pointed around the living room at her pigs, some lounging on blankets against the bare, white walls, others scuttling across the floor, hooves sliding on wood.
An adult mini-pig typically weighs 50 to 100 pounds. Gruber said the pigs are litter-box-trained, but accidents can happen if the animals are disturbed. After mopping up the puddle that a startled Nadia left beside Free Press photographer Glenn Russell, Alan Tsefrekas gave a tour of the upstairs to some visitors. Jason Seidl and his two kids drove up from Leominster, Mass., after reading an online ad stating that Gruber and Tsefrekas were giving away pet pigs.
Gruber says the pigs are up for adoption.


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Moderators: Tonyblack, Jason, Toothy
Tonyblack wrote:To be honest, I don't know for sure if he's attending them all. There's a German and an Australian convention next year as well as the US one and the Dutch one.
Sjoerd3000 wrote:I´m going too
Registration is a bit problematic The site doesn´t look very professional either
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When I try to mount a Seagate 150GB drive, I get this error:
Error mounting /dev/sde1 at /media/david/AE18-C069: Command-line `mount -t "exfat" -o "uhelper=udisks2,nodev,nosuid" "/dev/sde1" "/media/david/AE18-C069"' exited with non-zero exit status 32: mount: unknown filesystem type 'exfat'
Now, I swear that this was not EXFAT.. It should have been NTFS.
Is linux just reading it incorrectly, or is it really EXFAT?
Is there a way to format the drive without losing data? Either Windows or Linux?